Lecture #7: Onboarding & Training (2&5pts)

Question 1

What information should be included in employee orientation?

Answer 1

The 4 C’s:
- Culture (org norms)
- Clarification (job tasks, objectives, expectations, specifics)
- Connection (introductions)
- Compliance (policies/options)

Question 2

What is the onboarding process? What is the impact on employees and organizational outcomes?

Answer 2

Onboarding can be a formal orientation or informal that spans anywhere from an hour to a few days depending on the organization.

Onboarding helps new employees familiarize themselves…
- With their role/expectations
- The organization
- Policies
- Team members
It also:
- Helps them get integrated
- Provides them the tools to succeed in their role.
- Reduces turnover
- Ramps time-to-productivity

Question 3

What are the steps for preparing a training program?

Answer 3

1. Needs Assessment (Who what and where training is needed)
2. Training Objectives (What are the goals? What should they know or do after training?)
3. Training Content & Learning principles (What delivery system? Different techniques)
4. Program Delivery (Participants need to display retention of the knowledge)
5. Evaluate criteria

Question 4

What are the key learning principles?

Answer 4

• Active Participation
• Faster learning & retained longer
• Repetition
• Feedback
• Relevance
• Transference

Question 5

What are some appropriate training techniques for different types of training output?

Answer 5

Training Output:
- Knowledge/cognitive - Facts, principles, procedures, and info acquired over time
- Declarative - Knowing that (i.e., facts)
- Procedural - Knowing how & when to apply facts
- Strategic - Involves higher level cognitive processes (e.g., planning,monitoring)
- Technical - Skills/behavior
- Interpersonal - Customer service
- Attitudes - Facilitate or hinder behavior

Training techniques:
- Job instruction/on-the-job
- Apprenticeships/on-the-job
- Lecture & discussion/off-the-job
- Programmed learning/off-the-job
- Role-playing/off-the-job
- Job labs, virtual reality, and equipment simulation/off-the-job

Question 6

How do you design and evaluate the effectiveness of a training program?

Answer 6

• Reaction or attitude (satisfaction/liking, usefulness/effectiveness , recommendation intentions)
• Knowledge/skills (tests)
• Behavior (change in on-the-job behavior)
• Org results (productivity, safety etc.)