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Author: Carlos Liborio Camacho Quintero

Universidad de Los Andes, ULA

ccamacho@ula.ve; clcamachoq71@gmail.com

Mérida, Venezuela

 

E-Learning as a Humanistic Alternative Training Tool

 

Abstract

The objective of the research is to develop an alternative training e-learning tool in the Human Resources Department of the Bolivarian State of Mérida, specifically in the Government whose purpose is to propose a training program for workers. The process is circumscribed to a quantitative paradigm, under a feasible Operative model. The technique used for the collection of the information was the survey and the instrument used the questionnaire; The reliability was determined by the Cronbach Alpha coefficient which generated 0.98 high reliability and its validation was made with the contribution of three experts. The results generated data that were analyzed and plotted, which allowed to conclude that the institution is able to apply a model of training supported in e-learning, recommending to consider the present proposal in order to achieve significant improvements in the management.

 

Keywords: electronic learning; education; training.

 

 

 

E-Learning como Herramienta de Capacitación Alternativa Humanística

 

Resumen

El objetivo de la investigación es elaborar una herramienta e-learning de capacitación alternativa en la Dirección de Recursos Humanos del Estado Bolivariano de Mérida, específicamente en la Gobernación cuyo propósito es proponer un programa de capacitación para los trabajadores. El proceso está circunscrito a un paradigma cuantitativo, bajo un modelo Operativo Factible. La técnica utilizada para la recolección de la información fue la encuesta y el instrumento utilizado el cuestionario; la confiabilidad fue determinada mediante el coeficiente de Alpha de Cronbach el cual genero 0.98 alta confiabilidad y su validación se hizo con el aporte de tres expertos. Los resultados generaron datos que fueron analizados y graficados, lo cual permitió concluir que la institución está en condiciones para aplicar un modelo de capacitación sustentado en e-learning, recomendándose considerar la presente propuesta con fines de lograr mejoras significativas en la gestión.

 

Palabras clave: aprendizaje en línea; educación; formación.

 

 

 

1. Introduction

The skills of workers are not acquired in open markets, they are the results of prolonged training processes, with collective knowledge being a fundamental element and the competitive strategy of any company. Also, training should not be seen as an expense, but as an investment that It translates into benefits for both the worker and the organization, since it allows the worker to transmit skills, skills and knowledge for a better work performance, and therefore, the achievement of organizational goals and objectives.

 

For this, organizations need to have tailor-made training programs that allow them to produce changes in their belief systems, modify attitudes, acquire new knowledge, and develop critical capacity in the handling of information, however, they exist in the market a variety of technological tools that provide online training, which allows organizations to develop training actions for their staff.

 

Since 2011, there has been talk of a "new technological wave, ranging from the transition from information technology to collaboration technology, which involves the use of online technology to create new knowledge or products, working and learning from a distance". (Bernárdez, 2007a, p.54), this perspective reminds us that the virtual world, collaborative technology, the internet, mobile devices, e-learning are here to stay. For this reason, organizations, including public organizations, need to consider them more and more in order to take advantage of their benefits, improve working conditions and quality of life, facilitate and streamline processes and tasks, improve social, organizational and group performance. human beings in the institutions, being one of the key activities to achieve it, the training of the personnel.

 

Generally, the training in public administration is casual, in person and in charge of internal resources. However, the need for continuous, effective and rapid updating is becoming more and more evident, therefore starting to rethink training not only as a right that contributes to personal growth and, therefore, equal opportunities but also as an indispensable tool to optimize the performance and effectiveness of each employee in order to achieve a constant organizational advance.

 

By virtue of this, alternatives have been developed to transmit knowledge with browsers offered by the internet, through web 3.0 or semantic web, the transmission of contents is more fluid, dynamic, typified and renewing information generates better teaching experiences, encouraging cooperation in taxpayers, e-learning adds more and more followers, because the costs are lower, likewise, the virtual learning system is a strength with which education can count, pursuing the continuous training of teachers who she works.

