Republic of the Philippines

NUEVA VIZCAYA STATE UNIVERSITY

Bayombong, Nueva Vizcaya

COLLEGE OF TEACHER EDUCATION

GRADUATE SCHOOL PROGRAM

Topic : Chapter VII- Orientation: The Acculturation Process

Sub-Topic : Definition of terms
: Elements of a good orientation
: Avoid information overload
: Effects of good orientation program
: What is training?
: Assessing Training Needs
: Training Methods
Subject : Ed. Ad 208-Personnel Management/Human Resource Management in Education
Semester : Second Semester- SY 2018-2019
Schedule : Saturday 8:00-11:00 am, Rm. Ed 201
Professor : Dr. Sanny J. Dangis
Reporter : Susana A. Murillo, MED-ED.AD.
: Rovelyn B. Gamay, MED-LRN
: Jil B. Pullig, MED-ED.AD.

Orientation
- is a systematic and planned introduction of newly hired employees to their jobs, co-workers and
organization.
- it is the introductory stage in the process of new employee assimilation, and a part of his continuous
socialization process in the organization.
- Orientation is the socializing process, the welcome and the initial introduction to the organization and
the work of the employee.
- It gives opportunity to new employees to familiarize themselves with the organization.
- Orientation strives to make new employees feel comfortable with the job, the people and the
organization.
- Part of the orientation process includes the introduction of the new employees to co-workers, giving of
information such as working hours, place of work, performance standards, benefits and facilities and
names of the immediate superior and other officers.
- Orientation educates the new hires about the culture, values and principles of the organization.

Teacher Induction Program

- Is a systematic and comprehensive training scheme for newly hired teachers as part of professional
development toward effective teaching and commitment for the profession.
DepEd Order No. 43 s. 2017 (Teacher Induction Policy)
- In line with the teacher Induction program (TIP) for the newly hired teachers, the Department of
Education (DEPED), through the Teacher Education Council (TEC) issues the enclosed Teacher
Induction Program Policy on the implementation of the TIP.
- DEPED fully supports the continuing professional development and progress of the newly hired teachers
based on the principles of lifelong learning and the Department commitment to the development of new
and beginning teachers.
- School worldwide use induction program to support new teachers in their first year of teaching by the
way of contributing to their sense of well-being and professional development ( PARTLOW 2016)
- In the Philippines, Teacher Induction Program has contributed positively in enhancing teacher’s
knowledge, skills and values and the commitment to the profession, and in improving the student’s
learning outcome (Bilbao et al, 2013)
- Support and assistance for newly hired teachers have positive impacts on teacher commitment and
retention, teacher’s classroom instructional practices and on the student achievement ( Ingersol &
Strong, 2011)
Major Objectives of Orientation
- Gain employee commitment
- Reduce ones’ anxiety
- Help the employee understand organization’s expectation
- Convey what he can expect from the job and the organization

Elements of a Good Orientation Program

- It must be formal, well-planned, with a “to-do” checklist.
- Follow up session and a feedback mechanism to determine how effective it is in relation to its purpose
and objectives.
- It must not be overdone and it must be interactive.

Components of Formal Orientation

- Welcome to the Company (Mission, Vision, Values and Cultures)
- Tour of the Facilities
- Introduction to Top Management and Co-Workers
- Completion of Paperwork (SSS, BIR, medical Certificate…)
- Review of Employee Handbook (Company history, policies, rules and regulation, penalties)
- Review of Job Responsibilities (Job description, performance evaluation system)
Problems of Orientation and Induction Program
- Too much paperwork
- Information overload
- Information irrelevance
- Scare tactics
- Too much selling of the organization
- An induction program could either be short and sloppy or long, overwhelming and boring.
- An orientation is boring if you overwhelm the new hires with facts, figures names and faces packed into
one whole day.

Common Topics for Newly Hired Teachers

- Module 1: THE DEPARTMENT OF EDUCATION
1. Mandate
2. Vision, Mission, Goals, and Core Values
3. Strategic Directions
4. DepEd Organizational Structure and Processes
5. Teaching as a profession and a vocation
6. Career Paths within the Department of Education
7. Magna Carta for Public School Teachers
8. Code of Ethics for Professional Teachers of the Philippines
9. The Governance of Basic Education Act of 2001(RA 9155)
10. Philippine Professional Standards for Teachers (PPST)
11. Results-based Performance Management System (RPMS)
12. Salaries, Wages, and Benefits
- Module 2: THE FILIPINO TEACHER
1. Self-awareness and Self-mastery
2. Personal and Professional Development
3. Financial Literacy
4. Health and Wellness Program
5. Gender and Development
- Module 3: THE K TO 12 CURRICULUM
1. Goals of the K to 12 Basic Education Program
2. Inclusive Education
3. The Basic Education Program in Schools
3.1 Key Stages in the basic education program
3.2 Special Interest Programs
4. Student Inclusion Programs
 4.1 Indigenous Peoples’ Education Program
4.2 Muslim Education Program
4.3 Special Education
5. The Alternative Learning System (ALS)
6. Flexible Learning Options (FLO)
- Module 4: THE TEACHING PROCESS
1. Pedagogies for Inclusive Education
1.1. Differentiated Instruction
1.2. Adult Learning (4As Approach)
1.3. Explicit Teaching
1.4. The 21st-century Teaching
2. Daily Lesson Logs (DLL)/Detailed Lesson Plan (DLP)
3. Learning Resource Management Development System (LRMDS)
3.1. Contextualization, Localization, and Indigenization of Resource Materials
3.2. Preparation and Utilization of Interactive, Digitized, and Disaster-resilient Instructional Materials
3.3. Utilization of LR Portal
3.4. School Forms and Learner Information System (LIS)
3.5. Classroom Management and Discipline
3.6. The Child Protection and Anti-Bullying Policies
- Module 5: THE LEARNING PROCES
5.1. The 21 st-century Learners
5.2. Understanding the Diversity of the Learners
5.3. Learner-centered Learning
5.4. Assessment and Evaluation of Learning
5.5. Diverse learning environments
- Module 6: THE SCHOOL & COMMUNITY LINKAGES
6.1. Community as a Resource in the Teaching-Learning Process
6.2. The School and Community Relationships
6.3. Building Partnerships and Establishing Linkages

