1 . EXECUTIVE SUMMARY The Indian E commerce industry is a very fast growing industry ,and in this industry the most upcoming industry model is the On Demand Home Service platform which is a model having a lot of demand due to change in peoples lifestyle. The large On Demand Home Service players consists of large players like UrbanClap , What Fix and many more which have given customers to choose from large variety of services on the tip of your finger tips with flexibility to schedule technician visits as per the customers availability.
This project is undertaken as a part of the curriculum MBA on the topic “A Study on induction program for Blue collar employees at Housejoy Bangalore. The objective of the report are mainly to understand how the induction program for blue collar employees at Housejoy can be improved so that the employees have a better understanding about the functioning and process of the organization clearly before they are put to perform tasks. Report is based on the survey conducted with the beauticians from the Domlur hub. The data collected for the study was conducted through a structured questionnaire and the number of respondents was 100.
The study found out that majority of employees being hired for the role of beauticians were in the age group of 18 to 32 years. The findings also indicated that the induction program topics were all outdated and also the new employees were having doubts related to the business process since the induction program duration was very short. The findings also showed that the HR never conducted a feedback or doubt clearing session for the employees.
The suggestions that would help to improve the induction program in future time is by the duration of the induction program should be longer which means that it should be conducted either once in 2 weeks , monthly , quarterly , every six months or yearly this will help them understand the processes better. The HR should also see to that they are well prepared in advance with all the required material and presentations so that the induction program can be conducted easily and effectively. The company can also see to that the induction program is interactive and interesting instead of having a monotonous induction program , this will help improve the level of interest of the employees and also make them relate to their roles , responsibilities and organization standards easily.
2. INTRODUCTION Human resource is one of the most important asset of any business . The people who make up the organization go a long way toward making the organization successful , whether they are employees, managers, consultants or others. HR refers to the recruitment and management of people, compliance with the laws.
The challenges for a HR are workforce planning , interview process , company branding and company environment , support and training , grievance handling , job posting , performance review and many more.
B.P. Billimoria defined induction as “a technique by which a new employee is rehabilitated into the changed surroundings and introduced to the practices, policies and purposes of the organization.”
Induction Program
2.1 Definition of the tem induction.
An induction is the method used within an organization to welcome the new employees to the company and prepare them for the new organizations requirements .The induction includes development of theoretical and practical skills , but also meet interaction needs that exist among new employees.
2.2 Objectives of induction .
When a new employee joins an organization, he or she is a stranger to the co-workers, workplace and work environment. He or she may feel insecure, shy and nervous. The first few days may be all anxious and disturbing ones for the new employee . Induction helps to reduce such anxieties and eliminate doubts and nervousness from the mind of the new employees.
2.3 A typical induction program will mostly consist of the following ;
Health & safety guidelines
Regulatory requirements for example bank forms
Introduction to rules and conditions
Basic introduction to the company functions, vision , mission and other details.
Completion of government requirement like PF , ESI
Introduction to the reporting manger and other managers.
2.4 Importance of Induction Program
To make the new employee comfortable with their workplace.
To inform them about the organizations expectation , policies , management levels and business models.
To explain the organization vision, mission and goals.
To introduce them to their team and their reporting manager.
2.5 Disadvantage of Induction Program
Lack of trained staff to conduct induction program.
Time consuming
Communication problem due to language difference
Outdated induction materials.
2.6 Content of induction program
1. Brief history of the organization.
2. Organizational mission, vision, objectives and philosophies.
3. Policies and procedures of the organization.
4. Rules and regulation of the organization.
5. Organizational structure and authority relationship.
6. Terms and conditions of job including remuneration, working hours, holidays, promotional avenues, etc.
7. Welfare measures like subsidized canteen, transport, health and recreation facilities, etc.
8. Safety measures.
2.7 Content of an Induction Program
The induction program may be either formal or informal depending which the organization will follow ;
Informal Induction:
It is an unplanned induction program. This may be simply an introduction to the new employees about their role , responsibilities and organization. This type of induction programme is generally carried out by the medium and small-scale organizations. Usually an informal induction programme needs to be brief- lasting for one hour or more.
Informal induction program are of two types :
(i) Supervisory System:
In this system, the immediate job supervisor carries out the induction program for the new employee. The supervisor briefs the new employee about the job, the department, introduces to the colleagues, and takes him round the sections/divisions which are related to his job.
(ii) Buddy or sponsor system:
In ‘Buddy System’, the senior supervisor assigns the responsibility of induction of the new employee to an old employee. The old employee acts as friend, philosopher and guide to the new employee.
Formal Induction:
Formal induction is a planned programme carried out to make the new employee comfortable with new organization. This is usually carried out by the large size organization. A good induction program is carefully designed to introduce the new employee to all about his job, colleagues and organization.
Industrial ProfileThe nascent on-demand services segment where consumers can request for a home service using the web or an app has the potential to grow at a full fledge industry, according to expert ,with existing companies increasing their scale and new companies entering the segment .
Popular on-demand home services include furniture on rent , hiring maids , health and fitness , beauty , plumbing , construction , among others.
3.1 Home service industry opportunity for India :-
The multi-billion dollar organized home services industry in India is still in its nascent stage with multiple service providers, from having single dedicated service segment (plumbing/electrician) to others providing host of services (key making, electrician requirements, nurse services etc. to booking Helicopter rides) with a click. Most of these service providers are steadily trying to improve product offerings to create a ‘one app for all services’ to gain traffic to their site, increase their market presence and thus, hoping to create a national footprint.
Home services industry, historically in India, has been an unorganized market and any or all services were either sourced from the open marketplace or from the experience of family and friends. The industry also thrived on unskilled laborers primarily due to the low-cost of delivery and on the abundance of manpower. The industry was also largely driven by large brands, mostly for electronic goods, providing annual maintenance contract as brand extensions for nominal costs.
The ripples of the new age organized and skilled workers are slowly gaining access to the common man’s home primarily due to the ease of service search (app based), cost benefits and skilled technicians, compared to the open marketplace.
