HUMAN RESOURCE MANAGEMENT N.O.T.E.S UNIT -2 LESSON 4 : PLACEMENT, INDUCTION AND SOCIALISATION

UNIVERSITY OF DELHI / SCHOOL OF OPEN LEARNING 

B.Com. (Programme) / B.Com. (Hons.)

HUMAN RESOURCE MANAGEMENT

N.O.T.E.S 

UNIT -2 

LESSON 4: PLACEMENT, INDUCTION, AND SOCIALISATION

  INTRODUCTION :

- Selecting the right employee is crucial, but placing them in a suitable job is equally important.

- Matching the employee's skills, qualifications, and interests with the job requirements is essential.

- After selection, it is necessary to familiarize the employee with the job, the company, and their colleagues.

- This familiarity helps the employee feel comfortable and enables them to focus on their work effectively.

CONCEPT OF PLACEMENT

- Placement refers to assigning a newly employed person to a department for work.

- The placement decision should be based on the qualifications and qualities of the selected candidate.

- It should align with the staffing needs of different departments and is the responsibility of the personnel department.

- Proper introduction of the employee to the department head is necessary.

- Placement arrangements should be prepared before the employee's joining date.

- Initial placement may be temporary, with potential changes after training.

- The employee may be transferred to a different job where they can perform better.

- If the candidate adjusts well to the job and meets expectations, it indicates a successful placement.

Importance of Placement:

1. Employee Retention: Proper placement reduces employee turnover as employees are satisfied with their jobs.

2. Reduced Absenteeism: Effective placement leads to job satisfaction, decreasing absenteeism rates.

3. Enhanced Morale: Proper placement assigns employees to tasks they prefer, boosting morale.

4. Improved Human Relations: Employees' comfort with their jobs reduces conflicts and improves relations.

5. Prevention of Misfits: Careful placement prevents mismatches between job and individual.

6. Increased Productivity: Efficient placement reduces waste and losses, leading to higher productivity.

Problems faced by HR Manager in Placement:

1. Employee Expectation: Balancing employee and employer expectations.

2. Technological Change: Explaining and providing necessary training for technological changes.

3. Social and Psychological Factors: Addressing mismatches between skills and jobs due to social and psychological elements.

4. Organizational Growth: Ensuring correct placement to maximize organizational growth.

Principles Followed while Making Placement Decision:

1. Job Requirements:

   - Assign employees based on job specifications and requirements.

   - Consider physical and mental needs, stress tolerance, and vision.

   - Use a job placement profile chart to match capabilities with job requirements.

2. Suitable Qualification:

   - Award the job to the most qualified candidate.

   - Overqualified or underqualified employees can cause long-term issues.

3. Right Information about the Job:

   - Provide accurate and relevant information about the position and the company.

   - Include details about the working environment, benefits, and performance rewards.

4. Commitment and Loyalty:

   - Foster a sense of commitment and loyalty in the newly placed employee.

   - Encourage cooperation and trust among coworkers and towards the company.

5. Awareness about Penalties:

   - Inform employees in advance about the consequences of any misconduct on the job.

CONCEPT OF INDUCTION

- Induction or orientation is crucial to socializing new employees into an organization.

- It involves introducing the new employee to the organization and their work unit.

- Edwin B. Flippo defines induction as a welcoming process that creates a sense of belongingness.

- Induction addresses the introduction and orientation of the new employee to their workgroup, supervisor, and the organization.

- It initiates the fusion process, aligning organizational goals with the personal goals of the new employee.

- Planned induction includes communicating the organization's philosophy, policies, customs, and practices to the new employees.

- It aims to create a favorable attitude, reduce labor turnover, and increase commitment and productivity.

- Induction helps the new employee feel at home and assists them in becoming acquainted and adjusted to the work environment and fellow employees.

- A friendly welcome, introduction to the organization, and providing information about rules, regulations, and working conditions are essential during induction.

