SUMMER TRAINING REPORT ON

INDUCTION PROCESS
AT

FLEXITUFF INTERNATIONAL LIMITED

KASHIPUR
Submitted in Partial Fulfillment of the Requirement for the
Degree of
BACHELOR OF BUSINESS ADMINISTRATION
(2013 2015)
GUIDE : SUBMITTED BY:

Mr. NASIR AHMAD AKANSHA SHARMA

BBA 4 SEMESTER

Enroll No:JV-U/13/6363

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,

JAIPUR(RAJASTHAN)

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

CERTIFICATE

This is to certify that Miss AKANSHA SHARMA has successfully

completed.

the project work as part of JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,

JAIPUR(RAJASTHAN)

course as per following details:

Name of the course :- BBA (2 YEAR)

Specialization :- Human Resource (HR)

Name of the company selected for the project :-

FLEXITUFF INTERNATIONAL LTD. MAHUAKHERA GANJ (KASHIPUR)

Title of the project :- Study of Induction Program of FLEXITUFF

INTERNATIONAL LTD.

Academic year :- 2013 - 2015

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

ACKNOWLEDGEMENT

A student always collects bouquets and brickbats. If there are some

bouquets then I would like to mention it to the people who had been

instrumental in assissting me to successfully prepare the report.

At the outset, I would like to thank Mr. NASIR AHMAD for giving me the
approval to this project in the organization. I wish to

Acknowledge the entire HR team at FLEXITUFF INTERNATIONAL LTD.

Who helped me to shape the direction of my research work. This report
would not been possible without their help.

A heart felt thanks to the respondents surveyed whose ideas, critical

insights and suggestion have been invaluable in the preparation of this

report. Last, but not least a very warm thanks to all the faculty member of

Jayoti Vidyapeeth Womens University, Jaipur for providing me guide lines

in summer training project.

Miss AKANSHA SHARMA

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 STUDENT DECLARATION

I hereby declare that the project report entitled INDUCTION PROCESS

of the FLEXITUFF INTERNATIONAL LTD.

The analysis and findings in this report are based on the information

collected by me through a structured questionnaire having relevant

questions.

Counter Signature: TRAINEE:

Miss AKANSHA SHARMA

PREFACE

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

Business and industry in India are going through a phase of change as

never witnessed before. Given the size of national economy, the role of

Public Enterprises and the emerging diversity & dynamism in the private

sector, it is difficult to describe accurately its scope. A healthy national

economy is dependent upon healthy growth in business and industry. A

healthy growth in business and industry, in turn, primarily depends upon

the quality & potential of its Human Resources. Thus, the most important

factor for survival and development, particularly in this age of rapid change

and growth, is human capacity. Customer oriented, quality conscious, cost

efficient and multi-skilled manpower will determine the core competency of

modern organizations, for it is the man behind the machine and not the

machine alone that will provide the cutting edge. During the last few years

Flexituff international ltd. is also striving to grow in a competitive global

scenario. The Corporation continues its quest for good quality products and

customer delight to meet the challenge. In such a situation, human

resources and their competency play an important role, as the real strength

of organization depends upon the strengths and capabilities of its human

capital. As part of Human Resource Function, Induction Program is the first

line of defense when it comes to bringing the right people into the

organization. It improves the personality, attitude, communication abilities,

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

and other behavioral characteristics that fit the organization. The overall

aim of the Induction Program is to welcome the Management Trainees and

introduce them about the companys environment, their compensation and

benefits etc. It also helps to introduce with companys terms and conditions

and visit them into plant of Flexituff for practical knowledge and know the

culture of Flexituff ltd. In view of above, it becomes imperative for any

organization to conduct Induction Program.

As a part of the partial fulfillment of the BBA programee at JVWU ( JAYOTI

VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN) Summer training was

undertaken in the Flexituff a unit of FLEXITUFF INTERNATIONAL LTD.

INDORE (MP) The purpose of the training was to have the practical
experience of working in Human Resource Department and to have the
exposure to the various

management practices in the field of human resource and how the

induction process of the located and approached candidates is done in the
company.

This report is an attempt to provide the details about the induction process

adopted by the FLEXITUFF INTERNATIONAL LTD. Kashipur (U.K.).

CONTENT

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 Chapter 1 ORGANISATIONAL PROFILE

Chapter 2 INTRODUCTION OF THE TOPIC

Chapter 3 RESEARCH METHODOLOGY

Chapter 4 DATA ANALYSIS

Chapter 5 FINDINGS

Chapter 6 RECOMMENDATION & SUGGESTIONS

Chapter 7 CONCLUSION

Chapter 8 BIBLIOGRAPHY

Chapter 9 ANNEXURE

ORGANIZATIONAL PROFILE

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

FLEXITUFF INTERNATIONAL LIMITED, KASHIPUR

ABOUT THE COMPANY

Flexituff international ltd, a company promoted by the renowned Kalani

group from Indore (M.P).

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 Flexituff has the largest capacity in India ( 2nd largest in

the world ) to produce PP woven based products. It has the most modern

plant and equipment under one roof to convert PP granules to tapes, fabric,

printing, lamination and bag making.