In the wake of a growing consumer base, service bouquet and the void of any organized platform, investments in this space have also gathered a huge positive response from investors across the globe and many home service providers have already been invested in or are in the verge of being invested. The home service industry is getting organized and service providers and investors are realizing the unlocked potential of this sector. Though most of the home service providers are looking at extending their services across major cities in India, few of them are also considering the potential of tier I and II locations. Many industry sources claim that the current home service industry is sized between $100-400 billion.
With only 12% Internet penetration in the country, India is an unlocked opportunity and the market acquisition probability in the home services space is limitless. On the other hand, India’s fast growing mobile telephony services with over 980 million users and with the number of Smartphone users estimated to sharply rise to around 650 million in 2019 from 140 million in 2014, the home service industry is bound to gain tremendously from its growth.
The industry is evolving on the basis of consumer requirements and having presence through apps is now more meaningful only when the consumer can avail services as and when desired. The whole purpose of being easily accessible on mobile through apps is for the consumer to experience seamless service satisfaction, a challenge that has led to create a 360-degree consumer experiential program from downloading apps, logging in, service selections, and payment gateways in the front-end to skill and etiquette training for technicians, tele-calling to consumer complain centre’s in the back-end.
The home services industry has also been an opportunity provider in creating employment and entrepreneur possibilities for the unorganized market. Many semi-skilled laborers/technicians are now a part of this growing eco-system that provides them an opportunity of skill enhancement, regular employability and the option to also work as freelancers in their own capacity.
Company profileHouse joy is a pioneer in providing high quality, on-demand residential services in Bangalore ,Mumbai , Chennai , Hyderabad , Pune and other major cities .House joy has a dynamic team , having capable and trusted professionals who perform a wide variety of common home repairs and maintenance services. They offer a wide range of home services to make the customers life easy.
House joy provides services like high quality plumbing , electrical services , home cleaning ,computer repair and other tasks that need a specialist hand. They are committed to offer competitive prices without compromising workmanship and quality.
They have also introduced specialized services such as in-house bridal makeup , beauty services which one can schedule at ones place easily and conveniently. Housejoy also provides laundry and dry-cleaning with pickup and delivery right from the customers doorsteps.
4.1 Nature of the business :-
House joy is an on demand home services marketplace startup that provides services like plumbing , electric services ,home cleaning , computer repair , beauty service and many other services through their online website or through their app which can be downloaded from goggle play. The nature of the business is to provide customer with a one stop service platform from where they can choose variety of services and schedule the services as per their convenience.
House joy caters to both “Business to Customer” and “Business to Business” services, under their business to business services they provide services like Integrated Facility Services (IFMS) , Soft FM , Hard FM and Business Support Services. The services are explained in detail as follows;
Integrated Facility Services (IFMS) :- In house joy the experts embrace in delivering wide-ranging Soft and Hard FM services within its varied delivery practices. They provide a full range of facilities services individually or as a part of an integrated solution so that their clients can concentrate on core areas and leave the noncore areas for house joy to maintain.
Soft FM:- In house joy their Soft FM services include cleaning and Hygiene , office support , horticulture maintenance , waste management , Mechanized sweeping public , MC Areas – roads , FACADE Cleaning high rise glass , manpower services , supplies and consumable.
Hard FM:- Directly employed Technicians , Supervisor Operator ; Engineers to carry out most operations ; maintenance activities , with support from SOP , approved suppliers and OEMS.
Business Support Service :- Under this service category they provide Pest Management , Catering and Food Services , Laundry Services , Guest house management , Payroll ; Compliance ; Documentation Management , Manpower Services ( Customized Skill Supply GDA , Semi – Skilled , Skilled) , Manned Guarding ; Security Systems and Fleet and Transportation.
4.2 Product Profile :-
Soft FM :-
Our Soft services include a comprehensive array of service ; solutions.:
Cleaning and Hygiene
Office Support -Reception, Mailroom, Stores, Pantry ; Office Boys
Horticulture Maintenance – Gardening and landscaping, Pots ; Plants Supplies Maintenance / Management
Waste Management
Mechanized Sweeping Public, MC Areas -Roads
FAÇADE Cleaning High Rise Glass
Manpower Services- Job contract
Scheduled ; Specialized Cleaning Services-floor carpet chairs sofa upholstery
Supplies and Consumable
Corp ; Residential Concierge – Housejoy-B2C
Hard FM:-
Directly employed Technicians, Supervisors Operators ; Engineers to carry out most operations ; maintenance activities, with support from SOP, approved suppliers, OEM, s necessary.
Operations ; Maintenance- Engineering Services
Scheduled and Proactive, Reactive maintenance-Electricals, DG
BMS
Air conditioning, HVAC
Repairs ; Maintenance Comprehensive
AMC AND LIASIONING
Water and Plumbing
STP, ETP, WTP
Carpentry and Civil Maintenance
Fire and Alarm, CCTv, Electronic security Systems,
UPS and Appliances, Utilities
Lifts ; Escalators
Testing Electricals
Business Support Services :-
Pest Management- General, Termite etc
Catering ; Food Services -Onsite
Laundry Services
Guest House Management (Comprehensive)
Payroll ; Compliance ; Document Management
Manpower Services (Customized Skill Supply GDA, Semi-skilled, Skilled)
Manned Guarding ; Security Systems
Fleet ; Transportation, Parking Management
Specialized B2C Housejoy Services :-
Driving
4875530565154953057785
Gifts
-64389017780
HealthCare
-643890150495
4.3 Vision ; Mission of House Joy :-
Mission :- To become the preferred choice of household for their day to day home and personal service needs.
Vision :-
Constantly Delight the Customers
We strive to build exceptional process and products that delight our customers and service providers.
The best marketing is word-of-mouth from passionate and loyal users . We go an extra mile to make that happen.
Act with Urgency
Have a strong bias for action.
Make Impact each day
We value smart people who have fire in the belly to make things happen and show impact.
Have fun and respect each other.