 

The e-learning constitutes a useful methodology so that the technical personnel of the administration can receive training without their daily work processes being significantly interrupted. This methodology allows two people who are dispersed, with different time schedules, to receive exactly the same training, without having to incur in heavy expenses and investments, this is known as technological ubiquity.

 

This methodology of training in the public sector is successful insofar as a political and institutional commitment is established, reflected through strategic training plans and mechanisms that promote the commitment of the participants, such as the allocation of working time for the fulfillment of training activities, the provision of equipment with connectivity, the requirement of certification for promotion in the administrative career.

 

For the reasons mentioned above, it is essential to present more effective training tools to the traditional vision, which incorporates benefits of technology, advances in the formation of adults and novel mechanisms such as peer training, co-development and self-development, as well as, strategic training plans, detection of training needs, proactive training, the empowerment of workers in their learning process among others.

 

In this sense, this article aims to propose a training program for workers of the Human Resources Department of the State of Mérida, based on e-learning as an alternative tool that can be applied by the Popular Power Directorate of Human Resources of the Government of the Bolivarian State of Mérida to the officials of the institution, supported by a modern vision, with support in technology, covering the largest number of workers, to prepare, develop and integrate human resources in the processes of Organization.

 

To this end, a set of questions was raised to guide the investigative process. Once the problem of this dependence has been commented, certain questions arise:

What is the current situation in the area of ​​personnel training in the Human Resources Department of the State of Mérida?

 

What aspects of the training are recommended to know?

 

What effective practices apply to e-learning as a training support tool?

 

Is it possible to improve the training of personnel in the Human Resources Department of the State of Mérida, considering e-learning as a training tool?

 

Once the questions of the research have been raised, they will facilitate and guide the study process, which will help the design and development of necessary key aspects such as objectives, research method, data collection instruments, surveys, interviews, and observation of be the case, as a general objective a web 2.0 training program is proposed for workers of the Human Resources Department of the State of Mérida, based on e-learning based on the analysis of current plans and programs.

 

2. Theoretical references

2.1. Research Background

Acosta and Bedoya (2013): "proposal of a training plan aimed at sales staff of suppliers of services and supplies industries (Provesica Oriente CA)", was based on a field methodology, oriented towards the descriptive level with a population of eight (8) people using the questionnaire and non-participatory observation as data collection techniques, with which it seeks to leave a proposal to the company and the university that serves as a reference and allows human talent to be more productive and competitive. This degree work is closer to the proposal presented, since the objective is based on the proposal of a training plan.

 

Oliva, González and Alemán (2012), in their degree work, a "training proposal for the personnel of the Affiliation Department of the Seguro Popular Jalisco". Analyzed the degree of acceptance of a continuing education course in virtual modality or e-learning by the affiliation staff of the Health Secretariat of Jalisco, in order to generate skills for the management of Information and Communication Technologies.

 

The proposed course was based on the Master Training Plan, which seeks to improve the service through the Moodle platform. It was carried out through quantitative, transversal and descriptive research, aimed at 250 employees, randomly selecting the sample. Being online training an alternative for the achievement of objectives proposed by the health authorities in Jalisco, as well as overcome the difficulties of face-to-face training.

 

 As the present research seeks to improve learning processes in organizations, keeping close links with the research objective, where a proposal for a virtual training course was designed for the personnel of the affiliation modules, based on the information and training needs detected in the initial survey and the training master plan.

 

2.2. Theoretical Context

In relation to the theoretical bases, it is worth noting that the present work was elaborated from the examination of the doctrinal postulate where Bernárdez (2007b), in his work defines e-learning or electronic learning as all those methodologies, strategies or learning systems that employ digital technology and / or computer-mediated communication to produce, transmit, distribute and organize knowledge among individuals, communications and organizations (p.16).

 

Bernárdez (2007c), reviews different types and modalities of e-learning (p.16):

• Integral systems as educational or virtual work platforms.

