A PROJECT REPORT

ON
ONBOARDING PROCESS
AT
Reliance Industries Limited (HOMD)

RELIANCE INDUSTRIES LIMITED

Submitted By: Guided By:

Kajal Priyadarshi Ms.Aakansha Budhani
MBA (HR)
2238186

Rayat Bahra Institute Of Management (Bahan) Hoshiarpur.

 SUMMER TRAINING PROJECT REPORT
ON
“ONBOARDING PROCESS ”
Submitted to

I.K GUJRAL PUNJAB TECHNICAL UNIVERSITY, JALANDHAR

In Partial fulfillment of the requirement for the

award of degree of
Master of Business Administration (MBA)
SESSION: 2022-2024
SUBMITTED TO: SUBMITED BY:
Ms.AKANSHA BUDHANI KAJAL PRIYADARSHI
MBA
2238172

RAYAT BAHRA INSTITUTE OF MANAGEMENT BOHAN,

HOSHIARPUR (2021 – 2023)
 STUDENT DECLARATION
This is to state that the work which presented in the project entitled
“Onboarding process ” is based on original work carried out by me
under the supervision of Mr. Avinash Singh towards Partial Fulfillment
of the Degree of Master of Business Administration of the IKG Punjab
Technical University.
 PREFACE
MASTER OF BUSINESS ADMINISTRATION (MBA) is a stepping stone to
the management career and to develop good manager or employee.
It is necessary that theoretical must be supplemented with good
exposure to the real environment. Theoretical knowledge just
provided the base and it is not sufficient to produce a good manager
that is why practical knowledge is needed.

Therefore, the researcher product is an essential requirements for

the student of MBA. This research project not only help the student
to utilize properly learn field realities but also provided a chance to
the organisation to find out talent among the budding manager or
employees in the very beginning.

With the requirement of MBA, I prepared a summer project report

on the topic “ONBOARDING PROCESS ” which help in gaining
knowledge and learning about HR department.
 ACKNOWLEDGEMENT

I am glad to express my profound sentiments of gratitude to all who

rendered their valuable help for the successful completion of this project
report titled, "Onboarding Process.”
I record my deep sense of gratitude to Mr. Avinash Singh (HR Head)
and Ms.Aakansha Budhani (Mentor) who had given me a chance to do
a project under this roof of Reliance Industries Limited (HOMD) and
given opportunity to work under his/her guidance. I would also like to
thank Ms.Kanika Aggarwal (L&D Head) for keeping me under their
supervision and provide me with all the necessary information which has
helped me in the completion of this report. I would also like to thank all
the officials of Reliance Industries Limited (HOMD)HR Department.
Reliance Industries Limited is known for its excellent work life balance
and lucrative perks and packages. It owns a good no. of its own key of
talented and experienced people from top colleges of India who are
highly satisfied with their work.
The company keeps on making various changes with regard to business,
the major challenge of that is to make the employees adapt themselves
to those changes. The HR Department is highly proud of its rich culture
and wants its people to be committed to work and organization even
when bigger changes like integration of business takes place.
Today to sustain in such a competitive market it is very important to
retain good employees, which contribute towards attainment of
Organizational goals and customer satisfaction as well.

My genuine sense of gratitude goes to my university that gave me a

chance to brighten my academic qualification that provided me this
opportunity to have a practical knowledge of relevant fields.
 Learning Objectives/ Internship Objectives

