The activity that introduces new employees to the organization; to fellow employees; to their immediate supervisors; and to the policies, practices, and objectives of the firm. Nickels, W. G., McHugh, J. M., & McHugh, S. M. (2002)
Aligning with job role & responsibilities and work culture.
Meetu Khanduja. (2013). An introductory stage in the process of new employee assimilation, and a part of his or her continuous socialization process in an organization. BusinessDictionary. (2014). The process by which an employee acquires the necessary skills, knowledge, behaviours, and contacts to effectively transition into a new organization (or role within the organization). Boundless. (2014)
DEFINITION To help assimilate new employees into the company and make the new employees feel welcome Ex: How Google Inc get their employees together (organize special-interest groups, financial support) Assimilate Employees Employee to be working with the same corporate vision and goals Corporate Vision Turnover increases as employees feel they are not valued Reduce Employee Turnover Companies with the Most Loyal Employees Source : http://www.payscale.com/data-packages/employee-loyalty Companies with the Least Loyal Employees
Source : http://www.payscale.com/data-packages/employee-loyalty Fear of failure on the job. To prevent the new worker from getting ignored by the current employees. Reduce Anxiety Helps new workers understand their roles and where they fit within the organization Develop Realistic Job Expectation GOOD ORIENTATION BAD ORIENTATION 1. HR welcomes new employee Has to search for HR department 2. Orientation kit ready Takes and hour to get in place 3. Colleagues know Colleagues dont know 4. Colleagues are not prejudiced Colleagues are prejudiced 5. Lunch with Senior manager No introduction 6. Orientation over a week One day orientation 7. Formal and informal No interaction TRAINING DEFINITIONS According to Duggan (2014), training is defined as activities that are conducted to train and develop company personnel, whether to address performance problems or help prepare an employee for a management role.
Training should be understood as both a strategic mechanism by which to pursue organizational performance and a core business tool for the delivery of efficient and effective work done (Haberfeld, 2011).
Training is the systematic development of the attitude and skill behaviour pattern required by an individual in order to perform adequately in a given task (Adegoke, 2010).
According to Aidah Nassazi (2013), training is the only way of developing organizational intellectual property through building the employees competencies.
UNDERSTANDING Training is designed to change the behaviour of the employees by using the right mechanism in order to stimulate efficiency & higher performance standards. GOALS To acquire & improve knowledge, skills and attitudes towards work related tasks. TRAINING PROGRAM IN MALAYSIA 1. Education Transformation by Intel Malaysia.
Define your vision Develop a master plan Inspire a enthusiastic support Create organizational policies Develop a budget Incorporate measures to evaluate & improve 2. PETRONAS Leadership Centre (PLC)
Over the years, PLC has established themselves as a top corporate learning hub for industry leaders, serving the Oil & Gas sector in Malaysia and beyond.
A wide range of learning consultancy and advisory services Innovative solutions for transformational learning experiences covering all critical junctures of the leadership continuum, from leading self to leading enterprise.
The new PLC logo and tagline capture what the organization is all about - providing transformational experiences to our clients.
As a leadership centre that understands the needs of the oil & gas industry and the region, their commitment is to support the capability building of their clients to ensure their human capital is equipped with holistic leadership competencies to drive organizational growth.
