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| the astd competency model: ASTD Competency Study Justin Arneson, William J. Rothwell, Jennifer Naughton, 2013 The ASTD Competency Study is your essential guide for understanding and using the ASTD Competency Model. The ASTD Competency Model remains the definitive framework for the training and development profession--understanding and applying the Model is essential for staying current and relevant in the field. This book presents the academic research behind the Model in a practical, actionable way. Ultimately, it helps training and development leaders and practitioners add power to their development plans by honing in on the key competencies and trends that really matter.--Back cover. |
| the astd competency model: ASTD competency study Justin Arneson, William J. Rothwell, Jennifer Naughton, 2013 The ASTD Competency Model is the definitive framework for the training and development profession; understanding and applying the model is essential for staying current and relevant in the field. |
| the astd competency model: Evernote: A Success Manual for College Students Stan Skrabut, 2022-01-09 In Evernote: A Success Manual for College Students, Stan Skrabut capitalizes on his decades of experience in higher education as an educator and student to share a tool that will help you become more successful in college. This tool is Evernote. Evernote can be used in all aspects of college life to make your experience less overwhelming. Skrabut not only provides a detailed overview of the Evernote application, you will learn strategies for using Evernote both in and out of the classroom. These strategies cover the many ways to take classroom notes along with best practices, conducting research, studying for exams, and tracking extracurricular activities. In this book, you will also learn how to integrate Evernote with other applications so that you can automate your research. Throughout the book, Skrabut offers detailed, concrete examples for using Evernote from setting up preferences, creating saved searches, and developing master study notes. These time saving strategies will help you spend more time focusing on learning. It is time to put your digital brain to work. |
| the astd competency model: ASTD Handbook for Workplace Learning Professionals Elaine Biech, 2008-05-01 Here's the must have reference book for anyone involved in training, human resources development, and workplace learning. Published by the most trusted name in the industry, The ASTD Handbook for Workplace Learning Professionals is a required tool for all learning professionals. This practical go to resource is a new contribution to the field, comprising 50+ chapters, each authored by renowned industry practitioners. The handbook offers the most up-to-date methodologies and practices covering the entire range of the training and development profession and also includes valuable worksheets and tools on a companion CD-ROM. |
| the astd competency model: The ASTD Handbook of Measuring and Evaluating Training Patricia Pulliam Phillips, 2010-06-16 A follow-on to ASTD's best-selling ASTD Handbook for Workplace Learning Professionals, the ASTD Handbook of Measuring and Evaluating Training includes more than 20 chapters written by preeminent practitioners in the learning evaluation field. This practical, how-to handbook covers best practices of learning evaluation and includes information about using technology and evaluating e-learning. Broad subject areas are evaluation planning, data collection, data analysis, and measurement and evaluation at work. |
| the astd competency model: Project Management: Concepts, Methodologies, Tools, and Applications Management Association, Information Resources, 2016-06-09 Organizations of all types are consistently working on new initiatives, product lines, or implementation of new workflows as a way to remain competitive in the modern business environment. No matter the type of project at hand, employing the best methods for effective execution and timely completion of the task at hand is essential to project success. Project Management: Concepts, Methodologies, Tools, and Applications presents the latest research and practical solutions for managing every stage of the project lifecycle. Emphasizing emerging concepts, real-world examples, and authoritative research on managing project workflows and measuring project success in both private and public sectors, this multi-volume reference work is a critical addition to academic, government, and corporate libraries. It is designed for use by project coordinators and managers, business executives, researchers, and graduate-level students interested in putting research-based solutions into practice for effective project management. |
| the astd competency model: The Routledge Companion to Human Resource Development Rob F. Poell, Tonette S. Rocco, Gene L. Roth, 2014-09-25 The field of Human Resource Development (HRD) has grown in prominence as an independent discipline from its roots in both management and education since the 1980s. There has been continual debate about the boundaries of HRD ever since. Drawing on a wide and respected international contributor base and with a focus on international markets, this book provides a thematic overview of current knowledge in HRD across the globe. The text is separated into nine sections which explore the origins of the field, adjacent and related fields, theoretical approaches, policy perspectives, interventions, core issues and concerns, HRD as a profession, HRD around the world, and emerging topics and future trends. An epilogue rounds off the volume by considering the present and future states of the discipline, and suggesting areas for further research. The Routledge Companion to Human Resource Development is an essential resource for researchers, students and HRD professionals alike. |
