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    Socializing, Orienting, and Developing Employees: Decenzo and Robbins HRM 7Th Edition 1

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    Farah Noreen
    The document summarizes key topics from Chapter 8 of the textbook "Socializing, Orienting, and Developing Employees" by DeCenzo and Robbins. The chapter discusses socializing new employees through orientation and training programs. It covers the socialization process and steps employees go through in adapting to an organization. Training is important for developing job skills and preparing employees for changing job requirements. Organizations must evaluate training programs to ensure they are effective and achieving desired outcomes. The chapter also examines developing employees over the long-term through career planning and global issues organizations face in training international employees.

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    Socializing, Orienting, and Developing Employees: Decenzo and Robbins HRM 7Th Edition 1

    Uploaded by

    Farah Noreen
    117 views46 pages
    The document summarizes key topics from Chapter 8 of the textbook "Socializing, Orienting, and Developing Employees" by DeCenzo and Robbins. The chapter discusses socializing new employees through orientation and training programs. It covers the socialization process and steps employees go through in adapting to an organization. Training is important for developing job skills and preparing employees for changing job requirements. Organizations must evaluate training programs to ensure they are effective and achieving desired outcomes. The chapter also examines developing employees over the long-term through career planning and global issues organizations face in training international employees.

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    The document summarizes key topics from Chapter 8 of the textbook "Socializing, Orienting, and Developing Employees" by DeCenzo and Robbins. The chapter discusses socializing new employees through orientation and training programs. It covers the socialization process and steps employees go through in adapting to an organization. Training is important for developing job skills and preparing employees for changing job requirements. Organizations must evaluate training programs to ensure they are effective and achieving desired outcomes. The chapter also examines developing employees over the long-term through career planning and global issues organizations face in training international employees.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    117 views46 pages

    Socializing, Orienting, and Developing Employees: Decenzo and Robbins HRM 7Th Edition 1

    Uploaded by

    Farah Noreen
    The document summarizes key topics from Chapter 8 of the textbook "Socializing, Orienting, and Developing Employees" by DeCenzo and Robbins. The chapter discusses socializing new employees through orientation and training programs. It covers the socialization process and steps employees go through in adapting to an organization. Training is important for developing job skills and preparing employees for changing job requirements. Organizations must evaluate training programs to ensure they are effective and achieving desired outcomes. The chapter also examines developing employees over the long-term through career planning and global issues organizations face in training international employees.

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    of 46

    CHAPTER 8

    Socializing, Orienting, and Developing Employees

    DeCenzo and Robbins HRM 7th Edition

    CHAPTER 8 TOPICS:
    1: 2: 3: 4: 5: 6: 7: 8: 9: Socialization Socialization steps Who socializes a new employee??? Employee training importance Training Training needs Organization development Evaluating training and development Global issues
    DeCenzo and Robbins HRM 7th Edition 2

    1: SOCIALIZATION
    Adaptation Outsider-insider passage Organizational entry

    DeCenzo and Robbins HRM 7th Edition

    1: ASSUMPTIONS ABOUT SOCIALIZATION


    Influences performance Increases organizational stability New members suffer anxiety Does not occur in a vacuum
    DeCenzo and Robbins HRM 7th Edition 4

    1: REACTIONS AND ADJUSTMENTS


    Similar for all individuals
    Incomplete new information Memory/impressions distorted Adjustments have to be made

    DeCenzo and Robbins HRM 7th Edition

    2: SOCIALIZATION PROCESS STEPS


    Prearrival

    Encounter

    Metamorphosis
    DeCenzo and Robbins HRM 7th Edition

    2: PREARRIVAL
    Before starting the job Enter with values, attitudes, expectations Schools, training Interviews prepare for organizational fit
    DeCenzo and Robbins HRM 7th Edition 7

    2: ENCOUNTER
    Upon entry into organization Shock at possible dichotomy
    Expectations Reality

