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Training + Development
Training Need Analysis
There are three types of training need analysis : organizational need analysis, job need analysis, and person need analysis. Organizational need analysis begins with an examination of the short and long-term objectives of the organization and the trends that are likely to affect these objectives.

Types of Training Program
Types of learning can be categorized into three groups. The first type is cognitive learning or knowledge learning. It not only includes the knowledge per se, but also what to do with it or how to apply it. Thus the investigative process and the principles of problem solving and decision making are part of this group.

Behavior Modeling in Training
Monkey A sees Monkey B dig up a red root and eat it. Monkey B smacks his lips, jumps about excitedly, begins digging again. Monkey A "gets the picture," does some digging of his own, finds a red root, eats it, likes it, and digs for more. Simple as it may seem, this scenario captures the essentials of an emerging approach to the development of training. This new approach, based on the principles of social-learning theory, is known as behavior modeling.

Designing Lesson Plan
Designing the course involves actually deciding on a plan of action, i.e. a lesson or session plan. This provides you with the orderly procedures for conducting or facilitating a session efficiently. It should not be long (two pages at the most) but should be complete and practical. It should be written or sectioned in a format that is helpful and meaningful to you, the trainer, and it should give you confidence— not only is it proof that you have prepared adequately, but it is your 'prop' if you need it.

Four Ways to Maximize Learning Retention
As you design your presentation, remember that your instructional goal is to maximize the participants' understanding and retention of the subject matter. Ultimately, the participants will learn more if they can focus their attention on the subject matter and make the ideas relevant to themselves. Four ways to maximize understanding and retention follow; try to use some or all of them as you present your lecture.

Andragogy Learning Method
The term andragogy was used to differentiate it from the theory of youth learning, pefagogy. This term was used by Malcolm Knowles in his work of developing a unified system of adult learning. It is essentially a process model and is based around the premise that, as an individual matures, his/her need and capacity to be self-directing, to utilize his/her experience in learning, to identify his/her own readiness to learn, and to organize his/her learning around life problems, increases steadily from infancy to pre-adolescence and then increase rapidly during adolescence.

HRD Learning Activities
HRD or Human Resource Development can best be described as a comprehensive learning system designed to enhance individual performance for the purpose of improving organizational efficiency. As such, HRD includes three types of learning activities: on the job, off the job, and through the job.

Assertiveness Training
The goal of A.T. is assertive behavior and clean communications among people. Nothing more, nothing less. Assertive behavior is simply a technique for clearly expressing one's needs, thoughts, hopes, opinions and dreams. The need for assertive communications arises when people are in honest disagreement, in conflict. When any training— be it assertiveness training, transactional analysis or tap dancing— helps people face conflict, confront disagreement and walk away with their self-respect intact, without bad feelings or bitterness, what more could we ask?

A Model for Great Mentoring
Great mentoring process requires four core competencies, each of which can be applied in many ways. These competencies form the sequential steps in the process of mentoring. All four have been selected for their ability to blend effectively with. Not accidentally, the first letters of these four competencies (and steps) spell the word SAGE — a helpful mnemonic as well as a symbolic representation of the goal, the power-free facilitation of learning.

Learning Objective and Training Content
Learning objectives have also been called performance objectives and behavioral objectives. Whatever the terminology, objectives must be clearly defined. An objective is a precise goal stated in measurable quantitative or qualitative terms. It is of little use to you in designing a course if vague, woolly terminology is used in defining the objectives.

Optimizing Learning Process
Following employees' exposure to training and development experiences, the environment needs to support the transfer of new behaviors to the job, and their maintenance over time.The following learning principles should be undertaken to increase the success of training. First, providing clear Expectations. If task instructions are unclear or imprecise, learning is hampered. Employees must know what is expected in order to perform as desired. Training expectations should be stated in specific terms.

The Qualities of Great Mentoring
Great mentors are not immune to traps; great mentors recognize the traps they are likely to fall into and work hard to compensate for them. How do they do that? They do it by understanding the qualities of a mentor-protege relationship focused on discovery and learner independence—and then learning to be living, breathing models of those qualities. First and foremost, great mentoring is a partnership. And partnership starts with balance.

Experiencing Work-based Learning
How can we introduce learning as an organizational property that extends to all managers? The answer lies in making learning arise from the work itself. Learning has to become natural, even fun. Unfortunately, we have become conditioned to a classroom model hat separates theory from practice, making learning seem impractical, irrelevant, and boring. But what if we make our worksite a perfectly acceptable location for learning?

Amazing HR Presentation Series
In this page, you can view all of 15 excellent powerpoint slides on HR Management. All slides are designed in powerpoint files (ppt) so that you can modify and immediately use for your own learning process.

Smart Ways to Conduct Training Need Analysis
Human resource professionals consider Training Need Analysis as one of the most essential functions of Human Resource, as it has a great contribution to the evaluation of the strengths and weaknesses of an organization.

5 Best Training Delivery Tips
One of the biggest fears of people in the world is public speaking. This is parallel to the belief that it takes a bag of courage for a person to speak in front of the crowd. Thus, it is natural to make preparations and feel comfortable when holding any kind of training or creating an oral presentation. If you are tasked to train new employees, the succeeding paragraphs will reveal the best training delivery tips on how to beat your fears and succeed in your speech.

How to Develop Great Training Plan
The hiring process of is very stressful on the part of the recruiters and HR personnel. Once a pool of workers show up on the first day of work, you will feel like your job is already over – but the truth is that it is just the start.

How to Develop Awesome Training Contents
It is true that businesses are becoming busier each day. Several companies are attempting to settle with just a few employees in spite of more workload. This is the reason why when a certain company needs to fill a certain position or train with the person who formerly held the job, it is not made possible.

What is Experiential Based Learning?
Experiential based learning can also be referred to experiential development and training or experiential teaching. This means that there is a development and learning that has been achieved through the use of experience and involvement by personal determination rather than receiving trainings, teaching s with the means of observations, study of hypothesis or theory, or listening.