[PDF] Linking Training To Performance Goals eBook

Author : Toni Hodges
Publisher : Routledge
Page : 296 pages
File Size : 31,49 MB
Release : 2012-07-26
Category : Business & Economics
ISBN : 1136387234

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This book provides a step-by-step approach for developing learning and performance measures and a method for analyzing and reporting results. The easy to use format serves as a quick reference—featuring the necessary checklists to evaluate the situation and tools for immediate application in a number of organizational settings—sales, leadership, and technical. It will prove an invaluable resource for anyone involved in training, HRD, human resource measurement and evaluation, and performance improvement.

Author : Toni Hodges
Publisher : Routledge
Page : 294 pages
File Size : 11,91 MB
Release : 2012-07-26
Category : Business & Economics
ISBN : 1136387226

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This book provides a step-by-step approach for developing learning and performance measures and a method for analyzing and reporting results. The easy to use format serves as a quick reference—featuring the necessary checklists to evaluate the situation and tools for immediate application in a number of organizational settings—sales, leadership, and technical. It will prove an invaluable resource for anyone involved in training, HRD, human resource measurement and evaluation, and performance improvement.

Author : William J. Rothwell
Publisher : Amer. Assn. of Community Col
Page : 244 pages
File Size : 22,21 MB
Release : 2000
Category : Business & Economics
ISBN : 0871173611

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This book is written for workforce developers in community colleges and branch campus settings. College administrators, public officials, and employers may also find it helpful because it will give them a frame of reference for directing--or judging the quality of--community college workforce developers, the functions they oversee, the results they obtain, and the services they offer. This book can also serve as a text for the many students who are preparing themselves for careers in the challenging world of workforce development in community colleges. The book is intended to cover key issues in workforce development. The fifteen chapters are: (1) "The Role of Workforce Development Organizations" (Laurance J. Warford); (2) "Strategic Business Planning for Workforce Development" (Frederick D. Loomis); (4) "Integrating Workforce Development and Institutional Requirements" (James Jacobs); (5) "Competencies for Workforce Developers" (William J. Rothwell and Patrick E. Gerity); (6) "Building Community Partnerships for Workforce Development" (Mary Gershwin); (7) "Marketing Workforce Development Organizations" (Paul Pierpoint); (8) "The 5-S Consultative Approach to Sales" (Wesley E. Donahue and John E. Park); (9) "Finance and Budgeting for Workforce Development Organizations" (Leslie Roe); (10) "Establishing and Maintaining Effective Relations with Workforce Development Faculty, Staff, and Administrators" (Dennis Bona); (11) "Assessing Needs for Training and Nontraining Projects" (Elaine A. Gaertner and Cheryl A. Marshall); (12) "Integrating Complex Training and Nontraining Projects" (Ethan S. Sanders); (13) Evaluating Workforce Development Efforts (William J. Rothwell); (14) "Outsourcing Training" (Karen A. Flannery); and (15) "Lessons Learned and Emerging Issues" (Patrick E. Gerity). Appended are: (1) Developing a High-Performing Organization: Self-Assessment Instrument for Workforce Development Professionals in Higher Education; (2) Competency Model for Community College Workforce Developers; (3) Competency Assessment Instrument for Community College Workforce Developers; (4) Templates for Conducting 5-S Consultative Sales; (5) Coaching Checksheet for Community College Workforce Developers; (6) Templates for Community College Workforce Developers; and (7) State-by-State Electronic Resources for Workforce Development Strategic Plans and Customized Job Training Grants. The book also contains a foreword by George R. Boggs and James McKenney; preface; information about the contributors, and an index.

Author : Ron Drew Stone
Publisher : John Wiley & Sons
Page : 256 pages
File Size : 46,40 MB
Release : 2008-10-27
Category : Business & Economics
ISBN : 0470181753

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What makes some training programs successful while others produce disappointing results? The answer, says Ron Stone, lies in the processes trainers employ to determine needs, design and develop programs, deliver the training, and partner to get business results. It is time to reexamine these processes, says the author, and bring them into the twenty-first century. In Aligning Training for Results Stone provides a potent, comprehensive, and versatile resource to help guide trainers through assessing, designing, and delivering training solutions that achieve real and measurable results. Note: CD-ROM/DVD and other supplementary materials are not included as part of eBook file.

Author : Dana Gaines Robinson
Publisher : Pfeiffer
Page : 332 pages
File Size : 13,26 MB
Release : 1989
Category : Business & Economics
ISBN :

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This book presents a twelve-step approach to results-oriented training that links training courses directly to business needs, problems, and opportunities. It shows step-by-step how this approach can be successfully implemented to help achieve organizational goals, give people the skills and knowledge they need to improve their performance, create a supportive work environment to reinforce new skills, and produce measurable results that can be tracked on the job.

Author : David O'Donnell
Publisher :
Page : 0 pages
File Size : 50,95 MB
Release : 2005
Category :
ISBN :

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It is argued here, from a largely practitioner perspective, that a human resource development (HRD) strategy, allied with a global human resource management (HRM) strategy, is the effective way to link training policy and practice to organizational goals. Both manufacturing and service organizations require a critical mass of positive factors related to HRM to accomplish such goals. This involves the analysis of a myriad of internal and external environmental factors, a strategic approach in influencing key HRD stakeholders, and the formulation of HRD policies and plans in parallel with, and sometimes influencing, business strategy. This will link to all areas of the HR cycle - selection, appraisal, rewards and development - linked to individual, team and organizational performance.