Book Description
The ongoing education and training of adults has become a necessity in many professional areas. Yet the staff who set up and administer these programs often lack skills for the very task that is so critical to the success of their efforts--the planning of the programs themselves.
Drawing on the tremendous success of the first edition, Planning Programs for Adult Learners, Second Edition covers the development of adult education programs in clear, specific detail. This popular guide contains information on every area of program planning for adult learners, from understanding the purpose of educational programs to obtaining suitable facilities.
Thoroughly expanded and revised, the book contains a wealth of new material and examples, and features new information on incorporating technology into the development and practice of adult education programs. Educators and practitioners alike will find this guide to be an essential tool.
Customer Reviews:
very timely delivery.......2007-03-30
very timely delivery. product came just in time. Thank you.
Theory Good - Practical Not.......2006-03-13
Theoretically complete, but doesn't help practically. You can learn about adult learners, but how to develop an actual program... I don't know, it's not enough!
Excellent Source of Knowledge.......2006-03-10
This book is a great read for anyone who is interested in the programming aspect of any type of organization or educational setting. The author explains the somewhat complex programming process in a simplistic manner that novel and experienced program planners can comprehend. There are numerous workesheets and tips to guide you to presenting a great program. It is trull an excellent source of knowledge.
Perfect for my Progam Planning Class.......2006-02-25
This book provides a good model and checklist for program planning. We used it in my Program Planning class and it helped streamline the processess used to make new programs in my company.
Book review.......2005-09-23
This book is in logical order and is well written but it lacks visual aides and clearly labeled examples. For these reasons, it appears to be incomplete and hard to follow.
I will be happy to review adult education text book or manuscripts for a fee.
Book Description
Discover how today's corporations are benefiting from accelerated learning to speed training time, improve results, and reduce costs.
Accelerated learning is the use of music, color, emotion, play, and creativity to involve the whole student and enliven the learning experience. The Accelerated Learning Handbook is the first definitive book to explain state-of-the-art accelerated learning techniques to trainers and teachers, and features 40 techniques designed to save money while producing far better results.
Leading expert Dave Meier provides an overview of the background and underlying principles of accelerated learning, and reviews the latest supporting research results. Training professionals will look to The Accelerated Learning Handbook to:
- Improve the long-term value of training
- Cut course development time by half
- Discover tips for music- and computer-based learning
Customer Reviews:
Educational Trainer .......2006-11-10
This book is IDEAL for anyone who is going to train or teach anything. How to cut the fluff and deliver the required facts.
A refreshing approach to learning and training--I highly recommend it..........2006-11-03
I am not a professional trainer by trade. However, I was recently appointed training coordinator for my department. The Accelerated Learning Handbook has definitely helped me approach my job with a fresh perspective. The information, ideas, and techniques presented have enabled me to more effectively train those in my department as well as those in other functions. Before reading the AL Handbook, I thought all that was needed to effectively teach someone was simply to make sure all of my PowerPoint slides were logically put together. I now have a broader view of how people learn and a sold framework to use when putting together training materials on any topic. I highly recommend this book to anyone that wants to engage the audience and create meaningful, effective training presentations.
Practical ideas for facilitators.......2006-02-21
I have worked with adult learners for more than fifteen years and have always tried to incorporate whole-brained, participative learning. This book provided some excellent theoretical background as well as a lot of new instantly usable ideas. I wasn't even all the way through before I applied a couple of the techniques and got an excellent response from my client.
excellent training tool.......2003-07-06
I was getting ready to prepare a training program for 44 persons when I read this book. Immediately! after I used the guidelines to prepare my session. Preparation was fast and easy -and fun! I really couldn't believe that it was that easy to apply and it has been one of my best sessions to date. I refer to it when I need a refresher or a new perspective. I definately reccomend this book for trainers who need to keep their material fresh and interesting (esp. in-house trainers).
Accelerated Learning Handbook.......2002-01-02
Finally, teachers and administrators have a useful tool to recharge their classrooms/schools. We have become so test oriented that many times we forget that the process of learning comes from the doing. The statement comes to mind that we utter with new approaches," When do I have the time to get it all in?". That is where the problem lies! We are so pressured with these new demands that we loose sight of what is important, the process. This book will give us a clearer picture of how we can recharge our teaching and can provide the key so we can use the ideas to change the way we teach or approach the students' learning who are in our care.
