MHR 523 Lecture Notes - Lecture 6: Development Business, Pilot Experiment, Central Tendency
28 Jun 2018
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Lecture 6: Orientation, Training and Performance Management
Orientation
- Long term socialization process between employee and employer
- Introduction to organization
- New employees need a clear understanding of company policies, expectations regarding
their performance and operating procedures
- Onboarding: a procedure for providing new employees with basic background
information about the firm and the job
- Onboarding can lead to reductions in turnover, increased morale, fewer instances of
corrective discipline and fewer employee grievances
Purpose of orientation
- Part of ongoing socialization process
- Helps reduce first day jitters and reality shock- cognitive dissonance: discrepancy
between what the new employee expected from the job and its realities
- Foundation for ongoing performance management
- Improved productivity
- Improved retention levels and reduced recruitment costs
- Provides employees with basic background information about the employer and specific
information that they need to perform their jobs satisfactory
- Clarify organization’s expectation of the employee regarding his/her job
- Employee orientation (onboarding) provides new employees with basic background
information about the employer and specific information that they need to perform their
jobs satisfactorily
Organizational Socialization process
Socialization: “The process by which people learn the norms and roles that are necessary to
function in a group or organization”
- Anticipatory socialization to encounter to hazing
- Orientation is a component of employer’s new employee socialization process
Anticipatory- before orientation
Encounter- initial encounter
Role management
Hazing
- Orienting people, typical negative complications
- Initiation
- Right of passage
- Negatively seen in the media
- Learn values and norms of organization
Content of orientation programs
- Anything you would read, background
- Internal publications (handbooks, newsletters, company history)
- Facility tour and staff introductions
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- Job related documents and explanation of duties, responsibilities
- Expected training to be received (when and why)
- Performance appraisal criteria, including the estimated time to achieve full productivity
Problems with orientation programs
- Too much information in a short time can overwhelm employee
- Too much forms to fill out
- Little or no orientation/information provided
- HR information can be too broad; supervisor’s information can be too detailed
Evaluation of Orientation Programs
- Ask people that attended
Employee reaction
- Evaluate usefulness, job performance
Socialization effects
- Assess programs towards understanding norms
- Did you feel you have a better understanding of what it is like to be an employee in
company
Cost/benefit analysis
- Compare cost of program (e.g. materials, time) to benefits (e.g. fewer errors, rate of
productivity)
- Huge costs but does it help workers stay in company and perform well then it is a win
Training
- learning process in which workers are provided with the information and skills they need
to successfully perform their jobs
- Certain skills you’re trying to perfect
- The process of teaching employees the basic skills/competencies that they need to
perform their jobs
- Short-term efforts to impart information and instructions related to the job
- A part of organizations strategic plan
- Considered investment in human capital
Training considerations
- Some people are visual kinesthetic but some people prefer rules and instructions
- Negligent training is important
Learning styles
- Auditory, visual kinesthetic
Personalize learning
- Meaningful material
- Maximize similarity of training to the job
- Motivate trainees
Legal aspects
- Avoid discrimination
- Avoid negligent training
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find more resources at oneclass.com
Five step training process
Step 1. Training needs analysis
Step 2. Instructional design
Step 3. Validation
Step 4. Implementation
Step 5. Evaluation of training
Step 1. Training needs analysis
- Identify skills you’re trying to develop
- Determine what training is required
- Determine what the job entails, break it down into subtasks, teach it to new employee
- Task analysis and performance analysis are two main techniques for identifying training
needs
- Other techniques used to identify training needs include: supervisor’s reports, HR reports,
management requests, observations, tests of job knowledge and questionnaire surveys
Task analysis (new employees)
- Analysis of the job’s requirements- especially appropriate for determining the training
needs of employees who are new to their job
- Identifying broad competencies and specific skills required to perform job-related tasks
- Break down job into tasks and skills
- Determine where each task and skill is best learned
- Particularly with entry level workers, it is common to hire inexperienced people and train
them
- Job analysis record form contains task list, when and how often performed, quantity and
quality of performance, conditions under which performed, competencies and specific
knowledge required and where best learned
Performance analysis (current employees)
- Appraises the performance of current employees to determine whether training could
reduce performance problems
- you know steps but this is on your performance- trying to identify difference between
current and expected performance, can’t do vs. won’t do (capability vs. willing to do)
- Verify any performance deficiencies and determine whether they are best resolved
through training or other means
- Can’t do vs won’t do- determine what a can’t do problem is and its causes, and what a
won’t do problem which employees could do a good job if they wanted to
- First step is to appraise the employee’s performance because to improve it, firm must
compare current performance with what it should be
Needs analysis output
Training objectives
- Specify what the trainee should be able to accomplish after completing the training
- Provide focus for trainee and trainer
- Provide a benchmark for evaluation of the training program
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Long term socialization process between employee and employer. New employees need a clear understanding of company policies, expectations regarding. Introduction to organization their performance and operating procedures. Onboarding: a procedure for providing new employees with basic background information about the firm and the job. Onboarding can lead to reductions in turnover, increased morale, fewer instances of corrective discipline and fewer employee grievances. Helps reduce first day jitters and reality shock- cognitive dissonance: discrepancy between what the new employee expected from the job and its realities. Provides employees with basic background information about the employer and specific information that they need to perform their jobs satisfactory. Clarify organization"s expectation of the employee regarding his/her job. Employee orientation (onboarding) provides new employees with basic background information about the employer and specific information that they need to perform their jobs satisfactorily. Socialization: the process by which people learn the norms and roles that are necessary to function in a group or organization .
