DHRS-The process of socialization
Transcript of DHRS-The process of socialization
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The process of socialization
Session-13
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o Socialization starts with induction
o Other practices: communication,reward system, nurturing people
o Maruti Suzuki:7 hours 45 mins shift,
zero-defect production, cost cutting,discipline
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Cumulative ways of thinking and behaving shaped by
the values, attitudes, rituals, and sanctions in theorganization
o Development of org. culture involves: Developing a strong corporate identity
Development of important values
Building healthy traditions
Developing consistent management practices
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o Cultural aspect of HRD:
Development of appropriate org culture
Creating conducive organizational climate
Improving communication
Evolving effective reward system
Examples: Modi Xerox, SAIL, Eicher, P&G
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The sense of identity with the organizationdevelops when the employees have a sense ofbelonging, and feel proud to belong to the
organization
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Developing a strong corporate identity:
o Developing an attractive induction booklet
o Films on success experiences in the org (NDDB-
Manthan)
o Company newsletters (about the businessdevelopments and significant employees)
o Mobility of people
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Can be developed by demonstratingthe values in action:
o Espoused values and valuation in action
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Special value orientation programmeso Examining the various systems operating in
the organization
o Special OD interventions in developing
collaboration and concern for excellence
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Some practices which are useful incompanies :
o Induction programme
o Importance of promotions
o Rituals associated with old age andretirement
o Rewarding exceptional behavior of theemployees in helping the org. solvingproblems
o Celebration of special individual andorganizational days
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Direction of communication:o Induction programme
o Importance of promotions
o Rituals associated with old age andretirement
o Rewarding exceptional behavior of theemployees in helping the org. solvingproblems
o Celebration of special individual andorganizational days
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Downward communication:
o Diffusion of routine information
o Diffusion of procedural information
o Socialization
o Job related information
o Feedback on individual performance
o Employee development
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Upward communication:
o Management control
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Feedbacko Problem solving and involvement
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Horizontal communication:
o Experience sharing
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Coordinationo Problem solving
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External communication:
o Image building
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Credibility buildingo Influencing
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Mentoring is a process for the informaltransmission of knowledge, and the
psychosocial support perceived by therecipient as relevant to work, career, or
professional development.
o Mentoring entails:
Informal communication, usually face-to-face
During a sustained period of time
Between a person who is perceived to have
greater relevant knowledge, wisdom, orexperience (the mentor) and a person who isperceived to have less (the protg)".
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o Mentoring involves: Establishing a relationship of trust
Modeling behavioral norms for the youngperson
Listening to the personal & job concerns ofthe young persons
Helping him/her to search alternativesolutions for the problems
Sharing own relevant experience
Responding to his/her emotional needs
Developing long-lasting personal & informalrelationship
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o From institutional learning mode to
organizational action mode
o Induction of employees recruited in
senior levelo Linking induction & assimilation
process with retention capacity
People dont quit company, they quitbosses.
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Purpose:o Ensure that leaders will adapt and become
full contributors
o Having fewer destabilizing effects to the
individual & the organizationo Transformation of both the individual & the
organization to achieve mutually beneficialgoals
Assimilation of leaders:
o Begins with point of hire to becoming fullcontributor
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Balance needs to be between:o Being patient & becoming productive
o Setting own pace vs. organizations pace
o Trusting intuition vs. making data baseddecisions
o Pleasing various stake holders vs. meetingones own priorities
o Implementing change vs. respecting theexisting culture
o Demonstrating competence vs. seeking advice
o Intervening appropriately vs. waiting
o Building relationship based on trust vs.assumptions
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Effective assimilation strategy:o Acknowledges difficulties of entry into a new
organization
o Legitimizes individuals adjustment period
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Builds in multifaceted supporting mechanismOrganizations Should:o Focus on assimilation as a tool for retention
& leadership strategy
o Have a formal system & program of
assimilationo Use coaches for assimilation
o Use HR for assimilation process
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