In the words of Pigors and Myers, “Placement is the determination of the job to which an accepted candidate is to be assigned and his assignment to that job.
It is a matching of what the supervisor has reason to think he can do with the job demands. It is a matching of what he imposes in strain, working conditions and what he offers in the form of pay roll, companionship with others, promotional possibilities etc.”
A well placed employee will be an asset to the organization. Proper placement makes the employee happy and reduces absenteeism and labour turnover. Proper placement increases morale and efficiency of the employees and builds a good relation with the employer.
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A candidate who passes all the steps in the selection process is then offered the job. The placement problem arises when the selected candidate comes to the organisation for joining the job. It is important to see that the right man should be placed on the right job.
In the simple words placement is concerned with the sending of newly selected personnel to some department for work. It is also concerned with the assignment of authority and responsibility to the new comer in the organisation.
Learn about:- 1. Meaning and Definition of Placement 2. Importance of Placement 3. Principles 4. Benefits 5. Problems.
Placement: Meaning, Definition, Importance, Principles, Benefits and Problems
Placement – Meaning and Definition
When the candidate is selected for a particular post and when he reports to duty, the organization has to place him or her in the job for which he or she is selected which is being done through placement. Placement is the act of offering the job to a finally selected candidate. It is the act of finally assigning the rank and responsibility to an employee, identifying him with a particular job.
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In the words of Pigors and Myers, “Placement is the determination of the job to which an accepted candidate is to be assigned and his assignment to that job. It is a matching of what the supervisor has reason to think he can do with the job demands. It is a matching of what he imposes in strain, working conditions and what he offers in the form of pay roll, companionship with others, promotional possibilities etc.”
A well placed employee will be an asset to the organization. Proper placement makes the employee happy and reduces absenteeism and labour turnover. Proper placement increases morale and efficiency of the employees and builds a good relation with the employer.
Increased production, improved quality of the product, regularity in work and attendance indicate proper placement of an employee. It should be noted that, supervisor or an executive should always keep a watch on newly recruited employee to ensure whether an employee is properly placed or misplaced.
If any symptom of misplacement is observed, action should be taken for proper placement or necessary training programme should be arranged to make the employee fit for the job. For this reason, initial appointment will be a “Probationary period” which is called “trial period” for the newly recruited employees. On successful completion of the probationary period, generally, employee will be regularized on permanent basis.
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A candidate who passes all the steps in the selection process is then offered the job. The placement problem arises when the selected candidate comes to the organisation for joining the job. It is important to see that the right man should be placed on the right job.
Therefore, it is necessary that every organisation should have the proper placement scheme which ensures that right man is placed at the right place in the organisation. The new employees should be placed at the jobs which fit with them.
Therefore placement is a process of matching the jobs and the individual and placement occurs when the individual is assigned with the particular job. In the simple words placement is concerned with the sending of newly selected personnel to some department for work. It is also concerned with the assignment of authority and responsibility to the new comer in the organisation.
Placement is an important HR function, and if properly handled, it does the following:
1. Improves the morale of the employees
2. Reduces employee turnover
3. Decreases accident rates
4. Enhances labour productivity
5. Clarifies expectations.
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A person can contribute as per the predetermined objectives. Right placement improves employee morale, and the employee contributes more; lower absenteeism enables achieving delivery targets; reduced manpower attrition and turnover makes the recruitment cell, cost- and time-efficient.
When the nature of duty and demands of the job are matched with the intrinsic needs of the employee, it enhances his/her job satisfaction which, in turn, promotes industrial relations. It helps the employee work and the objectives of the organization.
After selecting employees, it is the responsibility of human resource management to place them on suitable job. A misplaced employee remains dissatisfied and may leave the job as early as he gets another opportunity. It is, therefore, important to familiarize the selected employees with the job, the company and other employees so that he feels comfortable and at home with the new step up. If employees are properly placed, inducted and socialized with the new job they will concentrate on the job and give desirable performance.
