Designing Effective HRD Programs

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Designing Effective HRD Programs

• Chapter 5

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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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Phase Two Design
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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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Objectives

• Three parts
• Performance
• Conditions
• Criteria
• Source R. F. Mager (1997).

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Performance

• What is to be done e.g.,
• Increase upper body strength
• Assemble a chair
• Catch a football pass
• Graduate from college

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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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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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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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Sample Objectives 2

• After training, be able to identify the four
  basic stages involved in HRD within five minutes.
• Completely assemble one childs bicycle within
  one hour using common hand tools and instructions
  provided on December 24 without cursing.

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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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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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Other Factors to Consider

• Vendor credentials
• Vendor background
• Vendor experience
• Philosophical match (between vendor and
  organization)
• Delivery method

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Other Factors to Consider 2

• Content
• Actual product
• Results
• Support
• Request for proposal (RFP)

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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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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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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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Training Methods
  SOURCE From 2003 Industry Report (2003).
Training, 40(9), 2138.
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 Types of Training
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Selecting Training Methods

• Consider the following
• Program objectives
• Time and money available
• Resources availability
• Trainee characteristics and preferences
• Note Training methods are covered in Ch. 6.

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Training Materials

• Program announcements
• Program outlines
• Training manuals and textbooks
• Training aids, consumables, etc.

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Scheduling Training

• Must be done in conjunction with
• Production schedulers
• Shift supervisors
• Work supervisors/managers
• Trainees

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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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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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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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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