JESUS REIGNS CHRISTIAN COLLEGE

TITLE OF THE PROJECT:

PART III: TRAINING AND DEVELOPMENT

A Group Work in HUMAN RESOURCE MANAGEMENT (HRM)

In Partial Fulfillment of the Requirements for the Degree in

BACHELOR OF SCIENCE IN BUSINESS ADMINISTRATION (BSBA)

Major in Human Resource Management

Submitted by:

1.) Lee Earl Steven V. Flores

2.) Alyssa Catherine D. Bandril

3.) Jhaymie Denoyo

4.) Shan Mark Jose

Submitted to:

JOSELITO B. GUTIERRED, ED.D.

Professor

Date Submitted: Octiber 1, 2024 Time: 5:00 PM

 Chapter 8

Title: Employee Orientation and Training in HR Management

Subtitle: Based on *Human Resource Management* (15th Edition) by Gary Dessler.
Reporter : Lee Earl Steven V. Flores

Purpose and Process of Employee Orientation

- Effective orientation reduces employee anxiety, fosters a sense of belonging, and decreases
turnover by helping new hires integrate into the company culture.
Process:
- Pre-orientation: Sending welcome packets and completing paperwork online.
- Orientation sessions: Conducting introductory meetings, facility tours, and reviewing company
policies.
- Follow-up: Collecting feedback through surveys to improve the orientation experience.
Designing Onboarding for Engagement
Example:
- A mentorship program pairs new hires with seasoned employees, providing guidance and
support.
Benefits:
- Enhances communication and relationship-building.
- Increases retention rates and job satisfaction as new employees feel valued and supported.

Steps in the Training Process

1. Needs Assessment: Conduct surveys or interviews to identify skill gaps.
2. Design: Create specific, measurable training objectives; for instance, a sales training program that aims
to increase closing rates by 20%.
3. Implementation: Deliver training through various formats, ensuring participation.
4. Evaluation: Use metrics like performance assessments and feedback to gauge effectiveness, adjusting
the program as necessary.
Five Training Techniques
1. On-the-Job Training: Trainees work under a supervisor, gaining hands-on experience.
2. E-Learning: Employees access training modules at their convenience, enhancing flexibility.
3. Simulation: Role-playing exercises for customer service scenarios help employees practice responses.
4. Classroom Training: Traditional instructor-led sessions provide structured learning environments.
5. Mentoring: Establishing relationships where experienced employees guide newer ones through
challenges.

Four Management Development Methods

1. Coaching: Tailored sessions where managers receive personalized feedback to enhance leadership
skills.
2. Job Rotation: Employees experience various roles, developing a broader skill set and understanding of
the organization.
3. Formal Education: Participating in relevant workshops or obtaining advanced degrees to boost
expertise.
4. 360-Degree Feedback: Collecting input from multiple sources provides a well-rounded view of a
manager’s performance and areas for improvement.

Steps in Leading Organizational Change

1. Identify the Need for Change: Use data analytics to spot performance gaps.
2. Create a Vision: Develop a compelling vision statement that aligns with the organization’s goals.
3. Communicate the Vision: Regularly update stakeholders through meetings and newsletters.
4. Empower Action: Remove barriers such as outdated processes that hinder progress.
5. Reinforce Change: Establish metrics to monitor progress and celebrate milestones to encourage
continued engagement.

Evaluating Training Programs with Controlled Studies

Advantages of Controlled Studies:
- Allow for comparison between trained and untrained groups, demonstrating the specific impact of
training.
- Help to minimize bias by using random selection.
- Provide quantifiable evidence of success, such as improvements in productivity or employee
satisfaction ratings.
 Chapter 9

What is Basics of Performance Appraisal?

