1. Placement, Induction and Socialization

2. 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

3. 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.

4. 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”

5. 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

6. 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

7. 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

8. 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

9. 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

10. 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

11. 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

12. 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

13. Phases of socialization process • Pre-arrival • Encounter • Metamorphosis