Chapter 5 - Orientation, Training, and Development

Contributions of individual members of a team are not

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Unformatted text preview: ess for managers o Plan – conduct self- audit to define internal processes and measurements; decide on areas to be benchmarked’ choose the comparison organization o Do – collect data through surveys, interviews, site visits, records o Check – analyze data to discover performance gaps and communicate findings and suggested improvements to management o Act – establish goals, implement specific changes, monitor progress, redefine benchmarks as continuous- improvement process • Benchmarking – process of measuring one’s own services and practices against recognized leaders in order to identify areas for improvement o Must clearly define measure of competency and performance and must objectively assess current situation and identify areas for improvement • American Society for Training and Development (ASTD) – Institute for Workplace Learning have establish project that allows organizations to measure and benchmark training and development activities against each other o Compares data on training costs, staffing, administration, design, development, and delivery of training programs Orientation • • • • Very particular type of training Get new employees off to good start – formal orientation program Formal process of familiarizing new employees with organization, their job, work unit and embedding organizational values, beliefs, and accepted behaviours Process – socialization process, how employees are treated when they first join organization makes huge impact on views of supervisors, managers, and organization Benefits of Orientation • Some organizations – formal new- hire orientation process is almost nonexistent • Benefits reported o Lower turnover o Increased productivity o Improved employee morale o Lower recruiting and training costs o Facilitation of learning o Reduction of new employee’s anxiety • More time and effort to making new employees feel welcome = more likely they are to identify with or...
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