    Affirmation Detachment
    DeCenzo and Robbins HRM 7th Edition 8

    2: ENCOUNTER
    TALK TO THE PERSON NEXT TO YOU ABOUT THE FIRST DAY ON A JOB. (USE THE HOMEWORK FROM CHAPTER 7) WAS THERE A DIFFERENCE BETWEEN THE BEST/WORST JOBS?
    DeCenzo and Robbins HRM 7th Edition 9

    2: METAMORPHOSIS
    Problems worked out Comfortable with environment Productivity Commitment Turnover

    DeCenzo and Robbins HRM 7th Edition

    10

    3: MANY PEOPLE SOCIALIZE NEW HIRES


    HRM
    Orientation Schedule others

    Supervisor Peers Organizational culture CEO - visioning, access, interest


    DeCenzo and Robbins HRM 7th Edition 11

    4: EMPLOYEE TRAINING VALUE


    Job complexity Job changes Employee diversity Learning designed to produce a change
    Employee training
    Skills needed to do the job at hand

    Employee development ????????


    DeCenzo and Robbins HRM 7th Edition 12

    5: TRAINING - LEARNING THEORY


    Motivation Feedback Reinforcement Practices improves performance, then plateaus Transferable
    See Exhibit 8-3
    DeCenzo and Robbins HRM 7th Edition 13

    Exhibit 8-3: Principles of Learning

    DeCenzo and Robbins HRM 7th Edition

    14

    6: TRAINING NEEDS
    Organization goals Tasks to complete those goals Behaviors needed to perform those tasks Employee deficiencies in
    Skills Knowledge Abilities

    DeCenzo and Robbins HRM 7th Edition

    15

    6: BEFORE YOU TRAIN..


    MAKE SURE PERFORMANCE DEFICIENCY IS DUE TO LACK OF TRAINING

    DeCenzo and Robbins HRM 7th Edition

    16

    6: TRAINING APPROACHES (ON-THE-JOB)


    Strengths
    Simple Actual job

    Weaknesses
    Productivity Mistakes

    Types
    Apprenticeship Job instruction training HRM 7th
    17

    DeCenzo and Robbins Edition

    6: TRAINING APPROACHES (OFF-THE-JOB)


    Classroom lectures Films and videos Demonstrations Case studies Simulations Programmed instruction
    Interactive video disks Virtual reality
    DeCenzo and Robbins HRM 7th Edition 18

    6: AND..
    Computer-based training Vestibule training

    See Exhibit 8-5

    DeCenzo and Robbins HRM 7th Edition

    19

    Exhibit 8-5: Off-the-job Training Methods

    DeCenzo and Robbins HRM 7th Edition

    20

    6: EMPLOYEE DEVELOPMENT
    Future oriented Education, not training
    Reasoning, decision making Personal growth

    All employees, not just managers


    DeCenzo and Robbins HRM 7th Edition

    21

    6: EMPLOYEE DEVELOPMENT METHODS


    Job rotation Assistant-to positions Committee assignment
    DeCenzo and Robbins HRM 7th Edition

    AND
    22

    6: EMPLOYEE DEVELOPMENT METHODS


    Lectures and seminars

    AND.

    DeCenzo and Robbins HRM 7th Edition

    23

    6: EMPLOYEE DEVELOPMENT METHODS


    Coaching Simulations Outdoor training

    DeCenzo and Robbins HRM 7th Edition

    24

    7: ORGANIZATION DEVELOPMENT
    Goal is to help organizations (people) adapt to change Change affects
    Technology Systems People Processes
    DeCenzo and Robbins HRM 7th Edition 25

    7: ORGANIZATION DEVELOPMENT GOALS


    Help employees adapt to change Build acceptance of new culture Generate support for whatever actions need to be taken

