 Assalamu alaikum, I am Muhtar Ahmad with the virtual university course of Human Resource Management. And we are here today with our lecture number 21 and I believe you are learning and remember that we are discussing our hiring process. We started our hiring process and in last couple of lectures we are discussing different parts of or different steps of a hiring process, the main activity of human resource department or human resource management. So let us start our today's session. So as usual we have to review our last lecture and that was lecture number 20. We started our selection process of selection step of hiring process and within selection we were discussing different steps which form the selection process. Oruske under during our lecture number 20 we tried to understand the first step of selection process and that was background investigation of those candidates which are already qualified and they might be the your potential employees. After background investigations we again discuss this step number 6 that was conditional job offer subject to the next step that was the physical exam and drug test. And if everything will go fine definitely the last stage the permanent job offer was also discussed during our lecture number 20th. And I hope now at that at this level you have fair enough or fair idea or concept about the selection process of HR activities. We also discuss not only that you are selecting different level of people keeping in view today is this globalization concept of people going out of their domestic boundaries for their organization purpose for their business purpose. And we try to understand the concept of selecting managers and in this topic we try to explain to you that what option any organization can have they can hire a person as a manager male or female of course from your from their parent country. And we also discuss their advantages and disadvantages in the same way they have the option to go for the host country. And if they have to pick the host country manager a manager from the host country where they have the setup again they were certain advantages and disadvantages. And the last option was you do not want to go for the your own parent country nation you do not want a host country due to any reason technical may be may be economical may be some strategical decision. But then you have the third option which was hiring a manager from third nation third country nation. And again we try to understand what are the pros and cons what are the advantages and disadvantages of hiring a third country nation. So that was the selection process of course the second stage of hiring process. And after that the last stage of hiring was a socialization. And we did started our socialization part in a lecture number 20. The three steps recruitment selection on socialization these are the basic components basic part of a hiring process of any organization. And remember that it depend on organization to organization the type of job we are talking about that how they proceed for this hiring process. The basic logic will be the same but they might skip certain points or certain steps or they might add few more. But the basic philosophy is the same and again who will do that that also depend on organizations size of the organization and the kind of job we are talking about. So let us move forward and see what we are supposed to discuss today. Still we have to finish our socialization part because that was not completed and we have to understand why we have to do that. And what kind of topics we are covering in socialization activity or sometime we call it socialization orientation training. What is the purpose of socialization? And why it is important? Let us start with this and we will move forward. We have to go for orientation socialization process. You can have the orientation training. You can have the welcome party. You can have the job rotation even posting with different people and learning at job. And so many other techniques you can use to complete this socialization process. Reason is important is that you are going to increase the improve the ability of the new employees. As we discussed in the previous lecture that since a new person entering in your organization, he or she might be having certain kind of anxieties, concerns, some people are not so open, some people are very reserved. So maybe they cannot perform as much as you have brought them with proper orientation. So then chances are that they are going to deliver more and better. So by socialization through socialization rather we are trying to improve the ability of our new comer, the new worker, the new employee in the organization. He or she is the new person, the new employee. They are going to learn companies values and systems. How people do their work? What are their values? What are their ethics? What is their culture, how is their system working? Because of course, we will go ahead and see that maybe they are expecting something else, so something else is going on ahead. It is better that you should tell them, you should teach them rather than he or she should learn by mistakes. So they will learn the company's values and system. That is another benefit. That is another reason that you want to do the socialization. And by this because you are giving him or her the importance, you mean organization. They are taking care of their concerns. So naturally it will increase the commitment, their commitment of course and commitment of together for the success for that to achieve that particular goal of the organization. Also the benefit and now the willingness to work with commitment of new person will also increase. Just imagine that you are joining a new institution. You are joining a new even education institution. And if they will come forward and welcome you there and they will take you around and show you that these are your labs where you have to do your practical work. Here is the library and they might provide you the some written material indicating or showing all procedures. Don't you think that this will increase your morale? It is going to help you to feel comfortable and your commitment to start with work, start the work, start your learning will increase. And that is how when new employees or new worker they join any organization, an organization arrange nice and very organized form of orientation program or socialization program due to which the commitment will increase. So this is also the importance of the socialization there. The willingness of new worker to work with commitment will increase. And now since they are joining a new organization and in beginning they might have some anxiety but due to this socialization process now they are feeling comfortable this new environment. And now they can start working, they can start delivering. Similarly through this socialization they will know