Phase 1 - Assessment

• Where the training is needed

• What kind of training
• Who needs to be trained
• Conditions under which training will occur

Phase 2 - Designing and Implementing HRD Programs

Quality of Useful Objectives:

• PERFORMANCE. Should state what

a learner is expected to be able to
achieve after the program

• CONDITIONS. Describes the

important conditions (if any) under
which the performance is to occur.

• CRITERIA. Identifies the criteria of

acceptable performance
Guidelines:
• What do I want trainees to be
able to do?
• What are the important
conditions (if any) which I want
them to perform?
• How well must trainees perform
for me to be satisfied?
Sample Objectives:
1. After training, be able to
identify the four basic stages
involved in HRD within five
minutes.

2. To solve the issue on late and

unfruitful meetings and make it
a culture.
 • Content to be covered
• - Guide
Sequencing of Activities
• Selection or design of training media
• Selection of experiential exercises
• Timing and planning of each activity
• Selection of methods to be used
• Number and type of evaluation
items
Training on Forklift Operation Training on Forklift Operation
Factors:
In–House Training
• Level of expertise available/required
• Teaming
• Timeliness Skilled Trainers
• Use a training
• Number of traineestechnique that does
not require
• Subject matter human trainer
• Train-the-trainer
• Cost program
• Size of HRD organization
• “X” Factor (other conditions)
Consider the following:
• Program objectives
• Time and money available
• Resources availability
• Trainee characteristics and
preferences
Sample Methods:
• OJT
• JIT (Job Instruction Training)
• Job Rotation
• Classroom Training
• Case Study Method
• Scheduling During Work
Hours
• Scheduling on Non
Working Hours

• Scheduling on Peak
Season
• Venue
• Program Outlines
• Training Manuals and Textbooks
• Training Aids, Consumables Etc.
• Program Announcements
• Arranging the Physical
Environment
• Make sure that all materials
needed are present