DU SOL B.Com 3rd Year Human Resource Management Notes Chapter 8 Placement, Induction (Or Orientation) and Socialisation
What do you mean by placement ? What are its principles ?
Placement – Meaning And Principles:
Once an offer of employment has been extended and accepted by the employee concerned there comes the last step in the procurement function i.e., placement of the individual on the job and orienting him to the organisation. ‘Once the employee is selected he should be placed on a suitable job. While doing so, the factor to be considered is not only the suitability of the individual to the job but also the suitability of the job to the individual.
First placement is always a problem because organisation has little knowledge about new employees. Therefore placement should be made after due consideration of the demands of the job and the social psychological needs of the individual. A company which has spent a lot of time and money in making a very careful selection may lose the purpose due to wrong placement.
According to Pigors and Myres, placement may be defined as “the determination of the job to which an accepted candidate is to be assigned, and his assignment to that job. It is matching of what the supervisor has reason to think he can do with the job demands (job requirements); it is matching of what he imposes (in strain, working conditions) and what he offers in the form of pay roll, companionship with other promotional possibilities etc.”
According to Billimoria, “Induction is a technique by which a new employee is rehabilitated into the changed surroundings and introduced to the practices, policies and purposes of the organisation. ” In other words, induction is a welcoming process – the idea is to welcome a newcomer, make him feel at home and generate in him a feeling that his own job, however small, is a meaningful and has a significance as a part of the total organisation.
This provides an opportunity to clarify any misunderstanding or removing and misapprehension in him. But if an employee is found maladjusted even after that it may be a symptom of wrong selection or wrong placement. This should be corrected any way considered necessary.
Objectives And Importance Of Induction :
When a newcomer joins an organisation, he is an utter stranger to the people, work place and work environment. He may feel insecure, shy and nervous. Induction leads to reduction of these anxieties; dispels the irrational fears of present employees and hold colleagues responsible for assisting the newcomer so that he may feel confident. A systematic induction process achieves following objectives and benefits:
- It promotes a feeling of belongingness and loyalty to the organisation among newcomers so that they may not form false impression regarding the company because the first impression is the last impression.
- It brings an agreement between organisation goals and the personnel goals of the newcomers.
- It builds up the new employee’s confidence in the organisation and in himself so that he may become an efficient worker.
- It gives the new employee information regarding company viz. its structure, product, policies, rules and regulations, and facilities provided by the company such as cafetaria, locker room, time to break off, leave rules etc.
- It introduces new worker to the supervisor and fellow-workers with whom he has to work.
- It creates a sense of security for the worker in his job by impressing the idea that fairness to the worker is the inherent policy of the organisation.
- It lessens or avoids the cost of replacing the worker in the early impressionable period because of lack of information or incorrect business impression.
Billimoria has observed “induction has a greater significance in a developing country like India where the percentage of illiteracy is very high. The new worker finds himself completely at sea when by force of circumstances he has to shift form rural surroundings into an industrial unit. It is of no use trying to push a handbook of certified rules and regulations into his hands and expecting him to turn out into a loyal and efficient employee. He needs a short and simple induction conducted by someone who speaks his own language. This will go a long way in reducing turnover and, above all in preventing a worker from the likelihood of falling a prey to subversive elements which thrive and create labour unrest by misrepresenting employees to illiterate employees.”
Induction is a socialising process by which the organisation seeks to make an individual its agent for the achievement of objective and the individual seeks to make an agency principal relationship with the organisation for the achievement of personal goals. He is made aware of how his job fits into the overall operations of the organisation, his own duties and responsibilities and to whom he should look for when he has any problem or difficulty.
Elements Of Induction:
A good induction programme has following three elements:
1. Introductory in Information – A newcomer should be given informally or in group sessions the introductory information regarding the history of the company and company’s products, its organisational structure, personnel policies, rules and regulations of the company relating to leaves, attendance, pay etc.
2. On-the-job Information – A newcomer should also be given information by the department, supervisor where he is placed on the job. The information may be about departmental facilities and requirements such as nature of the job, the extent of his liability and employee’s activities such as recreational facilities, associations, safety measures, job routine etc.
3. Follow up Interview – A follow up interview should be arranged several weeks after the employee has been on the job, by the suervisor or a personnel manager to answer the problems faced by the employee on the job.
Describe the induction procedure. What are different induction practices ?
