Implementing HRD

Programs
MBA Professional Chapter—6
Semester-5 By Pirzada Sami Ullah Sabri

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The Implementation Stage

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 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.
• It’s easy to come up with stimulating
discussion questions.
• Case studies are used for time fillers.

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The Learning Pyramid

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 Training Delivery Methods
Three basic categories:
• On-the-Job Training
• Classroom Training
• Self-Paced Training

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

or individual/self-paced.

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 On-the-Job Training (OJT)
• Job instruction training (JIT)
• Job rotation
• Coaching
• Mentoring

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 Characteristics of OJT
• Training at one’s regular workstation
• Most common form of training
• Strengths:
– Realism
– Applicability
• Weaknesses:
– No formal structure
– Can perpetuate mistakes

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 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

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 Job Instruction Training (JIT)
• Prepare the worker
• Present the task
• Practice the task
• Follow-up

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 JIT Process
• Observe work processes
• Brainstorm improvements
• Analyze options
• Implement improvements
• Evaluate results and make adjustments

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 Job Rotation
• Train on different tasks/positions
• Often used to train entry-level managers
• Also used to provide back-up in production
positions

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 Coaching and 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

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 Classroom Training Approaches
Five basic types:
• Lecture
• Discussion
• Audiovisual Media
• Experimental Methods
• Classroom-based Computer-Based Training

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 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

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 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

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 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

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 Challenges of Using the
Discussion Method
• Maintaining control in larger classes
• Needs a skilled facilitator
• Needs more time than lecture
• Trainees must prepare for the lesson by
reading assignments, etc.

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 Audiovisual Media
• Brings visual senses (seeing) into play, along
with audio senses (hearing)
• Types:
– Static Media
– Dynamic Media
– Telecommunications

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 Static Media
• Printed materials
– Lecture notes
– Work aids
– Handouts
• Slides – e.g., PowerPoint
• Overhead transparencies

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 Dynamic Media
• Audio cassettes
• CDs
• Film
• Videotape
• DVD
• Video disc

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 Telecommunications
• Instructional TV
• Teleconferencing
• Videoconferencing

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 Experiential Training
• Case studies
• Business game simulations
• Role playing
• Behavior modeling
• Outdoor training

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 Case Study Considerations
• Specific instructional objectives
• Case approach objectives
• Attributes of particular case
• Learner characteristics
• Instructional timing
• Training environment
• Facilitator’s characteristics

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 Business Game Simulations
• Computerized versus manual
– Operational
– Financial
– Resource bound
• In-basket exercise
– Setting priorities
– Time-driven decision making

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 Role Plays
• Self discovery; use of interpersonal skills a
plus
• Some trainees are better actors
• Transfer to job can be difficult

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 Behavior Modeling
• Used mainly for interpersonal skills training
• Practice target behavior
• Get immediate feedback (video, among other
media)

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 Outdoor Education
• Ropes courses, etc.
• Can facilitate teamwork
• Focus on group problem identification,
problem solving
• Often good for team building
• Fun – but is it effective training?

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 Self-Paced Training
• Hard-copy
– Correspondence courses
– Programmed instruction
• Computer-Based Training (CBT)
– Computer-aided instruction
– Internet/intranet training

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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

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 Types of CBT
• Computer-Aided Instruction
• Internet & Intranet-Based Training (e-learning)
• Intelligent Computer-Assisted Instruction

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 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

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 Computer-Aided Instruction
(CAI)
• Drill-and-practice approach
• Read-only presentation of a “classic” training
program
• Multimedia courses
• Interactive multimedia training
• Simulations

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 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…

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 E-learning
• Intranet
– Internal to site/organization
• Internet
– General communications
– Online reference
– Needs assessment, administration, testing
– Distribution of CBT
– Delivery of multimedia

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 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

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 Implementing Training
• Depends on:
– Objectives
– Resources
– Trainee characteristics

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 Other Considerations
Concerning Implementation
• Physical environment:
– Seating
– Comfort level
– Physical distractions

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 P 7

• Proper
• Prior
• Planning
• Precludes
• Particularly
• Poor
• Performance

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 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.

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 Training Provides Many Things
• Networking
• Knowledge
• Social acceptance
• Improved interpersonal skills
• Team building

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