Designing Effective HRD Programs

1. Write training objectives for a specific program 2. Identify several sources where HRD programs could be obtained 3. Compare the relative merits of developing in-house versus an outside source 4. List the activities involved in employer designed HRD programs 5. Compare various types of training materials 6. Point out some of the constraints to scheduling HRD programs.

By identifying the specific training needs and designing a program that addresses those needs.

It refers to deciding whether to develop the training program in-house or to acquire it from an outside source.

The trainer's expertise and suitability for the specific project.

The best way to organize the program or intervention should be based on the specific needs and objectives of the project.

1. Write training objectives for a specific program
2. Identify several sources where HRD programs could be obtained
3. Compare the relative merits of developing in-house versus an outside source
4. List the activities involved in employer designed HRD programs
5. Compare various types of training materials
6. Point out some of the constraints to scheduling HRD programs

The 'make or buy' decision refers to the decision of whether to develop training programs in-house or to purchase them from an external source.

The results of a needs assessment can be translated into a specific training intervention by identifying the gaps between the desired and current performance, determining the specific training objectives, and designing a program that addresses those objectives.

The best way to organize the program or intervention depends on the specific project, but it should generally be structured in a logical and sequential manner, with clear goals, objectives, and activities.

One consideration when selecting an effective trainer for a project is their expertise and knowledge in the subject matter being trained, as well as their ability to effectively deliver the training content.