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7/30/2019 4A Developing a Quality Workforce - Orientation and Training
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Pio G. CastilloHUMAN RESOURCE MANAGEMENT
Chapter 4
7/30/2019 4A Developing a Quality Workforce - Orientation and Training
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Pio G. CastilloHUMAN RESOURCE MANAGEMENT
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Pio G. CastilloHUMAN RESOURCE MANAGEMENT
After the selection process, new employees must
be oriented to their job and the organization.
Likewise, all employees periodically need toupdate their current skills or to learn new skills.
Employee orientation and training are major
responsibilities of HR.
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Job Analysis (and Job Design)
Job Description Job Specification
HRP
Recruitment
Selection
New Employees
Current EmployeesOrientation
Training
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Pio G. CastilloHUMAN RESOURCE MANAGEMENT
Orientation is the introduction of new employees
to the organization, the work unit, and the job.
Shared Responsibility Human Resource Department organizational
orientation, training of line managers on how to
conduct orientations Line Manager departmental and job orientation
*Orientation Kit a supplemental packet of written
information for new employees
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Orientation length and timing
Brief and spread over several days of
orientation produce better results than thoseconducted lengthily in a day.
Follow-up and evaluation
Formal and systematic follow-up to the initialorientation is essential. The new employee
should not be told to just drop by if any
problems occur.
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HUMAN RESOURCE MANAGEMENT
Training is a learning process that involves the
acquisition of knowledge, skills, and abilities
(KSAs) necessary to successfully perform a job.1. Environmental changes can make the skills learned
today obsolete in the future.
2. Planned organizational changes can make it
necessary for employees to update their skills or
acquire new ones.
3. Performance problems can be reduced by training.
4. Regulatory, contractual, professional, or certificationissues can require an employer to provide training
for employees.
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HUMAN RESOURCE MANAGEMENT
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Perform Job Analysis
Perform Needs Assessment
Establish Training Objectives
Conduct Training Program
Evaluate Training Outcomes
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Perform Job Analysis
Perform Needs Assessment
Establish Training Objectives
Conduct Training Program
Evaluate Training Outcomes
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Pio G. CastilloHUMAN RESOURCE MANAGEMENT
Perform Job Analysis
Perform Needs Assessment
Establish Training Objectives
Conduct Training Program
Evaluate Training Outcomes
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Pio G. CastilloHUMAN RESOURCE MANAGEMENT
Needs Assessment is a systematic analysis of the
specific training activities the organization
requires to achieve its objectives. Basic methods of Needs Assessment:
Interviews, surveys/questionnaires, observations,
FGDs, and document examination What problems is the employee having in his job?
What additional skills/knowledge does the
employee need to better perform the job?
What training does the employee believe isneeded?
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Pio G. CastilloHUMAN RESOURCE MANAGEMENT
Perform Job Analysis
Perform Needs Assessment
Establish Training Objectives
Conduct Training Program
Evaluate Training Outcomes
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Pio G. CastilloHUMAN RESOURCE MANAGEMENT
Training objectives can be categorized as follows:
1. Instructional Objectives What concepts are to be learned? Who and where are they to be taught?
2. Organizational and Departmental Objectives What will be the impact to the organization and
the department in terms of performance?
3. Individual Performance and Growth
Objectives What impact will the training have on the
personal growth of the individual?
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Pio G. CastilloHUMAN RESOURCE MANAGEMENT
Perform Job Analysis
Perform Needs Assessment
Establish Training Objectives
Conduct Training Program
Evaluate Training Outcomes
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Pio G. CastilloHUMAN RESOURCE MANAGEMENT
Training Methods:
On-the-Job Training
Job Rotation Apprenticeship Training
Classroom Training
Virtual Classroom
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Perform Job Analysis
Perform Needs Assessment
Establish Training Objectives
Conduct Training Program
Evaluate Training Outcomes
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Pio G. CastilloHUMAN RESOURCE MANAGEMENT
Four areas of training evaluation:
1. Reaction how much did the trainees like the
program?2. Learning what principles, facts, and concepts
were learned in the training program?
3.Behavior did the job behavior of the traineeschange because of the program?
4. Results what were the results of the program in
terms of factors such as reduced costs or
reduction in turnover?
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