Term
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Definition
| Formally introduce a new employee to the organization and to the job. |
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Term
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Definition
| Improves employee efficiency in both attitude and behavior |
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Term
| Difference between Training/Orientation |
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Definition
| While generally overlapping orientation is concerned with introducing a new employee to an organization or job, training improves employee efficiency in both attitude and behavior |
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Term
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Definition
New Employees
Transfers
Promotions
(last 2 generally overlooked) |
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Term
| 3 Reasons Orientation is Important |
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Definition
Reducing Anxiety by addressing questions
Creating Enthusiasm by getting people integrated into the company
Preventing Misunderstandings by aligning expectations with reality |
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Term
| Benefits of Orientation to New Employees |
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Definition
Gaining competence about position = SELF ESTEEM
Become productive sooner = JOB SATISFACTION
Feel part of the team = JOB COMMITMENT |
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Term
| Benefits of Orientation to Employers |
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Definition
Positive attitudes and job satisfaction = PRODUCTIVITY
Employees learn to model desired service levels sooner = CUSTOMER SATISFACTION
Reduces turnover = SAVES MONEY |
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Term
| Who Should Conduct the Orientation? |
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Definition
HR Department & Department Supervisors
HR: General Property Orientation (corporate history, culture, philosophy, policies)
Supervisors: Job Specific Orientation (tour, intro, duties, expectations, nitty gritty) |
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Term
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Definition
| Conducted by Departmental Supervisors and concerns information including introductions, duties, expectations, meals, breaks, safety, parking, etc. |
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Term
| What is General Property Orientation |
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Definition
| Conducted by HR and goes over information including corporate history, culture, philosophy, expectations, policies, benefits, etc. |
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Term
| Orientation should be flexible to which groups? |
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Definition
Executives
College Grads
Experienced Employees
Disadvantaged Employees
Immigrants
Disabled Employees |
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Term
| How can orientations be flexible to executives? |
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Definition
| Same process as everyone else but they should get special information including financials, budgets, suppliers, customers, strategic planning, boards, committees, etc. |
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Term
| How can orientations be flexible to college grads? |
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Definition
| College grads have different needs than previous generations, they are more individualistic, like more flexible schedules, try to market themselves, are very impressionable, are more willing to learn, less experienced, and not as comfortable asking questions as other demographics. For these reasons a very rigid orientation is necessary |
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Term
| How can you make orientations more flexible for experienced workers? |
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Definition
Can bring bad habits
Often neglected by mangement
Use them to train others |
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Term
| How can you make orientation more flexible for disabled employees? |
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Definition
| They require some accommodations including interpreters, and audio/visual considerations |
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Term
| How can orientations be more flexible for disadvantaged employees? |
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Definition
Emphasize hygiene, dress codes, and punctuality
Be understanding of poor schooling and poor neighborhoods |
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Term
| How can orientation be more flexible for immigrants? |
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Definition
Bridge language barrier with interpreters and more visual presentations.
