People are the most important resource for today's organizations. Organizations must invest in their employees to sustain a competitive advantage and achieve their strategic objectives. Strategic Training and Development translates theory and research into best practices for improving employee knowledge, skills, and behaviors in the workplace. Authors Robyn A. Berkley and David M. Kaplan take a holistic and experiential approach, providing ample practice opportunities for students. A strong focus on technology, ethics, legal issues, diversity and inclusion, and succession helps prepare students to succeed in today’s business environment.

Learning Methods

Learning Methods

Learning Objectives

  • Distinguish between traditional and experiential learning methods.
  • Choose an appropriate method for providing instruction.
  • Discuss the effective use of debriefs.
  • Select effectively an instructional aid to support learning.
  • Explain which method is preferred for asking questions.

A training and strategic development framework is explained using a simple linear flow similar to Unnumbered Exhibit P-I. The Training and Development Strategy stage is boldfaced, the need analysis and the instructional design stage are highlighted.

Imagine that you are the captain of a military vessel. You are on a normal reconnaissance mission when you receive a distress call. The call is garbled, and you can’t verify it. The facts of the situation as you understand it are as follows: (1) You are the only vessel within range that can come to the aid of the distressed ship; (2) if you don’t come to the ship’s assistance, it will sink with a loss of life of everyone on board; (3) the distress call originates from ...

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