Induction ,Training and Placement SE SSION OBJECTIVES ORIENTATION PURPOSE OF ORIENTATION ORIENTATION PROGRAMME REQUISITES OF AN EFFECTIVE PROGRAMME PROBLEMS

BLEMS OF ORIENTATION PROGRAMME PLACEMENT PLACEMENT PROBLEMS ORIENTATION Orientation ,also called induction, is designed to provide a new employee with the information he or she needs to function comfortably and effectively in the organisation . It is a planned introduction of employees to their jobs, their co-workers and the organization Orientation conveys three types of information viz. 1. General information about the daily work routine 2. A review of the organisations history, founding fathers, objectives, operations and products or services as well as how the employees job contributes to the organisations needs. 3. A detailed presentation, perhaps , in a brochure , of the organisations policies, work rules and employee benefits. PURPOSE OF ORIENTATION The concept first developed in the US during early 1970s. Several blue chip companies like HLL, P&G, Citibank, Taj Group of Hotels, Colgate-Palmolive implement induction training. Purposes of orientation are depicted in the next slide. Effective orientation programmes reduce the anxiety of new employees by introducing them to co-workers and by encouraging them to ask questions. Orientation seeks to expose new employees to all areas of the organisation. This prevents new inducts from getting overspecialised.Induction thus makes new hires to become more productive to the company. 3. A good orientation programme will create a favourable impression about the organisation and its work. 4. Effectiveness of an orientation programme can have a lasting effect on absenteeism and turnover. ORIENTATION PROGRAMME Orientation programmes range from brief, informal introductions to lengthy, formal programmes. Informal orientations tends to be brief lasting one hour or even less. New employees are instructed to report to the personnel department for an explanation of company policies.

 They are then being referred to the immediate supervisor for on-the-job briefing on specific work procedures. Formal induction is elaborate and can span over a couple of weeks or months. Consist of mainly three stages viz. 1. A general introduction to the organisation, often given by the HR department. 2. Specific orientation to the department and the job, typically given by the employees supervisor. 3. Follow-up meeting to verify that the important and employee questions have been answered. Usually takes place between employee and his/her supervisor within a week or so after the employee has begun working. REQUISTES OF AN EFFECTIVE PROGRAMME 1. Determine information new employees want to know. 1. Determine how to present information(handbooks, brochures etc.) 1. Completion of paperwork(to ensure smooth disbursal of salary). 1. Evaluation of orientation programme. PROBLEMS OF ORIENTATION 1. Supervisor improperly trained. 1. Too much information in a short time. 1. Overloaded with forms to fill up. 1. A broad orientation by the HR department and a narrow/sketchy orientation at the department level. PLACEMENT Allocation of people to jobs. It is the assignment of an employee to a new job. Apparently it seems to be a simple task but in reality it is not so. From a managerial perspective, the task is to understand and capitalise on each persons individuality. PLACEMENT PROBLEMS The difficulty with placement is that we tend to look at the individual but not at the job. Jobs may be : 1. Independent 2. Sequential and 3. Pooled.