Your SlideShare is downloading. ×
0
Designing HRD Interventions
HRD INTERVENTIONS IN FOUR PHASES Werner & DeSimone (2006)
Phase One: Needs Assessment <ul><li>Eg: </li></ul><ul><ul><li>Where training is needed </li></ul></ul><ul><ul><li>What kin...
Phase Two: Designing the Training or HRD Intervention  <ul><li>Key activities include: </li></ul><ul><li>Setting objective...
Objectives <ul><li>Three parts: </li></ul><ul><ul><li>Performance </li></ul></ul><ul><ul><li>Conditions </li></ul></ul><ul...
Performance <ul><li>What is to be done  –  e.g., </li></ul><ul><li>Increase upper body strength  </li></ul><ul><li>Assembl...
Conditions <ul><li>Conditions under which performance is done  –  e.g., </li></ul><ul><li>…  using standard conditioning e...
Criteria <ul><li>The level of acceptable performance  –  e.g., </li></ul><ul><li>…  by 25 percent within one year </li></u...
Sample Objectives  <ul><li>Inventory 1,000 pieces of bulk merchandise an hour with an error rate of less than 1% using ind...
Sample Objectives  <ul><li>After training, be able to identify the four basic stages involved in HRD within five minutes. ...
“ Make or Buy” Decisions <ul><li>You cannot be an expert on everything </li></ul><ul><li>You can’t afford to maintain a fu...
Factors to Consider Before Purchasing an HRD Program <ul><li>Level of expertise available/required </li></ul><ul><li>Timel...
Other Factors to Consider <ul><li>Vendor credentials  </li></ul><ul><li>Vendor background </li></ul><ul><li>Vendor experie...
Other Factors to Consider  –  2 <ul><li>Content </li></ul><ul><li>Actual product </li></ul><ul><li>Results </li></ul><ul><...
HRD Interventions and their applications in organizations- Werner & DeSimone (2006)
Selecting the Trainer <ul><li>Training competency </li></ul><ul><ul><li>How well can he/she train? </li></ul></ul><ul><ul>...
If No Subject-Matter Experts (SMEs) are Available… <ul><li>Use a team to train </li></ul><ul><li>Use programmed instructio...
Preparing Lesson Plans <ul><li>Content to be covered </li></ul><ul><li>Activity sequencing </li></ul><ul><li>Selection/des...
Training Methods Werner & DeSimone (2006)   SOURCE: From 2003 Industry Report (2003).  Training ,  40 (9), 21–38.   Instru...
  Types of Training Werner & DeSimone (2006) Computer Applications 96 Computer Programming 76 New Hire Orientation 96 Pers...
Selecting Training Methods <ul><li>Consider the following: </li></ul><ul><li>Program objectives </li></ul><ul><li>Time and...
Training Materials <ul><li>Program announcements </li></ul><ul><li>Program outlines </li></ul><ul><li>Training manuals and...
Scheduling Training <ul><li>Must be done in conjunction with: </li></ul><ul><li>Production schedulers </li></ul><ul><li>Sh...
Training During Normal Working Hours <ul><ul><li>Issues to consider: </li></ul></ul><ul><ul><li>Day of week preferred </li...
Training After Working Hours <ul><li>Are workers/trainees getting paid?  If so, by whom? </li></ul><ul><li>What about pers...
Registration and Enrollment Issues <ul><li>How, when, and where does one register? </li></ul><ul><li>Who is responsible fo...
Summary <ul><li>As in building a house, design issues must be addressed  before  training: </li></ul><ul><ul><li>Objective...
Upcoming SlideShare
Loading in...5
×

23143197 designing-hrd-interventions

4,667

Published on

0 Comments
2 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
4,667
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
280
Comments
0
Likes
2
Embeds 0
No embeds

No notes for slide

Transcript of "23143197 designing-hrd-interventions"

