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Module 5 a  job induction & orientation
 

Module 5 a job induction & orientation

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  • By virtue of RA 7784 the creation of TEACHER EDUCATION COUNCIL (TEC) is the led agency tasked with the conceptualization , development and monitoring of the TIP before its institutionalization by the DepEd
  • By virtue of RA 7784 the creation of TEACHER EDUCATION COUNCIL (TEC) is the led agency tasked with the conceptualization , development and monitoring of the TIP before its institutionalization by the DepEd
  • Every company or organization has to have an induction and orientation program in place so that a new employee learns the rules and regulations of the company quickly. The program also makes him aware of the organizational structure of the company, the persons whom he has to interact and report matters, and also the actual training that the person has to undergo to perform the role and duties assigned to him. Induction is of a shorter duration while orientation may take up to a week.Read more: http://www.differencebetween.com/difference-between-induction-and-vs-orientation/#ixzz2dDZiMcRz

Module 5 a  job induction & orientation Module 5 a job induction & orientation Presentation Transcript

  • JOB INDUCTION AND ORIENTATION EDUC 309 HUMAN RESOURCE DEVELOPMENT MODULE 5A PRESENTED BY: Maria Theresa P. Pelones, DM Professor
  • Induction Program vs Job Orientation RA 7784 Teacher Education Council formulation of the TIP Difference of Induction and Orientation Planning and Implementing of induction and orientation program Planning and Implementing of the induction and orientation program Sample Induction Program of Department of Education Problems and Solutions Problems of Orientation Program How to make induction and orientation program effective
  • “While it is true that pre service training includes one or two semesters of practice teaching, the term itself seems to suggest that the practicum is only a Rehearsal”. HULING AGUSTIN, 1990 SQUIRES AND SOLIMAN , 1991 RA 7784 known as Teacher Education Council (TEC) A lead agency task to conceptualize, develop and monitors the TIP before its instutionalization by the DepEd TEC mandates to strengthen teacher education. To design collaboration programs and projects that enhances pre and in-service teacher training, retraining, orientation and teacher development TEC conceptualized Teacher Induction Program after the series of zonal conferences tiwht teacher education institutions and other field of offices Source: Teacher Induction Program of DepEd (2003)
  • The TIP was conceptualize during the 2003 Strategic Workshop zonal conference with teacher education institutions and DepEd The result reveals that “ There is a need to SYSTEMATIZE, STRUCTURE AND ORGANIZE” It was suggested that teachers within 0-3 years of experience has to undergo the TIP program Source: Teacher Induction Program of DepEd (2003)
  • What’s the difference between Job Induction and Job Orientation? Induction Orientation Induction and orientation are part of a program dsigned to make new employee comfortable in the organization and learn the job he has to perform in an easy manner. Is a technique by which new employee is rehabilitated into the changed surroundings and introduced to the practices, policies and purposes of the organization (Billimoria, n.d) Employee orientation provides new employees with basic background information about the org or firm. Induction comes fisr and is followed by orientation Induction is for shorter duration while orientation is for longer duration (0-3 years) Induction is an introduction of the company while orientation is a practical overview of the company Induction is in the form of presentations while orientation include introducing employee to different people in the organization
  • Job Induction and Job Orientation OBJECTIVES NEEDS To help new staff form positive first impression that he/she belongs to company, feels welcome and supported Overcoming employee anxiety Overcoming reality shock Assists in understanding the culture & values Accommodating employees Improves efficiency, work standards, revenue and profits Reducting employee turnover Improve staff morale
  • Job Orientation FORMAL ORIENTATION INFORMAL ORIENTATION INDIVIDUAL– preserves individual differences, expensive and time consuming, goes with smaller firms COLLECTIVE – develop homogenous views, used by large firms SERIAL- an experience employee inducts new hire, it maintains tradition and customs DISJUNCTIVE- new hire do not have predecessors to guide them, produces more inventive employees INVESTITURE- seeks to ratify usefulness of characteristics that new hires brings to new job and follows high level of appointments DIVESTITURE- seeks to make minor modification for new hire.
  • Definition Phase Development Phase Orientation Phase Operation Phase Evaluation Phase Source: Brennen(n.d.) Planning and Implementing Induction Orientation. Educational Administration & Supervision. http://www.soencouragement.org/introduction&orientation.htm
  • Definition Phase Establish an induction Committee Responsible for preparing a proposal like funding restrictions, time limits, union contracts, etc. Gathering information using a survey Gathering of information from teachers in the school and from outside sources like neighboring schools Analysing the data Determining the needs and limitations in preparing the design for teacher induction program Source: Brennen(n.d.) Planning and Implementing Induction Orientation. Educational Administration & Supervision. http://www.soencouragement.org/introduction&orientation.htm
  • Development Phase Preparation of the proposal This includes the goals and objective of the induction program, outline of possible activities and method of evaluation. Program must not conlfict with existing staff development. Approval of the proposal The proposal must be presented to the superintendent’s for approval and shall be presented to the school board for ratification. Presentation of induction program To provide opportunity to teachers to discuss their roles. The principal will be responsiblt for implementing and coordination in the induction program. Source: Brennen(n.d.) Planning and Implementing Induction Orientation. Educational Administration & Supervision. http://www.soencouragement.org/introduction&orientation.htm
