Summary of Training Design & Delivery

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Whether you train, manage trainers or are merely interested in the topic, this little guide offers plenty of useful information. Geri E. McArdle not only helps you understand the importance of training and what it takes to train well, she also provides a 20-step model to guide you in creating your own first-rate development program. The steps take you through six crucial areas of training, from determining if training can actually solve a problem to developing, delivering and assessing your sessions. You can use McArdle’s model as a checklist for ensuring that your learning programs don’t lack a crucial ingredient. Her concise book, packed with handy advice as well as useful tables and diagrams, is especially effective in defining trainers’ responsibilities. However, this guide’s breadth of knowledge far exceeds its depth. You may have to turn to other training resources for detailed information about a specific topic. getAbstract recommends this as an introductory guide to all that good training requires.

About the Author

Geri E. McArdle, Ph.D., has written nine books on training and development, including Conducting a Needs Analysis and Crisp: Delivering Effective Training Sessions.



Why Is Training Important?

Employees must continue to learn and advance to have a viable career in a modern corporation. As technology changes and organizations adapt and grow, work responsibilities will evolve. A company’s training programs should be equally dynamic. They should address its current training need, whether that is teaching new skills, helping employees “explore and select a work path,” enhancing teams’ effectiveness, or increasing overall productivity.

Many forward-thinking trainers are creating programs that not only impart specific knowledge, but also help people cope with change. These trainers teach relevant and up-to-date techniques and offer insights into possible future trends. They show professionals what they can do to stay ahead in the rapidly changing marketplace.

Approaches to Training

People want learning to be an interaction. They rarely tolerate a trainer who lectures at them. Consider your content and the program structure. Do you focus on practical job-related applications rather than on theory? Is your course clear and modular? Do you offer “easy-to-use materials” that include graphics? Will your handouts be helpful to...

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