Professional Documents
Culture Documents
HRD Programs
MBA Professional
Chapter6
Semester-4
By Syed Inaam Ullah shah
The Implementation
Stage
Points to Ponder
The best way to learn any new skill
is to learn it on the job.
Lectures are not a good method for
training.
Its easy to come up with stimulating
discussion questions.
Case studies are used for time
fillers.
3
Training Delivery
Methods
On-the-Job Training
(OJT)
Characteristics of OJT
Training at ones 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
JIT Process
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
Classroom Training
Approaches
Audiovisual Media
Experimental Methods
Classroom-based Computer-Based
Training
13
Lecture
Oral presentation of material
Some visual aids can be added
15
Discussion Method
Two-way communication
Use questions to control lesson
Types of Questions:
Direct: produce narrow responses
Reflective: mirror what was said
Open-Ended: challenge learners to
increase understanding
16
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
Lecture notes
Work aids
Handouts
19
Dynamic Media
Audio cassettes
CDs
Film
Videotape
DVD
Video disc
20
Telecommunications
Instructional TV
Teleconferencing
Videoconferencing
21
Experiential Training
Case studies
Business game simulations
Role playing
Behavior modeling
Outdoor training
22
Self-Paced Training
Hard-copy
Correspondence courses
Programmed instruction
28
Computer-Based
Training (CBT)
29
Types of CBT
Computer-Aided Instruction
Internet & Intranet-Based Training
(e-learning)
Intelligent Computer-Assisted
Instruction
30
Computer-Based
Training (ClassroomGroup-based
Based)
31
Computer-Aided
Instruction (CAI)
Drill-and-practice approach
Read-only presentation of a classic
training program
Multimedia courses
Interactive multimedia training
Simulations
32
E-learning
Intranet
Internal to site/organization
Internet
General communications
Online reference
Needs assessment, administration,
testing
Distribution of CBT
Delivery of multimedia
34
Intelligent CAI
Uses computers capabilities to
provide tailored instruction
Can use expert systems, fuzzy logic,
and other rubrics
Can provide real-time simulation and
stimulation
35
Implementing Training
Depends on:
Objectives
Resources
Trainee characteristics
36
Other Considerations
Concerning
Physical
environment:
Implementation
Seating
Comfort level
Physical distractions
37
Proper
Prior
Planning
Precludes
Particularly
Poor
Performance
38
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.
39
Networking
Knowledge
Social acceptance
Improved interpersonal skills
Team building
40