•
Placement refers to the allocation of people to various jobs. It includes initial assignment of new employees and promotion, transfer or demotion of present employees.
•
Placement is a process of assigning a specific job to each of the selected candidates. It involves assigning a specific specif ic rank and responsibility responsi bility to an individual. It implies matching the requirements of a job with the qualifications of the candidate. candidate.
•
Placement of individuals in jobs matching their abilities. Personnel offices interview and test applicants for the purpose of achieving suitable job placements where there is a good match between management manageme nt needs and employee qualifications.
Placement problems for external sources:
Matching the job descriptions with the resumes that have come is a major challenge.
Candidates need to be accessed access ed in every criteria like technical knowledge, aptitude, attitude, soft skills, communication, etc due to which reason sometimes there are not enough candidates to fill the available vacancies.
Deciding the starting pay package for the particular position is also an issue because this is a point where most of the candidates and companies opinion differs, it needs to be decided based on the type of job.
There are lot of opportunities but there is a shortage of talent or required skills because o f which the recruiters find it difficult to select enough candidates for the number of jobs available.
Every employee plays and important role in the performance of the company thus the responsibility of selecting the right person for the right job lies with the recruiter and at the same time th candidate should also be satisfied s atisfied with the job offered to him/her.
There is a lot for competition for the placement agencies these days as a lot of placement p lacement agencies have come up thus companies get lot of applicants which becomes too confusing and chaotic and candidates are confused not knowing where to register themselves.
Placement problems of Internal Sources
•
Sometimes it is difficult to find the “right” candidate within and the organisation may settle for an employee who possesses a less than ideal mix of competencies.
•
If the vacancies are being caused by rapid expansion of the organisation there may be an insufficient supply of qualified qualifie d individuals individua ls above the entry level. This may result in people being promoted before they are ready, or not being allowed to stay in a position long enough to learn how to do the job well.
•
Infighting, inbreeding, and a shortage of varied perspectives and interests may reduce organisational flexibility and growth, and resistance to change by those who have an interest in maintaining the status quo may present long term problems.
•
In times of rapid growth and during transitions, the organisation may promote from within into managerial positions, positions, regardless regardless of the qualifications of incumbents. Transition Transition activities and rapid organisational growth often mask managerial deficiencies; it is not until the growth rate slows that the deficiencies become apparent and, then, the organisation organisation finds f inds it difficult, if not impossible, to undo the damage. The resulting cost of remedial training traini ng can prove prohibitive.
Placement of employees have happened over the years by many techniques traditional methods were followed earlier these days there are many more sources of recruitment recru itment for all kinds of firms which are of two kinds they are: Internal sources: Promotions, transfers, upgrading or demotion of present employees, retrenched employees.
External sources: Professional associations , Advertisements , Employment exchanges Campus placements , Online job portals
Types of job placement The important types of placement of people in an organization are: Temporary or contract basis: In this case employees are placed in the company on a temporary basis and the time period for which the person may work in the organization is already determined at the time of hiring him. Probationary officer: These are common in banks and other government jobs wherein the candidate is placed an probation and his skills are tested before he is made a permanent employee of the organization. Direct job placement: Another common type is directly hire the employees for the vacancy as a permanent employee.
Placement strategy from organization point of view
Identifying and prioritizing jobs: Requirements keep arising at various levels in every organisation; it is almost a never-ending process. It is impossible to fill all the positions immediately. immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equ ally or focusing on key jobs first. Candidates to target: target: The placement process can be effective only if the organisation completely understands the requirements of the type of candidates that are required and will be beneficial for the organisation. This covers the following parameters as well: Performance level required: required : Different strategies are required for focusing on hiring high performers and average performers.
Experience level required: the strategy should be clear as to what is the experience level required by the organisation. The candidate’s experience experience can range from being a fresher to experienced senior professionals. Category of the candidate: candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, industry, different industry, industry, unemployed, top performers of the industry ind ustry etc.
Sources of placement: The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment.
Trained recruiters: The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing and selecting a candidate.
How to evaluate the candidates: The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.
CASE STUDY
THANK YOU…….!!!!!
HOPE THERE ARE NO QUESTIONS
