Page 46 - Demo

%u062c%u0645%u064a%u0639 %u0627%u0644%u062d%u0642%u0648%u0642 %u0645%u062d%u0641%u0648%u0638%u0629 %u0640 %u0627%u0625%u0644%u0639%u062a%u062f%u0627%u0621 %u0639%u0649%u0644 %u062d%u0642 %u0627%u0645%u0644%u0624%u0644%u0641 %u0628%u0627%u0644%u0646%u0633%u062e %u0623%u0648 %u0627%u0644%u0637%u0628%u0627%u0639%u0629 %u064a%u0639%u0631%u0636 %u0641%u0627%u0639%u0644%u0647 %u0644%u0644%u0645%u0633%u0627%u0626%u0644%u0629 %u0627%u0644%u0642%u0627%u0646%u0648%u0646%u064a%u062946Electronic Resources %u2013 Human Resources Development Year Four - 2021 | |46Chapter FiveDesigning Effective HRD ProgramsIntended Learning ObjectivesAfter learning this chapter, you should be able to:%u2022 Write training objectives for a specific program or HRD intervention that contain all three qualities for useful objectives.%u2022 Compare the relative merits of developing an HRD program in-house versus purchasing it from an outside source.%u2022 List activities involved in employers-designed HRD programs.%u2022 Compare various types of training materials and how they are prepared. Phase One: Needs Assessment%u2022 It should be completed before you start Phase Two.%u2022 You kno%u2713 Where training is needed.%u2713 What kinds of training are needed.%u2713 Who needs to be trained.%u2713 Conditions for training.Phase Two: Design