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MHR523 Chapter #8 Notes.doc

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Human Resources
MHR 523
Pat Sniderman

Chapter 8 – Orientation and Training Required Professional Capabilities (RPC) • Conducts training needs assessments • Recommends the selection of external training providers • Develops orientation policies and procedures for new employees • Ensures compliance with legislated training obligations • Facilitates post-training support activities to ensure transfer of learning to the workplace • Identifies and accesses external sources of training funding available to employees • Recommends the most appropriate way to meet identified learning needs • Participates in course design and selection and delivery of learning materials • Ensures arrangements are made for training schedules, facilities, trainers, participants, and equipment and course material Orienting Employees - Purpose of Orientation Programs: o Employee orientation (onboarding): a procedure for providing new employees with basic background information about the firm and the job o Socialization: the ongoing process of instilling in all employees the prevailing attitudes, standards, values, and patterns of behavior that are expected by the organization o Reality shock: the state that results from the discrepancy between what the new employee expects from his/her new job and the realities of it - Improved job performance - Reduced first day jitters and reality shock - Foundation for ongoing performance management - Improved productivity - Improved retention levels and reduced recruitment costs The Training Process - Training: the process of teaching employees the basic skills/competencies that they need to perform their jobs o Training is a strategic investment in human capital o Training strengthens employee commitment - Training and Learning o Easier for trainees to understand and remember material that is meaningful o Making sure its easy to transfer new skills and behaviors from the training site to the job site o To motivate the trainee o Effectively preparing the trainee - Legal Aspects of Training o Under human rights and employment equity legislation, several aspects of employee training programs must be assessed o Negligent training  when an employer fails to train adequately, and an employee subsequently harms a third party The Five-Step Training Process (next page for figure 8.2) Terminology: • Task analysis: a detailed study of a job to identify the skills and competencies it requires so that an appropriate training program can be instituted o determine what training is required, if any o for new employees, determine what the job entails and break it down into subtasks, each of which is taught to the new employee o for current employees, determine whether or not training is the solution o Task Analysis (assess training needs of new employees)  task list  where best learned  when and how often performed  quantity and quality of performance  conditions under which performed  competencies and specific knowledge required o Performance Analysis (determine training needs of current employees)  verify performance deficiency and determine whether deficiency should be rectified through training or some other means (such as transferring the employee)  Determine what training is required, if any • For new employees, determine what the job entails (Task Analysis) • When and how often performed? • Quantity and quality of performance? • Conditions under which performed? • Competencies and specific knowledge required? • Where best learned? • For current employees, determine whether or not training is the solution (Performance Analysis) o Writing Training Objectives  By the end of the training program, trainee should be able to…  EXPLAIN how to develop an orientation program  Better to state the objective as follows:  DEFINE employee orientation (on-boarding), EXPLAIN why it is important and DESCRIBE the content of orientation programs • Instructional Design o Job instruction training (JIT): the listing of each job’s basic tasks, along with key points, in order to provide step-by-step training for employees o Videoconferencing: connecting two or more distant groups by using audiovisual equipment o Programmed learning: a systematic method for teaching job skills that involves presenting questions or facts, allowing the person to respond and giving the learner immediate feedback on the accuracy of his/her answers o Vestibule or simulated training: training employees on special off-the-job equipment, as in airplane pilot training, whereby training costs and hazards can be reduced o prepare curriculum o ensure training materials support learning objectives o ensure quality and effectiveness of program elements o Five traditional training techniques o on-the-job training- involves learning the job by actually performing it o Informal learning- any learning that occurs in which the learning process is not determined or designed by the organization o Apprenticeship training-involves having learning/apprentice study under the tutelage of the master craftsperson o programmed learning-consists of three main fun
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