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PA 271- HRM.pptx
- 1. MISAMIS UNIVERSITY OZAMIS CITY CAMPUS School of Graduate Studies PUBLIC ADMINISTRATION PROGRAM ACCULTURATION PROCESS TACANG, ERICA MAE A. MPA-1
- 2. P R O C E S S The process of adapting to a new culture, and it is often used in the context of employees joining a new organization.. Welcome ! To our TEAM
- 3. Key steps involved in the acculturation process;
- 4. ORIENTATION Is an event that is structured and organized to focus on all the information. A new employee needs to get started in a new job.
- 5. JOB ORIENTATION Introduction to the organization’s culture Facilitator’s tour Introduction to colleagues Paperwork and documentation Organization’s policies and procedures Job training
- 6. Problems in Orientation Program The new hires should not be overloaded with lots of information. Formal and rigid orientation programme will cause boredom. The lack of proper time and training. A programme that is not well framed and executed. The grasping power of all the hires is not the same. The organization does not take feedback from the participants.
Editor's Notes
- Recruitment and selection are two key parts of the hiring process that allow organizations to find and attract the best and right person . And can proceed to the next step of the Hiring process, the acculturation process An effective recruitment and selection policy not only fulfills the requirements of a job but also ensures that an organization will continue to maintain its commitment to providing equal opportunity to employees. Adherence to such a policy will let you hire the best possible candidates for your organization. As a newly hired employee, it's important for you to feel oriented and supported as you begin your new role to the organization.
- Adjusting to a new culture; it is frequently used in reference to new hires to an organization. A kind of transformation that takes place, when there is an intermixing between two or more cultures. A person needs to be receptive to the process for acculturation to happen. they should have a positive outlook on both the new culture and their own culture as well, The person serves as a conduit between the two cultures, enabling mutual influence. The acculturation process in human resources involves helping new employees adjust to the culture and values of the organization, as well as its practices, policies, and procedures.
- The acculturation process typically begins with orientation, where new employees are introduced to the organization and its culture. Orientation is an essential component of the onboarding process, as it sets the foundation for a successful working relationship between the new employee and the organization. By providing new employees with the information and tools they need to succeed, the organizations can increase employee satisfaction, retention, and productivity.
- In Other words, orientation refers to a well-planned process of welcoming employees and providing all the necessary information to them to make the new employees feel at ease in the organization. Initial training given to an employee when starting a new or different job. The MAIN GOAL of orientation is to help new employees acclimate or getting used to their new work environment, understand their job responsibilities, and feel comfortable within the organization’s culture. ORIENTATION happens either prior to the new employee’s first day or right when the new employee starts their job at your organization. In general, a new employee’s orientation will take around three hours or no longer than a full workday. However, the correct amount of time to spend on new hire orientation varies from organization to organization. Different industries also require different levels of training and briefing before new employees can fully participate in their responsibilities. Common activities taking place during the job orientation include:
- Common activities taking place during the job orientation include: INTRODUCTION TO THE ORGANIZATION’S CULTURE: New employees should be introduced to the ORGANIZATION’S culture and values, and overview, such as its mission, vision statement, core values, objectives and code of conduct roles objectives, and expectations. Introduce the organization’s culture. Let your employees know how things “really work around here.” New employees want to fit in and understand the culture and the informal rules of how to operate or behave in the organization. Don’t leave them guessing! Provide employees with an introduction and education to your organization. This sets the stage for your employees to understand and integrate the core values, mission, philosophy, and goals of your organization. Show the big picture. Detail your organization’s past accomplishments, future goals, and current directions. What are your organization’s vision and goals? Where does your organization want to go? What is your current focus? Who are your customers? What is your market position? Demonstrate excitement for future directions FACILITATOR’S TOUR: New hired employees should familiarized around the organizations establishment , such as photocopier area, kitchen, employees lounge , cafeteria, comfort rooms, offices and department, and Safety and health policies reviews—safety, fire, emergency evacuation, job-related safety issues, this also include on teaching them how to use a certain equipment, tools and materials such as photocopier, elevators, printer. Even if it is basic. INTRODUCTION TO COLLEAGUES: New employees should be introduced to their colleagues and other key individuals within the organization, such as their supervisor and team members. Create comfort and rapport. Provide an environment that encourages acceptance and belonging in your organization. Spread out and vary meetings and any training sessions. Offer refreshments, dinner, lunch, or informal conversation. Create a team spirit. Encourage camaraderie among employees as this enhances communication and openness across departments. It is important to provide opportunities for team members to get to know each other so that the workplace is professional and team members understand and care about each other, which will enhance the work environment and business. PAPERWORK AND DOCUMENTATION: New employees are typically required to complete various forms and paperwork to provide their personal and employment information, such as tax forms, employment contracts, and benefit enrollment forms. Administrative task. ORGANIZATION’S POLICIES AND PROCEDURES: Reviewing the employee’s handbook, new employees should be informed of the ORGANIZATION’S policies and procedures, such as sick leave, vacation time, and dress code, as well as any safety and security protocols. This includes the benefits, and incentives information. Explain job responsibilities and rewards. Clarify expectations from the beginning. Ensure your new employees are well versed in their job responsibilities and understand the levels of authority. Gain full participation. Give everyone a role to play; engage in talks, and use games or exercises. Have your new employees explore the company, research the competition, meet the customers, and/or generate their own questions for you. Explain what the employee can expect from the organization. If you have an employee handbook, ensure your employees receive a copy of it before they start. If possible, provide the handbook two weeks in advance so they have time to absorb information. Try to not overwhelm them with too much information on their first day: spread orientation over a period of days or weeks. Use the handbook during orientation to reinforce the information they have received and build identification with your company. If you don’t have an employee handbook, and want to create one, the list below provides topics that are usually included. Alternatively, you can use this as your orientation checklist: JOB TRAINING: New employees should be provided with job-specific training to ensure they understand their role and responsibilities, as well as any necessary technical skills. This short-term orientation process is not a replacement for onboarding of employees to their specific role and department, which is a more detailed and longer process. Orientation is the best time to influence and shape perceptions and attitudes in new employees. Effective orientation programs can enhance employee engagement, job satisfaction, and productivity, while reducing turnover rates. It is therefore essential for organizations to invest in creating and maintaining comprehensive and engaging orientation programs.
- Problems in Orientation Programme The essence of this programme is to provide information. So, the new hires should not be overloaded with lots of information. This is because they won’t be able to grasp it all at once. A very formal and rigid orientation programme will cause boredom in the participants after a point of time. So, it is important to make the session more lively and interactive, so that they can actively participate, ask questions and feel at ease rather than keeping silent and listening all the time. The lack of proper time and training for the facilitators reduces the effectiveness of the programme. For an orientation to be successful organization should ensure that the facilitators have complete knowledge and experience regarding how to handle the anxiety and nervousness of the new hires. A programme that is not well framed and executed may turn out as a failure. It may also create a bad impression in the mind of new joiners regarding the efficiency of the enterprise. This will result in increased employee turnover. One should be precautious while framing the programme and implementing it. The grasping power of all the hires is not the same, because some learn and understand faster than others. While some may be able to understand things by just listening, others might need video presentations or demos to understand. A proper evaluation and follow-up are very crucial to the success of the orientation programme. If the organization does not take feedback from the participants, then it may end up following the same orientation programme year after year which may at one point of time, prove ineffective. .