A SUMMER PROJECT TRAINING REPORT ON

"STUDY OF EMPLOYEE INDUCTION PROGRAMME"

AT

TAL Mfg. Solutions Ltd.

SUBMITTED IN PARTIAL FULLFILLMENT OF THE REQUIREMENT OF MBA PROGRAMME

SUBMITTED BY: OF: AVINASH BHAGWAN HANDE COMPANY MBA (3RD SEMESTER) 2009

UNDER THE GUIDANCE EXTERNAL GUIDE AT MS. SHARDA SONAR (EXECUTIVE) INTERNALGUIDE Mr. PRAVIN THORAT

JSPMS JAYWANT INSTITUTE OF COMPUTER APPLICATIONS TATHAWADE, PUNE-411033 (2008-2010)

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DECLARATION

I, Mr.AVINASH BHAGWAN HANDE hereby declare that the project report on STUDY OF EMPLOYEE INDUCTION PROGRAMME IN TAL Manufacturing Solutions Ltd, Chinchwad. carried out by me during the period from 21st May to 21st July 2009 at TAL Manufacturing Solutions Ltd., Chinchwad, Pune & has not been submitted to any other University or Institute for the award of any degree etc. This declaration will hold good & in my wise belief with full consciousness.

Signature

AVINASH BHAGWAN HANDE

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CERTIFICATE

This is to certify that the Project Report entitled STUDY OF INDUCTION EMPLOYEE PROGRAMME IN TAL MFG.SOLUTIONS LTD. which is being submitted herewith for the award of the degree of Master of Business Administration of University of Pune, is the result of the original research work completed by Avinash Bhagwan Hande under my supervision and guidance and to the best of my knowledge and belief. The work embodied in this Project Report has not formed earlier the basis for the award of any degree or similar title of this or any other university or examining body.

Place: Date:

Mr. Pravin thorat

Project guide

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COMPANY CERTIFICATE
DATE:

TO WHOMESOEVER IT MAY CONCERN This is to certify that Mr.AVINASH B HANDE, student of JSPMS JAYWANT INSTITUTE OF COMPUTER APPLICATIONS has undergone the training in our organization for the duration of eight weeks from 21 May 2009 to 21 July 2009. This training was a part of his curriculum. During the above said period, he was exposed to the working of various departments in our organization. During his training he was found to be regular in attendance. He applied himself diligently and industriously towards the training assignment allotted to him. We wish him bright Success for Future Endeavour

For TAL Mfg. Solutions Ltd.

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ACKNOWLEDGEMENT
A Project Report is never successfully completed without the guidance from appropriate person. So, now it is the right time to express my sincere gratitude towards all those, who have helped me to complete the project. I am indebted to Mrs. Anuradha Das (Head - HR.) for giving me an opportunity to do this project and also Mr. Sugosh Tembre (Sr. Executive HR) for their cooperation at every stage of the project. This project report stands a testimony to the immense knowledge and experience that I have gained under their competent guidance.I am very much grateful to External Guide Ms. Sharda Sonar In Particular, I would like to thanks Mr. Bijay Das (Officer HR) Ms. Sharda Sonar (Executive HR) I would like to thank to other people working in TAL Manufacturing Solutions Ltd. for their kind co-operation in successful completion of my Project Report. I am extremely thankful to our Director Dr. Ajay Kumar who has given me the opportunity. and also the Internal Guide Prof. Pravin Thorat, whose guidance and support helped me to complete this project successfully. Without their Guidance the work would never been completed. And I am greatly to all advisers who helped me knowingly or unknowingly for getting the information and taking interest in this report. I am also thankful to entire faculty and staff of JICA, without which this project would be not a successful one. Last but not the least I would like to appreciate my parents who have always motivated me directly and indirectly to do my work with utmost Dedication. Thanking You Place: PUNE Date: [AVINASH B. HANDE]

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INDEX Table of Contents

SR NO.
1.

PARTICULARS
EXECUTIVE SUMMERY INTRODUCTION OBJECTIVES OF PROJECT REPORT SCOPE OF REPORT LIMITATIONS OF REPORT

PAGE NO
1-3

2.

PROFILE OF THE ORGANISATION VISION & MISSION INFRASTRUCTURE ORGANISATIONAL STRUCTURE PRODUCTS

4 16

3.

RESEARCH DESIGN & METHODOLOGY a) SOURCES OF DATA COLLECTION b) RESEARCH PROCESS

17 19

4. 5. 6.

CONCEPTUAL BACKGROUND DATA PRESENTATION, ANALYSIS, & INTERPRETATION FINDINGS, SUGGESTION, AND CONCLUSIONS BIBLIOGRAPHY ANNEXURE ABBREVIATIONS

20 37 38 49 50 - 52

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QUESTIONNAIRE

List of Figures, Tables and Graphs

INDEX OF FIGURES
FIGURE NO. 1. 2. 3. 4. 5. 6. History of TAL Organisational structure Research process The process of Induction Induction information Time table of Induction Programme 5 10 19 22 29 32-33 TITLE OF THE FIGURE PAGE NO.

INDEX OF TABLES
TABLE NO. 1. 2. 3. 4. 5. 6. 7. 8. 9. Material & Information Introduction with team members Schedule of Induction Programme Induction methodology & presentation Information about all Departments Effectiveness of guidelines Clarity of Induction Involvement with organization Culture & Environment TITLE OF THE TABLE PAGE NO. 38 39 40 41 42 43 44 45 46

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10. 11.

Overall Assessment Departments

47 48

INDEX OF CHARTS

CHART NO. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11.

TITLE OF THE CHART

PAGE NO.

Material & Information Introduction with team members Schedule of Induction Programme Induction methodology & presentation Information about all Departments Effectiveness of guidelines Clarity of Induction Involvement with organization Culture & Environment Overall Assessment Departments

38 39 40 41 42 43 44 45 46 47 48

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EXECUTIVE SUMMERY
Induction is an important activity for employee engagement. It provides a good opportunity to study the Employee Induction Programme at TAL Manufacturing Solutions Ltd. Project title:-STUDY OF AN INDUCTION PROGRAMME IN TAL MFG.SOLUTIONS LTD. The project duration was of 8 weeks from 21 may 2009 to 21 July 2009. During the project, data was collected from the executives & staff by taking their interview, & also used company records & annual reports. The data collected were then compiled, tabulated and analyzed. Induction of people who are new to organisation is a continuous training need for businesses which may be small or large. Much energy & efforts is devoted to Induction, often without too much effective return either for the individual(s) concerned or for the organisation.