- Few things supervisors do are fraught with more peril than appraising subordinates’
performance. Employees tend to be overly optimistic about their ratings. And they know their
raises, careers, and peace of mind may hinge on how you rate them. As if that’s not enough, few
appraisal processes are as fair as employers think they are. Many obvious and not-so-obvious
problems (such as the tendency to rate everyone “average”) distort the process. However, the
perils notwithstanding, performance appraisal plays a big role in managing people.
-
The Performance Appraisal Process:-
- -Performance appraisal means evaluating an employee’s current and/or past performance
relative to his or her performance standards. You may equate appraisal forms like Figure 9-1 with
“performance appraisal,” but appraisal involves more than forms. It also requires setting
performance standards, and assumes that the employee receives the training, feedback, and
incentives required to eliminate performance deficiencies. Stripped to its essentials,
performance appraisal always involves the three-step performance appraisal process: (1) setting
work standards; (2) assessing the employee’s actual performance relative to those standards
(this often involves some rating form); and (3) providing feedback to the employee with the aim
of helping him or her to eliminate performance deficiencies or to continue to perform above
par.Effective appraisals actually begin before the actual appraisal, with the manager defining the
employee’s job and performance criteria. Defining the job means making sure that you and your
subordinate agree on his or her duties and job standards and on the appraisal method you will
use.

Five reasons to appraise subordinates’ performance

- most employers base pay, promotion, and retention decisions on the employee’s appraisal.4
- Appraisals play a central role in the employer’s performance management process. Performance
management means continuously ensuring that each employee’s performance makes sense in
terms of the company’s overall goals.
- The appraisal lets the manager and subordinate develop a plan for correcting any deficiencies,
and to reinforce the subordinate’s strengths.
- Appraisals provide an opportunity to review the employee’s career plans in light of his or her
exhibited strengths and weaknesses. We address career planning in Chapter 10.
- Appraisals enable the supervisor to identify if there is a training need, and the remedial steps
required.
 Chapter 10

