5.employee orientation training and development


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  • Now comes the “Most Important Stage” Fitting into the job requirements and start functioning as an effective employee
  • Besides having the requisite knowledge, skills, and abilities to perform on the job, new hires must be socialized to the organization’s culture (orientation) and trained to do the job (training). Orientation is a process whose major objectives are to reduce the anxiety level that all new employees feel; to familiarize them with the job, the work unit, and the organization; and to embed organizational values, beliefs, and accepted behaviors.Successful orientation maximizes new hire on-the-job success and minimizes turnover.
  • However, before any training takes place, and organization should determine is training is the appropriate intervention.Managers can be alerted to training needs by numerous signals: for instance, productivity related signals like decreases in output and quality or increases in accidents; and, future elements like jobs that have been redesigned or technological breakthroughs. Most training takes place on the job. Such training is convenient and cost effective. But, on-the-job training can disrupt the workplace, and some skills are too complex to learn on the job. In such cases, training should take place outside of the work setting.
  • 5.employee orientation training and development

    1. 1. Employee OrientationTraining and Development Dr .Desai
    2. 2. You’re Hired……Now What ?
    3. 3. Socialization, Orientation, Training andDevelopment  Socialization, training and development are all used to help new employees adapt to their new organizations and become fully productive.  Ideally, employees will understand and accept the behaviors desired by the organization, and will be able to attain their own goals by exhibiting these behaviors.
    4. 4. Socialization & Orientation *Process to introduce new employees to *Familiarization to organization Organization and *Familiarizes new its Values employee to job and work unit *Improved Success *Helps employee to On the Job understand *Minimizes values, beliefs, and acceptable behaviors Turnover
    5. 5. 1. The socialization Process  Socialization – 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.
    6. 6. 1. The socialization Process The assumptions of employee socialization: – Socialization strongly influences employee performance and organizational stability – Provides information on how to do the job and ensuring organizational fit. – New members suffer from anxiety, which motivates them to learn the values and norms of the organization.
    7. 7. 1. The socialization Process The assumptions of employee socialization: – Socialization is influenced by subtle and less subtle statements and behaviors exhibited by colleagues, management, employees, clients and others. – Individuals adjust to new situations in remarkably similar ways. – All new employees go through a settling-in period.
    8. 8. 1. The socialization Process A Socialization Process
    9. 9. 1. The socialization Process The Socialization Process – Pre-arrival stage: Individuals arrive with a set of values, attitudes and expectations which they have developed from previous experience and the selection process.
    10. 10. 1. The Socialization Process  The Socialization Process – Encounter stage: 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.
    11. 11. 1. The socialization Process The Socialization Process – Metamorphosis stage: Individuals have adapted to the organization, feel accepted and know what is expected of them.
    12. 12. 2. New-Employee OrientationPurpose  Orientation may be done by the supervisor, the HRM staff or some combination.  Formal or informal, depending on the size of the organization.  Covers such things as: – The organization’s objectives – History – Philosophy – Procedures – Rules – HRM policies and benefits – Fellow employees
    13. 13. 2. New-Employee Orientation  Learning the Organization’s Culture – Culture includes long-standing, often unwritten rules about what is appropriate behavior. – Socialized employees know how things are done, what matters, and which behaviors and perspectives are acceptable.
    14. 14. 2. New-Employee OrientationRoles The CEO’s Role in Orientation  Senior management are often visible during the new employee orientation process.  CEOs can: – Welcome employees. – Provide a vision for the company. – Introduce company culture -- what matters. – Convey that the company cares about employees. – Allay some new employee anxieties and help them to feel good about their job choice.
    15. 15. 2. New-Employee Orientation HRM’s 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.).
    16. 16. 3. Employee Training Definitions – Employee training a learning experience designed to achieve a relatively permanent change in an individual that will improve the ability to perform on the job. – Employee development future-oriented training, focusing on the personal growth of the employee.
    17. 17. Training and Development  Learning experience that seeks relatively permanent change  Involves changing skills, knowledge, attitudes or behaviors  Training tends to be done for current job  Develop usually means acquiring skills for future work
    18. 18. 3. Employee TrainingDetermining Training Needs
    19. 19. 4. Methods of Employee Training  On-the-job training methods – Job Rotation – Understudy Assignments  Off-the-job training methods – Classroom lectures – Films and videos – Simulation exercises – Vestibule training
    20. 20. 5.Employee Development  This future-oriented set of activities is predominantly an educational process.  All employees, regardless of level, can benefit from the methods previously used to develop managerial personnel.
    21. 21. 5.Employee Development Employee development methods – Job rotation involves moving employees to various positions in the organization to expand their skills, knowledge and abilities. – Assistant-to positions allow employees with potential to work under and be coached by successful managers.
    22. 22. 6. Employee Development Methods Employee development methods – Committee assignments provide opportunities for: • decision-making • learning by watching others • becoming more familiar with organizational members and problems – Lecture courses and seminars benefit from today’s technology and are often offered in a distance learning format.
    23. 23. 6. Employee Development Methods Employee development methods – Simulations include case studies, decision games and role plays and are intended to improve decision-making. – Outdoor training typically involves challenges which teach trainees the importance of teamwork.
    24. 24. 7. Organization Development  What is change?  OD efforts support changes that are usually made in four areas: – The organization’s systems – Technology – Processes – People
    25. 25. 7. Organization Development  Two metaphors clarify the change process. – The calm waters metaphor describes unfreezing the status quo, change to a new state, and refreezing to ensure that the change is permanent. – The white-water rapids metaphor recognizes today’s business environment which is less stable and not as predictable.
    26. 26. 8. Evaluating Training and DevelopmentEffectiveness Evaluating Training Programs:  Typically, employee and manager opinions are used, – These opinions or reactions are not necessarily valid measures – Influenced by things like difficulty, entertainment value or personality of the instructor.  Performance-based measures (benefits gained) are better indicators of training’s cost-effectiveness.