Thus the number of people and the number of jobs

optimal placement is possible. Thus, the number of people and the number of jobs
determine the placement process in any organization.
Placement Problems
The difficulty with placement is that we tend to look at the individual but not at the
job. Often, the individual does not work independent of others. Whether the employee
works independent of others dependent depends on the types of jobs. Jobs in this
context can be classified into the three categories:
i. Independent (in such activities of one worker have little bearing on the
activities of the other workers, here the placement is simple to conduct).
ii. Sequential (activities of the workers are dependent on activities of a fellow
worker example assembly line sequential jobs).
iii. Pooled (where the job is high degree of independence among activities. The
final output of is the result of contribution of all workers. It is team work
which matters. Placement for this is quite difficult).
Fig 3.2 Assessment-Classification Model and Employee Placement
Collect details of the employee
Construct his/her profile
Which sub-group profile to job family profile?
Which job family profile does subgroup profile best fit?
Assign the individual to job family
Assign the individual to specific job after further counselling and assessment
Principles of Placement
A few basic principles should be followed at the time of placement of a worker on the
job. This is elaborated below:
1. Man should be placed on the job according to the requirements of the job. The
job should not be adjusted according to the qualification or requirements of the
man. Job first, man next, should be the principle of the placement.
2. The job should be offered to the person according to his qualification. This
should neither the higher nor the lower than the qualification.
3. The employee should be made conversant with the working conditions prevailing
in the organization and all things relating to the job. He should also be made
aware of the penalties if he commits the wrong.
4. While introducing the job to the new employees, an effort should be made to
develop a sense of loyalty and cooperation in him so that he may realize his
responsibility better towards the job and organization.
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5. The placement should be ready before the joining date of the newly selected
person.
6. The placement in the initial period may be temporary as changes are likely after
the completion of training. The employee may be later transferred to the job
where he can do better.
Proper placement helps to improve the employee’s morale. The capacity of the
employees can be utilized fully. The right placement also reduces labour turnover,
absenteeism and also accident rate. Than the employee can adjust to the required
environment of the organization effectively and performance of the employee will not be
hampered.