WHAT THE INDIVIDUAL WANTS TO KNOW?

Interestingly, the early key concerns of all new entrants, irrespective of age or seniority tend to be similar for all. These early concerns are about very personal issues such as: Who is my boss and what are they like? What will I be expected to do? Whom will I be working with? Where will I be situated? What are the rules, standards etc.? Will I fit in?

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 What procedures will I have to follow?

When these personal issues are addressed the new entrants will be interested in their work and will reduce the retention ratio. The technique of data collection is through questionnaire as it is less complex and easy Three methods i.e. Graphical method ,percentage ,&average method are used as tools & techniques of analysis.

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OBJECTIVES
1) To understand methods and different components of Employee Induction Programme. 2) To study and analysis of key aspects of Induction Programme. 3) To study Pre-Induction and Post-Induction performance. 4) To study and understand symptoms of Induction Programme. 5) To study and understand different tools and techniques use in Induction Programme 6) To do case analysis of Pre-Induction and Post-Induction Programme.

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SCOPE
During the project period, opportunity to observe various HR practices & practical experience of HRM was received. It provides me the opportunity to interact with new joiners and to measure effectiveness of Induction Programme. This project also helps to increase awareness about corporate training & professional approach. TAL Mfg. Solutions Ltd. is one of the leading manufacturing solutions providers. As Induction Programme is first impression over new joiner employee should get proper & clear idea about policies & culture of organization. It also motivates new joiners & creates feeling of belongingness in them. The project report helps to find how to make Induction Programme more effective. Induction Programme has its own importance in organization. It answers to various questions raised in employees mind.

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LIMITATIONS
1) Hypothetical data is used because some data is confidential in HR. 2) Induction Programme is continuous activity. In this project only Induction Programme during the project period has been observed. 3) The project has been completed after 1st year of MBA so in-depth analysis may be having constraint. 4) Due to nature of organisation or skill set for the job Induction Programme requirement changes so applicability and methods varies with different requirement.

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COMPANY PROFILE

Generating growth through innovation has become essential for success in todays industry. In the quest to go global, you invest significantly in improving cost and quality competitiveness. You want to adapt and innovate faster than your competitors. However, have you ever thought if all your endeavours are turning into economic returns? A partner like TAL could help you generate better ROIs through its state-ofthe-art engineering solutions. TAL Manufacturing Solutions Limited (TAL) is pioneer in providing turnkey manufacturing solutions, right from concept to commissioning. Our state of the art infrastructure, superior technology and team of highly talented professionals accentuate our endeavours to serve our customers most intricate requirements. For

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over 30 years we have designed, built and delivered a range of Machine tools, Production, across various industries. Earlier TAL was part of TATA Engineering & Locomotive Co. Pvt.Ltd. (TELCO). Today, TAL is a wholly owned subsidiary of TATA Motors Ltd formed by the merger of the Machine Tool and Growth Divisions TAL had 360,000 man months of experience; Facilities spread over 78,000 sq mts.; and state of the art infrastructure bear a testimony of our ability to shape the solutions that best meet your specific needs. Headquartered in Chinchwad, Pune, the industrial hub of Maharashtra, we operate through a footprint of offices in Chennai and Delhi.

Head office & Regional office (West):

TATA Motors campus, Chinchwad, Pune: 411 033, India. Tel:+912066135509/6635632/66135633 Fax: +912066136318 e-mail: [email protected]. Website: www.tal.co.in

VISION & MISSION

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Figure No.1

Driven by Vision:
Our philosophy is enshrined in our vision statement To become a world class engineering products & Solutions Company most admired by its stakeholders. This vision steers our endeavours for constant R&D to upgrade existing product quality and introduce new offerings in the market.

Mission statement: Page | 16

Exceed Customer Expectations in everything we do Set a benchmark for products and services in the industries we serve through technological excellence.

To conduct our business by being a responsible corporate citizen by Upholding Tata Core values. To make TAL an exciting place to work through participation and innovation To foster a healthy relationship with the supply chain & channel partners to create effective value enhancement.

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Environmental, Health & Safety Policy:

We at TAL are committed to protect our environment and prevention of pollution by

Installations of equipments with pollution abatement and controls. Conservation of resources. Reduction and control generation of wastes by recycling and reuse. Proper disposal of all types of wastes to minimize adverse impact.

We will strive to maintain & improve Occupational Health and Safety by

Proactively taking safety measures to prevent ill-health and injury. Ensuring safety aspect in each process and business decisions to prevent an incidents.

Improving quality of life of employees by providing good housekeeping and safe work-environment.

We will continually improve and report Environmental, Health & Safety performance effectively through creating awareness by involving & training employees, setting & achieving Objectives & Targets at all levels and complying with all applicable legal, statutory and other requirements. This policy has been communicated to all persons working on behalf of us and readily available to the interested parties on request. TALs cutting-edge engineering solutions are meant to deliver value at every stage of your manufacturing processes. TAL is committed to provide the entire range of engineering services involved in the design, construction and commission of plants for a wide gamut of industries in India and abroad.

INFRASTRUCTURE:
TALs state-of-the-art infrastructure accentuates our endeavours to serve its customers most intricate requirements.

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TALs technical team comprises of proficient design engineers, who are backed by the latest design facilities like Auto CAD, PRO E CAD and a network of Computerised Information Systems. A unique blend of young and seasoned designers work on new products and improvements on existing products. TALs highly skilled and trained operatives facilitate putting these advanced technologies to work. Its state-of-the-art manufacturing infrastructure includes:

WALDRICH COBURG Plano Machining Centre, PMC 2500 AT-M2 DIXI' 510 5-Axis CNC Horizontal Jig Boring Machine SIP' 6A & 7A Vertical Jig Boring Machines MAS' WKV 100 Jig Boring Machines 'WALDRICH COBURG' Slideway Grinding Machines FORTUNA' Cylindrical Fine Grinding Machine STUDER' Cylindrical Fine Grinding Machine WOTAN' Internal Grinding Machines REISHAUER' Gear Grinding Machines A fully equipped Fabrication Shop, Heat Treatment facilities High precision spindles with HSK adapters for High Velocity Ingersoll Machining Centres

In-house developed software for designing and manufacturing of Multispindle Heads

TALs Quality Assurance Department is equipped with the most sophisticated Metrological instruments such as:

Laser Beam Interferometer, Talysurf Surface Roughness Checking Machine Zeiss 3 Axis Co-ordinate Measuring Machine

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The Assembly Department is provided with basic and specialised equipment Test rigs and instruments to help in building Machine Tools of exemplary class.

