Luzminda A.

Malcampo
Ritchel M. Molero
Jesette Caroline S. Salas
Joseph Mark C. Salas
Lynette B. Ysalina
 The effectiveness and success of an
organization lies on the people who
form and work within the organization.

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 It follows therefore that the employees
in an organization need to acquire the
relevant skills and knowledge to be
able to perform their duties and make
meaningful contributions to the
success of the organizational goals.

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 • Employee
Orientation
• Training
&Development

• Job versus
Career
• Career
Management

• Appraising
Performance
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• Improving Performance
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 Effectively orienting new employees
to the workplace and to their positions
is critical in establishing successful,
productive working relationships.

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 The act of welcoming
recruits into the
organization.
 It is a make or break
period for the newly
hired employee
 1. To reduce start-up costs;
2. To reduce anxiety; 
3. To reduce employee turnover ;
4. To save time for supervisor & co-workers; 
and
5. To develop realistic job expectations,
positive attitudes and job  satisfaction.

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 An effective orientation will:

 Foster an understanding of the business

culture, its values, and its diversity;
 Help the new employee make a successful

adjustments to the new job;

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 An effective orientation will:

 Help the new employee achieve objectives

and shorten the learning curve
 Help the new employee develop a positive

working relationship by building a

foundation of knowledge about the
company.

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 Pre- Learning
Employmen Job Mastering
the
t Orientation the Role
Routines
Prior to the First week on Six months &
the job First Few beyond
employees first
months
day

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1. Overview Orientation
2. Job-specific Orientation
 • Company VMV &
History
Specific • Business facts
Informati
on
• Navigating in the
business
environment
• Etc.
• Health
Benefits
Insurance
Informati Options
on • Retirement
Planning
• Etc.
• Specific
Objectives responsibilities
and • Day-to-day job
Operations information
• Individual
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performance
 1. All effective programs view
orientations as an ongoing process,
not just a one-day program;

2. Because orientation is an ongoing

process, information is given to new
employee closest to the time it is
needed;

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 3. Successful orientation programs
shared their “corporate culture”;

4. The employee’s first day is truly

welcoming and helps the employee
feel useful and productive;

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 5. The benefits of orientation are clear
and visible to both the new
employee and the organization;

6. The supervisor’s role is clear and

well executed with the HRD’s
assistance;

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 7. Orientation objectives in successful
organizations are measurable and
focus on specific knowledge, skill
acquisition, and influencing
attitudes;

8. Adult learning concepts are known

and used to guide orientation;

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 9. Many NEO programs use guest
speakers (live or on video tape); and

10. The NEO process is evaluated by

participants, supervisors and the HRD
from bottom line results

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- Mark Twain
  It is a systematic development of:
 Knowledge;
Skills; and
Attitudes

required by employees to perform

adequately on a given task.

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  To increase employee efficiency,
professional growth, smooth and
more effective organization’s
operations.

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  Research shows that productivity
increases while training takes place.

 Staff who receive formal training can be

230% more productive than untrained
colleagues who are working in the same
role

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 Train
ing
&
Dev’t The
.
Flow-on
Staff
Effect
Retenti
on
Improved
Quality & Company
Productivi Competi-
ty tiveness

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  On-the-Job Training/Coaching
 Induction/Orientation
 Apprenticeship
 Demonstration
 Vestibule
 Formal Training

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 Job-rotation

Self-
development
Under-study
/ Self-
assessment

Developme
nt

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  Administrative Approach;
 Welfare Approach;
 Political Approach;
 Organizational Development Approach; and
 Systematic or Need-Based Training
Approach

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  Increaseproductivity;
 Improve the quality of work and raise

morale;
 Develop new skills, knowledge,

understanding, and attitudes;

 Use new tools, machines, processes,

methods or modifications correctly;

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  Reduce waste, accidents, turnovers,
tardiness, absenteeism, and other
overhead costs;

 Fight obsolescence in skills,

technologies, methods, products,
markets, capital management, etc;

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  Implement new or changed policies
or regulations;

 Bring incumbents to that level of

performance which meets the
standard performance for the job;

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  Develop replacements, prepare
people for advancement, improve
manpower deployment, and ensure
continuity to leadership; and

 Ensure the survival and growth of the

organization.