Internships are generally thought of to be reserved for college students

looking to gain experience in a particular field. However, a wide array of
people can benefit from training Internships in order to receive real world
experience and develop their skills .An objective for this position should
emphasize the skills you already possess in the area and your interest in
learning more. Internships are utilized in a number of different career
fields, including architecture, engineering, healthcare, economics,
advertising and many more. Some internship is used to allow individuals
to perform scientific research while others are specifically designed to
allow people to gain first-hand experience working. Utilizing internships
is a great way to build your resume and develop skills that can be
emphasized in your resume for future jobs. When you are applying for a
Training Internship, make sure to highlight any special skills or talents
that can make you stand apart from the rest of the applicants so that you
have an improved chance of landing the positions.
 ABSTRACT
Onboarding refers to mechanism through which employees acquire the
necessary knowledge, skills and behaviours to become effective
organizational members and insiders. It is important to the organization
to maximize employee retention and productivity and increase their
satisfication and loyalty where it could reduce cost of hiring employee by
reducing turnover rate. The study focuses on measuring the
effectiveness of Onboarding process. It aims at finding out satisfication
level of new employees with the onboarding process, the barriers for
new employees in receiving the necessary resources with a view to
overcome such barriers . The study also throws a light on the
significance of the induction and orientation program. The nature of this
study was descriptive, the data was collected from new joinees and
hence it is primary data.
 TABLE OF CONTENT

Sr. Contents Page. no

no
1 Student declaration iii
2 Preface iv
3 Acknowledgement v
4 Learning objectives/ Internship objectives vi
5 Abstract vii
6 Chapter 1: Introduction to company 2
7 Chapter 2: Introduction to onboarding process 10
8 Chapter 3: Objectives of study 17
9 Chapter 4: Scope of study 19
10 Chapter 5: Limitations of study 21
11 Chapter 6: Literature review 23
12 Chapter 7: Research Methodology 28
13 Chapter 8: Data Interpretation 32
14 Chapter 9: Findings 43
15 Chapter 10: Suggestions 45
16 Chapter 11: Conclusion 47
17 Chapter 12: Bibliography 49
18 Chapter 13: Annexure 51
 CHAPTER – 1
INTRODUCTION OF COMPANY
 1.1 COMPANY PROFILE

RELIANCE INDUSTRIES LIMITED

Reliance Industries Ltd (RIL) is a diversified company with business

interests in energy, petrochemicals, textiles, retail, entertainment,
materials and telecommunication sectors. The company carries out the
exploration, development and production of oil and gas, refining of
crude oil, marketing of petroleum products, and production of
petrochemicals. Its refined products include propylene, gasoline,
naphtha, kerosene, alkylate, sulphur and petroleum coke. The company
commercializes petrochemical products, including aromatics, elastomers
and polyesters. It operates a range of retail stores comprising food and
grocery specialty, footwear, hypermarkets and other specialty stores. It
also provides telecommunication, broadband internet, security and
other digital services. RIL is headquartered in Mumbai, Maharashtra,
India.
India's largest private sector company, Reliance Industries has evolved
from being a textiles and polyester company to an integrated player
across energy petrochemicals, textiles, natural resources, retails and
telecommunications and operates world class manufacturing facilities
across the country. Reliance's products and services portfolio touches
almost all needs of people on a daily basis, across economic and social
spectrums.
Reliance Industries Limited is headquartered in Mumbai and is growing
under the leadership of Mukesh Ambani, the son of late Dhirubhai
Ambani and elder brother of Anil Ambani after the division of the family
business among the two brothers.
Reliance Group is a conglomerate holding company in India that has a
wide portfolio of business and is the highest taxpayer in the Indian
Private Sector. It accounts for over 5% of the Indian Government's
revenues and almost 8% of the total merchandise exports from India. RIL
was the first Indian company to breach $100 billion market capitalization
in 2007 and 2019 it has become the first Indian firm to cross Rs 9 lakh
crore market valuation marks. The company has ranked 106th on the
Fortune Global 500 list of the world's biggest corporations as of 2019.

FOUNDER

“Growth has no limit at Reliance. I keep revising my vision. Only when

you dream it ,you can do it.”

Dhirubhai H. Ambani

Founder chairman Reliance Group

December 28, 1932 – July 6,2002

HISTORY:

The foundation of Reliance Group was taken by Shri Dhirubhai Ambani in

1966 as a small textile manufacturer unit. It was incorporated in 1973
and conformed its name as Reliance Industries in 1985. Over the years,
the company has amazingly transformed the business from the
manufacturing of textile products into a petrochemical filed.

