1. Strategy for Human Resource Management Lecture 16 HRM 765

2. Last Lecture Background Investigation Job Offers Medical/Physical Examination Reliability: The ability of the selection tool to measure an attribute consistently. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

3. Last Lecture Validity: The relationship between scores on a selection tool and a relevant criterion, such as job performance. Indicates how well a selection tool predicts job performance. – Content – Construct – Criterion-related Selection From a Global Perspective Suggestions for making your interviews as an successful applicant Accept Error/ Reject Error Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

4. Topic Socializing, Orienting, and Developing Employees Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

5. Learning Outcomes Define socialization. Identify the three stages of employee socialization. Identify the key personnel involved in orientation. Describe the purpose of the employee handbook and explain what information should be included in the handbook. Explain why employee training is important. Define training. Describe how training needs evolve. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

6. HRM Process Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

7. Introduction Socialization, training and development are all used to help new employees adapt to their new organizations and become fully productive. Ideally, employees will understand and accept the behaviors desired by the organization, and will be able to attain their goals by exhibiting these behaviors. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

8. 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. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

9. The assumptions of employee socialization –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. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

10. The assumptions of employee socialization –Socialization is influenced by subtle and less subtle (Difficult to detect) statements and behaviors exhibited by colleagues, management, employees, clients and others. –Individuals adjust to new situations in remarkably similar ways. –All new employees go through a settling-in period. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

11. The Socialization Process Pre-arrival stage: Individuals arrive with a set of values, attitudes and expectations which they have developed from previous experience and the selection process. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

12. The Socialization Process –Encounter stage: Individuals discover how well their expectations match realities within the organization. –Where differences exist, socialization occurs to imbue the employee with the organization’s standards. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

13. The Socialization Process Metamorphosis stage: Individuals have adapted to the organization, feel accepted and know what is expected of them. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

14. The Insider-Outsider Passage Fundamentals of Human Resource Management 8e, DeCenzo and Robbins A Socialization Process

15. The Purpose of New-Employee Orientation Orientation may be done by the supervisor, the HRM staff or some combination. Formal or informal, depending on the size of the organization. Covers such things as: –The organization’s objectives –History –Philosophy –Procedures –Rules –HRM policies and benefits –Fellow employees Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

16. The Purpose of New-Employee Orientation Learning the Organization’s Culture –Culture includes long-standing, often unwritten rules about what is appropriate behavior. –Socialized employees know how things are done, what matters, and which behaviors and perspectives are acceptable. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

17. The Purpose of New-Employee Orientation The CEO’s Role in Orientation Senior management are often visible during the new employee orientation process. CEOs can : –Welcome employees. –Provide a vision for the company. –Introduce company culture -- what matters. –Convey that the company cares about employees. –Allay some new employee anxieties and help them to feel good about their job choice. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

18. The Purpose of New-Employee Orientation HRM’s Role in Orientation Coordinating Role: HRM instructs new employees when and where to report; provides information about benefits choices. Participant Role: HRM offers its assistance for future employee needs (career guidance, training, etc.). Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

19. Employee Training Definitions –Employee training a learning experience designed to achieve a relatively permanent change in an individual that will improve the ability to perform on the job. –Employee development future-oriented training, focusing on the personal growth of the employee. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

20. Present jobs Future jobs Training ------------------------- Development

21. 21 The Training System NeedsAssessment TrainingObjectives Implementation Evaluation

22. Employee Training Determining training needs Specific training goals should be based on: –organization’s needs –type of work to be done –skills necessary to complete the work Indicators of need for more training: –drops in productivity –increased rejects –inadequate job performance Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

23. Employee Training Determining training needs –The value added by training must be considered versus the cost. –Training goals should be established that are tangible, verifiable, timely, and measurable. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

24. Employee Training Fundamentals of Human Resource Management 8e, DeCenzo and Robbins Determining Training Needs

25. Employee Training On-the-job training methods –Job Rotation –Understudy Assignments Off-the-job training methods –Classroom lectures –Films and videos –Simulation exercises –Vestibule training Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

26. Summary Socialization, training and development Stages of orientation and socialization. The Purpose of New-Employee Orientation The CEO’s Role in Orientation The HR manager’s Role in Orientation Employee Training – Indicators of need for more training – Determining Training Needs – On-the-job training methods – Off-the-job training methods Fundamentals of Human Resource Management 8e, DeCenzo and Robbins