The document provides an overview of the key responsibilities and processes of a personnel department, including recruitment, selection, induction, counseling, and disciplinary actions. It discusses recruiting both internally and externally, the selection process, the importance of induction for socializing new employees, the goals and benefits of counseling, and common disciplinary actions like termination, loss of service, and dismissal.

1. Role of Personnel Dept. Prepared by Probhat Ghose Personnel Officer ACI Limited

5. Ways of Recruitment The sources of recruitment’s can be broadly classified into two categories: Internal Source External Source

7. Disadvantages of Internal Source In some instance, qualified replacements not be available within the company to fill certain vacancies. The hiring of certain experienced personnel from other companies is sometime desirable in order to gain new technical information The excessive use of internal sources can shelter employees from the competition of outside application who may have superior qualifications.

8. External Source ii) External sources: Among the more commonly used external sources are the following: 1) Advertising: Advertisement in local or national newspaper and professional journals is generally used when qualified or experienced personnel are not available from other sources. 2) Employment Exchanges: Employment Exchange run by the Government are regarded as good sources of recruitment for semi skilled and un-skilled operative jobs. 3) Educational Institutions: Some time Recruitment Teams members of the faculty and persons in charge of placement services who recommend suitable candidates and invite the selected ones to visit the company for final selections.

9. External Source 4) Recommendations: Application introduced by friends and relatives in the organization may prove to be a good sources of recriminates and indeed many employers prefer to take such persons because something about their background is known. 5) Unsolicited application who gather at the factory gates to serve as casual workers or who send in their request for appointment against a vacancy, if any are also an important sources of external recruitment.

10. E xternal sources in Brief Advertising Employment Exchanges Private employment agencies (for experienced and high profile candidates) Educational Institutions Recommendations Unsolicited application

21. Session – II

22. What is Induction? Induction means introduction of new employee in the Company. In other words this is the process of adapting new employees to the organization . Induction is the final step of the selection process and is a part of employee socialization process.

23. Why Required? New employees are uncertain, critical and insecure; hence they are more aware and sensitive of the surroundings impression. For that reason environmental factors affect their productivity to a large extent. Also, some very authentic study showed that poor induction results in high employee turnover.

24. Socialization: S ocialization is a process of adaptation to learn the values and norms of the work place. Values: Basic convicts about right or wrong, good or bad, desirable or not. Norms: Tell group members what they ought not ought not do in certain circumstances.

25. Socialization Model: The Outsider- Insider Passage Pre-arrival Stage: The stage that recognizes individuals arrival in an organisation with a set of organizational values, attitudes and expectations. Encounter Stage: The stage where individuals confront the possible encounter between their organizational expectations and reality. Metamorphosis Stage: The stage whereby the new employee must workout any inconsistency discovered during the encounter stage.

26. Socialization Model Socialization Stages Outcome Pre-arrival Encounter Metamorphosis Productivity Commitment Turn-over

27. Major parts of effective Induction  The Personnel Department gives introductory information informally or in a group session.  The new employee’s supervisor gives further information in the Department about departmental facilities and requirements.  A follow-up interview several weeks after the employee has been on the job, given by either by the supervisor or a representative of the Personnel department to queries that the new employee may have and to repeat some of the earlier information for emphasis.

28. Necessary information for an effective Induction Representative of Personnel Department and some by the new employee’s Supervisor.  The Company’s history, development, management, products etc.  Personnel policies—what the new employee can expect of the company and what it expects of him and what it expects of him.  Terms of employment—including general disciplinary rules.  Employee activities benefits and services available.  The job or Department for which the new employee is hired nature of work, hours, wages opportunities for promotion etc.

30. Ten steps in the induction procedure : 1. Greet the new employee cordially 2. Display personal interest in him 3. Review his terms of employment 4. Explain any additional privileges 5. Show him around 6. Explain the part he will play 7. Introduce him to his co-workers 8. Explain carefully his duties 9. Introduce him to persons who can assist or instruct 10. Follow up carefully

31. Benefits of the induction programme :  A feeling of pride in ‘His/Her’ company.  Feelings of confidence in himself.  Having complete knowledge or conditions of his employment  Knowledge about the company and its products  Provides information that he needs such as the time to break off for Tiffin, where, to find the canteen etc.

32. Success factors of induction  Close supervision during the probation period  Availability of counselors to answer  Follow up interview to determine interest in job, promotional possibilities etc.

35. How Counseling helps Remember, ‘A problem being shared is a problem halved.’ You have made a major difference by being there and listening!!!

39. Thank you