5.1 CONCEPT OF ORIENTATION AND HUMAN RESOURCES DEVELOPMENT
DEFINITION:
Orientation is the planned introduction of new employees to their jobs, co-workers, and the organization.
STAFF ORIENTATION PROCESS:
Employee Benefit Information > Personal Policies > Daily Routine > Company Organization and Operations > Safety Measures and Regulations > Facilities Tour
IMPORTANT OF ORIENTATION
a) Reduce startup costs = Proper orientation can help the employee get “up to speed” much more quickly.
b) Reduce anxiety = The result from entering into an unknown situation, and helps provide guidelines for behavior and conduct.
c) Reduce employee turnover =The organization values the employee, and helps provide the tools necessary for succeeding in the job.
d) Save time for supervisor & Co-worker = The less likely supervisors and co-worker will have to spend time teaching the employee.
e) Development Realistic Job Expectations, Positive Attitudes and Job Satisfaction = Learning about the value and attitudes of the organization.
5.2 HUMAN RESOURCE DEVELOPMENT
DEFINITION : An activity performed by human resources unit to help employees acquired job-related knowledge, skills, abilities, and behaviors to enhance the employee’s current performance.
IMPORTANT OF AND NECESSITY FOR TRAINING AND DEVELOPMENT PROGRAM FOR ORGANIZATION:
a) Increase worker’s productivity e) Less supervision
b) Increase worker’s job satisfaction f) Reduce cost
c) Keep worker’s skills and knowledge up-to-date g) Consistency in duty performance
d) Helps to motivate workers h) Improved quality of services and products
TRAINING NEEDS ANALYSIS:
Needs for training > Determine type of training > Identify training program goals & objective > Implementing training program > Evaluating training program
5.3 TRAINING PROGRAMME METHOD
INSTRUCTOR-LED TRAINING
Is the practice of training and learning material between an instructor and learners either
individual or group.
IN BASKET TRAINING
Each team of trainees is given the difference files of correspondence of the business problems.
ROLE-PLAYING
The trainees assume roles and act out situation connected to the learning concepts.
COACHING AND MENTORING
In coaching the trainees is placed under one senior who acts as an guide or coach and teaches job
knowledge an skill to the trainees. Mentoring is an ongoing relationship that is develop between
a senior and junior or trainee.
JOB ROTATION
A job design technique in which employees are moved between two or more jobs in a planned
manner. The objective is to expose the employees to different experiences and wider variety of
skills to enhance job satisfaction and to cross-train them.
DIFFERENCES BETWEEN ON THE JOB TRAINING AND OFF THE JOB TRAINING:
ON THE JOB TRAINING
It takes place in a normal working situation by using the actual tools, equipment, document or material that trainees will use when fully training.
OFF THE JOB TRAINING
Employees training at a side away from the actual work environment.
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