Designing Effective HRD Programs

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
Phase Two: Design
 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
 Objectives

• Three parts:
– Performance
– Conditions
– Criteria
 Performance

What is to be done – e.g.,

• Increase upper body strength
• Assemble a chair
• Catch a football pass
• Graduate from college
 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
 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
 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.
 Sample Objectives – 2

• After training, be able to identify the four basic

stages involved in HRD within five minutes.
• Completely assemble one child’s bicycle within one
hour using common hand tools and instructions
provided on December 24 without cursing.
 “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
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)
 Other Factors to Consider

• Vendor credentials
• Vendor background
• Vendor experience
• Philosophical match (between vendor and
organization)
• Delivery method
 Other Factors to Consider – 2

• Content
• Actual product
• Results
• Support
• Request for proposal (RFP)
 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?
 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
 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
 Training Methods

Methods Percent
Instructor-led Classroom Programs 91
Self-Study, Web-based 44
Job-based Performance Support 44
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
Media  
Workbooks/Manuals 79
Internet/Intranet/Extranet 63
CD-ROM/DVD/Diskettes 55
Videotapes 52
Teleconferencing 24
Videoconferencing 23
Satellite/Broadcast TV 12
Audiocassettes 4

 
SOURCE: From 2003 Industry Report (2003). Training, 40(9), 21–38.
  Types of Training
Computer Applications 96 Computer Programming 76
New Hire Orientation 96 Personal Growth 76
Non-Executive Management 91 Managing Change 75
Tech. Training 90 Problem Solving/Decision Making 75
Communications Skills 89 Time Management 74
Sexual Harassment 88 Train-the-Trainer 74
Supervisory Skills 88 Diversity/Cultural Awareness 72
Leadership 85 Hiring/Interviewing 71
New Equipment Operation 85 Strategic Planning 69
Performance Management/Appraisal 85 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 62
Executive Development 78 Ethics 61
Safety 77 Sales 55
Wellness 54
 Selecting Training Methods

Consider the following:

• Program objectives
• Time and money available
• Resources availability
• Trainee characteristics and preferences
 Training Materials

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

Must be done in conjunction with:

• Production schedulers
• Shift supervisors
• Work supervisors/managers
• Trainees
 Training During Normal Working Hours

Issues to consider:
– Day of week preferred
– Time of day
– Peak work hours
– Staff meeting times
– Required travel
 Training After Working Hours

• Are workers/trainees getting paid? If so, by whom?

• What about personal commitments?
• What do you do for shift workers?
 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?
 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