2004
DOI: 10.1108/03090590410533062
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The use of information technology in training human resources

Abstract: This paper deals with the influence of IT (Information Technology) in HRM (Human Resources Management) and more specifically on training policy, by means of the experience in this field of a Spanish telecommunications firm, Telefonica. For this, we will go into more depth about the characteristics of the training model designed by this firm to face new environments, the technologies used, the actions which have had most impact, the disadvantages and the success factors that have been detected trying to grow an… Show more

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Cited by 35 publications
(25 citation statements)
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“…In essence, it is critical to train how to learn using new technologies and information and communications channels. Using a similar practice that Telefonica pursued (Gascó et al, 2004) trainers can track the recent learning opportunities and share a catalogue of recommended learning experiences. Trainers can also invite self-directed learners to participate in and give feedback for the preparation of this list.…”
Section: Recommendations For Hrd Practitioners and Managersmentioning
confidence: 99%
“…In essence, it is critical to train how to learn using new technologies and information and communications channels. Using a similar practice that Telefonica pursued (Gascó et al, 2004) trainers can track the recent learning opportunities and share a catalogue of recommended learning experiences. Trainers can also invite self-directed learners to participate in and give feedback for the preparation of this list.…”
Section: Recommendations For Hrd Practitioners and Managersmentioning
confidence: 99%
“…Indeed, the lack of access to the latest equipment, software and connectivity is among the barriers to a satisfactory e-learning experience for small and micro-firms (Hardaker et al, 2007). In the same vein, among other hindrances that can delay e-learning adoption, Gascó, Llopis and González (2004) identified the cost (initial investment and permanent equipment update) and the heterogeneous and unconsolidated nature of the technology. Three main technological factors which are likely to affect the decision to adopt an elearning system seem to emerge from the literature: IT assets, e-learning technology complexity, and e-learning cost.…”
Section: Technology-related Factorsmentioning
confidence: 99%
“…The reasons for what motivates employees to undertake e-learning and what they see as benefits for e-learning seem to reflect the discourse of productivity promoted by e-learning (Baldwin-Evans 2004; Gasco et al 2004;Harun 2002;Industry Canada 2002Newton et al 2002;Pollitt 2005). At the same time, the reasons specified as barriers to e-learning seem to indicate that productivity as relayed through e-learning is not necessarily resulting in a more 'productive' learning experience or workplace performance.…”
Section: Digital Pedagogies and Productivitymentioning
confidence: 96%
“…This is a widely held sentiment in the more normative stances on e-learning, especially as it pertains to the workplace (Baldwin-Evans 2004; Gasco et al 2004;Harun 2002;Industry Canada 2002Newton et al 2002;Pollitt 2005). Conversely, relatively little attention is directed at the disparate social and cultural learning needs of a global workforce with an increasingly complex profile of educational needs (Ally 2004;DeRouin et al 2005;Salas et al 2002).…”
mentioning
confidence: 95%