ORIENTATION AND TRAINING What is orientation Purposes Who is responsible Levels of orientation How orientation programs are presented What is training Who is responsible for training Importance Assessing training needs Theories of learning Evaluating training programs
Orientation and training. What is orientation Purposes Who is responsible Levels of orientation How orientation programs are presented What is training Who is responsible for training Importance Assessing training needs Theories of learning Evaluating training programs. orientation. - PowerPoint PPT Presentation
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
ORIENTATIONAND
TRAININGWhat is orientation
PurposesWho is responsible
Levels of orientationHow orientation programs are presented
What is trainingWho is responsible for training
Importance Assessing training needs
Theories of learningEvaluating training programs
INTRODUCTION
Ideally, employees who understand and accept the organization’s ways will be able to attain their own goals.
HR helps employees become well-adjusted and productive through socialization, training, and development programs.
In other words, they’re hired – now what?
THE INSIDER-OUTSIDER PASSAGE
Socialization, or “onboarding” is a process of adaptation to a new work role
adjustments must be made whenever individuals change jobs
the most profound adjustment occurs when an individual first enters an organization, i.e., outside to inside
THE INSIDER-OUTSIDER PASSAGEThe Assumptions of Employee Socialization
socialization strongly influences
employee performanceand organizational stability
socialization does not occurin a vacuum
new memberssuffer anxiety
individuals adjust to newsituations in similar ways
1
43
2
THE INSIDER-OUTSIDER PASSAGEThe Socialization Process
Pre arrival Individuals arrive with a set of values, attitudes, and expectations developed from previous experience and the selection process.
Encounter Individuals discover how well their expectations match realities within the organization. Where differences exist, socialization occurs to imbue the employee with the organization’s standards.
Metamorphosis Individuals have adapted to the organization, feel accepted, and know what is expected of them.
THE INSIDER-OUTSIDER PASSAGE
The Socialization Process
Productivity
Commitment
Turnover
Outcomes
MetamorphosisEncounterPrearrival
ORIENTATIONDefinition:It is the activity such as• familiarizing new employees with the company rules, policies and procedures with the view of making the employee well-adopted to the environment.
•Rules- is that which is prescribed or laid down as a guide for conduct•Policies-is a guiding principle used to set direction in an organization. It can be a course of action to guide and influence decisions.•Procedures-is a particular way of accomplishing something. It should be designed as a series of steps to be followed as a consistent and repetitive approach or cycle to accomplish an end result.
• Good impression to the company and work environment on the first day make adjustment easier.
• Absences of orientation employees may learn some other way of work (trial and error)
2. Enhances personal acceptance• Helps employee in meeting the expectation of
the company and his work group.• Conforming to company norms.
3. Helps new recruit adjust himself to the job• Creates a sense of security, belongingness and
confidence of the new recruit.
ORIENTATIONWho is responsible?1. Chief Executive Officer (CEO
Best in position to rally new recruits to do their best.Two ways:
(1) give a warm welcome on the first day (saying good choice of job they had made.
(2) listen to and feel the company’s vision2. Human Resource Head
Formalization of employment (processing of employment documents: SSS, BIR, Phil Health, Pag-ibig; certificates of employment, school records etc)
Briefing on various policies: promotion, transfers, disciplinary actions, company manual, employee handout or guidebook.
3. SupervisorResponsible for making the employee feel welcome by introducing to his co-workers adapt to the work environment.
ORIENTATIONLevels of orientation1. Organizational orientation
1) Overview of the company (mission, vision)2) Review of key policies and procedures3) Compensation4) Fringe benefits5) Safety and accident prevention6) Employee and union relation7) Physical facilities8) Economic factors
2. Departmental and job orientation1) Function of the department2) Job duties and responsibilities3) Policies, procedures, rules and regulations4) Tour of the department5) Introduction to department employees
ORIENTATIONHow orientation programs are presented1. Classes2. Meetings3. Tour of the company offices
and plants4. Films5. Employee handbook6. Information leaflets7. Slides8. Charts
TRAININGDefinition:Attempt to improve the employee’s ability to perform his job so the goals of the company can be achieved.