4.4 Acquisitions:-
Laundry Services Player – MyWash.in
Tech Startup – Orobind
4.5 Area of operation :-
They are presently in 6 cities which are as follows;
Bangalore – Corporate Office
Hyderabad
Chennai
Mumbai ; Navi Mumbai
Pune
Delhi , Gurgaon ; Noida
4.6 Competitors Information :-
The On Demand Home Service Competitors are as follows;
Urban Clap:- is a mobile marketplace for a gamut of services like house cleaning and beauty services at home to interior designing and wedding photography. It was started in October 2014 by Abhiraj Bhal, Varun Khaitan and Raghav Chandra. UrbanClap has 10,000 live professionals on the platform across four cities — Delhi-NCR, Mumbai, Bangalore and Chennai.
Local Oye :- is a mobile marketplace for hiring local service professionals. It allows users accessibility to services like tutors, home services, wellness experts and help with events, using their mobile app. The company was founded in 2013 by Aditya Rao and Anupam Tulsiyan
Doormint:- Launched in January 2015 by Naman Lahoty, Abhinav Agarwal and Piyush Ranjan, Doormint offers on-demand consumer services such as electricians, plumbers, carpenters, electronics appliance repair, and pest control.
UrbanPro:- It was founded in 2012 by Rakesh Kalra. With over three lakh professionals, five lakh consumers and over a million visits a month, UrbanPro aims at connecting consumers with professionals across a variety of verticals.
TaskBob:- Founded in 2014, Mumbai-based on-demand home and services startup, TaskBob offers instant home services by sending a serviceman to people doorstep to fix their household appliances.
QuikrEasy:- is an on-demand home services platform and we are currently operating in Mumbai, Navi Mumbai, Thane, Pune, Delhi, Gurgaon, rest of NCR and Bangalore . We offer an array of services which include Plumbing, Electrician, Carpenter, AC Repair, Appliances etc Repair, Home Spa, Sofa Spa, Car Spa, Carpet Spa and Pest Control.
4.7 Work Flow Model :-
Business to Customer Model :-
1
2
3
DOWNLOAD THE APP ; PICK A SERVICE
BOOK ONLINE
PAY AFTER WORK IS DONE
The Business to Customer Model is explained below ;
33337521590First we have to download the app from Google play store. Once we have downloaded the app we will then run the application.
On running the application the first screen we will see is the login screen where we will have to enter the mobile number and select continue option.
If the user has an account already then the user can simply sign in and access their account.
33083588900After selecting continue the app will show the OTP screen where we have to either enter the OTP number which is sent by message or the app with automatically update the OTP number.
After that we will select the Login option and the account will start to function , where the home screen with all the categories will appear.
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The home screen with all the services will appear from where the customers can choose wide category of services suiting their needs .
The app consists of all the services which have been mentioned in the B2C.
34925029845If for example the customer has chosen appliance services and under that he will have variety of options to chose from like AC , Washing Machine etc .The customer will select the option for example refrigerator, the following screen will appear. On selecting the Refrigeration option the following details on the screenshot will appear, from which the customer would have to choose what type of refrigerator service he or she wants.
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On selecting options, the service cost will appear depending on the service which has been selected. After that the customer will have to click on the option ADD TO CART .
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Once the service has been added to the basket the PROCEED to option will appear. After that the next following screen will appear.
26035041910Once the customer has selected the PROCEED option, the next screen which will appear is the SCHEDULE AN APPOINTMENT . On this screen the customer can select which dates are suitable and which time slot is convenient for the service provider to visit the location after that the customer would have to select CONTINUE option.
313690118745Once the suitable slots has been confirmed by the customer the Order Summary screen will appear where the details of the service opted and the cost breakout are also mentioned. The customer also has the option to even apply promo code if he has valid code which would help him gain few benefits.
Once customer is fine with the cost, the customer will have to select the option CONFIRM ORDER which will block the slot.
Business to Business Model
1
2
3
VISIT THE WEBSITE
REQUEST FOR A CALLBACK
HOUSEJOY REPRESENTATIVE WILL CALLBACK
4
5
6
CARRYOUT INSPECTION OF LOCATION
PREPARE A
QUOTATN
PROVIDE THE SERVICE
The Business to Business model is basically for large contract jobs. In this workflow model the client who wants to avail or enquire the service will have to visit the website (www.housejoy.in).When the client visits the website and select the option FACILITIES SERVICE , the client would be diverted to another screen where the client would have to fill in a Request Form with all the details. Doing so a representative from House Joy will contact the client and understand the clients requirement and visit the site and as per the clients need a quotation will be prepared and sent to the client.
Once the client has approved the quotation the technician will visit the location and the service would be provided and once the service is completed the payment would be done.
4.8 FUTURE GROWTH AND PROSPECTS
Digital influence in every aspect of our lives has never been more profound. From retail to transportation and from financial services to something like watching a movie, digital disruption and creativity has given birth to an entirely new generation of companies.
Leveraging the might of technology, home services as a sector has been seeing considerable interest as it looks to link local services to consumers. Whether it is dispatching somebody to repair faulty appliances, getting clothes washed, ironed and delivered to you on your doorstep or having a fitness instructor train you at home, startups, in an attempt to organize this highly fragmented sector, are offering these and many more at the click of a button.
Like e-commerce, this sector always existed in a largely unorganized form. Still, the behavior of people changed with the entry of these startups because of many factors including convenience, access to options and attractive pricing.
MCKINSEYS’S 7S FRAMEWORK83820046990
Hard Ss
Soft Ss
“Hard” elements are easier to define or identify and management can directly influence them: These are strategy statements; organization charts and reporting lines; and formal processes and IT systems.
“Soft” elements, on the other hand, can be more difficult to describe, and are less tangible and more influenced by culture. However, these soft elements are as important as the hard elements if the organization is going to be successful.
5.1 Strategy
The strategy of the company is to be the best on demand service provider across India and to be able to cater to all the customer’s needs when it comes to home services. They intend to achieve their objectives by providing timely and quality services to the customers , by being able to understand the current market need of the customers and make necessary changes to the services so that the customer feels that we care about them and we do understand what services they want and this help to make the customer feel how important they are to House Joy. The changes in customer demand is closely studied by the market research team who studies the changing customer tastes and demands and appropriate information is sent to the category team who studies the information in detail and makes the needed changes to the services.
