AgendaTopic Name Time

1. Socialization2. Insider-Outsider Passage Ahmed Abdel Tawab 10’

3. Orientation4. Employee Handbook5. Importance of Employee Training

Dalia Nayel 15’

6. Training7. Training Evolution Tarek El-Rayes 10’

8. Organizational Development9. Learning Organization Mahmoud El-Masry 10’

10. Training Methods11. Int’l Training and Development Rasha Salama 15’

IntroductionSocialization, Orientation, Training and Developing employees are four words which refers to a process of helping new employees adapt to their organizations and work responsibilities and become fully productive

Outsider – Insider PassageSocialization, or “on boarding” is a process of adaptation to a new work role

Assumptions of employee socialization:1. Organizational stability

a) Socialization strongly influences it

b) Increases through socialization

2. New members suffer from anxiety

3. Socialization does not occur in a vacuum

4. Individuals adjust to new situations in remarkably similar ways

Outsider – Insider PassageThe socialization process:1. Prearrival Individuals arrive with a set of values, attitudes, and expectations developed

from previous experience and the selection process.2. 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.

3. Metamorphosis Individuals have adapted to the organization, feel accepted, and know what is expected of them.

The Purpose of New-Employee Orientation

Orientation is the activities that introduce new employees to the organization and their work units

•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 objectivesHistoryPhilosophyProceduresRulesHRM policies and benefitsFellow employees

Learning the organization’s cultureLearning 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 and HRM’s Role in Orientation

CEOs can

1. welcome employees

2. provide a vision for the company

3. introduce company culture

4. convey that the company cares about employees

5. allay some new employee anxieties

HR has a dual 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 HandbookHR’s permanent reference guide:

the employee handbook

a central source for teaching employees company mission

history, policies, benefits, culture

employers must watch wording and include a disclaimer

to avoid implied contracts

Employee Training

• Jobs in today’s Dynamic Organization’s have become more complex.

• The importance of employee education has increased.

Example: Nearly three-quarter of airline crashes are caused of human error.

Employee Training

• Employee Training: present-oriented training that focuses on individual’s current jobs.

• Relative permanent change in employees that improves job performance.

• Training involves changing skills, knowledge, attitudes or behaviour.

• Managers, possibly with HRM assistance decide when and what training employees need.

Employee Training

Employee Training:Training enhances skills and abilities needed to

immediate perform their jobs.Employee Development: Development focuses on more skills and

knowledge for future career progress.

Employee Training

What are the Organization’s

Goals?

What Tasks should be

accomplished to achieve

Goals?

What Behaviours are necessary for each job incumbent to complete

his or her arranged tasks?

What deficiencies, if any do incumbents have in the skills,

knowledge, or abilities required to exhibit the

necessary job behaviours?

Is there a need for Training?

Employee Training

On-the-job Training Methods• Job Rotation• Apprenticeships• InternshipsOff-the-job Training Methods• Classroom Lectures• Multimedia Learning• Vestibule Training

Organizational Development

• Occurs when organizations engage in systematic assessments of themselves and their environment to achieve goals more effectively

• OD can be defined as change that increases organizational effectiveness across entire organization

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Organizational Development

• Occurs when organizations engage in systematic assessments of themselves and their environment to achieve goals more effectively

• OD can be defined as change that increases organizational effectiveness across entire organization

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Change Process Viewpoints

• The Calm Waters MetaphorSymbolizes a break in the organization’s equilibrium state

• Unfreezing the status quo• Changing to a new state• Refreezing to make the change permanent

Change Process Viewpoints

• The Calm Waters MetaphorSymbolizes a break in the organization’s equilibrium state

• Unfreezing the status quo• Changing to a new state• Refreezing to make the change permanent

Change Process Viewpoints

• White-water Rapids Metaphor– Lack of environmental stability and predictability– Requires managers and organizations continually

adapt (manage change actively) to survive

Evaluation

• Formal evaluation: uses observation, interviews, and surveys to monitor training while its going on.

• Summative evaluation: measures results when training is complete in five ways:1. Reaction2. Knowledge3. Behavior4. Attitudes5.Productivity

Evaluating Training & Development Effectiveness

Did the training correct the deficiencies assesed as needing attention?

• Training effort is achieving its goals.• Benefits gained must overweigh the cost of learning experience.

How will we determine if a training program is effective?

Evaluating Training

Return on Investment Method

• Used when output can be measured in figures.

• Example: cost increase/decrease, sales production, revenue…etc

• Dividing the benefit of the training by the training expenses.

Kirkpatrick’s Model Approach

• Used for skills that are hard to quantify.

• Better communication skills, learning a language, attitudes &behaviors..etc

• Four- level approach, measuring the following

Level 2How much the participants learned.

Level 3 Whether the training actually changed the trainees behavior.

Level 4Whether the training benefited the employer or not.

Level 1 The reactions of trainees towards the training.

Kirkpatrick’s Model Approach

Evaluating TrainingTrainees Opinions

Another general approach is to simply ask the employees for their opinion!!

Positive comments Favorable Evaluation

Negative comments Should be Eliminated

However it’s the least valid being influenced by other factors

Performance-Based Evaluation Measures

1. Post –Training performance Model2. Pre-Post – Training performance Method.3. Pre-Post-Training Performance Method with control

group Method.

1- Post –Training performance Model

Based on how well employees can perform their jobs after training.

A follow up to be made after a certain period of time to see whether techniques addressed in the program are used or not.

2- Pre-Post – Training performance MethodBased on the difference in performance before and after training.

Each participant is evaluated prior to training and reevaluated after.

It deals directly with the job behavior.

3- Pre-Post-Training Performance Method with control group Method.Comparing pre- and post-training results with individuals.

2 groups are evaluated on actual job performance by a control group& reevaluated at the conclusion of training.

International TrainingCross-Cultural Training for Expatriates:• When expatriate arrives in new locations, they are

the foreigners.- Cultural background, history, politics..etc

• Language Training.Communicating in the local language makes a good

impression & life much easier

Development IssuesOverseas assignment should be a part of a

development programs;Advantages:• Return with broader experiences.• Acquire greater flexibility• Do things differentlyDisadvantages:• When returned largely ignored & may quit.• Others become reluctant to overseas posts.• Extremely costly for the company.

Thanks