Socializing
Orienting
and
Developing
Employees
By:
Omid Sabah
Objectives:
 Define socialization
 Three stages of employee
socialization
 Identify the key personnel
involve in orientation
 Organization Culture
 Employee Training and
Development
 Why Training and
Development program
 Learning Theory
 Effective Phases of
training
 Training Methods
 Why training fails
Socialization
• A process of adaptation that takes place as
individuals attempt to learn the value and norms of
work roles.
• Joining an organization brings anxiety,
excitement, happiness, loneliness,
expectations same as a new university
student
• Purpose and Importance of Socialization
 Improve the ability of new employees For example:
an new person might have some anxiety with the
job so, by socialization we are improving their
morale
Socialization (Cont’)
 He or she will learn the companies value and
system For example: its better that you should tell
them about the organizations value, rules, system,
and culture
 Increase commitment to the successes
 To know each other in the company For example:
who is doing what?
 At the beginning there might be some anxiety but
now someone will feel comfortable
 Organizational stability also increases through
socialization
The Socialization Process
Socialization process can be categorized in the
following three stages:
 Pre arrival Stage: The socialization process
stage recognizes that individuals arrive in an
organization with a set of organization values,
attitudes, and expectations. And this stage has
gained before joining the organization.
• Before starting the job For Example: when a
person is joining a job he/she might go and ask
people in order to obtain information about the
organization.
The Socialization Process (Cont’)
 Encounter Stage: At this stage they join or enter to
the organization and by entering they might have
some:
• Shocks
• Expectation
• Reality
For Example: if someone enters to the organization he
will expect one think and in reality it will be something
else however, this is not always the case that
expectation and reality differ but new employees must
socialized themselves.
The Socialization Process (Cont’)
 Metamorphosis Stage: Finally the new
member must work out any problems
discovered during the encounter stage.
• New members become comfortable with the organization and
their team
• New members will feel competent to complete their jobs
successfully
• They will understand the organizational system not only their own
tasks but the rules, procedures
• Productivity will start and delivering of something with
commitment
The Socialization Process (Cont’)
Pre arrival Stage
Individuals arrive to
Organization with a set
Of values, attitudes and
expectations
Realistic
Job review
Reduce this
encounter
Encounter Stage
Individual see that
There is big difference
Between their expectations
And reality
Commitment
Productivity
Metamorphosis Stage
The new employee solves
All inconsistencies appeared
During encounter stage
They understand, rules, way of
Promotion, recognize individuals
The Purpose of New Employee
Orientation (Socialization)
Orientation: Activities that introduce new
employees to the organization and their
work units.
– Orientation program should
familiarize the new member with
organization’s objective, history,
philosophy, procedures, overtime
requirements, benefits, salary, tour
of organization, introducing him to
his or her managers, co workers,
and he or she will be introduced to a
system of the organization For
Example: how different
department works and how the
whole system is working.
• Who is responsible for orientation
– Supervisor
– HRM
The Purpose of New Employee
Orientation (Cont’)
 Job Duties (Job Related)
• Job location means that where you will be
post
• Job Task means that what specific task you
will perform
• Job Safety means that you should know
that before starting the job about this
requirement
For Example: In most of the factories you
should wear special type of dress or
glasses in order to protect them
• They will give you overview about the job
• They will tell you the relationship of your job
with others For Example: you should be
clear that if you do something wrong its not
effecting your job only but the whole system
The Purpose of New Employee
Orientation (Cont’)
 They will tell you history of owner or
founder because this is very important to
understand the person who started this
organization his vision and mission.
 Name and titles of key executives of
organization. For Example: who is head of
finance, marketing, and sales department
 Layout of physical facilities. For Example:
where is cafeteria, mosque, or other
needed materials
 They will discuss the probationary period in
this program and there is chance to extend
this periods
 Companies policies and rules can be
discuss
 Disciplinary regulation can be discuss (if
someone is coming late or making
absentees what action should be take)
The Purpose of New Employee
Orientation (Cont’)
Employees Benefits (This can
be discuss in orientation stage).
• Pay scale and paydays or
working days will be discussed
• Vacation
• Rest break such as, lunch, pray
time.
• Insurance benefits
• Retirement program will be also
discuss
• Counseling they identify you that
if you have some problem go
and discuss with senior people.
Learning the Organization’s
Culture
Organization culture is the
“personality” of an
organization.
• How the members should act
toward fellow members and
outsiders
• What matters more (what behavior
or act is important)
• Which work related behaviors are
not acceptable
Note: An employee who has been
properly socialized to the
organizations culture knows what is
acceptable behavior and what is not.
CEO’s Role in Orientation
• CEO’s role became popular after
mid 1980s
• Senior managers/CEO say a
welcome and a brief statement
• To say to employees what really is
important in this organization
• Some companies use videos of
their CEOs statements
HRM’s Role in Orientation
• HRM must answer all questions of the
employee when they give job offers
• HRM, in some organizations, give a
package including information about
different benefits to new employees
• HRM must spend some time during
orientation program
Employee Training &
Development
Things are changing, technology, system,
and demand is also changing so we
need to Train people.
