A STUDY ON ANALYZING THE EFFECTIVENESS OF INDUCTION & ON-BOARDING PROCESS: A CASE OF OERLIKON FAIRFIELD FAIRFIELD ATLAS LIMITED.

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1 A STUDY ON ANALYZING THE EFFECTIVENESS OF INDUCTION & ONBOARDING PROCESS: A CASE OF OERLIKON FAIRFIELD FAIRFIELD ATLAS LIMITED. NIKHIL T. PATIL 1 Prof. NUPUR VESHNE 2 1 Student, Department of MBA, Gogte Institute of Technology, Udyambag, Belagavi. 2 Assistant Professor Department of MBA, Gogte Institute of Technology, Udyambag, Belagavi. ABSTRACT It's substantial in the learning process as wherever else that "Early presentations matter". With a specific end goal to onboard new individuals in the group, we have to guarantee first that learning and bolster encounters set the correct tone in a successful way. It's a need they should feel that they have settled on an awesome and right choice in joining the association and furthermore the learning knowledge has an immense influence on that. This study deals to understand and get the knowledge about the Induction and Onboarding program and to study the various processes that are being employed by the leading industries and to analyze the functions and the formats followed by them for the induction and onboarding process. The study is been carried out by the survey of questionnaire and face to face conversation and the target respondents were 9 members who were recently recruited during the year And the most important purpose of the study is to understand the effectiveness of induction and onboarding process which is been followed in Oerlikon Fairfield Fairfield Atlas Ltd. The benefit of this study is that it will provide the reader with the data and statistics of a general viewpoint of new joinee in the organization about the OnBoarding process and thus would be able to suggest the necessary suggestions. Keywords: Induction, OnBoarding, Socialization, Buddy Program, Hypothesis, Skewness, Kurtosis, ChiSquare. OBJECTIVES OF THE STUDY To understand the induction and onboarding process.to identify the latest process of induction and onboarding followed in different companies and the process followed in the Oerlikon Fairfield Fairfield Atlas Ltd. Further to suggest necessary suggestions, changes. To redesign the induction and onboarding program for Oerlikon Fairfield Fairfield Atlas Ltd. SCOPE OF THE STUDY The study on, identifying and application of procedures about the induction and onboarding, is limited only to the Oerlikon Fairfield Fairfield Atlas Ltd, Belgaum Vengurla road, Chandgad.This study tells about the level of effectiveness of the Induction and Onboarding in the company. RESEARCH METHODOLOGY To understand the multitude of choices available to a researcher for collecting the studyspecific information data. Here the data collection method used is primary data collection (The technique used to gather the information is overview strategy through surveys and center gathering interviews) and the secondary data collection (The use of feedbacks and the opinions provided by the various company HR in the BlogSpot, research papers and the existing format of the company)which provides the major advantage to make a good hold and study the induction and onboarding process followed in their organization. 1 icmrrjournal@gmail.com

2 Test size might be resolved in light of the judgment or factually on the necessities of mistake and certainty. The sample size considered for the study is of 9 members, who were recruited recently that is from 2016 to 2017 into various departments. Here in this study the data obtained from the discussions, feedbacks provided in BlogSpot from various other company HR s as well as studying the existing Induction & OnBoarding Program of the Oerlikon Fairfield Fairfield Atlas Ltd. is used to develop a questionnaire and then surveyed to get the feedback from the employees. The above data collected was helpful to redesign the entire Induction and Onboarding program for Oerlikon Fairfield Fairfield Atlas Ltd. HYPOTHESIS Following are the hypothesis presumed for the research study: About the understanding of the responsibilities of the employees. I. H0 Employees have clearly understood the responsibilities. II. H1 Employees have fairly understood their responsibilities. Assistance provided to the employees during the Induction and OnBoarding program. I. H0 Employees were assisted during the Induction and OnBoarding program. II. H1 Employees were not assisted during the Induction and OnBoarding program. The content of the covered and the knowledge provided in the induction programs like Safety, HR, OOE, Attendance, IT. I. H0 The content covered and the knowledge provided to the employees were helpful. II. H1 The content covered and the knowledge provided was not much help to the employees. Purpose expectations and goals explanation to the employees. I. H0 Explanation of the purpose, expectations, and goals have been clearly administered to the employees. II. H1 Explanation of the purpose, expectations, and goals need to be administered to the employees. The effectiveness of the Buddy Program. I. H0 Buddy Program was effective. II. H1 Buddy Program was much effective. Overall Induction and OnBoarding Program. I. H0 Overall Induction and OnBoarding Program was satisfactory. II. H1 Overall Induction and OnBoarding Program weren't satisfactory and up to the mark. LITERATURE REVIEW According to (Kumar & Pandey, 2017), Onboarding is THE NEW BUZZ WORD. It s an exceptionally slanting word in the domain of HR, yet not every person comprehends what it is or how to do it.not at all like standard representative enlistment or introduction, onboarding is an efficient procedure that grows a well past day or seven days stretch of business. The target of the onboarding method is to build up a whole deal connection between the business and the laborer while empowering a supposition having a place and an affirmation of settling on the correct choice. According to them, the entire onboarding process has been divided into 4 phases they are Phase 1: Prejoining, Phase 2: First day at work, Phase 3: Integration with team and supervisor, Phase 4: Interaction with HR, feedbacks, and training. 2 icmrrjournal@gmail.com

