HRD Program: Phase 2; Designing HRD program

The second phase of the HRD intervention involves designing the HRD program.

The activities of the Design phase include:

1. To set the objectives of the program
2. To develop the lesson plan for the program
3. To develop the suitable materials for the trainees
4. To determine the trainers
5. To select suitable methods to conduct the program
6. To schedule the program

Setting the Objectives

The first activity after completion of the needs assessment is to define the objectives for the HRD program. The objective is a “description of a performance the HRD managers want learners to be able to exhibit before they consider them competent”.  The objectives of the program broadly describe the intent and desired result of the HRD program and the objectives are the basis for selecting suitable methods for the training program.  

Guidelines for developing useful objectives

• Use words, symbols, pictures and/or diagrams to describe the intention of the HRD program and the outcome to be achieved.
• Describe the activities to be demonstrated by the learner to achieve the objective, conditions and criteria, and evaluation methods of the program.
• Prepare a useful objective, which addresses the expected skill level and outcome of the participants, important conditions of performance, and performance standards
• Illustrate clearly each important expected outcome.

Selecting the Trainer

After setting the objectives of the HRD program, the next activity is to make a decision regarding the trainer. Organizations may design their own training program or may purchase a program that they will run.

The HRD program trainer should have the training competencies:

• Subject matter expertise
• The subject knowledge
• Program designing skills
• Program implementation skills.
• Communication skills
• Expertise in instructional techniques
• Good interpersonal skills
• Motivation skills

Preparing a lesson plan

A lesson plan is needed to translate program objectives into an executable training session. “A lesson plan is a trainer’s guide for the actual delivery of the training content”.

The trainer uses a lesson plan to determine the content of the program in advance and the time required to complete the program.  

A lesson plan includes:

• Content of the program
• Sequence of activities
• Design of training media
• Development of experiential exercises
• Timing and planning of each activity
• Method of instruction
• Number and type of evaluation items

Training Methods

Understanding the advantages of various training methods and the appropriate use of these methods can make the HRD intervention more effective.  Each instructional methods differ in its ability to influence knowledge, skills and attitudes. The commonly used training methods are;

• Instructor-led Classroom Programs
• Self-Study, Web-based
• Job-based Performance Support
• Public Seminars
• Case Studies
• Role Plays
• Games or Simulations, Non-computer-based
• Self-Study, Non-computer-based
• Virtual Classroom, with Instructor
• Games or Simulations, Computer-based
• Experiential Programs
• Virtual Reality Programs

Factors to be considered for choosing an appropriate approach:

• The objectives of the program
• Time and money available
• Availability of other resources
• Trainee characteristics and preferences