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Using the Internet

Planning for E-Learning As the Training Manager for your organization you are planning to launch an e-leaming initiative for your corporate headquarters in the next fiscal year. To receive funding for this initiativeyou have been asked to put together a presentation to the President/CEO, Senior Vice Presidents, and the Board of Directors on e-learning and t e needs assessment for phase…

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Evaluation of Training

Evaluation of Training Evaluation of training compares the post-training results to the objectives expected by managers, trainers, and trainees, Too often, training is conducted with little thought of measuring and evaluating it later to see how well it work . Because training is both time-consuming and costly, evaluation should be done. Levels of Evaluation It is best to…

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E-Learning Training On-line

E-Learning Training On-line E-learningis defined as the use of the Internet or an organizational intranet to conduct training on-line. Many people possess a familiarity with the .Internet, which has so dramatically altered the way people do business, locate information, and communicate. An intranet is similar to the Internet, but it is a private organizational network behind “firewall” software that…

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Internal Training

Internal Training Training internally generally applies to specific aspects of the job. It is also popular because it saves the cost of sending employees away for training and often avoids the cost of outside trainers. Often, skills-based, technical training is conducted  inside organizations. Due to rapid changes in technology, the building and updating of technical skills have…

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Training Delivery

Training Delivery Once training has been designed, “then the actual delivery of training can begin. It is generally recommended that the training be pilot-tested or conducted on a  trial basis in order to ensure that the training meets the needs identified an  that the design is appropriate. ‘Regardless of the type of training done, a number of different…

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Transfer of Training

Transfer of Training Finally, trainers should design training interventions for the highest possible transfer of training. This transfer occurs when trainees actually use o  the job what they learned in training. Estimates of transfer in corporate training are fairly dismal. Organizations with 100 or more employees collectively spend about $60 billion on training each year, but of that total…

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TRAINING DESIGN

TRAINING DESIGN Once training objectives have been determined, training design can be done. Whether job-specific or broader in nature, training must be designed to address the.assessed needs. Effective training design considers learning concepts, legal issues, and different approaches to training. Learning: The Focus of Training Working in organizations should be a continual learning process, and learning is  the…

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Training Needs Assessment

Training Needs Assessment Training is designed to help the organization accomplish its objectives. Therefore, assessing organizational training needs represents the diagnostic phase of setting training objectives. This assessment considers employee and organizational performance issues to determine if training can help. Using the performane consulting approach mentioned earlier, it is important that non-training factorsfactors be considered also, such as…

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Strategic Training

Strategic Training Training adds value to an organization by linking training strategy to organizational objectives, goals, and business strategies. Strategic training focuses on efforts that develop competencies, value, and competitive advantages for the organization. This basically means that training and learning interventions must be based on organizational’ strategic plans and HR planning efforts. Strategic training also implies that HR…

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Integrating Training Responsibilities

Integrating Training Responsibilities One of the most important implications resulting from the performance consulting approach is that HR staff members and trainers work as partners with operating managers to integrate training that bolsters both individual employee and organizational performance. A typical division of training responsibilities is shown in Figure 9-2. The HR unit serves as a source of…

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