| the astd competency model: International Perspectives on Socio-Economic Development in the Era of Globalization Sen, Saurabh, Bhattacharya, Anshuman, Sen, Ruchi, 2016-03-08 In today’s world, globalization bears intense interdependencies between countries, and the impact global business transactions have on society and economics is more palpable than ever. Despite this, many developing countries in the global market find themselves struggling to support perpetual population growth. These countries must find ways to attain sustainable development in the economic, social, and environmental sectors. International Perspectives on Socio-Economic Development in the Era of Globalization seeks to examine the existing variability of development in the global marketplace and to identify the catalysts responsible for this disparity of success. This title analyzes the economic frontiers, social norms, and infrastructural capabilities that factor into the socio-economic growth of the developing and under-developed world. This book will become a definitive text for policy makers, academics, students, and business executives. |
| the astd competency model: Competency-Based Training Basics William J. Rothwell, Jim M. Graber, 2010-09-01 Competency-based training is a unique approach to training design that builds and enhances individual competencies in line with previously identified profiles of success. This training helps fill the gap between workers' actual performance and their ideal performance. Competency-Based Training Basics shows readers how to assess which competencies are important to an organization and individual positions, and how to design training around those competencies. |
| the astd competency model: World-Class Selling Brian W . Lambert, 2009-06-01 World-Class Selling delivers the latest research-based criteria for sales teams interested in selling more effectively against an ever-changing business environment. Sales leaders can use this title as a foundation to build or reorganize sales processes and sales people. Professionals (employees or consultants) working with or within the sales organization who have influence on the structure, processes, policies, and culture of the sales team and the sales and service culture of the organization will find this book an invaluable resource. Included in the text is the data-driven documentation needed to properly and confidently position sales resources and operations to achieve greater results. |
| the astd competency model: Success in Selling Reza Sisakhti, 2015-12-03 Success in Selling: Developing a World-Class Sales Ecosystem presents timely research on key trends reshaping today’s sales profession and introduces the new ATD World-Class Sales Competency Model. An indispensable reference for assembling a world-class sales force, Success in Selling offers a significant revision of the 2008 ATD World-Class Competency Model. It is a comprehensive sales tool essential for all sales professionals—from those on the front line of selling, to those managing and developing sales talent, to those creating other sales enablement solutions. It provides guidance for customizing the model’s key competencies for both organizations and individual sales professionals and features case studies, job aids, templates, and other tools critical for personal and organizational success. The highly anticipated new edition: offers key analysis of trends shaping today’s sales ecosystem presents detailed descriptions of sales competencies that drive success describes how organizations and individuals can customize the new model to their own needs. |
| the astd competency model: Competency-Based Human Resource Management David D. Dubois, William J. Rothwell, 2004-12-01 Why a focus on jobs is not enough Force-fitting employees to job descriptions leads to unhappy people and substandard performance. For years, HR professionals have struggled with this dilemma. But it doesn't have to be that way. Competency-Based Human Resource Management describes a new model of performance management that matches employee talents to the work that must be done. By focusing on the critical competencies that distinguish star performers, HR professionals can transform the way they recruit, select, train, develop, and compensate top-performing employees. |
| the astd competency model: From One to Many Jennifer J. Britton, 2013-06-27 Jennifer Britton has penned another winner! With From One to Many, Jennifer not only gives us a bird’s-eye-view perspective, but she also delves into the details we need to be successful as group and team coaches. I'm eager to incorporate this new material—not only into my course curriculum—but also into my own group coaching programs. —Jory H. Fisher, JD, www.JoryFisher.com “This remarkable resource gives coaches the necessary tools to expand their effectiveness and offer a group experience of connection and collaboration, providing an exceptional experience for many.” —Sandy Miller, MA, CPCC, ACC, www.revolutionizingdivorce.com From One to Many is a must-read for coaches, whether experienced or new to group and team coaching. Jennifer combines extensive research, personal and peer experiences, practical applications, and a comprehensive set of tools and resources to deliver another excellent book for professional coaches. —Janice LaVore-Fletcher, MMC, BCC, President, Christian Coach Institute Practical tips, tools, and insight on successful team and group coaching engagements As professional development budgets at many organizations remain flat or even shrink due to financial pressures, coaches and human resources leaders are looking for new ways to do more with less funding. Team coaching—which may span intact teams, project teams and virtual teams—and group coaching—spanning both organizational and public contexts—offer a solution to this developmental puzzle. Unfortunately, there are few practical resources available that address the best practices for team and group coaching. From One to Many fills that gap for coaches, leaders, and human resources professionals. The book explains how to integrate the practice into an organization and how to maximize it to full effect. One of the only books on the market that explores in-depth the related topics of team and group coaching Written by the founder of a performance improvement consultancy who is also a popular speaker on the subject Features new content specifically for practitioners in coaching, human resources, performance improvement and related fields |
