Human Resource Development Learning and Training for Individuals and Organizations

Name: Human Resource Development Learning and Training for Individuals and Organizations
Price: 12.18 USD
Availability: InStock
ISBN: 9780749443528

ISBN-10: 0749443529

ISBN-13: 9780749443528

Edition: 2nd 2005 (Revised)

Authors: John P. Wilson

List price: $65.00

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Description:

#8220;The book will provide both thought-provoking questions and stimulating answers to the key factors in HR development today." IT Training Human Resource Development is the ideal handbook for all professional trainers and provides core information needed by all professional students of this subject. This new second edition has been fully updated and revised, with the inclusion of three new chapters making this the most topical book in this field: *Design, Development and Application of E-learning; *Knowledge Management & Transfer; *Human & Intellectual Capital. Clearly structured with detailed sections covering each aspect of the training cycle, the book also includes…

Book details

List price: $65.00
Edition: 2nd
Copyright year: 2005
Publisher: Kogan Page, Limited
Publication date: 6/1/2005
Binding: Paperback
Pages: 592
Size: 7.50" wide x 9.50" long x 1.50" tall
Weight: 2.794
Language: English

John P. Wilson, PhD, is Professor of Psychology at Cleveland State University. An internationally recognized expert on PTSD, he is the past president of the International Society for Traumatic Stress Studies. He is the coeditor of [ital]Assessing Psychological Trauma and PTSD[/ital] (with Terence M. Keane) and [ital]Countertransference in the Treatment of PTSD[/ital] (with Jacob D. Lindy). Matthew J. Friedman, MD, PhD, is Executive Director of the National Center for PTSD, based at the VA Medical Center in White River Junction, Vermont. He is also Professor of Psychiatry and Pharmacology at Dartmouth Medical School. His eight books and more than 100 scientific and clinical publications…



List of Figures


List of Tables


List of Case Studies


List of Contributors


Preface


Acknowledgements


Dedication



The Role of Learning, Training and Development in Organizations



Human Resource Development



Introduction and learning objectives


Defining the terms: training, education, development, learning and HRD


Strategic HRD


The operating environment of the Human Resource department


The Human Resources compass


HRD roles


Conclusion



Human Resource Management



Introduction and learning objectives


Origins and development of HRM


HRM: the search for meaning


Where is HRM 'coming from'?


Hard and soft HRM


Implications for action


High-performance work practices


Conclusion



Organizational Change



Introduction and learning objectives


The paradox of change


The nature of change


Methods to make the transition


What can go wrong?


The role of HRD in organizational change


Conclusion



National Economic Development and Human Resource Development



Introduction and learning objectives


Developing the human resources of a nation


Human development


Conclusion



Learning and Competitive Strategy



Strategy and Human Resource Development



Introduction and learning objectives


The case for strategic HRD


Strategy and strategic HRD


The problem with strategy


Strategy and HRD - an historical context


Strategic analysis and HRD


The Balanced Scorecard


Conclusion



Learning Organizations and Communities of Practice: A Critical Evaluation



Introduction and learning objectives


Definitions and characteristics of the learning organization


Criticism of the concept of the learning organization


Conclusion



Knowledge Management



Introduction and learning objectives


Data, information, knowledge and wisdom


Knowledge management and information technology


Competitive advantage


Explicit and tacit knowledge


Dimensions of knowledge


The knowledge management process


Learning and knowledge management


Implementing knowledge management


Knowledge workers


Conclusion



The Identification of Learning, Training and Development Needs



The Identification of Learning Needs



Introduction and learning objectives


Defining training and development


Undertaking an LNA


Needs at the organizational level


Needs at departmental level


Needs at occupational levels


Needs at the individual level


Defining the training priorities


Conclusion



Performance Management and Human Resource Development



Introduction and learning objectives


What is performance management?


The effectiveness of performance management


Performance appraisal


Conclusion



Making the Most of Consultancy: Perspectives on Partnership



Introduction and learning objectives


Purpose and meaning


Perceptions and needs


Process and power


Partnership



The Planning and Designing of Learning, Training and Development



Fundamentals of Adult Learning



Introduction and learning objectives


Learning


The learning process


Levels of competence


Adults and adulthood


Styles of adult learning


Why, what, how and practice


Conclusion



The Adult Learner: Theory into Practice



Introduction and learning objectives


Adult learning


Motivation and learning


Andragogy


Humanist theories


Barriers to learning


Conclusion



Reflective Practice



Introduction and learning objectives


The reflective practitioner: Donald Schon


Models and loops


Reflection-in-action


Social context


Putting reflection into practice


Personal experience



Workplace Diversity and Training - More than Fine Words



Introduction and learning objectives


Equal opportunities and managing diversity - what is the difference?


Training for diversity


Is the educational approach enough?


The law


Towards a learning organization?


Conclusion



The legal framework



Multilingual and Multicultural HRD



Introduction and learning objectives


Multilingual training and development


Language in the communication age


Language training in HRD


English as the lingua franca


Theories of language learning


Teaching and training methods


The management of language training


The good language learner


The new technologies


Multicultural/cross-cultural learning


Conclusion



Delivering Learning, Training and Development



Open, distance and flexible learning



Introduction and learning objectives


From teaching to learning


Distance learning


Open learning


Flexible learning


Issues for the learner in ODFL


Issues for ODFL providers


The corporate open learning centre


Conclusion



E-Learning: A Guide to Principles and Practice



Introduction and learning objectives


What is e-learning?


Why is e-learning important?


Benefits of e-learning


Disadvantages of e-learning


What is required to make e-learning successful?


Course design and development issues



The A-Z of training methods



The Design of Effective Group-based Training Methods



Introduction and learning objectives


Group training methods


Selecting methods


Emotion and learning


Play and fun


Using materials creatively


Conclusion: the future of training methods



Problem-Based Learning (PBL)



Introduction and learning objectives


Origins and principles


PBL: a way of professional and lifelong learning


Knowledge and PBL


PBL: theoretical underpinning


Facilitating PBL


The effectiveness of PBL


Conclusion



Management Training and Development: Problems, Paradoxes and Perspectives



Introduction and learning objectives


What do we mean by management?


What do we mean by development?


Perceptions of management training and development


Techniques of management training and development


Developing the emotionally intelligent manager


Evaluating the effectiveness of management training and development


Key issues to consider


Conclusion



Assessment and Evaluation of Learning, Training and Development



Evaluation and Assessment



Introduction and learning objectives


Key terms


Contemporary approaches to evaluation


Contemporary approaches to assessment


Conclusion



Accounting for the Human Resource Development Function



Introduction and learning objectives


The need for formal accounting


Costing


Auditing


Conclusion



Intellectual Capital



Introduction and learning objectives


Main components of intellectual capital


Links between the different forms of capital


Tangible, intangible and invisible assets


Methods of quantification and measurement


Implications for HR practitioners


Reporting of capital


Challenges for HRD


Conclusion



Managing the Human Resource Function



Total Quality Training and Human Resource Development



Introduction and learning objectives


Quality


Best practice benchmarking


Quality control and quality assurance


Quality awards


Total Quality Training and development


Conclusion



Marketing Human Resource Development



Introduction and learning objectives


Why market?


Who and where are the customers and how do you know what they need?


How do you reach the customers?


How do we keep the customers?


Evaluating the whole marketing process


The way forward, or what you can do



Managing the Human Resource Development Function



Introduction and learning objectives


Management and leadership of the HRD function


Control and facilitation - coaching and supportiveness


Principles and values


Strategic vs operational decision-making


Further points for managers of a team of HRD professionals


Conclusion


Bibliography


Index