Implementing HRD Programs

The Implementation Stage

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 rotation• Coaching• Mentoring

Characteristics of OJT

• Training at one’s regular workstation• Most common form of training• Strengths:

– 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 worker• Present the task• Practice the task• Follow-up

JIT Process

• Observe work processes• Brainstorm improvements• Analyze options• Implement improvements• Evaluate 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 well• Good 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 communication• Use questions to control lesson• 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 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 objectives• Case approach objectives• Attributes of particular case• Learner characteristics• Instructional timing• Training environment• Facilitator’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 plus• Some trainees are better actors• Transfer to job can be difficult

Behavior Modeling

• Used mainly for interpersonal skills training• Practice target behavior• Get immediate feedback (video, among other media)

Outdoor Education

• Ropes courses, etc.• Can facilitate teamwork• Focus on group problem identification, problem solving• Often good for team building• Fun – 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 access• Individual follows text at own pace• Correct/incorrect answers determine progress• Trainee works alone without instructor interface• Still used, but increasingly being replaced by CBT

Computer-Based Training (CBT)

• Interactive with user• Training when and where user wants it• Trainee has greater control over progress• CBT can provide progress reports and be tailored

to specific instructional objectives• Trainee works on own with minimal facilitation by

instructor who is elsewhere

Types of CBT

• Computer-Aided Instruction• Internet & Intranet-Based Training (e-learning)• Intelligent Computer-Assisted Instruction

Computer-Based Training (Classroom-Based)• Group-based• Instructor is present and facilitates computer-based learning• Trainees are collocated and can help each other• Requires computer, etc., for each trainee

Computer-Aided Instruction (CAI)• Drill-and-practice approach• Read-only presentation of a “classic” training program• Multimedia courses• Interactive multimedia training• Simulations

Advantages of CAI

• Interactive with each student• Student is self-paced• Logistics –

– Increasingly available over the Internet (or via an organization’s intranet)

– Updates are easily distributed• Instructional Management & Reporting• CAN 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 instruction• Can use expert systems, fuzzy logic, and other rubrics• Can provide real-time simulation and stimulation

Implementing Training

• Depends on:

– Objectives– Resources– Trainee characteristics