Fundamentals of Human

Resource Management
Eighth Edition

DeCenzo and Robbins

Chapter 8
Socializing, Orienting, and Developing Employees

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

 Introduction
Socializing, Orienting & Developing

●Socialization, training and development

are all used to help new employees
adapt to their new organizations and
become fully productive.
●Ideally, employees will understand and
accept the behaviors desired by the
organization, and will be able to attain
their own goals by exhibiting these
behaviors.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
 The Outsider- insider Passage

●Socialization
oA process of adaptation to a new
work role.
oAdjustments must be made
whenever individuals change jobs
oThe most profound adjustment
occurs when an individual first
enters an organization.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

 The Outsider- Insider Passage

The assumptions of employee

socialization:
●Socialization strongly influences employee
performance and organizational stability
●Provides information on how to do the job and
ensuring organizational fit.
●New members suffer from anxiety, which
motivates them to learn the values and norms
of the organization.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
 The Insider-Outsider Passage
The assumptions of employee
socialization:
●Socialization is influenced behaviors
exhibited by colleagues, management,
employees, clients and others.
●Individuals adjust to new situations in
remarkably similar ways.
●All new employees go through a
settling-in period.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

 The Insider-Outsider Passage

The Socialization Process

●Prearrival stage: Individuals
arrive with a set of values,
attitudes and expectations
which they have developed
from previous experience and
the selection process.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

 The Outsider-Insider Passage
●The Socialization Process
oEncounter stage:
Individuals discover how
well their expectations
match realities within the
organization.
oWhere differences exist,
socialization occurs to imbue
(to inspire) the employee
with the organization’s
standards.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
 The Insider-Outsider Passage

The Socialization Process

●Metamorphosis stage: Individuals have
adapted to the organization, feel accepted
and know what is expected of them.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

 The Insider-Outsider Passage

A Socialization Process

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

 The Purpose of New-Employee
Orientation
●Orientation may be done by the supervisor,
the HRM staff or some combination.
●Formal or informal, depending on the size of
the organization.
●Covers such things as:
o The organization’s objectives
o History
o Philosophy
o Procedures
o Rules
o HRM policies and benefits
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
 The Purpose of New-Employee
Orientation
●Learning the Organization’s Culture
oCulture includes long-standing, often
unwritten rules about what is appropriate
behavior.
oSocialized employees know how things are
done, what matters, and which behaviors
and perspectives are acceptable.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

 The Purpose of New-Employee
Orientation
The CEO’s Role in Orientation
●Senior management are often visible
during the new employee orientation
process.
●CEOs can:
o Welcome employees.
o Provide a vision for the company.
o Introduce company culture -- what matters.
o Convey that the company cares about
employees.
o Lessen some new employee anxieties and
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
 The Purpose of New-Employee
Orientation
HRM’s Role in Orientation
●Coordinating Role: HRM
instructs new employees
when and where to report;
provides information about
benefits choices.
●Participant Role: HRM offers
its assistance for future
employee needs (career
guidance, training, etc.).
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
 Employee Training
Definitions
●Employee training
a learning experience designed to
achieve a relatively permanent change
in an individual that will improve the
ability to perform on the job.
●Employee development
future-oriented training, focusing on the
personal growth of the employee.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

 Employee Training
Determining training needs
●Specific training goals should be based on:
o organization’s needs
o type of work to be done
o skills necessary to complete the work
●Indicators of need for more training:
o drops in productivity
o increased rejects
o inadequate job performance
o rise in the number of accidents
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
 Employee Training

●Determining training needs

oThe value added by training
must be considered versus the
cost.
oTraining goals should be
established that are tangible,
verifiable, timely, and
measurable.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

 Employee Training

Determining Training Needs

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

 Employee Training

●On-the-job training methods

oJob Rotation
oUnderstudy Assignments
●Off-the-job training methods
oClassroom lectures
oFilms and videos
oSimulation exercises

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

 OJT

●Having a person learn a job by actually

doing the job.
OFF-JT
●Case study method
o Managers are presented with a description of an
organizational problem to diagnose and solve.
●Management game
o Teams of managers compete by making
computerized decisions regarding realistic but
simulated
Fundamentals of Human situations.
Resource Management 8e, DeCenzo and Robbins
 OFF-JT
●Outside seminars
o Many companies and universities offer Web-based
and traditional management development
seminars and conferences.
●Role playing
o Creating a realistic situation in which trainees
assume the roles of persons in that situation.
●Behavior modeling
o Modeling: showing trainees the right (or “model”)
way of doing something.
o Social reinforcement: giving feedback on the
trainees’ performance.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
 Employee Development

●This future-oriented set of

activities is predominantly an
educational process.
●All employees, regardless of
level, can benefit from the
methods previously used to
develop managerial
personnel.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
 Employee Development

Employee development methods

●Job rotation involves moving
employees to various positions in the
organization to expand their skills,
knowledge and abilities.
●Assistant-to positions allow
employees with potential to work
under and be coached by successful
managers.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
 Employee Development

Employee development methods

●Committee assignments provide opportunities
for:
o decision-making
o learning by watching others
o becoming more familiar with organizational
members and problems
●Lecture courses and seminars benefit from
today’s technology and are often offered in a
distance learning format.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
 Employee Development

Employee development methods

●Simulations include case studies, decision
games and role plays and are intended to
improve decision-making.
●Outdoor training typically involves challenges
which teach trainees the importance of
teamwork.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

 Organization Development

●What is change?
●OD efforts support changes that are
usually made in four areas:
oThe organization’s systems
oTechnology
oProcesses
oPeople

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

 Organization Development

●Two metaphors clarify the change

process.
oThe calm waters metaphor describes
unfreezing the status quo, change to a new
state, and refreezing to ensure that the
change is permanent.
oThe white-water rapids metaphor
recognizes today’s business environment
which is less stable and not as predictable.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
 Evaluating Training and
Development Effectiveness
Evaluating Training Programs:
●Typically, employee and manager opinions
are used,
o These opinions or reactions are not necessarily
valid measures
o Influenced by things like difficulty, entertainment
value or personality of the instructor.
●Performance-based measures (benefits
gained) are better indicators of training’s cost-
effectiveness.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
 Evaluating Training and
Development Effectiveness
Performance-Based Evaluation Measures
●Post-training performance method.
Employees’ on-the-job performance is
assessed after training.
●Pre-post-training performance method .
Employee’s job performance is assessed both
before and after training, to determine
whether a change has taken place.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

 Evaluating Training and
Development Effectiveness
Performance-Based Evaluation Measures
●Pre-post-training performance with
control group method.
oCompares the pre-post-training results of
the trained group with the concurrent job
performance of a control group, which does
not undergo instruction.
oUsed to control for factors other than
training which may affect job performance.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
 International Training and
Development Issues
Cross-Cultural Training
●Necessary for expatriate
managers and their families:
obefore assignments (to learn
language and culture)
oduring, and after foreign
assignments (to adjust to
changes back home).

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

 International Training and
Development Issues
●Cross-cultural training is more than language
training
●Involves learning about the culture’s:
o History
o Politics
o Economy
o Religion
o Social climate
o Business practices
●May involve role playing, simulations and
immersion in the culture.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins