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8-1 EXCEL

BOOKS
Chapter

PLACEMENT,
INDUCTION,
INTERNAL MOBILITY
AND SEPARATIONS
8-2

ANNOTATED OUTLINE

PLACEMENT
Placement is the actual posting of an employee to a specific job—
with rank and responsibilities attached to it. Most organisations put
new recruits on probation for a given period of time after which their
services are confirmed. Placement, however, should be made with
as little disruption to the employee and organisation as possible.   

Benefits of Placement
The employee is able to:
 Show good results on the job.
 Get along with people easily.
 Keep his spirits high, report for duty regularly.
 Avoid mistakes and accidents.

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Induction Or Orientation

Induction or orientation is the process through which a new recruit is


introduced to the job and the organisation. Induction removes fears from the
mind of a newcomer, creates a good impression about the organisation and
acts as a valuable source of information.

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Induction Programme: Steps

 Welcome to the organisation


 Explain about the company and show all the facilities
 Show the location where the new recruit will work.
 Give the company's manual
 Offer details about various work groups
 Provide details about policies, rules, regulations, benefits, etc
 Explain about opportunities and career prospects
 Clarify doubts
 Assign the new recruit to the supervisor

Induction includes socialisation also. Socialisation is the process through


which the new recruit begins to understand and accept the values, norms and
beliefs held by others in the orgaisation.

Follow up meetings may also be required at regular intervals to find how the
new recruit has adjusted himself to new environs.
Placement, Induction, Internal Mobility And Separations
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Induction Training In India

Induction Training: Indian Snapshots


 Aptech
 Maruti udyog
 Standard chartered bank
 Citibank
 KPMG
 Sony India
 Indian shaving products

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Internal Mobility

Internal mobility refers to the lateral or vertical movement of an


employee within an organisation.

Purposes of Internal Mobility


Improve organisational effectiveness
Improve employee effectiveness
Adjust to changing business operations
Ensure discipline

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Transfer

A transfer is a change in job assignment. It may involve a promotion or


demotion Or no change at all in status and responsibility

Purposes of transfer
To meet organisational requirements
To satisfy employee needs
To utilise employees better
To make the employee more versatile
To adjust the workforce
To provide relief to overburdened employees
To reduce conflicts
To punish employees

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Benefits and problems associated


with transfers
B e n e fits P r o b le m s
 I m p r o v e e m p l o y e e s k i lls  In c o n v e n ie n t to e m p lo y e e s w h o o th e r w is e
d o n o t w a n t to m o v e
 R e d u c e m o n o to n y, b o r e d o m  E m p lo y e e s m a y o r m a y n o t f it in t h e n e w lo c a t io n / d e p a r t m e n t
 R e m e d y fa u lt y p la c e m e n t d e c is io n s  S h if t in g o f e x p e r ie n c e d h a n d s m a y a ff e c t p r o d u c t i v it y
 P r e p a r e t h e e m p l o y e e f o r c h a lle n g in g  D is c r im in a t o r y t r a n s fe r s m a y a ff e c t
a s s ig n m e n t s i n f u t u r e e m p lo y e e m o r a le .
 S t a b ilis e c h a n g in g w o r k r e q u ir e m e n t s in
d if f e r e n t d e p a r t m e n t s / lo c a t io n s
 I m p r o v e e m p lo y e e s a t is f a c t io n a n d m o r a le
 I m p r o v e e m p lo y e r - e m p lo y e e r e l a t io n s

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Transfer
Transfer policy: Organisations should clearly specify their policy regarding
transfers. Such a policy would normally consist of the following things

 Specify circumstances under which the transfer has been effected

 Name the persons authorised to effect transfers

 Mention the basis for the transfer

 Clarify the position regarding pay, allowances, benefits etc

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8-10

Promotion

Employee movement from current job to another that is higher in pay,


responsibility and/or organisation level is known as “promotion”. Promotion has
powerful motivational value as it compels an employee to utilise his talents fully,
and remain loyal and committed to his or her job and the organisation.

Bases of promotion
Merit based promotions
Seniority based promotions

Promotion policy: To be fair, an organisation should institute a promotion


Policy that gives due weight age to both seniority and merit. Promotion
Opportunities must be thrown open to all employees. The norms for promotion
should be expressed in writing. Detailed records must be maintained for this
Purpose. A responsible official should be asked to take the final decision
regarding employee promotions.

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Demotion

Employee movement that occurs when an employee is moved from


one job to another that is lower in pay, responsibility and/or
organisation level is called demotion.

Causes of demotion
Employee unable to meet job requirements
Organisation forced to demote employees because of adverse business conditions
Demotions happening to check errant employees

Demotion policy: A clear cut policy regarding demotions would help employees
adjust to complex organisational demands admirably. To this end, punishable
offences must be listed in advance. Better to state the reasons before punishing
an employee. Any violation must be properly investigated and followed by a
consistent and equitable application of the penalty. There should be enough
room for review.
Placement, Induction, Internal Mobility And Separations
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Employee Separations

 Resignation: A voluntary separation initiated by the employee himself is


called resignation. It is always better to find why the employee has decided
to quit the organisation. Properly conducted exit interviews would help
throw light on factors behind the curtain
 Retirement: Termination of service on reaching the age of superannuation
is called retirement. To avoid problems, organisations normally plan
replacements to retiring employees beforehand.
 Death: Some employees may die in service. Death caused by occupational
hazards, of course, would attract the provisions of Workmen's
Compensation Act, 1923. The normal separation of people from an
organisation due to resignation, retirement or death is known as attrition.
 Lay off: A lay off entails the separation of the employee from the
organisation temporarily for economic or business reasons.