 

• Programs and specific, collaborative or self-instruction courses.

 

• Mixed learning objects.

 

• Aids for performance or EPSS.

 

• Activities like test, simulation games.

 

• Collaborative activities, in which learning is based on using communications mediated by computers, such as videoconferences, forums or email.

 

• Self-study or self-training activities, in which learning is based on interacting with the computer following a programmed instruction model.

 

          Using the aforementioned author, e-learning is an opportunity for learning and training that opens the academic gap of any organization concerned about its staff, the contribution of virtual platforms to distance learning is significant because education 3.0 is breaking paradigms, each There are more users who are training and obtain certificates for courses, diplomas, among others in the Chamilo or Moodle platform, where Web 2.0 plays a very important role since social networks are vital in this learning, the interesting thing is that the e-learning gives the opportunity to the worker to grow academically without the need to move from his work site because at the moment he has free he can access the platform and carry out the proposed activities.

 

3. Methodological framework

3.1. Materials and methods

Fundamentally, research is circumscribed to a quantitative paradigm and for that it relied on descriptive research. In this sense, this type of study aims to ensure the accuracy and rigor required by science, with a positivist philosophical approach. In this phase of the research process, the methodology used is structured according to the proposed objectives. For which the design called Operable Feasible model was taken into consideration, which "is oriented to solve a problem raised or to satisfy needs in an institution or field of interest". (Hurtado, 2000a, p.117).

 

The research carried out, also, was of the quantitative type, according to Hurtado, (2000b), "... quantitative research focuses on the substantive theory of the problem to be investigated, since that is where the propositions or concepts that will be incorporated into the objective are derived. research". This type of methodology is based on statistical analysis, on hypotheses, the purpose is to establish patterns of behavior and to test theories.

 

It should be noted that this research is based on feasible project modality, supported by the diagnosis of the current situation, which served as the basis to present a strategic plan, as a true verification model that allows to compare the real facts with the theory, and in this way, guide the study, from the data collection to the analysis and interpretation of the same, according to the previously defined objectives. The development of the feasible project was carried out in two phases:

          Phase I. Need detection: In this phase an analysis of the organization was carried out, in order to know a little about the organizational culture, the philosopher of the training, analysis of the jobs, analysis of the personnel to determine their skills, attitudes and thus detect the needs of training, also, all the necessary information is collected, the tabulation was made by descriptive tables, in order to register, the answers to each of the approaches. Subsequently the conclusions were drawn up, which allowed decisions to be taken to prepare the proposal.

 

          Phase II. Preparation of the Proposal: Based on the diagnosis, and with the conclusions of the information gathered, the training program proposed in the research was elaborated.

 

3.2. Studied Population

According to Sabino (2010a), "the population is made up of the totality of a set of elements, beings or objects that we wish to investigate" (p.78) in this sense, it will be made up of eighty-two (82) seconded officials to the State Office of the People's Power of Human Resources.

 

In the present study a population was considered that for Arias (2006), "the sample is the representative and finite subset that is extracted from the accessible population" (p.83). In order to select the sample, twenty-four (24) officials with common characteristics were selected, which are attached to the Directorate of People's Power of Human Resources of the State of Mérida Governorate, which are directly linked to the training process.

 

3.3. Techniques and Instruments of Data Collection

Data collection techniques, Hurtado (2000c), states that they include procedures and activities that allow the researcher to obtain the necessary information to answer his research question, therefore, the data collection techniques are different. ways or ways to obtain information, among which are: direct observation, the survey in its two forms (interview or questionnaire), document analysis, content analysis, among others.

 

The data collection technique used for the present investigation was the survey. According to Sabino (2010b), "the survey is a general model of research, a design or method, which is based on the collection technique that is the interview, although it also uses observations and secondary data" (p.124), the advantage of this type of technique is how quickly it can be applied and the possibility of being administered by people with medium training, the other advantage is its possibility of mathematical processing since when keeping homogeneity the answers are comparable and groupable.