Signify importance of language for progression thru the company |
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Term
| Typical Errors in Orientations |
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Definition
Suffocation
MIckey Mouse Error
Sketchy Overview |
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Term
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Definition
| Too much information in a short period of time |
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Term
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Definition
| Employees given easy jobs to start off with that do not accurately reflect how the job will be |
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Term
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Definition
Not being ready
Giving an incomplete overview
Makes employees sink or swim |
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Term
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Definition
1. Inform new employees and managers after selection
2. Set dates; Conduct Orientation
3. Evaluate the Orientation
4. Follow up the Orientation |
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Term
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Definition
1. REACTION: Collect info from all participants and make necessary adjustments
2. KNOWLEDGE: If learning is required, measure if learning goals are achieved (tests)
3. BEHAVIOR: After about 3 months evaluate if performance objectives are achieved |
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Term
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Definition
| Occurs when organizational culture and employee values are not aligned resulting in a feeling of uncomfortable tension stemming from holding two conflicting thoughts in the mind at the same time |
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Term
| How is organizational culture created? |
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Definition
| Though the visions of the founders |
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Term
| How does organizational culture persist? |
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Definition
Selection: fitting individuals to the culture of the organization
Management Practices: training and performance management practices
Socialization: assimilation of individuals into the culture |
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Term
| Types of Observable Organizational Culture |
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Definition
Attention to detail
Formality
Decorum
Pace of Work |
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Term
| Types of Non-Observable Organizational Culture |
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Definition
Ways to Climb Up
Autonomy
Ethical Practices |
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Term
| How does a well-designed organizational culture create a strategic advantage? |
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Definition
1. Differentiates: creates organic culture making a desirable place to work
2. Attracts Talent: get people with better KSAOs, selection ratio goes up, leads to better people who last longer and satisfied employees
3. Creates Value: better customer service, innovation, creativity, quality products |
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Term
| WEAK Organizational Culture |
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Definition
Less shared values
Less clues for behavior
Free expression of one's norms (good when creativity is needed) |
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Term
| STRONG Organizational Culture |
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Definition
Widely shared values
Greater control of behavior
Little flex/deviation (good for cohesiveness) |
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Term
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Definition
Work is specialized
Greater control of behavior by supervisors
Vertical integration (hierarchy)
One-on-one management style |
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Term
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Definition
More Interaction
Network Authorities
Open Communication
Team Leadership Style
Consultative Style (not so much telling) |
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Term
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Definition
Prearrival
Encounter
Metamorphosis |
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Term
| Difference between Teaching and Training |
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Definition
Teaching: Knowledge and Attitude
Training: Skills and Behavior |
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Term
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Definition
Formal Training
Job Instruction Training
Internships
Job Rotation
Apprenticeship
Just In Time Training |
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Term
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Definition
| Taking employee off the job for workshops, seminars, etc. On-site or off-site |
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Term
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Definition
| Teaches employees about job tasks and elements either on-site or off-site |
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Term
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Definition
| By organizations; Externships by educational institutions |
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Term
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Definition
| Rotate between departments |
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Term
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Definition
| Long-term specializations (plumbers, carpenters, etc.) |
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Term
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Definition
| Software automated learning models (eTraining, no instructors, on Internet) |
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Term
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Definition
| Involves solving an apparent problem |
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Term
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Definition
| Training dealing w/ interpersonal skills |
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Term
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Definition
| Training dealing with organizational changes |
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Term
| Benefits of training to employees |
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Definition
High job satisfaction
High self esteem
Less injuries
High promotion rate |
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Term
| Benefits of training to managers |
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Definition
Low problem solving
Happy employees
Happy Climate
High Delegation |
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Term
| Benefits of Training for Employers |
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Definition
High productivity
Low waste
High safety
Low turnover |
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Term
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Definition
1. Need Analysis
2. Training Objectives
3. Training Criteria
4. Select Trainees
5. Develop Training Methods
6. Conduct Training
7. Evaluate |
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Term
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Definition
Organizational Analysis: affects whole organization
Person Analysis: affects needs of certain individuals
Task Analysis: affects gaps between performance standards and actual performance |
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Term
| How to collect Information |
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Definition
Surveys
Guest Comments
Inspections
Interviews
Appraisals |
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Term
| Training Objectives (#) need to be |
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Definition
Measurable
Observable
List Condition (condition under which desired behavior is to occur) |
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Term
Training Criteria (#)
How will you evaluate the success? |
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Definition
Testing after training
Demonstrations
Simulations
Role Plays
Performance Appraisal |
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Term
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Definition
Pre-Test Employees
Performance Appraisals
Seniority/Position
Completion of Previous Programs
Bargaining Agreements |
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Term
Develop Training Methods (#)
+/- |
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Definition
Lectures: Efficient & Logical/Lack Behavioral Involvement
Case Studies: Analyze Real Issue/Hard to Use&Lack Behavioral Involvement
Simulations: Resembles Real Process/Costly & Complex & Limited
Role Plays: Learning by Doing & Involvement/Miss Sincerity or the Point of the Exercise
Computer-Based: Low Cost & Use on Own/Lack Interaction and Motivation |
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Term
Conduct Training (#)
Questions? |
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Definition
When?
How long? Per activity?
What is a good time for different activities?
Flexible for people? |
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Term
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Definition
Kirkpatrick's Model
1. Reaction
2. Learning: quizzes
3. Behavior Change
4. Financial Results |
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