1. Training
1.1. Definition
1.2. Employee Orientation
1.3. Objective
1.4. ADDIE trainning process
1.4.1. Analyze
1.4.2. Design
1.4.3. Develop
1.4.4. Implement
1.4.5. Evaluate
1.5. INTRO
2. Methods for Trainninhg and Development
2.1. On-the-job methods
2.1.1. Obsevation
2.1.2. Shadowing
2.1.3. Coaching
2.1.4. Mentoring
2.1.5. Practice
2.1.6. The OJT Process
2.2. Off-the-job methods
2.2.1. Case Study Method
2.2.2. Intergrated Case Scenarios
2.2.3. Management Games
2.2.4. Outside Seminars
2.2.5. University-Related Programs
3. Implement training and development in companies
3.1. Strategic considerations of training and development
3.1.1. Alignment with Organizational Goals
3.1.2. Cost-effectiveness
3.1.3. Approprateness of Training Methods
3.1.4. Evaluation and Feedback
3.2. Procedure for training and development
3.2.1. Needs Assessment
3.2.2. Training Program Design
3.2.3. Training Program Implementation
3.2.4. Training Program Evaluation
3.2.5. Follow-up and Reinforcement
4. Developing Learning Organization
4.1. Concept of learning and learning organization
4.1.1. Learning organization
4.2. Model for learning compentencies
4.2.1. 1. Determine what kind of process works for your organization
4.2.2. 2. Research available competency information
4.2.3. 3. Interview relevant business units and executives
4.2.4. 4. Establish the core competencies
4.2.5. 5. Establish job-specific competencies
4.2.6. 6. Establish leadership competencies, where needed
4.2.7. 7. Finalize the competency list
4.3. Conditions for developing learning competencies
4.3.1. Building a Shared vision
4.3.2. Systems Thinking
4.3.3. Mental Models
4.3.4. Team Learning
4.3.5. Personal Mastery