| the astd competency model: ASTD 2004 Competency Study American Society for Training and Development, Paul R. Bernthal, 2004 This powerful new competency model provides a strategic roadmap for today's workplace learning and performance (WLP) professional by clearly identifying current and emerging trends and competencies. This is a key resource for a diverse group of individuals, including those who are just entering the field, those who are making hiring decisions, or creating curricula, and individuals looking for career development guidance and ways to bring greater value to their organizations. |
| the astd competency model: Sales Training Basics Angela Siegfried, 2010-02-01 Sales Training Basics recognizes the bottom line focus of sales professionals and offers proven techniques and approaches that create engaging and impactful training. The book provides learning professionals with specific guidance on designing programs that provide the right tools and techniques that deliver on an audience focused on value. In addition, trainers and facilitators are offered guidance on accessing their most charismatic and engaging self to draw in and hold the attention of sales professionals. While the book is focused on participant expectations, it does not neglect today’s organizational mandate to build training programs aligned to company strategic needs and vision. Finally, the author provides direction on alternate pathways to sales training through the use of technology and the power of blending both classroom and technology-bases approaches that give these sales professionals what they really want – more time in the field selling. |
| the astd competency model: Career Moves Caitlin Williams, Annabelle Reitman, 2013-09-13 Shifting demographics, economic turmoil, globalization, and a connected mobile culture have dramatically changed the workforce. Experienced career experts Caitlin Williams and Annabelle Reitman show you how to create your dream career by using and blending these changes in your career-planning process. Explore key competencies that professionals need to be successful, and learn how to make them work for you. This third edition is packed with all new material to help you succeed. Explore the key trends in the training profession. Learn to embrace the changes in the training industry to advance your career. Take advantage of the many exercises to help guide your career choices. |
| the astd competency model: The Wiley Blackwell Handbook of the Psychology of Training, Development, and Performance Improvement Kurt Kraiger, Jonathan Passmore, Nuno Rebelo dos Santos, Sigmar Malvezzi, 2020-06-02 This Handbook is sure to become a key resource for any researcher or professional looking for the latest and most innovative thinking from around the world on the full range of topics related to training, development, and performance management. Bradford S. Bell, PhD, Cornell University, USA. Editor, Personnel Psychology I wish I could have accessed this book many years ago. Comprehensive and scholarly, the four sections training, e-learning, personal and professional development and performance management fit well together and address a gap in the literature that has been apparent for some time. The psychological perspective speaks to growing interest in the micro-foundations of strategic success, and the blending together of both formal and informal perspectives on learning in organizations ensures a holistic rather than piecemeal approach to the question of how to build individual knowledge, skills, and competences in organizations. I believe that this book will make a significant impact on its target audience in this critical area. Helen Shipton, Professor of International Human Resource Management, Nottingham Trent University, UK The Wiley Blackwell Handbook of the Psychology of Training, Development, and Performance Improvement provides up-to-date, contemporary information for researchers and professionals by reviewing the latest literature and research in the interconnected fields of training, development, and performance appraisal. It brings a psychological perspective to bear on a multidisciplinary field that links to management, human resources, and education. Unique to reference works in this area, it maintains a truly global focus on the field with top international contributors looking at research and practice from around the world, including South America, Europe, Canada, and Australia, as well as the United States and the United Kingdom. The chapters cover a diverse range of important contemporary topics, such as needs analysis, job design, active learning, self-regulation, simulation approaches, 360-degree feedback, and virtual learning environments. Together, they offer researchers and professionals essential information for building a talented organization, a critical and challenging task for organizational success in the twenty-first century. |
| the astd competency model: Transformational HRM Practices for Hong Kong Anna P. Y. Tsui, Wilfred K. P. Wong, 2020-10-20 Focusing on the latest management trends, Transformational HRM Practices for Hong Kong provides HR professionals with a comprehensive and accessible guide to human resource management in Hong Kong. Written by a leading team of HR professionals, psychologists, legal experts, and academics, the book provides up-to-date coverage of current practices, laws and procedures, as well as guidance on the professional skills required to operate successfully in the region. Suitable for practitioners and students alike, the book contains authentic cases studies for local context and sets out the latest strategies for talent acquisition, assessment, performance, and reward. It provides essential coverage of organizational change management, recent technological advancements in the field, and outlines the development of Hong Kong’s employment laws and their likely implications for professionals. In one volume, this book provides the key information, guidance, and context HR professionals require to be successful in Hong Kong’s fast-changing business environment. ‘This book is the product of the collective wisdom of a team of well-qualified and experienced contributors. It successfully integrates both theory and practice with a lot of real-life cases and examples. It provides a valuable and up-to-date tool to support teachers, students, and practitioners in the new HR era.’ —Irene Chow, Professor and Head, Department of Management, Hang Seng University of Hong Kong ‘This is a timely and accessible collection on the HRM development in Hong Kong for business managers and aspiring HRM students. It explains succinctly the fundamental and drastic changes in the traditional HR sector in Hong Kong. Reading this book makes me realize how much HRM has been transformed since the internet era.’ —Steven Lui, Associate Professor, School of Management, UNSW Business School, UNSW Sydney ‘Each chapter of this book marks a specific HR topic with comprehensive deliberations on the transformation. It integrates both empirical studies as well as discussions of evolving HR practices. A unique reference that helps readers apprehend the drastic challenges in HR management from traditional to digital.’ —David Li (F.I.H.R.M, HK), Director, Human Resources, New Beta Innovation Limited; President, Hong Kong Institute of Human Resource Management (HKIHRM), 2014–2018 ‘The role of human resources management has been evolving over the years. This book focuses on contemporary HR topics within the Hong Kong context. It provides the reader with invaluable insights from seasoned practitioners, consultants, and well-respected academics. I would recommend this book to HR professionals, line managers, and aspiring HR students!’ —Margaret Cheng (F.I.H.R.M, HK), Human Resources Director, MTR Corporation Limited; President, Hong Kong Institute of Human Resource Management (HKIHRM), 2018–present; Chairperson, People Management Committee, Hong Kong Management Association (HKMA) |
| the astd competency model: Models for HRD Practice Nancy Dixon, Stephen M. Brown, John Poirer, American Society for Training and Development, 1991 |
| the astd competency model: The Basics of Achieving Professional Certification Willis H. Thomas, 2017-07-27 Professional certification has become a very popular topic and a significant number of individuals are making it a priority. Some people are torn on whether or not to obtain a certification to bolster their career. Others see the advantage of diversifying their professional portfolio and pursuing popular certifications in the areas of Project Management, Information Technology, Quality, or Human Resources. The Basics of Achieving Professional Certification: Enhancing Your Credentials provides clear-cut guidance on how to select a certification that is right for you and how you can continue to build your credentials in support of personal and professional goals. This easy-to-use guide can help anyone looking to achieve professional certification make informed decisions about the many options available. It can also help avoid the pitfalls of making the wrong choice as a result of being incorrectly informed. Examining the range of professional certifications offered by associations and organizations, it explains how to select the right professional certification and outlines best practices for completing the certification process. The book includes a CD that represents more than a year of development between resources in the U.S. and Europe. Packed with tools, it supplies permanent access to a suite of helpful training and development software, including:Library management system to track training material, books, and related items (created in MS Access)Learning management system to ensure training compliance (created in MS Access)A number of project management resources, including a comprehensive exam preparation programRoyalty free multimedia resources to add pizzazz to your e-learning programsForms, templates, and checklists to support training administrationTool |
| the astd competency model: Puppets Or People René Nel, 2009 Managers often forget that their staff are not just workers or employees, they are complex individuals and every person brings unique skills to the workplace. But by expecting employees simply to do as they are told, managers run them into mere, unthinking puppets - to the detriment of their company's success. By compartmentalising processes and departments, managers isolate groups of employees, who stop asking questions and stop thinking about the consequences of their tasks. Duplication occurs and, even worse, tasks fall through the cracks. This book assists managers to look at the broader picture and see how a decision, project or new process impacts on systems in the work environment. The book uses the People and Organisational Development Integrated Approach Model. This model simplifies the concepts, processes and procedures of putting an integrated people and organisational development strategy together. It also highlights the golden thread in dealing with people and organisational development, which is the link between initiatives and the interrelationship of components. |
| the astd competency model: The Changing World of the Trainer Martyn Sloman, 2007-05-07 The ‘Changing World of the Trainer’ considers how the human resource development professional should undertake his or her role in today’s organization. It offers a new framework which reflects the business reality of the modern world. This practical work proceeds through a series of tools, checklists, questionnaires and instruments and presents an extensive series of illustrative case studies, drawn from organizations throughout the world. The book argues that the problems that trainers face are fundamentally the same. Their objective is to put a process in place to ensure that employees are able to acquire the knowledge and skill required by the organization. The acquisition of individual and collective knowledge and skills is not the primary purpose of the organization – skills are a means to the end of profitability and service delivery. Hence training is a derived or secondary activity. In the world economy a global model of human resource development is emerging. In one form or another, organizations are seeking to develop what are known as high performance working practices. What the customer requires drives business processes: staff must be recruited, retained and motivated. Effective learning, training and development is now essential. This does not mean the end of the traditional off-the-job training course. There are many occasions, and these are illustrated within the book, when a training course delivered by a subject-matter expert is an effective way of promoting the organization’s objectives through individual learning. However, it is increasingly evident that the range of interventions undertaken by the trainer extends far beyond the design and delivery of the training course. There has been a huge increase in coaching and in ways of promoting group learning. Action learning is undergoing a resurgence. Generally there has been a growth of non-directive forms of intervention; a shift in emphasis from instruction to the facilitation of the learning process. Many practitioners are proceeding effectively to redefine their roles in a variety of different ways. However, it is now time to offer a formal expression of the new training and learning role. Martyn Sloman is highly respected intermationally within the field of learning and development, with experience as a practitioner in the public, private and voluntary sectors. |
