Effective Training: Strategies,
Systems and Practices, 3rd Edition
P. Nick Blanchard and James W. Thacker
Key Areas of Training
Chapter Ten
Stage Models of Socialization
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Anticipatory -socialization/prearrival/ entry –
prior information
Encounter/socialization stage – roles clarified,
establish interpersonal relationships,
confirm/disconfirm expectations
Role management/change and acquisition,
mutual acceptance – change and acquisition,
resolve conflicts
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People Processing Strategies
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Formal versus informal –segregated
from work context or not/similar vs.
unique experiences
Individual versus collective
Sequential versus nonsequential –
probation, etc. versus completely at end
of orientation
Fixed versus variable – time frame set
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People Processing Strategies
(continued)
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Separate groups – sorted by tracks vs.
all together
Internal/external – senior
members/mentors work with recruits
vs. trainers not part of work group
Investiture versus divestiture – preserve
or strip away part’s of newcomer’s
identity
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Possible Positive Outcomes from an
Effective Orientation – Part 1 of 3
Reduce anxiety
Reduce role ambiguity
Reduce turnover
Better understanding of expectations and early
meeting of coworkers results in the new
employee not feeling the higher level of
anxiety associated with the first few days on
the job.
A structured opportunity to see what is required
on the job, and greater comfort in
approaching the supervisor and coworkers to
ask questions about the job provides more
opportunity to clear up any job requirement
misunderstandings.
There is substantial evidence that effective
orientations reduce turnover.
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Positive Outcomes Possible from an
Effective Orientation – Part 2 of 3
Improved job performance Better understanding of job requirements and a
willingness to ask for assistance results in
fewer errors, and higher production levels
sooner. This translates to improved
performance.
Higher level of
Commitment
Evidence suggests those who receive effective
orientations are more committed, involved in
their job, and more likely to take on the
values of the organization.
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Positive Outcomes Possible from an
Effective Orientation – Part 3 of 3
More
effective/efficient
Organization
The organization that has new employees:
performing better, faster
 with a clearer understanding of responsibilities
 staying with the organization longer, and more
 committed to company values and objectives
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will be more efficient, effective and of value to its
shareholders.
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Problems with Orientation
Programs
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Paperwork
Information overload/irrelevance
Scare tactics
Too much selling of organization
Emphasis on formal, one-way information
One-shot – such as one day
No diagnosis or evaluation
Lack of follow-up
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What Is Diversity?
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Although definitions vary, diversity simply
refers to human characteristics that make
people different from one another
Not just individual characteristics over which a
person has little or no control include
biologically determined characteristics such as
race, sex, age, and certain physical attributes,
as well as the family and society into which he
or she is born.
It is important to keep in mind the distinction
between the sources of diversity and the
diversity itself. Without this distinction,
stereotyping tends to occur.
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Advantages of an Effective Diverse
Workforce – Part 1 of 4
Larger Applicant Pool
Companies with an effective, diverse
workforce become known for this,
resulting in more diverse applicants for
jobs.
A larger, and more diverse applicant pool
gives the organization a higher
likelihood of selecting better
employees, creating a more effective
workforce.
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Advantages of an Effective Diverse
Workforce – Part 2 of 4
Reduced Costs
Less turnover which would translate into less
rehiring due to quits.
Reduced tension, leading to less
absenteeism, fighting, refusing to cooperate
on projects and so forth.
Lower costs associated with legal
representation and settling lawsuits for
discrimination.
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Advantages of an Effective Diverse
Workforce – Part 3 of 4
Access to more
markets
The more an organization reflects the diversity
of its market, the more likely a diverse
customer base can be cultivated. In general,
minorities and women prefer to buy from
organizations with a diverse employee base.
As business becomes more international, those
with employees that understand the cultures
of international markets will do better.
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Advantages of an Effective Diverse
Workforce – Part 4 of 4
Creative Problem
Solving
The more diverse the group, the more diverse
the ideas that are generated.
Employees with different backgrounds are
more likely to see issues from very
different perspectives. This results in more
creative ideas (other things being equal),
which can result in better products and
services.
