importance of induction process - (table of contents) -googolsoft
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ABSTRACT:
Induction is the process by which new employees are integrated into an organization
so that they become productive as soon as possible. In order to ensure that this happens
quickly and effectively, the process needs to be planned, managed and adopted into the
organizations overall training plans. Orientation or Induction is the first important step in the
process of human resource management. It involves familiarization of the newly appointed
employees to the work environment of the organization as well as to the fellow employees.
This proect titled !" #tudy On Importance of Induction $rocess% aims to understand
the importance and the effectiveness of the induction process in &oogolsoft Technologies.
Through this proect , the researcher wants to analyze the opinion of the employees about the
induction programme conducted in &oogolsoft Technologies. This study also helps to
determine the relationship between the induction input and opinion about the employee
output
'esponses are collected through questionnaire for this proect. " #ample of () employees has
been chosen for this study. #imple percentage analysis, one way "nova and correlation
analysis are used to analyze this proect statistically.
*e recommend that employee induction should last more than one day, usually +( days.
-mployee induction should always start with '/s welcome from the appointed host from
that department, who is responsible to guide newcomer through department in order to
introduce him to the other. 0ased on the other findings, suitable suggestions have been given
to the management.
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TABLE OF CONTENTS
CHAPTE
R NOCHAPTERS
PAGE
NO
ACKNOWLEDGEMENT I
ABSTRACT Ii
I 1.1 INTRODUCTION +
1.1.1 I234#T'5 $'O6I7- 8
1.1.+ 9O:$"25 $'O6I7- 11
1.1.; 2--3 6O' T- #T435 1-# 1(
1.1.( #9O$- O6 T- #T435 1?
II 2.1 LITERATURE SURVEY
+.1.1 '->I-* O6 7IT-'"T4'- 1@
III 3.1 METHODOLOGY
;.1.1 '-#-"'9 3-#I&2 +;
;.1.+ 3"T" #O4'9-# +;
;.1.; '-#-"'9 I2#T'4:-2T# +-'#
:ost Technical Training Institutions MITIN and -ngineering college leavers will be nervous
and eCcited about starting work and therefore need to be put at ease as soon as possible. They
need to develop a positive attitude towards work and an effective Induction programme
provides an opportunity to ensure that any initial interest and enthusiasm which eCists is
developed and encouraged.
The Induction programme for 6resher needs to place particular emphasis on ensuring that
they appreciate their importance to the organization and understand where their ob fits into
the greater whole.
In order to build commitment, there is a need to place considerable emphasis on why
something should be done or done in a certain way, rather than ust giving instructions.
Opportunities for training and development should also be clearly outlined.
The use of an onob trainer or Fmentor can be of particular benefit to this category of new
employee. " 6resher confidence can easily be destroyed and such assistance will help ensure
that they do not break any of the Funwritten laws of the workplace, as well as aiding the
formal Induction process.
In 6resh &raduate Induction tend to see their own obectives simply in terms of their own
subect and need to develop an appreciation of the constraints in which they will work.
:anagement trainees need to understand the Fbusinesses.
6or this process to be fully effective, it is essential that a &raduates Induction programme
involves undertaking specific obs or tasks at all stages. This will ensure that Induction is
perceived by the &raduates as relevant. This helps to maintain their motivation and interest.
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"n effective Induction programme should recognize this and place particular emphasis on
skills training. This will build confidence and enable the employee to feel that they can make
a worthwhile and valued contribution to the organization.
1. HOW INDUCTION IS CARRIED OUT
*hatever the size or resources of an organization, Induction should beG
$art of a systematic plan
*ritten down
'ecorded at each stage as completed
9onstantly monitored
". 7"'&- O'&"2I#"TIO2#
In large organizations with a personnel and training department, group inductions can be
arranged. These can cover the organizational and procedural information categories. It is
useful to use visual aids such as films and slides whenever possible, as what is seen makes
more impact than what is heard. #pecialists should be used wherever possible to talk abouttheir own subects. These should includeG
The :anager D ' MTerms and conditions of employmentN
The #ecurity Officer M#ecurity policies and proceduresN
The ealth and #afety Officer M"ccident reporting and standards of health and safety
procedures N
9oncern department heads M"bout the department proceedingsN
0. #:"77 O'&"2I#"TIO2#
In small organizations with no personnel and Training department it is not possible to arrange
group Inductions. Induction programme therefore need to be specifically tailored to each
individuals needs from day one. The Induction will be wholly the responsibility of the new
employees immediate line manager or supervisor. The same checklist for large organizations
can be used, but the line manager or supervisor will have to decide who is best qualified
within the organization to cover the various items.
