Implementing hrd programs
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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

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Implementing hrd programs

Implementing HRD Programs

Chapter 6

Human Resource Development


On the job methods

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


On the job methods1

On-the-job Methods

  • Disadvantages

    • Tie up expensive equipment

    • Waste may be high

    • Customer problems

    • “Trainer” may not be skilled

    • Pressure of job demands


On the job methods2

On-the-job Methods

  • Job instruction training

  • Job rotation

  • Coaching

  • Mentoring

  • Internship

  • Apprenticeship


Jit instruction learning sequence part 1 of 3

JIT Instruction/Learning Sequence – Part 1 of 3


Jit instruction learning sequence part 2 of 3

JIT Instruction/Learning Sequence – Part 2 of 3


Jit instruction learning sequence part 3 of 3

JIT Instruction/Learning Sequence – Part 3 of 3


Off the job methods

Off-the-job Methods

  • Advantages

    • Variety of training techniques

    • Learning climate

    • Economy – number of trainees

    • Don’t tie up expensive equipment/waste

  • Disadvantages

    • Increased costs – equipment/space

    • Transfer issues


Lecture

Lecture

Advantages

  • Economical – large amounts of information to large numbers of trainees

  • Can be organized/structured/time efficient

    Criticisms

  • One-way flow

  • Best for cognitive principles, facts rather than skills

  • Stress on verbal and symbolic understanding

  • Ignores individual differences


Discussion

Discussion

  • Advantages

    • Two-way communication allows feedback, clarification, sharing views

  • Limitations

    • Needs skilled discussion leader

    • Time

    • Trainees need common reference point

    • Size of group


Audiovisual methods

Audiovisual Methods

  • Static and dynamic media. telecommunication

  • Portray dynamic and complex events

    • Illustration of principles

    • Stop action, slow motion

    • Exposure to events not easily found live

    • Organization wide distribution


Case study

Case Study

  • Illustrations of concepts to be learned, communication skills, analytical skills, integrate information

  • Critics-lack of realistic complexity, caught up in details, groupthink, limits teaching role of trainer


Business games and simulations

Business Games and Simulations

  • Real life, active, assume roles, make decisions that have impact on game/simulation, can be motivating/involving

  • May lack complexity/realism, difficulty in model reflecting all aspects of reality


Role playing

Role Playing

  • Act out situation and specific events, develop insights in own and other’s behaviors, develop interpersonal relationship, empathy

  • Problems with over dramatization, intimidation, realism, transfer


In basket technique

In-Basket Technique

  • Simulation of management decision-making

  • In-basket includes various memos, messages, etc.

  • Evaluation based on prioritizing, organizing, types of responses


Behavior modeling

Behavior Modeling

  • Observe complex behavior, discuss, practice through role playing and feedback

  • Best if can identify with role models

  • Research support


Things to consider for implementing behavior modeling part 1 of 2

Things to Consider for Implementing Behavior Modeling– Part 1 of 2

• 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.


Things to consider for implementing behavior modeling part 2 of 2

Things to Consider for Implementing Behavior Modeling– Part 2 of 2

•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.


Names and descriptions used for computer based training approaches part 1 of 5

Names and Descriptions used for Computer Based Training Approaches – Part 1 of 5


Names and descriptions used for computer based training approaches part 2 of 5

Names and Descriptions used for Computer Based Training Approaches – Part 2 of 5


Names and descriptions used for computer based training approaches part 3 of 5

Names and Descriptions used for Computer Based Training Approaches – Part 3 of 5


Names and descriptions used for computer based training approaches part 4 of 5

Names and Descriptions used for Computer Based Training Approaches – Part 4 of 5


Names and descriptions used for computer based training approaches part 5 of 5

Names and Descriptions used for Computer Based Training Approaches – Part 5 of 5


Pi example

PI Example

  • 1. Metals expand when heated. Copper is a metal and will _____when heated.

  • 2. When heated iron will ______less than copper.

  • 3. Thus different metals will expand by ________ when heated.

  • 4. The increase in the length is proportional to the ________in temperature.

  • 5. A copper bar expands by 0.2 cm when the temperature rises by 100 degrees C. It will expand by _____ if the temperature is increased by 200 degrees C.


Programmed instruction for pi part 1 of 4

Programmed instruction for PI.- Part 1 of 4


Programmed instruction for pi part 2 of 4

Programmed instruction for PI.- Part 2 of 4


Programmed instruction for pi part 3 of 4

Programmed instruction for PI.- Part 3 of 4


Programmed instruction for pi part 4 of 4

Programmed instruction for PI.- Part 4 of 4


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