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PLACEMENT

&
INDUCTION
PLACEMENT
Placement may be defined as
the determination of the job to
which a selected candidate is
to be assigned, and his
assignment to the job.
Significance of placement
Reduced labour turnover
Reduced absenteeism rate
Increased morale of workers
and lower accidents
Better human relations in the
organization

Considerations
Job requirements
Suitable qualifications
Adequate information to the job
incumbent
Commitment & loyalty
Flexibility
What is induction?
Induction is process meant to help the new
employee to settle down quickly into the
job by becoming familiar with the people,
the surroundings, the job, the firm and the
industry.

Induction is the process of acquainting the
new employees with the existing culture
and practices of the new organization.
Purpose of Induction
To sort out all anxiety of recruited person.
To ensure the effective integration of staff.
History and introduction of founders.
Understand the standards and rules
(written and unwritten) of the organisation.
Introduction to the company/department
and its personnel structure.
Relevant personnel policies, such as
training, promotion and health and safety.
To clear doubtful situation between new
employee and existing one
Who needs special attention?


People returning to work after a
break.
Disabled employees.
Management trainees.
Employees with language
difficulties
Induction Programme
Before designing induction programme firm
need to decide three strategic choice

Formal Informal

Individual Collective

Serial Disjunctive


Who is responsible for the
induction process?
Training officer
HR manager
Health and safety advisor
Department or line manager
Supervisor
Trade union or employee
representative
Formal Induction Programme
HR Representative
Organizational Issues
Employee Benefits
Introduction
Special
anxiety
reduction
seminar
Supervisor
Specific job
location &
duties
To placement
Points while
implementing Induction
Secure early commitment
Identify the business objectives and
desired benefits.
Agree roles and responsibilities of different
players in the process
Think of induction as a journey
Have clear learning objectives for training
sessions
Engage staff prior to joining
Respect the induction needs of different
audiences
Keep induction material up to date
Evaluation
Retention rates
Feedback from whom who
completed induction
Exit interviews
Monitoring queries
Trends in Induction
Chalk and talk session
Questionnaire
From practicalities to
discussion about culture
Using technologies like e-
learning
Team building exercise
Problem in induction
Employee get so much of information
in short span of time
To keep it simple
Supervisor is not trained enough
Employee is thrown into action too
soon
Wrong perception develop in short
span
Advantages of Good Induction
It takes less time to familiarise
Employee retention.
Create good impression
It creates good adhesion
Less turnover ratio
Increase productivity
No chaos
Cost reduction
In absence of Induction
Uneasiness of new employee in
the environment of the org.
Low morale
Poor integration in team
Loss of productivity
Failure to work with their
highest potential
Company image goes down
Cont...
Leads to Early leaving. It leads to
many problems like:-
a) High employee turnover
b) Lowering the morale of remaining
staff
c) Additional cost for re-recruiting
d) Damage the company reputation
e) Affect new recruitment