| the astd competency model: Capabilities for Talent Development Pat Galagan, Morgean Hirt, Courtney Vital, 2019-12-18 What Talent Development Professionals Should Know and Do to Be Successful The talent development field is deep and wide, encompassing the efforts that foster learning and employee development to drive organizational performance, productivity, and results. Major societal forces and business changes require talent development professionals across all industries to adopt new approaches and upgrade skills to keep pace and grow. Capabilities for Talent Development presents the new ATD Capability Model, a powerful framework to guide the profession in what practitioners need to know and do to develop themselves, others, and their organizations. ATD’s research shows that the future of work will require talent development professionals to leverage interpersonal skills, along with their professional expertise, to work as a true business partner to achieve organizational goals. As organizations respond to trends in business, science, and technology—such as artificial intelligence and automation, brain-based learning, new ways to enlist skilled talent brought on by the gig economy, and other factors—professionals must develop their knowledge and skills from three domains of practice: Building Personal Capability Developing Professional Capability Impacting Organizational Capability Capabilities for Talent Development offers an in-depth look at the Model and its components, drawing from the research behind it. Inside are application tips for individuals, educators, and organizations, as well as examples and interviews with thought leaders that describe an exciting future ahead for the talent development field. The ATD Capability Model is future-oriented and can help you personalize your development needs. Grow your career as you grow your knowledge and skills in talent development. |
| the astd competency model: A Practical Guide to Training and Development Michael Moskowitz, 2008-07-23 To stay ahead of the competition, today?s organizations must investin ongoing training that continuously improves their employees?knowledge and skills. A Practical Guide to Training andDevelopment is a comprehensive resource that offers atheoretical, strategic, and practical foundation of the entiretraining process. The book outlines a step-by-step approach forassessing, designing, delivering and evaluating training. |
| the astd competency model: Dream! Create! Sustain! Francis M. Duffy, 2010-08-16 This book provides change leaders in education with essential concepts, principles, strategies, and tactics for how to create and sustain whole-system change in their school systems. |
| the astd competency model: The John Zink Hamworthy Combustion Handbook, Second Edition Charles E. Baukal, Jr., 2012-12-13 Despite the length of time it has been around, its importance, and vast amounts of research, combustion is still far from being completely understood. Environmental, cost, and fuel consumption issues add further complexity, particularly in the process and power generation industries. Dedicated to advancing the art and science of industrial combustion, The John Zink Hamworthy Combustion Handbook, Second Edition: Volume One – Fundamentals gives you a strong understanding of the basic concepts and theory. Under the leadership of Charles E. Baukal, Jr., top combustion engineers and technologists from John Zink Hamworthy Combustion examine the interdisciplinary fundamentals—including chemistry, fluid flow, and heat transfer—as they apply to industrial combustion. What’s New in This Edition Expanded to three volumes, with Volume One focusing on fundamentals Extensive updates and revisions throughout Updated information on HPI/CPI industries, including alternative fuels, advanced refining techniques, emissions standards, and new technologies Expanded coverage of the physical and chemical principles of combustion New practices in coal combustion, such as gasification The latest developments in cold-flow modeling, CFD-based modeling, and mathematical modeling Greater coverage of pollution emissions and NOx reduction techniques New material on combustion diagnostics, testing, and training More property data useful for the design and operation of combustion equipment Coverage of technologies such as metallurgy, refractories, blowers, and vapor control equipment Now expanded to three volumes, the second edition of the bestselling The John Zink Combustion Handbook continues to provide the comprehensive coverage, up-to-date information, and visual presentation that made the first edition an industry standard. Featuring color illustrations and photographs throughout, Volume One: Fundamentals helps you broaden your understanding of industrial combustion to better meet the challenges of this field. For the other volumes in the set, see The John Zink Hamworthy Combustion Handbook, Second Edition: Three-Volume Set. |
| the astd competency model: Vault Guide to Human Resources Careers Susan D. Strayer, 2005 Get the inside scoop on exciting corporate anf entrepreneuership careers in this new Vault guide to human resources offering a detailed account of how HR fits in an organization, career paths, getting hired, education, salaries, professional development, typical HR functions and roles, and more. |
