dhrs-the process of socialization

7/29/2019 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

o

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

o

Feedbacko Problem solving and involvement



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Horizontal communication:

o Experience sharing

o

Coordinationo Problem solving



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External communication:

o Image building

o

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

o

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


dhrs-the process of socialization

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