Whenever HRM embarks on the hiring process, it attempts to search and secure a candidate whom one labels as the "best" possible candidate. And while HRM professionals pride themselves on being able to determine those who are qualified versus those whoa are not, the fact remains that few, if any, new employees can truly come into an organization and immediately become fully functioning, 100 percent performers.
First, employees need to adapt to their new surroundings. Orientation is a means of bringing this adaptation about. While it may begin informally in the late stages of the hiring process, the thrust of orientation continues for many months after the individual begins working. During this time, the focus is to orient the new employee to the rules, regulations and goals of the organization, department and work unit. Then as the employee becomes more comfortable with his or her surroundings, more intense training can occur.
Reflection over the past few decades tells us that, depending on the job, employees often take a number of months to adjust to their new organizations and jobs. Does that imply that HRM has not hired properly or the staffing function goals were not met? On the contrary, it indicates that intricacies and peculiarities in each organization's position result in jobs being tailored to adequately meet organizational needs. Accordingly, HRM plays an important role in shaping this reformulation of new employees so that within a short period of time they too will be fully productive.
To accomplish this, the HRM embarks on four areas in the training and development phase: employee training, employee development, organization development, and career development. It is important to note that employee and career developments are more employee centered, whereas employee training is designed to promote competency in the new job. Organization development, on the other hand, focuses on system - wide changes. While each area has a unique focus, all four are critical to the success of the training and development phase.
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