{"id":263728,"date":"2026-07-14T14:46:55","date_gmt":"2026-07-14T11:46:55","guid":{"rendered":"https:\/\/1kitap1.com\/en\/human-resource-management-16th-edition-valentine\/"},"modified":"2026-07-14T14:46:55","modified_gmt":"2026-07-14T11:46:55","slug":"human-resource-management-16th-edition-valentine","status":"publish","type":"post","link":"https:\/\/1kitap1.com\/en\/human-resource-management-16th-edition-valentine\/","title":{"rendered":"Human Resource Management 16th Edition – Valentine"},"content":{"rendered":"
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Learner readiness means that individuals have the ability to learn. However, individuals also must have the motivation to learn, have high confidence, see value in learning, and have a learning style that fits the training. Ability to Learn Learners must possess basic skills, such as fundamental reading or math proficiency, and sufficient cognitive abilities. Companies may discover that some workers lack the cognitive ability to comprehend their training. Some have found that a significant number of job applicants and current employees lack the reading, writing, and math skills needed to learn the jobs.<\/p>\n

Employers might deal with the lack of basic employee skills in several ways: e Offer remedial training to existing employees who need it. e Test and hire workers who already have the necessary skills. e Work with local schools to help better educate potential hires for jobs. When designing training, it is important to identify the foundation skills needed for learn- ers to grasp the material. Learners who lack the basic skills will be frustrated during training and are likely to retain little, if any, of the content.<\/p>\n

Therefore, it is critical to specify the entry level KSAs for success in the training program. Instructors may also focus on building meta- cognition in learners, which involves helping them understand how they best learn information and processes.*\u00b0 Motivation A person’s desire to learn training content, referred to as motivation to learn, is influenced by multiple factors. For example, differences in gender and ethnicity, and the result- ing experiences, may affect the motivation of adult learners. Some learners approach learning from an achievement perspective.<\/p>\n

Their primary goal is to \u201cpass the test\u201d or earn a certificate of completion. Their outlook is short term and is focused on completing the training and mov- ing on. Other learners adopt a learning perspective. Their primary objective is to master the training content. They may not earn the highest grade in a course, but they are likely to retain more of the content.<\/p>\n

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Sean R. Valentine, Patricia A. Meglich, Robert L. Mathis, John H. Jackson Senior Vice President, Higher Ed Product, Content, and Market Development: Erin Joyner Product Director: Bryan Gambrel Product Manager: Michael Giffen Manager, Content Delivery: John Rich Senior Content Manager: Kim Kusnerak Product Assistant: Nicholas Perez Marketing Manager: Jake Miller Production Service: Lumina Datamatics, Inc. Senior Designer: Bethany Bourgeois Text\/CoverDesigner: Chris Miller\/ cmiller design Cover\/Design Image: Opas Chotiphantawanon\/ Shutterstock.com Intellectual Property Analyst: Diane Garrity Project Manager: Nick Barrows Printed at CLDPC, USA, 05-21 \u00a9 2020, 2017 Cengage Learning, Inc.<\/p>\n

Unless otherwise noted, all content is \u00a9 Cengage. ALL RIGHTS RESERVED. No part of this work covered by the copyright herein may be reproduced or distributed in any form or by any means, except as permitted by U.S. copyright law, without the prior written permission of the copyright owner. For product information and technology assistance, contact us at Cengage Customer & Sales Support, 1-800-354-9706 or support.cengage.com. | For permission to use material from this text or product, Library of Congress Control Number: 2018953869 Soft-cover Edition ISBN: 978-0-357-03385-2 Loose-leaf Edition ISBN: 978-1-337-91664-6 Cengage 200 Pier 4 Boulevard Boston, MA 02210 USA Cengage is a leading provider of customized learning solutions with employees residing in nearly 40 different countries and sales in more than 125 countries around the world.<\/p>\n

Find your local representative at: www.cengage.com. To learn more about Cengage platforms and services, register or access your online learning solution, or purchase materials for your course, visit www.cengage.com. |] DEDICATIONS | \u00a9 Page and Will, for their love and support, as well as my parents, Bill and Sherry Valentine, family, and friends who have helped me through the years.<\/p>\n

Thank you to my parents, Robert and Margaret Meglich, and to family, friends, and colleagues who have encouraged me along life’s journey. te Jo Ann Mathis, for managing efforts on this book, and Julie Foster and Lee Skoda as key supporters. R. D. and M. M. Jackson, who were successful managers of people for many years. it Wee I i} 1; G MRHery WN. yuan PSEA Badd By We St Tana nag CATR Rey i a | ee Laicre rs m BA !<\/p>\n<\/blockquote>\n

This is a short excerpt from the opening of “” by Unknown, quoted for review and introduction purposes. All rights belong to the copyright holders.<\/em><\/p>\n

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