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Placement

Placement

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Published by: hareeshdoctus on Nov 11, 2010
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04/16/2014

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Placement:
When once the candidate reports for duty, the organisation has to place him initially inthat job for which he is selected. Immediately the candidate will be trained in variousrelated jobs during the period of probation of training or trial. The organisation generallydecides the final placement after the initial training is over on the basis of the candidate'saptitude and performance during the training/probation period. Probation period generallyranges between six months and two years. If the performance is not satisfactory, theorganisation may extend the probation or ask the candidate to quit the job. If theemployee's performance during the probation period is satisfactory, his services will beregularised and he will be placed permanently on a job.
Employee Placement Process:
Placement is the determination of the job to which an accepted candidate is to beassigned and his assignment to that job. It is a matching of what the supervisor has reasonto think he can do with the job demands, it is a matching of what he imposes and what heoffers in the form of pay roll, companionship with others, promotional possibilities etc. Itis not easy to match all the factors to the new employee who is still unknown to many.So, the new employee is placed as a probationer until the training period is over.
Problems in Placement:
As stated earlier, placement is a crucial task. Placementneeds a clear-cut match between the employees' skills, knowledge, value systems,aptitude and attitude to the description and job specification. Though the HR manager takes all possible precautions, some problems in placement crop up. These problems
 
include.
Employee expectations:
Employee expectations from the job is the main source for the problems in placement. If the employee expects high salary, independent andchallenging work and the job offers low salary, dependent and routine work, theemployee finds himself misfit to the job.
Job expectations/description:
Sometimes, the expectations from the employee aremore than the employee's abilities or skills. Then the HR manager finds themismatch between the job and the employee.
Change in technology:
The technological changes bring radical changes in jobdescription and specification. These changes result in mismatch between the joband the employee.
Changes in organisational structure:
The business grand strategies like mergers,acquisitions, downsizing, de-layering etc., result in changes in organisationalstructure and thereby changes in the jobs. These changes result in misfit betweenthe employee and the job.
Social and Psychological factors:
The social and psychological factors involved inteam work or group formation sometimes results in mismatch.
How to make Placement Effective:
Job rotation:
The techniques of rotating the employee among different jobs in thedepartment/organisation enables the employee to satisfy his aptitude for challenging work and finds the match between himself and the job.
Teamwork:
The recent trand of job design is team building. The teamwork allowsemployees to use their skill, knowledge, abilities etc., and it minimises the problems in placement.
Training and Development:
Continuous employee training and managementdevelopment help the employee to acquire new skills and knowledge, based onthe redesigned jobs. This practice solves the placement problems.
Job enrichment:
Job enrichment provides the challenging work and decision-making authority to the employees. It gives the opportunity of utilising the variedskills of the employees and minimises problems in management.
Empowerment:
Employee empowerment relating to the job makes the employee toexploit his potentialities and make use of them. This technique reduces the problems in placement.
 
INDUCTION
Introduction:
Introducing the new employee who is designated as a probationer to the job, job location, surroundings, organisation, organisational surroundings and variousemployees is the final step of employment process. Some of the companies do not layemphasis on this function as they view that this function will be automatically performed by the colleagues of the new employees. This is more so in educational institutions. This process gains more significance as the rate of turnover is high among new employeescompared to that among senior employees. This is mainly because of the problem of adjustment and adaptability to the new surroundings and environment. Further, absenseof information, lack of knowledge about the new environment, cultural gap, behaviouralvariations, different levels of technology, variations in the requirements of the job and theorganisation also disturb the new employee. Further, induction is essential as thenewcomer may feel insecure, shy, nervous and disturbing. This situation leads toinstability and turnover. Hence, induction plays a pivotal role in acquainting the newemployees to the new environment, company rules and regulations.
Definition:
"Induction is the process of receiving and welcoming an employee when hefirst joins a company and giving him the basic information he needs to settle downquickly and happily and start work."Lecture, handbook, film, group seminar are used to impart the information to newemployees about the environment of the job and the organisation in order to make thenew employee acquaint himself with the following heads:1.About the company's history, objectives, policies, procedures, rules and regulations,codes etc2.About the department and3.About the superiors, subordinates etc.
(i) About the Company:
History, growth, organisation and management, products, market, customers etc., of the company.
Basic conditions of employment-- hours of work, shift, holidays, retirement benefits.
Pay, allowances, deductions.
Sickness rules, information, pay, sick leave.
Leave rules --casual, special, earned --holidays, vacation.
Work rules, work-load, use of materials, equipment, machine.
Disciplinary rules and procedure.

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