Flexituff is the first company to start BOPP printed and

laminated PP woven bags in India about seven year back. It is the leader in

jumbo bags, big bags and container liners. Due to continuous support and

strength derived from its own R&D and the international quality set and

maintained by its team of scientists, engineers and professionals. Today,

Flexituff is exporting to more than 40 countries in the world and has been

receiving best export awards year after year.

Flexituff is the first and only Asian company now

successfully audited and certified by AIB ( American Institute of food

Bakers, USA) and BRC (British Retailer Consortium, UK) to make direct

Food contact bags for supplies to American and European companies.

Flexituff also certified for ISO 9001:2000 and HACCP, in addition to three

units at Pithampur near Indore and most modern unit at Kashipur at

Uttarakhand, where the commercial production is expected within three

months from now. The unit established in year 2004, and it is the

manufacturer type unit. This unit will have excise duty exemption for next

10 year and partial exemption for CST.

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 Flexituff have experience and expertise to produce any

type of PP/HDPE bags to customer specifications.

The list of product by Flexituff international ltd. Kashipur as :-

Small Bags

Jumbo Bags

Big Bags

Container Liner

PP Sheets

Leno bags

Printed and unprinted Fabric

HISTORY

Flexituff was originally constituted as a partnership firm under the Indian

Partnership Act, 1932 on January 22, 1966 under the name and style of

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

Saurabh Potteries & Ceramics with its principal place of business at

Indore. Since then, the partnership was reconstituted from time to time by

way of admission of new partners or resignation of the then existing

partners. With effect from March 1, 1993, the name of the partnership was

changed to Naviska Packaging and a fresh partnership deed was

executed. Thereafter, pursuant to The provisions of section 567 of Part IX

of the Companies Act, 1956, Naviska Packaging was converted into a

private limited company, Naviska Packaging Private Limited, on April

8,1993. The name of Company was changed to Giltpac International India

Private Limited w.e.f. June 29, 2001. The name of Company was again

changed to Naviska PackagingPrivate Limited w.e.f. January 01,

[Link] was converted into a public limited company and the name

was changed to Flexituff International Limited [Link] 25, 2003.

Environment, Health and Safety:

Since its inception, the Flexi tuff core values of commitment to safety,

health and the environment, high ethical standards and respect for people

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 have been the cornerstone of who we are and what we stand for. Well

communicated EHS policies ensure that production targets never override

the safety of a person and that as a responsible corporate, we remain an

environmentally responsible neighbor in the communities where we

operate, acting promptly and surely to correct incidents or conditions that

endanger health, safety or the environment.

CORPORATE GOVERNANCE

At Flexituff, our pursuit to achieve good governance is an ongoing process,

thereby ensuring truth, transparency, accountability and responsibility in all

our dealings with our employees, shareholders, consumers and

communities. We aim to develop capabilities and identify opportunities that

best serve the goal of value generation, thereby creating an outstanding

organization.

MANAGEMENT OF THE COMPANY

Board of Directors

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The Board of Directors of our Company comprises of the following persons:

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

Name of Directors Designation

1. Mr. Anirudh Sonpal Chairman and Independent Director

2. Mr. Manish Kalani Managing Director

3. Mr. Pawan Kumar Jain Non-Executive Director

4. Mr. Ravindra Chourasiya Non-Executive Director

5. Mr. Aswini Sahoo Non Executive Director

6. Mr. Kevan John Upperdine Independent Director

7. Mr. Sharat Anand Independent Director

UNITS / BRANCHES OF THE COMPANY

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Flexi tuff International Limited was incorporated in the year 2000. The

company is one of the leading manufacturers of multifilament yarn, bags,

webbing and many more. The company has established itself as a strong

contender in the market. The company is known for its quality products.

The company produces all types of raw materials.

Branches of company:-
Flexituff international ltd. Noida

Flexituff international ltd. Pithampur, Indore

Flexituff international ltd. Kashipur, Uttarakhand

Flexituff international ltd. Dhar (M.P.)

Product of the company

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 BOPP BAGS,

FIBC BAGS,

Disposal Glasses,

Tarpoline Fabric

Thermoformed Wares

Leno Bag,

PP Fabric,

Some of the standard designs at Flexi tuff are as under:

Sift -proof Bags

Baffle Bags

Form-fitted Liner Bags

Builder Bag / Tunnel-lift

Single-loop Bags

Sling Bags

Products of flexi tuff

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 BOPP BAGS

BOPP Multi Color PP Bags

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 DISPOSAL GLASSES

TARPOLINE BAG

FIBC(JUMBO) BAGS

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 LENO BAGS

PROCESS OF MAKING BAGS

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 Awards and Accreditations

ISO 9001:2008 certified for conforming to quality management

system standards.

ISO 14001:2004 certified for conforming to environmental

management system standards.

ISO 22000:2005 certified for conforming to food safety standards.

Complies with ISO-6 (class 1000) for Internal Bubble Cooling

System.

Complies with ISO-7 (class 10000) for Liner Section.

