4a developing a quality workforce - orientation and training

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Pio G. CastilloHUMAN RESOURCE MANAGEMENT

Chapter 4


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After the selection process, new employees must

be oriented to their job and the organization.

Likewise, all employees periodically need toupdate their current skills or to learn new skills.

Employee orientation and training are major

responsibilities of HR.


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Job Analysis (and Job Design)

Job Description Job Specification

HRP

Recruitment

Selection

New Employees

Current EmployeesOrientation

Training


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Orientation is the introduction of new employees

to the organization, the work unit, and the job.

Shared Responsibility Human Resource Department organizational

orientation, training of line managers on how to

conduct orientations Line Manager departmental and job orientation

*Orientation Kit a supplemental packet of written

information for new employees


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Orientation length and timing

Brief and spread over several days of

orientation produce better results than thoseconducted lengthily in a day.

Follow-up and evaluation

Formal and systematic follow-up to the initialorientation is essential. The new employee

should not be told to just drop by if any

problems occur.


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HUMAN RESOURCE MANAGEMENT

Training is a learning process that involves the

acquisition of knowledge, skills, and abilities

(KSAs) necessary to successfully perform a job.1. Environmental changes can make the skills learned

today obsolete in the future.

2. Planned organizational changes can make it

necessary for employees to update their skills or

acquire new ones.

3. Performance problems can be reduced by training.

4. Regulatory, contractual, professional, or certificationissues can require an employer to provide training

for employees.


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Perform Job Analysis

Perform Needs Assessment

Establish Training Objectives

Conduct Training Program

Evaluate Training Outcomes


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Needs Assessment is a systematic analysis of the

specific training activities the organization

requires to achieve its objectives. Basic methods of Needs Assessment:

Interviews, surveys/questionnaires, observations,

FGDs, and document examination What problems is the employee having in his job?

What additional skills/knowledge does the

employee need to better perform the job?

What training does the employee believe isneeded?


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Training objectives can be categorized as follows:

1. Instructional Objectives What concepts are to be learned? Who and where are they to be taught?

2. Organizational and Departmental Objectives What will be the impact to the organization and

the department in terms of performance?

3. Individual Performance and Growth

Objectives What impact will the training have on the

personal growth of the individual?


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Training Methods:

On-the-Job Training

Job Rotation Apprenticeship Training

Classroom Training

Virtual Classroom


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Four areas of training evaluation:

1. Reaction how much did the trainees like the

program?2. Learning what principles, facts, and concepts

were learned in the training program?

3.Behavior did the job behavior of the traineeschange because of the program?

4. Results what were the results of the program in

terms of factors such as reduced costs or

reduction in turnover?


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4a developing a quality workforce - orientation and training

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