 

The survey was applied to 24 officials from the State Government, specifically those working in the People's Power Directorate of Human Resources, the survey was made up of 19 items, with alternative answers (21%) and closed questions (79%), its purpose was to collect the opinion of officials on the proposal of a training program based on e-learning as a tool to be applied by the People's Power Directorate of Human Resources.

 

3.4. Analysis and Interpretation of Results

The analysis of the survey allowed us to consider the development of a training proposal based on e-learning, thus reaching what is stated in the objective of this research, which once counting on the commitment of the worker to empower themselves of their training and considering the e- learning as a new tool that facilitates organizational training, the worker will have access to interactive courses in either multimedia or web format, supported by systems that allow online collaboration and discussion, as well as users can acquire skills and knowledge regardless of time and space.

 

4. Proposal

The Human Resources Department of the State of Mérida must exercise one of its functions, that of designing the training plans of the personnel assigned to the various bodies that make up the state executive, and serve as a reference for autonomous institutes, foundations, companies of the state, linked to the state public administration. The area of ​​training and development, not only must guarantee the technical improvement of the worker, but also their integral growth, spiritual, mental, emotional, that allows him to execute his tasks in an optimal way, and give effective answers as well as better treatment to the users internal and external, raising the quality of the answers in the different requests for services that are demanded in the address.

 

The technological advance that has emerged in recent times, institutions have computer tools that allow them to train, develop and reinforce knowledge, skills, skills in their workers, without limits in scope, time and distance, constantly, continuously, Permanent with integral vision of the human being involving the worker as protagonist of its own training process, in this sense, a proposal of virtual training for workers of the human resources management of the state government is presented, which can be executed using for this the technology platform of Chamilo.

 

4.1. Objective of the proposal

• Propose to the Human Resources Directorate of the Mérida state government, a virtual training program, through the Chamilo platform through the operation of virtual classrooms to manage e-learning courses for its workers.

 

• Create learning environments through chamilo technology, so that the worker has access to interactive courses, supported by systems that allow online collaboration and discussion, users can acquire skills and knowledge regardless of time and space.

 

4.2. Required resources

• The staff must have computer equipment with an internet connection.

 

• Computer equipment must have, horns or headphones.

 

4.3. Program design

            The proposal is based on the design of the virtual training plan using the Chamilo technology platform, which is one of the most efficient and versatile platforms currently available under free software that can also be installed under the Windows environment. for free. It has different elements, tools, and resources that facilitate the development of learning in any field, because it easily adapts to different methodologies.

In order to apply this proposal, it is necessary that the Human Resources Department carry out the following previous activities:

·       Train the people responsible for maintaining the e-learning system.

 

·       Provide technological resources necessary for its consolidation and use.

 

·       Carry out technological literacy activities for apprentices.

 

·       Execute an internal communication plan to socialize the e-learning program.

 

·       Promote learning communities with people who participate in e-learning initiatives.

 

Table 1. Areas to be considered for the Human Resources Department.

Source: The Author (2017).

 

4.3.1. Workshop 1. Development of Skills in Information Search.

Day: video conference.

Duration: 4 academic hours.

Presentation: This workshop aims to introduce the participant in the use of current methods of search and use of information for academic and dissemination purposes, that is, oriented towards the preparation of theses and degree works, as well as research in general.

Objective: Understand the bases of information management in digital environments for academic and research purposes

Directed: Management personnel who are studying postgraduate studies in the work phase of the degree.

Includes: collaborative support material, videos, certificate

Content: Introduction, information search, storage of information, information processing, use of information, creation of knowledge and what not to do.

 

4.3.2. Workshop 2. Payroll administration.

Objective: Provide specialized and complete information on payroll.

Duration: 8 academic hours. Modality of learning: online.

Directed: Personal Analysts.

