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Unit 3 - Training and Executive Development
Training and Developing Employees
Employee orientation
Employee orientation introduces new employees to the organization and provides the basic
background information they need to perform their jobs satisfactorily.
Induction
Induction or indoctrination is a technique by which a new employee is rehabilitated into his
surroundings and introduced to the practices, policies and purposes of the organization.
Purpose of orienting employees:
To create a favourable impression of the work & the organization
To reduce anxiety and hazing
To develop realistic job expectations
To reduce start up costs
To save time and effort
To improve new worker productivity
To reduce turnover & conflict
To strengthen organization culture
HRD people, immediate supervisors, operating managers are responsible for
orientation.
Content:
Organizational issues
Employee benefits
Introductions
Job duties
Process:

General orientation (by the staff of HR Dept.)
Specific orientation (by the jobsupervisor)
Follow up orientation (HR Dept. Or supervisor)

The new employee should:
feel welcome
understand the organization in a broad sense
be clear about what the firm expects in terms of work and behavior
begin the process of socialization
Selection vs. Placement
Selection is the decision to accept or reject each applicant based on his performance
by using selection methods.Placement is a decision to place a selected individual in
one job than another. In selection the task is to match people with the positions. In
placement the task is to match positions with people so that each person is assigned
the right position
Socialization is a broad term whereas orientation is a narrow term
Socialization- ongoing process of instilling in all employees the prevailing attitudes,
standards, values, and patterns of behavior that are expected by the organization
and its departments.
Employee Training
It is a planned programme designed to improve performance and to bring about
measurable changes in knowledge, skills, attitude and social behavior of employees
for doing a particular job. It is a learning experience in that it seeks permanent
change in employee that will improve his ability to perform on the job. It is an effort by
the employer to provide opportunities for the employee to acquire job related skills
knowledge and behavior.
Employee Training, development & education
Employee training is job related learning that is provided by employers for their
employees.Education is a broad process covering preschool to college education
which usually occurs outside the organization. Education is concerned with
increasing general knowledge and understanding of the total environment. Training
has more immediate utilitarian purpose than education. An organizationcan make
use of employee education to support training efforts. Training focuses on present
jobs development focuses on future jobs and on their personal growth.
Need for training and development
To orient new hires to the organization
To improve the current performance of the employee
To prepare employees for future positions
To prepare them for organizational change & restructuring
To increase productivity & improve quality.
To ensure competitiveness in the market place
To improve interpersonal skills and organizational climate
Benefits of employee training and development
To Organization
Leads to improved productivity
Improves job knowledge and skills at all levels
Improves employee morale
Helps create a better corporate image
Improves labour management relations
Aids in improving communication
Aids in organizational development
Promotes effective decision making
Helps employee in adjusting to change
To Employee
Helps him for better decision making
Fosters a sense of recognition, achievement and growth
Aids in encouraging and achieving self development& self confidence
Helps him in handling stress, conflict etc.
Increases job satisfaction
Satisfies the need of trainer and trainee
Develops a sense of growth in learning
The training process
The training process model has three phases:
The assessment phase : the purpose is to determine if there is a performance
deficiency that can be rectified by training
The training phase: the actual training techniques are chosen and the training takes
place
Evaluation phase: trainee s post and pre training phases are compared and
effectiveness is evaluated
The Assessment Phase
Thepurpose is to determine if there is a performance deficiency that can be rectified
by training
The ultimate aim is to establish what needs exist, whether they are important, how
the needs become apparent, how they were identified, how they may best be
addressed, what the priorities are etc.
The need for training is determined by employee s performance deficiency. It is
computed as: Training. Need = Standard or desired performance-actual
performance
Training Needs Analysis
Organizational analysis: Proposed training
Within the context of the rest of the organization
Task analysis-detailed study of the job to determine what specific skills are required
Individual analysis-verifying that there is a significant performance deficiency and
determining whether that deficiency should be rectified through training
Identifying Training Needs
Performance reviews
Job-related performance data
Attitude surveys
Employee daily diaries
Assessment centers
Observation by supervisors
Interviews with the employee
Tests
Role plays and case studies
Identifying Training Objectives
The final step in the assessment phase is to translate the needs identified by need
analysis into measurable individual objectives that can guide the training process.
The training objectives should state The desired behavior, the conditions under which
it is to occur, the acceptable performance criteria
The training phase
The training program is to be developed after determining the training needs to
achieve the stated objectives. Appropriate trainingmethods have to be selected and
suitable material has to be developed to convey the required knowledge and skills
identifiedin the objectives.
The learning Curve
Learning always does not progress at the same rate during a training program. It is
usually very fast in the beginning but then plateaus as opportunities for improvement
are reduced. Learning curve is a curve thatexpresses the learning rate of an
individual. Usually it begins with a sharp rise, and then increases at a decreasing rate
until a plateau is reached.
Training Methods
On the job training (OJT): It is conducted at the work sites and in the context of the
actual work. Most widely used method. it is basically learning by doing while working.
Employee is placed into the real work situations and shown the job & method of work
by experienced employee or supervisor
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