HRD_Tutorial 12_spring2022_vUWS upload

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Mount Kenya University *

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BAF 1201

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Business

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Nov 24, 2024

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ppt

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Dr Jayne Bye Dr Nelson D’Souza Dr Nipa Ouppara BUSM2022 Human Resource Development – Week 12

Welcome to Week 12 Welcome to Week 12 Goals for Week 12 • Recap last week’s introduction to training needs analysis • Review Case Study 1 – The quick and efficient training needs investigation • Review Case Study 2– Training needs analysis and organisational politics • Training design – a process of decision-making • Case 3 Making training decisions • Follow-up – see Week 12 vUWS module

Discussion Activity - Discussion Activity - Case 1 The Case 1 The quick and efficient training needs quick and efficient training needs investigation investigation  What has Nathan decided the key problem is with the retail division of the company? How did he reach this conclusion? What evidence did he use to form this conclusion? Do you think he is on the right track? Why/why not?  To what extent do you think a ‘revamped’ version of the induction workshop might address the problem? What risks does Nathan take in jumping to this conclusion so quickly? Are there other possible solutions that might be more effective?

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Discussion Activity - Discussion Activity - Case 1 The Case 1 The quick and efficient training needs quick and efficient training needs investigation investigation • Nathan decides to ‘interview about six or seven’ employees from the problematic retail division. List the pros and cons of this step as a method of analysing the possible training needs of the retail division. • Read the Harvard Business Review article titled - When Companies Should Invest in Training Their Employees — and When They Shouldn’t at https://hbr.org/2018/10/when-companies-should-invest-in-training -their-employees-and-when-they-shouldnt • How could the key points in this article assist Nathan in thinking about how to approach the problems in the retail division?

Discussion Activity - Discussion Activity - Case 2 Case 2 Training needs analysis and organisational Training needs analysis and organisational politics politics • What main mistakes has John Henry made in raising the issue of interpersonal training for sectional managers in the way that he did? • How would you explain the reaction of the managers in the meeting? • Using your knowledge of the correct processes of conducing a training needs analysis, what could John Henry have done better?

Back to our 4-stage model...

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Step 2: Training program Step 2: Training program design design Many decisions come under this heading. These include: · how to clearly express aims, objectives/learning outcomes aims, objectives/learning outcomes · what training content content needs to be covered? · what are the most appropriate teaching and learning teaching and learning strategies strategies? · which resources resources will be needed? · what type of assessment assessment is most appropriate to allow learners to demonstrate their knowledge and skills?

The design process The design process Start with an aim Aim - a general statement of the learning expected to occur from having taken part in the training/learning activity (goals toward which to work).

Breaking down the aim – Breaking down the aim – objectives and learning objectives and learning outcomes outcomes  Each aim needs to be defined further by writing a list of specific types of behaviour that can be used as evidence that the general aim/goal has been achieved.  Most training documents in Australia now refer to learning outcomes , therefore this will be the term used here.

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Why do we need clear learning outcomes?  Learning outcomes are crucial to the planning process because they:  Define outcomes for both learners and trainers so they are clear about what is expected from the learning  Provide a basis for the evaluation or assessment of results. If standards are not made explicit how can performance at the end of learning be measured?  Extract from Mankin 2009, p.209

The importance of having clear learning outcomes - continued  Employees learn best when they understand the objective of the training program.  Often objectives can serve as goals, therefore, trainees need to understand, accept, and be committed to achieving the training objectives for the learning to occur.  Training objectives based on the training needs analysis help employees understand why they need training and what they need to learn (from Noe, 2013, p.169).

The importance of having clear learning outcomes - continued  Help to select the training strategy. Because performance and standards are clear it helps decide what types of training strategy will support the required performance  Help select training methods. As with selecting the strategy, if the performance required demonstration of skills then methods that allow development of the skills must be used. Extract from Mankin 2009, p.209

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Test your understanding – writing learning outomes and selecting appropriate training methods Think about the following training scenarios. - Write 2-3 learning outcomes that describe what the trainees/students need to be able to demonstrate at the end of training - Suggest a teaching method that would be most appropriate to teach the skills: - Training commercial cookery students to prepare vegetables for restaurant service - Teaching junior doctors to deliver bad news to patients - Teaching Business students how to do teamwork

Training design - Selecting appropriate training strategies  Reid, Barrington and Brown suggest that there are four ‘decision criteria’ which can be used to guide the choice of appropriate training strategies:  Compatibility with objectives  Estimated likelihood of transfer of learning to the work situation  Available resources (including money, time and staff)  Trainee-related factors (p.182)

Discussion Activity - Case 3 Making training decisions Introducing Case 3 Making training decisions • Download Case 3 from the vUWS Week 12 module • This case presents a scenario that requires the HRD manager to design some team building training • This case demonstrates how to apply the four ‘decision criteria’ and shows how to achieve a ‘best fit’ approach to selecting a training strategy • Read the case and answer the questions on the case study worksheet

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Week 12 Follow up work • Complete the follow-up activities in the Week 12 Learning Module • Come to class next week prepared to discuss the training design features of the case

HRD_Tutorial 12_spring2022_vUWS upload

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