Complies with ISO-8 (class 100000) for Liner Section (other than
liner forming)
Certificate of Conformity dated January 20, 2010 issued by Moody
International Certification India Limited for the manufacture of Silt
Fence Fabric (FIL 124SF), Silt Fence Fabric (FIL100SF)
Geotextile Fabric (FIL200G) and Geotextile Fabric (FIL 315G).

Quality certification issued by Det Norske Veritas (DNV) certifying

that our Company meets the requirements of BRC/IOPIssue 3
Global Standard- Food Packaging and other Packaging Materials,
January 2008 in category 1 in respect of manufacture of poly woven
bags and FIBCs for food contact applications.

Recognition of Achievement issued by AIB International for the

years 2009, 2008, 2007 and 2006 certifying that the Company has

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 fulfilled the requirements of the AIB International Consolidated
Standards for Food Contact Packaging Facilities Programmes.

Top Exporter of FIBCs (Jumbo Woven Bags) and the highest

recognition for exports from The Plastics Export Promotion Council,
Govt. of India for the years 2008-09, 2007-08, 2006-07 and 2005- 06.

Top Exporter of woven sacks/ fabrics and the highest recognition for
exports from The Plastics Export Promotion Council, Govt. of India
for the year 2002-03 and 2001-02.

Second Best Exporter of Plastic Tarpaulin and the highest recognition

for exports from The Plastics Export Promotion Council, Govt. of India
for the year 2004-05.

Niryat Shree Award, Certificate of Excellence from Federation of Indian

Export Organisations for outstanding export performance in the category
Residual Products Non SSI during the year 2004

OUR MAJOR CUSTOMERS

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 Ashapura Minechem Ltd.

Jindal Power & Steel Ltd.

Wolkem India Ltd.

Ashtech India Pvt. Ltd.

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 EBM India Pvt. Ltd.

Ultratech Cement Ltd.

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 Hindustan Unilver Ltd

Grasim Industries Ltd.

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 INTRODUCTION
OF
TOPIC

INTRODUCTION

A newly recruited employee is a cost to the company until he starts

providing tangible results to the profitability of the concern either directly or

indirectly. Induction training is conducted to make the employee

comfortable with the organization and assimilating him, thus enabling him

to perform better. A good induction system helps in the boosting of the

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

morale of the employee resulting in excellent results.

General information like the history of the company, its values and goals,

its customers, its position in the market, employer-employee relationship

prevalent and much more must be informed to help in understanding where

the company stands and what it can do to the future of the employee. The

working hours, policies related to sick leave and holidays, dress code

followed in the company, organisational hierarchy, policies related to

performance evaluation, monetary and non monetary benefits, profit

sharing, etc must be made known. In India with the trade union system

existing in many companies, information on the different trade unions must

be let known to know how she can gain on joining the organization.

Location of the basic amenities like cafeteria, wash rooms, library, sports

centre must be shown. Personal support systems like transportation

system, their timings, routes, etc and other beneficial facilities like crches

and other child care units within the organisation or that are working for the

organization must be told. Employee must be informed about the policies

regarding the telephone usage, mailing groups etc to avoid delay in work.

Introduction to the team members and other people who contribute to the

work of the team helps in creating a feeling of belonging in the group. A

general idea on whom to contact for task related, technical, HR related

clarifications improves productivity. The induction program should aim to

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

familiarize the new employee with the jargons used in the organization. In

an industry which require strict adherence to the safety standards, steps to

teach the employee the safety techniques is of supreme importance.

Information on the personal strengths and weakness of the new employee

aids in increasing his productivity by providing the platform for further

improvement of the key skills and reducing the impact of the weaknesses

through training. Training moulds the individual to meet and utilize the

challenges incurred in the changes in the technology to his advantage.

Training should succeed in bridging the gap between the existing and

required needs. After an enquiry of the personal goals of the individual is

made, the employee must be convinced of a path to career growth within

the organization.

An investigation of the success of the induction programme must be

conducted to know how effective it was in increasing the productivity of the

employee. A sense of oneness with the business entity coaxes her to put in

further initiative. The induction training programme must be properly drafted

and should be open to the changes in the industry to be of good quality

resulting in excellent outcome. Questionnaires must be circulated amongst

the employees to have an honest feedback to know areas of improvement.

An effective induction system creates a feeling of oneness between the

oragnisation and the employee resulting in better initiative and performance

of the employee to provide quality results.

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 INDUCTION ( ORIENTATION )

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 ( TPI-theory refers that

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

new employees need to develop theoretical (T) and practical (P) skills

towards the performance of the new job ), 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.

New employee orientation is the process you use for welcoming a new

employee into your organization. employee orientation, often spearheaded

by a meeting with the Human Resources department, generally contains

information about safety, the work environment, the new job description,

benefits and eligibility, company culture, company history, the organization

chart and anything else relevant to working in the new company. As new

employees enter an organisation, they find themselves thrown into a new

environment and a confused state. This is where induction training can help

familiarise them with the organisation's ways and culture. New employee

orientation often includes an introduction to each department in the

company and training on-the-job. New employee orientation frequently

includes spending time doing the jobs in each department to understand

the flow of the product or service through the organization.

