The document discusses employee placement in an organization. It defines placement as assigning employees to suitable job roles based on their qualifications and the job requirements. Effective placement involves initially assigning new employees to roles aligned with their skills and experience, as well as later promoting, transferring or demoting current employees as needed. Placement ensures employees are satisfied in roles that utilize their abilities, which helps reduce turnover. The document outlines factors that can challenge placement like changing employee and job expectations, and recommends principles like job rotation, training, and empowerment to facilitate more effective placement over time.

1. VIJAY KAMBOJ
+919466500020
Vijay.kamboj@live.in
Placement

2. Placement
 After the employee is hired, he/she must be placed in his/her
right job. Placement is understood as the allocation of people to
the job. Putting the right man on the right job is as important as
hiring the right person. A misplaced employee remains
dissatisfied and frustrated. It leads to employee turnover,
absenteeism. It is assignment or re-assignment of an employee
to a new or different job. Placement includes initial assignment
of new employees and promotion, transfer or demotion of
present employees.

3. Placement
 The employer advertises inviting applications from candidates
for a specific post. The advertisement contains job description
and job specifications in detail. When a candidate has selected,
it is logical that individual is placed in a position that was
advertised earlier. But the task of placement is not that simple it
appears. . Times are changing. Changes in the work ethics
reflecting the demand for meaningful work. All these factors
are causing organizations and individuals to determine the
placement process more closely. are entering the age when
applicants must be considered for several jobs rather than one.

4. Meaning & Definition
 Placement is the process of assigning a specific job to each one
of the selected candidates. It involves assigning a specific rank
and responsibility to an individual. It implies matching the
requirements of a job with the qualifications of a candidates.
 In the words of Pigors and Myers, “ Placement is the
determination of the job to which an accepted candidate is to be
assigned, and his assignment to that job. It is matching of what
the supervisor has reason to think he can do with job demands.
It is a matching of what he imposes in strain, working
conditions and what he offers in the form of payroll,
companionship with others, promotional possibilities etc.”

5. Placement
 Proper placement helps to improve employee morale. It helps
to reduce the employee turnover, absenteeism and accident
rates. If a candidate adjust himself to the job and continuous to
perform as per expectations, it might mean that the candidate is
properly placed. However, if the candidate has problem in
adjusting himself to the job and continuous to perform below
expectations, he might be misplaced. Supervisors should
review all such cases to find out cause of misplacement.

6. Placement
 The organization generally decides the final placement after
initial training/probation period. Probation period generally
ranges between six months and two years. If the performance
of employee is not satisfactory, the organization may extend the
probation or ask the candidate to quit the job. If the employee’s
performance during the probation period is satisfactory, his
services will be regularized and he will be placed permanently
in a job.

7. Problems in placement
 1. Employee Expectations
 2. Job expectations
 3. Change in technology
 4. Change in Organizational Structure

8. Principles to make placement effective
 1. Job Rotation
 2. Teamwork
 3. Training and Development
 4. Job Enrichment
 5. Empowerment