Implementing HRD

Programs

By Ms. Neha Kalra

On-the-Job Classroom Self-paced

Note: Computer-based training can be in a classroom,

Job Job
Instruction Coaching Mentoring
Rotation
Training
 Characteristics of OJT
 Trainingat one’s regular workstation
 Most common form of training
 Strengths:
 Realism
 Applicability
 Weaknesses:
 No formal structure
 Can perpetuate mistakes
 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
 1.Job Instruction Training
(JIT)
 Prepare the worker
 Present the task
 Practice the task
 Follow-up
 JIT Process
 Observe work processes
 Brainstorm improvements
 Analyze options
 Implement improvements
 Evaluate results and make adjustments
 2.Job Rotation
 Train on different tasks/positions
 Often used to train entry-level managers
 Also used to provide back-up in production
positions
 3.Coaching and 4.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
 Classroom Training

Experi
Lecture Audio- mental
Discus CBT
Video Metho
sion
Media ds
 1. 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
 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
 2. 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
 Challenges of Using the
Discussion Method
 Maintaining control in larger classes
 Needs a skilled facilitator
 Needs more time than lecture
 Traineesmust prepare for the lesson by
reading assignments, etc.
 3. Audiovisual Media
 Brings visual senses (seeing) into play,
along with audio senses (hearing)
 Types:
 Static Media
 Dynamic Media
 Telecommunications
 (a) Static Media
 Printed materials
 Lecture notes
 Work aids
 Handouts
 Slides – e.g., PowerPoint
 Overhead transparencies
 (b) Dynamic Media
 Audio cassettes
 CDs
 Film
 Videotape
 Video disc
 (c) Telecommunications
 Instructional TV
 Teleconferencing
 Videoconferencing
 4. Experiential Training
 Case studies
 Business game simulations
 Role Playing
 Behavior Modeling
(i) Case Study Considerations
 Specific instructional objectives
 Case approach objectives
 Attributes of particular case
 Learner characteristics
 Instructional timing
 Training environment
 Facilitator’s characteristics
 (ii) Business Game
Simulations
 Computerized versus manual
 Operational
 Financial
 Resource bound
 In-basket exercise
 Setting priorities
 Time-driven decision making
 (iii) Role Plays
 Self discovery; use of interpersonal skills a
plus
 Some trainees are better actors
 Transfer to job can be difficult
 (iv) Behavior Modeling
 Used mainly for interpersonal skills
training
 Practice target behavior
 Get immediate feedback (video, among
other media)
 5. 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
 Self-Paced Training

Hard
CBT(Computer-
Copy/Paper
Based Training)
based Training
 1.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
 2.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
 Types of CBT
 Computer-Aided Instruction
 Internet & Intranet-Based Training (e-
learning)
 Intelligent Computer-Assisted Instruction
 (i) Computer-Aided
Instruction (CAI)
 Drill-and-practiceapproach
 Read-only presentation of a “classic”
training program
 Multimedia courses
 Interactive multimedia training
 Simulations
 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…
 2.E-learning
 Intranet
 Internal to site/organization
 Internet
 General communications
 Online reference
 Needs assessment, administration, testing
 Distribution of CBT
 Delivery of multimedia
 3.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
 Implementing Training
 Depends on:
 Objectives
 Resources
 Trainee characteristics
 Other Considerations
Concerning Implementation
 Physical environment:
 Seating
 Comfort level
 Physical distractions
 P7
 Proper
 Prior
 Planning
 Precludes
 Particularly
 Poor
 Performance
 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.
 Training Provides Many
Things
 Networking
 Knowledge
 Socialacceptance
 Improved interpersonal skills
 Team building
 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.