Lecture Fundamentals of human resource management (11th Edition): Chapter 8 - DeCenzo, Robbins, Verhulst

After reading chapter 8, you should be able to: Identify the activities involved in performance management, discuss the purposes of performance management systems, define five criteria for measuring the effectiveness of a performance management system,...

Fundamentals of Human Resource Management 11e Chapter Socializing, Orienting, and Developing Introduction § § Ideally, employees who understand what working is  about in the organization will become fully  productive HR helps employees become well­adjusted and  productive through socialization, training, and  development programs In other words, they’re hired – now what? Fundamentals of Human  The Insider­Outsider Passage § § § Socialization, or “onboarding” is a process of  adaptation to a new work role  Adjustments must be made whenever individuals  change jobs The most profound adjustment occurs when an  individual first enters an organization Fundamentals of Human  The Insider­Outsider Passage The Assumptions of Employee Socialization socialization strongly  influences  employee performance and organizational stability new members suffer anxiety socialization needs to be  consistentwithculture FundamentalsofHumanResource individualsadjusttonew situationsinsimilarways TheInsiderưOutsiderPassage TheSocializationProcess Đ Prearrival ã Đ Encounter ã Đ Individualsarrivewithasetofvalues,attitudes,andexpectations developedfrompreviousexperienceandtheselectionprocess Individualsdiscoverhowwelltheirexpectationsmatchrealitieswithin theorganization.Wheredifferencesexist,socializationoccurstoimbue theemployeewiththeorganizationsstandards Metamorphosis ã Individuals have adapted to the organization, feel accepted, and know  what is expected of them.  Fundamentals of Human  The Insider­Outsider Passage The Socialization Process Outcomes Productivity Prearrival Encounter Metamorphosis Commitment Turnover Fundamentals of Human Resource  The Purpose of New­Employee  Orientation Orientation  § May be done by supervisor, HR staff, computer­ based programs, or some combination   § Can be formal or informal, depending on the  organization’s size § Teaches the organization’s culture, or system of  shared meaning  Socialized employees know how things are done, what matters, and which behaviors and perspectives are acceptable Fundamentals of Human  The Purpose of New­Employee  Orientation http://www.southwest.com/careers/culture.html http://www.hp.com/hpinfo/abouthp/diversity/sharedvalues.html http://www.google.com/corporate/culture.html http://walmartstores.com/AboutUs/321.aspx FundamentalsofHumanResource EmployeeHandbook Đ HRspermanentreferenceguide:the employeehandbook. ã ã ã Centralsourceforteachingemployeescompany mission Includes history, policies, benefits, culture  Employers must watch wording and include a  disclaimer to avoid implied contracts  The Small Business Administration has suggestions and guidelines for  creating an employee handbook on its website sba.gov  Fundamentals of Human  The Purpose of New­Employee  Orientation Top management is often visible during the new  employee orientation process.  CEOs can  • • • • • Welcome employees  Provide a vision for the company  Introduce company culture  Convey that the company cares about employees  Allay some new employee anxieties Fundamentals of Human  Training Methods On­the­Job Training Methods § § § § Job Rotation On­the­Job Training Apprenticeships Internships Off­the­Job Training Methods § § § § Classroom Lectures Multimedia Learning Simulations Vestibule Training Fundamentals of Human  Employee Development employee development methods Fundamentals of Human Resource  Employee Development assistant-to positions job rotation § Moving employees  horizontally or  vertically to expand  their skills,  knowledge, and  abilities  Fundamentals of Human  § Employees with  potential can work  under and be  coached by  successful managers Employee Development § committee assignment § lecture courses/ seminars Fundamentals of Human  Provide opportunities for  decision­making, learning by  watching others, and  investigating specific  organizational problems  Benefit from today’s technology  and are often offered in a  distance learning format  Employee Development simulations § Include case studies,  decision games, and  role plays ­ and are  intended to improve  decision­making  Fundamentals of Human  adventure training § Include case studies,  decision games, and  role plays ­ and are  intended to improve  decision­making  Training Costs § § § $171.5 billion is spent annually on employee training. Nearly  two­thirds of that was spent internally. The balance was spent  on training by external organizations $1,228 was the average spent per employee in the United  States Employees spend an average of nearly 32 a year in training ,  with 22 of those spent in a classroom, and nearly 9 of those  hours spent online using a self­paced or instructor­led online  learning Fundamentals of Human  Organization Development § § Organizational development (OD) efforts also  facilitate change with employees, whether newly  hired or well seasoned Change agents help employees adapt to the  organization’s new: systems people processes Fundamentals of Human  technology Organization Development § Two metaphors clarify the change process.  • • • • § Calm waters (Kurt Lewin):  Unfreezing the status quo Change to a new state Refreezing to ensure that the change is permanent  White­water rapids:  • recognizes today’s  business environment,  which is less stable and  not as predictable  Fundamentals of Human  Organization Development Organizational development facilitates long­term  organization­wide changes.  § OD techniques include: • • • • Survey feedback gets workers’ attitudes/perceptions on  the change Process consultation gets outside experts to help ease  OD efforts  Team building strives for cohesion in a work group Intergroup development achieves cohesion among  different work groups  change can be stressful for employees Fundamentals of Human  Organization Development Alearningorganizationvaluescontinuedlearningand believesacompetitiveadvantagecanbegainedfromit Đ Characterizedby ã ã ã ã Acapacitytocontinuouslyadapt Employeescontinuallyacquiringandsharingnew knowledge  Collaboration across functional specialties  Supporting teams, leadership, and culture  Fundamentals of Human  Evaluating Training and  Development Effectiveness § Employee and management opinions aren’t necessarily valid  measures of evaluating effective training. They may be  influenced by: • • • § § Difficulty Entertainment value Personality of the instructor   Performance­based measures (benefits gained) are better  indicators of training’s cost­effectiveness Divide the benefit of the training by the cost of the training to  determine ROI (return on investment)  Fundamentals of Human  Evaluating Training and  Development Effectiveness How can HR evaluate training method results when measures aren’t easy to  calculate? Through Kirkpatrick’s model: Level What was reaction to training? Level What was learned? Level Did training change behavior? Level Did training benefit employer? FundamentalsofHuman EvaluatingTrainingand DevelopmentEffectiveness HRcanalsouseperformanceưbasedevaluationmeasures. Đ Postưtrainingmethod: ã Đ Preưpostưtrainingmethod: ã Đ Employeesonưtheưjobperformanceisassessedafter training Employeesjobperformanceisassessedbothbeforeand aftertraining,todeterminewhetherachangehastaken place Preưpostưtrainingw/controlgroup: ã Compares results of instructed group to non­instructed  group Fundamentals of Human  International Training and  Development Issues Training and development is critical to overseas  employees. It must teach the culture’s: § § § § § § § Politics Language Religion Economy History Social climate Business practice may involve role playing, simulations, and immersion in the culture Fundamentals of Human  Let’s Play Jeopardy­style! A process of adaptation to a new work role What is socialization/onboarding? Individuals adjust to new situations in similar ways What is an assumption of employee socialization? Prearrival, encounter, metamorphosis What are the steps in the socialization process? A central source on company mission, history, policies, benefits, and culture What is an employee handbook? Job rotation, assistant-to positions, committee assignments, lectures/seminars, simulations What are the employee development methods? They help employees adapt to OD efforts What are change agents? Post-training method, pre-post-training, pre-post-training w/control group What are performance-based evaluation methods? Fundamentals of Human Resource  ... change agents? Post-training method, pre-post-training, pre-post-training w/control group What are performance-based evaluation methods? Fundamentals? ?of? ?Human? ?Resource? ? ...  Participant Role • HRM offers its assistance for future employee  needs   (career guidance, training, etc.)   Fundamentals? ?of? ?Human? ? Employee Training Fundamentals? ?of? ?Human? ?Resource? ? Training Methods... what is expected? ?of? ?them.  Fundamentals? ?of? ?Human? ? The Insider­Outsider Passage The Socialization Process Outcomes Productivity Prearrival Encounter Metamorphosis Commitment Turnover Fundamentals? ?of? ?Human? ?Resource? ?