INTRODUCTION
For many years, administrative theories have evolved and have been concerned with training of organization collaborators, seeking to use activities which minimize operational flaws in the current administration of knowledge as a tool for sustaining competitive advantages. Training and development activities (T & D) of company employees are characterized as strategic issues. Program methods of T & D have started to receive new focus. Distance education has been an emerging solution for training.
Training and Development Perspectives
The management of human resources in the last 10 years has had a larger involvement in the executive decision processes aiming for results through the alignment of human potential with the strategic focus of the organization. To Blander, Snell and Sherman (2003), the term “training” is frequently used in a casual way to describe the efforts of a company to stimulate its members to learn. However, many specialists make the distinction between.
The Importance of Performance Indicators
Organizations are using different systems of performance evaluation focused on their processes and, consequently, their results. There are methods capable of evaluating organizational excellence with a wider view than just the financial one: in other words, the operational environment of participants and stakeholders (people, creditors, suppliers and others who have a direct economical bond with the company).
METHOD OF RESEARCH
This research is characterized as an exploratory and qualitative study. The techniques for collection of data were interviews with distance education speciahsts and the analysis of cases of virtual corporate training. The objective of the interviews was to identify relevant aspects in the evaluation of distance education systems used by companies, according to the views of specialists.
Conclusion
In this sense, it is suggested a subsequent validation of group criteria and indicators in a company which uses virtual corporate training. At it shows, the model presented a list of criteria and indicators, which can be adapted to the reality and culture of each organization intending to measure its system of virtual training. This way, each organization can define its criteria and respective indicators.
