This is “Training and Development”, chapter 8 from the book Beginning Management of Human Resources . beijuaganette.cf (accessed September 2 , ). This book is dedicated to the many who have helped to train and develop me along the way, including. My wife: Caroline. My kids: Ray, Tim, and Melissa. This book highlights the need for training and development of employees at all levels in various types of organizations, and also suggests methods for doing so.
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Introduction to Training Development and Education, Objectives of training, Areas of training, .. You pore over the books and log time in the language lab. Learning and development is the process of acquiring and developing .. ered through PowerPoint, video and audio clips, drag and drop questions, PDF files, links to .. Zuboff, S () In the Age of the Smart Machine, Basic Books, New York. affect decisions concerning the application of training and development concepts . Training and development play an important role in the effectiveness of.
Training is often one means of development. Job rotations, coach- ing, formal and informal mentoring are all types of development. The decision about whether to train an employee or encourage the employee to participate in some other type of developmen- tal activity should be based upon the desired outcome and need of the employee.
For example, for a manager who needs to learn about how to use a specific software program, a single training course may prove most beneficial. However, a new manager who has significant experience in leadership roles, but has yet to work in transit, may benefit from a developmental job rotation as well as a mentorship relationship with a seasoned transit manager.
Examples of general and transit- specific skills for transit managers are included in Figure 3, located in Appendix A. One of the greatest challenges transit systems are facing in training and development is lack of funding. Traditionally training dollars are the first to be cut when organizations face budget restrictions.
Transit agencies facing training budget restrictions tend to prioritize technical skills training see Figure 4 in Appendix A for a list of safety and security curricula topics over lead- ership training and often will cut leadership and personal effectiveness training completely if the cost of that training is perceived as excessive or as negatively impacting funding for training on operational and technical skills.
Training and Development
The concern with reducing or cutting leadership training, in terms of management and super- visory development, is that the impact of restricting leadership and personal effectiveness train- ing for managers has a snowball effect; not only do managers start feeling undervalued but they convey that same sense to their subordinates.
In other words, managers begin to believe their personal growth means little to their organization since the organization will not invest in it. These managers then lack the skills and resources to develop their subordinates appropriately.
Thus, failure to adequately train and further develop managers can lead to poor morale, reduced organizational commitment, low job satisfaction and ultimately result in retention issues.
In essence, the costs of not training and developing managers can significantly outweigh the sav- ings of cutting training and development initiatives. In recognition of the challenges many transit systems face, especially small systems that have limited resources, this section outlines strategic training and development recommendations that can be applied by agencies with limited resources.
As highlighted in the following recom- mendations, many transit systems have begun to leverage the programs provided by state and C H A P T E R 3 Training and Development Recommendations Training and Development Recommendations 35 local agencies as well as resources provided by transit and transportation associations to obtain low or no cost training and development guidance. Identify the opportunities that fit the knowledge and skills needed to do the work, and consider sending staff to participate in these training opportunities.
How to Implement this Recommendation Contact the organizations below for more information about the training and development opportunities they offer transit systems. Some courses are for members only while others are free.
A training and certification pro- gram for managers available to members and nonmembers that prepares individuals for the CCTM exam.
download this book before you choose an LMS. Virtual instructor-led training books Like democracy, blended learning is the best thing we currently have.
No fear! Interact and Engage!
Not only do you get fifty plus tried-and-tested activities to use in your webinars, but you also get tips on how to use these same activities as inspiration to create your own.
What I love about this book is that the chapters are organized in the same way a webinar is arranged, i. This makes it simple to dip into the book when you need some help with specific sections of your webinar. Find it here. Lehman and Simone C. Get it for your training kit here. Cindy Huggett is highly regarded among the virtual training circles because of her hands-on approach.
Training and development
Huggett walks you through the entire process of virtual training from choosing the right technology and designing content to working with producers and preparing your learners.
How do you evaluate your training?
