HUMAN RESOURCE MANAGEMENT1

DIAGRAMMATIC VIEW
HRM MODEL
Framework
&
Challenges

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Employee
Relation
&
Assessment

Preparation
&
Selection
OBJECTIVES
Societal
Organizational
Functional
Personal
Development
& Evaluation

Compensation
&
Protection

Orientation, placement,
& separation
Training & development
Career Planning
Performance Appraisal

SOCIETAL

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PARTS TO BE STUDIED

PART 1 - Challenges & Framework

PART 2 - Preparation & Selection
PART 3 - Development & Evaluation

PART - 1

DEVELOPMENT & EVALUATION

CHAPTER 9 - Orientation , Placement &
Separation
CHAPTER 10 -

Training & Development

CHAPTER - 9

ORIENTATION , PLACEMENT
&
SEPARATION

DEFINITIONS

ORIENTATION An introductorystage in theprocessof new

assimilation & a
part of his or her continuous socialization process in an org

PLACEMENT Theprocessoffindingsomeoneaplace where

theycanlive,
work, orstudy
SEPARATION The process of managing people in orgs in a
structured &
thorough manner. The place at which a division or parting
occurs

ORIENTATION, PLACEMENT & SEPARATION

SALIENT ASPECTS
When starting a new job, many people wonder:Will I be able to do the job?
Will I fit in around here?
Will the boss like me?
These first-day jitters may be natural, but they reduce a new
employees
satisfaction & ability to learn
Psychologists say that initial impressions are strong & lasting
because new
corners have little else by which to judge
To help an employee become a satisfied & productive member,
the manager

ORIENTATION, PLACEMENT & SEPARATION

ORIENTATION PROGRAM TO ACHIEVE

PLACEMENT OBSTACLES TO
PRODUCTIVITY
Quitting Early One obstacle to a productive & satisfied
workforce is that
employees are more likely to quit during their first few months
than at any other time in their employment. It may even be
beneficial if it occurs among new hires who sense that the org or
the job is not right for them
Dissonance Reduction Realistic job previews close the
psychological gap between what newcomers expect & what they
find. If dissonance is too high, people take action. For new
employees, that may mean quitting
New Employee Turnover The turnover is expensive. Besides
recruiting & selection expenses, the costs as associated with
creating new employee records in the HR dept. Establishing
payroll records in accounting, giving new employees training &

ORIENTATION PROGRAM
Orientation Programs It familiarize new employees with their
roles, the org, its policies, & other employees.
Socialization
HR depts efforts help integrate newcomers into the org & enable
socialization to
take place that helps the org meet its need for productive
employees while
enabling new employees to meet their needs
Socialization is the ongoing process through which an employee
begins to
understand & accept the values, norms, & beliefs held by others
in the org
Finally the newcomer becomes fully integrated to the org, after
which acceptable
levels of satisfaction, productivity & stability of service are more
likely (book
page 256,Figure -9-3)

ORIENTATION PROGRAM
Content & Responsibility for Orientation
Employee Handbook Formal orientation programs usually rely
on the HR dept &
the supervisor. This two-tiered orientation program is used
because the issues
covered in an orientation fall into two broad categories:- General topics of interest to most new employees
Specific, job-related issues of concern only to specific
jobholders
Supervisory Role In addition to the HR depts presentation, the
orientation is
continued by employees supervisor, who handles the jobrelated introductions
- This tier of the orientation program should include introducing
new employees
to their coworkers & others who work in different depts
- Job duties & related issues are equally important which are

ORIENTATION PROGRAM

ORIENTATION PROGRAM
Opportunities & Pitfall
Weakest Part The weakest part of most orientation programs
occurs at the
supervisory level, even when the HR dept has designed an
effective orientation
program & trained supervisors to conduct their part of It. The
reasons may
involve:- Supervisors are more pressed with problems at their part
- Supervisors view thing familiar & nothing seem an important
thing to learn
Check List To help & ensure a systematic orientation, the
supervisors maybe
given a check list of topics to cover that focuses on the
introduction and job
duties (book page 257, Figure 9-4). The main heads of the topics
include:- Org issues
- Employment benefits

