Induction, Socialization;

Training & Development

HRM
Lecture By:
Pallavi Deshmukh

Placement
After a candidate has been selected, he
should be placed on a suitable job.
Placement is the actual posting of an
employee to a specific job.
It involves assigning a specific rank &
responsibility to an employee.
The placement decisions are taken by the
line manager after matching the
recruitments of a job with the qualifications
of a candidate.

Induction/ Orientation
Induction/ Orientation is a task of
introducing the new employees to the
organisation & its policies, procedures &
rules.
According to Billimoria, Induction or
orientation is the process through which a
new employee is rehabilitated into the
changed surroundings & introduced to the
practices, policies & purposes of the
organisation.

Objectives
It promotes a feeling of belongingness &
loyalty to the organisation among
newcomers.
Builds up confidence in employees
Introduce new colleagues, boss &
subordinates

Elements of Induction
Introductory information: Information

regarding company history, product, structure,

policies, rules & regulations, pay etc.
On the Job information: Information
regarding where he is going to be placed,
departmental facilities, requirements, safety
measures etc.
Follow up Interview: A follow up interview
should be arranged several weeks after the
joining to answer the problems faced by the
employee on the job.

Procedure Of Induction
1. Time & place to report to work
2. Welcome of employee at org. by immediate

boss
3. Administrative work should be completed
4. Departmental orientation should include job
introduction, whom to look for help when in
problem
5. Intro must be supplemented by employee
handbook, employee manual, short guide tour
around the plant

Problems of Induction
New employee is overloaded with:

Too much of information in short time

Forms to complete

Employee is given menial (tedious)

tasks that discourages employee
Employee may develop wrong
perceptions because of short time
spent on each job.

HRM

Socialization

Socialization
Meaning
Meaning of
of Socialization:
Socialization:
SSocialization
ocializationininan
anorganisational
organisationalcontext
contextisis
basically
basicallyaaprocess
processof
ofadaptation
adaptationto
toaanew
new
culture
cultureof
ofthe
theorganisation.
organisation.

Types of Socialization
Programme
Formal / Informal:
New employees may be put directly into their
jobs, with no effort made to differentiate them
from those who have been doing the job for a
considerable length of time.

Individual v/s Collective:

The socializing programme can be
individual specific or for a group of new
entrants.

HRM

Training & Development

Training & Development

Training = Altering behavior
Development = Increasing knowledge
Learning = Permanent change in behavior
Training is a process of learning a sequence
of programmed behaviour. It tries to
improve their performance on the
current job or prepare them for
an
indented job.

Need For Basic Purposes Of

Training
To Increase Productivity : Because of
training , instruction can help employees increase
their level of performance on their present
assignment.

To Improve quality : Better informed employees

are less likely to make operational mistakes.

To Help a Co. fulfill its future

personnel needs : It
leads to less changes
& adjustments in the event of sudden
personnel alternation.

Need For Basic Purposes Of

Training
To Improve Organisational Climate :
To improve health & safety : Proper training can
help prevent industrial accidents.
Obsolescence (becoming outdated) Prevention : It
foster (promote growth) the & initiative creativity of
employees & help to prevent manpower
obsolescence.
Personnel Growth : Employee on personal
basis gain individually from their exposure to

Steps in Training
Programmes
1. Identifying

2. Getting

3.

4.

Training needs

ready for the job

Presentation of the learner

Presentation of operations & knowledge

5.

Performance try out

6.

Follow up

Steps in Training needs

Identifying Training needs: It must be on the

basis of organisational analysis, operational analysis &

individual analysis.
Getting ready for the job: Under this step, it is to
be decided who is to be trained new comer or old
employee, supervisor or manager.
Preparation of the learner: It includes putting the
learner at ease, stating the importance & ingredients of
job, explain the process of training, familiarizing him with
the equipment, materials, tools, & trade terms.
Presentation of operation & knowledge: The
trainer should clearly tell show, demonstrate & question in
order to put over the new knowledge & operations.
Performance try out: Under this, the trainee is
asked to go
through the job several times slowly,
explaining him each step. Mistakes are corrected.
Follow Up: This step is undertaken with view to
testing the effectiveness of training efforts.

Training Methods & Techniques

On the job training: Duration may be 1 week or 45 days to 1 year.
Vestibule/ Training centre training/ Simulation: It
duplicates the job situation in a company classroom. Where
equipment & machine training is being imparted.

Demonstration & Examples:

the trainer describes & displays

something when he teaches an employee how to do something by actually
performing the activity.
Apprenticeship: In technical areas apprenticeship training is the
oldest & commonly used method, here each apprentice is given a programme
of assignments according to a pre determined schedule. Duration is 2 3
yrs

Class Room Methods:

Lectures
Conference
Case Study
Role Playing
Programmed Instruction
Audio Visual

Development
HRM

Nature of Development

Training of employees:

Employees are trained after being posted.

Transfer of employees-

This is done according to

employees ability, competency & experience, & according
to the needs of org.

Evaluation of employees qualities:

Employees performance is being evaluated & verified his
suitability for the job.

Promotion of employees-

This is done on the

basis of merit & seniority of employee.

Objective of employee
development
Securing continued supply of competent
working force:
Optimum utilization of human resources:
Developing technical & administrative
skill:
Prevention of managerial obsolescence:

Range of management development

A) Individual On the job technique: (Guided &
controlled experience under line managers)

1. Coaching & counseling;

2. Job rotation, assistant to positions;
3. Under study:
4. Task force assignment;
5. Junior Board or Committee members

B) Individual Off the job: (mid- stream education,

different methods)

Night school/ college on leave to attend short

term Programmes.

C) Student on his own: (Self- teaching but

structured/ controlled by the instructor)

1. Planned reading
2. Correspondence courses
3. Programmed instruction (PI)
4. Computer aided instruction (CAI)

D) Student centered Instructions: (Permissive &

democratic)

5. News letter, manuals, handouts, TV lessons;

1. Discussion- guided or directed
2. Case discussion
3. Problem solving conferences, syndicates, brain
storming, buzz sessions
4. Role playing, Stimulated group activities:

E) Leader centered instruction: (Structured &

controlled by the instructor, a more or less
authoritarian directive)

Business games, In basket games, exercises,

workshops

Traditional lectures, LCD & OHP lecturer, chart

lecture, dinner meeting lecture

Distinction between T & D

Learning Dimensions

Training

Who?

Non- Managerial
personnel

What?
Why?
When?

Technical &
mechanical
operation
Specific jobrelated purpose
Short term

Development

Managerial
personnel
Theoretical,
conceptual ideas
General Knowledge
Long term

NOW

TIME