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This will then mean arranging meetings with specialist members of staff includingG
The person responsible for wages and salaries.
The union J staff representative.
:anagers J supervisors from other departments.
It is essential that everybody involved is fully aware of the programme and the role that they
are eCpected to play in it.
1.! INDUCTION CHECK LIST
The Induction 9heck 7ist is a planner, which the ' department has to frame the planning of
the new recruiter has to follow. ere is a model format for ' department, like that the
concern O3 has to prepare the check list how to give the induction to the new recruiter in
his department.
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NAME OF THE EMPLOYEE: DATE OF "OINING:
DEGIGNATION: DEPARTMENT:
S.N# SUB"ECT RESPONSIBILITY SIGNATURE $HOD%
REMARKS
1.
2.
ORGANISATIONAL
INFORMATION
A% GROUP INFORMATION
2ame
istory
$roducts J #ervices
7ocations
B%COMPANY INFORMATION
2ame Organisation
$roduct J service
9ustomers
:anagers names
C% WELFARE AND BENEFITS
9anteen
7ockers
:edical
#ports
#ocial
#hare option
PROCEDURAL
INFORMATION
A%CONTRACT OF EMPLOYMENT
ours of work
2otice periods
*ages J #alary
*here JwhenJhow
0onus schemes
#ickness
2otification
9ertification
$ay
olidays
$ay slip
B% RULES AND PROCEDURES
9ompany rules
:isconduct
9odes of dress
3isciplinary
"ppeal
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S.NO SUB"ECT RESPONSIBILITY SIGNATURE
$HOD%
REMARKS
3.
C%COMMUNICATION PROCEDURES
Trade union
#taff council Internet and using
D%MANPOWER DEVELOPMENT
POLICIES
$erformance appraisal
Increment,promotions,tranfers
DEPARTMENT INFORMATION
Organization names
'ules, meal breaks
9locking in clocking
Out ob description
-quipment standards of
performance hours
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FLOW CHART OF THE INDUCTION PROCESS
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$eople and management development M$:3N will identify to you when the new
employee has accepted the letter of offer for their position in the organization. Once this has
occurred, $:3 will start the initial relocation process Mif applicableN, forward an induction
package to the new employee and book them into a signon appointment on their first day at
work. owever, you have a role in this process as well. "s indicated below, you need to
coordinate resources for the new employee to begin work. The checklist identifies the need
for sourcing the induction program.
FIRST DAY OF THE INDUCTION PROGRAM:
2ew employees will base their view of the organization on the results gained on their
first day. Therefore it is essential that this day be informative and the employee aware that
they have support mechanisms that they can rely upon during their employment. The
following information should be followed and completed within the first day of the employee
arriving. It is not prescriptive, and can be customised to suit your requirements. Ideally it
would be eCpected that whilst the new employee was waiting for their signon that you or a
delegate would introduce them to some of the other first day requirements. 5ou could even
take them to IT:# to secure their IT and $hone access. "lthough completion of each of the
elements listed following must occur the sequence in which they are conducted is not overly
important. The following items have been listed in this manner purely for ease of use. The
procedural -LI0IT for the first day of the induction program is given below.
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FIRST DAY OF THE INDUCTION PROGRAM
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FIRST WEEK OF THE INDUCTION PROGRAM:
-ach new employee of the organization will have differing requirements depending
upon the type of appointment being made. "s such the following checklist items have been
separated to cover "cademic appointments, 'esearch based appointments and &eneral
M"dministrativeN appointments. There may be cases when a new employee is employed
across multiple sectors. "s such, you may use whichever lists suit your particular needs. If
you identify that an additional requirement is needed then you may engage in that also.
"lthough completion of each of the elements listed following must occur the sequence in
which they are conducted is not overly important. The following items have been listed in
this manner purely for ease of use.
