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Human Resource Development Tools and Technologies (A tool book for H.R.D. professionals)

Objectives :
• To orient learners with conventional and unconventional tools
   and technologies.
• To orient them for E-training pros. and cons.
• To learn techniques to develop unconventional learning
   techniques and “experiential learning” approach
• To create a blue print of H.R.D. programme.

For Whom :
• For H.R. & H.R.D. professionals who have responsibilities in
  conceptualizing, executing and evaluating H.R.D. programs in
  organization.

Pedagogy :
  Microlab, Icebreaking, Role play, Discussion, Case Study,
  Management games, Experiential learning, Question – answer
  and lecture.

Course design :
  Day – I
• Introduction to the programme
• Current H.R.D. scenario
• H.R.D. Technologies (Frame Work)
• Training circle
• Importance of now, must be, should be
• Threat, Fear, Wants, Needs
• Objectives of the H.R.D.
• Conditions, Criteria, Performance
• 4 learning styles of Adults
• 5 senses of Adult – Impact in learning
• 5 Rs. of learning
• Remembering, Resilience, Reflectiveness, Response Resource.
• Learning and Rules of memories
• Principles of MASTER – SPIRIT-ADULT.
• Training feedback – Recap – Art of Retention.

  Day – II
• 4 Ps in H.R.D. (principles, programme, place, participants)
• How mind Retain the learning
• Roles of Trainer
• Difference between teacher – trainer – speaker – coach –
  mentor – motivator
• H.R.D. Audit and H.R.D. climate survey
• Levels of evaluation
• Elements of evaluation
• Impact of H.R.D. in the organization
• Techniques of involving participants in H.R.D.
• Motivational techniques
• User Friendly learning
• What is in it for me.
• E-Games
• E-Magazines
• Transformational experience
• Carry home concept in H.R.D.
• Knowledge Management
• H.R.D. Balance Sheet
 

How your organization will be benefited • HRD head & departments understand techniques for organizing most   effective training programs. • Top management feels remarkable results. • Improve satisfaction ratio of the employee to help in retention ratio. • strengthen the idea of Department and clear the belief that it’s an   investment not an expenditure. • Top management finds change in day to day working. Coach : Dr. Shailesh Thaker, Trainer, Motivator and HR Consultant