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    MBA HR Project

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    Jayeeta Debnath
    This document summarizes an evaluation of the induction system and attrition at Usha Martin Limited. A questionnaire was used to collect data from 34 employees who underwent induction training. The induction was found to be moderately effective, with some factors like information delivery and lack of an employee manual potentially contributing to attrition within the first year. Recommendations include improving the induction process, increasing its duration, implementing mentoring, and making it a continuously evolving program. The project provided valuable learning about evaluating induction training and the relationship between induction and attrition.

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    MBA HR Project

    Uploaded by

    Jayeeta Debnath
    185 views19 pages
    This document summarizes an evaluation of the induction system and attrition at Usha Martin Limited. A questionnaire was used to collect data from 34 employees who underwent induction training. The induction was found to be moderately effective, with some factors like information delivery and lack of an employee manual potentially contributing to attrition within the first year. Recommendations include improving the induction process, increasing its duration, implementing mentoring, and making it a continuously evolving program. The project provided valuable learning about evaluating induction training and the relationship between induction and attrition.

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    MBA HR project

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    MBA HR project

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    This document summarizes an evaluation of the induction system and attrition at Usha Martin Limited. A questionnaire was used to collect data from 34 employees who underwent induction training. The induction was found to be moderately effective, with some factors like information delivery and lack of an employee manual potentially contributing to attrition within the first year. Recommendations include improving the induction process, increasing its duration, implementing mentoring, and making it a continuously evolving program. The project provided valuable learning about evaluating induction training and the relationship between induction and attrition.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    185 views19 pages

    MBA HR Project

    Uploaded by

    Jayeeta Debnath
    This document summarizes an evaluation of the induction system and attrition at Usha Martin Limited. A questionnaire was used to collect data from 34 employees who underwent induction training. The induction was found to be moderately effective, with some factors like information delivery and lack of an employee manual potentially contributing to attrition within the first year. Recommendations include improving the induction process, increasing its duration, implementing mentoring, and making it a continuously evolving program. The project provided valuable learning about evaluating induction training and the relationship between induction and attrition.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 19

    Evaluation of Induction system in Usha

    Martin Limited with a special focus on


    reasons causing Attrition related to
    Induction system.

    Anindita Dey.
    Anindita Dey.
    MBA (HR)
    Registration no.-101300710006
    of 2010-2011
    Roll no.-13000910015
    Techno India Salt lake
    school of Management
    studies,
    [AICTE approved]
    Under West Bengal University
    of Technology [WBUT]

    INDUCTION:
    Inductioncanbedefinedastheprocesswherebynewemployeesarehelpedto
    adjustandacclimatizetotheirjobsandworkingenvironmentsandasthefinalpart
    oftherecruitmentprocess.
    Benefits of induction:

    some advantages of an effective and systematic induction process :


    ToenablenewemployeestosettleintotheCompanyquicklyandbecome
    productiveandefficientmembersofstaffwithinashortperiodoftime.
    Toassistinreducingstaffturnover,lateness,absenteeismandpoorperformance
    generally.
    Toensurethatemployeesoperateinasafeworkingenvironmentandtoreduce
    costsassociatedwithrepeatedrecruitment,trainingandlostproduction.

    ATTRITION:
    Agradualreductioninworkforcewithoutfiringofpersonnel,aswhenworkers
    resignorretireandarenotreplaced.
    Reasons behind the attrition
    Therearesomereasonsforattrition:
    Jobisnotwhattheemployeeexpectedtobe
    Nogrowthopportunities
    Lackofappreciation
    Lackoftrustandsupportinco-workers,seniorsandmanagement.
    Overcome the attrition
    Communicationofemployee'sroles,jobdescriptionandthe
    responsibilities
    ParticipativeDecisionMaking.
    BalanceWork&PersonalLife.

    PROJECT SCOPE:
    Therewerevariousscopesforlearninginthisproject:
    Theprojectfocusesonevaluationofinductiontrainingprogramat
    USHAMARTINLIMITED.
    A training feedback has been taken for evaluating the induction
    programmeconductedatUML.
    An Employee manual of USHA MARTIN LIMITED has been
    prepared.
    Ananalysisregardingattritionoccurredwithinoneyearjobtenure
    atUSHAMARTINLIMITEDhasbeendone.

