Placement,Orientation and Training

8/8/2019 Placement,Orientation and Training

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PLACEMENTPlacement is the process of assigning specific jobs and work places

to the selected candidates. In involves putting square pegs into square

holes. i.e. matching the individual and the job.Correct placement will helps to improve the efficiency and

satisfaction of employees. while placing employees on job, the

requirements of both the organization and the employee should be

considered.

requirements of the organization nature of the job, number ofvacancies in a particular branch or unit, g=degree of difficulty in the job,

etc. age , martial status, language pattern, qualifications and experience

of the particular candidate should also be considered while placing the

right man on the right job.

Thus, training and development consists of three main types of

activities:

1.Orientation,

2.Training, and

3.Executive development.


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ORIENTATION or INDUCTION

Orientation or induction refers to the activities involved inintroducing the new employee to the organization and its policies

, procedure, rules and regulations.

Orientation or induction is basically a socializing process by

which the organization seeks to make an individual its agent for

the achievement of its objectives. The individual are also seeks to

make an agency of the organization for the achievement of his

personal goals.

It provides the foundation for the new employee to start

working efficiently and comfortably on the new job. It enables thenew employee to learn the work values and behavior pattern

acceptable to the organization.


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THE MAIN OBJECTS OFORIENTATIONOR

INDUCTION ARE AS FOLLOWS

1. Clarifying the job.

2. Developing realistic expectations about the

organization,3. Reducing the amount of stress and anxiety of

the new employees.

4. Reducing startup costs, and5. Strengthening the relationship between new

employees, his superiors and peers.


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In small firms the orientation is generally

informal . A formal orientation programme generally

provides information regarding the following:1. The history of the organization

2. The product and services of the company

3. Organization structure of the enterprise

4. Location of the departments and units5. Personnel policies and practices.

6. Employee facilities and services.

7. Rules and regulations.

8. Grievance procedure,

9. Safety measures, and

10. Standing orders.

some of the company conduct interview after induction

programme is over.


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TRAINING

Training is an organized process for increasing the

knowledge and skills of people for define purpose

The purpose of training is to improve the employees current

job performance.

Training is a continuous process because a person never stops

learning. Training should be differentiated from education and

development.

TRAINING AND DEVELOPMENT

Training implies learning the basic skills and knowledge

required for a particular job. on the hand , development involves

the growth of the individual in all respects.Therefore, the content and techniques of employee training

may differ from those management development.


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TRAINING AND DEVLOPMENT PROCESS

The process of training involves the following steps:

1.Determining training needs:

For to identifying the training needs its required the following things,

Organizational analysis : analyzing the present and future needs

of the total organization.

Operational analysis: analyzing the needs of the specific group

of the job.

Individual analysis: analyzing the need of the specific

employees.

In order to determine training needs, it is necessary to

analysis the competence level, aptitude and potential of theemployee.

The training needs differ from one level to another . for

workers technical and and skill training then for middle level

executives need conceptual skill and human relation knowledge.


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2.Deciding the purpose of training:

once needs has been decided then to identifying the specific

goals and criteria for training should be decided. This used to

establish short-term and long term objectives of the training

programme for evaluated.

3.Choosing training methods:

There are several methods of training. Each one their own

nature of advantage and disadvantage. the organization spendingmore money on the training programme, so before go for

choosing the method of training we have to consider the

following factors like cost ,time , period and whether any

alternative is available or not.4.Evaluating training effectiveness:

The evaluation takes place during the programme and after

.such evaluation is necessary for whether the cost of the training

really giving benefit or not.


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The effectiveness of the training will be identify only the changes

of behavior and performance of the participants . there several problems

are arising when we are measuring the training programme like tangible

( attitude , feeling , etc.)ESENTIALOF GOOD TRAINING PROGRAME:

1.Clear Purpose: object of the programme should clearly specified.

2.Training Needs: the training needs of the employee should clearly

defined.

3.Relevance:the training program and its content should be relevant to job.

4.Individual difference: A goof training programme should take consider

of individual difference like ability, learning, interest, emotional and

make-up of the training.

