Describe the activities involved in designing and implementing an HRD program.
What is the process for designing and implementing learning programs in your organization or workplace? Are these programs informal, formal, or a combination of both? Are human resource development / training needs met in your opinion? If so, how? If not, how could they be improved?
The key activities involved in the designing of the HRD Program are;
1-Performance Problem
After identification of the problem or lack of knowledge gap in the employees and the expectations of the performance from them, the company can move to the next step. However, the identification of the problem is the most vital step for initiating the process.
2-Desired Change
The desired results which are intended to be achieved after the implementation of the training program have to be established so that the outcomes can be measured against it to measure the success of the training programs.
3-Training Needs Assessment
The needs for training can be realized after matching the desired results with the identified problems. The training need assessment can be done by conducting interviews with the administration. Employees can also be given the role through conducting a survey.
4-Training Programs
As per the training need assessment, the resultant training program should be finalized. The purchase or develop decision should be made for the needed training programs. Learning units, practical experiences, and courses can be programmed for employees to attend.
5-Evaluation
The evaluation process is very important for continuous improvement. The change or no change in behavior, attitude, and knowledge of the employees should be observed and compared with the desired change (Biech, 2015).
6-Performance Improvement
The result of the training program evaluation will yield information about the effectiveness of the training program. Improvement should be made in the needed areas on a continuous basis (Werner & DeSimone, 2011).
The designing and developing of the learning programs in our organization is not much developed. The company arranges to learn programs as per the needs raised by the employees. There is no formal system of program development. The company can follow the process mentioned above for the establishment of a robust learning program for human resource development.
References
Biech, E. (2015). Training and Development For Dummies. John Wiley & Sons.
Werner, J. M., & DeSimone, R. L. (2011). Human Resource Development. Cengage Learning.
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