each other in the company who is doing what and how he or she will be dealing with different kind of people. They will know that Mr. Such and Such they are in the account department and the other person who is dealing the purchase he is the right person and if you need something you can ask such and such person and so on. So it is the acclimatization in new environment by knowing each other. Similarly let us see how this socialization process what are the steps different steps what are the different stages of socialization. So we can see three stages and remember that it is not necessary that socialization process start even after the joining of the organization. It has already started way before the joining of new employees. That is why in those steps we always discuss three stages that is pre-rival, encounter and metamorphosis. Let us see what are those different stages of socialization and what is happening at each stage. Let us start with the pre-rival. Even before joining an organization the potential candidates the newcomer their socialization has already been started. How? Way before starting the job. Whenever a person is thinking of joining a job or joining an organization naturally they try to get information about that particular organization. They might go and ask people what kind of environment you have here. What kind of the job is and even today you can have the web page of each organization on the net. You can surf around you can go through all those information and before even joining you have enough information. And it is also suggested that before going for interview before going for any before even applying any organization it is good to know that organization so that you should be clear where you are heading and where you are going. Similarly before joining any organization based on those information they have collected from their friends, from their colleagues, from their even from net or from the booklets they are publishing they might develop certain expectations. They might develop certain attitude toward particular organization. Similarly even during schooling and training. We have talked about job fair in external sources in terms of internship. Even during their study people already know a lot of things about different organization or they know that they have to pay for certain tests. They know that they have to go through the interview process within that particular organization. So people do put lot of efforts to prepare themselves keeping in view the organization value the kind of work they are doing the kind of people they have there and that is how the socialization process has already started. Even before arrival or before they are joining in that particular organization. Now when actually they can encounter with the people they can join what happened there when they are entering in the organization. They might have some shocks remember we said in the previous slide that they developed certain kind of attitude and expectation about that particular organization. Now there are two things one is the expectation and the second thing is a reality what is the ground reality there. So even when people join some organization they might have certain kind of shocks they were expecting something different and in the reality it is different. So during socialization these things should have been overcome and if the shock is the big one naturally it will be the marriage will finish quickly and what is marriage mean here. They have joined a new organization both together. If the shock expectation or the reality has more difference then logically then people will start thinking I did wrong that was my mistake. Let's start looking for something else. Or either they will believe the shock will start or as I told you they will leave. So this was the second stage of the socialization process. The last third stage where it will go through different stages like metamorphosis. What happens here? Here she will try to work out those problems, the differences, the expectation or ground reality matter. It is better. Or then they will start feeling comfortable provided they adjusted themselves, provided they have worked out the problems and they will start feeling comfortable with this new environment. Naturally then productivity will start, they will start delivering something and with commitment of course but if it is other way around to turn over will be there, detachment will be there, they will leave or they will be misfit and they have to leave So in socialization a person, a new employee has to go through all those stages, steps. As I said even this process start before they are joining pre-rival, before they are joining organization and then actually when they encounter and then they have to go through different phases. And during socialization new employees have to socialize with so many people, new hires, new person who are joining the organization and they are of course HR department, the people involved in human resource management and of course to orientation and discussion. They can interact with them, they have to socialize with their supervisor, not only supervisor but of course their colleagues, peers, those who work together and of course organization culture, not only this they have a chief executive officer and only they have to socialize with the person, personalities but with their real, with their outlook what they are up to because if they want to be part of the team they have to know each other well. Now let's see what are the topics which are covered in specific that is the orientation part. Remember we discussed that in socialization there are different techniques, different tools of socialization and one very important part is the formal orientation or orientation training part and now more and more organization they go with the orientation training and it is essential part. Earlier it was like this, a couple of decades back even society, you join any organization and they will tell you this is your job, do it. Like when I started my career this was my passion to be a teacher and when I was selected nobody taught me how to teach, nobody gave me any orientation that okay this is the way you should be teaching. What happened? I tried to copy them. So what is the guarantee that what you are doing is right or not? We see the even we discussed this point in the last lecture to the organization go for proper orientation training so that you should start working according to the philosophy and the culture and the norms and the values of that particular organization as per requirement of the job. So let's move and see what kind of topics, what different topics they are covering in the orientation part which is a formal socialization training we can say it. It starts with introduction, which kind of introduction? Of course they introduce, the new employees are introduced to