HRD Interventions
HRD Interventions
HRD Interventions
Shwetang Panchal (09MBA22)
5/3/12
Theories of HR and role of HRD Human Process Interventions theory focus on changing behaviors by modifying Individual attitudes, values, problem-solving Free choice Internal approaches, Valid and Information Commitment interpersonal styles. H
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Theories of HR and role of HRD Technostructural Intervention Theory Focuses on improving work content, work method, work flow, Performance Factors, and relationships among workers Skill Autono Feedba variety my ck Task Identity 5/3/12 HR
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For Example:
What Who
Conditions
66
Selecting the trainer or vendor Developing lesson plans Selecting methods and techniques Preparing materials
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Objectives
77
Performance
88
Increase upper body strength Assemble a chair Catch a football pass Graduate from college
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Conditions
99
Conditions under which performance is done e.g., using standard conditioning equipment using a screwdriver and hammer
at a full run under man-to-man coverage Werner & DeSimone (2006) 5/3/12
Criteria
10 10
The level of acceptable performance e.g., by 25 percent within one year within one hour without mistakes at least 80% of the time without penalties
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Sample Objectives
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Inventory 1,000 pieces of bulk merchandise an hour with an error rate of less than 1% using industry standard inventory tools. Run 40 yards in less than five seconds on a dry, level field with winds less than 10 mph.
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Sample Objectives
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After training, be able to identify the four basic stages involved in HRD within five minutes.
Completely assemble one childs bicycle within one hour using common hand tools and instructions provided on December 24 without cursing. Werner & DeSimone (2006) 5/3/12
You cannot be an expert on everything You cant afford to maintain a fulltime staff for once-a-year training You cant afford the time or money to build all of your own training programs
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Level of expertise available/required Timeliness Number of trainees Subject matter Cost Size of HRD organization 5/3/12
Vendor credentials Vendor background Vendor experience Philosophical match (between vendor and organization) Delivery method
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Training competency
How well can he/she train? they cant train, why are they employed? well is the material understood?
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If
19 19
Use a team to train Use programmed instruction or CBT Train your trainers
You You
are not training trainers to be SMEs Werner & DeSimone (2006) 5/3/12
Content to be covered Activity sequencing Selection/design of media Selection of trainee activities Timing and phasing of activities Method(s) of instruction
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Training Methods
21 21
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Training Materials
24 24
Program announcements Program outlines Training manuals and textbooks Training aids, consumables, etc.
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Scheduling Training
25 25
Issues to consider:
Time Peak
Are workers/trainees getting paid? If so, by whom? What about personal commitments? What do you do for shift workers?
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How, when, and where does one register? Who is responsible for logistics?
Travel Lodging Meals
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Summary
29 29
Lesson
THANK YOU
QUESTIONS IF ANY ?
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