Training and development:
employee orientation A procedure for providing new employees with basic background
information about the firm.
The Purposes of Employee Orientation/Onboarding
1. Make the new employee feel welcome and at home and part of the team.
2. Make sure the new employee has the basic information to function effectively, such
as e-mail access, personnel policies and benefits, and work behavior expectations.
3. Help the new employee understand the organization in a broad sense (its past,
present, culture, and strategies and vision of the future).
4. Start socializing the person into the firm’s culture and ways of doing things. For
example, the Mayo Clinic’s “heritage and culture” program emphasizes Mayo
Clinic values such as teamwork, integrity, customer service, and mutual respect.
The Orientation Process
Overview of training process
Training: The process of teaching new or current employees the basic skills they need
to perform their jobs
Training and the Law:
Managers must understand the legal implications of training, including the potential
for discrimination under Title VII of the Civil Rights Act of 1964. Employers face similar
consequences for selecting candidates for training as for job or promotion selection.
Inadequate training can expose employers to liability for negligent training,
necessitating confirmation of skill claims, adequate training, and risk reduction
evaluation.
negligent training A situation where an employer fails to train adequately, and the
employee subsequently harms a third party
Aligning Strategy and Training:
Employers should guide their long-range training goals by identifying employee
behaviors and skills needed to execute their strategy. This involves setting training
goals and programs to instill these competencies. For example, Walgreens, a leading
healthcare chain, had to reformulate its strategy to become the second-largest flu shot
dispenser in the US. To address this, the company established Walgreens University,
offering over 400 programs to build employee skills and provide college credit in
pharmacy-related topics.
The ADDIE Five-Step Training Process
1. Analyze the training need.
2. Design the overall training program.
3. Develop the course (actually assembling/creating the training materials).
4. Implement training, by actually training the targeted employee group using
methods such as on-the-job or online training.
5. Evaluate the course’s effectiveness.
Implementing the Training Program
• On the Job Training: Training a person to learn a job while working on it
• Apprenticeship Training: A structured process by which people become skilled workers
through a combination of classroom instruction and on-the-job training
• Informal Learning:
• Job Instructions Training: Listing each job’s basic tasks, along with key points, in order
to provide step-by-step training for employees
• Lectures
• Electronic Performance Support System (EPSS): Sets of computerized tools and
displays that automate training, documentation, and phone support; integrate this
automation into applications; and provide support that’s faster, cheaper, and more
effective than traditional methods.
• Team Training
• Vestibule Training (Simulated Training)
Managerial On-the-Job Training
Off the Job Management Training and Development Techniques
• Case Study Method: A development method in which the manager is presented with a
written description of an organizational problem to diagnose and solve.
• Management Games: A development technique in which teams of managers compete
by making computerized decisions regarding realistic but simulated situations
• Outside Seminars
• University Related Programs
Evaluating the Training Efforts
• Time Series Design
• Training Effects to Measure