-3524252844805.2 Structure
The company team is divided into Senior Manager of HR who handles HR functions and Admin functions, VP Operations handles all the location where House Joy is present like Gurgaon , Bangalore , Mumbai , Chennai , Hyderabad and the Assistant Manager of Supply also reports to VP Operation. The other teams which are present are VP Category and Analytics to which the marketing ,Customer Support, Analytics and category team reports to .The other teams are VP Product to which Digital Marketing and Product and design team reports to, then we have the Senior Customer Experience team to which the Escalation team reports to then we have the CTO to whom the tech team reports to and the finance controller manages the finance and account team .The other team is the VP B2B to which the B2B team reports to. The decision making process in House Joy is decentralized since every individual at the management and middle level of the hierarchy are free to give their views and opinions.
5.3 Systems
System refers to formal process and procedures use to manage organization including the management control system , performance management measurement and reward system , information system and distribution.
Human Resource
The HR department uses its human resource strategy to support the organization to achieve its objectives. The HR department also takescare of the manpower planning and sees to that peformance appraisal is carried out in a planned and effective manner.
5.4 Style
Style is the leadership approach in the top management and the company’s overall operating approach. Style impacts the norms that the people follow and how they work and interact with each other and the customers. The leadership style depands upon the organization culture that is in practice. Housejoy has a participative kind of leadership style where the leader consults with the subordinates ,a proposed action , decision and encourages , ensures equal participation among them . The style adopted by the management is to maintain a friendly and collaborative environment for smooth running of the organization.
5.5 Staff
In HouseJoy there are about 150 White Collar employees and 250 Blue Collar employees.
The management levels in House Joy are as follows:-
CEO
Senior Manager HR
VP Operation
VP Category & Analytics
VP Product
VP – B2B
Sr Manager Customer Experience
CTO
Finance Controller
Blue Collar Employees :-
These are people who are basically skilled technicians like plumbers , carpenters , beauticians etc.At housejoy they are known as Serive Provider or we could say SP.These people are the ones who visit customers premises on request and provide the service.
5.6 Skills
The strongest skills represented within the team is that they are very hardworking ,they are very helpful and approachable at any time for answering any type of queries.The team loves to take up any type of challenging situation and makes it possible and find solution to any type of situation.There is no skill gaps in the corporate team becasue every member in the team are specialized in his or her particular domain which is beneficial to the growth of the organization.The skills are monitored and assessed by the senior managers and any problems if identified in the working process of an individual is immediately brought to the notice of the individual.
As the study is based on blue collar employees their strongest skills are that they are ready to takeup any type of challenging jobs.In the blue collar there are some skill gaps like most of them are not well versed with the Housejoy partner App , they lack the professionalism and how to prepare a basic quoataion. In the blue collar technician they provide various services but the services that are doing well is the beauty segment which is performing very well and also growing .
The skills of different management levels in House Joy are as follows:-
CEO – takes care of the whole housejoy functions and decision making.
Senior Manager HR – Takes care of payrol,recruitment,HR operations and resource mangement
VP Operation – takes care of all the marketing , operations and supply activities.
VP Category & Analytics – takescare of what new services should be added so that they can cater to changing customer demands.
VP Product – Takes care of the housejoy platform and its technicality and fuctioning.
VP – B2B – takescare of the client relationship,generating new leads and bringing new clients to the organization.
Sr Manager Customer Experience – takescare of all the customer related isues and escalations and seeing to that all the grieviances of the customers are adressed and handled professionally.
CTO – takescare of the development team and sees to that the development process is being done effectively and efficiently.
Finance Controller – takes care of all the financial activities of the organization like day to day cash transactions ,release of salary and other finance related functions and operations.
SWOT ANALYSIS6.1 Strength
High Customer Satisfaction
Established brand image in cities they are located in
Continuous improvement of Services and Quality
Skilled technicians
Services can also be provided at short notice
High employee moral
Cost reduction strategy is good
Beauty Salon Service
6.2 Weakness
Marketing team is not promoting the company services aggressively.
Technicians are not well versed with the App they are using since they are having doubt with respect to the App functioning.
The induction program for the blue collar employees are not well organized and structured.
Technician are not well versed to quote estimations for the services during inspection.
Since proper background verifications are not done for the blue collar employees they tend to give fake technical experiences which affects the customer and company relation.
6.3 Opportunities
Laundry Services
On Demand Driver Service
Event Services
Tours & Travel
Used Car Inspection
6.4 Threats
Increase in competition from other home demand service startup like UrbanClap,WhatFix etc.
Changing customer behavior is a threat because customers prefer good service at reasonable price and also since the on demand home service market has become competitive customers are not loyal to one service provider
Labor costs could rise because due to the large competition every company wants the best skilled technicians and so they tend to pay very high which inflates the labor cost to a large extend.
Substitute Services from small players means that when big players in the on demand home services are pricing their services high small service providers will take advantage of this situation and provide services at the most reasonable cost possible and build their own network of customers.
Research Methodology7.1 Introduction
Induction is the process of introducing a new employee to the organization and processes and also aim at bringing them up to speed as quickly as possible so as to make them comfortable and have a good understanding of their responsibilities.
7.2 Statement of the problem
Induction is a method of welcoming a new employees to the organization and it’s also a method of letting the new employee know about the expectation of the organization. As I was going through articles on the internet I realized that there are no studies carried out for induction program for Blue collar employees , this made me undertake the topic ” A Study on induction program for blue collar employees at Housejoy” .
7.3 Research Objective
To understand how to improve the blue collar employees induction program.
To determine the effectiveness of using presentation at the induction program.
To understand how induction program can help improve Blue collar employees understanding about the organization.
To identify the reason why blue collar people have doubt when using the Partner App.
To identify area in induction program, which requires improvements.
To identify which media or method to use for making induction more effective.
7.4 Scope of the study
The scope of the study is limited to beauticians of Housejoy Domlur hub Bangalore.
7.5 Methods for collecting data
Primary Data – The primary data was collected through observation , interview and survey. The survey was carried out by the help of questionnaire which was given to the beauticians working in the Domlur hub.
