Professional Documents
Culture Documents
INTRODUCTION
The personnel function of SELECTION,
PLACEMENT, INDUCTION,
PLACEMENT
Placement has been defined as the
determination of the job to which an
accepted(selected) candidate is to be
assigned & his assignment to that job. PUTTING THE RIGHT MAN AT THE RIGHT PLACE
MISPLACEMENT LEADS TO
Employees disgruntled (discontentment) & frustration. Can never give his best to the org. Lower productivity. Lack of interest. More labor turnover. Decrease moral Accident & absenteeism
INDUCTION
The introduction of the new hired employee to the job is known as induction, in which they are introduced to the practices, policies & purposes of the organization. IT IS A WELCOMING PROCESS
JOB CHANGES
Transfer and Promotion Transfer is a lateral movement of an employee in which the pay, status & privileges of new post remain the same as of the old. It is Not promotion or Demotion. Whereas Promotion refers to changes in which the pay, status, & privileges of new post are higher when compared with old job.
PROMOTION
A promotion is the transfer of an employee to a new position which commands higher pay, privileges or prestige, status compared with old position. It is a vertical movement in rank & responsibilities. Promotion usually implies following things: Higher status. More pay & fringe benefits. Greater job security More senior position.
BASIS OF PROMOTION
lines & ladder of promotion should be made clear to all employees. Promotion within the organization should be encouraged. A method of assessing the potential of staff for promotion must be introduced. All promotion should be for a trial period. Promotion plans requires follow up action where the defects lie & immediate steps taken to remove them. It should be based upon merit cum seniority.
[ Succession Planning ]
Refer to the process of planning for filling up the vacancies at higher levels when they fall vacant due to retirement, resignation, promotions & transfer of top-level executives. The need for succession planning may also arise when the company is creating more top-level opportunities. It may be from within the organization or people may be recruited from outside for filling up the vacancies.
Length of Service
Replacement Planning is a process of replacing candidate or employee with another employee or candidate . The replacement can be done at the request of the employee, when a person finds it difficult to perform effectively in a particular position and or in a particular place then he may request for transfer. The company can also replace the employee with another suitable employee.
CAREER DEVELOPMENT
Career development essentially means the process of increasing an employees potential for advancement & career change.
It is basically the process of planning the series of possible jobs which an individual may hold in the
STAGES
3. Maintenance stage: This is a mid-career stage for
employees who strive hard to retain their establishment name & fame, therefore at this stage they need to put their continuous efforts for selfdevelopment. Org calls for renewing & updating the skills in changing env. 4. Decline stage: Emp at this stage being prepared for retirement, get scared from the possible threat of reduced role or responsibility in the org.
Assigning challenging jobs to test their abilities & skills. Providing adequate feedback on performance to assess their strengths & weaknesses. Designing of development plan & career steps. 3. Maintenance stage: A continuing process of P.A, feedback, career counseling, long range career planning. Strategies to motivate plateaud employees. Help employee to adjust their changing roles.
4. Decline stage: Help employees to prepare for retirement. Manage retirement without destroying the employees self-worth. Invent new & creative part time roles for retired employees which can use their knowledge, experience & wisdom.