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How to design effective HRD programs

5 important questions on How to design effective HRD programs

It is important to set een HRD objective before deciding on other topics. Robert Mager describes an objective as a 'description of a performance you want learners to be able to exhibit before you consider them competent'. Which 3 qualities/critital aspects for useful objectives are there according to Mager?

1 The performance the learners/trainees should be able to do
2 The conditions under which they must do it
3 The criteria )how well they must do it) in judging its success

Why should you develope a HRD-program in-house (2) vs an outside source (1)?

In-house: cheaper, you know the organization
Outside: more expertise
(Possible, not always like this)

Describe three kinds of training material?

1 Program announcements: to inform about the training/practical information
2 Program outlines: communicate content/goals/expectations
3 Training manuals/textbooks:

How can you prepare a lesson plan? (3)

1 Translates program objectives into an executable training session
2 Trainers guide for the actutal delivery of the training content
3 Determines in advance what is to be covered and how much time is devoted to each part of the session

What 7 point does a lesson plan contents?

Content, sequencing of activities, selection/design training media, selection/development of experiental exercises, timing/planning of activities, method of selection, number/type of items

The question on the page originate from the summary of the following study material:

Human resource development | 9780538480994 | Jon M Werner, et al

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