Chap 6 Implementinghrdprograms 120501132901 Phpapp02

8/13/2019 Chap 6 Implementinghrdprograms 120501132901 Phpapp02

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Approaches to training deliveryPrimary categories of classroom trainingSelf-paced training approaches to trainingdeliveryTraining techniques effectivenessExpertise of a Training moduleTechnology to improve HRD programsActivities involved in implementing an HRDprogram

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Effective delivery

Assessment and design issues

Proper deliveran important need for training has been

identifiedthat program objectives have been spelled out

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Novice learner may easily get confused or anxious novice trainees generally require more guided orinstruction-centered training methods

As existing level of expertise increases, learnersbecome more creative and confidentTraining methods also shift more toward exploratory orexperiential methods

Note: Middle arrow

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Fig. 6-2Expert

Novice

MoreExploratory,

Creative,Focused,

Confident.

MoreGuided,Factual,

Confused, Anxious.

(Memory Association)

(Cognitive Flexibility)

(Learning Prerequisites)

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Experiential methods generally require moretime to complete than instruction-centeredapproaches

They are not as commonly used to reach largenumbers of individuals

Individual must first learn what to do

(declarative knowledge) before he or she canlearn how to do it (procedural knowledge)

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Should first identify where trainees are interms of this pyramidProvide assistance for all trainees to moveup toward an expert level of performance Combined approach is valuable

use of lecture, discussion, case studies, behavior

modeling, role playing, and games or simulations

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On-the-Job (OJT)Classroom approaches

Self-paced or individualized approach

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Method Techniques

On-the-jobtraining (OJT)

Job instruction training Job rotation Coaching Mentoring

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Method Techniques

Classroom Lecture

Conference/Discussion Audiovisual static media (e.g.,handouts, books) dynamic media(e.g., DVD, video, film)

Telecommunication (e.g., satellitetransmission, Internet)

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Method Techniques

Classroom Experiential techniques

case study business games role play behavioral modeling computer-based training (classroom-based)

networked computer labs/classrooms

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Method Techniques

Self-Paced Paper-based training workbooks(e.g., programmed instruction)Computer-based training (non-classroom-based) computer-aided

instruction (e.g., multimedia CD-ROM), Internet/intranet intelligentcomputer-aided instruction

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Conducting training at a trainees regularworkstation

Most employees receive at least sometraining and coaching on the jobMuch on-the-job training is conductedinformally

without formal structure, planning, or carefulthought

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Supervisors, coworkers, and to a lesserdegree, HRD staff members conducted most

of the structured OJT programsA majority of organizations provided train-the-trainer programs for these assigned OJTtrainersTop management generally expressedsupport for structured OJT programs

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OJT facilitates the transfer of learning to the job because the trainee has an immediate

opportunity to practice the work tasks on the job.Transfer of learning is enhanced because thelearning environment is the same as theperformance environment

OJT reduces training costs because notraining facilities are needed

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Job site may have physical constraints, noise,and other distractions that could inhibit

learningUsing expensive equipment for training couldresult in costly damage or disruption of theproduction schedule

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Using OJT while customers are present mayinconvenience them and temporarily reduce

the quality of serviceOJT involving heavy equipment or chemicalsmay threaten the safety of others who areworking in close proximity

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Job Instruction Training (JIT)Job Rotation

CoachingMentoring

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Defined as a sequence of instructionalprocedures used by the trainer to train

employees while they work in their assigned job

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Prepare the workerPresent the task

PracticeFollow-up

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Step 2: Present the TaskTellShow

ExplainDemonstrate

Presenting the task should be carried out in such away that the trainee understands and can replicate

the task

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Step 3: PracticeHave trainee perform the task(s)Have trainee explain the steps Give feedback onperformanceReinforce correct behavior

Practice time is important for the trainee to mastera particular set of skills

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Cummins Engine Companys approach(Kaizen)

(1) observe work processes in action andidentify problems(2) brainstorm possible improvements(3) analyze each improvement option

(4) implement improvements(5) analyze results and make adjustments

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Between employee and supervisorFocuses on examining employee performance and

taking actions to maintain effective performance correct performance problems

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Senior manager is paired with a more junioremployee for the purpose of

giving supporthelping the employee learn the ropespreparing the employee for increasingresponsibility

