Placement, Induction
and Socialization
Placement
• Placement involves assigning jobs to the selected
candidates
• It is matching of what the supervisor has reason to think the
candidate can do which the job demands
• Most employees are put on a probation period after which
his/her employment is confirmed
• Only in rare cases an employee once placed, is asked to quit
from his/her job
Importance of placement
• It helps in reducing employee turnover.
• It helps in reducing absenteeism.
• It helps in reducing accident rates.
• It avoids misfit between the candidate and the job.
Orientation, Induction or
Indoctrination
• It is welcoming a new employee to the organization
• Billimoria defines induction as “a technique by which a new
employee is rehabilitated into the changed surroundings
and introduced to the practices, policies and purposes of
the organization”
Objectives of Induction
• To reduce the initial anxiety all new entrants feel when they
join a new job in a new organization
• To familiarize the new employees with the job, people, work
place, work environment in the organization
• To facilitate outsider-insider transition in an integrated
manner
• To reduce exploitation by the unscrupulous co-workers
• To reduce the cultural shock faced in new organizations
Induction procedure
• The procedure should basically follow these steps:
• First, the new person needs time and a place to report to work
• Second, it is very important that the supervisor or the
immediate boss meet and welcome the employee to the
organization
• Third, administrative work should be completed
• Fourth, departmental orientation to be conducted
• Fifth, verbal explanations are to be supplemented by a wide
variety of printed material
Informal induction
• This is an unplanned induction programme.
• This may be simply an introduction to the new entrant
about the job and organization
• It may last for one hour or so and there can be two versions:
• Supervisory system
• Immediate supervisor conducts the induction
• Buddy or sponsor system
• Immediate supervisor assigns the responsibility of induction to an
old employee
Formal induction
• It is a planned programme carried out to integrate the new
entrant into the organization
• This is usually carried out by large organizations
• It includes the following contents:
• Brief history of the organization
• Organizational mission, vision, objectives and philosophies
• Policies and procedures
• Rules and regulations
• Organizational structure and authority relationships
• Terms and conditions
• Welfare and safety measures
Phases of induction
programme
• General induction
• This is the first phase of induction carried out by the HR dept.
• Focus is to expose the new entrant to the organization
• Employee is briefed about his service conditions, pay and
perks, promotion procedure, etc.
• This period of induction may vary from few days to few weeks
Phases of induction
programme
• Specific induction
• This is given by the employee’s supervisor
• The focus is on the overall exposition of the new employee to
his job
• This training helps the new employee adjust to his work
environment
• This may last for a few weeks or even months
Phases of induction
programme
• Follow-up induction
• The main objective is to verify whether the new employee is
getting himself adjusted with the work or not
• This is either given the employee’s immediate supervisor or a
specialist on industrial psychology
• Feedback from this follow-up induction can be used to assess
the requirements of guidance and counseling for the new
entrants
Socialization
• It is a process of adaptation that takes place as individuals
attempt to learn the values and norms of work roles
• In fact, induction is only a part of socialization
• Induction is confined to the new recruits only ; whereas
socialization covers transfer and promotion as well
Phases of socialization process
• Pre-arrival
• Encounter
• Metamorphosis
