Placement, orientation, training and development

The presentation explains the concept of placement, orientation, training, and development in Human Resource Management's staffing process. It explains the objectives and drawbacks of the same.

1. Placement, Orientation, Training and Development BY Humsi Singh

2. Introduction In an organisation , HR Manager performs various activities known as placement, orientation , selection,training and development etc. Let’s discuss few of them ...

3. Placement and O rientation

4. Placement 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 supervision has reason to think he can do with his job demands.

5. Orientation or Induction It is the process of receiving and welcoming an employee when he first joins a company and giving him the basic information he needs to settle down quickly and happily and start work.

6. Problems in PLACEMENT program Matching the job description with resume . Deciding the starting pay packages. Assessing all effects of employee. Handling inexperience and immaturity. Shortage of talent.

7. Problems in ORIENTATION Program Lack of planning or no planning. No active involvement of management specially top level. Ineffective information handouts . No follow-up.

8. Training and Development

9. Training It is a process of increasing knowledge and skills for doing a particular job. It is on organised procedure by which people learn knowledge , skill, and attitude for definite purpose. It is a short term process by which non-managerial personnel learn technical knowledge and skill .

10. Development It is a long term education process utilising systematic and organised procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose and overall personality enhancement.

11. Need for training and development Requirement of the job Technological changes Organisational viability Internal mobility

12. Objectives of training and development To provide knowledge, skill and competency to new employees. To insist employees work more efficiently . To build up second line of competent officers. To broaden minds of senior management through interchange of experience . To fill vacancies from within the organisation.

13. What did we learn? Once the employee is offered job, he is introduced with his work and fellow employees in the organisation. After this, he is trained and development to bring efficiency and effectiveness in the organisation to reach to the desired goals.