organization. You have to work with, this is your boss, then they are also introduced to their trainer. The Joe's orientation time, Joe's specific socialization part it can be one week, two weeks, one month or so on. This is your trainer and this is the topic we will cover. Of course to co-workers, those people who you have to work with, they are also introduced to you, which are your co-workers. And as I told you that even the socialization, your welcome party is introduced to them also. Apart from that, job rotation and even they can take you around and show you okay these are the people where you, with whom you will be working. So, your introduction is also done with your co-workers. And who else? Yes of course with the system, the complete system of organization. How do different departments work? And what kind of links they have there? How this whole system is working? They will introduce the new employees with that system too. And then they are told about their duties. We are talking about job related duties. It starts with the job location itself. Where you will post, where you have to work. Not only this, of course the task of job too. And then what you have to work on there, that has also been discussed and shown to you. Apart from that, and if there is any particular safety requirement for that particular job, that is also very important. And you have to know that before you start your actual job. And I believe you remember in previous, in some lecture we discussed that you must have seen, you must have heard. Even in some factories, when people go to work, they get a special helmet type cheese pan for protection. And even if there is, machinery is so much sound, its noise is so much, for that special hearing protection is applied. And some, for some particular jobs, you might need special type of glasses. And even for certain jobs requirement, you might have to even wear a special dress for that particular job. So these things too, when you are told about your job duties, along with that safety requirement, you are shown in that orientation. What else? And they will give you the overview of the job. A complete overview, so that you should be clear. Similarly, they want to make sure that you know the objective of your job. With reference to the whole organizational system. This is also the uncover while giving the orientation training. And then, as I said earlier, what is the relationship between your particular job and other jobs? So that you should be clear that if you will do something wrong at your job, it is not going to affect your performance, but of course it is going to affect the whole system. And then they will also cover some organizational issues. And what are those? Like they will tell you the history of not only the organization, but of course the employer, the owner, the founder. Because that is very important. Why it is important? Because the founders, VN is very important. The person who has started this organization, his VN, are the main objective through which they have established this setup, is very important. So new employees should know that how they started, what kind of hardship they have gone through. So that they should realize how important it is for the founder, for the employer to get things done from them. So they will tell you the history of the employer and then the organizational setup of the employers. What are their roles? What capacity are they working on? Not only this, but they will tell you, they will give you even the name, title, their contact numbers, even article to emails, phone numbers, on key locations of the key executive of your organization. Who is heading the finance department? Who is the head of marketing department? Who is heading the production department? And so on. Even some people who are directly concerned to you, you should also know their name, title, and contact points or contact numbers. Similarly, employees' titles and departments, as I said earlier, they do key executive work, they tell you, then the organizational structure of the departmentalization, what is going on in it? In that organizational structure, is it a functional distribution? Is it a product-based distribution? Is it a region-based distribution or whatever? Then the employees, the main-main, they tell you about what are their titles? What are they actually working on? And how they are related to your work? Are your job, are your section? So this is also told to you. What else? And actually they will also take you around and show you the physical layout of the facilities in your organization or at your workplace. In the last lecture, we discussed that even you are told where is the cafeteria, where is the mosque, where is the photocopy of the rocks, and similarly, other facilities like, where is the production department, where is your account department, where is your marketing department, they are introducing you the physical layout of the facilities you have in the organization. Even sometime, mostly of course, they will also show you the outlets. In case of emergency, to whom, from where to go, how to go out, all these physical layout of the facilities available where you will be performing your job, they are introduced to you. And if there is any kind of probationary period, that is also discussed with you. During the last lecture, when we talked about the final offer letter, at that time I talked about the final selection, I discussed with you that sometime the organization can have the probationary period. During that, no question asked and you can just send people home if you are not satisfied. And it depends on, and it varies from organization to organization. Some people can go for 1 year or even more than that. And even they can extend the probationary period. After the completion, within completion time, there is a requirement. To a probationary period, it can also be increased, if the organization is not sure that your performance or even the behavior part is not up to the mark. If it is a production unit, they will also give you the overview of the production process. If you are engaged with a factory like this, the work you have done, if there is a production unit there, you will also be told about that overview. Very important, they will introduce you with the companies policies and rule regulations. What are the rules, what are the policies, what you have to obey, and what you have to make liable to do that. You are being introduced to this. Disciplinary regulations, if you are late, if you will miss that, if you do this, these are all reinforcement techniques to maintain the discipline which is also shared. Not only that, nowadays, especially after the awareness and the higher education level of workforce, organizations are also printing a proper, they call it implies handbook, which contains all information. They started with the welcome