socialisation of new employees

8/7/2019 Socialisation of new employees

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Presented by:

IlaJoshi

Ashutosh Pant


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How employees adjust to a new

organization

What is at stake:

Employee satisfaction, commitment, andperformanceWork group satisfaction and performance Start-up costs for new employee Likelihood of retention Replacement costs


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Socialization is a process by which a personlearns the values, norms, and required behaviors

which permit that individual to participate as amember of the organization (Van Maanen,1975).


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Are critical to the survival of the organization.

Allow new members more and more access to theinternal workings of the organization

Impact uncertainty reduction, role ambiguity, andturnover


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Preliminary learning

Learning about the organization

Learning to function in the work group

Learning to perform the job

Personal learning

Werner & DeSimone (2006) 5


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Three stages:

Anticipatory socialization

Encounter

Change and Acquisition



7/24Werner & DeSimone (2006) 7

By Permission: D. Feldman (1981)


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Setting of realistic expectations

Determining a match with newcomer



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Formal commitment made to join theorganization

Breaking in (initiation into the job)

Establishing relationships Roles clarified



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New employee accepts group norms and values

Employee masters tasks

Employee resolves any role conflicts andoverloads



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Reduce newcomer stress

Reduce start-up costs

Reduce turnover

Expedite proficiency

Assist in newcomer assimilation

Enhance adjustment to work group and norms

Encourage positive attitude



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Information about company as a whole

Job-specific information



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Overview of company

Key policies and procedures

Mission statement

Company goals and strategyCompensation, benefits, safety

Employee relations

Company facilities



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Department functions

Job duties and responsibilities

Polices, rules, and procedures

Tour of department Introduction to departmental employees

Introduction to work group



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Too much paperwork

Information overload

Information irrelevance Scare tactics

Too much selling of the organization



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Too much one-way communication

One-shot mentality

No evaluation of program

Lack of follow-up



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Set objectives

Research orientation as a concept

Interview recent new hires

Survey other company practices Review existing practices

Select content and delivery method

Pilot and revise materials



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AGRICULTURE RESEARCH SERVICE


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To have an effective orientation program that isconsistent throughout ARS

Establishing and maintaining an effective,diverse, and motivated workforce to ensureresearch excellence in support of the Agencymission.


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Welcome Mission

Vision

Video- Science in Your Shopping Cart Processing in - Forms

Benefits reviewMeet with Supervisor


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Agency Overview Structure

Values

Strategic Plans

Headquarter/Area Office

Legislative Affairs Office Budget and Program Management

Office of Chief Information OfficerOffice of International Research Programs

Office of Scientific Quality Review

ARS Area Offices/Locations


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Brown bag lunches and/or roundtable

discussions

Thrift Savings Plan (TSP)

RetirementCareer Development


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Time and attendance policies Travel policies (including foreign) Ethical standards Safety (office and lab)

Office of Workers Compensation Program Career development (IDP, etc.) Retirement Unions

Policies and procedures Employee Assistance Program Cooperative Resolution Program Mandatory training (workplace violence, sexual

harassment, ethics, diversity, etc.)


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Rating 5 = very definitely/very clear

4 = yes/mostly clear

3 = somewhat/OK

2 = not sure/need more information 1 = no/insufficient

How I Feel Now:

_____ I am eager to begin work.

_____ I feel welcome here. _____ I anticipate a positive working relationship with my

supervisor.

_____ I anticipate a positive working relationship withpeers in my department.

socialisation of new employees

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