Chapter 8: Onboarding and Training

Question 1

Learning Organization

Answer 1

an organization skilled at creating, acquiring, and transferring knowledge and at modifying its behaviour to reflect new knowledge and insights

Question 2

Orientation

Answer 2

a long-term, continuous socialization process in which employee and employer expectations or obligations are considered

Question 3

Training

Answer 3

short-term, discrete efforts in which organizations impart information and instructions in an effort to help the recipient gain the required skills or knowledge to perform the job at adequate levels

Question 4

Employee Onboarding (Orientation)

Answer 4

procedure for providing new employees with basic background information about: the firm the job

Question 5

Purpose of Onboarding

Answer 5

part of ongoing socialization process helps reduce first day jitters and reality shock foundation for ongoing performance management improved productivity improved retention levels and reduced recruitment costs

Question 6

Socialization

Answer 6

the ongoing process of instilling in all employees the prevailing attitudes, standards, values, and patterns of behaviour that are expected by the organization

Question 7

Content of Orientation Programs

Answer 7

internal publications (handbooks, newsletters, company history) facility tour and staff introductions job-related documents and explanation of duties, responsibilities expected training to be received performance appraisal criteria

Question 8

Responsibility for Orientation

Answer 8

HR specialist explains corporate information follows up over time Supervisor explains nature of the job introduction of colleagues, etc. Buddy or mentor assists with day-to-day items

Question 9

Executive Integration

Answer 9

identify position specifications provide realistic information to candidates assess candidate’s previous success with integration announce hiring with enthusiasm stress importance of listening and demonstrating competency assist new executives with cultural norms and change

Question 10

Problems with Orientation Programs

Answer 10

too much information in a short time can overwhelm employee too many forms to fill out little or no orientation provided HR information can be too broad; supervisor’s information can be too detailed

Question 11

Evaluation of Orientation Programs

Answer 11

Employee Reaction evaluate usefulness, job performance Socialization Effects assess progress towards understanding norms Cost/Benefit Analysis compare costs of program (e.g. materials, time) to benefits (e.g. fewer errors, rate of productivity)

Question 12

Training

Answer 12

the process of teaching employees the basic skills/competencies that they need to perform their jobs part of organization’s strategic plan considered investment in human capital

Question 13

Development

Answer 13

long-term preparation for future jobs

Question 14

The Necessity of Training

Answer 14

a recent federal government report concluded that Canada’s ability to remain globally competitive and manage technological change effectively is highly contingent on our ability to upgrade and renew the skills of our labour force increased training can strengthen employee commitment

Question 15

Training and Learning

Answer 15

training is essentially a learning process to train employees, therefore, it is useful to know something about how people learn people have three main learning styles: auditory, learning through talking and listening; visual, learning through pictures and print; and kinesthetic, tactile learning through a whole-body experience training effectiveness can be enhanced by identifying learning styles and personalizing the training accordingly

Question 16

The Five Step Process

Answer 16

• Step 1: Training Needs Analysis
• Step 2: Instructional Design
• Step 3: Validation
• Step 4: Implementation
• Step 5: Evaluation of Training

Question 17

Step 1: Training Need Analysis

Answer 17

Task Analysis (new employees) break down job into tasks and skills determine where each each task and skill is best learned Performance Analysis (current employees) verify any performance deficiencies and determine whether they are best resolved through training or other means Establish Training Objectives specify what the trainee should be able to accomplish after completing the training provide focus for trainee and trainer provide a benchmark for evaluation of the training program

Question 18

Step 2: Instructional Design

Answer 18

prepare curriculum ensure that training materials support learning objectives ensure the quality and effectiveness of program elements Tradtional Training vs eLearning

Question 19

Step 3: Validation

Answer 19

an often-overlooked step ensures that objectives are accomplished pilot study or run-through using representative audience collect feedback and assess participants make revisions based on results

Question 20

Step 4: Implementation

Answer 20

roll out or schedule delivery by professional trainers train-the-trainer workshops may be required ensure trainers are familiar with content and presentation methods

Question 21

Step 5: Evaluation of Training

Answer 21

Reaction were trainees satisfied? Learning did trainees learn what was intended? Behaviour was training transferred to the job? Results did training deliver intended results in the organization?

Question 22

Training for Special Purposes

Answer 22

Specific Skills Global Business and Diversity Customer Service Teamwork Based First-time supervisors