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INDUCTION AND PLACEMENT

PLACEMENT

Placement means posting the employee for a specific


job.
Placement decisions are taken by the line managers.
Placement is an important HR activity. Proper
placement is necessary for the employees and the
organization.
Differential Placement
INDUCTION OR ORIENTATION

Edwin B.Flippo has defined Induction or Orientation as


the welcoming process to make the new employee feel at
home and generate in him a feeling of belongingness to the
organization.

Formal orientation programme.


Informal induction programme.
OBJECTIVES OF INDUCTION

Removes fears.
Creates a good impression.
Act as a valuable source of information.
STEPS IN INDUCTION PROGRAMME

Welcome to the organization.


Explain about the company.
Show the location of work.
Providing the company’s manual.
Providing details about various work groups.
Give details about pay, benefits,holidays,leave etc.
Explain about future training opportunities.
Clarify doubts.
a) CONTENTS:
1.Organisational issues
History of company
Names and titles of key executives.
Employee’s title and department
Layout of physical facilities
Probationary period
Overview of production process
Company policies and rules
Disciplinary procedures
Employee handbook
Safety steps
2.Employee benefits
Pay scales, pay days
vacations., holidays
Rest pauses
Training avenues
Counselling
Insurance, medical claim,recreation,retirement benefits

3.Introductions
To supervisors
To trainers
To co-workers
To employee counsellor
4.Job duties
Job location
Job tasks
Job safety needs
Overview of jobs
Job objectives
Relationship with other jobs

b) SOCIALISATION
Is a process through which a new recruit begins to understand and
accept the values, norms and beliefs held by others in the organisation.

c) FOLLOW UP
BENEFITS OF A FORMAL INDUCTION
PROGRAMME

Reduces new employee’s anxieties.


Helps the employee in knowing the expectations of the
organization.
Fosters a uniform understanding among the employees.
Builds a positive attitude towards the company.
Builds and strengthens a two way communication.
Speed up socialisation process.
Facilitates informal relations and team work.
Reduces turnover, employee grievances and absenteeism.
PROBLEM AREAS IN INDUCTION

Induction may remain a superficial indoctrination into company


philosophy, policies and rules.
Giving too much information in an induction session becomes
almost as much as a problem as providing too little.
Induction programme may be considered as a burden by
supervisors.
It may suffer from “Mickey Mouse” assignment ie. Small and
unimportant tasks.
ENHANCING EFFECTIVENESS OF
INDUCTION PROGRAMME

Induction should be treated as special duty.


Workshop involving a facilitator working with supervisors and
their new employees should be designed.
Responsibilities of the HR Department should be made clear.
Thorough planning of Orientation procedures.
Those who design the programme should take care of the amount
of information to supply, proper sequencing and assimilation of the
information.
HR department should play a key role.
INTERNAL MOBILITY

The lateral or vertical movement (promotion, demotion or


separation) of an employee within an organisation is called
‘internal mobility’.
TRANSFER

“ it’s a change in the assignment in which an employee


moves from one job to another”

Characteristics:
 Same level of hierarchy.

 Requiring similar skills.

 Same responsibility.

 Same status.

 Same level of pay.


PURPOSE OF TRANSFER

 To meet the organisational requirement.


 To satisfy the employee needs.
 To utilise employee better.
 To make the employee more versatile.
 To adjust the workforce.
 To provide the relief.
 To reduce the conflicts
 To punish employees.
TYPES OF TRANSFERS
 Production transfers
 Replacement transfers
 Rotation transfers
 Shift transfers
 Remedial transfers
 Penal transfers
MERITS
 Improve employee skills.

 Reduce monotony.

 Prepare employee for challenging jobs.

 Improve employee satisfaction & morale.

 Improve employer-employee relations.

DEMERITS
 Inconvenient to employees who otherwise do not want to move.

 Employee may or may not fit in the location/department.

 Shifting of experienced hands may affect productivity.

 Discriminatory transfers may affect employee morale.


TRANSFER POLICY

 Specification of circumstances.
 Authorized superior.
 Jobs from and to which transfers will be made.
 Region or unit of the organization.
 Mutual transfer of the employees.
 Specification of basis for transfer.
 Specification of pay, allowances, benefits.
PROMOTION

“ it refers to upward movement of an employee from current job


to another that is higher in pay, reponsibility,organisational
level”

 Motivational value.
 Forces employee to use knowledge, skills, abilities fully.
 Inspire to compete and get a head of others.
 Employee self development.
TYPES OF PROMOTION

Merit based promotions.


Merits
 Motivational factor to do hard work
 Contribute to organizational efficiency.
 Improve standards of performance.

Demerits
 Not easy to measure merit
 Biases & union pressures.
 Frustration & discontentment
Seniority Based Promotions -“longest length of service”
Merit
 easy to measure
 no favouritism & discrimination.
Demerit
 learn more with length of service is not valid.
 de motivate young & competent employee.
 kill the interest to develop
DEMOTION

Is the downward movement of an employee in the


organisational hierarchy with lower status and pay. IT is a
down grading process where the employees suffers
considerable emotional and financial loss.
EMPLOYEE SEPARATION
 Resignation
 Retirement
 Layoff
 Retrenchment
1. Outplacement
2. Suspension
 Discharge or dismissal
Resignation
 An employee may decide to quit an
organisation voluntarily on personal or
professional grounds such as getting a
better job, changing careers, wanting
to spend time with family or due to
displeasure with the current job, pay,
working conditions or colleagues.
Retirement
 Compulsory retirement
 Voluntary retirement
 Death
Layoff
 Lay-offs means the failure,
refusal or inability of an employer on
account of shortage of coal, power, or raw
materials or the accumulation of stock or
the break down of machinery (or natural
calamity or for any other connected
reason) to give employment to a workman
whose name is borne on the muster rolls
of his industrial establishment and who
has not been retrenched.
Retrenchment
 Retrenchment means the
termination by the employer of the service
of a workman for any reason whatsoever,
otherwise than as a punishment inflicted
by way of disciplinary action, but due to economic
reasons( such as surplus staff, poor demand for
products, general economic slowdown)
Discharge and dismissal
 It is the termination of the services
of an employee as a punitive
measure for some misconduct.