1. Designing Effective HRD Programs

2. 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

3. Phase Two: Design

4. 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

5. Objectives
Three parts:
Performance
Conditions
Criteria

6. Performance What is to be done – e.g., Increase upper body strength
Assemble a chair
Catch a football pass
Graduate from university

7. 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

8. 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

9. 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.

10. Sample Objectives – 2
After training, be able to identify the four basic stages involved in HRD within five minutes.
Your examples??

11. “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

12. 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)

13. Other Factors to Consider
Vendor credentials
Vendor background
Vendor experience
Philosophical match (between vendor and organization)
Delivery method

14. Other Factors to Consider – 2
Content
Actual product
Results
Support
Request for proposal (RFP)

15. 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?

16. 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

17. 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

18. Training Methods Instructor-led Classroom Programs 91
Self-Study, Web-based 44
Job-based Performance Support
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
Satellite/Broadcast TV 12
Audiocassettes 4
Methods
Percent
Media
SOURCE: From 2003 Industry Report (2003). Training, 40(9), 21–38.

19. Types of Training Computer Applications 96 Computer Programming 76
New Hire Orientation
Personal Growth
Non-Executive Management 91
Managing Change 75
Tech. Training 90
Problem Solving/Decision Making
Communications Skills 89
Time Management 74
Sexual Harassment 88
Train-the-Trainer
Supervisory Skills
Diversity/Cultural Awareness 72
Leadership 85
Hiring/Interviewing 71
New Equipment Operation
Strategic Planning 69
Performance Management/Appraisal
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
Executive Development 78
Ethics 61
Safety 77
Sales 55
Wellness 54

20. Selecting Training Methods
Consider the following:
Program objectives
Time and money available
Resources availability
Trainee characteristics and preferences

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

22. Scheduling Training Must be done in conjunction with:
Production schedulers
Shift supervisors
Work supervisors/managers
Trainees

23. Training During Normal Working Hours
Issues to consider:
Day of week preferred
Time of day
Peak work hours
Staff meeting times
Required travel

24. Training After Working Hours
Are workers/trainees getting paid? If so, by whom?
What about personal commitments?
What do you do for shift workers?

25. 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?

26. 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