The worker should be positioned in the right job after they are employed. The allocation of human beings to jobs is called placement. It is a system of assigning or re-assigning personnel to a new or special job. Thus, placement is the manner of setting the proper person at the proper activity, and placement aims to place the employed applicants in the jobs for which they have the needed skills.
Definition of Placement
According to Dale Yoder, “The mission of a particular activity to a newly appointed employee is the placement”.
According to Pigors and Myers, “Placement is the determination of the process to which an accepted candidate is to be assigned, and his assignment to that job. It is identical to what the manager has reason to think he can do with the process needs. It is a matching of what he imposes in stress, operating conditions, and what he gives in the form of payroll, companionship with others, promotional opportunities, and so forth.”
Principles of Placement
In the position of personnel, the following are the principles:
1) Principle of Job First, Man Next
The Principle of “Job First, Man Next” is the way a person ought to position according to job necessities instead of adjusting the task in keeping with the wants and credentials of the man or woman.
2) Principle of Qualifications
Employees ought to position themselves on the sort of process for which they’re certified. They ought not to be placed in a very high or very low job position.
3) Principle of Timely Preparation
All the arrangements that are essential for placement ought to finish earlier than the joining date of the newly employed worker.
4) Principle of Working Conditions
The worker needs to be made aware of all of the facts regarding operating situations present inside the employer. He ought to additionally provide information about punishments if he commits any mistakes.
5) Principle of Loyalty and Cooperation
Employees need to feel a sense of dedication and cooperation in their new job in order that they can recognize their responsibilities better towards the job and the employer.
6) Principle of Transfer
Initially, placement may be transient as variations may occur after the training finishes. Transfer of the employee to another job may additionally occur where he can perform as expected.
Process of Placement
There are four steps in the process of employee placement, which are as follows:
Step 1: Data Collection
In the worker placement process, the first step is to accumulate statistics about the worker for the purpose of identifying the qualifications, abilities and competencies of present employees.
Step 2: Evaluation
After completing step one of collecting worker records, the next step is to assess the capability of an employee with the intention of examining the kind of activity that best suits the worker.
Step 3: Allocation/Placing
In this step, the company places the employee at the job that is best suitable for him.
Step 4: Control
The final step in this process is control. This step involves measuring and observing the employee performance in that precise job.
Benefits of Placement
The advantages of right placement are as follows:
1) Raise Employee Morale
Proper placement makes it simpler for the worker to adjust himself to the work and enables him to give a standard performance. This allows for an increase in the morale of the worker.
2) Keep Employees Motivated
Employees influence if they’re properly placed by matching their abilities and job requirements. If they feel motivated, then they produce higher output.
3) Reduce Labour Turnover and Absenteeism
If personnel are properly placed in their jobs, then absenteeism and employee turnover are reduced. This results in effective utilization of machines, equipment and materials.
4) Increase Employee Efficiency
Proper placement enables improvement of a worker’s performance as he is capable of producing higher outcomes, communicating with humans effortlessly, feeling encouraged, becoming punctual, and avoiding committing errors.
5) Keep Employees Satisfied
Placement ambitions to hold personnel happy. If an employee is well positioned in his job, he works with zeal, and his overall work performance is excessive.
Problems in Placement
Placement can be a challenging undertaking. It desires to suit employee abilities with task requirements. Though the HR supervisor attempts to make it justifiable and effective, nonetheless, few troubles stand up. Some of the problems are as follows:
1) Employee Expectations
The primary issue of placement is employee expectations. Employees typically anticipate high salaries, difficult duties, and autonomy. If their job no longer fulfils their expectations, they experience that they may be in a job which is not appropriate for them.
2) Manager’s Expectations
HR supervisors sometimes expect more than the employee’s skills or skills. He finds that there may be a mismatch between the employee and his work.
3) Change in Technology
Technology brings adjustments to job descriptions and specifications. Due to these adjustments, the discrepancies bring about a mismatch between the task and the employee.
4) Changes in Organizational Structure
Organizational structure and jobs prompts with the aid of grand business techniques inclusive of mergers, acquisitions, downsizing, de-layering, and many others. These changes bring about a mismatch between the worker and his activity.
5) Social and Psychological Factors
Mismatch is sometimes likewise due to social and mental factors concerned with group work or group formation.
6) Nature of Job
Another problem with placement is that the focus is on the individual rather than on the job. More frequently, the man or woman does not work without having any effect on others. The form of the job will decide whether or not the worker works with autonomy or is dependent on others. Three kinds of jobs in this context are as follows:
i) Independent
In a few instances, jobs are independent, for instance, postal carrier or field sales. In such situations, the activities of one worker do not depend upon the activities of different employees. This problem of placement is straightforward as solutions for it have evolved.
ii) Sequential
In this category, an employee relies upon the alternative employee to do his job. Assembly lines are an exceptional example of sequential jobs.
iii) Pooled
High interdependence is present among the activities while the jobs pool. The result is a joint attempt of all the workers. Teamwork matters a lot in such jobs. Examples of pooled jobs are task groups, temporary task forces, assembly teams, and so forth.
Measures for Making Placement Effective
Following are the ways to make placement more fruitful and effective:
1) Job Rotation
This is a method of shifting workers to different job sites, locations, or departments in order to test their skills and also enable them to upgrade their skills while doing some challenging and different work. Job rotation helps employees to connect themselves easily with the job.
2) Teamwork
The latest technique of designing a job is building a suitable team for better work. It allows the employees to make use of their abilities, competencies, knowledge, professional skills, etc., which in turn reduces the problems in placement.
3) Training and Development
Regular training and development of employees of a company help a lot in obtaining new skills and knowledge for an employee. These skills are the basis for re-designed jobs. Regular training and development activities rectify the placement-related problems. Induction is also important for an organization.
4) Job Enrichment
During job enrichment, management provides challenging work and authority of decision-making to employees. It gives them the chance to make use of their different professional skills and thus reduces the placement problems.
5) Empowerment
It gives a chance to the employee to make use of his capabilities, which he needs. It lessens the problems which are related to the placement.