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Chapter 8

Socializing, Orienting, and Developing Employees

Fundamentals of Human

Resource Management

Introduction

• Socialization, training and

development are all used to help new

employees adapt to their new

organizations and become fully

productive.

• Ideally, employees will understand and

accept the behaviors desired by the

organization, and will be able to attain

their own goals by exhibiting these

behaviors.

The Insider-Outsider Passage

The assumptions of employee

socialization:

• Socialization strongly influences employee performance and organizational stability
• Provides information on how to do the job and ensuring organizational fit.
• New members suffer from anxiety , which motivates them to learn the values and norms of the organization.

The Insider-Outsider Passage

The assumptions of employee

socialization:

• Socialization is influenced by subtle and less subtle statements and behaviors exhibited by colleagues, management, employees, clients and others.
• Individuals adjust to new situations in remarkably similar ways.
• All new employees go through a settling-in period.

The Insider-Outsider Passage

• The Socialization Process
  • Encounter stage : Individuals discover how well their expectations match realities within the organization.
  • Where differences exist, socialization occurs to imbue the employee with the organization’s standards.

The Insider-Outsider Passage

The Socialization Process

• Metamorphosis stage : Individuals have adapted to the organization, feel accepted and know what is expected of them.

The Purpose of New-Employee

Orientation

• Orientation may be done by the supervisor, the HRM staff or some combination.
• Formal or informal, depending on the size of the organization.
• Covers such things as:
  • The organization’s objectives
  • History
  • Philosophy
  • Procedures
  • Rules
  • HRM policies and benefits
  • Fellow employees

The Purpose of New-Employee

Orientation

• Learning the Organization’s Culture
  • Culture includes long-standing, often unwritten rules about what is appropriate behavior.
  • Socialized employees know how things are done, what matters, and which behaviors and perspectives are acceptable.

The Purpose of New-Employee

Orientation

HRM’s Role in Orientation

• Coordinating Role : HRM

instructs new employees

when and where to report;

provides information about

benefits choices.

• Participant Role : HRM offers

its assistance for future

employee needs (career

guidance, training, etc.).

Employee Training

Definitions

• Employee training a learning experience designed to achieve a relatively permanent change in an individual that will improve the ability to perform on the job.
• Employee development future-oriented training, focusing on the personal growth of the employee.

Employee Training

• Determining training needs
  • The value added by training must be considered versus the cost.
  • Training goals should be established that are tangible, verifiable, timely, and measurable.

Employee Training

Determining Training Needs

Employee Development

• This future-oriented set of

activities is predominantly an

educational process.

• All employees, regardless of

level, can benefit from the

methods previously used to

develop managerial

personnel.

Employee Development

Employee development methods

• Job rotation involves moving employees to various positions in the organization to expand their skills, knowledge and abilities.
• Assistant-to positions allow employees with potential to work under and be coached by successful managers.