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

Induction is a systematic process of familiarizing the new recruits to the

organization functioning so that they become productive in the least

possible time. Induction is the tool to orient the new recruits to various

aspects of the organization and his /her job. The aim of the induction

process is to help new employees make a smooth, positive adjustment to

the workplace. Induction enables the new employee to gain familiarity with

the work environment and to acquire a sense of belonging that will build a

commitment to the organization. Recruitment is an expensive business. It

takes time, money and effort to find the right people to join your

[Link] is the process, formal or informal that introduces

newcomers to your organisation. Ideally it should take place as soon as

possible after the new member has arrived. An effective induction process

shortens the time it takes to get the new recruit up to speed. An induction

process is not simply for new employees. The same benefits can be

received by staff who have been promoted or transferred or those who

have returned from a long period of absence. Furthermore you should be

careful to include against long term temporary staff, who are entitled to the

same training and development as permanent staff members. To not do so

could harm your organisation and may be considered discriminatory.

The Induction Programme is designed to help new employees to become

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

familiar with the requirements of their post and adapt to their new working

environment as quickly as possible.

The Induction Programme covers several aspects:-

* To provide a planned introduction and training period which will assist

you to become competent in the duties of your post.

* To help you to develop contacts with those staff with whom you will
need to liaise in connection with your job.

* To ensure that you are aware of how your post relates to the work of
the Department as a whole.

* To provide you with an overview of how the Organization works and an

understanding of its mission.

A successful induction process has three Goals

* Helps new employees settle in;

* Helps new employees understand their responsibilities and what is

expected of them;

* Ensures the employer receives the benefit of the new employee as

quickly as possible.

OBJECTIVES OF INDUCTION

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

There are following objectives for induction process :-
.
Build confidence about self and the organization with in the new

employee is one of the major objectives of the induction. This will makes

the employee who recruited recently is become a productive one by

reducing his/her anxiety that impedes ability to learn to do the job.

Create the feeling of belongings and loyalty with in the new

employee is another objective of the induction. Usually a new employee of

the organization has little fear about his/her strengths at the beginning,

because of the difference of the work culture and the environment. And if

he/she signed a long appointment letter which was has all the rules and

regulations then he/she might have some of frighten.

That fear and the shy of new employee could change by a good induction

program. Then he/she may feel that place like his/her home and will adapt

to the organization in a short period.

Familiarize the new employee with the jobs and the job
environment

with in a short time is another objective of the induction. If the new

employee takes much more time to understand and adapt to organizational

culture and environment, the organization will not have effective outcome

from the new employee at the beginning as they expecting. To achieve the

expecting level of the outcome, organization also need to support new

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

employee form some kind of contributions. Induction programs and proper

training and development programs could consider as that kind of

contributions. When employee starts to think the organization as his own

and he/she has a responsible to take care and contribution to development

of the organization- that is the beginning of the feel of belongingness and

loyalty. Loyal employee will give the maximum contribution of his/her to

the profit/achievements of the organization.

Generate favorable attitudes with in the new employee about

peers, superiors, subordinates and the organization in general is

another objective. Attitude is the basic thing that can be change the

behavior of a person. If the person developed with good attitudes, he/she

will be a valuable person to the organization, and persons like that are

thinking about the organization work with same as owners.

Induction is giving a chance to move all employees among themselves at

the beginning they have joined to the organization.

Assist the new employee to contribute to organizational success

more quickly is another objective of the induction programs. New

employee may not know the organizational objectives and the annual

targets. At the induction program, an employee will get know about the

things mentioned in above. This will helps to change the private agendas of

some employees to organizational agendas. Trying to achieve personal

agendas at the working place is a bad practice of some employees.

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

Ineffective induction programs are giving the opportunity to the employee to

practice his/her personal agenda at the work place. So then how could

organization having the effective outcome from that particular person? It

should change. The changing point is induction program. New employee

will understand the social responsibility of his/her to the organization. Then

it will be helps to have effective and efficient works for the both parties of

employee and employer.

PURPOSE OF INDUCTION or ORIENTATION :-

The purpose of induction is to ensure the effective integration of a new

employee into the workplace. As well as the usual orientation, a new starter

needs to understand the business, where their role sits within the set-up

and what's expected of them, as well as being quite clear regarding their

terms and conditions of employment. A good induction programme should

leave no room for confusion or lack of understanding and should, therefore,

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

induce a feeling of 'belonging'. The employee should then integrate well

into the team, have high morale, achieve optimum productivity and

therefore be able to work to full potential. In other words - obtain job

satisfaction!.Induction is like an introduction and orientation to the

company. It ensures that employees are aware of company policies and

procedures as well as the company ways of working and vision.

For the employee, it means that all bases are covered and their trained and

introduced properly. It also means that all employees receive the same,

consistent experience when joining.

