Placement, Induction & Internal Mobility

Nitesh Gaikwad 4009 Priyal Choudhary 4006 Vishal Kumbhar 4013

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 process could be.

Phases of Placement Process

Aptitude

Test

Technical Test
GD/Extempore Technical Interview

HR Interview

Benefits of Placement

Good results on the Job.

Getting along with the people easily and proving themselves.

Keeping his spirits high and report for the duty regularly. Learning the work and excel in the job. Avoid mistakes and errors.

Placement procedure
Syntel

Campus Placements drives are conducted in various educational institutes and these provide job opportunities to the students pursuing their particular academic course. There are two types of Campus Placement program: On-Campus Placement Drives Off-Campus Placement Drives The number of students finally selected by the company depends on two major parameters: The number of students that are able to match the minimum basic requirements of the company set for each of the above stages. The organizational requirements in terms of the people required for the coming fiscal year.

What is induction?

Once an employee is selected and placed on an appropriate job, the process of familiarizing him with the job and the organization is known as induction.
Induction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work.

Objectives of induction

To build new employee confidence in the organization. It helps in reducing labor turnover and absenteeism. It reduces confusion and develops healthy relations in the organization. To ensure that the new comer do not form false impression and negative attitude towards the organization. To develop among the new comer a sense of belonging and loyalty to the organization.

Contents of formal induction programme

Brief history and operations of the company. The companys organization structure.

Policies and procedure of the company.

Products and services of the company. Location of department and employee facilities.

Safety measures.
Grievances procedures. Benefits and services of employee.

Standing orders and disciplinary procedures.

Opportunities for training, promotions, transfer etc. Suggestion schemes.

Rules and Regulations.

Contents of informal induction program

Unplanned induction Simple introduction to the new entrant about the job and organization Generally carried out by the medium and small scale units.

Measures for effective Induction Program

Receiving new employees

determining the new employees

need for information Determining how to present the information

Delivering induction training by the right instructor

Evaluating the induction program

Induction in some organizations

1.
2. 3. 4.

Maruti Udyog
familiarize with various functions and meet division heads
work on shop floor work at various other departments work finally in departments for about 2 months where they eventually work

1.
2.

Sony India
No uniform policy and specific time frame given for induction.
Organization gives enough time to fit in to understand and realize the processes in organization between 6 months to a year according to nature of work.

Conti.

1. 2. 3. 4.

Standard Chartered Bank

Placements from various campus selections Induction training of 6 months Two days sessions conducted for team building thereafter And at last on real job they have to attend a review session about the job itself.

Induction program in TIS

Orienting New Employees Faster

TIS offers employee a 360 approach to employee orientation, with the ability to easily update onboarding programs, making new hire orientation future-proof. Now you can ensure that new employees become productive quicker and costefficiently while scaling up your organization or expanding your workforce. Application Areas covered during induction: Policies Business strategy Career development initiatives Employee benefits Organizational history Mission and vision statements Values Environmental concerns

What is Internal Mobility?

Internal mobility is the movement of employees from one position to another within a corporation.

It is an efficient and cost-effective method of talent deployment.

A successful internal mobility program begins with a company clarifying its purpose and the business goals it seeks to accomplish with an internal mobility initiative.

Need for Internal Mobility

Internal mobility is needed because of the following reasons:

Changes in job structure, job design, job grouping etc. Changes in technology, mechanization etc. resulting in enhancement of job demands. Expansion and diversification of product/operation. Adding different lines of auxiliary and supportive activity. Taking up of geographical expansion and diversification.

Purpose of internal mobility

The purposes of internal mobility are four-fold, viz.:

To improve the effectiveness of the organization.

To maximize the employee efficiency. To ensure discipline; and

To adapt organizational changes.

Phases of Internal Mobility

Promotion

Transfer
Demotion

Promotion
According to Paul pig ours and Charles A. Myers, promotion is advancement of an employee to a better job _ better in terms of greater responsibility, more prestige of states, grater skill and especially increased rate of pay or salary. There are three type of Promotion:

Vertical promotion Upgradation Dry promotion

I. Vertical promotion:- under these types of promotion, employee is moved to the next higher level, in the organist ion hierarchy with greater responsibility, authority, pay and status.

II. Upgradation:- under these types of promotion, the job is upgraded in the organizational hierarchy. Consequently, the employee gets more salary, higher authority and responsibility. For example, the job of medical officer in rail way was in group C is upgraded as group B position.
III. Dry promotion:- under these types of promotion, the employee is moved to the next higher level in the organizational hierarchy with greater responsibility, authority and status without any increase any salary.

Transfer

Transfer is define as a lateral shift causing movement of individual from one position to another usually without involving any marked change in duties, responsibility, skill needed or compensation. Transfer is also define as the moving of an employee from one job to another, it may involve promotion, demotion or no change in job status other than moving from one job to another.

Demotion

It is the opposite if promotion. Demotion is the reassignment of a lower level job to an employee with delegation of responsibility and authority required to perform that lower level job and normally lower level pay. Organization use demotions less frequently as it affect the employee career prospects and moral.