Placement

Placement is important to the Org. as well as to the employee. The capacity of the employee can be utilized fully if he is placed in the job for which he is most suitable. Wrong placement affects the morale of the employees. It is, therefore desirable to have a sound scheme of placement in every organisation so that the employees feel comfortable on their new jobs.

Placement
Meaning: Placement, in simple words, means sending the newly employed person to some department for work. Placement should be based on the qualification s and qualities of the person selected. It should match with the staff requirements of different departments. It is the duty of the personnel department to sent the new employee to the department and job for which he is better suited. He should be introduced properly to the head of the department.

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2. 3.

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Contd
5. The placement arrangement should be ready be ready before the joining date of the newly selected person. 6. The placement in the initial period may be temporary as changes are likely after the completion of training. 7. The employee may be later transferred to the job where he can do better justice.

Orientation or Induction or Introduction

When a new employee joins an organisation, he should be welcomed as a new member of the organisation and must be helped to get acquainted and adjusted with his fellow employee and work environment. According to Edwin B. Flippo Induction is the welcoming process, which makes the new employee feel at home and generate in him a feeling of belongingness to the organisation. It is the beginning of the fusion process which helps integration between the organisation goals and the personal goals of the new employee.

Orientation or Induction
Induction may also be viewed as the socializing process by which the organisation seeks to make an individual its agent for the achievement of its objectives and the individual seeks to make an agency of the organisation for the achievement of his personal goals.

Orientation or Induction-Purpose
To provide information about the organisation-its structure, products, rules and regulations, etc. to the new employee. To build up the new employees confidence in the organisation. To promote a feeling of belonging and loyalty to the organisation among new comers. To ensure that the new employee may not form false impression regarding the new place of work.

Contd
To give the new entrant the information he needs such as location of locker room, cafeteria and other facilities, time to break off, leave rules, etc. To foster a close relationship between the new workers and the old workers and supervisors. To create a sense of security for the worker in his job by impressing the idea that fairness to the worker is the quality policy in the organisation. To bring about agreement between the organizational goals and personal goals of the new employee.

The range of Information in Orientation

1. Companys History: A brief description of the early history and growth of the organisation and its future potentiality. 2. Production of the Company: An overview of the products and services offered by the company to meet consumer needs. 3. Companys Organisation: Brief description of the organisation structure, relation of new employees department with other department and so on.

Contd
4.Location of Departments: Location and layout of the companys plants, stores, departments, canteen etc. 5.Personnel Policies: Polices of the company regarding compensation, training, promotion, retirement, insurance, etc. 6.Employees Activities: such as recreation, mutual benefit association, credit union, etc.

Contd
7. Rules & Regulations: Regarding attendance, working hours, advances, sick leave, medical leave, casual leave, earned leave, study leave, etc. 8. Safety : Safety measure taken by the company. 9. Standing orders: Grievance and disciplinary procedure and suggestion system in the company. 10. Counselling Service: Information about the counselling provided by the company.

Contd
11. Job Routine: Requirement of the particular job to which the new employee is presently assigned. 12. Special Training: Information about the training programmes carried out by the company.

Induction Practices
The induction programme should be handled by persons who are fully conversant with the course contents. The induction course will depend upon the quality of trainers and their ability to draw out the interest of their listeners. Induction guide or check-list may be prepared. The supervisor may take the new workers expected to work under him and induct them. Follow up the interview may be taken by the officials from the personnel department permitting the new worker to open up about workshop, supervisor and fellow workers without any fear.

Benefits of Formal Induction Programme

It reduces new employees anxieties. It helps the new employees in knowing expectations of the organisation. It fosters a uniform understanding among the employees about the company objectives, policies, principles, strategies etc. It builds a positive attitude towards the company and its employees. It builds and strengthens a two-way communications channel in the company. It helps speed up socialization process by making the new employee understand the social, technical and cultural aspects of the workplace. It reduces turnover, employee, grievances, and absenteeism by making new employees more aware, adjusting and satisfied.

Problem Areas in Induction

The supervisor who has to induct the employee may not be trained or may be too busy. Employee is overwhelmed with too much information in a short time. Orientation programme may be considered a burden by the supervisors. Giving only mental tasks to the new employee might discourage job interest and company loyalty in him.

Enhancing Effectiveness of Induction Programme

Supervisors should be trained in the art of orientation of new workers. Specific responsibilities of the HR Deptt. And the immediate supervisor should be made clear to avoid duplication or omission of important information. Orientation procedures should be thoroughly planned. Those who design the orientation programme should be sensitive to such matters as a) how much information to supply at a given session. b) How to sequence the various parts of the programme.