Human Resource Management Training
For years organizations have been employing human resource
management training in an attempt to improve the overall
capability of the workforce, and unfortunately in too many
cases the results of such programs have not achieved initial
expectations.
The reasons for training’s poor performance are many but
include:
- The strategy and learning objectives do not tie to the
required skill sets for success on the job
- There is no follow up to the training program to ensure
the learning objectives are being implemented with impact
- Direct supervisors do not support the training with
encouragement for behavioral change and productivity
improvement
- A Sheep Dip approach is utilized where everyone receives
the same training regardless of current skill sets
- Participants are not motivated to learn
- Inadequate instructors who do not utilize proven
training delivery methodologies and strategies
- Curriculum has not been customized for the specific
needs of the organization
An effective human resource management training or human
resource leadership training program should include, at a
minimum, the following:
- Professional instructors that not only are content
experts but have excellent platform skills
- Advance meetings with supervisors so they fully
understand what is going to be taught, how the training
strategy will improve their staff members, and how they can
assist in the implementation of the learning objectives
- A curriculum development process that includes; a
confirmation that the customer requirement will be met by
the curriculum, development of an internalization plan,
review of the customized curriculum to ensure it achieves
success, delivery of a pilot course to fine tune the
curriculum and delivery of the material, and follow up
surveys to find ways to improve future courses.
- Measurement of success utilizing Donald Kirkpatrick’s
strategy of four ways to evaluate training; initial
reaction, basic learning results, behavioral change, and
return on training investment. (See article Kirkpatrick
Measurement Model) in this website library for more
information.
- Delivery of training so the participant can immediately
apply what they have learned and specify how that is going
to be done in an action plan that is filled out before the
class has concluded.
We must stop wasting money on ineffective human resource
management training programs and ensure that the dollars we
are spending are generating the results needed to improve
capabilities, productivity, and employee morale and
satisfaction.
Written by Chuck Canfield, PhD
for The Strategic Processes Group, Inc. |
