組織發(fā)展與組織變化管理證書(shū)課程(文件)
【正文】 發(fā)展中怎樣使用流程診斷?n 總結(jié) Course 4: Evaluating OD Interventions and Ensuring Effective Adoption (1 days)評(píng)估組織發(fā)展活動(dòng)，確保適用有效（1天）Overview 概述 How can OD interventions be evaluated before, during, and after implementation? What special approaches are essential to evaluating OD interventions that are different from those used in other change efforts, such as training? How can OD practitioners ensure the effective adoption of change after consultants depart the change setting? Hear the answers to these questions in this course.在實(shí)施OD的前、中、后，怎樣評(píng)估組織發(fā)展活動(dòng)？應(yīng)該使用什么不同于評(píng)估其他變革，如培訓(xùn)的方法來(lái)評(píng)估OD的引入？OD的實(shí)踐者怎樣在顧問(wèn)離開(kāi)組織后，確保變革的有效留存？您將在本課程中聽(tīng)到以上問(wèn)題的答案。 William J. Rothwell is a Professor of Human Resource Development on the University Park campus of The Pennsylvania State University. As a consultant, he has worked with over 30 multinational corporations. 168。 William J. Rothwell is familiar with the Chinese environment. He has visited China many times since 1996 and has taught over 46 courses20 of them MBA coursesin China. He taught 10 MBA courses at Beijing University and 10 MBA courses at Nankai University168。 Management ” “ What CEOs Expect From Corporate Training ”“ Planning and Managing Human Resources ”“ The Workplace Learner ”“ Human Performance Improvement: Building practitioner petence ”“ Human Resource Development ” “ Practicing Organization Development: A Guide for Consultants ” “ Practicing Organization Development: JB OD (Organizational Development) ”“ Building InHouse Management and Leadership Development Programs ”“ The Strategic Development of Talent ”“ Creating InHouse Sales Training and Development Programs”“ The Complete Guide to Training Delivery ”“ Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within “ 威廉u 威廉?羅維博士所領(lǐng)導(dǎo)的人力資源管理和開(kāi)發(fā)的研究生項(xiàng)目在全美排名第二。u 威廉?羅維博士有超過(guò)400名的中國(guó)學(xué)生。威廉?羅維博士的最新著作包括：《基于勝任素質(zhì)的人力資源管理》 (2004年）《改善職業(yè)培訓(xùn)》 (2004年）《才能開(kāi)發(fā)戰(zhàn)略》 (2004年)《掌握教育設(shè)計(jì)流程：系統(tǒng)方法》 (2004年)《人力資源規(guī)劃與管理》 (第三版，2003年)《CEO們從公司培訓(xùn)中期待些什么》 (第二版，2003年)《職場(chǎng)學(xué)習(xí)：如何將主動(dòng)學(xué)習(xí)與個(gè)人勝任素質(zhì)學(xué)習(xí)融合在一起》 (2002年)威廉?羅維博士也是Wiley/JosseyBass/Pfeiffer系列叢書(shū)的編者；他還是美國(guó)《國(guó)際培訓(xùn)與發(fā)展》雜志的主編，這是一本學(xué)術(shù)性的評(píng)論雜志，由威廉?羅維博士與在亞洲和歐洲的主編們共同編輯出版。這其中的許多人現(xiàn)在中國(guó)從事培訓(xùn)咨詢業(yè)，許多是外企、合資企業(yè)及國(guó)有企業(yè)的人力資源總監(jiān)和培訓(xùn)總監(jiān)。u 威廉?羅維博士也曾任美國(guó)政府機(jī)構(gòu)的培訓(xùn)總監(jiān)。u 威廉?羅維博士被認(rèn)為是一位世界知名的職場(chǎng)學(xué)習(xí)與績(jī)效研究的領(lǐng)袖，人力資源管理協(xié)會(huì)（SHRM）最前沿國(guó)際發(fā)展趨勢(shì)研究的專家并被美國(guó)培訓(xùn)與發(fā)展協(xié)會(huì)（ASTD）稱為培訓(xùn)與發(fā)展領(lǐng)域（曾被稱為培訓(xùn)領(lǐng)域、現(xiàn)被稱為職場(chǎng)學(xué)習(xí)與業(yè)績(jī)領(lǐng)域）兩大能力研究的最主要研究者。s, Coca Cola, Pepsi Cola, General Motors, Ford, Caterpillar, Allied Signal, and many others. Many of the people now facilitating programs in Chinaand many HR directors or Trainin
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