Secondary Data – The secondary data can be collected from the internet , magazine , company website , company HR records.
7.6 Sampling Units
The sample unit of the research only includes the Blue Collar employees ( Technicians ) in Housejoy office Bangalore, since they are easy to access and follow up can be done easily and sample size 100 people.
7.7 Sampling Technique
Opportunity sampling technique is a method uses people from target populations that are available at the time of the survey and who all are willing to take part . It is based on convenience.
7.8 Limitation of the study
The study is limited to the blue collar employees of Housejoy Bangalore office and it is only limited to Domlur hub.
The study is limited only to beauticians.
Availability of the beauticians at the hub was also a limitation since all the beauticians would not be available at the venue together.
Since the blue collar employees are not affluent in English so communication was a big barrier.
7.9 Statistical tool
Tables
Charts
Chi – Square
7.10 Hypothesis Testing
Null Hypothesis H0 :
The preparation of new role will not affect the level of understanding about the business process and induction topics.
Alternative Hypothesis H1 :
The preparation of new role does have significant effect on the level of understanding about the business process and induction topics.
Chi – Square
A chi square is a measurement of how expectation is compared to results. The data used in calculating a chi square statistic must be random , mutually exclusive , drawn from independence variables and collected from a large enough sample.
7.11 Literature Review :
Title : Relationship between Induction and Employee Commitment
Author : GroblerStates that a good induction program will reduce the adjustment problems for newly hired employees by creating a sense of security, confidence .
The following are the objectives of an effective induction program , namely :
To make new employees more productive.
To reduce fear and insecurity , reduction of absentees
Helping to create achievable employees expectations.
Create job satisfaction and positive attitude of employee
Better understanding of the organization vision, mission and goals
Title:- An examination of new employee Orientation and Training Programs in relation to Employee Retention Rates.
Author :- Sally M. Kaiser
This study states that most of the employers have a formal employee orientation program in place. The orientation programs include tours, various introductions, explanation of the organization’s goals and mission, completion of human resource (HR) paperwork, and safety procedures. Safety procedures along with HR necessities account for approximately half of the employees’ time spent in induction. About 314 of the employers who responded also make use of employee training programs.
Title : Effective Induction for employees Performance and Satisfaction
Author : Dr. Rahul Nandi
The article explains that various Induction activities conducted by the organizations have a positive impact on the employee’s performance and satisfaction. The study conducted helped create a strong relationship that was confirmed by the effectiveness of an Induction program and the employees’ performance and satisfaction. Therefore it is important for the organization to have an effective induction program for the new employees as it greatly helps their performance and satisfaction, and in turn , improves the overall performance of the organization as a whole.
Title : Induction and socialization process and its Impact of newly Recruited Staff.
Author : Ermiyas Anteneh YilmaEmployee orientation program is considered as an effective method to convey organizational practices to the new joiners and beneficial in developing realistic job expectations, reveals a poll conducted by studies. As assessed by HR managers agreed that orientation programs help in controlling attrition rates by developing the positive outlook towards work and organization . A well planned orientation program is not a one-day affair but an ongoing process which could continue for up to six months of a person joining the organization. Experts alleged that it is essential that employers should educate employees regarding their role, key result areas and organizations expectations in advance to curb attrition at the later stage, during a skills dialogue session. It will help employees to understand why they are hired and what their goals are for the coming 6-12 months.
Title :Effect of employee orientation in creating satisfaction with work
Author : Worlu Rowland
The study states that employees who have underperformed may not know what it requires for them to perform better, as such, they may require a lot of clarity, which is one of the major responsibility for orientation in an organization. An organization that encourages employee orientation, creates an environment of transparency on the path of the organization and the employee feels valued and belonged. The study also shows that organizational views orientation as an important aspect to carry employees along and to make employees know the organization is ready to work with them and which brings about greater employee commitment and satisfaction. By conducting orientation, employees develop a learning habit that causes them to align with the organizations strategy and which helps to build employees knowledge and skills and even competencies. The orientation program could also help to create an environment where knowledge is shared to achieve business goals and objectives.
DATA ANALYSIS ; INTERPRETATIONTable 8.1 : Table showing the Age of the respondents
Age Respondents Percentage
18 – 25 38 38 %
25 – 32 38 38 %
32 – 40 24 24 %
Total 100 100
Chart 8.1 : Chart showing the Age of the respondents
Interpretation :-
From the above graph it is observed that 38% respondents are between the age group of 18 to 25 years , 38% respondents are between the age group of 25 to 32 years and 24% are between the age group of 32 to 40 years.
Table 8.2 : Table showing highest Qualifications of the service providers
Particulars Respondents Percentage
10th Pass 0 0 %
PUC Pass 0 0 %
2 PUC Pass 100 100 %
Graduate 0 0 %
Post Graduate 0 0 %
Total 100 100
Chart 8.2 : Chart showing highest qualification of the service provider
Interpretation :
From the above graph it is observed that 100% respondents highest qualification is 12th pass .
Table 8.3 : Table showing whether the induction program was informed in advance
Particulars Respondents Percentage
Yes 100 100%
No 0 0%
Total 100 100
Chart 8.3 : The chart showing whether the Induction program was informed in advance
Interpretation:
From the above graph it is observed that 100% respondents were aware of the induction program.
Table 8.4 : Table showing whether the induction program started on time.
Particulars Respondents Percentage
Yes 100 100 %
No 0 0 %
Maybe 0 0 %
Total 100 100
Chart 8.4 : Chart showing whether the Induction program start on time.
Interpretation :
From the above graph it is observed that 100% respondents agreed that the induction program started on time.
Table 8.5 : The table showing whether the induction program was planned well
Particulars Respondents Percentage
Strongly Disagree 0 0 %
Disagree 40 40 %
Neutral 60 60 %
Agree 0 0 %
Strongly Agree 0 0 %
Total 100 100
Chart 8.5 : The chart showing whether the induction program was planned well
Interpretation :
From the above graph it is observed that 60% respondents took a neutral stance and 40% respondents disagreed with the statement when asked whether the induction program was planned well .
Table 8.6 : The table shows whether induction material was provided before starting the Induction Program.
