Cover -- Title Page -- Copyright Page -- TABLE OF CONTENTS -- ICONS USED IN THIS BOOK -- OUTLINE OF THE BOOK -- OUTLINE OF THE CHAPTERS -- STRATEGIC LEARNING AND DEVELOPMENT (L&D) PROCESS FLOW -- CHAPTER 1: THE NEED TO DETERMINE THE VALUE OF LEARNING AND DEVELOPMENT -- INTRODUCTION -- THE VALUE OF LEARNING AND DEVELOPMENT -- IDENTIFY THE BUSINESS CASE FOR IMPLEMENTING LEARNING AND DEVELOPMENT -- POSITION HRD AS A STRATEGIC BUSINESS PARTNER -- LINKING LEARNING TO THE STRATEGIC OBJECTIVES OF THE ORGANISATION -- THE ORGANISATIONAL NEEDS ANALYSIS PROCESS: -- BUSINESS STRATEGY AND HUMAN RESOURCE DEVELOPMENT -- THE BUSINESS RATIONALE FOR INVESTMENT IN LEARNING AND DEVELOPMENT INCLUDE THE FOLLOWING -- STRATEGIC APPROACH TO LEARNING AND DEVELOPMENT -- GUIDELINES FOR IMPLEMENTING STRATEGIC LEARNING -- STEPS TO FOLLOW -- WHEN AN EMPLOYEE IS SCHEDULED TO ATTEND TRAINING, ASK THE FOLLOWING QUESTIONS -- THE ROLE OF TRAINING AND HUMAN RESOURCE DEVELOPMENT -- INTERNATIONAL TOP TEN HRD BEST PRACTICES -- HUMAN CAPITAL SCORECARD -- BEST PRACTICE SKILLS DEVELOPMENT -- CONCLUSION -- CHAPTER 2: COMPETENCY MODELS -- INTRODUCTION -- OUTLINE OF THE CHAPTERS -- DELIVERING STRATEGIC LEARNING -- COMPETENCY MODELS -- COMPETENCIES -- STRATEGIC INTEGRATED LEARNING MODEL -- PERFORMANCE IMPROVEMENT STRATEGY -- DEVELOPING COMPETENCY MODELS -- SMART GOALS -- COMPETENCY IDENTIFICATION -- BROAD AREAS OF THE COMPETENCY MODEL -- TIERS OF A COMPETENCY MODEL -- BLOOM'S LEARNING TAXONOMY -- STEPS IN THE COMPETENCY MODELLING PROCESS -- PERFORMANCE EVALUATION -- ESTABLISHING PRE- AND POST PERFORMANCE THROUGH ASSESSMENT -- CONCLUSION -- CHAPTER 3: MEASURING THE VALUE OF LEARNING AND DEVELOPMENT -- INTRODUCTION -- OUTLINE OF THE CHAPTERS -- THE ROI PROCESS -- THE ROI ANALYSIS PROCESS -- EVALUATION LEVELS -- KIRKPATRICK'S FOUR LEVELS OF TRAINING EVALUATION.

THE KIRKPATRICK FOUR-LEVEL EVALUATION MODEL -- MEASUREMENT AREAS -- SPECIFIC PERFORMANCE STANDARDS BEFORE AND AFTER TRAINING -- MEASUREMENT EXAMPLES FOR THE AREAS OF QQCT -- BASELINE MEASURES -- TRAINING COSTS -- TRAINING COSTS PER EMPLOYEE RATIO -- TRAINING COSTS -- RETURN ON INVESTMENT (ROI) FORMULA -- IDENTIFYING AND ISOLATING NON-TRAINING VARIABLES (NTVs) -- BROAD AREAS OF NON-TRAINING VARIABLES -- THE PROCESS OF ADJUSTING THE INFLUENCE OF NTVs -- NTV TRAINING IMPACT ISOLATION -- VALUE OF LEARNING AND ROI REPORTS -- VALUE OF LEARNING EVALUATION PROCESS -- ROI IMPLEMENTATION PLAN EXAMPLE -- ROI CASE STUDY: MOBILE CHAT -- COST TABLE -- BENEFIT TABLE -- NON-TRAINING INFLUENCE TABLE -- CONCLUSION -- CHAPTER 4: EVALUATING THE VALUE OF LEARNING AND DEVELOPMENT -- INTRODUCTION -- OUTLINE OF THE CHAPTERS -- EVALUATION PLAN -- EFFECTIVENESS OF THE LEARNING AND DEVELOPMENT INTERVENTIONS -- PROGRAMME DESIGN FOR EVALUATION PURPOSES -- LEARNING AND DEVELOPMENT VARIABLES -- ELEMENTS OF THE EVALUATION STRATEGY -- EVALUATION STRATEGY -- THE IMPACT OF THE HRD INTERVENTION -- THE GAP BETWEEN LEARNING AND A CULTURE OF LEARNING -- THE LEARNING CULTURE -- THE NEED FOR A LEARNING CULTURE -- MANAGEMENT SUPPORT -- BENEFITS OF A LEARNING CULTURE -- PRINCIPLES OF A LEARNING CULTURE -- ANTI-LEARNING CULTURE CHARACTERISTICS -- DEVELOPING A LEARNING CULTURE -- SKILLS TRANSFER REPORT -- REVIEW THE ETD CYCLE -- REVIEW THE ETD CYCLE - THE BUSINESS CASE FOR LEARNING -- ANNUAL PLANNING TO DELIVER AND EVALUATE LEARNING AND DEVELOPMENT -- CONCLUSION -- A FINANCIAL SERVICES IMPACT STUDY: THE SUSTAINABLE VALUE OF LEARNING AND DEVELOPMENT -- TABLE OF CONTENTS -- WHY DETERMINE THE VALUE OF LEARNING AND DEVELOPMENT? -- DETERMINING THE IMPACT OF LEARNING -- WHAT BEHAVIOUR HAS CHANGED? -- CONCLUSION -- ABOUT THE AUTHOR -- ACRONYMS -- LIST OF WORKS CITED -- LIST OF REFERENCES -- Back Cover.