Introduction
INTRODUCTION
INDUCTION An Induction Programme is the process used within many businesses to welcome new employees to the company and prepare them for their new role. Induction training should, according to include development of theoretical and practical skills, but also meet interaction needs that exist among the new employees An Induction Programme can also include the safety training delivered to contractors before they are permitted to enter a site or begin their work. It is usually focused on the particular safety issues of an organisation but will often include much of the general company information delivered to employees. Every organisation, large or small, should have a well-considered induction programme. Employees who have a well thought-out induction are more likely to stay with the organisation. However, designing an appropriate and cost-effective induction package is a complex task. The induction programme has to provide all the information that new employees need, and are able to assimilate, without overwhelming or diverting them from the essential process of integration into a team. The length and nature of the induction process depends on the complexity of the job and the background of the new employee. One size does not fit all - a standardised induction course is unlikely to satisfy anyone.
An induction programme is the process used within many businesses to welcome new employees to the company and prepare them for their new role. Induction training should, according to TPI-theory, include development of theoretical and practical skills, but also meet interaction needs that exist among the new employees. An Induction Programme can also include the safety training delivered to contractors before they are permitted to enter a site or begin their work. It is usually focused on the particular safety issues of an organisation but will often include much of the general company information delivered to employees.
Definition The process used within many businesses to welcome new employees to the company and prepare them for their new role.
Benefits of an induction programme An induction programme is an important process for bringing staff into an organisation. It provides an introduction to the working environment and the set-up of the employee within the organisation. The process will cover the employer and employee rights and the terms and conditions of employment. As a priority the induction programme must cover any legal and compliance requirements for working at the company and pay attention to the health and safety of the new employee.
An induction programme is part of an organisations knowledge management process and is intended to enable the new starter to become a useful, integrated member of the team, rather than being "thrown in at the deep end" without understanding how to do their job, or how their role fits in with the rest of the company. Good induction programmes can increase productivity and reduce short-term turnover of staff. These programs can also play a critical role under the socialization to the organization in terms of performance, attitudes and organizational commitment.
Objectives To intimate them about the Mission, Aims and Objectives of the Company. To general information about terms and conditions of employment.. To Stimulate Interest. Provides Information. To give a clear understanding of their roles and responsibility Minimizes reality shock To Communicate the details of the job requirements
Importance Induction helps to develop good relation. A well developed and organized induction will form a base for future training and development. Induction helps to build up a two-way channel of communication between management and workers. Proper induction facilitates informal relation and team workamong employee.
Advantages of induction Induction helps to build up a two-way channel of communication between management and workers Proper induction facilitates informal relation and team work among employee. Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging. Induction helps to develop good relation. A formal induction programme proves that the company is taking interest in getting him off to good start.
Proper induction reduces employee grievances, absenteeism and labor turnover. Induction is helpful in supplying information concerning the organization, the job and employee welfare facilities. The Process of Induction Induction is the process by which new employees are integrated into an organisation 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 organisations overall trainingplans. In order to arrive at an induction action plan there are three main questions to be considered. 1. What should we tell them ? 2. Who should tell them ? 3. When should they be told ?
Problems with Induction Many induction 'programmes' are geared only to the needs and possibilities of the organization itself, for example, one day 'courses' run when enough new entrants can be gathered together, often weeks or months after the individual has begun work, has already formed opinions, and imbibed a mixed set of impressions and values, and is often resentful of being drawn away from the workplace for a seemingly unnecessary programme.
Another fault with this type of course or event based induction is that it tends to be so full of formal, often legislative based information that the average recipient will absorb little and retain even less of what is covered. Such organization-driven Induction is generally so formulaic that it misses a number of issues: The timing is often wrong for the individual Line Managers are not always happy to release people weeks or months after they have started New Entrants learn by experience and mistakes rather than in a structured way much of the formal procedural/legislative material is generally more suited to other means of delivery eg. Intranet, manuals, leaflets etc Information 'delivered' is not necessarily what the new entrant wants or when they want it.
Company Profile
Company Profile
Adani Group, a conglomerate with a formidable presence in multiple businesses across the globe, has entered the power sector to harbinger a power full India, by generating 20,000 MW of power by 2020. Our comprehension of the criticality in meeting the power requirement and its crucial role in ensuring the energy security of India, spurs us to build Indias largest and one of the worlds top 5 single location thermal power plant in Mundra.
