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Implementing HRD Programs. Chapter 6 Human Resource Development. On-the-job Methods. Advantages No special space or equipment Minimize transfer problems/practice what will be doing Earn/produce while learning Relevant reinforcements Learning environment same as working environment.
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Implementing HRD Programs Chapter 6 Human Resource Development
On-the-job Methods • Advantages • No special space or equipment • Minimize transfer problems/practice what will be doing • Earn/produce while learning • Relevant reinforcements • Learning environment same as working environment
On-the-job Methods • Disadvantages • Tie up expensive equipment • Waste may be high • Customer problems • “Trainer” may not be skilled • Pressure of job demands
On-the-job Methods • Job instruction training • Job rotation • Coaching • Mentoring • Internship • Apprenticeship
Off-the-job Methods • Advantages • Variety of training techniques • Learning climate • Economy – number of trainees • Don’t tie up expensive equipment/waste • Disadvantages • Increased costs – equipment/space • Transfer issues
Lecture Advantages • Economical – large amounts of information to large numbers of trainees • Can be organized/structured/time efficient Criticisms • One-way flow • Best for cognitive principles, facts rather than skills • Stress on verbal and symbolic understanding • Ignores individual differences
Discussion • Advantages • Two-way communication allows feedback, clarification, sharing views • Limitations • Needs skilled discussion leader • Time • Trainees need common reference point • Size of group
Audiovisual Methods • Static and dynamic media. telecommunication • Portray dynamic and complex events • Illustration of principles • Stop action, slow motion • Exposure to events not easily found live • Organization wide distribution
Case Study • Illustrations of concepts to be learned, communication skills, analytical skills, integrate information • Critics-lack of realistic complexity, caught up in details, groupthink, limits teaching role of trainer
Business Games and Simulations • Real life, active, assume roles, make decisions that have impact on game/simulation, can be motivating/involving • May lack complexity/realism, difficulty in model reflecting all aspects of reality
Role Playing • Act out situation and specific events, develop insights in own and other’s behaviors, develop interpersonal relationship, empathy • Problems with over dramatization, intimidation, realism, transfer
In-Basket Technique • Simulation of management decision-making • In-basket includes various memos, messages, etc. • Evaluation based on prioritizing, organizing, types of responses
Behavior Modeling • Observe complex behavior, discuss, practice through role playing and feedback • Best if can identify with role models • Research support
Things to Consider for Implementing Behavior Modeling– Part 1 of 2 • Carefully select the trainer/program administrator who will set up and conduct the sessions. He or she must be skilled and experienced with this technique. • Consider if this technique will meet your needs within constraints of time and money. • Identify real skill deficiencies in advance of training and involve the potential trainees and their bosses in this process. • Break the skills into small behaviors. Build a module around each small behavior. • Do not emphasize more than seven learning points during any one training module. • Models used to demonstrate the correct way of behaving/handling a certain situation should have sufficient status to be credible yet easy for the trainees to identify with. • Using a videotape of a model performing the correct behavior ensures that all groups of trainees will see a positive example and may reduce costs since it is reusable.
Things to Consider for Implementing Behavior Modeling– Part 2 of 2 • Before trainees actually practice the desired behavior, have them verbalize the behavioral cues demonstrated and then have them visualize their performance. • A supportive climate that encourages experimentation must be established for the practice sessions. Emphasis on positive reinforcement rather than criticism increases self-confidence and learning. • After each session, some behavior modeling experts provide a wallet-sized card that outlines the key learning points and critical steps. This acts as a security blanket. • Conduct a review session after several modules have been completed in order to reinforce the learning points and to demonstrate the progress that has been attained. • Manage the consequences of attempting the newly trained behaviors in the actual job situation.
Names and Descriptions used for Computer Based Training Approaches – Part 1 of 5
Names and Descriptions used for Computer Based Training Approaches – Part 2 of 5
Names and Descriptions used for Computer Based Training Approaches – Part 3 of 5
Names and Descriptions used for Computer Based Training Approaches – Part 4 of 5
Names and Descriptions used for Computer Based Training Approaches – Part 5 of 5
PI Example • 1. Metals expand when heated. Copper is a metal and will _____when heated. • 2. When heated iron will ______less than copper. • 3. Thus different metals will expand by ________ when heated. • 4. The increase in the length is proportional to the ________in temperature. • 5. A copper bar expands by 0.2 cm when the temperature rises by 100 degrees C. It will expand by _____ if the temperature is increased by 200 degrees C.
