PART II: Training and Development

Chapter 7

Socializing, Orienting
and Developing
employees
Introduction

 Ideally, employees who understand

and accept the organization’s ways
will be able to attain their own goals.

 HR helps employees become well-

adjusted and productive through
socialization, training, and
development programs.

In other words, they’re hired – now what?

Passage

Socialization, or “onboarding” is 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, i.e.,
outside to inside
The Insider-Outsider
Passage
The Assumptions of Employee Socialization

1 2
socialization strongly
influences new members
employee performance suffer anxiety
and organizational stability

3 4
socialization does not occur individuals adjust to new
in a vacuum situations in similar ways
The Socialization Process

Prearrival Individuals arrive with a set of values,

attitudes, and expectations developed from previous
experience and the selection process.

Encounter Individuals discover how well their

expectations match realities within the organization.
Where differences exist, socialization occurs to imbue
the employee with the organization’s standards.

Metamorphosis Individuals have adapted to the

organization, feel accepted, and know what is
expected of them.
 The Socialization Process

Outcomes

Productivity

Prearrival Encounter Metamorphosis Commitment

Turnover
 The Purpose of New-
Employee Orientation
Orientation

 may be done by supervisor, HR staff, computer-based

programs, or some combination
 can be formal or informal, depending on the organization’s size
 teaches the organization’s culture, or system of shared
meaning

What if a merger occurs? Merging cultures can be tricky.

Socialized employees know how things are done, what matters,

and which behaviors and perspectives are acceptable
Employee Handbook
HR’s permanent reference guide:
the employee handbook.

 a central source for teaching employees company mission

history, policies, benefits, culture

 employers must watch wording and include a disclaimer

to avoid implied contracts
The Purpose of New-
Employee Orientation
Top management is often visible during the new
employee orientation process.

CEOs can
1. welcome employees
2. provide a vision for the company
3. introduce company culture
4. convey that the company cares about employees
5. allay some new employee anxieties

HR has a dual 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.).
 Training
aims to improve employees
current performance
Development
learning activities designed to
help employee grow but which
are not confined to a particular
job
Partners in Training
Training is learning partnership
Government
Organization
 Training department
 Employers
 Employees
 Heads of department
Vendors
Consultants
Educational institute
Training is
Change attitude
Develop skills or
Impart knowledge
Benefits of Training
Increase productivity
Increase job satisfaction
Up to date skills and knowledge
Employee motivation
Training Process
Identify training needs
Set training objectives
Designed training program
Implement training program
Evaluate training program
Identify training needs
Who needs training
Workers are facing difficulties in performing their
jobs
New employees
New tech and procedures are introduced
Transfers and promotions
Major change, merger, take place
What is the worker or group of workers lacking
Identify a performance problem
Define the seriousness of problem
Identify the cause
Generate the alternative solutions
Choose the best solution and implement
Set training objectives
Objectives consist of three parts
Terminal behavior
Standards to be achieved
 Passing marks
Conditions of performance
 Equipment to be used
 environment
Design the Training Program
Factors to consider while designing
Facilitator
 Passionate about sharing the knowledge,
knowledgeable about the sub areas, know about
training methods, patient and good human, skilled in
communication
Venue duration and scheduling of program
 On the job training and off the job training
Number of participants
Training methods
Logistics
budget
Design the Training Program
Training methods
Choosing training methods
 Budget,
 Skills of the trainer
 Objectives of the program
 The target learner
 Effectiveness of training method
Methods
 Lectures
 Role plays
 Job rotations
 e learning
 Simulation of trainings
 Apprenticeship