TRAINING
AND DEVELOPMEN T BAGI
ORGANISASI
WEEK 7
MANAJEMEN SUMBER DAYA MANUSIA
ORIENTING AND ONBOARDING NEW EMPLOYEE
Carefully selecting employees doesn’t guarantee they’ll perform effectively
Even high potential employees can t do their jobs if they don t know what to do or how to do it
Making sure your employees do know what to do and how to do it is the purpose of orientation and training
Every manager therefore needs to know how to orient and train employees
COMMON QUESTIONS OF A NEW EMPLOYEE
Where do I “fit-in”
to the
organizations Where do I “fit-in”
to the
organizations
Where and how can I contribute
my time and talents
Where and how can I contribute
my time and talents
What are my right and duties
What are my right and duties
How about my working schedules
How about my working schedules
Can I develop my career in this organizations Can I develop my
career in this
organizations
GENERAL OBJECTIVES FOR THE NEW TEAM MEMBER
Receiving
information to allow them to fit into the
team Receiving
information to allow them to fit into the
team
Working
productively in from the first day
Working
productively in from the first day
Quality standard required for assigned
duties
Quality standard required for assigned
duties
Confident to do their job and more loyal to the organization
(motivated)
Confident to do their job and more loyal to the organization
(motivated)
Job expectations are fulfilled
Job expectations are
fulfilled
ORIENTATION PROGRAMS
To integrate employees into their work
environment
To create a positive impression of the new
work environment by the employee’s first
interaction
Focus on all the information a new employee needs to get
started in a new job Focus on all the information a new employee needs to get
started in a new job
The best time to influence and shape
perceptions and attitudes in new
employees The best time to influence and shape
perceptions and attitudes in new
employees
Know the organization well and to make sure
that the employee is ready to start a new duty on their first day Know the organization
well and to make sure that the employee is ready to start a new duty on their first day
TOPICS FOR ORIENTATION
Department functions Department
functions
Duties and
responsibilities of team members
Duties and
responsibilities of team members
Pay and benefits Pay and benefits
Rules and Procedures
Rules and Procedures
Tour of departments and related areas (introduction to an
organizations)
Tour of departments and related areas (introduction to an
organizations)
GOALS OF ORIENTATION PROGRAM
FAMILIRIZATION WITH THE ORGANIZATION (COMPANY
ENVIRONMENT)
• History of company
• Owning Company
• Board of Director
• Company Product
(company chain, Vision and Mission, Company Overview)
EMPLOYEE SATISFACTION
• Annual Leave
• Salary and Payment
• Health Assurance
• Working Schedule
QUALITY PERFORMANCE
• Know and understand the job and duties
• Organization chart of the workplace
ORIENTATION
DURATION AND TIME OF ORIENTATION
• Short sessions (1-2 hours)
• Long sessions (more than 2 hours with coffee break for each sessions)
PLACE OF ORIENTATION
• In a small meeting room (for a departmental orientation)
• In a large meeting room (for a general orientation)
FORMAL ORIENTATION
• Provided by organization (HR and Training Department)
• Structured orientation program (date, time, trainer and participant are already being listed)
• Objective driven (all the objectives of the program already being structured)
INFORMAL ORIENTATION
• Provided inside the department (Colleagues, Department Head, Supervisor)
• Unstructured orientation program (date, time and venue could be accidental and mostly held in the working place)
• The objectives of the program is to helping the employee could do her/his job and duty well
Provide employee with introductory programs (videos about organizations)
Create orientation materials that can be used repeatedly (printed or could be downloaded via cellphone)
All basic information mostly already printed in an employee handbook for
all the employee
Organizations Do Need Training
The answer is
“YES”
However, we must
know the purpose
and functions of
training before we
can use it.
The Gap Concept
Performance/Results
Time
Expected Curve
Actual Curve
GAP
In training terms this means we need to develop programs to fill the Gap
1,000 Cars
800 Cars 200 Cars
SPECIFYING TRAINING OBJECTIVES
What should trainees be able to accomplish after participating in the training program?
What is the desired level of such accomplishment, according to industry or organizational standards?
Do you want to develop attitudes, skills, knowledge or some
combination of these three?
3 Reasons to Consider Conducting an Internal Needs Analysis
Employee
obsolescence/out- dated –
• Technical
advancements, cultural changes, new systems,
computerization
Career plateaus
• Need for education and training
programs
Employee Turnover
• Development plan for new employees
BENEFIT OF TRAINING
Helps create a better corporate image.
Helps people identify with organizational goals.
Improves the morale of the work force
Improves the job knowledge and skills at all levels of the organization
Leads to improved profitability and/or more positive attitudes towards profit orientation
PREPARING TRAINING
PLAN
Consider
• Consider whether to design a long (5-10 years), medium (3-5 years) or short (1 year) term plan.
Ask
• Ask your self “What are we going to achieve in the time period?”
Use
• Use a holistic approach by using a calendar for inputting your
training activities.
TRAINING CALENDAR EXAMPLE
1 2 3 4 5 6 7...
Team Building Lean Leadership Hospitality
Sales Techniques
Handling Complaints Service Excellence
Training Area Month in the year
Completing the Training Plan
Target group – assess your
audience
Target group – assess your
audience
Topic – task, skill or attitude
ingredient
Topic – task, skill or attitude
ingredient
Method – direct (one- way communication)
or indirect (discussion, games,
experimental exercises…)
Method – direct (one- way communication)
or indirect (discussion, games,
experimental exercises…)
Time – length, period, breaks important to
consider Time – length, period, breaks important to
consider Location – away
from the office?Location – away from the office?
A Training Lesson Plan
Topic Summary of
Key Points Training Objectives
Duration of Each Activity in
Each Session
Training Contents
Training Methods /
Activities Break(s) Exercise to
Warm Up
Questions to test
Understanding Conclusion
EVALUATING THE TRAINING
Three Levels of Evaluation
Immediate Feedback Survey or interview directly after training
Post-Training Test Trainee applying learned tasks in workplace?
Post-Training Appraisals Conducted by immediate supervisors of trainees
