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101 Learning and Development Tools

Book Description

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.

Table of Contents

  1. Cover
  2. Title page
  3. Imprint
  4. Table of Contents
  5. List of figures
  6. List of tables
  7. About the author
  8. Acknowledgements
  9. Introduction
  10. 01 The learning and development cycle
  11. Part one Learning needs analysis
    1. 02 Understanding learning, development, education and training
    2. 03 L&DNA grids
    3. 04 Identifying organizational learning needs: a step-by-step approach
    4. 05 Performance analysis quadrant
    5. 06 The learning curve
    6. 07 Bloom’s taxonomy of learning domains
    7. 08 Informal and non-formal learning
    8. 09 Kolb’s experiential learning cycle
    9. 10 Honey and Mumford’s learning styles
    10. 11 Rose’s learning styles
    11. 12 Overcoming barriers to learning
    12. 13 Johari window
    13. 14 How to develop a learning culture
    14. 15 How to develop a learning organization
    15. 16 The learning value chain
    16. 17 Accelerated learning
    17. 18 Emotional intelligence
    18. 19 Gardner’s multiple intelligences
    19. 20 Neuro-linguistic programming
    20. 21 Knowledge management: distinguishing data, information and knowledge
    21. 22 The five aspects of talent management
    22. 23 The talent web
    23. 24 The succession planning cycle
    24. 25 Devising and using standards of competence
    25. 26 Board-level development: a needs audit
    26. 27 Learning methods and styles grid
    27. 28 Learning methods choice matrix
  12. Part two Planning learning
    1. 29 The six essential elements of a learning strategy
    2. 30 Using the learning and development cycle to plan learning interventions
    3. 31 A step-by-step guide to planning a learning event
    4. 32 Personal development planning
    5. 33 Using different approaches to learning and development
    6. 34 Criteria for choosing a learning approach
    7. 35 A checklist for procuring learning services
    8. 36 Outsourcing versus insourcing
    9. 37 The four phases of knowledge management
    10. 38 The three component parts of e-learning
    11. 39 The five models of e-learning
    12. 40 Learning design: the five dimensions
    13. 41 The route map model for e-learning design
    14. 42 A classification of e-learning technologies
    15. 43 What to look for in a digital learning platform
    16. 44 Checklist – 10 things to look out for when dealing with e-learning vendors
    17. 45 What to look for in a learning and development consultant
    18. 46 What to look for in learning materials
    19. 47 Working with union learning representatives
    20. 48 Using qualifications
    21. 49 Reference list of learning and development methods
  13. Part three Implementing learning
    1. 50 Icebreakers
    2. 51 Coaching – tips and pitfalls
    3. 52 Facilitation – tips and pitfalls
    4. 53 Lecturing – tips and pitfalls
    5. 54 How to mentor someone
    6. 55 How to organize work-based learning
    7. 56 Guided practice
    8. 57 Putting together action learning sets
    9. 58 Setting up a community of practice
    10. 59 The seven pillars of a corporate university
    11. 60 Preparing a lesson plan
    12. 61 Preparing to deliver a course: a checklist
    13. 62 Tips for team teaching
    14. 63 360-degree feedback
    15. 64 Psychometric instruments for development rather than assessment
    16. 65 Innovative approaches to learning
    17. 66 Using storytelling in learning and development
    18. 67 Games, and learning through play
    19. 68 Simulation
    20. 69 Volunteering-based learning
    21. 70 Development centres
    22. 71 Assessing and recording competence
    23. 72 Learning logs and contracts
    24. 73 Guided reading
    25. 74 Appreciative inquiry
    26. 75 Networking via professional bodies
    27. 76 Outplacement services
    28. 77 Blended learning models
    29. 78 Social networking and collaborative tools
    30. 79 Checklist for setting up a learning centre
  14. Part four Evaluating learning
    1. 80 Costing learning
    2. 81 Assessing learning
    3. 82 Talent management and development: the GE nine box model
    4. 83 Quality management of learning: the diamond model
    5. 84 Applying quality management tools to learning
    6. 85 Making a business case for learning and development
    7. 86 Internal marketing of learning and development
    8. 87 How to get value from a corporate university
    9. 88 How to get value from learning consultants
    10. 89 Evaluation: how to recognize and when to use the main methods
    11. 90 Kirkpatrick’s four levels of evaluation
    12. 91 Producing an evaluation sheet
    13. 92 Measures in evaluating learning
    14. 93 CIPD partnership of learning model
    15. 94 Evaluation metrics
    16. 95 Calculating return on investment
    17. 96 Evaluation: return on expectations
    18. 97 Six Sigma for learning and development
    19. 98 Balanced scorecard for learning and development
    20. 99 E-learning: the impact matrix
    21. 100 Evaluation: total value add
  15. 101 You
  16. Full Imprint