Socializing, Orientating, Training
& Development
Socialization
A process of adaptation to a new work role.
Adjustments must be made whenever individuals
change jobs
The most profound adjustment occurs when an
individual first enters an organization
> Socialization strongly influences
employee performance and organizational
stability
> Provides information on how to do the job and
ensuring organizational fit.
> New members suffer from anxiety, which
motivates them to learn the values and norms of
the organization.
Prearrival
Stage:
Individuals arrive
with a set of values,
attitudes and
expectations which
they have developed
from previous
experience and the
selection process.
Encounter
Stage:
Individuals discover
how well their
expectations match
realities within the
organization.
Metamorphosis
Stage:
Individuals have
adapted to the
organization, feel
accepted and know
what is expected of
them.
Any relatively permanent change in
behavior that occurs as a result of
experience.
Classical Conditioning:
A type of conditioning in which an
individual responds to some stimulus that
would not ordinarily produce such a
response.
Operant Conditioning:
A type of conditioning in which desired
voluntary behavior leads to a reward or
prevents a punishment.
Social Learning Theory:
People can learn through observation and
direct experience.
Knowledge refers to what individuals or
teams know or know how to do something
Types of Knowledge:
> Explicit Knowledge: Formalized, Codified,
Communicated
> Tacit Knowledge: Personal knowledge
Motor skills
Include coordination of physical
movements. (Ex: All operational jobs)
Attitudes
Combination of beliefs and feeling that predispose a person to behave a certain way
Important work-related attitudes include job
satisfaction, commitment to the
organization, and job involvement.
>
>
>
>
>
To
To
To
To
To
increase productivity & Quality.
promote flexibility to new methods.
reduce the number of accidents.
reduce the labor turnover.
increase job satisfaction.
Training refers to a planned effort by a
company to facilitate employees learning
of job related competencies. It includes
knowledge, skills, behavior etc.
Development is any learning activity
which directed towards future needs
rather than present needs and which is
more concerned with career growth rather
than immediate performance.
The objective refers to to the purpose and
expected outcome of training activities.
A training objective has three component:
1.A statement of what the employee is
expected to do (performance or outcome)
2.A statement of the quality or level of
performance that is acceptable (standard)
3.A statement of the conditions under which
the trainee is expected to perform the desired
outcome (conditions)
> On the Job training:
Class room training
lecture
* Orientation
* Job Rotation
* In Basket
* Apprentice
> Off the Job training:
Simulation
Case study
Role Play
Vestibule training
Team training
* Attitude training
* Adventure training
Need
Assessment
Ensuring Employees Readiness for training
Creating learning environment
Ensuring transfer of training
Developing an Evaluation plan
Selecting training method
Monitoring and Evaluating the program
> Top Management: Frames the training
policy. Allocate budget.
> HR Department: Plans, Establish &
Evaluate.
> Supervisors: Implement & Apply
Development procedure.
> Employees: Provide feedback, Revisions
& Suggestion.
Assumes behavior results from a persons
conscious goals and intentions.
Goals influence behavior by:
directing energy and attention
sustaining effort over time
motivating the person to develop strategies for
goal attainment.
Help explain the value that a person places on
certain outcomes
Suggest that to motivate learning:
trainers should identify trainees needs, and
communicate how training program content
relates to fulfilling these needs
If the basic needs of trainees are not met, they
are unlikely to be motivated to learn
It is based on several assumptions:
Adults have the need to know why they are
learning something
Adults have a need to be self-directed
Adults bring more work-related experiences into
the learning situation
Adults enter into a learning experience with a
problem-centered approach to learning
Adults are motivated to learn by both extrinsic
and intrinsic motivators