| the astd competency model: The Routledge Companion to Strategic Risk Management Torben Andersen, 2015-12-22 Managing risk in and across organizations has always been of vital importance, both for individual firms and for the globalized economy more generally. With the global financial crisis, a dramatic lesson was learnt about what happens when risk is underestimated, misinterpreted, or even overlooked. Many possible solutions have been competing for international recognition, yet, there is little empirical evidence to support the purported effectiveness of these regulations and structured control approaches, which leaves the field wide open for further interpretation and conceptual development. This comprehensive book pulls together a team of experts from around the world in a range of key disciplines such as management, economics and accounting, to provide a comprehensive resource detailing everything that needs to be known in this emerging area. With no single text currently available, the book fills a much needed gap in our current understanding of strategic risk management, offering the potential to advance research efforts and enhance our approaches to effective risk management practices. Edited by a globally recognized expert on strategic risk management, this book will be an essential reference for students, researchers, and professionals with an interest in risk management, strategic management and finance. |
| the astd competency model: The History of Human Resource Development Claretha Hughes, Matthew W. Gosney, 2016-01-26 The history of human resource development embraces humankind's investment in one another's skills, knowledge, and abilities. As the field transitions into a more mature discipline, there is a need to understand the philosophies upon which certain theories and methodologies are based. Providing a historical narrative of HRD from the beginning of human history through modern times, this book reveals the consistent interaction between the philosophies of the time, theories, and methods of people management and how these philosophies impact what is known as HRD today. Drs. Gosney and Hughes offer a robust examination of HRD and provide a methodology for critical thinking to better understand the theories and assumptions of the field. They provide a model whereby scholars and practitioners can better understand and evaluate modern HRD through the context of HRD history. |
| the astd competency model: Training For Dummies Elaine Biech, 2011-03-04 Tackle training and development the fun and easy way so you can share your specialized knowledge with others Millions of Americans train others as part of their jobs. Whether you're an employee training your co-workers on a new process or skill, a volunteer asked to train new volunteers, a chef training your staff, or a paramedic giving CPR training, it's just as important to know how to teach others as it is to know what you're talking about. It doesn't matter how much you know about your subject if you can't share it with others. And that's where Training For Dummies comes in—it offers all the nuts and bolts of training for anyone who has to educate others on any subject and in any field—and it's written in plain English. Covering all the modern, interactive instructional methods and dynamic training approaches available, this hands-on guide will help you inspire trainees and keep them engaged throughout the training program. You'll discover: How to master the jargon of training The keys to using audio and visual aids effectively How to prepare for the training certification process Helpful ways to evaluate your results and improve your tactics Tips, techniques, and tidbits for enhancing your training sessions Methods that improve trainee participation Alternatives to the traditional lecture method Tactics for gauging and managing group dynamics Strategies for addressing problems in the classroom Hints for understanding and adapting to different learning styles Resources and other extra material you can immediately use The book has a part dedicated to the training profession, so if you're interested in becoming a professional trainer, you'll learn how to upgrade your skills and knowledge and what the trainer certification process entails. You'll also gain a perspective on other aspects of the field of training. Additionally, Training For Dummies shows you ways to inject humor into your training sessions, ideas for saving time in the training room, and icebreakers that actually break the ice. Get your own copy to start flexing your training muscle today. |
| the astd competency model: International Handbook of Research in Professional and Practice-based Learning Stephen Billett, Christian Harteis, Hans Gruber, 2014-07-15 The International Handbook of Research in Professional and Practice-based Learning discusses what constitutes professionalism, examines the concepts and practices of professional and practice-based learning, including associated research traditions and educational provisions. It also explores professional learning in institutions of higher and vocational education as well the practice settings where professionals work and learn, focusing on both initial and ongoing development and how that learning is assessed. The Handbook features research from expert contributors in education, studies of the professions, and accounts of research methodologies from a range of informing disciplines. It is organized in two parts. The first part sets out conceptions of professionalism at work, how professions, work and learning can be understood, and examines the kinds of institutional practices organized for developing occupational capacities. The second part focuses on procedural issues associated with learning for and through professional practice, and how assessment of professional capacities might progress. The key premise of this Handbook is that during both initial and ongoing professional development, individual learning processes are influenced and shaped through their professional environment and practices. Moreover, in turn, the practice and processes of learning through practice are shaped by their development, all of which are required to be understood through a range of research orientations, methods and findings. This Handbook will appeal to academics working in fields of professional practice, including those who are concerned about developing these capacities in their students. In addition, students and research students will also find this Handbook a key reference resource to the field. |