Purpose of Induction:

1. Providing Information:

   - Introduce the organization's structure, products, rules, and regulations to new employees.

2. Building Confidence:

   - Instill confidence in the new employee, fostering efficiency and effectiveness.

3. Creating Belongingness and Loyalty:

   - Develop a sense of belongingness and loyalty towards the organization.

4. Avoiding False Impressions:

   - Prevent new employees from forming false impressions about the workplace.

5. Providing Necessary Information:

   - Offer information about facilities, break times, leave rules, etc., that new employees need.

6. Fostering Relationships:

   - Encourage close relationships between new and existing employees and supervisors.

7. Creating a Sense of Security:

   - Emphasize fairness and job security to promote a sense of security among employees.

Contents of the Induction Programme:

1. Organization Overview:

   - History, growth, and future potential of the organization.

2. Organization Structure:

   - Description of the company's structure and departmental relations.

3. Facilities and Layout:

   - Location and layout of plants, stores, departments, canteen, etc.

4. Company Policies:

   - Compensation, training, promotion, retirement, insurance policies, etc.

5. Programs and Activities:

   - Information about worker programs like recreation, mutual benefit association, etc.

6. Rules and Regulations:

   - Description of company rules on attendance, working hours, conduct, etc.

7. Safety Measures:

   - Safety measures for worker protection and their utilization.

8. Grievances and Discipline:

   - Procedures for addressing grievances, disciplinary actions, and suggestion systems.

9. Counseling Services:

   - Information about counseling services provided by the company.

10. Job Requirements and Training:

    - Specific job requirements and training programs for skill development.

Benefits of a Formal Induction Programme:

1. Reduces anxieties and provides new employees with knowledge about the organization and its people.

2. Helps new employees understand the expectations of the organization and its executives.

3. Fosters a uniform understanding of the company's objectives, policies, principles, and strategies.

4. Builds a positive attitude towards the company and its stakeholders.

5. Establishes a two-way communication channel within the organization.

6. Speeds up the socialization process by familiarizing new employees with the workplace's social, technical, and cultural aspects.

7. Facilitates informal relations and teamwork among employees.

8. Reduces turnover, employee grievances, and absenteeism by enhancing awareness, adjustment, and satisfaction among new employees.

Problem Areas in Induction:

1. Superficial Orientation: Orientation may focus on presenting company information without fostering a sense of belongingness.

2. Information Overload: Providing too much information at once can overwhelm new employees and hinder retention.

3. Lack of Supervisor Engagement: Some supervisors may prioritize production issues over orientation, leading to ineffective implementation.

4. "Mickey Mouse" Assignments: Assigning menial tasks to new employees may discourage interest and loyalty.

How to Make Orientation Effective:

1. Introduce the new employee to colleagues, superiors, and subordinates.

2. Communicate general company policies and specific work requirements.

3. Provide information gradually instead of overwhelming the employee on the first day.

4. Address questions and clarify doubts.

5. Offer on-the-job instructions and counseling.

6. Maintain regular contact to check progress and provide assistance if needed.

7. Allow sufficient time for the employee to adapt to the work environment and job demands.

Induction in Indian Industry:

1. Neglected Area: Induction is often overlooked in Indian industries.

2. Importance for Different Groups: Induction is crucial for rural workers, young persons, and management trainees.

3. Adjusting to New Environment: Induction helps newcomers adapt to the work and social environment.

4. Facilitating Rapport: Induction fosters a rapport between new and old employees.

5. Challenges for Management Graduates: Induction assists management graduates in adjusting to traditional management styles in family-owned companies.

6. Significance in Developing Countries: Induction plays a significant role in countries like India with high illiteracy rates.

7. Language and Cultural Considerations: Induction should be conducted in a language the worker understands to reduce turnover and prevent labor unrest.

SOCIALISATION

- Socialization is the process of adjustment or adaptation for new employees in an organization.

