Understanding Human

Resources Management
A Canadian Perspective
Second Edition

Prepared by
Melanie Peacock, PhD, MBA, FCPHR, SHRM-SCP

Melanie Peacock, Eileen B. Stewart, and Monica Belcourt, Understanding Human Resources Management: A Canadian Perspective, 2nd Edition. © 2023
Cengage Learning Canada, Inc. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 1
 Chapter 6
Orienting, Training, and
Developing Employees

Melanie Peacock, Eileen B. Stewart, and Monica Belcourt, Understanding Human Resources Management: A Canadian Perspective, 2nd Edition. © 2023
Cengage Learning Canada, Inc. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 2
Learning Outcomes (1 of 2)
1. Describe the benefits of employee orientation.

2. Outline the steps in the instructional systems design

approach (ADDIE model) to training and development.

3. Describe the components of a needs assessment.

4. Explain the 3 key issues that should be focused on during

program design.

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Learning Outcomes (2 of 2)
5. Discuss various types of training methods.

6. List 4 methods to evaluate training.

7. Describe how an individual’s needs and an organization’s

needs are met through career development.

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DISCUSSION

CRITICAL THINKING QUESTION:

1. What was your best learning experience? Why?

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DEFINITION
Orientation
A structured process for new employees to become familiar
with the organization and their work; critical to socialization,
which is the embedding of organizational values, beliefs, and
accepted behaviours

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DEFINITION
Training
The acquisition of skills, behaviours, and abilities to perform
current work

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DEFINITION
Development
The acquisition of skills, behaviours, and abilities to perform
future work or to solve an organizational problem

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Orientation
• Coordinated process over a period of time
• Planned process

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Value of Orientation (1 of 2)
• Lower turnover
• Increased productivity
• Improved employee morale and identification with the company

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Value of Orientation (2 of 2)
• Lower training costs
• Facilitation of learning
• Reduction of anxiety

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DISCUSSION

CRITICAL THINKING QUESTION:

1. What could be done to enhance orientation for new students
to our campus?

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Training and Development:
Instructional Systems Design (ADDIE)

1. Needs Assessment

2. Program Design

3. Program Development

4. Training Delivery or Implementation

5. Evaluation of Training

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Phase 1: Conducting the Needs Assessment (1 of 2)

• How important is this issue to the success of the

organization?
• What competencies do employees need?
• What competencies do employees have?
• What is the gap between the need and the have?

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Phase 1: Conducting the Needs Assessment (2 of 2)

• Organizational level
• Task level
• Person level

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Phase 2: Designing the Program

• Instructional goals
• Trainee characteristics
• Learning principles

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Learning Principles
• Clear outcomes
• Relevance
• Activity
• Focus on solving problems
• Feedback

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DISCUSSION

CRITICAL THINKING QUESTION:

1. What learning principle is most important to you? Why?

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Phase 3: Developing the Program
• Create content
• Beta testing program
• Review by subject expert or benchmarking

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Phase 4: Implementing the Program
• Examine what is to be learned
• Determine who will be the trainer
• Consideration of required skills and abilities to train

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Training Methods (1 of 3)
• On-the-job training
• Apprenticeship training
• Cooperative and internship programs
• Classroom instruction
• Self-directed learning

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Training Methods (2 of 3)
• Audio visual
• Simulation
• E-learning
• Special projects or tasks
• Seminars and conferences

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Training Methods (3 of 3)
• Case studies
• Management games
• Role-playing
• Coaching

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DISCUSSION
Ethics in HRM 6.1
CRITICAL THINKING QUESTIONS:
1. Do the above-noted guidelines provide enough detail and clarity to
determine when an intern should, or should not, be compensated?
2. Is it ethical for an employer to have an unpaid intern under any
circumstances? Are there certain groups or people who could be
disadvantaged because of this?
3. Would you take an unpaid internship? Why or why not?

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Phase 5: Evaluating the Program
• Reactions
• Learning
• Behaviour
• Results

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Training Focus
• Basic skills
• Teamwork
• Investment

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Career Development (1 of 2)
• Dynamic process
• Individuals responsible for own career planning
• Organization responsible for supplying information and
providing support
• Organizational needs linked with individual needs

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Career Development (2 of 2)
• Creating the right environment
• Supportive managers
• Alignment with organizational goals

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HRM Practices to Enhance Career Development
• Lateral transfer
• Promotion
• Mentors

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DISCUSSION

CRITICAL THINKING QUESTIONS:

1. What are some ways that you could enhance your networking skills?
2. What professional association(s) could you join to increase your
professional contacts?

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