1. Presentation on
Designing effective HRD
programs
Presented by: MS.Falguni Sagar

2. Flow of Presentation
 Introduction
 Defining the Objectives of the HRD intervention
 Selecting the Trainer

3. Needs Assessment
 Where training is needed
 What kinds of training are needed
 Who needs to be trained
 Conditions for training

4. Design

5. The key activities involved in designing,
an HRD program are:
 Setting objectives
 Selecting the trainer or vendor
 Developing lesson plans
 Selecting methods and techniques
 Preparing materials
 Scheduling training

6. Objectives

7. Table 5-3 lists a number of factors that should be
considered when making a purchase decision.

8. Other Factors to Consider
 Vendor Credentials
 Vendor Background
 Vendor Experience
 Philosophical match (between vendor and organization)
 Delivery method

9.  Cost: price relative to program content and quality.
 Credentials: including certificates, degrees, and other documentation of
the vendor's expertise.
 Background: number of years in business and experience in the particular
content area
 Experience: vendor's prior clients, success with those clients, references
 Philosophy: comparison of the vendor's philosophy to that of the
organization
 Delivery method: training methods and techniques used
 content: topics included in program or materials
 Content: topics included in program or materials
 Actual product: including appearance, samples, or whether a pilot
program is available
 Results: expected outcomes
 Support: especially in terms of implementation and follow-up
 Request for proposal (RFP): the match between a vendor's offer and the
requirement spelled out in the organization's request for a proposals.

10. Selecting the Trainer
 How To Choose A Good Trainer That Best Fit Your Employees'
Learning Needs?
 "Give a man a fish and you feed him for a day. Teach him how to fish
and you feed him for a lifetime." - Lao Tzu
Article Source: http://EzineArticles.com/4281987
 Effective trainers must be able to communicate their knowledge
clearly, use various instructional techniques, have good interpersonal
skills, and have the ability to motivate others to learn.

11. Selecting the Trainer
 Training competency
 How well can he/she train?
 If they can’t train, why are they employed?
 Subject Matter Expertise
 How well is the material understood?

12. If No Subject-Matter Experts (SMEs)
are Available
 Use a team to train
 Use programmed instruction or CBT Train your trainers
 You are training subject matter experts to be trainers
 You are not training trainers to be SMEs

13. Bibliography
 Defining the Objectives of the HRD intervention
and Selecting the Trainer taken from the link:-
http://www.scribd.com/doc/46928374/Designing-Training-Program-5
Article
http://ezinearticles.com/?Choosing-the-Right-Trainer&id=4281987

14. Thank you
 "Learning without thought is labor lost.
Thought without learning is intellectual
death." – Confucius