Two Models or Theories for HRD Programs and the Role of Person Analysis

Two Models or Theories for HRD Programs and the Role of Person Analysis

When developing and delivering effective Human Resource Development (HRD) programs, understanding the needs of individuals within the organization is crucial. Two models or theories that can guide this process are the ADDIE model and the Kirkpatrick Model. In specific situations, a person analysis becomes critical for the successful development and delivery of HRD programs. Let’s explore these conditions in detail.

1. ADDIE Model:

The ADDIE model is a well-known instructional design framework that consists of five stages: Analysis, Design, Development, Implementation, and Evaluation. While each stage is vital, the Analysis stage, which includes a person analysis, plays a crucial role in ensuring the effectiveness of HRD programs.

A person analysis is critical to the development and delivery of effective HRD programs under the following conditions:

a) Identifying Individual Skill Gaps:

A person analysis helps identify the specific skills and knowledge gaps of individuals within the organization. By conducting surveys, interviews, or assessments, HR professionals can gather data on employees’ current competencies and performance levels. This information enables them to design training programs that address the specific needs of individuals, ensuring that the content is relevant and impactful.

b) Customizing Training Delivery:

Different individuals may have varying learning preferences and styles. A person analysis helps understand these preferences and tailor the delivery of training programs accordingly. For example, some employees may prefer online modules, while others may excel in hands-on workshops. By considering individual needs during the analysis phase, HR professionals can select appropriate training methods that optimize engagement and knowledge retention.

2. Kirkpatrick Model:

The Kirkpatrick Model is a widely used framework for evaluating training effectiveness. It consists of four levels: Reaction, Learning, Behavior, and Results. The Behavior level of evaluation involves assessing whether participants have applied their newly acquired knowledge and skills in their workplace. A person analysis becomes critical to the development and delivery of effective HRD programs under the following conditions:

a) Identifying Individual Barriers to Behavior Change:

During a person analysis, HR professionals can identify individual barriers that may hinder the application of learned skills in the workplace. These barriers could include lack of motivation, resistance to change, or conflicting job demands. By understanding these barriers, HR professionals can design interventions or provide additional support to individuals to overcome these challenges and facilitate behavior change.

b) Collecting Post-Training Feedback:

A person analysis can help in collecting post-training feedback from participants. By conducting surveys or interviews after the training program, HR professionals can gather insights on how well individuals are applying their new knowledge and skills. This feedback helps measure the effectiveness of the program and identify areas for improvement in future HRD initiatives.

In conclusion, both the ADDIE model and the Kirkpatrick Model provide valuable frameworks for developing and evaluating HRD programs. A person analysis plays a critical role in these models by identifying individual skill gaps, customizing training delivery, identifying barriers to behavior change, and collecting post-training feedback. By conducting thorough person analyses, HR professionals can ensure that HRD programs meet the specific needs of individuals within the organization, leading to more effective training outcomes and improved organizational performance.