note, introduction of the organization, the rule regulation, the policies, the procedure and everything. All those small, small details, which of course they are also covering in this orientation program, they are also in the black and white form, they provide you in the form of a booklet, they call it implies handbook. So that, no person have a reason or justification, that's sorry, I didn't know that. Because now you have the, I will think in a written form with you, all disciplinary rules, regulations, all procedures, all policies are given there in a proper shape. So that implies handbook, you are given in the same orientation. And you even get a signature from yourself that yes, you have received that and you have understood everything. Safety procedures, then what will happen, earthquake, then what do you have to do, there is a short circuit, what is your responsibility, not only that the procedure will be given to you and shown to you what you have to do, how you have to save, but also if it is your responsibility, who you have to inform, how you have to call, all these things too, in the orientation program, you are explained and shown. Benefits too, the new employees or the regulation of the organization, they are also shared with you, where you will be introduced with the pay system, what kind of pay scales they have and what are the pay days, what is their system, how many working days are there, some organization can go for 5 days work day, 5 days a week work time, some other go for the 6 days a week and how it is calculated, how is your salary, or compensation decided, that is also cleared by the new employees so that everything should be cleared on their part. Vocations, during the end of our discussion session somewhere even after 40th lecture or before that, we will discuss these benefits in detail, then how many types of vocations are there, how many types of paid leaves are there, this is also told to you, how many casual leaves are there, if you have some earned leaves, medical leaves, different kind of leaves, all those things are there, of course they are also written in the handbook, but in that orientation also, you get a briefing, because the main objective you remember is the same, that they are telling you what you should be expecting from organization and what organization is expecting from you. In each aspect, there are benefits, there are objectives of the organization, there are your duties, things should be clear before you start actual job. Apart from that, how many rest breaks are there in the day, what is the time of lunch break, what is the time of the prayer break, and even some organizations they have the punch system, they have the time card system, that you leave your place, that is a card, when you are with the clock, you had an entry that what time you are going and when you will come. In the outside world, where all the system is happening here, where all the systems are computerized, you have to log in and log out. There we remember, when we used to go outside, we had to log out on the computer, that at this time, whatever reason we are going to eat, what work we are going to do, we have to log out. The computer was automatically, the system was calculating how many breaks you have done. Now, if you have officially allowed for half an hour, a 30 minute break, and you have done 40 minutes, then 10 minutes extra will be your break. So, if the system is good and working properly, then what happens, the extra time you have spent in the month, you have to calculate all that to deduct it from your salary. In the same orientation, you are told how many breaks you can do, what time your break will be. And training, education and what is the system of other benefits, what will be the activities for you for career development, what is the system of training, what is the training on the base, when you have to expect to go to training, if it is in house training, if it is a formal training outside, somewhere in the university, or it is you have to suppose to go abroad. So, this information is also provided in the same orientation. And if they have some kind of counseling system, they will also inform you that there is a problem, that there must be a counseling system. Nowadays, there is a new system called mentoring, mentor. They identify some senior people and tell you that this is your mentor. If you have any problem, go and talk with him or her. Just like this, counseling is also done by your employees. If it is a job related or it is some kind of emotional behavior part, if there is a system for it, they will also inform you. Then of course, in other benefits, if you have any housing facilities from the company side, from your organization side, the procedure is told to you about how they can avail you. They can talk about insurance with you. They can be health insurance, life insurance. What is their premium? Who gives it? What will the company give? What will the organization give? How will you share it? And what are the benefits? Similarly, if the organization has retirement programs, pension, graduation, certain kind of issues, other services, like your children's pickup drop, their schooling facilities, your clubs, games, sport activities facilities, and so on. Similarly, rehabilitation program, something went wrong, what kind of safety or protection you have from the company side. So, that was about the topics which they covered in the orientation program. If we will see the balance, like if you want to compare, because we have two things. One is the capability of new employees, and the other thing is the job demand in particular organization. If you want to see the both thing in a balance, there are certain things which can affect those things. And we are talking about the new employees. So, if you will put, and if you will have proper orientation and training of new employees, the probability is the research is telling us that the productivity and performance as per the job requirement is always increased. The more you will give importance or put emphasis on the training of new employees or orientation of new employees properly, the better results you will get. A clay part or a slide to show the purpose was that how important is the orientation part and how important is the training part because based on this the new employees their efficiency and effectiveness can be increased without losing any time without any delay. So, I believe we have completed the hiring part. Hiring process H.R. part. So, quickly let's review what we have seen in this. And remember this is a very important part. Everything else is based on this hiring. You started with planning. You started with analysis of job analysis you started with writing, job description, specification and evaluating a job. We have gone through all those details and I believe you still remember them. Based on