Description: “101 Learning and Development Tools is an extremely practical and comprehensive collection of the tools and techniques needed to design and deliver training interventions”
-Neil Roden, former HR Director, RBS
“Kenneth Fee has succeeded in an ambitious task: to produce an up-to-date snapshot of the tools in use for training and learning in organizations. Everyone would learn something new from reading this comprehensive and accessible book.”
-Martyn Sloman, Visiting Professor, Kingston Business School, Kingston University
101 Learning and Development Tools is your practical guide to all the most up-to-date training techniques, organized around the classic learning and development cycle. Whether you need a quick, ready solution or some guidance on where to go for in-depth information, this is your essential reference guide. It picks up from where you are in the process of managing learning, and helps you place it in a broader context.
Each chapter is a mini guide to each tool with:
• a description of the tool • cross-references to help you identify alternative
• analysis or related tools for further study or investigation
• resources needed •cost implications
101 Learning and Development Tools is the indispensable, all-in-one-volume reference book for both professionals in the field and students learning about the subject.
Contents: Introduction • The learning and development cycle • PART ONE: Learning needs analysis • Understanding learning, development, education and training • L&DNA grids • Identifying organizational learning needs: a step-by-step approach • Performance analysis quadrant • The learning curve • Bloom’s taxonomy of learning domains • Informal and non-formal learning • Kolb’s experiential learning cycle • Honey and Mumford’s learning styles • Rose’s learning styles • Overcoming barriers to learning • Johari window • How to develop a learning culture • How to develop a learning organization • The learning value chain • Accelerated learning • Emotional intelligence • Gardner’s multiple intelligences • Neuro-linguistic programming • Knowledge management: distinguishing data, information and knowledge • The five aspects of talent management • The talent web • The succession planning cycle • Devising and using standards of competence • Board-level development: a needs audit • Learning methods and styles grid • Learning methods choice matrix • PART TWO: Planning learning • The six essential elements of a learning strategy • Using the learning and development cycle to plan learning interventions • A step-by-step guide to planning a learning event • Personal development planning • Using different approaches to learning and development • Criteria for choosing a learning approach • A checklist for procuring learning services • Outsourcing versus insourcing • The four phases of knowledge management • The three component parts of e-Learning • The five models of e-learning • Learning design: the five dimensions • The route map model for e-Learning design • A classification of e-Learning technologies • What to look for in a digital learning platform • Checklist - 10 things to look out for when dealing with e-Learning vendors • What to look for in a learning and development consuItant • What to look for in learning materials • Working with union learning representatives • Using qualification • Reference list of learning and development methods • PART THREE: Implementing learning • Icebreakers • Coaching - tips and pitfalls • Facilitation - tips and pitfalls • Lecturing - tips and pitfalls • How to mentor someone • How to organize work-based learning • Guided practice • Putting together action learning sets • Setting up a community of practice • The seven pillars of a corporate university • Preparing a lesson plan • Preparing to deliver a course: a checklist • Tips for team teaching • 360 - degree feedback • Psychometric instruments for development rather than assessment • Innovative approaches to learning • Using storytelling in learning and development • Games, and learning through play • Simulation • Volunteering-based learning • Development centres • Assessing and recording competence • Learning logs and contracts • Guided reading • Appreciative inquiry • Networking via professional bodies • Outplacement services • Blended learning models • Social networking and collaborative tools • Checklist for setting up a learning centre • Costing learning Assessing learning Centre • PART FOUR: Evaluating learning • Costing learning • Assessing learning • Talent management and development: the GE nine box model • Quality management of learning: the diamond model • Applying quality management tools to learning • Making a business case for learning and development • Internal marketing of learning and development • How to get value from a corporate university • How to get value from learning consultants • Evaluation: how to recognize and when to use the main methods • Kirkpatrick’s four levels of evaluation • Producing an evaluation sheet • Measures in evaluating learning • CIPD partnership of learning model • Evaluation metrics • Calculating return on investment • Evaluation: return on expectations • Six Sigma for learning and development • Balanced scorecard for learning and development • E-Learning: the impact matrix • Evaluation: total value add • You • Index
About the Author: Kenneth Fee has worked in the learning and development field for over 25 years. He is a Chartered Fellow of the Chartered Institute of Personnel and Development as well as a Fellow of the Chartered Management Institute. He is the author of A Guide to Management Development Techniques and Delivering E-Learning (both published by Kogan Page). Kenneth has been blogging on the subjects of learning and development since 2007 on his learnforeverblog. blogspot.com.