Approaches To Training And Development : Third Edition Revised And Updated.

Approaches To Training And Development : Third Edition Revised And Updated.

"Approaches to Training and Development provides a comprehensive and practical introduction to the field of organizational training and human-resource development. It surveys the methods, functions, an."

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Bibliographic Details
Main Author: Laird, Dugan
Other Authors: Holton, Elwood F., Naquin, Sharon
Format: eBook
Language:English
Published: New York : Basic Books, 2003.
Subjects:
Employees > Training of.
Employees > Training of
Online Access:Click for online access
Table of Contents:
  • Publisher's Note; Contents; Illustrations; 1: Why This Book?; Reflections on a Revision; Human Resource Development (HRD) and Training and Development (T & D); Philosophy of This Book; How to Read This Book; 2: The Need for Training and Development Departments; How Organizations Perform; Preparing Employees to Perform; When Employees Can Do Their Jobs Properly, But Don't, What Then?; Learning vs. Performance; Training; Education and Development; Summary; 3: Function and Role of T & D Managers; Competencies Needed; As Managers/Administrators; As Consultants to the Organization.
  • As Designers of Learning ExperiencesAs Instructors; Summary; 4: The T & D Department and the Organizational Structure; Trends in Organizational Placement; Line and Staff Considerations; Cooperative Effort; Placement Purely As a Staff Function; Placement As a Line Function; Placement with the Chief Executive Officer; Summary; 5: Identifying Training Needs; Meeting Customer Needs; Building Professional Integrity; Distinguishing Training Needs from Other Performance Problems; Individual Needs and Organizational Needs; Potential Sources of Individual Training Needs.
  • Potential Sources of Organizational Training NeedsSurveys or Interviews?; Summary; 6: Responding to Individual Training Needs; The Importance of Individual Training Needs; Inside Answers to Individual Training Needs; Outside Answers to Individual Training Needs; A Control System for Solving Individual Training Needs; Summary; 7: Training Isn't Always the Solution; Why Training Isn't Always Useful; Motivation and Feedback Systems; Contingency Management; Job Enrichment; Organizational Development (OD); Summary; 8: Learning Objectives; The Case for Writing Learning Objectives.
  • How to Write Learning ObjectivesWho Writes Learning Objectives?; Summary; 9: How Do People Learn?; Learning Theories; Meta-Theories of Learning; Middle-Range Learning Models at the Individual Level; Experiential Learning; Transformational Learning; Summary; 10: Instructional Methods; What Are Methods?; A Look at Specific Methods; Summary; 11: Teaching Technique; The Instructor's Use of Objectives; Ongoing Measurement; Questioning Techniques; Getting Attention Versus Getting Involvement; Use of Repetition; Relating to Students; Summary; 12: Training Facilities; The Influence of the T & D Manager.
  • Criteria for Learning RoomsRoom Arrangement; Summary; 13: Enhancing Transfer of Learning; Training Transfer; Learning Transfer Systems; Diagnosing Learning Transfer System Problems; Intervening to Improve Learning Transfer Systems; Closing the Transfer Gap; Summary; 14:Training and Development Budgets; General Estimating Policies; T & D Staff Size; Computing the Cost of Performance Deficiencies; Computing the Cost of Training; How Budgeting Helps the "Go/No Go" Decision; Summary; 15: Measuring Training and Development; What Is Measurement?; Scales of Measurement.

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