| the astd competency model: Demystifying Technical Training Wendy L. Combs, Bettina M. Davis, 2010-07-01 Praise for Demystifying Technical Training Demystifying Technical Training is a must-read for CLOs, managers of training, instructors, and instructional designers. All who read it will gain critical insights into how to lower the cost and improve the efficiency and effectiveness of learning. —Wm. Douglas Harward, CEO and founder of Training Industry, Inc. Individuals interested in and accountable for deriving significant value from technical training investments will gain great benefit from reading this book and applying its wisdom. —Karen Kocher, CLO at Cigna Healthcare Demystifying Technical Training is an essential, complete guide for any learning organization. The overviews and concepts are clearly stated, while the case studies and sidebars provide practical examples you can apply in your situation. —Jean Barbazette, president of The Training Clinic and author of Managing the Training Function for Bottom-Line Results Considering the cost of acquiring and developing talent, why wouldn't all CEO/COOs insist on investing in people to improve results and reduce risk? This book demystifies the process of developing technical experts to increase the return on investment in human capital. Bravo! —Martin J. Menard, former group CIO at Intel Corporation Technical training is a key to sustaining competitiveness in the new economy. Learn how to leverage and optimize its value in your organization through this wonderfully insightful and practical resource. —Dr. Arthur L. Jue, director of global organization and talent development at Oracle and co-author of Social Media at Work: How Networking Tools Propel Organizational Performance Don't be misled by the title—this book—while focusing on the often segmented world of domain specific job skills—provides guidance valid for the full spectrum of workforce learning from soft-skills to 'technical' skills. —Ruth Clark, principal and president of Clark Training & Consulting and author of e-Learning and the Science of Instruction |
| the astd competency model: Keeping Your Career on Track Sue Kaiden, 2014-07-23 Where do you see yourself five years from now? It’s important to consider where you want to go on your career journey, whether you’re currently in the job market or not. Mapping out a plan for your professional life will help you stay abreast of changes in your field and identify any tune-ups that might be necessary. This TD at Work will help you to: • Recognize what you have to offer employers. • Clarify your preferred skills and work environment. • Refine your career aspirations. • Evaluate your strengths and identify any gaps.• Develop an action plan. |
| the astd competency model: Informal Learning Basics Saul Carliner, 2023-05-26 Informal Learning Basics provides training and development professionals with guidance and practical lessons on harnessing the vast potential of informal learning in their organizations. While formal training has been the focus of many corporate training programs for the past century or more, much of the actual knowledge and many of the skills workers use in performing their jobs are nonetheless developed informally. Informal Learning Basics will assist you in recognizing and utilizing the informal learning possibilities in your company, and will show you how to create a framework of highly cost-effective training opportunities and a culture in which your employees are able to learn and grow in an efficient and unobtrusive way. In addition to providing an in-depth study of the concepts of informal learning, Informal Learning Basics also offers: -an analysis of how workers develop much of the knowledge for their jobs informally -real-world case examples of informal learners -an examination of the nine principles which govern informal learning in the workplace -suggestions on how to blend formal and informal learning in your organization -descriptions of specific activities for both group and individual informal learning opportunities - a discussion of the importance of support personnel in creating and maintaining effective informal learning programs - an exploration of the significant role played by technology in informal learning - information on the importance of providing a codified framework for informal learning in your organization - a consideration of the fact that traditional approaches to evaluating training are often ineffective when evaluating informal learning, and suggestions on how to best evaluate informal learning programs. In an era where organizations of all shapes and sizes are increasingly focused on cutting budgets and maximizing the return on their training investment, incorporating informal learning opportunities into your training programs will result in competent and knowledgeable employees, and great ROI for your company. With its wealth of insight and information on capturing the potential of informal learning and using it to your organization’s advantage, Informal Learning Basics is essential reading for every training and development professional. |