Particulars Respondents Percentage
Yes 0 0 %
No 100 100 %
Total 100 100
Chart 8.6 : The chart shows whether Induction Material was provided before starting the induction program.
Interpretation:
From the above graph it is observed that 100% respondents disagreed when asked if induction material was provided at the start of the induction program.
Table 8.7 : The table shows whether it was easy to find the venue.
Particulars Respondents Percentage
Yes 100 100 %
No 0 0 %
Total 100 100
Chart 8.7 : The chart shows whether it was easy to find the venue
Interpretation:
From the above graph it is observed that 100% respondents agreed to the statement that it was easy to find the induction program venue.
Table 8.8 : The Table shows whether form and paper works for the induction program was easily available.
Particulars Respondents Percentage
Strongly Disagree 0 0%
Disagree 62 62 %
Neutral 18 18 %
Agree 20 20 %
Strongly Agree 0 0%
Total 100 100
Chart 8.8 : The chart shows whether form and paper works for the induction program was easily available.
Interpretation:
From the above graph it is observed that 62% respondents disagree with the statement that if forms and paper works for induction program was available, 20% of respondents agreed to the statement and 18% respondents neutral.
Table 8.9 :The Table shows whether the HR introduced herself first and gave a brief about the topics she is going to cover .
Particulars Respondents Percentage
Yes 100 100 %
No 0 0 %
Total 100 100
Chart 8.9 : The Chart shows whether the HR introduced herself first and gave a brief about the topics she is going to cover.
Interpretation:
From the above graph it is observed that 100% agreed that the HR had introduced herself first and also briefed about the topic.
Table 8.10 : The Table shows whether the HR explained the company policies in a manner which was easy to understand.
Particulars Respondents Percentage
Strongly Disagree 0 0 %
Disagree 30 30 %
Neutral 40 40 %
Agree 30 30 %
Strongly Agree 0 0 %
Total 100 100
Chart 8.10 : The chart shows whether the HR explained the company policies in a manner which was easy to understand.
Interpretation :
From the above graph it is observed that 40% respondents were neutral, 30% respondents disagreed to the statement if the information of the company policy was easy to understand and 30% respondent agreed to the statement .
Table 8.11 : The Table shows whether the HR used any presentation for conducting the induction program.
Particulars Respondents Percentage
Yes 100 100 %
No 0 0 %
Total 100 100
Chart 8.11 : The chart shows whether the HR used any presentation for conducting the induction program.
Interpretation:
From the above graph it is observed that 100% respondents agreed that presentation was used for the induction program.
Table 8.12 : The Table shows whether the HR has explained the incentive models of the organization.
Particulars Respondents Percentage
Strongly Disagree 0 0 %
Disagree 0 0 %
Neutral 0 0 %
Agree 62 62 %
Strongly Agree 48 48 %
Total 100 100
Chart 8.12 :The chart shows whether the HR has explained the incentive models of the organization.
Interpretation :
From the above graph it is observed that 62% and 48% respondents agreed that the incentive models was explained in the induction program.
Table 8.13 : The Table shows whether Housejoy explained how to use the Housejoy Partner App.
Particulars Respondents Percentage
Yes 0 0 %
No 100 100 %
Total 100 100
Chart 8.13 : The chart shows whether Housejoy explained how to use the Housejoy Partner App.
Interpretation:
From the above graph it is observed that 100% respondents disagreed to the statement when asked if Housejoy Partner App was explained.
Table 8.14 : The Table shows whether the communication conducted by the HR was two way communication.
Particulars Respondents Percentage
Strongly Disagree 0 0 %
Disagree 0 0 %
Neutral 0 0 %
Agree 0 0 %
Strongly Agree 100 100 %
Total 100 100
Chart 8.14 : The chart shows whether the communication conducted by the HR was two way communication.
Interpretation :
From the above graph it is observed that 100% respondents agreed that HR encouraged two way communication.
Table 8.15 : The Table shows rating of Induction program on the scale of 1 to 5
Particulars Respondents Percentage
Poor 30 30 %
Average 60 60 %
Good 10 10 %
Very Good 0 0 %
Excellent 0 0 %
Total 100 100
Chart 8.15 : The Chart shows rating of induction program on the scale of 1 to 5
Interpretation :
From the above graph it is observed that 60% respondents gave average rating , 30% respondents gave poor as rating for induction program and 10% respondents responded that the induction program was good.
Table 8.16 : The Table shows whether the topic covered by the HR was helpful.
Particulars Respondents Percentage
Strongly Disagree 0 0%
Disagree 0 0%
Neutral 40 40%
Agree 60 60%
Strongly Agree 0 0%
Total 100 100
Chart 8.16 : The chart shows whether the topic covered by the HR was helpful.
Interpretation :
From the above graph it is observed that 60% respondents agreed to the statement if the topics covered by the HR was helpful and 40% respondents were neutral.
Table 8.17 : The Table shows whether the induction program was organized properly and easy to understand
Particulars Respondents Percentage
Strongly Disagree 0 0 %
Disagree 60 60 %
Neutral 30 30 %
Agree 10 10 %
Strongly Agree 0 0 %
Total 100 100
Chart 8.17 : The chart shows whether the induction program was organized properly and easy to understand.
Interpretation :
From the above graph it is observed that 60% respondents disagreed to the statement that if induction program was organized properly and easy to understand , 30% respondents were neutral and 10% respondents agreed to the statement.
Table 8.18 : The Table shows whether the roles , responsibilities and organization standards were easier to understand after the induction program.
Particulars Respondents Percentage
Strongly Disagree 0 0
Disagree 60 60 %
Neutral 30 30 %
Agree 10 10 %
Strongly Agree 0 0 %
Total 100 100
Chart 8.18 : The chart shows the role , responsibilities and organization standards were easier to understand after the induction program.
Interpretation :
From the above graph it is observed that 60% respondents disagreed to the statement if the roles , responsibilities and organizational standards were easier to understand after the induction , 30% respondents were neutral and 10% respondents agreed to the statement.
