Induction, Socialization Training & Development
Induction, Socialization Training & Development
Induction, Socialization Training & Development
Socialization
Socialization
• Meaning of Socialization:
Socialization in an organisational context is
basically a process of adaptation to a new
culture of the organisation.
Types of Socialization
Programme
• Formal / Informal:
New employees may be put directly into their
jobs, with no effort made to differentiate
them from those who have been doing the job
for a considerable length of time.
6. Follow up
Steps in Training needs
Identifying Training needs: It must be on the
basis of organisational analysis, operational analysis &
individual analysis.
Getting ready for the job: Under this step, it is to
be decided who is to be trained – new comer or old
employee, supervisor or manager.
Preparation of the learner: It includes putting the
learner at ease, stating the importance & ingredients of
job, explain the process of training, familiarizing him with
the equipment, materials, tools, & trade terms.
Presentation of operation & knowledge: The
trainer should clearly tell show, demonstrate & question in
order to put over the new knowledge & operations.
Performance try out: Under this, the trainee is
asked to go through the job several times slowly,
explaining him each step. Mistakes are corrected.
Follow – Up: This step is undertaken with view to
testing the effectiveness of training efforts.
Training Methods & Techniques
• On the job training: Duration may be 1 week or 45 days to 1 year.
• Vestibule/ Training centre training/ Simulation: It
duplicates the job situation in a company classroom. Where
equipment & machine training is being imparted.
• Demonstration & Examples: the trainer describes & displays
something when he teaches an employee how to do something by actually
performing the activity.
• Apprenticeship: In technical areas apprenticeship training is the
oldest & commonly used method, here each apprentice is given a programme
of assignments according to a pre determined schedule. Duration is 2 – 3
yrs
• Class Room Methods:
– Lectures
– Conference
– Case Study
– Role Playing
– Programmed Instruction
– Audio Visual
Development
HRM
Nature of Development
• Training of employees:
Employees are trained after being posted.
• Transfer of employees- This is done according to
employees ability, competency & experience, & according
to the needs of org.
Evaluation of employees qualities:
Employees performance is being evaluated & verified his
suitability for the job.
• Promotion of employees- This is done on the
basis of merit & seniority of employee.
Objective of employee
development
• Securing continued supply of
competent working force:
• Optimum utilization of human
resources:
• Developing technical & administrative
skill:
• Prevention of managerial
obsolescence:
Range of management development
A) Individual On the job technique: (Guided & 1. Coaching & counseling;
controlled experience under line managers) 2. Job rotation, assistant to positions;
3. Under study:
4. Task force assignment;
5. Junior Board or Committee members
B) Individual Off the job: (mid- stream education, Night school/ college on leave to attend short
different methods) term Programmes.
E) Leader – centered instruction: (Structured & Traditional lectures, LCD & OHP lecturer, chart
controlled by the instructor, a more or less lecture, dinner meeting lecture
authoritarian directive)
Distinction between T & D