The Training and Development SourcebookLloyd Baird, Craig Eric Schneier, Dugan Laird Human Resource Development Press, 1983 - 381 من الصفحات |
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الصفحة 116
... KNOWLEDGE OBJECTIVES In supervisory training , we are frequently trying to accomplish knowledge objectives . A good way to state the ob- jectives is to begin with the statement : " When the training is completed , the learner should be ...
... KNOWLEDGE OBJECTIVES In supervisory training , we are frequently trying to accomplish knowledge objectives . A good way to state the ob- jectives is to begin with the statement : " When the training is completed , the learner should be ...
الصفحة 242
... knowledge while neglecting other selling information and skills . Actually , training in only five basic areas should prepare an inex- perienced person to become effective quickly in field sales . The five essential topics are : 1. The ...
... knowledge while neglecting other selling information and skills . Actually , training in only five basic areas should prepare an inex- perienced person to become effective quickly in field sales . The five essential topics are : 1. The ...
الصفحة 336
... Knowledge Critical Thinking ? Knowledge Inspiration Discussion Student Panel , Student Reports Guest Lecturer or Resource Person Films TV Slides Bulletin Boards , Mock - up Recordings Field Trips Laboratory Role - playing Buzz Groups ...
... Knowledge Critical Thinking ? Knowledge Inspiration Discussion Student Panel , Student Reports Guest Lecturer or Resource Person Films TV Slides Bulletin Boards , Mock - up Recordings Field Trips Laboratory Role - playing Buzz Groups ...
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 |
عبارات ومصطلحات مألوفة
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