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.
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Implementing HRD Programs
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.