Content: Payroll concept, types of payroll, salaries to be used, supplies and payroll structure; allowances, legal deductions (SSO, RPE, FAOV, INCE, ISLR) and contractual deductions, changes in working hours and legal regular hours, calculation of day and night overtime, calculation of night bonus, payment of holidays and rest breaks worked, case studies and practical exercises. Must have LOTTT and calculator.

Includes: collaborative support material, videos, certificate.

 

4.3.3. Workshop 3. Analysis and Description of Charges.

Objective: Properly prepare job descriptions throughout the Organization.

Duration: 8 academic hours. Modality of learning: online.

Directed: Personal Analysts.

Content: Goals of the organization, planning of human resources, background of the analysis and description of the job, objectives of the analysis and description of jobs, purposes and importance of the analysis and job description, difference between analysis and description of job position, components of a job description, job design, performance evaluation and training, management and career planning, management of health and hygiene at work and processes of charge analysis.

Includes: collaborative support material, videos, certificate.

 

3.3.4. Workshop 4. Organization and Administration of Human Resources File.

Objective: To develop knowledge, skills and abilities to manage the documentation of the HR file.

Duration: 8 academic hours. Modality of learning: online

Directed: Secretaries, clerks, archivists, as well as any employee at the operational level in charge of managing documents of Human Resources files.

Content: History of the documentation, definition, characteristics of the file, structure of a file, life cycle of the document, conformation of the file, file procedures; 1). Classification, 2). Ordination, 3). Descriptive instruments, 4). Inventory of disincorporated documents, 5). Temporality Table, 6). Rules and procedures for document transfer, 7). Systematization of files.

Includes: collaborative support material, videos, certificate.

 

3.3.5. Workshop 5. Recruitment and Selection by Competencies, how to attract and Train the Best Candidate.

Objective: Manage recruitment and selection processes in correspondence with organizational requirements, develop competencies about the processes and procedures used in the recruitment and selection of candidates.

Duration: 8 academic hours. Modality of learning: online

Directed: Personnel analysts, heads of departments.

Content: Objectives of HR management, recruitment, selection and hiring of human resources, selection process based on competence, definition and elements of competence, components of competence, foundation of the competency model, applicability of the competency model, relevance of the model, the process of interviewing as an art, steps and recommendations for conducting the interview.

Includes: collaborative support material, videos, certificate.

 

3.3.6. Workshop 6. Ergonomic Assessments of Job Positions and Stations.

Objective: Offer elements for the solution of field problems of the ergonomics of the jobs.

Duration: 8 academic hours. Modality of learning: online.

Directed: Personnel that works in Occupational Safety and Health Services, Members of the Occupational Safety and Health Committee, Prevention Delegates, Human Resources Coordinators, Personnel that directs Production and Maintenance tasks, as well as any another person who wants to expand their knowledge on the subject.

Content: Definition and object of study of ergonomics, work as a category of analysis, stages and methodology of an ergonomic study, methods of load factor analysis: physical, mental and psychosocial.

Includes: collaborative support material, videos, certificate.

 

3.3.7. Workshop 7. Performance Evaluation based on Competencies.

Objective: Provide the participant with the methodology and strategies to follow to evaluate the Human Resource under the Competencies approach.

Duration: 8 academic hours. Modality of learning: online.

Directed: Responsible for the process of evaluation and development of Human Resources, Heads of Unit, supervisors and analysts.

Content: Importance of the assessment of human resources, what is the system of competences, soft skills and hard competitions, phases of the evaluation process by competences, identification of general and specific competences, determination of the profile by competences, elaboration of the dictionary of competencies and of behaviors, evaluation method, instruments and policies, analysis and monitoring of evaluations.

Includes: collaborative support material, videos, certificate.

 

5. Conclusions

          The management of resources has weaknesses in the handling of information since it does not use key management tools to know its current situation such as: organizational diagnostics, detection of training needs, nor does it have clear objectives, goals and plans. allow you to visualize, guide and achieve the desired results, this makes it difficult to update and adapt to new realities and to have a structure that allows you to plan, organize and execute the training activities of the institution.

