Strategy for Human Resource Management Lecture 16 HRM 765.

Strategy for Human Resource Management

Lecture 16

HRM 765

Last Lecture

• Background Investigation

• Job Offers

• Medical/Physical Examination

• Reliability: The ability of the selection tool to measure an attribute consistently.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Last Lecture

• Validity: The relationship between scores on a selection tool and a relevant criterion, such as job performance.

• Indicates how well a selection tool predicts job performance.– Content– Construct– Criterion-related

• Selection From a Global Perspective• Suggestions for making your interviews as an successful

applicant• Accept Error/ Reject Error


Topic

Socializing, Orienting, and Developing Employees


Learning Outcomes

• Define socialization.• Identify the three stages of employee socialization.• Identify the key personnel involved in orientation.• Describe the purpose of the employee handbook and explain

what information should be included in the handbook.• Explain why employee training is important.• Define training.• Describe how training needs evolve.


HRM Process


Introduction

• Socialization, training and development are all used to help new employees adapt to their new organizations and become fully productive.

• Ideally, employees will understand and accept the behaviors desired by the organization, and will be able to attain their goals by exhibiting these behaviors.


Socialization

– 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.


The assumptions of employee socialization

– Socialization strongly influences employee

performance and organizational stability– Provides information on how to do the job and

ensuring organizational fit. – New members suffer from anxiety, which

motivates them to learn the values and norms of the organization.


The assumptions of employee socialization

– Socialization is influenced by subtle and less subtle (Difficult to detect) statements and behaviors exhibited by colleagues, management, employees, clients and others.

– Individuals adjust to new situations in remarkably similar ways.

– All new employees go through a settling-in period.


The Socialization Process

The Socialization Process Pre-arrival stage:

Individuals arrive with a set of values, attitudes and expectations which they have developed from previous experience and the selection process.



– Encounter stage: 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 stage: Individuals have adapted to the organization, feel accepted and know what is expected of them.


The Insider-Outsider Passage


A Socialization Process

The Purpose of New-Employee Orientation

• Orientation may be done by the supervisor, the HRM staff or some combination.

• Formal or informal, depending on the size of the organization.

• Covers such things as:– The organization’s objectives– History– Philosophy– Procedures– Rules– HRM policies and benefits– Fellow employees



• Learning the Organization’s Culture – Culture includes long-standing, often

unwritten rules about what is appropriate behavior.

– Socialized employees know how things are done, what matters, and which behaviors and perspectives are acceptable.



The CEO’s Role in Orientation • Senior management are often visible

during the new employee orientation process.

• CEOs can:– Welcome employees. – Provide a vision for the company. – Introduce company culture -- what matters. – Convey that the company cares about

employees. – Allay some new employee anxieties and help

them to feel good about their job choice.



HRM’s Role in Orientation • Coordinating Role: HRM

instructs new employees when and where to report; provides information about benefits choices.

• Participant Role: HRM offers its assistance for future employee needs (career guidance, training, etc.).


Employee TrainingDefinitions

– Employee training a learning experience designed to achieve a relatively permanent change in an individual that will improve the ability to perform on the job.

– Employee development future-oriented training, focusing on the personal growth of the employee.


Present jobs

Future jobs

Training-------------------------

Development

21

The Training System

NeedsNeedsAssessmentAssessment

TrainingTrainingObjectivesObjectives

ImplementationImplementation

EvaluationEvaluation

Employee Training

Determining training needs • Specific training goals should be based on:

– organization’s needs– type of work to be done– skills necessary to complete the work

• Indicators of need for more training:– drops in productivity– increased rejects– inadequate job performance


Employee Training• Determining training needs

– The value added by training must be considered versus the cost.

– Training goals should be established that are tangible, verifiable, timely, and measurable.


Employee Training


Determining Training Needs

Employee Training

• On-the-job training methods– Job Rotation– Understudy Assignments

• Off-the-job training methods– Classroom lectures– Films and videos– Simulation exercises– Vestibule training


Summary

• Socialization, training and development• Stages of orientation and socialization.• The Purpose of New-Employee Orientation• The CEO’s Role in Orientation • The HR manager’s Role in Orientation • Employee Training

– Indicators of need for more training– Determining Training Needs– On-the-job training methods– Off-the-job training methods


Strategy for Human Resource Management Lecture 16 HRM 765.

Documents

employee training

new employees

employee performance

employee handbook

new situations

new organizations

new members

job performance