人力资源管理第七章概要1.pptVIP

* * * * * * * * * * * * * * Copyright ? 2010 by McGraw-Hill Ryerson Schwind 9th Canadian Edition . 7 S E V E N Orientation, Training Development and Career Planning C H A P T E R Socialization The continuing process by which an employee begins to understand and accept the values, norms, and beliefs held by others in the organization Overall process involves turning outsiders into insiders May take place even before employees begin employment Orientation Programs Reduce turnover Reduce errors Have clear expectations Reduce need for discipline Job performance Purposes of Orientation Programs Organizational stability Reduce anxiety Reduce grievances Orientation Topics Introductions Employee Benefits Organizational Issues Job Duties ? History, names titles, overviews Policies, employee handbook ? Pay, vacations, breaks, benefits ? Services, programs, counselling ? To supervisor, co-workers, trainers ? Job location, overview, safety ? Tasks, objectives Evaluating Orientation Effectiveness Evaluating Orientation Effectiveness Employee Reactions Attitudes Behaviours Cost-Benefit Studies Employee Training Training is an important part of an organization’s long-range strategy Global competition and flatter organizational structures require multi-skilled employees Focus on lifelong learning Diverse employees with varying cultural values Developments in information technology require new skills and training strategies Training Development Training Development Job-related behaviour Future job responsibilities A Training Systems Approach Needs Assessment Training Objectives Content Principles Actual Program Worker KSAs Evaluation Needs Assessment Diagnoses present problems and future challenges that can be met through training or development May be determined by the human resource department, supervisors, or self-nomination Needs to consider each person Many sources of information that may indicate a need for training Learning Principles Learning Principle