DESIGNING EFFECTIVE HRD PROGRAMS
Jayendra Rimal
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Training Recollection - Are we aware?
10 % of what is read
20% of what is heard
30% of what is seen
50% what is heard and seen
70% of what is said and written
90% of what is said as it is done
(Dale in Educational Media)
I hear I forget
I see I remember
I do I understand
(Chinese Proverb)
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Training and HRD Process Model
Assessment
Design
Implementation
Evaluation
Assess needs
Prioritize needs
Define objectives
Develop lesson plans
Develop/acquire
materials
Select methods and
techniques
Schedule the
program
Select evaluation
criteria
Determine
evaluation design
Deliver the
HRD programme Conduct
or intervention
evaluation of
programme or
intervention
Interpret
results
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Key Activities
o Setting objectives
o Selecting the trainer
o Developing a lesson plan
o Selecting program methods and techniques
o Preparing materials
o Scheduling the program
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HRD Program Objectives
o Description of a performance that learners need to
exhibit before they are considered competent
o Tells where the program is going and know when the
target is reached.
o S. M. A. R. T. : Specific Measurable Achievable
Realistic Timebound
o Performance, conditions and criteria
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HRD Program Objectives contd…
o Aim: Broad statement or goal of the program
(Impart knowledge about the importance of HRD)
o General objectives: General statement of the
learning outcome and expected behavioral change
(Recall the fundamentals and application of HRD)
o Specific objectives: Precise statements of the
performance change as a result of the program
(Identify areas where HRD can be implemented)
o Use demonstrative action verbs
• E.g. Check; Iron; Record; Drive; Identify; Recall;
Separate; Operate; Write; List etc
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Selecting the trainer
Some of the basis for selecting the trainers:
•Training competencies – knowledge and skills required to
design and implement a training program. Other skills
would be ability to communicate well, use different
instructional techniques, good interpersonal skills and
able to motivate others to learn.
•Subject matter expertise – Mastery of the subject
matter with the ability to train others
An ideal trainer would be someone with both these
competencies. Sometimes it maybe necessary to team up
two trainers for effective results
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Session/Lesson Plan
o It is a trainer’s guide to the actual delivery.
o Some salient features:
• Content to be covered
• Sequencing of activities
• Selection of training media
• Timing and planning of each activity
• Selection of method of instruction
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Session/Lesson Plan contd…
1. Program Title:
2. Objectives:
3. Physical environment:
4. Equipment and materials:
5. Instructor/Trainer:
Major topics
Time
Instructor
activity
Trainee
activity
Instructional strategies
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Selecting Training Methods
The most popular instructional method has been
classrooms programs for training. Selecting proper method
would depend on the degree of activity expected. Lectures
are least active while experiential methods like role
playing, games, simulations and outdoor training are the
most active. Some factors that need to be considered are:
–
–
–
–
The objectives of the program
Time and resources (financial) available
Availability of other resources
Trainee characteristics and preferences
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Preparing Materials & Scheduling the Program
Preparing materials would depend on whether training has
been outsourced or designed by the organization. Some
pertinent issues that need to be considered are:
– Program announcement
– Program outlines
– Training manuals and textbooks
Since organizations are busy, hectic and unpredictable
hence goal would be to schedule it so that trainers and
trainees are both available and focused on learning. Two
types of schedules are normally used:
– During work hours
– After work hours
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Thank you !