Book Description
Total diversity training from ASTD--in full-day, half-day, or one-hour sessions! A complete training kit developed by diversity expert Tina Rasmussen, The ASTD Trainer's Sourcebook: Diversity helps you firmly establish diversity's advantages for your company in fast, easy, flexible sessions. It helps you address such diversity basics as stereotyping--how we form perception--behavior fundamentals--managing diversity vs. traditional management--teams guidelines and communications--setting the tone for valuing diversity--and much more. Plus, you get everything you need to position diversity for maiximum impact and provide effective, high-interest training: background information; games and activities; facilitator notes; instruments; training designs; assessments; participant handouts; overheads and flipcharts.
Customer Reviews:
Valuable resource for people involved in diversity training.......1997-08-09
The Sourcebook is an excellent resource for people new to diversity training as well as those who want to add new information and tools to existing trainings. The book provides innovative curriculum, handout and overhead suggestions to create or enhance diversity trainings. I have found the information and tools to be very valuable
Book Description
Training is wasted unless employees really learn. This book makes sure that learning happens--every time.
Just as you can lead a horse to water, but it won't necessarily drink, so you can give an employee training, but he may not actually learn...unless, of course, the trainer uses this insightful new book. TURNING TRAINING INTO LEARNING provides a specific, tested method for making sure training equals real learning.
Written for anyone who must train others, this step-by-step guide shows exactly how to create a program that engages trainees and ensures that they remember and use what they've learned when they get back to work.
Readers learn how to: * Analyze exactly what a particular trainee needs * Establish a safe environment where questions are welcomed * Demonstrate to learners why the training is relevant to them * Understand the process by which adults learn * Place real learning within the context of the traditional training cycle: assessment, design, delivery, and evaluation.
Customer Reviews:
Very useful.......2003-06-19
As someone completely new to training this book was very helpful. It has several useful forms and other things that can be copied and easily used. It may be a bit basic for someone who has been in training for a long time tho.
A Very Helpful Handbook.......2001-04-25
This book would be good for someone, who needs guidance in the process of developing an effective training session. The authors' Shelila W. Furjanic and Laurie A. Trotman separated this training handbook into two parts. Part one focuses on the training process and part two on the LEARN process. In each part, it has many examples and samples to use as a guide, when developing a training session. It also provides valuable information that is a good reference, for a new trainer. Overall, this book is an excellent guide to anyone who is interested in developing a training program. It covers everything that a person needs to know, about the training process in one book. I have learned so much from reading this, that I am sure that it is going to be a very good reference for me in my future, career endeavors. This is more than a book; it is a handbook, in which I would recommend to anybody who is new to the training process.
A new approach.......2000-07-13
I am very impressed with this easy to read and effective book on developing a training program within the organization. From figuring out whether or not training will solve a problem to creative strategies to get the audience thinking and involved, this book helped me make a mole hill out of a mountain!
Complete with easy to use forms and handouts, I didn't need to purchase any other book but this one! Pretty good when you think of all the money that is spent on developing such programs.....!
A Must Read for Anyone Conducting Organization Training.......2000-04-17
This book will have a substantial impact in any organization that really wants to ensure trainees remember and apply what they have learned during a training session when they get back to their job. It provides an innovative and practical approach to organizational training. All the tools you need to identify, design and administer the training are included in this book. It is packed full with guidelines, models, checklists, forms, templates and other easy-to-use tools. I highly recommend this book for anyone involved in conducting organization training.
A new approach.......2000-03-30
I was very impressed with this easy to read and effective book on developing a training program within the organization. From figuring out whether or not training will solve a problem to creative strategies to get the audience thinking and involved, this book helped me make a mole hill out of a mountain!
Complete with easy to use forms and handouts, I didnt' need to purchase any other book but this one! Pretty good when you think of all the money that is spent on developing such programs....!
Book Description
Here is the most comprehensive guide to leading a training session or workshop ever published. This ``soup-to-nuts" reference answers just about every question a trainer/facilitator might have about leading a successful training program, from motivating participants to measuring the results. Based on 25 years of workshop experience, the book features hundreds of professional tips and tricks, plus reproducible materials to use at every step of the training process.