Finally , a good orientation programme will create a favourable impression

of the firm and its work. Just as a favourable first impression of an

individual help to form a good relationship, so a good initial impression of a

company, a co-worker, or a supervisor can help a new employee adjust

better. Further , effectiveness of an orientation programme can have a

lasting effect on absenteeism and turnover.

There are two categories of Induction program :-

a) Employee Handbook

b) Induction Training

a) EMPLOYEE HANDBOOK :-

Through the handbook scenario employee supposed to know about

everything to do with the company is crammed into a booklet . These

handbooks tend to be either turgidly written, or written for simpletons.

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

Sometimes the handbooks arent even in handbook form, but are a stack of

photocopied pages that are even more difficult to read. Feeling hopeful,

new recruits have a go at reading them. But since they are inadvertently

designed to combat insomnia. Occasionally some companies test people

on their company knowledge based on the assumption that people have

read these tomes, but most don't bother finding out what people got from

this form of 'Induction'.

Advantages of Employee Handbook :-

i) It saves time and cost.

ii) It helps to know about the rules and regulations of the company.

iii) Company need not take appointment from speakers.

iv) Company need not arrange the venue for the Training.

Disadvantages of employee handbook :-

i) Employee lacks culture of the organization.

ii) Employee might not study the handbook.

iii) It doesnt create the sense of belongingness towards the

organization.

iv) Employees are unaware of information about their

compensations and benefits.

v) Employee are never aware of the mission and vision of the

organization.

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

vi) Organization reputations wont go further to the public.

b) INDUCTION TRAINING :-

Induction training is more usual kind of Induction. This is where companies

actually put some real thought and effort into trying to make people feel

welcome by meeting them face-to-face. The starting point of a good

induction programme is to welcome new people and introduce them to the

culture of the organisation to, indeed, help them feel they've made the right

decision and to get them to start their new job committed, engaged and

productive.

Advantages of Induction training :-

i) It helps to know the culture of the organization.

ii) Employee feels familiar with the company.

iii)Organizations reputation will go further to the public.

iv) Employee is aware of the mission and vision of the organization.

v) It creates sense of belongingness towards the organization.

vi) Employee is aware of information about their compensation and

benefits.

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

vii) They become more productive

Disadvantages of Induction training :-

i) It is expensive.

ii) It takes time.

iii) To take appointment from speakers is so difficult.

iv) Company needs venue for Training.

v) Company needs to arrange accommodation and travel allowance for

their employees.

NEED OF INDUCTION PROGRAMME :-

Need of induction programme is to welcome new people and introduce

them to the culture and environment of the [Link] have made

the right decision and to get them to start their new job committed, engaged

and productive. And also introduce them what are the mission and vision of

the organization. Induction is an ongoing process and if done well impacts

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

the duration of stay of employees, the clarity that they have about their role,

the productivity that they can achieve, the performance they can deliver

and the passion with which they work & grow with the organization.

IMPORTANCE OF INDUCTION PROGRAMME :-

Induction plays a vital role to the newly joined employees at the time of

introduction to the new recruit about the organization. Based on the

Induction, the organizations reputation will go further to the public.

Induction is the process by which new employees are integrated into

organization so that they become productive as soon as possible.

NECESSARY THINGS WHICH SHOULD BE COVERED IN INDUCTION

PROGRAMME AT FLEXITUFF INTERNATIONAL LTD. :-

There are some necessary things which should be considered :-

Make it Two-way.

Use local heroes, Champions, and enthusiastic spokesperson

during the programme.

Let them know how things work.

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 Let them know what the company expects of them.

Find out what their expectations are.

Be flexible.

Have fun.

Be clear what your key messages are.

Get them involved in describing and engaging with whatever your

'product' is.

Make it personal. Find out what's going on for them.

INDUCTION FEEDBACK

Employees were asked what they wanted and needed from orientation.

They were also asked what they liked and didn't like about orientation. New

employees were asked what they wanted to know about the organization.

Additionally, the organization's senior managers were asked what they

believed was important for employees to learn when joining the county

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payroll. Induction Feedback Questionnaire should be filled up by the

employees and should be evaluated by the HR department It can be used

to know the induction process level and what the employees want from the

organization. By this it is also possible to check the awareness level of the

new employees.

The best new employee orientation:

has targeted goals and meets them,

makes the first day a celebration,

involves family as well as co-workers,

makes new hires productive on the first day,

is not boring, rushed or ineffective, and

uses feedback to continuously improve.

PROBLEMS OF ORIENTATION PROGRAMME :-

An orientation programme can go wrong for the number of reason. The HR

department of flexituff sholud try to avoid such errors. Some of them are :-

1. Supervisor who is entrusted with the job is not trained or is too busy.

2. Employee is overwhelmed with too much information in a short time.

3. Employee is overloaded with forms to complete.

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4. Employee is given only menial tasks that discourage job interest and

company loyalty.

5. Employee is asked to perform tasks where there are high chances of

failure that could needlessly discourage the employee.

6. Employee is pushed into the job with a sketchy induction under the

mistaken belief that trial by fire is the best induction.

7. Employee is forced to fill in the gaps between a broad induction by the

HR department and a narrow induction at the department level.