Controlled temperature and dust free environment (air-conditioned) is provided for Taylor and Hudson machine for surface finish checking. With technology to match international standards and a highly talented team of professionals, the company is today recognized as one of the premium companies for providing complete engineering Solutions. Our broad-based portfolio includes:

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Organizational Structure

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Figure No.2

Key Differentiators
Optimized use of standard modules to minimize cost and enhance delivery Products tested and validated using world class techniques Modular and optimized design to address current as well as future requirements Sturdy construction leading to higher rigidity Easy operation and low maintenance Improved ergonomics and proven designs Complete solution offerings; from Conceptualizing, Designing, Manufacturing, Installing , Commissioning to proving out Use of cost effective, advanced and innovative techniques and technology

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Business excellence has been embedded in the Tata Group through a holistic methodology that enables companies to heed the call of quality. We have adopted the Tata Business Excellence Model (TBEM) to achieve well-defined levels of business excellence. TBEM is a framework defining the quality movement in the TATA Group. It has been adapted in the early 1990s from the renowned Malcolm Baldrige archetype. The Model works under the aegis of Tata Quality Management Services (TQMS), an inhouse organisation mandated to help different Tata companies achieve their business objectives through specific processes. The TBEM methodology has been moulded to deliver strategic direction and drive business improvement. It contains elements that enable us to capture the best of global business processes and practices. It translates into an ability to evolve and stay in step with ever-changing business performance parameters. METAL CUTTING Our Metal Cutting - Machine Tools forms the bedrock of the industrial sector. Our range of standard and customised machines is capable of handling a wide variety of applications across various manufacturing industries. Built to perform 24 X 7, these machines offer the best available technologies. These machines offer not only Precision, Accuracy and Reliability but also provide adequate safeties to create risk free working environment. Machining Centres CNC Vertical Machining Centres Vertimach CNC Horizontal Machining Centres Hozmach Drill & Tap Centres CNC Drill & Tap Centres (DYNA Series) Special Purpose Machines

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Line Boring Machine for Cylinder Block Valve and valve Guide Machine for Cylinder Head Crankpin Milling Machine for Crankshaft CNC Journal Turning Machine for Crankshaft Fine Boring Machine for Connecting Rod Fine Boring Machine for Gear Box Transfer Lines Gear Box Cylinder Head Crankshaft Connecting Rod EQIPMENTS (EQP) TAL offers a range of special purpose conveyors suitable to handle a wide variety of materials effectively in any industry involving manufacturing processes. Our integrated material handling systems have a proven track record of facilitating processes in the automobile and heavy engineering sectors Robotics & Automation Robotic B/W Weld Lines Robotic Arc Welding Systems Robotic end of Arm Tooling-Off Line Programming and Simulation Press Line Automation

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Robotic Welding Line TAL has a wide experience in integration of processes like Spot Welding, Arc Welding, Sealant Application and Material Handling with robots. We have state of art facility for design, manufacturing, installation and commissioning of robotic lines for welding of automobile components /aggregates such as:

Exhaust/ muffler unit Axle of commercial vehicles Fuel tanks Subassemblies of construction/ agricultural equipments Main frame of two wheelers Load bodies of tippers and trucks Truck cab welding line

Passenger car welding lines Painting Systems Pre-Treatment and Cathodic Electrocoat System for Passenger Cars Acrylic CED for Two Wheelers Paint Shop Accessories Spray Painting Booth Ovens Baking

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Heat Treatment Quench Press Machines Foundry Equipment Shell Core Blower Transfer Core Shooter Gravity Die-casting Machines Shot Blasting Equipment Multiple RotoBlast Shotblasting Plants Custom Engineered Shotblasting Plants Welding, Assembly and Inspection Fixtures Semi Automatic Assembly Fixtures Heavy Welding/Assembly Fixtures for Construction Equipment Welding Manipulators Test Rigs Dynomometers Test Rigs Trans Special Projects Strech Welding Machine Clinching Tool Rivet Gun Equipment for Aluminium Smelters Assembly Systems for Automobile Plants

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MATERIAL HANDLING TAL offers a range of special purpose conveyors suitable to handle a wide variety of materials effectively in any industry involving manufacturing processes. Our integrated material handling systems have a proven track record of facilitating processes in the automobile and heavy engineering sectors. Overhead Conveyors Overhead Power & Free Conveyors Electrified Monorail Systems (EMS) Overhead Monorail Conveyors Floor Conveyors Inverted Power & Free Conveyors Skid / Roller Conveyors Chain Conveyors Slat Conveyors Lift & Carry Conveyors / Walking Beam Conveyors Inverted Monorail / Sub Tug Conveyors Auxiliary Systems Multi Level Drop Lifts (Chain Driven / Belt Driven) Manipulators Roof Loading Arrangements Autoloaders Magazines for different components Synchronizers for Different Loading and Unloading Arrangements Inversion Arrangements

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Car Parking System FLUID POWER SOLUTIONS (FPS) TAL offers a range of hydraulic solutions to cater to the construction equipment industry. Our products are cost effective hydraulic aggregate solutions for automation and motion control. Axial Piston Pumps Manual Control Valves Telescopic Cylinders Tipping Kits We design and build machine tools, equipments, test rigs, fixtures, and material handling systems, assembly and process lines for a wide range of industrial applications and integrate them to deliver complete manufacturing solution

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RESEARCH METHODOLOGY
Research can be defined as the manipulation of things, concepts or symbols for the purpose of generalizing to extend, correct or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art In short, the search for knowledge through objective and systematic method of finding solution to a problem is research.

RESEARCH DESIGN
Research design is the basic framework, which provides guidelines for the rest of the research process. The research design for this project is descriptive research

DRAFTING QUESTIONNAIRE
The questionnaire is considered as the most important thing in a survey operation. Hence it should be carefully constructed. Structured questionnaire consist of only fixed alternative questions. Such type of questionnaire is inexpensive to analysis and easy to administer. All questions are closed ended.

