Placement

Subject: - HUMAN RESOURCE MANAGEMENT
BBA SEM- IV
Q.1 What is Placement? Explain Importance and Process
of Placement.
WHAT IS PLACEMENT?
1. Placement refers to the process of connecting the selected person and the employer in order to
establish an ongoing employment relationship.
2. According to Dale Yoder, “The assignment of a particular job to a newly appointed employee is
the placement”.
3. According to Pigors and Myers, “Placement is the determination of the job to which an
accepted candidate is to be assigned, and his assignment to that job. It is a matching of what the
supervisor has reason to think he can do with the job demands. It is matching of what he imposes
in strain, working conditions, and what he offers in the form of payroll, companionship with
others, promotional possibilities, etc.”
4. Placement in Human Resource Management (HRM) refers to the process of assigning

employees to specific jobs or positions within an organization based on their qualifications, skills,
competencies, and the requirements of the job. The goal of placement is to ensure that individuals
are assigned to roles where they can make the most significant contribution and excel in their
performance.
5. The placement process involves matching the capabilities of employees with the demands of
the job, taking into consideration factors such as educational background, work experience,
technical skills, interpersonal skills, and other relevant qualifications. It is a strategic aspect of
HRM that aims to optimize the utilization of human resources within the organization.
IMPORTANCE OF PLACEMENT IN HRM

Placement in Human Resource Management (HRM) holds significant importance for both the
organization and its employees. Here are key reasons highlighting the importance of placement in
HRM:
1. Optimal Utilization of Human Resources:
Prof. Snehal Sunil Darji,Sheth Shree K. J. Patel BBA College ,Kadi

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Placement ensures that employees are assigned to positions that align with their skills,
qualifications, and competencies. This optimal utilization of human resources leads to increased
productivity and efficiency.
2. Enhanced Employee Satisfaction:
 Placing employees in roles that match their skills and preferences contributes to
higher job satisfaction. When individuals feel that their abilities are recognized and
utilized, they are more likely to be engaged and motivated.
3. Reduction in Turnover:
 Proper placement can help in reducing employee turnover. When individuals are
placed in roles that suit their abilities and interests, they are more likely to stay with
the organization, creating a more stable workforce.
4. Increased Productivity:
 Employees who are well-placed in their roles are more likely to perform at their
best. This increased productivity results from individuals working in positions where
they can excel and contribute effectively to organizational goals.
5. Cost Savings:
 Effective placement minimizes the need for constant retraining or hiring new
employees due to turnover. Additionally, employees who are well-placed are likely
to require less supervision and support, leading to cost savings for the organization.
6. Career Development Opportunities:
 Placement is crucial for an employee's career development. It provides
opportunities for individuals to grow, acquire new skills, and take on more
challenging responsibilities, contributing to their professional advancement.
7. Organizational Performance Improvement:
 The overall performance of an organization is influenced by the collective
performance of its employees. Proper placement contributes to building a high-
performing workforce, positively impacting the organization's success and
competitiveness.
8. Adaptability and Flexibility:
 In dynamic business environments, organizations may need to adapt quickly to
changes. A well-planned placement strategy ensures that employees possess the
skills and flexibility to adapt to changing job requirements, contributing to
organizational agility.
9. Efficient Succession Planning:

 Placement is integral to succession planning, ensuring that individuals with the right
skills and potential are groomed and placed in positions of higher responsibility
when needed.
10. Alignment with Organizational Goals:
 Effective placement ensures that the skills and capabilities of employees align with
the strategic goals and objectives of the organization. This alignment is crucial for
the overall success and sustainability of the business.
In summary, placement in HRM is a strategic process that not only benefits individual employees
but also contributes significantly to the overall success and effectiveness of the organization. It
plays a crucial role in creating a harmonious and productive work environment.
PROCESS OF PLACEMENT IN HRM.

The process of placement in Human Resource Management (HRM) involves a series of steps aimed
at ensuring that employees are assigned to appropriate positions within an organization. The
specific steps may vary depending on the organization, but here is a general overview of the
placement process:
1. Job Analysis:
 The process begins with a comprehensive job analysis. This involves identifying and
documenting the key responsibilities, skills, qualifications, and competencies
required for a particular position.
2. Position Identification:
 HR and hiring managers work together to identify positions that need to be filled
due to vacancies, organizational growth, or restructuring.
3. Recruitment:
 The organization initiates recruitment efforts to attract potential candidates. This
may involve internal job postings, external job advertisements, or collaboration
with recruitment agencies.
4. Application and Screening:
 Candidates submit their applications, and the HR team screens them based on
predetermined criteria, such as education, experience, and skills. This stage helps in
shortlisting candidates who meet the minimum requirements.
5. Selection Process:

 The selected candidates go through a selection process, which may include
interviews, assessments, and reference checks. The goal is to assess their suitability
for the specific job role.
6. Matching Skills and Job Requirements:
 The HR team evaluates the skills, qualifications, and competencies of the selected
candidates to determine their suitability for the specific position.
7. Offer of Employment:
 Once a suitable candidate is identified, the organization extends an offer of

employment. This offer includes details such as job responsibilities, compensation,
benefits, and other terms and conditions.
8. Acceptance and Documentation:
 Upon acceptance of the offer, the new employee and the organization complete
any necessary documentation, including contracts, onboarding forms, and other
relevant paperwork.
9. Orientation and Onboarding:
 The new employee undergoes an orientation and onboarding process. This involves
introducing them to the organization's policies, culture, and work environment.
Training may also be provided as needed.
10. Placement in the Position:
 The employee is officially placed in the designated position within the organization.
They start performing the duties and responsibilities associated with their role.
11. Performance Monitoring and Feedback:
 The HR team and supervisors monitor the performance of the newly placed
employee during the initial period. Feedback is provided, and adjustments or
additional support may be identified if necessary.
12. Career Development Opportunities:
 The organization continues to provide career development opportunities for

employees, including training, mentorship, and advancement pathways.
It's important to note that the placement process is not a one-time event but an ongoing aspect of
HR management. Regular assessments, performance reviews, and career development discussions
contribute to the continued success of employees within their roles and the organization as a
whole.


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Subject: - HUMAN RESOURCE MANAGEMENT

4. Placement in Human Resource Management (HRM) refers to the process of assigning

IMPORTANCE OF PLACEMENT IN HRM

Prof. Snehal Sunil Darji,Sheth Shree K. J. Patel BBA College ,Kadi

2. Enhanced Employee Satisfaction:

Prof. Snehal Sunil Darji,Sheth Shree K. J. Patel BBA College ,Kadi

PROCESS OF PLACEMENT IN HRM.

Prof. Snehal Sunil Darji,Sheth Shree K. J. Patel BBA College ,Kadi

 Once a suitable candidate is identified, the organization extends an offer of

11. Performance Monitoring and Feedback:

12. Career Development Opportunities:

 The organization continues to provide career development opportunities for

Prof. Snehal Sunil Darji,Sheth Shree K. J. Patel BBA College ,Kadi

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