101 Learning and Development Tools: Essential Techniques for Creating, Delivering and Managing Effective Training

by Kenneth Fee

Overview

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

analysis

resources needed

cost implications

cross-references to help you identify alternative or related tools for further study or investigation

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.

Product Details

ISBN-13:	9780749461089
Publisher:	Kogan Page, Ltd.
Publication date:	09/27/2011
Pages:	272
Product dimensions:	6.10(w) x 9.10(h) x 0.60(d)

About the Author

Kenneth Fee has worked in learning and development for 25 years, as a trainer, consultant, manager, and writer, among other roles. He has an MA degree in social science, an MBA, certificates in training and in assessment, a professional diploma in training management, and he is a Chartered Fellow of CIPD and a Fellow of CMI.

Table of Contents

** Chapter - 23: The talent web; ** Chapter - 24: The succession planning cycle; ** Chapter - 25: Devising and using standards of competence; ** Chapter - 26: Board-level development: a needs audit; ** Chapter - 27: Learning methods and styles grid; ** Chapter - 28: Learning methods choice matrix; * Section - TWO: Planning learning; ** Chapter - 29: The six essential elements of a learning strategy; ** Chapter - 30: Using the learning and development cycle to plan learning interventions; ** Chapter - 31: A step-by-step guide to planning a learning event; ** Chapter - 32: Personal development planning; ** Chapter - 33: Using different approaches to learning and development; ** Chapter - 34: Criteria for choosing a learning approach; ** Chapter - 35: A checklist for procuring learning services; ** Chapter - 36: Outsourcing versus insourcing; ** Chapter - 37: The four phases of knowledge management; ** Chapter - 38: The three component parts of e-learning; ** Chapter - 39: The five models of e-learning; ** Chapter - 40: Learning design: the five dimensions; ** Chapter - 41: The route map model for e-learning design; ** Chapter - 42: A classification of e-learning technologies; ** Chapter - 43: What to look for in a digital learning platform; ** Chapter - 44: Checklist – 10 things to look out for when dealing with e-learning vendors; ** Chapter - 45: What to look for in a learning and development consultant; ** Chapter - 46: What to look for in learning materials; ** Chapter - 47: Working with union learning representatives; ** Chapter - 48: Using qualifications; ** Chapter - 49: Reference list of learning and development methods; * Section - THREE: Implementing learning; ** Chapter - 50: Icebreakers; ** Chapter - 51: Coaching – tips and pitfalls; ** Chapter - 52: Facilitation – tips and pitfalls; ** Chapter - 53: Lecturing – tips and pitfalls; ** Chapter - 22: The five aspects of talent management; ** Chapter - 21: Knowledge management: distinguishing data, information and knowledge; ** Chapter - 20: Neuro-linguistic programming; ** Chapter - 19: Gardner’s multiple intelligences; ** Chapter - 18: Emotional intelligence; ** Chapter - 17: Accelerated learning; ** Chapter - 16: The learning value chain; ** Chapter - 15: How to develop a learning organization; ** Chapter - 14: How to develop a learning culture; ** Chapter - 13: Johari window; ** Chapter - 12: Overcoming barriers to learning; ** Chapter - 11: Rose’s learning styles; ** Chapter - 10: Honey and Mumford’s learning styles; ** Chapter - 09: Kolb’s experiential learning cycle; ** Chapter - 08: Informal and non-formal learning; ** Chapter - 07: Bloom’s taxonomy of learning domains; ** Chapter - 06: The learning curve; ** Chapter - 05: Performance analysis quadrant; ** Chapter - 04: Identifying organizational learning needs: a step-by-step approach; ** Chapter - 03: L&DNA grids; ** Chapter - 02: Understanding learning, development, education and training; * Section - ONE: Learning needs analysis; ** Chapter - 01: The learning and development cycle; ** Chapter - 00: Introduction; ** Chapter - 54: How to mentor someone; ** Chapter - 55: How to organize work-based learning; ** Chapter - 56: Guided practice; ** Chapter - 57: Putting together action learning sets; ** Chapter - 58: Setting up a community of practice; ** Chapter - 59: The seven pillars of a corporate university; ** Chapter - 60: Preparing a lesson plan; ** Chapter - 61: Preparing to deliver a course: a checklist; ** Chapter - 62: Tips for team teaching; ** Chapter - 63: 360-degree feedback; ** Chapter - 64: Psychometric instruments for development rather than assessment; ** Chapter - 65: Innovative approaches to learning; ** Chapter - 66: Using storytelling in learning and development; ** Chapter - 67: Games, and learning through play; ** Chapter - 68: Simulation; ** Chapter - 69: Volunteering-based learning; ** Chapter - 70: Development centres; ** Chapter - 71: Assessing and recording competence; ** Chapter - 72: Learning logs and contracts; ** Chapter - 73: Guided reading; ** Chapter - 74: Appreciative inquiry; ** Chapter - 75: Networking via professional bodies; ** Chapter - 76: Outplacement services; ** Chapter - 77: Blended learning models; ** Chapter - 78: Social networking and collaborative tools; ** Chapter - 79: Checklist for setting up a learning centre; * Section - FOUR: Evaluating learning; ** Chapter - 80: Costing learning; ** Chapter - 81: Assessing learning; ** Chapter - 82: Talent management and development: the GE nine box model; ** Chapter - 83: Quality management of learning: the diamond model; ** Chapter - 84: Applying quality management tools to learning; ** Chapter - 85: Making a business case for learning and development; ** Chapter - 86: Internal marketing of learning and development; ** Chapter - 87: How to get value from a corporate university; ** Chapter - 88: How to get value from learning consultants; ** Chapter - 89: Evaluation: how to recognize and when to use the main methods; ** Chapter - 90: Kirkpatrick’s four levels of evaluation; ** Chapter - 91: Producing an evaluation sheet; ** Chapter - 92: Measures in evaluating learning; ** Chapter - 93: CIPD partnership of learning model; ** Chapter - 94: Evaluation metrics; ** Chapter - 95: Calculating return on investment; ** Chapter - 96: Evaluation: return on expectations; ** Chapter - 97: Six Sigma for learning and development; ** Chapter - 98: Balanced scorecard for learning and development; ** Chapter - 99: E-learning: the impact matrix; ** Chapter - 100: Evaluation: total value add; ** Chapter - 101: You

