Learning Needs Analysis Pocketbook
Published on 1. January 2015
112 pages
978-1-908284-37-2 (ISBN)
Description
Ninety percent of all training is a waste of time (reveals a US investigation) either because the training is not transferred into the workplace, or the training design/delivery is poor or the participants are unable/unwilling to learn. The Learning Needs Analysis Pocketbook will ensure that your people development solutions are tied to the organisation's strategic plans and objectives. The authors simplify the analysis process and demonstrate that it can be strategic, rewarding, career-enhancing and, even, fun! The book is divided into three sections: 1. The Six Windows: a method of looking into the organisation to identify the most pressing and results-oriented learning needs. 2. The 10 Point Training Plan: the document, spreadsheet or wall chart where you can record all your notes from the learning needs investigation and plan for each training course or event. 3. The Tool Box: to help you do a great job at every step of the process.
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Book
06/2019
Management Pocketbooks
€32.37
Shipment within 3-4 weeks
Content
- Cover
- Copyright Notice
- Enjoy the read!
- Title Page
- Publisher
- CONTENTS
- Preface
- INTRODUCTION
- DEFINITION
- PURPOSE & FORMAT
- STORY
- WHAT WENT WRONG?
- RESEARCH & OBSERVATION
- STAKEHOLDERS - WHAT'S THEIR ROLE?
- CUT TO THE CHASE
- THE SIX WINDOWS
- LOOK THROUGH ANY WINDOW
- WINDOW 1. COMPLIANCE NEEDS
- INTERNAL COMPLIANCE
- EXTERNAL COMPLIANCE
- WHO TO ASK
- WINDOW 2. HUMAN RESOURCE PLANNING
- EXAMPLE
- WINDOW 3. SUCCESSION PLANNING
- ORGANISATION CHART
- EXAMPLE
- WINDOW 4. CRITICAL INCIDENTS
- ANALYSING INCIDENTS: THE FIVE QUESTIONS
- WINDOW 5. MANAGEMENT INFORMATION SYSTEMS
- EXAMPLES OF DATA TO ANALYSE
- WINDOW 6. PERFORMANCE APPRAISAL
- THE TEN POINT TRAINING PLAN
- DESCRIPTION
- WHAT TO INCLUDE
- 1. VISION/ MISSION/ STRATEGY
- 2. PERFORMANCE ISSUE BEING ADDRESSED
- 3. SPECIFIC LEARNING OBJECTIVES
- 4. PARTICIPANT CATEGORIES
- 5. METHODS OF PARTICIPANT SELECTION
- 6. OUTLINE OF TRAINING SOLUTION
- 7. WHO WILL DELIVER THE TRAINING?
- 8. TRAINING DELIVERY STANDARDS
- 9. ROLES & RESPONSIBILITIES
- 10. EVALUATION CRITERIA
- FURTHER READING
- TOOL BOX
- FORCE FIELD ANALYSIS
- EXAMPLE 1
- EXAMPLE 2
- COMPETENCIES
- HOW TO DESCRIBE THEM
- EXAMPLE FOR AIRPORT SECURITY EMPLOYEE
- 'DOSES' OF COMPETENCE
- HOW TO STRENGTHEN THEM
- COMPETENCY AUDIT
- EXAMPLE 1 - Airport Security Employee
- EXAMPLE 2 - Team Manager
- IDENTIFYING COMPETENCY GAPS
- STRUCTURED INTERVIEWS
- STRUCTURED INTERVIEWS - EXAMPLE
- 360° QUESTIONNAIRES
- 360° QUESTIONNAIRES - SAMPLE
- 360° QUESTIONNAIRES - SAMPLE RESULT
- ATTITUDE SURVEYS
- ATTITUDE SURVEYS - SAMPLE 1
- ATTITUDE SURVEYS - SAMPLE 2
- OBSERVATION
- STAKEHOLDER ANALYSIS
- STAKEHOLDER ANALYSIS - WHO TO ASK?
- KNOWLEDGE PRE-TESTS
- PERFORMANCE APPRAISAL - DEFINITION
- PERFORMANCE APPRAISAL - COMPONENTS
- PERFORMANCE APPRAISAL - JOB PROFILE
- PERFORMANCE APPRAISAL - ANNUAL APPRAISAL FORM
- FOCUS GROUPS
- FACILITATING FOCUS GROUPS
- WRITING LEARNING OBJECTIVES
- THE LEARNING TRANSFER BRIDGE (8Ps)
- 1. PERFORMANCE IMPROVEMENT PLAN
- 2. PARTICIPATION OF LINE MANAGEMENT
- 3. PRE-COURSE BRIEFINGS
- 4. PREPARATION OF LEARNING LOGS
- COURSE LEARNING LOG
- 5. PROGRAMME SUPPORT
- 6. POST-COURSE BRIEFINGS
- 7. PEER AND TEAM SUPPORT
- 8. PRIZES AND SANCTIONS
- EVALUATION
- FURTHER BROWSING
- QUESTIONNAIRE
- EXPLANATION OF QUESTIONNAIRE
- STANDARDS OF PERFORMANCE
- MEASUREMENT SYSTEM
- MANAGER'S ROLE
- REWARD SYSTEM
- CAREER PLANNING AND DEVELOPMENT
- SUCCESSION PLANNING
- RECRUITMENT AND SELECTION
- SCORING
- About the Authors
- Title Listings
- Order Form
