placement, induction, promotion, succession planning, career development....
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1. Placement, InductIonPromotIon, successIon& career
develoPment Presented by :: Sanjeev & Deepika USM-KUK
2. INTRODUCTIONThe personnel function of SELECTION, PLACEMENT,
INDUCTION, PROMOTION, TRANSFER, DEMOTION& TERMINATION are
grouped under the broad term staffing.
3. 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
4. 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
5. INDUCTIONThe 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
6. IMP COMPONENTS UNDER INDUCTION PROGRAM Company history, its
products & major operations. General company policies &
regulation. Terms & conditions of employment. Rules &
regulation regarding wages, overtime, hours of work, safety,
accidents & holidays. Standing orders including grievances
& disciplinary procedures.
7. INDUCTION PROCESS SHOULD SERVE THE FOLLOWING PURPOSES To
help the new comer to overcome his natural shyness, any nervousness
that he may experience in meeting new people in new environment. To
integrate the new employee into the organization & develop a
sense of belongingness which is a strong motivation. To supply
information about the nature of workforce condition of services
& welfare facilities.
8. 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 asof the old. It is Not promotion or
Demotion.Whereas Promotion refers to changes inwhich the pay,
status, & privileges of new post are higher when compared with
old job.
9. Objectives of Job changes Effective utilization of human
resource. Desirable working relationship among all members of the
organization. Maximum individual development. To improve morale of
employees. To retain and rotate the best & experienced talent
in the organization.
10. PROMOTIONA 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.
11. BENEFITS OF PROMOTION POLICY Promotion is the stepping up
of an employee to a position in which he can render greater
services to the company. It increases the moral of an employee. It
creates a feeling of contentment with the present condition. It
increases interest in training & self development as necessary
tool for promotion. Promotion retain the experience
talent(workforce) in the organization.
12. 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.
13. [ 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.
14. [ Elements - Succession Planning ] Identification of key
position : identify the key position likely to be affected by
retirement, resignation, promotion or transfer Appraisal of
employees potential : HR manager must appraise the potentialities
of the potential employees from within the org, to find out best
suitable employees, who would match the requirement of the vacancy
at the higher level. The manager would prepare & short list the
most potential candidate for succession planning.
15. [ Elements - Succession Planning ] Select of the right
person : The HR manager should provide the list of potential
employees to the mgmt, which would facilitate the mgmt to make a
decision on the selection of the candidate to fill up the vacancy
at the higher level. Right person must be selected for succession
planning. Length of service with the organization. Training and
Development : Providing T&D to candidate under guidance of top
executive who is going to retired. Placement : Candidate would be
placed at the right job as and when post falls vacant.
16. [ Factors - Succession Planning ] Length of Service Factors
considered in planning Succession Planning
17. [ Need & Importance - Succession Planning ] Helps to
fill up vacancies: Succession planning helps to fill up the
vacancies at right time. As & when the post falls vacant, the
candidate is made available to occupy the same. Recognition : The
employees who are trained to take a position at higher level feels
that there services are recognized and rewarded by the
organization. Motivation & Job Satisfaction : Succession
planning motivates the employees towards the work and also
increased job satisfaction. It helps to fulfill their higher level
needs i.e. HIGH ESTEEM needs.
18. [ Replacement Planning - Succession Planning ] Replacement
Planning is a process of replacingcandidate or employee with
another employee orcandidate . The replacement can be done at the
requestof the employee, when a person finds it difficult toperform
effectively in a particular position and or in aparticular place
then he may request for transfer. Thecompany can also replace the
employee with anothersuitable employee.
19. 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 organization over
time & developing strategies to provides necessary job
skills.
20. SIGNIFICANCE & ADVANTAGES OF C.D. It reduces employee
turnover by providing increased promotional avenues. It improves
employee morale & motivation. Fill vacancies internally.(reduce
the cost of recruitment.) Makes employee adaptable to change.
Reduces industrial disputes relating promotional matters &
provide harmonious IR. Increased employees loyalty &
commitment. Attract & retain effective employees.
21. STAGES OR CYCLES OF C.D. Exploratory stage: This starts
when a new employee joins an organization with his qualification
& knowledge and take quite some time for him after thorough
training & induction. Establishment stage: After a new entrant
chooses his career from different given opportunities, he needs to
be provided with regular feedback of his performance & a
suitable career planning should be done.
22. STAGES3. 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 self- development. 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.
23. ISSUES IN C.D. PROCESS1. Exploratory stage: Proper
induction & training programs. Job rotation, internship, visit
to d/f units, seminars. Sponsor educational & practical
training for supply of potential talent in future.2. Establishment
stage: Identification of best possible talent in org. Communicating
the correct & positive image of the org. Maximum learning &
favorable attitude of emp.
24. 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.
25. 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.