Training & Development For Dummies

Elaine Biech (Autor)

Buch | Softcover

456 Seiten

2015
For Dummies (Verlag)
9781119076339 (ISBN)

Infos

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.

Autor

Elaine Biech has been in the training and consulting field for over a quarter of a century. She is President of ebb associates inc, an organizational development and custom training design firm that helps organizations work through large-scale change, and has been featured in The Wall Street Journal.

Inhalt

Foreword xiv

Introduction 1

About This Book 1

Foolish Assumptions 2

Icons Used in This Book 2

Beyond the Book 3

Where to Go from Here 4

Part I: So You’re Going to Be a Trainer 5

Chapter 1: What’s Training and Development? 7

What Is Training and Development? 8

What forms does T&D take? 8

Why is training necessary? 10

Is training just for business? 12

What Do Trainers Do? 13

Assessing your training potential 14

Take stock of your skills 15

Your self‐assessment 19

How do you become a trainer? 19

The Many Hats of a 21st Century Trainer 20

Do You Have What It Takes? 21

Chapter 2: Why Adults Learn 25

Adult Learning Theory 25

Who is Malcolm Knowles? 26

Applying adult learning theory to training 28

How Do People Learn? 29

Three types of learning: KSAs 29

Brain‐based learning: It’s a no‐brainer 31

Other considerations for learning 33

Helping Adults Learn in the Classroom and Online 34

Create a safe haven for learning 34

Create a comfortable environment 35

Encourage participation 36

Facilitate more than you deliver 37

One Last Note: Who’s Who and What’s What 38

Who’s who? 38

What’s what? 39

Chapter 3: The Training Cycle 41

The Training Cycle: An Overview 41

Assess and analyze needs 42

Develop objectives 43

Design and develop the program 44

Implement the design 45

Evaluate performance 46

Other options to ADDIE 47

T&D Jargon 48

Learning and The Training Cycle 51

Variety and flexibility 51

Conditions of learning 52

Part II: Designing the Best Darn Training in the World 53

Chapter 4: Assessing Needs and Developing Learning Objectives 55

Conducting Needs Assessments 55

The why, how, who, and when of needs assessment 56

Is it training? 65

If your time is limited 65

Writing Objectives 67

What objectives should do 68

Task analysis 71

Chapter 5: Developing the Training Design 73

How Do I Begin? 75

Online or classroom 76

Let’s design 78

Designing a Dynamic Opening 79

All about icebreakers 80

What else will your participants expect in your design? 82

Designing the Body to Ensure Learning Occurs 83

Lectures 84

Countless alternatives to lecture 86

Selecting activities 92

Adding Zest with Visuals 97

Knowing why you need visuals 98

Creating effective visuals 98

Designing a Finale That Brings Closure 102

Ensuring that expectations are met 103

Providing a shared group experience 103

Evaluating the learning experience 103

Requesting feedback and suggestions 103

Accomplishments and commitment to action 104

Sending them off with an encouraging word 104

Selecting Off‐the‐Shelf Materials 105

Will off‐the‐shelf meet your needs? 105

Adapting the design 106

Pulling It All Together 107

Factors that affect a design 107

Strategies for a good design 109

Developing materials 111

Chapter 6: Nuances of Using Technology for Learning 113

Technology Basics 114

Exploring E-Learning’s Benefits and Drawbacks 115

Benefits of e‐learning 115

Drawbacks of e‐learning 116

Overcome drawbacks for your success 117

Delivering Webinars and Virtual Classes 118

What about software? 118

Technical preparation 120

Encouraging engagement 123

The Technical Stuff 124

Choosing a learning management system 124

SCORM, Tin Can, and 508 compliance 126

Blended Learning and New Options 126

Social media expands T&D’s options 127

Chapter 7: Being Prepared to Succeed 129

Preparing Your Training Environment 129

Know when, where, what, who 130

Room arrangements 130

Equipment and visuals 134

Preparing Your Participants 138

Preparing participants: What works? 138

Unique virtual participant preparation 139

Preparing participants: What doesn’t work? 140

