designing training program-5
TRANSCRIPT
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Designing Effective HRD Programs
Chapter 5
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Phase One: Needs Assessment
Should be completed before you start Phase TwoYou know: Where training is needed What kinds of training are needed Who needs to be trained Conditions for training
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Phase Two: Design
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Phase Two: Designing the Training or HRD Intervention
Key activities include:Setting objectivesSelecting the trainer or vendorDeveloping lesson plansSelecting methods and techniquesPreparing materialsScheduling training
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Objectives
Three parts: Performance Conditions Criteria
Source: R. F. Mager (1997).
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Performance
What is to be done – e.g.,
Increase upper body strength
Assemble a chair
Catch a football pass
Graduate from college
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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
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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
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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.
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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.
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“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 trainingYou can’t afford the time or money to build all of your own training programsImplication: Much training is purchased, rather than self-produced
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Factors to Consider Before Purchasing an HRD Program
Level of expertise available/requiredTimelinessNumber of traineesSubject matterCostSize of HRD organization“X” Factor (other conditions)
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Other Factors to Consider
Vendor credentials Vendor backgroundVendor experiencePhilosophical match (between vendor and organization)Delivery method
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Other Factors to Consider – 2
ContentActual productResultsSupportRequest for proposal (RFP)
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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?
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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
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Preparing Lesson Plans
Content to be coveredActivity sequencingSelection/design of mediaSelection of trainee activitiesTiming and phasing of activitiesMethod(s) of instructionEvaluation methods to be used
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Selecting Training Methods
Consider the following:
Program objectives
Time and money available
Resources availability
Trainee characteristics and preferences
Note: Training methods are covered in Ch. 6.
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Training Materials
Program announcementsProgram outlinesTraining manuals and textbooksTraining aids, consumables, etc.
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Scheduling Training
Must be done in conjunction with:
Production schedulersShift supervisorsWork supervisors/managersTrainees
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Training During Normal Working Hours
Issues to consider:
Day of week preferred Time of day Peak work hours Staff meeting times Required travel
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Training After Working Hours
Are workers/trainees getting paid? If so, by whom?
What about personal commitments?
What do you do for shift workers?
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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?
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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