SAMPLING
It was divided into following parts: SAMPLING UNIVERSE The universe chooses for the research study is the employees of TAL Mfg. Solutions Ltd. POPULATION The total element of the universe from which the sample is to be selected to be studied is known as population. The populations of my research are the inductees of TAL Mfg. Solutions Ltd. SAMPLING TECHNIQUE Judgmental sampling Sample was taken on judgmental basis. The advantage of sampling are that it is much less costly, quicker and analysis will become easier.

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SAMPLE SIZE 75 employee inductees are the sample size.

DATA COLLECTION
The task of data collection begins after the research problem has been defined and research design chalked out. While deciding the method of data collection to be used for the study, the researcher should keep in mind two types of data viz. Primary and secondary data. PRIMARY DATA: The primary data are those, which are collected afresh and for the first time and thus happen to be original in character. The primary data were collected through discussion, observation and well-designed & structured questionnaires, based on the objectives. SECONDARY DATA:The secondary data are those, which have already been collected by someone else and passed through statistical process. The secondary data required of the research was collected through HR manual, Company magazines & journals and Internet etc. TOOLS & TECHNIQUES FOR ANALYSIS In this report, Charts & tables are the major tools used for analysis

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RESEARCH PROCESS

F F

Figure No.3 Where, (F) = Feed Back (Helps in controlling the subsystem to which it is transmitted) Where, (FF) = Feed Forward (Serves the vital function of providing criteria for evaluation

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INTRODUCTION

Recruitment and Training are a major cost to any organization. Employers need to maximize staff retention, so that their investment is not wasted. The initial impression of an Organisation on an employee usually stays with them, and it is therefore important to make this experience a positive one. Induction is a greatly neglected area of management policy which aims to achieve just this. Induction is a necessity for intimating new employee with organization or even for existing employees who are transferred to other functional areas. Good Induction training ensures new starters are retained, and then settled in quickly and happily to a productive role. It is skilled training and about the basics that season the employees i.e. what are the shifts, where are the notice-boards, what is the routine for holidays, sickness leaves, where is the canteen, what is the dress code. New employees also need to understand the organization's mission, goals, values and philosophy, personnel practices, health and safety rules. Induction includes an orientation about the company, the various department products and services along with a formal introduction to all staff and an overview of job roles. It is therefore important to plan an appropriate Induction Programme which marks the beginning of the employer-employee relationship. Induction is a must in every organization. In fact there are many companies that do not allow new recruits to take up responsibilities without attending the Induction session. From the point of philosophy, Induction training offers a wonderful early opportunity to establish clear foundations and expectations in terms of ethics, integrity, corporate social responsibility, and all the other converging concepts in this area that form the bedrock of all good modern responsible organizations. The guidelines to design the prefect Induction Programme: 1. Induction should be flexible and employee centric. 2. Draw a plan for whom to be involved in the Induction Programme (like HR, HODs, etc) and inform them accordingly.

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3. Employ a range of communication techniques like group discussion and presentations (Power Point/overheads/slides) as part of the training process. 4. The HR team usually handles the initial paper work like giving details about the company its history office locations, business operations, products and services, departments and their functionality, hierarchy company policies and procedures and a write up explaining the job profile, responsibilities and accountabilities of the new employee. 5. HOD or senior colleagues can provide an in-depth insight of the respective employees job and responsibilities, how their role fits into the team and the business as a whole, set performance standards and targets and identify training requirement, if needed. 6. Give the new recruits sufficient time at least two-four weeks to settle down and know the job and how to be done. 7. Maintain a performance tracking book and minutes of other regular meetings. 8. Try not to overload the employees with too much information. 9. Have a follow up appraisal to sort out any queries that they may have. 10. Ensure that all new recruits are given a positive message and consistent information. The new recruits should be made to feel welcome and accepted. 11. Before the candidate reports keep essentials like entry passes and a work station along with a working computer, phone, and other required stationary ready. 12. Other methods clued furnishing employees with an Induction manual, giving pre-employment information packs including staff handbooks with an outline of the initial programs, offers of pre-employment visits and guided of the company.

THE PROCESS OF INDUCTION Page | 33

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 training plans. The Induction coordinator has the following responsibilities: Responsibilities of Induction coordinator

Report on progress & provide feedback to the HR department

Responsibilities of induction coordinator

Devise a program to meet the requirements of the HR Department. & any other departmental requirement

Meet regularly with the new employees to review progress & identify outstanding & training gaps

Ensure all arrangements have been made

Figure No.4 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?

1. WHAT SHOULD WE TELL THEM?

There are five main categories of information that should be given to new employees. A. ORGANISATIONAL INFORMATION

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This should include information about the Organisation including size, history, and if appropriate details of who the parent company is and / or its subsidiaries. It is important that employees know exactly who it is that they are working for. B. PROCEDURAL INFORMATION This comprises information concerning organisational procedures which affect all members of staff. The information provided should include: - Terms and conditions of employment - Disciplinary and grievance procedures - Safety & House Keeping procedures - Rules on entering and leaving the premises. - Various Formats systems C. JOB INFORMATION This relates to what is necessary for a new employee to know in order to do a job effectively. The information provided should include: - A job description detailing the major tasks and accountability of the Job. - Details of any training which is involved. - Procedures for obtaining equipment, stationery, or tools. - A copy of relevant sections of an organisation chart as it is important to inform recruits not only of what they have to do but also why it is important and how it fits into the department and organization. D. PERSONAL INFORMATION This is the area which affects a new employees private life and personal needs, for example; how salaries are paid, where to eat, and the location of the toilet facilities. Everybody has anxieties on starting a new job and to have to ask about these fundamentals only adds additional stress. E. TEAM INFORMATION Team information will provide knowledge of all those things which will encourage employees to integrate into the working group. This category needs to cover the informal as well as formal aspects of working life, e.g. the fact that we all go for a pint at lunch time on Fridays can be more important to this process then knowing who the shop steward is.

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2. WHO SHOULD TELL THEM?

