Troy University Effective HRD Program Questions
Post answers and at least one peer response to the discussion board per the following instructions:
All discussion board assignments must include an original post in response to the discussion question and at least one post in response to another student’s original post. All posts must be substantial, significant and thoughtful (not just “I agree”!) and you must include at least 2 (2) citations and appropriate references from relevant academically sound sources and only one reference of the two can be the text book. Citations and references must adhere to the latest APA format. Academically appropriate sources are peer reviewed journals, text books, conference proceedings, dissertations etc. They are NOT Forbes.com, Business Week, Wikipedia etc.
REMEMBER, this is a five point assignment and will be graded as such. Make sure that you provide appropriate detail and academic support for your arguments on discussion assignments as they represent 30% of your overall grade. In other words, this is an important part of your coursework so spend appropriate time and effort on them!
1. Why is needs assessment information critical to the development and delivery of an effective HRD program?
2.Why are behavioral objectives and lesson plans important to effective HRD interventions? What role should objectives play in the design, implementation, and evaluation of HRD programs? How can objectives be of values to trainees?
May you respond to the student discussion post?
1. Why is needs assessment information critical to the development and delivery of an effective HRD program?
Every organization should determine how they can improve their employees and the effectiveness of the overall organization. A needs assessment will help organizations understand the gap between their current state and desired state. Holton (2000) researched the three main reasons for a needs assessment: to identify gaps between current results and desired ones, rank the gaps, and identify the most important need to be addressed. An effective HRD program must have the information from the needs assessment readily available, so the organization can determine what they are currently lacking.An effective HRD program should strive to develop employees and help the employees achieve their goals. In order for an HRD program to be effective they have to understand what areas need improvement, understand the overall process, and know which personnel need specific training.The needs assessment information will steer the organization in the right direction. Without the needs assessment information the organization would not know what to improve on.
2.Why are behavioral objectives and lesson plans important to effective HRD interventions? What role should objectives play in the design, implementation, and evaluation of HRD programs? How can objectives be of values to trainees?
Behavioral objectives and lessons are essential to establishing a successful HRD program.According to Werner (2017), “objectives describe the intent and the desired result of the HRD program.” A lesson plan helps the trainer organize and determine the content that should be covered.Lessons plans help trainers know what to teach and how to present the material to the employees.Planning in advance is very important, because it can prevent valuable time from being wasted.Objectives set the tone for the HRD program. Objectives describe what a trainee should be able to do, the condition under which they must do it, and the criteria. The role of objectives is to determine the perfect method to use to achieve the set goal.Objectives are also important during the evaluation phase, because objectives can help determine the effectiveness of the training.I was previously a trainee in HR with the Air Force, and objectives help me understand what was expected out of me.I was able to review my job objectives and determine what I needed to learn day-to-day.Trainees can find objectives very valuable if they truly care about their learning/training.If trainees realize they haven’t learned one of their objectives, they should bring it to the trainer’s attention.According to Elliot (2018) objectives serves a basis for assessing the trainee’s learning and the trainer’s teaching.
Elliott, J. (2018). The use of behavioural objectives as a means of holding teachers to account for their students learning. Does this render student assessment ‘fit for purpose?’ European Journal of Education, 53(2), 133–137. https://doi.org/10.1111/ejed.12272
Holton III, E. F. (2000). Large-Scale Performance-Driven Training Needs Assessment. Public Personnel Management, 29(2), 249. https://doi.org/10.1177/009102600002900207
Werner, J. M. (2017). Human resource development: Talent development. Boston: Cengage Learning.
