Providing Orientation and Training Training is important to continuous improvement because of the change that is taking place around us. You need to be.

Providing Orientation

and Training

Training is important to continuous improvement because of the change that is taking place around us. You need to be aware of that change, and you need to be continually growing to adapt to it.

—Peter Kortier, plant training leader, Libbey, Inc.

Chapter 16

Copyright © 2010 by The McGraw-Hill Companies, Inc. All rights reserved.

McGraw-Hill/Irwin

Learning Objectives

1. Summarize reasons for conducting an orientation for new employees.

2. Discuss how a supervisor and the human resources department can work together to conduct an orientation.

3. Identify methods for conducting an orientation.

4. Describe the training cycle.

5. Explain how supervisors can decide when employees need training.

6. Define major types of training.

7. Describe how a supervisor can use coaching and mentoring to support training.

8. Discuss how a supervisor can evaluate the effectiveness of training.

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Training

• Training– Increasing the skills that will enable

employees to better meet the organization’s goals

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New Employee Orientation

• Orientation – the process of giving new employees the

information they need to do their work comfortably, effectively, and efficiently.

• Supervisors must ensure that their employees begin their jobs with all the information they need.

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Benefits of Orientation

• Communicates basic job-related information to employees so they can become productive sooner

• Reduces employee nervousness and uncertainty

• Encourages employees to develop a positive attitude

• Can strengthen positive work relationships

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The Supervisor’s Role

• In a small organization, supervisors often are responsible for conducting orientation.

• Large organizations usually have a formal orientation program conducted by human resources.– Supervisors must still convey information

about job specifics.

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Orientation Topics

• Organization policies and procedures

• Tax and insurance forms

• Job particulars

• How departmental activities lead to organizational goals

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Orientation Topics (cont.)

• Instructions on how to perform the job

• How the employee’s job contributes to meeting department and organizational objectives

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Orientation Methods

• Employee handbook• Tour of the facilities• Involvement of co-

workers• Follow-up

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The Training Cycle

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The Training Cycle

• Assessment of training needs

• Planning steps:– Set objectives that are written, measurable,

clear, specific, and challenging but achievable– Decide who will participate– Choose training methods

• Implementation

• Evaluation

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Use of Various Training Methods

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Assessment of Training Needs

• To identify training needs– Observe problems in the department that

suggest a need for training.– Evaluate areas of change, considering what

new knowledge and skills employees will need.

– Ask employees.– Consider needs during departmental

planning.

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Assessment of Training Needs (cont.)

• Mandatory training– Government regulations– Union work rules– Company policy

• Learning environment– Foster a climate that values learning– Set a good example– Share information

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Types of Training

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Types of Training

• On-the-job training• Apprenticeship• Cross-training• Vestibule training

• Classroom training• Computer-based

instruction• Role playing• Basic-skills training

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Types of Training

• On-the-job training– Teaching a job while trainer and trainee

perform the job at the work site

• Apprenticeship– Training that involves working alongside an

experienced person, who shows the apprentice how to do the various tasks involved

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Types of Training

• Vestibule training– Training that takes

place on equipment set up in a special area off the job site

• Interactive multimedia– Computer software

that brings together sound, video, graphics, animation, and text and adjusts content on the basis of user responses

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10 Major Advantages of E-Learning

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Types of Training

• Role-playing– A training method in which roles are assigned

to participants, who then act out the way they would handle a specific situation

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Coaching to Support Training

• Coaching– Guidance and instruction in how to do a job

so that it satisfies performance goals.• As a coach, supervisors engage in:

– Regular observation– Teaching– Encouragement

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Mentoring

• Mentoring– Providing guidance, advice, and

encouragement through an ongoing one-on-one work relationship.

– For employees who have great potential, need extra attention and have specifically been assigned to the supervisor

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Mentoring Activities

• Act as a sounding board

• Share knowledge and experience

• Guide employees to discover the results of their own behavior

• Share organizational opportunities

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Evaluation of Training

• Was the trainer well prepared?• Did the trainer communication the information

clearly and in an interesting way?• Did the training include visual demonstrations in

addition to verbal descriptions of how to do the task?

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Evaluation of Training (cont.)

• Were the employees well enough prepared for the training program?

• Did the employees understand how they would benefit from the training?

• Did employees have a chance to ask questions?• Did the employees receive plenty of praise for

their progress?

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