Placement,Induction and performance appraisal
- 1. PLACEMENT DEFINITION The determination of the job to which an accepted candidate is to be assigned and his assignment to that job.
- 2. BENIFITS better employee motivation, morale and job satisfaction reduce employee turnover, absenteeism, accidents, etc Practice existing key skills and learn new ones Real world exposure to the latest technology, work behaviour
- 3. INDUCTION • Induction is the process for welcoming newly recruited employees and supporting them to adjust to their new roles and working environments. • Brief information about history of the company, nature of business, work culture, policies, pro- cedures, departments, rules and regulations, nature of job, duties and responsibilities, is provided to employees to create a proper background in their minds before they start working actively in the company. • Generally, the concerned department or authorities do the job of induction to the new employee. Induction can be defined as ‘planned introduction of organization, staff and the job to the newly placed employee’. According to Michael Armstrong, induction 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’. • when used strategically, the induction process can increase employee retention by helping them understand their role and how it fits into the company. Companies that have a structured new employee induction processes are more likely to have higher productivity within the workforce, as the new employee may be able to add value to the business sooner if they can hit the ground running. Employees who have undertaken a structured induction process will have a fair idea of how the company operates.
- 4. Introduction Of Performance Appraisal Performance appraisal means is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development. According to Alford and Beatty “performance appraisal is the evaluation or appraisal of relative worth to the company of a man’s service on his job”. According to Edwin BF “performance appraisal or merit rating is a systematic periodic and so far so possible, and impartial rating of an employees excellence in matter pertaining to his present job and to his potentialitiesfor a job”.
- 5. Features of Performance Appraisal • It is a systematic process and tries to evaluate performance in the same manner using the same approach • It provides an objective description of the relevant strengths and weaknesses of an employee's job • It tries to find out how well the employee is performing the job, and tries to establish a plan for further improvement • It is carried out periodically, according to a definite plan • It may be formal or informal • Performance management system is closely linked to other systems of human resource management, particularly career planning, succession planning, and training and development • Performance management is closely aligned to organizational context and culture and linked to clearly defined organizational objectives
- 6. • Performance management is seen as a continuous process of monitoring and feedback rather than annual one-off event and there should be involvement of employees through focus group interviews, surveys, etc. in all stages of the design, implementation, and review process • Performance management emphasizes comprehensive training to managers not just for their own development only but to act as effective coaches as the role of coaching in performance improvement is quite crucial • Performance management involves effective use of technology in conveying desired competencies and in monitoring, collecting, and giving feedback so that there is minimum possible bureaucratization of administering the system • Performance management is a dynamic system that is suitable for changing workplace realities such as working in teams and alternative work arrangements like telecommuting, job sharing, etc.
- 7. Advantages Of Performance Appraisal • 1. Basis for judging performance • 2. To determine fair rates of pay • 3. To identify employees who have special abilities • 4. Basis for transfer, promotion and demotion • 5. To distinguish between goods and inefficient workers • 6. To develop a sense of completion in performance, with fellow workmen • 7. To get an idea about the difficulties faced by workmen • 8. To identify training and development needs • 9. To facilitate future manpower planning • 10. To create a positive work environment
- 8. Steps In Performance Appraisal 1. Setting performance standards • involves setting standards of performance expected from the employees. • standards should be evolved out of job analysis and job description. • Standards should not be expressed in a vague manner. 2. Communicate performance standards to the employees • The expected level of performance should be communicated to employees so that they are all well aware of what is expected from them. • Employees feedback must be obtained 3. Measure actual performance • involves measuring the work done by the employees during the specified period of time • This stage requires careful selection of appropriate techniques of measurement and ensure that the personal bias does not affect the outcome of the process
- 9. 4. Comparing actual performance with standard performance • The comparison shows deviation of the employees performance from the standard set • The comparison reveal deviations between the standard performance and actual performance. 5. Discussing the results • the results of appraisal is communicated on one to one basis. • the result , problem and the possible solutions are disccused with the aim of problem solving and reaching consensus 6. Initiate corrective actions • When a gap is found between the actual and standard performance , proper actions should be taken to bridge the gap. • No corrective actions are required when the standard and actual performance are matched.