Download Aligning Training for Results: A Process and Tools That Link by Ron Drew Stone PDF

By Ron Drew Stone

What makes a few education courses winning whereas others produce disappointing effects? the reply, says Ron Stone, lies within the procedures running shoes hire to figure out wishes, layout and increase courses, carry the learning, and companion to get enterprise effects. it's time to reexamine those strategies, says the writer, and convey them into the twenty-first century. In Aligning education for effects Stone presents a powerful, accomplished, and flexible source to aid advisor running shoes via assessing, designing, and providing education options that in achieving genuine and measurable results.Note: CD-ROM/DVD and different supplementary fabrics should not incorporated as a part of book dossier.

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Consider the following: • Managers do not watch over their team every moment of every day. Nor should they. • Performance monitoring techniques, or controls, are not always in place to detect whether and how people are doing what they should be doing. indd 2 8/22/08 5:02:43 PM Thinking Performance in the Twenty-First Century 3 • Knowledge workers often work alone or unsupervised and have great latitude in getting the work done. • Even when monitoring or controls are in place, it can be weeks or even months before the specifics of an individual’s performance become known.

3. Why are they not doing what they should be doing? ) 4. How are the deficiencies in individual or team performance influencing business outcomes? 5. What else (internal and external influences) may be influencing the outcome? 6. What should be done to correct the situation and influence the outcome in a positive way? Perhaps further questions should be, both now and in the future, Who or what is in a position to influence execution in the work setting? And how is this influencing the ability to achieve the end in mind—the desired outcome?

Learning transfer: The context of learning transfer, training transfer, or performance transfer, as used in this book, refers to the participants’ applying what they learn to situations in the work setting. Transfer completes the training and performance cycle and should serve to favorably influence business outcomes. Linkage or linked relationships: See Performance-centered framework. Open enrollment program: A training offering in which participants are enrolled from multiple departments or from multiple companies.

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