1. Orientation and Training
Dessler, Cole, and Sutherland
Human Resources Management in Canada
Canadian Ninth Edition
Chapter Seven
Orientation and Training 7
© 2005 Pearson Education Canada Inc., Toronto, Ontario
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2. © 2005 Pearson Education Canada Inc., Toronto, Ontario
Orienting Employees
-providing new employees with basic
background information about:
-the organization
-the job
Reality Shock
-discrepancy between new employee’s
expectations and reality
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3. Orienting Employees Purpose of Orientation Programs
-better job performance
-reduced turnover
-less disciplinary action
-fewer grievances
-reduced number of workplace injuries
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4. Orienting Employees Special Orientation Situations -diverse workforce
-mergers and acquisitions
-union vs. non-union employees
-multi-location organizations
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5. Orienting Employees Problems With Orientation Programs
-too much information in a short time
-too many forms to fill out
-little or no orientation
-HR information too broad; supervisory
information too detailed
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6. Orienting Employees Evaluation of Orientation Employee reaction
Socialization
effects
Cost/benefit
analysis
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7. Orienting Employees Executive Integration -roles must be clarified
-network of trusting relationships with key
stakeholders must be developed
-culture of the organization must be learned
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8. © 2005 Pearson Education Canada Inc., Toronto, Ontario
The Training Process
Step 5. Evaluation and Follow-up
Step 4. Implementation
Step 3. Validation
Step 2. Instructional Design
Step 1. Needs Analysis
© 2005 Pearson Education Canada Inc., Toronto, Ontario

9. © 2005 Pearson Education Canada Inc., Toronto, Ontario
The Training Process
Step 1: Needs Analysis
-identify required job performance skills
-analyze audience
-develop specific measurable objectives
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10. The Training Process Step 2: Instructional Design -prepare curriculum
-ensure training materials support learning
objectives
-ensure quality and effectiveness of program
elements
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11. © 2005 Pearson Education Canada Inc., Toronto, Ontario
The Training Process
Step 3: Validation
-validate training using representative audience
-make revisions based on pilot results
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12. © 2005 Pearson Education Canada Inc., Toronto, Ontario
The Training Process
Step 4: Implementation
-train-the-trainer workshops
-focus on presentation as well as content
© 2005 Pearson Education Canada Inc., Toronto, Ontario

13. The Training Process Step 5: Evaluation and Follow-up (1 of 2)
Reaction
-document learners’ immediate reactions
2. Learning
-use feedback devices to measure learning
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14. The Training Process Step 5: Evaluation and Follow-up (2 of 2)
3. Behaviour
-note supervisory reactions to learners’
performance following training
4. Results
-measure improvement in learners’ job
performance
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15. Training Needs Analysis
Task Analysis (for new employees)
-list tasks
-when and how often performed
-quantity and quality of performance
-conditions under which performed
-competencies required
-where best learned
© 2005 Pearson Education Canada Inc., Toronto, Ontario

16. Training Needs Analysis
Performance Analysis (for existing employees)
-appraise performance
-distinguish between “can’t do” and “won’t do”
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17. © 2005 Pearson Education Canada Inc., Toronto, Ontario
Transfer of Training
-application of skills acquired during the training
program into the work environment, and the
maintenance of these skills over time
To enhance transfer of training:
-before ->assess trainees
-during -> provide feedback and reinforcement
-after -> use goal setting and relapse prevention
© 2005 Pearson Education Canada Inc., Toronto, Ontario

18. © 2005 Pearson Education Canada Inc., Toronto, Ontario
Training Techniques
On-the-job
Apprenticeship
Informal learning
Job instruction
Lectures
Audiovisual techniques
Programmed learning
Vestibule/simulated
Computer-based/online
Internet and intranet
© 2005 Pearson Education Canada Inc., Toronto, Ontario

19. © 2005 Pearson Education Canada Inc., Toronto, Ontario
Training Techniques
On-the-Job Training
1. Preparation of learner
2. Presentation of the operation
3. Performance tryout
4. Follow-up
© 2005 Pearson Education Canada Inc., Toronto, Ontario

20. © 2005 Pearson Education Canada Inc., Toronto, Ontario
Training Techniques
Programmed Learning
1. Present questions, facts or problems to the
learner
2. Allow the learner to respond
3. Provide feedback on the accuracy of answers
© 2005 Pearson Education Canada Inc., Toronto, Ontario

21. © 2005 Pearson Education Canada Inc., Toronto, Ontario
Training Techniques
E-Learning
-computer-based training
-online training
-electronic performance support systems
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22. Training for Special Purposes
Literacy training
Diversity training
Customer service training
Training for teamwork
Training for first-time supervisors
Training for global business
© 2005 Pearson Education Canada Inc., Toronto, Ontario

23. Evaluating the Training Effort
Reaction
Learning
Behaviour
Results
© 2005 Pearson Education Canada Inc., Toronto, Ontario