Socializing, Socializing Orienting and Developing Employees By: Omid Sabah. Objectives: Define socialization Three stages of employee socialization Identify the key personnel involve in orientation Organization Culture Employee Training and Development
Socialization process can be categorized in the following three stages:
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.
Pre arrival Stage
Individuals arrive to
Organization with a set
Of values, attitudes and
Individual see that
There is big difference
Between their expectations
The new employee solves
All inconsistencies appeared
During encounter stage
They understand, rules, way of
Promotion, recognize individuals
Orientation:Activities that introduce new employees to the organization and their work units.
For Example: In most of the factories you should wear special type of dress or glasses in order to protect them
Organization culture is the “personality” of an organization.
Note:An employee who has been properly socialized to the organizations culture knows what is acceptable behavior and what is not.
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.
To improve three types of skills:
“The skills of improving basic skills like the ability to read , write and doing math computations as well as job specific competences”.
“This type of training includes learning how to be better listener, how to communicate ideas more clearly and how to reduce conflicts”.
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”.
Training to make the employees ready
For future responsibility
Training to perform
Your current job
Everyday is a new day.
What is Learning? Is a relatively permanent change in behavior that results from
direct or indirect experience.
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:
There are four main phases for effective training program:
Phase1: Need Assessment
a): It means that ‘What is the issue? Why we want to arrange training?
Phase2: Design of Training
a): What content or style do you teach?
Note: Hear+See+Do it if you do all these 3 things effectively chances of remembering will increase.
Phase3: Delivery of Training:
a): see what this training has benefit and also specify that you will deliver the training through screen, multimedia etc..
Phase4: 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?
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
ON THE JOB TRAINING
OFF THE JOB TRAINING
This kind of training is outside of work site
ٌtechnical, interpersonal or problem solving
This kind of training is at the actual
work site, its economical and cheap.
Lateral transfers of employees that
Allow them work in different jobs
Films and Videos:
ٌdemonstrates mostly technical skills
ٌWorking with seasoned coach or
mentor That provides support and
ٌlearning the job by actually performing the
Work or its simulation such as:
Experimental exercises, role playing, group
Interaction and case analysis
ON THE JOB TRAINING
OFF THE JOB TRAINING
Moving employees horizontally And vertically to expand their skills and
Knowledge: which is promotion and short-term lateral transfer
Lecture Courses and Seminars:
For acquiring knowledge and develop for future works(KARDAN)
But some organizations arrange them through computers on-the-job
ٌٍby this method the employees share in
Decision making, learn by watching, and
To investigate about problems. Working-
Group or taskforce
Case Study: there are cases that represent real problems and trainees study, analyze and solve the problem.
DecisionGame: computer based game which simulates a situation, to decide in dangerous situation
Roleplaying: individuals are assigned roles and asked to react against each other
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