Designing HRD

Interventions

1
HRD INTERVENTIONS IN FOUR
PHASES

Werner & DeSimone (2006) 2

Phase One: Needs
Assessment

Eg:
 Where training is needed
 What kinds of training are needed
 Who needs to be trained
 Conditions for training

Werner & DeSimone (2006) 3

Training or HRD
Intervention
Key activities include:
Setting objectives
Selecting the trainer or vendor
Developing lesson plans
Selecting methods and techniques
Preparing materials
Scheduling training
Werner & DeSimone (2006) 4
Objectives
Three parts:
 Performance

 Conditions

 Criteria

Source: R. F. Mager (1997).

Werner & DeSimone (2006) 5

Performance
What is to be done – e.g.,
Increase upper body strength
Assemble a chair
Catch a football pass
Graduate from college

Werner & DeSimone (2006) 6

Conditions

Conditions under which performance is

done – e.g.,
… using standard conditioning
equipment
… using a screwdriver and hammer
… at a full run under man-to-man
coverage
… without cheating or outside help

Werner & DeSimone (2006) 7

Criteria
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

Werner & DeSimone (2006) 8

Sample Objectives
Inventory 1,000 pieces of bulk
merchandise an hour with an error
rate of less than 1% using industry
standard inventory tools.
Run 40 yards in less than five
seconds on a dry, level field with
winds less than 10 mph.

Werner & DeSimone (2006) 9

Sample Objectives
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.

Werner & DeSimone (2006) 10

“Make or Buy” Decisions
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

Werner & DeSimone (2006) 11

Purchasing an HRD
Program
Level of expertise available/required
Timeliness
Number of trainees
Subject matter
Cost
Size of HRD organization
“X” Factor (other conditions)

Werner & DeSimone (2006) 12

Other Factors to Consider
Vendor credentials
Vendor background
Vendor experience
Philosophical match (between
vendor and organization)
Delivery method

Werner & DeSimone (2006) 13

Other Factors to Consider
–2
Content
Actual product
Results
Support
Request for proposal (RFP)

Werner & DeSimone (2006) 14

HRD Interventions and
their applications in
organizations-

Werner & DeSimone (2006) 15

Selecting the Trainer

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?

Werner & DeSimone (2006) 16

Experts (SMEs) are
Available…
Use a team to train
Use programmed instruction or CBT
Train your trainers…
 You are training subject matter experts to
be trainers
 You are not training trainers to be SMEs

Werner & DeSimone (2006) 17

Preparing Lesson Plans
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
Werner & DeSimone (2006) 18
Training Methods
Methods Percent
Instructor-led Classroom Programs 91
Self-Study, Web-based 44
Job-based Performance Support 44
Public Seminars 42
Case Studies 40
Role Plays 35
Games or Simulations, Non-computer-based 25
Self-Study, Non-computer-based 23
Virtual Classroom, with Instructor 21
Games or Simulations, Computer-based 10
Experiential Programs 6
Virtual Reality Programs 3
Media
Workbooks/Manuals 79
Internet/Intranet/Extranet 63
CD-ROM/DVD/Diskettes 55
Videotapes 52
Teleconferencing 24
Videoconferencing 23
Satellite/Broadcast TV 12
Audiocassettes 4

SOURCE: From 2003 Industry Report (2003). Training, 40(9), 21–38.

Werner & DeSimone (2006) 19

 
Types of Training
Computer Applications 96 Computer Programming 76
New Hire Orientation 96 Personal Growth 76
Non-Executive Management 91 Managing Change 75
Tech. Training 90 Problem Solving/Decision Making 75

Communications Skills 89 Time Management 74

Sexual Harassment 88 Train-the-Trainer 74
Supervisory Skills 88 Diversity/Cultural Awareness 72
Leadership 85 Hiring/Interviewing 71
New Equipment Operation 85 Strategic Planning 69
Performance 85 Customer Education 68
Management/Appraisal
Team Building 82 Quality/Process Improvement 65
Customer Service 81 Public Speaking/Presentation 62
Skills
Product Knowledge 79 Basic Life/Work Skills 62
Executive Development 78 Ethics 61
Safety Werner
77& DeSimone
Sales (2006) 55 20
Selecting Training
Methods
Consider the following:
Program objectives
Time and money available
Resources availability
Trainee characteristics and preferences

Note: Training methods are covered in Ch. 6.

Werner & DeSimone (2006) 21

Training Materials
Program announcements
Program outlines
Training manuals and textbooks
Training aids, consumables, etc.

Werner & DeSimone (2006) 22

Scheduling Training
Must be done in conjunction with:
Production schedulers
Shift supervisors
Work supervisors/managers
Trainees

Werner & DeSimone (2006) 23

Training During Normal
Working Hours
Issues to consider:
 Day of week preferred
 Time of day
 Peak work hours
 Staff meeting times
 Required travel

Werner & DeSimone (2006) 24

Training After Working
Hours

Are workers/trainees getting paid?

If so, by whom?
What about personal
commitments?
What do you do for shift workers?

Werner & DeSimone (2006) 25

Registration and
Enrollment Issues
How, when, and where does one
register?
Who is responsible for logistics?
 Travel
 Lodging
 Meals
 Etc.
How do one cancel/reschedule?

Werner & DeSimone (2006) 26

Summary
As in building a house, design issues
must be addressed before training:
 Objectives
 Who will conduct the training
 Lesson plan
 Appropriate methods/techniques to use
 Materials needed
 Scheduling issues

Werner & DeSimone (2006) 27