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HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT. MIHE Mashal Institute of Higher Education. Socialization, Training and Development. Chapter # 05. Introduction to socialization.

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HUMAN RESOURCE MANAGEMENT

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  1. HUMAN RESOURCE MANAGEMENT MIHE Mashal Institute of Higher Education

  2. Socialization, Training and Development Chapter # 05

  3. Semster 4 Chapter 5 HRM

  4. Introduction to socialization • When new employees enter an organization they feel out of place because of the new surroundings, new boss and new co-workers. Hence, it is the responsibility of the management to orient the employees and to make the process of socialization smooth. This will ensure that the new employees adapt to the organizational culture as soon as possible. The process of adaptation is commonly termed induction or socialization. Semster 4 Chapter 5 HRM

  5. Definition of Socialization • Introducing the newly selected employee to the organization and its environment. • “A Process through which a new employee learns to adapt to an organizational culture.” Semster 4 Chapter 5 HRM

  6. Information of Socialization • Job description • Performance standards • Dress code • Reporting procedures • Smoking restrictions • Expense claims • Safety procedures • Emergency procedures • Sick leave, • Holidays-introduce employees • Identify amenities, e.g. washrooms, shower • Canteens etc. Semster 4 Chapter 5 HRM

  7. What is training? 1. The action of teaching a person a particular skill or type of behavior. 2. Training refers to the methods used to give new or present employees the skills they need to perform their jobs. 3. Training is a process whereby people acquire capabilities to aid in the achievement of organizational goals. Semster 4 Chapter 5 HRM

  8. Determining Training Needs: Following sources can help organization to assess either there is a need for Training or not. • Self-assessments • Customers complaints • New Technology • Employee grievances • Interviews with managers • Observation Semster 4 Chapter 5 HRM

  9. Types and Methods of training A. Types of training • On-the-job training: that training in which the employees learn new skills at the work place, exactly on the same equipments and working environment. • Off-the-job training: that training in which the employees learn new skills away the work place. They are taken to some where else to increase their learning. Semster 4 Chapter 5 HRM

  10. Methods of on-the-job training • Job rotation: according to this method, an employee is rotated from job to job to learn new skills. • Projects - employees join a project team - which gives them exposure to other parts of the business and allow them to take part in new activities. • Apprenticeship: a training method in which a person works for another under the direction of a trainer to learn a skill which is a long term process. • Coaching: coaching is a formal relationship between two persons in which one person-the coach increases the learning of a trainee. Or a learning method in which trainees learn skills through providing instructions or demonstrations by an experienced trainer.  Semster 4 Chapter 5 HRM

  11. 5. Mentoring: Mentoring is generally an informal relationship between two people in which one person-the mentor increases the skills of trainee. 6. Job instruction training: that training in which if a job consists of logical sequence of steps are made understood through the instructions by a trainer. Semster 4 Chapter 5 HRM

  12. Types of off-the-job training • Lectures: in this method a skilled person teaches to a large group of trainees. And present the required skills in an understandable and clear way. • Audiovisual-Based Training: increasing learning through DVD’s, films, power point, and audiotapes is another off-the-job training method. • Simulation exercises: training employees on special off the job equipments, as an airplane pilot training, so training costs and hazards cab be reduced. • vestibule training: Employees learn their jobs on the equipment they will be using, but the training is conducted away from the actual work floor by bringing equipments or tools to certain place where training is provided, but not work place. Vestibule training allows employees to get a full feel for doing task without real world pressures. Additionally, it minimizes the problem of transferring learning to the job. Semster 4 Chapter 5 HRM

  13. 5. Case Studies: It is a written description of an actual situation in the past in same organization or somewhere else and trainees are supposed to analyze and give their conclusions in writing. This is another excellent method. 6. Role Play The trainees act out a given role as they would in a stage play. Role players are informed of a situation about the respective roles that they have to play. Role playing basically covers topics such as employee-employer relationships, hiring, firing, conducting a post-appraisal interview. Semster 4 Chapter 5 HRM

  14. Employees development • Development is an effort to provide employees with the abilities that the organization will need in the future. • Methods of employees development: • Job rotation • Assistant to position • Committee assignment • Lectures Semster 4 Chapter 5 HRM

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