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1.& INDUSTRY PROFILE
INDIA IT INDUSTRY:
The Indian information technology MITN industry has played a maor role in placing India on
the international map. The industry is mainly governed by IT software and facilities for
instance #ystem Integration, #oftware eCperiments, 9ustom "pplication 3evelopment and
:aintenance M9"3:N, network services and IT #olutions. "ccording to 2asscom/s findings
Indian IT0$O industry eCpanded by 1+ during the 6iscal year +))A and attained aggregate
returns of 4#P 81.? billion. Out of the derived revenue 4#P (A.? billion was solely earned by
the software and services division. :oreover, the industry witnessed an increase of around
4#P 8 million in 65 +))@)A i.e. 4#P
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&lobal giant *almart has short listed their Indian IT dealers namely 9ognizant
Technology #olutions, 4#T &lobal and Infosys Technologies for a contract worth
4#P ?)) million
I-/,0) /#)(,+ IT M0*(:
India/s domestic IT :arket over the years has become one of the maor driving forces of the
industry. The domestic IT infrastructure is developing conteCts of technology and intensity of
penetration.
In the 65 +))@)A, the domestic IT sector attained revenues worth 4#P +
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F'('* #7 I-/,0- IT I-/')(*8
The Indian IT sector persists to be one of the flourishing sectors of Indian financial system
indicating a speedy eCpansion in the coming years. "s per 2"##9O:, the Indian IT eCports
are anticipated to attain 4#P 18( billion by +)+) out of which the domestic sector willaccount for 4#P () billion in earnings.
In total the eCport and domestic IT sector are eCpected to attain profits amounting to 4#P ++(
billion along with new prospects from 0'I9 nations and =apan for its outsourcing
operations.
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1.9 COMPANY PROFILE
G###)#7( T+;-##,) established in the year +))(, having its ead office in
India. *e specializes in consulting and staff augmentation, IT proect outsourcing, offshore
software development services, and IT proect management. *ith the unique &lobal 3elivery
:odel, eCperienced consultants and software development services, we will commit to help the
customers build with highly qualitative, timely delivered and cost effective services.
&oogolsoft is an emerging leader in enterprise and webenabled solutions that allow corporations
to operate more efficiently, quickly bring products to market, and rapidly achieve their business
obectives. &uided by a philosophy of attracting and retaining professionals who possess well
rounded domain and technical eCpertise, &oogolsoft builds teams of focused professionals who
capitalize on their combined eCperiences to deliver innovative, practical solutions.
The proven software development methodology includes a focus on key business drivers, an
emphasis on analysis, and reusable design elements.
&oogolsoft is a full spectrum #oftware #olutions and a :anaged #ervices 9ompany. The services
from Optimum are designed to deliver -nterprise 9lient#erverJ :ultitier and *eb based
solutions across the entire value chain, spanning onsite consulting services to turnkey software
proects.
*e have got over 1)) consultants working with us and have developed into a rapidly growing,
highly competitive and responsive firm with strong management, technical and financial resources
and commitment to fully serve its clients.
$rofessional #ervices *e have been providing IT consulting professionals to maor national and
local firms, 6ortune 1))), software integrator and software development companies, and maor
national and local consulting firms.
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:anaged #ervices the :anaged #ervices group focuses on the comprehensive services on a
managed mode where the responsibility of delivery and #ervice 7evels are undertaken by
Optimum for providing a strong value to the customers. This #ervice enables organizations to
optimize overheads and realign focus of their internal resource towards core competency and value
addition areas of the organization.
#oftware "pplications K #ervices provides a wide range of services and turnkey solutions that run
gamut from shortterm focused services to longterm comprehensive, leadingedge solutions. The
scope covers the endtoend application platforms from legacy domains to web based applications.
The consulting team at &oogolsoft provides unique software consulting to help clients achieve
their long term business goals. *e endeavor to deliver on strategic solutions that enhance business
growth in alignment with the business obectives. *e propose a blend of traditionally successful as
well as innovative ways to achieve growth and steps to implement business strategy. IT and
strategy solutions include suggestions to reduce costs by optimizing resource use and outsourcing
noncore processes.
*e offer worldclass enterprise wide solutions to optimize and enable business processes and
information flow through IT integration. The team of consultants has eCpertise in different industry
verticals with specific functional domain and eCpert IT skills.
*e are focused on helping enterprises leverage technology to achieve business goals inH
IT K #ystems integration
"pplication development and maintenance
" feature of the offering is the astounding levels of accuracy we help you achieve. " maor
reason for the success is the inhouse team of highly qualified and well eCperienced
professionals. The team brings in the requisite eCpertise in process, technology, and
operational capabilities that delivers eCcellent quality.
The deep domain knowledge combined with the unique delivery model and deployment of
cuttingedge technology ensures high quality. The competent proect management and service
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delivery teams deliver solutions with smooth interactions, leaving no scope for ambiguities
and misunderstandings.
