1. Implementing HRD Programs

2. The Implementation Stage

3. The Learning Pyramid
By Permission: Yin (2004)

4. Training Delivery Methods
Three basic categories:
On-the-Job Training
Classroom Training
Self-Paced Training
Note: Computer-based training can be in a classroom,
or individual/self-paced.

5. On-the-Job Training (OJT)
Job instruction training (JIT)
Job rotation
Coaching
Mentoring

6. Characteristics of OJT
Training at one’s regular workstation
Most common form of training
Strengths:
Realism
Applicability
Weaknesses:
No formal structure
Can perpetuate mistakes

7. More on OJT Facilitates training transfer to the job
Reduced training costs, since classroom is not needed
Noise and production needs may reduce training effectiveness
Quality and safety may be impacted

8. Job Instruction Training (JIT)
Prepare the worker
Present the task
Practice the task
Follow-up

9. JIT Process Observe work processes Brainstorm improvements
Analyze options
Implement improvements
Evaluate results and make adjustments

10. Job Rotation Train on different tasks/positions
Often used to train entry-level managers
Also used to provide back-up in production positions

11. Coaching and Mentoring
Coaching – between worker and supervisor
Can provide specific performance improvement and correction
Mentoring – senior employee paired with a junior employee (“protégé”)
Helps to learn the ropes
Prepares protégé for future advancement

12. Classroom Training Approaches
Five basic types:
Lecture
Discussion
Audiovisual Media
Experimental Methods
Self-Paced or Computer-Based Training

13. Lecture Oral presentation of material
Some visual aids can be added
Remains a very popular training method
Transfers lots of information quickly
Interesting lectures can work well
Good to supplement with other materials

14. Problems with Lecture Method
One-way form of communication
Trainees must be motivated to listen
Often lacks idea sharing
People don’t always like listening to lectures

15. Discussion Method Two-way communication
Use questions to control lesson
Direct: produce narrow responses
Reflective: mirror what was said
Open-Ended: challenge learners – to increase understanding

16. Challenges of Using the Discussion Method
Maintaining control in larger classes
Needs a skilled facilitator
Needs more time than lecture
Trainees must prepare for the lesson by reading assignments, etc.

17. Audiovisual Media
Brings visual senses (seeing) into play, along with audio senses (hearing)
Types:
Static Media
Dynamic Media
Telecommunications

18. Static Media Printed materials Slides – e.g., PowerPoint
Lecture notes
Work aids
Handouts
Slides – e.g., PowerPoint
Overhead transparencies

19. Dynamic Media
Audio cassettes
CDs
Film
Videotape
Video disc

20. Telecommunications
Instructional TV
Teleconferencing
Videoconferencing

21. Experiential Training
Case studies
Business game simulations
Role Playing
Behavior Modeling
Outdoor training

22. Case Study Considerations
Specific instructional objectives
Case approach objectives
Attributes of particular case
Learner characteristics
Instructional timing
Training environment
Facilitator’s characteristics

23. Business Game Simulations
Computerized versus manual
Operational
Financial
Resource bound
In-basket exercise
Setting priorities
Time-driven decision making

24. Role Plays Self discovery; use of interpersonal skills a plus
Some trainees are better actors
Transfer to job can be difficult

25. Behavior Modeling Used mainly for interpersonal skills training
Practice target behavior
Get immediate feedback (video, among other media)

26. Outdoor Education Ropes courses, etc. Can facilitate teamwork
Focus on group problem identification, problem solving
Often good for team building
Fun – but is it effective training?

27. Self-Paced Training Hard-copy Computer-Based Training (CBT)
Correspondence courses
Programmed instruction
Computer-Based Training (CBT)
Computer-aided instruction
Internet/intranet training

28. Hard-Copy Self-Paced (i.e., Self-Paced Computer-Based Training)
Good for remote locations without Internet access
Individual follows text at own pace
Correct/incorrect answers determine progress
Trainee works alone without instructor interface
Still used, but increasingly being replaced by CBT

29. Computer-Based Training (CBT)
Interactive with user
Training when and where user wants it
Trainee has greater control over progress
CBT can provide progress reports and be tailored to specific instructional objectives
Trainee works on own with minimal facilitation by instructor who is elsewhere

30. Types of CBT Computer-Aided Instruction
Internet & Intranet-Based Training (e-learning)
Intelligent Computer-Assisted Instruction

31. Computer-Based Training (Classroom-Based)
Group-based
Instructor is present and facilitates computer-based learning
Trainees are collocated and can help each other
Requires computer, etc., for each trainee

32. Computer-Aided Instruction (CAI)
Drill-and-practice approach
Read-only presentation of a “classic” training program
Multimedia courses
Interactive multimedia training
Simulations

33. Advantages of CAI Interactive with each student Student is self-paced
Logistics –
Increasingly available over the Internet (or via an organization’s intranet)
Updates are easily distributed
Instructional Management & Reporting
CAN be cost-effective…

34. E-learning Intranet Internet Internal to site/organization
General communications
Online reference
Needs assessment, administration, testing
Distribution of CBT
Delivery of multimedia

35. Intelligent CAI
Uses computer’s capabilities to provide tailored instruction
Can use expert systems, fuzzy logic, and other rubrics
Can provide real-time simulation and stimulation

36. Implementing Training
Depends on:
Objectives
Resources
Trainee characteristics

37. Other Considerations Concerning Implementation
Physical environment:
Seating
Comfort level
Physical distractions

38. P7
Proper
Prior
Planning
Precludes
Particularly
Poor
Performance

39. Planning Does NOT prevent failure…
… But makes it easier to avoid failure.
Planning your HRD implementation before you actually do it greatly increases the likelihood of successful implementation.

40. Training Provides Many Things
Networking
Knowledge
Social acceptance
Improved interpersonal skills
Team building

41. Summary Good training:
Improves performance
Improves productivity
Improves chances for promotion
Improves the bottom line
Therefore, the right training methods need to be used in the right way to ensure successful HRD implementation.