- It involves learning and internalizing the norms and values of work roles.

- Induction is a part of socialization that focuses on new recruits, while socialization also applies to cases of transfer and promotion.

- Socialization helps reduce new hires' anxiety and facilitates their adjustment with existing employees.

- The purpose of socialization can vary from one firm to another.

Process of Socialization:

1. Pre-arrival stage:

   - This stage involves the learning and preparation that occurs before joining the organization.

   - During the selection process, the hiring company seeks individuals who not only possess the necessary skills for the job but also fit well into the organizational culture.

   - Job previews or informational sessions may be provided to prospective employees, allowing them to learn more about the job and the organization.

Example: Before joining a software development company, a new recruit may have completed relevant educational courses, gaining knowledge and skills in programming languages and software development methodologies. During the selection process, the company looks for candidates who not only possess technical expertise but also demonstrate a collaborative and innovative mindset, which aligns with the company's culture of teamwork and creativity. Additionally, the candidate may have attended an orientation session that provided insights into the company's values, work environment, and expectations.

2. Encounter stage:

   - The encounter stage involves the new employees experiencing the actual working conditions of the organization.

   - They encounter the expectations of the job, interact with co-workers, and immediate supervisors, and gain an understanding of the overall business.

   - This stage either reaffirms their preconceived notions or helps them adjust their perceptions based on the reality of the work environment.

Example: Upon joining the software development company, the new employee interacts with their team members, collaborates on projects, and receives guidance from their immediate supervisor. They become familiar with the company's coding standards, project management processes, and overall workflow. If their expectations match the reality of the job, it reinforces their positive perception. However, socialization helps them understand and adapt to the new environment if they encounter different working practices or face unexpected challenges.

3. Metamorphosis stage:

   - In the metamorphosis stage, new employees work towards finding solutions to challenges and fully integrating into the organization.

   - They become comfortable with their job responsibilities and develop strong relationships with team members.

   - They feel accepted by their superiors and peers, understand the organization's systems and processes, and know how their performance contributes to the overall goals.

Example: As new employee becomes more familiar with their role, they actively contribute to project tasks, collaborate effectively with team members, and receive positive feedback from their supervisor. They demonstrate a good understanding of the company's values, actively participate in team discussions, and suggest improvements based on their expertise. Over time, they feel a sense of belonging, recognize their role within the organization, and work towards achieving personal and organizational success.

Note: The example provided illustrates the stages of socialization within a software development company, where the new employee progresses from learning and preparing before joining to experiencing the actual work environment, and finally, integrating and contributing effectively within the organization. The headings and summary capture the key points of each stage and showcase the process of socialization in action.

IN-TEXT QUESTIONS

1. ______________means placing a recruit in a suitable job position.

2. The employee should also be informed in advance of the consequences for any wrongdoing that may happen on the job. This is a principle one of the placement decision. True / False. 

3. Which of the following is not considered a principle in placement decisions?

a) Qualification                         b) Job Requirement

c) Loyalty                                 d) Tools Analysis

4. Induction does not help to promote a feeling of belongingness and loyalty to

the organization among newcomers. True/ False.

5. Misfits between the job and the individual can be prevented by careful

placement. True/ False.

6. ____________ is the process by which new employees attempt to learn and

inculcate the norms and values of work roles in an organization.

7. Process of socialization has four stages. True / False.

8. Which of the following does not relates to the process of designing an

induction program?

a) Description of the organization structure   b) Company’s policies

c) Grievance procedure                                  d) Social environment

9. Giving too much information in an orientation session becomes almost as much of a problem as providing too little. It is a big problem faced by  companies nowadays. True/ False.

10. ________________ is the welcoming process to make the new employee feel at home and generate in him a feeling of belongingness to the organization.

ANSWERS :

1. Placement

2. False

3. c) Loyalty

4. False

5. True

6. Socialization

7. False

8. d) Social environment

9. True

10. Induction

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