Table 8.19 : The Table shows how well did the Induction program prepare for new role
Particulars Respondents Percentage
Exceptional 0 0 %
Superior 0 0 %
Good 20 20 %
Average 60 60 %
Needs Improvement 20 20 %
Total 100 100
Chart 8.19: The chart shows how well did the induction program prepare for new role.
Interpretation :
From the above graph it is observed that 60% respondents stated that the induction program made them have an average preparation for the new roles , 20% respondents stated that the induction program has prepared them well for the new roles and 20% respondents stated that improvement is required.
Table 8.20 : The table shows the area in the Induction program that needs Improvements
Table 8.20(a) The Table shows area in the Induction program preparation that needs improvements.
Particulars Respondents Percentage
Exceptional 0 0 %
Superior 0 0 %
Good 0 0 %
Average 42 42 %
Needs Improvement 58 58 %
Total 100 100
Chart 8.20 (a) : The chart shows the area in the induction program that needs improvements.
Interpretation :
From the above graph it is observed that 58% respondents stated that the induction program needs improvements and 42% respondents stated that the induction program was very average.
Table 8.20 (b)The Table shows the duration of the Induction program
Particulars Respondents Percentage
Exceptional 0 0 %
Superior 0 0%
Good 0 0 %
Average 34 34 %
Needs Improvement 66 66 %
Total 100 100
Chart 8.20 (b) : The chart showing the duration of Induction program
Interpretation :
From the above graph it is observed that 66% respondents stated that duration of the induction program needs improvement and 34% respondents stated that the duration of the induction program was average.
Table 8.20 (c) The Table shows whether the trainer has good knowledge
Particulars Respondents Percentage
Exceptional 0 0 %
Superior 0 0 %
Good 0 0 %
Average 36 36 %
Needs Improvement 64 64 %
Total 100 100
Chart 8.20 (c) : The chart shows whether the trainer has good knowledge.
Interpretation :
From the above graph it is observed that 64% respondents stated that the trainer needs to improve his or her knowledge and 36% respondents stated that the trainers knowledge was very average.
Table 8.20 (d) The Table shows whether the material used for the Induction program requires improvement.
Particulars Respondents Percentage
Exceptional 0 0 %
Superior 0 0 %
Good 0 0 %
Average 32 32 %
Needs Improvement 68 68 %
Total 100 100
Chart 8.20 (d) : The chart shows whether the material used for the induction program requires improvement .
Interpretation :
From the above graph it is observed that 68% respondents feel that the material used for the induction program needs improvement and 32% respondent felt that the material used for the induction was very average.
Table 8.21 : The Table shows whether the induction program should be of longer duration
Particulars Respondents Percentage
Strongly Disagree 0 0 %
Disagree 0 0 %
Neutral 14 14 %
Agree 86 86%
Strongly Agree 0 0 %
Total 100 100
Chart 8.21 : The chart shows whether the induction program should be of longer duration
Interpretation :
From the above graph it observed that 86% respondents agreed to the statement if duration of the induction program should be longer and 14% respondents neutral .
Table 8.22 : The Table shows whether the HR was well prepared for the induction program.
Particulars Respondents Percentage
Strongly Disagree 0 0 %
Disagree 48 48 %
Neutral 52 52 %
Agree 0 0 %
Strongly Agree 0 0 %
Total 100 100
Chart 8.22 : The chart shows whether the HR was well prepared for the induction program.
Interpretation :
From the above graph it is observed that 52% respondents neutral and 48% respondents disagreed to the statement that if the HR was well prepared.
Table 8.23 : The Table shows whether the HR conducted feedback and doubt clearing session at the end of the induction.
Particulars Respondents Percentage
Strongly Disagree 0 0%
Disagree 75 75%
Neutral 15 15%
Agree 10 10%
Strongly Agree 0 0%
Total 100 100
Chart 8.23 : The chart shows whether the HR conducted feedback and doubt clearing session at the end of the induction.
Interpretation :
From the above graph it is observed that 75% respondents disagree with the statement that if the HR conducted feedback and doubt clearing session , 15% respondents neutral and 10% respondents agreed to the statement that if the HR conducted feedback and doubt clearing session.
Table 8.24 : The Table shows how well were the respondents able to relate the topics covered in the induction with the induction materials provided.
Particulars Respondents Percentage
Strongly Disagree 0 0 %
Disagree 50 50 %
Neutral 10 10 %
Agree 40 40 %
Strongly Agree 0 0 %
Total 100 100
Chart 8.24 : The chart shows how well were the respondents able to relate the topics covered in the induction with the induction materials provided.
Interpretation :
From the above graph it is observed that 50% respondents disagreed to the statement that if they were able to relate the topic covered in the induction program with the induction material, 40% respondents were able to relate and 10% respondents were neutral.
Table 8.25 : The Table shows how frequently should the induction program be conducted.
Particulars Respondents Percentage
Once in 2 weeks 0 0 %
Monthly 40 40%
Quarterly 60 60%
Yearly 0 0%
Total 100 100
Chart 8.25 : The chart shows how frequently should the induction program be conducted.
Interpretation :
From the above graph it is observed that 60% respondents wants the induction program to be conducted on quarterly bases and 40% respondents wants the induction program to be conducted on a monthly.
Table 8.26 : The Table shows the options that indicates the respondents level of understanding about the business process and induction topic.
Particulars Respondents Percentage
Exceptional 0 0%
Superior 0 0%
Good 30 30%
Average 15 15%
Poor 55 55%
Total 100 100
Chart 8.26 : The chart shows the options that indicates the respondents level of understanding about the business process and induction topic.
Interpretation:
From the above graph it can be observed that 55% respondents were not able to understanding the business process and induction topics , 30% respondents had fairly good understanding about the business process and induction topics and 15% respondents understanding was average.
8.4 Hypothesis Testing :
Null Hypothesis H0 :
The preparation of new role will not affect the level of understanding about the business process and induction topics.
Alternative Hypothesis H1 :
The preparation of new role does have significant effect on the level of understanding about the business process and induction topics.
