ORIENTATION AND ORIENTATION AND

TRAINING EMPLOYEESTRAINING EMPLOYEES

Chapter 5Chapter 5

Prepared by : Ly SokcheuPrepared by : Ly SokcheuUpdated : 1Updated : 1stst September, 2012 September, 2012

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Chapter ObjectivesChapter Objectives

Define orientation and training Describe the types of orientationExplain who are responsible for

orientationDiscuss the benefits of orientationExplain the training process

After studying this chapter, you should be able to:

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I. OrientationI. Orientation1.1. What is orientation?What is orientation?

Process which is used to introduce Process which is used to introduce new employees to know about their new employees to know about their jobs, places, friends, supervisors jobs, places, friends, supervisors and organization.and organization.

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Is designed to start the employee in Is designed to start the employee in a direction that is compatible with a direction that is compatible with the firm’s mission, goals, and the firm’s mission, goals, and culture.culture.

1.1. What is orientation? (Cont.)What is orientation? (Cont.)

Introduces new employees to the Introduces new employees to the organization and to the employee’s organization and to the employee’s new tasks, managers, and work new tasks, managers, and work groups.groups.

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Is the initial training and development Is the initial training and development effort for new employees and strives to effort for new employees and strives to inform them about the company, the job, inform them about the company, the job, and the work group.and the work group.

2.2. Purposes of OrientationPurposes of Orientation

• Employment situation: To know how his or Employment situation: To know how his or her job fits into the firm’s organizational her job fits into the firm’s organizational structure and goals.structure and goals.

• Company policies and roles: To Company policies and roles: To understand these to ensure a smooth understand these to ensure a smooth transition to the workplace.transition to the workplace.

• Compensation and benefits: To have a Compensation and benefits: To have a special interest in obtaining information special interest in obtaining information about the reward system.about the reward system.

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2.2. Purposes of Orientation (Cont.)Purposes of Orientation (Cont.)

• Corporate culture: To relate to everything Corporate culture: To relate to everything from the way employees dress to the way from the way employees dress to the way they talk.they talk.

• Team membership: The ability and Team membership: The ability and willingness to work in team.willingness to work in team.

• Employees development: The ability to Employees development: The ability to acquire needed knowledge and skills that acquire needed knowledge and skills that are constantly change.are constantly change.

• Dealing with change: To learn to deal Dealing with change: To learn to deal effectively with change to survive in their effectively with change to survive in their jobs.jobs.

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2.2. Purposes of Orientation (Cont.)Purposes of Orientation (Cont.)

• To reduce start-up costs of a new employee.To reduce start-up costs of a new employee.• To reduce the fear and anxiety of the new To reduce the fear and anxiety of the new

employees and hazing from other employees and hazing from other employeesemployees

• To reduce turnover To reduce turnover • To save time for supervisors and co-workersTo save time for supervisors and co-workers• To develop realistic job expectation, positive To develop realistic job expectation, positive

attitudes toward the employer, and job attitudes toward the employer, and job satisfaction.satisfaction.

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3.3. Types of orientation: Types of orientation:

a)a) Company orientation:Company orientation:

General orientation that describes topics of General orientation that describes topics of relevance & interest to all new employees.relevance & interest to all new employees.

The topics of orientation include:The topics of orientation include:

• Salaries, BenefitsSalaries, Benefits• Safety & accident preventionSafety & accident prevention• Key policies, procedures and Key policies, procedures and

regulationsregulations• Performance appraisal forms, Performance appraisal forms,

date, procedures.date, procedures.

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b)b) Departmental and job orientationDepartmental and job orientation

Specific orientation that describes topics Specific orientation that describes topics that are unique to the new employee's that are unique to the new employee's specific department & job (Accounting specific department & job (Accounting department, HR department, Marketing department, HR department, Marketing department, Production department, R&D department, Production department, R&D department.)department.)

• Operating activitiesOperating activities• ResponsibilitiesResponsibilities• DutiesDuties• Performance appraisalPerformance appraisal• Relationships with other departments Relationships with other departments

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It can be included:It can be included:

b)b) Departmental & job orientation (Cont.)Departmental & job orientation (Cont.)

Orientation kit / packet: Orientation kit / packet: ¬ bNþúMénkartRmg;Tis¦ Package Package of written information that given to new of written information that given to new employees to supplement the verbal employees to supplement the verbal orientation program.orientation program.