How to Avoid Information Overload?

- Stick to Basics
- Set Priorities
- Shorten Lengthy Discussion
- Open for Questions and Clarifications
- Give some games or test for retention
Effects of Good Orientation
- Anybody put into a new, strange situation would experience anxiety that if left unattended would affect
adversely his ability to do the job or learn how to do the job.
- Good orientation helps to reduce anxiety in entering into an unknown situation and helps provide
guidelines for conduct and behavior reducing the stress of guessing what to do and how to act and
interact with others.
- Reduces Start-Costs
Proper orientation can help the employee “get up to speed” much more quickly, thereby reducing the
costs associated with learning the job.
- Reduces Employee Turn-over
Good orientation shows that the organization values the employee, and helps provide the tools necessary
for succeeding in the job.
- Saves time for Supervisor and Co-workers
The better the initial induction, the less likely supervisors and co-workers will have to spend time
teaching the employees.
- Develops Positive Job Expectations, Positive Attitudes and Job Satisfaction
New hires learn as soon as possible what is expected of them, and what to expect from others.
Furthermore, they learn about the values and culture of the organization.
- Successful orientation creates a “good feel” in the employee and acts a good retention tool and
motivator.
Training
- is the formal and systematic modification of behavior though learning which occurs as a result of
education, instruction, development and planned experience.

- Training as a planned effort by a company to facilitate employees’ learning of job-related competencies.

- These competencies include knowledge, skills and behaviors that are critical for successful job
performance.
- The goal of training is for employees to master the knowledge, skills and behaviors emphasized in
training programs and to apply them to their day-to-day activities.

Advantages of Training
- Better productivity
- Higher quality
- More flexibility through better skills
- Less supervision required
- Improved motivation through greater empowerment

Disadvantages of Training
- Can be financial drain on resources, expensive development and testing, expensive to operate
- Often takes people away from their job for varying periods of time
- Equips staff to leave for a better job
Assessing Training Needs
- Systematic gathering of data to find out where there are gaps in the existing skills, knowledge and
attitudes of employees.
- Involves the gathering of data about existing employees’ capabilities and business demands for skills
- Link with business strategy –aim is to ensure that there is sufficient capability for the business to meet
its objectives.

What Training Can Not Solve

- Poor management
- Poor job design
- Ineffective or inefficient equipment
- Poor production of organization
- Recruitment

Types of Training
1. On the Job Training
It refers to new or inexperienced employees learning through observing peers or managers performing
the job and trying to imitate their behavior.

Methods of On the Job Training

- Coaching (one to one interaction)
- Mentoring (conducted for management-level employees)
- Job Rotation (the trainee is given several jobs to gain experience of a wide range of activities)
- Job Instruction Technique (exposure to the other parts of the business)

2. Off the Job Training

- Trainee is separated from the job environment
- Take place at training agency or local college, training centers
- Study materials
- Fully concentrated on learning rather than performing
- Freedom of expression

Methods of Off the Job Training

- Vestibule Training
1. Actual work conditions are simulated
2. Materials, files and equipment are used
3. Duration ranges from few days to few weeks
4. Theory can be related to practice here

- Management Games
1. To improve decision making and analytical skills
2. To develop awareness of the need to make decisions lacking complete information
3. To develop understanding of the interrelationship
4. To develop the ability to function cooperatively and effectively in a small group discussion

- Role Playing
1. Is the method of human interaction that involves realistic behavior in imaginary situations

- Films/ Video Presentation

1. Content for the training experience comes primarily from the videotape or computer-based program
2. Interest of the audience can be maintained by showing them audio visuals
3. Easy to handle and explain
4. Provides a lot of content to talk about

Outbound Training
1. Outdoor and action-oriented programs through experiential learning
2. Develops leadership, teamwork, and risk-taking abilities
3. Interesting as compared to classroom learning
4. Conducted by professionals who are very cooperative

Lecture Method
1. Traditional and direct method of instruction
2. It is verbal presentation of information by an instructor to a large audience
3. It is presumed to possess a considerable depth of knowledge of subject at hand