Human Resources Comprehensive Assignment - Editing and formatting
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Chapter6.pptxCHAPTER 6
Orienting, Training, and Developing Employees
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Updated Schedule
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| Oct 31 | Chapter 6 –Orienting, Training & development Chapter 7- Employee Performance | |
| Nov 7 | Chapter 8 - Rewarding & recognizing employees | Revised Resume Due |
| Nov 14 | Chapter 9 - Management & Employee rights | November 16th- Last day to withdraw from a course with “W” grade SUBMISSION OF THE COMPREHENSIVE ASSIGNMENT (25%) |
| Nov 21 | Chapter 10 - Labour Relations & Collective Bargaining | |
| Nov 28 | Current Events Presentations | |
| Dec 5 | Current Events Presentations & Final Review | Last day of class |
Current Events Assignment
Assignment Description
It is important to be aware of the issues and events around us, be it in our local, provincial, national, and international communities. This assignment is geared to make you more interested in such affairs and look at such events through an analytical eye. You will read, analyze, and present a current, news-worthy relevant event. You will also be sharing what you learn with your classmates in the form of visual and oral presentation.
Assignment Summary
Value: 10% of final grade
Format: Research and Presentation (10-12 minutes length)
DUE DATES: ALL PRESENTATIONS WILL TAKE PLACE ON April 4th and 9th, 2018
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Working in COMPREHENISIVE GROUP ASSIGNMENT TEAMS, you will choose a current event that deals with a pre-assigned course-related topic area - check the class schedule and/or text for possible topic areas.
In order to be considered current, the event should be one that has been newsworthy in the past few months (e,g, SINCE June 1st, 2017) – event can be Canadian or international.
Make a concerted effort to select an article that is challenging for you and relates to the subject matter of this class. Make sure to find an article with substantial information or one that you can find additional information/ related facts about it.
The issue discussed MUST have an impact on the organizational employees and you should be able to discuss the issue from an HR perspective with an emphasis with the assigned HR topic for the presentation date.
Your article may come from a printed newspaper or online news source. Resources Appendix at the end of this assignment lists several sources for your articles.
Once a current event has been chosen students should do research to support, complement or present different viewpoints of the topic area – a minimum of three external research sources (excluding text book) are required. Support articles CANNOT be the same issue published elsewhere.
Presentations should include visual aids prepared prior to class – examples include posters, PowerPoint slides, flipcharts, or video clips.
Presentation should include: summary of article/event, HR issues in current event that tie to the course material, how this development could affect demands made on HR, options on how to address HR issues and your recommendations.
Copyright © 2017 by Nelson Education Ltd.
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Orienting, Training, & Employee Development
Introduction to MRU:
What type of orientation did you have?
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Orienting, Training, & Employee Development
Definition?
Importance?
Benefits
Business Implications
Do’s and Don’ts
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ORIENTATION
Formal process of familiarizing new employees with the organization, their jobs, and their work units, AND embedding organizational values, beliefs, and accepted behaviours
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BENEFITS OF ORIENTATION
Lower turnover
Increased productivity
Improved employee morale
Lower recruiting and training costs
Facilitation of learning
Reduction of anxiety
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CHARACTERISTICS OF SUCCESSFUL ORIENTATION PROCESSES
Continuous process
Cooperative endeavour
Careful planning
Follow-up and evaluation
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WORKPLACE SKILLS AND CAPABILITIES
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You may wish to take the time to review the list and have a brief discussion of students’ perspectives on the expected skills.
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SYSTEMS MODEL OF TRAINING
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SCOPE OF TRAINING AND DEVELOPMENT
Training: acquiring skills, behaviours, and abilities to perform current work
Development: acquiring skills, behaviours, and abilities to perform future work or to solve an organizational problem
Learning: an ongoing change in behaviour and thinking
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SYSTEMS APPROACH TO TRAINING
Conducting a needs assessment
Designing the program
Implementation
Evaluation
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SYSTEMS MODEL OF TRAINING
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PHASE 1: CONDUCTING A NEEDS ANALYSIS
How important is this issue to the success of the organization?
What competencies do employees NEED?
What competencies do employees HAVE?
What is the gap between the need and the have?
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SYSTEMS MODEL OF TRAINING
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PHASE 2: DESIGNING THE TRAINING PROGRAM
Instructional objectives
Trainee readiness and motivation
Principles of learning: building a bridge between organization and employees
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PRINCIPLES OF LEARNING
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PHASE 3: IMPLEMENTATION
Sample training and development methods
On-the-job training
Apprenticeship training
Internships
Classroom instruction
E-learning
On-the-job experiences
Seminars and conferences
Case studies
Role playing
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You may wish to use Toolkit 6.3 and review how on-the-job training ought to occur.
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PHASE 4: EVALUATING THE TRAINING
Reactions
Learning
Behaviour
Results
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Case Study 1: Welcome to the Jungle
Who should be in charge of orienting new employees at the Jungle Gym? Why?
What tools and resources might be used in lieu of manuals to orient new employees?
Outline an effective orientation process that Jimmy’s Jungle Gym should use. Consider what should be done prior to, on, and after the first day of employment.
What possible legal liabilities is the company facing? Why?
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CAREER DEVELOPMENT
Dynamic process
Individuals responsible for own career planning
Organization responsible for supplying information about mission and providing support
Organizational needs linked with individual needs
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BALANCING INDIVIDUAL AND ORGANIZATIONAL NEEDS
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FAVOURABLE CONDITIONS FOR CAREER DEVELOPMENT
Top management providing complete support
Ensuring employees know of organization’s goals so that their own goals can be incorporated
Ensuring that HRM practices support career development
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MENTORSHIP
Managers and executives who provide guidance and support to more junior and less-experienced employees
Some organizations create formal mentor relationships
Is a reciprocal relationship
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LEARNING OUTCOMES
List the characteristics of an effective orientation process
Describe the benefits of employee orientation
Discuss the systems approach to training and development
Describe the components of a training-needs assessment
Identify the principles of learning and how they facilitate training
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LEARNING OUTCOMES (continued)
Identify the types of training and development methods used for all levels of employees
Describe training programs that are currently popular and emerging trends
Explain how a career development program integrates individual and organizational needs
Discuss how an employee’s career development can be enhanced
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