Professional Documents
Culture Documents
ORIENTATION
DEFINITION:
A procedure for providing new employees with basic background information about the organization.
PURPOSE OF ORIENTATION
Reduce the new employees anxiety. Employees feel welcome. Provide information. Reinforcing a favorable and impression.
CONTINUE
Safety regulations A list of names and position that we receive instruction from. Explanation of organization purpose and goals. List of employee benefits Copies of insurance plans
TRAINING
DEFINITION:
an organization planned efforts to help employees acquired job-related knowledge, skills, abilities, and behaviors with the goals of a playing these on the job (Raymon A. Noe- Fundamantel of HRM)
TRAINING PROCESS
STEP 1
DETERMINING TRAINING NEEDS
STEP 4
EVALUATION THE PROGRAM
STEP 2
DESIGNING THE TRAINING PROGRAM
STEP 3
ADMINITERING THE TRAINING PROGRAMS ( IMPLEMENTATION )
TYPES OF TRAINING
TYPES OF TRAINING
ON THE JOB TRAINING
Takes place in a normal working situation, using the actual tools, equipment, document or materials that trainees will use when fully training.
Training Methods
The choice of training methods will depend on a number of factors such as:
Budget available/cost
A small company has to be realistic. Purchase of expensive computers for simulation or computer-based instruction system may be out of the question.
The target learner A group of employee may respond more happily to a particular method rather than another depending on their prior experiences and expectations. The choice of training method depend on the number of participants. Effectiveness of training method One more factor deserves special attention as it can make or break the success of training programme
The most popular method are briefly discussed below: Lecturer (off the job)
-Every student is familiar with the lecture, while the lecture may be suited to college environment because easy to conduct and fairly cheap. ( not recommended in industrial training ) -A stimulating and provoking lecture can be an exciting event. Unfortunately too many lectures fail to achieve even the basic objective of disseminating knowledge to trainees. The are boring and too long!
Role-play (off the job) In a role- play exercise, trainees get to play-act various roles. -Exmp: Thus a manager might play the role of an employee to understand how such employees feel. - help to developed communication skills, practice other specific skills (lawyer) A role play may be designed to simulate a typical situation the trainee will face in the workplace.
Job rotation (OJT) Is a method of systematically providing employees with exposure to range of skills and disciplines found throughout the organization.
especially those whose workers are geographically dispersed, are at the forefront of the move to use computer software programmes and e-learning to assist workers develop key skills and knowledge bases.
Special assignments
Depending on the nature of the assignment given to the trainee, a variety of skills and knowledge bases can be developed.
Simulation Simulations are training events where a group of people practice a particular skill or activity. They may or may not be computerised.
Adventure learning
Outdoor or adventure learning is a training method used to develop team working, leadership, problem-solving and communication skills.
Training facilitator
Effective trainers use training methods which encourage learners to learn by doing. They promote active participation in the in the training by the trainees. Good trainers learn from their mistakes. Given below is a list of common blunders made by the trainers.
Trainees responses - a questionnaire will be giving to every trainee : the clarity, acceptability of the speaker/trainers, comfort of the physical facilities, and usefulness of the handouts. Trainee learning - trainer must focus on how to set objectives before the course was implemented. - If the programme aims at providing the trainee with certain skills, trainer can ask trainee to demonstrate these skills. - if dissemination of knowledge the main purpose : * trainer can give an examination ( oral / written ) to trainee. Application of new skills & knowledge - common problem of training trainees are unable to apply skills & knowledge from what they learn in training. - to discover whether the trainee has changed is behavior on the job after undergoing training interview trainee himself/ his supervisor& even his peers. Assessing the results - the last level- to persuading management of the important of training. - to prove training have benefited the organization the trained workers should show higher levels of output with better quality achieved in a shorter time period.