Induction, Socialization;Induction, Socialization;Training & Development Training & Development HRM HRM Lecture By:Lecture By:Pallavi DeshmukhPallavi Deshmukh Placement After a candidate has been selected, he should be placed on a suitable ob! Placement is the actual posting of an emplo"ee to a specific ob! It involves assigning a specific ran# & responsibilit" to an emplo"ee! The placement decisions are ta#en b" the line manager after matching the recruitments of a ob $ith the %ualifications of a candidate! Induction& 'rientationInduction& 'rientation is a tas# of introducing the ne$ emplo"ees to the organisation & its policies, procedures & rules! According to (illimoria, ) Induction or orientation is the process through $hich a ne$ emplo"ee is rehabilitated into the changed surroundings & introduced to the practices, policies & purposes of the organisation!* 'bectives It promotes a feeling of belongingness & lo"alt" to the organisation among ne$comers! (uilds up confidence in emplo"ees Introduce ne$ colleagues, boss & subordinates +lements of Induction Introductory information: Information regarding compan" histor", product, structure, policies, rules & regulations, pa" etc! On the Job information: Information regarding $here he is going to be placed, departmental facilities, re%uirements, safet" measures etc! ollo! u" Intervie!: A follo$ up intervie$ should be arranged several $ee#s after the oining to ans$er the problems faced b" the emplo"ee on the ob! Procedure 'f Induction,! Time & place to report to $or#-! .elcome of emplo"ee at org! b" immediate boss/! Administrative $or# should be completed0! Departmental orientation should include ob introduction, $hom to loo# for help $hen in problem1! Intro must be supplemented b" emplo"ee handboo#, emplo"ee manual, short guide tour around the plant Problems of Induction 2e$ emplo"ee is overloaded $ith34 Too much of information in short time4 5orms to complete +mplo"ee is given menial 6tedious7 tas#s that discourages emplo"ee +mplo"ee ma" develop $rong perceptions because of short time spent on each ob! #ociali$ation#ociali$ationHRMHRM Socialization Meanin% of #ociali$ation:Socialization in an organisational conte8t is basicall" a process of adaptation to a ne$ culture of the organisation! Meanin% of #ociali$ation:Socialization in an organisational conte8t is basicall" a process of adaptation to a ne$ culture of the organisation! T"pes of Socialization Programme ormal & Informal:2e$ emplo"ees ma" be put directl" into their obs, $ith no effort made to differentiate them from those $ho have been doing the ob for a considerable length of time! Individual v&s 'ollective: The socializing programme can beindividual specific or for a group ofne$ entrants! (rainin% ) Develo"ment(rainin% ) Develo"mentHRMHRM Training & Development Training 9Altering behavior Development 9Increasing #no$ledge :earning 9Permanent change in behavior Training is a process of learning a se%uence of programmed behaviour! It tries to improve their performance on the current ob or prepare them foran indented ob! 2eed 5or (asic Purposes 'f TrainingTo Increase Productivity : Because of training , instruction can help employees increase their level of performance on their present assignment.To Improve quality : Better informed employees are less likely to make operational mistakes.To Help a Co. fulfll its future personnel needs : Itleads to less changes & adjustments in the event of sudden personnel alternation. To Improve Organisational Climate : To improve health & safety : Proper training can help prevent industrial accidents.Osolescence (becoming outdated) Prevention : It foster (promote growth) the& initiative creativity of employees & help to prevent manpower obsolescence.Personnel !ro"th : mployee on personal basis gain individually from their e!posure to educational e!periences.2eed 5or (asic Purposes 'f Training Steps in Training Programmes".". Identifying Training needs Identifying Training needs#.#. !etting ready for the #o !etting ready for the #o$. $. Presentation of the learner Presentation of the learner%.%. Presentation of operations & &no"ledge Presentation of operations & &no"ledge'. '. Performance try out Performance try out(. (. )ollo" up )ollo" up #te"s in (rainin% needs#te"s in (rainin% needsIdentifyin% (rainin% needs: Identifyin% (rainin% needs: It must be on theIt must be on the basis of organisational anal"sis, operational anal"sis &basis of organisational anal"sis, operational anal"sis & individual anal"sis! individual anal"sis!*ettin% ready for the +ob: *ettin% ready for the +ob: ;nder this step, it is to;nder this step, it is to be decided $ho is to be trained 4 ne$ comer or oldbe decided $ho is to be trained 4 ne$ comer or old emplo"ee, supervisor or manager! emplo"ee, supervisor or manager!Pre"aration of the learner: Pre"aration of the learner: It includes putting theIt includes putting the learner at ease, stating the importance & ingredients oflearner at ease, stating the importance & ingredients of ob, e8plain the process of training, familiarizing him $ithob, e8plain the process of training, familiarizing him $ith the e%uipment, materials, tools, & trade terms! the e%uipment, materials, tools, & trade terms!Presentation of o"eration ) kno!led%e:Presentation of o"eration ) kno!led%e: TheThe trainer should clearl" tell sho$, demonstrate & %uestion intrainer should clearl" tell sho$, demonstrate & %uestion in order to put over the ne$ #no$ledge & operations! order to put over the ne$ #no$ledge & operations!Performance try out:Performance try out: ;nder this, the trainee is;nder this, the trainee is as#ed to goas#ed to gothrough the ob several times slo$l",through the ob several times slo$l", e8plaining him each step!e8plaining him each step!