hrd interventions
TRANSCRIPT
HRD INTERVENTIONS
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Theories of HR and role of HRD Human Process Interventions
theory
focus on changing behaviors by modifying Individual attitudes, values, problem-solving approaches, and interpersonal styles.
Free choice Valid Information Internal Commitment
HRD
Theories of HR and role of HRD
Technostructural Intervention Theory
Focuses on improving work content, work method, work flow, Performance Factors, and relationships among workers
Skill varietyTask Identity
Task significanceAutonomy Feedback
HRD
HRD INTERVENTIONS IN FOUR PHASES
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Phase One: Needs Assessment5
For Example: Where training is needed What kinds of training are needed Who needs to be trained Conditions for training
Phase Two: Designing the Training or HRD Intervention 6
Key activities include: Setting objectives Selecting the trainer or vendor Developing lesson plans Selecting methods and techniques Preparing materials Scheduling training
Objectives7
Three parts: Performance Conditions Criteria
Performance8
What is to be done – e.g., Assemble a chair Catch a football pass Graduate from college
Criteria9
The 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 10
After training, be able to identify the four basic stages involved in HRD within five minutes.
Completely assemble one child’s bicycle within one hour using common hand tools and instructions provided on December 24 without cursing.
“Make or Buy” Decisions11
You cannot be an expert on everything You can’t afford to maintain a full-time
staff for once-a-year training You can’t afford the time or money to
build all of your own training programs Implication: Much training is
purchased, rather than self-produced
Factors to Consider Before Purchasing an HRD Program
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Level of expertise available/required Timeliness Number of trainees Subject matter Cost Size of HRD organization
Other Factors to Consider13
Vendor credentials Vendor background Vendor experience Philosophical match (between
vendor and organization) Delivery method
Other Factors to Consider – 214
Content Actual product Results Support Request for proposal (RFP)
HRD INTERVENTIONS AND THEIR APPLICATIONS IN ORGANIZATIONS15
Selecting the Trainer16
Training competency How well can he/she train? If they can’t train, why are they
employed? Subject Matter Expertise
How well is the material understood?
If No Subject-Matter Experts (SMEs) are Available…
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Use a team to train Use programmed instruction Train your trainers…
You are training subject matter experts to be trainers
You are not training trainers to be SMEs
Preparing Lesson Plans18
Content to be covered Activity sequencing Selection/design of media Selection of trainee activities Timing and phasing of activities Method(s) of instruction Evaluation methods to be used
Training Methods19
Instructor-led Classroom Programs
Self-Study, Web-based
Job-based Performance Support
Public Seminars Case Studies Role Plays
Games or Simulations, Non-computer-based
Self-Study, Non-computer-based
Virtual Classroom, with InstructorGames or
Simulations, Computer-based
Experiential Programs
Virtual Reality Programs
.
MEDIA BASED
VideotapesTeleconferencing Videoconferencing Workbooks/ManualsSatellite/Broadcast TVAudiocassettesInternet/Intranet/ExtranetCD-ROM/DVD/Diskettes
Selecting Training Methods21
Consider the following: Program objectives Time and money available Resources availability Trainee characteristics and
preferences.
Training Materials22
Program announcements Program outlines Training manuals and textbooks Training aids, consumables, etc.
Scheduling Training23
Must be done in conjunction with: Production schedulers Shift supervisors Work supervisors/managers Trainees
Training During Normal Working Hours24
Issues to consider:
Day of week preferred Time of day Peak work hours Staff meeting times Required travel
Training After Working Hours25
Are workers/trainees getting paid? If so, by whom?
What about personal commitments? What do you do for shift workers?
Registration and Enrollment Issues26
How, when, and where does one register?
Who is responsible for logistics? Travel Lodging Meals Etc.
How do one cancel/reschedule?
Summary27
As in building a house, designing HR interventioning issues must be addressed before training: Objectives Who will conduct the training Lesson plan Appropriate methods/techniques to use Materials needed Scheduling issues
QUESTIONS IF ANY ?
THANK YOU