1. Orientation and Training Programs
Once employees are selected, they must be prepared to do their jobs, which is when orientation
and training come in. Orientation means providing new employees with basic information about
the employer. Training programs are used to ensure that the new employee has the basic
knowledge required to perform the job satisfactorily.
Orientation and training programs are important components in the processes of developing a
committed and flexible high-potential workforce and socializing new employees. In addition,
these programs can save employers money, providing big returns to an organization, because an
organization that invests money to train its employees results in both the employees and the
organization enjoying the dividends.
Unfortunately, orientation and training programs are often overlooked. A recent U.S. study, for
example, found that 57 percent of employers reported that although employees' skill
requirements had increased over a three-year period, only 20 percent of employees were fully
proficient in their jobs.
Training needs
Simply hiring and placing employees in jobs does not ensure their success. In fact, even tenured
employees may need training, because of changes in the business environment. Here are some
changes that may signal that current employees need training:
Introduction of new equipment or processes
A change in the employee's job responsibilities
A drop in an employee's productivity or in the quality of output
An increase in safety violations or accidents
An increased number of questions
Complaints by customers or coworkers
Once managers decide that their employees need training, these managers need to develop clear
training goals that outline anticipated results. These managers must also be able to clearly
communicate these goals to employees.
Keep in mind that training is only one response to a performance problem. If the problem is lack
of motivation, a poorly designed job, or an external condition (such as a family problem),
training is not likely to offer much help.
Types of training
After specific training goals have been established, training sessions should be scheduled to
provide the employee an opportunity to meet his or her goals. The following are typical training
programs provided by employers:

2. Basic literacy training. Ninety million American adults have limited literacy skills, and
about 40 million can read little or not at all. Because most workplace demands require a
tenth- or eleventh-grade reading level (and about 20 percent of Americans between the
ages of 21 and 25 can't read at even an eighth-grade level), organizations increasingly
need to provide basic literacy training in the areas of reading and math skills to their
employees.
Technical training. New technology and structural designs have increased the need to
upgrade and improve employees' technical skills in both white-collar and blue-collar
jobs.
Interpersonal skills training. Most employees belong to a work team, and their work
performance depends on their abilities to effectively interact with their coworkers.
Interpersonal skills training helps employees build communication skills.
Problem-solving training. Today's employees often work as members of self-managed
teams who are responsible for solving their own problems. Problem-solving training has
become a basic part of almost every organizational effort to introduce self-managed
teams or implement Total Quality Management (TQM).
Diversity training. As one of the fastest growing areas of training, diversity training
increases awareness and builds cultural sensitivity skills. Awareness training tries to
create an understanding of the need for, and meaning of, managing and valuing diversity.
Skill-building training educates employees about specific cultural differences in the
workplace.
Training methods
Most training takes place on the job due to the simplicity and lower cost of on-the-job training
methods. Two popular types of on-the-job training include the following:
Job rotation. By assigning people to different jobs or tasks to different people on a
temporary basis, employers can add variety and expose people to the dependence that one
job has on others. Job rotation can help stimulate people to higher levels of contributions,
renew people's interest and enthusiasm, and encourage them to work more as a team.
Mentoring programs. A new employee frequently learns his or her job under the
guidance of a seasoned veteran. In the trades, this type of training is usually called an
apprenticeship. In white-collar jobs, it is called a coaching or mentoring relationship. In
each, the new employee works under the observation of an experienced worker.
Sometimes, training goals cannot be met through on-the-job training; the employer needs to look
to other resources. Off-the-job training can rely on outside consultants, local college faculty, or
in-house personnel. The more popular off-the-job training methods are classroom lectures,
videos, and simulation exercises. Thanks to new technologies, employers can now facilitate
some training, such as tutorials, on the employees' own computers, reducing the overall costs.
Regardless of the method selected, effective training should be individualized. Some people
absorb information better when they read

3. Orientation
Orientation programs not only improve the rate at which employees are able to perform their
jobs but also help employees satisfy their personal desires to feel they are part of the
organization's social fabric. The HR department generally orients newcomers to broad
organizational issues and fringe benefits. Supervisors complete the orientation process by
introducing new employees to coworkers and others involved in the job. A buddy or mentor may
be assigned to continue the process.