Induction Procedure And Practices:
Induction programme in an enterprise may be formal or informal depending upon the size of the organisation and the complexity of the individual’s new environment. There is no model induction procedure. Each industry develops its own procedures as per needs. The procedure basically follows the following steps :
- First of all, the new person needs time and a place to report to work.
- Secondly, the supervisor or immediate boss should meet and welcome the employee to the organisation.
- Thirdly, administrative work should be completed. Such items as vacations, probationary period, medical absences, suggestion systems should be covered.
- Fourthly, the departmental orientation can be conducted. This should include a get-acquainted talk, introduction to the department, explanation of the functions of the department and job instruction and to whom he should look for help when he has any problem.
- Lastly, verbal explanations should be supplemented by a variety of printed material, employee handbooks, flayers, employee manual, house journals, picture stories, comics, cartoons, pamphlets etc. along with short guided tour around the plant.
A formal orientation programme cover the following information
- History and growth of the organisation and its future potentialities.
- Products and services offered by the company to meet consumer needs.
- Companys organisation structure and relation of the department r with other department.
- Location of different departments such as canteen, store etc.
- Personnel policies regarding promotion, training, compensation, retirement etc.
- Rules and Regulations regarding attendance, leave, recreations unions etc.
- Safety measures taken by the company.
- Standing orders regarding discipline, grievance handling etc.
- Job requirement of the job offered.
- Special training. The induction programme should be carried out by persons who are fully conversant which the course contents.
Induction Practices :
Following are important induction practices which are generally used in any industry:
- Induction Guide – Such guide book are prepared by the personnel department with information on what induction steps have been taken and what are still to be covered various steps to be taken and by whom and when the instructions are to be given are mentioned in the guide book.
- Counselling – The supervisor may induct the new employees working under him by introducing and counselling them by reassuring and reinforcing the confidence and guarding against false impression.
- Tour of Plant – A tour of the plant and department is arranged to acquaint the new employees with the overall operations of the company.
- Follow-up Interview – By follow up interview personnel department can take action to readjust conditions, revealed, dispel fears and gain their confidence.
What is meant by socialisation of employees ? Briefly explain the stages in socialisation.
Write short note on‘stages in socialisation.
Socialisation Of Employees :
Meaning of Socialisation. In the context of an organisation, socialisation is an on going process through which an employee begins to understand and accept the roles, values, beliefs, norms held by others in the organisation. Thus, by socialisation means adopting by the new employees the culture of the organisation. Socialisation teaches the new employee about the organisation, culture and also coaches the newcomers to make adjustment necessary to cope with the organisational environment. An employee of the organisation learns about the beliefs and behaviour of the organisational from other members of the society/organisation. Thus, socialisation is the process of indoctrinating the new employees into the organisation.
Socialisation performs two functions –
- It creates uniform behaviour in members, increases understanding and reduces conflicts etc.
- It reduces the role ambiguity of employees as they come to know what is expected to them.
Stages in socialisation Process. There are three stages in socialisation process – Pre-arrival, encounter and transformation. These are briefly discussed below –
1. Pre-arrival stage. It denotes the period of learning in the socialisation process that occurs before the new employees joins the organisation. The new worker has some values, norms, beliefs, attitudes and expectations of his own which he would like to fulfil. The employment must take care of these factors at the time of selection. Only those type of people should be selected who might be able to fit into the organisation. The candidate must be made aware of the organisation’s culture.
2. Encounters stage. This stage starts wen the new employee joins the organisation. He comes to know what the organisation is really like and may feel divergence between his expectations and those of the organisation. If this is so, the new employee must undergo socialisation and will detach him from his previous notions and assumptions about the organisation and make him learn another set the organisation deemed desirable. The induction process is helpful in many of the cases. But, if the employee is not able to change his expectations and adapt to the requirements of the organisation, he might have to leave the organisation.
3. Transformation stage. Under this stage real transformation in the new employee takes place. He adjusts to his work group norms and values and becomes comfortable with the organisations. His acceptability among the members of the group creates confidence in him. He feels himself a con-tended employee and Ijkes the place of work and enjoys the company of his colleagues.
As a result, he will feel himself committed to the organisation and his job and the productivity will increase. His search for the jobs elsewhere out-side the company will also come to an end. On the reverse, if he fails to adapt himself with the organisation culture, it means lack of commitment and loyalty to the organisation. It will lead him to the exit from the organisation.