The cost effective and efficient consulting services result in value enhancement and high
return on investments.
P*#6+( #'()#'*+,-
#oftware development
*eb designing and development
3omain management K hosting
*eb +.) $ortal development and support
"nimation and multimedia
*eb enabled application J product development
R)#'*+ #'()#'*+,-
-nterprise solutions
IT #olutions
Buality solutions
#taffing
S*5,+)
Consulting
The business world around you has changed at an unprecedented speed, thanks to the advent
of technology. This left a mounting pressure on business houses, who are caught up in the
whirlwind due to fastchanging advances in technology, unable to estimate the impact on
their businesses and unable to harness the power of /change/ for growth.
&oogolsoft 9onsulting offers consulting solutions and services following the best practices,
technologies, methodologies, and business models for optimizing your business key
performance indices. &oogolsoft 9onsulting intends to participate in the growth of its
clientele and their stakeholders as a /preferred partner/.
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*e offer /One#top 9onsulting #olutions/. The focus is to provide endtoend and customized
solutions to meet the eCacting needs of the industry through the onsite, offsite, offshore and
outsourcing models. *e also augment resources and staff suiting to the eCacting needs of
your proects.
&oogolsoft 9onsulting offers consulting solutions and services in the following streamsH
-nterprise #olutions
-'$s M#"$J$eople#oft etcN
9':s M#alesforceJ#iebelJ9larifyJ:icrosoftJ#"&- etcN
-"I M*eb#phereJ*eb:ethodsJTI09OJ&entranJ etcN
3ata warehousing K 0usiness intelligence M:icrostrategyJ9ognosJ0usinessObectsJQ"$ etcN
3ata :ining
IT 9onsulting
#oftware development
*eb #olutions
*eb +.) $ortal developments
*eb application J $roduct development
3omain management K hosting
#earch engine optimization
&oogolsoft provides software services to improve your product operations for better business
value. *e enable you to reduce timetomarket, eCpand innovation capacity, optimize assetutilization and enhance productivity through the engineering services. The services address
the complete engineering value chain, spanning various industry verticals.
V,),#-
&oogolsoft strive for eCcellence in everything they think, say and do.
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R)=+( 7#* (; I-/,5,/'0: &oogolsoft uphold the self esteem and dignity of each other by creating
an open culture conducive for eCpression of views and ideas irrespective of hierarchy.
I--#50(,#- > C#-(,-'#') L0*-,-: &oogolsoft create an environment of innovation and learning
that fosters, in each one of us, a desire to eCcel and willingness to eCperiment.
C#0#*0(,#- > T0@#*: &oogolsoft seek opportunities to build relationships and leverage
knowledge, eCpertise and resources to create greater value across functions, businesses and locations.
H0*#-8 > S#+,0 R)=#-),,,(8: &oogolsoft take utmost care to protect the natural environment
and serve the communities in which we live and work. Their business practices are guided by the
highest ethical standards of truth, integrity and transparency.
M,)),#-
&oogolsoft longstanding commitment to high standards of corporate governance and ethical
business practices is a fundamental shared value of its 0oard of 3irectors, management and
employees. The 9ompany/s philosophy of corporate governance stems from its belief that timely
disclosures, transparent accounting policies, and a strong and independent 0oard go a long way in
preserving shareholders trust while maCimizing longterm shareholder value.
&ood corporate governance flows out of the commitment of the :anagement and the 0oard of
3irectors. *hen the commitment is backed by the fundamental beliefs of maCimizing value for
stakeholdersG transparent actions in the businessG values of a corporateG and mutual trust amongst all
constituents of the business, the organization transforms itself into a higher plane of leadership. The
forwardlooking approach of &oogolsoft has always helped it, in achieving the desired results. This
approach has transformed the company/s culture to one that is relentlessly focused on the speedy
translation of scientific discoveries into innovative products. &oogolsoft commitment towards
9orporate &overnance started well before law mandated such practices. The company has identified
and established its core purpose, mission and core values for achieving corporate eCcellence.
&oogolsoft believe in crafting an environment where the parameters of conduct and behavior of the
company and its management is constantly aligned with the business environment.
W70* M0)'*)
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"t &oogolsoft, the safety, health and physical well being of people represent an important
driver of its sustainability. It guarantees an environment in which the intellectual capital is
adequately protected at all times, serving as an inducement for others to oin.
