Training and Developing Employees

GROUP MEMBER IDMONIJA KHATUN 17-001SANZIDA BEGUM 17-002SAMSUNNAHER KHATUN 17-003SHATABDI CHOWDHURY 17-024ERFANUL ALAM SIDDIQUE 17-056

GROUP NO. 9

SANZIDA BEGUMID- 17-002

Copyright © 2011 Pearson Education

8–4

ORIENTATION

COMPONENT

PURPOSE OF ORIENTATION

ProgramSUCCESSFUL NEW

EMPLOYEE ORIENTATION

Copyright © 2011 Pearson Education

8–9

Feel welcome and at

ease

Begin the

socialization

process

Understand the organization

Know what is expecte

d in work and

behavior

Orientation Helps New Employees

MONIJA KHATUN17-001

THE ORIENTATION PROCESS

Company organizatio

n and operations

Safety measures

and regulations

Facilities tour

Employee

Orientation

Employee benefit

information

Personnel policies

Daily routine

THE ORIENTATION PROCESS (CONT’D)

MST.SAMSUNNAHER KHATUN ID.17003

THE TRAINING PROCESS

TRAINING’S STRATEGIC CONTEXT

Copyright © 2011 Pearson Education

8–16

1

2

3

4

The Four-Step Training Process

Instructional design

Needs analysis

Program implementation

Evaluation

TRAINING NEED ANALYSIS :

ERFANUL ALAM SIDDIQUEEID- 17-056

TRAINING, LEARNING, AND MOTIVATION

MAKE THE LEARNING MEANINGFUL

TRAINING, LEARNING, AND MOTIVATION

Make Skills Transfer Easy

TRAINING, LEARNING, AND MOTIVATION

Reinforce the Learning

SHATABDI CHOWDHURYID- 17-024

Copyright © 2011 Pearson Education

8–22

TRAINING NEED ANALYSIS :

COMPETENCY MODELS

A graphic model that consolidates a precise overview of competencies of a job. Competencies includes

8–24

TABLE 8–1 Sample Task Analysis Record Form

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