A systematic view of the 47 processes necessary for an enterprise T&D/ Learning/ Knowledge Management function.
T&D Systems View makes a lot of information available for both the experienced training professional or those new to the field. The focus of the book is on enhancing an organization’s training and development system while improving bottom-line results.
The “twelve hour clock” serves as a performance aid to guide the reader through headings for each hour that make up the 12 systems that contain the 47 processes of the overall corporate training and development system. The 12 systems are:
1. Strategic Planning
2. Operations Planning and Management
3. Cost/Benefit measurement
4. Process Improvement
5. Product and Service Line Design
6. Product and Service Line development
7. Product and Service Line Deployment
8. Marketing and Communications
9. Financial asset Management
10. Human and Environmental Asset Management
11. Research and Development
12. Governance and Advisory
What follows the descriptions of 12 training and development systems and the 47 related processes is an incredibly useful 48-page performance aid that guides readers in conducting self-assessments of their organization’s systems. This performance aid is “worth the price of admission” alone.
“Guy Wallace has done it again! After demystifying the ISD process in his lean-ISDSM book, he tackles the corporate training and development system and puts it in a business-focused perspective. Whether you are in-house or serving as an external consultant, you will find Guy’s model an invaluable tool for enterprise training and development.
This analytic and design process ensures that you dot all the i’s and cross all the t’s when moving your company or client to Learning by Design, not Learning by Chance. The elegant clockface model helps you develop a clear picture of any organization and clearly helps you map out how best to effectively manage all the elements of the enterprise. Once the elements are mapped out, the model, through enclosed assessment and prioritizing tools, helps determine where and when to put corporate assets to maximize corporate return on investment.
This is a must-have book for any consultant or organization that is concerned about improving the performance of their organization through improving processes and competencies.”
Once again Guy Wallace hits a home run with this informative text for the Training and Development organization. His process approach is one not often thought of by HR and T&D professionals. Clearly, this robust approach will shed new light on the management of training and development for your organization.
T&D Systems View by Guy Wallace presents one of the best models for clarifying roles and responsibilities of leaders, managers, and workers when it comes to getting the desired job performance. The model really drives meaningful conversations about what is and is not in place, why, and who is responsible for making it happen. The model makes asking the questions about what has or has not been done and who should do it a whole lot easier. I recommend this book to anyone wanting to better understand what must be in place for people to perform well and how to enroll management in the process of making it happen.
This book is available as a Kindle and as a Paperback.
See all of Guy’s books on his Amazon Authors Page:
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