This sets into motion a virtuous cycle of insight retention, driving sustainability in the
process. This safety aspect has been captured in the incidence and frequency rates comprising
a part of the #afety, ealth and -nvironment report. "s a forwardlooking organization, we
are also encouraging the reporting of near misses with a view to eliminate the root causes of
accidents, representing the base of the safety pyramid.
They have also implemented an internal guideline for contractor safety, a training manual for
contract workers covering ob safety, tool inspection and other initiatives.
"s an additional initiative, all the manufacturing locations are adequately equipped with
occupational health centers. :edical checks are carried out regularly and workplace
monitoring is a routine activity, to ensure that eCposure limits are not eCceeded.
ORGANIATION CHART
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CHAPTER 2REVIEW OF LITERATURE
1. Organizations invest a lot on their employees in terms of induction and training,
developing, maintaining and retaining them in their organization. "lthough, there is
no standard framework for understanding the employees satisfaction and training need
process as whole, a wide range of factors have been found useful in interpreting
employee induction program in the organization. Eevin et al. M+))
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(. *hile mentoring is clearly viewed as a salient means for facilitating better outcomes
for educators, eCperts contend that there are other issues that need to be taken into
consideration when developing new employee induction programs. #pecifically,
9lement M+)))N reports that new employee induction programs must include rigorous
methods of assessment that allows administrators to monitor and shape the
development of the new employee of the organization. *ong, 0ritton and &asnor
support this view noting that, RInduction is a highly organized and comprehensive
form of staff development, involving many people and components that typically
continue as a sustained process for the first two to five yearsR. Thus it is essential to
ensure that the new recruit develops all of the skills necessary to provide
comprehensive development to all employees. M *ong, 0ritton and &asnorN +))(.
?. -mployees have a strong need to be informed. -mployees feel comfortable to stay
longer, in positions where they are involved in some level of the decisionmaking
process which was influenced by the effectiveness of the induction training that was
given to the employees of the organization. That is employees should fully understand
about the organizational culture and climate and act according to the issues that affect
their working atmosphere. M:agner et al. M1AA?N.
8. Organisational commitment is an effective response to the whole organisation and the
degree of attachment or loyalty employees feel towards the organisation. =ob
involvement represents the eCtent to which employees are absorbed in or preoccupied
with their obs and the eCtent to which an individual identifies with hisJher ob. The
degree of commitment and loyalty can be achieved if management they enrich the
obs, empower and train employees properly. M0rooke et al., 1A@@N
@. -mpowerment of employees could help to enhance the continuity of employees in
organisations. -mpowered employees where managers supervise more people than in
a traditional hierarchy and delegate more decisions to their subordinates. #uperiors
empowering subordinates by delegating responsibilities to them leads to subordinates
who are more satisfied with their leaders and consider them to be fair and in turn to
perform up to the superiors eCpectations. "ll these makes employees to be committed
to the organization and chances of quitting are minimal. MEeller and 3ansereau,
1AA(N, M:alone, 1AA8N
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A. #haringof information should be made at all levels of management. This accessibility
of information would lead to strong performance from the employees and creating
strong corporate culture :eaghan et al. M+))+N.
1). These include the five core ob characteristics identified by ackman and Oldham
M1A8(, 1A@)NH skill variety, which refers to the opportunity to utilize a variety of
valued skills and talents on the obG task identity, or the eCtent to which a ob requires
completion of a whole and identifiable piece of work that is, doing a ob from
beginning to end, with visible resultsG task significance, which reflects the eCtent to
which the ob has a substantial impact on the lives or work of other people, whether
within or outside the organisationG ob autonomy, or the eCtent to which the ob
provides freedom, independence, and discretion in scheduling work and determiningprocedures that the ob providesG and ob feedback, which refers to the eCtent to which
the ob provides information about the effectiveness of ones performance MTor et al.,
1AA8N.
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CHAPTER 3
OB"ECTIVES OF THE STUDY
The following are the obectives of the study undergone at &oogolsoft Technologies
PRIMARY OB"ECTIVE
To study about the effectiveness of the induction program at &oogolsoft Technologies
SECONDARY OB"ECTIVES
To analyze the opinion of the employees about the induction programme.
To determine the relationship between the induction input and opinion about the
employee output.
To offer suggestions for the improvement of the induction programme.
NEED OF THE STUDY:
Orientation or Induction is the first important step in the process of human resource
management. It involves familiarization of the newly appointed employees to the work
environment of the organization as well as to the fellow employees. Induction is a socializing
process by which the organization seeks to make an individual its agent for the achievement
of its obectives. The new employees should be oriented to the organization and to its
policies, rules and regulations.
