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Placement, Induction

and Socialization
Placement
• Placement involves assigning jobs to the selected
candidates

• It is matching of what the supervisor has reason to think the


candidate can do which the job demands

• Most employees are put on a probation period after which


his/her employment is confirmed

• Only in rare cases an employee once placed, is asked to quit


from his/her job
Importance of placement
• It helps in reducing employee turnover.

• It helps in reducing absenteeism.

• It helps in reducing accident rates.

• It avoids misfit between the candidate and the job.


Orientation, Induction or
Indoctrination
• It is welcoming a new employee to the organization

• Billimoria defines induction as “a technique by which a new


employee is rehabilitated into the changed surroundings
and introduced to the practices, policies and purposes of
the organization”
Objectives of Induction
• To reduce the initial anxiety all new entrants feel when they
join a new job in a new organization

• To familiarize the new employees with the job, people, work


place, work environment in the organization

• To facilitate outsider-insider transition in an integrated


manner

• To reduce exploitation by the unscrupulous co-workers

• To reduce the cultural shock faced in new organizations


Induction procedure
• The procedure should basically follow these steps:

• First, the new person needs time and a place to report to work

• Second, it is very important that the supervisor or the


immediate boss meet and welcome the employee to the
organization

• Third, administrative work should be completed

• Fourth, departmental orientation to be conducted

• Fifth, verbal explanations are to be supplemented by a wide


variety of printed material
Informal induction
• This is an unplanned induction programme.

• This may be simply an introduction to the new entrant


about the job and organization

• It may last for one hour or so and there can be two versions:

• Supervisory system
• Immediate supervisor conducts the induction

• Buddy or sponsor system


• Immediate supervisor assigns the responsibility of induction to an
old employee
Formal induction
• It is a planned programme carried out to integrate the new
entrant into the organization

• This is usually carried out by large organizations

• It includes the following contents:

• Brief history of the organization


• Organizational mission, vision, objectives and philosophies
• Policies and procedures
• Rules and regulations
• Organizational structure and authority relationships
• Terms and conditions
• Welfare and safety measures
Phases of induction
programme
• General induction

• This is the first phase of induction carried out by the HR dept.

• Focus is to expose the new entrant to the organization

• Employee is briefed about his service conditions, pay and


perks, promotion procedure, etc.

• This period of induction may vary from few days to few weeks
Phases of induction
programme
• Specific induction

• This is given by the employee’s supervisor

• The focus is on the overall exposition of the new employee to


his job

• This training helps the new employee adjust to his work


environment

• This may last for a few weeks or even months


Phases of induction
programme
• Follow-up induction

• The main objective is to verify whether the new employee is


getting himself adjusted with the work or not

• This is either given the employee’s immediate supervisor or a


specialist on industrial psychology

• Feedback from this follow-up induction can be used to assess


the requirements of guidance and counseling for the new
entrants
Socialization
• It is a process of adaptation that takes place as individuals
attempt to learn the values and norms of work roles

• In fact, induction is only a part of socialization

• Induction is confined to the new recruits only ; whereas


socialization covers transfer and promotion as well
Phases of socialization process

• Pre-arrival

• Encounter

• Metamorphosis