ORIENTATION
AND
TRAINING
What is orientation
Purposes
Who is responsible
Levels of orientation
How orientation programs are presented
What is training
Who is responsible for training
Importance
Assessing training needs
Theories of learning
Evaluating training programs
ORIENTATION
Definition:
It is the activity such as
• familiarizing new employees with the
company rules, policies and procedures
with the view of making the employee
well-adopted to the environment.
•Rules
•Policies
•procedures
ORIENTATION
Purposes:
1.
Creates initial favorable impression
•
•
2.
Enhances personal acceptance
•
•
3.
Good impression to the company and work
environment on the first day make adjustment
easier.
Absences of orientation employees may learn
some other way of work (trial and error)
Helps employee in meeting the expectation of
the company and his work group.
Conforming to company norms.
Helps new recruit adjust himself to the
job
•
Creates a sense of security, belongingness and
confidence of the new recruit.
ORIENTATION
Who is responsible?
1.
Chief Executive Officer (CEO
Best in position to rally new recruits to do their best.
Two ways:
(1) give a warm welcome on the first day (saying
good choice of job they had made.
(2) listen to and feel the company’s vision
2.
3.
Human Resource Head
Formalization of employment (processing of
employment documents: SSS, BIR, Phil Health,
Pag-ibig; certificates of employment, school
records etc)
Briefing on various policies: promotion, transfers,
disciplinary actions, company manual, employee
handout or guidebook.
Supervisor
Responsible for making the employee feel
welcome by introducing to his co-workers adapt
to the
work environment.
ORIENTATION
Levels of orientation
1.
Organizational orientation
1)
2)
3)
4)
5)
6)
7)
8)
2.
Overview of the company (mission, vision)
Review of key policies and procedures
Compensation
Fringe benefits
Safety and accident prevention
Employee and union relation
Physical facilities
Economic factors
Departmental and job orientation
1)
2)
3)
4)
5)
Function of the department
Job duties and responsibilities
Policies, procedures, rules and regulations
Tour of the department
Introduction to department employees
ORIENTATION
How orientation programs are
presented
1.
Classes
2.
Meetings
3.
Tour of the company offices and
plants
4.
Films
5.
Employee handbook
6.
Information leaflets
7.
Slides
8.
Charts
TRAINING
Definition:
Attempt to improve the employee’s
ability to perform his job so the goals of
the company can be achieved.
Objective:
Facilitate
the
accomplishment
of
organizational objectives;
such as generation of more sales,
more effective collection or receivables,
improve quality of products or services,
or reduction of operating cost
TRAINING
Who is responsible for training
1.
Supervisor
Best in position to provide training; knows
what output his unit needs
Has the ability and skills and right attitude
needed to impart to the new employee.
2.
Personnel manger or training director
Assist provided:
1)
2)
3)
4)
5)
Determine what training activities are
needed.
Evaluating the training program
Informing management on the status of
each programs
Selling the training program
Integrating training programs
TRAINING
Importance
1)
2)
3)
4)
5)
6)
7)
Maintain competitive position of the
company
Survival and growth
Achieve cited-requirement
Efficiency and effectiveness of
employees to perform their jobs.
Maximum effort and minimum errors
Equipping for new graduates and
employees who are promoted or
transferred.
Minimize recruitment and hiring cost.
TRAINING
Assessing training needs
Process designed to determine whether
training is necessary or not.
Determining training needs
Identify goals of the organization
Identify necessary behavior of employees
Identify task that must be completed to achieve goals
Identify deficiencies between current employee behavior
and necessary behavior to complete assigned tasks
TRAINING
Methods of identifying training needs
1. Performance review or appraisal
2. Development center
3. Human resource audit
4. Interview
5. Questionnaires
6. Observation
7. Review of organization or
business plan
8. Desk research
9. Group discussion
10. Job analysis and evaluation
TRAINING
Methods of identifying training needs
1. Performance review or appraisal
Performance review - study of worker’s
performance to determined how can be
improved; assess performance
Appraisal – assessment of the employees
quality of work in a job; undertaken by
comparing performance with standard
requirement; aim to determine possible
improvement in performance
2.
Development centers
Refers to the assessment centers, use a variety
of assessment techniques to ensure the
coverage of skills and attributions in the
widest possible manner
Techniques used: individual, group, oral, written
psychometric, personality and career
interest tests.
TRAINING
Methods of identifying training needs
3. Human resource audit
Comparing the current inventory of personnel
with the quality and quantity of employees
that will be needed
If there is a gap in skills and attitudes training
may be done.
HR audit will provide information on the
number of vacancies arising through
retirement, promotion, resignation and
transfer.
4. Interview
Training need may be ascertained through
interview; advantage: employee will have
opportunity to present his own unique
training need
TRAINING
Methods of identifying training needs
5. Questionnaires
Economical way of identifying training needs.
Relevant personnel could be made to write their
comments on certain questions relating to
training and performance
Advantage: its ability to get many responses within a
short period of time.
6. Observation
Done formally or informally; observer may take notes
of his observation or fill up a structured checklist
and make notes later.
7. Review of organization or business plan
Good source of information useful in determining
training needs.
Business in expansion mode require recruitment and
appropriate training needs.
TRAINING
Methods of identifying training needs
8. Desk Research
Involves review and analysis of internal and external
factors that affect performance of employees.
Specific information on courses offered by schools
and method of instruction will provide level of
knowledge of graduates.
9. Group Discussion
Way to attempt solve problem ; analysis from view
points of individuals comprising the group.
10. Job Analysis and evaluation
Lead to the preparation of job description and job
specification. When person proposes to occupy a
job found to be deficient in skills and abilities,
training becomes a requirement.
TRAINING
Theories of Learning
1. Operant Conditioning
Type of conditioning in which desired voluntary
behavior leads to a reward or prevents a
punishment.
When someone associates pain with a certain
behavior and continues that behavior the
person is conditioned.
2. Social Learning
Also known as observational learning and modeling
refers to learning new behavior by watching
and imitating the behavior of others in a social
situation.
Can be achieved: observation, being told, direct
experience
TRAINING
Training Methods
1. On-the-job Training
2. Apprenticeship
3. Off-the-job training (classroom
instruction)
4. Films and videos
5. Demonstration
6. Case studies (case to read and analyze)
7. Simulation (duplicate actual work
situation)
8. Role-playing
9. Programmed learning (management
games, distance learning)
TRAINING
Evaluating Training Programs
Organizations will survive and grow if the
activities they undertake are effective,
they are able to achieve their goals
Training outcome:
1. Cognitive outcome (degree of
familiarity)
2. Skilled-based outcome (technical or
motor, skills and behavior)
3. Affective outcome (attitude and
motivation)
4. Result outcome (benefits)
Group Work :
Make a Training plan.
THANK YOU
AND
HAVE A NICE DAY