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Chapter 8 Orientation Training and Development

The document discusses orientation, training, and development in organizations. Orientation is defined as a formal process for employees to learn about their employer, job, and coworkers. Effective orientation focuses on policies, procedures, and retention. Training provides job-specific skills and information to improve performance, while development aims to increase employees' abilities to perform across the organization. A variety of instructional methods for training are outlined, including on-the-job training, lectures, simulations, and e-learning.

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Jagadish Jag's
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134 views

Chapter 8 Orientation Training and Development

The document discusses orientation, training, and development in organizations. Orientation is defined as a formal process for employees to learn about their employer, job, and coworkers. Effective orientation focuses on policies, procedures, and retention. Training provides job-specific skills and information to improve performance, while development aims to increase employees' abilities to perform across the organization. A variety of instructional methods for training are outlined, including on-the-job training, lectures, simulations, and e-learning.

Uploaded by

Jagadish Jag's
Copyright
© © All Rights Reserved
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Orientation, Training, and

Development

IndM4260

Overview

Leader
Enhance effectiveness by empowering
others.

Manager
Recruitment and Hiring
Training and development - frequently
underestimated.

Orientation, Training and Development

Orientation

Defined:
Formal means of knowing employer,
their jobs, and coworkers.

Goals:
Policies and Benefits.
Locations and procedures.

Orientation is key to:


Retention, Moral and Performance

6 Elements of Effective Orientation


Supervisor
Mentor
Partnership with peers
Self-Development
Feedback
Orientation videos

Training & Development

To be successful in an organization:
Orientation
Education
Training
Development.

Organizations spend more than


$100billion/per year on training

Training

Information related to solve a problem or


to do a better job.
Job specific with the outcome focused on
improving an individual.
A planned effort by a company to facilitate
employees learning of job related
competencies.
Trainees should be able to demonstrate
changes in behavior or performance.

Training (Contd)

Training takes two forms:


1. Traditional training
2. Emotional intelligence development

Managers not knowing how to work with


people = Drill pressers who does not
know how to run a drill press

Training (Contd)

A Cycle (4 steps):
1.Need analysis
2.Designing and development training
3.Delivering
4.Evaluation

Training (Contd)

Need Analysis (POT):


Personal Analysis

Determine training needs based on


performance

Organizational Analysis

Determine training needs based on


companys business strategy

Task Analysis

Identify important tasks and knowledge, skill


and behavior that need to be emphasized.

Training (Contd)
7-step Training Design Process:
1.
Conducting need assessment
2.
Ensuring employee readiness
3.
Creating learning environment
4.
Ensuring transfer of training
5.
Developing evaluation plan
6.
Selecting a training methods
7.
Monitoring and evaluating the program

Development
Not concerned with current job
Increase abilities to perform effectively
in the organization
General Needs
Goal:

Shape employee powerful, cooperative,


hardworking, dedicated, and responsible
team.

Why managers fail to develop


subordinates
1.

2.

3.

4.

Chosen for technical but lack


emotional intelligence.
Rather avoid training and prefer to
hire proven workers from other co.
Interested in enhancing their own
status rather empower employees.
Know very little about their
employees potential, preferring to
hire and promote people like
themselves.

Instructional Methods
On-the-job Training (OJT)
Written Material
Lectures
Programmed and Computer-Assisted
Instruction
Videotape
Experiential Methods

Instructional Methods (contd)

On-the-job Training (OJT)


Mentoring a new employee
When demonstrating, no interruption

Instructional Methods (contd)

Written Material
General information
Company background, policy, etc.
Pros: Information is always accessible, good
for technical information
Cons: Not read, soon forgotten, not useful
for training and development for emotions
or attitudes.

Instructional Methods (contd)

Lectures
Reliable way to pass on information
Can present to a larger number of
people.
Do not cater individual needs
Do not provide feedback

Instructional Methods (contd)

Programmed Instruction
PI: Self-teaching, useful for leaning skill
that require logical order.
Usually immediate feedback
Self-paced

Instructional Methods (contd)

Computer-Assisted Instruction
Fastest growing segment in training
Can be user specific
By combining with interactive video
tutor to teach tasks and skills
Readily available, consistent, self-paced
Reduce total training time
Economical
Immediate feedback

Instructional Methods (contd)

Programmed Computer-Assisted
Instruction
Drawbacks: Cost of developing or
purchasing materials.

Instructional Methods (contd)

Videotape
Used to aid new employees
Employee can watch the process several
times
Can start or stop anytime
Self paced
Supervisor can use their time efficiently
Nervousness minimized
Can be made in house and made
immediately

Instructional Methods (contd)

Experiential Methods
Interact and express their thoughts and feelings
Examine the rationales and consequences of
their own decisions

Simulation
In-basket exercises
Case method
Management games
Role playing
Sensitivity
Assertiveness development

Instructional Methods (contd)

Simulation
Learn in real life like environment

In-basket exercises
Role play of manager who is responsible for solving problem

Case method
Problem analysis

Management games
Problem solving, develop team

Role playing
Specific role (Understand human relation)

Sensitivity
Sensitivity to ones feelings and the feelings of others

Assertiveness development
Teach stand up for their feelings
Flow of communication

Summary

Orientation:
Formal means of knowing employer,
their jobs, and coworkers.

Training:
Information related to solve a problem
or to do a better job, improving an
individual, increase competencies.

Development:
Increase abilities to perform effectively
in the organization

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