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Conducted outside of the normal work settingAdvantages over OJT:

Use of a variety of training techniquesMinimize distractions and create a learning climateCan accommodate larger numbers of trainees

Disadvantages

Increased costsDissimilarity to the job setting

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LectureDiscussion

Audiovisual mediaExperiential methodsComputer-based training (classroom-based)

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Oral presentation of information by a subjectmatter expert to a group of listenersAdvantage

efficient way of transmitting factual informationto a large audience

Disadvantages

Lack of sharing info between learnersOne-way communication

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Trainer has two-way communication withtrainees

Trainees are in communication with eachother

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Effective learning is an active experience thatchallenges the skills, knowledge, and beliefs

of participants

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Rational problem-solving process thatincludes:

Identifying and restating important factsDrawing inferences from the factsStating the problem or problemsDeveloping alternative solutions and then statingthe consequences of eachDetermining and supporting a course of action

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Intended to develop or refine problem-solving and decision-making skills

focus primarily on business managementdecisionsIn-Basket Exercise

Assesses ability to establish priorities, plan,gather relevant information, and make decisionsin allotted time

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An in-basket exercise assesses a candidate'sability to perform a manager's job from an

administrative perspective. In the exercise,the candidate is confronted with issues andproblems that have accumulated in themanager's "in-basket"after returning to workfrom an extended absence.

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In the role-playing technique, trainees arePresented with an organizational situation

Assigned a role or character in the situationAsked to act out the role with one or more othertrainees

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Trainees observe a model performing a targetbehavior correctly

The followsDiscussion of the key components of the behaviorPracticing the target behavior through roleplayingReceiving feedback and reinforcement for thebehavior they demonstrate

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Work teams being involved with outdoorgames, orienteering, rafting, rope courses,

etc.Strong focus on group problem solving andteam building

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Conducted using either a classroom or anindividual, self-paced format

Can be almost limitless interplay betweeninstructor-led and individual-based computertraining

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Primary advantage CBT has over othermethods of training is its interactivity

Mirrors the one-on-one relationship betweenstudent and tutorProvides for immediate feedback

Three approaches

Computer-Aided Instruction (CAI)Intranet trainingIntelligent CAI

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Intelligent tutoring systems able to discernthe learners capability from

the learners response patterns by analyzing the learners errors Based on Artificial Intelligence

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Considerobjectives to be achieved

resources availabletrainee characteristics and expertise

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Trainee must feel comfortable enough toconcentrate and learn

OJT- MinimizeNoisePhone callsProductionInterruptions

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Seating: establishes a spatial relationshipPhysical Comfort Level: Not too hot or coldPhysical Distractions:

NoisePoor lighting and acousticsPhysical barriers

Types of desks and chairsWindows and glareAvailability of power outlets and equipment

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Determine each trainees capacity andmotivation to learn

Develop, distribute and use syllabusEstablish and enforce class normsVary presentation methods during eachsession

Mix lecture, workshop and discussion

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Helps trainer and trainee to know each otherand establish rapport

Training provides provides opportunity for participants to networkand get to know their colleagues throughoutorganization

can become an impetus for teamwork and socialacceptance for all participants

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Table 6-5

Over-prepare know your subject matter inside andout, as well as the plan, timing, and flow for your

sessionYour personal appearance (attire and grooming)should be both professional and appropriate to youraudience

Get the trainees attention early (have a grabber)

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Table 6-5

Your message(s) should be as concise and direct aspossible

Focus on the trainees concerns rather than yourownAsk some initial questions that the trainees cananswer, and then continually work for interaction

Listen and acknowledge ideas

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Table 6-5

Allow pauses, to encourage quieter trainees to enterinto the discussionsCreate positive behavior through reinforcement, forexample, praise people as they learnDirect questions back to peoplePut people at ease

Ask for examples from the trainees experience

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Table 6-5

Show that you enjoy instructing peopleHave fun!

Spend additional time with trainees when necessaryExpress confidence in traineesMake notes, and follow up on them

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Table 6-5

Use trainees words when writing on the flip chart orboard

Summarize provide learning points and closure tocelebrate what trainees have learned

Chap 6 Implementinghrdprograms 120501132901 Phpapp02

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