The golden rule governing the passing on of information is that when in doubt, the informant should be the new employees immediate line manager or supervisor. However, there are a number of people who could be involved. A. THE HUMAN RESOURCES DEPARTMENT The main role of the Human Resources department in Induction is in devising and maintaining an effective system. Initial Induction may be done in group sessions or individually, depending on the organization. In either case personnel should be responsible for providing information on specialist areas such as contracts of employment, administrative procedures of the organization, Leave administration, safety & housekeeping activities etc. They can also be responsible for passing on organizational and procedural information. B. THE IMMEDIATE This is the person who has the greatest vested interest in an effective Induction procedure and who is responsible for ensuring that the employee gets the right balance between job, personal and group factors. Induction also represents an ideal opportunity for boss and subordinate to get to know one another and to start developing their working relationship. Responsibility for the Induction of a new recruit should never be delegated. Other people in the department may become involved, but the immediate line manager should introduce them to the new employee and follow up to ensure that their work has been satisfactorily carried out. C. ON JOB- TRAINER It is a great benefit to give responsibility like invite guest, facilitate them etc. for Induction Programme to one of the new employees fellow workers. It can give the new recruit an opportunity to make a friend which will be particularly helpful in the passing on of personal and group information as well as creation of informal group. Every working group develops its own unwritten customs and habits and for someone to unwittingly contravene these customs can be both embarrassing and humiliating. D. THE SHOP STEWARD OR STAFF REPRESENTATIVE New employees should be introduced to their shop steward or staff representative. As well as being able to provide information, these people are important in making sure

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that the new employee is aware of the channels of communication within an organisation. E. DIRECTOR OR SENIOR MANAGER A short interview with one of the new recruit senior line managers will allow the recruit to recognize senior management and can give a wider appreciation of the role of the department. It also gives the new recruit an opportunity to meet manager and to monitor the effectiveness of the Induction Programme.

3. WHEN SHOULD THEY BE TOLD?

Induction is a continuing process and it creates its impact over employee for a long time. New employees are only able to take in a limited amount of information at any one time, and the aim of a systematic Induction Programme should be to cover all the ground in the shortest effective time. A. PRE-EMPLOYMENT The Induction process begins during recruitment and selection. Before joining an organization, the new employee should be aware of the important terms and conditions of employment, and these should have been provided in writing. However, the recruit also needs to be given specific instruction for the starting day. These should include: - Where and when to report - Who to ask for - What to bring - Where to park Employers should also prepare for the recruits arrival by providing: - All equipment, clothing, safety wear etc. - A timetable for people who are involved in inducting the new employee. B. DAY ONE Whatever the size of the organization, what happens on the first day at work makes a big impression. Recruits should therefore be made to feel welcome by everybody that they meet. It is usual for new employees to report to the personnel department who will cover the essential paperwork with an employee either as part of a group Induction or individually before taking them along to their department.

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Once all the necessary paperwork has been completed; bank details, Provident Fund, ESIC forms etc, organizational and procedural information (Employee Hand Book) should be given. This should include disciplinary and grievance procedures etc New employees should be introduced to the people that they are going to work with so that there are some familiar faces in the department the next day. This should include the on-job trainer allocated to the recruit. It is important to remember to restrict the information given on day one in order to maximise what is retained by the employee. C. IN THE DEPARTMENT The aim of department Induction is to ensure that new employees settle down into their work and that their levels of performance reach a set standard as soon as possible. The complexity and length of the departmental Induction Programme will vary according the job. Individuals should have their Induction Programme detailed to them by their immediate line manager or supervisor. This means that they will understand what has been planned for them and will also allow them the opportunity to prepare questions in advance, minimising the tendency to only think of important things after the event. The areas covered at this stage are job information and personal information. These can be given by the immediate line manager or supervisor and the on-job trainer. The extent of the role of the on-job trainer will be dependent on their skills and experience. D. FOLLW-UP INDUCTION Follow up of Induction Programme is one of the important activities in Employee Induction Programme. All starters should therefore be followed-up individually and problems and concerns dealt with before they result in a possible resignation. A formal follow-up Induction also gives the opportunity to impart further information. Ex.; Education and Training facilities or transfer policies, which it was not appropriate to cover in the initial Induction period. All new employees will have questions after this length of time and will probably want to know more about the organisation. It may therefore be appropriate to arrange a tour of another part of the company, Ex.; Corporate Office, Head Office or staff visits to all groups of companies etc.

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As with any type of training, it is vital to review and seek feedback after Induction training. It is useful to evaluate Induction Programmes, to identify aspects that could be improved and ensure that the process is continually improved. Indicators of an effective Induction Programme include:

An actively supportive and closely involved supervisor or manager. Accountability, ensuring Induction occurs. Professional development and learning planning being part of the Induction
process.

Tailoring to the needs of the new staff member. New staff members taking a proactive role in their own Induction.
The benefits of Induction Programmes are vast and include: It gives information about the skills and knowledge required for the job. Induction helps first time managers in a new industry to settle confidently and easily into the new role. Increased retention of newly hired employees. Improved employee morale and increases productivity. A properly crafted Induction Programme will save time and money in the long run. Money that might have ended up being spent on covering absences and hiring replacements if Induction isn't done well. It makes the employees feel welcomed and valued, and gives them a positive impression of the organization. It helps minimize employee turnover and recruitment costs. Gives an understanding of the companys mission, structure culture, policies procedures and methods of working.

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Organizations need to analyze overall feedback results from new starters, to be able to identify improvements and continuously develop Induction training planning. Feedback is also taken from staff that helps to provide the Induction training for new starters with a positive feedback and constructive suggestions.

Importance
1) Retention The changing business scenario and workforce trends have made employee retention a crucial problem that needs to be solved. An effective Employee Induction Programme is one such tool that is used for successful employee on boarding and employee retention. Employee Induction is defined as a systematic organizational effort to assist personnel to adjust readily and effectively to new assignments, so that they can contribute maximum to the working of the system. 2) Establishment of loyal connection between employee and organisation Induction programs for new recruits are increasingly becoming a common practice in most companies. Earlier a new employee would be assigned a mentor who would familiarize the entrant with the ins and outs of the company. However, now the realization of proper Induction training can better develop the connection between an employee and organization which in turns fosters loyalty and long term association. 3) Making awareness about policies, status, vision etc. The length and nature of Induction program varies according to the organizational policy. It encompass a formal training period which takes the entrant over the companys vision, past growth, business verticals, products and services as well as systems and processes. On the other hand it may be a more casual, interactive session among the new employees, senior management and old timers of the company. 4) Integration In the business world, the more effective the employees and the quicker their integration with the company, the greater will be the profit generation for an

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organization. The Employee Induction Program should be designed in such a way that it provides relevant information to the employees. Provision of reality checks through surveys, feedbacks, and appraisals help the employer ensure the effectiveness of the Induction Programme.

