The Training and Development SourcebookLloyd Baird, Craig Eric Schneier, Dugan Laird Human Resource Development Press, 1983 - 381 من الصفحات |
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الصفحة 33
... example , if prospective store managers already know how to complete a monthly inventory , there would be no need to include this task as a course objective . Course objectives also do not include those tasks called for in performing a ...
... example , if prospective store managers already know how to complete a monthly inventory , there would be no need to include this task as a course objective . Course objectives also do not include those tasks called for in performing a ...
الصفحة 35
... example . By knowing your employee , you should be able to judge whether he or she " could be expected " to display the type of behavior described in the example . After reading all the examples on a dimension , decide where on the ...
... example . By knowing your employee , you should be able to judge whether he or she " could be expected " to display the type of behavior described in the example . After reading all the examples on a dimension , decide where on the ...
الصفحة 226
... example , experiences in training that simulate real - life experiences . At the lowest level , level 1 , then , we may ask the systems ' component question ; did the recipients apply the skills in successive approximations of rele ...
... example , experiences in training that simulate real - life experiences . At the lowest level , level 1 , then , we may ask the systems ' component question ; did the recipients apply the skills in successive approximations of rele ...
المحتوى
Section I | 3 |
Guide for Designing Training Programs | 18 |
How to Determine the Training Needs of Your SupervisorsWhen | 49 |
حقوق النشر | |
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The Training and Development Sourcebook <span dir=ltr>Craig Eric Schneier</span> معاينة محدودة - 1994 |
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achieve activities analysis apply appraisal approach areas assessment center B.F. Skinner behavior career development change agents competency control group cost course determine Development Journal discussion effective effort employees environment evaluation example experience external validity factors feedback Figure function goals gram human resources identify impact important improve individual input instructional instructor involved job rotation knowledge learner learning theory Malcolm Knowles managerial mance materials measures ment methods objectives organization development organizational outcomes participants performance performance appraisal person personnel planning present problems procedures productivity question recipients reinforcement Reprinted response rights reserved role selection session situation skills social learning theory specific staff strategy supervisors supervisory training task task analysis techniques tion tive top management training and development training director training needs training program transfer transfer of learning variables workshop