Socializing Orienting and Developing Employees By Omid Sabah

Socializing Orienting and Developing Employees By: Omid Sabah

Objectives: Ø Define socialization Ø Three stages of employee socialization Ø Identify the key personnel involve in orientation Ø Organization Culture Ø Employee Training and Development Ø Why Training and Development program Ø Learning Theory Ø Effective Phases of training Ø Training Methods Ø Why training fails

Socialization • A process of adaptation that takes place as individuals attempt to learn the value and norms of work roles. • Joining an organization brings anxiety, excitement, happiness, loneliness, expectations same as a new university student • Purpose and Importance of Socialization Ø Improve the ability of new employees For example: an new person might have some anxiety with the job so, by socialization we are improving their morale

Socialization (Cont’) Ø He or she will learn the companies value and system For example: its better that you should tell them about the organizations value, rules, system, and culture Ø Increase commitment to the successes Ø To know each other in the company For example: who is doing what? Ø At the beginning there might be some anxiety but now someone will feel comfortable Ø Organizational stability also increases through socialization

The Socialization Process Socialization process can be categorized in the following three stages: Ø Pre arrival Stage: The socialization process stage recognizes that individuals arrive in an organization with a set of organization values, attitudes, and expectations. And this stage has gained before joining the organization. • Before starting the job For Example: when a person is joining a job he/she might go and ask people in order to obtain information about the organization.

The Socialization Process (Cont’) Ø Encounter Stage: At this stage they join or enter to the organization and by entering they might have some: • Shocks • Expectation • Reality For Example: if someone enters to the organization he will expect one think and in reality it will be something else however, this is not always the case that expectation and reality differ but new employees must socialized themselves.

The Socialization Process (Cont’) Ø Metamorphosis Stage: Finally the new member must work out any problems discovered during the encounter stage. • New members become comfortable with the organization and their team • New members will feel competent to complete their jobs successfully • They will understand the organizational system not only their own tasks but the rules, procedures • Productivity will start and delivering of something with commitment

The Socialization Process (Cont’) Pre arrival Stage Individuals arrive to Organization with a set Of values, attitudes and expectations Realistic Job review Reduce this encounter Encounter Stage Individual see that There is big difference Between their expectations And reality Commitment Productivity Metamorphosis Stage The new employee solves All inconsistencies appeared During encounter stage They understand, rules, way of Promotion, recognize individuals

The Purpose of New Employee Orientation (Socialization) Orientation: Activities that introduce new employees to the organization and their work units. – Orientation program should familiarize the new member with organization’s objective, history, philosophy, procedures, overtime requirements, benefits, salary, tour of organization, introducing him to his or her managers, co workers, and he or she will be introduced to a system of the organization For Example: how different department works and how the whole system is working. • Who is responsible for orientation – Supervisor – HRM

The Purpose of New Employee Orientation (Cont’) Ø Job Duties (Job Related) • Job location means that where you will be post • Job Task means that what specific task you will perform • Job Safety means that you should know that before starting the job about this requirement For Example: In most of the factories you should wear special type of dress or glasses in order to protect them • They will give you overview about the job • They will tell you the relationship of your job with others For Example: you should be clear that if you do something wrong its not effecting your job only but the whole system

The Purpose of New Employee Orientation (Cont’) Ø They will tell you history of owner or founder because this is very important to understand the person who started this organization his vision and mission. Ø Name and titles of key executives of organization. For Example: who is head of finance, marketing, and sales department Ø Layout of physical facilities. For Example: where is cafeteria, mosque, or other needed materials Ø They will discuss the probationary period in this program and there is chance to extend this periods Ø Companies policies and rules can be discuss Ø Disciplinary regulation can be discuss (if someone is coming late or making absentees what action should be take)

The Purpose of New Employee Orientation (Cont’) ØEmployees Benefits (This can be discuss in orientation stage). • Pay scale and paydays or working days will be discussed • Vacation • Rest break such as, lunch, pray time. • Insurance benefits • Retirement program will be also discuss • Counseling they identify you that if you have some problem go and discuss with senior people.

Learning the Organization’s Culture Organization culture is the “personality” of an organization. • How the members should act toward fellow members and outsiders • What matters more (what behavior or act is important) • Which work related behaviors are not acceptable Note: An employee who has been properly socialized to the organizations culture knows what is acceptable behavior and what is not.

