Fundamentals of Human

Resource Management
Eighth Edition

DeCenzo and Robbins

Chapter 8
Socializing, Orienting, and Developing Employees
By Javed Farooq
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Introduction
Socialization, training and
development are all used to help new
employees adapt to their new
organizations and become fully
productive.
Ideally, employees will understand and
accept the behaviors desired by the
organization, and will be able to attain
their own goals by exhibiting these
behaviors.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

The Insider-Outsider Passage

Socialization
A process of adaptation to a new
work role.
Adjustments must be made
whenever individuals change jobs
The most profound adjustment
occurs when an individual first
enters an organization.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

The Insider-Outsider Passage

The assumptions of employee
socialization:
Socialization strongly influences employee
performance and organizational stability
Provides information on how to do the job
and ensuring organizational fit.
New members suffer from anxiety, which
motivates them to learn the values and
norms of the organization.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

The Insider-Outsider Passage

The assumptions of employee
socialization:
Socialization is influenced by subtle
and less subtle statements and
behaviors exhibited by colleagues,
management, employees, clients
and others.
Individuals adjust to new situations
in remarkably similar ways.
All new employees go through a
settling-in period.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

The Insider-Outsider Passage

The Socialization Process
Prearrival stage:
Individuals arrive with a set
of values, attitudes and
expectations which they
have developed from
previous experience and the
selection process.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

The Insider-Outsider Passage

The Socialization Process
Encounter stage:
Individuals discover how
well their expectations
match realities within the
organization.
Where differences exist,
socialization occurs to
imbue the employee with
the organizations
standards.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

The Insider-Outsider Passage

The Socialization Process
Metamorphosis stage: Individuals have
adapted to the organization, feel accepted
and know what is expected of them.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

The Insider-Outsider Passage

A Socialization Process

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

The Purpose of New-Employee

Orientation
Orientation may be done by the supervisor,
the HRM staff or some combination.
Formal or informal, depending on the size of
the organization.
Covers such things as:

The organizations objectives

History
Philosophy
Procedures
Rules
HRM policies and benefits
Fellow employees

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

The Purpose of New-Employee

Orientation
Learning the Organizations Culture
Culture includes long-standing, often
unwritten rules about what is appropriate
behavior.
Socialized employees know how things are
done, what matters, and which behaviors
and perspectives are acceptable.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

The Purpose of New-Employee

Orientation
The CEOs Role in Orientation
Senior management are often visible
during the new employee orientation
process.
CEOs can:

Welcome employees.
Provide a vision for the company.
Introduce company culture -- what matters.
Convey that the company cares about
employees.
Allay some new employee anxieties and
help them to feel good about their job
choice.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

The Purpose of New-Employee

Orientation
HRMs Role in Orientation
Coordinating Role: HRM
instructs new employees
when and where to report;
provides information about
benefits choices.
Participant Role: HRM offers
its assistance for future
employee needs (career
guidance, training, etc.).
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Employee Training
Definitions
Employee training
a learning experience designed to
achieve a relatively permanent
change in an individual that will
improve the ability to perform on the
job.
Employee development
future-oriented training, focusing on
the personal growth of the
employee.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Employee Training
Determining training needs
Specific training goals should be based on:
organizations needs
type of work to be done
skills necessary to complete the work

Indicators of need for more training:

drops in productivity
increased rejects
inadequate job performance
rise in the number of accidents

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Employee Training
Determining training needs
The value added by training
must be considered versus the
cost.
Training goals should be
established that are tangible,
verifiable, timely, and
measurable.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Employee Training
Determining Training Needs

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Employee Training
On-the-job training methods
Job Rotation
Understudy Assignments

Off-the-job training methods

Classroom lectures
Films and videos
Simulation exercises
Vestibule training

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Employee Development
Employee development methods
Job rotation involves moving
employees to various positions in
the organization to expand their
skills, knowledge and abilities.
Assistant-to positions allow
employees with potential to work
under and be coached by
successful managers.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Employee Development
Employee development methods
Committee assignments provide
opportunities for:
decision-making
learning by watching others
becoming more familiar with organizational
members and problems

Lecture courses and seminars benefit from

todays technology and are often offered in
a distance learning format.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Employee Development
Employee development methods
Simulations include case studies, decision
games and role plays and are intended to
improve decision-making.
Outdoor training typically involves
challenges which teach trainees the
importance of teamwork.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Organization Development
What is change?
OD efforts support changes that are
usually made in four areas:
The organizations systems
Technology
Processes
People

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Organization Development
OD Methods
Organizational development facilitates
long-term organization-wide changes.
OD techniques include:
survey feedback
process consultation
team building
intergroup development

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Organization Development
Survey feedback assesses
organizational members
perceptions and attitudes.
The summarized data are used
to identify problems and clarify
issues so that commitments to
action can be made.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Organization Development
Process consultation uses
outside consultants to help
organizational members
perceive, understand, and act
upon process events.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Organization Development
Team building may include:
goal setting
development of interpersonal
relationships
clarification of roles
team process analysis

Team building attempts to increase

trust, openness, and team
functioning.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Organization Development
The Learning Organization
Values continued learning and
believes a competitive advantage can
be gained from it.
Characterized by:
capacity to continuously adapt
employees continually acquire and share
new knowledge
collaboration across functional
specialties
teams are an important feature

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Evaluating Training and

Development Effectiveness
Evaluating Training Programs:
Typically, employee and manager opinions
are used,
These opinions or reactions are not necessarily
valid measures
Influenced by things like difficulty, entertainment
value or personality of the instructor.

Performance-based measures (benefits

gained) are better indicators of trainings costeffectiveness.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Evaluating Training and

Development Effectiveness
Performance-Based Evaluation Measures
Post-training performance method.
Employees on-the-job performance is
assessed after training.
Pre-post-training performance method .
Employees job performance is assessed
both before and after training, to determine
whether a change has taken place.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Evaluating Training and

Development Effectiveness
Performance-Based Evaluation Measures
Pre-post-training performance with
control group method.
Compares the pre-post-training results of
the trained group with the concurrent job
performance of a control group, which
does not undergo instruction.
Used to control for factors other than
training which may affect job performance.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

International Training and

Development Issues
Cross-Cultural Training
Necessary for expatriate
managers and their families:
before assignments (to learn
language and culture)
during, and after foreign
assignments (to adjust to
changes back home).

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

International Training and

Development Issues
Cross-cultural training is more than language
training
Involves learning about the cultures:

History
Politics
Economy
Religion
Social climate
Business practices

May involve role playing, simulations and

immersion in the culture.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

International Training and

Development Issues
Development
Often, organizations do not do a good
job of planning for the return of
overseas managers.
Leads to the managers being frustrated
Returning expatriates can:
be assigned a domestic position
prepare for a new overseas assignment
retire or be terminated
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins