MODULE 6- DELIVERY OF LEARNING AND

NK College
DEVELOPMENT INTERVENTION
CONTENTS

The effective organization development (OD)project manager

The effective trainer, career developer, online tutor, facilitator, coach and mentor
Reasons for ineffective interventions and International trends
THE EFFECTIVE ORGANIZATION DEVELOPMENT
(OD)PROJECT MANAGER

An effective Organization Development (OD) project manager plays a critical role in the delivery of Learning and
Development (L&D) interventions in HRD. Here are a few key qualities that an effective OD project manager should possess,
along with examples of how these qualities can be applied in practice:

Strong Communication Skills: An effective OD project manager must have strong communication skills to ensure that all
stakeholders are informed and engaged throughout the L&D process. This includes communicating the goals and objectives of
the L&D intervention, providing regular updates on progress, and addressing any concerns or issues that arise.

For example, an OD project manager might use regular email updates, team meetings, or virtual town halls to keep employees
informed about upcoming training programs.

 
Results-Driven: An effective OD project manager should be results-driven
and focused on achieving measurable outcomes from L&D interventions.
This means setting clear performance goals for employees, tracking progress
towards those goals, and evaluating the impact of the training program on
overall business performance.

For example, an OD project manager might use employee performance

metrics or customer satisfaction surveys to measure the impact of a sales
training program.

 
Collaboration Skills: An effective OD project manager should have strong
collaboration skills to ensure that all stakeholders are working together towards
a common goal. This includes collaborating with HR professionals, training
providers, and line managers to design and implement effective L&D
interventions.

For example, an OD project manager might collaborate with subject matter

experts to design a technical training program that addresses specific skill gaps
among employees.

 
Project Management Skills: An effective OD project manager must have
strong project management skills to ensure that L&D interventions are
delivered on time and within budget. This includes creating project plans,
setting timelines, managing resources, and monitoring progress against
milestones.

For example, an OD project manager might use project management

software to track tasks and deadlines for an e-learning program.

 
Flexibility and Adaptability: An effective OD project manager should be flexible and
adaptable to changing circumstances, such as changes in business needs, shifts in employee
demographics, or disruptions in the training delivery process. This means being able to pivot
quickly to adjust the training program as needed.

For example, an OD project manager might shift from classroom-based training to a virtual
delivery format in response to COVID-19 restrictions.

 
Here are some of the key concepts that an effective OD project manager should understand and apply in practice:

Understanding the Business Strategy: An effective OD project manager should understand the overall business
strategy of the organization and ensure that the L&D interventions are aligned with the organization's goals and
objectives.

For example, if an organization's strategic objective is to expand its operations to new markets, the OD project
manager might design a cultural training program to help employees understand and navigate cultural differences in
the new market.

  

 
Conducting Needs Assessment: An effective OD project manager should
conduct a needs assessment to identify skill gaps and training needs within the
organization. This can be done through surveys, focus groups, or interviews
with employees, managers, and stakeholders.

For example, an OD project manager might conduct a needs assessment to

identify skill gaps among employees in a particular department and design a
training program to address those gaps.
Designing and Developing L&D Programs: An effective OD project manager should
have expertise in instructional design and development to create effective training
programs. This includes designing learning objectives, selecting appropriate training
methods, developing training materials, and designing assessment tools.

For example, an OD project manager might design an e-learning program to teach

employees new software skills.

 
Delivering L&D Programs: An effective OD project manager should ensure that the L&D
programs are delivered effectively and efficiently. This includes scheduling training sessions,
ensuring that trainers are well-prepared, providing necessary resources and materials, and
monitoring attendance and participation.

For example, an OD project manager might schedule classroom-based training sessions for
new employees.

 
Evaluating L&D Programs: An effective OD project manager should evaluate the
effectiveness of L&D programs to ensure that they achieve the desired outcomes. This
includes collecting feedback from participants, tracking performance metrics, and evaluating
the impact of the training on business performance.