3 Glennon s, principle objective is the acknowledgment that associations need to guarantee. To draw out the correct individuals locally available. People are prepared to draw in with the association s method for working. They are made to feel some portion of the business and are digging in for the long haul. Keeping in mind the end goal to convey incredible client benefit and to hold their staff as monetary development takes a firmer a dependable balance. They identified onboarding as Source: Onboarding for organizational growth, cebglobal.com They also provided us the practical tips for onboarding like OnBoarding through the attraction. a. Do you have an employer branding strategy? OnBoarding through selection. a. Have you mapped out the purposes of association amongst you and your potential enlisted people? OnBoarding through induction. a. Is your business authoritatively half done? Onboarding through learning & development a. Have you been given an organized improvement bolster in the initial couple of weeks? Michael Lynn Stanley says, that Examination of the mixed strategy requires thought of an affiliation s correspondence system, culture, and socialization process. How these associations relate to working up a totally acclimatized delegate appears in Figure 1. The associations are basic examinations when trying to appreciate the experiences of human resource boss controlling the presentation and socialization of new workers in affiliations. As a newcomer begins his or her trip into the new work environment, he or she is dependent upon the correspondence technique to take in the lifestyle of the affiliation. The lifestyle and 3 icmrrjournal@gmail.com

4 correspondence process supplement the laborer decision process through the acquaintance program with making a totally consumed agent. Source: An exploratory qualitative study of new employee organization onboarding from a human resource professional s perspective by Michael Lynn Stanley According to (Terry, Pandya, & Strickland, 2012)all together associations to be effective they require propelled individuals, regardless of how enormously the senior administration might be toward building up a fruitful association, without a committed workforce. Promote this needs to rouse and prepare comprehensively new workers at all association levels is an essential worry of Human Resource chiefs. As per (Morales, 2016)the OnBoarding process should lead to the professional development opportunities and a positive atmosphere during orientation activities and guidance, support, and encouragement during mentoring activities. All these assists would prompt drawing in and significant exercises in creating positive associations with colleagues and companions. (Brein, 2013)Interprets OnBoarding as in terms of prevalence of onboarding, content included in onboarding process like what should be done on day1, what kind of socialization must be?, getting managers involved, measure and automate the process and what mistakes to avoid during the process. RESULTS From the table of Skewness and Kurtosis (Table No 2), it can be found that the values which lie within the range of 2.0 to +2.0 are accepted for the TTest whereas the values other than the range will be used for chisquare test to check the validity of the hypothesis and to interpret the results. And from the Ttests conducted it can be found that, for understanding of responsibilities the value is which is greater than 0.05 i.e. from (Table No 4) hence reject the null hypothesis (H0) and accept the alternative hypothesis (H1) i.e. from (Table No 5) and for the Assistance provided during the induction and onboarding program, the ttest value is 0.01 which is less than Accept the null hypothesis and reject the alternative hypothesis. From the TTest table i.e. (Table No 6) it can be found that all the values for the ttest conducted for constraints of the questionnaire are above 0.05 hence reject the null hypothesis and select the alternative hypothesis. 4 icmrrjournal@gmail.com

