HRD

Module 2- Training and Development

C:\Users\Rithvik-PC\Desktop\sjcc\Training.docx

Orienting Employees

• The process of adjusting to the new work organization is called Organizational Socialization

• Socialization – a lengthy process, sometimes days, weeks and months.

• Co-workers perceptions of the new worker is also important.

• 30% of the lowest tenure of employees are newcomers.

Successful Orientation

• The newcomers satisfaction, performance and commitment to the organization.

• The work groups satisfaction and performance• The startup cost invested in newcomers-

recruitment, selection, training and the time –till the newcomer is full swing employee

• The chances that the employee will remain in employment.

• The cost of replacing the employee if he/she leaves.

Orientation./Induction

• Once employees are selected, they must be prepared to do their jobs, which is when orientation and training come in.

• Orientation means providing new employees with basic information about the employer. Training programs are used to ensure that the new employee has the basic knowledge required to perform the job satisfactorily.

One of the first and most lasting impression that a new employee will have of their employees is how they were greeted and treated on their first day of work.

• Orientation programs not only improve the rate at which employees are able to perform their jobs but also help employees satisfy their personal desires to feel they are part of the organization's social fabric.

• The HR department generally orients newcomers to broad organizational issues and fringe benefits.

• Supervisors complete the orientation process by introducing new employees to coworkers and others involved in the job. A buddy or mentor may be assigned to continue the process.

Four Basics of Orientation

• The new employee should feel welcome and at ease-its past,present culture,vision of the future,

• Understand the key polices, and procedures.• Clear about what is expected out of the work and behaviour.• The person should have begun the process of socializing into

the workforce acting and doing things the ‘firm way’• Eg. The mayo Clinic recently changed its orientation program.

The new heritage and culture program contains core principles, history, work atmosphere , teamwork, personal responsibility, I innovation, integrity, diversity, customer service and mutual respect

Time factor

• The Orientation program can range between 10 mins to 10 days long (Toyota).

• The HR Specialists usually does the first part…explaining the basic rules,policies, regulations,working hours, benefits, security aspects

• The new employees received a handbook or a softcopy of the handbook via the internet covering most of these .

• Today preloaded digital assistant are assigned to managers using technology advancement containing contacts information, images of employees, main task to be performed.

• Are putting new-hire and new-Leader orientation information on CD-ROMs,including hyperlinks ... Personal Digital Assistants (PDAs)

• Virtual Orientation-..\Desktop\sjcc\Virtual Orientation.mp4• ..\Desktop\sjcc\neopresentation.pdf

• An employee handbook is a manual that contains an employer’s work rules and policies.

• It can also contain other information that is useful to the employee, such as the business’s history, its goals, and its commitments to customers or community.

• It also describes what new employee can expect from the company.

Employee Handbook...\Desktop\sjcc\2013 Employee Handbook_tcm80-279403.pdf

Advantages

• When to communicate work rules: To make sure employees are aware of the rules before they have the chance to break them to give periodic reminders as well

• Oral communication of work rules: Oral communication is usually best for very small businesses, where the employer and employees need a lot of flexibility in dealing with each other.

• Written communication of work rules: giving employees policies, rules, and expectations in writing has several advantages — it allows to document that the employee was informed about the rules

legal disputes courts have considered an employee handbook to be a contractual obligation so….

• The company employee handbook and related personnel policies are usually the first formal communication that an employee gets after they join team.

• The best companies work to make sure the first impression is a good one and use the handbook as an opportunity to communicate their corporate culture.

• In the event of a dispute or poor performance review, this will bethe fi rst place that the employee turns so it should be made sure that the information is clear and informative about what will happen next.

Orientation Roles• Research has shown that 70% -86% of all organisation conduct

Orientation.• Orientation is called encounter stage of an employee .• In this encounter stage, the orientation is more effective if the

interaction of the new employees is more frequent with his superivors,co-workers and other organisation members.

• Interactions leads to socialization and new employees rate these interactions are most helpful

• New employees are proactive information seekers in any job role, organisation and at all levels.

• Orientation experience of the new employees should all more interaction with other members in various orientation roles to give a positive atmosphere

The Newcomer

• The Newcomer’s attitude(organisational comitment, job satisfaction and intention to stay) have high correlation with Orientation.

• The newcomer –active learner.• In Corning and Texas- new comers are put in guiding the

learning process.• In Corning- the entire orientation is guided self-

learning(guided by HRD,superivors,co-workers and resource materials)

• In Texas-newcomers are encouraged to take initiatives to get to know their superivors.

Learning of the newcomers-5 stages(Cynthia Fisher)

• Preliminary Learning: Discovery that learning is required, what to learn, from whom to learn.

• Learning abt the organisation: goals, values, policies of the organization

• Learning to function in a group: values, norms, rules and friendship within it

• Learning how to perform the job- skills, knowledge, expertise required.

• Personal Learning-Learning from experience with job, organization including self-identity, expectations ,self-image and motivations required.

Disadvantages of Orientation.• Too much paper work.• Information overload.• Information irrelevance.• Severe scare tactics(Too much emphasis on negative

aspects of the job or failure consequences)• Too much selling of the organisation.• More one way communication(top-down)• One-shot mentality-(one day orientation-back to job

the next)• No follows• No diagnosis or evaluation of the Orientation program