Description

Book Synopsis
Kenneth Fee has worked in learning and development for 25 years, as a trainer, consultant, manager, and writer, among other roles. He has an MA degree in social science, an MBA, certificates in training and in assessment, a professional diploma in training management, and he is a Chartered Fellow of CIPD and a Fellow of CMI.

Table of Contents
    • Chapter - 23: The talent web;
    • Chapter - 24: The succession planning cycle;
    • Chapter - 25: Devising and using standards of competence;
    • Chapter - 26: Board-level development: a needs audit;
    • Chapter - 27: Learning methods and styles grid;
    • Chapter - 28: Learning methods choice matrix;
  • Section - TWO: Planning learning;
    • Chapter - 29: The six essential elements of a learning strategy;
    • Chapter - 30: Using the learning and development cycle to plan learning interventions;
    • Chapter - 31: A step-by-step guide to planning a learning event;
    • Chapter - 32: Personal development planning;
    • Chapter - 33: Using different approaches to learning and development;
    • Chapter - 34: Criteria for choosing a learning approach;
    • Chapter - 35: A checklist for procuring learning services;
    • Chapter - 36: Outsourcing versus insourcing;
    • Chapter - 37: The four phases of knowledge management;
    • Chapter - 38: The three component parts of e-learning;
    • Chapter - 39: The five models of e-learning;
    • Chapter - 40: Learning design: the five dimensions;
    • Chapter - 41: The route map model for e-learning design;
    • Chapter - 42: A classification of e-learning technologies;
    • Chapter - 43: What to look for in a digital learning platform;
    • Chapter - 44: Checklist – 10 things to look out for when dealing with e-learning vendors;
    • Chapter - 45: What to look for in a learning and development consultant;
    • Chapter - 46: What to look for in learning materials;
    • Chapter - 47: Working with union learning representatives;
    • Chapter - 48: Using qualifications;
    • Chapter - 49: Reference list of learning and development methods;
  • Section - THREE: Implementing learning;
    • Chapter - 50: Icebreakers;
    • Chapter - 51: Coaching – tips and pitfalls;
    • Chapter - 52: Facilitation – tips and pitfalls;
    • Chapter - 53: Lecturing – tips and pitfalls;
    • Chapter - 22: The five aspects of talent management;
    • Chapter - 21: Knowledge management: distinguishing data, information and knowledge;
    • Chapter - 20: Neuro-linguistic programming;
    • Chapter - 19: Gardner’s multiple intelligences;
    • Chapter - 18: Emotional intelligence;
    • Chapter - 17: Accelerated learning;
    • Chapter - 16: The learning value chain;
    • Chapter - 15: How to develop a learning organization;
    • Chapter - 14: How to develop a learning culture;
    • Chapter - 13: Johari window;
    • Chapter - 12: Overcoming barriers to learning;
    • Chapter - 11: Rose’s learning styles;
    • Chapter - 10: Honey and Mumford’s learning styles;
    • Chapter - 09: Kolb’s experiential learning cycle;
    • Chapter - 08: Informal and non-formal learning;
    • Chapter - 07: Bloom’s taxonomy of learning domains;
    • Chapter - 06: The learning curve;
    • Chapter - 05: Performance analysis quadrant;
    • Chapter - 04: Identifying organizational learning needs: a step-by-step approach;
    • Chapter - 03: L&DNA grids;
    • Chapter - 02: Understanding learning, development, education and training;
  • Section - ONE: Learning needs analysis;
    • Chapter - 01: The learning and development cycle;
    • Chapter - 00: Introduction;
    • Chapter - 54: How to mentor someone;
    • Chapter - 55: How to organize work-based learning;
    • Chapter - 56: Guided practice;
    • Chapter - 57: Putting together action learning sets;
    • Chapter - 58: Setting up a community of practice;
    • Chapter - 59: The seven pillars of a corporate university;
    • Chapter - 60: Preparing a lesson plan;
    • Chapter - 61: Preparing to deliver a course: a checklist;
    • Chapter - 62: Tips for team teaching;
    • Chapter - 63: 360-degree feedback;
    • Chapter - 64: Psychometric instruments for development rather than assessment;
    • Chapter - 65: Innovative approaches to learning;
    • Chapter - 66: Using storytelling in learning and development;
    • Chapter - 67: Games, and learning through play;
    • Chapter - 68: Simulation;
    • Chapter - 69: Volunteering-based learning;
    • Chapter - 70: Development centres;
    • Chapter - 71: Assessing and recording competence;
    • Chapter - 72: Learning logs and contracts;
    • Chapter - 73: Guided reading;
    • Chapter - 74: Appreciative inquiry;
    • Chapter - 75: Networking via professional bodies;
    • Chapter - 76: Outplacement services;
    • Chapter - 77: Blended learning models;
    • Chapter - 78: Social networking and collaborative tools;
    • Chapter - 79: Checklist for setting up a learning centre;
  • Section - FOUR: Evaluating learning;
    • Chapter - 80: Costing learning;
    • Chapter - 81: Assessing learning;
    • Chapter - 82: Talent management and development: the GE nine box model;
    • Chapter - 83: Quality management of learning: the diamond model;
    • Chapter - 84: Applying quality management tools to learning;
    • Chapter - 85: Making a business case for learning and development;
    • Chapter - 86: Internal marketing of learning and development;
    • Chapter - 87: How to get value from a corporate university;
    • Chapter - 88: How to get value from learning consultants;
    • Chapter - 89: Evaluation: how to recognize and when to use the main methods;
    • Chapter - 90: Kirkpatrick’s four levels of evaluation;
    • Chapter - 91: Producing an evaluation sheet;
    • Chapter - 92: Measures in evaluating learning;
    • Chapter - 93: CIPD partnership of learning model;
    • Chapter - 94: Evaluation metrics;
    • Chapter - 95: Calculating return on investment;
    • Chapter - 96: Evaluation: return on expectations;
    • Chapter - 97: Six Sigma for learning and development;
    • Chapter - 98: Balanced scorecard for learning and development;
    • Chapter - 99: E-learning: the impact matrix;
    • Chapter - 100: Evaluation: total value add;
    • Chapter - 101: You