  1. 1. Designing HRD Interventions
  2. 2. HRD INTERVENTIONS IN FOUR PHASES Werner & DeSimone (2006)
  3. 3. Phase One: Needs Assessment <ul><li>Eg: </li></ul><ul><ul><li>Where training is needed </li></ul></ul><ul><ul><li>What kinds of training are needed </li></ul></ul><ul><ul><li>Who needs to be trained </li></ul></ul><ul><ul><li>Conditions for training </li></ul></ul>Werner & DeSimone (2006)
  4. 4. Phase Two: Designing the Training or HRD Intervention <ul><li>Key activities include: </li></ul><ul><li>Setting objectives </li></ul><ul><li>Selecting the trainer or vendor </li></ul><ul><li>Developing lesson plans </li></ul><ul><li>Selecting methods and techniques </li></ul><ul><li>Preparing materials </li></ul><ul><li>Scheduling training </li></ul>Werner & DeSimone (2006)
  5. 5. Objectives <ul><li>Three parts: </li></ul><ul><ul><li>Performance </li></ul></ul><ul><ul><li>Conditions </li></ul></ul><ul><ul><li>Criteria </li></ul></ul><ul><ul><li>Source: R. F. Mager (1997). </li></ul></ul>Werner & DeSimone (2006)
  6. 6. Performance <ul><li>What is to be done – e.g., </li></ul><ul><li>Increase upper body strength </li></ul><ul><li>Assemble a chair </li></ul><ul><li>Catch a football pass </li></ul><ul><li>Graduate from college </li></ul>Werner & DeSimone (2006)
  7. 7. Conditions <ul><li>Conditions under which performance is done – e.g., </li></ul><ul><li>… using standard conditioning equipment </li></ul><ul><li>… using a screwdriver and hammer </li></ul><ul><li>… at a full run under man-to-man coverage </li></ul><ul><li>… without cheating or outside help </li></ul>Werner & DeSimone (2006)
  8. 8. Criteria <ul><li>The level of acceptable performance – e.g., </li></ul><ul><li>… by 25 percent within one year </li></ul><ul><li>… within one hour without mistakes </li></ul><ul><li>… at least 80% of the time without penalties </li></ul><ul><li>… within 5 years and with a “B” average </li></ul>Werner & DeSimone (2006)
  9. 9. Sample Objectives <ul><li>Inventory 1,000 pieces of bulk merchandise an hour with an error rate of less than 1% using industry standard inventory tools. </li></ul><ul><li>Run 40 yards in less than five seconds on a dry, level field with winds less than 10 mph. </li></ul>Werner & DeSimone (2006)
  10. 10. Sample Objectives <ul><li>After training, be able to identify the four basic stages involved in HRD within five minutes. </li></ul><ul><li>Completely assemble one child’s bicycle within one hour using common hand tools and instructions provided on December 24 without cursing. </li></ul>Werner & DeSimone (2006)
  11. 11. “ Make or Buy” Decisions <ul><li>You cannot be an expert on everything </li></ul><ul><li>You can’t afford to maintain a full-time staff for once-a-year training </li></ul><ul><li>You can’t afford the time or money to build all of your own training programs </li></ul><ul><li>Implication: Much training is purchased, rather than self-produced </li></ul>Werner & DeSimone (2006)
  12. 12. Factors to Consider Before Purchasing an HRD Program <ul><li>Level of expertise available/required </li></ul><ul><li>Timeliness </li></ul><ul><li>Number of trainees </li></ul><ul><li>Subject matter </li></ul><ul><li>Cost </li></ul><ul><li>Size of HRD organization </li></ul><ul><li>“ X” Factor (other conditions) </li></ul>Werner & DeSimone (2006)
  13. 13. Other Factors to Consider <ul><li>Vendor credentials </li></ul><ul><li>Vendor background </li></ul><ul><li>Vendor experience </li></ul><ul><li>Philosophical match (between vendor and organization) </li></ul><ul><li>Delivery method </li></ul>Werner & DeSimone (2006)
  14. 14. Other Factors to Consider – 2 <ul><li>Content </li></ul><ul><li>Actual product </li></ul><ul><li>Results </li></ul><ul><li>Support </li></ul><ul><li>Request for proposal (RFP) </li></ul>Werner & DeSimone (2006)
