Notes of HRM
- Thread starter killin_joe
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kash_kashish
New member
awesome notes...thnxx a lot m8....and thnxx to shiva as well for the ppt
preet jain
Par 100 posts (V.I.P)
hi...........check out document on performance management........
thanks
thanks
please help me build a project on performance appraisal...
:tea: it's very helpful with the master I'm doing!!!SYED KOWNINE
New member
vicsrathod
New member
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...G8.. nice work..........................................
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...G8.. nice work..........................................
Orientation
Training for New Employees
General: The most important and widely conducted type of regular training is done for new employees. Orientation is the planned introduction of new employees to their jobs, co-workers, and the organization, and is offered by most employers. It requires cooperation between individuals in the HR unit and other managers and supervisors. In a small organization without an HR department, the new employee’s supervisor or manager usually assumes most of the responsibility for orientation. In large organizations, managers and supervisors, as well as the HR department, generally work as a team to orient new employees.
Key Purposes: Effective orientation achieves several key purposes:
- Establishes a favorable employee impression of the organization and the job.
- Provides organization and job information.
- Enhances interpersonal acceptance by co-workers.
- Accelerates socialization and integration of the new employee into the organization.
- Ensures employee performance and productivity begin more quickly.
Effective orientation efforts also contribute to both short-term and longer success. The following HR Practice contain some suggestions on how to make employee orientation more effective. Some research studies and employer surveys report that the socialization of new employees and their initial commitment to the organization are positively affected by orientation. This socialization enhances the “person-organization fit” which also reinforces the positive views of the jobs, co-workers, and the organization. Another value of orientation is that employers have found that higher employee retention rates result when new employees receive effective orientation. This form of training also contributes to overall organizational performance when employees more quickly feel a part of the organization and can begin contributing to organizational work efforts.
One way to expand the efficiency of orientation is through use of electronic orientation. A number of employers place general employee orientation information on company intranets or corporate Web sites. New employees can log on and go through much of the general material on organizational history, structure, products and services, mission statements, and other background information instead of sitting in a classroom where the information is delivered in person or by videotape. Then more specific questions and concerns can be addressed by HR staff and others after employees review the Web-based information. Unfortunately, many new employee orientation sessions come across as boring, irrelevant, and a waste of time by both new employees and their department supervisors and managers.
Training for New Employees
General: The most important and widely conducted type of regular training is done for new employees. Orientation is the planned introduction of new employees to their jobs, co-workers, and the organization, and is offered by most employers. It requires cooperation between individuals in the HR unit and other managers and supervisors. In a small organization without an HR department, the new employee’s supervisor or manager usually assumes most of the responsibility for orientation. In large organizations, managers and supervisors, as well as the HR department, generally work as a team to orient new employees.
Key Purposes: Effective orientation achieves several key purposes:
- Establishes a favorable employee impression of the organization and the job.
- Provides organization and job information.
- Enhances interpersonal acceptance by co-workers.
- Accelerates socialization and integration of the new employee into the organization.
- Ensures employee performance and productivity begin more quickly.
Effective orientation efforts also contribute to both short-term and longer success. The following HR Practice contain some suggestions on how to make employee orientation more effective. Some research studies and employer surveys report that the socialization of new employees and their initial commitment to the organization are positively affected by orientation. This socialization enhances the “person-organization fit” which also reinforces the positive views of the jobs, co-workers, and the organization. Another value of orientation is that employers have found that higher employee retention rates result when new employees receive effective orientation. This form of training also contributes to overall organizational performance when employees more quickly feel a part of the organization and can begin contributing to organizational work efforts.
One way to expand the efficiency of orientation is through use of electronic orientation. A number of employers place general employee orientation information on company intranets or corporate Web sites. New employees can log on and go through much of the general material on organizational history, structure, products and services, mission statements, and other background information instead of sitting in a classroom where the information is delivered in person or by videotape. Then more specific questions and concerns can be addressed by HR staff and others after employees review the Web-based information. Unfortunately, many new employee orientation sessions come across as boring, irrelevant, and a waste of time by both new employees and their department supervisors and managers.
swapnali santosh kapal
New member
thank u its very helpful:SugarwareZ-299::SugarwareZ-299: