Implementing HRD Programs Department of Business and Management
Implementing HRD Programs Department of Business and Management Universiti Brunei Darussalam
The Implementation Stage Department of Business and Management Universiti Brunei Darussalam
The Learning Pyramid Yin (2004) Department of Business and Management Universiti Brunei Darussalam
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. Department of Business and Management Universiti Brunei Darussalam
On-the-Job Training (OJT) • • Job instruction training (JIT) Job rotation Coaching Mentoring Department of Business and Management Universiti Brunei Darussalam
Characteristics of OJT • Training at one’s regular workstation • Most common form of training • Strengths: – Realism – Applicability • Weaknesses: – No formal structure – Can perpetuate mistakes Department of Business and Management Universiti Brunei Darussalam
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 Department of Business and Management Universiti Brunei Darussalam
Job Instruction Training (JIT) • • Prepare the worker Present the task Practice the task Follow-up Department of Business and Management Universiti Brunei Darussalam
JIT Process • • • Observe work processes Brainstorm improvements Analyze options Implement improvements Evaluate results and make adjustments Department of Business and Management Universiti Brunei Darussalam
Job Rotation • Train on different tasks/positions • Often used to train entry-level managers • Also used to provide back-up in production positions Department of Business and Management Universiti Brunei Darussalam
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 Department of Business and Management Universiti Brunei Darussalam
Classroom Training Approaches Five basic types: • Lecture • Discussion • Audiovisual Media • Experiential Methods • Self-Paced or Computer-Based Training Department of Business and Management Universiti Brunei Darussalam
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 Department of Business and Management Universiti Brunei Darussalam
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 Department of Business and Management Universiti Brunei Darussalam
Discussion Method • • • Two-way communication Use questions to control lesson Direct: produce narrow responses Reflective: mirror what was said Open-Ended: challenge learners – to increase understanding Department of Business and Management Universiti Brunei Darussalam
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. Department of Business and Management Universiti Brunei Darussalam
Audiovisual Media • Brings visual senses (seeing) into play, along with audio senses (hearing) • Types: – Static Media – Dynamic Media – Telecommunications Department of Business and Management Universiti Brunei Darussalam
Static Media • Printed materials – Lecture notes – Work aids – Handouts • Slides – e. g. , Power. Point • Overhead transparencies Department of Business and Management Universiti Brunei Darussalam
Dynamic Media • Audio cassettes • CDs • Film • Videotape • Video disc Department of Business and Management Universiti Brunei Darussalam
Telecommunications • Instructional TV • Teleconferencing • Videoconferencing Department of Business and Management Universiti Brunei Darussalam
Experiential Training • Case studies • Business game simulations • Role Playing • Behavior Modeling • Outdoor training Department of Business and Management Universiti Brunei Darussalam
Case Study Considerations • • Specific instructional objectives Case approach objectives Attributes of particular case Learner characteristics Instructional timing Training environment Facilitator’s characteristics Department of Business and Management Universiti Brunei Darussalam
Business Game Simulations • Computerized versus manual – Operational – Financial – Resource bound • In-basket exercise – Setting priorities – Time-driven decision making Department of Business and Management Universiti Brunei Darussalam
Role Plays • Self discovery; use of interpersonal skills a plus • Some trainees are better actors • Transfer to job can be difficult Department of Business and Management Universiti Brunei Darussalam
Behavior Modeling • Used mainly for interpersonal skills training • Practice target behavior • Get immediate feedback (video, among other media) Department of Business and Management Universiti Brunei Darussalam
Outdoor Education • Ropes courses, etc. • Can facilitate teamwork • Focus on group problem identification, problem solving • Often good for team building • Fun – but is it an effective training? Department of Business and Management Universiti Brunei Darussalam
Self-Paced Training • Hard-copy – Correspondence courses – Programmed instruction • Computer-Based Training (CBT) – Computer-aided instruction – Internet/intranet training Department of Business and Management Universiti Brunei Darussalam
Hard-Copy Self-Paced (i. e. , Self-Paced Computer-Based Training) • • • Good for remote locations without Internet access Individual follows text at own pace Correct/incorrect answers determine progress Trainee works alone without instructor interface Still used, but increasingly being replaced by CBT Department of Business and Management Universiti Brunei Darussalam
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 Department of Business and Management Universiti Brunei Darussalam
Types of CBT • Computer-Aided Instruction • Internet & Intranet-Based Training (elearning) • Intelligent Computer-Assisted Instruction Department of Business and Management Universiti Brunei Darussalam
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 Department of Business and Management Universiti Brunei Darussalam
Computer-Aided Instruction (CAI) • Drill-and-practice approach • Read-only presentation of a “classic” training program • Multimedia courses • Interactive multimedia training • Simulations Department of Business and Management Universiti Brunei Darussalam
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… Department of Business and Management Universiti Brunei Darussalam
E-learning • Intranet – Internal to site/organization • Internet – General communications – Online reference – Needs assessment, administration, testing – Distribution of CBT – Delivery of multimedia Department of Business and Management Universiti Brunei Darussalam
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 Department of Business and Management Universiti Brunei Darussalam
Implementing Training • Depends on: – Objectives – Resources – Trainee characteristics Department of Business and Management Universiti Brunei Darussalam
Other Considerations Concerning Implementation • Physical environment: – Seating – Comfort level – Physical distractions Department of Business and Management Universiti Brunei Darussalam
P 7 • • Proper Prior Planning Precludes Particularly Poor Performance Department of Business and Management Universiti Brunei Darussalam
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. Department of Business and Management Universiti Brunei Darussalam
Training Provides Many Things • • • Networking Knowledge Social acceptance Improved interpersonal skills Team building Department of Business and Management Universiti Brunei Darussalam
Summary • Good training: – Improves performance – Improves productivity – Improves chances for promotion – Improves the bottom line • Therefore, the right training methods need to be used in the right way to ensure successful HRD implementation. Department of Business and Management Universiti Brunei Darussalam
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