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The Theory & Practice of Training, 6th Edition | by Roger Buckley and Jim Caple | ISBN: 9780749454197. A Systematic Approach to Training. Training and Manpower Planning. The Training Course: Selection, Design and Delivery. KEY COMPETENCIES OF TRAINERS AND COACHES

January 7th, 2012 | by kutenk |

by Roger Buckley and Jim Caple
ISBN:9780749454197
With real-life case studies to illustrate the theory, this engaging and practical book is valuable to those who want to put their training experience into a coherent context, as well as to managers who need to understand the role that training can play.

The Theory and Practice of Training (Theory & Practice of Training)

Product Description

The Theory and Practice of Training, now in its 6th edition, provides a wide-ranging outline of the major instructional and training concepts and their relationship to training in practice. The authors have expanded on information relating to the training environment, equipment, and strategies, as well as new material on cognitive task analysis (CTA).

With real-life case studies to illustrate the theory, this engaging and practical book is valuable to those who want to put their training experience into a coherent context, as well as to managers who need to understand the role that training can play.

item_dimensions: 8.75 x 6 x 1 inches; 1.49 pounds
shipping_weight: 1.5 pounds
ASIN: 0749454199

$36.42

The Theory & Practice of Training, 6th Edition
Introduction
Chapter 1 – Training and the Organizational Environment
OVERVIEW
THE LEARNING ORGANIZATION
TRAINING, EDUCATION AND EXPERIENCE
TRAINING NEEDS
BENEFITS OF TRAINING
TRAINING AND CORPORATE STRATEGY
TRAINING AND SYSTEMS THINKING

Chapter 2 – A Systematic Approach to Training
OVERVIEW
STAGES IN A SYSTEMATIC APPROACH TO TRAINING

Chapter 3 – The Reactive Route into Training
Chapter 4 – The Proactive Route into Training
OVERVIEW
Corporate strategy, training and manpower planning
Manpower reviews
Specific changes and training needs
Surveys, audits and reviews
Ongoing personnel procedures
A competence-based approach
SUMMARY AND CONCLUSIONS

Chapter 5 – Analyses for Training
OVERVIEW
Comprehensive analysis
Key-task analysis
Problem-centred analysis
JOB ANALYSIS
JOB SYNTHESIS AND FUTURE-ORIENTED JOB ANALYSIS
FUNCTIONAL ANALYSIS
KNOWLEDGE AND TOPIC ANALYSIS
COGNITIVE ANALYSIS
MANUAL SKILLS ANALYSIS
SOCIAL SKILLS ANALYSIS
ANALYSIS OF THE TARGET POPULATION
TRAINING NEEDS/CONTENT ANALYSIS
TRAINING CRITERIA AND STANDARDS
EVALUATING CRITERIA

Chapter 6 – Training Objectives
OVERVIEW
TRAINING OBJECTIVES
STRUCTURE OF OBJECTIVES
SOURCES OF INFORMATION FOR OBJECTIVES
WRITING PERFORMANCE STATEMENTS
ESTABLISHING STANDARDS AND DEVELOPING END-OF-TRAINING CRITERIA MEASURES
DEALING WITH ATTITUDES
IDENTIFYING THE CONDITIONS
THE VALUE OF TRAINING OBJECTIVES
DISSENTING VIEWS ON OBJECTIVES
A RESPONSE TO THE DISSENTING VIEW

Chapter 7 – Learning Principles and Conditions
OVERVIEW
SEQUENCING THE TRAINING MATERIAL
READINESS OF THE LEARNER
WAYS OF LEARNING
GENERAL CONDITIONS OF LEARNING
PRINCIPLES AND SPECIFIC CONDITIONS SUPPORTING LEARNING
SUMMARY AND CONCLUSIONS

Chapter 8 – The Training Course: Selection, Design and Delivery
OVERVIEW
CONSTRAINTS
TARGET POPULATION
STRATEGIES AND LEARNING TACTICS
TACTICS
REINFORCEMENT AND TRANSFER TACTICS
SELECTING THE STRATEGY AND TACTICS

Chapter 9 – Individual Training and Development
OVERVIEW
ONE-TO-ONE TRAINING
COACHING
LEARNING PACKAGES
COMPUTER BASED TRAINING
E-LEARNING
BLENDED LEARNING
ADDITIONAL LEARNING OPPORTUNITIES

Chapter 10 – Assessing the Effectiveness of Training
OVERVIEW
REACTION LEVEL
LEARNING LEVEL
JOB BEHAVIOUR AND PERFORMANCE LEVEL
ORGANIZATION LEVEL
RETURN ON TRAINING INVESTMENT
CONCLUSION

Chapter 11 – Auditing Training
OVERVIEW
AUDITING THE TRAINING SYSTEM AT THE EVENT LEVEL
AUDITING THE TRAINING SYSTEM AT THE FUNCTIONAL LEVEL
AUDITING THE TRAINING SYSTEM AT THE ORGANIZATIONAL LEVEL
THE TRAINING AUDITOR

Chapter 12 – The Role of the Trainer
THE TRAINER IN CONTEXT
WHO ARE THE TRAINERS?
COMPETENCIES OF TRAINERS AND COACHES
CONTINUING PROFESSIONAL DEVELOPMENT (CPD)
MANAGING THE TRANSFER OF TRAINING
CHANGING ROLES OF THE TRAINER
THE CONSULTANCY ROLE OF THE TRAINER
MARKETING THE TRAINING FUNCTION
ETHICS AND THE TRAINER
THE IMAGE OF TRAINING
A FINAL WORD

Appendix 1 – Methods for Obtaining Information about Performance Problems and Job/Task Content
STRUCTURED INTERVIEW
OBSERVATION
QUESTIONNAIRE
PARTICIPATION
SELF-WRITTEN JOB DESCRIPTION
WORK DIARY
FILM-VIDEO-PHOTOGRAPHY
STUDY OF EXISTING PERSONNEL RECORDS
TECHNICAL CONFERENCE/GROUP DISCUSSION

Appendix 2 – Sampling
Advantages of sampling
Disadvantages of sampling
METHODS OF SAMPLING
SAMPLE SIZE

Appendix 3 – Example of a Learning Journal
Appendix 4 – Illustration of a Tutor’s Review of a Course
BACKGROUND
INTRODUCTION
COURSE PROGRAMME
COURSE REVIEW
STUDENT REACTION
ADMINISTRATION

Appendix 5 – Example of a Checklist to Assess Trainer Performance
References

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