Orientation and Training

Orientation

 A planned and systematic way of inducting

employee into the organization
 Purposes of Orientation
1. To Reduce Startup Costs
2. To Reduce Anxiety
3. To Reduce Employee Turnover
4. To increase productivity
5. To enhance personal acceptance
6. To Develop Realistic Job Expectations,
Positive Attitudes and Job Satisfaction
 Items for an Orientation Packet
• Company history • Safety and emergency
• Copy of specific job goals procedures
and descriptions • Policy handbook
• List of unique terms in the • Current organization chart
industry, company, and job • Map of facility
• Organizational publications • Union contract
• Telephone numbers and • List of holidays
locations of key personnel
• List of employee benefits
• Performance appraisal forms
and procedures • Sources of information
• List of on-the-job training • Insurance plans
opportunities

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 Orientation process
 Planning the orientation program
 Choosing the proper methods and
implementation
 Evaluation of the orientation
 Reorientation
 Training

A planned effort by a company to facilitate

Employee’s learning of job related
competencies
Recently I was asked if I was going to fire an
employee who made a mistake cost the
company $600000. No, I replied, I just spend
$600000 training him. Why would I want
somebody to hire his experience ?

Thomas J. Watson
(Founder of IBM)
 Typical Topics of Employee
Training
1. Communications: The increasing diversity of today's
workforce brings a wide variety of languages and
customs.

2. Computer skills: Computer skills are becoming a

necessity for conducting administrative and office tasks.

3. Customer service: Increased competition in today's

global marketplace makes it critical that employees
understand and meet the needs of customers.

4. Diversity: Diversity training usually includes explanation

about how people have different perspectives and views,
and includes techniques to value diversity
 Typical Topics of Employee
Training
5. Ethics: Today's society has increasing expectations
about corporate social responsibility. Also, today's
diverse workforce brings a wide variety of values and
morals to the workplace.

6. Human relations: The increased stresses of today's

workplace can include misunderstandings and conflict.
Training can people to get along in the workplace.

7. Quality initiatives: Initiatives such as Total Quality

Management, Quality Circles, benchmarking, etc.,
require basic training about quality concepts, guidelines
and standards for quality, etc.
Typical Topics of Employee Training
8. Safety: Safety training is critical where
working with heavy equipment , hazardous
chemicals, repetitive activities, etc., but can also
be useful with practical advice for avoiding
assaults, etc.
9. Sexual harassment: Sexual harassment
training usually includes careful description of the
organization's policies about sexual harassment,
especially about what are inappropriate behaviors.
 BENEFITS OF TRAINING

INCREASE JOB
SATISFACTION
BETTER RISK
MANAGEMENT MOTIVATION AND
MORAL

ENHANCE COMPANY TRAINING

JOBS
IMAGE IMPROVEMENT IN
PROCESS

INCREASE BETTER RESPONSE TO

INNOVATION NEW CHANGES
raw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved.

Copyright © 2004 South-Western. All rights reserved.

 The Systems Approach to Training and
Development

•Four Phases
Needs assessment
Program design
Implementation
Evaluation

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 Systems Model of Training
Phase 4:
Evaluation
________________
Phase 3: • Reactions
Implementation • Learning
________________ • Behavior transfer
Phase 2: • On-the-job • Results
Design methods
________________ • Off-the-job
• Instructional methods
Phase 1:
objectives • Management
Needs development
• Trainee
Assessment
readiness
________________
• Learning
• Organization
principles
analysis
• Task analysis
• Person analysis

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 Phase 1: Conducting the Needs Assessment

• Organization Analysis
 An examination of the environment, strategies,
and resources of the organization to determine
where training emphasis should be placed.
• Task Analysis
 The process of determining what the content of a
training program should be on the basis of a
study of the tasks and duties involved in the job.
• Person Analysis
 A determination of the specific individuals who
need training.

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 Phase 2: Designing Training Programs

Issues in training design

Trainee readiness and motivation

Principles of learning

Characteristics of successful trainers

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 Trainee Readiness and Motivation

• Strategies for Creating a Motivated Training

Environment:
 Use positive reinforcement.
 Eliminate threats and punishment.
 Be flexible.
 Have participants set personal goals.
 Design interesting instruction.
 Break down physical and psychological obstacles
to learning.

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 CONDITIONS OF THE LEARNING
ENVIORNMENT
LEARNING PRINCIPLES
► WHOLE VERSUS PART LEARNING
► MASSED VERSUS SPACE PRACTICE
► OVERLEARNING
► KNOWLEDGE OF RESULTS
► ATTENTION
► RETENTION
 WHOLE VERSUS PART LEARNING

Complex task is to be broken down into its

parts and the learner should learn each
part separately. The process starts with the
simplest task and going on the most
difficult.
 Massed versus spaced practice

Practicing the new behavior and taking rest

periods in between is more effective than
practing the new behavior without break
 Overlearning
Overlearning is desirable when the task to
be learned in program is not likely to be
immediately practiced in the work situation
and when performance must be
maintained during periods of emergency
and stress.
 Knowledge of Results

For trainee to improve training performance

, they need to receive timely and specific
feedback or knowledge of results
 Attention

Trainers should try to design training

programs and materials to ensure that
trainees devote attention to them.
 Retention
Trainer should make the content
meaningful to them and they should have
an easier time understanding and
remembering it
Trainer can make training meaningful by
► Overview of what is to be learned
► Using examples and terms familiar to the trainee
► Organizing material from simple to complex
► Rehearsal
 Characteristics of Successful
Instructors
• Knowledge of the subject
• Adaptability
• Sincerity
• Sense of humor
• Interest
• Clear instructions
• Individual assistance
• Enthusiasm
 Phase 3: Implementing the Training
Program

Choosing the instructional method

Nature of training

Type of trainees

Importance of training outcomes

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 Training Methods

On-the-Job Experiences
► Seminars and Conferences
► Case Studies
► Management Games
► Role Playing
 On-the-Job Experiences
► Coaching
► Understudy Assignment
► Job Rotation
► Special Projects
► Staff Meetings
► Planned Career Progressions
 Training Program Evaluation

Measuring program effectiveness

Criterion 1: Trainee reactions

Criterion 2: Extent of learning

Criterion 3: Learning transfer to job

Criterion 4: Results assessment

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 Criterion 1: Reactions

• Participant Reactions.
 The simplest and most common approach to
training evaluation is assessing trainees.
 Potential questions might include the following:
 What were your learning goals for this
program? Did you achieve them?
 Did you like this program?
 Would you recommend it to others who have
similar learning goals? What suggestions do
you have for improving the program?
 Should the organization continue to offer it?

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 Criterion 2: Learning

• Checking to see whether they actually learned

anything.
 Testing knowledge and skills before beginning a
training program gives a baseline standard on
trainees that can be measured again after training
to determine improvement.
 However, in addition to testing trainees, test
employees who did not attend the training to
estimate the differential effect of the training.

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 Criterion 3: Behavior

• Transfer of Training
 Effective application of principles learned to what
is required on the job.
• Maximizing the Transfer of Training
 Feature identical elements
 Focus on general principles
 Establish a climate for transfer.
 Give employees transfer strategies

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 Criterion 4: Results

• Utility of Training Programs.

 The benefits derived from training.
• Return on Investment
 Viewing training in terms of the extent to which it
provides knowledge and skills that create a
competitive advantage and a culture that is ready
for continuous change.

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