Seeing as approximately 50% of newly hired employees leave a company within the first seven
months, its crucial for an HR employee to understand how to interest and involve and employee
right away so he/she does not regret joining the organization.
The process of shifting knowledge from an organization to an individual, department level, job
level to a new hire is known as onboarding
Onboarding provides employees with tools, resources and the knowledge required to be a
successful employee.Asuccessful onboarding program will make the employee feel welcome,
increase employee engagement, and reduce the amount of time it takes to familiarize themselves
with the responsibilities required from a job.
Orienting an employee into an organization is an important onboarding activity. Orienting
involves introducing an employee into an organization.Aformal orientation program is designed
to familiarize employees with new roles, the organization, and policies.
Asuccessful orientation program can:
Reduce employee turnover: over 60% of employees leave a job within the first 6 months. If
thousands of employees leave a firm every year, costs can quickly escalate. To prevent this, HR
can reduce turnover by meeting personal objectives of an employee.
Reduce errors and save time: well oriented employees know exactly what they are doing and are
less likely to make mistakes. Start up costs for a new employee are high since they are less
efficient than an experienced worker; combine this with other additional costs in getting the new
employee started can make these costs very significant.
Reduces employee anxiety: new employees feel less stressed if an organization clearly states
their roles, and familiarizes them with company objectives.
Socialization learning about norms and values of an organization Socialization is the process of a new employee adapting to a new company- they begin to
understand values and beliefs held by an organization.
To effectively socialize, a new hire must build new relationships with coworkers and understand
their personality, style of working etc.
Training & Development: a strategic tool
Peter Senge, author of “The Fifth Discipline” popularized the term learning organization- an
organization that has the enhanced capacity to learn, adapt and change.
Peter Senge was big on knowledge management- the ability to utilize the knowledge of an
Asuccessful organization can tap into its knowledge base, optimize resources and can
understand the importance of developing employees by establishing programs to optimize the
talent of the employee- talent refers to individuals who add positive value to an organization
The recognition of the value an employee brings with them has received considerable amounts of
attention from executives and has pushes importance the human resource development function.
Human resource development incorporates the use of training and career development efforts to
improve individual and organizational effectiveness.
The training System
An effective training program benefits the employee and the organization as a whole. Employee
benefits may include skill improvement, stronger self confidence, sense of growth. For the
organization, profitability, better corporate image.
Atypical training system starts off with a needs assessment
Aneeds assessment is one that diagnoses a present problems that can be met through training.
An evaluation of these needs results in training objectives. Such objectives should state a desired
behaviour, conditions under which it should occur and acceptable performance criteria.
Learning Principles- since learning itself cannot be observed, there is little known about the
learning process; only its results can be measured. The best way to understand learning is
through a learning curve- a visual representation of the rate at one learns material. Training Techniques
On the job training: employee learns a job by performing it.Atrainer, supervisor, or coworker
serves as an instructor
Cross Training: training employees in other areas of an organization besides their assigned job
Apprenticeship: a form of on the job training where junior employees learn from experienced
employees- high levels of participation. Most trades people are taught through apprenticeship
Coaching: less formal training technique.Asupervisor or manager provides an employee with a
model for new employees to emulate
Role playing: forces trainees to assume different identities in order to learn how others feel under
Laboratory training: used to enhance interpersonal skills. Participants seek to improve human
relations skills by better understanding themselves and others. Employee Development
Process of providing employees with opportunities to grow in an organization. It focuses on
developing competencies that will enable the employee to be successful in a future role in an
Competencies: skills, knowledge, and behaviours that distinguish high performance in a broad
role of an organization
Effective organizations include employee development as apart of their strategic human resource
Strategic human resource development: identification of essential job skills and employee
learning management for the future in r