Training and Development

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Published by Vijay Nicole Imprints Private Limited

Publication Date: Mon Jun 01 00:00:00 UTC 2015 Available in all formats

ISBN: 9789393665782

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ISBN: 9788182092914 Price: INR 550.00

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Description

Table of contents

Biographical note

User Reviews

FEATURES

Ideal blend of theory and practice of training and development.

Includes 18 case studies.

22 management games.

clear concepts,thematic figures and tables

covers new aspects of training including NLP

Cover
Halftitle Page
Title Page
Copyright Page
Contents
Preface
CHAPTER 1 INTRODUCTION
- Objectives
- Introduction
- History of Training
- Training - Definition
- Difference between Education & Training
- Distinction between Training & Development
- Training & Human Resource Development
  - Development
  - Developing Training Programs
  - Role and Responsibility of Training
- Scope of Training
  - Significance of Training
- Need for Training
- Training Objectives
- Formulation of Training Policy
- Review Questions
CHAPTER 2 THE TRAINER’S ROLE IN EFFECTIVE PLANNING
- Objectives
- Introduction
- Designing the Training & Development Programme
  - The Training Cycle in Planning
  - Areas of Responsibility
  - Senior Management
  - The Training Manager
  - The Line Manager
  - The Trainer
  - The Learner
  - Learner Workshops
  - Other Learner Approaches
  - Pre-course and on-course Confirmation of Content
  - Setting The Scene
- Considering the Potential Participants
  - Individual Learner Qualities
  - Kolb’s Learning Cycle
  - An Alternative Learning Model
  - Learning Styles
  - Experimenting or Re-Experiencing
  - Concluding from the Experience
  - Learning Preferences
  - Theorist – Concluding – Abstract Conceptualization
  - The Practical Significance of Learning Models
  - Other Learning Influences
- Barriers to Learning
  - Positive Features of Learning
- Setting Training Objectives
  - The Elements of Objectives
  - Benefits of Using ‘Smart’
  - The Advantages of Objectives
  - The Disadvantages of Objectives
  - Writing Training Objectives
  - The Practical Application of the Training Objectives
  - Clarify and Agree the Actionable Training Objectives
  - Mechanism/strategy
  - Establish Priorities
  - Feasibility
  - An Objectives Action Plan
  - The Practical Uses of Objectives
- Selection of Trainees
- Review Questions
CHAPTER 3 IDENTIFICAT ION OF TRAINING NEEDS
- Objectives
- Overview
- Training Needs
  - Organizational Training Needs
  - Occupational Training Needs
  - Individual Training Needs
  - Maintenance and Development Needs
  - Levels of Performance and Need
  - How to Identify Training Needs?
- Job and Task Analysis
  - Background
  - Job Analysis
  - Task Analysis
- Select Desire Resolution
  - Faults Analysis
  - Skills Analysis
- Skill Matrices
- Interviewing
  - Questioning and Listening
  - Non-verbal Cues
  - Verbal Cues
- Survey Methods
  - Question Format
- Appraisal Systems
- Development Centres
- Critical Incident Technique
- Activities
- Review Questions
CHAPTER 4 TRAINING TECHNIQUES
- Objectives
- Methods of Training
  - Cognitive Methods
  - Behavioral Method
- Effective Training Techniques
  - Classroom or Instructor-Led Training
  - Interactive Methods
  - Hands-On Training
  - Computer-Based Training (CBT)
- Online or E-Learning
  - Technical or Technology Training
  - Quality Training
  - Skills Training
  - Soft Skills Training
  - Professional Training and Legal Training
  - Team Training
  - Managerial Training
  - Safety Training
- Techniques of Training
- Outbound Training
- Type of Training
- Training at Wipro
  - Training and Development Objectives of Indian Oil Corporation
- Review Questions
CHAPTER 5 EVALUATION AND VALIDATION
- Objectives
- Competency-based Training
  - Competency
  - Competency-based Training
- Benefits of Validation
- Importance of Validation
- Evaluation
- Benefits of Evaluation
- Principles of Evaluation