8. Employee is thrown into action too soon.

9. Employees mistakes can damage the company.

[Link] may develop wrong perceptions because of short periods

spent on each job.

SWOT ANALYSIS AT FLEXITUFF

SWOT Analysis of Induction and Induction Feedback Process is done after

the completion of the project to know the following points regarding the

induction and induction feedback process conducted in the company.

Strengths

Through the induction the employee gets easily familiar with working

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 culture of the company.

Employee gets knowledge about the employee benefits, salary

procedure, leaves procedure, etc.

Induction feedback process gives the feedback from employees what

they want from company and level of the awareness of the employee
regarding the company.

Induction removes the conflict in the mind of the new employees.

Weakness

Induction is time consuming for the company.

Induction creates the boredom and over whelmed for the new
employees.

Sometimes employee do not take interest in the induction as well as

in the feedback process.

Opportunities

With the help of planned induction process creates the feeling in the
mind of the employee that the company is concerned about them.

This creates the loyalty of the employees towards the company.

Good induction programs get new people up to speed faster, have

better alignment between what new people do and what the
organization needs them to do, have happier employees.

Through the good induction program company may have low turnover

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 rates in future.

Threats

1 The result of not planned induction is often a confused new employee

who takes a long time to become productive, or becomes frustrated and
quickly leaves the organization.

2 The cost of unplanned induction can create problem in the cost control
and cost effectiveness for the HR department.

INDUCTION CHECKLIST AT FLEXITUFF

( TOPIC OFTEN COVERED IN EMPLOYEE OREINTATION PROGRAMMES )

Induction for : ____________________________ Position : ____________________

Appointment Date : ___ / ___ / ___ Induction to be completed by : ___ / ___ / ___

Managers Name & Position : _____________________________________________

Information to be covered if not applicable mark N/A Staff Initial

BEFORE the staff member starts

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Office accommodation and equipment
1 Confirm office/desk area and office furniture, including any special
requirements, diary, stationery etc
2 Confirm computer availability

3 Apply for email account, and complete and send off any other
computer access forms required
4 Organise security keys

Internal communications
1 Inform team of start date of new staff member
2 Add staff member to distribution lists (including email groups)
3 Appoint a team buddy to assist new staff member in the first week
4 Send signed offer and employment documentation, including IRD
form, New Employee Information Form, Role Description, Date and
time of start on first day, Dress code
5 Draw up list of people the new staff member should meet

6 Arrange business cards if required

ON THE FIRST DAY

1 Introduce to Senior Managers

2 Introduce to team buddy
3 Introduce to rest of team
4 Provide information on the Company Structure, Communication and
reporting channels, core Processes, policies, goals , future changes

Employment Issues

1 Hours of work, lunch and tea breaks

2 Initial discussion/training on the staff members new role key tasks

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 and performance measures, personal concerns contact
3 Holidays/Sickness entitlement. Explain procedures for leave
4 Who to contact if sick
5 How and when payment is made, bank forms

Office Arrangements

1 Location of office/desk, space for work and personal items (e.g. coat)
2 Phone book, internal phone book, making outside calls
3 Voicemail system and arrangements for training
4 Location of toilets and other facilities e.g. coffee & tea, water to drink
5 Where photocopier, fax, basic stationery and other consumables are
located, and how equipment works
6 Car parking

Security and Safety

1 Confidential statement (if required) signed and policy explained

2 Supply security access keys, as required, and advise on security
given, including what to do if these are lost
3 How to set and turn off any after hours alarm system
4 Building evacuation and emergency procedures emergency exits
5 Location of first aid cabinet. Information on injury reporting and claims
supplied

Any other items discussed:

I acknowledge that the above items have been discussed with me .

Date...

When this form is completed, please ensure it is filed on the staff members

personal file.

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 INDUCTION PROGRAM OF FLEXITUFF

Flexituff provides both type of Induction Programs i.e Employee Handbook

as well as Induction Training. It provides 2 months Induction Programme to

their employee. It provides separate Induction Programme to each group .

For recruitment, Flexituff goes to top ranked colleges for campus selection

before that company form a panel of recruitment who go to the colleges

campus and conduct the Group Discussion and Personal Interview. Those

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students who clear their Group Discussion and Personal Interview, finally

they are hired for the Flexituff. And second way of recruitment is

Advertisement in national newspaper and Employment News.