    DeCenzo and Robbins HRM 7th Edition

    26

    7: ORGANIZATION DEVELOPMENT MODELS


    Kurt Levin Change Stages
    Unfreeze status quo Change Refreeze to stabilize

    Rafting in white water


    Nimble, flexible, adaptable to survive

    DeCenzo and Robbins HRM 7th Edition

    27

    7: ORGANIZATION DEVELOPMENT METHODS


    Climate surveys Team building Third-party interventions Change agents

    DeCenzo and Robbins HRM 7th Edition

    28

    7: OD - THE LEARNING ORGANIZATION


    Systems thinking Personal mastery Mental models Shared vision Team learning

    DeCenzo and Robbins HRM 7th Edition

    29

    7: OD - THE LEARNING ORGANIZATION


    ORGANIZATION DEVELOPMENT BECOMES ORGANIZATIONAL TRANSFORMATION

    DeCenzo and Robbins HRM 7th Edition

    30

    8: EVALUATING TRAINING AND DEVELOPMENT

    NEEDS TO BE MORE THAN JUST FUN

    DeCenzo and Robbins HRM 7th Edition

    31

    8: EVALUATING TRAINING AND DEVELOPMENT

    OR NOT

    DeCenzo and Robbins HRM 7th Edition

    32

    8: EVALUATING TRAINING AND DEVELOPMENT


    Cost effectiveness Deficiencies corrected Productivity measured

    DeCenzo and Robbins HRM 7th Edition

    33

    8: PERFORMANCE-BASED EVALUATION MEASURES


    Post-training performance method Pre-post-training performance method Pre-post-training performance with control group method
    DeCenzo and Robbins HRM 7th Edition 34

    8: POST-TRAINING PERFORMANCE
    Train Evaluate performance

    DeCenzo and Robbins HRM 7th Edition

    35

    8: PRE-POST-TRAINING PERFORMANCE
    Establish/identify baseline Train Evaluate performance
    DeCenzo and Robbins HRM 7th Edition 36

    8: PRE-POST-TRAINING WITH CONTROL GROUP


    Establish/identify baseline Control group
    Hold out some subjects Do nothing to them

    Train the rest Evaluate performance of both groups DeCenzo and Robbins HRM 7th Compare results Edition

    37

    8: INTERNATIONAL ISSUES
    Training
    Culture Language Techniques

    Development
    Necessary for executives Expatriates

    DeCenzo and Robbins HRM 7th Edition

    38

    8: PROBLEMS WITH EXPATRIATES


    Out of sight, out of mind
    Jobs Raises Promotions

    Retention Retirement Termination


    DeCenzo and Robbins HRM 7th Edition 39

    QUICK: REVIEW CHAPTER 8


    ANSWER THESE QUESTIONS ON A SHEET OF PAPER.
    1. THE MOST IMPORTANT THING WE DID IN CLASS TODAY _______. 2. I STILL HAVE QUESTIONS ABOUT___. 3. THE BEST THING ABOUT CLASS TODAY WAS _______________. 4. DONT D0 ____________ ANYMORE.
    TURN THEM IN, PLEASE. NO NAMES. WELL TALK NEXT CLASS SESSION
    DeCenzo and Robbins HRM 7th Edition 40

    PREVIEW: CHAPTER 9
    Ask 3 people you know:
    Do you like your job? Do you have a career or a job? Why do you think so?
    Write up their responses for 1 extra point on your final grade.

    DeCenzo and Robbins HRM 7th Edition

    41

    Exhibit 8-1: A Socialization Process

    DeCenzo and Robbins HRM 7th Edition

    42

    Exhibit 8-2: Sample Orientation Agenda

    DeCenzo and Robbins HRM 7th Edition

    43

    Exhibit 8-4: Determining Training Needs

    DeCenzo and Robbins HRM 7th Edition

    44

    Exhibit 8-6: Lewins Change Process

    DeCenzo and Robbins HRM 7th Edition

    45

    Exhibit 8-7: A Sample Climate Survey

    DeCenzo and Robbins HRM 7th Edition

    46

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