Training: A process whereby people
acquire capabilities to aid in the
achievement of organizational goal.
Training: Involves planned learning
activities designed to improve an
employees performance at his or her
current job.
Development: All efforts to provide
employees with the abilities the
organizations will need in the future.
Why Training and
Developmental Program?
To improve three types of skills:
Technical Skills:
“The skills of improving basic
skills like the ability to
read , write and doing
math computations as well
as job specific
competences”.
Why Training and
Developmental Program?
(Cont’)
Interpersonal skills:
“This type of training
includes learning how
to be better listener,
how to communicate
ideas more clearly and
how to reduce
conflicts”.
Why Training and
Developmental Program?
(Cont’)
Problem solving skills:
“These skills include
participating in activities to
sharpen logic , reasoning
and skills at defining
problems, being creative in
developing alternatives,
analyzing alternatives and
selecting solutions”.
Employee Training &
Development (cont’)
Employee Training
Training to perform
Your current job
Employee Development
Training to make the
employees ready
For future responsibility
(employee growth)
• Planes mostly crash because of human
fault
• Training means: Changing or improving
skills, knowledge, attitudes, or behavior.
Learning Theory and Employee
Training
Everyday is a new day.
What is Learning? Is a
relatively permanent change
in behavior that results from
direct or indirect experience.
 You learn driving of car now
you learn that (Direct).
 You saw someone driving
and now you learn that
(indirect).
Learning Organization
Learning Organization is very important
concept of this era and learning
organization is one whose employees
continuously attempt to learn new things
and use them.
Why There is Need for Training:
 Job behavior is sometimes
inappropriate. For Example: People or
customers are not satisfy from the
company.
 Knowledge or skill level is inadequate
 Finally problems can be corrected
through training
Effective Phases of Training
There are four main phases for effective
training program:
Phase1: Need Assessment
a): It means that ‘What is the issue? Why we
want to arrange training?
• Number of employees experience skill
deficiency
Phase2: Design of Training
a): What content or style do you teach?
• Consider learning styles by watching,
listening or practical
Note: Hear+See+Do it if you do all these 3
things effectively chances of remembering
will increase.
Effective Phases of Training
(Cont’)
Phase3: Delivery of Training:
a): see what this training has benefit
and also specify that you will
deliver the training through screen,
multimedia etc..
• Sometimes online learning by
watching or listening:
Lecture
Case studies
Video Training
Effective Phases of Training
(Cont’)
Phase4: Evaluation of Training:
a): Does this training create some
change? Or how will we know its
effect.
b): Did it work? And the evaluation of
every training is beneficial in future
How to Evaluate?
 Trainees Reaction
 Testing (see whether how much the
they understood)
 Performance Appraisal
Evaluating Training Programs
(Cont’)
1. Post-Training Performance Method:
Evaluating training programs based on how well
employees perform after training.
2. Pre-post training Performance Method:
The trainees are evaluated before training, and then
revaluated after training to assess the difference
,
Training Methods
ON THE JOB TRAINING
This kind of training is at the actual
work site, its economical and cheap.
Job Rotation:
Lateral transfers of employees that
Allow them work in different jobs
Understudy Assignment:
ٌWorking with seasoned coach or
mentor That provides support and
encouragement
OFF THE JOB TRAINING
This kind of training is outside of work site
Classroom Lectures:
ٌtechnical, interpersonal or problem solving
training
Films and Videos:
ٌdemonstrates mostly technical skills
Simulation exercises:
ٌlearning the job by actually performing the
Work or its simulation such as:
Experimental exercises, role playing, group
Interaction and case analysis
Employee Development Methods
ON THE JOB TRAINING
Job Rotation:
Moving employees horizontally And
vertically to expand their skills and
Knowledge: which is promotion and
short-term lateral transfer
Committee assignment:
ٌٌby this method the employees share in
Decision making, learn by watching, and
To investigate about problems. WorkingGroup or taskforce
OFF THE JOB TRAINING
Lecture Courses and Seminars:
For acquiring knowledge and
develop for future works(KARDAN)
But some organizations arrange
them through computers on-the-job
Simulation:
Case Study: there are cases that
represent real problems and
trainees study, analyze and solve
the problem.
Decision Game: computer based
game which simulates a situation,
to decide in dangerous situation
Role playing: individuals are
assigned roles and asked to react
against each other
Why Training Fails?
Because of the following reasons:
1: They don’t learn material what ever we are teaching to
them the cannot learn that properly.
2: They don’t understand real life application. For Example:
someone knows that 2+2=4 but, they cannot understand its
benefits and practical application.
3: Luck of Confidence
4: They forget the materials what they learned