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Approaches To Training And Development : Third Edition Revised And Updated - Dugan Laird

Approaches To Training And Development

Third Edition Revised And Updated

Paperback

Published: 28th May 2003
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Published: 18th June 2003
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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, and goals of training- from needs assessment to implementation- illustrating each step of an effective training program. This new edition includes updates throughout, with fresh examples and current references, with an emphasis on evaluating and explaining new training. Comprehensive, authoritative, and accessible, this new edition will prove an essential resource to a new generation of trainers, HRD professionals, educators, and managers.

List of Illustrationsp. xi
Why This Book?p. 1
Reflections on a Revisionp. 1
Human Resource Development (HRD) and Training and Development (T&D)p. 2
Philosophy of This Bookp. 3
How to Read This Bookp. 3
The Need for Training and Development Departmentsp. 5
How Organizations Performp. 5
Preparing Employees to Performp. 6
When Employees Can Do Their Jobs Properly, But Don't, What Then?p. 9
Learning vs. Performancep. 10
Trainingp. 13
Education and Developmentp. 14
Summaryp. 16
Function and Role of T&D Managersp. 21
Competencies Neededp. 21
As Managers/Administratorsp. 22
As Consultants to the Organizationp. 26
As Designers of Learning Experiencesp. 30
As Instructorsp. 33
Summaryp. 34
The T&D Department and the Organizational Structurep. 37
Trends in Organizational Placementp. 37
Line and Staff Considerationsp. 37
Cooperative Effortp. 43
Placement Purely As a Staff Functionp. 44
Placement As a Line Functionp. 46
Placement with the Chief Executive Officerp. 47
Summaryp. 48
Identifying Training Needsp. 49
Meeting Customer Needsp. 49
Building Professional Integrityp. 50
Distinguishing Training Needs from Other Performance Problemsp. 51
Individual Needs and Organizational Needsp. 62
Potential Sources of Individual Training Needsp. 63
Potential Sources of Organizational Training Needsp. 65
Surveys or Interviews?p. 67
Prioritizing Training Needsp. 73
Summaryp. 75
Responding to Individual Training Needsp. 77
The Importance of Individual Training Needsp. 77
Inside Answers to Individual Training Needsp. 79
Outside Answers to Individual Training Needsp. 83
A Control System for Solving Individual Training Needsp. 89
Summaryp. 92
Training Isn't Always the Solutionp. 93
Why Training Isn't Always Usefulp. 93
Motivation and Feedback Systemsp. 94
Contingency Managementp. 102
Job Enrichmentp. 105
Organizational Development (OD)p. 108
Summaryp. 112
Learning Objectivesp. 115
The Case for Writing Learning Objectivesp. 116
How to Write Learning Objectivesp. 118
Who Writes Learning Objectives?p. 123
Summaryp. 123
How Do People Learn?p. 125
Learning Theoriesp. 125
Meta-Theories of Learningp. 126
Middle-Range Learning Models at the Individual Levelp. 138
Experiential Learningp. 145
Transformational Learningp. 147
Summaryp. 148
Instructional Methodsp. 149
What Are Methods?p. 149
A Look At Specific Methodsp. 151
Summaryp. 182
Teaching Techniquep. 183
The Instructor's Use of Objectivesp. 183
Ongoing Measurementp. 184
Questioning Techniquesp. 185
Getting Attention Versus Getting Involvementp. 188
Use of Repetitionp. 189
Relating to Studentsp. 189
Summaryp. 194
Training Facilitiesp. 195
The Influence of the T&D Managerp. 195
Criteria for Learning Roomsp. 195
Room Arrangementp. 199
Summaryp. 204
Enhancing Transfer of Learningp. 207
Training Transferp. 207
Learning Transfer Systemsp. 208
Diagnosing Learning Transfer System Problemsp. 209
Intervening to Improve Learning Transfer Systemsp. 212
Closing the Transfer Gapp. 219
Summaryp. 220
Training and Development Budgetsp. 221
General Estimating Policiesp. 222
T&D Staff Sizep. 222
Computing the Cost of Performance Deficienciesp. 224
Computing the Cost of Trainingp. 226
How Budgeting Helps the Go/No Go Decisionp. 233
Summaryp. 233
Measuring Training and Developmentp. 235
What Is Measurement?p. 235
Scales of Measurementp. 236
Baselines: What They Are and Why They Are Importantp. 241
Instrumentsp. 242
Post-Training Measurementp. 248
Summaryp. 254
Assessing the Results of the Training Programsp. 255
The Traditional Approach: The Kirkpatrick Modelp. 255
To What Extent Is Program Evaluation Conducted in Practice?p. 256
A New Approach: The Results Assessment Systemp. 257
Results Domainsp. 258
Learning Resultsp. 262
Perception Resultsp. 265
A Results Assessment Planp. 268
The Core Dimensionsp. 268
Making Results Assessment Practical and Crediblep. 272
Overcoming Resistance to Results Assessmentp. 276
Summaryp. 279
Selecting and Retaining the T&D Staffp. 281
The Barefoot T&D Specialistsp. 281
Selecting the T&D Staffp. 281
The Care and Development of T&D Specialistsp. 293
Rotation Policiesp. 294
Summaryp. 296
Does Employee Development Pay Off?p. 297
American Society for Training and Development (ASTD) Learning Outcomes Reportp. 298
Studies in High-Performance Human Resource Practicesp. 300
Program Results Assessment Case Studiesp. 306
Summaryp. 307
Where Does It All End?p. 317
Referencesp. 321
Indexp. 327
Table of Contents provided by Ingram. All Rights Reserved.

ISBN: 9780738206981
ISBN-10: 0738206989
Series: New Perspectives in Organizational Learning, Performance, and Change
Audience: General
Format: Paperback
Language: English
Number Of Pages: 352
Published: 28th May 2003
Publisher: INGRAM PUBLISHER SERVICES US
Country of Publication: US
Dimensions (cm): 22.8 x 15.4  x 2.1
Weight (kg): 0.49
Edition Number: 3
Edition Type: Revised