"n induction or orientation programme is designed to achieve the following obectives of the
organizationH
To build up the new employee/s confidence in the organisation and in himJher so that
heJshe may become an efficient employee.
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To develop among the newcomers a feeling of loyalty towards the organisation.
To foster a close and cordial relationship among the employees.
$roviding them an overview of some of the important technologies, analysis and
design methodologies, testing methodologies, etc.
Training them on the programming standards, etc. of the organization.
Induction and orientation training programs for new employees are essential these days for all
companies in order to ensure that the new employee can adopt the new working environment
fast with ease and comfort.
SCOPE OF THE STUDY:
" well developed and organized induction will form a base for future training and
development. It can save the high cost of recruitment and selection. Orientation programmes
may also be in the form of providing induction training to the new employees where they are
familiarized with the work environment and the fellow employees. The new employees are
taught basic techniques or methods to do the work for which they are recruited, etc. It results
in integration of the new employees with the team.
I-/'+(,#- =*#+)) #77*) (; #@ -7,() (# (; +#=0-8:
It creates a positive perception of the organization and an understanding of the
corporate culture, values, vision, mission and goals.
It can set a precedent for ongoing training, by showing the employee that the
organization is serious about developing his skills to perform his ob competently.
" good induction program can also help in cutting down recruitment costs as new
staff is more likely to give longer term commitment to the organization.
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9an benefit from the insights, obectivity and fresh ideas of a new employee. " new
employee can also give insights onto how the company is perceived eCternally.
I-/'+(,#- =*#+)) #77*) (; #@ -7,() (# (; =#8):
6eel welcomed and comfortable Mbuilding relationshipsN
It confirms the employee/s decision to oin the organization.
It helps to build selfesteem, morale and motivation.
It establishes good communication and relationship between the employee and his
supervisor from the first day.
This makes the employee familiar with the corporate environment, rules, systems and
regulations of the organization.
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CHAPTER 4
RESEARCH METHODOLOGY
4.1 INTRODUCTION:
This section eCplains and ustifies the research strategy chosen. 'esearch design
issues, which include the sampling technique, questionnaire, procedure and data analysis
techniques, are addressed.
4.2 RESEARCH DESIGN:
'esearch 3esign is the blue print of any research and its the strategy to integrate the
different components of the research proect in a cohesive and coherent way. The design used
for studying the employee welfare measures is descriptive research.
The research strategy used for the study is survey strategy. #urvey is the collection of data
from a given population for the purpose of analysis of a particular issue. ere questionnaire is
given to the respondents for getting information.
4.3 NATURE OF DATA:
P*,0*8 D0(0
$rimary data collection is necessary when a researcher cannot find the data needed in
secondary sources. This data is collected from the employees directly by means of collecting
the filled questionnaire and interviewing with the workmen of the company for finding their
responses for different questions.
S+#-/0*8 D0(0
#econdary 3ata is data collected by someone other than the user. 9ommon sources of
secondary data for research include censuses, surveys, organizational records and data
collected through qualitative methodologies or qualitative research.
4.4 SAMPLING TECHNI
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SAMPLE SIE:
#ample size refers to the number of item to be selected from universe to constitute a
sample. () respondents working in the ' department were taken.
4. METHOD OF DATA COLLECTION:
The data are collected in two ways
$rimary data source
#econdary data source
PRIMARY DATA SOURCE
The source used for collecting primary data is through ')(,#--0,*where the population
and the sample size are designed.
SECONDARY DATA SOURCE
The data collected from secondary means is through
9ompany records
*ebsites
0ooks
'ecords
4.! TOOLS AND TECHNI"
DESCRIPTIVE ANALYSIS
3escriptive analysis mean and standard deviation has been analysis by using the
variable like 4nderstanding of the company, Includes setting out, Training opportunities,
#incere welcome, Overview of ob roles, 9ommunication techniques, =ob specific training
opportunities, 6eel comfortable,$replanned,Office hours and payroll policies.
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SIMPLE PERCENTAGE ANALYSIS
#imple percentage analysis deals with the demographic factors of the respondents
age, gender and eCperience.
CORRELATION ANALYSIS
9orrelation is the statistical analysis which measures and analyses the degree or the
eCtent to which two variables fluctuate with reference to each other. The correlation measures
the closeness of the relationship between the variables. Thus the association of any two
variables is known as correlation.