For example, an OD project manager might conduct a post-training survey to evaluate the
effectiveness of a leadership training program.

 
TRAINER

The role of an effective trainer is crucial for the successful delivery of Learning and Development (L&D) interventions in
HRD. An effective trainer is responsible for designing and delivering training programs that help employees acquire new
skills and knowledge, and improve their performance. Here are some of the key concepts that an effective trainer should
understand and apply in practice:

 Understanding Adult Learning Principles: An effective trainer should understand the principles of adult learning and
how they can be applied in training programs. This includes understanding how adults learn, what motivates them, and how
to create a positive learning environment. For example, an effective trainer might design a training program that includes
interactive activities, case studies, and group discussions to engage learners and encourage active participation.

 
Designing Effective Training Programs: An effective trainer should have expertise in

instructional design and development to create effective training programs. This includes

designing learning objectives, selecting appropriate training methods, developing training

materials, and designing assessment tools.

For example, an effective trainer might design a workshop that focuses on developing specific

skills such as time management, communication, or leadership.

 
Delivering Engaging Training Sessions: An effective trainer should be able to deliver engaging

training sessions that keep learners motivated and interested. This includes delivering training in

a clear and concise manner, using effective communication and presentation skills, and adapting

the delivery to meet the needs of different learners.

For example, an effective trainer might use storytelling or humor to illustrate key points or

engage learners.

 
Providing Effective Feedback: An effective trainer should provide learners with effective

feedback to help them improve their performance. This includes providing feedback that is

specific, timely, and actionable, and providing opportunities for learners to practice and

apply what they have learned.

For example, an effective trainer might provide learners with feedback on their presentation

skills or communication skills, and provide opportunities for them to practice these skills in a

safe and supportive environment.

Continuous Improvement: An effective trainer should be committed to continuous

improvement and professional development. This includes keeping up to date with the latest

trends and best practices in training and development, seeking feedback from learners and

stakeholders, and reflecting on their own performance to identify areas for improvement.

For example, an effective trainer might attend conferences, participate in professional

development workshops, or seek feedback from learners to improve their performance.

 
TRAINING/INSTRUCTIONAL STYLE

Disseminator: Most common approach, based on the assumption that learning is essentially
about disseminating information and memorizing. Training content focuses on facts,
concepts, models and theories.

Facilitator: In this style, trainers emphasize the importance of learner-centered instruction,

where the focus is on supporting learners and facilitating their learning experiences through
group activities, discussions, and other interactive techniques. The focus is to deepen the
learner’s existing knowledge through reflection on personal experience. This approach
requires learners to have some prior understanding of contents.
Classroom Instructor: The emphasis is on information and the application of this information through classroom
activities like role play.

Philosophical Instructor: It involves intellectual debate. This style emphasizes the importance of exploring
complex issues and ideas with learners, encouraging them to question assumptions and develop their own
perspectives through reflection and discussion.

Learning Agent: Must be master of several teaching methods and experts in their content. This style emphasizes
the development of learners' self-directed learning skills, where trainers serve as resources and guides, while
learners take control of their own learning through independent study, reflection, and problem-solving.
CAREER DEVELOPER

An effective career developer is responsible for helping employees plan and manage their careers, and
for delivering learning and development interventions that support career growth and development.
Here are some key concepts that an effective career developer should understand and apply in
practice:
 Understanding Employee Career Needs: An effective career developer should have a good
understanding of the career needs and aspirations of employees in the organization. This includes
understanding their skills, interests, and values, and helping them to identify career goals and
development opportunities.
For example, an effective career developer might conduct career assessments or hold career
counseling sessions to help employees understand their career options.
 
Developing Career Plans: An effective career developer should be able to
develop career plans for employees that are aligned with their goals and
aspirations. This includes identifying development opportunities such as
training, mentoring, or job rotations, and helping employees to create a plan
for achieving their career goals.