Customer Reviews:
The Ultimate Training Workshop.......2007-01-26
This book has everything one needs to lead successful workshops and training programs, from agendas to evaluations. It gives strategies for designing workshops to meet the needs of the learners. It reviews models and theories of best practices. If you are in the business of providng workshops or training this book is an excellent resource. It has everything you need.
A mixed blessing.......2001-04-13
This is the most useful Training book I've come across in a long time. I find myself referring to it often. However, it is in desperate need of editing. It could easily be cut down by 1/3 - and that would make it much better.
Did anyone edit this book?.......2001-01-06
It is tragic to find wonderful research compiled into a book wrought with spelling, grammatical, and sentence structure errors. Unnecessary comments by the author makes reading even more tedious. A new edition with a good editor would make this book priceless.
Did anyone edit this book?.......2001-01-06
It is tragic to find wonderful research compiled into a book wrought with spelling, grammatical, and sentence structure errors. Unnecessary comments by the author makes reading even more tedious. A new edition with a good editor would make this book priceless.
A must for people in the workshop business!.......1999-03-05
"Ultimate" and "comprehensive" are the key words in the title that set this handbook apart from the others. They say it all - over 600 pages of checklists, diagrams, models, and examples covering every topic of the workshop business. And you are given permission to copy pages for personal workshop use! When paging through the book I began to play a game - he must have missed something! Well, whatever it is, I'm still looking...
Book Description
Discover a proven way to start successful and cost-effective training programs that produce tangible bottom line results Follow along as you are guided through the steps for creating a business plan, developing standards and policies, and setting budgets.
Customer Reviews:
How to Start a Training Program/ Carolyn Nilson.......2006-02-21
How to Start a Training Program/ Carolyn Nilson
What a great book. Definitely, a book I would recommend for any training program. A systematic guide on how to start a training program from training policy and standards to needs analysis and delivery and presentation tips. One of my favorite parts of the book was chapter 9 Delivery options and presentation tips, where it points out several different presentation and training methods and discusses each one. I also liked the train the trainer section where it gives you all the topics that need to be discussed while conducting the training. This is a great guide and I am very happy I bought it.
Training.......2001-04-18
I found this book to be very beneficial. The first section emphasizes the value of training programs by giving specific examples of struggling businesses which were aided by training programs. In another section, Nilson explores how to set up a training plan by using a business plan format. Each step of the way is thoroughly explained with helpful tips on how to make each step successful. In addition, Nelson offers suggestions on specific training methods. This book gives a practical insight into starting your own training program. Not only does she give advice, but she follows it up with specific details. These insights are backed by personal experiences. I highly recommend this book.
Great for new training professional.......2000-06-22
This book was insightful and full of easy-to-understand instructions on how to start a training program. From needs analysis through development, to marketing and delivery, this was a very useful book for learning the basics - in a hurry.
Book Description
Although the new millennium has ushered in an era of emphasis on e-commerce and globalization, trained sales professionals are still in demand. And developing them has never been more important. Many organizations lack a strategy and a structure for hiring, training, and developing sales professionals. This book provides a systematic framework and customizable approach to addressing this important organizational need. The case studies, lessons learned, and suggested development activities provide input from successful sales professionals that allows readers to gain valuable insight for improving the performance of their own sales organizations. For sales leaders, HR professionals, front-line managers, and others charged with the responsibility of developing an in-house sales development program or initiative, this book provides a roadmap and guide for building, implementing, and maintaining in-house programs for sales professionals across many industries, including manufacturing, health care, and the service sector. This work supplements the input from experienced sales professionals collected by personal interviews or survey instruments with material gleaned from the authors' personal experiences and involvement in a wide array of sales training and consulting projects.
Book Description
Any human resource manager knows they contribute to their organization's bottom line--here's how to prove it.
This groundbreaking book guides the reader through a proven, results-based approach to calculating the Return on Investment in training and performance improvement programs. Jack Phillips has composed user-friendly ROI calculations, plus:
* ten post-program data collection methods
* ten strategies for determining the amount of improvement that is directly linked to training programs
* ten techniques for converting both hard and soft data to monetary values
This book also details implementation issues, provides worksheets, and pinpoints non-monetary program benefits. A case study takes you through the ROI process step-by-step.
