Study Notes: Chapter 8.docx

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17 Apr 2012
Chapter Eight: Orientation and Training
MHR Notes
Employee orientation (onboarding) provide new employees with basic background information about the
employer and specific information that they need to perform their jobs
Socialization the ongoing prcess of instilling in all employees the prevailing attitudes, standards, values, and
patterns of behaviour that are expected by the organization
Reality Shock the state that results from the discrepancy between what the new employee expects from his
or her new job and the realities of it
Why Orientation Programs are Important?
- improved job performance - improved productivity
- reduced first day jitters and reality shock - foundation for ongoing performance management
- improved retention levels and reduced recruitment costs
Problems with Orientation Programs
- too much information is often provided in such a short time
- little or no orientation is actually provided
- information can sometimes be too broad or too detailed
Training the process of teaching employees the basic skills/competencies that they need to perform their
Five Step Training Process
1. Training Needs Analysis
2. Instructional Design
3. Validation
4. Implementation
5. Evaluation and Follow-up
Step One (in detail)
This process involves determining what training is required, if any. Task analysis and performance analysis
are the two main methods for identifying training needs. Task analysis is a detailed study of a job to identify
the skills and competencies it requires so that an appropriate training program can be implemented.
Performance analysis is verifying that there is a performance deficiency and determining whether that
deficiency should be rectified through training or though some other means (such as transferring an
employee). Once training needs have been identified, objectives can be created. Training objectives state what
the trainee should be able to accomplish after successfully completing the training program.
Step Two (in detail)
After the employees’ training needs have been determined and training objectives have been set, the training
program can be designed. The following are traditional training techniques:
1. On the job training (OTJ) having a person learn a job by performing it
2. Apprenticeship training having the learner/apprentice study under someone
3. Informal learning any learning that occurs that is not determined or design by the organization
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