Along with thermal power generation, Adani power has made a paradigm shift by venturing into Solar power generation in Gujarat. It is Adanis endeavour to empower one and all with clean, green power that is accessible and affordable for a faster and higher socio-economic development. We are achieving it with our outof-the-box thinking, pioneering operational procedures, motivated team and a yen for trendsetting. Our enthusiasm and energy has earned us accomplishments that make us THE first, fastest and largest power company in many aspects. Adani Power Limited has commissioned the first supercritical 660 MW unit in the country. Mundra is also the Worlds First supercritical technology project to have received clean development mechanism (CDM) Project certification from United Nations Framework Convention on Climate Change (UNFCCC).
Adani power has the FASTEST turnaround time of projects in the industry. Poised to be the LARGEST private power generating company in India.
To ascertain a potent presence across the value chain within the industry, Adani has also forayed into power transmission. The first power transmission project of 400KV Double Circuit Transmission System from the Mundra plant to Dehgam (430 kms) has been realised with two more in the implementation stage. We are currently implementing nearly 1000 km long high voltage DC double circuit line connecting Mundra power station to Northern India. This will be commissioned by March 2011. This is the first private sector HVDC transmission project in the country ensuring free flow of power between Western India and the Northern Hinterland. The advantageous edge Adani has, is the national and international coal mining rights with its promoter Company Adani Enterprises Limited which ensures fuel security. Vertical integration within the Adani group shall provide synergies to the power business and catapult it to electrifying heights of success.
Operations The company currently operates 4620 MW coal based Mundra Thermal Power Station at Mundra, Gujarat. It operates first power transmission project of 400KV Double Circuit Transmission System from the Mundra plant to Dehgam (430 km). The company operates India's first supercritical unit of 660MW. It also implemented country's only private 1000 km HVDC transmission line for efficient transmission of power to Haryana. The company produces 40MW of solar power in Gujrat showing its interest in renewable energy. The company is currently implementing thermal projects of 3300MW (5X660MW) at Tiroda, Maharastra at Tirora one unit of 660 MW have been generating Power since Mid of 2012 & another is going to commissioned in the end of 2012 and
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1320MW (2X660MW) at Kawai, Rajsthan, and a 100 MW solar project at Surendranagar, Gujrat(40MW commissioned). Future projects As of January 2011, the company has 16500MW under implementation and planning stage. A few of them are 3300MW coal based TPP at Bhadreswar in Gujarat, 2640 MW TPP at Dahej in Gujarat, 1320 MW TPP at Chhindwara in Madhya Pradesh, 2000 MW TPP at Anugul in Orissa and 2000MW gas based power project at Mundra in Gujarat. The company is also bidding for 1000 MW of lignite coal based power plant at Kosovo showing its international projects. Tiroda Thermal Power Project Location Capacity : : Tiroda, District Gondia, Maharashtra, India 3300 MW
Phase I - 2 x 660 MW Phase II - 1 x 660 MW Phase III - 2 x 660 MW The Tiroda Thermal Power Project of 3300 MW is being set up by Adani Power Maharashtra Ltd (APML), a subsidiary of Adani Power Limited. In line with our commitment to the environment all the units are based on supercritical technology. The construction activities are in full swing and the first three units of the project are planned to be commissioned within the XIth Five Year Plan (2007-2012) and the balance two units in the first year of the XIIth Five Year Plan (2012-2017).
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With the completion of the Phase I and Phase II project Adani shall be making the largest capacity addition in the Indian power sector in the XIth five year plan (2007-2012) with a cumulative capacity of 6600 MW Awards and Achievements Safety Awards from ADANI POWER LIMITED 01 Dec, 2011 ADANI POWER LIMITED The certificate is for achievements for exceptional work done in the field of safety during construction & erection works fron june to december 2011at ALLIMUNDRA. Best Quality Award 29 Jun, 2011 The certificate for performance in Quality was awarded to our Quality Control Engineer of the site at TSPL, 4x660 MW Supercritical Power Plant Project in Punjab on June 2011 from SEPCO III. Project in Punjab on 10th Jan 2011 from SEPCO - III.