ORIENTATION PROGRAM
Buddy System
- A helpful supplement to the newcomer orientation is the
assignment of buddy
- Under the third tier, the buddy system of orientation, an
experienced employee
asked to show the new worker around, conduct the
introductions for the
supervisor & answer the newcomers questions
- The buddy system is a supplement to the supervisors
orientation efforts.
excellent opportunity to establish open communication s with
new employees.
- Both , EPT & supervisors are responsible to see that the
employee is not :+ Over whelmed with too much to absorb in a shirt time
+ Over whelmed with forms to complete
+ Given only mental tasks that discourage job interest & complete
loyalty

ORIENTATION PROGRAM
Benefits of Orientation Program

Although research on orientation programs is limited, several

benefits are
commonly reported. Most of these benefits revolve around
reducing employees
anxieties. With less anxieties newcomers can learn their duties
better
Well-oriented newcomers need less attention from coworkers &
supervisors,
perform better & are less likely to quit
Orientation Follow-up
HR dept often uses a prescheduled meeting or a simple checklist
that asks the
employee to critique the weaknesses of the orientation program
Checklist also serves as feedback to help the HR dept to identify
the parts of the
program that are strong
Face-to-face meetings between the employee & supervisor are
the most

EMPLOYEE PLACEMENT
SALIENT ASPECT
Placement is the assignment or reassignment of an employee to
a new job
Most placement decisions are made by line managers Usually the
employees
supervisor, in consultation with higher levels of line mangt,
decides on the future
placement of each employee

HR depts role is to advise the line managers about the

companys policies &
provide counseling to the employees
Each decisions should be coupled with an orientation & follow-up
whether the
placement is caused by:- Downsizing

TYPE OF PLACEMENT
PROMOTIONS
Salient Aspects
A promotion occurs when an employee is moved from a job to
another position
that is higher in pay, responsibility, and/or orgl level. Generally,
given as a
recognition of a persons past performance & future promise
Promotions usually are based on merit and/or seniority:Merit-based Promotion These occur when an employee
is promoted
because of superior performance in the current job. When
promotion is mostly a reward for past efforts and successes, two
problems may
encountered:+ Whether the decision maker can distinguish strong performance
from weak one
+ Good performance in one job is no guarantee of performance in
another

- Seniority-Based Promotion In some situations, the most

senior employee
gets the promotion ( however , HR experts

TYPE OF PLACEMENT
TRANSFERS & DEMOTION

Transfers & demotions are the other two major placement

actions available to
the org :- Transfer occur when an employee is moved from one job to
another position
that is relatively equal in pay, responsibility, and/or orgl level
- Demotion occur when an employee is moved from one job to
another position
that is lower in pay, responsibility and/or orgl level

Decision makers must be able to reallocate people to meet

internal & external
challenges & a common tool here is the employee transfer
By moving people into jobs that are neither a promotion nor a
demotion,
managers may be able to improve the utilization of their human
resources

TYPE OF PLACEMENT
JOB POSTING PROGRAM
The job posting programs inform employees about unfilled job
openings &
qualifications & invites qualified employees to apply
The notices usually are posted on company bulletin boards, in
the company
newspaper, or in the firms electronic bulletin boards via E-mail
The posted qualifications & other facts typically are drawn from
the job analysis
information

Self-nominations or the recommendation of a supervisor,

employees who are
interested in the posted opening report to the HR dept & apply

Many orgs hire recent college graduates for management

training programs

SEPARATIONS
SALIENT ASPECT
Role & Reasons HR depts role is to find the most satisfactory
method of conducting the separation in a way that minimizes the
harm to the org & the individual . It & may be motivated following
reasons : Disciplinary
Economic
Business
Personal

