ATD and FiAD strengthen their alliance to jointly present this course in Spanish.
We invite you to explore the course offering: “People-Centered Corporate Learning.” In a work environment where technological transformation and globalization are redefining skills, organizations face the challenge of developing a learning culture that prioritizes human development. This program responds to these demands, focusing on strategies and practices that foster an adaptive and continuous learning environment.
In five modules, moderated by international experts, you will explore key areas: future-of-work skills, learning culture, the impact of neuroscience on corporate learning, and analytics for optimizing decisions. This course offers practical tools for creating more agile and people-centered work environments.
Join this exciting journey toward continuous learning with professionals from Latin America—a unique opportunity for networking and human development.
Format: Synchronous online – Zoom platform
The Association of Talent Development, based in the USA and operating worldwide, is the largest and most recognized global organization on the topics of learning and talent development.
Innovation Forum for Learning and Development – leads the dissemination of good practices and professional networking in the world of learning and organizational development in Latin America.
Module 1: The Future of Work: The Most In-Demand Skills
We will explore the characteristics of the Fourth Industrial Revolution and its impact on our society and the labor market. We will reflect on how the VUCA environment has created the need to develop new skills in three areas: new leadership skills, new professional competencies, and the new role of people management. We will review the options available today for developing these skills and the “skills-based organizations” model, which facilitates internal transitions within companies, promoting career retraining.
Key Learning Outcomes:
• You will analyze the evolution of leadership and identify the key competencies a leader must develop in the digital age.
• You will discover the concept of new employability and learn about various studies that anticipate the most in-demand skills when hiring professionals.
• You will review the different phases of the people management role and the competencies the area requires today to address new challenges.
• You will learn the foundations of the skills-based Talent Management model, along with tools to implement it in your organization.
Denisse Goldfarb
International speaker, author, and professor specializing in the future of work, talent, diversity, and inclusion. CEO & Founder of the consulting firm The People Future, where she leads projects focused on innovative workplace strategies. She was Vice President of People at Walmart and Microsoft Chile, holding key roles in talent development and inclusion. Recognized as a Top Voice on LinkedIn, she is a LinkedIn Learning instructor with over 150,000 students in Latin America and Spain. A professor at the Pontifical Catholic University of Chile, she is known for her practical and visionary approach. She is the author of “Con100te de mi futuro” (Know Your Future), a guide on employability and the future of work. Member of the FiAD Advisory Board.
Module 2: Learnability and Learning Culture
We will explore how to foster an organizational culture that promotes continuous learning as a competitive advantage. The session will address the key drivers that need to be activated within an organization to cultivate this culture. Simultaneously, we will work on the competency of learning to learn and how to deploy it within organizations. Throughout the session, we will combine presentations and interactive activities following the logic of the ISO 702010 model. Tools for designing your organization’s Learning Strategy:
Key Learnings:
• Identify challenges in your organization related to learning and developing a learning culture.
• Understand the drivers that can promote a learning culture in your organization.
• Define the initial actions for developing this culture.
José Luis Alonso
He holds a Bachelor’s degree in Business Administration from Mondragon University and a Master’s degree in Strategic Information and Knowledge Management in Organizations from the Open University of Catalonia. He is currently pursuing his doctoral thesis at Mondragon University, focusing on learning culture for learning organizations. Since 2011, he has worked at the Faculty of Business at Mondragon University, initially as Head of University-Industry Relations and now leading research and knowledge transfer in learning strategy. A specialist in Learning Ecosystems, Personal Learning Environments, and Lifelong Learning, he has collaborated with over 50 organizations across sectors such as industry, banking, universities, and retail, promoting learning culture, skills development, new methodologies, and innovative technologies.
Module 3: Learning and its link to talent development
We will analyze the different aspects that influence the development of people within an organization. Training or development is no longer the sole enabling element, nor is it the key learning process. We currently learn in a very different way and must adapt to how we are facing and solving new challenges every day.
Key Learning Outcomes:
• Identify the links between the different phases of Talent Management: recruitment, development, evaluation, and mobility.
• Understand key strategies and tools for identifying and prioritizing talent development needs.
• Learn tools for designing and promoting learning processes that impact and generate change in results.
• Explore ways to integrate collective knowledge into organizational learning.
