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| List of Illustrations | |
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| Why This Book? | |
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| Reflections on a Revision | |
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| Human Resource Development (HRD) and Training and Development (T&D) | |
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| Philosophy of This Book | |
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| How to Read This Book | |
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| The Need for Training and Development Departments | |
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| How Organizations Perform | |
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| Preparing Employees to Perform | |
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| When Employees Can Do Their Jobs Properly, But Don't, What Then? | |
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| Learning vs. Performance | |
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| Training | |
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| Education and Development | |
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| Summary | |
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| Function and Role of T&D Managers | |
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| Competencies Needed | |
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| As Managers/Administrators | |
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| As Consultants to the Organization | |
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| As Designers of Learning Experiences | |
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| As Instructors | |
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| Summary | |
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| The T&D Department and the Organizational Structure | |
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| Trends in Organizational Placement | |
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| Line and Staff Considerations | |
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| Cooperative Effort | |
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| Placement Purely As a Staff Function | |
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| Placement As a Line Function | |
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| Placement with the Chief Executive Officer | |
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| Summary | |
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| Identifying Training Needs | |
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| Meeting Customer Needs | |
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| Building Professional Integrity | |
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| Distinguishing Training Needs from Other Performance Problems | |
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| Individual Needs and Organizational Needs | |
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| Potential Sources of Individual Training Needs | |
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| Potential Sources of Organizational Training Needs | |
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| Surveys or Interviews? | |
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| Prioritizing Training Needs | |
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| Summary | |
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| Responding to Individual Training Needs | |
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| The Importance of Individual Training Needs | |
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| Inside Answers to Individual Training Needs | |
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| Outside Answers to Individual Training Needs | |
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| A Control System for Solving Individual Training Needs | |
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| Summary | |
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| Training Isn't Always the Solution | |
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| Why Training Isn't Always Useful | |
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| Motivation and Feedback Systems | |
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| Contingency Management | |
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| Job Enrichment | |
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| Organizational Development (OD) | |
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| Summary | |
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| Learning Objectives | |
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| The Case for Writing Learning Objectives | |
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| How to Write Learning Objectives | |
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| Who Writes Learning Objectives? | |
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| Summary | |
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| How Do People Learn? | |
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| Learning Theories | |
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| Meta-Theories of Learning | |
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| Middle-Range Learning Models at the Individual Level | |
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| Experiential Learning | |
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| Transformational Learning | |
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| Summary | |
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| Instructional Methods | |
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| What Are Methods? | |
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| A Look At Specific Methods | |
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| Summary | |
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| Teaching Technique | |
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| The Instructor's Use of Objectives | |
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| Ongoing Measurement | |
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| Questioning Techniques | |
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| Getting Attention Versus Getting Involvement | |
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| Use of Repetition | |
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| Relating to Students | |
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| Summary | |
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| Training Facilities | |
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| The Influence of the T&D Manager | |
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| Criteria for Learning Rooms | |
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| Room Arrangement | |
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| Summary | |
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| Enhancing Transfer of Learning | |
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| Training Transfer | |
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| Learning Transfer Systems | |
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| Diagnosing Learning Transfer System Problems | |
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| Intervening to Improve Learning Transfer Systems | |
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| Closing the Transfer Gap | |
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| Summary | |
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| Training and Development Budgets | |
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| General Estimating Policies | |
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| T&D Staff Size | |
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| Computing the Cost of Performance Deficiencies | |
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| Computing the Cost of Training | |
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| How Budgeting Helps the Go/No Go Decision | |
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| Summary | |
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| Measuring Training and Development | |
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| What Is Measurement? | |
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| Scales of Measurement | |
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| Baselines: What They Are and Why They Are Important | |
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| Instruments | |
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| Post-Training Measurement | |
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| Summary | |
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| Assessing the Results of the Training Programs | |
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| The Traditional Approach: The Kirkpatrick Model | |
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| To What Extent Is Program Evaluation Conducted in Practice? | |
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| A New Approach: The Results Assessment System | |
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| Results Domains | |
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| Learning Results | |
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| Perception Results | |
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| A Results Assessment Plan | |
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| The Core Dimensions | |
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| Making Results Assessment Practical and Credible | |
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| Overcoming Resistance to Results Assessment | |
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| Summary | |
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| Selecting and Retaining the T&D Staff | |
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| The Barefoot T&D Specialists | |
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| Selecting the T&D Staff | |
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| The Care and Development of T&D Specialists | |
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| Rotation Policies | |
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| Summary | |
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| Does Employee Development Pay Off? | |
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| American Society for Training and Development (ASTD) Learning Outcomes Report | |
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| Studies in High-Performance Human Resource Practices | |
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| Program Results Assessment Case Studies | |
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| Summary | |
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| Where Does It All End? | |
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| References | |
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| Index | |