Orientation,

Training &
Development
What is Orientation?
 Orientation is the process of introducing newly hired employees to the
workplace and providing relevant information.
 The purpose of orientation is to:
◦ Familiarize the new hires with the organization
◦ Start the socialization process
◦ Clarify expectations
◦ Provide key information regarding organizational policy, employee rights and
responsibilities, codes of conduct, etc.

 It is important to remember that orientation is more than “just a

ceremony”
 Some orientation effort might also be needed for existing employees
switching to new roles.

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), 2021 11–2

What is Training?
 Training is a planned effort to facilitate the learning of job-related
knowledge, skills and behaviors by employees.
 The five-step training process is as follows:
◦ Analyze the training need
◦ Design the overall training program
◦ Develop the course
◦ Implement the training
◦ Evaluate the effectiveness of the training

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), 2021 11–3

Step 1 of Training – Needs
Assessment
 It is tempting to think that training is a solution to every problem, but
often, it is not.
 This makes needs assessment crucial.
 Needs assessment has three components
◦ Organizational analysis
◦ Person analysis (more important for current employees)
◦ Task analysis (more important for new employees)

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), 2021 11–4

Step 1 of Training – Needs
Assessment (contd.)

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), 2021 11–5

Step 2 of Training – Design
 Design means planning the overall training program including the
training objectives, delivery methods and program evaluation.
 Key components of training design include:
◦ Formulation of learning objectives
◦ Choice of training delivery method
◦ Creation of the proper learning environment
◦ A plan for evaluating training outcomes
◦ Estimation of the training budget

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), 2021 11–6

Step 2 of Training – Design
(contd.)

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), 2021 11–7

Step 2 of Training – Design
(contd.)

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), 2021 11–8

Steps 3 & 4 of Training –
Development & Implementation
 Development means actually assembling the contents and materials of
the program
 Employers have a choice between customized vs. off-the-shelf content
 Implementation means actually delivering the training
 There are several administrative challenges to be addressed at this
stage.
 But the most important thing is to decide – what is the right training
method?

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), 2021 11–9

Types of Training Methods
 On-the-job training
• Coaching/Understudy Method – Experienced worker or employee’s
supervisor trains him/her.
• Job rotation – Employee moves from job to job at planned intervals
• Special assignments – Intended to give lower-level executives first-hand
information in solving actual problems
• Peer to peer learning
• Informal learning

For success, structure the OJT Effort, train the trainer,

provide materials

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), 2021 11–10

Types of Training Methods
(contd.)
 Presentation Methods
• Instructor-led classroom instruction
• Distance learning – may be instructor led or self-managed
• Audiovisual techniques

Ideal for presenting new information, philosophies,

approaches to problem solving

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), 2021 11–11

Types of Training Methods
(contd.)
 Hands-on methods – Require the trainee to be actively involved in
learning.
• Simulations – represents a real-life situation, with trainees’ decisions
resulting in outcomes that mirror what would happen if the trainee were on
the job.
• Business games - stimulate learning by actively involving participants and
mimicing the competitive nature of business
• Case studies – useful for developing higher order intellectual skills such as
analysis, synthesis and evaluation
• Behavior modeling – one of the most effective techniques for teaching
interpersonal skills

Ideal for developing specific skills, understanding how skills and behaviors can
be transferred to the job, dealing with interpersonal issues that arise on the
job

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), 2021 11–12

Types of Training Methods
(contd.)
 E-Learning – Some key aspects include:
• Choice of delivery channel
• Content – avoid repurposing
• Learner control – critical for success
• Collaboration and sharing
• Link to resources
• Administrative issues

Can be highly versatile and generate learner engagement; can also

incorporate external stakeholders

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), 2021 11–13

Criteria for Comparing
Training Methods
 Learner engagement
 Learner control
 Potential transfer of training
 Development cost
 Administration cost
 Customization vs. Standardization
 Monitoring, Feedback & Follow-up

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), 2021 11–14

Outcomes Used in Evaluating
Training Programs
Outcome What is Measured How Measured

Cognitive Acquisition of knowledge Written tests, work

samples

Skill-based outcomes Behavior, skills Observation, work

sample, ratings

Affective outcomes Motivation, reaction to Interviews, focus groups,

program, attitude attitude surveys,
observation
Results Company payoff Data

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), 2021 11–15

Training Evaluation Design
 Post-test only – appropriate when objective is meeting a certain target
 Pretest-Posttest – appropriate when objective is measuring change in
some metric
 Pretest-Posttest with control group – appropriate when objective is to
isolate the impact of training
 Time series – appropriate for measuring transfer of training

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), 2021 11–16

Difference Between Training
& Development
Training Development

Target group Everyone Managerial employees,

those with high
promotion potential
Orientation Current Futuristic

Customization Low High

Knowledge and skills Specific Typically broad-based

Core focus Performance Performance + Career

Duration Short Long

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), 2021 11–17

Development Methods
 Coaching/Understudy
 Job Rotation
 Action Learning
 University-based programs
 Seminars and workshops
 Management games
 Role-playing
 Corporate universities
 Executive Coaches

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), 2021 11–18

Thank You!

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), 2021 11–19