Ernesto Barrios
Director of People Development at Repsol (2009-2024), he led the creation of the Corporate University, transforming an operational department into a strategic learning center, achieving the prestigious CLIP accreditation from EFMD, awarded to fewer than 30 institutions worldwide. He implemented innovative strategies such as the 70:20:10 model and spearheaded the renewal of the Learning Management System (LMS), linked to talent management systems, which reduced risks and optimized organizational development. He also launched remote training initiatives and an eLearning culture, achieving significant efficiencies in costs and time. He holds an MBA from Universidad del Pacífico and a Master’s degree in Sales and Marketing Management from IE Business School, Madrid.
Module 4: Neuroscience applied to learning in organizational contexts
This module addresses the intersection of neuroscience and organizational development, highlighting how understanding brain processes can optimize learning and performance at work. It will explore the concept of neuroplasticity, which enables adaptation and continuous learning, and discuss the complex role of empathy in decision-making. Furthermore, it emphasizes the need to cultivate intrinsic motivation to improve team skills and performance. Integrating these neuroscientific principles can transform organizational culture and enhance the development of key skills in employees.
Key Learning Outcomes:
• You will understand how neuroplasticity, the brain’s ability to adapt and reorganize itself, is fundamental to continuous learning in organizational settings.
• You will recognize how empathy positively and negatively influences the decision-making process and its impact on job performance.
• You will discover evidence on the importance of fostering intrinsic motivation to boost employee engagement and productivity.
• You will recognize the positive and negative impact of social interactions in the work context – social cognition.
Lucas Canga
Physician, University of Salamanca. MBA, Adolfo Ibáñez University, Chile. Ph.D. candidate in Applied Cognitive Neuroscience, Maimonides University. Former Officer of the Argentine Navy (RNP). Expert in Neuroscience applied to skills development and Change Management, with 20 years of experience advising public and private organizations on organizational transformation processes, including team and executive leadership development. Businessman and entrepreneur.
His work seeks to demonstrate the brain processes through which people exercise different types of leadership. He has specialized in the use of EEG-based techniques to develop various leadership competencies. University Professor in postgraduate programs at Adolfo Ibáñez University (UAI) and Diego Portales University (UDP) / Chile, UNSTA and CEMA / Argentina, and UDA / Ecuador. He is the current director of the Master’s Program in Organizational Development and Strategic People Management (MDGP) at Diego Portales University.
Module 5: People and Learning Analytics
The program aims to develop awareness and fundamental skills for making data-driven decisions regarding human capital management. Learning objectives focus on understanding the concept of People Analytics as a transdisciplinary field that combines statistics, data science, social science methodologies, systems thinking, human resource management, artificial intelligence, and consulting. Building on this understanding, specific objectives related to the analytical insight process are addressed. This includes identifying the business problem, searching for, processing, interpreting, and visualizing data, and ultimately making coherent and unbiased decisions.
Key Learning Outcomes:
• You will understand the importance of People Analytics for learning and development management.
• You will apply strategies and tools for measuring, evaluating, and demonstrating the impact of training within your organization. You will also establish the foundation for structuring an analytical framework of indicators, associating different levels of measurement.
• We will present the main indicators of Learning Analytics and Talent Analytics, along with market parameters.
• We will explore the future of People Analytics, focusing on Learning Analytics and Talent Analytics.
Luís María Cravino
Bachelor’s degree in Industrial Relations (UADE) and PhD in Sociology of Work (UADE). Named the Number 1 Top HR Influencer in Argentina in 2022. Director of the Advanced Certification in People Analytics (ITBA) and the Master’s Program in Human Resources Management (UBP). Full Professor at UADE, UBP, UBA, ITBA, UNRAF, UNSTA, UNLP, and other universities. Author of five books: A Happy Job, Measuring What Matters, Performance Metaphors, Performance Management, and Performance Analytics: Journey to Titan. Co-author of Developing Leaders, Human Development in Organizations, and People Management in 21st Century Organizations. Author of the chapter “Measuring What is Important” in the book HR Analytics, published by Amazon, and contributor to six other books. Co-founder and President of AO Consulting S.A.
Tariffs / Investment
- Individual: USD 690
- Two or more people from the same organization (each): USD 620
As of 6/3/2025:
- Individual: USD 790
- Two or more people from the same organization (each): USD 710
