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"A career portfolio is a powerful way to distinguish yourself from other training professionals and to showcase your talents in a real way. It is also a great tool for geting buy-in and support from your current employer. This Infoline will help you understand what should go in your portfolio and know how to use your portfolio to demonstrate your mastery of training competencies."

"In this issue, you will learn the definition of employee engagement and why it matters and then explore the various facets that make up an engaged workforce. You will also learn helpful strategies for developing and strengthening employee engagement that will lead toward full engagement."

"Contents :- Preface - Introduction - Chapter 1: Assessing and addressing learners' needs - Chapter 2: Creating memorable events - Chapter 3: Developing powerful learning aids - Chapter 4: Creating a stimulating environment - Chapter 5: Starting with a bang! - Chapter 6: Connecting with learners - Chapter 7: Getting learners' brains in gear - Chapter 8: Engaging your learners - Chapter 9: Keeping it positive - Chapter 10: Managing unique groups and individuals - Chapter 11: Reinforcing learning through review and repetition - Chapter 12: Transferring learning to the job - Chapter 13: Evaluating training results - Appendix A: Applying Abraham Maslow's hierarchy of needs theory of motivation to training - Appendix B: Creative strategies for selecting volunteers - Appendix C: Creatively grouping participants - Resources - About the author - Index "

"Assess your career options to best position yourself for professional growth.There is little time in a busy workday to reflect on your career choices and future goals. Written specifically for WLP professionals, Career Moves will help you discover your career options, re-energize a stalling career, or transition to a new career. If you are considering a transition to a training and HRD career, you can chart a path to success using the exercises, checklists, and tips featured."

"Instructional design is a core competency for every trainer. Training Design Basics is a down-to-basics title that focuses on the salient skills of training design. It covers needs assessment, structure, agenda creation, curriculum development, marketing, and classroom delivery. It also includes instructions for creating quality performance training for immediate delivery."

"Instructional design is a core competency for every trainer. Training Design Basics is a down-to-basics title that focuses on the salient skills of training design. It covers needs assessment, structure, agenda creation, curriculum development, marketing, and classroom delivery. It also includes instructions for creating quality performance training for immediate delivery."

"Tujuan penelitian ini adalah untuk menguji dan menganalisis pengaruh training, career development dan performance management terhadap employee competencies, employee performance  dan organizational capability. Penelitian ini dilakukan pada Lembaga Negara yang Independen yang berperan sebagai Lembaga Regulator Industri Keuangan Indonesia. Tehnik pengumpulan data dilakukan dengan menyebar kuesioner. Sebelum disebarkan, kuesioner penelitian telah diuji validitas dan reliabilitas menggunakan SPSS. Jumlah responden adalah 445 pegawai. Pengolahan data untuk membuktikan hipotesis menggunakan metode Structural Equation Model (SEM) Lisrel 8.80. Berdasarkan hasil penelitian menunjukkan bahwa training dan performance management berpengaruh signifikan dan positif terhadap employee competencies, career development tidak berpengaruh signifikan terhadap employee competencies, employee competencies berpengaruh signifikan dan positif terhadap employee performance, employee performance berpengaruh signifikan dan positif terhadap organizational capability.

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The objectives of this research are to examine and analyze the effect of training, career development and performance management on employee competencies, employee performance and organizational capability. This research was conducted at an Independent State Institution that acts as a Regulatory Agency for the Indonesian Financial Industry. The data collection technique was done by distributing questionnaires. Before being distributed, the research questionnaire had been tested for validity and reliability using SPSS. The number of respondents was 445 employees. Data processing to prove the  hypothesis using the Lisrel 8.80 Structural Equation Model (SEM) method. The results show that training and performance management had a significant and positive effect on employee competencies, career development had no significant effect on employee competencies, employee competencies had a significant and positive effect on employee performance, employee performance had a significant and positive effect on organizational capability."

"ABSTRAKTujuan dari penelitian ini adalah untuk memahami dan menganalisis pengaruh career management, training satisfaction, pay satisfaction terhadap turnover intention pada karyawan sektor perbankan. Sebanyak 265 responden yang bekerja pada Bank Umum ikut berpartisipasi, dengan.pengolahan data menggunakan metode structural equation modelling. Hasilnya, ditemukan bahwa secara langsung career management tidak berpengaruh terhadap turnover intention. Selain itu, penelitian ini juga membuktikan bahwa training satisfaction dapat mempengaruhi turnover intention melalui peran mediasi penuh organizational engagement. Penelitan ini juga menemukan bahwa organizational engagement memberikan peran mediasi sebagian pada hubungan antara pay satisfaction dan turnover intention. Maka, penelitian ini berhasil membuktikan pentingnya peran training satisfaction dan pay satisfaction dalam meningkatkan organizational engagement yang pada akhirnya dapat menekan turnover intention karyawan pada sektor perbankan. Hasil penelitian ini membuktikan bahwa perusahaan yang memiliki manajemen karir yang baik belum tentu mendorong karyawan untuk tetap tinggal, fenomena war for talents merupakan salah satu pemicu karyawan tertarik untuk pindah. Sehingga perusahaan perlu merumuskan strategi karir manajemen untuk menumbuhkan rasa engagement karyawan, contohnya dengan fungsi coaching dan mentoring.

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ABSTRACTThe purpose of this research is to understand and analyze the effects of career management, training satisfaction, pay satisfaction to employee turnover intention in the banking sector. A total of 265 respondents who work in the Commercial Bank participated, with structural equation modeling as data processing method. As a result, it was found that direct career management has no effect on turnover intention. Furthermore, this research also proves that training satisfaction can affect turnover intention through full mediating role of organizational engagement. This research also found that organizational engagement provides partial mediating role in the relationship between pay satisfaction and turnover intention. Thus, this study was able to prove the importance of the role of training satisfaction and pay satisfaction in improving organizational engagement, which in turn can reduce turnover intention of employees in the banking sector. The results of this study showed that companies that have a good career management can necessarily encourage employees to stay, the phenomenon of war for talents is one of the triggers of employees interested in moving. So the company needs to formulate good strategy of career management to nurture employee engagement, for example, with the function of coaching and mentoring. "