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Socialization:
Socialization is the process of adapting the norms, values, culture, beliefs and
working procedure adapted by the organization. Applicants may or may not know
different methods, procedures, acceptable behavior and normal flow of work in the
organization. Therefore, management first should make them familiar in
organizational working environment. The process of making newly appointed
candidates familiar in the working setup, culture, tradition, norms and working
procedure of organization is called socialization.
For our purpose, socialization is the process of interacting personal norms, values,
beliefs and understanding with organizational norms, values, beliefs and
understanding and accepting the organizational one. This makes individual
acceptable to the organizational working culture. This takes place conveying
important information into three ways i.e. general information about job
responsibility, review of organizational history, and detailed presentation of
organizational policies and procedures. Socialization process becomes complete
when organizational culture is accepted as individual personality.
Purpose or Importance of Socialization:
Main purpose of socialization is to make newly selected employees familiar with the
organization's norms, culture and tradition. It has the following objectives.
1. Employee orientation:
The primary purpose of socialization is to orient newly appoint employees in the
organization. Such employees do not have sufficient information and know how
about organizational norms, values, culture and normal workflow. This should be
clear to the employees for effective flow of work. Socialization through
orientation makes employees clear about their responsibility and accountability.
2. Improved performance:
Socialization helps to understand the organization's culture, norms and values. It
helps to understand the working process and techniques adopted in
organization. Socialization maintains the harmonious environment among the
employees and management. All these things help to improve the performance
of organization.
3. Employee satisfaction:
Other purpose of socialization is to increase employee satisfaction. Harmonious
relation in the organization, two way communication, mutual understandings
among employees, etc. help to improve the employee satisfaction.
4. Organizational stability:
Satisfied employees improve the organizational performance. Better
organizational performance helps to improve the profitability and provides the
opportunities of organizational growth and development. This improves the
organizational stability.
5. Harmonious relation:
For organizational prosperity, there must be harmonious relation between
employees - management and employees - employees. Socialization maintains
open environment in the organization. This makes the close bond in between all
level employees and managers. It is possible to maintain mutual trust and
cooperation among all parties in the organization.
Socialization process
Socialization aims to change individual behavior into socially accepted organizational
behavior. Employees should fully accept the common organizational norms, values and
tradition. For this, they take time. During socialization process, employees have to pass
through different stages which are commonly known as socialization process. Socialization
process consists of following stages:
1. Pre-arrival stage:
This stage is also known as pre-entry stage. Employees know the basic information,
knowledge, rules and regulation regarding the job responsibilities before they join the
organization. They accept organizational values, norms and work ethics from their prior job
experience. They get information regarding the organization through the recruitment and
entire selection process as well. Likewise, nowadays many training institution or programs
also provide basic socialization. From all these events, employees accept the common
organizational norms with changing their own values and norms. Thus, employees get
socialization before they join the organization which is known as pre-arrival stage.
2. Encounter Stage:
Individual may not have the clear understanding about organizational norms, culture and
values before joining the organization. They may have accepted the common job related
behaviors but organization may have different organizational culture. Their common
understanding and organizational work set up may not match. This situation brings the
situation of confrontation. Thus, the stage of confronting personal values, norms,
understanding and perception with the organizational norms, values and culture in
socialization process is known as encounter stage.
In this stage, employees compare their prior perceptions about organization, job and working
environment with the reality. Following three different condition will result the encounter
stage:
Employee Orientation
Employee orientation is part of a long-term investment in a new employee. It is an
initial process that provides easy access to basic information, programs and
services, gives clarification and allows new employees to take an active role in their
organization.
An orientation program helps the employee understand their assigned duties, terms and
conditions of employment as well as the organizational culture. It provides the following
information:
Orientation to business:
History
mission statement
goals and objectives
organizational structure, e.g. own job description and relationship of position to other positions
future plans
Company policies and procedures, for example:
dress code
reporting procedures
smoking restrictions
expense claims
Why is Orientation Important?
Faculty Orientation is important because it lays a foundation for the new employees entire
career with the department. First impressions are important since they establish the basis for
everything that follows. Without orientation, a new employee sometimes feels uncomfortable in
his/her new position and takes longer to reach his/her full potential.
Orientation is important because it:
Provides the new employee with concise and accurate information to make him/her more
comfortable in the job;
Encourages employee confidence and helps the new employee adapt faster to the job;
Employee Training
Employee training and development is a broad term covering multiple kinds of employee
learning.
