Formerly published by Chicago Business Press, now published by Sage
Effective Training: Systems, Strategies, and Practices is unique in its integration of theory with effective and practical training applications. Authors P. Nick Blanchard, James W. Thacker, and Dana Cosby examine the relationship between change management and training, introduce the ADDIE model as an overarching framework for the training process, and consider perspectives relevant to small businesses. Additionally, this text provides a step-by-step process for developing learning objectives and highlights the importance of integrating both learning and design theories in creating successful training programs.
The Seventh Edition adds new material while enhancing the ease of reading and understanding. The end of each relevant chapter (needs analysis, design, development and implementation, and evaluation) features an example of the process of developing an actual training program (Fabrics, Inc.). At the end of each chapter are discussion questions, cases, and exercises to enhance understanding.
Tabella dei contenuti
Preface
1 Training in Organizations
The ADDIE Model
Alternative Training Process Models
So What To Use ADDIE Or SAM
Important Concepts And Meanings
Key Issues For Training
A Career In Training
Focus On Small Business
2 Aligning Training With Strategy
Strategic Planning
Factors Of Concern To Organizations
Change Management
Putting It All Together
Focus On Small Business
3 Learning, Motivation, and Performance
A Few Words About Theory
Understanding Motivation And Performance
Understanding Learning
Social Learning Theory
Aligning Training Design With Learning Process
Motivation To Learn
Training That Motivates Adults To Learn
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
Rapid Needs Analysis
Output Of TNA
Approaches To TNA
Focus On Small Business
TNA And Design
TNA And Evaluation
Reminder
5 Training Design
A Word About Worldwide Technologies
Organizational Constraints
Developing Objectives
Why Use Training Objectives?
Facilitation Of Learning: Focus On The Trainee
Facilitation Of Learning: Focus On Training Design
Facilitation Of Transfer: Focus On Training
Facilitation Of Transfer: Focus On Organizational Intervention
Focus On Small Business
Outcomes Of Design
Reminder
6 Traditional Training Methods
Lectures And Demonstrations
Games And Simulations
Putting It All Together
Blended Learning
On-The-Job Training
Matching Methods With Outcomes
Informal Learning
Audiovisual Enhancements To Training
7 Electronic Training Methods
The Learning Technology Ecosystem
Delivery Channel Options
Learning Management Systems
E-Training Delivery Systems
Technology Enhanced Training Process
Strengths And Limitations Of E-Training
Cypersecurity Considerations
8 Development, Implementation, And Transfer Of Training
A Word About Worldwide Technologies
Development Of Training
Instructional Strategy
The Trainer
Overview Of The Implementation Of Training
Implementation Ideas For Training Structure
Implementation Ideas For Trainers
Dry Run
Pilot Program
Transfer Of Training
Reminder
9 Evaluation Of Training
A Word About Worldwide Technologies
Rationale For Evaluation
Resistance To Training Evaluation
So We Must Evaluate
Types Of Evaluation Data Collected
Focus On Small Business
Reminder
10. Employee And Management Development
Employee Development
Management Development
Our Approach To Management Development
General Overview Of The Managerial Job
General Characteristics Of Managers
Integration: Strategies And Management Characteristics
Management Development Implications
Sources Of Knowledge/Skill Acquisition
Training For Executive-Level Management
Focus On Small Business
11. Key Areas And The Future Of Organizational Training
Orientation (Onboarding)
Diversity Equity, And Inclusion Training
Sexual Harassment Training
Team Training
Cross-Cultural Training
Other Training Programs And Issues
The Future Of Training And Development
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