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Designing Effective Click to edit Master subtitle style Human Resource Development Program

Compiled By:

Ms. Khushbu Bavishi


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(M.B.A. in HR, B.B.A.)

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Learning Objectives

HRD Process Model Setting objectives Selecting the trainer or vendor Developing a lesson plan Selecting program method Preparing material Scheduling the program
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Framework for the HRD Process


HRD efforts should use the following four phases (or stages):

Needs assessment Design Implementation Evaluation

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Training & HRD Process Model

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Needs Assessment Phase


Establishing

HRD

priorities
Defining

specific

training and objectives


Establishing

evaluation criteria
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Design Phase
Selecting

who and

delivers program
Selecting

developing program content


Scheduling
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the
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training program
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Implementation Phase

Implementing or delivering the program

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Evaluation Phase
Criteria for determining program effectiveness:
Keep

or change it again? are the true


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providers?
Offer What
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DEFINING THE OBJECTIVES OF THE HRD INTERVENTION

Objective is a description of a performance you want learners to be able to exhibit before you, to consider them competent.

EFFECTIVE OBJECTIVE STATE: 1. The learners should be able to perform the performance. 2. The conditions under which they must do it. Werner 3.6/25/12 The criteria & DeSimone (2006) judging 99 used in its

MAKE V/S BUY DECISION


Decision

whether to design the program internally, purchase it from an outside vendor, or use some combination of two. Many services are available through outside vendors including: 1. Assisting with conducting needs assessment 2. Guiding internal staff to design or implement & DeSimone (2006) 6/25/12 Werner a program 10

MAKE V/S BUY DECISION (Cont.)

4.Providing

supplementa
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MAKE V/S BUY DECISION (Cont.)


The criteria for deciding to purchase a program from an outside vendor include: Cost Credentials Support Experience Delivery method Results Content Actual product

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SELECTING THE TRAINER


Selecting Training

a trainer can be fairly easy. competency involves the

knowledge & varied skills.


Individuals

may rely too heavily on a

single method of instruction.

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SELECTING THE TRAINER (Cont.)


TRAIN THE TRAINER PROGRAMS
These programs should focus on many of

the issues:
1.

Developing training objectives & lesson plans Selecting & preparing training materials Selecting & using training aids Selecting
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2. 3. 4.

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&

using

different

training
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PREPARING A LESSON PLAN


Trainers

guide for the actual delivery the trainer to determine in

of the training content.


Requires

advance what is to be covered & how much time to devote to each part of the session.
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PREPARING A LESSON PLAN (Cont.)

Gilley & Eggland suggest that it should specify: Content to be covered Sequencing of activities Selection or design of training media Selection or development of experiential exercise or both

1. 2. 3. 4.

5.

Timing & planning of (2006) activity each 6/25/12 Werner & DeSimone

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SELECTING TRAINING METHODS & MEDIA

Lecture method & video-tapes are generally the least active form of training. Highly experiential methods such as outdoor training, role playing exercises, games & simulations.

Other approaches such as computer-based instruction or video conferencing fall


17 6/25/12 somewhere Werner & DeSimone (2006) between both.

PREPARING A LESSON PLAN (Cont.)

FACTORS TO BE CONSIDERED WHILE CHOOSING AN APPROACH: The objectives of the program Time & money available Availability of other resources Trainee characteristics & preferences

1. 2. 3. 4.

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PREPARING TRAINING MATERIALS


1.

PROGRAM ANNOUNCEMENTS: Program announcements inform the target audience about the training program.

2.

PROGRAM OUTLINES:
Werner & DeSimone (2006) 19 Program outlines are documents that

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PREPARING TRAINING MATERIALS (Cont.)


3.

TRAINING TEXTBOOKS:

MANUALS

OR

Textbooks provide a broad treatment of the subject, whereas training manuals are better known for their brevity & hands-on approach.

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SCHEDULING THE HRD PROGRAMS

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THANK YOU!!!
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