| the astd competency model: Revolutionize Learning & Development Clark N. Quinn, 2014-04-07 Transform learning and development practices to make your programs relevant and meaningful Existing training and development practices need a major overhaul. Learning and development practitioners and managers must increasingly face the fact that old methods are no longer relevant in today's tech-savvy world and, in many cases, they simply don't work. In Revolutionize Learning and Development, you'll get a straightforward look at how people really learn and get introduced to practical steps for rethinking, redesigning, and reestablishing learning delivery. This book shows you how to take advantage of new understandings and new technologies so you can make a meaningful impact on your organization. In four sections, the book lays out crucial background knowledge, conceptual frameworks, and practical steps for transforming learning and development so that it has the greatest return for businesses. Managers, practitioners, and executives will benefit from the illustrations, vignettes, and sidebars that highlight the author's advice and expertise. Learn to avoid the pitfalls of outdated and irrelevant learning solutions, including those that ignore the importance of clear objectives, proper execution, and thorough evaluation Discover the practical steps for implementing the best and most effective strategies for making the most of training programs Benefit from a thorough examination of what happens when managers and practitioners make major changes in strategy, leadership, and technology Get familiar with the roles of research-based frameworks, performance support, and informal learning Don't let learning and development myths derail you. Find out how to breathe new life into your programs with practical guidance designed to inspire today's best learning technology solutions. |
| the astd competency model: Coaching Culture Susanne Knowles, 2022-08-23 This book reports on an empirically-based, theoretical model of coaching culture development over four stages. This is the first model of coaching culture development that goes beyond the listing of stages and strategies in the academic literature based on pracademic experience. It is a dynamic, process model which informs practitioners of how to develop a coaching culture in organisations. Each stage is explained in terms of how coaching is conceptualised by organisational leaders, the motivation for introducing coaching into the organisation, the organisational members who are the recipients of coaching, and those who are involved in delivering the coaching at each stage. The model contributes to the academic literature and the growing calls for coaching to become a discipline in its own right. |
| the astd competency model: Transforming Organisational Culture Through Coaching Dr Susanne Knowles, 2020-01-28 Organisations continue to look for ways to increase shareholder value. After they downsize and rightsize, leaders look to maximise the return on their human capital investment. Coaching, when delivered throughout the organisation, has been found to be a particularly effective and powerful means of creating transformational, cultural change. Organisations with a growth mentality use coaching to recognise and unleash the potential of all employees. The book is an informative source of practical strategies and mechanisms to successfully develop and embed a coaching culture into an organisation. CEOs, senior executives, organisational leaders and HR professionals will benefit from the structured approach to changing organisational thinking and behaving to bring about cultural change. Leaders can checklist where they are on their journey to embedding a coaching culture and identify any gaps they need to fill, plus the next steps they need to take to become a fully transformed organisation benefitting from increased staff engagement, productivity improvements and the retention of talented staff. Four discrete stages that organisations go through to develop a coaching culture have been identified from my research. These stages relate to organisational leaders' understanding of coaching, motivation for coaching, key drivers of coaching throughout the organisation and the people who deliver the coaching. Processes and strategies for organisations to transition from one stage to the next are detailed. The educational, psychological and management strategies and mechanisms by which organisational leaders learn, grow and behave differently as the organisation transitions from one stage to the next are revealed. Implications for CEO and senior executives, HR professionals and organisational leaders are outlined. |
| the astd competency model: Learning and Development for Managers Eugene Sadler-Smith, 2009-02-09 This text describes, analyses and synthesises a wide range ofcontemporary issues from research and practice in the field ofindividual and collective workplace learning and development. Enables students and managers of learning and development(L&D) to understand the theory and practice of L&D inorganizations. Explores the concept of learning from a variety of perspectivesthrough the use of examples of research and practice from all overthe world. Takes a broad view of learning as encompassing both explicitand implicit and individual and collective learningprocesses. Argues that the practice of L&D should be based upon arigorous theoretical and empirical base. Each chapter uses synopses of research studies and case studiesfrom businesses to illustrate the most important theories, conceptsand models. Lists of key concepts, knowledge outcomes, ‘perspectivesfrom practice’, ‘perspectives from research’,discussion points (for individual or class use), and conceptchecklists to benefit both students and teachers. Is illustrated throughout with diagrams, tables and‘L&D facts and figures’. |
| the astd competency model: Sustaining Change in Organizations Julie Hodges, Roger Gill, 2014-12-01 Indispensable to understanding change, this unique text provides a comprehensive examination of how change can be sustained within organizations today. Featuring critical insights into theoretical concepts and current international examples, the book provides an accessible way for students to enhance their understanding and develop the crucial skills need to be successful when managing and leading change in organisations. Key Features: Synthesizes what is known about change in organizations and then provides practical ways of sustaining it Contains an international range of case studies and interviews which link theory to practice throughout Explores key contemporary topics such as power, politics, ethics and sustainability for an enhanced understanding of current debates and issues Activities, discussion questions and further reading in each chapter test your understanding of the key concepts and reinforce your learning End of book Glossary defines key terms, for those new to studying change. Comes with access to additional resources for students and lecturers including relevant SAGE journal articles to encourage wider reading |
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