Career Management is no longer a one-time decision or a linear process in today's fast-paced and
ever-evolving workforce. Individuals must actively engage in a dynamic, ongoing journey throughout
their professional lives. Defined as the continuous planning, development, and navigation of one's
career, this process encompasses everything from skill acquisition to career transitions. A well-structured
career management strategy enables employees to align their career goals with personal values and
organizational objectives, fostering both individual fulfillment and organizational success.
The Essence of Career Management
At its core, career management is about empowerment. It encourages employees to take control of their
professional development and engage in self-assessment, goal setting, networking, and continuous
learning. This proactive approach ensures that individuals remain competitive in the job market and can
adapt to field changes. Career management benefits employees by offering them direction and clarity in
their professional lives and creates a win-win situation for organizations that benefit from a skilled and
motivated workforce.
Why Career Management Matters
Career management is crucial for several reasons. As industries evolve and new technologies emerge,
the demands on workers change, requiring them to update their skills continually. Career management
helps individuals keep pace with these changes and ensures their long-term employability. Additionally,
it contributes to job satisfaction, as employees who actively shape their career paths are more likely to
pursue roles that align with their values and aspirations. Organizations also benefit from this, as
motivated employees tend to be more productive, engaged, and loyal.
For employees, career management is an opportunity to:
Align Personal and Professional Goals
- By aligning their career aspirations with their values, employees can find roles that are both
professionally fulfilling and personally meaningful.
Enhance Adaptability
- In a rapidly changing workforce, adaptability is vital. Career management enables employees to
stay relevant by updating their skills and knowledge to meet new demands.
Improve Job Satisfaction
- Employees who take control of their career trajectories experience greater job satisfaction,
improving well-being and performance.
For employers, supporting career management initiatives can lead to:
Loyalty and Engagement: Employees who see opportunities for growth and development within an
organization are less likely to seek employment elsewhere. This retention of talent reduces turnover
costs and enhances team morale.
Increased Productivity
- When employees are engaged in roles that align with their skills and values, they are more
motivated to contribute to the organization's success.
Building a Resilient Workforce
- Organizations that invest in the career development of their employees benefit from a workforce
that is adaptable and prepared to meet future challenges.
The Psychological Contract
In career management, the psychological contract between employer and employee is critical. This
unwritten set of expectations includes beliefs about career advancement opportunities, work-life
balance, job security, and organizational support. Traditionally, the psychological contract was built on
mutual loyalty, with employees expecting long-term employment and career progression in return for
their dedication and hard work. However, in today's workplace, this contract has shifted toward a more
flexible and reciprocal arrangement, where employees are expected to take ownership of their career
development, and employers are encouraged to provide the tools and environment necessary for
growth.
Modern organizations are increasingly focused on skill development, continuous learning, and flexibility,
recognizing that the company's and its employees' long-term success depends on adaptability and
ongoing development. In turn, employees must actively seek opportunities for growth and professional
advancement, recognizing that their career progression is a shared responsibility between them and
their employer.
Steps in Effective Career Management
Effective career management involves several critical steps, each of which contributes to the ongoing
development and success of the individual within the organization.
Self-Assessment: This initial step involves sincerely evaluating one's skills, interests, and values. By
understanding their strengths and weaknesses, employees can identify areas for improvement and align
their career choices with their true passions.
Proactive Learning: Career advancement requires continuous learning. Employees must stay informed
about industry trends and seek opportunities for skill development through training programs,
workshops, and networking. This proactive approach ensures that they remain competitive in an
ever-changing job market.
Setting Career Goals: Clear, achievable career goals help individuals map their professional journey.
These goals serve as a roadmap, guiding employees through their career paths and helping them stay
focused on their aspirations.
Seeking Feedback and Networking: Constructive feedback from supervisors and peers provides valuable
insights into areas for improvement. At the same time, building a professional network opens doors to
new opportunities and resources that can further an individual's career.
The Employer's Role in Career Management
Employers play an equally important role in career management by providing opportunities for growth
and development. By creating a supportive work environment and offering structured training programs,
mentorships, and coaching, employers demonstrate their commitment to employee development. This
benefits the individual and contributes to the organization's overall success by fostering a more engaged
and capable workforce.
Employers should focus on the following:
Providing Development Opportunities: Organizations must offer various avenues for employee growth,
including formal training programs, mentorship, and on-the-job coaching. These opportunities help
employees build the skills necessary to advance their careers within the company.
Promoting Continuous Learning: Companies should encourage ongoing learning by providing access to
workshops, industry conferences, and e-learning platforms. A culture that values education fosters
innovation and helps employees stay ahead of industry changes.
Encouraging Open Communication: Regular check-ins between employees and management about
career aspirations ensure that both parties are aligned and working towards shared goals.
Employee Turnover and Retention
Employee turnover refers to the rate at which employees leave an organization and are replaced by new
hires. Managing turnover is crucial for organizational success, as high turnover can lead to significant
costs, including lost productivity, recruitment expenses, and a negative impact on team morale.
Retaining talented employees is essential for maintaining a skilled and experienced workforce.
By offering competitive compensation, career development opportunities, and a positive work culture,
companies can retain their top talent and reduce the costs associated with turnover.
 Employee Orientation Manual
An employee orientation manual is an important resource for onboarding new employees and helping
them acclimate to an organization. The manual typically contains essential information to guide new
hires through their initial period of employment, setting clear expectations and offering tools for success.
Here's a breakdown of key sections often found in such a manual:

Welcome Message
- A welcoming note from the CEO or management, which introduces the organization’s culture,
vision, and mission. This section helps set the tone and make new employees feel valued.

Company Overview
● History and Background: A brief description of the company’s origins, evolution, and
achievements.
● Vision, Mission, and Values: Articulating the organization’s long-term goals, core beliefs, and
ethical standards
●
Organizational Structure
- A chart or overview of the company’s hierarchy, explaining key departments and leadership
roles. This helps employees understand reporting lines and interdepartmental relations.

Job Expectations
● Roles and Responsibilities:A detailed outline of the new employee’s job duties, expectations,
and key performance indicators (KPIs).
● Work Schedules and Hours: Guidelines on working hours, breaks, overtime, and flexibility (such
as remote work policies).

Code of Conduct
● Workplace Ethics:Clear guidance on professionalism, behavior, dress code, and respectful
communication.
● Harassment and Discrimination Policies: Information on maintaining a harassment-free
workplace and the company’s stance on diversity and inclusion.

