Employees' motivations for participating in on-the-job training. ![]() The aspects linked to the quality of content, such as learning facilities, link between contents and profession, and comprehension of the theoretical framework, are shared by both methods. The ordinate axis places at the positive extreme aspects related to learning facilities and at the negative those related to quality of the contents. In this way, the face-to-face method is positioned close to the proximity attributes, and virtual training is positioned close to flexibility attributes. At the axis' other extreme the attributes related to flexibility of contents appear: updated contents, more adaptable to the trainee's pace of learning, and allows more in-depth training. The map's abscissa axis places at one extreme the characteristics related to proximity in the learning process, such as the possibility to clear up problems with a tutor, perception of the quality of the tutor's explanations, more practical focus, and more motivating. ![]() Perceptual map of attributes associated with virtual training, face-to-face training, and both methods, excluding the attribute flexible timetable. Such results state that while the benefits of distance methodology can be clearly identified from the company’s point of view (i.e., as a flexible and efficient methodology to develop the employees’ skills and knowledge), from the employees’ standpoint, the advantages of virtual training are not so clear and depend to a great extent on their attitude towards the use of virtuality. As regards motivations given by the workers when it comes to training, there are three main groups of attitudes: those which are more affective and social, those which reveal poor adaptability or fear of the new training requirements, and, finally, those linked to the knowledge society. On the other hand, face-to-face training continues to be perceived as a more motivating methodology compared to virtuality and with better explanations from the course trainers. The results reveal that workers perceive e-learning as a more flexible and up-to-date training methodology. To analyse workers’ perceptions and attitudes we conducted an online survey of 2,000 employees of the leading European savings bank, CaixaBank ( ), on training habits, perceptions, motivations, and disincentives of undertaking face-to-face or online instruction. It seems logical that knowing the perceptions and attitudes shown by the targets of the training is, at least, as important as knowing the advantages for the companies. Training, in this context, is an investment for both the two participating agents: businesses and workers. virtual) and the attitudes they have towards on-the-job learning. Few papers have explored virtual training from the workers’ standpoint, that is, the perception they have about the different training methodologies (face-to-face vs. The use of e-learning for on-the-job training has grown exponentially in the last decade due to it being accepted by people in charge of businesses.
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