Implementing HRD Programs
Chapter 6
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The Implementation Stage
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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 selfpaced 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 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: Yin (2004)
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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)
Job Instruction Training (JIT) is a step-bystep, relatively simple technique used to
train employees on the job. Tr is especially
suitable for teaching manual skills or
procedures; The trainer is usually an
employee's supervisor but can be a coworker.
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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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JIT Pros and Cons
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Job Rotation
- Job rotation is the practice of moving
employees between jobs in an organization.
- These rotations are predominantly lateral,
meaning that they happen between jobs on the
same level and are not considered promotions.
- They are also often temporary with people
moving back to their original job after a certain
time. Werner
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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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Job Rotation Pros and Cons
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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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Coaching
+ Coaching is a process that aims to
improve performance and focuses on the
'here and now' rather than on the distant
past or future.
+ Coaching is unlocking a person's
potential to maximise their own
performance. It is helping them to learn
rather than teaching them.
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Mentoring
Mentoring is a reciprocal and
collaborative at-will relationship that
most often occurs between a senior and
junior employee for the purpose of the
mentee's growth, learning, and career
development.
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Main role of OJT Leader
1. Professional direction
-
Build goals
Work distribution
Develop work plans
Give timely instructions
Manage the implementation process
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2. Understand psychology
- Encouraging support
- Track comments
- Understand the feelings
- Actively communicate
- Reward and recognize abilities and
contributions
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3. Improve the working environment
- Utilize and develop basic values for the
department
- Act as a bridge between relevant parties
- Set rules for the team
- Build cooperative
- Be a role model
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Off the Job training
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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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Training Delivery Methods:
Lecture
Advantages:
Easy to prepare & deliver
Suitable to a large audience
Convey info in a short-time
Time-frame easy to determine
Disadvantages:
Minimal participation
Trainer-centered than trainee centered
Tends to bore audiences
Requires thorough planning
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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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Lecture-Discuss
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Demonstration
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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

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Lecture notes
Work aids
Handouts
Slides – e.g., PowerPoint
Overhead transparencies
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Dynamic Media
Audio cassettes
CDs
Film
Videotape
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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Case Study
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Business Game Simulations
Computerized versus manual

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Operational
Financial
Resource bound
In-basket exercise

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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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Which training methods
should you use?
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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., SelfPaced 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 (elearning)
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

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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:


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
Improves
Improves
Improves
Improves
performance
productivity
chances for promotion
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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