Prepared by Group - 5
Training and
Development
TEAM MEMBERS
1. SANJAY SP (2413136)
2. SELVABHARATHI M (2413140)
3. SHANMATHI SHREE V D (2413143)
4. SIVASANKAR K (2413151)
5. SUDHARSAN K (2413162)
Orientation
Also called as onboarding, bootcamps.
Helps new employees adapt to their roles and work environment.
Induction is another term used to denote orientation.
Orientation conveys 3 types of Information
1. General Information: Daily work routine and expectations.
2. Company Overview: History, objectives, operations, and role of employees.
3. Policies & Benefits: Work rules, employee benefits, safety procedures.
TRAINING AND DEVELOPMENT
Purpose of Orientation
Make the new employee feel ‘home’ in the new work environment.
An employee feels anxious when he/ she enters new organisation.
Efficient orientation program gives ease feel.
Realistic and unrealistic expectation.
Research study
The first day on the job were anxious and disturbing ones.
‘New employees initiation’ practiced by peers intensified anxiety.
Anxious interfered with the training process.
Turnover of newely hired employees was caused primarily by anxiety.
The new workers were reluctant to discuss problems with their
supervisors.
Employee orientation is aimed at minimizing such problems.
Good orientation program will create a favourable impression of the firm and work.
TRAINING AND DEVELOPMENT
Orientation Programme
Four strategic choices required by a firm:
1. Individual or Collective
2. Serial or Disjunctive
3. Investiture or Divestiture
4. Informal or Formal
TRAINING AND DEVELOPMENT
Three Stages of a Formal Orientation Program
General Introduction to the company.
Specific orientation to department and the job.
Follow-up meeting
Requisites of an effective programme:
Prepare for new employees
Determine information new employee wants to know
Determine how to present information
Completion of paperwork
TRAINING AND DEVELOPMENT
Evaluation of orientation programme:
Questionnaire
Follow-up interviews
Group Discussion
Levels of Evaluation:
[Link]:
Did trainees like the program? (Measured via questionnaires).
[Link]:
Did trainees gain knowledge or skills? (Measured via tests).
[Link]:
Are trainees applying skills on the job? (Measured via performance appraisals).
[Link]:
Did the training improve organizational outcomes? (e.g., productivity, profits,
Problems of orientation:
Supervisor who is entrusted with the job is trained or is too busy.
Envloyee is overwhelmed with too much information in a short time.
Employee is overloaded with forms to complete.
Employee is given only menial tasks that discourage job interest and company loyalty.
Employee is asked to perform tasks where there are high chances of failure that needlessly discourage
the employee.
Employee is pushed into the job with a sketchy orientation under the mistaken belief that ‘Trail by
Fire’ in the best orientation.
Employee is forced to fill in the gaps between a broad orientation by the HR department and a
narrow orientation at the departmental level.
Employee is thrown into action too soon.
Employee's mistakes can damage the company.
Employee may develop wrong perceptions because of short periods spent on each job.
TRAINING AND DEVELOPMENT
Nature of Training and Development:
Refers to the imaparting of specific skills, abilities and knowledge to an employee
The need for training and development is determined by the employee’s
performance deficiency, computed as follows:
Training and development need = Standard performance — Actual performance.
TRAINING AND DEVELOPMENT
Inputs in Training and Development:
Attitudinal Changes
Skills
Ethics
Education
Development
Decision Making
Creativity
Diversity
Literacy
Crisis Management
TRAINING AND DEVELOPMENT
Training & Development: A Competitive Advantage:
•Boosts Performance: Reduces skill gaps and improves efficiency.
•Enhances Stability & Retention: Increases job security and reduces turnover.
•Promotes Flexibility: Creates multi-skilled employees for diverse roles.
•Drives Growth: Fuels organizational success through skilled talent.
•Reduces Errors: Minimizes accidents and equipment damage.
•Prepares for the Future: Equips employees for evolving roles.
•Enables Continuous Learning: Supports constant skilling in a fast-changing world.
•Crucial for BPO & M&As: Adapts talent to industry shifts and organizational changes.
•Empowers Managers: Sharpens leadership skills through Management Development Programs (MDPs).
•Rising Investment: Companies are prioritizing training — especially for management — reflecting its strategic
importance.
TRAINING AND DEVELOPMENT
Thank you!
BY TEAM - 5
Any Questions?