PLACEMENT

WHAT IS PLACEMENT
Placement is understood as assigning jobs to the selected candidates. Assigning jobs
to employees may involve a new job or different job.
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 involves assigning a specific job to each one of the selected candidates.
However, placement is not so simple as it looks. Instead, it involves striking a fit
between the requirements of a job and the qualifications of a candidate. Thus,
placement may include initial assignment of job to new employee, on transfer,
promotion or demotion of the present employees.
Placement refers to assigning rank and responsibility to an individual, identifying him
with a particular job. If the person adjusts to the job and continues to perform per
expectations, it means that the candidate is properly placed. However, if the candidate
is seen to have problems in adjusting himself to the job, the supervisor must find out
whether the person is properly placed as per the latters aptitude and potential.
Usually, placement problems arise out of wrong selection or improper placement or
both. Therefore, organisations need to constantly review cases of employees below
expectations / potential and employee related problems such as turnover, absenteeism,
accidents etc., and assess how far they are related to inappropriate placement decisions
and remedy the situation without delay.
A proper placement of a worker reduces employee turnover, absenteeism and
accident rates, and improves morale
DEFINITION OF PLACEMENT
placement may be defined as the determination of the job to which an accepted
candidate is to be assigned, and his assignement to that job. It is a matching of what
the supervisor has reason to think he can do with the job demands (job requirements):
it is a matching of what he imposes (in strain, working conditions), and what he
offers in the form of pay roll, companionship with others, promotional possibilities,
etc.
Placement can also be defined as the internal filling of vacancies as distinguished
from external recruitment. 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 refers to the allocations of people to job. It includes initials
assignment of new employees and promotion transfer or demotion of present
employees.
INTRODUCTION OF PLACEMENT
After an employee has been hired and oriented, he or she must be placed in his/her
right job. Placement is understood as the allocation of people to jobs. It is the
assignment or re-assignment of an employee to a new or different job. Placement
includes initial assignment of new employee and promotion, transfer, or demotion of
present employee. Placement arising out of transfer, promotions, and demotions. Once
we establish this unique profile for each individual, people and jobs can be matched
optimally within the constraints set by available jobs and available people.
If the number of individuals is large in relation to the available jobs, only the best
qualified persons can be selected and placed. On the other hand, when more jobs are
available, optimal placement is possible. Thus, the number of people and the number
of jobs determine the placement process in any organisation. Placement refers to
assigning rank and responsibility to an individual, identifying him with a particular
job. If the person adjusts himself to the job and continues to perform as per
expectations, it might mean that the candidate is properly placed.
CONTINUE
However, if the candidate is seen to have problems in adjusting himself to the job, the
supervisor must find out whether the person is properly placed as per the latters
aptitude and potential. Usually, placement problems arises out of wrong selection or
improper placement or both. Therefore, organizations need to constantly review cases
of employees performing below expectations/potential and employee related problems
such as turnover, absenteeism, accidents and assess how far they are related to
inappropriate placement decisions and remedy the situation without delay.
SIGNIFICANCE OF PLACEMENT
It helps the candidate to work as per the predetermined objectives of the organization.
It avoids misfit between the candidate and the job.
It helps in reducing accident rates.
It helps in reducing absenteeism.
It helps in reducing employee turnover.
It improves employee morale
CONCEPT OF PLACEMENT
Placement is the process of assigning a specific job to each one of the selected,
candidates. It involves assigning specific rank and responsibility to an individual. It
implies matching the requirements of a job with the qualifications of a candidate. In
the words of pigors and Myers, placement is the determination of the job to which an
accepted candidate is to be assigned, and his assignment to that job. It is a matching of
what the supervisor has reason to think he can do with the job demands.
It is a matching of what he imposes in strain, working conditions, and what he offers
in the form of payroll, companionship with others, promotional possibilities, etc.
proper placement helps to improve employee morale. It also helps to reduce employee
turnover, absenteeism and accident rates. If a candidate adjusts himself to the job and
continuous to perform as per expectations, it might mean that the candidate is properly
placed. However, if the candidate has problems in adjusting himself to the job and he
continues to perform below expectations, he might be misplaced.
Supervisors/executives should review all such cases to find out cases of misplacement.
Such candidates should be assigned some other more suitable jobs. Alternatives they
may be given14 further training to make them fit for the job.
In certain cases, jobs are independent, for example, postal service or field sales. Here,
non- overlapping routes or territories are alloted to each worker.
PROBLEMS OF PLACEMENT
The 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. Whether the employee
works independent of others or is dependent depends on the type of jobs. Jobs in this
context may be classified into three categories-(1) independent, (2) sequential and (3)
pooled.
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 required on the job.
Where jobs are pooled in nature, there is high interdependence among activities. The
final output is the result of contribution of all the workers. Project teams, temporary
task forces and assembly teams represent pooled jobs.
In sequential jobs, activities of one worker are dependent on the activities of a fellow
worker.
Just as individuals are placed in subgroups, jobs are also categorised into subgroups,
each subgroup having identical characteristics. The next step is to match subgroup
profiles with job-family profiles to determine the likelihood of success and
satisfaction in a particular job family. Once assignment to a job family is made,
individuals can be placed in specific jobs within the job family after further
counselling and possible assessment.
But independent jobs are becoming rarer and rarer, as most jobs are dependent
(sequential or pooled). In order to match individuals with jobs, organisations use the
assessment- classification model. In this model, details about the employees skills,
interests, past performance (if any), and biographical details are collected.
PROCESS OF PLACEMENT
Collect details about the employee
Construct his or her profile
Which subgroup profile does the individuals profile best fit?
Compare subgroup profile to job family profiles
Which job family profile does subgroup profile best fit?
Assign the individual to job family
Assign the individual to specific job after further counselling and assessment
DIFFERENTIAL OF PLACEMENT
In differential placement, attempts are made to compare an applicants aptitudes,
abilities, interests and temperament with job requirements for different jobs to
ascertain for which of these he is most suitable. While traditional placement (for a
single job) is effective only in a labour market marked by an ample supply of
candidates, differential placement has been found to be extremely useful in a tight
labour market. Indeed, differential placement makes the most effective use of human
resources.
The organisation can make the best use of differential placement, as it specifies
several positions for which an individual is suitable and provides enhanced flexibility
of the work force if records of the secondary job qualifications are adequately
maintained. It decreases recruiting and selection costs, absenteeism and turnover and
increases job satisfaction and productivity.
IMPORTANCE OF PLACEMENT
The importance of placement lies in the fact that a proper placement of employees
reduces employees turnover, absenteeism, accidents and dissatisfaction, on the one
hand, and improves their morale, on the other. Placements are also important for
employment agencies, especially executive search firms, a type of employment
agency that specializes in recruiting executive personnel for companies in various
industries.
BENEFITS OF PLACEMENT
Offer solution to short term staff shortages. Projects which otherwise would not be
done due to a shortage of resources, can be moved forward.
Gain an intelligent, motivated, cost-effective labour resource with valuable skills,
knowledge and fresh ideas.
Employing a placement or work experience student can be viewed as part of the
interview process for future company employees.
CONCLUSION
Placement is understood as the allocation of people to jobs. If the number of
individuals is large in relation to the available jobs, only the best qualified persons can
be selected and placed. Once we establish this unique profile for each individual,
people and jobs can be matched optimally within the constraints set by available jobs
and available people







