HUMAN RESOURCE

PLANNING
INDUCTION
Induction is an important part of the process of socialization of a
new organizational member or employee.

Edwin.B.Flippo has defined induction as the welcoming process
to make the new employee feel at home and generate in him a
feeling of belongingness to the organization.

It is the beginning of the fusion process which helps integration
between the organization goals and personal goals of the new
employee.

Planned induction welcomes the new employee, creates a
favorable attitude, reduces labor turnover and increases
commitment and productivity.




Purpose of induction
To provide information about the orgnstn.
To build up the new employees confidence in the
organisation and himself
To promote a feeling of belonging and loyalty to the
organisation among newcomers
To ensure that the new employee may not form false
impression regarding the new place of work
To foster a close relationship between the new workers
and the old workers
To bring out agreement between the organizational goals
and personal goals of the employee.
Formal Induction
The range of information that may be covered under
orientation training is as follows.
1. Companys history
2. Products of the company
3. Company organisation
4. Location of departments
5. Personnel policies
6. Employees activities
7. Rules and regulations
Contd
8. Safety
9. Standing orders.
10. Counseling service
11. Job routine
12. Special training
Benefits of a formal induction prgm
Reduces new employees anxieties
Helps the new employees in knowing expectations of
the organisation and its executives
Foster a uniform understanding among the
employees about the company's objectives, policies,
principles', strategies, and what the company expects
of its people.
A +ve attitude towards the company and its
stakeholders
Build a two-way communication channel

Problems in induction
1 orientation may remain a superficial indoctrination
into company philosophy, policies and rules.
2. giving too much information in an orientation
session becomes almost as much of a problem as
providing too little.
3. orientation programme may be considered a
burden by the supervisors.
4. orientation may suffer from Mickey mouse
assignment i.e., small and unimportant tasks.
SOCIALISATION
Socialisation is a process of adaptation by which
employees are able to understand the basic values,
norms and customs for becoming the accepted
members of the organisation and assuming
organisational roles.

Socialisation performs 2 functions:
1. It creates uniform behaviour in members increases
productivity
2. 2. it reduces role ambiguity of employees as they
will know what is expected out of them
Chapter 10, Nancy Langton and
Stephen P. Robbins, Fundamentals
of Organizational Behaviour, Third
Canadian Edition
10-9
Copyright 2007 Pearson
Education Canada
A Socialization Model
Prearrival Encounter Metamorphosis
Socialization Process Outcomes
Commitment
Productivity
Turnover
Different types of socialisation

Primary socialisation

Anticipatory socialisation

Developmental socialisation and

Re-socialisation.
Probation
Probation is defined as "the action or process of testing or
putting to the proof." For probationers, it provides an
opportunity to demonstrate that they are able to do the job
to which they have been appointed.
This status allows a supervisor or other company manager
to evaluate closely the progress and skills of the newly hired
worker, determine appropriate assignments, and monitor
other aspects of the employee such as honesty, reliability,
and interactions with co-workers, supervisors or customers.

Contd
A probationary period varies widely depending on the
business, but can last anywhere from 30 days to several years

If the new employee shows promise and does well during the
probationary time, they are usually removed from
probationary status, and may be given a raise or promotion

Some companies may place permanent employees on
probationary status, particularly if their performance is below
a set standard or for disciplinary reasons

The placement of an employee on probationary status is
usually at the discretion of their manager.

Confirmation
1. Tell The Applicant What You Want Them To Do
2. Probationary Period
3. Collective Employment Agreements
4. Offer Letter
5. Employment Agreement
6. Forwarding Of Agreement To Applicant
7. Employees Files.

Promotion and Transfer
Transfer
A transfer may be defined as a job within the
organisation where the new job is substantially equal to
the old in terms of pay, status and responsibilities.
Transfers are possible from one dept to another or from
one plant to another.
Types of transfers
1. Production transfer
2. Shift transfers
3. Remedial transfer
4. Versatility transfer

Transfer policy
It should specify the types and circumstances under
which transfer will be done
It should lay down the basis for transfers
It should indicate the executives responsible for
initiating and approving the transfers
It should prescribe whether the transfers can be
made only within a department or also btwn diff
depts.
It should prescribe whether , when the employee is
transferred, his previous seniority credit will be
retained.
Promotion
Promotion means giving higher position to an
employee which carries higher status, more
responsibilities and higher salary
Higher status and salary are 2 important features of
a promotion
It may be used as a means of filling up vacancies in
higher or senior positions.
It will ensure sincere effort on the part of employees
because they know that they may rise to senior
positions by promotions.
Promotion policy
It must be flexible
It should not bar the outsiders who may bring
valuable ideas and may be more suitable to handle
the jobs than the insiders.
It must consider merit, potential, and seniority of the
employees
Select the most meritorious only out of senior
employees.

Retraining
Retraining is meant for the old employees of the
enterprise.
The purpose of retraining is to acquaint the existing
workforce with the latest methods of performing
their jobs and improve their efficiency further

According to Dale Yoder retraining programmes are
designed to avoid personnel obsolescence
Outplacement
Outplacement is a service that is supplied by companies
that specialize in helping employees job search following a
layoff or job loss.
Outplacement services are contracted for by the employer
who is laying off employees to help employees make a swift
transition to a new job.
Outplacement normally consists of individual or group
career counseling and advising
Outplacement firms supply offices for job searching
employees in some agreements and group training in all
aspects of job searching and career transition.
Additional outplacement services are provided over the
phone, by instant message (IM) and even texting.

HR-Out sourcing
Under this arrangement, a company may draw the
required personnel from the outsourcing firms or
agencies on commission basis rather than offering
employement.
It is also called as leasing of HR
The outsourcing firms get payment for their services
to their clients and give salary directly to the
personnel
Advantages of out sourcing
The companies need not plan for human resources
much in advance.
The companies are free from industrial relations
problems as hrs taken on lease are not their
employees.
The companies can dispense with this category of
employees immediately after the work is over.

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