- Types of Evaluation
- Evaluation Criteria
- Kirk Patrick’s: Four Levels of Evaluation
- CIPP Approach
- CIRO Approach
- Reasons for Evaluation
- Steps of Training Evaluation
- Review Questions
CHAPTER 6 TRAINING NEED ANALYSIS
- Objectives
- Introduction
  - Some Basic Assumptions
- The History of ITN
  - Levels of Performance and Need
- Identification of Training Needs
  - The Relationship between Levels of Performance and the Variety of Required Interventions
- Organizational, Group and Individual Needs
  - Organizational Needs
  - Group Needs
  - Individual Needs
- Roles, Relationships and Skills in ITN
  - Who is Involved?
  - How are People Involved?
  - Political Influences
  - In Brief
- Performance Appraisal Systems
  - Introduction
  - Relationship between Performance Appraisal and TNA
  - Using Performance Appraisal for the Identification of Training Needs
  - Investigation of the Performance Gap
  - Combination Approaches
  - Conclusion
- Choosing a Training Supplier
  - Introduction
  - Choosing a Training Supplier – the Make Option
  - Choose a Training Supplier – the Buy Option
- Review Questions
CHAPTER 7 TRAINER’S SKILLS AND STYLES
- Objectives
- Competence of Trainer
  - Communication Skill
  - Questioning Skills
  - Body Language and Gestures
  - Handling Difficult Situations
  - Creativity Skill
  - Technical Skill
  - Interpersonal Skill
  - Self Development and Self-Awareness
  - Techniques for Building Rapport with Trainees
  - Feedback Sensitivity
- Trainer’s Style
  - Skills of a Trainer
  - Do’s and Don’ts for Trainers
- Review Questions
CHAPTER 8 LEARNING ORGANIZATIONS
- Objectives
- Learning Organizations
  - Knowledge-sharing Culture
  - Human Networks
  - Harnessing Tacit Knowledge in Organizations
  - Knowledge Base - Source of Competitive Advantage
  - Two Dimensions of Organizational Knowledge
- Knowledge Management and Role of HR
  - Knowledge and its Varied Facets
  - Why and How of Knowledge Management
  - Role of HR in Knowledge Management
- What HRMD Should do for a Better Knowledge Management?
- Review Questions
CHAPTER 9 EXECUTIVE DEVELOPMENT PROGRAMMES
- Objectives
- Introduction
- Executive Development Programme – Meaning
  - Objectives of Executive Development Programmes
  - Advantages of Executive Development Programmes
  - Need for Executive Development Programme
  - Elements of Executive Development Programmes
- Training and Development Practices in India
  - Learning Objectives
- Introduction
  - Training Objectives
  - Training Concerns
  - Policy Formulation and Co-ordination
  - Training Framework
  - Research in Training
  - Training Plan
  - Personality Development
  - Organization Development Issues
- Information Technology and Computer Skills
- Management Development Programmes
  - Training Institutes in India
  - Industrial Training Institute
  - Apprenticeship Training
  - National Council of Vocational Training
  - National Productivity Council
  - The Indian Society for Training and Development (ISTD)
  - Central Staff Training and Research Institute
- Executive Development Program
  - A Top-ranked Business Management School
  - A Flexible Design
  - The Right Focus
  - Engaging Learning
  - Immediate and Ongoing Value
- Accelerated Development Programme at London School of Business
- Review Questions
CHAPTER 10 TRAINING PROVIDERS IN INDIA AND TRAINING AND DEVELOPMENT PRACTICES IN INDIA
- Objectives
- Training Providers in India
  - NIS Sparta
  - Karrox Technologies Ltd.
  - Aptech Training Solution
  - Management Association
  - All India Management Association (AIMA)
  - Centre for Management Development
- Development Programmes in Public and Private Sector Undertaking
  - Training and Development in Retail-FMCG Sector
  - Training and Development in Automobile Sector
  - Training and Development in Telecom Sector
  - Training and Development in Kpo Sector
  - Training and Development in Pharmaceutical Sector
  - Training and Development in Hospitality Sector
  - Training and Development in Iti Industry
