Page 80 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Managing Human Element at Work

Notes (vi) reports and records he must understand and maintain

(vii) operating policies, procedures and rules
(viii) service group available to help him
The purpose of specific induction is to enable an employee to adjust himself to his work
environment.
Follow-up Induction Programme
The purpose of the follow-up induction programme is to find out whether the employee is
reasonably satisfied with the job. It is usually conducted by the foreman or by a specialist
from the personnel department. Through guidance and counselling, efforts are made to
remove the difficulties experienced by the newcomer. Usually, follow up induction takes
place after about one or two months from the time of appointment.

Infotech Ltd.

nfoTech Ltd. is a Mangalore-based company with a countrywide network. It is
considered as a leading software company with a turnover of 7500 crore rupees. The
Icompany is growing rapidly and during the last year, the number of employees
increased from 50 to 125. Most of the employees are graduate engineers with BE degrees
in Computers, Information Systems and Electronics and Communications. The employees
in the sales field are MBAs with basic degrees in science or engineering. The work is high
pressured and result-focussed, in return for which large reward packages are given.
The sales force in particular needs strong presentation and negotiation skills since the
market is very competitive. Recently, however, the company has been facing difficulty
in selecting the staff of right calibre for sales positions (MBA degree holders) though they
are able to attract candidates in sufficient numbers.

The HR manager analyzed the selection procedure to provide a more successful model
for the selection of the sales force. The model allowed the selection process to :

• Identify differences between recruits that were important to the role.
• Carry out the identification of differences in a reliable and consistent manner.

• Make valid predictions about the future performance of recruits with confidence.
The findings revealed some interesting features relating to the basic skills and attitudes
needed for such a role. These were:
1. What is seen as “professionalism “suggested as” an ability to deal sensitively with
prospective customers, being “human” rather than “clinical”.
2. Style of behaviour which was “non-threatening” and “non-arrogant” but also
“challenging” when required.
3. Skills like tolerance for ambiguity and a capacity to empathize with prospective
customers.
4. Show “pride” in working with InfoTech and their product.
Using the above information, you are required to find and formulate an appropriate
selection strategy.
Contd...

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