Training, orientation and development
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Training, orientation and development

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explaining the development of the organization human resources, how to organize the training, and develop the HR managerial skills as well as their capabilities (ugik sugiharto, GBS)

explaining the development of the organization human resources, how to organize the training, and develop the HR managerial skills as well as their capabilities (ugik sugiharto, GBS)

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Training, orientation and development Training, orientation and development Presentation Transcript

  • TRAINING and DEVELOPMENTPresented by Sugiharto, SH. MM © HRM ONE Created by Sugiharto, SH.MM - MMX
  • The EMPLOYEES ORIENTATION A procedure for providing new employees with basic background information and INTRODUCING about the Organization Familiarization the new recruit / employees to Organization and Its values Its beliefs and The acceptable behaviors MOK = MASA ORIENTASI KARYAWAN © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • The EMPLOYEES ORIENTATION Orientation Content Information on employee benefits Personnel Policies The Daily Routine The Company Operations Safety measures The regulations © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • The EMPLOYEES ORIENTATION 4 Successful Orientation to accomplish Make them feel welcome and at ease Understanding the organization in a broad sense Make clear to them what is expected in terms of work and behavior becoming socialized into the firm’s ways of acting and doing things © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • The EMPLOYEES ORIENTATIONOrienting = Socialization Learning how things are done in the organization to teach new employees about: The Organization’s history The Organization’s culture the Main Objectives The management practices Intense socialization increases employees’ commitment to the success of the company © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • The TRAININGOf Human Resource © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • TheTO KNOW BASISNEED TRAINING & HRD play a significant role in achieving a company’s strategic goals Training is crucial to bring about change and the operation of a world-class organization TRAINING Recognition of cultural differences and different And work practices and approaches is importantDevelopment programs must be monitored to respond to changing needs Training and development must be differentiated © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • The TRAINING & HRDThe FACTORS CONTRIBUTING TO HRD GROWTH The role of HRD in improving organizational competitiveness The recognition of employees as a valued resource The Technological change A shift in the demographic composition of The Indonesian workforce © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • Human Resource DevelopmentThe Relation to Other HRM Functions Job Analysis Organizational Change Staffing Process HRD ACTIVITIES Performance Management Organizational System Design © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • Human Resource Development Employee Responsibilities HRD HRD ResponsibilitiesRESPONSIBILITIES within an Organization Supervisor Responsibilities
  • The TRAINING SCOPE Effort initiated by an organization to foster learning among its members Tends to be narrowly focused and oriented toward short-term performance concerns DEVELOPMENT Effort that is oriented more toward broadening an individual’s skills for the future responsibilities © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • The TRAINING BACKGROUND The Learning experience that seeks relatively permanent changeTraining tends to be done for current job Training and development is important to ensure that people continue to learn skills, etc. to help the company be successful
  • The Objective to Change Motivation Attitudes ValuesThe Affective The examples Of Results TRAINING Build team spirit OUTCOMES Enhance self-confidence self-awareness self- management Social -awareness Relationship management © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • The TRAINING PROCESS The process of teaching new employees the basic skills they need to perform their jobs Performance management: the process employers use to make sure employees are working toward organizational goals © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • The TRAINING Identify job performance skills neededPROCESS assess prospective trainees skills NEED ANALYSIS Developing objectives Produce the training program content INSTRUCTIONAL DESIGN Trying out the training to a small representative audiences VALIDATION Implement the Assesses the program’s Evaluation program successes or failures © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • The SKILLS TRANSFER Maximize the similarity between the training situation and the work situation Provide adequate practice identify each feature of the machine and / or labeling step in the process Direct the trainees’ attention to important aspects of the job. © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • MOTIVATE The LEARNER Trainees learn best when the trainers immediately reinforce correct responses People learn best by doing The schedule is important The Organization must provide as The learning curve goes much realistic practice as possible down late in the day,less than full day training is most effective © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • ANALYZING TheTRAINING Needs Task Analysis A detailed study of a job to identify the specific skills required, especially for new employees Performance Analysis Verifying that there is a performance deficiency and determining whether that deficiency should be corrected through training or through some other means (such as transferring the employee) © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • Having a person learn OJT – On The Job Training a job by actually doing the job.TRAINING DEVELOPMENTOJT Methods Coaching Job Rotation Special assignment Inexpensive and OJT the Advantages immediate feedback © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • TRAINING DEVELOPMENT Steps in OJT Prepare The Learner Present the Operation Do The Try Out Follow Up © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • TRAINING DEVELOPMENT A structured process by which people become Apprenticeship skilled workers through a combination of training classroom instruction and on-the-job training © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • The majority of what employees learn on theTRAINING DEVELOPMENT job they learn through informal means of Informal learning performing their jobs on a daily basis. Job instruction training (JIT) Listing each job’s basic tasks, along with key points, in order to provide step-by-step training for employees © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • TRAINING DEVELOPMENT Audio Visual Based TrainingTo illustrate following a sequence over timeTo expose trainees to events not easily demonstrable in live lecturesTo meet the need for organization wide training and itis too costly to move the trainers from place to place © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • TRAINING DEVELOPMENT Simulated training Training employees on special off-the-job CBT Advantages equipment so training costs and hazards Reduced learning time, can be reduced. Cost-effectiveness, Instructional consistency Computer-based training (CBT) CBT Types Electronic performance support systems Intelligent Tutoring systems (EPSS) Interactive multimedia Virtual reality training © HRM Rect and Train Created by Sugiharto, SH.MM - MMX
  • THANK YOU For LISTENINGHRM Development Presented by Sugiharto, SH. MM Re-programmed Presentation created by ugik013 Presentation Pro Images provided by Personal collectionsClosing theme performed by David ArchulettaE-mail: ugik013@yahoo.com STIE GICI Business School © 2012