Training and Development (8) - Assignment Example

This involves three stages: anticipatory, encounter and settling in. The anticipatory stage deals with potential employees. These candidates from previous experience, interaction with peers and managers have an idea of what the company stands for and how it operates. However, Mallor et al (2010) suggests that they should be given a realistic job preview to help them make an informed decision on whether to work for the company. This gives them the true picture of the company instead of relying on hearsay hence they have realistic expectations about the company and working conditions.

This information can be obtained from brochures, magazines and company website. Once the potential candidates have been recruited, they move into the encounter stage. At this stage, the employee needs to understand his/her roles and responsibilities so as to perform according to expected standards. He/she also needs to understand the company policies and procedures especially the company culture as it determines the behavior of employees. The organization structure indicates the reporting relationships and interrelationships in the organization thus it is crucial for employee to understand it.

Though they may have previous experience, each company has its way of doing things hence they need to be given appropriate training and orientation. They also need manager’s support in form of information about their job and the company, challenging work and high-quality relationship (Mallor et al. 2010 p. 479). The last stage is settling in. At this stage, employees are already familiar with their job tasks, company policies and procedures and have developed interpersonal relationships (Mallor et al. 2010). However, they need to deal with various work conflicts such as conflicting job demands.

They also have to balance work and family life or nonwork activities so as to be productive employees. They also need to understand how their performance is to be evaluated and how they can progress in their career. 2. Why are content and process important in the design of employee orientation programs? What content should an effective orientation program include?  What process should be used? Orientation involves familiarizing the employees with the company history, company goals, performance requirements and interpersonal relationships (Mallor et al. 2010 p. 480).

The success of employee orientation programs depends on the content and the process used. These programs are aimed at enhancing commitment and engagement from employees and consequently loyalty to the company which leads to reduced labor turnover and competitive advantage. The content helps the employees to understand their work, the company as well as policies and procedures. An effective orientation program includes company level information such as policies and procedures, employee and union relations, compensation and benefits and customer relations.

It also includes department level information such as job duties and responsibilities, performance expectations, and introduction to peers. The content also entails the relation of individual to community such as how to find suitable housing and how to deal with family adjustments (p. 481). The process of orientation involves filling forms, scheduling and attending orientation meetings, interacting with managers and coworkers as well as familiarizing with products and services (P. 481). 3. How could you