Identificación diferencial de objetivos y resultados de los planes de formación: una aplicación al sector de la acuicultura en Espa a

The main aims of the formation, related theoretically to the performance of human resources, self-training, information and effectiveness, have been identified as the amount in which the company goes further from knowledge to learning. In this paper three hypotheses applied to the Spanish aquaculture are proposed to model the differential aim follow-up and the achievements of the formation plans. The empirical analysis has been carried out with the data of 99 representative companies of the aquaculture sector. The SPSS 19 statistical program was used for the data analysis. A factor analysis was made by the method of principal components. Eighteen nonparametric tests of Kruskal-Wallis type were applied, as well as 36 chi-squared tests. As a result, three principal components were identified that explain 80% of the variance of the aims: the first one refers to policies of implication of human resources, the second one is related to objective circumstances and the third one is associated to dynamism. It was confirmed that the relevance of aims is proportional to the percentage of expense in formation and, specifically, it is greater in suppliers. Finally, significant differences in the results of the formation with respect to the reduction of errors were observed, this reduction being greater in fish distribution and production. Significant differences were also observed in the effect of the formation on the motivation of the employee, this being greater in fish suppliers and producers Los principales objetivos de la formación, relacionados teóricamente con el desempe o de los recursos humanos, el autoaprendizaje, la información y la eficacia, se han identificado como la medida en que la empresa transciende del conocimiento al aprendizaje. En este artículo se proponen tres hipótesis aplicadas al sector de la acuicultura en Espa a para modelizar el seguimiento diferencial de objetivos y la consecución de resultados de los planes de formación. El análisis empírico se ha circunscrito a 99 empresas representativas del sector, cuya información ha sido tratada mediante el programa estadístico SPSS 19. Se llevó a cabo un análisis factorial por el método de componentes principales, 18 pruebas de Kruskal-Wallis y 36 pruebas no paramétricas chi-cuadrado. Como resultado, se identificaron tres componentes que explican un 80% de la varianza de objetivos: el primero referido a políticas de implicación de recursos humanos, el segundo relacionado con circunstancias objetivas y un tercero asociado al dinamismo. Se constató que la relevancia de objetivos es proporcional al