1. Part 1: Foundations of Human Resource Development
2. Ch 1: Introduction to Human Resource Development
3. Introduction
4. The Progression toward a Field of Human Resource Development
5. The Relationship between Human Resource Management and HRD/Training
6. Human Resource Development Functions
7. Roles and Competencies of an HRD Professional
8. Challenges to Organizations and to HRD Professionals
9. A Framework for the HRD Process
10. Organization of the Text
11. Ch 2: Influences on Employee Behavior
12. Introduction
13. Model of Employee Behavior
14. External Influences on Employee Behavior
15. Motivation: A Fundamental Internal Influence on Employee Behavior
16. Other Internal Factors that Influence Employee Behavior
17. Ch 3: Learning and HRD
18. Introduction
19. Learning and Instruction
20. Maximizing Learning
21. Individual Differences in the Learning Process
22. Learning Strategies and Styles
23. Further Contributions from Instructional and Cognitive Psychology
24. Part 2: Framework for Human Resource Development
25. Ch 4: Assessing HRD Needs
26. Introduction
27. Strategic/Organizational Analysis
28. Task Analysis
29. Person Analysis
30. Prioritizing HRD Needs
31. The HRD Process Model Debate
32. Ch 5: Designing Effective HRD Programs
33. Introduction
34. Defining the Objectives of the HRD Intervention
35. The “Make-Versus-Buy” Decision: Creating or Purchasing HRD Programs
36. Selecting the Trainer
37. Selecting Training Methods and Media
38. Preparing Training Materials
39. Scheduling an HRD Program
40. Ch 6: Implementing HRD Programs
41. Introduction
42. Training Delivery Methods
43. On-The-Job Training (OJT) Methods
44. Classroom Training Approaches
45. The Lecture Approach
46. The Discussion Method
47. Audiovisual Media
48. Computer-Based Training (Classroom-Based)
49. Self-Paced/Computer-Based Training Media and Methods
50. Some Final Issues Concerning Training Program Implementation
51. Arranging the Physical Environment
52. Getting Started
53. Ch 7: Evaluating HRD Programs
54. Introduction
55. The Purpose of HRD Evaluation
56. How often are HRD Programs Evaluated?
57. The Evaluation of Training and HRD Programs Prior to Purchase
58. Changing Evaluation Emphases
59. Models and Frameworks of Evaluation
60. Kirkpatrick’s Evaluation Framework
61. Other Frameworks or Models of Evaluation
62. Comparing Evaluation Frameworks
63. A Stakeholder Approach to Training Evaluation
64. Data Collection for HRD Evaluation
65. Data Collection Methods
66. Choosing Data Collection Methods
67. Types of Data
68. The Use of Self-Report Data
69. Research Design
70. Ethical Issues Concerning Evaluation Research
71. Assessing the Impact of HRD Programs in Monetary Terms
72. How Technology Impacts HRD Evaluation
73. Closing Comments on HRD Evaluation
74. Appendix 7-1 More on Research Design
75. Research Design Validity
76. Nonexperimental Designs
77. Experimental Designs
78. Quasi-Experimental Designs
79. Statistical Power: Ensuring that a Change will be Detected if One Exists
80. Selecting a Research Design
81. Part 3: Human Resource Development Applications
82. Ch 8: Onboarding: Employee Socialization and Orientation
83. Introduction
84. Socialization: The Process of Becoming an Insider
85. Various Perspectives on the Socialization Process
86. The Realistic Job Preview
87. Ch 9: Skills and Technical Training
88. Introduction
89. Basic Workplace Competencies
90. Basic Skills/Literacy Programs
91. Technical Training
92. Interpersonal Skills Training
93. Role of Labor Unions in Skills and Technical Training Programs
94. Professional Development and Education
95. Ch 10: Coaching and Performance Management
96. Introduction
97. The Need for Coaching
98. Coaching: A Positive Approach to Managing Performance
99. Coaching and Performance Management
100. Definition of Coaching
101. Role of the Supervisor and Manager in Coaching
102. The HRD Professional’s Role in Coaching
103. Coaching to Improve Poor Performance
104. Defining Poor Performance
105. Responding to Poor Performance
106. Conducting the Coaching Analysis
107. Maintaining Effective Performance and Encouraging Superior Performance
108. Skills Necessary for Effective Coaching
109. The Effectiveness of Coaching
110. Employee Participation in Discussion
111. Being Supportive
112. Using Constructive Criticism
113. Setting Performance Goals during Discussion
114. Training and the Supervisor’s Credibility
115. Organizational Support
116. Closing Comments on Coaching and Performance Management
117. Ch 11: Employee Counseling and Wellness Services
118. Introduction
119. An Overview of Employee Counseling Programs
120. Employee Assistance Programs
121. Stress Management Interventions
122. Employee Wellness and Health Promotion Programs
123. Exercise and Fitness Interventions
124. Smoking Cessation
125. Issues in Employee Counseling
126. Closing Comments
127. Ch 12: Career Management and Development
128. Introduction
129. Defining Career Concepts
130. Stages of Life and Career Development
131. Models of Career Development
132. The Process of Career Management
133. Roles in Career Management
134. Career Development Practices and Activities
135. Issues in Career Development
136. Delivering Effective Career Development Systems
137. Ch 13: Management Development
138. Introduction
139. Describing the Manager’s Job: Management Roles and Competencies
140. Making Management Development Strategic
141. Management Education
142. Bachelor’s or Master’s Degree Programs in Business Administration
143. Executive Education Programs
144. Management Training and Experiences
145. Examples of Approaches Used to Develop Managers
146. Designing Effective Management Development Programs
147. Ch 14: Organization Development and Change
148. Introduction
149. Organization Development Theories and Concepts
150. Model of Planned Change
151. Designing an Intervention Strategy
152. Types of Interventions: Human Process-Based
153. Types of Interventions: Techno-Structural
154. Types of Interventions: Sociotechnical Systems
155. Types of Interventions: Organizational Transformation
156. Whither Organization Development?
157. Ch 15: HRD and Diversity: Diversity Training and Beyond
158. Introduction
159. Organizational Culture
160. Labor-Market Changes and Discrimination
161. Adapting to Demographic Changes
162. Cross-Cultural Education and Training Programs
163. Human Resource Development Programs for Culturally Diverse Employees
164. Other Human Resource Management Programs and Processes
165. Closing Comments
166. Glossary
167. Name Index
168. Subject Index
169. Endnotes

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