Implementing HRD Programs

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Implementing HRD Programs

• Chapter 8

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Points to Ponder

• The best way to learn any new skill is to learn
  it on the job.
• Lectures are not a good method for training.
• Its easy to come up with stimulating discussion
  questions.
• Case studies are used for time fillers.

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Training Delivery Methods

• Three basic categories
• On-the-Job Training
• Classroom Training
• Self-Paced Training

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On-the-Job Training (OJT)

• Job instruction training (JIT)
• Job rotation
• Coaching
• Mentoring

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Characteristics of OJT

• Training at ones regular workstation.
• Most common form of training.
• Strengths
• Realism
• Applicability
• Weaknesses
• No formal structure
• Can perpetuate mistakes

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More on OJT

• Facilitates training transfer to the job.
• Reduced training costs, since classroom is not
  needed.
• Noise and production needs may reduce training
  effectiveness.
• Quality and safety may be impacted.

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Job Instruction Training (JIT)

• Prepare the worker
• Present the task
• Practice the task
• Follow-up

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JIT Process

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

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Job Rotation

• Train on different tasks/positions.
• Often used to train entry-level managers.
• Also used to provide back-up in production
  positions.

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Coaching and Mentoring

• Coaching between worker and supervisor.
• Can provide specific performance improvement and
  correction.
• Mentoring Senior employee paired with a junior
  employee (protégé).
• Helps to learn the ropes.
• Prepares protégé for future advancement.

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Classroom Training Approaches

• Five basic types
• Lecture
• Discussion
• Audiovisual Media
• Experimental Methods
• Self-paced or Computer-based training

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Lecture

• Oral presentation of material.
• Some visual aids can be added.
• Remains a very popular training method.
• Transfers lots of information quickly.
• Interesting lectures can work well.
• Good to supplement with other materials.

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Problems with Lecture Method

• One-way form of communication.
• Trainees must be motivated to listen.
• Often lacks idea sharing.
• People dont always like listening to lectures.

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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.

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Challenges of Using the Discussion Method

• Maintaining control in larger classes.
• Needs a skilled facilitator.
• Needs more time than lecture.
• Trainees must prepare for the lesson by reading
  assignments, etc.

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Audiovisual Media

• Brings visual senses (seeing) into play, along
  with audio senses (hearing).
• Types
• Static Media
• Dynamic Media
• Telecommunication

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Static Media

• Printed materials
• Lecture notes
• Work aids
• Handouts
• Slides, e.g., PowerPoint
• Overhead transparencies

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Dynamic Media

• Audio cassettes
• CDs
• Film
• Videotape
• Video disc

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Telecommunication

• Instructional TV
• Teleconferencing
• Videoconferencing

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Experiential Training

• Case studies
• Business game simulations
• Role Playing
• Behavior Modeling
• Outdoor training

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Case Study Considerations

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

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Business Game Simulations

• Computerized versus manual
• Operational
• Financial
• Resource bound
• In-basket exercise
• Setting priorities
• Time-driven decision making

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Role Plays

• Self discovery use of interpersonal skills a
  plus.
• Some trainees are better actors.
• Transfer to job can be difficult.

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Behavior Modeling

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

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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?

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Self-Paced Training

• Hard-copy
• Correspondence courses
• Programmed instruction
• Computer-Based Training (CBT)
• Computer-Aided Instruction
• Inter/Intranet Training

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Hard-Copy Self-Paced

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

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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.

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Types of CBT

• Computer-Aided Instruction
• Internet Intranet based training (e-learning)
• Intelligent Computer-Assisted Training

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Computer-Aided Instruction (CAI)

• Drill and practice
• Read-only presentation of a classic training
  program
• Multi-media courses
• Interactive multi-media training
• Simulations

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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

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E-learning

• Intranet
• Internal to site/organization
• Internet
• General communications
• On-line reference
• Needs assessment, administration, testing
• Distribution of CBT
• Delivery of multimedia

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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.

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Implementing Training

• Depends on
• Objectives
• Resources
• Trainee characteristics

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Other Considerations Concerning Implementation

• Physical environment
• Seating
• Comfort level
• Physical distractions

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P7

• Proper
• Prior
• Planning
• Precludes
• Particularly
• Poor
• Performance

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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.

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Training Provides Many Things

• Networking
• Knowledge
• Social acceptance
• Improved interpersonal skills
• Team building

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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.