ORGANISATIONS VIEW
From the organization's point of view, Induction is the period which prepares the new joiner for their role and gives them the basic knowledge required to begin functioning effectively and safely from the very beginning. It is also the period during which the employer can quickly confirm the wisdom of the decision the individual has made to come and work there and make them feel welcomed and valued. The employing organization ensures that the new employee receives quite a range of information. This is explained by this design: INDUCTION INFORMATION FLOW

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Figure No.5

This gives the candidates good grasp of functions and facilitate their future functioning efficiently. Today, new recruits are expected to be self-starter from day one. Thus, it becomes mandatory to make Inductions a vital part of recruitment as it benefits both, the employer and the employee.

EMPLOYEES VIEW

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From the individual's point of view it is the period where they learn about their new organization, their new job and the people with whom they will be working. It is also the period during which they absorb the culture, ethics and standards of the business and begin to form judgments about what is acceptable and non-acceptable in terms of behaviours and inputs. The key concerns of all new entrants, irrespective of age or seniority are similar. These early concerns are:

Who is my boss? What is their designation? Who will I be working with? What are the arrangements for holidays, meal breaks and flexi time? What is my workplace like? Will I have all the equipment I need? What are the rules, standards etc which are to be followed by me?

When these personal issues are addressed, the new entrants get interested for their work and which will reduce the retention ratio.

INDUCTION PROGRAMME AT TAL

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An induction process is absolutely vital for new hires. Good induction training ensures new hires are settled in quickly and happily to a productive role. Induction training is more than skills training. The joiner should know Where the notice board is, what's the routine for holidays, sickness; where's the canteen, and so on; and just as Importantly about training in the way we do things here - what's the dress code etc. Research has shown that an effective induction is critical to both early productivity and long term employee retention. TAL aim to familiarize all new employees with the Organisation, its history and work culture and its vision for the future. In keeping with the above a smooth Induction Program is conducted by TAL. The Induction Manual of TAL is an attempt to encapsulate some of its important aspects. After 1 or 2 weeks of joining Induction Program is conducted to all new employees in a separate Conference Room. It takes at least 2/3 days. The concerned departmental Heads and HR share responsibility for orienting new or transferred employees to the department. This includes introduction to other employees, familiarizing them with the importance policies & procedures, discussion of role & expectations & description of opportunities & benefits available in the organization. PLANNING OF INDUCTION PROGRAMME:Planning is the most important factor before any activity. While scheduling Induction Program of TAL, as it is a first impression of organisation on new hires so that it should be well planned. There are some steps included in this planning which are as follows: -

1) Interaction with all department Heads:

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TAL has major 5 departments in it. So for scheduling the time table of Induction Program suitable dates for all departmental heads should be taken in to consideration and then it should be done accordingly, is the first step in Induction Planning. 2) Scheduled time table for Induction:After getting suitable and common dates from departmental Heads, HR department schedule induction time table of two days (Generally Induction Program of TAL is of two days) and communicate this time table to departmental Heads and all new joiners. Example of the same is as follows,
Induction Program 5th Oct 08 - 8th Oct 08 Venue: New Conference Room (PDO, 1st Floor) Day & Date Dept. HR /Corporate Communication/IR TKC Systems Dept. Lunch (12.30 to 1.15) Sunday, 5th Oct 08 Finance Medical Benefits Tea break (3.15 to 3.30) Shop Floor Visit Stores Visit From HR From HR 3:30 - 4:15 4:15 - 5:00 1:30 - 2:15 2:15 to 3:15 Assigned Officials Time 9.30 to 11:00 11.00 to 11:45 11:45 to 12.30

Monday, 6th Oct 08

MTD (Manufacturing & Design) Mktg (MTD) Equipment/MHD Lunch (12:30 to 1:15) Mktg - Robotics & Fixtures QA Tea Break (3:15 to 3:30)

9.30 to 10:30 10:30 to 11:45 11.45 to 12.30

1:30 - 2:15 2:15 to 3:15

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Strategic Sourcing Stores Visit

3:30 - 4:15 4:15 - 5:00

Tuesday, 7th Day 08

Training on MS Excel at Trainers Office

9.30 to 5.00

Wednesday 8th Oct 08

Training on Power Point at Trainers Office Feedback Sharing with HR

9.30 to 4.30 4.30 to 5.00

3) Inform to new employees :Whatever the time table scheduled by HR, they communicate this schedule with new hires by sending e-mail or by telephone and invite them for Induction Programme.

ACTUAL DAY OF PROGRAMME:On the actual day of Induction Programme it is a total responsibility of HR Department to handle, arrange & manage all requirements of program. It includes, a) Arrangement of Conference Hall b) Arrangement of presentation tools & dais. c) Welcome inductees at reception.etc. d) Various sessions of various departments:As induction program gives in detail information about organization to new hires. It is essential to conduct at least one session of each SBU. In Induction Program of TAL, any assigned official of each SBU delivers a session on their departments objectives, functions, products and other necessary information. There are several other authorities also who addresses inductees which are as follows: Head HR/ IR/ Corporate Communication Department Heads

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Special Invitees MDs Speech In this step HR department organize shop floor visit for inductees

e) Visit to shop floor:-

f) Trainings:TAL arrange various training program for inductees which are as follows, Training on MS Excel at Trainers Office. Training on MS Power point at Trainers Office. TCOC Training TBEM Training

INTRODUCTION WITH STAFF Introduction to important staff members (not just a quick hello but sufficient time to get acquainted and identify their exact job role) in a comfortable/ casual atmosphere. 2.Organisational Overview: Introduction of TAL through company presentation and Vision, Mission, Business priorities or Strategic Objectives. Message from MD, Director & Head through pre recorded Audio & Video. Product Information & Training. History of TAL. Organisational Structure which shows hierarchy flow Chart of the organization, and what would be employees growth plan. 3.Tour of Location or Introduction:-

