placement, induction, promotion, succession planning, career development....

1. Placement, InductIon
PromotIon, successIon
& career develoPment
Presented by ::
Sanjeev & Deepika
USM-KUK

2. INTRODUCTION
The 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. INDUCTION
The 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 as
of the old. It is Not promotion or Demotion.
Whereas Promotion refers to changes in
which 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. PROMOTION
“A 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 replacing
candidate or employee with another employee or
candidate . The replacement can be done at the request
of the employee, when a person finds it difficult to
perform effectively in a particular position and or in a
particular place then he may request for transfer. The
company can also replace the employee with another
suitable employee.

19. CAREER DEVELOPMENT
“Career development essentially means the
process of increasing an employee’s
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 employee’s 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. STAGES
3. 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. PROCESS
1. 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
employee’s self-worth.
• Invent new & creative part time roles for retired
employees which can use their knowledge,
experience & wisdom.