5.Appropriate differences: a suitable financial and non-financial incentivesshould be provided for successful completion of the training.

6.Management support: top management must support the training

programme.

7.Balance between theory and practice: a good training programme should

give the mixed of both theory and practice.


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TRAINING NEEDS AND ADVANTAGENEEDS OFTRAINING

1. To improve job related skills.

2. To update knowledge and skills3. To prepare higher responsibility

and task.

4. To develop proper job related

attitude.

5. To inject motivate and morale.

6. To mould personnel to adapt and

adapt to organizational change.

7. New environment

8. Lack of trained personnel9. Advancement in technology

10. Faulty methods

11. Prevention of accident

12. Career development.

ADVANTAGE OFTRAINING

1. To increase productivity

2. Job satisfaction

3. Reduction in accidents

4. Better use of resources

5. Reduced supervision

6. Greater flexibility

7. Management by exception

8. Stability and growth.


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METHOD AND TECHNIQUES OF TRAINING

The variety of techniques are employed for the training

and development of executives. These techniques may be

classified into the following categories.

I.ON-THE-JOB MEHTODS

1. Coaching and understudy

2. Position rotation

3. Special projects and task

forces.

4. Committee assignments

5. Multiple management

II.OFF-THE-JOB METHODS

1. Special courses

2. Conference and seminars

3. Case study

4. Selective readings

5. Brain storming

6. Simulation- role playing

and managerial games.

7. Sensitivity training


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I.ON-THE-JOBMETHODS

1.Coaching and understudy:

coaching: The supervisor will give the direct instruction andguidance to trainee.

Understudy: Here the trainee is specifically designed as the

heir apparent or successor to the trainer.

2.Position rotation:

In this method the trainee is periodically rotated from job to

job. Purpose is to broaden his outlook and give a general

background of different jobs.

3.Special projects and task forces:

It is highly flexible training program. Under it a trainee( who

is perceiving training) is assigned a project closely related to his

job. For instance, the accounts officer may be asked to develop a

system of cost control. The trainee will study the problem and

make recommendations.


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4.Committee assignment:

In this committee has been constitute and to study and sole

solve specific problems . by participating the trainee in thecommittee meeting, discussion and every one can get an

opportunities to participate and to learn from others.

5.Multiple management:

This is system was developed by Charles McCormick & Co.

Of Baltimore , USA. Under it two boards are created. One is board

of directors and the other is the junior board of executives.

The member of the junior board are encouraged to discuss all

issues and make recommendations to the board of directors. In this

way executive members of the junior board get training forpositions of higher responsibility.


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II.OFF-THE-JOB METHODS1.special courses:

2. Conference and seminar:

A conference is an group meeting in which executives from

different companies participated. The participated pool their ideas

and experience t o solve problems of common interest.

Conference may include Buzz sessions that divide the

conference into small groups for intensive training.3.Case study:

Under this method , the trainee are given a problem to discuss

and analyze case is written account of real life business events or

imaginary one . this method mainly used in teaching personnelmanagement, law, marketing, business policies and human

relations. It increase the trainee powers and observation and

analysis. In there is no single answer for particular problem. It is

very effective method of change in attitude and behavior of

people.


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4.Selective reading:

Executives can updated their knowledge and background by

reading professional journals and books. every manager should

undertake selective reading as part of his day-to-day activities. like

for student library hours.

5.Brain storming:

This method seeks to provide maximum group participation

by reducing the inhibiting forces. A problem is posed before thegroup and each trainee is stimulated to offer ideas . criticism of any

ideas is discouraged.

6.Simulation:

Under this method real situations are simulated in the trainingsession. The participants learn of face the situations they may

encounter in real life. There are two common methods of

simulation:


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a)Role playing :

Under it conflict is artificially created and the

trainees are assigned different roles to play.b)Management games:

It is a class room exercise in which teams of

students complete with each other to achieve common

goals.

7. Sensitivity training:

This is laboratory training method where in trainees

themselves experience through their own interaction theconditions they are talking about. It is an experience in

inter-personal relationships designed to improve

attitudes and behavior.

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Placement,Orientation and Training