For example, an effective career developer might work with employees to

create a career development plan that includes specific goals, timelines, and
action steps.
 Providing Career Coaching and Mentoring: An effective career developer should be able
to provide career coaching and mentoring to help employees develop their skills and achieve
their career goals. This includes providing guidance on career planning, skill development,
and networking, and helping employees to build relationships with mentors or sponsors.

For example, an effective career developer might provide coaching to help employees
prepare for a job interview or develop their leadership skills.

 
Evaluating Career Development Programs: An effective career developer should be able
to evaluate the effectiveness of career development programs and interventions. This
includes measuring the impact of training and development programs on employee
performance and career advancement, and making recommendations for improvements.

For example, an effective career developer might conduct surveys or focus groups to gather
feedback from employees about the effectiveness of career development programs.

 
Building a Culture of Career Development: An effective career developer should work to
build a culture of career development within the organization. This includes promoting the
value of career development, encouraging managers to support employee career growth, and
creating opportunities for employees to learn and develop.

For example, an effective career developer might organize career development workshops
or create a mentoring program to support employee growth and development.

 
ONLINE TUTOR

An online tutor is a professional who provides educational support to students through virtual
platforms, such as video conferencing, online chats, or email. Online tutors are becoming increasingly
popular for delivering learning and development interventions in HRD, especially for organizations that
have remote or distributed workforces. Here are some key concepts that an effective online tutor should
understand and apply in practice:

 Knowledge of the Subject Matter: An effective online tutor should have a strong knowledge of the
subject matter they are teaching. This includes having a good understanding of the theory and practice
of HRD, as well as the latest trends and developments in the field. For example, an effective online
tutor might have a background in instructional design, adult learning theory, or organizational
development.

 
Effective Communication Skills: An effective online tutor should have excellent communication
skills, including the ability to explain complex concepts clearly and concisely. This includes the
ability to use different modes of communication, such as video, audio, or text-based
communication, to engage with learners effectively. For example, an effective online tutor might
use interactive videos or case studies to illustrate key concepts.

 Ability to Design and Deliver Effective Learning Interventions: An effective online tutor
should be able to design and deliver effective learning interventions that are engaging and
interactive. This includes using different learning techniques, such as gamification or simulations,
to enhance the learning experience. For example, an effective online tutor might use a virtual
reality simulation to help learners practice decision-making in a real-world scenario.

 
Flexibility and Adaptability: An effective online tutor should be able to adapt to different
learning styles and preferences, and be flexible in their approach to teaching. This includes
being able to adjust the pace and content of their lessons based on the needs and abilities of
their learners.

For example, an effective online tutor might provide extra support to learners who are
struggling with a particular topic, or challenge advanced learners with more complex
material.

 
Evaluation and Feedback: An effective online tutor should be able to
provide regular feedback to learners on their progress and performance, and
evaluate the effectiveness of their teaching methods. This includes using
assessments or quizzes to measure learning outcomes, and soliciting feedback
from learners to improve the quality of their teaching.

For example, an effective online tutor might use a survey or focus group to
gather feedback from learners on the effectiveness of their online course.

 
FACILITATOR

A facilitator is an individual who guides the learning process and helps learners to achieve their
learning objectives. In the context of HRD, a facilitator is responsible for designing and delivering
effective learning and development interventions that are tailored to meet the needs of the organization
and its employees. Here are some key concepts that an effective facilitator should understand and apply
in practice:

Understanding of Adult Learning Principles: An effective facilitator should have a strong

understanding of adult learning principles and be able to apply them in the design and delivery of
learning interventions. This includes understanding how adults learn best, what motivates them, and
how to create a supportive learning environment. For example, an effective facilitator might use
experiential learning activities or group discussions to promote active learning and engagement.

