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Jingdong book

在组织中高效学习：如何把学习成果转化为工作绩效

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在组织中高效学习：如何把学习成果转化为工作绩效

Name: 在组织中高效学习：如何把学习成果转化为工作绩效
Brand: Jingdong book
SKU: 3102000611
Price: 43.34 USD
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Editer Recommend

破解学习成果转化的难题，让培训投入不再打水漂。
在这本书里，汇总了大量能激发大家思考的研究成果，并将其转化成对培训管理人员非常实用的工具和方法，用来加强培训成果的转化。本书对学习转化问题进行了多角度的分析，并且找到了成功的学习转化需要具备的各种条件。

Content Description

本书的部分聚焦于今日组织现实下的学习成果转化。第2、3两章展示了首席学习官们有关学习成果转化的观点，紧随其后的是关于全新的挑战是如何重塑今天的学习的，以及这要求在成果转化方面必须要有相应的新的策略。第二部分关注三个关键的问题：你该如何评估和诊断学习转化系统？什么是转化准备度，你该如何评估和部署员工以取得较大的成果转化？第三部分聚焦于学习流程，也就是，从知识到绩效技能（节点1到节点3）。关键的议题包括：强化前端分析来避免转化的问题在越来越流行的基于工作的学习活动。
当今的时代需要终身学习。人才的竞争愈演愈烈，组织更需要充分利用有限的资源去进行人力资源开发。组织应该确保员工能够将习得的新知识和新技能应用于工作中，以帮助他们达成工作目标，这是组织业务发展的必然需求。
组织需要营造良好的氛围，使员工能够在工作中充分应用所掌握的新技能。这件事情说起来容易，但做起来难。有很多原因导致学习和应用的脱节。
在过去的15年里，工业与组织心理学家、人力资源专家已经在多个领域取得了巨大进步。例如，关于什么是学习、什么是转化，已经提出了一些新的理论和模型；关于在培训过程中影响学习效果的因素，以及在工作中影响学习应用的因素，有了很多以理论模型为基础的推导、验证和经验研究；关于培训需求的识别，培训项目的设计、实施、评估和改进，也有了很多新的进展；研究的主题更是从传统的个体培训拓展到团队培训、组织变革与发展等领域。
在这本书里，汇总了大量能激发大家思考的研究成果，并将其转化成对培训管理人员非常实用的工具和方法，用来加强培训成果的转化。本书对学习转化问题进行了多角度的分析，并且找到了成功的学习转化需要具备的各种条件。同时，作者们也考虑到了培训管理人员在设计培训项目和促进成果转化的过程中可能会遇到的典型挑战。在本书也提供了应对这些挑战的大量创新性的策略，以帮助培训管理人员提升培训成果转化的效率和效果。

Author Description

埃尔伍德·霍尔顿（Elwood F. Holton III），本书主编，第1章、第14章作者之一，第4章作者路易斯安那州立大学人力资源教育学院的“琼斯·戴维斯”讲席教授。他是人力资源开发学会的前任主席、《人力资源开发评论》杂志的创始主编，也是《人力资源开发》季刊等多本专业期刊的编辑委员会成员。2002年，他荣获由人力资源开发学会颁发的高奖项“杰出学术奖”。他的研究领域涉及人力资源管理与开发的各个方面，研究成果多次获得奖项。他著述颇丰，先后撰写、主编了18本著作，发表了200多篇文章，其中很多发表在期刊。他拥有超过17年的咨询经验，为各类企业和非营利性组织提供人力资源开发、绩效改善等方面的咨询服务。

蒂莫西·鲍德温（Timothy T. Baldwin），本书副主编，第1章、第5章、第14章作者之一印第安纳大学凯利商学院管理学教授。他在多本专业期刊上发表过文章。由于杰出的教学贡献，他获得了多个奖项，其中包括六项由管理学会下属的管理教育与发展分会颁发的奖项。他还曾两次被美国培训与发展协会授予“理查德·斯旺森佳研究奖”。鲍德温积极参与高管教育研究，与礼来制药、联邦快递等多家跨国公司有过合作。他近的研究主要专注于首席学习官以及他们管理人才库和发展领导力的方法。

Catalogue

推荐序
序言
前言
作者简介
译者简介
第一部分当今组织中的学习转化
第1章让学习转化发生——从行动/应用的视角来理解学习转化003
第2章CLO眼中的学习转化——学习转化面临的战略性挑战014
第3章学习转化的新挑战——聚焦学习所产生的影响033
第二部分转化的诊断和干预
第4章问题到底出在哪里——诊断并改进学习转化系统051
第5章管理转化应始于学习开始之前——学习者的转化准备度067
第6章管理学习转化系统——模型与案例研究082
第三部分从知识到绩效能力
第7章培训转化问题只是表象——被忽视的前端分析103
第8章课堂之外——基于工作的学习活动的成果转化118
第9章电子化学习中的知识转化138
第10章团队培训转化：21条建议168
第四部分从绩效能力到可持续的绩效
第11章转化是学员自己的事情——让学员掌握自我管理和复发预防的策略193
第12章作为转化推动者的管理者208
第13章创建促进学习转化的氛围232
第五部分结论
第14章提升学习转化的要点261
……

Introduction

为了提升自身的竞争力，提高服务质量，工商企业、政府机构与非营利性组织在人才的培训和发展上投入的资源越来越多。尽管这些组织将越来越多的资源用于培训和学习，但是这些培训和发展项目的有效性仍然存在问题。很显然，培训的根本目的是为了提高学员在工作中的绩效表现。真正的学习转化不仅需要学员在培训过程中有所改变，而且需要他们回到工作岗位之后展现出实实在在的行为改变。如果要提高转化的可能性，就应该将重点放在促进转化的策略上。
1988年，我和蒂莫西·鲍德温在《个人心理学》杂志上发表了一篇文章，并呼吁围绕学习转化这一主题开展更多的研究。
在过去的15年里，工业与组织心理学家、人力资源专家已经在多个领域取得了巨大进步。例如，关于什么是学习、什么是转化，已经提出了一些新的理论和模型；关于在培训过程中影响学习效果的因素，以及在工作中影响学习应用的因素，也有了很多以理论模型为基础的推导、验证和经验研究；关于培训需求的识别，培训项目的设计、实施、评估和改进，也有了很多新的进展；研究的主题也从传统的个体培训拓展到团队培训、组织变革与发展等领域。
在这本书里，鲍德温和霍尔顿一起，汇编了一些能激发大家思考的研究成果，并将其转化成对培训管理人员而言非常实用的工具和方法，用来加强培训成果的转化。本书对学习转化问题进行了多角度的分析，并且找到了成功的学习转化需要具备的各种条件。同时，作者也考虑到了培训管理人员在设计培训项目和促进成果转化的过程中可能会遇到的典型挑战。在本书中，他们也提供了应对这些挑战的大量创新性的策略，以帮助培训管理人员提升培训成果转化的效率和效果。
这本书旨在提高组织中的学习转化。对如何应对组织中学习发展工作面临的挑战，本书为工业与组织心理学家、人力资源专家和组织中的实践者很好地梳理了可能的改进点。随着本书中提出的策略和方法被用于实践，以及新的研究和实践成果不断出现，我相信组织中的培训工作将会得到持续改善。
杰·凯文·福特（J. Kevin Ford）
密歇根州立大学

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