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Training and Developing Employees

Orienting Employees

Employee orientation provides new employees


with basic background information needed to
perform their jobs satisfactorily
Socialization is the continuing process of
instilling in all employees the attitudes,
standards, values and behavior patterns
expected by the company
Types of Orientation Programs

Can be brief, informal introductions or lengthy,


formal programs of a half-day or more
New hires usually receive printed or web-based
handbooks, employee benefits, personnel
policies, daily routine, company
organization/operations and safety
measures/regulations
Purposes of Orientation

The employee should feel welcome


He or she should understand the organization in
a broad sense (past, present, culture and vision)
as well as key policies and procedures
The employee should be clear about company
expectations
The employee should begin the socialization
process
The Orientation Process

Is performed by a HR specialist
Orientation can utilize technology like personal
digital assistants (PDAs); computer disks
containing discussions of corporate culture,
facilities videos and welcome messages; or
orientation websites filled with info on the
companys take on hiring, ethics and policies
Employers may use Virtual Orientation for
employees off-site
Trainings Purpose and Process

Training refers to methods employers use to


give new or present employees the knowledge
and skills needed to perform their jobs
Training today is characterized by three things:
1. Increasingly technology-based
2. Trainers focus more explicitly on improving
organizational performance
Trainings Purpose and Process, cont.

3. Training includes more


than technical skills and
usually includes team-
building, decision-
making and
communication skills
training
The Training and Development Process
Competency Models

Generic models or set of


guidelines for jobs or closely
related groups of jobs
Competency means
knowledge, skills and
behaviors that enable
employees to effectively
perform their jobs
Setting Training Objectives

After discovering needs trainers set concrete,


measurable instructional objectives that specify
what outcomes should be achieved
Provide focus for efforts and a benchmark for
evaluation
Traditional Training Techniques

On-the-job training
Informal learning
Apprentice training
Videoconferencing
distance learning
Training and Development
objectives
1-Individual Objectives help employees in
achieving their personal goals, which in turn,
enhances the individual contribution to an
organization.

2-Organizational Objectives assist the


organization with its primary objective by
bringing individual effectiveness.
3-Functional Objectives maintain the
departments contribution at a level
suitable to the organizations needs.

4-Societal Objectives ensure that an


organization is ethically and socially
responsible to the needs and challenges
of the society.
Computer and Internet-Based Training

DVD based training


Simulated learning
Internet-based training
Learning portals
Virtual classrooms
Mobile learning
Instant messaging
Managerial Development and Training

Managerial development is any attempt to


improve managerial performance by through
training efforts including:
In-house programs such as courses, coaching
and rotational assignments
Professional programs such as SHRM
seminars
University programs such as executive MBAs
Trends in Management Development

Program should be aligned with company


strategy and goals
Emphasis on supplementing traditional methods
with realistic methods
Trainee assessment precedes manager
development programs
Managerial On-the-Job Training

Job rotation
Coaching/
understudy
method
Action learning
Why training sometimes fails?
1-The trainers are not qualified.
2-The duration of the training course does
not cover all the material.
3-The training is not relevant.
4-There is no communication and interaction
between the trainers and the trainees.
5-Suitable environment is not available for
the training course.
The difference between training
and development
Training is focused on individual tasks;
training has a beginning and an end.
Development is the whole person
concept; the job of development has no
end.
Action Learning Methods
Case-study method which is useful if the trainer:
Guides trainees without stating his/her opinions in
examining possible alternatives and consequences
Keeps in mind his/her own analysis of the case
situation is irrelevant and may hinder the group
Keeps the aim of training in mind and facilitates the
group discussion
Management games
Outside seminars
University-related programs
In-house learning and development centers
Learning portals and accounts
Executive coaches
Organizational Development

Organizational development (OD) aims to


change attitudes, values and beliefs of
employees so that employees can identify and
implement changes usually with the aid of a
consultant
Survey feedback
Sensitivity training
Team-building
Organizational Change

Difficult to achieve but


necessary due to
international competition
Individuals, groups and
even entire organizations
may resist change
because they are used to
the usual way of doing
things or fear of power
loss

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