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Research Methodology
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RESEARCH METHODOLOGY
Title of the Study: "A Study of an Importance of Induction Progamme in an Organisation" Selection of Topic: At the outset as the researcher is a student of BBA Final year, Department of Management, N.M.D. College Gondia, has taken up the said topic mainly due to reasons that: The process used within many businesses to welcome new employees to the company and prepare them for their new role in Organisation. Since the topic tells individual employees of Adani Group about the Induction Progamme and their benefits to every individual employees and the employer, the researcher to select the topic as " A Study of an Importance of Induction Progamme in an Organisation "
Objectives of the Study: a. To study the process of induction programme in an organization. b. To study the need of Importance of induction programme in an organization c. To find the satisfaction among the respondents related with policies. d. To find the reason for non-satisfaction up to great extent with various policies. e. To suggest the management based on the research finding. f. To learn research methodology.
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Basic Research Questions: The researcher formulated following basic research questioner: 1. Induction helps to develop good relation? 2. What is the level of satisfaction among employees about Induction process? 3. What is reason for dissatisfaction among employees about Induction Process? Hypothesis: H- 0 Induction Process leads to employees introduction with working environment or people. H-1 Induction is needed to create the sense of familiarity among freshers with work place.
H- 2 The respondents are satisfied up to great extent with Induction Process.
Research Design: To design means to plan i.e. the process of decisions before the situation arsis, in which the decision to be carried out. It is thus a process of deli borate anticipation directed towards bringing an expected situation under. For any research, the design is very important. Research design is a parameter or boundary, which allows researcher to work the boundary. For this study the researcher has used 'descriptive and evaluative research design' because in this research design the researcher has been allowed to go into deep of the study.
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Method of Research: The researcher used Survey method as he came into direct contact with the employees and it also permitted greater objectivity. Scope of the Study: The scope of the study limited to the study of opinion of process of Adani Group, Gondia. The time span of the study is limited between 01-09-2012 to 15-09-2012. i) Area of Study: The present study is limited to the regular employees of Adani Group Limited, Gondia.
Methods of Data Collection: Primary Method: In the primary source, the researcher used the 'Interview scheduled method' for collection of data. It is a direct method for collection of data. Secondary Method: The secondary sources or methods used as supportive sources to the interview methods used as supportive sources to the interview method were sources like records, books, and observation and research papers.
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Tools of Data Collection: In the present study, researcher had used the 'Interview schedule' as the primary tool for the data collection. The researcher also took the help of various literature and dissertation for collection of data as the secondary method. Before finalizing the interview schedule, the researcher did the presenting of the interview schedule. Period of data Collection: The period of data collection was from 01 -09-2012 to 15-09-2012.
Data Processing: 1. Editing: It is the first step of the data processing. It is the process of examination and scrutinizing the data collected by interview Schedule and finally to get relevant and correct information which can be properly coded. 2. Coding: Coding is the process, which helped the researcher to organize the data into classes, and symbols, which were further, helped the researcher to organize the data into classes and symbols which was further helpful for tabulating the same. 3. Master Chart Preparation: The researcher prepared the master chart and positioned the data from the schedule into master chart in a coded from, so that collected information could be seen and understood at a glance.
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4. Tabulation: The researcher tabulated the raw data by displaying it in compact from of further analysis. The researcher prepared simple Tables. 5. Analysis and Interpretation: The researcher after tabulation analyzed and interpreted the data, as the collected data in itself does not provide and answer to the research problems. Thus is done in order to provide a general understanding of the factors collected. It also heaped to provide a theoretical conception, which served as a guide for further research. Limitation of the Study: The study is limited to the study of the clerical personnel of personnel department due to non-availability are not included. The researcher is a learner and it is obvious that the perfection cannot be ensured.
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Data Analysis and Interpretation
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Age of Employee:
Age categories 18-25 26-33 33-40 41 and above Total No. of Employees 20 10 5 5 40
13%
12% 50%
18-25 26-33 33-40
41 and above
25%
Analysis: Out of 40, 20 employees are between age of 18-25, 10 employees are between ages of 26-33, 5 employees are between age of 33-40, 5 employees are between ages of 41. Interpretation: It can be interpreted that the maximum number of employees working in the organization are between 18-25 ages.