5 From the Chisquare table i.e. (Table No 7) it can be found that the values for the ChiSquare test conducted for constraints of the questionnaire are less than 0.05 hence reject the Null Hypothesis (H0) and select the alternative hypothesis. From the above findings it can be found that the Induction and OnBoarding program followed by The Oerlikon Fairfield Fairfield Atlas Ltd most of them were able to understand their responsibilities and were quite satisfied with the induction programs whereas with IT induction they were not satisfied and were clearly communicated about the policies, objectives & were quite satisfied with the explanation regarding purpose, expectations, and goals for their role. CONCLUSION From the above study, it can be discovered that more concentration and broad learning and data on the accompanying regions amid the enlistments should be given in these regions like HR Policies and Practices, Attendance, Information Technology. The data and information which is been given on specialized preparing, work parts, duties and arrangements to the new joinee's should be regulated obviously and thoroughly. There ought to be a change in the amigo program to such an extent that the new joinee ought to be furnished with 2 buddies rather than a solitary buddy. (Buddy is a coach in the association). The Induction and OnBoarding project ought to be redesigned with socialization exercises. The Induction and OnBoarding system ought to be of the longer term. I propose that it ought to be of seven days' span so that the new joinee get the greatest of socialization and there should be clarity about the activities and strategies. REFERENCES All hands on desk: best practices in employee onboarding process improvement. (n.d.). EBook. Brein, J. O. (2013). EMPLOYEE ONBOARDING: AN ANALYSIS OF BEST PRACTICE IN EMPLOYEE ONBOARDING AND THEIR IMPLEMENTATION IN THE FINANCIAL SERVICES INDUSTRY IN IRELAND. 84. Cable, D., Gino, F., & Staats, B. (2012). Breaking them in revealing their best? Reframing socialization around newcomer selfexpression. Working paper Glennon, D. ( ). OnBoarding for organizational growth. CEB What the best companies do. Cebglobal.com. Kumar, N., & Pandey, D. (2017). New employee onboarding process in an organization. Pune: IJEDR. Morales, M. S. (2016). ONBOARDING TEACHERS IN ONE MIDSIZE RAPIDLY GROWING PUBLIC. ProQuest LLC, 24. Stanley, M. L. (2012). AN EXPLORATORY QUALITATIVE STUDY OF NEW EMPLOYEE. Capella University. UMI Terry, L. J., Pandya, S., & Strickland, C. (2012). AN EXPLORATORY QUALITATIVE STUDY OF NEW EMPLOYEE. UMI Dissertation Publishing, icmrrjournal@gmail.com

6 Table No 1.Frequencies: Statistics Constraints Valid N Missing Mean Median Mode Describe in one word Rating for documentation process Understanding of responsibilities Assistance Provided Safety HR Code of conduct OOE Attendance IT a Not informed about induction program Clear communication of policies Clear communication of objectives Rate purpose expectations goals Effectiveness of buddy program a Improvements in buddy program Confidence about your job role well Program should contain socialization activities Anything not been informed about entire program a Flexible and perfectly timed program Duration of program Overall rating of induction program Suggesting to friend colleague or newbie icmrrjournal@gmail.com

7 Table No 2. Skewness & Kurtosis Tests: Constraints N Valid Skewness Kurtosis Describe in one word Rating for documentation process Understanding of responsibilities Assistance Provided Safety HR Code of conduct OOE Attendance IT Not informed about induction program Clear communication of policies Clear communication of objectives Rate purpose expectations goals Effectiveness of buddy program Improvements in buddy program Confidence about your job role well Program should contain socialization activities Anything not been informed about entire program Flexible and perfectly timed program Duration of program Overall rating of induction program Suggesting to friend colleague or newbie icmrrjournal@gmail.com

8 Table No 3. Reliability Tests: Reliability Statistics Cronbach's Alpha Cronbach's Alpha Based on Standardized Items N of Items Item Statistics Constraints Mean Std. Deviation N Describe in one word Rating for documentation process Understanding of responsibilities Assistance Provided Safety HR Code of conduct OOE Attendance IT Rate purpose expectations goals Effectiveness of buddy program Overall rating of induction program icmrrjournal@gmail.com

9 T Test: Note: For the T Test the standard value is 0.05 i.e. (P = 0.05), if the calculated test value is less than 0.05 i.e. (P <= 0.05) then accept the null hypothesis and if the calculated value is greater than 0.05 i.e. (P > 0.05) then reject the null hypothesis. Table No 4. TTest for question How well you have understood your responsibilities? OneSample Test Constraints Understanding of responsibilities T Df Sig. (2 tailed) Test Value = 3 Mean Difference 95% Confidence Interval of the Difference Lower Upper Table No 5. TTest for question Assistance provided during the induction and onboarding program? OneSample Test Constraints Assistance Provided T Df Sig. (2 tailed) Test Value = 2 Mean Difference 95% Confidence Interval of the Difference Lower Upper icmrrjournal@gmail.com

10 Constraints HR OOE Attendance IT Rate purpose expectations goals Effectiveness of buddy program Overall rating of induction program Table No 6. TTest for questions on induction and onboarding program. OneSample Test Test Value = 4 T Df Sig. (2 tailed) Mean Difference 95% Confidence Interval of the Difference Lower Upper Chi Square Test: Note: For the Chi Square Test the set standard value is 0.05 i.e. (P = 0.05), if the calculated test value is less than 0.05 i.e. (P <= 0.05) then reject the null hypothesis and if the calculated value is greater than 0.05 i.e. (P > 0.05) then accept the null hypothesis. Table No 7. Source: SPSS Statistical Tool Software icmrrjournal@gmail.com