Socialization,Socialization, OrientationOrientation And PlacementPlacement

Socialization

Defined: a process in which an individual acquires the attitudes, behaviors and knowledge needed to successfully participate as an organizational member Anticipatory socialization Encounter Settling in

SOCIALIZATION A process of systematically changing

the expectations, behavior, and attitudes of a new employee in a manner considered desirable by the organization.

It begins with the initial Employee Orientation and continues during later training and development activities as well as day-to-day supervisor-subordinate relations.

Orientation

Introduction of a new employee to his/her job and the organization.

A program designed to help employees fit smoothly into an organization; also called socialization.

Orientation or socialization is designed to provide new employees with the information needed to function comfortably and effectively in the organization.

Orientation A planned welcome to the organization that usually is

shared by the human resources (or training) department and the new employee’s supervisor.

On-going process Begins with the hiring decision and continues well into

the first full year New Employee Orientation is an umbrella program for

other programs that include performance reviews and training

Information is given closest to time when it is needed Benefits of program are clear and visible to both the

organization and the new employee.

Fast Fact: New employees decide during the first week on a new job whether or not they will stay.

Purpose of Orientation Introduce employee to the work

environment Gain feeling of belonging Create a positive impression Prevent uncomfortable feelings of

isolation and frustration Make new employees feel part of a group

Purpose

Reduce start up costs Reduce anxiety Reduce employee turnover Save time for the supervisor Develop realistic job expectations, positive attitudes

and job satisfaction

Fast Fact: On average, the time for external new hires to achieve full productivity ranges from eight weeks for clerical jobs to 20 weeks for professionals to more than 26 weeks for executives.

Orientation (continued)

It conveys three types of information:1. General information about daily work

routine.2. Review of organization’s

history ,purpose operations, and products or services and contribution of employee’s job to the organization’s needs.

3. Presentation of organization’s policies, work rules and employee benefit.

Types of Orientation

Two types of orientation:1. Work unit orientation: Familiarizes employee with goals of work unit,

contribution to the unit’s goals, introduction to co-workers.

2. Organization orientation: Informs employee about the organization’s

objectives, history ,philosophy procedures and rules, human resource policies and benefits. Tour of organization’s work facilities.

Orientation Structure

Initial “integration” Basic orientation from Human Resources Structured orientation/training process within

department Orientation interview follow-up 30 to 90 days

after hire

Results of Positive, Effective Orientation Excited employee, who quickly becomes

well adjusted to the organizational culture

Employee who understands the University goals and how he/she fits into them

More productive employee Employees have positive impression

Conclusion

Orientation must be planned, structured, and all-inclusive to be effective

Effective orientation programs establish an ROI that includes reduced turn-over rates and increased employee satisfaction

Requires investing time Investing time at the new hire stage offers the

reward of having productive, dedicated employees Investing time at termination/hiring stage only costs

time and lost productivity

Placement

Placement Fitting a person to the right job.

Person-job fit Matching the knowledge, skills and abilities

(KSAs) of people to the characteristics of jobs (tasks, duties and responsibilities).

Benefits of person-job fit Higher employee performance Lower turnover and absenteeism

KSAs = TDRs = Job Success?KSAs = TDRs = Job Success?

Model of Employee PlacementAssessment-classification