Placement – Importance
1. If the employees are properly placed, they will enjoy their work and organisation will not have to suffer the problem of employee turnover.
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2. If employees don’t like their work, they start making excuses from the job and remain absent. Effective placement will keep the absenteeism rate low.
3. Morale of workers increases because they get the work of their choice, if correctly placed.
4. Workers will work attentively and safety of workers will be ensured and lesser accidents will happen.
5. Workers will be satisfied with their jobs and there will be no reasons for disputes, so human relations will improve.
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6. Through proper placement, misfit between the job and person can be avoided.
7. Efficient and effective performance of individual tasks will ensure the achievement of organisational goals.
8. Productivity i.e., ratio of output to input increases as wastage and abnormal losses decrease.
Placement should be done keeping into view the job and social, psychological & emotional needs of person.
Placement – Top 4 Principles Followed while Making Placement of an Employee
The following principles are required to be observed while making placement of an employee:
(i) Job requirement – Man should be placed on the job according to the requirement of the job rather than qualification and requirement of the man.
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(ii) Qualification – The job offered should match with the qualification possessed by an employee.
(iii) Information – All the information relating to the job should be given to the employees along with the prevailing working conditions. They should also be made known that they have to pay penalty for wrong doing.
(iv) Loyalty and Co-operation – Every effort should be made to develop a sense of loyalty and co-operation in employees to make them understand their responsibilities
Placement – 6 Major Benefits (With Guidelines to Managers)
After a candidate has been selected, he should be placed on a suitable job. Placement is actual posting of an employee to a specific job. It involves assigning duties and responsibilities to an employee. The organisation normally decides about final placement after initial training or probation. The supervisor’ of the new recruit takes decision regarding placement in consultation with senior manager in the department.
Major benefits of placement are given below:
1. Building support with peers, juniors, seniors in the department within a short period
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2. Able to adjust himself to the new job
3. Avoid mistakes
4. Regular attendance
5. High level of involvement in the job
6. Good performance in the job
Placement is an important human resource activity and new recruits must be inducted properly so that they become good performers.
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A New Employee Joins an Organisation – Guidelines to Managers:
1. Create a positive first impression- pay attention to reception, workplace, stationery, documents etc.
2. Prepare a write-up on the new employee with photograph, put it up in the Notice Board and mail it to all employees
3. Introduce the new employees to key managers in the organisation
4. Let him meet other employees in his department
5. Provide an opportunity to him to work with senior employees to understand organisational culture. The organisational culture denotes the personality of the organisation- unwritten code of conduct and norms, interaction among members, the values which are shared and practiced by people through generations. Organisational culture may be expressed in many ways and include ceremonies, celebrations, rites, rituals, behavioural norms, language, jargons, beliefs and values.
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6. Let the new employee feel that his first day in the office is a memorable one.
Placement – 5 Major Problems Faced by Personnel Manager in Placement of New Employees
The personnel manager faces certain problems in placement of new employees in the jobs for which they have been selected.
These problem are as follows:
Problem # 1. Employees Expectations:
What the new employee expects from his job is the first problem in his placement. It he expects high salary, independent and challenging work but the job offers low salary, dependent and routine work, the employee finds himself misfit to his job.
Problem # 2. Job Expectations:
Sometimes, the employee’s expectations from his job are more than his abilities or skills. In such a case, the personnel manager finds the mismatch between the employee and the job.
Problem # 3. Technological Change:
Sometimes, technological changes bring radical changes in job description and specifications, resulting in the mismatch between the employee and the job.
Problem # 4. Changes in Organizational Structure:
Some strategic changes like mergers, acquisitions, amalgamations, delayering, downsizing etc. bring about changes in organizational structure, which in their turn, bring about changes in the jobs. Such changes are likely to result in misfit between the employees and the job.
Problem # 5. Social and Psychological Factors:
Some social and psychological factors involved in team work or group formation result in the mismatch between employees and the jobs.