book

Training and Development by Pearson

Name: Training and Development by Pearson
Author: Nishant Uppal
ISBN: 9789357053167

by Nishant Uppal

December 2023

Intermediate to advanced

464 pages

16h 52m

English

Pearson India

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Cover
About Pearson
Title Page
Contents
Preface
About the Author
1 Introduction to Employee Training and Development
Who Needs Training?IntroductionTypes of TrainingTraining Needs AnalysisTraining Motivation/Factors Affecting Participation in TrainingInstructional StrategiesGamificationFeedback (including 360-degree feedback)Transfer of TrainingTraining EvaluationDifference between Training and LearningIllustrations and Observations from the FieldPedagogy vs AndragogyVariants of Instructional Tools to Facilitate LearningMentoringCoachingTrainingTeachingConclusion
2 Training Needs Analysis
Theoretical Bases/Models of Training Needs AnalysisBest Practices in Training Needs AnalysisApproaches to Training Needs AnalysisCost-Benefit AnalysisData Collection ToolsSurveys and In-Focus interviewsSelf-AssessmentPerformance AppraisalAudience Response SystemProfilingCase Studies
3 Training Design Development
Introduction‘On the job’ TrainingSignificance of ‘On the job’ training‘On the job’ Training PlanAdvantages of ‘On the job’ trainingFive Ways to an Effective ‘On the job’ Training PlanMethods of ‘On the job’ trainingCategories of ‘on the job’ trainingA few instances of ‘on the job’ trainingDisadvantages‘Off the Job’ TrainingSignificanceAdvantagesMethods of ‘off the job’ training‘On the job’ training and ‘Off the job’ training: A comparative studyCompetencies and Its TypeChoosing Competencies for Professional DevelopmentExample of Broad Management Competency Groups and SubgroupingsImportance of Competency Development ProgramsEvaluating the Competency Development of EmployeesAssessment of Employee Competencies and SkillsSteps for the enactment of Competency Development ProgramPersonality Development ProgramPersonality Development with reference to Communication SkillsPersonality Development and its Role in Stress and Mitigation of ConflictsSignificance of Personality development programsThe scope of personality development trainingAdvantages of Personality Development TrainingPersonal AdvantagesOrganisational AdvantagesThe Importance of Personality Development in Organizational SuccessPersonality Theories by Imminent PsychologistsFive Personality Development TacticsThe traits desired are in the form of seedsBeing kind to the selfHaving Scope for Imperfections:Approaching like a Leader:Keeping a light mind and heart:Maintaining a Keen AttitudeHaving Improved Communication SkillsBeing accessible and friendlyDeveloping the ability to let goBeing CourageousBeing Calm
4 Training Program Development
Distinction between training and developmentStages Involved In A Training and Development ProgramTraining And Development: A Traditional And Modern ApproachTraditional ApproachModern ApproachObjectives of Training and DevelopmentOrganizational training and development–PurposesTraining and Development Programs Come in a Variety of TypesRecent training and development trendsRemote mobile trainingArtificial Intelligence TrainingFlexible LearningModels of flexible remote learningChallenges in training and developmentAnalysis of Training NeedsResource AnalysisContent DevelopmentA Systematic Approach For Developing Training ContentMethod of Content DevelopmentTips for Developing ContentThe Principles of Effective Training Content DevelopmentMalcolm Knowles’ Adult Learning TheoryRobert Gagne’s Nine Instructional EventsPilot TestingA Pilot Project for High-Value TrainingGiving Effective Feedback To a TrainerMethods for providing feedback to a TrainerBest Practices For Giving Feedback By The TrainersComponents of effective feedbackConstructive Feedback is EssentialRelevant and Encouraging Feedback is EssentialTimely Feedback is EssentialKind Feedback is RequiredPaucity of training feedbackCollecting a Comprehensive Employee FeedbackSurveys on TrainingTips for Getting the Most Out of Training Surveys

5 Training Delivery
Before Delivering the Training SessionDuring The Training SessionMake The Training Session MemorableChecklist for the Training DayAfter the Session, Do the Follow-UpSelecting the Most Appropriate Modality for The ContentTraining Delivery SkillsSkills of An Effective TrainerOnline versus ‘Face to face’ TrainingOnline training and ‘face to face’ training: A comparative studyFacilitation TechniquesTechniques of facilitationA facilitator’s roleFacilitation of GroupsManaging Competing Conversations Using FacilitationIndividual FacilitationPrinciple 1: Maintaining Neutral GroundPrinciple 2: Stand in the stormPrinciple 3: Value the expertise of the groupPrinciple 4: Maintain the agenda of the groupPrinciple 5: Focusing on the futureMethods and Techniques for FacilitationGuidelinesCase-Based TrainingCase-based training has a number of advantagesSome Appropriate Applications of the Case-Based Training Method
6 Training Games and Exercises
How to Include Training Games in a Training ProgramHow can Gamification and Game-Based Training be Used in Corporate Training?Game DesigningExamples of Game Based TrainingLearning Styles in AdultsEmployee Learning StylesHow to Recognize Different Learner TypesDifferent Learning Styles and How to Engage Them in TrainingAuditory Learners’ CharacteristicsTraining SuggestionsVisual Learners’ CharacteristicsTraining SuggestionsKinaesthetic Learners’ CharacteristicsTraining SuggestionsVerbal (Read/ Write) Learners’ Characteristics:Training SuggestionsVisual learnersAuditory LearnersKinaesthetic LearnersLearning styles are a training lesson
7 Conclusion
Case StudiesCreativityProblem-SolvingTransformation to digital platformsManagement of ChangeMindset for GrowthIncluding new mindset training in the professional development programPast, Current, and Future Trends in TrainingSignificant Paradigm Shifts Training and DevelopmentTaking a step forward in training and developmentTraining in the PastTraining in the PresentTraining in the FutureEmployee Training Policies: Case StudiesTop T&D adaptation tipsBuilding future leadership abilities using RHP BackgroundSage—fostering a collaborative cultureNestle’s Training ProgramsThe IBM Case Study
References
Index
Copyright

Content preview from Training and Development by Pearson

5 Training Delivery

A collection of systematic activities meant to accomplish learning objectives linked to trainees’ current or future jobs is referred to as training. The following steps can be used to categorise these processes: needs analysis, design, development, implementation, and evaluation. The stages are ordered, with the preceding phases’ outputs serving as inputs to the subsequent ones. The approaches and resources used by trainers to structure learning experiences are referred to as training delivery methods. Different training delivery strategies are varyingly effective at achieving various learning objectives. Several methods are investigated throughout the design process to determine their suitability for the learning objectives. ...

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Training and Development by Pearson

by Nishant Uppal

5

Training Delivery

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