Chapter 7 Flashcards
Why is onboarding, training and development strategically important?
Due to the significant time on recruiting organizations must use their resources effectively.
- The onboarding, training, and development functions seek to socialize the new hire to the organization
- Match what the employee can do with job demands
- Tap employee potential for future job roles, all while meeting the employee’s career objectives.
Time-consuming and expensive efforts, but onboarding/traning/developmenthelps to:
- Reduce turnover
- Help employees become productive sooner
- Contributes to overall employee satisfaction
What is knowledge management? and how does it connect to HR?
The process of capturing, distributing, and effectively using knowledge.
HR’s role is facilitating knowledge acquisition, knowledge sharing between employees, and knowledge retention when employess leave
What is the function of human rescource development?
Also known as training, organizational development
A function of human resource management that integrates the use of onboarding, training, and employee and career development efforts to improve individual, group, and organizational effectiveness.
What is the difference between training and development?
Training: Planned activities aimed to provide employees with enhanced skills to perform their current jobs
- Short term, focous on skills to preform current job.
Development: Planned activities aimed at providing employees with enhanced skills and competencies for the future
- Mid to long term, expanding employees potential
- Preparing the employee to assume greater responsibilities and authority, often in formal leadership positions
What is onboarding and why is it strategically important?
The process of integrating and acculturating new employees into the organization and providing them with the tools, resources, and knowledge to become successful and productive.
Why is it strategically important:
- Reduces turnover (initial employee expectations are met)
- Reduces errors and saves time (employees know what is expected and are less likely to make mistakes)
- Developes clear job and organizational expectations (“what it takes to survive and get ahead”)
- Helps to attain acceptable job preformance levels faster (spelling out what is expected)
- Reduce employee anxiety and increase organizational stability
- Reduces instances of discipline and grievances (rights and duties of employees are clear)
What are the two components of onboarding?
Orientation and socialization
What is orientation?
Orienting an employee into an organization through activities that introduce the employee to the organization.
Formal orientation programs familiarize new employees with their roles.
Formal orientation typically covers:
- Organizational issues such as history, overviews, policies, employee handbook
- HR related policies and procedures such as vacations, holidays, employee benefits
- Role expectations and performance such as job tasks, job safety, job overview, relationship to other jobs
What is socialization and why is it important?
Socialization is the process by which people adapt to an organization through learning and accepting the values, norms, and beliefs held by others in the organization. Involves turning outsiders into insiders. May begin even before employees join organization
New hires are expected to:
- build new relatipnships with co-workers
- get to know and understand the style and personality of their boss and co-workers
- Understand the values of the organization
How does the evolving global economy impact training requirements?
- Global competition form countries with low wage levels has forced companies to flatten structures and reduce employees therefore requires employees to have greater flexability and be multi skilled (ex cross training)
- Need to foster life-long learning to attract and retain multi-skilled employees
- Training is needed to work effectively with diverse employees (organizations must understand different cultural values and training needs of diverse individuals)
- Developments in information technologies require new skills and training strategies
What are the benefits of effective training systems for the employee and organization?
Employee:
- Skill improvement
- Self-development
- Self-confidence
- Sense of growth
Organization:
- Improved profitability
- Improved morale
- Lower costs
- Better corporate image
- Stronger identification with corporate goals
What is the process for preparing a training program?
1) Needs assessment
2) Training objectives
3) Program content and learning principles
4) Program Delivery
5) Evaluation
What is needs assessment? and what should an organization consider in an needs assessment?
Needs assessment is a diagnosis that presents problems and future challenges that can be met through training or development.
Changes in organization strategy or when there are other issues that must be diagnosed may create this need
- Needs to consider each person
- Need may be determined by the human resource department function, supervisors, or self-nomination
- Sources of information that may indicate a need for training (e.g., production records, grievances, safety reports, performance appraisal, absenteeism and turnover)
What are training objectives?
Statements that serve as the standard aginst which individual performance and the program can be measured. Give the trainer and trainee specific goals that can be used by both to evaluate their sucess.
These objectives should state:
- Desired behaviour
- Conditions under which training is to occur
- Acceptable performance criteria
What is the goal of the program content and learning principles?
Program content: Must strive to meet the needs of the organization and be relevant to the needs of participants
Learning principles: Are guidelines to the ways people learn most effectively. The more they are included intraining the more effective it is likely to be
Learning principles include:
- Participation (retain learning)
- Repition (easy to recall)
- Relevance (meaningful)
- Transference (Application of knowledge in actual job situations)
- Feedback (gaudge progress)
What are some of the trade-offs when selecting a particular training technique?
No one technique is best, the choice of training technique depends on:
1) Cost-effectiveness
2) Desired program content
3) Appropriateness of the facilities
4) Trainee preferences and capabilities
5) Trainer preferences and capabilities
6) Learning principles
