Placement problems

• Individual specific rather than job.-work is

dependent on each other sometimes. So
placement importance depends upon type of
jobs.
• Which do you think has placement issues?
• Inde,Seqen,Pool??
• Inde- Objective is to 1) all jobs to be filled with at
least minimaly qualified persons 11) individuals
are so placed that they can use their talents as
much as possible.
 Type of jobs- permanency
The important types of placement of people in an organization are:
• Temporary or contract basis:
In this case employees are placed in the company on a temporary
basis and the time period for which the person may work in the
organization is already determined at the time of hiring him.
• Probationary officer:
These are common in banks and other government jobs wherein the
candidate is placed and probation and his skills are tested before he is
made a permanent employee of the organization.
• Direct job placement:
Another common type is directly hire the employees for the vacancy as a
permanent employee.
 Based on which
• Candidates to target
• placement process can be effective only if the organisation completely
understands the requirements of the type of candidates that are required and will
be beneficial for the organisation.
• Performance level required
• Different strategies are required for focusing on hiring high performers and
average performers.
• Experience level required:
• what is the experience level required by the organisation candidate’s experience
can range from being a fresher to experienced senior professionals.
• Category of the candidate
• :strategy should clearly define the target candidate. He/she can be from the same
industry, different industry, unemployed, top performers of the industry etc
 HR View of filling up the vacancy
• It is impossible to fill all the positions
immediately.
• Therefore, there is a need to identify the
positions requiring immediate attention and
action.
• To maintain the quality of the recruitment
activities, it is useful to prioritize the
vacancies whether to focus on all vacancies
equally or focusing on key jobs first
 induction
• Induction is process meant to help the new
employee to settle down quickly into the job
by becoming familiar with the people, the
surroundings, the job, the firm and the
industry
• existing culture and practices of the new
organization are also made aware to th
candidate
 Why induction?
• Introduction to the company/department and its
personnel structure.
• Understand the standards and rules (written and
unwritten) of the organisation
• History and introduction of founders.
• Relevant personnel policies- training, promotion and
health and safety.
• To clear doubtful situation between new employee
and existing one.
• To ensure the effective integration of staff.
• To sort out all anxiety of recruited person.
 Induction Programme

• Before designing induction programme firm

need to decide four strategic choice.
Formal Informal
Divestiture Investiture
Collective Individual
Serial Disjunctive
 The methodology of conducting?
• Chalk and talk session
• Questionnaire
• Discussion-From practicalities to culture
• Using technologies like e-learning
• Team building exercise
 Effective Induction should be
• simple
• Supervisor should be trained enough
• Diffuse so much of information in shortspan of
time
• Distribute Large no. of forms
• thrown into action too soon
• Ensure that wrong perception does not
develop in short span
 Benefits
Create good impression
less time to familiarise
Increase productivity
Cost reduction
Less turnover ratio
Employee retention.
No chaos
easiness of new employee in the environment of the org.
integration in team
Increased morale
Increased productivity
work with their highest potential
Company image goes up
 Orientation
• Orientation is a part of induction process.
• Orientation refers to training event.
• Reduce first day anxiety
• Detailed introduction to each department
• On the job training
 Definition of Orientation
• Orientation is a process of helping the new entrant, to
gel up in the organisation, easily and quickly.
• The practical overview of the organisation is given, in
which the new joinee is introduced to different people
working in the organisation, to make him feel ‘at
home’ in the new environment.
• Companies spend a few weeks or even months on the
orientation of the new recruits.
• Employees feel inadequate because they compare
themselves with more experienced employees.
 Contents of Orientation.
Introduction To: Supervisor, co-workers, team
leader, manager, etc.
Job Duties: Job location, job objectives, job safety
requirements, an overview of the job, etc
Organizational Issues: Probationary period,
Disciplinary regulation, Layout of physical
facilities, Company policies and rules, etc.
Employee Benefits: Pay scale and pay days,
Retirement program, Counselling, Vacations and
holidays, etc.
.
 Differences
• the term induction is the introduction of the newcomer to
their job whereas orientation, provides basic information
about the employer organisation to the fresher.
• Induction is a short term process, whereas orient ation
lasts for a longer period.
• Induction is done as the introductory first, then followed
by the orientation.
• Induction is in the form detailed presentation or brochure
of the company’s rules, policies and employee benefits are
provided whereas Orientation includes the interaction of
employee to different people of the organisation.
 Types of Orientation Programs

• Formal or Informal-formal orientation has a structured

programme whereas Informal orientation employees
are directly put on job
• Individual or Group
• Investiture or Disinvestiture-Investiture orientation
seeks to ratify usefulness of characteristics that the
person brings to the new job
• Serial or Disjunctive-In serial orientation an
experienced employee inducts a new hire whereas in
disjunctive orientation new hire do not
have predecessors to guide them.