Employee Benefits
● Compensation and Pay Policies: Information on salary structures, bonus schemes, and payroll
processes.
● Health and Wellness: Coverage for health insurance, wellness programs, or mental health
services.
 ● Paid Time Off (PTO) Policies: Clarifying vacation, sick days, personal days, and public holidays
.
Safety and Compliance
● Health and Safety Guidelines: Instructions for emergency procedures, safety protocols, and
occupational hazard policies.
● Compliance with Laws:Overview of labor laws, confidentiality agreements, and data protection
guidelines.

Training and Development

● Onboarding Process: A breakdown of initial training sessions and ongoing learning
opportunities.
● Professional Development: Information on mentorship, workshops, certifications, or further
education sponsored by the company.

Performance Evaluation
● Review Process: Explanation of periodic performance reviews, feedback mechanisms, and
criteria for promotions.
● Career Growth:Insight into potential career paths within the company and how employees can
pursue advancement.

Company Policies
● Technology Use: Guidelines on appropriate use of company devices, data security, and internet
policies.
● Leave of Absence:Rules for maternity/paternity leave, medical leave, and other types of
absences.
● Conflict Resolution:Steps for addressing grievances, mediating conflicts, and handling disputes.

Employee Engagement and Culture

Team-building Activities: Details on company events, social gatherings, or volunteer opportunities.
Communication Channels: Platforms and tools (like email, Slack, or meetings) for internal
communication and collaboration.

Exit Policies
● Resignation Process:Procedures for giving notice and wrapping up responsibilities.
● Offboarding: Information on final paychecks, returning company property, and exit interviews.
 Training Needs Analysis

What is Training Needs Analysis (TNA)?

Training Needs Analysis (TNA) is a process used by companies to find out what kind of training
employees need to do their jobs better. It helps figure out where employees are lacking skills or
knowledge and provides a plan to fix these gaps. By doing this, TNA ensures that employees have the
right tools to meet the company’s goals. It looks at training needs at different levels within the company,
making sure training efforts are well-targeted.

Why is Training Needs Analysis Important?

Finding knowledge gaps
- It identifies the areas where employees don’t have the necessary skills or knowledge to do their
jobs effectively. This ensures that training efforts focus on the most critical needs.
Using resources wisely
- By pinpointing exactly what training is needed, the company can avoid wasting money and time
on unnecessary or irrelevant training programs.
Avoiding unnecessary training
- Without TNA, there is a risk of giving employees training that doesn’t help them perform better.
TNA ensures that training is meaningful and directly related to job performance.
Reviewing past training
- It helps to evaluate the effectiveness of past training programs, seeing what worked and what
didn’t, and allowing improvements for future training efforts.
Setting priorities
- TNA helps the company prioritize which training programs to run first, focusing on the most
urgent or important training needs.
Sharing results with management
- The findings from TNA are shared with company leaders, so they can make informed decisions
about investing in training programs.
-
Levels of Training Needs Analysis
Organizational Level
- At this level, the company looks at the overall goals of the organization. It asks questions like,
"What does the company need to succeed?" and "What skills and knowledge do employees
need to achieve these goals?" The analysis at this level considers the company’s long-term plans,
the market environment, and any upcoming changes in technology or regulations that could
affect employee skills.
Group/Job Role Level
- This focuses on specific teams, departments, or job roles within the company. For example, the
sales team may need training in handling new customer service software, or the HR team might
need to be updated on new labor laws. This level of analysis looks at what training is needed for
employees to perform their roles better or to keep up with changes in their job requirements.

Individual Level
- The focus is on individual employees. The goal is to identify the specific skills or
knowledge that each person needs to improve. For instance, one employee might need
help with communication skills, while another might need more training in using a
certain software. This level of analysis can be done through performance reviews,
assessments, or even self-assessments where employees share what they feel they need
to learn.