    COMPANY PROFILE:
    Usha Martin Limited was started in 1961 in Ranchi, Jharkhand as a wire rope
    manufacturing company. Today the Usha Martin Group is a Rs. 3800 crore
    conglomeratewithaglobalpresence.
    Thegrouphassetnewstandardsinthemanufactureofwirerods,bright
    bars,steelwires,specialitywires,wireropes,strand,conveyorcord,wiredrawingand
    cable machinery. Currently, the company has overseas manufacturing operations in
    Thailand,UK,USAandDubai.
    PRODUCT DESCRIPTION:

    RESEARCH
    METHODOLOGY
    USED
    Questionnaire
    Sample & Data collection
    Data table

    (HYPOTHESIS)
    ThetheoryoftestingofhypothesiswasinitiatedbyJ.Neymanand
    E.S.Pearson.Itisastatisticaltechniquestoarriveatdecisionsincertain
    situationswherethereisanelementofuncertaintyonthebasisofa
    samplewhosesizeisfixedinadvance.Throughhypothesisitwasfound
    thatthe Induction system was moderately effective in UML
    Research methodology was applied on the data collected throu
    gh QUESTIONNAIRE

    Relation between Induction and attrition.

    DATA ANALYSIS
    Dataareobtainedfrom34employeesthroughInductionreviewprocess

    GRAPH NO(1.)

    GRAPH NO(2)

    GRAPH NO (3)

    GRAPH NO (5)
    GRAPH NO (4)

    GRAPH NO (6)

    GRAPH NO (7)

    GRAPH NO (8)

    ATTRITION AT UML
    Anmoderatelyeffectiveinductioncanleadtowardsattrition.AfterevaluatinginductionatUMLitwasfoundthatitwas
    moderatelyeffective.Atthattimecompanyprovidedmetheirlastyearattritionstatus.Theyaskedmetofindoutifthere
    wasanyrelationbetweenthoseattritionwhichoccurredwithinoneyearjobtenure&induction.
    AttritionofUMLinbetweenApril 2010- March2011.

    MARKETING DEPARTMENT

    IMPORT DEPARTMENT

    PURCHASE

    DEPARTMENT

    PRODUCTION DEPARTMENT

    ATTRITION & INDUCTION


    Aneffectiveinductionmakespositiveimpact;reducescostofemployment;increasesteamworkability.It
    alsodecreasesthechancesofattrition.Whereasamoderatelyeffectiveinductioncanbeoneofthefactor
    behindanyattrition.

    Agoodinductionpreparesanemployeebettertocompeteinfiercelycompetitivemarketplace,whichhasa
    directimpactontheearlysuccessandhencemotivation.Itistruethatonlygoodinductiondoesnotkeepsthe
    attritionawaybutitplaysabigrole.

    SCOPE OF IMPROVEMENT
    companycouldmendfewthings
    Thecurrentinductionprocessismoderatelyeffective.Itneedsmoreorlessimprovementregardingsome
    aspects.
    Methodofinformationdeliveryshouldbeimprovedmore&selectedproperlyaspertherequirement.
    Informationcanbedeliveredinapeoplespreferredlearningstyle.Itwillmakeinductionmoreeffective.
    Companydontfollowanyemployeemanual.Itcreatesvariousconfusionamongemployees.Theydont
    havesufficientknowledgeaboutorganizationpolicies.Itisnotmotivatingemployeestotheexpectedextent.

    Scope of improvement
    .
    Durationoftheinductionshouldbeincreased.Eachinformationshouldbe
    deliveredwithproperillustration.
    Companyshouldgiveastressonmentoringorbuddysystem.
    .Inductiontrainingshouldbeacontinuouslyevolvingandimproving
    process.
    Inductionisacriticalphaseoftheemploymentprocess.Inductionshouldbe
    implementedinastructuredmannerandapplieduniformlyacrossthe
    organisation.Bestpracticeinvolvesaverystructuredapproachtothe
    inductionprocess.

    CONCLUSION
    ThetwomonthstrainingthatIunderwentatUshaMartinLtd
    indeedenrichedmyconceptabouttheinductiontraining&
    attritionatUML.
    Ihavegotavividideaabouthowtoevaluateinduction
    training.Arelationbetweentheinductionandattritionhas
    beenestablishedthroughthisproject.
    Ithasfocusedonthematterthatanimproperinductioncanbe
    causedtoattrition.
    Theprojecthasbeenaddedmorevalueinmylearningthrough
    makinganemployeemanualforUML.
    Sotheseworkingsundercorporateenvironmenthasenhanced
    myknowledgethatwillhelpinmyfuturecareer.organization.

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