Don't wait for the budget axe. With this book, you get the strategy you need to turn your training/HRD department into a visible, indispensable profit center.
Any human resource manager knows they contribute to their organization's bottom line--here's how to prove it.
This groundbreaking book guides the reader through a proven, results-based approach to calculating the Return on Investment in training and performance improvement programs. Jack Phillips has composed user-friendly ROI calculations, plus:
* ten post-program data collection methods
* ten strategies for determining the amount of improvement that is directly linked to training programs
* ten techniques for converting both hard and soft data to monetary values
This book also details implementation issues, provides worksheets, and pinpoints non-monetary program benefits. A case study takes you through the ROI process step-by-step.
Don't wait for the budget axe. With this book, you get the strategy you need to turn your training/HRD department into a visible, indispensable profit center.
Customer Reviews:
This book is a GREAT return on your investment.......2000-06-19
Dr. Phillips has simplified a very complex concept. His step-by-step recommendations to conducting ROI studies are clear and concise. However, caveat emptor! He simplifies ROI so well that it seems relatively easy; but beware: there are great hurdles to leap when conducting ROI studies. While Phillips does cover some of the most serious obstacles one may face, such as getting management buy-in, isolating training effects, and handling soft data, conducting a ROI study is by no means a cake walk. For instance, ROI is more than a fifth level of evaluation after Kirkpatrick's four. It should be conducted at all levels of evaluation, which Phillips does suggest. Furthermore, ROI, or any evaluation effort for that matter, should not be viewed as merely a summative attempt; it should be conducted in an ongoing formative manner. Every project should have an evaluation component that parallels each task through the lifecycle of the project.
Additionally, in my opinion, Dr. Phillips' conservative approach to ROI is the greatest selling point. He accounts for error in all his measurements. For instance, when collecting self-report data, he has the respondent allocate a confidence weighting to their estimates. This confidence value weights the response while taking into account error. Furthermore, when calculating values for hard data or converting soft data (i.e., work habits and attitudes) to monetary benefits, he offers formulas that result in a range and suggests that the lowest, most conservative value is reported. Converting soft data to monetary benefits can be painstaking, but Phillips very eloquently addresses the conversion. By obtaining estimates from stakeholders (with a confidence weighting, of course), soft data can contribute to the overall calculation of return on investment. Therefore, your final conservative monetary return is not only based on hard data, but it is based on the less tangible elements of your organization as well.
If Phillips' approach to calculating ROI is too quantitative or laborious for your organization, you should consider calculating the return on expectations. Return on expectations can be assessed via a concept mapping (a multidimensional scaling approach) technique derived by Dr. Bill Trochium at Cornell University. Visit www.conceptsystems.com to review his technique. With Dr. Trochium's visual approach, you have stakeholders (i.e., stockholders, executive management, clients, employees, etc.) set expectations for your organization and then assess the alignment between set expectations and the actual performance of end groups. The result is a graphic pattern match that is easily interpreted and empowers decision-makers at all levels. Concept mapping has some of the same problems inherent in ROI, such as obtaining management buy-in. However, it is much easier to conduct than an ROI study, is based on a sound measurement techniques, and produces graphical results that, when considered collectively, illustrate the expected bang for your organization's buck
A good RETURN ON YOUR INVESTMENT!.......2000-06-13
Dr. Phillips has simplified a very complex concept. His step-by-step recommendations to conducting ROI studies are clear and concise. However, caveat emptor! He simplifies ROI so well that it seems relatively easy; but beware: there are great hurdles to leap when conducting ROI studies. While Phillips does cover some of the most serious obstacles one may face, such as getting management buy-in, isolating training effects, and handling soft data, conducting a ROI study is by no means a cake walk. For instance, ROI is more than a fifth level of evaluation after Kirkpatrick's four. It should be conducted at all levels of evaluation, which Phillips does suggest. Furthermore, ROI, or any evaluation effort for that matter, should not be viewed as merely a summative attempt; it should be conducted in an ongoing formative manner. Every project should have an evaluation component that parallels each task through the lifecycle of the project.