that the hiring process started. After hiring you saw the orientation and now you have placed that particular person for the job to perform. So, in hiring we covered these three stages in detail. Recruitment Selection Socialization Now what should be the next logical step? Now you have the people with you you have picked the best in your opinion best mean the best fit the objective of the organization the demand of that particular job and the capability of that person. Not only you picked that you have tried to pick the best person but you have also socialized him or her and try to acclimatize the new worker in your environment in your organization so now things should start moving you should be able to get things done from other people you should be getting the best results of course but still you have to keep on doing certain other activities continually. Training part these things are changing everyday technology is changing demands are changing systems are changing so this is not you have hired someone you have placed him and now you should be satisfied why? the day you will be satisfied we have achieved our goals and not put extra efforts to do something more than that what is going to happen you will be finished the same way there are a lot of stages ahead what else? how to do performance evaluation but one important thing because we covered orientation training in socialization so I thought I should attach the training part at this place because we are talking about training so the training and development is also important so that you can so let's start the new topic which is the training and development and see what is training I will just touch this topic today in this lecture and inshallah next few lectures we will try to cover this training and development part in detail so what is training? we share a few definitions one was written where by people acquire capabilities to add in the achievement of organization goal that is training another place training involves planned learning activities design to improve an employee's performance at his or her current job let's move forward training refers to the method used to give new or present employees the skills they need so that is the training what is training? and why it is important they say training is everything nothing can be done without it there was a quote in a text let me share it with you see what it means the peach was once a bitter almond cauliflower is nothing but cabbage with a college education what does it mean? the peach was once a bitter almond do you know what peach means? it means bitter it is a different way of talking someone tried to convey something in a very good style the peach is nothing but the bitter almond the word peach is fruit it is delicious so if you go into its history then how does the peach this proper bitter almond it has a different scientific technique which we use breeding, grafting and training through it we convert it into peach researchers agriculture scientists similarly who is called cauliflower? and what is cabbage? cauliflower is called cauliflower flower which you use as a vegetable vegetables and cabbage is basically different from one family so by breeding the cabbage they made cauliflower again see and understand the peach was once a bitter almond cauliflower is nothing but cabbage with a college education the purpose is that these things were not in the beginning neither the peach nor the cauliflower but people took training studied and educated and produced these new things the purpose of this is to give you and convince you that how important it is training continue training because we are the learning is continue so for that the organization also provides continued training so that the present work keeps going on so the purpose of this was also to share with you see with training with education with learning then development, what is development and remember we are just introducing this subject today I am not going in detail so development is basically all those efforts the organization are doing to prepare their for the future training today's work can be done in a good way and development are all those efforts all those trainings which you are providing to your employee for the future for the next position for new technology or whatever training and development trends what is being thought about let's share with you skills requirement will continue to increase very logical things are changing everyday next morning you might have different things so for that you need different skills training is needed work force will become significantly better educated and more diverse see the competition the competitive pressures today's organization we have discussed them so many times so for a better search work force will also continue to increase at some point it was said that it is a big thing to do a batch nowadays we don't listen less to the PHG if you are in education of course and even people go with the diverse type of education masters do different types so training needs are increasing and corporates are restructuring reshaping the bare businesses so as they are reshaping restructuring themselves accordingly they have to re-train their work force to create a match again technology will revolutionize what? certain training delivery methods a few years back in college we used to read on white board on black board now you are sitting at your home and you are sitting and just we are learning now the virtual concept is also coming and new ways are coming similarly the role of training department is changing and it is going to be more specific, flexible about work only about your job you want to take training and increase your performance and more warm feel is tried to become learning organization and more and more so that they should be keeping their position in the market as competitive advantage and today's most important is human performance management because we have seen and the basic theme of our subject is that people are important the important source of any organization I think enough for today just to summarize quickly what we have covered purpose and importance of socialization yes the remaining part of socialization look at the steps what stages it goes what new employee and what topics are there we cover in the socialization process then we started just started we have introduced training and development part so what should be next of course we will continue our training part and I hope you are learning something so that's all for today so remember we have finished our hiring process and now we have started our training part so I will again suggest please do reading lot of reading from your text read the notes attached with our these presentations or slides and come prepare next time when we will be talking about training with these thoughts thank you very much and salam aleikum