The document discusses key HR activities including placement, orientation, training, and development within an organization. It highlights the importance of effectively matching candidates to jobs and the challenges faced in these processes, such as lack of planning and talent shortages. Additionally, it emphasizes the need for ongoing training and development to enhance employee skills and organizational efficiency.

1. Placement, Orientation,
Training and Development
BY Humsi Singh

2. Introduction
In an organisation,
HR Manager performs
various activities
known as placement,
orientation,
selection,training
and development
etc. Let’s discuss
few of them ...

3. Placement and
Orientation

4. Placement
Placement is the determination of the job to which an
accepted candidate is to be assigned and his assignment to
that job. It is a matching of what the supervision has reason
to think he can do with his job demands.

5. Orientation or Induction
It is the process of receiving and welcoming an employee
when he first joins a company and giving him the basic
information he needs to settle down quickly and happily and
start work.

6. Problems in PLACEMENT program
● Matching the job description with resume.
● Deciding the starting pay packages.
● Assessing all effects of employee.
● Handling inexperience and immaturity.
● Shortage of talent.

7. Problems in ORIENTATION Program
● Lack of planning or no planning.
● No active involvement of management
specially top level.
● Ineffective information handouts.
● No follow-up.

8. Training and
Development

9. Training
It is a process of increasing knowledge and skills for doing a
particular job. It is on organised procedure by which people
learn knowledge, skill, and attitude for definite purpose. It is a
short term process by which non-managerial personnel learn
technical knowledge and skill.

10. Development
It is a long term education process utilising systematic and
organised procedure by which managerial personnel learn
conceptual and theoretical knowledge for general purpose
and overall personality enhancement.

11. Need for training and development
● Requirement of the job
● Technological changes
● Organisational viability
● Internal mobility

12. Objectives of training and development
● To provide knowledge, skill and competency to new
employees.
● To insist employees work more efficiently.
● To build up second line of competent officers.
● To broaden minds of senior management through
interchange of experience.
● To fill vacancies from within the organisation.

13. What did we learn?
Once the employee is
offered job, he is
introduced with his work
and fellow employees in
the organisation. After
this, he is trained and
development to bring
efficiency and
effectiveness in the
organisation to reach to
the desired goals.