6

Werner & DeSimone (2006) 1

Implementing HRD Programs

Chapter 6


The Implementation Stage


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.


The Learning Pyramid

By Permission: R. Yin (2004)


Training Delivery MethodsThree basic categories:

On-the-Job TrainingClassroom TrainingSelf-Paced Training

Note: Computer-based training can be in a classroom, or individual/self-paced.


On-the-Job Training (OJT)Job instruction training (JIT)Job rotationCoachingMentoring


Characteristics of OJTTraining at one’s regular workstationMost common form of trainingStrengths: Realism ApplicabilityWeaknesses: No formal structure Can perpetuate mistakes


More on OJTFacilitates training transfer to the jobReduced training costs, since classroom is not neededNoise and production needs may reduce training effectivenessQuality and safety may be impacted


Job Instruction Training (JIT)

Prepare the workerPresent the taskPractice the taskFollow-up


JIT ProcessObserve work processesBrainstorm improvementsAnalyze optionsImplement improvementsEvaluate results and make adjustments


Job RotationTrain on different tasks/positionsOften used to train entry-level managersAlso used to provide back-up in production positions


Coaching and MentoringCoaching – between worker and supervisor Can provide specific performance

improvement and correctionMentoring – senior employee paired with a junior employee (“protégé”) Helps to learn the ropes Prepares protégé for future advancement


Classroom Training Approaches

Five basic types:LectureDiscussionAudiovisual MediaExperimental MethodsClassroom-based Computer-Based Training


LectureOral presentation of material Some visual aids can be addedRemains a very popular training method Transfers lots of information quicklyInteresting lectures can work wellGood to supplement with other materials


Problems with Lecture Method

One-way form of communicationTrainees must be motivated to listenOften lacks idea sharingPeople don’t always like listening to lectures


Discussion MethodTwo-way communicationUse questions to control lessonTypes of Questions: Direct: produce narrow responses Reflective: mirror what was said Open-Ended: challenge learners – to

increase understanding


Challenges of Using the Discussion Method

Maintaining control in larger classesNeeds a skilled facilitatorNeeds more time than lectureTrainees must prepare for the lesson by reading assignments, etc.


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


Static MediaPrinted materials Lecture notes Work aids HandoutsSlides – e.g., PowerPointOverhead transparencies


Dynamic MediaAudio cassettesCDsFilmVideotapeDVDVideo disc


TelecommunicationsInstructional TVTeleconferencingVideoconferencing


Experiential TrainingCase studiesBusiness game simulationsRole playingBehavior modelingOutdoor training


Case Study ConsiderationsSpecific instructional objectivesCase approach objectivesAttributes of particular caseLearner characteristicsInstructional timingTraining environmentFacilitator’s characteristics


Business Game Simulations

Computerized versus manual Operational Financial Resource boundIn-basket exercise Setting priorities Time-driven decision making


Role PlaysSelf discovery; use of interpersonal skills a plusSome trainees are better actorsTransfer to job can be difficult


Behavior ModelingUsed mainly for interpersonal skills trainingPractice target behaviorGet immediate feedback (video, among other media)


Outdoor EducationRopes courses, etc.Can facilitate teamworkFocus on group problem identification, problem solvingOften good for team buildingFun – but is it effective training?


Self-Paced TrainingHard-copy Correspondence courses Programmed instructionComputer-Based Training (CBT) Computer-aided instruction Internet/intranet training


Hard-Copy, Self-Paced Training

Good for remote locations without Internet accessIndividual follows text at own paceCorrect/incorrect answers determine progressTrainee works alone without instructor interfaceStill used, but increasingly being replaced by CBT


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


Types of CBTComputer-Aided InstructionInternet & Intranet-Based Training (e-learning)Intelligent Computer-Assisted Instruction


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


Computer-Aided Instruction (CAI)

Drill-and-practice approachRead-only presentation of a “classic” training programMultimedia coursesInteractive multimedia trainingSimulations


Advantages of CAIInteractive with each studentStudent is self-pacedLogistics – Increasingly available over the Internet

(or via an organization’s intranet) Updates are easily distributedInstructional Management & ReportingCAN be cost-effective…


E-learningIntranet Internal to site/organizationInternet General communications Online reference Needs assessment, administration,

testing Distribution of CBT Delivery of multimedia


Intelligent CAIUses computer’s capabilities to provide tailored instructionCan use expert systems, fuzzy logic, and other rubricsCan provide real-time simulation and stimulation


Implementing TrainingDepends on: Objectives Resources Trainee characteristics


Other Considerations Concerning Implementation

Physical environment: Seating Comfort level Physical distractions


P7

ProperPriorPlanningPrecludesParticularlyPoorPerformance


PlanningDoes 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.


Training Provides Many Things

NetworkingKnowledgeSocial acceptanceImproved interpersonal skillsTeam building


SummaryGood training: Improves performance Improves productivity Improves chances for promotion Improves the bottom lineTherefore, the right training methods need to be used in the right way to ensure successful HRD implementation.

6

Documents

Transcript of 6