Implementing HRD Programs

Chapter 6

Werner & DeSimone (2006) 1

The Implementation Stage

Werner & DeSimone (2006) 2

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.

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The Learning Pyramid

By Permission: R. Yin (2004)

Werner & DeSimone (2006) 4

 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.

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On-the-Job Training (OJT)
Job instruction training (JIT)
Job rotation
Coaching
Mentoring

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Characteristics of OJT
Training at one’s regular workstation
Most common form of training
Strengths:
 Realism
 Applicability
Weaknesses:
 No formal structure
 Can perpetuate mistakes

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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

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Job Instruction Training (JIT)
Prepare the worker
Present the task
Practice the task
Follow-up

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JIT Process
Observe work processes
Brainstorm improvements
Analyze options
Implement improvements
Evaluate results and make adjustments

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Job Rotation

Train on different tasks/positions

Often used to train entry-level
managers
Also used to provide back-up in
production positions

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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

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Classroom Training
Approaches

Five basic types:

Lecture
Discussion
Audiovisual Media
Experimental Methods
Classroom-based Computer-Based Training
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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

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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

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Discussion Method

Two-way communication
Use questions to control lesson
Types of Questions:
 Direct: produce narrow responses
 Reflective: mirror what was said
 Open-Ended: challenge learners – to
increase understanding

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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.

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

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Static Media
Printed materials
 Lecture notes
 Work aids
 Handouts
Slides – e.g., PowerPoint
Overhead transparencies

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Dynamic Media

Audio cassettes
CDs
Film
Videotape
DVD
Video disc

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Telecommunications

Instructional TV
Teleconferencing
Videoconferencing

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Experiential Training

Case studies
Business game simulations
Role playing
Behavior modeling
Outdoor training

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Case Study Considerations
Specific instructional objectives
Case approach objectives
Attributes of particular case
Learner characteristics
Instructional timing
Training environment
Facilitator’s characteristics
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Business Game Simulations
Computerized versus manual
 Operational
 Financial
 Resource bound
In-basket exercise
 Setting priorities
 Time-driven decision making

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Role Plays
Self discovery; use of interpersonal
skills a plus
Some trainees are better actors
Transfer to job can be difficult

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

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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?

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Self-Paced Training

Hard-copy
 Correspondence courses
 Programmed instruction
Computer-Based Training (CBT)
 Computer-aided instruction
 Internet/intranet training

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Hard-Copy, Self-Paced 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

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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

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Types of CBT
Computer-Aided Instruction
Internet & Intranet-Based Training (e-
learning)
Intelligent Computer-Assisted
Instruction

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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

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

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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…

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E-learning
Intranet
 Internal to site/organization
Internet
 General communications
 Online reference
 Needs assessment, administration, testing
 Distribution of CBT
 Delivery of multimedia

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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

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Implementing Training
Depends on:
 Objectives
 Resources

 Trainee characteristics

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Other Considerations
Concerning Implementation
Physical environment:
 Seating
 Comfort level
 Physical distractions

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P7
Proper
Prior
Planning
Precludes
Particularly
Poor
Performance
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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.

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Training Provides Many Things
Networking
Knowledge
Social acceptance
Improved interpersonal skills
Team building

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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.

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