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Tour of the building, pointing out fire exits, bathrooms, meeting rooms, boardrooms, useful offices such as IT support staff, administration staff etc. Dont forget to show them where to find office stationery and the position of photocopiers / faxes. Understanding Major Process flows & products of TAL (Concerned Department process study in detail.) Meeting Department Heads. Shadowing: Meeting People of Similar Grade in the respective Department. 4. Organisation rules, facilities, benefits & health & safety: Instruction about various processes/ facilities/ Rules & Regulations of the organization and information about how to complete day to day tasks and where to find the necessary folders / files. Health and safety training as necessary dependent on job role; may include items such as manual handling and where to find the health and safety notice board. Awareness should be provided on the following sub Headings: Security LAN Infrastructure Requisition Reimbursements Allowances Medical Reimbursements Attendance and Attendance Regularization Leave Card Legal Compliances Code of Conduct-TAL, Rules & Regulations Company Policies Shift Timings Other Forms , Documents and Instructions

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Security Process to enter TAL Manufacturing Solutions Ltd:

Obtain the gate pass from the Security office at the main entrance gate of TATA Motors, Chinchwad. Your Pass Number will be given to you over the telephone as soon as you report at the Security office at the main entrance gate of TATA Motors, Chinchwad.

You are supposed to carry the visitors pass with you till the time you are in TAL Manufacturing solution & submit the same back to the Security Office at the main gate every time you exit the premises of TATA Motors.

You are not allowed to bring your Laptop, mobile with camera, pen drive, etc. without prior written permission from the Officer In charge of TAL Manufacturing Solutions Ltd.

5. Work schedule:It includes following things Hours of work Holidays Attendance Leave rules Lunch hours

6. Benefits Provided:

Canteen Transportation Parivar Suraksha Yojana

Discounts on TATAs product

8. HR Policies:-

It includes, Probation Confirmation

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HR records Discipline or Grievance handling Career path

9. Introduction:It is important for every employee to get information about, Their own department Insight into other departments Department members Sr, Management

10. Functions of Department and related departments The employee should have proper information about department in which he or she placed. It includes following aspects, Departments business priorities Departments role and accountabilities Accountabilities of each member New members position and accountabilities in the Department Managers expectation from members

Kits handover to new employees:-

Thus, TAL conducts a smooth Induction Programme because it is the process of receiving and welcoming an employee when he first joins a company and giving him the basic information he needs to settle down
quickly & happily & start work.

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1. Whether you satisfy with the content & information provided in Induction Programme? Table no.1 Response Yes Mainly Yes Partly Mainly No No No. of respondent 50 17 8 0 0 Percentage (%) 67 22 11 0 0

Chart no.1

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INTER PRETATION:
Out of 75 employees 50(67%) employees are completely satisfied about material & information provided at the time of Induction programme. 17(22%0 not too but satisfy & remaining 8(11%) are partly means dissatisfied about same Employees in organisation are satisfied with material & information provided in Induction Programme 2. Did you get proper introduction with your team members?

Table no.2 Response To Best Extent To Better Extent To Some Extent To Poor Extent No. of respondent 8 42 25 0 Percentage (%) 11 56 33 0

Chart no.2

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INTERPRETATION:
As shown in above graph most of employees means 42(56%) & 8(11%) are positive in response, and remaining 25(33%) are of negative view. Above figures shows that employee get proper introduction with their team members. 3. Whether you satisfied with schedule of Induction Programme?

Table no.3 Response Very Good Satisfactory Unsatisfactory Chart no. 3 No. of respondent 4 70 1 Percentage (%) 5 93 2

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INTERPRETATION:
Most of the employees i.e.70 (93%) are averagely satisfied about schedule & only 4(5%) are perfectly satisfy, remaining 1(2%) are dissatisfied. As figures shows, the schedule of Induction Programme is satisfactory.

4. What do you think about Induction methodology & presentation? Table no.4 Response Excellent Good Average Below than Average Poor Chart no.4 No. of respondent 0 50 25 0 0 Percentage (%) 0 67 33 0 0

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INTERPRETATION:
Out of 75 employees 50(67%) employees are of positive view & remaining 25(33%) are of average view. It shows need for improvement. As shown in chart Induction methodology & presentation is inadequate.\ 5. Do you think Induction Programme gives (in dept) information about all departments? Table no.5 Response Yes Mainly Yes Partly Mainly No No No. of respondent 33 17 25 0 0 Percentage (%) 45 22 33 0 0

Chart no.5

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INTERPRETATION:
As from above graph responses like yes-33(45%) & mainly yes-17(22%) are positive about question and remaining 25(33%) are view of negative response. Here, above chart shows that Induction Programme gives in-depth information about all departments 6. What is your opinion about effectiveness of organisational information & guidelines given to you at the time of Induction? Table no.6 Response Excellent Good Better Poor No. of respondent 8 50 17 0 Percentage (%) 11 67 22 0

Chart no.6

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INTERPRETATION:
As most of employees are responses like Excellent 8(11%), good 50(67%) are in fever of positive response and remaining 17(22%) are closed to negative response. The organisational information and guidelines given to inductee at the time of Induction is quite effective. 7. Are you satisfy with clarity of Induction Programme? Table no.7 Response Yes Mainly Yes Partly Mainly No No No. of respondent 25 17 33 0 0 Percentage (%) 33 22 45 0 0

Chart no.7

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INTER PRETATION:
Most of employees give positive response [yes-25(33%), mainly yes-17(22%)], but option wise ratio indicate negative response as 33(45%) employees are of negative response. Above figures shows that employee are satisfied with clarity of Induction Programme. 8. Did Induction Programme helpful to you to involve yourself with your team & organisation? Table no.8 Response Yes Mainly Yes Partly Mainly No No No. of respondent 17 42 17 0 0 Percentage (%) 22 56 22 0 0

Chart no.8

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INTERPRETATION:
Out of 75 employees 17(22%) employees are partly agreed with question and remaining 59(78%) are of completely positive view. Above chart shows that Induction Programme is helpful for employee.

