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Getting Your Money's Worth from Training and Development: A Guide to Breakthrough Learning for Managers

  • Getting Your Money's Worth from Training and Development: A Guide to Breakthrough Learning for Managers
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$46.95
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JW-9780470411124
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Product Description

This book fills a critical need in corporate learning and development by providing a research-based yet practical guide on how to get the most from a learning and development program. For Trainers, it provides proven tools that help ensure training participants get the most from the programs by equipping the Participant and their Manager to actively participate in the learning process.

For participants, the book lays out key steps to take before attending a training and development program and provides practical exercises to create 'learning intentionality'; to clarify the key stakeholders, and for the learner to come to agreement with her or his manager. It provides practical advice for maximizing the program while in attendance and makes the point that what you get out is proportional to what is put in, and that since time is now the most limiting resource in business, learners cannot afford to waste it. Includes scorecards and exercises as well as guidance on setting valuable goals for learning transfer. Importantly, it shows what learners should do (or do not do) when they return to work makes or breaks the value of the learning program, reviews the research on improvement, and provides practical guides for converting training and development into personal and business results.

For managers, it shows how the manager can amplify, or completely negate the value of learning opportunities, summarizes the research on the impact (good or bad) that managers have, and defines a process for ensuring alignment with employees before they attend a training and development program to ensure alignment with management's expectations and to create 'learning intentionality'. It also provides practical advice for helping employees maximize the value of learning and development programs, such as reducing distractions and making it clear that job #1 is to learn as much as they can, not answer emails, and suggests key "touch points" and two-minute drills to underscore these expectations. It also shows that the're-entry phase' is critical and what learners need to bring their learning back and put it to use, providing practical advice and exercises to help participants convert their training experience into personal and business results.

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