Human Resources

Management

Onboarding, Training, & Career

Development

Instructor:
Ritu Vinluan, BBA, MPA, CPHR

https://mashable.com/2018/03/26/the-office-characters-as-cartoons/#QzSQV_NHhaqy
How businesses enable its people to work to their full potential; thereby
successfully achieving the organization’s goals.

Staffing

Health &
Compensation
Safety

Human
Resources

HR Advisory &
Organizational
Development
Labour
Relations
Onboarding, Training, & Career Development
Learning Objectives
• EXPLAIN how to develop an onboarding program.
• DESCRIBE the five-step training process.
• DISCUSS two techniques used for assessing training
needs and DESCRIBE how to evaluate the training
effort
• EXPLAIN the strategic importance of career
planning and development in the context of today’s
talent shortage
• EXPLAIN the evolution or career development and
the impact of that on employers and employees
 Orientation vs. Training vs.
Onboarding

Orientation Training Onboarding

long term socialization short-term efforts to develop personal and
process between impart information and cultural branding between
employee and employer instructions related to the employee and employer
job

general information starts during recruitment

Onboarding & Branding
Videos
Purpose of Onboarding
establishes relation between
part of ongoing socialization
staff and intended employee
process
culture and brand

helps reduce first day jitters

foundation for ongoing
& reality shock (cognitive
performance management
dissonance)

improved retention levels

improved productivity and reduced recruitment
costs
Employee Onboarding
*(Orientation)

A procedure
for providing
new
• company policies
employees • expectations regarding
with basic their performance
background
information • operating procedures.
about
 internal publications (handbooks,
newsletters, company history)

facility tour and staff introductions

Content of
job-related documents and explanation of
Orientation duties, procedures, and responsibilities
Programs
expected training to be received

performance appraisal criteria

 HR specialist
• explains corporate
information
• follows up over time
Responsibility Supervisor
for
Onboarding • explains nature of the job
• introduction of colleagues,
etc.
Buddy or mentor
• assists with day-to-day items
 diverse workforce

mergers and acquisitions

Special
Onboarding
Situations union versus non-union
employees

multi-location organizations
 Executive Integration

Executive integration process:

• identify position specifications
• provide realistic information to
candidates
• assess candidate’s previous success with
integration
• announce hiring with enthusiasm
• stress importance of listening and
demonstrating competency
• assist new executives with cultural norms
and change
 too much
Problems information in a
too many forms
short time can
with overwhelm
to fill out

*Orientation employee

& Onboarding
Programs HR information
can be too
little or no
broad;
orientation
supervisor’s
provided
information can
be too detailed
 Employee Socialization Cost/benefit
reaction effects analysis

Evaluation of Onboarding
Programs
 Training Development
teaching employees the basic long-term preparation for future jobs
skills/competencies needed to perform
their jobs
part of organization’s strategic plan
considered investment in human capital

Training &
Development
 skilled at creating,
acquiring, transferring
knowledge

Learning modifying behavior to

Organizations
reflect new
knowledge/insights
 The Training Process

Step 5: Evaluation of Training

Step 4: Training Implementation

Step 3: Validation of Training Design

Step 2: Instructional/Curriculum Design

Step 1: Training Needs Analysis

 • break down job into
Task
tasks and skills
Analysis
• determine where each
(new
each task and skill is
Step 1: employees)
best learned

Training
Needs
Analysis Performance
• verify any performance
deficiencies and
Analysis determine whether
(current they are best resolved
employees) through training or
other means
 prepare curriculum

Step 2:
Instructional ensure that training
and materials support
learning objectives
Curriculum
Design
ensure the quality
and effectiveness of
program elements
What type of job would each require
for this technique?

• Classroom Training
• On-the-Job Training
• Apprenticeship Training
• Job Instruction Training
• E-Learning
• Audiovisual Techniques
• Simulation Training
 an often-overlooked step

ensures that objectives are

accomplished

Step 3: pilot study or run-through

Validation using representative audience
collect feedback and assess
participants
make revisions based on
results
 Performance Analysis
Establish Training Objectives
• specify what the trainee should be able to accomplish after
completing the training
• provide focus for trainee and trainer
• provide a benchmark for evaluation of the training program
 roll out or schedule
delivery by
professional trainers

Step 4: train-the-trainer
workshops may be
Implementation required

ensure trainers are

familiar with content
and presentation
methods
 Before:
potential trainees can be
assessed on their level of ability,
aptitude, and motivation
regarding skills acquired

Step 5: During:

Training provide frequent feedback,

opportunities for practice,

Evaluation
positive reinforcement

After:
program should be evaluated to
see how well its objectives have
been met
 Career planning plays significant role in
retaining valued workers and reducing
turnover.

• Career Planning:
Career Planning • process which someone becomes
aware of personal skills, interests,
& Development knowledge, motivations, and other
characteristics
• Career Development:
• lifelong series of activities that
contribute to a persons career
exploration, establishment, success,
and fulfillment
New Approaches to Career
Development

Identify skills and aptitudes

• general aptitude test battery (GATB)
Identify career anchors
• concern or value a person will not give up
Focus on life trajectories
• designing career and life simultaneously
 Technical/functional

Managerial competence

Creativity
Career Autonomy and independence
Anchors – Security
Edgar Schein
Service/dedication

Pure challenge

Lifestyle
 Shift in
thinking traits and states to
from: context
prescriptive to process

Focus on
linear to non-linear
Life
Trajectories
scientific facts to
narrative evaluations
describing to modelling
 individual must accept
responsibility for career

Roles in Career Requires self-

motivation,
Development: independent learning,
The Individual self-promotion

networking is the
foundation of effective
career management
 important career
development implications
Managing for transferred/promoted
employees and
Internal substantial benefits for

Employee organization

Movement
creates a pool of
potential future
managers with broad
experience throughout
firm
Making Promotion Decisions
Decision 1: Is Seniority or Competence the
Rule?
Decision 2: How Is Competence Measured?
Decision 3: Is the Process Formal or Informal?
Career Development
for Older Workers

Career development strategies

that will help keep employees fully
engaged during their second
middle age:
• Adopt a new attitude:
• Provide career counseling
• Invest in training and
development
• Honour the need for work–life
balance
Breakout Groups
Onboarding Plans: Reality & Creativity

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