ONE WAY ANOVA
"2O>" helps to eCamine the significant mean difference among more than two
groups on an interval. The result of "2O>" show whether or not the means of various
groups are significantly from one another.
In this test two significant hypotheses are used. The N' H8=#(;),) is used fortesting. It is the statement that no difference eCists between the parameter and the statistic
being compared to it. The A(*-0(,5 H8=#(;),)is logical opposite to null hypothesis.
;@
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CHAPTER
LIMITATIONS OF THE STUDY
The following are the limitations of the studyH
The number of respondents is restricted to only ().
$ersonal bias is possible because of direct questions.
The study is limited only to &oogolsoft Technologies.
esitation on the part of employees was observed in giving the right feedback about
the company.
The proect duration was short for collecting the data
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CHAPTER !
DISTRIBUTION OF RESPONDENTS ON THE BASIS OF AGE
TABLE !.1A *#'=
F*'-+8 P*+-( V0,/ P*+-(
C''0(,5
P*+-(
+1;) yrs +)
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TABLE !.2 G-/*
G-/*
F*'-+8 P*+-(
V0,/
P*+-(
C''0(,5
P*+-(
:ale
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TABLE !.3 E=*,-+
6requency $ercent >alid $ercent 9umulative $ercent
>alid + to ( years 1@ ;?.) ;?.) ;?.)
? to 1) years ;) ?).) ?).) A?.)
11 to 1( years +
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+ "gree
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1 #trongly agree ) )
+ "gree ;@ ;@
; 2eutral
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1 #trongly agree @ @
+ "gree (< (alue 3f
"symp. #ig. M+
sidedN
$earson 9hi#quare 1+.(@alue df
"symp. #ig.
M+sidedN
-Cact #ig.
M+sidedN
-Cact #ig.
M1sidedN
$earson 9hi#quare .)??a 1 .8A8
9ontinuity 9orrectionb .))) 1 1.)))
7ikelihood 'atio .)?; 1 .@)+
6isher/s -Cact Test 1.))) .(AA
7inearby7inear
"ssociation.)?( 1 .8AA
2 of >alid 9asesb ()
INFERENCE
The 9hisquareMC+N value for gender and understanding of the company is .)?? and its
significance value is .8A8. #ince the significance value is greater than .)( it is concluded that
gender and understanding of the company are independent.T0!.1 C;,S'0* T)( 7#* G-/* 0-/ -*,,- 7#* 7'('*
??
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>alue df
"symp. #ig.
M+sidedN
$earson 9hi#quare (.AA(a ; .11+
7ikelihood 'atio ?.+1; ; .1)+
7inearby7inear "ssociation 1.?;+ 1 .+)1
2 of >alid 9ases ()
INFERENCE
The 9hisquareMC+N value for gender and energizing for future is (.AA( and its significance
value is .11+. #ince the significance value is greater than .)( it is concluded that gender andenergizing for future are independent.
T0!.11 C;,S'0* T)( 7#* =*,-+ 0-/ (*0,-,- #==#*('-,(,)
>alue 3f
"symp. #ig.
M+sidedN
$earson 9hi#quare A.
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>alue 3f
"symp. #ig.
M+sidedN
$earson 9hi#quare @.)11a ? .+;8
7ikelihood 'atio @.1A1 ? .++"'I"07-#
"23 "&-
#um of
#quares df
:ean
#quare 6 #ig.
">&II 0etween
&roups.?)1 + .;)1 +.&II was .)A&-O was ." T-#T 6O' T- '-#-"'9 >"'I"07-#
"23 &-23-'
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#um of
#quares 3f :ean #quare 6 #ig.
">&II 0etween &roups .11+ 1 .11+ .@8) .;(?
*ithin &roups ?.1?? &II was .;(?. #ince the significance value was
greater than .)( it was concluded that there was no significant difference in the ">&II
among the respondents of gender.
The #ignificance >alue of ">&-O was .@@+. #ince the significance value was
greater than .)( it was concluded that there was no significant difference in the
">&-O among the respondents of gender.
TABLE !.1!'-#47T O6 "2O>" T-#T 6O' T- '-#-"'9 >"'I"07-# "23
-L$-'I-29-
#um of
#quares df :ean #quare 6 #ig.
">&II 0etween &roups .188 + .)@A .?@; .(1)
*ithin &roups ?.1)1
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The #ignificance >alue of ">&II was .(1). #ince the significance value was
greater than .)( it was concluded that there was no significant difference in the ">&II
among the respondents of eCperience level.
