human resource management activities

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Chapter 8
Orientation,Training and
Development

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The Orientation meaning and Process
Company organization
and departments
Safety measures
and regulations
company history and
values
Employee
Orientation
process
Information related
work hours and
benefits
Personnel
policies
Daily
routine
An orientation process includes information on employee
work hours and benefits, personnel policies, the daily routine,
company organization and departments, safety measures
and regulations.

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Purpose of Orientation
Feel welcome
at home and a
part of team
Begin the
socialization
process
Has the basic
information to
work
effectively
Know what is
expected in
work and
behavior
Orientation Helps New
Employees

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The Training Process
• Training
• after orientation, training should begin
 It Is the process of teaching new employees the basic skills
they need to perform their jobs,
• Aligning Strategy and Training
• Employers today must make sure that their training programs are
supporting their firm’s strategic goals. Employers must identify the
employee skills which the firm will need to execute its strategy.

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The four Steps in the Training Process
1
2
3
4
The Four Steps in the Training
Process
Training program design
Training Needs analysis
Training program implementation
Training program Evaluation

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First - Training needs analysis

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Training needs analysis methods

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• Task analysis
• is a detailed study of the job to determine what specific skills
the job requires. So, job description and job specification are
essential. (It used with new employees)
• Competencies profile
• .it means that the employer can use the competencies related
to the job for training the employee.(it used when the
organization wants to transfer an employee or promote him)
strategic needs analysis
• Strategic goals such as entering new lines or expanding
abroad means that
the firm will have to fill new jobs, so strategic needs analysis
identify the training programs which employees will need to fill
these new future jobs.

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Current performance analysis
• Performance analysis is the process of verifying that there is a performance
deficiency and determining whether the employer should correct such
deficiencies through training or other means (motivating or transferring ).
• The first step is to compare the employee’s actual perform to what it should
be and determine why performance is down. It is useless to train an
employee whose performance actually is low because of insufficient
motivation.
• Therefore, distinguishing between “can’t-do” and “won’t-do” is crucial.

10. Second : Designing the training
program
1- Setting training objectives
2-Preparing the materials and training tools
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Setting learning objectives
1. Objectives should be determined in measurable terms.
What the trainees should be able to accomplish after
completing the training program.”
2. Objectives should determine the performance deficiencies ,
such as “there are too many complaints from call center
callers.”

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Preparing the materials and training tools
• Trainer must set the topics to be covered. organize the
information, so he can present it logically, and in
meaningful units.
• He must use a variety of familiar examples and
assignments.
• He must use as many visual aids as possible.
• The schedule is important.

13. Third- training program
implementation
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14. after setting the objectives and designing
the program we can turn to implementing
them by using
Training methods
1- on the job training
2- off the job training
3- Training based on the internet
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1- on job Training Methods
 Means having a person learns a job by actually doing it.(training a
person while he is working ).
• Coaching method Acquiring skills by observing the supervisor, or
having the supervisor shows the new employee the work procedures
step by step
• Informal learning
80% of what employees learn on the job, they learn through
informal means by performing their jobs with their colleagues.
• Apprenticeship Training
A structured process by which people become skilled workers
through a combination of classroom instruction and on-the-job
training.

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On-the-Job Training
Advantages;
Inexpensive.
Learn by doing.
Immediate feedback.

17.  Off the job types of Learning
• Lectures- Lecture is a quick and simple way to present knowledge
to large groups of trainees,.
• Case Study Method - provides a trainee with a written description
of an organizational problem.
• Role playing - is aimed at creating a realistic situation and then
ask the trainees to play the (roles) of specific persons in that
situation.
Chapter 8-17

18. Management development
Is any attempt to improve managerial performance by
acquiring knowledge, changing attitudes or increasing
skills
Management development and strategy
Management development program should stem from
the company’s strategy
for example strategies related to enter new business or
expand overseas means that the company will need
managers with specific skills to manage these new
business.
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Assessing the
organization’s
strategic needs
Developing the
managers and
future managers
Appraising
managers’ current
performance and
skills
The management development
process consists of

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Management Development methods
Job
rotation
special
assignments
Managerial On-the-Job Training
Action
learning
It involves moving a
trainee from department
to department to
broaden his experience
Management trainees are
allowed to work fulltime
analyzing and solving
problems in other
departments
Give lower levels
executives first hand
experience in working
on actual problems

21. Fourth- Evaluating the training
efforts
organizations spend thousands of dollars
every year training employees, yet few of
them attempt to evaluate or measure the
return of this training.
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Evaluating the Training Effort
• What should we measure ?
• Organizations can measure four elements of training outcomes
1- Reaction of trainees to the program: did they like the
program. (by using questionnaire).
2- Learning: did the trainees learn the principles, skills and
facts they were supposed.(by using tests).
3- Behavior : did the trainees 'behavior change on the job after
the training program.( supervisor can observe it)

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Evaluating the Training Effort
4--Results of the training.
For example:
did the number of customer’s complaints reduce? did the
trainees become able to write financial report, clearly,
accurately and without mistakes?
 Reaction, Learning, and behavior are important, but if the
training program didn't produce results related to
measurable performance, it probably has not achieved its
goals