Scribd
Upload
809 views

HRD Interventions

The document discusses various theories and approaches to human resource development (HRD) interventions and their application in organizations. It covers two main theories - human process interventions theory, which focuses on changing individual behaviors, and technostructural intervention theory, which focuses on improving work processes. The document then outlines the typical four phases of HRD interventions: needs assessment, design, implementation, and evaluation. It provides details on key activities in each phase, such as setting objectives, selecting trainers and methods, and scheduling. Overall, the document provides an overview of developing and implementing effective HRD programs in organizations.

Uploaded by

amitkumar3545
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
809 views

HRD Interventions

The document discusses various theories and approaches to human resource development (HRD) interventions and their application in organizations. It covers two main theories - human process interventions theory, which focuses on changing individual behaviors, and technostructural intervention theory, which focuses on improving work processes. The document then outlines the typical four phases of HRD interventions: needs assessment, design, implementation, and evaluation. It provides details on key activities in each phase, such as setting objectives, selecting trainers and methods, and scheduling. Overall, the document provides an overview of developing and implementing effective HRD programs in organizations.

Uploaded by

amitkumar3545
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 28

1

HRD INTERVENTIONS

Theories of HR and role of HRD


Human Process Interventions theory

focus on changing behaviors by modifying Individual attitudes, values, problem-solving approaches, and interpersonal styles.

Free choice

Valid Information

Internal Commitment

HRD

Theories of HR and role of HRD


Technostructural Intervention Theory

Focuses on improving work content, work method, work flow, Performance Factors, and relationships among workers

Skill variety Task Identity Task significance

Autonomy

Feedback

HRD

HRD INTERVENTIONS IN FOUR PHASES


4

Phase One: Needs Assessment


5

For Example:

Where training is needed What kinds of training are needed

Who needs to be trained


Conditions for training

Phase Two: Designing the Training or HRD Intervention


6

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

Objectives
7

Three parts: Performance Conditions Criteria

Performance
8

What is to be done e.g.,


Assemble a chair Catch a football pass

Graduate from college

Criteria
9

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
10

After training, be able to identify the four basic stages involved in HRD within five minutes. Completely assemble one childs bicycle within one hour using common hand tools and instructions provided on December 24 without cursing.

Make or Buy Decisions


11

You cannot be an expert on everything You cant afford to maintain a full-time staff for once-a-year training You cant 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


12

Level of expertise available/required Timeliness Number of trainees Subject matter Cost Size of HRD organization

Other Factors to Consider


13

Vendor credentials Vendor background Vendor experience Philosophical match (between vendor and organization) Delivery method

Other Factors to Consider 2


14

Content Actual product Results Support Request for proposal (RFP)

15

HRD INTERVENTIONS AND THEIR APPLICATIONS IN ORGANIZATIONS

Selecting the Trainer


16

Training competency
How

well can he/she train? If they cant train, why are they employed?

Subject Matter Expertise


How

well is the material understood?

If No Subject-Matter Experts (SMEs) are Available


17

Use a team to train Use programmed instruction Train your trainers


You

are training subject matter experts to be trainers You are not training trainers to be SMEs

Preparing Lesson Plans


18

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
19

Instructor-led Classroom Programs Public Seminars

Self-Study, Webbased

Job-based Performance Support Role Plays Virtual Classroom, with Instructor Virtual Reality Programs

Case Studies

Games or Simulations, Non-computerbased Games or Simulations, Computerbased

Self-Study, Noncomputer-based

Experiential Programs

MEDIA BASED
Videotapes Teleconferencing Videoconferencing Workbooks/Manuals Satellite/Broadcast TV Audiocassettes Internet/Intranet/Extranet CD-ROM/DVD/Diskettes

Selecting Training Methods


21

Consider the following:


Program objectives Time and money available Resources availability Trainee characteristics and preferences.

Training Materials
22

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

Scheduling Training
23

Must be done in conjunction with:


Production schedulers Shift supervisors Work supervisors/managers Trainees

Training During Normal Working Hours


24

Issues to consider: Day of week preferred Time of day Peak work hours Staff meeting times Required travel

Training After Working Hours


25

Are workers/trainees getting paid? If so, by whom? What about personal commitments?

What do you do for shift workers?

Registration and Enrollment Issues


26

How, when, and where does one register? Who is responsible for logistics?
Travel
Lodging Meals Etc.

How do one cancel/reschedule?

Summary
27

As in building a house, designing HR interventioning issues must be addressed before training:


Objectives Who will conduct the training Lesson plan Appropriate methods/techniques to use Materials needed Scheduling issues

THANK YOU
QUESTIONS IF ANY ?

You might also like