Designing Effective HRD Programs

Phase One: Needs Assessment

• Should be completed before you start Phase Two

• You know:– Where training is needed

– What kinds of training are needed

– Who needs to be trained

– Conditions for training

Phase Two: Design

Phase Two: Designing the Training or HRD Intervention

Key activities include:• Setting objectives• Selecting the trainer or vendor• Developing lesson plans• Selecting methods and techniques• Preparing materials• Scheduling training

Objectives

• Three parts:– Performance– Conditions– Criteria

Performance

What is to be done – e.g.,

• Increase upper body strength

• Assemble a chair

• Catch a football pass

• Graduate from college

Conditions

Conditions 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

Criteria

The 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 – 2

• 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” Decisions

• You cannot be an expert on everything

• You can’t afford to maintain a full-time staff for once-a-year training

• You can’t afford the time or money to build all of your own training programs

• Implication: Much training is purchased, rather than self-produced

Factors to Consider Before Purchasing an HRD Program

• Level of expertise available/required• Timeliness• Number of trainees• Subject matter• Cost• Size of HRD organization• “X” Factor (other conditions)

Other Factors to Consider

• Vendor credentials • Vendor background• Vendor experience• Philosophical match (between vendor and

organization)• Delivery method

Other Factors to Consider – 2

• Content• Actual product• Results• Support• Request for proposal (RFP)

Selecting the Trainer

• Training 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 train

• Use programmed instruction or CBT

• Train your trainers…– You are training subject matter experts to be

trainers

– You are not training trainers to be SMEs

Preparing Lesson Plans

• Content to be covered• Activity sequencing• Selection/design of media• Selection of trainee activities• Timing and phasing of activities• Method(s) of instruction• Evaluation methods to be used

Training Methods

Instructor-led Classroom Programs 91

Self-Study, Web-based 44

Job-based Performance Support 44

Public Seminars 42

Case Studies 40

Role Plays 35

Games or Simulations, Non-computer-based 25

Self-Study, Non-computer-based 23

Virtual Classroom, with Instructor 21

Games or Simulations, Computer-based 10

Experiential Programs 6

Virtual Reality Programs 3

 Workbooks/Manuals 79

Internet/Intranet/Extranet 63

CD-ROM/DVD/Diskettes 55

Videotapes 52

Teleconferencing 24

Videoconferencing 23

Satellite/Broadcast TV 12

Audiocassettes 4

Methods Percent

Media

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

 Types of Training Types of TrainingComputer Applications 96 Computer Programming 76

New Hire Orientation 96 Personal Growth 76

Non-Executive Management 91 Managing Change 75

Tech. Training 90 Problem Solving/Decision Making 75

Communications Skills 89 Time Management 74

Sexual Harassment 88 Train-the-Trainer 74

Supervisory Skills 88 Diversity/Cultural Awareness 72

Leadership 85 Hiring/Interviewing 71

New Equipment Operation 85 Strategic Planning 69

Performance Management/Appraisal 85 Customer Education 68

Team Building 82 Quality/Process Improvement 65

Customer Service 81 Public Speaking/Presentation Skills 62

Product Knowledge 79 Basic Life/Work Skills 62

Executive Development 78 Ethics 61

Safety 77 Sales 55

Wellness 54

Selecting Training Methods

Consider the following:

• Program objectives

• Time and money available

• Resources availability

• Trainee characteristics and preferences

Training Materials

• Program announcements• Program outlines• Training manuals and textbooks• Training aids, consumables, etc.

Scheduling Training

Must be done in conjunction with:

• Production schedulers• Shift supervisors• Work supervisors/managers• Trainees

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?

Summary

• As 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