Topic: ORIENTATION & TRAINING

Presented to: Sir.Tasman Pasha

Presented by:Beenish Jahangir

07-04 BsIT-3rd Department of Computer Science BZU, Multan

Orienting EmployeesOnce employees are on board, the employer must train and orient them.

Purpose of orientation “Potential is one thing, performance is another” • High potential employees doesn’t guarantee they’ll succeed. •They don’t know what to do or how to do. • So they must be oriented and trained about their JOB.

•Employee orientation

A procedure for providing new employees with basic back- ground information about the firm.

• Orientation must accomplish four things:Employee should;

1.Feel welcome and at ease2.Understand the organization’s

policies & procedures in a broad sense

3.Be clear about what is expected in terms of work & behaviour4.Become socialized according to the firm’s way of acting & doing things

• Don’t underestimate orientation’s importance.

THE ORIENTATION PROCESS

•Ranges from 10-mins to week-long programs

HR specialist Explains basic matters, working,

hours, benefits, vacationsSupervisor

Organization of departmant, new colleagues, reduce 1st day jitters, familiarizing with work place

Different firms having different ways;

•Technology•Preloaded personal digital assistant•Internet-based employee handbook•Web

Orientation includes information on;

•Employee benefits•Personal policies•Daily routine•Company organization •Operations•Safety measures and regulations•Facilities tour

•TRAINING

The process of teaching new employees the basic skills they need to perform their jobs.

“Training is hallmark of good management”

Training’s strategic context•Focus on teaching technical skills

•Training programs must make sense in terms of company’s strategic goals

Training record•Influencing organizational effectiveness•Scoring higher than appraisal & feedback•Below goal setting in its effect on productivity

Performance Management

Taking an integrated, goal- oriented approach to assigning,

training, and rewarding employees’ performance.

•Companies spent $826 per employee for one recent year, 28 hours of training.

• The 5-step Training & Development Process

1.Analysis step 2.Instructional design 3.Validation step4.Implement step5.Evaluation step

•Training, Learning & Motivation

In terms of ability a trainee needs;•Reading skills, •Writing skills,•Mathematics skills, •Required educational level,•Intelligence, •Knowledge base.

Motivational Steps1.Make the learning meaningful

• Overview of material • Familiar examples• Present logically & in meaning- ful units• Concept familiar to trainees• Visual aids

2.Make skills transfer easy

•New skills and behaviour from training site to job site•Similarity between training situation & work situation•Adequate practice•Direct attention to important aspects of job•‘heads-up’ preparatory information

•Motivation principles for trainers

•Provide realistic practice•Learn from responses •Let the trainees pace themselves•Create training need in their minds•Schedule

•Analyzing Training Needs

•Analyzing new employees•Analyzing current employees

•Negligent training

A situation where an employerfails to train adequately, and the employee subsequently harm a third party.

Assessing new employees training needs

•Task analysisA detailed study of a job to identify the specific skills required for the job

Assessing current employees training needs

•Performance analysisThe process of verifying that there is a performance deficiency and determining whether that deficiency should be corrected through training or through some other means.

Thank you!