دسترسی نامحدود
برای کاربرانی که ثبت نام کرده اند
برای ارتباط با ما می توانید از طریق شماره موبایل زیر از طریق تماس و پیامک با ما در ارتباط باشید
در صورت عدم پاسخ گویی از طریق پیامک با پشتیبان در ارتباط باشید
برای کاربرانی که ثبت نام کرده اند
درصورت عدم همخوانی توضیحات با کتاب
از ساعت 7 صبح تا 10 شب
ویرایش: Eighth
نویسندگان: Raymond A. Noe
سری:
ISBN (شابک) : 9781260043747, 1260140342
ناشر:
سال نشر: 2020
تعداد صفحات: 593
زبان: English
فرمت فایل : PDF (درصورت درخواست کاربر به PDF، EPUB یا AZW3 تبدیل می شود)
حجم فایل: 9 مگابایت
در صورت تبدیل فایل کتاب Employee training & development به فرمت های PDF، EPUB، AZW3، MOBI و یا DJVU می توانید به پشتیبان اطلاع دهید تا فایل مورد نظر را تبدیل نمایند.
توجه داشته باشید کتاب آموزش و توسعه کارکنان نسخه زبان اصلی می باشد و کتاب ترجمه شده به فارسی نمی باشد. وبسایت اینترنشنال لایبرری ارائه دهنده کتاب های زبان اصلی می باشد و هیچ گونه کتاب ترجمه شده یا نوشته شده به فارسی را ارائه نمی دهد.
Cover Employee Training and Development Dedication Preface For Instructors For Students Acknowledgments About the Author Brief Contents Contents ORGANIZATION OF THIS BOOK Part One: The Context for Training and Development Chapter One: Introduction to Employee Training and Development Introduction Training and Development: Key Components of Learning Designing Effective Training Overcoming the Flaws of the ISD Model The Forces Influencing Working and Learning Economic Cycles Globalization Increased Value Placed on Intangible Assets and Human Capital Focus on Link to Business Strategy Changing Demographics and Diversity of the Workforce Talent Management Customer Service and Quality Emphasis New Technology High-Performance Work Systems Snapshot of Training Practices Training Facts and Figures Training Investment Leaders Roles, Competencies, and Positions of Training Professionals Who Provides Training? Who Is in Charge of Training? Preparing to Work in Training Key Terms Discussion Questions Application Assignments Case: Zappos: Facing Competitive Challenges Endnotes Chapter Two: Strategic Training Introduction The Evolution of Training: From an Event to Learning Learning as a Strategic Focus The Learning Organization Implications of Learning for Human Capital Development The Strategic Training and Development Process Business Strategy Formulation and Identification Identify Strategic Training and Development Initiatives That Support the Strategy Provide Training and Development Activities Linked to Strategic Training and Development Initiatives Identify and Collect Metrics to Show Training Success Examples of the Strategic Training and Development Process Organizational Characteristics That Influence Training Company Size Roles of Employees and Managers Top Management Support Integration of Business Units Global Presence Business Conditions Other HRM Practices Extent of Unionization Staff Involvement in Training and Development Training Needs in Different Strategies Models of Organizing the Training Department The Corporate University (Corporate Training Universities) Creating a Corporate University Business-Embedded Learning Function Learning, Training, and Development from a Change Model Perspective Marketing Training and Creating a Brand Outsourcing Training Summary Key Terms Discussion Questions Application Assignments Case: Hitachi Data Systems Global Learning Team Endnotes Case 1: Learning in Practice: Dow Chemical Develops Leaders by Sending Them to Work in Unfamiliar Surroundings Part Two: Designing Training Chapter Three: Needs Assessment Introduction Why Is Needs Assessment Necessary? Who Should Participate in Needs Assessment? Methods Used in Needs Assessment The Needs Assessment Process Organizational Analysis Person Analysis The Process for Person Analysis Task Analysis Competency Models Scope of Needs Assessment Needs Assessment in Practice Summary Key Terms Discussion Questions Application Assignments Case: Identifying Training Needs Using Virtual Brainstorming at EY Endnotes Chapter Four: Learning and Transfer of Training Introduction What Is Learning? What Is Learned? Learning Theories Reinforcement Theory Social Learning Theory Goal Theories Need Theories Expectancy Theory Adult Learning Theory Information Processing Theory Transfer of Training Theory Theory of Identical Elements Stimulus Generalization Approach Cognitive Theory of Transfer The Learning Process Mental and Physical Processes The Learning Cycle Implications of the Learning Process and Transfer of Training for Instruction Instructional Emphasis for Learning Outcomes Summary Key Terms Discussion Questions Application Assignments Case: Safety First Endnotes Chapter Five: Program Design Introduction Considerations in Designing Effective Programs Selecting and Preparing the Training Site Choosing Trainers How Trainers Can Make the Training Site and Instruction Conducive to Learning Curriculum, Course, and Lesson Design Curriculum Road Map Content Curation: Keeping Training Content Up-To-Date, Organized, and Accessible How to Choose a Vendor or Consultant for Training Services Program Design Implications for Transfer of Training Using Knowledge Management for Learning and Transfer of Training Keys for Effective Knowledge Management Summary Key Terms Discussion Questions Application Assignments Case: Designing Effective Training for Call Center Associates