Placement,Induction &

Socialization
SHIFALI GARG
MBA
NCCE
Meaning
Orientation is the process of acquainting new employees
with the organization.
OR
Induction is "the process of receiving and welcoming an
employee when he first joins a company and giving him
the basic information he needs to settle down quickly
and start work . The new employee is introduced to the
job, the coworkers and the organisation .The newcomer
is explained his duties and responsibilities , company
policy and rules and other relevant information
acquainted & accommodated with the organization.
Hence we can say that induction or orientation is the
process through which a new employee is introduced to
the job and the organization.
 When a new employee joins an organization, he
is completely stranger to the people, work place
and the work environment therefore, he likely to
feel insecure, shy and nervous. In the absence
of information and support there is likely to be
anxiety and fear in his mind . Induction and
orientation can help overcome these problems.
Once an employee is selected and placed on an
appropriate job, the process of familiarising him
with the job and the organization begins . This is
called the orientation or induction.
Objectives
Induction serves the following purposes:
A. Removes fears:
B. Creates a good impression
C. To help the new employee overcome his natural shyness
and nervousness in meeting new people in new
environment.
D. To develop new employees confidence in the org.
E. To foster a close and cordial relationship b/w the
newcomers & old employees and their supervisors
F. To give the newcomers necessary information such as
location of cafeteria, locker room, rest periods and leave
rules etc.
Advantages of Induction
1. Induction helps to build up a two way channel
of communication b\w management & workers.
2. Proper induction facilitates informal relations
and teamwork among employees.
3. Induction is helpful in supplying the information
regarding the org., the job & employee welfare
facilities.
4. Proper induction reduce employee grievances,
absenteeism & labor turnover.
5. Help to build the confidence
6. Induction helps to develop good public relation.
Steps In Induction Programme
The HR department may initiate the following steps while organizing the induction programme:

 Welcome to the organization

 Explain about the company.

 Show the location, department where the new recruit will work. .

 Give the company's manual (guidbook) to the new recruit.

.
 Give details about pay, benefits, holidays, leave, etc. Emphasize the importance of attendance or
punctuality.

 Explain about future training opportunities and career prospects.

 Clarify doubts, by encouraging the employee to come out with questions.

 Take the employee on a guided tour of buildings, facilities, etc. Hand him over to his supervisor.
Content
The areas covered in employee induction programme may be stated as follows:

1. Organisational issues

 History of company

 Names and titles of key executives.

 Employees' title and department.

 Layout of physical facilities

 Probationary period

 Products/services offered

 Overview of production process

 Company policy and rules

 Disciplinary procedures

 Safety steps

 Employees' handbook
Content Continued
2. Employee benefits

 Pay scales, pay days

 Vacations, holidays
 Rest pauses
 Training Avenues
 Counseling
 Insurance, medical, recreation, retirement benefit

3. Introductions
 To supervisors

 To co-workers

 To trainers

 To employee counselor
Content Continued
4. Job Duties
 Job location
 Job tasks
 Job safety needs
 Overview of jobs
 Job objectives
 Relationship with other jobs
How to make Induction effective
1. Human side is the most important part of orientation so
new employee should introduced the people with whom
he will work- his colleagues, superiors and subordinate.
2. Make the new employee aware of the general company
policies that apply to him as well as the specific work
situation & requirements.
3. Answer any question and clarify any doubts that the
employee may have doubts the job or org.
4. Provide on-the-job instruction & counseling.
5. Allow reasonable time to adapt to the new work
environment & job demands
6. Keep in close touch with the new employee to check
back how he is doing & offer help is required.
Problems of Induction
 Superiors who is entrusted with the job is not trained or is too busy.
 Employee is overwhelmed with too much information in a short time.
 Employee is overloaded with form to complete.
 Employee is given only unskilled tasks that discourage job interest and
company loyalty.
 Employee is asked to perform tasks where there are high chances of failure
that could needlessly discourage that employee.
 Employee is forced to fill in the gaps between a broad orientation under by
the HR department and a narrow orientation at the departmental level.
 Employee is thrown into action to soon.
 Employee’s mistakes can damage the company.
 Employee may develop wrong perceptions because of short periods spent
on each jobs.
Placement

 Placement is the process of assigning a

specific job to each one of the selected
candidates. It involves assigning a specific
rank and responsibility to an individual. It
implies matching the requirement of a job
with the qualification of a candidate.
“Placement is the determination of
the job to which an accepted candidate is to
be assigned, and his assignment to that job.
Socialisation
Socialisation is the process of adaptation. It is
the process by which new employees attempt
to learn and inculcate the norms and values of
work roles in an organisation.
Some people treat induction and
socialisation as synonymous. However, the
two are different in some respects. Induction
is in fact. Only a part of socialisation.
Induction is confined to new recruits whereas
socialisation also covers, cases of transfers
and promotion.
Socialisation Process

 Socialisation process consist of three stages :

Pre-arrival stage

Encounter

Metamorphosis

OutcomesCommitment Productivity