A STUDY ON INDUCTION OF EMPLOYEE IN ASTRA GLOBAL PVT.

LTD

CHAPTER I INTRODUCTION

1.1. DEFINITION, MEANING AND CONCEPT

Definition of induction: Induction is a part of socialization process which enables the new recruit to adapt themselves to their respective organizations and their cultures. Meaning and Concept of Induction: Induction is a technique by which a new joiner is rehabilitated into the changed surroundings and introduced to the practices, policies and purposes of the organization. In other words, it is a welcoming process the idea is to welcome a newcomer, make him feel at home and generate in him a feeling that his own job, however small, is meaning full and has significance as a part of the total organization.

1.2. NEED FOR THE STUDY

Induction program serves the purpose of removing fear, creating a good impression about the organization and acts as a valuable source of information among the new recruits. Being a growing organization, Astra Global has undertaken this study to improve the satisfaction level of the employees and thereby using induction program as a talent retaining tool.

1.3. SCOPE OF THE STUDY

The study is an attempt to determine the effectiveness of the induction program at Astra Global Division, Chennai. The research was designed to contact 50 new recruits and collect data regarding the induction process. The research was designed to personally meet the Top Management and obtain their valuable inputs and suggestions for further improvisation. A period of four month was taken for completing this project The sample size of 50 respondents included both men and women across age groups.

1.4. STATEMENT OF THE PROBLEM

The study was conducted to determine The effectiveness of Induction Program at Astra Global Pvt.Ltd, Chennai.

1.5. OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE: To study the effectiveness of the Induction Program at Astra Global Pvt.Ltd, Chennai. SECONDARY OBJECTIVE: To understand the existing induction program. To analyze the various aspects involved in the induction program. To gather inputs and suggestions from the top management. To provide suggestions for further improvement.

1.6. LIMITATIONS OF THE STUDY

The sample size of 50 being very small, the results cant always be generalized to the entire population. Time constraint was the major limiting factor. Hence, only specific samples from the entire population were taken into consideration. The results obtained from the employees could be biased.

CHAPTER II INDUSTRY PROFILE

CHAPTER III REVIEW OF LITERATURE

3.1. REVIEW OF LITERATURE

PLACEMENT INDUCTION: Induction is the task of introducing the new employees to the organization and its policies, procedures and rules. A typical formal orientation program may last a day or less in most organizations. During this time, the new employee is provided with information about the company, its history, its current position, the benefits for which he is eligible, leave rules, rest periods etc. Also covered are the more routine things a new comer must learn, such as the location of the rest rooms, break rooms, parking space, cafeteria etc. In some organization, all this is done informally by attaching the new employee to their seniors who provide guidance on the above matters. Lectures, handbooks, films, groups, seminars are also provided to new employees so that they can settle down quickly and resume their work.

OBJECTIVES OF INDUCTION: Putting the new employee at his/her ease. Creating interest in his/her job and the company. Providing basic information about work arrangements. Making the employee feel that his job is meaningful. Informing about training facilities. Creating the feeling of social security.

3.2 GENERAL INDUCTION PROCESS

Head of the department welcomes the new employee. Introduction to Organization/ Branch Head. Department Head will introduce to all employees and Supervisors. Supervisors will introduce all the other co-workers Information about duties, responsibilities, and welfare measure is provided to the new employee. Clarification of doubts about his work. Feedback is obtained from the new employee.

3.4. ADVANTAGES OF INDUCTION

1) 2) 3) 4) 5) First impression matters a good deal and results in fewer turnovers. Newcomer adjusts himself to the work quickly and it saves the time of the supervisors. Reduces employee dissatisfaction and grievances. Develop a sense of belongingness and commitment. Helps the newcomer to understand his job, responsibilities and work standards. Induction acts as a valuable source of information to the newcomer.

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