at Nationwide Mutual Insurance Company Endnotes Chapter Six: Training Evaluation Introduction Reasons for Evaluating Training Formative Evaluation Summative Evaluation Overview of the Evaluation Process Outcomes Used in the Evaluation of Training Programs Reaction Outcomes Learning or Cognitive Outcomes Behavior and Skill-Based Outcomes Affective Outcomes Results Return on Investment Determining Whether Outcomes Are Appropriate Relevance Reliability Discrimination Practicality Evaluation Practices Which Training Outcomes Should Be Collected? Evaluation Designs Threats to Validity: Alternative Explanations for Evaluation Results Types of Evaluation Designs Considerations in Choosing an Evaluation Design Determining Return on Investment Determining Costs Determining Benefits Example of a Cost-Benefit Analysis Other Methods for Cost-Benefit Analysis Practical Considerations in Determining ROI Success Cases and Return on Expectations Measuring Human Capital and Training Activity Big Data and Workforce Analytics Summary Key Terms Discussion Questions Application Assignments Case: Training Technicians at Pacific Gas & Electric Endnotes Case 2: Learning in Practice: Everyone Can Be a Leader at CA Technologies Part Three: Training and Development Methods Chapter Seven: Traditional Training Methods Introduction Presentation Methods Lecture Audiovisual Techniques Hands-on Methods On-the-Job Training Self-Directed Learning Apprenticeship Simulations Case Studies Business Games Role Plays Behavior Modeling Group Building Methods Adventure Learning Team Training Action Learning Choosing a Training Method Summary Key Terms Discussion Questions Application Assignments Case: Training Methods for Bank Tellers Endnotes Chapter Eight: Technology-Based Training Methods Introduction Technology’s Influence on Training and Learning Technology Facilitates Collaboration Technology Creates a Dynamic Learning Environment Technology Gives Learners Control Computer-Based Training, Online Learning, Web-Based Training, and E-Learning Potential Features of Online Learning Advantages of Online Learning Effectiveness of Online Learning Developing Effective Online Learning Needs Assessment Creating a Positive Online Learning Experience Learner Control Provide Time and Space for Online Learning Technology for Collaboration and Linking Massive Open Online Courses Social Media: Wikis, Blogs, Microblogs, and Social Networks Blended Learning Simulations and Games Augmented Reality Mobile Technology and Learning Adaptive Training Distance Learning Technologies for Training Support: Artificial Intelligence, Expert Systems, and Performance Support Artificial Intelligence Expert Systems Electronic Performance Support Systems Learning Management Systems: Systems for Training Delivery, Support, and Administration Choosing New Technology Training Methods Summary Key Terms Discussion Questions Application Assignments Case: Training Jiffy Lube Service Technicians on New Products Endnotes Chapter Nine: Employee Development and Career Management Introduction The Relationship Among Development, Training, and Careers Development and Training Development and Careers Development Planning Systems Self-Assessment Reality Check Goal Setting Action Planning Examples of Career Development Systems Approaches to Employee Development Formal Education Assessment Job Experiences Interpersonal Relationships Special Topics in Employee Development: Succession Planning, Developing Dysfunctional Managers, and Onboarding Summary Key Terms Discussion Questions Application Assignments Case: Developing Leaders at Vi Endnotes Case 3: Learning in Practice: Fashion and Safety at Bloomingdale’s Part Four: Social Responsibility and the Future Chapter Ten: Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges Introduction Training Partnerships Joint Union-Management Programs Legal Issues and Managing a Diverse Workforce at Home and Abroad Legal Issues Managing Workforce Diversity and Inclusion Melting the Glass Ceiling Cross-Cultural Preparation Steps in Cross-Cultural Preparation Career Challenges Facing a Multigenerational Workforce Work-Life Balance Career Paths and Dual Career Paths Dual Career Path Career Recycling Job Hopping Coping with Career Breaks Coping with Job Loss Meeting the Needs of Older Workers Preretirement Socialization Retirement Early Retirement Programs Summary Key Terms Discussion Questions Application Assignments Case: Language and Cultural Understanding Provide the Foundation for Global Success Endnotes Chapter Eleven: The Future of Training and Development Introduction Automatization of Work Increased Use of New Technologies for Training Delivery and Instruction Breakthroughs in Neuroscience About Learning Increased Emphasis on Speed in Design, Focus on Content, and Use of Multiple Delivery Methods Increased Use of Just-In-Time Learning and Performance Support Increased Emphasis on Using Big Data to Show How Learning Helps the Business Investing In Training to Close the Skills Gap Implications of Future Trends for Trainers’ Skills and Competencies Summary Key Terms Discussion Questions Application Assignments Case: Working Together with Robots at Dynamic Group Endnotes Case 4: Learning in Practice: Nike Is Losing Its Race for Diversity Glossary Name Index Company Index Subject Index