Placement

BY:MANISHA VAGHELA 1

PLACEMENT

BY
MANISHA VAGHELA

vaghela_manisha
13@yahoo.com

FLOW OF PRESENTATION
2

 What is placement
 Definition of placement
 Introduction of placement
 Significance of placement
 Concept of placement
 Problems of placement
 Process of placement

BY:MANISHA VAGHELA vaghela_manisha13@yahoo.com

 Differential of placement
 Importance of placement
3
 Benefits of placement
 Conclusion
 Review of the topic
 Bibliography


WHAT IS PLACEMENT
4

 Placement is a process of assigning a specific job
to each 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 the candidate.
 Placement is understood as assigning jobs to the
selected candidates. Assigning jobs to employees
may involve a new job or different job.


 Thus, placement may include initial assignment of
job to new employee, on transfer, promotion or
5 demotion of the present employees.
 Placement involves assigning a specific job to
each one of the selected candidates.
However, placement is not so simple as it looks.
Instead, it involves striking a fit between the
requirements of a job and the qualifications of a
candidate.


DEFINITION OF PLACEMENT
6

 “placement” may be defined as “the determination
of the job to which an accepted candidate is to be
assigned, and his assignement to that job. It is a
matching of what the supervisor has reason to think
he can do with the job demands (job requirements):
it is a matching of what he imposes (in
strain, working conditions),” and what he offers in
the form of pay roll, companionship with
others, promotional possibilities, etc.
 A proper placement of a worker reduces
employee turnover, absenteeism and accident
rates, and improves morale.

 “Placement refers to the allocations of people to
job. It includes initials assignment of new
7 employees and promotion transfer or demotion of
present employees.”
 Placement can also be defined as the internal
filling of vacancies as distinguished from external
recruitment. Placement is a process of assigning a
specific job to each 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
the candidate.


INTRODUCTION OF PLACEMENT
8

 After an employee has been hired and oriented, he
or she must be placed in his/her right job.
Placement is understood as the allocation of people
to jobs. It is the assignment or re-assignment of an
employee to a new or different job. Placement
includes initial assignment of new employee and
promotion, transfer, or demotion of present
employee. Placement arising out of
transfer, promotions, and demotions. Once we
establish this unique profile for each
individual, people and jobs can be matched
optimally within the constraints set by available jobs
and available people. BY:MANISHA VAGHELA vaghela_manisha13@yahoo.com

CONTINUE
9
 If the number of individuals is large in relation to the
available jobs, only the best qualified persons can
be selected and placed. On the other hand, when
more jobs are available, optimal placement is
possible. Thus, the number of people and the
number of jobs determine the placement process in
any organisation. Placement refers to assigning
rank and responsibility to an individual, identifying
him with a particular job. If the person adjusts
himself to the job and continues to perform as per
expectations, it might mean that the candidate is
properly placed.

CONTINUE
10
 However, if the candidate is seen to have problems
in adjusting himself to the job, the supervisor must
find out whether the person is properly placed as
per the latter’s aptitude and potential.
Usually, placement problems arises out of wrong
selection or improper placement or both.
Therefore, organizations need to constantly review
cases of employees performing below
expectations/potential and employee related
problems such as turnover, absenteeism, accidents
and assess how far they are related to
inappropriate placement decisions and remedy the
situation without delay.

SIGNIFICANCE OF PLACEMENT
11

 It improves employee morale.
 It helps in reducing employee turnover.
 It helps in reducing absenteeism.
 It helps in reducing accident rates.
 It avoids misfit between the candidate and the job.
 It helps the candidate to work as per the
predetermined objectives of the organization.


CONCEPT OF PLACEMENT
12

 Placement is the process of assigning a specific job
to each one of the selected, candidates. It involves
assigning specific rank and responsibility to an
individual. It implies matching the requirements of a
job with the qualifications of a candidate. 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 a matching of what the supervisor has
reason to think he can do with the job demands.

 It is a matching of what he imposes in
strain, working conditions, and what he offers in the
13 form of payroll, companionship with
others, promotional possibilities, etc. proper
placement helps to improve employee morale. It
also helps to reduce employee
turnover, absenteeism and accident rates. If a
candidate adjusts 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 problems in adjusting himself to the
job and he continues to perform below
expectations, he might be misplaced.
Supervisors/executives should review all such
cases to find out cases BY:MANISHA VAGHELA vaghela_manisha13@yahoo.com
of misplacement.

 Such candidates should be assigned some other
more suitable jobs. Alternatives they may be given
14 further training to make them fit for the job.