The #ignificance >alue of ">&-O was .
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&.2 F*# M0- 0-/ S(0-/0*/ D5,0(,#- A-08),):
:ean age group among the respondents of +1;) years of group is 8A.+) and its #tandard
3eviation is @.?). " higher level of age group mean is @+.(; was found among the
respective of
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The 9hisquareMC+N value for gender and energizing for future is (.AA( and its significance
value is .11+. #ince the significance value is greater than .)( it is concluded that gender
and energizing for future are independent.
E=*,-+
The 9hisquareMC+N value for gender and energizing for future is A.
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CHAPTER
CONCLUSION
Induction training is very essential for any company because it helps an
individualJnew recruit to grow within a company and motivates himJher. It inculcates in the
employee, more confidence to progress. It is during induction that a new recruit gets to know
about the organization/s employment philosophy, physical work environment, employee/s
rights, employee/s responsibilities, organization, culture and values along with key business
processes.
-mployee Induction should last more than one day, usually +( days. -mployee
induction should always start with '/s welcome from the appointed host from that
department, who is responsible to guide newcomer through department in order to introduce
him to the other. This dedicated ' person is not spending all time following newcomer
through departments, but will be at disposal, to escort himJher to the neCt department during
the -mployee induction.
The agenda of -mployee Induction programme is tailor made to each positionindividually, so it is not necessary to cover all departments. This is for several reasonsG firstly,
-mployee Induction would last for too long to visit everybody. #econdly, newcomer would
be confused with all information if heJshe would have to visit each single individual in the
company. It is recommended to have prepared default -mployee induction agendas per
position, per 3epartment. This agenda can always be slightly adusted, as per need, but it
represents a strong tool that saves time and ease process of induction.
Induction programs help in reducing attrition rates, apparently. The first impression is very
important when a person comes into a new organization and how you interact with these new
entrants plays an important role on how they discharge their duties later. It was found that
employees who received an effective induction were more engaged, compared to those who
rated the quality of induction as below average. The thought of leaving the organization
creeps in at early stage in cases where the induction is not done with passion.
8A
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In conclusion, getting the induction process right, sets the scene for the remainder of
the employment eCperience. This is a critical phase in the employment process. Induction
programs should be implemented in a structured manner and applied uniformly across the
organization. 0est practice involves a very structured approach to the induction process.
Thus I conclude saying that the study helped me to understand the actual Induction
$rogramme, how it is conducted, its pros and cons, etc., from the responses of the employees
it was concluded that the effectiveness of the induction programme was moderate. There is a
high correlation between the employees opinion about the integrity, understanding of the
company, obspecific opportunities. #uggestions were offered by the researcher for
improving the effectiveness of the induction programme.
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APPENDIX
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.
#trongly
3isagree
3isagree
2eutral
"gree
#
trongly"gree
@ It enables a range of communication techniques like group discussionand presentations as part of the training process.
A-nables with obspecific training opportunities provided by the
7earning and 3evelopment Organization.
1)Induction program enables me to feel comfortable with theorganization
11 Induction program is well structured and preplanned
1+
Office hours, dress code, sick leave and other policies were eCplained
and also payroll policies were also cover on first days of the
induction program.
1; 5ou feel that the program is highly effective and found it energizing
for future.
1< The regulations relating to the organization were clearly eCplained.
1( I have received feedback based on assessing me that I can use to
guide my professional development.
1? The initial study material provided is enough to understand the
company procedures.
18 "fter undergoing the induction program, you were able to perform
your duty in the organization.
1@ 3uration of the induction program was sufficient.
1A "t the end of the week I felt like a member of the !T-":%
+) The induction program managed to infuse proper knowledge andskills into you.
THANK YOU FOR SPENDING YOUR VALUABLE TIME
@+
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BIBLIOGRAPHY
enry "ngora 3epartment of :anagement, edition+))8, 4niversity of 0otswana,
0otswana.
*ong, 0ritton and &asnor M+))(N $ersonnel :anagement, #iCth -dition, :c&raw
ill $ublications, 2ew 5ork.
7ebo 0 M1AA8N. RInspiring employees the easy wayR, Incentive, 181M1)NH 11
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"frican =ournal of 0usiness :anagement
;((=:@@@.0+0/,+6#'*-0).#*06=/7P/72&"'-O-#*,.=/7