Develop and deliver a robust employee training and development program Training and Development For Dummies gives you the tools you need to develop a strong and effective training and development program. Covering the latest in talent development, this informative guide addresses classroom, virtual, and blended learning to open up your options and help you design the program that's right for your company. You'll explore the different modes of formal learning, including social learning, m-learning, and MOOCs, and delve into the benefits and implementation of self-directed and informal learning. The discussion covers mentoring and coaching, rotational and stretch assignments, and how to align talent development with the company's needs. You'll learn how to assess employee skills, design and deliver training, and evaluate each step of the process to achieve the goals of both the employee and the organization. Most employees have some weaknesses in their skill sets. A robust training program allows you to strengthen those skills, and a development program brings all employees up to the highest possible level of productivity and success. This book helps you create consistency in your company by developing and delivering the exact training and development program your people need. Develop a strong training and development program Foster a supportive and innovative work environment Learn about social learning, m-learning, and MOOCs Assess and evaluate your staff more effectively A great training and development program boosts performance, productivity, job satisfaction, and quality of services, while reducing costs and supervision. Investing in your employees gives an excellent ROI, as talent development is a primary driver behind both motivation and loyalty. Training and Development For Dummies shows you how to reap these benefits, with step by step guidance and essential expert insight.

Tackle training and development the fun and easy way so you can share your specialized knowledge with others Millions of Americans train others as part of their jobs. Whether you're an employee training your co-workers on a new process or skill, a volunteer asked to train new volunteers, a chef training your staff, or a paramedic giving CPR training, it's just as important to know how to teach others as it is to know what you're talking about. It doesn't matter how much you know about your subject if you can't share it with others. And that's where Training For Dummies comes in—it offers all the nuts and bolts of training for anyone who has to educate others on any subject and in any field—and it's written in plain English. Covering all the modern, interactive instructional methods and dynamic training approaches available, this hands-on guide will help you inspire trainees and keep them engaged throughout the training program. You'll discover: How to master the jargon of training The keys to using audio and visual aids effectively How to prepare for the training certification process Helpful ways to evaluate your results and improve your tactics Tips, techniques, and tidbits for enhancing your training sessions Methods that improve trainee participation Alternatives to the traditional lecture method Tactics for gauging and managing group dynamics Strategies for addressing problems in the classroom Hints for understanding and adapting to different learning styles Resources and other extra material you can immediately use The book has a part dedicated to the training profession, so if you're interested in becoming a professional trainer, you'll learn how to upgrade your skills and knowledge and what the trainer certification process entails. You'll also gain a perspective on other aspects of the field of training. Additionally, Training For Dummies shows you ways to inject humor into your training sessions, ideas for saving time in the training room, and icebreakers that actually break the ice. Get your own copy to start flexing your training muscle today.

Better Learning Solutions Through Better Learning Experiences When training and development initiatives treat learning as something that occurs as a one-time event, the learner and the business suffer. Using design thinking can help talent development professionals ensure learning sticks to drive improved performance. Design Thinking for Training and Development offers a primer on design thinking, a human-centered process and problem-solving methodology that focuses on involving users of a solution in its design. For effective design thinking, talent development professionals need to go beyond the UX, the user experience, and incorporate the LX, the learner experience. In this how-to guide for applying design thinking tools and techniques, Sharon Boller and Laura Fletcher share how they adapted the traditional design thinking process for training and development projects. Their process involves steps to: Get perspective. Refine the problem. Ideate and prototype. Iterate (develop, test, pilot, and refine). Implement. Design thinking is about balancing the three forces on training and development programs: learner wants and needs, business needs, and constraints. Learn how to get buy-in from skeptical stakeholders. Discover why taking requests for training, gathering the perspective of stakeholders and learners, and crafting problem statements will uncover the true issue at hand. Two in-depth case studies show how the authors made design thinking work. Job aids and tools featured in this book include: a strategy blueprint to uncover what a stakeholder is trying to solve an empathy map to capture the learner’s thoughts, actions, motivators, and challenges an experience map to better understand how the learner performs. With its hands-on, use-it-today approach, this book will get you started on your own journey to applying design thinking.

Rapid Training Development Professionals who develop training courses know that during the challenging developmental phase of the five-part Instructional Systems Design—Analysis, Design, Development, Implementation, and Evaluation—the actual learning materials are created. The development phase is at the very heart of building a successful training program. They also know that creating learning materials can be an extremely time-consuming process. Rapid Training Development offers a much-needed resource that outlines rapid approaches and handy techniques for creating effective learning materials that get results. Written by George M. Piskurich, a leader in organizational learning, this vital book is a hands-on guide for developing training courses that can be delivered in a variety of ways—in the classroom, on-the-job-training, asynchronous and synchronous e-learning, structured mentoring or the newest mobile technologies. The book is filled with practical tips, guidelines, and shortcuts that are targeted to each of the various training delivery systems. Rapid Training Development explains what is (and what isn't) course development and provides a wealth of general rapid course development techniques and suggestions for all types of course development. Filled with illustrative examples, the book shows how various rapid development techniques can be applied in real-life training development situations. The author explores the use of various techniques for rapid course development such as self-directed learning and performance tools. The book also includes the most current delivery system approaches such as e-learning and popular mobile technologies—podcasting and PDA-based learning. Rapid Training Development is a hands-on guide for doing it faster, doing it easier, and doing it right.

