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Organization Development Fundamentals provides a starting point for those interested in learning more about taking this proactive approach. The authors explore the many facets of organization development and change management, including the theories, models, and steps necessary to complete the process. This is a perfect resource for professionals who are just starting out in the OD field or who want to brush-up on the basics.
After reading this book, you will be able to:
Define organization development and change management.
Implement a change effort.
Understand the competencies required of successful change agents.
Recognize and solve ethical dilemmas related to change.
• How do adults learn?
• What makes today’s adult learners special?
• What’s the difference between training and learning?
• Do younger and older learners have different needs?
• How is the learning process affected by national culture, technology, and the learning climate in the workplace?
• How can you facilitate the adult learning process?
You’ll have a full range of tools to help you put effective adult learning processes in place, including flowcharts, diagrams, checklists, statistical charts, and exhibits. With this book, you can cultivate a climate that promotes lifelong education and helps people thrive in a knowledge-based environment while still accomplishing their ongoing goals. Whether you’re an HR professional, subject-matter expert, line manager, or CEO, Adult Learning Basics will help you leverage adult learning theory and practice to help your organization stay competitive in today’s fast-paced, information-driven business world.
Table of Contents
About the Training Basics Series Preface
1. Understanding and Applying Adult Learning Theory
2. Using Theory to Design More Effective Training
3. Leveraging Adult Learner Differences
4. Engaging Boomer, Gen X, and Gen Y Learners
5. Managing Cultural Differences in Learners
6. Making Learning Environment a Key to Success
7. Putting Technology to Work for Learners
8. Using Proven Facilitation Techniques to Drive Learning
9. Reading the Future of Adult Learning: Seven Hopeful Predictions
Author William J. Rothwell, Ph.D., SPHR currently heads up the number-two-ranked graduate program in learning and performance at Penn State. His earlier experience includes many years as training director in government and business, followed by consulting for organizations as varied as AccuWeather, Corning, General Motors, Motorola, U.S. Postal Service and The American Red Cross, among many others. Rothwell’s list of accomplishments—professional accreditations, dozens of awards, 64 books, plus involvement in 300 articles—is far too lengthy to list here. Suffice it to say that Rothwell effectively delivers the ideal combination of extensive expertise and easy-to-take writing style that makes Adult Learning Basics a sound foundation for developing your organization’s learning program.
Turn mentoring into PROFITS
There’s no doubt that the concept of workplace mentoring is a hot-button issue facing management today. With managers under extraordinary pressure to cut costs, streamline operations, and increase productivity, the role of mentors has become more critical than ever—particularly since studies show leaders who mentor get promoted faster and earn significantly more than those who don’t.
But as with any growing workplace trend, questions remain about how to utilize mentoring so you get tangible and profitable results. This book, from two of the world’s foremost experts on business learning and employee development, answers those questions.
Becoming an Effective Mentoring Leader breaks down the essentials of mentoring, and shows you how to take advantage of this valuable new workplace dynamic. You’ll learn:
- The smartest way to incorporate mentoring into your day-to-day leadership role
- The fastest way to equip, inspire, and motivate your staff
- The differences between mentoring, coaching, and teaching
- How you as a leader can rate the mentors in your office – and assess the progress of mentees
Using case studies, tools, and impactful learning concepts, the authors show you how to use mentoring’s “core skills” to create a winning approach tailored to your own style, be it the “reflective mentor,” the “storytelling mentor,” or “the example-based mentor.” The book also features several appendices and FAQs, handouts, and worksheets to gauge competencies among mentors and mentees, and a blueprint with steps to set up one’s own companywide program.
As today’s biggest industry leaders continue to recognize the profound effect mentoring has on performance and profitability, there’s never been a better time to put this book’s essential tools to work for you.
This timely guide explains how businesses can effectively integrate and coordinate career and succession planning programs to meet the personnel demands of the future.
Drawing on their experience and expertise with workforce development, the authors of this book based its content on a single but important premise. With global economic instability, a slowdown in workforce growth, extraordinary competition for the best talent, and the rapid advance of technology, there is an immediate need to integrate career and succession planning programs. Explaining how to do just that, this practical, user-friendly guide is the first to link those critical business tools, showing readers how to prepare for tomorrow—and the many years after.
The book presents a systematic approach through which businesses can integrate and coordinate career planning and succession planning programs. Part One makes the business case for moving beyond segregated career and succession planning and shows why they must be integrated. Part Two offers foundations for integration, while Part Three outlines the strategies that can make integration a reality. Part Four addresses the future of career development and succession planning. Other topics include the future of organizational infrastructure and the implications of a diverse workforce. Employee engagement and leadership development are also explored.
• Examines career development in a much broader manner than is traditionally the case by focusing on both the personal and professional development planning needs of employees
• Demonstrates how employees who are given tools and organizational guidance necessary to plan their development will usually be more successful in meeting their career aspirations
• Expands on the organization's role in establishing career development programs to answer the question of who is responsible—the organization, the employee, or both
• Includes cutting-edge research by leading consulting firms such as BlessingWhite, Manpower Group, and DDI
• Offers content that will be equally valuable to students, practitioners, and academicians
Force-fitting employees to job descriptions leads to unhappy people and substandard performance. For years, HR professionals have struggled with this dilemma. But it doesn't have to be that way.
Competency-Based Human Resource Management describes a new model of performance management that matches employee talents to the work that must be done. By focusing on the critical competencies that distinguish star performers, HR professionals can transform the way they recruit, select, train, develop, and compensate top-performing employees.
Research shows that many members of today’s workforce feel overworked and underappreciated—all factors that attribute to high turnover, low customer satisfaction, increased incidences of health and safety problems, and low productivity and profitability.
Engaged employees, on the other hand, feel recognized, encouraged, and supported—they demonstrate enthusiasm, inspiration, and pride in their jobs. Despite work demands and pressure, they successfully achieve their individual and team goals.
Creating Engaged Employees uses practical wisdom and scholarly research to answer:
• What is employee engagement?
• What makes someone engaged or disengaged?
• How can we measure employee engagement?
• How can organizations engage employees?
• How can organizations keep employees engaged without causing burnout?