Additionally, in my opinion, Dr. Phillips' conservative approach to ROI is the greatest selling point. He accounts for error in all his measurements. For instance, when collecting self-report data, he has the respondent allocate a confidence weighting to their estimates. This confidence value weights the response while taking into account error. Furthermore, when calculating values for hard data or converting soft data (i.e., work habits and attitudes) to monetary benefits, he offers formulas that result in a range and suggests that the lowest, most conservative value is reported. Converting soft data to monetary benefits can be painstaking, but Phillips very eloquently addresses the conversion. By obtaining estimates from stakeholders (with a confidence weighting, of course), soft data can contribute to the overall calculation of return on investment. Therefore, your final conservative monetary return is not only based on hard data, but it is based on the less tangible elements of your organization as well.
If Phillips' approach to calculating ROI is too quantitative or laborious for your organization, you should consider calculating the return on expectations. Return on expectations can be assessed via a concept mapping (a multidimensional scaling approach) technique derived by Dr. Bill Trochium at Cornell University. ... With Dr. Trochium's visual approach, you have stakeholders (i.e., stockholders, executive management, clients, employees, etc.) set expectations for your organization and then assess the alignment between set expectations and the actual performance of end groups. The result is a graphic pattern match that is easily interpreted and empowers decision-makers at all levels. Concept mapping has some of the same problems inherent in ROI, such as obtaining management buy-in. However, it is much easier to conduct than an ROI study, is based on a sound measurement techniques, and produces graphical results that, when considered collectively, illustrate the expected bang for your organization's buck
A very useful guide to first timers in the area of ROI.......1998-10-20
The formula Phillips uses is a good one and he illustrates his model with many practical examples. There is a particularly good chapter on isolating the effects of training and this answers many of the objections raised to this sort of model where dollar amounts are calculated. The problem with the model is that it is mainly retrospective which means that you are closing the stable door after the horse has bolted in some cases. Having said that, it does deal with topics such as the collection of post program data in a thorough and clear way. If you are interested in intangible benefits of training then there is a chapter which deals with this topic. I would recommend that you also read the ASTD publication which Jack Phillips edited called 'Measuring Return On Investment'. Here there are 17 case studies which demonstrate how you can do ROI studies in the real world. Both these books are vital for anybody interested in the whole area of ROI on investment.
Book Description
A comprehensive step-by-step guide to evaluating training programs-from the creator of the "Kirkpatrick Model," the most widely used approach for evaluating training programs in industry, business, government, and academic institutions
Customer Reviews:
Foundation for Evaluation.......2007-09-29
Where would a learning event be without smiley sheets at the end? Well, learning events be in a much better place if they follow the levels outlined by Donald Kirkpatrick decades ago. Kirkpatrick's Four Levels helps training teams and organizations understand that there are connections between good training and the success of a company.
Kirkpatrick outlines his four levels into satisfaction, knowledge, application, return on investment. By measuring each level, an organization better understands what to reinforce and use each level as leading indicators of success rather than just a piece of paper that gets scribbled on at the end of a class or learning event.
As I have reread this numerous times, I wish there were more about the transition from knowledge to application. It took many years to learn how to align the measurement and behavior to anticipated application...but, then again, that would have taken away from my own learning experience. Read the chapters once all the way through, then use the book as a reference guide as you create each level yourself. It provides good reminders of why you are measuring and not just what to measure.
Important Reference Material For Training Careers.......2003-08-19
I will get right to the point about this book. If you are in human resources and in charge of a training program, a Training Manager, or a Trainer, this is your training bible. If you want to move up in your company or are considering interviewing with other companies in this field, the things in this book will be part of the conversation, and if you dont know the key elements you will not be getting the job.
An excellent book that will educated you about training and all the peripheral details that may be just as important as the actual class you teach.
A Classic, "Must have" for every training & development pro.......2003-07-08
Okay so this is an old and perhaps dated book, but it is still the definitive work on linking the training and development process to real knowledge, work performance, and business results.
Before Kirkpatrick (sometimes even today) Trainers and Training Managers would judge the effectiveness of a learning treatment by the opinion of the learner ("Level One" Measurement)...you know, those silly little evaluation sheets where we are always asked such banal questions as: "Did you LIKE the course," or the obligatory "Do you FEEL smarter," and so forth. Most in the educational field also understood the need of testing the learner in order to validate knowledge (This is "Level Two").
