Gmb 6070 session 5 - june 6th (fil eminimizer)

1. Session 5
Orientation, Training and Development
6th June '11
GMB 6070 - Session 5
1

2. Presentation Plan
Orientation, Induction and Development
Training
Training Evaluation
Group Discussion Tasks
6th June '11
2

3. Session 5
Orientation, Induction and Development
6th June '11
3

4. 6th June '11
4
Employee learning and development is one of the most important aspects of work life.
The process of learning and development starts with orientation and induction.
The organization should develop and execute a dynamic orientation and induction policy to provide guidelines for onboarding new employees.

5. 6th June '11
5
Orientation parameters will take the employee through:
Organization framework and ownership.
Vision, Mission, Values
Functions (departments/units)
Physical set up amenities and recreation.
Governance, rules and regulations.
Safety and health issues
Organization philosophy

6. 6th June '11
6
Policies and standard operating procedures (SPOs) - (non-job specific).
Labour legislation and information about compensation and benefits
Occupational Safety and Health of workers and accident prevention issues
Employee relations and workforce issues (rights, responsibilities)

7. 6th June '11
7
An orientation program is a set of information designed by management to accord the new employee the opportunity to settle in her/his job as quickly and smoothly as far as possible.
Recruiting highly qualified employees does not in itself guarantee effective performance of jobs until and unless the employee is shown what to do how to do it at the required standard.

8. 6th June '11
8
Job-Specific Orientation
Is a process that helps the employee understand:
The job and its positioning in the structure.
Job responsibilities, expectations, duties in relation to how it impacts overall organizational performance.
Policies, guidelines, rules and regulations.
Workplace layout, fire assembly areas and emergency exits.
Knowing the co-workers and other people in the organization.

9. 6th June '11
9
Job specific orientation is best conducted by the immediate supervisor, and/or manager.
Often the orientation process will be ongoing, with supervisors and co-workers supplying coaching.

10. 6th June '11
10
The introduction program should be introduced in a controlled way.
A new employee can notabsorb everything at once.
Employee orientation would definitely make a significant difference in how quickly an employee can become more productive.
The way a new employee is received has a long term impact on the employees performance.

11. 6th June '11
11
Orientation should emphasize people as well as procedures, materials and equipment.
Employees should have a chance to get to know people and their approaches and styles in both social and work settings.
Buddy an employee to a more experienced person, but make sure the more experienced person wants to buddy up, and has requisite EQ and SQ.

12. Orientation broad areas

Human Resources Information

13. Department Information

14. Safety and Health Information

15. Facilities Information

16. Security Information

6th June '11
12

17. 6th June '11
13
Both orientation and induction provide necessary on-boarding processes that give the joining member direction, accommodation, assimilation and acceleration.
It starts with receiving the new employee with a welcome letter.
The welcome letter helps the new employee feel wanted and welcome.

18. 6th June '11
14
Induction may stretch for several weeks, or even months.
Leaving new employees to pick up things as they move along is an inefficient approach to induction - it costs the organization more time and money.
Example of an induction program:

19. Session 5
Training
6th June '11
15

20. 6th June '11
16
Purpose of training and employee development is:
To improve performance outcomes
To implement an overall professional development program
To implement succession plans

21. 6th June '11
17
To reposition the mindset of an employee for eligibility to assume a different job role in the organization
To "pilot or test the operation of a new performance management system

22. 6th June '11
18
Training can assume a 5-step process:
Needs analysis
Instructional design
Validation
Implementation
Evaluation

23. 6th June '11
19
Basic training methods include:
On-the-job training
Apprenticeship training
Informal learning
Job instruction training
Lectures
Programmed learning
Audio-visual tools
Simulated training
Computer-based training
Electronic performance support systems
Distance and internet-based training

24. 6th June '11
20
On-the-job training has four steps:
Preparing the learner
Presenting the learner with the nature of the job
Doing performance tryouts
Following up

25. 6th June '11
21
Management development prepares employees for performance effectiveness and career growth by:
Imparting knowledge
Changing attitudes
Increasing skills

26. 6th June '11
22
Management on-the-job training methods include:
Job rotation
Coaching
Action learning
Using techniques such as:
Case studies
Management games
Outside seminars
University-related programs
Role playing
Behaviour modelling
In-house training

27. 6th June '11
23
Training drives:
Behaviour change among employees trained
Application of skills and knowledge learned
Performance results and improvement of the bottom line of the business.

28. 6th June '11
24
Helps employees to develop technical skills and knowledge.
Helps people to identify strategies for achievement of business objectives
Benchmarking
knowledge creation and sharing
attitude change
Helps people to evaluate learning to help management load the employee with more value creation tasks
Helps in measuring performance outcomes

29. 6th June '11
25
Improved job satisfaction and morale among employees
Improved employee motivation
Improved efficiencies in processes, resulting in higher value contribution

30. 6th June '11
26
Improved capacity to adopt new technologies and methods
Improved innovation in strategies and products
Reduced employee turnover

31. 6th June '11
27
Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!)
Improved governance and risk management, e.g., training about sexual harassment, diversity training

32. 6th June '11
28

33. 6th June '11
29
5-Steps in training
Needs Analysis
Articulate company standards
Assess employee performance level
Develop measurable performance objectives
Instructional Design
Decide on what should be learned
Decide on training plan, program, procedure and facilitation

34. 6th June '11
30
Validation:
Justify the cost implication
Implementation:
Select and implement the planned training on target group
Evaluation of Training Impact
Measure the level of success of the training effort
Establish impact of training to the achievement of business objectives

35. Class Group Work
6th June '11
31

36. Reading assignment
CT: Ch.10 Pg. 350 389 and Ch. 12 Pg. 430 - 460
6th June '11
32

37. End of session 5
Thank you
6th June '11
33

Gmb 6070 session 5 - june 6th (fil eminimizer)

Technology