  • Development Phase Source: Brennen(n.d.) Planning and Implementing Induction Orientation. Educational Administration & Supervision. http://www.soencouragement.org/introduction&orientation.htm How to Induct Successfully 1. A systematic plan should be followed 2. A checklist of points to be included in induction should be prepared 3. An induction booklet should be provided 4. Anyone who is promoted or transferred frome one job to another should also be inducted 5. The aim is to convey a clear picture of the working of the organization
  • Development Phase Source: Brennen(n.d.) Planning and Implementing Induction Orientation. Educational Administration & Supervision. http://www.soencouragement.org/introduction&orientation.htm STEPS in STAFF INDUCTION 1. Welcome to organization 2. Company Profile 3. Show location/ Department 4. Company Manual 5. Provide details on unionism, rewards and incentives, leaves and benefits, punctuality and attendance 6. Training opportunities and career prospects 7. Clarify doubts 8. Tour 9. Give trainee information handout 10. Trainee takes orienation test
  • Orientation Phase When hiring process is completed, HR managers will call all the candidates This is to welcome them and notify of the specific grade level and building assignment. The princiapl will ask the new teacher and invite them to visit the building and make curriculum guides Formal Orienation Progam Will now be planned and new teachers are required to attend. It will be conducted by the superintendent. Source: Brennen(n.d.) Planning and Implementing Induction Orientation. Educational Administration & Supervision. http://www.soencouragement.org/introduction&orientation.htm
  • Orientation Phase Making Contact School and Around Town Part of the Big Picture Student Matters Teacher dos and donts Tools and Techniques Conduct of first meeting Review of staff handbook (schedule, policies, discipline procedure) Introduction of veteran teachers, staff, mentors Information on classroom expectations and evaluation, clinical cycls Source: Brennen(n.d.) Planning and Implementing Induction Orientation. Educational Administration & Supervision. http://www.soencouragement.org/introduction&orientation.htm
  • Operation Phase !st month Teacher’s performance will be monitored by visiting their classrooms and initiating regular informal discussions In the discussion They will identify areas of iinterest and concerns that addressed individual design program for professional growth Do clinical supervision or staff development program
  • Evaluation Phase End of the school year Data will be provided upon which to base improvements of the induction program The plan will be modified and recycled for the incoming groups of teachers All beginning teachers Will be surveyed regarding their impression of the components of the induction program Evaluation of growth achieve and discuss future plans.
  • INDUCTION PROGRAM of DepEd Gensan To orient the newly hired teachers of their duties and responsibilities, thrust and programs of the department and other matters related to their employment an induction program is being conducted annually. Teacher Induction Program (TIP) is an instrument of selecting quality teachers. It helped new teachers understand their duties and responsibilities as well as their rights and privileges. It refreshed strategies, techniques and knowledge not only for new ones but also for those who were in the field for many years but unable to update their professional growth. Source: http://depedgsc.gensantos.org/2011/07/04/welcome-to-deped-gensan/
  • General Santos City Division with the Promotional Staff has been conducting a Division Induction Program on Administrative Matters for Newly-Appointed Teachers and Employees. It is conducted to inform and update the newly appointed and promoted teachers and employees about the Department’s programs, thrusts and operations, as well as their benefits, duties and responsibilities, specifically on administrative matters and concerns. The purpose of the Induction Program is to develop among DepED employees the pride, belongingness, competence, commitment, and character in the delivery of education services such as: recruitment and selection, reclassification of positions through ERF and Conversion, training and development, compensation and benefits, leave administration, personnel movement, retirement, resignation and separation from service, and legal matters (RA 6713, RA 4670, Sexual Harassment Act). The participants are permanent nationally-paid and locally-paid teachers and employees appointed October 2007 to the present. Source: http://depedgsc.gensantos.org/2011/07/04/welcome-to-deped-gensan/ INDUCTION PROGRAM of DepEd Gensan
  • PROBLEMS OF ORIENTATION Source: Brennen(n.d.) Planning and Implementing Induction Orientation. Educational Administration & Supervision. http://www.soencouragement.org/introduction&orientation.htm 1. Busy or untrained supervisor 2. Too much information 3. Overloaded with paperwork 4. Give menial tasks 5. Employee thrown into action soon 6. Wrong perception of employees
  • How to make induction & Orientation Progam Effective Source: Brennen(n.d.) Planning and Implementing Induction Orientation. Educational Administration & Supervision. http://www.soencouragement.org/introduction&orientation.htm 1. Feed forward of the possible problems and solutions 2. A warm and friendly welcome reduces possible problems 3. Involve top management 4. Determination of information need of the new employees 5. Planning the presentation of information 6. A phased induction program would place the new employee at ease 7. Periodical follow-up and filling the gaps in the information reduces problems 8. Attached colleague to new employee for a month to reduce anxiety 9. Provide writen and documented information thru CDs and DVDs to make induction program less loaded
  • Induction and Orientation program plays a pivotal role in the success of the organization by acquainting new employees to New environment Rules and regulation Which helps in producing better and quality performance.
  • ACTIVITY 1: Search for
  • www.authorstream.com www.citehr.com http://www.soencouragement.o rg/introduction&orientation.htm REFERENCES Dessler, Gary (1996). Human Resource Management Rao, VSP ( 2006) Human Resource Management Prasad, L.M. (2010) Human Resource Management Rao, P.S. ( 2009) Personnel and Human Resource Management Teacher Induction Program of DepEd (2003)