But in this book old Don K. gives us the Third and Fourth levels of learning. Level Three: Basically, if you cannot empirically demonstrate that the learning experience translates well into behaviors on-the-job, AND provide perceived value for the company (a.k.a. "Level Four"), then it really does not matter how much you actually learned, now does it spanky!?
As many might know, since the time of Kirkpatrick, ROI (Return on Investment) is now "the Fifth Level" of learning measurement. This ratio is defined as the Benefits of your learning program in dollars, Divided by the Total Cost of your program, Multiplied by 100, which gives you an ROI percentage. Anything over 100% suggests a positive return. Pffft! When will these so-called learning professionals learn to acount for the Net Present Value of cash?? I mean, even if you give a company a positive return because of your glorious learning management system, they still had to shell out massive capital upfront, right? So "Positive ROI" is not so easy as putting a dollar average on turnover percentages and then creating a ratio...
Anyway, please know that you simply have to understand the roots of Training ROI via Kirkpatrick before you can count yourself amongst the "Training Cognoscenti." : ) Enjoy!
A Significant Classic.......2000-07-06
If you expect to interact with those in the training industry, you had best be armed with knowledge of Kirkpatrick's four-level model. For instance, if someone asks, "What are you doing about Level IV?" you need to come back with a robust response such as, "Well, we evaluate the impact of training by....". Kirkpatrick first presented his model in 1959 in a series of articles in the Training and Development Journal. In this book, the Godfather of training evaluation succinctly outlines his four-level model of training measurement: measuring reaction, measuring learning, measuring behavior, and measuring results. This book is an up-to-date enhancement of his model. It consists of corporate examples, which are always helpful, and survey templates. If you are looking for a model to increase training effectiveness, reduce cycle time of design and development of courses, or establish baselines, this is a good primer. I praise him for consistently encouraging formative evaluation. Less seasoned training professionals only conduct summative evaluation (Level 1-smiley sheets), but evaluation should not be seen as an event as much as a life-cycle process. The ISD process includes a formative evaluation approach, which is often over looked. If you read this book and measure all four levels, you will be on the right track to evaluation utopia.
If you are a serious evaluator or interested in calculating return on investment, a "must read" is Jack Phillips Return on Investment in Training and Performance Improvement Programs. Phillips expands Kirkpatrick's models to a fifth level, which is return on investment (ROI), and encourages ROI at Kirkpatrick's four levels, too. If you are interested in implementing Kirkpatrick's four-level model and/or ROI, you need to read Another Look at Evaluation Training Programs. This book is a series of "best practice" articles compiled by Kirkpatrick.
One final note: Keep in mind that Kirkpatrick's model is not the only one out there. For instance, there is: Kaufman's Five Levels of Evaluation, The CIRO (context, input, reaction, and outcome) Approach, Stufflebeams's CIPP (context, input, process, and product) Model, Alkins' UCLA Model, and The Phillips Five-Level ROI Framework. Choose a best-fit model that is based on your known organizational barriers and the decisions important to your stakeholders.
Should be part of any trainerýs basic toolkit.......2000-06-27
This book should be in every instructional designer's or training manager's library. Kirkpatrick's four-level model of training evaluation is frequently referenced in the training literature and is the standard for evaluating the impact of training. It is part of the common language used in the training industry. This book is also an excellent primer for some of the basic issues involved in evaluating the effectiveness of training programs. It contains numerous case studies from actual training programs. Almost two-thirds of the book teaches through case studies.
The book also contains examples of data collection instruments and other evaluation tools that can be adapted for a trainer's own needs. I wish the first part of the book had been expanded to provide more explanation of the four levels before launching into the case studies. Kirkpatrick has edited another book, Another Look at Evaluating Training Programs, which contains articles by other evaluators who discuss many issues related to the Kirkpatrick model and provide further case studies.
There has been much interest in return-on-investment (ROI) in the training industry. Kirkpatrick cautions against confusing ROI with results; they are not the same. Financial return is just one of many possible critical success factors. The focus on ROI can even mask true business results that encompass more strategic factors and involve a larger time frame than is typically analyzed in ROI analysis. Nevertheless, the reader may want to look at Return on Investment in Training and Performance Improvement Programs by Jack Phillips.
Book Description
This book covers exactly what should be done for successful on-the-job training.