The following books explain how to measure your training and how to talk to your learners about their training. The Four Levels of Training Evaluation, first pioneered by Don Kirkpatrick in , includes four steps of evaluation, those are reaction, learning, behavior, and results.
Now his son James has picked up the gauntlet and together with his wife Wendy Kirkpatrick have updated the model.
They also share new insights, principles, and techniques that give you the tools to better train your people, including evaluating beyond the digital classroom. And the people doing the work is changing too. And surveys have found that these folks thrive on feedback. Enter The Feedback Imperative.
In this timely and urgent book, executive coach and consultant Anna Carroll makes a strong case for its importance for business. She also shares tools and tips on how to give that feedback. Fixing Feedback by Georgia Murch Our feedback systems are broken. To do that, Murch shares all she has learned about communication skills during her twenty-year career.
Fix your feedback by getting her book here. The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People by Gary Chapman and Paul White This books will complement your knowledge of feedback, boost your relationships with your peers and understand the people you work with.
And your learners are almost always going to be human. No one has tried training a dog using an LMS yet, have they? The following books will give you the foundation you need to understand human motivation and how to leverage that by using gamification in your course design. Kapp If all you need to do is understand gamification and talk intelligently to designers about it, then look no further than this primer from learning expert Karl Kapp.
The one by Koreen Olbrish Pagano on reality games in corporate training is particularly interesting. Beginners might find the information too dense but gaming practitioners with a few years experience will find considerable value in its pages. It provides a distinctive framework Chou calls it Octalysis to understand the psychology behind gamification as well as how to use game mechanics in almost anything products, training, experiences. You can find it here.
Kapp Learning experts Sharon Boller and Karl Kapp walk you through the steps of game-based learning in this super practical book. Filled with plentiful examples of in-person and online games, they show you how to evaluate learning games so you can apply the best practices to your own designs.
Must have. And reward systems are a crucial part of game mechanics.
48 Books Every Aspiring Chief Learning Officer Should Read
This is the reason I added this book to this category. Bob Nelson is a best-selling author who primarily writes about management and motivation.
Instead, Dr. More importantly, the book includes sections about how to reward the new workforce: virtual employees, freelancers, and international colleagues.
Reward yourself and get this book here. Game designer Jane McGonigal argues that we can harness the power of games to make the world better. Sounds like a pie in the sky statement?
McGonigal makes a persuasive case and offers an exceedingly smart analysis of the social implications. She provides a useful framework for what makes great games great and shows how these principles can be applied to the world around us. download it from here. These four talent management books offer an excellent foundation to help you do that. Sharky and Paul H. In Optimizing Talent, Linda Sharky and Paul Eccher do an admirable job of presenting the facts, trends, and challenges as they are.
Backed up with reliable research, they talk about what kind of commitment it takes to succeeds, how the talent optimization process works, and what kind of results you can expect. All the way through, they deliver practical advice. This results in a text that is easy to understand and you can apply all you have learned immediately. Complete with examples, tools, and models The Talent Optimization Framework, in particular they hand you all the knowledge you need to boost your talent.
Instead of keeping it secret, Toyota shares and donates this system to partners and nonprofits around the world to help them grow and be more efficient too. This is a behind-the-scenes look at how employees at Toyota were developed, how they were taught to spot and define problems through standardization, how they were coached to solve them, and how they were encouraged to improve their thinking.
A fascinating case study. She just tells a story. And it works.
Meet Sam. When this happens in the story, Sam wins over those around him.
In a few hundred pages, Pierce puts together a complete framework for seeing and nurturing the potential in others. Your goals are learner-centered, while the C-suite are looking out for the business.
The books in this category will help you find a way to reach your learning objectives and business success.Learning always comes first.
The following books explain how to measure your training and how to talk to your learners about their training. Find it here. Now his son James has picked up the gauntlet and together with his wife Wendy Kirkpatrick have updated the model. All the way through, they deliver practical advice.
Mayer, Ruth C. No one has tried training a dog using an LMS yet, have they? In this timely and urgent book, executive coach and consultant Anna Carroll makes a strong case for its importance for business.
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