topic: orientation & training presented to: sir.tasman pasha presented by: beenish jahangir...
TRANSCRIPT
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Topic: ORIENTATION & TRAINING
Presented to: Sir.Tasman Pasha
Presented by:Beenish Jahangir
07-04 BsIT-3rd Department of Computer Science BZU, Multan
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Orienting EmployeesOnce employees are on board, the employer must train and orient them.
Purpose of orientation “Potential is one thing, performance is another” • High potential employees doesn’t guarantee they’ll succeed. •They don’t know what to do or how to do. • So they must be oriented and trained about their JOB.
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•Employee orientation
A procedure for providing new employees with basic back- ground information about the firm.
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• Orientation must accomplish four things:Employee should;
1.Feel welcome and at ease2.Understand the organization’s
policies & procedures in a broad sense
3.Be clear about what is expected in terms of work & behaviour4.Become socialized according to the firm’s way of acting & doing things
• Don’t underestimate orientation’s importance.
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THE ORIENTATION PROCESS
•Ranges from 10-mins to week-long programs
HR specialist Explains basic matters, working,
hours, benefits, vacationsSupervisor
Organization of departmant, new colleagues, reduce 1st day jitters, familiarizing with work place
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Different firms having different ways;
•Technology•Preloaded personal digital assistant•Internet-based employee handbook•Web
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Orientation includes information on;
•Employee benefits•Personal policies•Daily routine•Company organization •Operations•Safety measures and regulations•Facilities tour
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•TRAINING
The process of teaching new employees the basic skills they need to perform their jobs.
“Training is hallmark of good management”
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Training’s strategic context•Focus on teaching technical skills
•Training programs must make sense in terms of company’s strategic goals
Training record•Influencing organizational effectiveness•Scoring higher than appraisal & feedback•Below goal setting in its effect on productivity
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Performance Management
Taking an integrated, goal- oriented approach to assigning,
training, and rewarding employees’ performance.
•Companies spent $826 per employee for one recent year, 28 hours of training.
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• The 5-step Training & Development Process
1.Analysis step 2.Instructional design 3.Validation step4.Implement step5.Evaluation step
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•Training, Learning & Motivation
In terms of ability a trainee needs;•Reading skills, •Writing skills,•Mathematics skills, •Required educational level,•Intelligence, •Knowledge base.
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Motivational Steps1.Make the learning meaningful
• Overview of material • Familiar examples• Present logically & in meaning- ful units• Concept familiar to trainees• Visual aids
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2.Make skills transfer easy
•New skills and behaviour from training site to job site•Similarity between training situation & work situation•Adequate practice•Direct attention to important aspects of job•‘heads-up’ preparatory information
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•Motivation principles for trainers
•Provide realistic practice•Learn from responses •Let the trainees pace themselves•Create training need in their minds•Schedule
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•Analyzing Training Needs
•Analyzing new employees•Analyzing current employees
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•Negligent training
A situation where an employerfails to train adequately, and the employee subsequently harm a third party.
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Assessing new employees training needs
•Task analysisA detailed study of a job to identify the specific skills required for the job
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Assessing current employees training needs
•Performance analysisThe process of verifying that there is a performance deficiency and determining whether that deficiency should be corrected through training or through some other means.
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Thank you!