  - Training and Development in Bpo Industry
  - Training and Development Programmes in Bhel
  - Training and Development in Hindustan Aeronautics Limited
  - Training and Development Programmes at GODREJ
  - Parivartan
  - EVA Training
  - GALLOP
  - Spark
  - E- Gayan
  - Training and Development Programmes at Infosys
- Review Questions
CHAPTER 11 NEURO LINGUISTIC PROGRAMMING - EFFECTIVE TOOL
- Objectives
- Neuro Linguistic Programming
  - Evolution
- Definition of NLP
- NLP Techniques
- NLP Operational Principles
  - nlp Principle 1 - Achieving Outcomes
  - NLP Principle 2 - Sensory Awareness
  - NLP Principle 3 - Changing Behaviour
  - NLP Principle 4 - Time for Action
- NLP Presuppositions
  - NLP Presupposition 1 - Meaning Equals Response
  - NLP Presupposition 2 - Map and Territory
  - NLP Presupposition 3 - Language and Experience
  - NLP Presupposition 4 - Body and Mind Affect Each Other
  - NLP Presupposition 5 - Widest Range of Behaviours or Choices Controls the System
  - NLP Presupposition 6 - Behaviour and Adaptation
  - NLP Presupposition 7 - Present Behaviour is the Best Choice
  - NLP Presupposition 8 - Context of Behaviour
  - NLP Presupposition 9 - Resources to Change
  - NLP Presupposition 10 - The How of Possibility
  - NLP Presupposition 11 - Behaviour Speaks Louder than Words
  - NLP Presupposition 12 - Distinguish Behaviour and Self
  - NLP Presupposition 13 - Feedback, not Failure
- NLP for Various Fields of Expertise and How It Transforms Life
  - NLP in a Business Environment
  - Collins Business Secrets – NLPs (Author)
- NLP for Trainers
  - NLP in Education
  - How does NLP Training Help Students?
- NLP for Coaching
- NLP Benefits for Trainers
- NLP in Therapy
  - How NLP Therapy Sessions Work
  - Get NLP to Work for You Now
- Conclusion
  - World Famous Trainers and NLP
- Review Questions
CHAPTER 12 MARKETING OF TRAINING FUNCTIONS
- Objectives
- Marketing of Training Functions
- Components of Training
- How Will it Become Effective? Learning Principles
- Attracting, Motivating, and Retaining Technical Professionals – Skill-Briefs
  - Characteristics of Technical Professionals
  - Strategies for Hiring Technical Professionals
  - Attractive Reputation
  - How to Motivate Technical Professionals
  - Motivating Technical Professionals
  - Goals that Motivate Technical Professionals
  - Creating a Desirable Work Environment
- Effective Evaluation of Technical Professionals
  - Evaluation as Communication
  - How to Evaluate Effectively
  - Job Responsibilities and Previous Goals
  - Performance Strengths and Areas for Improvement
  - Future Plans and Goals
  - Mentoring Linked to Projects and Objective Activities
  - Mentoring Principles and Techniques
  - Tips on Establishing a Mentoring Service or Programme
- Recognise and Acknowledge Training and Development Achievements - Letter Examples
  - Sample Letter of Congratulations
  - Sample Letter of Recognition of Successful Effort
  - Sample Letter of Recognition of Unsuccessful Effort
- Leadership and Management Training and Development - Processes Overview
  - Management Training with No Guarantee of a Management Job
- Train - The Trainer
  - Four Dimensional Trainer Competency Model
- Review Questions
Case Studies
Management Games
Bibliography
Index

Dr. Lalitha Balakrishnan, the principal of MOP Vaishnav College, Chennai is an Educational Administrator.

Dr. Gowri Ramachandran is Master NLP practitioner, freelance consultant, corporate trainer, economist with HCC (under FICCI Delhi), television guest speaker, guest columnist in leading English newspaper, academic council advisor in many business schools and colleges. She is passionate in teaching and renders lectures in Training and Development and Management modules as Adjunct faculty since 2006. An alumni of IIM Bangalore - having done executive development program, she held senior position for over 26 years in a leading PSU under Min of Railways till 2005. She has published more than 500 articles nationally and internationally.

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