Socialization, Orientation, Training and Development Socialization, training and development are all used to help new employees

s 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 own goals by exhibiting these behaviors. Socialization & Orientation Besides having the requisite knowledge, skills, and abilities to perform on the job, new hires must be socialized to the organizations culture (orientation) and trained to do the job (training). Orientation is a process, whose major objectives are to reduce the anxiety level that all new employees feel; to familiarize them with the job, the work unit, and the organization; and to embed organizational values, beliefs, and accepted behaviors. Successful orientation maximizes new hire on-the-job success and minimizes turnover. Orientation Socialization Process to Familiarization to introduce new Organization and its employees to Values organization Improved Success Familiarizes new On the Job employee to job Minimizes Turnover and work unit Helps employee to understand values, beliefs, and acceptable behaviors

1. The socialization Process 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. Socialization is influenced by subtle and less subtle 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 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 organizations standards. Metamorphosis stage: Individuals have adapted to the organization, feel accepted and know what is expected of them.

New-Employee Orientation Roles The CEOs 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. HRMs 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.). Methods of 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

New-Employee Orientation Purpose 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 organizations objectives History Philosophy Procedures Rules HRM policies and benefits Fellow employees Learning the Organizations 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.

3. Employee Training Definitions 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. Training and Development Training and development is important to ensure that people continue to learn skills, etc. to help the company be successful. Employee training is a learning experience that seeks a relatively permanent change in employees such that their ability to perform at their current job improves. This may mean changing what employees know, how they work, or their attitudes toward their jobs, co-workers, managers, and the organization. Management is responsible for deciding when employees are in need of training and development and what form it should take. Learning experience that seeks relatively permanent change Involves changing skills, knowledge, attitudes or behaviors Training tends to be done for current job Develop usually means acquiring skills for future work

Determining Training Needs However, before any training takes place, and organization should determine is training is the appropriate intervention. Managers can be alerted to training needs by numerous signals: for instance, productivity related signals like decreases in output and quality or increases in accidents; and, future elements like jobs that have been redesigned or technological breakthroughs. Most training takes place on the job. Such training is convenient and cost effective. But, on-the-job training can disrupt the workplace, and some skills are too complex to learn on the job. In such cases, training should take place outside of the work setting.

Cross-Cultural Training Necessary for expatriate managers and their families: before assignments (to learn language and culture) during, and after foreign assignments (to adjust to changes back home). Cross-cultural training is more than language training Involves learning about the cultures: History Politics Economy Religion Social climate Business practices May involve role playing, simulations and immersion in the culture.