101 Learning and Development Tools

Product form

£33.24

Includes FREE delivery

RRP £34.99 – you save £1.75 (5%)

Order before 4pm tomorrow for delivery by Sat 27 Dec 2025.

A Paperback / softback by Kenneth Fee

15 in stock


    View other formats and editions of 101 Learning and Development Tools by Kenneth Fee

    Publisher: Kogan Page Ltd
    Publication Date: 03/09/2011
    ISBN13: 9780749461089, 978-0749461089
    ISBN10: 074946108X
    Also in:
    Personnel and human resources Industrial or vocational training

    Description

    Book Synopsis
    Kenneth Fee has worked in learning and development for 25 years, as a trainer, consultant, manager, and writer, among other roles. He has an MA degree in social science, an MBA, certificates in training and in assessment, a professional diploma in training management, and he is a Chartered Fellow of CIPD and a Fellow of CMI.

    Table of Contents
      • Chapter - 23: The talent web;
      • Chapter - 24: The succession planning cycle;
      • Chapter - 25: Devising and using standards of competence;
      • Chapter - 26: Board-level development: a needs audit;
      • Chapter - 27: Learning methods and styles grid;
      • Chapter - 28: Learning methods choice matrix;
    • Section - TWO: Planning learning;
      • Chapter - 29: The six essential elements of a learning strategy;
      • Chapter - 30: Using the learning and development cycle to plan learning interventions;
      • Chapter - 31: A step-by-step guide to planning a learning event;
      • Chapter - 32: Personal development planning;
      • Chapter - 33: Using different approaches to learning and development;
      • Chapter - 34: Criteria for choosing a learning approach;
      • Chapter - 35: A checklist for procuring learning services;
      • Chapter - 36: Outsourcing versus insourcing;
      • Chapter - 37: The four phases of knowledge management;
      • Chapter - 38: The three component parts of e-learning;
      • Chapter - 39: The five models of e-learning;
      • Chapter - 40: Learning design: the five dimensions;
      • Chapter - 41: The route map model for e-learning design;
      • Chapter - 42: A classification of e-learning technologies;
      • Chapter - 43: What to look for in a digital learning platform;
      • Chapter - 44: Checklist – 10 things to look out for when dealing with e-learning vendors;
      • Chapter - 45: What to look for in a learning and development consultant;
      • Chapter - 46: What to look for in learning materials;
      • Chapter - 47: Working with union learning representatives;
      • Chapter - 48: Using qualifications;
      • Chapter - 49: Reference list of learning and development methods;
    • Section - THREE: Implementing learning;
      • Chapter - 50: Icebreakers;
      • Chapter - 51: Coaching – tips and pitfalls;
      • Chapter - 52: Facilitation – tips and pitfalls;
      • Chapter - 53: Lecturing – tips and pitfalls;
      • Chapter - 22: The five aspects of talent management;
      • Chapter - 21: Knowledge management: distinguishing data, information and knowledge;
      • Chapter - 20: Neuro-linguistic programming;
      • Chapter - 19: Gardner’s multiple intelligences;
      • Chapter - 18: Emotional intelligence;
      • Chapter - 17: Accelerated learning;
      • Chapter - 16: The learning value chain;
      • Chapter - 15: How to develop a learning organization;
      • Chapter - 14: How to develop a learning culture;
      • Chapter - 13: Johari window;
      • Chapter - 12: Overcoming barriers to learning;
      • Chapter - 11: Rose’s learning styles;
      • Chapter - 10: Honey and Mumford’s learning styles;