What People are Saying About This

From the Publisher

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 

"This guide will help HR managers, trainers, and professionals in organization development, change management, talent management and personnel development. The 101 training techniques are described in 2-3 page entries overviewing each technique's main ideas and associated costs. Entries also provide cross references to related tools and list print resources. The 101 techniques are grouped in sections on learning needs analysis and on planning, implementing, and evaluating learning. Some entries describe frameworks [while] others give instructions for tasks such as planning a learning event, procuring learning services, preparing a lesson plan, conducting games and simulations, and keeping learning logs and contracts. Digital tools are described across sections, with entries on social networking and collaborative tools, phases and models of e-learning, and choosing a digital learning platform."
— Book News Inc.

Editorial Reviews

"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 

"This guide will help HR managers, trainers, and professionals in organization development, change management, talent management and personnel development. The 101 training techniques are described in 2-3 page entries overviewing each technique's main ideas and associated costs. Entries also provide cross references to related tools and list print resources. The 101 techniques are grouped in sections on learning needs analysis and on planning, implementing, and evaluating learning. Some entries describe frameworks [while] others give instructions for tasks such as planning a learning event, procuring learning services, preparing a lesson plan, conducting games and simulations, and keeping learning logs and contracts. Digital tools are described across sections, with entries on social networking and collaborative tools, phases and models of e-learning, and choosing a digital learning platform."
—Book News, Inc.

From the Publisher