Training and Developing

Employees

GROUP MEMBER ID
MONIJA KHATUN 17-001
SANZIDA BEGUM 17-002
SAMSUNNAHER KHATUN 17-003
SHATABDI CHOWDHURY 17-024
ERFANUL ALAM SIDDIQUE 17-056
GROUP NO.
9


SANZIDA BEGUM
ID- 17-002
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Pearson Education
84
ORIENTATION
Values and
Philosophy
Company
Overview
Forms and
Policies
People
Integration
Socialization Concerns
Employee
Handbook
Essential
Information
Only
Training
Partner
COMPONENT
Marketplace Positioning
Structure
Values and Code of Conduct
Information Systems
PURPOSE OF ORIENTATION
Networking
Covering Basics
Fewer Mistakes, Faster
Productivity
Rules of Engagement
Program
Emphasize the people factor as well as the
job duties and procedures.
Start the program with the most important
issues
Dont overwhelm new employees with too
many details or introductions at once.
Use a buddy/mentor system
Emphasize the general as well as the specific.

SUCCESSFUL NEW
EMPLOYEE ORIENTATION
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Pearson Education
89
Feel
welcome and
at ease
Begin the
socialization
process
Understand
the
organization
Know what
is expected
in work and
behavior
Orientation Helps New
Employees
MONIJA KHATUN
17-001
Orient the new entrant to the organization and
providing all the necessary knowledge about
their duties and responsibilities.
Explaining basic matters like working hours,
benefits and vacations.
Introducing new employee to his or her new
supervisor and new colleagues.
Familiarizing the new employee with the
workplace and helping to reduce first day
jitters.
THE ORIENTATION
PROCESS
Company
organization and
operations
Safety measures
and regulations
Facilities
tour
Employee
Orientation
Employee benefit
information
Personnel
policies
Daily
routine
THE ORIENTATION PROCESS
(CONTD)
MST.SAMSUNNAHER KHATUN
ID.17003
Is the process of teaching new employees
the basic skills they need to perform their job.
Is a hallmark of good management.
Reduces an employers exposure to negligent
training liability.
Provide adequate training and evaluate the
training to ensure that its reducing risks.
THE TRAINING PROCESS
The aims of firms training programs
must make sense in terms of the
companys strategic goals.
It helps to identify strategic goals and
objectives and skills and knowledge
needed to achieve them.
Influence performance by appraising and
rewarding employees for using new skills.
Training fosters employee learning,
which results in enhanced organizational
performance.
TRAININGS STRATEGIC
CONTEXT
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Education
816
1
2
3
4
The Four-Step Training Process
Instructional design
Needs analysis
Program implementation
Evaluation
TRAINING NEED ANALYSIS :
ERFANUL ALAM SIDDIQUEE
ID- 17-056
TRAINING, LEARNING, AND
MOTIVATION
Birds-eye view
1
Variety of familiar examples
2
Visual aids
3
Organize the information
4
Use terms and concepts
5
Perceived training need
6
MAKE THE LEARNING MEANINGFUL
TRAINING, LEARNING, AND
MOTIVATION
Make Skills Transfer Easy
Maximize the similarity between the
training situation and the work situation
1
Provide sufficient practice
2
Label or identify
3
Direct the trainees attention to important
aspects of the job
4
Provide heads-up, preparatory
information
5
TRAINING, LEARNING, AND
MOTIVATION
Reinforce the Learning
1. Trainees learn best when the trainers
immediately reinforce correct responses,
perhaps with a quick
well done.
2. The schedule is important. The learning curve
goes down late in the day, so that full day training
is not as effective as half the day or three-fourths of
the day.


SHATABDI CHOWDHURY
ID- 17-024

Task Analysis
Performance
Analysis
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Pearson Education
822
TRAINING NEED ANALYSIS :
Developing knowledge
Improving skills and
Behavioral development
COMPETENCY
MODELS
A graphic model that consolidates a precise overview
of competencies of a job. Competencies includes
824
TABLE 81 Sample Task Analysis Record Form
THANK YOU
ALL