      • Chapter - 09: Kolb’s experiential learning cycle;
      • Chapter - 08: Informal and non-formal learning;
      • Chapter - 07: Bloom’s taxonomy of learning domains;
      • Chapter - 06: The learning curve;
      • Chapter - 05: Performance analysis quadrant;
      • Chapter - 04: Identifying organizational learning needs: a step-by-step approach;
      • Chapter - 03: L&DNA grids;
      • Chapter - 02: Understanding learning, development, education and training;
    • Section - ONE: Learning needs analysis;
      • Chapter - 01: The learning and development cycle;
      • Chapter - 00: Introduction;
      • Chapter - 54: How to mentor someone;
      • Chapter - 55: How to organize work-based learning;
      • Chapter - 56: Guided practice;
      • Chapter - 57: Putting together action learning sets;
      • Chapter - 58: Setting up a community of practice;
      • Chapter - 59: The seven pillars of a corporate university;
      • Chapter - 60: Preparing a lesson plan;
      • Chapter - 61: Preparing to deliver a course: a checklist;
      • Chapter - 62: Tips for team teaching;
      • Chapter - 63: 360-degree feedback;
      • Chapter - 64: Psychometric instruments for development rather than assessment;
      • Chapter - 65: Innovative approaches to learning;
      • Chapter - 66: Using storytelling in learning and development;
      • Chapter - 67: Games, and learning through play;
      • Chapter - 68: Simulation;
      • Chapter - 69: Volunteering-based learning;
      • Chapter - 70: Development centres;
      • Chapter - 71: Assessing and recording competence;
      • Chapter - 72: Learning logs and contracts;
      • Chapter - 73: Guided reading;
      • Chapter - 74: Appreciative inquiry;
      • Chapter - 75: Networking via professional bodies;
      • Chapter - 76: Outplacement services;
      • Chapter - 77: Blended learning models;
      • Chapter - 78: Social networking and collaborative tools;
      • Chapter - 79: Checklist for setting up a learning centre;
    • Section - FOUR: Evaluating learning;
      • Chapter - 80: Costing learning;
      • Chapter - 81: Assessing learning;
      • Chapter - 82: Talent management and development: the GE nine box model;
      • Chapter - 83: Quality management of learning: the diamond model;
      • Chapter - 84: Applying quality management tools to learning;
      • Chapter - 85: Making a business case for learning and development;
      • Chapter - 86: Internal marketing of learning and development;
      • Chapter - 87: How to get value from a corporate university;
      • Chapter - 88: How to get value from learning consultants;
      • Chapter - 89: Evaluation: how to recognize and when to use the main methods;
      • Chapter - 90: Kirkpatrick’s four levels of evaluation;
      • Chapter - 91: Producing an evaluation sheet;
      • Chapter - 92: Measures in evaluating learning;
      • Chapter - 93: CIPD partnership of learning model;
      • Chapter - 94: Evaluation metrics;
      • Chapter - 95: Calculating return on investment;
      • Chapter - 96: Evaluation: return on expectations;
      • Chapter - 97: Six Sigma for learning and development;
      • Chapter - 98: Balanced scorecard for learning and development;
      • Chapter - 99: E-learning: the impact matrix;
      • Chapter - 100: Evaluation: total value add;
      • Chapter - 101: You

    Recently viewed products

    © 2025 Book Curl

      • American Express
      • Apple Pay
      • Diners Club
      • Discover
      • Google Pay
      • Maestro
      • Mastercard
      • PayPal
      • Shop Pay
      • Union Pay
      • Visa

      Login

      Forgot your password?

      Don't have an account yet?
      Create account