> 2. Identify which category of Literary Devices of 8 words you find in the text, such as the the use of rhetorical devices of metaphor, or other rhetorical devices as you can find in the text.
Michelle_Michy
MGN4312016Week8slidesstudent.pptxMGN431 Strategic HRD
Module 2. Framework for HRD
Week 8. HRD Needs Analysis Findings. Developing the SHRD Plan
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Unit Map
You
Are
Here!
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Module 2: Framework for HRD
Module 1:
Foundations of HRD
Module 3: Contemporary Issues in HRD
Workshop Overview
HRD Needs Analysis – QCU
Discuss findings & confirm needs analysis outcomes
Key business challenges
SHRD implications
Developing your HRD plan
Assignment 2 objectives
Approach
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Needs Analysis Findings
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Key business challenges
SHRD Implications
SHRD Needs Analysis
QCU Feedback
Our summary of the challenges/issues
Our analysis of the SHRD implications
Confirm and clarify the learning needs that have been identified in the needs analysis
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Instructional Systems Design (ISD) Model
CH-4
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Assessment
Design
Implementation
Evaluation
SHRD Plan components
Executive summary
Introduction
Learning Design – your recommendations about learning activities
Take 1 key group and develop a plan to address the training needs
You identify the learning activities (HRD activities) that need to occur
You state the objectives of each activity
Implementation
Order of activities?
How long do you think is required for each activity? Total time to complete?
Resources required?
Evaluation
Approaches to evaluate outcomes of the interventions
How could we assess whether objectives have been met?
Conclusion
Reference List
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SHRD Plan
Learning design
your recommendations on HRD activities (or programs)
The proposed HRD activities to address the needs you’ve identified
Appropriate
Well justified using relevant unit concepts & theories for your particular issue and SHRD
Design programs for 1 Group only.
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SHRD Plan
Could use a table for each learning activity that you are recommending:
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| Training Program or Activity | SHRD Objectives | Program Objectives | Method of Delivery |
| Coaching for Performance | Improve the performance of staff. Develop manager capability in performance management. | Conduct one-on-one performance discussions. Create development plans for staff. | Classroom based Course |
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SHRD Plan
Implementation
Can use a table to illustrate sequence of events
Then broadly discuss overall resource requirements
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| Training/Activity | Target date | Participants | Place/venue | Duration |
| Coaching for Performance | Nov 2016 | Managers | TBE | 2 days |
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SHRD Plan
Evaluation
Based on Kirkpatrick’s model, suggest most appropriate options
Explain why this evaluation step is an important part of overall HRD plan
How can QCU assess whether these recommendations have met the objectives?
Conclusion
References
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Bringing the 3 pieces together
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1. You present your overall plan (your recommendations). You identify 3 – 4 training activities for the group. You can present them all in one table. Then you explain why these training methods (the activities) are the most appropriate – what are the benefits of these?
2. Then you explain how the plan should be implemented. This section is smaller. You provide specific details about the sequence. What activity needs to come first? Pick a target date that you think training should start. Identify the venue (conference room at their office? Training room? Off-site? And state how long this activity will take. You can present these details in a table. In the text, comment on why you think this sequence works best. And identify resources – state whether each activity can be run by current trainers in the business or will they need external resource. You don’t need to justify this, just state what they need.
| Training Program or Activity | SHRD Objectives | Program Objectives | Method of Delivery |
| Coaching for Performance |
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Bringing the 3 pieces together
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3. Finally, you explain the importance of evaluation and the plan that should be in place to evaluate the success of this HRD plan. Using Kirkpatrick’s model, you should explain the methods you would use to evaluate each activity. Consider all levels of the model. Explain how you plan to assess learning and behavioural change. At this point you can talk more broadly about how all of these activities start to produce the desired behavioural changes, and how this will be monitored and assessed. [hint: supervisors can be of great assistance here, monitoring, checking for progress, etc.!]. Consider the results of the overall HRD plan and the return on investment that executives will be looking for. How will you show that their investment in training has produced the desired results?
We can assess participant reactions using a questionnaire.
We can test their learning with a quiz…etc.
4. Depending on how much space you have left – conclude with a summary statement – how this plan will help to achieve the desired business goals….THE END
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Example
Discussion of example SHRD plan
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What is the main goal of the assignment?
In pairs –
Explain in your own words what you think the main goal of this assignment is
What strategies do you think will work well for you in preparing this assignment?
Report back to the whole group. Confirmation of goal. Feedback on strategies.
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FAQs
DUE: Week 13 – Friday 28 October - 4pm
Word Limit: 2500 total (+/-10%)
Exec Summary: YES - 500 words (included in word count)
Style: Management Report to QCU Executive
Referencing: APA format
Does the 2500 word count include:
The Exec Summary – YES
Reference List – NO
Tables – YES
Appendices – NO – no marks are given for Appendices.
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FAQS
How many Employee Groups? 1
How many Learning Activities? 3 – 4
Can we address a different need to assignment 1? YES
Can we do a different group to assignment 1? YES
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Next Week
No workshop – Reading week
Then the semester break, so we will meet again in Week 10 to discuss Work Technology and SHRD
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