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Training for Impact. How to Link Training to Business Needs and Measure the Results. Edition No. 1

  • ID: 2218586
  • Book
  • May 1989
  • 336 Pages
  • John Wiley and Sons Ltd
Document your efforts in terms management will understand

Are your employee training efforts really paying off? In thishands-on guide, two top human resources consultants present aresults-oriented, twelve-step approach that directly links trainingto specific organizational goals. Here is all the information andguidance you need to create a work environment that reinforces newskills and maximizes training results. You'll also learn todocument the effect your efforts have on the bottom line, tracksubtle but important changes in employee values and beliefs, anddemonstrate increased sales and productivity. It's THE definitivehandbook for tracking and cost justification of training anddevelopment efforts.
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Part One: Moving from Activity Training to Impact Training .

1. The Training-for-Activity Trap.

2. The Training-for-Impact Approach.

Part Two: Creating Strategic Partnerships with Management.

3. Identifying Business Needs and Clients.

4. Forming a Collaborative Relationship with Clients.

5. Conducting Initial Project Meetings.

Part Three: Diagnosing Organizational Needs and Making TrainingDecisions.

6. Assessing Performance Effectiveness.

7. Analyzing Causes of Performance Gaps.

8. Tabulating, Interpreting, and Reporting Results toClients.

Part Four: Building Evaluation and Tracking Systems into TrainingPrograms.

9. Participant Reactions: Going Beyond "Smile Sheets".

10. Participant Learning: Assessing Development of Knowledge andSkills.

11. Behavioral Results: Evaluating Transfer of Learning to theJob.

12. Nonobservable Results: Identifying Changes in Values, Beliefs,and Cognitive Skills.

13. Operational Results: Measuring Impact on the Business.

Part Five: Using the Training-for-Impact Approach.

14. How and Where to Begin.
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Dana Gaines Robinson
James C. Robinson
Note: Product cover images may vary from those shown