HUMAN RESOURCE

DEVELOPMENT
Chapter Five
DR NUR KAMARUL HAFIZ BIN JAMIL
FACULTY OF BUSINESS AND ACCOUNTANCY
LINCOLN UNIVERSITY COLLEGE
 Designing Effective HRD Programs
Learning objectives:
• Write training objectives for a specific program or HRD intervention that contain all three qualities
for useful objectives (described by Robert Mager)
• Identify several sources outside one’s own organization where HRD programs could be obtained
• Compare the relative merits of developing an HRD program in-house versus purchasing it from an
outside source
• List the activities involved in employer-designed HRD programs
• Compare various types of training materials and describe how they are prepared
• Point out some of the constraints to scheduling HRD programs and suggest ways of dealing with
them
HRD Programs
• At this point, an organization following effective HRD practices will have
completed Phase I of the training and HRD process – needs assessment – and
will have data that indicate:
• Where the training or HRD program is needed?
• What kind of training or HRD program is needed?
• Who needs to be trained?
• The conditions under which training will occur?
 The Key Activities Involved In Designing
An HRD Program
1. Setting objectives
2. Selecting the trainer or vendor
3. Developing a lesson plan
4. Selecting program methods and techniques (including the appropriate use of
technology)
5. Preparing materials
6. Scheduling the program
Defining the Objectives of the HRD Intervention
Robert Mager’s definition:
• An objective as a description of a performance you want learners to be able to exhibit before
you consider them competent.

Training program objectives:

• Describes the intent and the desired result of the HRD program.
• The results can be achieved in many ways such as lecturers, role play, and coaching, but this is
not specified in the objective.
• Objectives are used as the basis for determining which methods should be used to achieve the
specified outcome.
Mager’s Objectives:
Three Critical Qualities
of Useful Objectives
Some Examples of Program
Objectives:
 The “Make-Versus-Buy” Decision:
Creating or Purchasing HRD Programs
• One of those decision is whether to design the program internally, purchase it (or portions of it)
from an outside vendor, or use some combination of the two.
• On the other hand, many services are available today through outside vendors or consultants,
including:
• Assisting with conducting needs assessment
• Guiding internal staff to design or implement a program
• Designing a program specifically for the organization
• Providing supplemental training materials (exercises, workbooks, computer software, videos)
• Presenting a previously designed program
• Conducting a train-the-trainer program to improve the instructional skills of internal content experts
 Selecting the Trainer
• Selecting a trainer can be fairly easy when an organization has a large,
multifaceted training staff with the competencies and subject matter expertise to
train in high demand areas.
• Training competency – involves the knowledge and varied skills needed to
design and implement a training program.
• Effective trainers must be able to communicate their knowledge clearly, use various
instructional techniques, have good interpersonal skills, and the ability to motivate
others to learn.
 Selecting the Trainer
• Subject Matter Expertise – refers to the mastery of subject matter. For example,
information technology (IT) professionals are often asked to train others on the
use of new technology – what some have called a situation of the accidental
trainer.
• Subject Matter Expert (SME) – should have the ability to train others.
Individuals who lack the ability to design and implement effective training
programs may rely too heavily on a single method of instruction that may be
inappropriate for the subject matter (such as using merely a lecture format to
train employees in CPR and other first-aid techniques)
 Selecting the Trainer
In addition to contracting with an outside vendor, less qualified trainers can be
aided through:
➢ Teaming – skilled trainers with in-house subject matter experts to form an
instructional team
➢ Using a training technique that does not require a human trainer – such as
computer-aided or online instructional programs
➢ Train-the-trainer programs – which involves identifying in-house content
experts who lack training skills and training them to become effective trainers
Train-the-Trainer Programs
• The purpose is to provide subject matter experts with the necessary instructional
knowledge and skills to design and implement a training program.
• Train-the-trainer programs are available through local professional associations,
colleges, consultants.
• These programs range from instruction in a single training technique (e.g.
behaviour modelling) to a comprehensive program on how to design a training
program.
Train-the-Trainer Programs
• The programs should focus on many issues:
• Developing trainee objectives and lesson plan
• Selecting and preparing training materials
• Selecting and using training aids (e.g. PowerPoint slides)
• Selecting and using different training methods and techniques
Preparing a Lesson Plan
• A lesson plan is a trainer’s guide for the actual delivery of training content.
• Creating a lesson plan requires the trainer to determine in advance what is to be covered and
how much time to devote to each part of the session.
• A lesson plan should specify:
• Content to be covered
• Sequencing of activities
• Selection or design of training media
• Selection or development of experiential exercises or both
• Timing and planning of each activity
• Selection of the method of instruction to be used
• Number and type of evaluation items to be used
How Does an HRD Professional Choose
Which Approach is Most Appropriate for
Maximum Learning?

Time and
The objectives
money
of the program
available

Trainee
Availability of
characteristics
other resources
and preferences
Preparing Training Materials

Training
Program Program
manuals or
announcements outlines
textbooks
Scheduling an HRD Program

Scheduling Scheduling Registration

during work after work and enrolment
hours hours issues
Cher Ping Lim: Recommendations for Online
Learning
• Help outline learners develop appropriate learning strategies for online learning
• Provide “advance organizers” for learners to understand the structure of the
online learning environment and where they will be going as they navigate the
online course structure
• Facilitate online discussions with appropriate questions, focus, and expertise in
responding to answers given
• Provide a variety of activities and the necessary guidance for how learners can
navigate their way through these activities
Class Discussion Question
• What are advantages of designing an HRD program in-House versus purchasing
program from vendors?

• How do you feel about attending training sessions or classes scheduled early in
the morning? After lunch? What can a trainer do to maximize the chances that
such a session will be effective?