Implementing HRD Programs

The Implementation Stage

The Learning Pyramid

By Permission: Yin (2004)

Training Delivery Methods

Three basic categories:
On-the-Job
Classroom

Training
Training

Self-Paced

Training

Note: Computer-based training can be in a classroom, or individual/self-paced.

T&D Methods

Classroom Programs Mentoring Coaching Role Playing Simulations

Distance Learning and Videoconferencing E-learning On-the-Job Training Job Rotation Internships

Importance of HRD in training

Human Resource Development Major HRM function consisting not only of T&D, but also individual career planning and development activities and performance appraisal Training and Development Heart of a continuous effort designed to improve employee competency and organizational performance

Training - Designed to provide learners with the knowledge and skills needed for their present jobs formal and informal Development - Involves learning that goes beyond today's job more long-term focus Learning Organization firms that recognize critical importance of continuous performance-related training and development an take appropriate action

The Training and Development (T&D) Process

Determine T&D Needs Establish Specific Objectives

Select T&D Method(s)

Implement T&D Programs

Evaluate T&D Programs

8

On-the-Job Training (OJT)

Job

instruction training (JIT) Job rotation Coaching Mentoring

Characteristics of OJT
Training

at ones regular workstation Most common form of training Strengths:

Realism Applicability No formal structure Can perpetuate mistakes

Weaknesses:

More on OJT
Facilitates Reduced

training transfer to the job

training costs, since classroom is not needed

Noise

and production needs may reduce training effectiveness

and safety may be impacted

Quality

Job Instruction Training (JIT)

Prepare

the worker Present the task Practice the task Follow-up

JIT Process
Observe

work processes Brainstorm improvements Analyze options Implement improvements Evaluate results and make adjustments

Job Rotation
Train Often Also

on different tasks/positions used to train entry-level managers

used to provide back-up in production positions

Coaching and Mentoring

Coaching

between worker and supervisor

Can provide specific performance improvement and correction

Mentoring

senior employee paired with a junior employee (responsibility)

Helps to learn the ropes Prepares protg for future advancement

Classroom Training Approaches

Five basic types:
Lecture
Discussion

Audiovisual

Media
Methods

Experimental

Self-Paced

or Computer-Based Training

Lecture
Oral

presentation of material a very popular training method

Some visual aids can be added

Transfers lots of information quickly

Remains

Interesting

lectures can work well Good to supplement with other materials

Problems with Lecture Method

One-way Trainees Often

form of communication must be motivated to listen

lacks idea sharing

People

dont always like listening to lectures

Discussion Method
Two-way

communication Use questions to control lesson Direct: produce narrow responses Reflective: mirror what was said Open-Ended: challenge learners to increase understanding

Challenges of Using the Discussion Method

Maintaining Needs Needs

control in larger classes

a skilled facilitator more time than lecture

Trainees

must prepare for the lesson by reading assignments, etc.

Audiovisual Media
Brings

visual senses (seeing) into play, along with audio senses (hearing) Types:

Static Media Dynamic Media Telecommunications

Static Media
Printed

materials

Lecture notes Work aids Handouts

Slides

e.g., PowerPoint transparencies

Overhead

Dynamic Media
Audio CDs Film

cassettes

Videotape
Video

disc

Telecommunications
Instructional

TV

Teleconferencing Videoconferencing

Experiential Training
Case

studies game simulations

Business Role

Playing

Behavior
Outdoor

Modeling

training

Case Study Considerations

Specific

instructional objectives Case approach objectives Attributes of particular case Learner characteristics Instructional timing Training environment Facilitators characteristics

Business Game Simulations

Computerized

versus manual

Operational Financial Resource bound

In-basket

exercise

Setting priorities Time-driven decision making

Role Plays
Self

discovery; use of interpersonal skills a

plus Some trainees are better actors Transfer to job can be difficult

Behavior Modeling
Used

mainly for interpersonal skills training Practice target behavior Get immediate feedback (video, among other media)

Outdoor Education
Ropes

courses, etc. Can facilitate teamwork Focus on group problem identification, problem solving Often good for team building Fun but is it effective training?

Self-Paced Training
Hard-copy

Correspondence courses Programmed instruction

Computer-Based

Training (CBT)

Computer-aided instruction Internet/intranet training

Hard-Copy Self-Paced (i.e., SelfPaced Computer-Based Training)

Good for remote locations without Internet access Individual follows text at own pace Correct/incorrect answers determine progress Trainee works alone without instructor interface Still used, but increasingly being replaced by CBT

Computer-Based Training (CBT)

Interactive with user Training when and where user wants it Trainee has greater control over progress CBT can provide progress reports and be tailored to specific instructional objectives Trainee works on own with minimal facilitation by instructor who is elsewhere

Types of CBT
Computer-Aided

Instruction Internet & Intranet-Based Training (elearning) Intelligent Computer-Assisted Instruction

Computer-Based Training (Classroom-Based)

Group-based

Instructor

is present and facilitates computer-based learning Trainees are collocated and can help each other Requires computer, etc., for each trainee

Computer-Aided Instruction (CAI)

Drill-and-practice

approach Read-only presentation of a classic training program Multimedia courses Interactive multimedia training Simulations

Advantages of CAI
Interactive

with each student Student is self-paced Logistics

Increasingly available over the Internet (or via an organizations intranet) Updates are easily distributed

Instructional

Management & Reporting CAN be cost-effective

E-learning
Intranet

Internal to site/organization
General communications Online reference Needs assessment, administration, testing Distribution of CBT Delivery of multimedia

Internet

Intelligent CAI
Uses

computers capabilities to provide tailored instruction Can use expert systems, fuzzy logic, and other rubrics Can provide real-time simulation and stimulation

Implementing Training
Depends

on: Objectives Resources Trainee characteristics

Other Considerations Concerning Implementation

Physical

environment:

Seating
Comfort level

Physical distractions

P7
Proper

Prior
Planning Precludes Particularly Poor Performance

Planning
Does

NOT prevent failure

But makes it easier to avoid failure.

Planning

your HRD implementation before you actually do it greatly increases the likelihood of successful implementation.

Training Provides Many Things

Networking

Knowledge
Social

acceptance Improved interpersonal skills Team building

Summary
Good

training:

Improves performance Improves productivity Improves chances for promotion Improves the bottom line

Therefore,

the right training methods need to be used in the right way to ensure successful HRD implementation.