Session 5

ORIENTATION AND TRAINING

EMPLOYEES

Chapter Objectives
After studying this chapter, you should be
able to:
Define orientation and training
Describe the types of orientation
Explain who are responsible for

orientation
Discuss the benefits of orientation
Explain the training process
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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.
Is designed to start the employee in
a direction that is compatible with
the firms mission, goals, and
culture.

1. What is orientation? (Cont.)

Introduces new employees to the
organization and to the employees
new tasks, managers, and work
groups.
Is the initial training and development
effort for new employees and strives to
inform them about the company, the job,
and the work group.
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2. Purposes of Orientation

Employment situation: To know how his or

her job fits into the firms 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.

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.

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.

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.)

It can be included:

Operating activities
Responsibilities
Duties
Performance appraisal
Relationships with other departments

b) Departmental & job orientation (Cont.)

Orientation kit / packet:

bNMnkartRmg;Tis Package of written

information that given to new employees

to supplement the verbal orientation
program.
Experienced new employees needless
orientation and inexperienced new
employee need more orientation.

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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

Employees need more training

when a company introduce new
jobs.
b) Safety training
Employees need to be trained
until they can work well or safety

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3. Types of Training
c) Professional and Technical training
The purpose of this training is to avoid
knowledge, technical obsolescence in
a company.
d) Supervisory and Managerial training
Purpose of this training is to train
employees how to make decisions
effectively, motivate, lead,
communicate and solve problems
may raise in an organization.
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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)
Boosting employee's morals:
Loyalty (honest)
Cooperation
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5. Assessing of Training Needs

Generally, managers identify training
needs through 3 types of analysis:
a) Organizational 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.
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5. Assessing of Training Needs (Cont.)

External factors:
Economic conditions: Market needs
Some companies need to train their
employees to satisfy market needs.
Technological changes
Government regulations

Internal factors:
Organizational structure changes from
functional to divisional structure.
Opportunity for advancement
Quality of work or service
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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:

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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.

6. Methods of Training
a) On the job training
Is the type of training that used to
train employees at working place in
an organization.
In order to make on the job training
more effective, organization use:
i. Job instruction training
Preparing employees:
Put them at ease
Find out what they already know
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6. Methods of Training (Cont.)

i. Job instruction 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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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
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
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b. Off the job training

Is the type of training that used to train

employees outside working place of an
organization
Classroom training: An organization
sends employees to study any where
such as universities, faculties, vocational
training schools.
Workshop or seminar or conference:
An organization sends employees to
participate in workshop or conference
outside an organization.
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7. Evaluation of Training
Evaluation can be divided into four areas:
a) Reactions
How well did the trainees like
this training?
Content of training, training structure,
abilities of trainers,
Recommendations => Questionnaires.

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b) Learning of trainees
What did the trainees learn from this
training program such as principles,
facts concepts?
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...