Lecture Seven Q. 1) What is orientation? How is a formal orientation programme conducted (2 !

) Orientation is a systematic and planned introduction of employees to their jobs, their coworkers and the organization. It is also called induction. Formal orientation is elaborate and is spread over a couple of weeks or months. ost formal programmes consist of three stages ! "i# a general introduction to the company, often given by the $% department& "ii# specific orientation to the department and the job, typically given by the employee's supervisor& and "iii# follow-up meeting to verify that the important issues have been addressed and employee (uestions have been answered. )his follow-up meeting usually takes place between a new employee and his or her supervisor a week or so after the employee has begun working.

HR Representative

Organizational Issues Employee Benefits Introductions

Supervisor

Specific Job Location and Duties

Special n!iety" reduction Seminars

#o $lacement

Diagram %& 'ormal Orientation $rogramme

* formal orientation programme is shared by the $% specialists and the supervisors. )he former covers such areas as organizational issues, employee benefits, and introductions, while supervisors outline mainly job duties. "see )able +#

"#$L% 1& "opics often covered in %mplo'ee (rientation )rogrammes Organizational Issues , , , , , $istory of employer Organization of -mployer .ames and titles of key e/ecutives -mployee's title and department 0ayout of physical facilities , 1robationary period , 1roduct line or services provided , Overview of production process , 2ompany policies and rules , 3isciplinary regulations , -mployee handbook , 4afety procedure and enforcement -mployee 5enefits , , , Introduction , , , , , )o supervisor )o trainers 7ob location 7ob tasks 7ob safety re(uirements , , 7ob 3uties , , , )o co-workers )o employee counsellor Overview of job 7ob objectives %elationship to other jobs Insurance benefits %etirement programme
services to

, , , , ,

1ay scale and pay days 6acations and holidays %est breaks )raining and education benefit 2ounselling

, -mployer-provided employees

-mployee's title and department

Q. 2) What do 'ou understand *' placement? How are emplo'ees placed on independent+ pooled and se,uential -o*s? (2 !) 1lacement refers to the allocation of people to jobs. It includes initial assignment of new employees, and promotion, transfer, or demotion of present employees. )he difficulty with placement is that we tend to look at the individual but not at the job. Often, the individual does not work independent of others. 8hether the employee works independent of others or is dependent depends on the type of jobs. 7obs in this conte/t may be classified into three categories ! "i# independent, "ii# se(uential and "iii# pooled. In certain cases, jobs are 9independent', for e/ample, postal services or field sales. $ere, non-overlapping routes or territories are allotted to each worker. In such situations, the activities of one worker have little bearing on the activities of other workers. )his is the placement in its simplest form, and it is the problem for which solutions have most often been developed.

In se(uential jobs, activities of one worker are dependent on the activities of a fellow worker. *ssembly lines best e/emplify se(uential jobs. 8here jobs are pooled in nature, there is high interdependence of activities. )he final output is the result of contribution of all the workers. It is the team work which matters. 1roject teams, temporary task forces and assembly teams represent pooled jobs. Independent jobs do not pose great problems in placement, for each employee needs only to be evaluated relative to the match between his or her capabilities and interests, and those re(uired on the job. )he objective to assign individuals so that "i# all jobs are filled by at least minimally (ualified persons, and "ii# individuals are placed on jobs that will make the best possible use of their talents, given available job and $% constraints. 5ut independent jobs are becoming rarer and rarer, as most jobs are dependent "se(uential or pooled#. In order to match individuals with jobs, firms use the assessment classification model. )he following steps show the placement with the help of the assessment-classification model: +. 2ollect details about the employee ;. 2onstruct his or her profile. <. 8hich subgroup profile does the individual's sub-profile fit= >. 2ompare sub-group profile to job family profiles. ?. 8hich job family profile does sub-group profile best fit= @. *ssign the individual to job family. A. *ssign the individual to specific job after further counseling and assessment.