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9 - Induction and Placement

9_Induction and Placement

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Ramesh Kumar
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18 views5 pages

9 - Induction and Placement

9_Induction and Placement

Uploaded by

Ramesh Kumar
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Induction and Orientation

1. Explain the objectives of the induction or orientation program of an


organization.
The main objective of the induction and orientation program in any
organization is to make the new employees feel at home in the new
environment. In addition, the other specific objectives of the induction or
orientation program of an organization are to:

 Give information to the new employees on various aspects of the


organization, such as organizational rules and regulations and its
products, structure, and work culture.
 Develop the confidence of the new employees in the organization.
 Facilitate the feeling of belongingness and loyalty in the new
employees towards the organization
 Provide the information regarding location of the washroom,
cafeteria, and other facilities to new employees.
 Promote the development of cordial relationships between the new
and old employees.
 Ensure that the new employees do not build any false image
regarding the organization or the workplace.
 Develop a sense of security in the new employees for their job.

Thus the induction process aims at introducing the employee to the


organization, and vice versa.

2. Explain the contents of an induction program.

The areas that may be covered in employee induction program are stated
as follows:

a. Organizational issues, which include the following:


 History of the organization
 Names and titles of key executives
 Employees’ and departments
 Layout of physical facilities
 Probationary period
 Products/Services offered
 Overview of production process
 Organization’s policies and rules
 Disciplinary procedures
 Safety steps
 Employee’s handbook

b. Employee benefits, which include the following:

 Pay scales, pay days


 Vacations, holidays
 Training avenues
 Counselling services
 Insurance, medical, recreation, retirement benefit

c. Introduction to:

 Supervisors
 Co-workers
 Trainers
 Employee counsellor

d. Job duties include the following:

 Job location
 Job tasks
 Job safety needs
 Overview of jobs
 Job objectives
 Relationship with other jobs

3. Explain the requisites of an effective induction and orientation program.


There are some requisites that determine the effectiveness of any
induction and orientation program. It is required that the induction
program be designed while giving due consideration to the requirements
of employees. Some of the essentials of an effective induction program
are given as follows:
 Post-induction preparation: Makes the employees feel that they
are the part of the organization. It is the responsibility of the HR
department and the immediate supervisor of the new employees to
prepare themselves to receive the new employees. In addition, the
co-workers of the new employees should be aware and informed
about the joining of new employees.
 Required information: Involves finding out the information that
the new employees want to know at the first day of the new job.
The HR department and the reporting manager of the new
employees should decide together that what information employees
needs to know to perform their jobs.
 Determining ways of information presentation: Includes
presenting the required information to the new employees in the
most appropriate way. For instance, it would be better to provide
the employee handbook to the new employees that include
information about leaves and holiday policies, rather than
informing them verbally.
 Paperwork completion: Denotes the timely completion of
necessary documentation by the end of induction program. It is
essential for the HR department to ensure that the new employees
are paid accurately and timely. The respective forms of salary
preparation, insurance, provident fund, and tax deduction are to be
filled on time.

4. Explain placement.

Placement is the process of assigning a specific job and its associated


grade and responsibility to the new employees. In simple words, it is the
actual posting of new employees to their particular jobs. It involves
harmonizing the job requirements with the qualification and skills of the
candidates. It is also referred as the allocation of selected candidates to a
new and suitable job. Employee placement within the organization may
take the promotion, transfer, demotion, or even separation over a period.
Placement offers the following benefits:

 Helps the new employees to get along with people in the


organization easily
 Improves the morale of the employees
 Helps in reducing employer turnover.
 Helps in reducing absenteeism
 Keeps high spirit of work for the employees
 Avoids misfit between the employees and the job.
 Guides the new employee to work or per the predetermined
objectives of the organization

5. Explain the assessment classification model.

The assessment classification model requires collection of details about


the selected candidates, such as skills, interests, past performance,
expertise, and biographical details. The subgroups are formed and the
candidates are placed into these subgroups as per their characteristics.
While the candidates are grouped into subgroups, the jobs are also
classified and placed into subgroups correspondingly. Each subgroup
having a particular job family is distinguished by the identical
characteristics. The subgroup profiles are matched with the job-family
profiles and the candidates are placed in the particular jobs with the
corresponding job family.
Gathering Employee Details

Constructing Employees’ Profiles

Forming the subgroup & categorizing each subgroup by


each job family

Comparing the candidates profile to the subgroup profile

Placing the Candidate in Individual Subgroup

Analyzing the Employee Profile in Contrast to the


Subgroup Profile

Assigning the Specific Job to the Employee

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