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Effective Training

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Pub. Date:
Prentice Hall

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This is the 4th edition with a publication date of 6/19/2009.
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Effective Training: Systems, Strategies and Practicesdiscusses the training process within an overarching framework that shows readers how training activities meet organizational needs that are both strategic and tactical in nature. KEY TOPICS: Training in Organizations; Aligning Training with Strategy; Learning, Motivation, and Performance; Needs Analysis; Training Design; Traditional Training Methods; Computer-Based Training Methods; Development and Implementation of Training; Evaluation of Training; Key Areas of Organizational Training; Employee and Management Development MARKET: For readers looking for seamless integration of theory with effective and practical training applications.

Table of Contents

Prefacep. viii
Training in Organizationsp. 1
Overview of Trainingp. 4
Trends in Trainingp. 9
Career Opportunities in Trainingp. 16
Important Concepts and Meaningsp. 17
Focus on Small Businessp. 22
Summaryp. 23
Aligning Training with Strategyp. 26
Overviewp. 28
Strategic Planningp. 29
OD, Strategy, and Trainingp. 36
Putting It All Togetherp. 43
Focus on Small Businessp. 49
Summaryp. 50
Learning, Motivation, and Performancep. 58
A Few Words About Theoryp. 61
Understanding Motivation and Performancep. 62
Understanding Learningp. 73
Social Learning Theoryp. 76
Aligning Training Design with Learning Processp. 78
Motivation to Learnp. 81
Training That Motivates Adults to Learnp. 87
Summaryp. 89
Needs Analysisp. 95
Why Conduct a Training Needs Analysis?p. 96
When to Conduct a TNAp. 98
The TNA Modelp. 98
Where to Look for OPGsp. 100
The Framework for Conducting a TNAp. 102
Output of TNAp. 127
Approaches to TNAp. 130
Focus on Small Businessp. 136
TNA and Designp. 138
Summaryp. 140
Training Designp. 153
Introduction to the Design of Trainingp. 154
Organizational Constraintsp. 155
Developing Objectivesp. 160
Why Use Training Objectives?p. 165
Facilitation of Learning: Focus on the Traineep. 167
Facilitation of Learning: Focus on Training Designp. 178
Facilitation of Transfer: Focus on Trainingp. 182
Facilitation of Transfer: Focus on Organizational Interventionp. 189
Design Theoryp. 192
Focus on Small Businessp. 198
Outcomes of Designp. 199
Summaryp. 202
Traditional Training Methodsp. 208
Overview of the Chapterp. 209
Matching Methods with Outcomesp. 209
Lectures and Demonstrationsp. 210
Games and Simulationsp. 219
On-the-Job Trainingp. 236
Summary of Methods and When to Use Themp. 245
AV Enhancements to Trainingp. 246
Summaryp. 257
Computer-Based Training Methodsp. 261
Overview of the Chapterp. 262
Overview of Computer-Based Training (CBT)p. 262
CBT Methodsp. 266
Summaryp. 281
Development and Implementation of Trainingp. 285
Development of Trainingp. 287
Implementationp. 301
Transfer of Trainingp. 313
Summaryp. 316
Evaluation of Trainingp. 324
Rationale for Evaluationp. 325
Resistance to Training Evaluationp. 326
So We Must Evaluatep. 328
Types of Evaluation Data Collectedp. 329
Focus on Small Businessp. 352
Summaryp. 354
Key Areas of Organizational Trainingp. 375
Overviewp. 376
Orientation Training (Onboarding)p. 377
Diversity Trainingp. 391
Sexual Harassment Trainingp. 397
Team Trainingp. 402
Cross-Cultural Trainingp. 407
Other Training Programs and Issuesp. 412
Summaryp. 419
Employee and Management Developmentp. 423
Employee Developmentp. 424
Management Development?p. 432
Our Approach to Management Developmentp. 433
General Overview of the Managerial Jobp. 434
General Characteristics of Managersp. 436
Integration: Strategies and Management Characteristicsp. 440
Management Development Implicationsp. 443
Sources of Knowledge/Skill Acquisitionp. 445
Training for Executive-Level Managementp. 449
Focus on Small Businessp. 456
Summaryp. 456
Referencesp. 460
Glossaryp. 477
Indexp. 484
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