Designing Effective HRD Programs

Phase One: Needs AssessmentShould be completed before you start Phase TwoYou know:Where training is neededWhat kinds of training are neededWho needs to be trainedConditions for training

Phase Two: Design

Phase Two: Designing the Training or HRD Intervention Key activities include:Setting objectivesSelecting the trainer or vendorDeveloping lesson plansSelecting methods and techniquesPreparing materialsScheduling training

ObjectivesThree parts:PerformanceConditionsCriteria

PerformanceWhat is to be done e.g., Increase upper body strength Assemble a chair Catch a football pass Graduate from college

ConditionsConditions 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

CriteriaThe 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 2After training, be able to identify the four basic stages involved in HRD within five minutes.Completely assemble one childs bicycle within one hour using common hand tools and instructions provided on December 24 without cursing.

Make or Buy DecisionsYou cannot be an expert on everythingYou cant afford to maintain a full-time staff for once-a-year trainingYou cant afford the time or money to build all of your own training programsImplication: Much training is purchased, rather than self-produced

Factors to Consider Before Purchasing an HRD ProgramLevel of expertise available/requiredTimelinessNumber of traineesSubject matterCostSize of HRD organizationX Factor (other conditions)

Other Factors to ConsiderVendor credentials Vendor backgroundVendor experiencePhilosophical match (between vendor and organization)Delivery method

Other Factors to Consider 2ContentActual productResultsSupportRequest for proposal (RFP)

Selecting the TrainerTraining competencyHow well can he/she train?If they cant train, why are they employed?Subject Matter ExpertiseHow well is the material understood?

If No Subject-Matter Experts (SMEs) are AvailableUse a team to trainUse programmed instruction or CBTTrain your trainersYou are training subject matter experts to be trainersYou are not training trainers to be SMEs

Preparing Lesson PlansContent to be coveredActivity sequencingSelection/design of mediaSelection of trainee activitiesTiming and phasing of activitiesMethod(s) of instructionEvaluation methods to be used

Training MethodsSOURCE: From 2003 Industry Report (2003). Training, 40(9), 2138.

Types of Training

Selecting Training MethodsConsider the following:Program objectivesTime and money availableResources availabilityTrainee characteristics and preferences

Training MaterialsProgram announcementsProgram outlinesTraining manuals and textbooksTraining aids, consumables, etc.

Scheduling TrainingMust be done in conjunction with:Production schedulersShift supervisorsWork supervisors/managersTrainees

Training During Normal Working HoursIssues to consider:Day of week preferredTime of dayPeak work hoursStaff meeting timesRequired travel

Training After Working HoursAre workers/trainees getting paid? If so, by whom?What about personal commitments?What do you do for shift workers?

Registration and Enrollment IssuesHow, when, and where does one register?Who is responsible for logistics?TravelLodgingMealsEtc.How do one cancel/reschedule?

SummaryAs in building a house, design issues must be addressed before training:ObjectivesWho will conduct the trainingLesson planAppropriate methods/techniques to useMaterials neededScheduling issues