ORIENTATION AND TRAINING

EMPLOYEES

Session 5

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Chapter Objectives

Define orientation and training

Describe the types of orientation

Explain who are responsible for orientation

Discuss the benefits of orientation

Explain the training process

After studying this chapter, you should be able to:

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I. Orientation

1. What is orientation?

Process which is used to introduce

new employees to know about their

jobs, places, friends, supervisors

and organization.

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Is designed to start the employee in

a direction that is compatible with

the firm’s mission, goals, and

culture.

1. What is orientation? (Cont.)

Introduces new employees to the

organization and to the employee’s

new tasks, managers, and work

groups.

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Is the initial training and development

effort for new employees and strives to

inform them about the company, the job,

and the work group.

2. Purposes of Orientation

• Employment situation: To know how his or

her job fits into the firm’s organizational

structure and goals.

• Company policies and roles: To

understand these to ensure a smooth

transition to the workplace.

• Compensation and benefits: To have a

special interest in obtaining information

about the reward system.

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2. Purposes of Orientation (Cont.)

• Corporate culture: To relate to everything

from the way employees dress to the way

they talk.

• Team membership: The ability and

willingness to work in team.

• Employees development: The ability to

acquire needed knowledge and skills that

are constantly change.

• Dealing with change: To learn to deal

effectively with change to survive in their

jobs.

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2. Purposes of Orientation (Cont.)

• To reduce start-up costs of a new employee.

• To reduce the fear and anxiety of the new

employees and hazing from other

employees

• To reduce turnover

• To save time for supervisors and co-workers

• To develop realistic job expectation, positive

attitudes toward the employer, and job

satisfaction.

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3. Types of orientation:

a) Company orientation:

General orientation that describes topics of

relevance & interest to all new employees.

The topics of orientation include:

• Salaries, Benefits

• Safety & accident prevention

• Key policies, procedures and

regulations

• Performance appraisal forms,

date, procedures.

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b) Departmental and job orientation

Specific orientation that describes topics that are unique to the new employee's specific department & job (Accounting department, HR department, Marketing department, Production department, R&D department.)

• Operating activities

• Responsibilities

• Duties

• Performance appraisal

• Relationships with other departments 9

It can be included:

b) Departmental & job orientation (Cont.)

Orientation kit / packet: ¬ bNþúMénkartRmg;Tis¦ Package of written

information that given to new employees

to supplement the verbal orientation

program.

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Experienced new employees needless

orientation and inexperienced new

employee need more orientation.

• Both of orientations are necessary.

4. Who are responsible for orientation?

It acquires the cooperation between HRD

and other managers & supervisors in an

organization.

In small company without HRD, managers

and supervisors are responsible for total

orientation to new employees.

In large company, HR department

managers and supervisors form as a term

to conduct orientation to new employees.

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5. Benefits of orientation

Facilitating of learning: Ease to contact with

other departments.

Increased productivity

Improved employee's moral.

Lower employee's turnover

Employees stay in a company more than

they want to leave from a company

Reduction of new employee's

anxiety/stress.

Reduce the expense of training

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6. Establishing an effective orientation system

Prepare for new employees ¬ Provide new employees needed

information ¬ Presenting orientation effectively

Evaluation and follow-up ¬

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II. Training 1. What is training?

The process of improving employee

competency levels and the

organizational performance.

Refers to a planned effort to facilitate

the learning of job-related knowledge,

skills, and behavior by employees.

Activities designed to provide learners

with the knowledge and skill needed for

their present jobs.

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2. Training process

Determine Training Needs

Establish Specific Objectives

Selection Training Methods

Selection Training Media

Implement Training Programs

Evaluate Training Programs

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3. Types of Training

a) Skill development

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Employees need to be trained

until they can work well or safety

b) Safety training

Employees need more training

when a company introduce new

jobs.

3. Types of Training

c) Professional and Technical training

d) Supervisory and Managerial training

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The purpose of this training is to avoid

knowledge, technical obsolescence in

a company.

Purpose of this training is to train

employees how to make decisions

effectively, motivate, lead,

communicate and solve problems

may raise in an organization.

4. Benefits of Training

Reduce costs of production / reduce

scrap loss

Increase quality and quantity of products

Reduce employee's accidents in working

place

Reduce employee's obsolescence (out

of date)

• Loyalty (honest)

• Cooperation

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Boosting employee's morals:

5. Assessing of Training Needs

Generally, managers identify training

needs through 3 types of analysis:

• Is an examination of goals, resources

and environment of org. to determine

where training emphasis should be

placed.

• Two factors that create training needs

of organization are External &

Internal.19

a) Organizational analysis:

5. Assessing of Training Needs (Cont.)

External factors:

• Economic conditions: Market needs

Internal factors:

• Organizational structure changes from

functional to divisional structure.

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• Technological changes

• Government regulations

Some companies need to train their

employees to satisfy market needs.

• Opportunity for advancement

• Quality of work or service

5. Assessing of Training Needs (Cont.)

b) Task analysis: Is a part of job analysis.

• An organization uses job descriptions and

job specification to analyze tasks.

c) Individual analysis:

• Use performance appraisal data in order

to analyze individual training needs.

• Both managerial & non managerial

employees can be surveyed, interviewed,

tested in order to identify their training

needs.21

6. Methods of Training

• Is the type of training that used to

train employees at working place in

an organization.

i. Job instruction training• Preparing employees:

Put them at ease

Find out what they already know

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a) On the job training

• In order to make on the job training

more effective, organization use:

6. Methods of Training (Cont.)

• Present the information about

operations to employees

Tell, shows question on point at a time

Explain something / information related

with a particular job

• Try out performance:

Allow employees to perform by

themselves.

Ask questions beginning with why,

when, how, where.

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i. Job instruction training (Cont.)

6. Methods of Training (Cont.)

i. Job instruction training (Cont.) • Follow-up employee performance:

If employees can perform well, an

organization allows them continue

to perform.

If employees can't perform well

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Organization will take correction

6. Methods of Training (Cont.)

ii. Job rotation

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Used to train both managerial & non

managerial employees in order to help

them to broaden their skills and

understanding of an organization by

regularly changing their jobs.

o Simple jobs are rotated during the short

time period.

o Complex jobs are rotated during the

long term period

b. Off the job training

Classroom training: An organization

sends employees to study any where

such as universities, faculties, vocational

training schools.

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Is the type of training that used to train

employees outside working place of an

organization

Workshop or seminar or conference:An organization sends employees to

participate in workshop or conference

outside an organization.

7. Evaluation of Training

Evaluation can be divided into four areas:

a) Reactions

• How well did the trainees like

this training?

b) Learning of trainees

• What did the trainees learn from this

training program such as principles,

facts concepts…?

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Content of training, training structure, abilities of trainers,

Recommendations => Questionnaires.

Interview & test trainees

7. Evaluation of Training (Cont.)

c) Behaviors

• What is the job behavior of trainees

change?

Performance appraisal

d) Results

• What are the results of this training

program?

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In terms of factors such as reduction

of production costs, increase quality,

quantity of products & services,

increase sales...