DEVELOPMENT OF

HUMAN RESOURCES
Module 3: Lesson 1 Training and Development
 Employee Orientation

Orientation has been described by writers in various ways. It may be

defined, however, as a set of activities, such as familiarizing new employees
with company rules, policies and procedures, with the view of making the
employee well adapted to the work environment.
 PURPOSE OF ORIENTATION

When effectively executed, orientation serves various purposes. These are as follows

1. It creates an initial favorable impression. A new employee who has a good impression of the company and the work environment especially on the
first day of employment will find adjustment easier. In the absence of orientation, the new employee will have to find other ways of learning about his
work.
2. It enhances interpersonal acceptance. Orientation helps the new employee in the meeting the expectations of the company and his work group. With
the passage of time , work groups adapt certain norms of conduct and they expect that the recruit will conform to these norms.
3. It helps the new recruit adjust himself to the job. Effective orientation creates a sense of security, belongingness, and confidence to the new recruit.
Provide with enough self- confidence, the new recruit will have better chance of performing according to expectation.
 WHO IS RESPONSIBLE FOR ORIENTATION

At least three people must be responsible for orienting new recruits. They are the
following.
1. The Chief Executive officer (CEO) of the organization. The CEO is in the best
position to rally the new recruits to do their best. He can achieve this in at least two
ways. First, he could give them a warm welcome on their day of work by saying things
like what a good choice of job they had made, and how exciting it is to work in the
organization. Second he can make the new employees listen and feel the company’s
vision during brief encounters with them anywhere in the company premises.
 WHO IS RESPONSIBLE FOR ORIENTATION

3. The head of the HR department. The HR department must act as the coordinating unit for the orientation
program. During the program, the HR department provides briefing on the various HR policies like those that
concern promotion transfer lay off ect.
4. The supervisor of the new employee It is the responsibility of the supervisor to make the new employee feel
that he is welcome. He accomplishes this by introducing the new employee to his coworkers . You should also
seek the support of those in the unit to help the new employee adapt to his new work environment
Regardless of the type of organization, orientation should be conducted to two levels

1. Organizational/overview orientation-topics discussed include overview of the company, key policies and
procedures, compensation, beliefs, safety and accident prevention, employees and union relation if there is
any physical facilities, and the like.
1. Departmental and job orientation-topics about the department function and the duties and responsibilities of
the newly hired employees, policies, procedures, rules and regulations, tour of the department, and introduction
to department employees
Understanding training and development

-training is becoming more and more indispensable to the success of present-

day firms who constantly complete just to keep ahead of their competition. It
cannot be denied the training play a key role in sustaining reinforcing the
core competences of a firm hence, it has become a control component of the
company's strategic management activity.
Training

-is a plant learning experience and tended to enhance the

competence, expertise, aptitude, and performance of an individual
in his or her current job. While development is a planned learning
experience designed to enhance and improve the competencies of
an individual for a possible future task
Steps in training

-training and development have been defined and differentiated

and the purpose of each stated. Shows the major steps in
training and the analysis of organization and training needs,
which is the heart of any training and development program.
 1. Analyze training
task

2. Develop training
8. Assess training
objective

Analyze
organizational/ Trainee
3. Organize training
7. Deliver training needs
content

6. Complete training 4. Determine training

plan methods

5. Select training
resources
ANALYZING ORGANIZATIONAL AND TRAINEE NEEDS

-One technique of identifying what training needs will be

formulate to help both employees and organizations accomplish
their goals is through the training needs assessment survey form.
This form will help the organization identify what trainee skills
and competencies should be further enhanced.
1. Prepare a detailed task analysis. to prepare a comprehensive task analysis. A task analysis is a specific illustration of the essential things needed for the effective delivery of
the training session such as computers, laptops, chairs, tables, writing supplies, and other important resources, Let us assume for instance, that the results of the trainee needs
assessment revealed that knowledge about Time Management .

2. Formulate learning objectives. Begin by writing down the purpose of the training then indicate what you expect the trainees should know, what behavior should be improved,
and what skills should they acquire and develop after the training.

3. Create an instructional design. Now that training objectives have been formulated, construct a program that is ANCHORED to your learning objectives, as an assurance that
you do not deviate from the purpose of the training. This will assist you in writing the key contents of the program, including when to start and end the entire activity.

4. Decide what training methods to use. Luckily, training methods are not "one size-fits-all." Therefore, you can choose from a variety of procedures that will fit the needs of
your trainees, such as the interactive type, lecture, group discussion, digital applications, or a combination of each and other techniques.

5. Make a list of the required instructional materials. are essential components of any or all training activities that aim to address knowledge and skills improvement and
enhancement. The best approach is determining what appropriate training materials to use is to go into your learning objectives and training methods you intend to use.
Typical resources may include audiovisual aids, manuals, transparencies, etc.

6. Outline an action plan. is to write an action plan that clearly and concisely shows established goals, appropriate strategies, support people or individuals responsible for every
goal and strategy, and a timeline for every action and monetary concerns.

7. Implement the program. ready to share your knowledge and expertise on a given sure good presentation is interactive, that is, the trainer must know how to capture the
attention of the trainees by asking effective questions.

8. Evaluate results. When the training has come to an end, the trainer's job is to objectively rate the effectiveness of the training session.
 TRAINING METHODS FOR NON-MANAGERIAL POSITIONS

Business firms consist of diverse workforce performing varied roles. Whatever category they
belong, the fact remains that everyone needs upgrading of skills and knowledge.

On-the-Job Training (OJT)

OJT is the highly used technique for training non managerial employees. It is assumed to be a means of educating and
familiarizing trainees with the work climate they will ultimately become part of.

Apprenticeship Training - is an expansion of the on-the-job training. Generally, this type of training is afforded to
technical people like the mechanics, electricians, welders, carpenters, etc. Who work under the tutoring of a specialist in each
type of job.

Classroom Training - is commonly used when a big audience must be taught. Regular classroom instructions last for several
hours or could run for several weeks. Some may have more than twenty participants who possess varied levels of knowledge and
competencies; however, class size may not necessarily be a significant factor when the aim of the training is the acquisition of
additional competencies.
 Programmed Instruction

This method of training does not need the intervention of a trainer, Sets of questions and problems are
given to the trainees who are requested to read each set of problems and provide the corresponding
answers. Feedback as to the correctness of the answers is communicated after each response.
Audiovisual method

Audiovisual methods
have highly progressed since the earliest times of the chalk and board. Companies are presently embracing new ways of
delivering trainings through the use of both audio and visual aids such as computers, laptops, and other more advanced technology
that will significantly contribute to a more engaging and interactive presentation.

Simulation Method
- is used as a method to coach trainees about the skills needed in a real-life situation. It gives a realistic experience and is
extensively used in the corporate world. The term simulation implies an imitation of a real-life process oftentimes via an electronic
gadget.