Document your efforts in terms management will understand
Are your employee training efforts really paying off? In thishands-on guide, two top human resources consultants present aresults-oriented, twelve-step approach that directly links trainingto specific organizational goals. Here is all the information andguidance you need to create a work environment that reinforces newskills and maximizes training results. You'll also learn todocument the effect your efforts have on the bottom line, tracksubtle but important changes in employee values and beliefs, anddemonstrate increased sales and productivity. It's THE definitivehandbook for tracking and cost justification of training anddevelopment efforts.
Sprache
Verlagsort
Verlagsgruppe
Zielgruppe
Produkt-Hinweis
Fadenheftung
Gewebe-Einband
Maße
Höhe: 235 mm
Breite: 157 mm
Dicke: 24 mm
Gewicht
ISBN-13
978-1-55542-153-3 (9781555421533)
Copyright in bibliographic data and cover images is held by Nielsen Book Services Limited or by the publishers or by their respective licensors: all rights reserved.
Schweitzer Klassifikation
DANA GAINES ROBINSON is president and founder of the consulting firm Partners in Change, Inc. JAMES C. ROBINSON is chairman of the consulting firm Partners in Change, Inc. Before becoming consultants, both authors managed the training function for major corporations.
Part One: Moving from Activity Training to Impact Training .
1. The Training-for-Activity Trap.
2. The Training-for-Impact Approach.
Part Two: Creating Strategic Partnerships with Management.
3. Identifying Business Needs and Clients.
4. Forming a Collaborative Relationship with Clients.
5. Conducting Initial Project Meetings.
Part Three: Diagnosing Organizational Needs and Making TrainingDecisions.
6. Assessing Performance Effectiveness.
7. Analyzing Causes of Performance Gaps.
8. Tabulating, Interpreting, and Reporting Results toClients.
Part Four: Building Evaluation and Tracking Systems into TrainingPrograms.
9. Participant Reactions: Going Beyond "Smile Sheets".
10. Participant Learning: Assessing Development of Knowledge andSkills.
11. Behavioral Results: Evaluating Transfer of Learning to theJob.
12. Nonobservable Results: Identifying Changes in Values, Beliefs,and Cognitive Skills.
13. Operational Results: Measuring Impact on the Business.
Part Five: Using the Training-for-Impact Approach.
14. How and Where to Begin.
