Introduction

Do you think you know everything there is to know about anything? Would you be able to run a forklift? How about a cash register? Or what about a french-fry maker? Regardless of the job there is always something to learn. So, once employees are hired the next step is that they should know what to do and how to do it. Thats the purpose of orienting and training employees. Lets start with orientation.

Orienting Employees
Employees Orientation provides new employees with the basic background information they need to work in your company such as information about companys rules. At a minimum orientation should accomplish for things.

Figure 1

First, the new employee should feel welcome and at ease. Next, he should understand the organization in a broad sense. Including its past, present, culture and vision of the future. Third, as well as the key facts, such as policies and procedures, the employee should be clear about what is expected in terms of work and behavior. And Finally, He should begin the socialization process of understanding the firms way of acting and doing things.

Th e Ori ent ati on Pro ces s

It might seemed very routine, but dont under estimate the importance of orientation, without basic information about rules and policies new employees may make time consuming or even dangerous errors. Furthermore, orientation isnt just about rules, its also about making the new person feel welcome and at home and part of the team and immediately after orientation, training should begin. 2

Figure 2

Training
Training means giving new or present employees the skills they need to perform their jobs, this might mean showing new web designer structure of your site, telling a new sells person how to sell your firms product or showing a new supervisor how to fill out the firms weekly payroll sheets . The current job holder might simply explain the job to new hire or at the other extreme you might schedule a process of several weeks including class rooms or online instructions. Remember, just having high potential employees doesnt guarantee that theyd succeeded. Instead, they must know what you want them to do and how you want them to do it. If they dont, theyll improvise or do nothing productive at all. In fact, training has an impressive record of influencing organizational effectiveness. Scoring higher than appraisal and feedback and just below goal setting and its effects on productivity.

Training and Development Process

So, lets look at the steps of training and development process.

Training Program typically consists of five steps; The First, or needs analysis step, identifies the specific job performance skills needed, assess the perspective trainees skills and develops specific measurable knowledge and performance objectives based on any deficiencies. How you analyze training needs depends on whether you are training new or current employee. Main task in analyzing new employees training needs is to determine what the job requires? And then break it down into separate tasks that you then teach the new employee. On the other hand, analyzing current employees training needs its more complex. Since you must first decide that the training is the right solution to the problem. For example, performance is down because maybe person is not motivate and not because she/he

needs training. Once youve decided to train employees and have identified their training need and goals, next step is to design a training program. So, in the second step instructional design, you designs the training program content and how to deliver it. Some employers create their own training program content, but there is also a vast selection of online and offline content packages from which to choose. There are also various delivery methods such as on the job training, audio visual training, stimulated training and computer based training. You might have a third a validation step in your training process, where you work the bugs out of the training program by first presenting it to the sample audience, this helps guarantee that the training would be affective. Fourth Step of Training and Development Program, is to implement the Program by actually training the targeted employee group. And finally in the fifth or Evaluation Step of the training, managers asses the program successes or failure. There are basic issues to address when evaluating training program. First, the design of the evaluation study. The second issue is what should we measure? In evaluating the training Program the first question should be how to design the evaluation study? Controlled experimentation is the evaluation process choice. A controlled experiment uses both training group and a controlled group that receives no training. You will obtained data, both before after the groups exposed to training and before and after a corresponding work period in a controlled group. This lets you determine whether any changes in performance in a training group actually resulted from the training, rather from the some organizational wide change like a raise in pay that would have effect the employees in both group equally. However, although controlled experimentation is the recommended evaluation design, in practice few firms use it. Most usually

measures the trainee job performance before and after the training. But, what exactly you should measure? Well, there four basic categories of training outcomes. First, managers may measures the reaction of the training program. Did they like the program? Did they think it was worthwhile? In fact, your reaction to training probability measured every semester when you complete your student evaluation forms Next, Manager may try to measure what trainees have actually learned. Teachers do this several time throughout the semester by giving exams and homework assignments. They are trying to determine whether the students are learning martial presented in the class. Manager may also attempts to measure behavior changes for example our employees in the store complaint department, more odious towards disgruntle customers after having complete customer service training program and Finally, managers may tries to measure results, for instance, did the number of customer complaints decrease after the training or did the percentage of calls answered with the required greeting increase. Regard less of the content, delivery or evaluation methods you choose. Todays, emphasis on measuring the impact of Human Resource Management makes it curtail for managers to make right training decisions. Potential is one thing but performance in another. Even high potential employees cant do their jobs if they dont know what to do or how to do it. So, employees must be trained because, lets face it! We dont know everything 07:19