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Orientation AND Placement

The document discusses orientation and placement of new employees. It defines orientation as the planned introduction of new employees to their jobs, coworkers, and organization. The purposes of orientation are to make employees comfortable, reduce anxiety, help them adjust, and provide job information. Formal orientation programs typically cover organizational issues, benefits, introductions, and job duties. Effective programs prepare employees, determine information needs, plan presentations, and complete paperwork. Programs are evaluated through questionnaires and discussions. Placement refers to allocating people to jobs, including initial and changed assignments. It should consider individuals' skills rather than just jobs. The document also discusses employee remuneration, which is the compensation received in return for contributions. Components include wages, incentives,

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Tarun Preet Kaur
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Download as PPT, PDF, TXT or read online on Scribd
25 views

Orientation AND Placement

The document discusses orientation and placement of new employees. It defines orientation as the planned introduction of new employees to their jobs, coworkers, and organization. The purposes of orientation are to make employees comfortable, reduce anxiety, help them adjust, and provide job information. Formal orientation programs typically cover organizational issues, benefits, introductions, and job duties. Effective programs prepare employees, determine information needs, plan presentations, and complete paperwork. Programs are evaluated through questionnaires and discussions. Placement refers to allocating people to jobs, including initial and changed assignments. It should consider individuals' skills rather than just jobs. The document also discusses employee remuneration, which is the compensation received in return for contributions. Components include wages, incentives,

Uploaded by

Tarun Preet Kaur
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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ORIENTATION

AND
PLACEMENT
ORIENTATION - DEFINITION

“ Orientation is the planned introduction of


new employees to their jobs, their co-workers
and the organisation.”
PURPOSE
• Making employees comfortable

• Reduce their anxiety

• Adjust themselves to the new environment

• Providing them information about their job


ORIENTATION PROGRAMME
Formal Informal

Individual Collective

Serial Disjunctive

Investiture Divestiture
STAGES OF THE FORMAL PROGRAM

• Introduction to the company

• Specific orientation about the department and


job

• Follow –up meeting


FORMAL ORIENTATION PROGRAMME
Organisational
HR issues and
representative Employee
benefits

Special
Anxiety
Placement
reduction
seminars

Specific Job
Supervisor location and
Duties
TOPICS COVERED IN
ORIENTATION PROGRAMME
• Organisational issues

• Employment benefits

• Introduction

• Job duties
REQUISITIES OF AN
EFFECTIVE PROGRAMME
• Prepare for new employees

• Determine information new employees want


to know

• Determine how to present information

• Completion of paper work


EVALUATION OF
ORIENTATION PROGRAMME
• Complete a questionnaire

• Suggestions from the employees to know


their opinion

• Group discussion sessions


PROBLEMS OF ORIENTATION
• Too much of information.
• Overloaded with forms to complete
• Giving very less or more work that
discourages him
• Forced to fill the gaps
• Thrown into action too soon
• Mistakes can damage the company
• May develop wrong perception
PLACEMENT
PLACEMENT

“Placement refers to the allocation of people


to jobs. It includes initial assignment of new
employees and promotion, transfer or
demotion of present employees.”
PLACEMENT PROBLEMS

• Should look at the individual and not the job

• The individual does not work independent

• We must be careful while placing the


individuals
GEA
ENERGY SYSTEMS
EMPLOYEE
REMUNERATIO
N
EMPLOYEE REMUNERATION

“Remuneration is the compensation an


employee receives in return for his or her
contribution to the organisation.”
COMPONENTS OF REMUNERATION
• Wages and salaries

• Incentives

• Fringe benefits

• Perquisites

• Non – monetary benefits


FACTORS OF REMUNERATION

Labour market Business Strategy

Cost of living Job Evaluation and


Performance Appraisal
Labour unions
Government legislation The Employee

Society
Economy
JOB BASED AND SKILL BASED PAY
Job-based Skill-based
• Based on job • Based on ability to perform
performance
• Employee linked to skills
• Employee linked to job
• Assess skills
• Assess job content
• Flexibility
• Pay based on the value of
work performed
INCENTIVES
INCENTIVE PAYMENTS

“ Incentives are variable rewards granted to


employees according to variations in their
performance.”
TYPES OF INCENTIVE SCHEMES
• Earnings vary in the same proportion as the
output
• Earning varies less proportionately than the
output
• Earning varies proportionately more than the
output
• Earning differs at different levels of the output
ADVANTAGES
• Motivates the employees

• Reduced supervision and better utilization of


equipment

• Reduce absenteeism and increased output


DISADVANTAGES
• This involves additional expenses

• Difficult to determine the rates

• Difficult in determining the standard


performance
EMPLOYEE BENEFITS
AND
SERVICES
EMPLOYEE BENEFITS AND SERVICES

“Employee benefits and services include any


benefit that the employee receive in addition
to direct remuneration.”
TYPES OF EMPLOYEE BENEFITS AND
SERVICES
• Legally required payments

• Contingent and deferred benefits

• Payment for time not work

• Other benefits
MAKE WAY FOR THE NEW
ORGANISATIONAL MAN
by - Mack Hanan
1956
ORGANISATIONAL APPROACHES
• The new mode of getting new men involved

• New method of leading them

• New way of allowing them to achieve self-


fulfillment
NEED OF NEW ORGANISATIONAL MAN

• Self-fulfillment income

• Affiliation income

• Equity participation income

• Leadership participation income


CONCLUSION

• The challenges faced by the new man is never


so great

• Corporate management should know to


adjust the personal and professional
requirements .
INDIAN JOURNAL REVIEW

“Influence of HRD climate on the


learning orientation of bank
employees.”

January 1, 2008
INTRODUCTION
• Analyses the influence of the HRD climate
existing in banks on the learning orientation of
the employees.
• Competent employees are the greatest assets
of any organisation
• The employees should have an open mind for
learning and change
• Changes are occurring in almost all the facets
of organisational life
• Organisations now are facing greater
challenges to retain their talented and
competent personnel
• Talent management has become the critical
goal of HR professionals
• Improving the quality of HRD is reported to be
one effective alternative to face these
challenges
REFERENCES
• Human resource and personnel management – K.
Aswathappa [3rd edition]
• Human resource management– K. Aswathappa
[5th edition]
• Harvard Business Review – organisational
development [Part IV]
• Indian Journal Review – Indian Journal of
Industrial relations
• www.google.com
By-
Gaurav Kumar Arvariya
Karthiga. D

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