The following templates are sample documents that already have some details of the instructional design process in place. These templates can be adapted to meet the needs of your training. Once the templates are completed, you can edit, save and manage the result as a Microsoft Word document. Project Description-Goal and Timeline Template (.DOC) This template includes a brief executive summary … [Read more...]
Learner, Context, and Task Analysis Templates
Learner Analysis A learner analysis is needed to identify the characteristics that affect trainee learning. The analysis includes information about learners' educational background, previous training/learning experiences, relevant work experiences, and motivation for training/learning. This information helps designers customize training for the intended audience. A learner analysis also … [Read more...]
Terminology for Human Resource Development (HRD) Professionals
Shirley J. Caruso Ability The capacity to perform an act, either innate or as the result of learning and practice. Ability Grouping Arrangement whereby students are assigned to groups on the basis of aptitude testing. Accelerated Learning Combining adult learning theory and whole brain learning theory in the learning environment to achieve a faster learning rate. Accuracy The degree of … [Read more...]
Why is Turnover a Serious Problem?
What does it take to retain people in an organization? What do you do to try to retain the best people? What are your processes for getting the best and the brightest? Who in the organization is primarily responsible for retaining employees? What are the important elements of retention? What are your concerns about retention in your organization? Organizations are constantly … [Read more...]
Synergistic Relationships
http://www.youtube.com/watch?v=SVMFfhQ76iY&feature=share&list=PL1403A243FB007511 Planned organizational change is one way to focus the magnificent energy of an organization so it can be harnessed for the good of all persons involved. To harness all of this energy really requires a strong look at the relationships among the project’s key sponsors, targets, agents, and advocates. These … [Read more...]
Three Keys to Successfully Managing Change
Most people see change models as circular. Since change is a constant element in a successful organization, its repeated forces are always in action. Three keys are essential to successfully manage change: empathy, communication, and participation. Empathy Empathy, the first key to successfully managing change, is crucial in obtaining information about who will be affected by a change and how … [Read more...]
Constructivism
By Shirley J. Caruso, M.A., Human Resource Development Constructivism is a branch of cognitive psychology that has greatly impacted the thinking of instructional designers (Dick, Carey & Carey, 2005). The fundamental point of constructivism is that the learner as an individual combines existing knowledge and experiences with new learning. Constructivism lies within rationalism, which … [Read more...]
Consulting in the Field of Human Resource Development
Human Resource Development (HRD) is a practice that combines training, organizational development, and career development efforts to encourage improvement of individual, group, and organizational performance. Its purpose is to enhance employee performance/productivity, which leads to employee and customer satisfaction and an increase in the profitability of the organization. When researching the … [Read more...]
What Is Human Resource Development?
Human Resource Development (HRD) is a practice that combines training, organization development, and career development efforts to encourage improvement of individual, group, and organizational performance. Its purpose is to enhance employee performance/productivity, which leads to employee and customer satisfaction and an increase in the profitability of the organization. The Four Basic Sections … [Read more...]
The Transformative Change Model
The Transformative Change Model Change management is a required capability for developing change competency. To build change competency, you must equip all levels of your organization with the understanding, perspectives and tools to make change seamless and effortless. Managing change means managing the conversation … [Read more...]