Training is a program that helps employees learn specific knowledge or skills to improve
performance in their current roles. Development is more expansive and focuses on employee
growth and future performance, rather than an immediate job role.
Introduction:
TNA is the process of identifying the gap between employee training and needs of training.
Training needs analysis is the first stage in the training process and involves a procedure to
determine whether training will indeed address the problem which has been identified. Training
can be described as the acquisition of skills, concepts or attitudes that result in improved
performance within the job environment.[citation needed] Training needs analysis looks at each
aspect of an operational domain so that the initial skills, concepts and attitudes of the human
elements of a system can be effectively identified and appropriate training can be specified.[1]
Training methods
On-the-job training Methods:
Under these methods new or inexperienced employees learn through observing peers or
managers performing the job and trying to imitate their behaviour. These methods do not cost
much and are less disruptive as employees are always on the job, training is given on the same
machines and experience would be on already approved standards, and above all the trainee is
learning while earning. Some of the commonly used methods are:
1. Coaching:
Coaching is a one-to-one training. It helps in quickly identifying the weak areas and tries to
focus on them. It also offers the benefit of transferring theory learning to practice.
2. Mentoring:
The focus in this training is on the development of attitude. It is used for managerial employees.
Mentoring is always done by a senior inside person. It is also one-to- one interaction, like
coaching.
3. Job Rotation:
It is the process of training employees by rotating them through a series of related jobs. Rotation
not only makes a person well acquainted with different jobs, but it also alleviates boredom and
allows to develop rapport with a number of people. Rotation must be logical.
4. Job Instructional Technique (JIT):
It is a Step by step (structured) on the job training method in which a suitable trainer (a) prepares
a trainee with an overview of the job, its purpose, and the results desired, (b) demonstrates the
task or the skill to the trainee, (c) allows the trainee to show the demonstration on his or her own,
and (d) follows up to provide feedback and help. The trainees are presented the learning material
in written or by learning machines through a series called frames. This method is a valuable
tool for all educators (teachers and trainers). It helps us:
a. To deliver step-by-step instruction
b. To know when the learner has learned
c. To be due diligent (in many work-place environments)
5. Apprenticeship:
Apprenticeship is a system of training a new generation of practitioners of a skill. This method of
training is in vogue in those trades, crafts and technical fields in which a long period is required
for gaining proficiency. The trainees serve as apprentices to experts for long periods. They have
to work in direct association with and also under the direct supervision of their masters.
The object of such training is to make the trainees all-round craftsmen. It is an expensive method
of training. Also, there is no guarantee that the trained worker will continue to work in the same
organisation after securing training. The apprentices are paid remuneration according the
apprenticeship agreements.
development of key skills such as communication, group working and problem solving, and
increases the trainees enjoyment of the topic and hence their desire to learn.
(c) Role Playing:
Each trainee takes the role of a person affected by an issue and studies the impacts of the issues
on human life and/or the effects of human activities on the world around us from the perspective
of that person.
It emphasizes the real- world side of science and challenges students to deal with complex
problems with no single right answer and to use a variety of skills beyond those employed in a
typical research project.
In particular, role-playing presents the student a valuable opportunity to learn not just the course
content, but other perspectives on it. The steps involved in role playing include defining
objectives, choose context & roles, introducing the exercise, trainee preparation/research, the
role-play, concluding discussion, and assessment. Types of role play may be multiple role play,
single role play, role rotation, and spontaneous role play.
(d) In-basket training:
In-basket exercise, also known as in-tray training, consists of a set of business papers which may
include e-mail SMSs, reports, memos, and other items. Now the trainer is asked to prioritise the
decisions to be made immediately and the ones that can be delayed.
Employee Development
Encouraging employees to acquire new or advanced skills, knowledge, and view points, by
providing learning and training facilities, and avenues where such new ideas can be applied.
Organizational development is the process of helping organizations improve through change in
policies, power, leadership, control, or job redesign. The main focus is to improve efficiency and
effectiveness within the organization. Organizational development can be undertaken by the
organization's leadership or an outside consultant such as Lenny.
Organizational climate, organizational culture, and organizational strategy are the three main
sections of organizational development theory. Organizational development is a continuous
process based on managing future change based on diagnosis, planning, and evaluation. Let's
take a closer look at how Intestinal Distress Taco restaurant chain morphed into the Burger
Queen stores. The organizational development change in the restaurants and leadership impacted
the overall climate, culture and business strategies of the company.