The Trainer’s Tool Kit Second Edition
|
|
|
【推荐级别】
|
☆☆☆☆☆
查看网友评价 |
|
【下载次数】 |
21 次 |
|
【作者】 |
Cy Charney and Kathy Conway
|
【出版社】 |
American Management Association
|
|
【文件格式】 |
PDF
|
【ISBN】 |
0-8144-7268-0
|
|
【资料语言】 |
英文
|
【文件大小】 |
2.14MB
|
|
【上传时间】 |
2008-08-09
|
【共享者】 |
gj05245515
查看他还共享了哪些书籍
|
|
|
资料说明：
|
Contents
Preface vii
Acknowledgments ix
PART I: TRAINING TODAY 1
Today’s Organizations 3
Today’s Trainers 5
Today’s Trainees 6
Training Trends—Then and Now 9
Learning Organizations 12
Successful Training Criteria 14
PART II: ALIGNING TRAINING WITH THE
ORGANIZATION’S OBJECTIVES 17
Linking Training to Business Needs 19
Aligning Trainers with the Organization 21
Training Needs Analysis 23
Designing a Training Needs Analysis 26
Using 360-Degree Feedback for Training Needs
Analysis 29
Core Competencies 31
Developing a Training Curriculum 34
PART III: MAXIMIZING THE TRAINING INVESTMENT 39
Budgeting for Training 41
Budgets: Building a Case for More Training Dollars 45
iii
iv Contents
Costs and Benefits of Training 47
Alternatives to Training 50
Stretching the Training Dollars 52
Using Consultants 53
Outsourcing 57
Choosing Facilities 59
Requests for Proposals for Training Services 61
PART IV: DEVELOPING TRAINING PROGRAMS 65
Lesson Plan Development 67
Training Program Design 69
Methodology—Choosing the Right One 72
Role Play: Design and Conduct 74
Case Studies 77
Training Materials 78
Simulations 80
Pilot Programs 82
PART V: DELIVERYOPTIONS 85
Technology: Choosing High-Tech or Low-Tech 87
E-Learning 89
Videoconferencing 94
Self-Directed Learning 96
Computer-Based Training 99
PART VI: CONDUCTING TRAINING 101
Preparation for Training 103
Icebreakers 104
Overcoming Nervousness 106
Impact in the Classroom 108
Videos: Using Them to Their Best Advantage 110
Dealing with Difficult Behavior 113
Resistance to Training 116
Keeping Trainees Focused 118
Flip Chart Do’s and Don’ts 121
Overhead Projector Do’s and Don’ts 122
Activities and Exercises 123
Contents v
Computer-Projected Presentations 125
Presentation Skills 127
Facilitator Do’s and Don’ts 130
Top 10 Tips for Trainers 132
Humor 134
Diversity in the Classroom 136
Post-Course Evaluation 138
PART VII: SPECIALIZED TRAINING COURSES 143
Orientation 145
Product Training 147
Outdoor Training 149
Conferences and Seminars 152
PART VIII: EVALUATING THE IMPACT OF TRAINING
ON PERFORMANCE IMPROVEMENT 155
Targeting the Right Results 157
Levels of Evaluation 158
Measuring Training Results 163
Auditing the Training Function 165
Benchmarking 170
PART IX: DEVELOPING TRAINERS AND FACILITATORS 175
Train-the-Trainer Sessions 177
Professional Development for Trainers and
Facilitators 179
Professional Associations: A Checklist for Selecting
and Joining 181
PART X: SUSTAINING THE IMPACT OF TRAINING 183
Manager’s Role in Supporting Training 185
Coaching for Skills Development 186
Individual Development Plans 188
The Development Planning Meeting 190
Making the Most of Development Planning Meetings 195
Developmental Learning Activities 197
vi Contents
PART XI: GROWING ORGANIZATION CAPACITY 201
Mentoring Best Practices 203
Implementing a Mentoring Program 206
Training and Orientation for Mentors and Mentees 209
Career Planning Programs 211
Promoting Career Self-Management 213
Succession Planning 215
Designing an In-House Succession Program 218
Ten Ways to Take the ‘‘Success’’ out of Succession
Planning 221
Energizing High Performers Through Training and
Learning Opportunities 223
Index 227
Preface
Expectations about training practices and solutions have changed
dramatically in the past few years. Organizations regularly redefine
the terms success and performance to meet evolving client and
employee expectations.
At the same time, the number of training options for transferring
learning has mushroomed so that e-learning, distance learning, videoconferencing,
and self-directed programs are becoming more commonplace
as compared with the traditional classroom setting.
The term training itself has been broadened to the more inclusive
term of learning—denoting a broader base of skill-building opportunities
through assignments, activities, and focused coaching. This
shift has broadened the responsibility for training to include managers,
coaches, role models, and mentors as key learning agents. An
employee’s manager has the ultimate responsibility for supporting
and sustaining development. As a result, skill sets for managers reflect
this important responsibility.
Many organizations now regard their support for individual development
and skills upgrading as competitive advantages in attracting
and retaining high performers. The pending retirements of many
baby boom employees in the next ten years has necessitated the importance
of retaining organizational memory and knowledge management
through succession-planning programs. At the same time, a
newer generation of workers has been educated and trained differently,
thereby requiring training opportunities that are customized to
match learning-style preferences. Both the organization and its employees
want business-based outcomes that reduce cost.
Training today is typically not measured as a stand-alone process.
Measures of success are becoming more focused on training’s
vii
viii Preface
contribution to—and integration with—other human resource practices.
Training must create visible bridges between skills building,
core competencies, and performance management. Continuous learning
implies that training’s mission is not to only close gaps but also to
grow organizational capacity by preparing employees for emerging
challenges.
Today’s trainers (and everyone is a trainer today at some point)
inevitably operate in environments that present new challenges and
opportunities. Nevertheless, they still must meet standards that have
not changed, such as engaging participants, creating an environment
that encourages learning, risk taking, practice, and checking for understanding.
Most important, trainers must enhance organizational
capacity—one trainee at a time.
This book is for them.
|
|
资料下载
|
打开下载链接
点此链接需花费积分5分。如何获取积分？
注册新会员
积分不够？请用手机短信充值
·请先登录 ，然后下载
·下载后，您的积分会减少5分
·48小时内重复下载该资料不另外扣分
·下载前，请先阅读下载声明
·管理员对书籍只进行了初步审核，如果您发现该书违反了分享规则，请向管理员投诉！
|
·本服务的所有资料文件是其作者提供和网友推荐收集整理的，如有侵犯版权敬请指出。
·所有资料文件的准确性、安全性和完整性未经验证，NetYi不承担用户因使用这些下载内容而造成的任何形式的损失或伤害。
|
|
|
| 客户服务 |
 
 |
电话：028-66868000
13568916094
下班时间请点击此处留言 |
| 注：客服服务时间为周一至周五09：00—17：30，周六周日休息。 |
|
|