Vision The Leadership Centre that transforms leaders. Mission The core purpose is to unleash human potential for superior performance and growth The value proposition is the holistic development of leaders The impact is reflected through the success of our clients. Learning Solutions Leadership & development management programmes Personal leadership Business leadership Strengthening the leadership practice Leadership events & conferences Enhancing managerial competencies for holistic development Building Individual effectiveness Achieving breakthrough performance Preparing minds for change Corporate value conditioning series Mindset change series Cross cultural series
Quality Mark Award (2011)
Pembangunan Sumber Manusia Berhad Award (2012)
Gold Award for Best Corporate University (2013) Experienced worker Train Employee Best Corporate University 2013 (Gold Award by Global Council of Corporate Universities)
Best Training Provider 2012 (Human Resources Development Award (Malaysia)
On-The-Job Training Distance and Internet-Based Training Video-Conferencing Internet-Based-Training Learning Portals
Managerial On-The-Job Training Job rotation - Moving management trainees from department to broaden their understanding of all parts of the business and to test their abilities
Mentoring - Trainee works directly with a senior manager who is the trainees mentor Off-The-Job Management Training Case Study Method - Analyze case, diagnose the problem and discuss their solutions
Management Games - The Is Have It (to illustrate how we tend to be more self-centered than we may have thought)
Corporate University and In-House Training Centre
On-the-job Coaching Mentoring Job rotation Case Method Uses a written description of a real decision- making situation in the organization or other organization Variation- incident method Role Playing Build confidence Develop listening skills Creative problem- solving SRA, SHELL, NESTLE, DHL Management Games Looking Glass Provide a picture to participant of their management style IBM Outdoor Orientation Program Conducted in remote are, combine outdoor skills with classroom seminars PETRONAS DEVELOPMENT Is the process by which employee progress through a series of stage, each characterised by a different set of development tasks, activities and relationship (Hilson, 2013)
Ongoing formalised effort in developing and enriching the organisations human resources in light of both the employees and the organisations need (Hilson, 2013)
Aspect of organisational development that covers recruitment and assessment of executive level employees and training them in leadership to equip them for higher position (Businessdictionary, 2014) A. GOAL SETTINGS TYPE OF DEVELOPMENT 1. STEPS DIAGNOSING PREPARING
EMPHASIZING CONDUCTING PERFORMING Interpersonal interaction Communication Training Intermediate review Final review Attributes of goals 2. RESEARCH Dr Edwin Locke's Goal-Setting SMART Concepts Locke and Latham's Five Principles Clarity Challenge Complexity Commitment Feedback Hasso Plattner Co-founder of the German software firm SAP, motivates employees by setting stretch goals. Platter set a shockingly optimistic goal of 15 % annual growth for SAP software license revenues. Employees responded by achieving an even higher growth of 18%.
Plattner set another stretch goal, of by announcing a bonus plan that would pay $381 million to hundreds of managers & key employees , if they could double the company's market capitalization from a starting point of $57 billion by the end of 2010. Employees responded again by increasing the market capital double within the given time.
(Source: SAP News, 2014 )
SAP SOFTWARE COMPANY B. TEAM BUILDING Team building is an ongoing process that helps a work group evolve into a cohesive unit. The team members not only share expectations for accomplishing group tasks, but trust and support one another and respect one another's individual differences (University of California, San Francisco, 2012). DEFINITION Team building is an effort in which a team studies its own process of working together and acts to create a climate that encourages and values the contributions of team member (Gordon, 2010). Team Building refers to a wide range of activities ranging from simple bonding exercises to complex simulations to develop a team. Its focus is to specialize in bringing out the best in a team to ensure self development, positive communication, leadership skills and the ability to work closely together as a team to solve problems ( MBA Brief, 2014).
Stages Forming Storming Effective Team Consider others ideas Be aware of others feelings Norming Performing (Bruce Tuckman, 1965) Establish values and goals Set ground rules (UCSF, 2014) CRITERIA AND SKILLS NEEDED FOR AN EMPLOYEE TO ENTER INTO DEVELOPMENT STAGE Verbal communication Teamwork Time management Integrity Self-motivation REFERENCES Adegoke, B. (2010), Effect of Training Employees Productivity in Public Service Organization. Norderstedt: Grin Verlag.
Aidah Nassazi, (2013). Effects of Training on Employee Performance. University of Applied Science, pp. 21-57.
Boundless. (2014, June). Orientation - Core Functions of Human Resource Management. Retrieved 2014, from https://www.boundless.com/management/textbooks/boundl ess-management-textbook/human-resource-management- 7/core-functions-of-human-resource-management- 58/orientation-290-5696
BusinessDictionary. (2014). What is orientation? definition and meaning. Retrieved 2014, from http://www.businessdictionary.com/definition/orientation.ht ml
Duggan, T. (2014). Developing & Training Human Resources in Organizations. Retrieved from http://smallbusiness.chron.com/developing-training human-resources-organizations-697.html
Haberfeld, M. R., Clarke, C. A. & Sheehan, D. L. (2011), Police Organization and Training. London: Springer.
Meetu Khanduja. (2013). Induction and Orientation | HRdictionary. Retrieved 2014, from http://hrdictionaryblog.com/2013/01/22/induction-and- orientation/
Nickels, W. G., McHugh, J. M., & McHugh, S. M. (2002). Understanding business. Boston, Mass: McGraw-Hill.