Ppt 2

A
Research Paper
on
“A STUDY ON IMPORTANCE OF INDUCTION AND
ORIENTATION PROCESS in RKBK”
Under Guidance of: Presented by
JYOCE YEOWARD RITESH PANDEY

 INTRODUCTION
 LITERATURE REVIEW
 JUSTIFICATION OF STUDY
 OBJECTIVE
 RESEARCH METHODOLOGY
 DATA ANALYSIS AND INTERPRETATION
 QUESTIONNAIRE

The joys of job hunting are nothing compared with the
fun of starting work at a new (to you) firm. For many
people, self-confidence and enthusiasm about a new
job give way on the first day to anxiety and
confusion. (What am I doing here? What do they
expect of me? Who can I go to for help?).
The Orientation:new staff is usually seen as
comprising a short one-off briefing session and the
provision of basic information, for example in the
form of an information kit.


Induction: it refers to the process of helping
people make the transition into a new
workplace, a new role, or area of
responsibility. It is considered to be a
continuous process which generally starts
with contact prior to taking up employment
and proceeds through arrival, first days/weeks
on the job and generally up to the third
month or even first twelve months of
employment.

 Shaikh T.S (1990) in his Ph.D. Thesis “Personnel Policies and
Administration: in Urban Banks” reported that for getting good
personnel to Banks all vacancies should be advertised, selection
committee should add with expert in it, all interviews must be
formally arranged, and proper induction program should be
arranged for new employees
 Bhatia S.K (1998) in the research Article “Training In Public
Enterprises: Future Directions” reported trend in the area of 21
training in public enterprises in the context of the need to meet
the challenges in the public enterprises as, Human Resource
training would be the dominating concern; Market changes and
competition would be another trust area of an environment
change, affecting future training goals; and more emphasis had
to be placed on training in attitudes and behavioral changes as
compared to skill to bring about a change in work culture.

 Kamra P.K. (2005) in the Book “Co-Operative
Management”: mentioned HRM activities in part I and
HRD activities such as training, its significance,
orientation, on the –Job training, issues of 22 training,
employee participation, and recognition of the union in
the part II of the book.
 Kolekar B.D. (2011) in his PhD thesis “A Study Of HRD
In Selected Public Sector Undertakings In
Maharashtra And Goa” :suggested to imparting long
term training,effective induction and orientation
programme,valid and reliable performance evaluation
system

 My goal is assess the existing
Induction and Orientation
programme and find out the reason
for employee absenteeism and
dissatisfaction.

 Objective of my research paper is to
review employee orientation and
induction programs and from that,
suggest what is the best program.

RESEARCH METHODOLOGY:
RESEARCH INSTRUMENT: Questionnaire and Interview
METHODS OF DATA COLLECTION:
PRIMARY DATA
Discussion with the respondents ,questionnaire.
SECONDARY DATA
Magazines , websites, newspapers, and other such
sources.

SAMPLING PLAN:
Sample Size : 25
Sampling Unit : Employee
Sample Procedure : convenient Sampling
Sampling Method : Quantative
Research Design : Descriptive research design
Survey Area : Gorakhpur

(1) Were you personally introduced to your new
colleagues, officers and other appropriate people
during your first few days in post?
Strongly disagree Disagree Neutral Agree Strongly agree
(1) (2) (3) (4) (5)
(2) Has your induction helped you understand your job,
responsibilities, and performance standard?
(1) (2) (3) (4) (5)

 (3) Have appropriate policies and procedures important to your
job (e.g. health and safety regulations, work processes, annual
and public holiday leave entitlements and how to apply for
annual leave, FOI/Data Protection) been shown to you and
explained to you?
(1) (2) (3) (4) (5)
 (4) Have you discussed/completed an induction and
orientation programme?
(1) (2) (3) (4) (5)

(5) If appropriate, have you been able to access training
or courses related to your role and/or the University?
(1) (2) (3) (4) (5)
(6) Have you been able to use required systems for your
role?
(1) (2) (3) (4) (5)
(7) Do you feel there were any areas missing from your
induction and orientation programme?
(1) (2) (3) (4) (5)

(8) If there was one aspect of your induction and
orientation that could be improved what would
it be, and how might we improve it?
Comment-
____________________________________________
____________________________________________
____________________________________________
(9) Are you aware of the Human Resources web
pages for staff?
yes( ) No( )

(10) Have you used the Human Resources web
pages for staff?
(1) (2) (3) (4) (5)
(11) What information did you need that was not
covered?
_____________________________________________________
_____________________________________________________
_____________________________________________________

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