PROBLEMS OF PLACEMENT
15

 The difficulty with placement is that we tend to
look at the individual but not at the job. Often, the
individual does not work independent of others.
Whether the employee works independent of
others or is dependent depends on the type of
jobs. Jobs in this context may be classified into
three categories-(1) independent, (2) sequential
and (3) pooled.
 In certain cases, jobs are independent, for
example, postal service or field sales. Here, non-
overlapping routes or territories are alloted to each
worker.

 In sequential jobs, activities of one worker are
dependent on the activities of a fellow worker.
16
 Where jobs are pooled in nature, there is high
interdependence among activities. The final output
is the result of contribution of all the workers.
Project teams, temporary task forces and assembly
teams represent pooled jobs.
 Independent jobs do not pose great problems in
placement, for each employee needs only to be
evaluated relative to the match between his or her
capabilities and interests, and those required on the
job.


 But independent jobs are becoming rarer and
rarer, as most jobs are dependent (sequential or
17
pooled). In order to match individuals with
jobs, organisations use the assessment-
classification model. In this model, details about the
employee’s skills, interests, past performance (if
any), and biographical details are collected.
 Just as individuals are placed in subgroups, jobs are
also categorised into subgroups, each subgroup
having identical characteristics. The next step is to
match subgroup profiles with job-family profiles to
determine the likelihood of success and satisfaction
in a particular job family. Once assignment to a job
family is made, individuals can be placed in specific
jobs within the job family after further counselling
and possible assessment. BY:MANISHA VAGHELA vaghela_manisha13@yahoo.com

PROCESS OF PLACEMENT
18
Collect details about the employee
↓
Construct his or her profile
↓
Which subgroup profile does the individual’s profile best fit?
↓
Compare subgroup profile to job family profiles
↓
Which job family profile does subgroup profile best fit?
↓
Assign the individual to job family
↓
Assign the individual to specific job after further counselling and
assessment

DIFFERENTIAL OF PLACEMENT
19

 In differential placement, attempts are made to
compare an applicant’s aptitudes, abilities, interests
and temperament with job requirements for different
jobs to ascertain for which of these he is most
suitable. While traditional placement (for a single
job) is effective only in a labour market marked by
an ample supply of candidates, differential
placement has been found to be extremely useful in
a tight labour market. Indeed, differential placement
makes the most effective use of human resources.

 The organisation can make the best use of
differential placement, as it specifies several
20 positions for which an individual is suitable and
provides enhanced flexibility of the work force if
records of the secondary job qualifications are
adequately maintained. It decreases recruiting and
selection costs, absenteeism and turnover and
increases job satisfaction and productivity.


IMPORTANCE OF PLACEMENT
21

 The importance of placement lies in the fact that a
proper placement of employees reduces employees
turnover, absenteeism, accidents and
dissatisfaction, on the one hand, and improves their
morale, on the other. Placements are also
important for employment agencies, especially
executive search firms, a type of employment
agency that specializes in recruiting executive
personnel for companies in various industries.


BENEFITS OF PLACEMENT
22

 Employing a placement or work experience student
can be viewed as part of the interview process for
future company employees.
 Gain an intelligent, motivated, cost-effective labour
resource with valuable skills, knowledge and fresh
ideas.
 Projects which otherwise would not be done due to
a shortage of resources, can be moved forward.
 Offer solution to short term staff shortages.


CONCLUSION
23

 Placement is understood as the allocation of
people to jobs. If the number of individuals is large
in relation to the available jobs, only the best
qualified persons can be selected and placed.
Once we establish this unique profile for each
individual, people and jobs can be matched
optimally within the constraints set by available
jobs and available people.


REVIEW OF THE TOPIC
24

 What is placement
 Definition of placement
 Introduction of placement
 Significance of placement
 Concept of placement
 Problems of placement
 Process of placement
 Differential of placement
 Importance of placement
 Benefits of placement
 Conclusion

BIBLIOGRAPHY
25

 Personnel management text & cases
by :- C. B Mamoria
S. V Gankar
Himalaya publishing house
 Human resource and personnel management

by:- K. Aswathappa
Tata McGraw – hill publishing company limited new
Delhi


 Personnel management
by:- Arun Monappa
26
Tata McGraw – hill publishing company limited. New
Delhi
 Personnel management

by:- C. B. Mamoria
 Personnel management and human resources

by:- C. S Venkata Ratnam
B. k Srivastavea
Tata McGraw – hill publishing company limited.


 Human resource management
by:- C. B Gupta
27
Sultan chand & sons
 Human resource management text and cases

by:- S. S. Khanka
Sultan chand & company ltd. Ram nagar, new Delhi
 Essentials of human resource management of industrial

relations
by:- Dr. P. Subba rao
Himalaya publishing house


28


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