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.
Induction refers to the introduction of a person to the job and the organisation. The
purpose is to make the employee feel at home and develop a sense of pride in the
organisation and commitment to the job.
The induction process is also envisaged to indoctrinate, orient, acclimatise,
acculture the person to the job and the organisation.


What are the objectives of induction?

Induction is designed to achieve following objectives: -

* To help the new comer to overcome his shyness and overcome his shyness
nervousness in meeting new people in a new environment.

* To give new comer necessary information such as location of a caf, rest period
etc.

* 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.

What are the advantages of formal induction?

The advantages of formal induction are: -

* Induction helps to build up a two-way channel of communication between
management and workers.

* Proper induction facilitates informal relation and team work among employee.

* Effective induction helps to integrate the new employee into the organization and
to develop a sense of belonging.

* Induction helps to develop good relation.

* A formal induction programme proves that the company is taking interest in
getting him off to good start.

* Proper induction reduces employee grievances, absenteeism and labor turnover.

* Induction is helpful in supplying information concerning the organization, the
job and employee welfare facilities.

What are the contents of induction programme?
A formal induction programme should provide following information: -

* 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.
Once the candidates are selected for the required job, they have to be fitted as per
the qualifications. Placement is said to be the process of fitting the selected person
at the right job or place, i.e. fitting square pegs in square holes and round pegs in
round holes. Once he is fitted into the job, he is given the activities he has to
perform and also told about his duties. The freshly appointed candidates are then
given orientation in order to familiarize and introduce the company to him.
Generally the information given during the orientation programme includes-
Employees layout
Type of organizational structure
Departmental goals
Organizational layout
General rules and regulations
Standing Orders
Grievance system or procedure
In short, during Orientation employees are made aware about the mission and
vision of the organization, the nature of operation of the organization, policies and
programmes of the organization.
The main aim of conducting Orientation is to build up confidence, morale and trust
of the employee in the new organization, so that he becomes a productive and an
efficient employee of the organization and contributes to the organizational
success.
The nature of Orientation program varies with the organizational size, i.e., smaller
the organization the more informal is the Orientation and larger the organization
more formalized is the Orientation programme.
Proper Placement of employees will lower the chances of employees absenteeism.
The employees will be more satisfied and contended with their work.
The basic thrust of Induction training during the first one or few weeks after a
person joins service in the organisation is to:
introduce the person to the people with whom he works,
make him aware of the general company policies that apply to
him as also the specific work situation and requirements,
answer any questions and clarify any doubts that the person
may have about the job and the organisation and
provide on-the-job instructions, check back periodically how
the person is doing and offer help, if required.

While The HR staff may provide general orientation relating to the organisation,
the immediate supervisor should take the responsibility for specific orientation
relating to the job and work-unit members. The follow-up of orientation is to be
co-ordinated by both the HR department and the supervisor with a view mainly to
obtain feedback and provide guidance and counselling as required.

Proper induction would enable the employee to get off to a good start and to
develop his overall effectiveness on the job and enhance his potential.