One of the most critical functions of Human Resources management is training and development. The goal of this training is to improve the abilities and knowledge of employees by exposing them to new ways of working. Employee Training and Development improves an organization's efficiency and productivity by enhancing the skills and knowledge of its employees, who in turn become more productive. Structured learning and behavioural change should be implemented in order to reduce employees' oddities and eccentricities. An employee's performance can be improved through training and development, or learning and development. Activities associated with employee training and development are designed to help employees improve their performance in their current roles and to encourage them to do their very best work so that they can demonstrate their suitability for advancement and raises in pay during their annual performance reviews. It refers to the bustle of additional information and instruction that is needed to improve the quality of performance in the workplace. HR Training and Development are two separate activities that work together for the benefit of the employee's overall well-being. Training is a short-term, reactive process used for operations, whereas executive development is a long-term, proactive process. There are two distinct goals in human resources management (HRM) training and development: to improve the employee's skills and to enhance his or her general personality. Often, management takes the initiative to train employees to fill in the gaps in the company's skill set, with the goal of preparing for future succession. In HRM, employee training and development is defined as a system used by an organisation to enhance the skills and performance of its employees. To sharpen existing skills, introduce new concepts, and improve employee performance, it is an educational tool. Based on a thorough analysis of the company's training needs, a well-executed training and development programme can help employees become more productive. Training is a method used to improve the abilities of an organization's workforce. Employees frequently receive job-specific training to help them succeed in their current roles and contribute to the overall success of the company. It's more common for a development programme to serve as training for some sort of future position. The development of human resources offers employees the chance to learn new skills and prepare for the challenges of the future. In human resources management, training and development are two distinct but interdependent processes that work together to benefit employees as a whole. Training is a short-term, reactive process used for operations, whereas executive development is a long-term, proactive process. The goal of training and development is to help employees gain the necessary skills, whereas the goal of development is to help employees improve their overall personality. Management takes the initiative to choose the right methods of training to fill the skill gap in the organisation; the development initiative is generally taken with the goal of future succession planning. Management.

The easy way to prepare for basic training Each year, thousands of young Americans attempt to enlist in the U.S. Armed Services. A number of factors during a soldier's training could inhibit successful enlistment, including mental toughness and physical fitness levels. Basic Training For Dummies covers the ins and outs of this initial process, preparing you for the challenges you?ll face before you head off for basic training.. You'll get detailed, week-by-week information on what to expect in basic training for each branch of service, such as physical training, discipline, classroom instruction, drill and ceremony, obstacle courses, simulated war games, self-defense, marksmanship, and other milestones. Tips and information on getting in shape to pass the Physical Fitness Test (PFT) All-important advice on what to pack for boot camp Other title by Powers: ASVAB For Dummies Premier, 3rd Edition, Veterans Benefits For Dummies Whether you join the Army, Air Force, Navy, Marine Corps, or the Coast Guard, Basic Training For Dummies prepares you for the challenge and will help you survive and thrive in boot camp!

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Rapid Training Development Professionals who develop training courses know that during the challenging developmental phase of the five-part Instructional Systems Design Analysis, Design, Development, Implementation, and Evaluation the actual learning materials are created. The development phase is at the very heart of building a successful training program. They also know that creating learning materials can be an extremely time-consuming process. Rapid Training Development offers a much-needed resource that outlines rapid approaches and handy techniques for creating effective learning materials that get results. Written by George M. Piskurich, a leader in organizational learning, this vital book is a hands-on guide for developing training courses that can be delivered in a variety of ways in the classroom, on-the-job-training, asynchronous and synchronous e-learning, structured mentoring or the newest mobile technologies. The book is filled with practical tips, guidelines, and shortcuts that are targeted to each of the various training delivery systems. Rapid Training Development explains what is (and what isn't) course development and provides a wealth of general rapid course development techniques and suggestions for all types of course development. Filled with illustrative examples, the book shows how various rapid development techniques can be applied in real-life training development situations. The author explores the use of various techniques for rapid course development such as self-directed learning and performance tools. The book also includes the most current delivery system approaches such as e-learning and popular mobile technologies podcasting and PDA-based learning. Rapid Training Development is a hands-on guide for doing it faster, doing it easier, and doing it right.

Training & Development: Theory & Practice deals with the fundamental processes and principles to be followed by all trainers, especially those newly appointed, to do justice to their role. Through detailed explanations of selected theories, models and techniques, this easily accessible text is suitable for students, as well as for the training practitioners learning on the job.Assuming no prior knowledge, the text combines a range of activities, learning objectives and anecdotes with basic theory, to offer a clear and accessible view of the training field.Key Features A number of Activities has been included at the end of each chapter for better understanding of concepts introduced in the text, or the application of techniques and development of skills Revised and enlarged to reflect some of the recent developments in training Separate chapter on psychometrics included A number of theories and academic models described in the text

The latest Wiley Blackwell Handbook of Organizational Psychology uses a psychological perspective, and a uniquely global focus, to review the latest literature and research in the interconnected fields of training, development, and performance appraisal. Maintains a truly global focus on the field with top international contributors exploring research and practice from around the world Offers researchers and professionals essential information for building a talented organization, a critical and challenging task for organizational success in the 21st century Covers a diverse range of topics, including needs analysis, job design, active learning, self-regulation, simulation approaches, 360-degree feedback, and virtual learning environments