Training and Development: Theories and Applications, 2ed

Preface To the Second Edition

Preface To the First Edition

About The Author

Chapter 1: Human Resource Management and Training and Development

• Process of Development of HRM Function
• HRD Concepts
• Objectives of HRD
• Role and Significance of HRD
• HRD Culture, Climate and Matrix
• Structure of HRD System
• Theories of Employee Development
• Human Resources Planning and Training and Development Function
• Job Analysis and Its Relation with the Training and Development Function
• Performance Management Systems and Training and Development
• Managerial Skills and Competencies

Chapter 2: Training and Development and Human Resource Development

• Definition and Purposes of Training  
• Need for Manpower Training
• Classification of Training Programmes
• Steps for Designing a Training Programme
• Sequence of a Training Programme
• Training Policy
• Training Objectives
• Training Methods
• Techniques of Training
• Use of Blended Training Approach
• Benefits of Training for Employees
• Marketing the Training Function
• Role Playing
• Training for Managing Change
• Training Climate
• Training Consultancy
• Training Problems
• Training Cycle
• Training Needs Analysis
• Attributes and Training

Chapter 3: Learning and Training

• Definition and Concepts of a Learning Organization
• Characteristics of a Learning Organization
• Steps for Developing a Learning Organization
• Implementation of Strategies
• Training and Learning
• Domains of Learning
• Reinforcement Theory
• Social Learning Theory
• Andragogy—The Theory of Adult Learning
• Goal-Setting Theory
• Social Cognitive Theory
• Self-Directed Learning (SDL)
• Model of a Learning Organization
• Learning Cycle, Behavioral Changes and a Learning Curve
• Systems Theory and a Learning Organization
• Learning Styles
• Resistance to Learning

Chapter 4: Personality Development through Training

• Definition and Concepts of Personality
• Characteristics of Personality
• Determinants of Personality
• Theories and Structure of Personality
• Personality Types
• Personality Opposites
• Personality Inventories
• Personality Development
• Measurement of Personality Traits
• Personality and Recruitment
• Personality and Employment Testing
• Validity and Reliability of the Selection Tests
• Test of Intelligence as Employability Test
• Ethical Guidelines for Psychological Testing
• Personality and Career Choice
• Johari Window and Personality, and Training on Personality
• Personality Assessment
• Transactional Analysis and Personality

Chapter 5: Competency-Based Training and Development

• Definitions and Concepts
• Skills and Competencies
• Competencies and Knowledge Management
• Type of Competencies
• Competency Characteristics
• Competency Mapping
• Competency Mapping Process
• Competency Mapping Approaches
• Steps of a Competency Identification Process
• Steps to Introduce a Competency-Based System
• Advantages of a Competency-Based Approach
• Developing a Competency Model
• Approaches to Competency Development Models
• Examples of HR Competencies
• Competency-Based Performance Management Systems
• Essential Elements of Competency-Based Performance Management Systems
• Monitor Performance and Feedback
• Complete Employee Profile and Development Plan
• Begin Succession Planning/Talent Management
• Competency Dictionary
• Competency-Based Training and Development

Chapter 6: Training Needs Analysis

• Sources for Identifying Training Needs
• Benefits of Needs Assessment
• TNA at Different Levels
• Process of TNA
• Purpose of TNA
• Steps in a TNA Process
• Types of Needs Analyses
• Techniques for Determining Specific Training Needs
• Developing the Training Plan
• Framework for Training Needs Identification
• TNA Survey

Chapter 7: Training Policy, Plans and Resources

• Training Policy
• Training Plan
• Budgeting for Training
• Training Process
• Framework of a Training Process Model
• Role of a Training Manager
• Training Transfer

Chapter 8: Designing Training Programmes

• Designing Training
• Models of Training or Instructional Design
• Training Design and Work Environment
• Work Environment Factors for Training Design
• Training Design Template
• Sample Training Programmes
• Experiential Training

Chapter 9: Training Methodology

• Different Methods of Training
• Steps of a Case Study for the Learners
• Role-Play Exercises for Performance Management
• Remove Blocking and Block Busting
• Induction
• Employee Socialization Process
• Models of Employee Socialization
• Placement
• Importance of Induction and Placement
• Training Aids
• Advantages and Disadvantages of Training Methods
• Training Alternatives
• Mentoring and Coaching
• Employee Counselling
• Training Through Team building
• Team-Building Exercises
• Membership for Team Effectiveness
• Training Through Adventure Tours

Chapter 10: E-Training or E-Learning Methods of Training

• Types of E-Training
• Designing E-Training Programmes
• Computer-Based Training (CBT)
• Training with Multimedia
• Learning Management Systems
• E-Training Transferability

Chapter 11: Training Evaluation

• Sample Evaluation Matrix
• Important Considerations for Designing Training-Evaluation Models
• Problems of Training Evaluation
• Requirements for Effective Training Evaluation
• Types of Training Evaluation
• Calculation of Cost and Benefits of Training
• Training Evaluation Models

Chapter 12: Training for Career Planning and Development

• Meaning and Definition of Career
• Meaning and Overview of Career Development
• Types of Career Development Programmes
• Interrelation of Career Development with Other Human Resource Development Functions
• Different Stages or Cycles of Career Development Process
• Career Anchors
• Career Development and Employee Empowerment
• Indian Scenario
• Career Planning and Career Development Process
• Integration of Career Development Process with Career Stage and Family Issues
• Developing Career Paths Compatible to Changing Needs
• Steps of Career Planning Process
• Future of Career Planning and Development in India—Some Organizational Issues
• Succession Planning
• Management Development
• Failure of Management Development Programmes in Most of the Organizations
• Organizational Development

Chapter 13: Training for Organizational Development

• Definition and Concepts of Organization Development
• Role of Organizational Development as an Important Area of the HRD Activity
• Process of Development of the Organization Development Concept
• Organization Development Intervention Stages
• Common Features of Organization Development
• Areas of Organizational Change Affected Through Organization Development
• Organization Development and Management Development
• Important Triggers for Organization Development
• Need for Organization Development in Organizations
• Organization Development and Organizational Involvement
• Organization Development and Leadership Development
• Personal Profiling for Career Development
• Organization Development and the Role of Consultants
• Organizational Lifecycle Analysis
• Organizational Development Intervention Tools
• Organization Development and Different Organizational Change Approaches
• Performance Counselling

Chapter 14: International Training and Development

• Cross-Cultural Training
• Generic Contents of a Cross-Cultural Training Module
• Specific Contents of a Cross-Cultural Marketing Module
• Cross-Cultural Training Methods
• Managing Diversity
• Best HRD Strategies for Working with Diversity
• Components of Effective Diversity Training Programmes
• Cross-Cultural Issues and Theories

Summary

Glossary

Index