 
Flexibility and Adaptability: An effective facilitator should be able to adapt to different
learning styles and preferences, and be flexible in their approach to teaching. This includes
being able to adjust the pace and content of their lessons based on the needs and abilities of
their learners.

For example, an effective facilitator might provide extra support to learners who are
struggling with a particular topic, or challenge advanced learners with more complex material.

 
Effective Communication Skills: An effective facilitator should have excellent
communication skills, including the ability to explain complex concepts clearly and
concisely. This includes the ability to use different modes of communication, such as visual
aids, verbal communication, or written materials, to engage with learners effectively.

For example, an effective facilitator might use storytelling or real-life examples to illustrate
key concepts.

 
Ability to Create a Safe Learning Environment: An effective facilitator should be able to
create a safe and supportive learning environment where learners feel comfortable to share their
thoughts, experiences, and feedback. This includes fostering a culture of respect, openness, and
trust, and creating opportunities for learners to interact and collaborate with one another.

For example, an effective facilitator might use icebreakers or team-building exercises to help
learners get to know each other and build a sense of community.

 
Evaluation and Feedback: An effective facilitator should be able to provide regular
feedback to learners on their progress and performance, and evaluate the effectiveness of
their teaching methods. This includes using assessments or quizzes to measure learning
outcomes, and soliciting feedback from learners to improve the quality of their teaching.

For example, an effective facilitator might use a survey or focus group to gather
feedback from learners on the effectiveness of their training program.

 
COACHING AND MENTORING

Coaching and mentoring are two important roles in the delivery of learning and development
interventions in HRD. Both coaching and mentoring involve the development of individuals
through a supportive and guiding relationship with a more experienced person.

 A coach is a person who helps individuals to identify their goals and to develop a plan to achieve
those goals. The coach provides guidance and feedback to the individual, helping them to improve
their skills, knowledge, and performance. The coach may work with an individual or with a team.

 
For example, a sales manager might hire a coach to work with a sales representative who is struggling
to meet their sales targets. The coach would help the sales representative to identify areas for
improvement, set goals, and develop a plan to achieve those goals. The coach would provide feedback
and support to the sales representative, helping them to improve their sales skills and performance.

 A mentor, on the other hand, is a more experienced person who provides guidance and support to a
less experienced person. A mentor shares their knowledge and experience with the mentee, helping
them to develop their skills and knowledge and to achieve their career goals.

 
For example, a new employee might be assigned a mentor to help them to navigate the
company culture, to learn about the industry, and to develop their skills and knowledge. The
mentor would provide guidance and support to the mentee, helping them to grow and
develop in their role.

 
The KSA (Knowledge, Skills, and Abilities) required for a coach and mentor in the delivery
of learning and development interventions in HRD include:

 Knowledge of the subject matter: A coach or mentor should have a deep understanding of
the subject matter they are coaching or mentoring on. They should have extensive knowledge
of the industry, business practices, and best practices in the field.

 
Active listening skills: A coach or mentor should be an active listener, able to
understand the needs and concerns of their mentee or client. They should be able to ask
open-ended questions and provide feedback to help the individual develop their skills.

 Communication skills: A coach or mentor should have excellent communication skills,

both verbal and written. They should be able to communicate complex concepts in a
clear and concise manner.

 
Coaching or mentoring skills: A coach or mentor should be skilled in the art of coaching and
mentoring. They should be able to provide guidance and support to their mentee or client,
helping them to develop their skills and achieve their goals.

 Emotional intelligence: A coach or mentor should be emotionally intelligent, able to

understand their own emotions and those of their mentee or client. They should be able to
provide support and encouragement when needed, and challenge and motivate when necessary.

 
Examples of the KSA in practice could include:

 A coach working with a sales representative who is struggling to close deals. The coach should have
extensive knowledge of sales techniques and best practices, be an active listener to the sales representative's
concerns, and have excellent communication skills to provide feedback on how to improve.