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Qualification of Employee: Qualification H.S.C Graduate Post Graduate Total No. of employees 6 25 9 40
23%
15%
H.S.C Graduate Post graduate
62%
Analysis: Out of 40, 6 employees are H.S.C, 25 employees are Graduate & 9 employees are post graduate. Interpretation: It can be interpreted that the maximum number of employees working in the organization are Graduate.
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Gender of employee: Gender Male Female Total No. of employees 30 10 40
25%
Male Female
75%
Analysis: Out of 40, 30 employees are male, & 10 employees are female. Interpretation: It can be interpreted that the maximum number of employees working in the organization are male.
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Marital status of employee:
Status Married Unmarried Total
No. of employees 25 15 40
38%
Married
Unmarried
62%
Analysis: Out of 40, 25 employees are married, & 15 employees are unmarried.
Interpretation: It can be interpreted that the maximum number of employees working in the organization are married.
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Number of members earning in family: Members of earning 1 member 2 member 3 member More than 3 member Total No. of employees 12 18 7 3 40
8% 17% 30%
1 member 2 member 3 member More than 3 member
45%
Analysis: Out of 40, 12 families having only 1 earning member, 18 families having 2 earnings members, 7 families having 3 members, 3 families having more than 3 member earning.
Interpretation: It can be interpreted that the maximum number of families working in the organization are having 2 members are earning.
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Induction helps to develop good relation? Response Yes No Respondent 25 15
38%
Yes No
62%
Analysis: Out of 40, 8 employees are satisfied, 4 employees are partly satisfied, 27 employees are fully satisfied, and 1 employee is dissatisfied.
Interpretation: It can be interpreted that the maximum number of employees working in the organization are fully satisfied.
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Are you satisfied with our supervising staff? Response Satisfied Partly satisfied Fully satisfied Dissatisfied Total Respondent 8 4 27 1 40
3% 20%
Satisfied
10%
Partly satisfied Fully satisfied Dissatisfied
67%
Analysis: Out of 40, 8 employees are satisfied, 4 employees are partly satisfied, 27 employees are fully satisfied, and 1 employee is dissatisfied.
Interpretation: It can be interpreted that the maximum number of employees working in the organization are fully satisfied.
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Are you satisfied the salary packages of the company?
Response Satisfied Partly satisfied Fully satisfied Dissatisfied Total
Respondent 3 2 35 0 40
0% 7%
5%
Satisfied
Partly staisfied
Fully satisfied Dissatisfied
88%
Analysis: Out of 40, 3 employees are satisfied, 2 employees are partly satisfied, 35 employees are fully satisfied, and 0 employees are dissatisfied. Interpretation: It can be interpreted that the maximum number of employees working in the organization are fully satisfied.
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Managers are provided with opportunities to perform different tasks and acquire competencies Response Very true Mostly true Partly true Not true Total Respondent 7 30 2 1 40
5% 3%
17%
Very true
Mostly true
Partly true Not true
75%
Analysis: Out of 40, 3 employees are satisfied, 2 employees are partly satisfied, 35 employees are fully satisfied, and 0 employees are dissatisfied. Interpretation: It can be interpreted that the maximum number of employees working in the organization are fully satisfied.
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The company encourages and supports self-learning and education by its managers Response Very true Mostly true Partly true Not true20 Total Respondent 11 17 8 4 40
10% 27% 20%
Very true Mostly true Partly true Not true20
43%
Analysis: Out of 40, 3 employees are satisfied, 2 employees are partly satisfied, 35 employees are fully satisfied, and 0 employees are dissatisfied. Interpretation: It can be interpreted that the maximum number of employees working in the organization are fully satisfied.
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Are you satisfied with the facility provided by company? Response Satisfied Fully satisfied Partly satisfied Dissatisfied Total Respondent 3 35 2 0 40
5% 0% 7%
Satisfied Fully satisfied Partly satisfied Dissatisfied
88%
Analysis: Out of 40, 3 employees are satisfied, 2 employees are partly satisfied, 35 employees are fully satisfied, and 0 employees are dissatisfied. Interpretation: It can be interpreted that the maximum number of employees working in the organization are fully satisfied.
