MHR 523 FINAL VERIFIED & ACCURATE STUDY GUIDE
Orientation - Answers - long term socialization process between employee and
employer
problems with orientation programs - Answers - too much info in a short time can
overwhelm new employees
too many forms to fill out
little or no orientation provided
hr info can be too broad
Onboarding - Answers - a procedure for providing new employees with basic
background information about the firm and the job
Organizational Socialization - Answers - The process by which people learn the norms
and roles that are necessary to function in a group or organization
Content of Orientation Programs - Answers - -internal publications (handbooks,
newsletters, company history)
-facility tour and staff introductions
-job-related documents and explanation of duties, responsibilities
-expected training to be received
-performance appraisal criteria
Evaluation of Orientation Programs - Answers - Employee reaction
-evaluate usefulness, job performance
Socialization effects
-assess progress towards understanding norms
Cost/benefit analysis
-compare costs of program (e.g. materials, time) to benefits (e.g. fewer errors, rate of
productivity)
How can you prepare employees for the encounter? - Answers - Hazing - a type of
initiation requirements
E.g. swallowing a goldfish to get into a fraternity
Shows commitment of new members
, Training - Answers - the process of teaching employees the basic skills/competencies
that they need to perform their jobs
short-term efforts to impart information and instructions related to the job
part of organization's strategic plan
considered investment in human capital
Five step training process - Answers - 1) Training needs analysis
2) instructional design
3) validation
4) implementation
5) evaluation of training
(TIVIE)
Five step training process
Step 1: Training Needs Analysis - Answers - Task Analysis (new employees)
-break down job into tasks and skills
-determine where each each task and skill is best learned
Performance Analysis (current employees)
-verify any performance deficiencies and determine whether they are best resolved
through training or other means
-Can't do vs won't do
Five step training process
Step 2: Instructional Design - Answers - prepare curriculum
ensure that training materials support learning objectives
ensure the quality and effectiveness of program elements
Traditional Training Techniques:
classroom training
on the job training
job instructions
e-learning
Five step training process
Orientation - Answers - long term socialization process between employee and
employer
problems with orientation programs - Answers - too much info in a short time can
overwhelm new employees
too many forms to fill out
little or no orientation provided
hr info can be too broad
Onboarding - Answers - a procedure for providing new employees with basic
background information about the firm and the job
Organizational Socialization - Answers - The process by which people learn the norms
and roles that are necessary to function in a group or organization
Content of Orientation Programs - Answers - -internal publications (handbooks,
newsletters, company history)
-facility tour and staff introductions
-job-related documents and explanation of duties, responsibilities
-expected training to be received
-performance appraisal criteria
Evaluation of Orientation Programs - Answers - Employee reaction
-evaluate usefulness, job performance
Socialization effects
-assess progress towards understanding norms
Cost/benefit analysis
-compare costs of program (e.g. materials, time) to benefits (e.g. fewer errors, rate of
productivity)
How can you prepare employees for the encounter? - Answers - Hazing - a type of
initiation requirements
E.g. swallowing a goldfish to get into a fraternity
Shows commitment of new members
, Training - Answers - the process of teaching employees the basic skills/competencies
that they need to perform their jobs
short-term efforts to impart information and instructions related to the job
part of organization's strategic plan
considered investment in human capital
Five step training process - Answers - 1) Training needs analysis
2) instructional design
3) validation
4) implementation
5) evaluation of training
(TIVIE)
Five step training process
Step 1: Training Needs Analysis - Answers - Task Analysis (new employees)
-break down job into tasks and skills
-determine where each each task and skill is best learned
Performance Analysis (current employees)
-verify any performance deficiencies and determine whether they are best resolved
through training or other means
-Can't do vs won't do
Five step training process
Step 2: Instructional Design - Answers - prepare curriculum
ensure that training materials support learning objectives
ensure the quality and effectiveness of program elements
Traditional Training Techniques:
classroom training
on the job training
job instructions
e-learning
Five step training process