 

Historically, the training modality prevailing in the institution is face-to-face training, not being carried out in a systematic way, organized over time, as required by the legal regulations in Venezuela, ie periodic and continuous activities. Likewise, there are no updated manuals and training plans that facilitate the development of training activities, and the promotion of a learning culture is necessary to raise awareness and consolidate an institution willing to learn and constantly improve.

 

In the same way, the Organic Labor Law (2012), workers (LOT), in its title V, establishes that training must be comprehensive, that is, it should not be limited in the training process to the aspects technical, but invites to incorporate other dimensions for the integral development of the human being. Currently the human resources management does not consider these aspects, obviating necessary areas in the training process such as: values ​​and competencies, subsystems of human resources, updating in legal aspects in organizational and human resources, technological competences, as well as considering those changes in the internal and external context to the organization that allows him to orient his strategic planning and to be oriented to a proactive training.

 

On the basis of a training plan with the specificities already described, the strategy is to provide comprehensive training for workers from their own spaces, minimizing the investment derived from transfers to training centers, coupled with limited availability of training. resources for the cancellation of expenses derived from travel expenses. This alternative can be fully exploited by the workers and will have a positive impact on the management of personnel and the mission of this management, considering also the willingness expressed in forming part of this e-learnig training process.

 

Subsequently, it is concluded that the institution, although it does not have a staff with experience and experience in the field of virtual training, has a human talent open to change, willing to participate and engage in an innovative training process, facilitate the necessary actions for its improvement, as well as the organization in general.

 

6. References

Acosta & Bedoya (2013). Propuesta de un plan de capacitación dirigido al personal de ventas de proveeduría de servicios y suministros industrias (Provesica Oriente C.A.). Trabajo de Grado presentado para optar al título de Especialista en Educación a Distancia.

 

Arias, F. (2006). El Proyecto de Investigación. Caracas, Venezuela: Editorial Episteme.

 

Bernárdez M. (2007a,b,c). Diseño, producción e implementación de E-Learning. Metodología, herramientas y modelos. Chicago, EE. UU: Global Business Press.

 

Hurtado, J. (2000a,b,c). Metodología de la investigación holística. Caracas, Venezuela: SYPAL.

 

Ley Orgánica del Trabajo (2012). Los trabajadores y las trabajadoras. Publicada en Gaceta Oficial N.º 6.076 de fecha 07 de mayo. Ministerio del Poder Popular para el Proceso Social de Trabajo Instituto Nacional de Capacitación y Educación Socialista (INCES): Caracas, Venezuela.

 

Oliva, González & Alemán (2012). Propuesta de capacitación para el personal de la Dirección de Afiliación del Seguro Popular Jalisco. Trabajo de Grado presentado para optar al título de Magister en Ciencias de la Educación.

 

Sabino, C. (2010a,b). Metodología de la Investigación. Panamericana. Colombia.

 

 

Carlos Liborio Camacho Quintero

e-mail: ccamacho@ula.ve; clcamachoq71@gmail.com

 

Born in Venezuela Doctor in Advanced Management, Postdoctor in Management for Human Development (ULA), PhD in Educational Sciences (UPEL), Magister Scientiarum in Business Management, Systems Engineer, Bachelor of Business Administration, Senior University Technician in Computer Science, Senior Technician University in Marketing. Administrator in TICs Institute of Geography, Faculty of Forestry Sciences (ULA). Teaching Component (ULA), Professor at Fermín Toro University, Professor at UPEL, Diploma in Teaching Component in Distance Education, International Diploma in ICT, Researcher PEII ONCTI, PEII ULA, courses, workshops, congresses, papers, scientific articles, tutor, jury in thesis defense (ULA, UNEFA, UPEL and UFT).

 

The content of this manuscript is disseminated under a Creative Commons License Attribution-NonCommercial-ShareAlike 4.0 International

 

- Original Version in Spanish -

DOI: https://doi.org/10.29394/Scientific.issn.2542-2987.2018.3.7.3.57-77