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When using this socialization process, the organization makes use of their preexisting skills, values, and attitudes. Divestiture socialization is a process that organizations use to reject and remove the importance of personal characteristics a new hire has; this is meant to assimilate them with the values of the workplace.
An example would be an elevator in a two-story building. While it may have numbers for the floor to push to go to, it could just as easily function with only a "go" button. Stephen Gourlay (2006) has considered why knowledge conversion has to begin with socialization if tacit knowledge is the source of new knowledge.
Organizational assimilation is a process in which new members of an organization integrate into the organizational culture.. This concept, proposed by Fredric M. Jablin, [1] consists of two dynamic processes that involve the organizational attempts to socialize the new members, as well as the current organization members. [2]
At the heart of realistic job previews are the employee exchange or psychological contract between employer and employee. [2] By being hired after use of the RJP, the employee enters the contract aware of what the organization will provide to them (pay, hours, schedule flexibility, culture, etc.) as well as what will be expected from them (late hours, stress, customer interaction, high urgency ...
The planning processes of most best practice organizations not only define what will be accomplished within a given time-frame, but also the numbers and types of human resources that will be needed to achieve the defined business goals (e.g., number of human resources; the required competencies; when the resources will be needed; etc.).
An induction programme is part of an organisations knowledge management process and is intended to enable the new starter to become a useful, integrated member of the team, rather than being "thrown in at the deep end" without understanding how to do their job, or how their role fits in with the rest of the company. [2]
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The function, in terms of the employers benefit, is to create a management system to achieve long-term goals and plans. The management allows companies to study, target, and execute long-term employment goals. For any company to have an efficient ability to grow and advance human resource management is a key.