HUMAN RESOURCE PLANNING

INDUCTION

Induction is an important part of the process of socialization of a new organizational member or employee.

Edwin.B.Flippo has defined induction as” the welcoming process to make the new employee feel at home and generate in him a feeling of belongingness to the organization”.

It is the beginning of the fusion process which helps integration between the organization goals and personal goals of the new employee.

Planned induction welcomes the new employee, creates a favorable attitude, reduces labor turnover and increases commitment and productivity.

Purpose of induction

To provide information about the orgnstn.To build up the new employees confidence in the

organisation and himselfTo promote a feeling of belonging and loyalty to the

organisation among newcomersTo ensure that the new employee may not form

false impression regarding the new place of workTo foster a close relationship between the new

workers and the old workersTo bring out agreement between the organizational

goals and personal goals of the employee.

Formal Induction

The range of information that may be covered under orientation training is as follows.

1. Company’s history2. Products of the company3. Company organisation4. Location of departments5. Personnel policies6. Employees activities7. Rules and regulations

Contd

8. Safety9. Standing orders.10. Counseling service11. Job routine12. Special training

Benefits of a formal induction prgm

Reduces new employees anxietiesHelps the new employees in knowing

expectations of the organisation and its executives

Foster a uniform understanding among the employees about the company's objectives, policies, principles', strategies, and what the company expects of its people.

A +ve attitude towards the company and its stakeholders

Build a two-way communication channel

Problems in induction

1 orientation may remain a superficial indoctrination into company philosophy, policies and rules.

2. giving too much information in an orientation session becomes almost as much of a problem as providing too little.

3. orientation programme may be considered a burden by the supervisors.

4. orientation may suffer from “Mickey mouse” assignment i.e., small and unimportant tasks.

SOCIALISATION

Socialisation is a process of adaptation by which employees are able to understand the basic values, norms and customs for becoming the accepted members of the organisation and assuming organisational roles.

Socialisation performs 2 functions:1. It creates uniform behaviour in members

increases productivity2. 2. it reduces role ambiguity of employees as

they will know what is expected out of them

Chapter 10, Nancy Langton and Stephen P. Robbins, Fundamentals of Organizational Behaviour, Third Canadian Edition 10-9Copyright © 2007 Pearson Education Canada

A Socialization Model

Prearrival Encounter Metamorphosis

Socialization Process Outcomes

Commitment

Productivity

Turnover

Different types of socialisation

Primary socialisation

Anticipatory socialisation

Developmental socialisation and Re-socialisation.

Probation

Probation is defined as "the action or process of testing or putting to the proof." For probationers, it provides an opportunity to demonstrate that they are able to do the job to which they have been appointed.

This status allows a supervisor or other company manager to evaluate closely the progress and skills of the newly hired worker, determine appropriate assignments, and monitor other aspects of the employee such as honesty, reliability, and interactions with co-workers, supervisors or customers.

Contd

A probationary period varies widely depending on the business, but can last anywhere from 30 days to several years

If the new employee shows promise and does well during the probationary time, they are usually removed from probationary status, and may be given a raise or promotion

Some companies may place permanent employees on probationary status, particularly if their performance is below a set standard or for disciplinary reasons

The placement of an employee on probationary status is usually at the discretion of their manager.

Confirmation

1. Tell The Applicant What You Want Them To Do

2. Probationary Period3. Collective Employment Agreements4. Offer Letter5. Employment Agreement6. Forwarding Of Agreement To Applicant7. Employee’s Files.

Promotion and Transfer

Transfer A transfer may be defined as a job within the

organisation where the new job is substantially equal to the old in terms of pay, status and responsibilities.

Transfers are possible from one dept to another or from one plant to another.

Types of transfers1. Production transfer2. Shift transfers3. Remedial transfer4. Versatility transfer

Transfer policy

It should specify the types and circumstances under which transfer will be done

It should lay down the basis for transfersIt should indicate the executives responsible for

initiating and approving the transfersIt should prescribe whether the transfers can be

made only within a department or also btwn diff depts.

It should prescribe whether , when the employee is transferred, his previous seniority credit will be retained.

Promotion

Promotion means giving higher position to an employee which carries higher status, more responsibilities and higher salary

Higher status and salary are 2 important features of a promotion

It may be used as a means of filling up vacancies in higher or senior positions.

It will ensure sincere effort on the part of employees because they know that they may rise to senior positions by promotions.

Promotion policy

It must be flexibleIt should not bar the outsiders who may bring

valuable ideas and may be more suitable to handle the jobs than the insiders.

It must consider merit, potential, and seniority of the employees

Select the most meritorious only out of senior employees.

Retraining

Retraining is meant for the old employees of the enterprise.

The purpose of retraining is to acquaint the existing workforce with the latest methods of performing their jobs and improve their efficiency further

According to Dale Yoder “retraining programmes are designed to avoid personnel obsolescence”

Outplacement

Outplacement is a service that is supplied by companies that specialize in helping employees job search following a layoff or job loss.

Outplacement services are contracted for by the employer who is laying off employees to help employees make a swift transition to a new job.

Outplacement normally consists of individual or group career counseling and advising

Outplacement firms supply offices for job searching employees in some agreements and group training in all aspects of job searching and career transition.

Additional outplacement services are provided over the phone, by instant message (IM) and even texting.

HR-Out sourcing

Under this arrangement, a company may draw the required personnel from the outsourcing firms or agencies on commission basis rather than offering employement.

It is also called as leasing of HR The outsourcing firms get payment for their

services to their clients and give salary directly to the personnel

Advantages of out sourcing

The companies need not plan for human resources much in advance.

The companies are free from industrial relations problems as hr’s taken on lease are not their employees.

The companies can dispense with this category of employees immediately after the work is over.

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