Preparing Yourself 140

Prepare to avoid crises 140

Prepare for Virtual ILT 143

Identifying your training style 144

Find out who’s in your session 145

Practice, practice, practice 146

Tips for staying organized 147

Prepare your body and brain 151

Travel if you must 152

The procrastinator’s checklist 153

Last‐minute virtual session preparation 155

Being prepared to succeed 156

Part III: Showtime: Delivering a Dynamic Training Session 157

Chapter 8: Implementing Training Designs: Your Job as a Facilitator 159

Training, Facilitation, and Presentation: What’s the Difference? 160

Are you a trainer or a facilitator? 160

Use facilitative skills when you present 162

Facilitating Successful Training 164

Experience is the best teacher 166

Tips for facilitating activities 169

Participation Prescription: Continue to Increase the Dosage 172

Gotta play the game to perform 172

Participants’ expectations of participation 173

Increasing participation — or why are they called “participants”? 175

REACTing 180

Chapter 9: It’s Showtime: Delivering Success 181

Opening Your Training Session with a BANG, Online or Off 182

Build interest in the session 183

Ask what participants know and what they want to know 183

Note the ground rules and what to expect 183

Get them involved 184

Looking at Six Disastrous Debuts 185

Creating a Supportive Learning Environment 186

Get to know your participants 186

What’s in a name: Five secrets to remembering names 187

Let them know about you 189

Training Like a Pro 190

Presentation skills 190

The participants’ materials 195

Notes: To be or note to be 196

Asking and Answering Questions 198

Encouraging participants to ask questions 198

Guidelines for answering questions 199

Asking questions 201

Questions in action 202

Smooth Transitions 203

Wrap Up an Effective Training Session 204

Ensure that expectations were met 204

Provide a shared group experience 205

Evaluate the learning experience 205

Summarize the accomplishments and gain commitment to action 205

Send them off with a final encouraging word — or two 206

Chapter 10: Mastering Media and Other Visuals 207

Select the Best Visual to Do the Job 208

What’s available? 208

What are the benefits? 210

Ensure That the Visual Adds to the Learning 210

Computer projection systems 211

Videos and DVDs 212

Participant devices 212

Flipcharts 213

Boards of all types (including electronic) 215

Props 215

Look Like a Pro 215

Tips for using visuals in general 216

Guidelines for using specific media and visuals 218

The Other Media: Social 223

Hot Tips for a Cool Ending 225

Chapter 11: Training with Style 227

Understand Your Training Style Strengths 227

Building the training style model 228

The four training styles 230

Using your training style 232

Group Dynamics 234

Composition 234

Atmosphere 235

Norms 236

Values 236

Communication and participation 237

Roles 237

Power and influence 238

Creating an Energizing, Exciting, Encouraging Environment 239

Coloring outside the lines 239

Energize the group 242

Let me entertrain you! 244

Add creativity to training 246

Celebrate success 248

Putting It All Together 249

Chapter 12: Addressing Problems: What’s a Trainer to Do? 251

Problems in the Classroom 251

Problems with logistics 252

Equipment problems 253

Difficult personal situations 256

Difficult group situations 257

If training is not the solution 259

Take a COOL approach 261

Using humor to deal with problems 261

Managing Disruptive Behaviors 262

Prevent disruptions 263

Manage disruptive types 264

Sweaty Palms, Parched Throat: Overcoming Nervousness 269

Understanding pre‐performance jitters 269

Accept your nervousness as natural 270

Master nervous symptoms 272

Tips for specific anxiety problems 276

Problems Can Be Prevented or Resolved 278

Part IV: It’s Not Over Yet: The Follow‐Up 279

Chapter 13: Evaluation: It’s Not Over Yet! 281

Purpose of Evaluations 282

Review of Kirkpatrick’s Four Levels of Evaluation 283

Level 1: Reaction 284

Level 2: Learning 285

Level 3: Behavior 285

Level 4: Results 286

