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Human Resource Development (IMPLEMENT (Factors to consider for a training…
Human Resource Development
DESIGN
What are the steps to designing a program?
Setting objectives
Selecting the trainer or vendor
Developing a lesson plan
Selecting training methods and media
The objectives of the program
Time and money available
Availability of other resources
Trainee characteristics and preferences
Preparing materials
Program Announcements
Program Outlines
Training Manuals or Textbooks
Scheduling the program
Scheduling during Work hours
Scheduling after Work hours
Registration and Enrollment Issues
What is the "Make -Versus-Buy" Decision: Creating or Purchasing HRD Programs?
Services through outside vendors or consultants
Assisting with consulting needs assessment
Guiding internal staff to design or implement a program
Designing a program specifically for the program
Providing a supplemental training materials
Presenting a previously designed program
Conducting a train-the-trainer program to improve the instructional skills of internal content experts
Criteria for decisions to choose a vendor
Cost
Credentials
Background
Experience
Philosophy
Delivery method
Content
Actual product
Results
Support
Request for proposal (RFP)
IMPLEMENT
Types of Training Delivery Methods
On-The-Job
Job Instruction Training
Job Rotation
Coaching
Mentoring
Classroom Training Approaches
Lecture
Discussion
Audiovisual Media
Experimental Methods
Computer-based Training
Implementation of Training Programme
Prepare course outline/syllabus
Try to determine each trainee's capacity and movitation to learn
Ice-breaker exercise
help participants get to know one another and establih rapport with each other and the trainer
Factors to consider for a training programme
Temperature
Safety & evaluation routes
Noise level
Food & breaks
Lighting
Audiovisual aids
flipchart
Slides
Videotapes & DVDs
Handouts
Room layout & seating
Theater
Rounds
Classrooms
H-square
U-shaped
Conference
Chevron
Advance site inspection
Do's & Don'ts of an effective trainers
Do's
Review and stick to the agenda
Promote networking among participants
Be prepared
Summarize to provide learning points and closure
Don'ts
Critize or embarass participants
Let delivery overshadow content
Start late
Hide behind the podium
EVALUATION
What is HRD Evaluation?
“the systematic collection of descriptive and judgmental information necessary to make effective training decisions related to the selection, adoption, value and modification of various instructional activities.”
Purpose of HRD Evaluation
Determine whether a program is accomplishing its objectives
Identify the strengths and weaknesses of HRD programs, which can lead to changes, as ne
Determine the cost-benefit ratio of an HRD program
Decide who should participate in future HRD programs
Identify which participants benefitted the most or least from the program
Establish a database to assist management in making decisions
Kirkpatrick’s Evaluation framework
Reaction
Learning
Job Behaviour
Organizational Results
Data Collection Methods for Evaluation
Interview
Questionnaire
Direct Observation
Tests and Simulations
Archival Peformance Data