Transcript Placement, Induction and Socialization

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:
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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