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Implementing HRD Programs

12/6/2011. HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ.. 2. Points to Ponder

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Implementing HRD Programs

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    1. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 1 Implementing HRD Programs Chapter 8

    2. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 2

    3. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 3 Training Delivery Methods Three basic categories: On-the-Job Training Classroom Training Self-Paced Training

    4. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 4 On-the-Job Training (OJT) Job instruction training (JIT) Job rotation Coaching Mentoring

    5. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 5 Characteristics of OJT Training at one’s regular workstation. Most common form of training. Strengths: Realism Applicability Weaknesses: No formal structure Can perpetuate mistakes

    6. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 6 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.

    7. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 7 Job Instruction Training (JIT) Prepare the worker Present the task Practice the task Follow-up

    8. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 8 JIT Process Observe work processes. Brainstorm improvements. Analyze options. Implement improvements. Evaluate results and make adjustments.

    9. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 9 Job Rotation Train on different tasks/positions. Often used to train entry-level managers. Also used to provide back-up in production positions.

    10. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 10 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.

    11. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 11 Classroom Training Approaches Five basic types: Lecture Discussion Audiovisual Media Experimental Methods Self-paced or Computer-based training

    12. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 12 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.

    13. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 13 Problems with Lecture Method One-way form of communication. Trainees must be motivated to listen. Often lacks idea sharing. People don’t always like listening to lectures.

    14. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 14 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.

    15. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 15 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.

    16. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 16 Audiovisual Media Brings visual senses (seeing) into play, along with audio senses (hearing). Types: Static Media Dynamic Media Telecommunication

    17. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 17 Static Media Printed materials Lecture notes Work aids Handouts Slides, e.g., PowerPoint Overhead transparencies

    18. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 18 Dynamic Media Audio cassettes CDs Film Videotape Video disc

    19. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 19 Telecommunication Instructional TV Teleconferencing Videoconferencing

    20. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 20 Experiential Training Case studies Business game simulations Role Playing Behavior Modeling Outdoor training

    21. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 21 Case Study Considerations Specific instructional objectives Case approach objectives Attributes of particular case Learner characteristics Instructional timing Training environment Facilitator’s characteristics

    22. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 22 Business Game Simulations Computerized versus manual Operational Financial Resource bound In-basket exercise Setting priorities Time-driven decision making

    23. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 23 Role Plays Self discovery; use of interpersonal skills a plus. Some trainees are better actors. Transfer to job can be difficult.

    24. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 24 Behavior Modeling Used mainly for interpersonal skills training. Practice target behavior. Get immediate feedback (video, among other media).

    25. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 25 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?

    26. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 26 Self-Paced Training Hard-copy Correspondence courses Programmed instruction Computer-Based Training (CBT) Computer-Aided Instruction Inter/Intranet Training

    27. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 27 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.

    28. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 28 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.

    29. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 29 Types of CBT Computer-Aided Instruction Internet & Intranet based training (e-learning) Intelligent Computer-Assisted Training

    30. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 30 Computer-Aided Instruction (CAI) Drill and practice Read-only presentation of a “classic” training program Multi-media courses Interactive multi-media training Simulations

    31. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 31 Advantages of CAI Interactive with each student. Student is self-paced. Logistics – Increasingly available over the Internet (or via an organization’s Intranet) Updates are easily distributed Instructional Management & Reporting CAN be cost-effective…

    32. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 32 E-learning Intranet Internal to site/organization Internet General communications On-line reference Needs assessment, administration, testing Distribution of CBT Delivery of multimedia

    33. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 33 Intelligent CAI Uses computer’s capabilities to provide tailored instruction. Can use expert systems, fuzzy logic, and other rubrics. Can provide real-time simulation and stimulation.

    34. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 34 Implementing Training Depends on: Objectives Resources Trainee characteristics

    35. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 35 Other Considerations Concerning Implementation Physical environment: Seating Comfort level Physical distractions

    36. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 36 P7 Proper Prior Planning Precludes Particularly Poor Performance

    37. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 37 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.

    38. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 38 Training Provides Many Things Networking Knowledge Social acceptance Improved interpersonal skills Team building

    39. 12/6/2011 HRD3eCH6 Contributed by W. Doty, Ed.D. Clemson Univ. 39 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.

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