--Joseph A. Benkowski, technical training manager, Miller Brewing Company
The authors of the classic Mastering the Instructional Design Process offer a complete, step-by-step action guide to establishing or improving a comprehensive on-the-job training program for all job categories.
Professional trainers know that as time becomes a critical strategic resource, just-in-time training--training provided during real time on the job--is proving to be the most effective means of facilitating learning in the workplace. Yet in many organizations, OJT is typically left to supervisors, executives, and other well-intentioned coworkers who lack the necessary skills to plan and execute it successfully.
This research-based guide helps you to:
- Identify needs and establish goals
- Prepare trainees to learn
- Determine when on-the-job training is appropriate
- Plan an on-the-job training program
- Evaluate the results...and much more!
You'll get:
- Checklists
- Hands-on tools
- Case studies
- Charts
- And much more! Don't miss this opportunity to both improve training and save time and money.
Customer Reviews:
Disappointing.......2004-03-20
I was disappointed in this book. It's 10 years old (almost), so references to studies in the 1970's and 1980's seem outdated, leading me to doubt their applicability. I found Gary Sisson's "Hands-On Training" much more helpful for my training needs, and a better use of my company's money.
Finally, a Practical Guide for On the Job Training.......2001-11-16
I was completing my graduate degree when I started a search for sound practical material related to on the job training. (OJT) Much of what I found was weak, until I came across Dr. Rothwell's book.
This is an excellent book for someone responsible for OJT directly or even indirectly, ex. a Human Resources Manager. Dr. Rothwell provides a very clear and easy to follow format for establishing or fixing a broken OJT system.
I'm an HR Manager, and I used Dr. Rothwell's book as a part of a training program for our employee trainers who train our new and existing employees. They would read material assigned from the book and then make application to problems we experienced in our training. Using a facilitative style of training, in addition to the book for follow-up, provided for a good transfer of learning.
I highly recommend this for someone willing to put the effort into implementing or repairing an existing OJT process.
Finally, a Practical Guide for On the Job Training.......2001-11-16
I was completing my graduate degree when I started a search for sound practical material related to on the job training. (OJT) Much of what I found was weak, until I came across Dr. Rothwell's book.
This is an excellent book for someone responsible for OJT directly or even indirectly, ex. a Human Resources Manager. Dr. Rothwell provides a very clear and easy to follow format for establishing or fixing a broken OJT system.
I'm an HR Manager, and I used Dr. Rothwell's book as a part of a training program for our employee trainers who train our new and existing employees. They would read material assigned from the book and then make application to problems we experienced in our training. Using a facilitative style of training, in addition to the book for follow-up, provided for a good transfer of learning.
I highly recommend this for someone willing to put the effort into implementing or repairing an existing OJT process.
Books:
- Quick Guide to the 16 Personality Types in Organizations: Understanding Personality Differences in the Workplace
- Sew What! Skirts: 16 Simple Styles You Can Make with Fabulous Fabrics
- Singled Out: How Singles are Stereotyped, Stigmatized, and Ignored, and Still Live Happily Ever After
- Strategic Executive Development: The Five Essential Investments (Pfeiffer Essential Resources for Training and HR Professionals)
- StrengthsFinder 2.0: A New and Upgraded Edition of the Online Test from Gallup's Now, Discover Your Strengths
- StrengthsFinder 2.0: A New and Upgraded Edition of the Online Test from Gallup's Now, Discover Your Strengths
- StrengthsFinder 2.0: A New and Upgraded Edition of the Online Test from Gallup's Now, Discover Your Strengths
- Stress-Free Performance Appraisals: Turn Your Most Painful Management Duty into a Powerful Motivational Tool
- Stress Management for Dummies
- Successful Restaurant Design
Books Index
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| Subjects
| Books
Learning in Adulthood: A Comprehensive Guide (Jossey-Bass Higher & Adult Education)
The New Update on Adult Learning Theory: New Directions for Adult and Continuing Education (J-B ACE Single Issue)
The Adult Learner, Sixth Edition: The Definitive Classic in Adult Education and Human Resource Development
Enhancing Adult Motivation to Learn: A Comprehensive Guide for Teaching All Adults (Jossey Bass Higher and Adult Education Series)
Adult Learning Methods: A Guide for Effective Instruction