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Experienced new employees needless Experienced new employees needless orientation and inexperienced new orientation and inexperienced new employee need more orientation.employee need more orientation.

• Both of orientations are necessary. Both of orientations are necessary.

4.4. Who are responsible for orientation?Who are responsible for orientation?

It acquires the cooperation between HRD It acquires the cooperation between HRD and other managers & supervisors in an and other managers & supervisors in an organization.organization.

In small company without HRD, managers In small company without HRD, managers and supervisors are responsible for total and supervisors are responsible for total orientation to new employees.orientation to new employees.

In large company, HR department In large company, HR department managers and supervisors form as a term managers and supervisors form as a term to conduct orientation to new employees.to conduct orientation to new employees.

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5.5. Benefits of orientation Benefits of orientation

Facilitating of learning: Ease to contact with Facilitating of learning: Ease to contact with other departments.other departments.

Increased productivityIncreased productivity Improved employee's moral.Improved employee's moral. Lower employee's turnoverLower employee's turnover Employees stay in a company more than Employees stay in a company more than

they want to leave from a companythey want to leave from a company Reduction of new employee's Reduction of new employee's

anxiety/stress.anxiety/stress. Reduce the expense of trainingReduce the expense of training

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6.6. Establishing an effective orientation system Establishing an effective orientation system

Prepare for new employees Prepare for new employees

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Provide new employees needed Provide new employees needed information information

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Evaluation and follow-up Evaluation and follow-up

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II. Training II. Training 1.1. What is training?What is training?

The process of improving employee The process of improving employee competency levels and the competency levels and the organizational performance.organizational performance.

Refers to a planned effort to facilitate Refers to a planned effort to facilitate the learning of job-related knowledge, the learning of job-related knowledge, skills, and behavior by employees.skills, and behavior by employees.

Activities designed to provide learners Activities designed to provide learners with the knowledge and skill needed for with the knowledge and skill needed for their present jobs.their present jobs.

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2.2. Training processTraining process

Determine Training Needs Determine Training Needs 

Establish Specific Objectives Establish Specific Objectives 

Selection Training MethodsSelection Training Methods

Selection Training MediaSelection Training Media

Implement Training ProgramsImplement Training Programs

Evaluate Training ProgramsEvaluate Training Programs

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3.3. Types of TrainingTypes of Training

a)a) Skill developmentSkill development

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Employees need to be trained Employees need to be trained until they can work well or safetyuntil they can work well or safety

b)b) Safety trainingSafety training

Employees need more training Employees need more training when a company introduce new when a company introduce new jobs.jobs.

3.3. Types of TrainingTypes of Training

c)c) Professional and Technical trainingProfessional and Technical training

d)d) Supervisory and Managerial trainingSupervisory and Managerial training

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The purpose of this training is to avoid The purpose of this training is to avoid knowledge, technical obsolescence in knowledge, technical obsolescence in a company.a company.

Purpose of this training is to train Purpose of this training is to train employees how to make decisions employees how to make decisions effectively, motivate, lead, effectively, motivate, lead, communicate and solve problems communicate and solve problems may raise in an organization.may raise in an organization.

4.4. Benefits of TrainingBenefits of Training

Reduce costs of production / reduce Reduce costs of production / reduce scrap lossscrap loss

Increase quality and quantity of productsIncrease quality and quantity of products Reduce employee's accidents in working Reduce employee's accidents in working

placeplace Reduce employee's obsolescence (out Reduce employee's obsolescence (out

of date)of date)

• Loyalty (honest)Loyalty (honest)• CooperationCooperation

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Boosting employee's morals:Boosting employee's morals:

5.5. Assessing of Training NeedsAssessing of Training Needs

Generally, managers identify training needs through 3 types of analysis:

• Is an examination of goals, resources Is an examination of goals, resources and environment of org. to determine and environment of org. to determine where training emphasis should be where training emphasis should be placed.placed.

• Two factors that create training needs Two factors that create training needs of organization are External & of organization are External & Internal.Internal.

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a)a) Organizational analysis:Organizational analysis:

5.5. Assessing of Training Needs (Cont.)Assessing of Training Needs (Cont.)

External factors:External factors:• Economic conditions: Market needsEconomic conditions: Market needs

Internal factors:Internal factors:• Organizational structure changes from Organizational structure changes from

functional to divisional structure.functional to divisional structure.

