The document discusses employee socialization in organizations. It defines socialization as the process by which new employees learn the values, norms and behaviors required to participate as organizational members. Effective socialization is important for new employee productivity, commitment and retention. It facilitates adaptation to organizational culture. Socialization programs should orient new employees to the organization's history, objectives and procedures. They also help employees understand their roles and the organization's values. Socialization benefits include increased productivity, healthier employees, stronger teamwork and faster acclimation of new staff. Managers should take ownership of socialization and view it as important for business.

1. Presented By Ramkrishna Rajput
Paper-II SHRM-I
SHRM Roll No.15
Exam Sheet No.116046

2.  Socialization is process by which a person learn
the values, norms and required behaviours which
permit that individual to participate as a member of
organisation.
 Socialization is characterized as a process by
which new organizations members learn and adapt
to norms expectations and perspectives or their
organization and its members.

3. Employee Socialization :-
 When new employees enter an organization they feel out of place
because of the new surroundings, new boss and new co-worker. Hence
it is the responsibility of the management to orient the employees and
to make the process of socialization smooth. This will ensure that the
new employees adapt to the organizational culture as soon as possible.
The process of adaptation is commonly termed induction or
socialization.
 The socialization process is not confined to employees entering new
organization. It is also important for employees moving within the
organization as result of lateral transfers and promotions.
 Orientation is only a small part or the overall socialization program.
The process of orientation includes introduction of the new employee to
the organization and to his work unit and supplementing the information
given to him during recruitment and selection.

4.  An organization orientation program should make a new
employee familiar the organization’s history, philosophy,
objectives ,procedures and rules. To understand the concept
of socialization, a look at organization culture and its
understand the role he has to play in that particular job, the
values of the organization that he has to uphold and the
norms set by his peer group that he has to uphold and the
norms set by his group that he has to conform to. The
socialization process is based on some general assumptions.
The process of socialization affects the new employees work
productivity, commitment to the organizations objectives and
his decision to stay with the organization. They are various
alternatives that a manager can consider when designing
effective socialization strategies. The are formal or informal
individual or collective sequential or non-sequential, fixed or
variable, Tournament or contest, serial or disjunctive,
investiture or divestiture socialization strategies.

5.  Increase productivity / performance
Research has shown that workplace chatter,even a small talk
actually increase productivity. Employee moods emotion and overall
disposition have a strong impact on job performance decision
making turnover teamwork and leadership.
 Maintains healthy living
When employees feel comfortable with their peer and supported by
management the risk of sickness, disease, and the need to take a
metal health day decreases dramatically.
 Encourages team work
Encouraging your employees to develop relationships within the
company not only goes a long way in creating a social fun
atmosphere but also increases employee loyalty.
 Acclimates new employees faster
Co-worker support and encouraging socialization may assist in
helping him or her find a good fit within the company culture as
well as find the right mentor to get up to speed in the new role
faster.

6.  Develop new employees to become productive members of the
organization.
 Take ownership of orientation and on boarding processes.
 View organizational entry and socialization as a business
imperative
 Partner and coach hiring and supervising managers on
organizational entry and socialization and their role in the process.
 Provide a road map for new employees
 Set up networks for new employees.
 Serve as internal coach / Facilitator.
 Provide tools training and feedback from selection through
transition.