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Seven Trends in Corporate Training and Development: Strategies to Align Goals with Employee Needs
- By Ibraiz Tarique
- Published May 6, 2014 by Pearson FT Press.
Book
- This product currently is not for sale.
About
Features
The critical trends reshaping training and development: what they mean to your organization, how to manage them, and how to leverage them for long-term competitive advantage
- 7 powerful trends reshaping how people learn – and what organizations need from learning programs
- Practical new guidance on setting goals and measuring results in corporate training and development
- Coverage includes: person-centered learning; teaching agility; improving critical thinking; and gaining more value from informal learning
- Indispensable strategic and tactical guidance for all HR/talent management professionals with organizational learning responsibilities
Description
- Copyright 2014
- Dimensions: 6" x 9"
- Edition: 1st
- Book
- ISBN-10: 0-13-313888-7
- ISBN-13: 978-0-13-313888-7
Understand, anticipate, master, and leverage the seven powerful trends that are transforming workplace training and development! In Seven Trends in Corporate Training and Development, pioneering innovator Ibraiz Tarique offers actionable thought leadership on all seven trends, helping you address the new challenges they present, and leverage new opportunities they offer. Tarique focuses on strategic directions for training and development, while offering tangible and specific recommendations for addressing and anticipating all seven trends. His example-rich, best-practice coverage includes:
¿ How and why the role of training and development professionals is changing
¿ Impacts ranging from globalization and demographics to hybrid career paths
¿ What future learning systems will look like
¿ Leveraging emerging technologies and new approaches to collaboration
¿ Measuring training ROI
¿ Using training to develop new sources of talent
¿ Helping employees discern fact from opinion
¿ Applying powerful new insights into how adults learn
¿ Teaching agility
¿ Making person-centered learning work
¿ Getting more value from informal learning
¿ Using stretch assignments to strengthen critical thinking
¿ Leveraging "new experts" within and beyond your organization
For all HR leaders and specialists with direct or indirect responsibility for organizational learning, including Directors of Learning and Development, Directors of Talent Management, Chief Learning Officers, HR Training Managers, and trainers
Sample Content
Online Sample Chapter
Forces Shaping the Corporate Learning Function
Sample Pages
Download the sample pages (includes Chapter 1 and Index)
Table of Contents
Preface xiv
Part I: The Changing Context 1
Chapter 1 Forces Shaping the Corporate Learning Function 3
The Corporate Learning Function 4
Globalization: Global Workplace and a Borderless Workforce 5
Talent Management: A Surplus of Workers and a Shortage of Required Competencies 9
Workforce Segmentation: Various Employee Groups 10
Careers: Hybrid Careers and Fluid Jobs 14
Learning Technologies: Continue to Evolve 16
Summary 17
Chapter 2 Adult Learning and Development 19
Learning Perspectives and Theories: How Adults Learn 19
Work Environment Characteristics 27
Learner Characteristics 29
Today’s Learner: Fragmented Learning 32
Summary 35
Chapter 3 The Art of Knowledge Acquisition 37
Knowledge Economy and the Knowledge Workforce 38
The Different Types and Levels of Knowledge 41
Knowledge Search 44
Information Overload 45
Knowledge Transfer 47
Summary 49
Part II: Emerging Trends in Training and Development Practices 51
Chapter 4 Technology-Based Learning (Trend 1) 53
What Is Technology-Based Learning? 53
Impact of Technology on Learning 56
Mobile Learning 61
Summary 65
Chapter 5 Informal Learning (Trend 2) 67
Different Types of Informal Learning 68
Informal Learning Strategy 73
Who Is Most Likely to Participate in Informal Learning? 76
Summary 77
Chapter 6 Customized Learning and Learner Control (Trend 3) 79
What Is Customized Learning? 80
Different Types of Instructional Design 80
Individual Characteristics 83
Learner Control 90
Summary 91
Chapter 7 Continuous Learning (Trend 4) 93
What Is Continuous Learning? 94
Reasons for Continuous Learning 94
Strategies for Organizations 95
Strategies for the Individual 98
Summary 100
Chapter 8 Learning and Development Through Teamwork (Trend 5) 101
Different Types of Teams and How Teams Work 102
Successful Teams and Effective Team Members 105
The Importance of Collaborative Learning 107
Summary 109
Chapter 9 Extreme Development: Stretch Assignments and Learning Agility (Trend 6) 111
What Is Development? 112
What Is Extreme Development? 117
The Importance of Stretch Assignments 119
The Importance of Learning Agility 120
Summary 122
Chapter 10 The New Experts (Trend 7) 123
What Is Expertise? 123
Developing Expertise 124
Experts and Reverse Knowledge Transfer 128
Summary 129
Part III: Strategic Directions for Training and Development 131
Chapter 11 Investment in Workforce Learning and Development 133
The Investment Perspective: Corporate Learning Strategy 134
The Investment Perspective: A Dedicated Talent Management Function 136
Evaluation of Investments in Workforce Learning and Development 143
Summary 149
Chapter 12 The Future of Training and Development 151
Future of Leadership and Managerial Competencies 152
Future of Forces Shaping the Corporate Learning Function 154
Future of Adult Learning and Development 156
Future of Knowledge Acquisition 157
Future of Technology-Based Learning 158
Future of Informal Learning 159
Future of Customized Learning and Learner Control 160
Future of Continuous Learning 161
Future of Learning and Development through Teamwork 162
Future of Extreme Development 163
Future of the New Experts 164
Future of Investments in Workforce Learning and Development 164
Conclusion 166
Appendix A Case-Study Examples 167
Globalization Technology and Global Leadership Development in Nissan Motor Company 167
Coaching and Knowledge Transfer 169
Developing Experts at FM Global 170
Endnotes 171
Index 215
Understand the seven massive trends reshaping organizational learning: meet their new challenges, leverage their new opportunities, and build the learning systems and careers of the future.