Calculating Hypothesis using Chi-Square
Case Processing Summary
Cases
Valid Missing Total
N Percent N Percent N Percent
Understanding * New Role 100 100.0% 0 0.0% 100 100.0%
Understanding * New Role Cross tabulation
New Role Total
4 5 Understanding 2 Count 2 0 2
Expected Count 1.0 1.0 2.0
3 Count 8 8 16
Expected Count 8.0 8.0 16.0
4 Count 32 6 38
Expected Count 19.0 19.0 38.0
5 Count 8 36 44
Expected Count 22.0 22.0 44.0
Total Count 50 50 100
Expected Count 50.0 50.0 100.0
Chi-Square Tests
Value dfAsymptotic Significance (2-sided)
Pearson Chi-Square 37.608a 3 0.000
Likelihood Ratio 41.576 3 0.000
Linear-by-Linear Association 16.288 1 0.000
N of Valid Cases 100
As the Significance value is 0.000 it is less than 0.05, alternative hypothesis is accepted . Therefore the relationship between new role and level of understanding of the blue collar employees about the business process and induction topics is significant.
9 . SUMMARY OF FINDINGSThe study also showed that the major age group people who are opting to work as a beautician are between the age group of 18 years to 32 years.
( Table 8.1 )
The study showed that the company was hiring only 12th Pass for beautician profile. ( Table 8.2)
The study also showed that the Induction had started on time.( Table 8.4)
The study also found out that the Induction program was always informed in advance and it also started on time and the venue was the corporate office which is familiar with all the blue collar employees. ( Table 8.3)
The study also showed that the service providers were not comfortable with the Housejoy Partner App since they were not affluent with the functioning since the operation team had not given them a proper demo of the functioning of the App and how to use it when a job is assigned to them when they are providing the service to the client who availed the service.
( Table 8.13)
The study also found out that the HR was not well planned with the Induction program since the topics were not arranged properly and many of the employees didn’t understand English properly.( Table 8.22)
The study also found out that the organization didn’t provide any type of induction material or like any type of welcome kit with all the paper works and documents inside it so that the new employees can use the material as reference . ( Table 8.6 )
The study also found out that induction program was very short and the topics were covered in the induction program was brief so this had created a lot of doubt and the new employees were not clear with policies and other topics covered in the Induction. The new employees were expecting the induction program to be longer. ( Table 8.21)
The study also showed that the HR never conducted feedback session at the end of the induction program, this had led to the new employees having a lot of doubts with respect to the topics covered in the induction and they felt that the organization was not concern about them. ( Table 8.23)
The study also found out that the new employees were locals as well as people from other state, so when the HR was conducting the Induction program the terminology used by the HR was not easy to understand when explaining during the Induction program. ( Table 8.17)
The study also found out that the new employees of the organization were not able to relate their roles , responsibilities and work standard with what they were explained in the Induction program because of no question and answer session after the induction program and also due to the short duration of the induction program.( Table 8.18)
The study also found out that the new employees had rated average for induction program preparation , duration of the induction program, the knowledge of the trainer (HR) and the material used in the induction program because all the preparation of the program was way below the expectation and it shows that the HR lacking confidence and was not well equipped to handle such a large crowd of new employees at one time.
( Table 8.20)
The study also showed that the new employees were not updated about the new business process and model which the organization plans to implement , due to which there was a lot of confusion.( Table 8.26)
The study also found out that all the paper works and forms were not managed properly and was maintained a very disorganized manner.
( Table 8.8)
10 . SUGGESTIONSHousejoy should update their induction program material so that it is easier for the new blue collar employees to understand and the printed material which is provided to them should be in Hindi , Kannada and English so that its easier for them to understand and relate with the induction program .
Housejoy should make their induction program longer . They should spread the induction program across two days so that the first day is full of the details regarding to their roles and responsibilities and about the business model and process and the second day the operation team can take the induction program so that they can explain the Housejoy Partner App in detail and show them the different function of the App in detail.
Housejoy should also have a welcome kit which makes the Induction program look more professional. The kit can contain all the company policy documents and other forms which are required to be filled by the new Blue collar employees for documentation process. This makes the formalities more organized and the new Blue collar employees don’t feel lost .
The HR should conduct post feedback session after the induction is over to understand the level of understanding of the new Blue collar employees so that if any doubts or clarification is needed then it can be addressed immediately without wasting any time.
The HR should outline the induction program properly so that when it is implemented then the program should run effectively and efficiently without any doubt in the mind of the new Blue collar employees.
The HR who will be handling the induction program should be affluent with Kannada , Hindi and English so that he or she can convey the information or details to every individual in the induction group.
The induction program should be divided into batch of 25 instead of having batch of 50 at one time because conveying the details across to batch of 25 members will be easier then conveying to batch of 50.
Housejoy should also see to that the induction program is more interactive and not monotonous because it will make it easier for the new Blue collar employees to understand their roles , responsibilities and work standard properly.
11 . CONCLUSION In the current environment where there is large amount of competition between on demand home services ,the company should keep in mind that if they do not improve the induction program then the blue collar employees confidence level will reduce. They would move to other competitors where they will be given importance and proper guidance on how to perform their roles and responsibilities.
The platform of “On Demand Home Services” have a lot of competitor and it’s a domain where investors are dying to invest since home related services are services which people will require everyday in their life and it’s a domain where the demand doesn’t saturate instead it keeps growing depending to the changing tastes of the customers.
12 . LEARNING EXPERIENCEWorking at Housejoy was a great experience because I was working with best of the best known people in the Startup industry. I was working with people who are investors in other startups and also ex Flipkart well known faces.
Working at Housejoy I learnt how to perform human resource auditing where we had to audit all the files and documents to see to that every formalities are up to date .I learnt how to release as well as prepare offer letters, manage on boarding formalities in other words generalist profile and was also given exposure to HR operations and compliances like ESI and EPF detailed understanding.
The team at Housejoy are very supportive and they helped me gain more confidence in handling non technical profiles like hiring service providers for their organization and also taught me how to conduct induction for the service providers and how to help them with documentation formalities.
I also got an insight into how the Housejoy operation team functions and how they carry out and assign tasks to the service provider and carry out background verification and how they train the service provider to operate their Housejoy Partner Apps.
