Chapter 3 Job Analysis


Step 3: Employment Interview



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Step 3: Employment Interview

  • Step 3: Employment Interview
  • Step 4: Reference Checks and Recommendations
  • Step 5: Hiring decision
  • Step 6: Physical Examination
  • Step 7: Final employment decision (job offer)

Orientation

Orientation

Orientation introduces new employees to the organization and to the employee’s new tasks, managers, and work groups.

  • Socialization occurs when a new employee learns the norms, values, work procedures, and patterns of behavior and dress that are expected in the organization.
  • Goals of Orientation
  • To reduce anxiety
  • To reduce turnover
  • To save time
  • To develop realistic expectations

CH-5 Training

  • Training tries to improve skills or add to the existing level of knowledge so that the employee is better equipped to do his present job more successfully.
  • Development refers to learning opportunities designed to help employees grow

Objectives of Training

Objectives of Training

  • To establish a sound relationship between the worker and his/her job
  • To develop healthy, constructive attitudes-better cooperation and greater loyalty
  • To prepares employees for future assignments-to climb up the promotional ladder
  • To increase productivity-most efficient (cost effective)
  • To minimizes operational errors- unnecessary repetition, wastage, and spoilage of materials are brought down
  • To enhances employees’ confidence and morale
  • To brings down employee turnover and absenteeism

Objectives of Development

Objectives of Development

  • To stimulate a more creative and innovative approach to problem solving and decision making and provide management with the latest information on theory and practice of management
  • To broaden the manager’s vision and understanding in preparation for additional responsibility
  • To give the managers the opportunity to discuss ideas and problems with other people.
  • To teach managers how to determine the consequences of various specific managerial actions and behaviors
  • To reduce or prevent managerial obsolescence

Process of Training & Development

Process of Training & Development

1. Identifying training and development needs

2. Establishing training and development objectives

3. Selecting training and development methods and media

4. Implementing the actual training and training program

5. Conducting evaluation and follow

Methods of Training & Development

Methods of Training & Development

  • On-the-job training
  • The employee is placed into the real work situation and shown the job and the tricks of the trade by an experienced employee or the supervisor.
  • simple and relatively less costly
  • Apprenticeship
  • Job rotation
  • Special projects
  • Internship training

2. Off-the-job training

2. Off-the-job training

  • lecture-discussion,
  • programmed instruction, and
  • Computer assisted instruction (CAI).

3. Vestibule training

3. Vestibule training

also known as simulation, is a method that presents the real work situation in the learning sessions


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