MHR 523 Chapter Notes - Chapter 8: Instructional Design, Cognitive Dissonance, Performance Appraisal

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23 Jul 2016
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Chapter 8: Orientation and Training
Orientating Employees
Purpose of Orientation Programs
Employe Orientation (onboarding): A procedure for providing new employees with
basic background information about the firm and the job
Socialization: The ongoing process of installing in all employees the prevailing
attitudes, standards, values, and patterns of behaviour that are expected by the
organization
Reality Shock (cognitive dissonance): The state that results from the discrepancy
between what the new employee expected from his or her new job and the realities of it
Content of Orientation Programs
The new employee is usually given:
-Employee handbooks that cover matters such as company history, current mission,
activities, products, and people
-Facility tour and staff introductions
-Job related documents, including an explanation of job procedures, duties, and
responsibilities, working hours, payroll, holidays and vacations, etc
-Expected training to be received
-Performance appraisal, including estimated time to achieve full productivity
Special Orientation Situations
-Diverse Workforce
-Mangers and Acquisitions
-Union versus Non-union Employees
-Multi-Location Organization
Problem with Orientation Programs
-Too much information is provided at a short time and the new employee is
overwhelmed
-New employees commonly find themselves inundated with forms to fill out for payroll,
benefits, pensions, and so on
-Little or no orientation is provided
-Orientation information provided may be too broad to be meaningful
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Evaluation of Orientation Programs
Three approaches to evaluating orientation programs are:
1.Employee Reaction- interview or survey new employers for their opinion on the
usefulness of the orientation program
2.Socialization Effects- Review new employees at regular intervals to asses their
progress toward understanding and acceptance of the beliefs, values, and norms of the
organization
3.Cost/Benefit Analysis- Compare (1) orientation costs with (2) benefits of orientation
Executive Integration
Key aspects of the integration process include:
-Identifying position specifications (particularly the ability to deal with and overcome
jealousy)
-Providing realistic information to job candidates and providing support regarding reality
shock
-Assessing each candidates previous records at making organizational transitions
-Announcing the hiring with enthusiasm
-Stressing the importance of listing as well as demonstrating competency, and
promoting more time spent talking with the boss
-Assisting new executives who are balancing their work to change cultural norms while
they themselves are part of the culture itself
Training Process
Training: The process of teaching employees the basic skills / competencies that they
need to perform their jobs
Training and Learning
-Training effectiveness can be enhanced by identifying learning styles and personalizing
the training accordingly
-First, it is easier for trainees to understand and remember material that is meaningful
-Second, make sure that it is easy to transfer new skills and behaviours from the
training site to the job
-Third, motivate the trainee
-Fourth, effectively prepare the trainee
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