Employee Placement

 

Employee Placement




“In human resources administration, the selection & placement of people is by far the most complex & challenging activity facing human resources personnel” (Khan,1991).

Selection & placement become more challenging due to different people have different knowledge, abilities, skills, motivations, expectations, goals, objectives & maturity (Dr. Teresia Kavoo-Linge James K. Kiruri, 2013).

The challenging task of selecting people is made even more difficult, because people differ in their ability to comprehend & carry out job requirements. If all employees have similar knowledge, skills, abilities & competencies selection & placement process become very easy (Khan,1991).

If an organization practice proper placement process, company can reduce their cost as well as turnover of the company (Sarinah Rahmat Simon Gultom Asep Ali Thabah, 2016).  Employees are far more likely to resign during the first five or six months after joining the organization (FX. Suwarto & Arief Subyantoro, 2019). First impression is important as is the impact of the first four weeks of employment. Basically, early resignation cause disruption & create recurrent costs such as the costs of obtaining replacement, induction costs- training & the coasts of lower productivity from new starters & the costs arising from the gaps that occur before a leaver is replacement (Armstrong,2009).  According to (Amstrong,2009) employee placement process includes several steps,

01.Documentation.

Varity of documents may then be issued to employees, including health & safety practice & related documents, a company rule book, or an employee handbook (Amstrong, 2009).

The latter with the brief description about the organization, basic terms & condition of employment (hours of work, holidays, pension scheme, insurance, payment arrangement), sickness & absence, company rules, company procedure, union & joint consultation arrangement, education & training facilities, health & safety arrangements (Amstrong,2009).

 

02.Company induction-initial briefing

Company induction process is the most important part & this will be the first impression of newly recruited employees (Amstrong, 2012). The member of the HR department or other individual who is looking after new employees should run through the main points with everyone who is looking after new employees should run through the main points with each individual or, when larger numbers are being taken on, with group people (Amstrong,2009).

03.Introduction to the workplace

In induction process organization should introduce managerial level employees & other employees to newly recruited employees. (Their immediate boss or team leader), who they are going to work with, what work they are going to do on their first day & the geographical layout of their place if work (Amstrong,2009).

04.On the job training

Most new starters other than those on formal training scheme will learn on the job, although this may be supplemented with special off the job course to develop particular skills or knowledge, especially employees who are work in garments & other manufacturing companies on the job training plays major role in their placement process (Amstrong,2009).

Placement in Practice

“Placement is the process of putting people into certain position who have been selected for the job.” (Dr. Teresia Kavoo-Linge James K. Kiruri, 2013). After letter of employment has been given company place the newly recruited employees in various positions. Most of organization place those new employees as probationers or as temporary staff. After six months or one year time management can consider new employees as the permanent staff based on their performance & how they achieved their KPI’s (Aminchi Daniel, Amina Abba Sanda, Andrew Salau Midala, 2014).

Eg: In most of Sri Lankan Banking & Finance companies  are recruiting Management Trainees with two years probationary period. Since they are handling very crucial fianacial transactions. After annual performance review they have palced as Executive officers or Assistant Managers.

“During the recruitment & selection process if organization is able to give an accurate idea to the candidates about the job responsibility & take an advance view about the employee’s expectation then a portion of turnover can be lessened.” (Sohar Hossain et all, 2015). In employee placement organization should communicate with the candidate appropriately because communication gap between management & candidate can create unrealistic expectation from both sides that leads to turnover (Herriot, 1989).

Eg: At the initial stage of employee placement, organization conduct an orientation programme to enhance awareness of new recruits regarding organizational culture, policies, and procedures.

Introduce a buddy is another popular method of building newly recruited employee’s awareness towards organization. In Sri Lanka many companies are using buddy programs as a method of knowledge sharing and orient new employees.

 

References

Aminchi Daniel, Amina Abba Sanda, Andrew Salau Midala, 2014. Recruitment, selection and Placement of Human Resource. Jorurnal of education and practice .

Amstrong, 2012. Handbook of Human Resource Management. 12th ed. Londan: Kogan.

Amstrong, M., 2009. Handbook of Human Resources Management Practices. 11th ed. London: Kogan.

Dr. Teresia Kavoo-Linge James K. Kiruri, 2013. The Effect of Placement Practices on Employee Performance in Small Service Firms in. International Journal of Business and Social Science, Volume Vol. 4, pp. 213-219.

FX. Suwarto Arief Subyantoro, 2019. The Effect of Recruitment, Selection and Placement on Employee Performance. International Journal of Computer Networks and Communications Security, Volume VOL. 07, pp. 126-134.

Sarinah Rahmat Simon Gultom Asep Ali Thabah, 2016. The Effect of Recruitment and Employee Selection on Employee Placement and Its Impacts Towards Employee. Jurnal Manajemen Transportasi & Logistik (JMTranslog), Volume Vol. 03, pp. 1-10.