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The Do’s and Don’ts of laying off


employees
C o n s u l t in g f ir m s o f f e r t h e f o ll o w in g a d v ic e f o r t e ll in g e m p lo y e e s t h a t t h e y w i ll b e la id o f f

D o ’s D o n t’s
 G iv e a s m u c h w a r n in g a s p o s s ib le f o r  D o n ’ t l e a v e t h e r o o m , c r e a t i n g c o n f u s i o n . Te l l t h e
m a s s la y o ffs e m p lo y e e t h a t h e o r s h e i s la id o f f o r t e r m i n a t e d .
 S it d o w n o n e - to - o n e w ith th e in d iv id u a l  D o n ’t a l lo w t im e f o r d e b a t e
in a p r iv a t e o ff i c e  D o n ’t m a k e p e r s o n a l c o m m e n ts ; k e e p th e
 C o m p le t e t h e f ir i n g s e s s io n q u ic k ly c o n v e r s a t io n p r o fe s s io n a l
 P r e p a r e th e in d iv id u a l w h o is b e in g  D o n ’t r u s h t h e e m p lo y e e o f f - s i te u n le s s s e c u r it y
a s k e d t o le a v e t o c o p e w it h h is e m o t io n s is r e a ll y a n i s s u e
 O f f e r w r it t e n e x p la n a t io n s o f s e v e r a n c e  D o n ’t f ir e p e o p le o n i m p o r t a n t d a t e s ( b i r t h d a y s ,
b e n e fits a n n iv e r s a r y o f th e ir e m p lo y m e n t, th e d a y th e ir
 P r o v id e o u t p l a c e m e n t a s s i s t a n c e a w a y m o th e r d ie d , e tc . )
fr o m c o m p a n y h e a d q u a rte rs  D o n ’t f ir e e m p l o y e e s w h e n t h e y a r e o n v a c a t io n
 B e s u r e th e e m p lo y e e le a r n s a b o u t th e o r h a v e ju s t re tu rn e d
l a y o f f f r o m a m a n a g e r, n o t a c o l l e a g u e  E m p lo y e e s w h o c o n tin u e to w o r k w ith th e
 A p p re c ia te th e c o n tr ib u tio n s m a d e b y c o m p a n y s h o u ld n o t b e ig n o r e d . T h e y a r e a s
th e e m p lo y e e – if t h e y a r e a p p r o p r ia t e v u ln e r a b le t o t h e c h a n g e s a s t h e o n e s b e in g le t g o .

( S . A le x a n d e r, T h e W a ll S t r e e t J o u r n a l 8 1 , 1 9 9 1 . A ls o s e e “ E a s i n g t h e E x i t ” , B . W o r l d , 1 . 9 . 2 0 0 3 )

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Employee Separations

 Retrenchment: A permanent lay off for reasons other than


punishment but not retirement or termination owing to ill health is
called retrenchment. Legally speaking, employers in India are
required to give advance notice or pay equivalent wages before
the actual lay off date. (50 per cent of basic wages plus
allowances)
How to trim the workforce?
 Stop hiring people when the first signals of trouble ahead surface. This would
send the right message to the trade unions.
 Better to be on good terms with all the trade unions.
 Allay the workers’ suspicions by communicating with them directly.
 Design a severance package with incentives for training and redeployment.
 Never use pressure tactics to intimidate your workers into leaving.

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Employee Separations

 Outplacement: Outplacement assistance includes Efforts made


by the employer to help a recently separated employee find a
job. Apart from training support to such employees, some
organisations offer assistance in the form of paid leave travel
charges for attending interviews, search firm expenses ,etc.

Merits and demerits of outplacement


M e rits D e m e r its
 S h o w s th e h u m a n fa c e o f th e c o m p a n y.  M a y b e t i m e c o n s u m in g a n d c o s t ly .
 E a s e s t h e p a in o f r e t r e n c h m e n t .  M a i n t a in in g d a t a b a s e s o n o t h e r jo b s is
n o t e a s y.
 P r e s e r v e s t h e m o r a le o f t h o s e w h o r e m a in  C a n w o r k o n ly w h e n r e tr e n c h in g a
w it h t h e c o m p a n y . fe w m a n a g e r s a t a tim e .
 S m o o th e n s th e w a y fo r fu tu r e d o w n s iz in g  C a n b e t u r n e d d o w n b y a n g r y, d is il lu s i o n e d
m oves. e m p lo y e e s .
 H e lp s y o u r e t a in y o u r f o r m e r e m p lo y e e s ’  D if f i c u lt t o c o n v i n c e a n d i m p le m e n t a t t h e
re s p e c t. le v e l o f w o rk e r s .

S o u r c e : B u s in e s s In d ia J a n 7 -2 1 , 1 9 9 6 p p . 3 0 0 -5 0 4

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Employee Separations

 Suspension: Suspension means prohibiting an employee from


attending work and performing normal duties assigned to him.

 Discharge and dismissal: The termination of the services of an


employee as a punitive measure for some misconduct is called
dismissal. Discharge also means termination of the services of an
employee but not necessarily as a punishment. A discharge does not
arise from a single irrational act( such as alcoholism, wilful violation of
rules, insubordination, carelessness, dishonesty, inefficiency, violent
acts, unauthorised absence for a long time

Placement, Induction, Internal Mobility And Separations

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