Guidelines for measuring the Four Levels 288

Evaluation methods 295

ROI for Training 298

Return on Investment 298

Exploring the ROI process 298

Benefits of planning for ROI 299

Evaluation: The Last Training Cycle Stage but the

First Step to Improvement 302

Chapter 14: Transfer of Learning 307

Make Your Training Memorable: Follow‐Up for the Other 50 Percent 308

Barriers to transfer of learning 308

Strategies for transfer of learning 309

What Great Trainers Do After Training 314

Part V: The Professional Trainer 317

Chapter 15: The Consummate Professional 319

Grow Professionally 319

Attend formal learning events 320

Ask others 321

Do it yourself 322

Go the Extra Mile: Stay on Top of Your Game! 323

Good to great 324

Where’s your energy? Stay pumped! 325

Design 326

What does professional mean to you? 327

Give Back to the Profession 329

Chapter 16: Trainer Certification 331

All About ATD 332

Why is ATD’s mission important? 332

What does ATD do? 332

Introducing the ATD Competency Model 334

Overview of the model 334

The value of a competency model 337

Certification: What It Means for You 338

Certification versus certificate 338

Certification: Why now? 339

Certification: Show me the value 339

ATD CI Certification: A Quick Look 340

Competencies and certification 340

Certification design 340

Applicant process 341

Be a role model for learning 342

Staying Current 343

Chapter 17: The Future of the T&D Profession 345

Blame It on the VUCA World 346

VUCA defined 346

What does this have to do with me? 346

The Changing T&D Environment 347

Doing more with less 347

Brain‐based learning 349

Microbursts, capsules, and mini trends 349

Training on the run 350

Globalization 351

The multi‐generational workforce 353

Supporting the C‐Suite 355

Expanded Role for T&D 356

Onboarding 356

Facilitating change 357

Coaching managers 357

Creating mentoring opportunities 358

Internal consulting 359

Building teams 359

Alternative Delivery Options 360

Team training 360

Help for the part‐time trainer 363

Informal learning on the job 364

Where is this Heading? 365

How to Prepare Yourself 366

Content 366

Future roles 368

Become a lifelong learner 370

Part VI: The Part of Tens 373

Chapter 18: Ten Tips to Start Off on the Right Foot 375

Establish a Climate Conducive to Learning 376

Clarify Participants’ Expectations 377

Introduce the Content 378

Surprise! 378

Introduce Participants 379

Learn About the Group 380

Establish Ground Rules 381

Confront Any Issues 382

Establish Your Credibility and Style 382

Take a Break! 383

Chapter 19: Ten Webinar Warmups 385

Someone Once Said 386

Test Their Mettle 386

Chat Away 387

Expect Expectations 387

At the Movies 388

Going Live 388

Vote Early, Vote Often 388

Show Me the Picture 389

How Was the Homework? 389

Annotate It 389

Chapter 20: Ten Ways to Save Time While Training 391

Consider the Relationship of Time to Small Groups 391

One Activity, Two (Or More) Objectives 392

Gentle Prods 392

Different Pace for Different Folks 393

Divvy Up the Work 393

The Time Is Now 394

Be Prepared 394

Cut Out the Fat 395

Use Timekeepers 396

Pre-Training Strategies 396

Chapter 21: Ten Icebreakers That Work 397

Bingo 400

Expectations 402

Hopes and Fears 402

Introduce Me, I Introduce You 403

Go to Your Corners 403

Little White Lie 404

Personal Coat of Arms 404

Autographs 405

Name Association 406

Ask a Question 406

Chapter 22: Ten Guidelines for M‐Learning Success 409

Does the Rationale Fit? 411

Think Small 411

Think Concise 412

Plan for Diversions 412

Create Just‐in‐Time 413

Expect the Unexpected 413

Extend Learning 414

Create and Present Videos 414

You’ve Got the Touch 415

Clarify Expectations 415

Index 417

Produkt-Details

• Erscheint lt. Verlag: 14.7.2015
• Sprache: englisch
• Maße: 188 x 234 mm
• Gewicht: 590 g
• Themenwelt: Sachbuch/Ratgeber ► Beruf / Finanzen / Recht / Wirtschaft ► Wirtschaft
• Themenwelt: Sozialwissenschaften ► Pädagogik ► Berufspädagogik
• Themenwelt: Wirtschaft ► Betriebswirtschaft / Management ► Personalwesen
• ISBN-13: 9781119076339 / 9781119076339
• Zustand: Neuware