Orientation,Placement And Seperation
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Orientation and placement of new employees is important for productivity and retention. A lack of orientation can lead to cognitive dissonance and increased turnover as employees quit early. Turnover is expensive due to recruitment and training costs. Effective orientation programs involve both HR and supervisors, use employee handbooks, and assign buddies to help socialize new employees. This helps reduce anxiety and increase performance. Placement decisions like promotions, transfers, and demotions are important to consider for effectiveness, legal compliance, and preventing separations. Voluntary resignations can be reduced through work environment and opportunities.
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This document provides an acknowledgement and overview of a project conducted at Bajaj Allianz Life Insurance Company. It thanks various individuals who provided guidance and support. It outlines the objectives of better understanding attrition causes to help with employee retention. It also aims to evaluate current retention measures and identify opportunities for improvement. The executive summary notes that a focus on retention is important given costs of replacement and impacts to productivity. It indicates the company is working to understand attrition causes to enhance management in that area and help with employee retention.
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Hiring, training, and evaluating employees is important for a firm's performance. A firm must effectively manage its human resources to achieve its goals. The document discusses human resource planning including forecasting employee demand, job analysis, and recruiting. It also covers providing equal opportunity, compensation packages, developing employee skills through training, and evaluating employee performance.
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The document discusses employee retention, separation, and turnover. It explains that employee retention aims to keep good employees by ensuring job satisfaction and organizational fit. Voluntary turnover occurs when employees choose to leave, while involuntary turnover is when the organization terminates employment. Dysfunctional turnover happens when adequate performers leave voluntarily. Reasons for leaving include low job satisfaction, poor socialization, and lack of perceived organizational support. The document also discusses layoffs, discipline procedures like due process and progressive discipline, and effective dismissal methods while minimizing disruption.
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- 8. Organization’s culture and values Socialization Process Individual’s personality