Human Resource Management (HRM) 101: Learning and Development Training Methods OntheJob OfftheJob Classroom ELearning Simulations RolePlaying

What This Is

Training methods are essential in HR to develop employees' skills and knowledge, improve job performance, and enhance organizational effectiveness. Companies like Google, Netflix, and Starbucks invest heavily in employee training and development, recognizing its impact on employee engagement, retention, and business success. For instance, Google's 20% time policy allows employees to dedicate a portion of their work hours to side projects, fostering innovation and creativity.

Key Models & Frameworks

• Kirkpatrick's Four Levels: Evaluates training effectiveness by assessing Reaction, Learning, Behavior, and Results.
• Hofstede's Cultural Dimensions: A framework for understanding cultural differences across six dimensions: Power Distance, Individualism, Masculinity, Uncertainty Avoidance, Long-Term Orientation, and Indulgence.
• Bloom's Taxonomy: A hierarchical model for categorizing learning objectives into six levels: Remembering, Understanding, Applying, Analyzing, Evaluating, and Creating.
• Gagne's Nine Events of Instruction: A model for designing instruction, emphasizing nine essential events: Gaining Attention, Informing Learners of Objectives, Stimulating Recall of Prior Learning, Presenting New Information, Providing Guidance, Eliciting Performance, Providing Feedback, Assessing the Performance, and Enhancing Retention and Transfer.
• The ADDIE Model: A systematic approach to instructional design, consisting of five phases: Analysis, Design, Development, Implementation, and Evaluation.
• The Dick and Carey Systematic Design of Instruction: A model for instructional design, emphasizing a systematic approach to developing instruction.
• The Keller Plan: A model for instructional design, focusing on the development of a learning plan that meets the needs of the learner.
• The ARCS Model: A model for instructional design, emphasizing the development of a learning environment that motivates learners.
• The Situational Leadership Model: A model for leadership development, emphasizing the importance of adapting leadership style to the maturity level of team members.
• The 70:20:10 Model: A model for learning and development, suggesting that 70% of learning occurs through on-the-job experiences, 20% through social learning, and 10% through formal training.

Legal & Compliance Notes

• Title VII of the Civil Rights Act: Prohibits employment discrimination based on race, color, national origin, sex, or religion.
• FLSA (Fair Labor Standards Act): Regulates minimum wage, overtime pay, and child labor laws.
• OSHA (Occupational Safety and Health Act): Regulates workplace safety and health standards.
• NLRA (National Labor Relations Act): Protects employees' right to engage in collective bargaining and strike.

Step-by-Step Process

1. Conduct a Needs Assessment: Identify training needs through employee feedback, performance data, and job analysis.
2. Design the Training Program: Develop a training program that meets the identified needs, using a systematic approach such as the ADDIE model.
3. Deliver the Training: Implement the training program, using a variety of training methods such as classroom, e-learning, or on-the-job training.
4. Evaluate the Training: Assess the effectiveness of the training program using Kirkpatrick's Four Levels or other evaluation models.
5. Provide Feedback and Follow-up: Provide feedback to employees on their performance and follow up with additional training or coaching as needed.

Common Mistakes

• Mistake: Assuming that all employees need the same training.
• Correction: Conduct a needs assessment to identify individual training needs.
• Mistake: Failing to evaluate the effectiveness of the training program.
• Correction: Use a systematic approach such as Kirkpatrick's Four Levels to evaluate the training program.
• Mistake: Not providing feedback and follow-up to employees after training.
• Correction: Provide feedback and follow-up to employees to ensure they are applying what they learned.

Exam / Certification Tips

• Be able to explain the difference between exempt and non-exempt employees under the FLSA.
• Understand the concept of disparate treatment and disparate impact in employment law.
• Be able to describe the key components of the NLRA.
• Know the difference between arbitration and mediation in employment law.

Quick Practice Scenario

Scenario: You are the HR manager at a company that has just implemented a new performance management system. An employee complains that the system is unfair and that they are being treated unfairly. What is your first step?

Answer: Conduct a thorough investigation to gather facts and evidence, and then meet with the employee to discuss their concerns and provide feedback.

Explanation: This scenario requires the application of HR skills and knowledge, including investigation, communication, and conflict resolution.

Last-Minute Cram Sheet

• Kirkpatrick's Four Levels: Reaction, Learning, Behavior, Results.
• Hofstede's Cultural Dimensions: Power Distance, Individualism, Masculinity, Uncertainty Avoidance, Long-Term Orientation, Indulgence.
• Bloom's Taxonomy: Remembering, Understanding, Applying, Analyzing, Evaluating, Creating.
• Gagne's Nine Events of Instruction: Gaining Attention, Informing Learners of Objectives, Stimulating Recall of Prior Learning, Presenting New Information, Providing Guidance, Eliciting Performance, Providing Feedback, Assessing the Performance, Enhancing Retention and Transfer.
• The ADDIE Model: Analysis, Design, Development, Implementation, Evaluation.
• Title VII of the Civil Rights Act: Prohibits employment discrimination based on race, color, national origin, sex, or religion.
• FLSA (Fair Labor Standards Act): Regulates minimum wage, overtime pay, and child labor laws.
• OSHA (Occupational Safety and Health Act): Regulates workplace safety and health standards.
• NLRA (National Labor Relations Act): Protects employees' right to engage in collective bargaining and strike.
• Exempt vs non-exempt: Exempt employees are not entitled to overtime pay, while non-exempt employees are entitled to overtime pay.
• Disparate treatment vs disparate impact: Disparate treatment refers to intentional discrimination, while disparate impact refers to unintentional discrimination that has a disproportionate impact on a protected group.
• Arbitration vs mediation: Arbitration involves a third-party decision-maker, while mediation involves a neutral third-party facilitator.