Designing HRD Interventions

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Designing HRD Interventions

Werner & DeSimone (2006) 2

HRD INTERVENTIONS IN FOUR PHASES


Phase One: Needs Assessment

Eg: Where training is needed What kinds of training are needed Who needs to be trained Conditions for training


Phase Two: Designing the Training or HRD Intervention Key activities include:

Setting objectivesSelecting the trainer or vendorDeveloping lesson plansSelecting methods and techniquesPreparing materialsScheduling training


ObjectivesThree parts: Performance Conditions Criteria

Source: R. F. Mager (1997).


PerformanceWhat is to be done – e.g.,

Increase upper body strength Assemble a chair Catch a football pass Graduate from college


ConditionsConditions 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


CriteriaThe 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


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.


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


“Make or Buy” DecisionsYou cannot be an expert on everythingYou can’t afford to maintain a full-time staff for once-a-year trainingYou can’t afford the time or money to build all of your own training programsImplication: Much training is purchased, rather than self-produced


Factors to Consider Before Purchasing an HRD Program

Level of expertise available/requiredTimelinessNumber of traineesSubject matterCostSize of HRD organization“X” Factor (other conditions)


Other Factors to ConsiderVendor credentials Vendor backgroundVendor experiencePhilosophical match (between vendor and organization)Delivery method


Other Factors to Consider – 2

ContentActual productResultsSupportRequest for proposal (RFP)


HRD Interventions and their applications in organizations-


Selecting the TrainerTraining competency How well can he/she train? If they can’t train, why are they

employed?Subject Matter Expertise How well is the material understood?


If No Subject-Matter Experts (SMEs) are Available…

Use a team to trainUse programmed instruction or CBTTrain your trainers… You are training subject matter experts

to be trainers You are not training trainers to be SMEs


Preparing Lesson PlansContent to be coveredActivity sequencingSelection/design of mediaSelection of trainee activitiesTiming and phasing of activitiesMethod(s) of instructionEvaluation methods to be used


Training MethodsInstructor-led Classroom Programs 91Self-Study, Web-based 44Job-based Performance Support 44Public Seminars 42Case Studies 40Role Plays 35Games or Simulations, Non-computer-based 25Self-Study, Non-computer-based 23Virtual Classroom, with Instructor 21Games or Simulations, Computer-based 10Experiential Programs 6Virtual Reality Programs 3

Workbooks/Manuals 79Internet/Intranet/Extranet 63CD-ROM/DVD/Diskettes 55Videotapes 52Teleconferencing 24Videoconferencing 23Satellite/Broadcast TV 12Audiocassettes 4

Methods Percent

Media

SOURCE: From 2003 Industry Report (2003). Training, 40(9), 21–38.


Types of Training

Computer Applications 96 Computer Programming 76New Hire Orientation 96 Personal Growth 76Non-Executive Management 91 Managing Change 75Tech. Training 90 Problem Solving/Decision

Making75

Communications Skills 89 Time Management 74Sexual Harassment 88 Train-the-Trainer 74Supervisory Skills 88 Diversity/Cultural Awareness 72Leadership 85 Hiring/Interviewing 71New Equipment Operation 85 Strategic Planning 69Performance Management/Appraisal

85 Customer Education 68

Team Building 82 Quality/Process Improvement 65Customer Service 81 Public Speaking/Presentation

Skills62

Product Knowledge 79 Basic Life/Work Skills 62Executive Development 78 Ethics 61Safety 77 Sales 55

Wellness 54


Selecting Training MethodsConsider the following:

Program objectivesTime and money availableResources availabilityTrainee characteristics and preferences

Note: Training methods are covered in Ch. 6.


Training MaterialsProgram announcementsProgram outlinesTraining manuals and textbooksTraining aids, consumables, etc.


Scheduling TrainingMust be done in conjunction with:

Production schedulersShift supervisorsWork supervisors/managersTrainees


Training During Normal Working Hours

Issues to consider: Day of week preferred Time of day Peak work hours Staff meeting times Required travel


Training After Working Hours

Are workers/trainees getting paid? If so, by whom?What about personal commitments?What do you do for shift workers?


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?


SummaryAs 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

Designing HRD Interventions

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