HRD-- placement to career development process


Published on

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

Published in: Technology, Business
1 Like
  • Be the first to comment

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

HRD-- placement to career development process

  1. 1. Placement, InductIonPromotIon, successIon& career develoPment Presented by :: Sanjeev & Deepika USM-KUK
  2. 2. INTRODUCTIONThe personnel function of SELECTION, PLACEMENT, INDUCTION, PROMOTION, TRANSFER, DEMOTION& TERMINATION are grouped under the broad term “staffing.”
  3. 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. 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. 5. INDUCTIONThe 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. 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. 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. 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 asof the old. It is Not promotion or Demotion.Whereas Promotion refers to changes inwhich the pay, status, & privileges of new post are higher when compared with old job.
  9. 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. 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. 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. 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. 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. 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. 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. 16. [ Factors - Succession Planning ] Length of Service Factors considered in planning Succession Planning
  17. 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. 18. [ Replacement Planning - Succession Planning ] Replacement Planning is a process of replacingcandidate or employee with another employee orcandidate . The replacement can be done at the requestof the employee, when a person finds it difficult toperform effectively in a particular position and or in aparticular place then he may request for transfer. Thecompany can also replace the employee with anothersuitable employee.
  19. 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. 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. 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. 22. STAGES3. 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. 23. ISSUES IN C.D. PROCESS1. 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. 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. 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.