chapter 06 slides 4e
TRANSCRIPT
Werner & DeSimone (2006) 1
Implementing HRD Programs
Chapter 6Kinjal PandyaRoll no- 33
Werner & DeSimone (2006) 2
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
By Permission: R. Yin (2004)
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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 rotationCoachingMentoring
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Characteristics of OJT
Training at one’s regular workstationMost common form of trainingStrengths: 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 workerPresent the taskPractice the taskFollow-up
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JIT Process
Observe work processesBrainstorm improvementsAnalyze optionsImplement improvementsEvaluate 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 wellGood 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 objectivesCase approach objectivesAttributes of particular caseLearner characteristicsInstructional timingTraining environmentFacilitator’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 plusSome trainees are better actorsTransfer to job can be difficult
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Behavior Modeling
Used mainly for interpersonal skills trainingPractice target behaviorGet immediate feedback (video, among other media)
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Outdoor Education
Ropes courses, etc.Can facilitate teamworkFocus on group problem identification, problem solvingOften good for team buildingFun – 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 userTraining when and where user wants itTrainee has greater control over progressCBT can provide progress reports and be tailored to specific instructional objectivesTrainee works on own with minimal facilitation by instructor who is elsewhere
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Types of CBT
Computer-Aided InstructionInternet & Intranet-Based Training (e-learning)Intelligent Computer-Assisted Instruction
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Computer-Based Training (Classroom-Based)
Group-basedInstructor is present and facilitates computer-based learningTrainees are collocated and can help each otherRequires computer, etc., for each trainee
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Computer-Aided Instruction (CAI)
Drill-and-practice approachRead-only presentation of a “classic” training programMultimedia coursesInteractive multimedia trainingSimulations
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Advantages of CAI
Interactive with each studentStudent is self-pacedLogistics – Increasingly available over the Internet
(or via an organization’s intranet) Updates are easily distributed
Instructional Management & ReportingCAN 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 instructionCan use expert systems, fuzzy logic, and other rubricsCan 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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P7
ProperPriorPlanningPrecludesParticularlyPoorPerformance
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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
NetworkingKnowledgeSocial acceptanceImproved interpersonal skillsTeam building