Training Design and Delivery
American Society for Training and Development, 2007 - 234 lappuses
Trainers are always on the lookout for a quick, easy-to-use guide to help them through the process of designing, producing, implementing, delivering, and evaluating training programs. Training Design & Delivery is intended to be that simple, single-source guide for every trainer, training manager, and even the occasional trainer. Author Geri McArdle provides an easy-to-understand 20-step training system model, along with dozens of useful standard forms and client memorandums, step-by-step methodology checklists, and other job aids. It features a comprehensive trainer's toolkit that provides tips and techniques on subjects ranging from internal consulting to course construction, to games and retention exercises. After reading this book you will be able to answer the three most critical questions facing any training professional: What content should be included? How should the material be taught and delivered? How can you ensure that the training is working?
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The Multistep Training System Model
Tips and Techniques
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activity analysis answer appropriate areas assessment audience begin behavior client collect complete concepts conduct consider cost course create critical define deliver delivery demonstrate describe determine direct discussion effective elements employees ensure environment establish evaluation event example expectations experience Figure format give goals going identify important improve individuals instructional involved issue knowledge learners learning materials means measure meet methods module motivation notes objectives observations opportunity organization outcome participants performance person points practice preferences prepare presentation problem questions Remember responses role session situation skills specific stage statement step strategies style successful summary Table task techniques topic trainers training program transfer types understand visual aids write
139. lappuse - ... (1) the purpose and character of the use, including whether such use is of a commercial nature or is for nonprofit educational purposes; (2) the nature of the copyrighted work; (3) the amount and substantiality of the portion used in relation to the copyrighted work as a whole; and (4) the effect of the use upon the potential market for or value of the copyrighted work.
39. lappuse - Persuasion is achieved by the speaker's personal character when the speech is so spoken as to make us think him credible. We believe good men more fully and more readily than others: this is true generally whatever the question is, and absolutely true where exact certainty is impossible and opinions are divided.
83. lappuse - ... carries limitations that derive from being able to collect data only within the work setting (the other side of the first advantage listed in the preceding column). 0 holds potential for respondents to perceive the observation activity as "spying.
83. lappuse - Can be as technical as time-motion studies or as functionally or behaviorally specific as observing a new board or staff member interacting during a meeting May be as unstructured as walking through an agency's offices on the lookout for evidence of communication barriers Can be used normatively to distinguish between effective and ineffective behaviors, organizational structures, or process Questionnaires May be surveys or polls of a random or stratified sample of respondents, or an...
227. lappuse - Watkins, Ryan, and Roger Kaufman. "An Update on Relating Needs Assessment and Needs Analysis." Performance Improvement, November/December 1996, pp. 10-13. Zemke, Ron. "How to Do a Needs Assessment When You Think You Don't Have Time.
83. lappuse - ... process. QUESTIONNAIRES ° may be in the form of surveys or polls of a random or stratified sample of respondents, or, an enumeration of an entire "population.
15. lappuse - This is the area in which the facilitation skills are most obvious. Trainers require a high level of interpersonal skills to be able to manage (not control) a group. The style and role can change from motivator to leader to counsellor, according to the situation.
178. lappuse - Transfer of training is the effective and continuing application, by trainees to their jobs, of the knowledge and skills gained in training both on and off the job.
139. lappuse - The term for works made for hire and anonymous and pseudonymous works would go from a term of 75 years from the year of first publication or 100 years from the year of creation, whichever expires first, to 95 years from the year of first publication or 120 years from creation, whichever expires first.