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Diversity Training
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Adopt an inclusive definition of diversity that
addresses all kinds of differences among
employees, including (but not limited to)
race, gender, national origin, disabilities and
age.
Make sure that top management is not only
committed to establishing a diversity
program but also communicates that
commitment directly to all employees.
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Agenda for Assuring Diversity
Remains an Important Part of the
Organization – Part 1 of 2
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Develop diversity refresher training and implement throughout the company
Cover holidays that deal with diversity and publish throughout the plant
Create a Diversity Council and publish what it does throughout the plant
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Write articles about diversity in the plant newsletter
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Have a booth on diversity at appropriate company events (e.g., picnic)
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Periodically invite managers who are not members, to diversity council
meetings
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Agenda for Assuring Diversity
Remains an Important Part of the
Organization – Part 2 of 2
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Have plant manager share information monthly on what is going on in the
way of diversity issues
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Have a mentoring program so employees have someone to go to for help
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On a regular basis, address, supervisor guidelines for appraisal and
employee development decisions
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Address any plant concerns regarding diversity in a timely manner and
report back to person affected
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Monitor the impact of diversity efforts, praising successes and investigating
the failures
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Avoiding Backlash
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Trainer should be a model for valuing
diversity
Don’t force people to reveal feelings
Respect individual life styles
Don’t put pressure on one group to
change
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Avoiding Backlash (continued)
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Integrate with organizational overall
approach to diversity
Avoid taking a remedial approach
identifying trainees as having problems
Allow open discussions
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Effective Strategies for Dealing with
Sexual Harassment – Part 1 of 3
Set an example at the
top
Get their support for training, but also get
their support in their behavior at work.
Provide training
Everyone needs to know what is acceptable
and what is not. Provide information
sessions with examples and role plays to
make clear what is not appropriate.
Check for
understanding
Labor lawyers strongly recommend having
a written exam to measure learning at
the end of training and retraining for
those who do not meet the standard. If
there is a law suit, this will show that
everyone knew what was expected.
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Effective Strategies for Dealing with
Sexual Harassment – Part 2 of 3
Refresher training
Refresher training annually keeps
everyone sensitive to the topic and up
to date on current issues.
Investigate
complaints quickly
Be sure there is an adequate complaint
procedure that does not involve a
person’s supervisor. Often it is the
supervisor that is the problem.
Respond quickly! You need to determine
the merits of the case and if it appears
meritorious, take steps ASAP to stop
any unacceptable behavior.
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Effective Strategies for Dealing with
Sexual Harassment – Part 3 of 3
Keep information
confidential
Provide equal and
effective
punishment
Only those directly involved should know about
investigations. You don’t want people being
intimidated because they filed a complaint.
You may choose to remove the person from
the work place during the complaint (with
pay) to demonstrate complaints are taken
seriously.
Guidelines regarding sexual harassment should
be clear and penalties for violation severe.
Those who violate the guidelines need to be
dealt with no matter who they are in the
organization.
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What Experts Suggest is Necessary
to Include in a Sexual Harassment
Policy –
According to attorneys and experts a policy protects your organization
if it:
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States the organization has a strong opposition to sexual harassment
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Explains what it is with examples employees will find relevant to their
jobs
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Establishes a clear procedure for reporting harassment that does not limit
the reporting to a supervisor in the department or in Human Resources.
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Have a “hotline” dedicated to such reporting.
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Warns that violations could be punished by discipline that could include
dismissal regardless of level in the organization.
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Pledges that investigations will be conducted promptly and there will be
no retaliation for reporting such issues.
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Tips for improving self efficacy of those
requiring literacy training.
Assure trainees that they are being asked to upgrade because of their
importance to the company
Do not use demeaning names for training such as illiteracy training. Use a
positive name related to the job.
Make participation rewarding not punishing. Pay them for the time, or have
it on company time
Where possible, Indicate the need for training is widespread and many
similar employees have successfully completed the training
Provide early successes so trainee can see they are able to do it
Use company related examples so it is meaningful and useful right away
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Other Training Programs
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Training and equity
The glass ceiling
Disabled
Basic skills training
Safety Training
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