human resource management

1. Training and Developing
Employees
Presented By
Saiqa zafar

2.  Socialization
 Stages of Socialization
 Orientation
 Key personnel
 Employee hand book
 Training & Development
 Importance of training
 Organization development & Change agent
 Learning organization
 Critical issues
Key points

3. Socialization
Definition:-
“The ongoing process of instilling in all employees
the attitudes, standards, values, and patterns of
behavior that the organization and the
departments expect is called Socialization”
Stages of Socialization:- There are
three stages of Socialization
1-Pre_arrival stage
2-Encounter stage
3-Metamorphosis stage

4. 1-Pre_arrival stage:-
“This stage explicitly recognizes that each
individual arrives with a set of organizational
values, attitudes, and expectations”
2-Encounter stage:-
“Occurs on the first day on the job. This is when
the new employee learns what the new
company’s organization is like. Many firms have
“on-boarding” programs, which help new
employees adjust and adapt to their new
environment”

5. 3-Metamorphosis stage:-
“This occurs when the new employee masters
their new skill and accepts his or her new
role. Many companies offer incentives to new
employees to reinforce new expected
behavior”
Orientation :-
Definition:-
“One component of the employer’s new
employee socialization process is called
Orientation”

6. Key personnel:-
Definition:-
“Staff members who have major roles in project
implementation and management and are
critical to project success”
These might include:
• Project Director/Manager/Coordinator
• Finance/Grant Manager
• Technical Advisors

7. How to Identify Key Personnel?
Requirements usually found in solicitation
Instructions
Section:
• Review solicitation instructions and any
amendments
• Check experience, education, and specific skills
needed for key personnel
Non-key personnel/Core personnel also
important, these may include:
• Program Officer
• Program Assistant

8. How to Find Key Personnel?
Write job description that matches required
experience, education and skills from the
solicitation instructions section.
How to Present Key Personnel?
Always check solicitation requirements, but
usually organization asks for key personnel
description as part of concept paper.

9. Employee hand book:-
Definition:-
“An employee handbook, sometimes also
known as an employee manual or staff
handbook, is a book given to employees by an
employer. Usually, the employee handbook
contains information about company policies
and procedures”
In employee hand book we discus:
 Job Descriptions
Holiday Pay

10.  Phone Calls
 Dress Code
Specific Purpose of the Handbook
 Provide information concerning benefits, right
and responsibilities;
 Establish guidelines/procedures for day-to-
day administration of personnel matters;
 Ensure fairness & consistency in personnel
decision making;

11. Advantages & Disadvantages
Advantages:-
 Time Saver
 Answers Questions before
they are asked
 Grow a company
 Write about policies &
procedures

12. Disadvantages:-
 May save you too much
time and your boss may
wonder why you are
needed
 May provide legal protection
that will keep you out of
court – but, you have
always wanted to be on
Judge Judy

13. Training:-
Definition:-
“The acquisition of knowledge, skills, and
competencies as a result of the teaching of
vocational or practical skills and knowledge that
relate to specific useful competencies is called
Training “
Type of training
 Physical training
 Business training
 Artificial-intelligence feedback training

14.  Religion and spirituality training
 Job training and development
 Computer base training
 On-the-job training
Training for Special Purpose
 Literacy Training Techniques
 Values Training
 Diversity Training
 Training for Teamwork and
Empowerment

15. Development:-
“Development is a complex issue, with many
different and sometimes contentious definitions.
A basic perspective equates development
with economic growth”
Evaluating the Training and
Development Effort:
The basic categories of training outcomes can
be measured
 Reaction
 Learning

16.  Behavior
 Results
The training and developing process:
1) Need Analysis
2) Instructional Design
3) Validation
4) Implementation
5) Evaluation

17. Importance of training &
Development:-
1) Help in addressing employee weaknesses
2) Improvement in workers performance
3) Consistency in duty performance
4) Ensuring worker satisfaction
5) Increased productivity
6) Improved quality of services and products
7) Reduced cost
8) Reduction in supervision

18. Organization development &
Change agent:-
Organization development:-
“The process to improving organization by
increasing organizational or employee
effectiveness is known as Organization
development”
Change agent:-
“A change agent is a person who indirectly or
directly causes change”
OR

19. “Someone who is employed by a company or
organization to change the way in which it is
organized and managed is known as change
agent”
For example: a change agent may work within
an organization to lead or cause the change in
some aspect of how the business is conducted.
They may be assigned the role or may assume
the role naturally. Some change agents surface
as leaders , instigators or examples for change
in cultural , social or human behavior.

20. Learning organization:-
“Learning organizations develop as a result of
the pressures facing modern organizations and
enables them to remain competitive in the
business environment is called learning
organization”
Difference between Learning
organization & organizational
Learning
 Organisational learning happens
 anyway Learning organisation is one that
manages its own learning processes to its
advantage

21. Learning styles:-
 Active or reflective
 Visual or verbal
 Varying amounts of information
Learning Benefits & Barriers:-
Benefits:-
The main benefits are:
 Maintaining levels of innovation and remaining
competitive.
 Being better placed to respond to external
pressures

22.  Having the knowledge to better link resources
to customer needs
 Improving quality of outputs at all levels
 Improving Corporate image by becoming more
people oriented
 Increasing the pace of change within the
organization
Barriers:-
 Attitude
 Workplace-related
 Ability to concentrate

23.  Poor language skills
 Pain or discomfort
 Work pressure
 Previous experience with training
 Practical
Critical issues:-
 Cross-Cultural training
 Language training

24. Cross-Cultural training:-
Define culture:-
“A perceptual structure of human activities
that include, behaviors, values, arts, beliefs,
languages; custom, dress, manners, religion,
law, morality, and code of honors”
Define cross-culture:-
“Interacting with or comparing two or more
culture and understanding their values, beliefs
and norms”

25.  Training provides you the sources, tips and
techniques.
 Allows you to be proficient in certain skills,
competencies or knowledge.
 Cross-Cultural training will enable you to gain
knowledge, skill and competencies.
 To understands different cultures, values,
beliefs and norms.
Language training:-
language is a basic part of communication.
Different languages having in a world, For
example:

26.  English
 Urdu
 Russian
 Chains etc
The English speak in all the world so the
employee trained according the post however
they talk to all employees .