Effective Training 7th Edition - Systems, Strategies, and Practices

Đào tạo hiệu quả
Hệ thống, chiến lược và thực tiễn
Trước đây được xuất bản bởi Chicago Business Press, hiện được xuất bản bởi Sage Efficiency Training: Systems, Strategies, and Practices là cuốn sách độc đáo ở chỗ tích hợp lý thuyết với các ứng dụng đào tạo hiệu quả và thực tế. Các tác giả P. Nick Blanchard, James W. Thacker và Dana Cosby xem xét mối quan hệ giữa quản lý thay đổi và đào tạo, giới thiệu mô hình ADDIE như một khuôn khổ bao quát cho quá trình đào tạo và xem xét các quan điểm phù hợp với các doanh nghiệp nhỏ. Ngoài ra, văn bản này cung cấp quy trình từng bước để phát triển mục tiêu học tập và nhấn mạnh tầm quan trọng của việc tích hợp cả lý thuyết học tập và thiết kế trong việc tạo ra các chương trình đào tạo thành công. Phiên bản thứ bảy bổ sung thêm tài liệu mới đồng thời nâng cao tính dễ đọc và dễ hiểu. Cuối mỗi chương liên quan (phân tích, thiết kế, phát triển, triển khai và đánh giá nhu cầu) đều có ví dụ về quy trình phát triển một chương trình đào tạo thực tế (Fabrics, Inc.). Cuối mỗi chương đều có các câu hỏi thảo luận, tình huống và bài tập để nâng cao hiểu biết.

Preface
1 Training in Organizations
Overview
Training System and Processes
The Addie Model
Analysis Phase
Design Phase
Development Phase
Implementation Phase
Evaluation Phase
Alternative Training Process Models
So What To Use Addie Or SAM
Important Concepts And Meanings
Learning
Training, Development, And Education
What Do We Call The People Delivering And Receiving The Training?
Key Issues For Training
Aligning Training With Business Strategy
Advances In Technology
Managing Talent Due To Changing Demographics
Quality And Continuous Improvement
Legal Issues
A Career In Training
Competencies
Career Jobs
Preparing For A Career In T&D
Focus On Small Business
Summary
Key Terms
Exercises
Questions For Review
2 Aligning Training With Strategy
Overview
Strategic Planning
Organizational Mission
Strategic Choices
Internal Alignment With Strategy
Aligning Hr With Strategy
Aligning Hrd With Strategy
Factors Of Concern To Organizations
Globalization
Technology
Digitalization
Labor Market
Increase In Diversity
Putting It All Together
Change Management
Cm And Strategy
Levels Of Change And Resistance
Training And Cm
Putting It All Together
Hrds Relationship With Other Hr Functions
Developing An Hrd Strategy
Focus On Small Business
Summary
Key Terms
Exercises
Questions For Review
3 Learning, Motivation, and Performance
A Few Words About Theory
Understanding Motivation And Performance
Motivation: Why Do They Act Like That?
Self-Efficacy And Motivation
Understanding Learning
What Is Learning?
Social Learning Theory
Motivation
Attention
Retention
Behavioral Reproduction
Aligning Training Design With Learning Process
Motivation To Learn
Environmental Factors And Resistance
Inpidual Factors And Resistance
Training That Motivates Adults To Learn
Adult Learning Theory
Training Relevance, Value, And Readiness To Learn
Involving Trainees In The Process
Summary
Key Terms
Case Analysis
Case Questions
Exercises
Questions For Review
4 Needs Analysis
Why Conduct A Training Needs Analysis?
A Few Words About Worldwide Technologies
When To Conduct A TNA
The TNA Model
Where To Look For The Trigger (Pg)
How To Conduct A TNA
Organizational Analysis
Operational Analysis
Person Analysis
Gathering Data For The TNA: Final Thoughts
Rapid Needs Analysis
Output Of TNA
Non-Training Needs
Training Needs
Approaches To TNA
Proactive TNA
Reactive TNA
Reactive versus Proactive
Focus On Small Business
Assistance For Small Business
TNA And Design
TNA And Evaluation
Reminder
Summary
Key Terms
Case Analysis
Case Questions
Exercises
Questions For Review
5 Training Design
Overview
A Word About Worldwide Technologies
Organizational Constraints
Organizational Priorities
Budgeting For Training
Trainee Population
Developing Objectives
Creating Objectives
Writing A Good Learning Objective
Why Use Training Objectives?
The Trainee
The Training Designer
The Trainer
The Evaluator
Facilitation Of Learning: Focus On The Trainee
Inpidual Differences In Ksas
Increased Diversity
Differences In Learning Styles
What’s A Trainer To Do?
