CHAPTER 8

Socializing, Orienting, and

Developing Employees

DeCenzo and Robbins HRM 7th

Edition 1
CHAPTER 8 TOPICS:

 1: Socialization
 2: Socialization steps
 3: Who socializes a new employee???
 4: Employee training importance
 5: Training
 6: Training needs
 7: Organization development
 8: Evaluating training and development
 9: Global issues

DeCenzo and Robbins HRM 7th

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1: SOCIALIZATION

Adaptation

Outsider-insider
passage

Organizational entry

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1: ASSUMPTIONS ABOUT
SOCIALIZATION

Influences
performance
Increases
organizational
stability
New members suffer
anxiety
Does not occur in a
vacuum
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1: REACTIONS AND
ADJUSTMENTS

Similar for all

individuals
Incomplete new
information
Memory/impressions
distorted
Adjustments have to
be made

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2: SOCIALIZATION
PROCESS STEPS

Prearrival

Encounter

Metamorphosis

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2: PREARRIVAL

Before starting the

job
Enter with values,
attitudes,
expectations
Schools, training
Interviews prepare
for organizational fit

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2: ENCOUNTER

Upon entry into

organization
Shock at possible
dichotomy
Expectations
Reality
Affirmation
Detachment

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2: ENCOUNTER

TALK TO THE PERSON NEXT TO YOU

ABOUT THE FIRST DAY ON A JOB.
(USE THE HOMEWORK FROM CHAPTER
7)
WAS THERE A DIFFERENCE BETWEEN
THE BEST/WORST JOBS?

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2: METAMORPHOSIS

Problems worked out

Comfortable with
environment
Productivity
Commitment
Turnover

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3: MANY PEOPLE
SOCIALIZE NEW HIRES

HRM
Orientation
Schedule others
Supervisor
Peers
Organizational culture
CEO - visioning,
access, interest

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4: EMPLOYEE TRAINING
VALUE

Job complexity
Job changes
Employee diversity
Learning designed to
produce a change
Employee training
Skills needed to do the
job at hand
Employee
development ????????
DeCenzo and Robbins HRM 7th
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5: TRAINING - LEARNING
THEORY

Motivation
Feedback
Reinforcement
Practices improves
performance, then
plateaus
Transferable

– See Exhibit 8-3

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Exhibit 8-3: Principles of Learning

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6: TRAINING NEEDS

Organization goals
Tasks to complete
those goals
Behaviors needed to
perform those tasks
Employee deficiencies
in
Skills
Knowledge
Abilities DeCenzo and Robbins HRM 7th
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6: BEFORE YOU TRAIN…..

MAKE SURE
PERFORMANCE
DEFICIENCY IS DUE
TO LACK OF
TRAINING

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6: TRAINING APPROACHES
(ON-THE-JOB)

Strengths
Simple
Actual job
Weaknesses
Productivity
Mistakes
Types
Apprenticeship
Job instruction
DeCenzo and Robbins training
HRM 7th
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6: TRAINING APPROACHES
(OFF-THE-JOB)

Classroom lectures
Films and videos
Demonstrations
Case studies
Simulations
Programmed
instruction
Interactive video disks
Virtual reality
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6: AND…..

Computer-based
training
Vestibule training

• See Exhibit 8-5

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Exhibit 8-5: Off-the-job Training Methods

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6: EMPLOYEE
DEVELOPMENT

Future oriented
Education, not
training
Reasoning, decision
making
Personal growth
All employees, not
just managers

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6: EMPLOYEE
DEVELOPMENT METHODS

Job rotation

Assistant-to positions

Committee
assignment

 AND…
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6: EMPLOYEE
DEVELOPMENT METHODS

Lectures and
seminars

AND….

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6: EMPLOYEE
DEVELOPMENT METHODS

Coaching

Simulations

Outdoor training

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7: ORGANIZATION
DEVELOPMENT

Goal is to help
organizations
(people) adapt to
change
Change affects
Technology
Systems
People
Processes
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7: ORGANIZATION
DEVELOPMENT GOALS

Help employees adapt

to change
Build acceptance of
new culture
Generate support for
whatever actions need
to be taken

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7: ORGANIZATION
DEVELOPMENT MODELS

Kurt Levin Change

Stages
Unfreeze status quo
Change
Refreeze to stabilize
Rafting in white water
Nimble, flexible,
adaptable to survive

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7: ORGANIZATION
DEVELOPMENT METHODS

Climate surveys
Team building
Third-party
interventions
Change agents

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7: OD - THE LEARNING
ORGANIZATION

Systems thinking
Personal mastery
Mental models
Shared vision
Team learning

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7: OD - THE LEARNING
ORGANIZATION

ORGANIZATION
DEVELOPMENT

BECOMES

ORGANIZATIONAL
TRANSFORMATION

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8: EVALUATING TRAINING
AND DEVELOPMENT

NEEDS TO BE MORE
THAN JUST FUN

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8: EVALUATING TRAINING
AND DEVELOPMENT

OR NOT

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8: EVALUATING TRAINING
AND DEVELOPMENT

Cost effectiveness

Deficiencies corrected

Productivity measured

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8: PERFORMANCE-BASED
EVALUATION MEASURES

Post-training
performance method

Pre-post-training
performance method

Pre-post-training
performance with
control group method
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8: POST-TRAINING
PERFORMANCE

Train

Evaluate performance

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8: PRE-POST-TRAINING
PERFORMANCE

Establish/identify
baseline

Train

Evaluate performance

DeCenzo and Robbins HRM 7th
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8: PRE-POST-TRAINING
WITH CONTROL GROUP

Establish/identify
baseline
Control group
Hold out some
subjects
Do nothing to them
Train the rest
Evaluate performance
of both groups
Compare resultsDeCenzo andEdition
Robbins HRM 7th
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8: INTERNATIONAL
ISSUES

Training
Culture
Language
Techniques
Development
Necessary for
executives
Expatriates

DeCenzo and Robbins HRM 7th

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8: PROBLEMS WITH
EXPATRIATES

Out of sight, out of

mind
Jobs
Raises
Promotions
Retention
Retirement
Termination

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QUICK: REVIEW
CHAPTER 8

ANSWER THESE QUESTIONS ON A SHEET

OF PAPER.
1. THE MOST IMPORTANT THING WE DID IN
CLASS TODAY _______.
2. I STILL HAVE QUESTIONS ABOUT___.
3. THE BEST THING ABOUT CLASS TODAY WAS
_______________.
4. DON’T D0 ____________ ANYMORE.
• TURN THEM IN, PLEASE. NO NAMES. WE’LL TALK
NEXT CLASS SESSION
DeCenzo and Robbins HRM 7th
Edition 40
PREVIEW: CHAPTER 9

Ask 3 people you know:

Do you like your job?
Do you have a career or a job?
Why do you think so?

 Write up their responses for 1 extra point on your final grade.

DeCenzo and Robbins HRM 7th

Edition 41
Exhibit 8-1: A Socialization Process

DeCenzo and Robbins HRM 7th

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Exhibit 8-2: Sample Orientation Agenda

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Exhibit 8-4: Determining Training Needs

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Exhibit 8-6: Lewin’s Change Process

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Exhibit 8-7: A Sample Climate Survey

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