TOPICS COVERED
HRD
FRAMEWORK
Evaluatio
n of HRD
HRD Program Program
Implementation
Creating A HRD
program
HRD Need
Assessment
(A DImE)
Definition Of Need:
Before delving deep into need assessment, it is
of
paramount importance to know, what is the
meaning of
need.
Need- The concept of need refers to a
discrepancy or
gap between what an organization expects to
happen and what actually occurs.
Need Assessment
A process by which an organizations HRD needs
Benefits
Through needs assessment, we try to
2. Task analysis
What must be done to perform the job
effectively?
3. Individual analysis.
Who should be trained and how?
Organizational Analysis
It looks at the effectiveness of the organization and
Source of Organizational
Analysis
Mission statement
HRM inventory
Skills inventory
Quality of Working Life indicators
Efficiency indexes
System changes
Exit interviews
Task Analysis
It provides data about a job or a group of jobs
KSA analysis
Performance standards
Observe the job/sample the work.
Perform the job.
Job inventory questionnaire.
Review literature about the job.
Ask questions about the job.
Analysis of operating problems.
INDIVIDUAL ANALYSIS
It analyzes how well the individual employee
Diagnostic Analysis
Discover reasons for performance
Performance evaluation.
Performance problems.
Observation.
Work samples.
Interviews.
Questionnaires.
Attitude surveys.
Checklists or training progress charts.
OPPORTUNITIES.
problem.
Organizational Development activities may provide
solutions when the problem is not based on a lack of
knowledge and is primarily associated with systematic
change. These interventions might include strategic
planning, organization restructuring, performance
management and/or effective team building.
CAVEAT
Figuring out what is really needed
Not always an easy task
Needs lots of input
Takes a lot of work
Do it now or do lots more later
First step in both the ISD and HRD process
models
Objectives
Performance
Conditions
Criterias
PERFORMANCE:
Increase upper body strength
Assemble a chair
Catch a football pass
Graduate from college
Werner & DeSimone (2006)
25
Conditions
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
without cheating or outside help
26
Criteria
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
within 5 years and with a B average
27
28
29
organization)
Delivery method
30
programs.
Be introspective but focus on results.
Job rotation
Train on different task/ positions, often used to train entry level
managers, To provide back up in production position.
Coaching
Between worker and supervisor. Can provide specific performance
improvement and correction.
Mentoring
senior employee paired with a junior employee (protg), Helps
to learn the ropes, Prepares protg for future advancement
OFF-the-Job Training
This occurs when employees are taken
Classroom Training
Approaches
Experimental Methods - Case studies,
Audiovisual Media
Brings visual senses (seeing) into play, along with
E-learning
Intranet
Internal to site/organization
Internet
General communications
Online reference
Needs assessment, administration, testing
Distribution of CBT
Delivery of multimedia
EVALUATION OF Training
Evaluation of HRD Program helps in gauging
EVALUATION OF Training
Textbook definition:
The systematic collection of descriptive and
judgmental information necessary to make
effective training decisions related to the
selection, adoption, value, and modification
of various instructional activities.
Any attempt to obtain information (feedback)
on the effect of training program and to
assess the value of training in the light of that
information for improving further training.
Are we training:
a) the right people
b) the right stuff
c) the right way
d) with the right materials
e) at the right time
phase
After
usually
consist
of
short
tests
at
regular
intervals
Purposes of Evaluation:
Determine whether the program is meeting the
intended objectives
Identify strengths and weaknesses
Determine cost-benefit ratio
Identify who benefited most or least
Determine future participants
Provide information for improving HRD programs
Reinforce major points to be made
Gather marketing information
Determine if training program is appropriate
Establish management database
senior management
the trainer
line management
the training manager
the trainee
A Suggested Framework
Reaction
Did trainees like the training?
Did the training seem useful?
Learning
How much did they learn?
Behavior
What behavior change occurred?
Results
What were the tangible outcomes?
What was the return on investment (ROI)?
What was the contribution to the organization?
Advantages
Disadvantages
1.
Flexible
Opportunity for clarification
Depth Possible
Personal Contact
2. Questionnaire
Low cost
Anonymity Possible
Respondent Sets Pace
Variety Of Options
3. Observation
Non- Threatening
Excellent way to Measure Behavior
Change
Possibly Disruptive
Reactive Effect Probable
Trained Observers Needed
4. Written Test
Reliable
Objective
Close Relation to Job Performance
Time consuming
Simulation often Difficult and
Costly
Interview
Confidentiality
Informed consent
Withholding training from control groups
Use of deception
Pressure to produce positive results
Direct costs
Indirect costs
Development costs
Overhead costs
Compensation for participants
evaluating effectiveness
Failure to explicitly address the different
purposes for evaluating HRD activities
Narrow view of stakeholders and their
agendas
Outdated range of subjects for HRD
evaluation
Insufficient research methods (definition of
units of analysis and tools for
objectives.
Obtain participant reactions.
Develop criterion measures/instruments to measure
results.
Plan and execute evaluation strategy.
Benefits of Evaluation
Improved quality of training activities
Improved ability of the trainers to relate inputs to outputs
Better discrimination of training activities between those that are
Bibliography
Gent, Michael J. and Gregory G. Dell'Omo.
http://en.wikipedia.org/Human_resource_d
evelopment.html
[Accessed on 10th July,2011]
http://www.helium.com/items/1800411-need
s-analysis-training
[Accessed on 10th July, 2011]
http://www.eolss.net/EolssSampleChapters
/C11/E1-10-02/E1-10-02-TXT-02.aspx
[Accessed on 11th July, 2011]