Approaches To Training And Development: Third Edition Revised And UpdatedBasic Books, 18 ביוני 2003 - 352 עמודים This celebrated book, newly revised and updated, is a comprehensive treatment of organizational training and development: its basic ideas, organizational goals, and practical techniques. Dugan Laird, noted trainer, consultant, and author, shares his considerable experience in the whole field of human resource development and job-related training. The key to this book's ongoing popularity is its practicality: Laird's concern with the real-life problems and needs of T&D professionals. When and how should training be used, and what methods and techniques have worked and will work? The author's answers are supplemented by simple-to-follow process charts that outline each step of an effective training system. For this Second Edition, Laird has added material on new training technologies such as video and computer assisted instruction, explaining how and when they should be used to supplement traditional instructional techniques. How do you find training needs? What do you do when you don't give training? Learning objectives: who needs them? How do people learn? How important is teaching technique? |
תוכן
| 1 | |
3 | 21 |
The TD Department and | 37 |
Identifying Training Needs | 49 |
Responding to Individual Training Needs | 77 |
Training Isnt Always the Solution | 93 |
Learning Objectives | 115 |
How Do People Learn? | 125 |
Enhancing Transfer of Learning | 207 |
Training and Development Budgets | 221 |
Measuring Training and Development | 235 |
Assessing the Results of the Training Programs | 255 |
Selecting and Retaining the TD Staff | 281 |
Does Employee Development Pay Off? | 297 |
Where Does It All End? | 317 |
| 328 | |
מהדורות אחרות - הצג הכל
מונחים וביטויים נפוצים
achieve action activities adult analysis answer apply approach assigned become behavior called communication complete consultants continued cost course decisions desired discussion effective employees established evaluation example expectations experience expertise feelings Figure give goals human ideas identify important improvement increase individual instruction instructors interventions investment involves knowledge learners learning learning objectives look means measurement meet ment methods motivation objectives organization organizational outcomes participants percent performance performance problems person positive practice problem professional questions reason reinforcement reports response results assessment role shows situation skills solution staff standards step studies T&D manager T&D specialists TABLE task teaching things tion training needs transfer units usually workers