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- Maxim Gorky
  Talent management
 Cost management
 Globalization
 Engagement

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 Career is the pattern of work-related experiences
and activities over the span of a person’s life
 • Each job is a tool to • A career is a
Job

Career
provide income to vocation in which
reach financial talents and skills are
goals; expressed
throughout a
lifetime;
• Having a job rarely
involves any • A career always
planning; requires careful
career planning and
preparation;
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 • A job becomes less • A career allows you
Job

Career
satisfying over
time especially if
your true gifts and
abilities are not
utilized;
• In a job one works
to live
to cultivate and
focus your passion
and interests;
• In a career one
lives to work

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 • Most people • Careers are chosen
Job

Career
choose jobs and to leverage
work environments education and
that fit lifestyle experience for
choices; advancement and
progression;

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 • A job offers • A career stimulates
Job

Career
stability and talents in a way
security; that aligns with
personal
• A job represents aspirations;
routine, low risk • A career embodies
and stability flexibility, risk and
opportunity

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 Retireme
Maintenancnt
e
Advancement

Establishmen
  Baby Boomers
 Middlescence

 Graying Age

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  Be clear from the outset;
 Give them extra structure;
 Teach business standards;
 Give them free reign to multitask;
 Cultivate a positive atmosphere;
 Be a mentor; and
 Strive for work-life balance

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  Fresh Assignments
 Career Changes
 Mentoring
 Fresh Training
 Sabbaticals
 Leadership Development

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  Throw out all your assumptions;
 Remember the range of ages;
 Communicate, communicate,
communicate;
 Value their life experience;
 Train them;

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  Meet their security needs;
 Motivate them;
 You don't have to "be the boss“;
 Be flexible; and
 Use them as mentors.

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  Can help inform employees about
the sequence of job opportunities in
the organization

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  involves matching a person’s
aspirations with opportunities
◦ Counseling,
◦ Seminars, and
◦ Self assessment

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  Effective leadership;
 A knowledgeable, skilled, and motivated
people; and
 An organization designed to enable people
to achieve.

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- John Gunther
 Behavio Performan
Results
ur ce

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  A strategic and integrated approach to
increasing the effectiveness of
organizations by improving the performance
of the people who work in them and by
developing the capabilities of teams and
individual contributors

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 1
• Planning

2
• Monitoring

3
• Developing

4
• Rating

5
• Rewarding

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 Review Plan

Specify Track

Ensure Feedback

Weight Reward

Measures Update

Standards
  PM focuses on results rather than
behaviours and activities;
 PM Aligns organizational activities and

processes to the goals of the organization;

 PM Cultivates a system-wide, long-term

view of the organization;

 PM Produces meaningful measurements;

and
 Other benefits

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  performance measurement - transparent,
short, medium and long term;
 clarifying, defining, redefining priorities
and objectives;
 motivation through agreeing helpful aims
and targets;

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  motivation through achievement & feedback;
 training needs and learning desires -
assessment and agreement;
 identification of personal strengths and
direction - including unused hidden strengths;

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  Career and succession planning - personal and
organizational;
 Team roles clarification and team building;
 Organizational training needs assessment and
analysis;
 Appraisee and manager mutual awareness,
understanding and relationship;

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  Resolving confusions and
misunderstandings;
 Reinforcing and cascading organizational
philosophies, values, aims, strategies,
priorities, etc;

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  Delegation, additional responsibilities,
employee growth and development;
 Counselling and feedback; and
 Manager development - all good managers
should be able to conduct appraisals well -
it's a fundamental process.

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- David Ripley, PhD, SRP
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Focus Solution
• Immediate • Training
Problem • Discipline
 Recognizes
• Fair Pay
and deals
• Reasonable Benefits
with most of • Clean & Safe Working
the “hygiene Conditions
factors”
Recognizes that
fact that hiring • Counselling
someone means • Fitness Programs
getting the • Child Care
whole person,
• Employee Assistance
including
Program
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problems
 System Person
Factors Factors
Skills &
Information
Knowledge

Resources Capacity

Incentives Motivation
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 1. Build a foundation;
2. Create a positive environment;
3. Put people on the right path;
4. Educate the masses;
5. Don’t forget the fun;

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 6. Acknowledge contributions;
7. Provide incentives;
8. Honour your promises;
9. Provide career coaching; and
10. Match tasks to talents.

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“We’re a big company with big
ideas, and by gosh, I really like
I’LL BE DOWNSTAIRS
MAKING PEOPLE
NERVOUS The
HR is
IN
 Textbooks:
 Adiodun, E.J.A. (1999) Human Resources Management,
An Overview. Concepts Publication, Shomolu, Lagos, p.
110-121
 Adeniyi, O.I. (1995) “Staff Training and Development” in
Ejiogu, A; Achumba, I. Asika (eds)
 Managing Careers in 2000 and Beyond, Jackson C,
Arnold J, Nicholson N, Watts A G. Report 304, Institute
for Employment Studies, 1996.

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 Websites:
 http://www.hr.com
 http://www.training.com.au
 http://www.about.com
 http://www.employment-studies.co.uk
 http://www.wikihow.com
 http://www.eHow.com
 http://www.work911.com
 http://www.oppapers.com
 http://www.hrweb.berkeley.edu

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