Motivation Of Trainee
Facilitation Of Learning: Focus On Training Design
Social Learning Theory
Design Theory
Strategic Knowledge
Experiential Learning: A Key Design Component
Facilitation Of Transfer: Focus On Training
Conditions Of Practice
Other Considerations To Facilitate Transfer
Facilitation Of Transfer: Focus On Organizational Intervention
Supervisor Support
Peer Support
Trainer Support
Reward Systems
Evaluation Of Behavior And Results
Climate And Culture
Focus On Small Business
Outcomes Of Design
Evaluation
Identification Of Alternative Methods Of Instruction
Reminder
Summary
Key Terms
Exercises
Questions For Review
6 Traditional Training Methods
Overview
Lectures And Demonstrations
Straight Lecture/Lecturette
Lecture/Discussion Method
Demonstrations
Strengths And Limitations Of Lectures And Demonstration
Training Group Characteristic
Games And Simulations
Equipment Simulators
Business Games
In-Basket Technique
Case Studies
Role-Play
Behavior Modeling
Strengths And Limitations Of Games And Simulations
Exercises And Activities
Putting It All Together
Blended Learning
On-The-Job Training
Job Instruction Technique (Jit)
Focus On Small Business
Apprenticeship Training
Coaching
Mentoring
Strengths And Limitations Of OJT
Matching Methods With Outcomes
Informal Learning
Audiovisual Enhancements To Training
Static Media
Dynamic Av Methods
Strengths And Limitations Of AVs
Summary
Key Terms
Case Analysis
Case Questions
Exercises
Questions For Review
7 Electronic Training Methods
Overview
The Learning Technology Ecosystem
Point Solutions
Designing The Learning Technologies Ecosystem
Delivery Channels
Delivery Channel Options
Webinars/Online Instructor-Led Courses
Online Communities
Remote Mentoring
E-Learning (Simple)
Online Games/Simulations
Virtual Labs
Artificial Intelligence, Augmented Reality, And Virtual Reality
Accessibility Considerations
Practical Tips For Accessibility Of Technology Enhanced Training
Learning Management Systems
E-Training Delivery Systems
Delivery Through Social Media And Other Sources
Technology Enhanced Training Process
Needs Analysis
Use Learning Design Principles
Provide Inpidualized Attention
Match Delivery Method To Purpose Of Training
Strengths And Limitations Of E-Training
Costs
Learning Objectives (KSAs)
Learning Process
Cypersecurity Considerations
Summary
Key Terms
Exercises
Questions For Review
8 Development, Implementation, And Transfer Of Training
Overview
A Word About Worldwide Technologies
Development Of Training
Choosing Instructional Methods
Instructional Strategy
Training Modules: Objectives And Learning Points
Materials And Equipment
Trainee’s Guide
Trainer’s Guide
Facilities
Refreshments
The Trainer
Trainer Capabilities
Using Outside Resources
Overview Of The Implementation Of Training
Implementation Ideas For Training Structure
Icebreaker
Provide Variety
Exercises Or Games
Experiential Learning Model
Implementation Ideas For Trainers
Preparation
First Impression
The Start Of Training
Tips On Dealing With Different Participant Personalities
Dry Run
Pilot Program
Transfer Of Training
Reminder
Summary
Key Terms
Exercises
Questions For Review
9 Evaluation Of Training
Overview
A Word About Worldwide Technologies
Rationale For Evaluation
Resistance To Training Evaluation
There Is Nothing To Evaluate
No One Really Cares About Evaluating Training
Evaluation Is A Threat To My Job
So We Must Evaluate
Types Of Evaluation Data Collected
Process Evaluation
Outcome Evaluation
Evaluating The Costs And Benefits Of Training
When And What Type Of Evaluation To Use
Focus On Small Business
Evaluation Beyond Learning
Reminder
Summary
Key Terms
Case Questions
Exercises
Questions For Review
10. Employee And Management Development
Employee Development
Development In The Current Job
Job Rotation
Special Assignments
Employee Development: Whose Responsibility Is It?
Management Development
Managers Get A Lot Of Training
Managers Are Accountable For Success
Managers Have Complex Jobs
Our Approach To Management Development
General Overview Of The Managerial Job
Managerial Roles
Organizational Factors
Integrating Strategy, Structure, And Technology
General Characteristics Of Managers
Management Styles
Categories Of Management Characteristics
Integrating Managerial Roles And Characteristics
Roles, Ksas, And Management Level
Integration: Strategies And Management Characteristics
Technical Competence And Context
Interpersonal Competence And Context
Conceptual Competence And Context
Personal Traits And Context
Management Style And Context
Management Development Implications
An Understanding Of Context
Self-Awareness And Diagnostic Skills
Managerial Person Analysis
Sources Of Knowledge/Skill Acquisition
Externally Based Training
Corporate Universities
Types Of Management Development Programs
Training For Executive-Level Management
Skills, Traits, And Leadership Style
Strategies For Development Of Executives And Future Executives
Succession Planning
Focus On Small Business
Summary
Key Terms
Exercises
Questions For Review
11. Key Areas And The Future Of Organizational Training
Overview
Orientation (Onboarding)
Why It Is Important
What Organizations Are Doing
Using The Training Model To Develop Orientation Training
Diversity Equity, And Inclusion Training
Why It Is Important
What Organizations Are Doing
Sexual Harassment Training
Why It Is Important
What Organizations Are Doing
Team Training
Why It Is Important
What Organizations Are Doing
Cross-Cultural Training
Why It Is Important
What Organizations Are Doing
Other Training Programs And Issues
Training And Equity
Basic Skills Training
Safety Training
Training Workers From Different Cultures
The Future Of Training And Development
Use Of Technology
The Role Of The Training Professional
Lifelong Learning
Summary
Key Terms
Exercises
Questions For Review
Index