S, K., 1991. Selection and Placement. Managing Service Quality: an international journal.

 

 

Comments

  1. Naomi KalageMay 4, 2022 at 11:41 PM

    It’s a challenge to find placements for different job roles in organisations.
    The right decision in placing employees in an appropriate position in a company will support the quality of management and will have an impact on improving the quality of human resources of the company. Such decision-making can be assisted by an approach through the Decision Support System (DSS) to improve accuracy in the employee placement process (Widianta et al, 2018)
    The process of placing human resources in accordance with their qualifications is a complicated thing and can be a benchmark for good or bad management on the company because HR itself is one of the constituent elements in a management (George , 2000).

    ReplyDelete
    Replies
    1. SadeepaliyanageMay 13, 2022 at 6:39 AM

      Agreed with your statement. Appropriate employee placement may lead to enhance the employee performance as well.
      Timely and appropriate placement is a motivation that raises enthusiasm and morale high for a person in performing the work. So, the placement of appropriate employees and appropriately is one of the keys to obtain the optimal performance of every employee (Hersey and Blanchard, 2005).

      Delete
  2. Manuel PragashMay 7, 2022 at 1:21 AM

    Adding to your post, Organizations can make use of the method of Multi Criteria Decision Making (MCDM) for the employee placement process, which can be used to select the best option from a number of alternatives. Some examples of MCDM are Order of Preference by Similarity to Ideal Solution (TOPSIS), Simple Additive Weighting (SAW), Analytic Hierarchy Process (AHP) and Preference Ranking Organization METHod for Enrichment of Evaluations (PROMETHEE) (Widianta, Rizaldi, Setyohadi & Riskiawan, 2018).

    Widianta, M.M.D., Rizaldi, T., Setyohadi, D.P.S. and Riskiawan, H.Y. (2018). Comparison of multi-criteria decision support methods (AHP, TOPSIS, SAW & PROMENTHEE) for employee placement. In Journal of Physics: Conference Series (Vol. 953, No. 1, p. 012116). IOP Publishing.

    ReplyDelete
    Replies
    1. SadeepaliyanageMay 13, 2022 at 6:49 AM

      yes. One helpful tool that could increase the reliability of the performed selection and decrease the subjectivity of the choices made is certainly represented by Multiple-Criteria Decision-Making (MCDM) methods. These methods have been used to facilitate the decision-making process in employee placement process and through this organizations are able to select the most appropriate buddy programme according to the job description (Golec and Kahya, 2007).

      Delete
  3. H Harshani SriyanthikaMay 7, 2022 at 9:31 AM

    On-time as well as appropriate placement is a motivation that raises enthusiasm and morale high for an employee in performing the work. So, the placement of the right employees appropriately is one of the keys to obtaining the optimal performance of every employee (Widianta, et al., 2018).

    ReplyDelete
    Replies
    1. SadeepaliyanageMay 13, 2022 at 6:57 AM

      Agreed. The placement process should provide new employees with an understanding of how their job performance contributes to the success of the organization and how the services or products of the organization benefit the society. Placement not only develops the skills of employees but also helps in optimum utilization of human resources to achieve the organizational goals as well as their individual goals (Indradevi, 2010).

      Delete
  4. Don upulMay 9, 2022 at 11:02 AM

    Kavoo-Linge and Kiruri, (2013) stated the Employee placement is the process of assigning a new employee to a position within his or her sphere of authority where the employee will have a reasonable chance for success (Dessler, 2008). Kumar and Sharma (2001) define placement as the determination of the job to which an accepted candidate is to be assigned. Employee placement is important in an organization because it affects the employee’s performance.
    Reference
    Kavoo-Linge, T. and Kiruri, J. (2013). The Effect of Placement Practices on Employee Performance in Small Service Firms in the Information Technology Sector in Kenya. International Journal of Business and Social Science, http://www.ijbssnet.com/journals/Vol_4_No_15_Special_Issue_November_2013/27.pdf.

    ReplyDelete
    Replies
    1. SadeepaliyanageMay 13, 2022 at 7:06 AM

      Yes. Other than that, Placement is the final stage after selection in the process of hiring employees. Placement adjusts someone to the right job (Mathis & Jackson, 2004). Placement is a very important problem in the function of human resource management because it is also related to costs; for example, with appropriate placement it will directly affect the costs of operations and training. Employees who cannot achieve their work goals will incur huge costs and also waste time. The concept of Person-Job Fit proposed by (Mathis & Jackson, 2004) states that there are three things that must be met in accordance with the characteristics of the work, namely Knowledge, Skills, and Abilities (KSA). The very real impact of the suitability between KSA and the people who will be placed will improve employee performance, reduce turnover, reduce absenteeism, and other problems in human resource management.

      Delete

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