101 Learning and Development Tools is your practical guide to all the most up-to-date training techniques, organized around the classic learning and development cycle. Whether you need a quick, ready solution or some guidance on where to go for in-depth information, this is your essential reference guide. It picks up from where you are in the process of managing learning, and helps you place it in a broader context. Each chapter is a mini guide to each tool with: ¿ a description of the tool ¿ analysis ¿ resources needed ¿ cost implications ¿ cross-references to help you identify alternative or…mehr
101 Learning and Development Tools is your practical guide to all the most up-to-date training techniques, organized around the classic learning and development cycle. Whether you need a quick, ready solution or some guidance on where to go for in-depth information, this is your essential reference guide. It picks up from where you are in the process of managing learning, and helps you place it in a broader context. Each chapter is a mini guide to each tool with: ¿ a description of the tool ¿ analysis ¿ resources needed ¿ cost implications ¿ cross-references to help you identify alternative or related tools for further study or investigation 101 Learning and Development Tools is the indispensable, all-in-one-volume reference book for both professionals in the field and students learning about the subject.Hinweis: Dieser Artikel kann nur an eine deutsche Lieferadresse ausgeliefert werden.
Kenneth Fee is a learning and development consultant who specializes in e-learning strategy. He has consulted with blue chip clients and designed solutions based on published learning resources. He was founder CEO of the eLearning Alliance. He is also the author of Delivering E-Learning: A Complete Strategy for Design, Application and Assessment also published by Kogan Page.
Inhaltsangabe
Introduction 1. The learning and development cycle Part 1 Learning needs analysis 2. Understanding learning, development, education and training 3. L&DNA grids 4. Identifying organizational learning needs: a step-by-step approach 5. Performance analysis quadrant 6. The learning curve 7. Bloom's taxonomy of learning domains 8. Informal and non-formal learning 9. Kolb's experiential learning cycle 10. Honey and Mumford's learning styles 11. Rose's learning styles 12. Overcoming barriers to learning 13. Johari window 14. How to develop a learning culture 15. How to develop a learning organization 16. The learning value chain 17. Accelerated learning 18. Emotional intelligence 19. Gardner's multiple intelligences 20. Neuro-linguistic programming 21. Knowledge management: distinguishing data, information and knowledge 22. The five aspects of talent management 23. The talent web 24. The succession planning cycle 25. Devising and using standards of competence 26. Board-level development: a needs audit 27. Learning methods and styles grid 28. Learning methods choice matrix Part 2 Planning learning 29. The six essential elements of a learning strategy 30. Using the learning and development cycle to plan learning interventions 31. A step-by-step guide to planning a learning event 32. Personal development planning 33. Using different approaches to learning and development 34. Criteria for choosing a learning approach 35. A checklist for procuring learning services 36. Outsourcing versus insourcing 37. The four phases of knowledge management 38. The three component parts of e-learning 39. The five models of e-learning 40. Learning design: the five dimensions 41. The route map model for e-learning design 42. A classification of e-learning technologies 43. What to look for in a digital learning platform 44. Checklist - 10 things to look out for when dealing with e-learning vendors 45. What to look for in a learning and development consultant 46. What to look for in learning materials 47. Working with union learning representatives 48. Using qualifications 49. Reference list of learning and development methods Part 3 Implementing learning 50. Icebreakers 51. Coaching - tips and pitfalls 52. Facilitation - tips and pitfalls 53. Lecturing - tips and pitfalls 54. How to mentor someone 55. How to organize work-based learning 56. Guided practice 57. Putting together action learning sets 58. Setting up a community of practice 59. The seven pillars of a corporate university 60. Preparing a lesson plan 61. Preparing to deliver a course: a checklist 62. Tips for team teaching 63. 