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Imfa onboarding induction and orientation
- 1. ENHANCING EMPLOYEE INTEGRATION : E X P L O R I N G O N B O A R D I N G , I N D U C T I O N , A N D O R I E N TAT I O N M E T H O D S I N I M FA LT D . A N D S I M I L A R M I N I N G A N D M E TA L S C O M PA N I E S BY :- RONEE SINGH Forging Success Together: Unveiling the Blueprint for Seamless Integration
- 2. 2 What are the problems faced by organizations in private and public sector post hiring of new employees ? What are the problems faced by new employees after the induction and orientation process ? Why do we need onboarding, induction, and orientation for new employees? Is it to make sure they can find the coffee machine without a treasure map, or are we just trying to prove that our company's acronyms are more confusing than learning a new language?"
- 4. ABOUT IMFA Indian Metals and Ferro Alloys Ltd (IMFA) is a leading producer of ferro alloys in India. IMFA is listed on the Bombay Stock Exchange and the National Stock Exchange of India and has received numerous awards for its excellence in production, quality, and safety. IMFA is India’s leading fully integrated producer of value added ferro chrome with 190 MVA installed furnace capacity backed up by 204.55 MW captive power generation capacity (including 4.55 MW solar) and extensive chrome ore mining tracts
- 5. LITERATURE 5 ONBOARDING Process of integrating new hires into the workplace, fostering understanding of the work environment, company culture, and creating a sense of welcome. 1 INDUCTION Crucial process involving the description of procedures, introductions to peers and facilities, and fostering interpersonal acceptance. 2 ORIENTATION Specialized form of training aimed at helping new hires learn their tasks, meet colleagues, and adapt to the work environment. 3
- 6. “ ” RESEARCH METHODOLOGY Objectives of Study : 1. To understand the onboarding and induction procedure at IMFA. 2. To understand the orientation procedure at IMFA. 3. To reshape the existing onboarding, induction and orientation procedure at IMFA and make it more effective.
- 8. DATA ANALYSIS ( DMAIC TOOL):- 0% 20% 40% 60% Satisfaction with the support before the first day at work PHASE I : PRE-JOINING Security/Admin was prepared for the arrival with required access credentials on the first day of job. 100% 46% 50% 15% 20% 14% 5% 0% Agree Disagree neutral strongly strongly PHASE II- FIRST DAYAT WORK Benefits and policies 50% 45% 40% 22% 11% 14% 30% 9% 20% agree disagree neutral strongly strongly Satisfaction with the way they welcomed to the office and introducedto the people to the work team 100 % 80 % 50% 60 % 32% 40 % 8% 10% 20 % Agree Disagree Neutral Strongly Agree 0% 10% 20% 30% 40% 50% Category 4 Supervisor provided with clear and concise explanation of duties and job expectations. PHASE III - INTEGRATION WITH TEAM AND SUPERVISOR Sufficient and relevant trainings in the schedule for enhancement of knowledge and skills 60 % 53% 50 % 23% 40 % 20% 4% 30 % Agree Disagree Neutral Strongly PHASE IV - INTERACTIONS WITH HR , FEEDBACKS AND TRAININGS
- 9. 9 NALCO SAIL MCL ONGC JSL JSW OMC TATA STEE L HINDALCO ONBOARDIN G 7 days 7 days 3 days 7 days 1 day Every Tuesday 1 day 1 day 1 day INDUCTION 7 days 3 days every 3 months 7 days 3-7 days 3 days 2 days 2 days 3 days 3-7 days ORIENTATIO N 2 days at intervals as per requiremen t 2 days every 2 months 7 days 10 days 30 days with Buddy Program 15 days 2 days 3 days 30 days with senior hand holding ANALYSIS OF SIMILAR COMPANIES :-
- 10. ONLINE INDUCTION PROGRAMME POSITIVE WORK CULTURE COOPERATIVE WORK ENVIRONMENT LESS REWARD & RECOGNITION FOR PERFORMANCE POOR INTERPERSONAL RELATIONSHIP EMPLOYEE EMPOWERMENT & GROWTH FINDINGS :-
- 11. ONBOARDING INDUCTION ORIENTATION Background Verification Dos and Don’ts at Site and In-Office Training and Skill Development on- site 1 day completion Policies and Procedures Peer Mentoring for the first month Performance Expectations Ongoing support and feedback Conducting programs regularly Fun-based activities Ongoing support and feedback SUGGESTIONS FOR OVERALL PROCESSES Positive and Vibrant Nomenclature to the end-to-end process Program schedule to the employee at arrival on induction day Providing some surprise elements Proposed Feedback Form for Onboarding, Induction and Orientation Evaluation. 30 days buddy assistance in orientation Senior Hand Holding for 30 days in Orientation Introduction of Rewards Program with inspiring Acronyms RECOMMENDATIONS
- 12. SUMMARY The project report aims to optimize employee integration through a structured process, engaging programs, and informative sessions. Prioritizing effective communication and support, the project aims to enhance employee satisfaction, productivity, and retention. Ultimately, successful implementation contributes to a positive work culture and fosters long-term employee commitment, benefiting the organization's overall success.
- 13. Ronee Singh