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The document outlines the key phases and steps in designing effective human resource development (HRD) programs, including needs assessment, program design, objectives setting, trainer selection, lesson planning, training methods selection, materials preparation, and scheduling. It discusses factors to consider such as objectives following the SMART criteria of being specific, measurable, attainable, relevant and time-bound. Trainer selection depends on their training competency and subject matter expertise. A variety of training methods and materials can be used. Careful scheduling is needed to accommodate work requirements.
The document outlines the key phases and steps in designing effective human resource development (HRD) programs, including needs assessment, program design, objectives setting, trainer selection, lesson planning, training methods selection, materials preparation, and scheduling. It discusses factors to consider such as objectives following the SMART criteria of being specific, measurable, attainable, relevant and time-bound. Trainer selection depends on their training competency and subject matter expertise. A variety of training methods and materials can be used. Careful scheduling is needed to accommodate work requirements.
The document outlines the key phases and steps in designing effective human resource development (HRD) programs, including needs assessment, program design, objectives setting, trainer selection, lesson planning, training methods selection, materials preparation, and scheduling. It discusses factors to consider such as objectives following the SMART criteria of being specific, measurable, attainable, relevant and time-bound. Trainer selection depends on their training competency and subject matter expertise. A variety of training methods and materials can be used. Careful scheduling is needed to accommodate work requirements.
Universiti Brunei Darussalam Phase One: Needs Assessment Should be completed before you start Phase Two You know: Where training is needed What kinds of training are needed Who needs to be trained Conditions for training
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Universiti Brunei Darussalam Phase Two: Design
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Universiti Brunei Darussalam Phase Two: Designing the Training or HRD Intervention Key activities include: Setting objectives Selecting the trainer or vendor Developing lesson plans Selecting methods and techniques Preparing materials Scheduling training
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Universiti Brunei Darussalam Objectives Three parts: Performance Conditions Criteria
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Universiti Brunei Darussalam Performance What is to be done e.g., Increase upper body strength Assemble a chair Catch a football pass Graduate from university
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Universiti Brunei Darussalam Conditions
Conditions under which performance is
done e.g., using standard conditioning equipment using a screwdriver and hammer at a full run under man-to-man coverage without cheating or outside help
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Universiti Brunei Darussalam Criteria The level of acceptable performance e.g., by 25 percent within one year within one hour without mistakes at least 80% of the time without penalties within 5 years and with a B average
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Universiti Brunei Darussalam Sample Objectives Inventory 1,000 pieces of bulk merchandise an hour with an error rate of less than 1% using industry standard inventory tools. Run 40 yards in less than five seconds on a dry, level field with winds less than 10 mph.
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Universiti Brunei Darussalam Sample Objectives 2 After training, be able to identify the four basic stages involved in HRD within five minutes.
Your examples??
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Universiti Brunei Darussalam Make or Buy Decisions You cannot be an expert on everything You cant afford to maintain a full-time staff for once-a-year training You cant afford the time or money to build all of your own training programs Implication: Much training is purchased, rather than self-produced
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Universiti Brunei Darussalam Factors to Consider Before Purchasing an HRD Program Level of expertise available/required Timeliness Number of trainees Subject matter Cost Size of HRD organization X Factor (other conditions)
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Universiti Brunei Darussalam Other Factors to Consider Vendor credentials Vendor background Vendor experience Philosophical match (between vendor and organization) Delivery method
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Universiti Brunei Darussalam Other Factors to Consider 2 Content Actual product Results Support Request for proposal (RFP)
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Universiti Brunei Darussalam Selecting the Trainer Training competency How well can he/she train? If they cant train, why are they employed? Subject Matter Expertise How well is the material understood?
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Universiti Brunei Darussalam If No Subject-Matter Experts (SMEs) are Available Use a team to train Use programmed instruction or CBT Train your trainers You are training subject matter experts to be trainers You are not training trainers to be SMEs
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Universiti Brunei Darussalam Preparing Lesson Plans Content to be covered Activity sequencing Selection/design of media Selection of trainee activities Timing and phasing of activities Method(s) of instruction Evaluation methods to be used
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Universiti Brunei Darussalam Training Methods Methods Percent Instructor-led Classroom Programs 91 Self-Study, Web-based 44 Job-based Performance Support 44 Public Seminars 42 Case Studies 40 Role Plays 35 Games or Simulations, Non-computer-based 25 Self-Study, Non-computer-based 23 Virtual Classroom, with Instructor 21 Games or Simulations, Computer-based 10 Experiential Programs 6 Virtual Reality Programs 3 Media Workbooks/Manuals 79 Internet/Intranet/Extranet 63 CD-ROM/DVD/Diskettes 55 Videotapes 52 Teleconferencing 24 Videoconferencing 23 Satellite/Broadcast TV 12 Audiocassettes 4
SOURCE: From 2003 Industry Report (2003). Training, 40(9), 2138.
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Universiti Brunei Darussalam Types of Training Computer Applications 96 Computer Programming 76 New Hire Orientation 96 Personal Growth 76 Non-Executive Management 91 Managing Change 75 Tech. Training 90 Problem Solving/Decision Making 75 Communications Skills 89 Time Management 74 Sexual Harassment 88 Train-the-Trainer 74 Supervisory Skills 88 Diversity/Cultural Awareness 72 Leadership 85 Hiring/Interviewing 71 New Equipment Operation 85 Strategic Planning 69 Performance Management/Appraisal 85 Customer Education 68
Team Building 82 Quality/Process Improvement 65
Customer Service 81 Public Speaking/Presentation Skills 62 Product Knowledge 79 Basic Life/Work Skills 62 Executive Development 78 Ethics 61 Safety 77 Sales 55 Wellness 54
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Universiti Brunei Darussalam Selecting Training Methods Consider the following: Program objectives Time and money available Resources availability Trainee characteristics and preferences
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Universiti Brunei Darussalam Training Materials Program announcements Program outlines Training manuals and textbooks Training aids, consumables, etc.
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Universiti Brunei Darussalam Scheduling Training Must be done in conjunction with: Production schedulers Shift supervisors Work supervisors/managers Trainees
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Universiti Brunei Darussalam Training During Normal Working Hours Issues to consider: Day of week preferred Time of day Peak work hours Staff meeting times Required travel
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Universiti Brunei Darussalam Training After Working Hours Are workers/trainees getting paid? If so, by whom? What about personal commitments? What do you do for shift workers?
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Universiti Brunei Darussalam Registration and Enrollment Issues How, when, and where does one register? Who is responsible for logistics? Travel Lodging Meals Etc. How do one cancel/reschedule?
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Universiti Brunei Darussalam Summary As in building a house, design issues must be addressed before training: Objectives Who will conduct the training Lesson plan Appropriate methods/techniques to use Materials needed Scheduling issues