The business of training: achieving success in changing world markets
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
London u. a.
McGraw-Hill
1990
|
| Schriftenreihe: | The McGraw-Hill training series
|
| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Beschreibung: | XVII, 169 S. |
| ISBN: | 0077073282 |
Internformat
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Datensatz im Suchindex
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Series preface xi
About the series editor xiii
Introduction xv
A vision of the future that leads towards the realization that
investing in people through training is the direct path to
corporate success.
PART ONE: The changing world of training
1 The changing workplace 3
This chapter explores the impact that rapid changes have on
training, covering changing patterns of work, the speed of
change and the skills gap, and the problems for individuals,
organizations and economies.
2 Change management 8
Success, both individual and corporate, depends upon the
ability of people to adapt to change. There are several agents of
change that can lead to human obsolescence. The importance of
giving people support at work is critical to successful change
management.
3 The psychology of training for success 13
Things get in the way of personal success, particularly
psychological barriers. Positive motivation and ways to
overcome psychological barriers are important aspects of good
training.
PART TWO: The business of training
4 The strategic role of training 21
The link between people and profits is clear. Developing a
skilled workforce through becoming a learning organization
with a learning culture is vital for success. Performance and
profits are closely linked and need effective training
strategies for corporate success.
5 Developing a training strategy for the future 27
To make the best use of the training, investment training must
be a major part of the corporate strategy. Implementing the
training strategy can be done in a variety of ways, centralized,
de centralized, or distributed; these all have advantages and
disadvantages.
6 Training—an investment for success 33
This chapter looks at how training investment can be treated as
any other investment, and the returns calculated using
investment appraisal techniques. It also covers life cycle
investment analysis, training audit, and objectives/impact
statements.
PART THREE: New training skills and techniques
7 New training techniques 4!
Four new techniques/approaches to training are described:
these are, positive learning, dynamic learning, enquiry learning,
and personal motivation coaching.
8 The new training skills 54
Seven areas for the development of new skills are examined,
these are, technical, analytical, design, communication,
psychological, facilitation, and counselling.
9 The training spectrum 66
From highly non directive to highly directive, covering free
learning, guided learning, lecture/discussion, presentation,
instruction, and conditioning, all of which should be learning
centred. The three Ss are explained, and the need to bring a
loving touch is described.
PART FOUR: Training design
10 Learning centred design 73
The most powerful way to train is to harness the inherent
learning skills of people. To do this training must be centred on
learning, learning needs have to be defined, learning desire
stimulated, and the learning managed.
11 Learning centred design methodology 79
The need for a structured methodology is argued, and the
outline of a new methodology is presented which caters for the
design of effective training including Embedded Computer
Based Training.
12 Writing standards for training materials 90
This chapter sets out standards for writing training materials,
including simulations, exercises and demonstrations. These
standards are used in the development of a learning centred
approach and in producing positive learning opportunities.
13 Training assessment and evaluation l02
Some definitions are provided followed by a discussion about
the suitability and practicality of assessing training inputs, and
evaluating learning outcomes.
PART FIVE: Training environments
14 Continuous training and support ***
People leant continuously, and training must match this need.
Performance needs ronstan* mnac.•«¦»•*• »—* «~j —•.» —•»•••*
15 Learning environments 117
The three environments in which people learn are discussed.
The living environment, the working environment, and the
education and training environment. For training to be
successful good learning environments have to be created.
tPART SIX: High technology in training
161 New training tools 125
/in this chapter four training tools are described, Embedded
Computer Based Training (ECBT), Concurrent Computer Based
Training (CCBT), expert systems, and intelligent tutors.
17 Computer screen standards 136
It is suggested that continuous training and support is more
effective if there is a good interface between people and
machines. This chapter sets out some standards that will
improve the user interface.
18 Electronic performance support systems 142
Gloria Gery, an American consultant, describes a new concept
in supporting people at work. The qualities of EPSS, and the
basic conditions for the development of EPSS are covered,
together with its benefits.
19 Performance management systems 150
Three levels of performance, corporate, personal, and training,
are looked at, as is the process of creating a performance
management system. Attribute analysis and the development of
cost benefit models are examined, together with the idea of
maximizing people power.
Glossary of terms 157
Note 163
Suggested reading 165
Index 167
|
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| indexdate | 2024-07-09T16:40:00Z |
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| isbn | 0077073282 |
| language | English |
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| spelling | Bentley, Trevor J. Verfasser aut The business of training achieving success in changing world markets Trevor Bentley London u. a. McGraw-Hill 1990 XVII, 169 S. txt rdacontent n rdamedia nc rdacarrier The McGraw-Hill training series Employees Training of Betriebliche Fortbildung (DE-588)4069377-6 gnd rswk-swf Betriebliche Bildungsarbeit (DE-588)4069376-4 gnd rswk-swf Betriebliche Bildungsarbeit (DE-588)4069376-4 s DE-604 Betriebliche Fortbildung (DE-588)4069377-6 s HBZ Datenaustausch application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=003841339&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Bentley, Trevor J. The business of training achieving success in changing world markets Employees Training of Betriebliche Fortbildung (DE-588)4069377-6 gnd Betriebliche Bildungsarbeit (DE-588)4069376-4 gnd |
| subject_GND | (DE-588)4069377-6 (DE-588)4069376-4 |
| title | The business of training achieving success in changing world markets |
| title_auth | The business of training achieving success in changing world markets |
| title_exact_search | The business of training achieving success in changing world markets |
| title_full | The business of training achieving success in changing world markets Trevor Bentley |
| title_fullStr | The business of training achieving success in changing world markets Trevor Bentley |
| title_full_unstemmed | The business of training achieving success in changing world markets Trevor Bentley |
| title_short | The business of training |
| title_sort | the business of training achieving success in changing world markets |
| title_sub | achieving success in changing world markets |
| topic | Employees Training of Betriebliche Fortbildung (DE-588)4069377-6 gnd Betriebliche Bildungsarbeit (DE-588)4069376-4 gnd |
| topic_facet | Employees Training of Betriebliche Fortbildung Betriebliche Bildungsarbeit |
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