part 6 Flashcards
HRM is
an employment cycle
HRM Cycle functions
Rec
selc
training
motivation
maintinance sepearation
Heart (CORE) of HRM cycle is
JA
Main obj of JA is to
develope
JD
JS
REC obj
generate large pool of aplicants
selection
min pool of aplicants
select best candidate
Obj of orientation
(training and development )
provide info to facilitate their understanding about Org culture
make ur employes more
productive
engaged
adaptive
ASAP
HR helps employees become well
adjusted and productive
HR helps employees become well through adjusted and productive through
socialization,
training,
development programs.
Socialization is a
onboarding
process of adaptation to a new work role
The Assumptions of Employee Socialization
1-socialization strongly influences
employee performance
+
organizational stability
(TOR)
How do mesure org stability
TOR=SEPERRATION /AVG Headcount
employess who left the org
in certain period
/
AVG Headcount in that same period
High TOR
Low level of stability
employyes keep movings
TOR not only for all org
sometimes just for new commers
100 hire
30 left
TOR=30%
Very high
Very high TOR
Because
ineffective orinetaion program
culture of org
Un RJP
Do not let the new commers
adapt by themselves
before and after hiring
2- new comers suffer from anexity and stress because
lack of information
uncertenaity
ambiguty
Effective OP will
Enhance
1-RR in employees
2-employee performance
adopted
Job RaR,KPIs
3-socialization does not occur
in a vacuum
assign people
responsilble and accountable
4-individuals adjust to
new situations in similar ways
The Socialization Process
Prearrival
Encounter
Metamorphosis
outcomes
Productivity
Commitment
Turnover
Prearrival
RJP
Have not yet come, experince culture of org
Individuals arrive with a set of
values, attitudes, and expectations
developed from
1-previous experience
2- selection process.
Encounter
when they got the job
Compare expectations with eperinces
Outcome Metamorphosis
satisifed ——–adapteable——Accept
Enhance Productivity
Increase level of Commitment
Reduce Turnover
Orientation
who will be do it?
In line manager
Supervisor
HR staff
Computer
Orientation can be
depending on the organization’s size
Formal
Informal
Why Orientation?
teaches the organization’s culture
values norms way of doing it
system of shared meaning
organization’s culture
u dont touch it (It is not physical part )
experince ————culture
values
norms
way of doing things
personality of the org
culture of org
Somehow it is ease to
strcture the company
it is not ease to
change culture of people
(deeply belived )
team work
innovative
open door
accept taking risks errors
Employee handbook
to give it to employees
when they have been hired
contains alot of Info
Policy
Mission
Right
Target
History
Top management is often visible during the new employee orientation process.
Top management CEOs create
vision, culture
We maintaine it through
socialization
CEOs can
1-welcome employees
2. provide a vision
3. introduce company culture
4. convey that the company cares about employees
5. allay some new employee anxieties
HRM has
dual role in orientation
1-Coordinating
2-Participating
Coordinating role
technical
when
where
report
info—-ben—choices
Participant Role
counsleing
build carreer
enjoy
provide assistance for future progress
trainning
career guidence
two types of jobs
1-Functional (instrumantal)
2-Counsler (expressive)
training vs development
now —–future
why training?
large # of employess
meet current job RaR
Dev for future secussion planning
Employee Dev
job rotation (cross functional movement)
assistant-to positions
committee assignment
lecture courses/seminars
simulations
adventure training
job rotation
(cross functional movement)
remove boring
stay motivated
u move from one job to another job to get more knolwedge and to be more adaptable
plan B
enhance ur ability to deal with any cahnges
assistant-to positions
shadowing
Gain it from the top management
konw thier approaches in
L
mentoring
formal
informal
committee assignment
cross functional team
from diff departments
set toghter to deal with a
best opp
enahnce ability to take decision
lecture
theoiry
explain certain concepts
seminar
inviiting highly qulaified person CEOs, expert —-presentaion
prcatical
convert knowledge u got from lecture
put it in the action
Simulation
case study, role play, games
try to ask people to do smth similar to the actual situation
adventure training
day off teamwork, engagment activities
enhance
culture
teamwork
communication
collaporation
it will be reflected in the org results at the end
how to EV the effictivness in the training program
Reaction
Learning
Behavior application
Performance impcat (ROI)
Reaction
Learning
measure to what extent the trainees get knowledge
(significant enhance )
how we can measure the training ?
exams
before—-after—-compare the results
behavior application
training reflected in their behaviour
performance impact
should generate profit at the end
ROI
Rate Of Investment
total costs
why performance rate
enhance
productivity
QU
Cost control
response time
satisifaction
KPIs def
matrix
assess to the what extent of employee achive what we expext from him to achive
what we can manage we can measure
measure perfoemance (level of achivment )
at three levels
1-org
2-unit
**3- individual **
keep him work
give training
termination/ firing
KPIs
matrix
math=
to assess perfoemance kRAs
Lead time
time spend in REC employees
Requset —Hiring (fulfil requist)
Rec in NGOs
ATTRACTION
&
SELECTION