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• Technological changes Technological changes • Government regulationsGovernment regulations

Some companies need to train their Some companies need to train their employees to satisfy market needs.employees to satisfy market needs.

• Opportunity for advancementOpportunity for advancement• Quality of work or serviceQuality of work or service

5.5. Assessing of Training Needs Assessing of Training Needs (Cont.)(Cont.)b)b) Task analysis:Task analysis: Is a part of job analysis. Is a part of job analysis.

• An organization uses job descriptions and An organization uses job descriptions and job specification to analyze tasks.job specification to analyze tasks.

c)c) Individual analysis:Individual analysis:

• Use performance appraisal data in order Use performance appraisal data in order to analyze individual training needs.to analyze individual training needs.

• Both managerial & non managerial Both managerial & non managerial employees can be surveyed, interviewed, employees can be surveyed, interviewed, tested in order to identify their training tested in order to identify their training needs.needs.

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6.6. Methods of TrainingMethods of Training

• Is the type of training that used to Is the type of training that used to train employees at working place in train employees at working place in an organization. an organization.

i.i. Job instruction trainingJob instruction training• Preparing employees:Preparing employees:

Put them at easePut them at ease Find out what they already knowFind out what they already know

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a)a) On the job trainingOn the job training

• In order to make on the job training In order to make on the job training more effective, organization use:more effective, organization use:

6.6. Methods of Training (Cont.)Methods of Training (Cont.)

• Present the information about Present the information about operations to employeesoperations to employees

Tell, shows question on point at a timeTell, shows question on point at a time Explain something / information related Explain something / information related

with a particular jobwith a particular job

• Try out performance:Try out performance: Allow employees to perform by Allow employees to perform by

themselves. themselves. Ask questions beginning with why, Ask questions beginning with why,

when, how, where.when, how, where.

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i.i. Job instruction training Job instruction training (Cont.)(Cont.)

6.6. Methods of Training (Cont.)Methods of Training (Cont.)

i.i. Job instruction training Job instruction training (Cont.) (Cont.) • Follow-up employee performance:Follow-up employee performance:

If employees can perform well, an If employees can perform well, an organization allows them continue organization allows them continue to perform.to perform.

If employees can't perform wellIf employees can't perform well

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Organization will take correctionOrganization will take correction

6.6. Methods of Training (Cont.)Methods of Training (Cont.)

ii.ii. Job rotationJob rotation

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Used to train both managerial & non Used to train both managerial & non managerial employees in order to help managerial employees in order to help them to broaden their skills and them to broaden their skills and understanding of an organization by understanding of an organization by regularly changing their jobs. regularly changing their jobs.

o Simple jobs are rotated during the short time period.

o Complex jobs are rotated during the long term period

b.b. Off the job trainingOff the job training

Classroom training:Classroom training: An An organization sends employees to study organization sends employees to study any where such as universities, faculties, any where such as universities, faculties, vocational training schools.vocational training schools.

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Is the type of training that used to train Is the type of training that used to train employees outside working place of an employees outside working place of an organizationorganization

Workshop or seminar or Workshop or seminar or conference:conference: An organization sends An organization sends employees to participate in workshop employees to participate in workshop or conference outside an organization.or conference outside an organization.

7.7. Evaluation of TrainingEvaluation of Training

Evaluation can be divided into four areas:Evaluation can be divided into four areas:

a)a) ReactionsReactions

• How well did the trainees like How well did the trainees like this training?this training?

b)b) Learning of traineesLearning of trainees• What did the trainees learn from this What did the trainees learn from this

training program such as principles, training program such as principles, facts concepts…?facts concepts…?

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Content of training, training structure, Content of training, training structure, abilities of trainers,abilities of trainers,

Recommendations => Questionnaires.Recommendations => Questionnaires.

Interview & test traineesInterview & test trainees

7.7. Evaluation of Training (Cont.)Evaluation of Training (Cont.)

c)c) BehaviorsBehaviors

• What is the job behavior of trainees What is the job behavior of trainees change?change? Performance appraisalPerformance appraisal

d)d) ResultsResults

• What are the results of this training What are the results of this training program?program?

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In terms of factors such as reduction In terms of factors such as reduction of production costs, increase quality, of production costs, increase quality, quantity of products & services, quantity of products & services, increase sales... increase sales...