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Orientation (or) induction and Placement in human resource management
- 1. ORIENTATION AND PLACEMENT
- 4. ORIENTATION PROGRAMME Formal Informal Individual Collective Serial Disjunctive Investiture Divestiture
- 6. FORMAL ORIENTATION PROGRAMME HR representative Supervisor Placement Organisational issues and Employee benefits Specific Job location and Duties Special Anxiety reduction seminars
- 18. FACTORS OF REMUNERATION Labour market Cost of living Labour unions Government legislation Society Economy Business Strategy Job Evaluation and Performance Appraisal The Employee
- 37. By- Gaurav Kumar Arvariya Karthiga. D
Hinweis der Redaktion
- Formal : the management has a structured programme which is executed when new employees join the firm. Informal : new hires are directly put into job and they are expected to do the work themselves. Individual : It is orienting each person individually. It is more likely to preserve individual differences and perspectives. Collective : It is orienting people in a group. Most of the large firms tend to do this approach. Serial : orientation becomes serial when an experienced person inducts a new hire. Disjunctive : It becomes disjunctive when the new hire do not have any predecessors available for them. Investiture : It seeks to ratify the usefulness of the characteristics that the person brings to the new job. Divestiture : It seeks to make minor modifications in the characteristics of the new hire, though he or she was selected based on his or her potential.
- A general introduction to the company, given by the HR dept Specific orientation to the dept and the job, typically given by employee supervisor A follow – up meeting to verify that the important issues have been addressed and employees questions have been answered.
- 1. Employee is overwhelmed with too much of information. 2.Employee is overwhelmed with too much of information. 3. Employee is given a menial task that discourages him. 4.Employee is forced to fill the gaps 5.Employee is thrown into action too soon 6.Employee’s mistakes can damage the company 7.Employees may develop wrong perception
- Wages and salaries : the payment made to the employees as a compensation to their work Incentives : It is paid in addition to the wages and salaries. It depends on the productivity, sales, profit or cost reduction effort. Fringe benefits : It includes employee benefits like provident fund, gratutity and medical care. Perquisites : these are allowed to executives and include company car, club membership, paid holidays and furnished house. Non- monetary benefits : This include recognition or merit and challenging job responsibilities.
- Labour market: Demand and supply of labour influenec wages and salary fixation. A low wage paid when supply of labour exceeds and vice-versa. Cost of living: This matters during periods of rising prices, and forgotten when prices are stable or falling. Labour unions: labour union often determine the quantum of wages paid. Government Legislation: Some laws like, the payment of wages Act, 1936; the Minimum wages act, 1948; the payment of bonus Act, 1965; Equal remuneration Act, 1976 also determine the amount of wages. Society: The remuneration paid to employees has social implications too. The supreme court has been keeping social and ethical consideration in adjudicating wages and salary disputes. Economy: It is possiblethat there is a change in the wages in a recession, inflation and depression.
- Legally required payments: They are, old age, disability, health insurance, worker’s compensation, unemployment compensation. Contingent and deferred benefits: Some are, pension plans, prepaid legal plans, sick leave, tuition aid benefits. Payment for time not work: vacations, holidays, voting pay allowances Other benefits: Travel allowances, company car and subsidies, child care facilities, uniform and tool expenses.