Page 76 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Managing Human Element at Work

Notes Final Interview and Induction

After the candidate is finally selected the management will have to explain the job to him.
He should be told as to what his duties are, what is required of him and what his future
prospects in the organization are. Normally this information is given to the candidate at the
time of final selection interview. This is the way how the candidate is inducted into the job.
He is formally appointed by issuing him an appointment letter or by concluding with him
a service agreement. The appointment letter contains the terms and conditions of the
employment, pay scale and other benefits associated with the job.
The interviewer can describe the company and its policies, the duties and responsibilities
of the applicant as well as the opportunities available to him for future promotion. The
interviewer should, in fact highlight the favourable aspects of the job.

3.5 Placement

After selecting a candidate, he should be placed on a suitable job. It involves assigning
specific rank and responsibility to an employee. Most organizations put new recruits on
probation for a given period of time (say 6 months or 1 year) after which their services are
confirmed after successful completion of the probationary period. If the performance is not
satisfactory, the organization may extend the probation or ask the candidate to quit the job.
However, if the employee’s performance during the probation period is satisfactory, his
services will be regularized and he will be placed permanently on the job.
The employee placement process is shown in Figure 3.6.

Figure 3.6: Employee Placement Process

Collect Details About The Employee

Construct The Employee's Profile

Match Between Sub-group Profile and
Individual's Profile

Compare Sub-group Profile To Job Family
Profile

Assign The Individuals To Job Family

Assign The Individual To Specific Job and
Further Counseling and Assessement

Placement is an important HR activity. If neglected, it may create employee adjustment
problems leading to absenteeism, turnover, accidents, poor performance, etc. Proper

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