INSTITUTE OF CO-OPERATIVE

MANAGEMENT
BHOPAL(M.P.)

HRM
ASSIGNMENT->UNIT -3

SUBMITTED TO :- SUBMITTED BY:-

SHAIZAL BATRA ANSHUMAN DUBEY
MBA 2ND SEM
MEANING:-
INDUCTION , is also called ORIENTATION , is designed to provide a new employee
with the information he or she needs to function comfortably and effectively in
the organization.

In Other Words, Orientation is a systematic and planned introduction of

employees to their jobs , their co-workers and the organization . It also called
Induction

DEFINITION:-
“A planned introduction of employees to their jobs, their co-workers and the
organization.”

Induction covneys three types of information:-

(1). General information about the daily work routine.

(2). A review of the organization’s history, founding fathers, objectives,

operations & product or services, as well as how the employee’sjob contributes to
the organization’s needs

(3). A detailed presentation, perhaps, in a brochure, of the organization’s policies,

work rules and employee benefit topics covered in orientation programmes.
PURPOSE OF INDUCTION:-
(1). The is to make the new employees feel ‘at home’ in the new environment.

(2). Effective induction programmes reduces the anxiety of new employees by

providing them information on the job environment.

(3). Orientation can be instrumental in modifying employee expectations.

(4). Orientation seeks to expose new employees to all areas of the organization.

(5). Induction makes new hires become productive to the company quickly.

(6). A good orientation programme will create a favorable impression of the

organization and its work.

OBJECTIVES:-
(1). To help the new comers overcome his natural shyness & nervousness.

(2). To build up the new employees confidence.

(3). Developing the sense of belongingness & loyalty.

(4). To foster a close cordial relationship.

ADVANTAGES:-
(1). Building up a two-way channel of communication.

(2). It facilitates informal & teamwork relationship.

(3). A formal induction programme proves that company takes sincere interest
for good start.

(4). It is helpful in supply information quickly.

PROBLEMS OF ORIENTATION:-
(1). Employee is overwhelmed with too much information in a short time.

(2). Employee is overloaded with forms to complete.

(3). Employee is given only menial tasks that discourage job interest and company
loyalty.

(4). Employee is asked to perform tasks where there are high chances of failure
that could needlessly discourage the employee.

(5). Employee is thrown into action too soon.

PLACEMENT:-
MEANING:-

After an employee has hired and oriented , he or she must be placed in his/her
right job. Placement is understood as the allocation of people to jobs. Or In Other
Words, Placement refers to the allocation of people to jobs. It includes initial
assignment of new employees and promotion, transfer or demotion of present
employees.

DEFINITION:-

BY PIGOR & MYERS :

“ Placement is the determination of job to which an accepted candidate is to be

assigned & his assignment to that job.”

OR

“ Putting the right men at right place & assigned a specific job to each one of the
selected candidate.”
OBJECTIVE:-
(1).To improve employee morals.

(2). To reduce employee absentism.

(3). To reduce accident rate.

(4). To ensure smooth functioning and growth & development of organization.

ASSESSMENT –CLASSIFICATION MODEL & EMPLOYEE PLACEMENT

Collect detail about the employee.

Construct his or her profile.

Which subgroup profile does the individual’s profile best fit.

Compare subgroup profile to job family profile.

Which job family profile does subgroup profile best fit.

Assign the individual to job family

Assign the individual to specific job after further counselling & assessment.

TRAINING & DEVELOPMENT:-

MEANING AND DEFINITION OF:-

TRAINING :-

It is the process of increasing the knowledge & skills for doing particular job it is
an organized procedure by which people learn knowledge & skills for a definite
purpose.

“ TRAINING refers to the process of imparting specific skills.”

EDUCATION :-

It is the process of increasing the general knowledge & understanding of

employees

“ EDUCATION is theoretical learing in classrooms.”

DEVELOPMENT :-

It is a long-term educational process utilizing a systematic & organized procedure

by which managerial personnel’s learns conceptual & theoretical knowledge for
general purpose.

“ DEVELOPMENT refers to the learing opportunities designed to help employees

growth. ”

INPUTS IN TRAINING & DEVELOPMENT :-

Any training & development programme must contain inputs which enables the
participants to gain skills, learn theoretical concepts and help acquire vision to
look into the distant future.

SKILLS :

A worker needs skills to operate machines, and use other equipment with least
damage and scrap.

EDUCATION :-

The purpose of education is to teach theoretical concepts and develop a sense of

reasoning & judgement.

DEVELOPMENT :-

Another concept of a T & D programme is development which is stresses on

knowledge.
ETHICS :-

There is need for imparting greater ethical orientation to a T&D programme. As it

creates credibility with public & in mind of employee for orgnization. It is good for
decision making and creation of wealth.

ATTITUDINAL CHANGE :-

Attitudes represent feelings and beliefs of individuals towards others.

DECISIONS MAKING & PROBLEM SOLVING SKILLS :-

Decision making and problem solving skills focus on method and techniques for
making organizational decision and solving work-related problems.

METHODS AND TECHNIQUES OF TRAINING :-

There are two types of method for training they are as follows :

(1). ON-THE-JOB METHOD

(a). Orientation training

(b). Job-insruction training

(c). Internships -II-

(2). OFF-THE-JOB METHOD

(a). Vestibule training

(b). Case study -II-

(c). Role play -II-

(d). Sentivity -II-

TYPES OF TRAINING :-
 Orientation
 Job
 Safety
 Promotional
 Refresher
 Remedial

NEED FOR TRAINING :-

. Job requirement

. Technological change

. Organizational viability

. Internal mobility

IMPORTANCE OF TRAINING :-
 HIGHER PRODUCTIVITY
 BETTER QUALITY OF WORK
 LESS LEARNING PERIOD
 COST REDUCTION
 REDUCED SUPERVISION
 LOW ACCIDENT RATE
 HIGH MORALE
 PERSONAL GROWTH
 IMPROVED ORGANIZATIONAL CLIMATE.
BENEFITS TO EMPLOYEE:-
 SELF CONFIDENCE
 HIGHER EARNING
 SAFETY
 ADAPTABILITY
 PROMOTION

PRINCIPLES OF TRAINING:-
 CLEAR OBJECTIVES
 TRAINING POLICY
 MOTIVATION
 RE-ENFORCEMENT
 ORGANIZED MATERIAL
 LEARNING PERIODS
 PREPARING THE INSTRUCTOR
 FEED-BACK
 PRACTICE
 USE OF APPROPRIATE TECHNIQUES

IMPEDIMENTS TO TRAINING :-
There are many impediments which can make a training programme ineffective,
following are the major hindrance:

 MANAGEMENT COMMITMENT IS LACKING & UNEVEN

 AGGREGATE SPENDING ON TRAINING IS INADEQUATE
 EDUCATIONAL INSTITUTION AWARD DEGREE BUT GRADUATES LACK SKILLS
 LARGE-SCALE POACHING OF TRAINED WORKER
 NO HELP TO WORKER DISPLACED BECOZ OF DOWNSIZING
  EMPLOYERS & B-SCHOOLS MUST DEVELOP CLOSER TIES.
 ORGANIZED LABOUR CAN HELP

HOW TO MAKE TRAINING EFFECTIVE :-

a. Ensure that the management commits itself to allocate major resources
and adequate time to training.
b. Ensure that training contributes to competitive strategies of the firms.
c. Ensures that the comprehensive & systematic approach to training exists,
and training & retraining are done at all levels on a continous & ongoing
basis.
d. Ensure that there is proper linkage among organizational, operational &
individual training needs.
e. Creates a system to evaluate the effectiveness of training.

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