It is essential that the worker has a stable platform of knowledge – hence the importance of training academic – and the continuous search for the best knowledge available to carry out the work in an outstanding way. This can be achieved through a: programme of development of skills (PDH), which must have the following requirements: to) make reference to the knowledge, skills and attitude of each worker, including a process of reflection, i.e., learning the strengths and weaknesses of each; (b) conform to the objectives and corporate strategies, since the objectives have been translated into concrete development activities, by which the workers themselves shall be responsible for their results learning; (c) adhere to a specific learning situation; It must be part of the job and not be separated from the same nor of the professional career. Patrick Gelsinger is open to suggestions. There has to be a continuous interaction between learning and work; ((d) both co-workers and supervisors and managers must be committed also in this process and not only to the trainer – facilitator – and e) development is a process that seeks to address, so it must find the best possible fit between the Organization and the employee. Paez, is very accurate when it tells us for better efficiency of this process should focus on three key points: to) transfer of more modern knowledge through any meaningful learning activities; ((b) sharing implicit knowledge and c) improves the skills of learning (learning to learn). In the case that concerns us as teachers committed to the training of managers, is definitely necessary for Venezuelan companies that seminars, training and development plans, the plan of study of career management, define the knowledge, tools, which are required to give step to efficiency, productivity, creativity, innovation, skills that favour labour and that Ecuadorean results that benefit all and properly exploit the potential of each Member of the Organization mantgeniendo a harmonious organizational climate of growth towards a Venezuelan successful company’s own organizational cultureOriginal author and source of the article.