Objective:Facilitate the accomplishment of organizational objectives;
such as generation of more sales, more effective collection or receivables, improve quality of products or services, or reduction of operating cost
TRAININGWho is responsible for training1. Supervisor
Best in position to provide training; knows what output his unit needs
Has the ability and skills and right attitude needed to impart to the new employee.
2. Personnel manger or training directorAssist provided:1) Determine what training activities are
needed.2) Evaluating the training program3) Informing management on the status of
each programs4) Selling the training program5) Integrating training programs
TRAININGImportance
1) Maintain competitive position of the company
2) Survival and growth3) Achieve cited-requirement4) Efficiency and effectiveness of
employees to perform their jobs.5) Maximum effort and minimum errors6) Equipping for new graduates and
employees who are promoted or transferred.
7) Minimize recruitment and hiring cost.
TRAININGAssessing training needs
Process designed to determine whether training is necessary or not.
Identify deficiencies between current employee behavior and necessary behavior to complete assigned
tasks
Identify task that must be completed to achieve goals
Identify necessary behavior of employees
Identify goals of the organization
Determining training needs
TRAININGMethods of identifying training needs
1. Performance review or appraisal2. Development center3. Human resource audit4. Interview5. Questionnaires6. Observation7. Review of organization or
business plan8. Desk research9. Group discussion10. Job analysis and evaluation
TRAININGMethods of identifying training needs
1. Performance review or appraisalPerformance review - study of worker’s
performance to determined how can be improved; assess performance
Appraisal – assessment of the employees quality of work in a job; undertaken by comparing performance with standard requirement; aim to determine possible improvement in performance
2. Development centersRefers to the assessment centers, use a variety
of assessment techniques to ensure the coverage of skills and attributions in the widest possible manner
Techniques used: individual, group, oral, written psychometric, personality and career interest tests.
TRAININGMethods of identifying training needs
3. Human resource auditComparing the current inventory of personnel
with the quality and quantity of employees that will be needed
If there is a gap in skills and attitudes training may be done.
HR audit will provide information on the number of vacancies arising through retirement, promotion, resignation and transfer.
4. InterviewTraining need may be ascertained through
interview; advantage: employee will have opportunity to present his own unique training need
TRAININGMethods of identifying training needs
5. QuestionnairesEconomical way of identifying training needs.Relevant personnel could be made to write their
comments on certain questions relating to training and performance
Advantage: its ability to get many responses within a short period of time.
6. ObservationDone formally or informally; observer may take notes of
his observation or fill up a structured checklist and make notes later.
7. Review of organization or business planGood source of information useful in determining
training needs.Business in expansion mode require recruitment and
appropriate training needs.
TRAININGMethods of identifying training needs
8. Desk ResearchInvolves review and analysis of internal and
external factors that affect performance of employees.
Specific information on courses offered by schools and method of instruction will provide level of knowledge of graduates.
9. Group DiscussionWay to attempt solve problem ; analysis from view
points of individuals comprising the group.10. Job Analysis and evaluationLead to the preparation of job description and job
specification. When person proposes to occupy a job found to be deficient in skills and abilities, training becomes a requirement.
TRAININGTheories of Learning
1. Operant ConditioningType of conditioning in which desired
voluntary behavior leads to a reward or prevents a punishment.
When someone associates pain with a certain behavior and continues that behavior the person is conditioned.
2. Social LearningAlso known as observational learning and
modeling refers to learning new behavior by watching and imitating the behavior of others in a social situation.
Can be achieved: observation, being told, direct experience
TRAININGTraining Methods
1. On-the-job Training2. Apprenticeship3. Off-the-job training (classroom
instruction)4. Films and videos5. Demonstration6. Case studies (case to read and analyze) 7. Simulation (duplicate actual work