CEO’s Role in Orientation • CEO’s role became popular after mid 1980 s • Senior managers/CEO say a welcome and a brief statement • To say to employees what really is important in this organization • Some companies use videos of their CEOs statements

HRM’s Role in Orientation • HRM must answer all questions of the employee when they give job offers • HRM, in some organizations, give a package including information about different benefits to new employees • HRM must spend some time during orientation program

Employee Training & Development Things are changing, technology, system, and demand is also changing so we need to Train people. Training: A process whereby people acquire capabilities to aid in the achievement of organizational goal. Training: Involves planned learning activities designed to improve an employees performance at his or her current job. Development: All efforts to provide employees with the abilities the organizations will need in the future.

Why Training and Developmental Program? To improve three types of skills: Technical Skills: “The skills of improving basic skills like the ability to read , write and doing math computations as well as job specific competences”.

Why Training and Developmental Program? (Cont’) Interpersonal skills: “This type of training includes learning how to be better listener, how to communicate ideas more clearly and how to reduce conflicts”.

Why Training and Developmental Program? (Cont’) Problem solving skills: “These skills include participating in activities to sharpen logic , reasoning and skills at defining problems, being creative in developing alternatives, analyzing alternatives and selecting solutions”.

Employee Training & Development (cont’) Employee Training to perform Your current job Employee Development Training to make the employees ready For future responsibility (employee growth) • Planes mostly crash because of human fault • Training means: Changing or improving skills, knowledge, attitudes, or behavior.

Learning Theory and Employee Training Everyday is a new day. What is Learning? Is a relatively permanent change in behavior that results from direct or indirect experience. Ø You learn driving of car now you learn that (Direct). Ø You saw someone driving and now you learn that (indirect).

Learning Organization is very important concept of this era and learning organization is one whose employees continuously attempt to learn new things and use them. Why There is Need for Training: Ø Job behavior is sometimes inappropriate. For Example: People or customers are not satisfy from the company. Ø Knowledge or skill level is inadequate Ø Finally problems can be corrected through training

Effective Phases of Training There are four main phases for effective training program: Phase 1: Need Assessment a): It means that ‘What is the issue? Why we want to arrange training? • Number of employees experience skill deficiency Phase 2: Design of Training a): What content or style do you teach? • Consider learning styles by watching, listening or practical Note: Hear+See+Do it if you do all these 3 things effectively chances of remembering will increase.

Effective Phases of Training (Cont’) Phase 3: Delivery of Training: a): see what this training has benefit and also specify that you will deliver the training through screen, multimedia etc. . • Sometimes online learning by watching or listening: Lecture Case studies Video Training

Effective Phases of Training (Cont’) Phase 4: Evaluation of Training: a): Does this training create some change? Or how will we know its effect. b): Did it work? And the evaluation of every training is beneficial in future How to Evaluate? Ø Trainees Reaction Ø Testing (see whether how much they understood) Ø Performance Appraisal

Evaluating Training Programs (Cont’) 1. Post-Training Performance Method: Evaluating training programs based on how well employees perform after training. 2. Pre-post training Performance Method: The trainees are evaluated before training, and then revaluated after training to assess the difference ,

Training Methods ON THE JOB TRAINING This kind of training is at the actual work site, its economical and cheap. Job Rotation: Lateral transfers of employees that Allow them work in different jobs Understudy Assignment: Working with seasoned coach or mentor That provides support and encouragement OFF THE JOB TRAINING This kind of training is outside of work site Classroom Lectures: technical, interpersonal or problem solving training Films and Videos: demonstrates mostly technical skills Simulation exercises: learning the job by actually performing the Work or its simulation such as: Experimental exercises, role playing, group Interaction and case analysis

Employee Development Methods ON THE JOB TRAINING Job Rotation: Moving employees horizontally And vertically to expand their skills and Knowledge: which is promotion and short-term lateral transfer Committee assignment: by this method the employees share in Decision making, learn by watching, and To investigate about problems. Working. Group or taskforce OFF THE JOB TRAINING Lecture Courses and Seminars: For acquiring knowledge and develop for future works(KARDAN) But some organizations arrange them through computers on-the-job Simulation: Case Study: there are cases that represent real problems and trainees study, analyze and solve the problem. Decision Game: computer based game which simulates a situation, to decide in dangerous situation Role playing: individuals are assigned roles and asked to react against each other

Why Training Fails? Because of the following reasons: 1: They don’t learn material what ever we are teaching to them the cannot learn that properly. 2: They don’t understand real life application. For Example: someone knows that 2+2=4 but, they cannot understand its benefits and practical application. 3: Luck of Confidence 4: They forget the materials what they learned