captures all the activities

the hiring organization

may engage to fit in the
newly hired employee into
the workplace.

Designed to bridge the
gap between the gap
between the process of
selection and the day to
day working relationship
of the new employee in
his job
Productivity
enhancement
Turnover
reduction

Organizational
effectiveness
Favorable employee
impression
Enhance interpersonal
acceptance
The companys history and
development, its philosophy, its
business, products, services, its
organizational structure and its
officials.
Personnel Programs
Terms of employment and salary,
company policies and wages.

Overwhelmed with too much
to absorb in short time.
Overloaded with forms to
complete
Given only menial tasks that
discourage job interest and
company loyalty.



1.By trial and error
2.By informal
imitation
3.Formal coaching

the assignment
or reassignment
of an employee
to a new job
Promotion
- movement of an
employee from a lower
level to a higher level in
the organizational
ladder.

1.Recognition and
reward for good
performance
2.Incentive for
employees to improve
academically and
professionally
3. Employees who are promoted
usually know the job well rather
than get new employees outside
the organization
4. Boosts employee morale and
develops greater loyalty to the
organization

1.Seniority rule
2.Qualification of the
individual
3.Attendance record and
performance for the last
two to three years.
Transfers
- movement from
one job to another of
equivalent rank or
position.
KINDSOF EMPLOYEE TRANSFER
1.Temporary transfer

2.Permanent Transfer
Demotion
- movement of an
employee from his
present job to a job
of lower rating or
grade.
TRAINING AND
DEVELOPMEN
T
The process where
people acquire
capabilities to aid in
the achievement of
organizational goals
OBJECTIVES:
1.Productivity
2.Effectiveness on the
present job
3.Qualification for a better
job
4.Morale booster

1.Conducting needs
assessment
2.Ensuring employees
readiness for training
3.Creating the learning
environment
4.Selecting training methods
5.Evaluating training programs
PERFORMANCE
APPRAISAL
Process of
evaluating an
individual in order to
arrive at an objective
human resource
decision.
I. Strategic Purpose
II.Administrative
Purpose
III.Developmental
Purpose
1.Comparative
Approach
2.Behavioral
Approach
3.Result Approach
a)Problems of
Varying
Standards
b)Recent Effect
c)Central
Tendency
d) Raters Bias
e) Halo Effect
f) Contrast
Error
a)Feedback as a
System
b)Appraisal
Interview