O RIENTATION AND TRAINING What is orientation Purposes Who is responsible Levels of orientation How orientation programs are presented What is training Who is responsible for training Importance Assessing training needs Theories of learning Evaluating training programs

ORIENTATION Definition: It is the activity such as familiarizing new employees with the company rules, policies and procedures with the view of making the employee well-adopted to the environment. Rules Policies procedures

ORIENTATION Purposes: 1. Creates initial favorable impression Good impression to the company and work environment on the first day make adjustment easier. Absences of orientation employees may learn some other way of work (trial and error) 2. Enhances personal acceptance Helps employee in meeting the expectation of the company and his work group. Conforming to company norms. 3. Helps new recruit adjust himself to the job Creates a sense of security, belongingness and confidence of the new recruit.

ORIENTATION Who is responsible? 1. Chief Executive Officer (CEO Best in position to rally new recruits to do their best. Two ways: (1) give a warm welcome on the first day (saying good choice of job they had made. (2) listen to and feel the company’s vision 2. Human Resource Head Formalization of employment (processing of employment documents: SSS, BIR, Phil Health, Pag-ibig; certificates of employment, school records etc) Briefing on various policies: promotion, transfers, disciplinary actions, company manual, employee handout or guidebook. 3. Supervisor Responsible for making the employee feel welcome by introducing to his co-workers adapt to the work environment.

ORIENTATION Levels of orientation 1. Organizational orientation 1) Overview of the company (mission, vision) 2) Review of key policies and procedures 3) Compensation 4) Fringe benefits 5) Safety and accident prevention 6) Employee and union relation 7) Physical facilities 8) Economic factors 2. Departmental and job orientation 1) Function of the department 2) Job duties and responsibilities 3) Policies, procedures, rules and regulations 4) Tour of the department 5) Introduction to department employees

ORIENTATION How orientation programs are presented 1. Classes 2. Meetings 3. Tour of the company offices and plants 4. Films 5. Employee handbook 6. Information leaflets 7. Slides 8. Charts

TRAINING Definition: Attempt to improve the employee’s ability to perform his job so the goals of the company can be achieved. Objective: Facilitate the accomplishment of organizational objectives; such as generation of more sales, more effective collection or receivables, improve quality of products or services, or reduction of operating cost

TRAINING Who is responsible for training 1. Supervisor Best in position to provide training; knows what output his unit needs Has the ability and skills and right attitude needed to impart to the new employee. 2. Personnel manger or training director Assist provided: 1) Determine what training activities are needed. 2) Evaluating the training program 3) Informing management on the status of each programs 4) Selling the training program 5) Integrating training programs

TRAINING Importance 1) Maintain competitive position of the company 2) Survival and growth 3) Achieve cited-requirement 4) Efficiency and effectiveness of employees to perform their jobs. 5) Maximum effort and minimum errors 6) Equipping for new graduates and employees who are promoted or transferred. 7) Minimize recruitment and hiring cost.

TRAINING Assessing training needs Process designed to determine whether training is necessary or not. Identify deficiencies between current employee behavior and necessary behavior to complete assigned tasks Identify task that must be completed to achieve goals Identify necessary behavior of employees Identify goals of the organization Determining training needs

T RAINING Methods of identifying training needs 1. Performance review or appraisal 2. Development center 3. Human resource audit 4. Interview 5. Questionnaires 6. Observation 7. Review of organization or business plan 8. Desk research 9. Group discussion 10. Job analysis and evaluation

T RAINING Methods of identifying training needs 1. Performance review or appraisal Performance review - study of worker’s performance to determined how can be improved; assess performance Appraisal – assessment of the employees quality of work in a job; undertaken by comparing performance with standard requirement; aim to determine possible improvement in performance 2. Development centers Refers to the assessment centers, use a variety of assessment techniques to ensure the coverage of skills and attributions in the widest possible manner Techniques used: individual, group, oral, written psychometric, personality and career interest tests.

T RAINING Methods of identifying training needs 3. Human resource audit C omparing the current inventory of personnel with the quality and quantity of employees that will be needed If there is a gap in skills and attitudes training may be done. HR audit will provide information on the number of vacancies arising through retirement, promotion, resignation and transfer. 4. Interview Training need may be ascertained through interview; advantage: employee will have opportunity to present his own unique training need

T RAINING Methods of identifying training needs 5. Questionnaires Economical way of identifying training needs. Relevant personnel could be made to write their comments on certain questions relating to training and performance Advantage: its ability to get many responses within a short period of time. 6. Observation Done formally or informally; observer may take notes of his observation or fill up a structured checklist and make notes later. 7. Review of organization or business plan Good source of information useful in determining training needs. Business in expansion mode require recruitment and appropriate training needs.

T RAINING Methods of identifying training needs 8. Desk Research Involves review and analysis of internal and external factors that affect performance of employees. Specific information on courses offered by schools and method of instruction will provide level of knowledge of graduates. 9. Group Discussion Way to attempt solve problem ; analysis from view points of individuals comprising the group. 10. Job Analysis and evaluation Lead to the preparation of job description and job specification. When person proposes to occupy a job found to be deficient in skills and abilities, training becomes a requirement.

T RAINING Theories of Learning 1. Operant Conditioning Type of conditioning in which desired voluntary behavior leads to a reward or prevents a punishment. When someone associates pain with a certain behavior and continues that behavior the person is conditioned. 2. Social Learning Also known as observational learning and modeling refers to learning new behavior by watching and imitating the behavior of others in a social situation. Can be achieved: observation, being told, direct experience

T RAINING Training Methods  On-the-job Training  Apprenticeship  Off-the-job training (classroom instruction)  Films and videos  Demonstration  Case studies (case to read and analyze)  Simulation (duplicate actual work situation)  Role-playing  Programmed learning (management games, distance learning)

T RAINING Evaluating Training Programs Organizations will survive and grow if the activities they undertake are effective, they are able to achieve their goals Training outcome:  Cognitive outcome (degree of familiarity)  Skilled-based outcome (technical or motor, skills and behavior)  Affective outcome (attitude and motivation)  Result outcome (benefits)

T HANK YOU AND HAVE A NICE DAY Group Work : Make a Training plan.