Human Resource Development — Design Essay Example

Human Resource Development — Design

Introduction

National Hearing Care (NHC) human resource development program design is based on the learning needs for the workers. The training manual is developed to induct new employees and includes a mixture of instructor based training and hands on learning. It was designed for the Customer Relations Officer (CRO) to develop them as they join the organization. The training program is presented through CRO trainer and Mentor as well as using online module. Online training is based on the Online Learning Interactive Environment (OLIE). Employees can access OLIE at any time using the organization internet (NHC, 2017). This analysis looks at the design stage for the NHC training program. This includes looking at its strengths, weaknesses and potentialities based on theoretical concepts and arguments.

To analyse the NHC training manual, Tyler’s rational model will be used. Tyler’s four step model is core in the design process of HRD (Delahaye 2011, p.278). For the designer, the first two steps are based on the rational model. The learning outcomes in the NHC training model are based on the establishment of the objectives. This is in line with the rational model where all NHC training objectives are well laid out. The link to appropriate training strategies is based on the second step which is determination of the instructional strategies. Third step is organizing leaning experience. Lastly, there is assessment and evaluation (Nadler & Nadler 2012, p.208).

Strengths

A successful curriculum is based on appropriate learning strategies and sequencing of the sessions. This leads to meaningful and effective development opportunities for the employees which includes the use of tacit and explicit knowledge (Delahaye 2011, p.282). According to NHC training manual, there is well listing if the learning objectives to be attained. This is one of the basics for effective design. The design of the NHC program is meant to train the employees based on their roles using qualified trainers and allocating adequate time. The workers are oriented to their workplace, site and educated on the workplace health and safety. Learning objectives are organized into manageable chunks. Moreover, they are sessioned to ensure appropriate presentation (Delahaye 2011, p.280). The training starts based on the position of the learner. For example, the NHC training program is designed for the new employees. It acts as an induction program where the employees are introduced and training based on the organization principles.

In the design of the NHC training program, there is use of building blocks. This is through ensuring that the learners are able to cover the basic knowledge and skills at the beginning of the program. The employees are introduced to the NHC team and given the background information on the organization. This includes learning on its values, vision and mission. The employee is taken through the contact Centre rules and guidelines as well as the dressing code. This is before being given information on the shifts and the Key Performance Indicators. These are the basic learning outcomes which lead to deeper categories. It involves moving from simple to complex instructions (Delahaye 2011, p.281). In fact, the design starts with a simple model which gets more complex as the training program progresses.

NHC training program design is based on realistic and practical tasks associated with the workplace. This ensures that there is maximum transfer of learning from the material (Delahaye 2011, p.282). The use of transfer of learning is evident through ensuring that the learning is based on the workplace context. Through use of the team leaders and mentors, the HNC ensures that there is transfer of learning at the workplace. The overall design includes of the training program is aimed at enhancing learning. This is due to creation of a schedule, comfortable training environment and enhanced interaction between trainers and trainees (Brown 2002, p.572). In fact, trainers and trainees are given a chance to give feedback on the entire program. Feedback is vital for effective training program.

Weakness

Despite the strengths of the design used for the training program, there is a weakness. The program does not fully follow the learning cycle. The learning cycle involves four stages which are; concrete experience, reflective observation, concluding from experience and planning and rehearsing for the next step. Through learning cycle, it would have been possible for the trainers to measure the strengths and weakness of the trainees. For effective leavening, the trainee should be competent in the four stages (Delahaye 2011, p.279). This would have helped the trainers and mentors to customize instructions based on trainees needs.

Potentialities

The training program designed has the potential to enhance new employees’ skills as they join the NHC team. It has the potential to expand the employee knowledge on the organization based on the existing norms. Through appropriate design, it ensures that the employee commit the training into memory (Nadler & Nadler 2012, p. 253). The use of online learning platform enhances the ability for the new employees in understanding the program. It is a well-coordinated and arranged program. This is an engaging program that has the potential to invoke learning for the training to be effective (Delahaye 2011, p.283).

Recommendation

It is recommendable that the training program be enhanced through additional course parameters. This includes addition of more details on the duration of the program which includes the session plan. There is also need to strengthen monitoring and evaluation. This is through coming up with means to access the trainees’ performance and progress as the training progresses based on a legitimate system (Delahaye 2011, p.283). For the NHC training program, the feedback and evaluation program is designed towards the end and hence is not continuous. There is also need to design periodic follow-ups for the trainees. The designer should also consider inclusion of curriculum mapping (Nadler & Nadler 2012, p.128). Lastly, formative assessment should include the use of constructive criticism on the performance.

Conclusion

To sum up, the design at NHC training program is well planned ad implemented. The program is designed to enhance the new employees’ skills and induct them to the organization. It starts with general instructions before going deeper into learning. This is through use of building blocks. There is maximum transfer of knowledge through the use of trainers and mentors as designed. Moreover, the design uses practical and realistic tasks associated with the workplace. The main weakness lies on failure to follow the learning cycle. It is recommendable that the program be enhanced through additional course parameters. There is also need to strengthen monitoring and evaluation of the employees.

References

Brown, J. 2002, “Training needs assessment: A must for developing an effective training program”, Public personnel management, 31(4), 569-578.

Delahaye, B. L. 2011, Human resource development: Managing learning and knowledge capital, Prahran, VIC: Tilde University Press.

Nadler, Z., & Nadler, L. 2012, Designing training programs, New York, NY: Routledge.

NHC. 2017. National Hearing Care | Free Hearing Tests. Nhc.com.au. Retrieved 16 April 2017, from http://www.nhc.com.au/