Werner & DeSimone (2006)1 Implementing HRD Programs Chapter 6

Werner & DeSimone (2006) 1

Implementing HRD Programs

Chapter 6


The Implementation Stage


Learning objectives

Describe three broad approaches to training delivery and the advantages and disadvantages of each approach. Describe five primary categories of classroom training and the advantages and disadvantages of each one. Describe the advantages and disadvantages of self-paced training approaches to training delivery. Determine when various training techniques are more or less effective in different situations. Describe several ways that technology is being used to provide and improve HRD programs.


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: Yin (2004)


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.


On-the-Job Training (OJT)

Job instruction training (JIT)Job rotationCoachingMentoring


Characteristics of OJT

Training at one’s regular workstationMost common form of trainingStrengths: Realism Applicability

Weaknesses: No formal structure Can perpetuate mistakes


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


Job Instruction Training (JIT)

Prepare the workerPresent the taskPractice the taskFollow-up


JIT Process

Observe work processesBrainstorm improvementsAnalyze optionsImplement improvementsEvaluate results and make adjustments


Job Rotation

Train on different tasks/positions

Often used to train entry-level managers

Also used to provide back-up in production positions


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


Classroom Training Approaches

Five basic types:

Lecture

Discussion

Audiovisual Media

Experimental Methods

Self-Paced or Computer-Based Training


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


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


Discussion Method

Two-way communicationUse questions to control lessonDirect: produce narrow responsesReflective: mirror what was saidOpen-Ended: challenge learners – to increase understanding


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.


Audiovisual Media

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


Static Media

Printed materials Lecture notes Work aids Handouts

Slides – e.g., PowerPoint

Overhead transparencies


Dynamic Media

Audio cassettes

CDs

Film

Videotape

Video disc


Telecommunications

Instructional TV

Teleconferencing

Videoconferencing


Experiential Training

Case studies

Business game simulations

Role Playing

Behavior Modeling

Outdoor training


Case Study Considerations

Specific instructional objectivesCase approach objectivesAttributes of particular caseLearner characteristicsInstructional timingTraining environmentFacilitator’s characteristics


Business Game Simulations

Computerized versus manual Operational Financial Resource bound

In-basket exercise Setting priorities Time-driven decision making


Role Plays

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


Behavior Modeling

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


Outdoor Education

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


Self-Paced Training

Hard-copy Correspondence courses Programmed instruction

Computer-Based Training (CBT) Computer-aided instruction Internet/intranet training


Hard-Copy Self-Paced (i.e., Self-Paced Computer-Based 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 CBT

Computer-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 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…


E-learning

Intranet Internal to site/organization

Internet General communications Online reference Needs assessment, administration,

testing Distribution of CBT Delivery of multimedia


Intelligent CAI

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


Implementing Training

Depends on: Objectives Resources Trainee characteristics


Other Considerations Concerning Implementation

Physical environment: Seating Comfort level Physical distractions


P7

ProperPriorPlanningPrecludesParticularlyPoorPerformance


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.


Training Provides Many Things

NetworkingKnowledgeSocial acceptanceImproved interpersonal skillsTeam building


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.

Documents

Werner & DeSimone (2006)1 Implementing HRD Programs Chapter 6