Hrd Interventions

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

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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