Implementing HRD Programs. Chapter 6 Human Resource Development. On-the-job Methods. Advantages No special space or equipment Minimize transfer problems/practice what will be doing Earn/produce while learning Relevant reinforcements Learning environment same as working environment.
Human Resource Development
• Carefully select the trainer/program administrator who will set up and conduct the sessions. He or she must be skilled and experienced with this technique.
• Consider if this technique will meet your needs within constraints of time and money.
• Identify real skill deficiencies in advance of training and involve the potential trainees and their bosses in this process.
• Break the skills into small behaviors. Build a module around each small behavior.
• Do not emphasize more than seven learning points during any one training module.
• Models used to demonstrate the correct way of behaving/handling a certain situation should have sufficient status to be credible yet easy for the trainees to identify with.
• Using a videotape of a model performing the correct behavior ensures that all groups of trainees will see a positive example and may reduce costs since it is reusable.
• Before trainees actually practice the desired behavior, have them verbalize the behavioral cues demonstrated and then have them visualize their performance.
• A supportive climate that encourages experimentation must be established for the practice sessions. Emphasis on positive reinforcement rather than criticism increases self-confidence and learning.
• After each session, some behavior modeling experts provide a wallet-sized card that outlines the key learning points and critical steps. This acts as a security blanket.
• Conduct a review session after several modules have been completed in order to reinforce the learning points and to demonstrate the progress that has been attained.
• Manage the consequences of attempting the newly trained behaviors in the actual job situation.