In Flexituff during induction period a employee is introduced with the

following scheme system, condition as :-

ORGANIZATIONAL ISSUES :-

1. History of employer

2. Organization of employer

3. Employees title and department

4. Layout of physical facilities

5. Overview of production process

6. Company policies and rules

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 7. Disciplinary regulations

8. Employee handbook

9. Safety procedure and enforcement

WORKING SYSTEM :-

1. Attendance system

2. Working hours

3. Shift schedule

4. Weekly off / rest

5. Late coming

6. Short leave

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 7. Over time

8. Compensatory leave

9. National and festival holidays

10. Leave rules

11. Personal records

12. Identity card

13. Discipline

14. Safety

EMPLOYEE BENEFITS :-

1. Pay scale and pay days

2. ESI

3. PF

4. Bonus

5. Rest breaks

6. Gratuity scheme

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 7. Medical assistance

WELFARE SCHEME :-

1. Group medical policy

2. Accident policy

3. Farewell gift scheme

4. Transport facility

5. Canteen

6. Toilet and washroom facility

7. Medical center

INTRODUCTION :-

1. To supervisor

2. To co workers

3. To trainers

JOB DUTIES :-

1. Job location

2. Job tasks

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 3. Job safety requirements

4. Overview of job

5. Job objectives

6. Relationship with other jobs

OBJECTIVES OF INDUCTION PROGRAM AT FLEXITUFF

1. Introduce new employees to Flexituff in a positive way in line with good

employment practice.

2. Meet Flexituff s initial legal obligations, relating to joining formality, PF,

gratuity, superannuation schemes etc.

3. Begin the process of engendering a corporate culture & commitment

within Flexituff.

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4. Support new employees so that they can effectively & competently carry

out their job as soon as possible.

5. Form the basis for further individual development.

6. Demonstrate Flexituff s commitment to investing in its talent (staff).

7. Help support individuals & reduce turnover rates amongst newly

appointed staff.

RESEARCH METHODOLOGY

MEANING OF RESEARCH
Research in common parlance refers to a search for knowledge. It is a

careful investigation or inquiry specially, trough search for new facts in any

branch of knowledge. In other words, research comprise defining and rede

fining problems, formulating hypothesis or suggested solutions, collecting,

organizing and evaluating data , making deductions and reaching conclu

sions, and at last carefully testing the conclusions to determine whether

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they fit the formulating hypothesis.

TYPES OF RESEARCH

The basic types of research are as follows :-

1) Descriptive vs. Analytical: Descriptive research comprises

surveys and fact-finding enquiries of different types. The main objective

of descriptive research is describing the state of affairs as it prevails at

the time of study. The most distinguishing feature of this method is that the

researcher has no control over the variables here. He/she has to only

report what is happening or what has happened. The methods of in

conducting descriptive research are survey methods of all kinds, including

correlation and comparative methods.

Mean while in the analytical research, the researcher has to use the

already available facts or information, and analyse them to make a

critical evaluation of the subject.

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 2) Applied vs. Fundamental Research can also be applied or

fundamental research. An attempt to find a solution to an immediate

problem encountered by a firm, an industry, a business organisation, or the

society is known as applied research. Researchers engaged in such

researches aim at drawing certain conclusions confronting a concrete

social or business problem. On the other hand, fundamental research

mainly concerns generalizations and formulation of a theory. In other

words, Gathering knowledge for knowledges sake is termed pure or

basic research.

3) Quantitative vs. Qualitative Quantitative research relates to

aspects that can be quantified or can be expressed in terms of

quantity. It involves the measurement of quantity or amount. The various

available statistical and econometric methods are adopted for analysis in

such research. They include correlation, regressions, time series analysis,

[Link], qualitative research is concerned with qualitative

phenomenon, or more specifically, the aspects relating to or involving

quality or kind. The main aim of this type of research is discovering the

underlying motives and desires of human beings, using in-depth

interviews. The other techniques employed in suchresearches are story

completion tests, sentence completion tests, word association tests, and

other similar projective methods. Qualitative research is particularly

significant in the context of behavioural sciences, which aim at discovering

the underlying motives of human behaviour. Such research help to

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

analyse the various factors that motivate human beings to behave in

a certain manner, besides contributing to an understanding of what

makes individuals like or dislike a particular thing.

4) Conceptual vs. Empirical A research related to some abstract

idea or theory is known as conceptual research. Generally,

philosophers and thinkers use it for developing new concepts or for

reinterpreting the existing ones. Empirical research, on the other hand,

exclusively relies on observation or experience with hardly any regard for

theory and system. Such research is data based. They often come up

with conclusions that can be verified through experiment or

observation. They are also known as experimental type of research.

RESEARCH PROCESS

Research process consists of series of actions or steps necessary to

effectively carry out research. The following diagram shows the research

process.

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RESEARCH OBJECTIVE

To determine the level of satisfaction of employees regarding Induction

process and to analyse the factors those influence the Induction process at

Flexituff International ltd.

SAMPLE UNIT

The first step in developing any sample design is to clearly define the set of

objects, technically called the Universe. In this research, the sample

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under observation is finite, consisting of 30 employees

TYPE OF RESEARCH:

Data are collected by using one or more appropriate method: Interview

method and by filling questionnaires.

The study falls under the category of Descriptive Research. It is the

description of the state of affair as it exists at the present. Descriptive study

is a fact finding investigation with adequate interpretation. It is the simplest

type of research. It is more specific than an exploratory study, as it has

focus on particular aspects or dimensions of the problem studied.

It is also an Analytical Research because the researcher has to use facts

or information already available, and analyze these to make a critical

evaluation.

