BUS 381 Chapter Notes - Chapter 8: Task Analysis, Performance Appraisal, Job Performance

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Published on 14 Apr 2013
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CHAPTER EIGHT: Orientation and Training
Orienting Employees
- New employees need clear understanding of company policies, performance expectations,
operating procedures
- In long term, comprehensive orientation turnover reduction, increased morale, fewer
instances of corrective discipline, fewer employee grievances
Purpose of Orientation Programs
- Employee Orientation: provides new employees with basic bg info about firm and job
o Component of employer’s new employee socialization process
- Socialization: ongoing process of instilling in employees the prevailing attitudes, standards,
values and patterns of behaviour expected by organization
- Reality Shock: discrepancy between what new employee expects from his new job and the
realities of it
o Should be reducing this
- Should sit down and decide on work-related goals with new employee
o Provide basis for early feedback and establish foundation for ongoing perf management
- Builds brand as employer of choice
Content of Orientation Programs
- Employee given:
o Handbook that covers company history and mission, working hours, attendance
expectations, vacations, payroll, employee benefits, pensions, work policies, etc
Represents contract with employee
o Tour of company facilities and intro to employee’s supervisor and co-workers
o Explanation of job procedures, duties, and responsibilities
o Summary of training to be received
o Explanation of performance appraisal criteria
Responsibility for Orientation
- HR specialist explains working hours, vacations, tour, etc on first day
- HR department should follow up with new employee 3 months after to address remaining q’s
Special Orientation Situations
- Diverse Workforce
o New employees should be advised to expect variety of reactions from current
employees if they are someone of diff bg and tips on how to deal with such situations
o Should know how to report reactions that are prohibited under human rights legislation
- Mergers and Acquisitions
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o New employees need to receive info about details of merger as part of company history
o Need to be aware of ongoing, unresolved difficulties regarding day to day operational
issues related to their work
- Union vs. Non-Union Employees
o Employees in unionized positions need to be provided with copy of collective agreement
and be told which info relates specifically to their particular job
o Both need to be aware of which jobs are unionized, which are not
- Multi-location organizations
o Employees should be aware of other locations and what business functions are
performed in each
Problems with Orientation Programs
- Too much information provided in short time
- Little or no orientation provided
- Information provided can be too broad; not meaningful to new employee
- Info can also be too detailed to realistically expect new employee to remember
Evaluation of Orientation Programs
- 3 approaches to evaluating orientation programs:
o Employee reaction interview new employees for opinion
o Socialization effects review employees at regular intervals to assess progress toward
understanding of organization
o Cost/Benefit analysis compare orientation costs, benefits of orientation
Executive Integration
- Executives do not typically participate in formal orientation, but lack of attention to exec
integration can result in poor assimilation and work effectiveness
- Key aspects of integration process (important to have a productive relationship between new
exec and his organization):
o Identifying position specifications
o Providing realistic info to job candidates and providing support regarding reality shock
o Assessing each candidate’s previous record at making organizational transitions
o Announcing hiring with enthusiasm
o Stressing importance of listening, and promoting more time spent talking with boss
o Assisting new execs who are balancing work to change cultural norms while they are
part of culture themselves
The Training Process
- Training: process of teaching employees basic skills/competencies they need to perform jobs
- Development is training of a long term nature
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