FORMS OF SEPARATION
Temporary Leaves of Absence Employees sometimes need to
leave their jobs
temporarily. The reasons may include :- Medical (Caring for an ill spouse/Serious health condition)
- Family (Child, or parent/Birth or adoption )
- Educational
- Recreational

SEPARATIONS
Attrition It is loss of employees who leave an orgs
employment. It is normal
peoples separation from an org as a result of resignation,
retirement, or death
- It is initiated by the individual worker, not by the company. In
most orgs, the key
component of attrition is resignation, which is a voluntary
separation
- A special form of attrition that the HR dept can actively control
is early
retirement. Early retirement plans encourage long-service
workers to retire
before the traditional age of 65
- One advantage is that early retirements can start a chain
reaction of promotions

SEPARATIONS
Layoffs It entail the separation of employees from the org for
economic or
business reasons:- A layoff most often refers to a termination decision that is
based on:+ Economic conditions
+ Lack of work
+ Corporate restructuring or similar issues that usually apply
to a broader
group of workers
+ Layoffs can either be temporary of permanent
- The separation may last only a few weeks if its purpose is to
adjust inventory
levels or allow a factory to retool for a new product
- When caused by a business cycle, layoffs may last many
months or years
- If occurs due to restructuring, such as downsizing or mergers
& acquisitions,
a temporary layoff may become permanent
Termination

SEPARATIONS
Layoffs It entail the separation of employees from the org for
economic or
business reasons:- A layoff most often refers to a termination decision that is
based on economic
conditions, lack of work, corporate restructuring or similar
issues that usually
apply to a broader group of workers, as opposed to the
performance or other
characteristics of the specific individual employee
- Layoffs can either be temporary of permanent
Termination
- Discipline It is a broad term that encompasses permanent
separation from the
org for any reason. Usually this term implies that the person
was fired as a form
of discipline
- Layoff When people are discharged for business or economic

ISSUE IN PLACEMENT
EFFECTIVENESS The effectiveness of a placement decision
depends on minimizing
disruption to the employee & the org:
Promotions & Transfer To reduce disruption, promotions &
transfer decisions
should be made in accordance with the selection steps
Demotions Similarly, demotions should be well documented &
follow the rules
of effective discipline
Orientation Once the placement has been made, the new
employee should get
an orientation to reduce personal anxieties & speed up the
socialization &
learning processes
LEGAL COMPLIANCE For many years employment relationships
that were not based
on a formal written contract were considered to be employment at

ISSUE IN PLACEMENT
Restrictions Consistent to above, the courts have looked to
employee handbooks,
management promises & other sources to find Implied
employment contracts.
Additionally, dismissal is restricted by the:- Conditions controlled by equal opportunity laws, such as race,
religion, national
origin, sex, pregnancy & age (more than forty)
- Union activities, as determined by law
- Refusal to Ignore Occupational Safety & Health Act violations
- The right to refuse to perform an unusual work assignment
that the employee
believes is hazardous or even life-threatening
- The right to refuse to perform an act that is clearly in violation
of law, such as
cooperating in a price-fixing scheme
Challenge Other employment restrictions may also apply ,
depending on

ISSUE IN PLACEMENT
PREVENTION OF SEPARATIONS
One of the creative areas of HR mangt involves the prevention of
separations
HR depts can prevent their orgs from losing valuable Human
Recourses & the
money invested in the :- Recruitment, selection,
- Orientation & training
Through active programs ,the losses of employees can be
reduced from following
factors:- Voluntary Resignation It can be reduced by a satisfying
work environment, a
challenging job, high quality supervision & opportunities for
personal growth
- Death It can be done through safety, preventive health care
& wellness
programs designed to keep employees healthy
- Layoffs It is minimized in some firms by careful HR planning
while projecting
employment needs several years into the future

THANKS