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E-raamat: 101 Learning and Development Tools: Essential Techniques for Creating, Delivering and Managing Effective Training

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  • Formaat: 272 pages
  • Ilmumisaeg: 03-Sep-2011
  • Kirjastus: Kogan Page Ltd
  • Keel: eng
  • ISBN-13: 9780749461096
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101 Learning and Development Tools: Essential Techniques for Creating, Delivering and Managing Effective TrainingSuurem pilt
  • Formaat: 272 pages
  • Ilmumisaeg: 03-Sep-2011
  • Kirjastus: Kogan Page Ltd
  • Keel: eng
  • ISBN-13: 9780749461096
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The American Society for Training and Development found that in 2007, US companies spent more than $134 billion on employee learning and development. With an investment that large, it should be certain that the money is being put to good use. 

101 Learning and Development Tools is an easy-to-use guide to the tried-and-tested techniques to make learning and development more effective. It covers a broad range of techniques for managing, designing, delivering and evaluating learning at all levels and in all work situations. 

The author covers the core areas of learning and development, including talent management, leadership development, coaching, work-based learning and e-learning. This book provides advice on areas such as networking and making the business case for learning. HR professionals and managers responsible for training in organizations will find it a valuable resource.

Muu info

It provides a broad range of L&D techniques. Anyone responsible for managing, designing and delivering training will be able to use the book to find new inspiration, gain better understanding of certain tools/models, get examples of best practice and find further advice.
List of figures
x
List of tables
xi
About the author xii
Acknowledgements xiii
Introduction 1(8)
01 The learning and development cycle
9(4)
PART ONE Learning needs analysis
13(64)
02 Understanding learning, development, education and training
15(2)
03 L&DNA grids
17(2)
04 Identifying organizational learning needs: a step-by-step approach
19(2)
05 Performance analysis quadrant
21(2)
06 The learning curve
23(2)
07 Bloom's taxonomy of learning domains
25(3)
08 Informal and non-formal learning
28(2)
09 Kolb's experiential learning cycle
30(3)
10 Honey and Mumford's learning styles
33(2)
11 Rose's learning styles
35(2)
12 Overcoming barriers to learning
37(3)
13 Johari window
40(2)
14 How to develop a learning culture
42(2)
15 How to develop a learning organization
44(2)
16 The learning value chain
46(3)
17 Accelerated learning
49(2)
18 Emotional intelligence
51(2)
19 Gardner's multiple intelligences
53(2)
20 Neuro-linguistic programming
55(2)
21 Knowledge management: distinguishing data, information and knowledge
57(3)
22 The five aspects of talent management
60(2)
23 The talent web
62(2)
24 The succession planning cycle
64(2)
25 Devising and using standards of competence
66(2)
26 Board-level development: a needs audit
68(3)
27 Learning methods and styles grid
71(3)
28 Learning methods choice matrix
74(3)
PART TWO Planning learning
77(56)
29 The six essential elements of a learning strategy
79(2)
30 Using the learning and development cycle to plan learning interventions
81(2)
31 A step-by-step guide to planning a learning event
83(2)
32 Personal development planning
85(2)
33 Using different approaches to learning and development
87(2)
34 Criteria for choosing a learning approach
89(2)
35 A checklist for procuring learning services
91(2)
36 Outsourcing versus insourcing
93(3)
37 The four phases of knowledge management
96(2)
38 The three component parts of e-learning
98(2)
39 The five models of e-learning
100(3)
40 Learning design: the five dimensions
103(3)
41 The route map model for e-learning design
106(2)
42 A classification of e-learning technologies
108(2)
43 What to look for in a digital learning platform
110(3)
44 Checklist - 10 things to look out for when dealing with e-learning vendors
113(3)
45 What to look for in a learning and development consultant
116(3)
46 What to look for in learning materials
119(2)
47 Working with union learning representatives
121(2)
48 Using qualifications
123(2)
49 Reference list of learning and development methods
125(8)
PART THREE Implementing learning
133(70)
50 Icebreakers
135(2)
51 Coaching - tips and pitfalls
137(2)
52 Facilitation - tips and pitfalls
139(2)
53 Lecturing - tips and pitfalls
141(2)
54 How to mentor someone
143(2)
55 How to organize work-based learning
145(2)
56 Guided practice
147(2)
57 Putting together action learning sets
149(2)
58 Setting up a community of practice
151(2)
59 The seven pillars of a corporate university
153(3)
60 Preparing a lesson plan
156(2)
61 Preparing to deliver a course: a checklist
158(3)
62 Tips for team teaching
161(2)
63 360-degree feedback
163(2)
64 Psychometric instruments for development rather than assessment
165(3)
65 Innovative approaches to learning
168(3)
66 Using storytelling in learning and development
171(2)
67 Games, and learning through play
173(3)
68 Simulation
176(2)
69 Volunteering-based learning
178(2)
70 Development centres
180(2)
71 Assessing and recording competence
182(2)
72 Learning logs and contracts
184(2)
73 Guided reading
186(2)
74 Appreciative inquiry
188(2)
75 Networking via professional bodies
190(2)
76 Outplacement services
192(3)
77 Blended learning models
195(2)
78 Social networking and collaborative tools
197(3)
79 Checklist for setting up a learning centre
200(3)
PART FOUR Evaluating learning
203(51)
80 Costing learning
205(3)
81 Assessing learning
208(3)
82 Talent management and development: the GE nine box model
211(2)
83 Quality management of learning: the diamond model
213(3)
84 Applying quality management tools to learning
216(3)
85 Making a business case for learning and development
219(2)
86 Internal marketing of learning and development
221(2)
87 How to get value from a corporate university
223(3)
88 How to get value from learning consultants
226(2)
89 Evaluation: how to recognize and when to use the main methods
228(3)
90 Kirkpatrick's four levels of evaluation
231(2)
91 Producing an evaluation sheet
233(2)
92 Measures in evaluating learning
235(2)
93 CIPD partnership of learning model
237(2)
94 Evaluation metrics
239(2)
95 Calculating return on investment
241(2)
96 Evaluation: return on expectations
243(2)
97 Six Sigma for learning and development
245(2)
98 Balanced scorecard for learning and development
247(2)
99 E-learning: the impact matrix
249(2)
100 Evaluation: total value add
251(2)
101 You
253(1)
Index 254
Kenneth Fee has worked in learning and development for 25 years, as a trainer, consultant, manager, and writer, among other roles. He has an MA degree in social science, an MBA, certificates in training and in assessment, a professional diploma in training management, and he is a Chartered Fellow of CIPD and a Fellow of CMI.
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