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How was the communication during the induction programme? Response Satisfied Partly satisfied Fully satisfied Dissatisfied Total Respondent 8 4 27 1 40
3% 20%
Satisfied
10%
Partly satisfied Fully satisfied Dissatisfied
67%
Analysis: Out of 40, 8 employees are satisfied, 4 employees are partly satisfied, 27 employees are fully satisfied, and 1 employee is dissatisfied.
Interpretation: It can be interpreted that the maximum number of employees working in the organization are fully satisfied.
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Satisfactory level of employees with regard to Relationship with Manager Response Satisfied Partly satisfied Fully satisfied Dissatisfied Total Respondent 8 4 27 1 40
3% 20%
Satisfied
10%
Partly satisfied Fully satisfied Dissatisfied
67%
Analysis: Out of 40, 8 employees are satisfied, 4 employees are partly satisfied, 27 employees are fully satisfied, and 1 employee is dissatisfied.
Interpretation: It can be interpreted that the maximum number of employees working in the organization are fully satisfied.
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Analysis of Hypothesis
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ANALYSIS OF HYPOTHESIS
After the study of whole data which is in the form of questionnaire, the hypotheses formulated are analyzed as follows:
H-0 My First hypothesis is found to be true after data interpretation.
H-1 My second Hypothesis is found to be true after data interpretation.
H-2 My third Hypothesis is found to be false after data interpretation .
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Conclusion
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CONCLUSION
Induction is necessary to the rapid, effective integration of New Joiners. Badly handled it can be costly in terms of early leavers, demotivated individuals, wrong learning taking place, mistakes made and problems created. Well designed Induction can capitalize on the investment in recruitment, motivate New Joiners and ensure that the organization benefits from the early integration of effective and competent employees.
On analyzing the data collected from the respondents the following observation are made question put the respondents by using Questionnaire Research Methodology. a) I conclude that the majority of respondents in age group of 33-40 years. b) I conclude that the majority of respondents are in the monthly salary group 3000-4000. c) I conclude that the majority of respondents are in the Length Service group of 10 to 15 years. d) I conclude that the majority of respondents are in the Marital Status group of Married. e) I concluded that the majority of respondents are belonging to Nuclear Family.
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f) I concluded that the majority if employees are not getting financial support for the education of their children. g) 1 conclude that the majority of workers are satisfied with their supervisor behavior,
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Suggestion
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SUGGESTION
Company should make the induction program effective to get the interest of the employee. Company should tell the employees that it is important for them to know the employee benefits and other facts. Company should make the induction program cost effective. Company should tell the employees to start E learning course at the proper time. Employees are not interested in giving their feedback company should tell them to give feedback whenever asked.
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Bibliography
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BIBLIOGRAPHY
Human Recourse Management Hr & Personnel Management Personnel And Human Recourse Management Research Methodology
S.S Khanka K. Aswathappa - P Subba Rao - Kothari
Websites 1. [Link]/induction 2. [Link] 3. [Link]
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Appendix
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APPENDIX 1. Age of Employee 18-25 26-33 33-40 41 and above 2. Qualification of Employee H.S.C Graduate Post Graduate 3. Gender of employee Male Female 4. Marital status of employee Married Unmarried
5. Number of members earning in family 1 member 2 member 3 member More than 3 member
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6. Induction helps to develop good relation Yes No 7. Are you satisfied with our supervising staff? Satisfied Partly satisfied Fully satisfied Dissatisfied 8. Are you satisfied the salary packages of the company? Satisfied Partly satisfied Fully satisfied Dissatisfied 9. Managers are provided with opportunities to perform different tasks and acquire competencies. Very true Mostly true Partly true Not true 10. The company encourages and supports self-learning and education by its managers Very true Mostly true
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Partly true Not true 20 11. Are you satisfied with the facility provided by company? Satisfied Fully satisfied Partly satisfied Dissatisfied 12. How was the communication during the induction programme? Satisfied Partly satisfied Fully satisfied Dissatisfied 13. Satisfactory level of employees with regard to Relationship with Manager Satisfied Partly satisfied Fully satisfied Dissatisfied
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