  15. 15. HRD Interventions and their applications in organizations- Werner & DeSimone (2006)
  16. 16. Selecting the Trainer <ul><li>Training competency </li></ul><ul><ul><li>How well can he/she train? </li></ul></ul><ul><ul><li>If they can’t train, why are they employed? </li></ul></ul><ul><li>Subject Matter Expertise </li></ul><ul><ul><li>How well is the material understood? </li></ul></ul>Werner & DeSimone (2006)
  17. 17. If No Subject-Matter Experts (SMEs) are Available… <ul><li>Use a team to train </li></ul><ul><li>Use programmed instruction or CBT </li></ul><ul><li>Train your trainers… </li></ul><ul><ul><li>You are training subject matter experts to be trainers </li></ul></ul><ul><ul><li>You are not training trainers to be SMEs </li></ul></ul>Werner & DeSimone (2006)
  18. 18. Preparing Lesson Plans <ul><li>Content to be covered </li></ul><ul><li>Activity sequencing </li></ul><ul><li>Selection/design of media </li></ul><ul><li>Selection of trainee activities </li></ul><ul><li>Timing and phasing of activities </li></ul><ul><li>Method(s) of instruction </li></ul><ul><li>Evaluation methods to be used </li></ul>Werner & DeSimone (2006)
  19. 19. Training Methods Werner & DeSimone (2006)   SOURCE: From 2003 Industry Report (2003). Training , 40 (9), 21–38. 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   Workbooks/Manuals 79 Internet/Intranet/Extranet 63 CD-ROM/DVD/Diskettes 55 Videotapes 52 Teleconferencing 24 Videoconferencing 23 Satellite/Broadcast TV 12 Audiocassettes 4 Methods Percent Media
  20. 20.   Types of Training Werner & DeSimone (2006) 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
  21. 21. Selecting Training Methods <ul><li>Consider the following: </li></ul><ul><li>Program objectives </li></ul><ul><li>Time and money available </li></ul><ul><li>Resources availability </li></ul><ul><li>Trainee characteristics and preferences </li></ul><ul><li>Note: Training methods are covered in Ch. 6. </li></ul>Werner & DeSimone (2006)
  22. 22. Training Materials <ul><li>Program announcements </li></ul><ul><li>Program outlines </li></ul><ul><li>Training manuals and textbooks </li></ul><ul><li>Training aids, consumables, etc. </li></ul>Werner & DeSimone (2006)
  23. 23. Scheduling Training <ul><li>Must be done in conjunction with: </li></ul><ul><li>Production schedulers </li></ul><ul><li>Shift supervisors </li></ul><ul><li>Work supervisors/managers </li></ul><ul><li>Trainees </li></ul>Werner & DeSimone (2006)
  24. 24. Training During Normal Working Hours <ul><ul><li>Issues to consider: </li></ul></ul><ul><ul><li>Day of week preferred </li></ul></ul><ul><ul><li>Time of day </li></ul></ul><ul><ul><li>Peak work hours </li></ul></ul><ul><ul><li>Staff meeting times </li></ul></ul><ul><ul><li>Required travel </li></ul></ul>Werner & DeSimone (2006)
  25. 25. Training After Working Hours <ul><li>Are workers/trainees getting paid? If so, by whom? </li></ul><ul><li>What about personal commitments? </li></ul><ul><li>What do you do for shift workers? </li></ul>Werner & DeSimone (2006)
  26. 26. Registration and Enrollment Issues <ul><li>How, when, and where does one register? </li></ul><ul><li>Who is responsible for logistics? </li></ul><ul><ul><li>Travel </li></ul></ul><ul><ul><li>Lodging </li></ul></ul><ul><ul><li>Meals </li></ul></ul><ul><ul><li>Etc. </li></ul></ul><ul><li>How do one cancel/reschedule? </li></ul>Werner & DeSimone (2006)
  27. 27. Summary <ul><li>As in building a house, design issues must be addressed before training: </li></ul><ul><ul><li>Objectives </li></ul></ul><ul><ul><li>Who will conduct the training </li></ul></ul><ul><ul><li>Lesson plan </li></ul></ul><ul><ul><li>Appropriate methods/techniques to use </li></ul></ul><ul><ul><li>Materials needed </li></ul></ul><ul><ul><li>Scheduling issues </li></ul></ul>Werner & DeSimone (2006)
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×