 A mentor working with a new employee in a senior management role. The mentor should have a deep
understanding of the company culture and industry, be an active listener to the new employee's concerns and
challenges, and have coaching and mentoring skills to help them develop their skills and confidence in the
new role.

 Overall, a coach and mentor in the delivery of learning and development interventions in HRD require a
range of KSA, including subject matter knowledge, communication skills, emotional intelligence, and
coaching or mentoring skills, to provide effective guidance and support to individuals.
REASONS FOR INEFFECTIVE LEARNING AND DEVELOPMENT
INTERVENTIONS IN HRD

Lack of clear goals and objectives: When learning interventions are not properly defined, it becomes difficult to
measure their effectiveness. If the goals and objectives are not specific, measurable, achievable, relevant, and time-
bound, it may be difficult to determine if the intervention was successful or not. For example, if the objective of a
training program is not clear, the participants may not be able to apply the knowledge gained in their job roles.

 Poor design and delivery: The design and delivery of the learning intervention are also critical to their success.
Poorly designed training programs or facilitators who are not skilled in delivering training can hinder learning. For
example, if the facilitator does not have good communication skills or does not present the material in a clear and
concise way, participants may struggle to understand the content.

 
Lack of engagement and motivation: Learners must be motivated and engaged in the learning
process for it to be effective. If the training is not relevant to their job roles or they do not see
the value in the training, they may not be motivated to learn. For example, if the training
program does not provide opportunities for participants to apply the knowledge gained in their
job roles, they may not be motivated to learn.

 Inadequate support and resources: Adequate resources and support are essential for learning
interventions to be effective. If learners do not have access to the necessary resources, such as
training materials or technology, they may not be able to learn effectively. Also, if learners do
not receive support from their supervisors or colleagues to apply the knowledge gained in their
job roles, they may not be able to transfer the learning.

 
Lack of follow-up and evaluation: Follow-up and evaluation are essential for learning
interventions to be effective. If learners do not receive follow-up or feedback on their
progress or if there is no evaluation of the training program's effectiveness, it may be
difficult to determine if the intervention was successful or not.

 For example, if a company conducts a training program on communication skills for its
employees, but the program lacks clear goals and objectives, the participants may not be able
to apply the knowledge gained in their job roles. Additionally, if the program is poorly
designed or delivered by an unskilled facilitator, the participants may struggle to understand
the content. Finally, if the company does not provide follow-up or evaluation of the
program's effectiveness, it may be difficult to determine if the program was successful or not.
 INTERNATIONAL TRENDS FOR DELIVERY OF LEARNING AND DEVELOPMENT
INTERVENTIONS IN HRD

  Blended learning: Blended learning is a combination of traditional classroom learning and online
learning. This approach has become increasingly popular due to its flexibility and convenience. For
example, an organization may offer classroom-based training for some skills and then provide online
modules for learners to complete at their own pace.

 Gamification: Gamification is the use of game elements in non-game contexts. In the context of learning
and development, gamification can be used to make training more engaging and interactive. For example,
an organization may use a gamified online course to teach employees about cybersecurity.

 
Mobile learning: With the increasing use of smartphones and tablets, mobile learning has become an
important trend in HRD. This approach allows learners to access training materials from their mobile
devices at any time and from any location.

For example, an organization may provide a mobile app for employees to access training materials.

 Microlearning: Microlearning involves delivering content in small, bite-sized pieces. This approach
is particularly effective for learners who are short on time or have limited attention spans.

For example, an organization may provide short video lessons that learners can watch on their mobile
devices during their commute.

 
Personalization: Personalization involves tailoring learning experiences to individual
learners based on their preferences, learning styles, and skill levels. This approach can help
to increase learner engagement and retention. For example, an organization may use adaptive
learning technology to provide personalized learning paths for each learner.

 These trends demonstrate the importance of using a variety of delivery methods and
techniques to create effective learning and development interventions in HRD
Thank You