1. Chapter 11 Effective Training: Strategies, Systems and Practices, 3 rd Edition Chapter One P. Nick Blanchard and James W. Thacker

2. Chapter 12 Organizational Chart for Human Resource Function Vice President Human Resources Forecasting employment needs Succession planning Conducting research Recruiting Testing Hiring and employee termination Employee grievances In unionized firms management-union relations often involved in labor negotiations Compensation of employees (wages, salaries and benefits) Negotiates with outside benefit providers Improving the capabilities of employees If no director of Health & Safety exists this activity may fall under HRD HR Planning and Research Director Employment Director Employee Relations Director Compensation Director Human Resource Development Director

3. Chapter 13 Possible Career Path in HRD Supervisor of Materials Development Manager, Training Support Services Rotation through other HRD management positions Director HRD Rotation through other specialist positions Entry-level specialist position (e.g., training materials developer)

4. Chapter 14 General Open Systems Model OPEN SYSTEM INPUT PROCESS OUTPUT Systems External Environment

5. Chapter 15 Training as a Subsystem within the Organizational System TRAINING SUBSYSTEM Organizational NeedsAnalysisKnowledge Employee NeedsDesignSkills BudgetDevelopmentAttitudes EquipmentImplementationMotivation StaffEvaluationJob Performance INPUT PROCESS OUTPUT TRAINING’S ORGANIZATIONAL ENVIRONMENT MissionStrategyStructurePoliciesProcedures FinancesResourcesPeopleProductsTechnology

6. Chapter 16 Training Processes Model Outcome Evaluation Data Needs Analysis Phase Input Process Output Design Phase Input Process Output Development Phase Input Process Output Implementation Phase Input Process Output Evaluation Phase Input Process Output Process Evaluation Data Triggering Event

7. Chapter 17 Classification of Learning Outcome Skill-Based Learning  Compilation  Automaticity Cognitive Knowledge  Declarative Knowledge  Procedural Knowledge  Strategic Knowledge Attitudinal Learning  Affect/Feelings Learning