*Implementing HRD ProgramsTopic 6

Werner & DeSimone (2006)

*The Implementation Stage

*Points to PonderThe best way to learn any new skill is to learn it on the job.Lectures are not a good method for training.Its easy to come up with stimulating discussion questions.Case studies are used for time fillers.

*Training Delivery MethodsThree basic categories:On-the-Job TrainingClassroom TrainingSelf-Paced TrainingNote: 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 ones regular workstationMost common form of trainingStrengths:RealismApplicabilityWeaknesses:No formal structure

*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

*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 supervisorCan provide specific performance improvement and correction

Mentoring senior employee paired with a junior employee

*Classroom Training ApproachesFive basic types:LectureDiscussionAudiovisual MediaExperimental MethodsClassroom-based Computer-Based Training

*LectureOral presentation of material Some visual aids can be addedRemains a very popular training methodTransfers lots of information quicklyInteresting lectures can work well

*Problems with Lecture MethodOne-way form of communicationTrainees must be motivated to listenOften lacks idea sharingPeople dont always like listening to lectures

*Discussion MethodTwo-way communicationUse questions to control lessonTypes of Questions:Direct: produce narrow responsesReflective: mirror what was saidOpen-Ended: challenge learners to increase understanding

*Challenges of Using the Discussion MethodMaintaining 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 MediaDynamic MediaTelecommunications

*Static MediaPrinted materialsLecture notesWork aidsHandoutsSlides 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 environmentFacilitators characteristics

*Business Game SimulationsComputerized versus manualOperational FinancialResource boundIn-basket exerciseSetting prioritiesTime-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)

*Self-Paced TrainingHard-copyCorrespondence coursesProgrammed instructionComputer-Based Training (CBT)Computer-aided instructionInternet/intranet training

*Hard-Copy, Self-Paced TrainingGood 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-Aided Instruction (CAI)Drill-and-practice approachRead-only presentation of a classic training programMultimedia courses

*Advantages of CAIInteractive with each studentStudent is self-pacedLogistics Increasingly available over the Internet (or via an organizations intranet)Updates are easily distributedCAN be cost-effective

*E-learningIntranetInternal to site/organizationInternetGeneral communicationsOnline referenceNeeds assessment, administration, testingDistribution of CBTDelivery of multimedia

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

*Implementing TrainingDepends on:ObjectivesResourcesTrainee characteristics

*Other Considerations Concerning ImplementationPhysical environment:SeatingComfort levelPhysical distractions

*Training Provides Many ThingsNetworkingKnowledgeSocial acceptanceImproved interpersonal skillsTeam building