Training and development / Rubee Singh.

Includes bibliographical references and index.

Unit I. Job analysis - manpower planning - at the start of the business and as ongoing process - performance appraisal - standards, methods, errors -- Unit II. Learning objectives - domains of learning - methods of learning - importance of teaching techniques - instruction technology - instructor behavior - attention versus involvement -- Unit III. Need for training and development - Role of development officers - administrators, consultants, designers and instructors - determining training needs - potential macro needs - usefulness of training - development of competency-based training programs - Evaluation of training programs -- Unit IV. Methods of training - off the job training - choosing optimum method -the lecture - field trips - panel discussion - behavior modeling - interactive demonstrations - brain storming - case studies - action mazes, incident process, in-baskets, team tasks, buzz-groups and syndicates, agenda setting, role-plays-reverse sole plays, rotational role plays, finding metaphors, simulations, business games, clinics, critical incidents, fish bowls, T-groups, data gathering, grouping methods, transactional analysis, exception analysis --Unit V. Need for development - differences between training and development - management development program - career development program - counseling evaluation of programs - job evaluation - methods and techniques.