placement problems in hr ppt

• Placement refers to the allocation of people to various jobs. It

includes initial assignment of new employees and promotion,

transfer or demotion of present employees.

• 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 of individuals in jobs matching their abilities.

Personnel offices interview and test applicants for the purpose

of achieving suitable job placements where there is a good

match between management needs and employee

qualifications.

Placement problems for external sources:

Matching the job descriptions with the resumes that have come is a major challenge.

Candidates need to be accessed in every criteria like technical knowledge, aptitude, attitude, soft skills,

communication, etc due to which reason sometimes there are not enough candidates to fill the available

vacancies.

Deciding the starting pay package for the particular position is also an issue because this is a point where

most of the candidates and companies opinion differs, it needs to be decided based on the type of job.

There are lot of opportunities but there is a shortage of talent or required skills because of which the

recruiters find it difficult to select enough candidates for the number of jobs available.

Every employee plays and important role in the performance of the company thus the responsibility of

selecting the right person for the right job lies with the recruiter and at the same time th candidate should

also be satisfied with the job offered to him/her.

There is a lot for competition for the placement agencies these days as a lot of placement agencies have

come up thus companies get lot of applicants which becomes too confusing and chaotic and candidates are

confused not knowing where to register themselves.

Placement problems of Internal Sources

• Sometimes it is difficult to find the “right” candidate within and the organisation may

settle for an employee who possesses a less than ideal mix of competencies.

• If the vacancies are being caused by rapid expansion of the organisation there may be

an insufficient supply of qualified individuals above the entry level. This may result in

people being promoted before they are ready, or not being allowed to stay in a position

long enough to learn how to do the job well.

• Infighting, inbreeding, and a shortage of varied perspectives and interests may reduce

organisational flexibility and growth, and resistance to change by those who have an

interest in maintaining the status quo may present long term problems.

• In times of rapid growth and during transitions, the organisation may promote from

within into managerial positions, regardless of the qualifications of incumbents.

Transition activities and rapid organisational growth often mask managerial

deficiencies; it is not until the growth rate slows that the deficiencies become apparent

and, then, the organisation finds it difficult, if not impossible, to undo the damage. The

resulting cost of remedial training can prove prohibitive.

Placement of employees have happened over the years by many

techniques traditional methods were followed earlier these days there

are many more sources of recruitment for all kinds of firms which are

of two kinds they are:

Internal sources:

Promotions, transfers, upgrading or demotion of present employees, retrenched employees.

External sources:

Professional associations , Advertisements , Employment exchangesCampus placements , Online job portals

The important types of placement of people in an organization are:

Temporary or contract basis:

In this case employees are placed in the company on a temporary basis and the time period for which the person may work in the organization is already determined at the time of hiring him.

Probationary officer:

These are common in banks and other government jobs wherein the candidate is placed an probation and his skills are tested before he is made a permanent employee of the organization.

Direct job placement:

Another common type is directly hire the employees for the vacancy as a permanent employee.

Types of job placement

Placement strategy from organization point of view

Identifying and prioritizing jobs: Requirements keep arising at various levels in every organisation; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

Candidates to target: The placement process can be effective only if the organisation completely understands the requirements of the type of candidates that are required and will be beneficial for the organisation. This covers the following parameters as well:

Performance level required: Different strategies are required for focusing on hiring high performers and average performers.

  Experience level required: the strategy should be clear as to what is the experience level required by

the organisation. The candidate’s experience can range from being a fresher to experienced senior professionals.

  Category of the candidate: the strategy should clearly define the target candidate. He/she can be from

the same industry, different industry, unemployed, top performers of the industry etc. 

Sources of placement: The strategy should define various sources (external and internal) of

recruitment. Which are the sources to be used and focused for the recruitment purposes for

various positions. Employee referral is one of the most effective sources of recruitment.

Trained recruiters: The recruitment professionals conducting the interviews and the other

recruitment activities should be well-trained and experienced to conduct the activities. They

should also be aware of the major parameters and skills (e.g.: behavioural, technical etc.) to

focus while interviewing and selecting a candidate.

How to evaluate the candidates: The various parameters and the ways to judge them i.e. the

entire recruitment process should be planned in advance. Like the rounds of technical

interviews, HR interviews, written tests, psychometric tests etc.

CASE STUDY

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