Purpose of Training Needs Analysis

The main purpose of conducting a Training Needs Analysis is to find out what gaps exist between
the skills employees have and the skills they need. Once these gaps are identified, the company
can develop training programs to close them. This ensures that employees are equipped to meet
the demands of their jobs and help the company reach its goals. Additionally, TNA can reveal the
reasons behind these gaps, whether they are due to changes in the industry, new technology, or
new job responsibilities. Understanding the root cause helps the company design the right kind
of training to address the problem.

Benefits of Training Needs Analysis

Aligning training with business goals
- TNA ensures that training programs are directly linked to the company’s objectives, so the time
and money spent on training are well-invested.
Uncovering skill and performance gaps early
- By conducting TNA, companies can identify areas where employees are struggling before these
issues lead to bigger problems, such as poor performance or missed goals.
Focusing on the most important training
- TNA helps prioritize training based on what the company needs most, ensuring that the most
critical gaps are addressed first.
Creating targeted training programs
 - By knowing exactly what is needed, the company can design training that is specific and relevant,
making the programs more effective.

Knowing who needs training

- TNA identifies which employees, teams, or departments need training the most. This way,
resources are focused on those who need it, ensuring better results from the training programs.

Steps to Conduct a Training Needs Analysis

Define Company Goals
- The first step is to understand what the organization is trying to achieve. This could include
increasing sales, improving customer satisfaction, or adopting new technologies. Understanding
these goals helps to identify the skills employees need to contribute to these objectives.
Identify Relevant Job Behaviors
- After defining the company’s goals, the next step is to look at the key tasks or job behaviors that
employees need to perform to meet these goals. For example, if the goal is to improve customer
service, employees might need to improve their communication and problem-solving skills.
Define Required Knowledge and Skills
- Once the job behaviors are identified, the company must determine the specific knowledge and
skills employees need to perform these tasks. For instance, an employee might need to learn a
new software tool or develop better time management skills.
Assess Current Knowledge and Skills
- The company then evaluates what employees already know and what skills they currently have.
This can be done through surveys, interviews, assessments, or performance reviews. The
difference between current skills and the required skills shows the gaps that need to be filled.
Develop and Implement Training Programs
- Based on the identified gaps, the company creates training programs tailored to meet these
needs. This could involve workshops, online training, on-the-job coaching, or formal classes.

Evaluate Training Effectiveness

- After the training is delivered, it’s important to evaluate whether it was successful. Did
employees improve in the areas identified? Are they performing better? This feedback helps to
adjust future training efforts and ensure ongoing improvement.
 Challenges in Conducting Training Needs Analysis

Lack of support from management

- Sometimes, company leaders may not see the value in TNA or may be hesitant to invest in
training programs.
Insufficient data collection
- If the company doesn’t gather enough information about employee performance, the TNA
results may not be accurate, leading to ineffective training.
Budget limitations
- Training can be expensive, and companies may not always have the budget to address all the
training needs that TNA uncovers.
Resistance from employees
- Employees may be resistant to training, especially if they don’t understand why it’s necessary or
if they’re worried about new challenges.
 Conclusion
Training and development play a crucial role in Human Resource Management by enhancing employee
performance and fostering career growth. The process begins with a Training Needs Analysis (TNA) ,
which identifies gaps in employees' skills and knowledge. This ensures that training programs are
focused on the most critical areas, allowing employees to improve in specific tasks that directly impact
the organization’s success. Through employee orientationNew hires are introduced to the company’s
culture, policies, and expectations, making them feel welcome and prepared for their roles, which helps
reduce turnover and increases engagement. Career management is vital for long-term professional
development, encouraging employees to continuously learn and grow within the company. It aligns their
career aspirations with organizational goals, enhancing both individual job satisfaction and company
productivity. When employees feel supported in their development and see opportunities for growth,
they are more likely to stay committed, which strengthens overall workforce retention and reduces the
costs associated with high turnover. Training, orientation, and career management are key elements in
building a motivated, skilled, and loyal workforce that contributes to the organization’s long-term
success.

References:
https://www.personio.com/hr-lexicon/training-needs-analysis/
https://www.aihr.com/blog/training-needs-analysis/