HUMAN RESOURCE

MANAGEMENT

PLACEMENT AND INDUCTION

HRM SEC A
INTRODUCTION TO THE TOPIC

Staffing is the process of hiring eligible

candidates in the organization or company for
specific positions. In management, the meaning
of staffing is an operation of recruiting the
employees by evaluating their skills, knowledge
and then offering them specific job roles
accordingly. Staffing can be defined as one of
the most important functions of management.
It involves the process of filling the vacant
position of the right personnel at the right job,
at right time. Hence, everything will occur in the
right manner.
NOW LET’S FOCUS ON PLACEMENT AND INUCTION
Placement refers to occupying of post by the
candidate for which he is selected. After selection
the employee is given appointment letter and is
asked to occupy the vacant job position.

Induction refers to introduction of new employees

to the existing employees large organisations
organise orientation programmes to familiarize
the new employees with the existing whereas in
small organisations superior takes the new
employees on round and introduces him to the
existing employees.
PLACEMENT
WHAT IS PLACEMENT ?
Placement is a process of assigning a specific job
to each of the selected candidates. It involves
assigning a specific rank and responsibility to an
individual. It implies matching the requirements
of a job with the qualifications of the candidate.
Placement is understood as the process of
assigning the jobs to the selected candidates.
Assigning jobs to employees may involves a new
job or different jobs. Thus, placement may include
initial assignment of job to new employee, on
transfer, promotion or demotion of the present
employees.
 DEFINATION
“Placement is the determination of the job to which an
accepted candidate is to be assigned and his assignment
to that job. It is a matching of what the supervisor has
reason to think he can do with the job demands (job
requirements) and it is matching of what he imposes (in
strain, working conditions etc.) and what he offers ( in the
form of payroll companionship with others, promotional
possibilities etc.).’’ -PIGORS and MYRES
SIGNIFICANCE
• It helps in reducing employee turnover.
• It helps in reducing absenteeism.
• It helps in reducing accident rates.
• It avoids misfit between the candidate and
the job.
• It improves employee morale.
• It helps the candidate to work as per the
predetermined objectives of the
organisation
PROCESS
 PROBLEMS
• The difficulty with placement is that we tend to
look at the individual but not at the job. Often,
the individual does not work independent of
others. Whether the employee works
independent of others or is dependent depends
on the type of jobs. Jobs in this context may be
classified into three categories-(1) independent,
(2) sequential and (3) pooled.
• In certain cases, jobs are independent, for
example, postal service or field sales. Here,
nonoverlapping routes or territories are alloted
to each worker.
• In sequential jobs, activities of one worker are
dependent on the activities of a fellow worker.
• Where jobs are pooled in nature, there is high
interdependence among activities. The final
output is the result of contribution of all the
workers. Project teams, temporary task forces and
assembly teams represent pooled jobs.
• Independent jobs do not pose great problems in
placement, for each employee needs only to be
evaluated relative to the match between his or her
capabilities and interests, and those required on
the job.
• But independent jobs are becoming rarer and rarer, as
most jobs are dependent (sequential or pooled). In order
to match individuals with jobs, organisations use the
assessment classification model. In this model, details
about the employee’s skills, interests, past performance
(if any), and biographical details are collected.
• Just as individuals are placed in subgroups, jobs are also
categorized into subgroups, each subgroup having
identical characteristics. The next step is to match
subgroup profiles with job-family profiles to determine
the likelihood of success and satisfaction in a particular
job family. Once assignment to a job family is made,
individuals can be placed in specific jobs within the job
family after further counselling and possible assessment.
 IMPORTANCE
• The importance of placement lies in the fact that a
proper placement of employees reduces employees
turnover, absenteeism, accidents and
dissatisfaction, on the one hand, and improves
their morale, on the other. Placements are also
important for employment agencies, especially
executive search firms, a type of employment
agency that specializes in recruiting executive
personnel for companies in various industries
INDUCTION
MEANING OF INDUCTION :
• Induction is the process of introducing a new
employee to his/her job and organization and
giving him all the necessary information
required by him/her to start his work.
• The purpose of induction is to welcome a new
employee and inform them about the
organizational culture, introduce them to their
team and co-workers, give them an
understanding of their job, help them
understand how their work will be connected
to his co workers and informing him about the
policies of the organization
DEFINITION OF INDUCTION
“Induction or Orientation is the process of
receiving and welcoming an employee when
he first join a company and giving him he
basic information he needs to settle down
quickly and happily and start work.’’
-MICHAEL ARMSTRONG
OBJECTIVES OF INDUCTION
• To reduce confusion and waste of time and
resources.
• To reduce the anxiety, shyness and
nervousness a new employee feels when he
joins new organization and is surrounded by
new people and a new environment.
• To introduce the employees their job,
company culture, policies, workplace, work
environment and the people of the
organization.
• To ensure that the new employee does not form
a negative perception about the organization.
• To foster good relations among employees
• To reduce the possibility of a new employee
being exploited by an evil co worker
• To build up the new employee’s confidence in the
organisation so that he may become a efficient
employee.
CONTENTS OF INDUCTION
PROGRAMME
• Company’s history, philosophy and
operations
• Product and services of the company
• Company’s organization structure
• Location of departments and employee
services
• Personnel policies and practices
• Employee’s activities
• Rules and regulations
• Grievance procedure
• Safety measures
• Standing orders
• Terms and conditions of services
• Benefits and services for employees
• Opportunities fro training, promotions,
transfers etc.
 INDUCTION PROCEDURE
The procedure should basically follow these steps:
1.First, the new person needs time and a place to
report to work
2.Second, it is very important that the supervisor or
the immediate boss meet and welcome the
employee to the organization
3.Third, administrative work should be completed
4.Fourth, departmental orientation to be conducted
5.Fifth, verbal explanations are to be supplemented
by a wide variety of printed
PROBLEMS IN INDUCTION
• Busy or Untrained supervisor
• Too much information
• Overloaded with paperwork
• Given menial tasks and discourage interests
• Demanding tasks where failure chances are
high
• Employee thrown into action soon
• Wrong perceptions of employee
DIFFERENCE BETWEEN ORIENTATION AND
INDUCTION
BASIS FOR COMPARISON INDUCTION
Meaning Induction is a process takes
place to welcome newcomer to
the organization, to make them
ready for their job.
Process One way
Involves Introduction of the employee
with the organization.
Time horizon Short term
Sequence First
Form Detailed presentation or
brochure of the company's
rules, policies and employee
benefits is provided.
ORIENTATION
A process which
involves assimilation
of new joinee into
the organization to
rehabilitate him at
the new workplace
and provided with
basic information
about the company.
Two way
Integration of the
employee in the
organization.
Long term
Second
Practical overview of
the organization.
CONCLUSION
• Placement is understood as the allocation of
people to jobs. If the number of individuals is
large in relation to the available jobs, only the
best qualified persons can be selected and
placed. Once we establish this unique profile for
each individual, people and jobs can be matched
optimally within the constraints set by available
jobs and available people
In my words, Induction plays an important role in
success of an organisation by acquainting a new
employee to the new environment, rules and
regulations which in turn helps in better performance