Research Method:

Research method refers to the behavior and instruments we use in

performing research operation. There are two types of data collection

they are as:

Interview

Through Questionnaires

SAMPLING METHOD

There are two methods of sampling:-

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 1. Probability Sampling :- It is based on the concept of random

selection of a controlled procedure that assures that each Population

element is gives a non-zero chance of selection. Probability Sampling

is of following types:

1. Simple Random
2. Systematic
3. Cluster
4. Stratified
5. Double

2. Non-Probability Sampling :-Non probability sampling is non-random

and subjective. That is each member does not have a known non zero

chance of being included. Types of Non-Probability Sampling:

1. Convenience 2. Judgement

Researcher selects the sample as per their convenience.

For this research work I have chosen Non- Probability Convenience

Sampling because time limit for the completion of the work is limited

and also managers and employees are not available all the time.

Data Collection

Research methodology talks about data collection of the project work.

The data collection as such is divided into

Primary data collection :- Data collected through

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 Questionnaire survey,
Telephonic Session, etc.

Secondary data collection :- Data collected through

Literature survey,
Journals,
Internet search,
Company records/bulletin,
Company reports, etc.

In this Project new joining employees data is taken from the companys

HRM. The information required for the induction and induction feedback

process is taken from HRM. Then the Induction Feedback Questionnaire is

made which is filled by them. So I collect both type of data for my

Research.

TOOLS AND TECHNIQUES USED

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DATA ANALYSIS
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Q1. Did your manager was prepared for the your arrival on your first day at

work at your company ?

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INTERPRETATION

About the 74 % employees satisfied with the preparation of manager for the

arrival on their first day at company. And rest 26 % not satisfied.

Q2. Did your manager gave you a clear sense of direction during your first

few days of work at the organization.

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Q3. Did you feel that your supervisor welcomed you and helped you to get

settled in to your new role.

Q4. Are you satisfied with Induction Process, which is present in the

organization ?

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Q5. Was the organization induction useful to you.

Q6. Your co-ordination or relationship with your co-workers after the

induction.

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Q7. Did your organization system was helpful and assisted you in

becoming productive in your role ?

Q8. Did you visit your organization for gaining the knowledge about the

working condition or facilities provided by the organization

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Q9. During the induction process, did you have a clear understanding of

the values and purpose of your organization.

Q10. Did the organizations Induction Provides understanding of the

company, its culture, structure, products and customers etc.

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Q11. Is induction helpful for making the good working atmosphere and to

achieving the organizations objectives.

FINDINGS

1. Induction programme plays a significant role in any organization to

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 get a new employee settled down.

2. The absence of proper induction programme will lead to confusion

among the new employee, as induction programme make a new

employee aware about the objectives and goals of organization.

3. An overwhelming majority of employees feels that an adequate

induction programme make them familiar to the organizations

structure, culture, products and the policies etc.

4. Induction programme enhance the productivity of a new employee by

providing him proper information and work oriented atmosphere.

5. Induction programme build a good relationship among the

employees by which they work with effective efficiency.

6. Most of the employee were satisfied with the induction programmre

conducted by the organization.

RECOMMENDATIONS & SUGGESTIONS

1. Company should make the induction program effective to get the

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 interest of the employee.

2. Company should tell the employees that it is important for them to

know the employee benefits and other facts.

3. Company should make the induction program cost effective.

4. Employees are not interested in giving their feedback company

should tell them to give feedback whenever asked.

5. The information should be adequate, niether it should be too long nor

too short.

6. Organization may provide the sufficient information about the history,

culture, rules and regulation, facilities, job description etc.

7. Induction programme should be given proper attention, HR manager

personally took the feed back for induction programme.

CONCLUSION

A good induction can determine how quickly your employee settles into the

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business and the speed at which they develop to reach their full potential.

Giving the employee all they need to know in relation to their time at your

business will further determine its effectiveness. Induction Feedback is

necessary for the new employee as well as for the company to be

conducted because it shows the awareness of the employee and concern

areas to take corrective actions by the company. Involve everyone that you

feel essential to create good relations between the new employee and

those that they will have connections with. Make the employee feel

welcome and comfortable in all areas that will involve their presence.

BIBLIOGRAPHY

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

 Book on Human Resource by L.M. Prashad.

Book on Human Resource by K. Ashwathaapa.

Book on Research Methodology by C.R. Kothari.

Company website : [Link]

Other website : [Link], [Link]

HR related web site : [Link]

ANNEXURE

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Q1. Are you satisfied with the procedure and the policies of the induction

followed here?

Q2. Is induction programme valuable for both newcomer and organization?

Q3. Have you attended any Induction program before this Induction

Program?

Q4. What was the duration of induction program?

Q5. How much you were satisfied with your first day of induction?

Q6. How was the induction program please rate the following topics:-

(1- Very Poor, 2- Poor, 3- Good, 4- Very Good, 5- Excellent).

1 2 3 4 5
i) Session was interactive.

ii) How was the snacks and food? .

iii) How was induction training room?

Iv) How much you have grasped from

Induction program?

Q7. Was the duration of Classroom Induction Program sufficient?

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 Yes No

Q8. Anything extra would you like to suggest improving this Induction

programme?

Ans
..

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