9. Does Induction Programme helps you to coherent with culture & environment of organisation? (Please give ratings) Table no.9 Response 100% 70%-100% 50%-70% 20%-50% Below than 20% No. of respondent 0 33 25 17 0 Percentage (%) 0 45 33 22 0

Chart no.9

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INTERPRETATION:
As shown in above graph 33(45%) employees are rated 70%-100%, 25(33%) are rated 50%-70% & remaining 17(22%) are rated 20%-50%. Above ratings shows that Induction Programme helpful for employee to coherent with culture & environment of organisation. 10. How you can assess overall Induction Programme? Table no.10 Response (A+)-100% (A)-75% (B+)-50% (B)-25% (C)-0% No. of respondent 0 42 33 0 0 Percentage (%) 0 45 55 0 0

Chart no.10

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INTERPRETATION:
Most of employees [42(45%)] gives ratings A & remaining [33(55%)] gives B+ rating. 11. Which dept's Induction do you like most? Table no.11 Department MTD MHD HR MKTG EQP ABU MD-CORP No. of respondent 5 1 2 3 2 61 1 Percentage (%) 7 1 3 4 3 81 1

Chart no.11

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INTERPRETATION:
Out of 75 employees most of employees [61(81%)] give preference to ABU, 5(7%) to MTD, 3(4%) to MKTG, 2(3%) to HR, 2(3%) to EQP, 1(1%) to MHD & 1(1%) to MD-CORP. Induction session of ABU is best one. 12. Any suggestions in general to improve the overall programme. (Suggestions from employees)

1. More information on shared services. 2. Rotation in different departments. 3. Visit to shop floor & plant. 4. Explaining general functions of each business unit

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FINDINGS
1. Induction Programme provides in-depth information of other departments & their functions. 2. Most of the employee said that the programme helped them to involve with team & organization perfectly. 3. Induction Programme of ABU dept. is an ideal for Induction because of several innovative techniques. 4. Most of the employees (67%) are satisfied with content & information provided by Induction Programme.

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5. Lack of appropriate explanation of general functions of each business unit.

SUGGISSIONS
1. As most of the employees suggested in suggestions, while Induction Programmes there should be visit to shop floor. 2. In organisation it is impossible to conduct Induction for small number of recruits. So in case of such recruits they have to wait for Induction that is why the period between joining organization and Induction Programme should not be long.

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3. Innovative ideas should be employed while conducting Induction such as on the job Induction Programme 4. To make Induction Programme more effective there should be an Induction journal of organization which helps to get proper feedback from employees.

CONCLUSION
An Induction process is an extreme necessity for new hires which must be given by the company in the best possible manner. Good Induction training ensures new employees are prepared for companys production department At TAL Mfg. Solutions Ltd. I get opportunity to observe Employee Induction Programme.

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Induction is nothing but first appearance of both inductee and Organisation for each other. It creates memorable impact over minds of inductee In TAL Mfg Solutions Ltd.,every SBU has some innovative things to explain or to present before inductee, specially SBU like Aerospace Business Unit it attract inductees attention and make Induction Programme interesting. I take Induction feedback of GETs, Management trainees, transferred employees etc. From each SBU. Whatever suggestions given by them are outcome of the induction programme and which is represented as data interpretation As we know every organisation has its own policies, techniques, plans and rules, this overall include in Induction in TAL.Every SBU explain this all to inductees. I used different books for reference, which are mentioned in Bibliography. I used research techniques as per guidance of company, college guide and text book I would ultimately conclude that the HR department at TAL links between the employees and the management. It is responsible to bridge the gap between the various departments in the organization. Definitely, the way through which TAL conducting Induction is excellent still some improvement like visit to shopfloor, feedback journal which will prove a feather in the cap of HR practices.

BIBLIOGRAPHY

COMPANY JORNALS
1. SUR TAL 2. HR Manual

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BOOKS
1. Human Resources Management- Anjali Ghanekar 2. Human Resources Management - K. Ashwathappa 3. Research Methodology-C.R.Kothari

WEBSITES
1. www.tal.co.in 2. www.google.com 3. www.scribd.com

ANNEXTURE
ABBREVIATIONS
Sr. No. 1. 2. 3. Abbreviations Ltd. Mfg. Co. Meaning Limited Manufacturing Company

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4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20.

Pvt. Dept. MTD MHD HR ABU EQP MKTG MD-CORP SBU HOD GET R&D ROI HRM MBA JSPM

Private Department Machine Tool Division Material Handling Department Human Resources Aerospace Business Unit Equipment Marketing Managing Director-Corporate Office Strategic Business Unit Head Of Department Graduate Engineering Trainee Research & Development Return On Investment Human Resource Management Master in Business Administration Jayawant Shikshan Prasarak Mandal

QUESTIONNAIRE
Dear Sir / Maam, I Avinash B Hande, doing MBA-2nd year, from JICA Institute. I am doing my project in HR department since 21st May 09.As a part of this project I have to make questionnaire for getting your opinion and my topic for the project is Study of Induction Programme. So, requesting you to give me your valuable time for the same.

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(Note:-please tick () appropriate option.)

1] Whether you satisfy with the content & information provided in Induction Programme? Ans: a) Yes b) Mainly Yes c) Partly d) Mainly No e) No

2] Did you get proper introduction with your team members? Ans: a) To Best Extent extent 3] Whether you satisfied with schedule of Induction Programme? Ans: a) Very Good b) Satisfactory c) Unsatisfactory b) To Better Extent c) To Some Extent d) To Poor

4] What do you think about Induction methodology & presentation? Ans: a) Excellent b) Good c) Average d) Below than average e) Poor

5] Do you think Induction Programme gives (in dept) information about all departments? Ans: a) Yes b) Mainly Yes c) Partly d) Mainly No e) No

6] What is your opinion about effectiveness of organizational information & guidelines given to you at the time of Induction? Ans: a) Excellent b) Good c) Average d) Poor

7] Are you satisfy with clarity of Induction Programme? Ans: a) Yes b) Mainly Yes c) Partly d) Mainly No e) No

8] Did Induction Programme helpful to you to involve yourself with your team & organisation? Ans: a) Yes b) Mainly Yes c) Partly d) Mainly No e) No

9] Does Induction Programme helps you to coherent with culture & environment of organisation? (Please give ratings)

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Ans:

a) 100%

b) 70% -100%

c) 50%-70% d) 20%-50% e) Below

than 20% 11] How you can assess overall Induction Programme? C B B+ A A+

0%

25%

50%

75%

100%

12] Please indicate your feedback on any particular depts Induction you liked most & Why? Ans:

13] Any suggestions in general to improve the overall programme. Ans:

Thank you for your participation and support.

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