DESIGN AND IMPLEMENT HUMAN DVELOPMENT
STRATEGY & PLAN
Assoc. Prof. Nguyen Ngoc Thang, PhD (UGent)
Hanoi School of Business and Management
Implementing HRD Programs
(Chapter 6)
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Phase 3: Implementation
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Learning objectives
• Describe three broad approaches to training delivery
and the advantages and disadvantages of each
approach.
• Describe five primary categories of classroom
training and the advantages and disadvantages of
each one.
• Describe the advantages and disadvantages of self-
paced training approaches to training delivery.
• Determine when various training techniques are
more or less effective in different situations.
• Describe several ways that technology is being used
to provide and improve HRD programs.
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Points to discussion
• 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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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.
– Helps to learn the tips
– Prepares for future advancement
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Classroom Training Approaches
Five basic types:
• Lecture
• Discussion
• Audiovisual Media
• Experimental Methods
• Self-Paced or 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
• 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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Audiovisual Media
Static Media Dynamic Media Telecommunications
• Printed materials • Audio cassettes • Instructional TV
Lecture notes • CDs • Teleconferencing
Work aids • Film • Videoconferencing
Handouts • Videotape
• Slides – e.g., • Video disc
PowerPoint
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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 (i.e., Self-Paced
Computer-Based 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
– computers and other technology should be tested
and tried out in advance to ensure that they work as
intended during the training program
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Planning
• Does NOT prevent failure…
• … But makes it easier to avoid failure.
• The better you prepare a HRD
implementation, the more likely it is that
your HRD activities will be successful
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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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