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Effective Training : Systems, Strategies and Practices,9780131860117
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Effective Training : Systems, Strategies and Practices

by ;
Edition:
3rd
ISBN13:

9780131860117

ISBN10:
0131860119
Format:
Paperback
Pub. Date:
1/1/2010
Publisher(s):
Prentice Hall
List Price: $141.33

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This is the 3rd edition with a publication date of 1/1/2010.
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Summary

This practical, reader-friendly book discusses training and how it relates to business objectives and strategies. Using a model of the training process to assist readers in understanding the training process, it emphasizes the value of developing training programs, with examples provided for both large and small organizations, relating training to the overall strategy of a firm.This book provides comprehensive coverage of such topics as the role of training in organizations; training in large and small businesses; strategic planning; human resources departments and their role in supporting strategy; theories of learning and their application; needs analysis; training design; training methods; training development and implementation; and training evaluation.For Human Resources Department managers and staff, trainers, project managers, business strategists, and team trainers and team developers.

Table of Contents

Preface xi
Training in Organizations
1(25)
Overview of Training
4(5)
Training Goals and Roles
4(5)
Opportunities and Challenges for Training
9(7)
Aligning Training with Business Strategy
9(1)
Changing Demographics
10(1)
Knowledge Workers
11(1)
Training as Continuous Improvement
12(1)
Quality
13(1)
Legal Issues
14(2)
Important Concepts and Meanings
16(5)
Learning
16(1)
KSAs
16(3)
Competencies
19(1)
Training, Development, and Education
20(1)
Focus on Small Business
21(1)
Summary
22(4)
Business Strategy and HRD
26(34)
Overview
29(1)
Strategic Planning
30(8)
Organizational Mission
31(1)
Strategic Choices and the External Environment
31(2)
Internal Alignment with Strategic Direction
33(2)
Role of HR in Supporting Organizational Strategy
35(1)
Strategic Roles for HRD
36(2)
OD, Strategy, and Training
38(8)
OD and Strategy
39(4)
Training and OD
43(3)
Putting It All Together
46(5)
Developing an HRD Strategy
46(5)
Focus on Small Business
51(2)
Summary
53(7)
Learning, Motivation and Performance
60(211)
A Few Words About Theory
63(1)
Understanding Motivation and Performance
64(12)
Motivation: Why Do They Act Like That?
65(10)
Self Efficacy and Motivation
75(1)
Understanding Learning
76(195)
What Is Learning?
76(195)
Computer-Based Training Methods
271(25)
Overview of the Chapter
272(1)
Overview of Computer-Based Training (CBT)
272(4)
E-Learning and Delivery Systems
273(3)
Computer-Based Training Methods
276(15)
Programmed Instruction
276(2)
Intelligent Tutoring Systems
278(1)
Interactive Multimedia (IM) Training
279(5)
Virtual Reality
284(1)
Strengths and Limitations of CBT Methods
285(6)
Blending CBT and Other Methods
291(1)
Summary
291(5)
Development and Implementation of Training
296(39)
Development of Training
298(13)
Instructional Strategy
299(1)
Materials and Equipment
300(1)
Trainee's Manual
301(1)
Trainer's Manual
301(1)
Facilities
301(3)
The Trainer
304(4)
Alternatives to Development
308(1)
Focus on Small Business
309(2)
Implementation
311(11)
Implementation Ideas for Training
312(3)
Implementation Ideas for Trainers
315(5)
Dry Run
320(1)
Pilot Program
321(1)
Transfer of Training
322(3)
Summary
325(10)
Evaluation of Training
335(55)
Rationale for Evaluation
336(1)
Resistance to Training Evaluation
337(2)
There is Nothing to Evaluate
337(1)
No One Really Cares About Evaluating Training
337(1)
Evaluation Is a Threat to My Job
338(1)
So We Must Evaluate
339(1)
Types of Evaluation Data Collected
339(25)
Process Data
340(3)
Outcome Data
343(21)
Focus on Small Business
364(2)
Evaluation Beyond Learning
365(1)
Summary
366(24)
Key Areas of Organizational Training
390(49)
Overview
392(1)
Orientation Training (Onboarding)
393(14)
Why It Is Important
393(1)
What Organizations Are Doing
393(1)
Training Points
394(9)
Development
403(3)
Implementation
406(1)
Evaluation
406(1)
Diversity Training
407(5)
Why Is It Important
407(1)
What Organizations Are Doing
408(2)
Training Points
410(2)
Sexual Harassment Training
412(5)
Why Is It Important
413(1)
What Organizations Are Doing
413(2)
Training Points
415(2)
Team Training
417(5)
Why Is It Important?
417(1)
What Organizations Are Doing
418(1)
Training Points
419(3)
Other Training Programs and Issues
422(8)
Training and Equity
423(3)
Basic Skills Training
426(1)
Safety Training
427(1)
Training Workers from Different Cultures
428(2)
The Learning Organization
430(2)
Defining the Learning Organization
430(1)
HRD's Role in the Learning Organization
431(1)
Summary
432(7)
Management Development
439(34)
Why Focus on Management Development?
440(2)
Managers Get a Lot of Training
441(1)
Managers Are Accountable for Success
441(1)
Managers Have Complex Jobs
441(1)
Our Approach to Management Development
442(1)
General Overview of the Managerial Job
442(3)
Managerial Roles
443(1)
Organizational Factors
444(1)
Integrating Strategy, Structure, and Technology
444(1)
General Characteristics of Managers
445(4)
Management Styles
445(1)
Categories of Management Characteristics
446(2)
Integrating Managerial Roles and Characteristics
448(1)
Roles, KSAs, and Management Level
449(1)
Integration: Strategies and Management Characteristics
449(3)
Technical Competence and Context
449(1)
Interpersonal Competence and Context
450(1)
Conceptual Competence and Context
450(1)
Personal Traits and Context
451(1)
Management Style and Context
451(1)
Management Development Implications
452(3)
An Understanding of Context
453(1)
Self-Awareness and Diagnostic Skills
453(1)
Managerial Person Analysis
453(2)
Sources of Knowledge/Skill Acquisition
455(5)
Externally Based Training
455(1)
Corporate Universities
456(2)
Types of Management Development Programs
458(2)
Training for Executive-Level Management
460(6)
Skills, Traits, and Leadership Style
460(1)
Strategies for Development of Executives and Future Executives
461(3)
Succession Planning
464(2)
Focus on Small Business
466(7)
Glossary 473(8)
Index 481


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