360-degree feedback 64. Psychometric instruments for development rather than assessment 65. Innovative approaches to learning 66. Using storytelling in learning and development 67. Games, and learning through play 68. Simulation 69. Volunteering-based learning 70. Development centres 71. Assessing and recording competence 72. Learning logs and contracts 73. Guided reading 74. Appreciative inquiry 75. Networking via professional bodies 76. Outplacement services 77. Blended learning models 78. Social networking and collaborative tools 79. Checklist for setting up a learning centre Part 4 Evaluating learning 80. Costing learning 81. Assessing learning 82. Talent management and development: the GE nine box model 83. Quality management of learning: the diamond model 84. Applying quality management tools to learning 85. Making a business case for learning and development 86. Internal marketing of learning and development 87. How to get value from a corporate university 88. How to get value from learning consultants 89. Evaluation: how to recognize and when to use the main methods 90. Kirkpatrick's four levels of evaluation 91. Producing an evaluation sheet 92. Measures in evaluating learning 93. CIPD partnership of learning model 94. Evaluation metrics 95. Calculating return on investment 96. Evaluation: return on expectations 97. Six Sigma for learning and development 98. Balanced scorecard for learning and development 99. E-learning: the impact matrix 100. Evaluation: total value add 101. You
Introduction 1. The learning and development cycle Part 1 Learning needs analysis 2. Understanding learning, development, education and training 3. L&DNA grids 4. Identifying organizational learning needs: a step-by-step approach 5. Performance analysis quadrant 6. The learning curve 7. Bloom's taxonomy of learning domains 8. Informal and non-formal learning 9. Kolb's experiential learning cycle 10. Honey and Mumford's learning styles 11. Rose's learning styles 12. Overcoming barriers to learning 13. Johari window 14. How to develop a learning culture 15. How to develop a learning organization 16. The learning value chain 17. Accelerated learning 18. Emotional intelligence 19. Gardner's multiple intelligences 20. Neuro-linguistic programming 21. Knowledge management: distinguishing data, information and knowledge 22. The five aspects of talent management 23. The talent web 24. The succession planning cycle 25. Devising and using standards of competence 26. Board-level development: a needs audit 27. Learning methods and styles grid 28. Learning methods choice matrix Part 2 Planning learning 29. The six essential elements of a learning strategy 30. Using the learning and development cycle to plan learning interventions 31. A step-by-step guide to planning a learning event 32. Personal development planning 33. Using different approaches to learning and development 34. Criteria for choosing a learning approach 35. A checklist for procuring learning services 36. Outsourcing versus insourcing 37. The four phases of knowledge management 38. The three component parts of e-learning 39. The five models of e-learning 40. Learning design: the five dimensions 41. The route map model for e-learning design 42. A classification of e-learning technologies 43. What to look for in a digital learning platform 44. Checklist - 10 things to look out for when dealing with e-learning vendors 45. What to look for in a learning and development consultant 46. What to look for in learning materials 47. Working with union learning representatives 48. Using qualifications 49. Reference list of learning and development methods Part 3 Implementing learning 50. Icebreakers 51. Coaching - tips and pitfalls 52. Facilitation - tips and pitfalls 53. Lecturing - tips and pitfalls 54. How to mentor someone 55. How to organize work-based learning 56. Guided practice 57. Putting together action learning sets 58. Setting up a community of practice 59. The seven pillars of a corporate university 60. Preparing a lesson plan 61. Preparing to deliver a course: a checklist 62. Tips for team teaching 63. 360-degree feedback 64. Psychometric instruments for development rather than assessment 65. Innovative approaches to learning 66. Using storytelling in learning and development 67. Games, and learning through play 68. Simulation 69. Volunteering-based learning 70. Development centres 71. Assessing and recording competence 72. Learning logs and contracts 73. Guided reading 74. Appreciative inquiry 75. Networking via professional bodies 76. Outplacement services 77. Blended learning models 78. Social networking and collaborative tools 79. Checklist for setting up a learning centre Part 4 Evaluating learning 80. Costing learning 81. Assessing learning 82. Talent management and development: the GE nine box model 83. Quality management of learning: the diamond model 84. Applying quality management tools to learning 85. Making a business case for learning and development 86. Internal marketing of learning and development 87. How to get value from a corporate university 88. How to get value from learning consultants 89. Evaluation: how to recognize and when to use the main methods 90. Kirkpatrick's four levels of evaluation 91. Producing an evaluation sheet 92. Measures in evaluating learning 93. CIPD partnership of learning model 94. Evaluation metrics 95. Calculating return on investment 96. Evaluation: return on expectations 97. Six Sigma for learning and development 98. Balanced scorecard for learning and development 99. E-learning: the impact matrix 100. Evaluation: total value add 101. You
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