1. Copyright © 1999 Harcourt Brace & Company Canada, Ltd. Chapter 8 Orientation Falkenberg, Stone, and Meltz Human Resource Management in Canada Fourth Edition

2. 8.1 Chapter Overview n n Orientation: A definition n n Relation to other HRM functions n n How orientation contributes to organizational effectiveness n n Orientation and the socialization process n n Orientation programs and procedures n n Orientation in practice n n Evaluation of orientation programs

3. 8.2 Orientation: Relation to Other HRM Functions Performance Appraisal Recruiting Training & Development OrientationSelection

4. 8.3 How Orientation Contributes to Organization Effectiveness It facilitates the socialization process by: n reducing anxieties n clarifying role expectations n providing a sense of fit n documenting information

5. 8.4 Scheins Socialization Model n n Entry stage n n Socialization stage n n Mutual acceptance: The psychological contract

6. 8.5 Scheins Socialization Model I. Entry I. Entry 1. Occupation choice 2. Occupational image 3. Anticipatory socialization to occupation Recruiting4. Entry into labour market Selection and organization entry OrientationII. Socialization

7. 8.6 Scheins Socialization Model II. Socialization II. Socialization 1. Accepting the reality of the human organization 2. Dealing with resistance to change 3. Learning how to work: coping with too much or too little organization and too much or too little job definition 4. Dealing with the boss and deciphering the reward system: learning how to get ahead 5. Locating ones place in the organization and developing an identity

8. 8.7 Scheins Socialization Model III. Mutual Acceptance Organizational Acceptance 1. Positive performance appraisal 2. Pay increase 3. New job 4. Sharing organizational secrets 5. Initiation rites 6. Promotion

9. 8.8 Scheins Socialization Model III. Mutual Acceptance (contd.) Individual Acceptance 1. Continued participation in the organization 2. Acceptable job performance 3. High job satisfaction

10. 8.9 Realistic Job Previews n Why employees leave n Provide job preview as early as possible n No one wants to talk tough n Onus should be on employer n Exit interviews

11. 8.10 Why Employees Leave n Some employees accept a position until a better offer comes in n Some employees do not fit well with the company culture n Some employees discover they cant or dont want to do the work n Some employees dont like the people they work with n Some employees dont like the working conditions of the job

12. 8.11 Areas Covered by Formal Orientation Sessions n n Employee benefits n n Services for employees n n Company products and services n n Company rules and regulations n n Company organization n n Training and promotion n n Company history