In the year 1979, it has set up texturizing facilities and Polyester Staple
Fiber in 1986, Linear Alkyl Benzene and Purified Terephthalic Acid in
1988 and Hazira Petrochemical plant in 1991-92.
In 1993, Reliance turned to overseas capital markets for funds through a
global depositary issue of Reliance Petroleum in 1996.
During 1995-96, the company took the initiative to create its market in
the telecom industry and started with a joint venture with NYNEX, USA.
This deal makes Reliance as the first corporate in Asia to issue bonds in
the US at the year of 1996-97.
In the next years, the company took another big step and introduced
packaged LPG in 15 kg cylinders under the brand name Reliance Gas.
In 1998–2000, the construction of the largest refinery of the world,
the integrated petrochemical complex at Jamnagar started in Gujarat.
In the year 2001, the company saw its golden moment when Reliance
Industries Ltd and Reliance Petroleum Ltd. became India's two largest
companies with different financial parameters. Later in the same
year, Reliance Petroleum was merged with Reliance Industries.
Following years, RIL earned another milestone after announcing
the biggest gas discovery of the country at the Krishna Godavari basin. It
was first ever discovery by an Indian private sector company and one of
the largest gas discoveries in the world during 2002.
Within a year, Reliance bought a majority stake in India's second-largest
petrochemical company, Indian Petrochemicals Corporation Ltd. In
2008, PCL was merged with RIL.
In the year 2005, the company demerged its investments in power
generation and distribution, financial services and telecommunication
services into four separate entities. Next year, it introduced 'Reliance
Fresh'(retail store format) entered the organized retail market in India.
In 2010, Reliance acquired Infotel Broadband Services Limited to enter
the broadband services market. In the same year, it did a partnership
with BP in the oil and gas business. In 2017, RIL set up the Butyl rubber
plant in Jamnagar, Gujarat by doing a joint venture with Sibur, a Russian
Company.

HISTORICAL PERSPECTIVE OF HOSHIARPUR SITE

The history of JCT goes back to 1920s when LALA KARAM CHAND begins
with customer value, ownership, mindset, respect, integrity ,one team
and excellence .His aspiration leads him his coal mine given up a sick by
british. He nurtured this unit back to profitability and within a short span
of time has a chain of coal mines, which attained national importance.
His attraction to these units made him acquire interest in diverse fields
such as paper and pulp engineering, electrical, chemical, edible oils,
textile and constructing and shipping. These companies are known today
in the industries and as Ballarpur industries limited, Crompton, greaves
ltd, greaves cotton ltd, JCT limited, Bharat starch and chemicals, KCT
Brothers Indian city properties ltd etc. have came to be called THAPAR
GROUP.
Laliji’s interest was specially in textile industry began after way back in
1945 with setting up of Jagatjit cotton mills(JCT) situated in
Phagwara(punjab). He later looks over size textile unit by the name of
shri.sadnai textile mills Srinagar nursed it back to health and
subsequently merged in JCT. Further the JCT group divides itself into
filament Yarn, fibre steel, electrical exports and Agro products .
Appollo fibres limited , Hoshiarpur(AFL) came into existence on 29 th
March,2001 after hiving-off from JCT and became the associated
company of reliance industries limited.
AFL had also set up one of the best Environment friendly project to
recycle the used PET bottle to produce polyster fibre filL(PFF) which is
used for stuffing pillows.

PRODUCTS MANUFACTURED IN RELIANCE ,HOSHIARPUR

NAME OF CAPACITY QUALITY YIELD
PRODUCT
PSF 160 TPD 96.9 98.35
PFF-CONJ 80 TPD 95 98.5
PFF 30 TPD 91.0 98
Nowadays mainly two products are produced and that are Polyster fibre
fill(PFF) and Polyster staple fibre fill(PSF).
Raw materials used :Mono ethylene glycol (MEG) and pure
terephthalic acid (PTA)

OPERATING LEADING BUSINESS

1. RETAIL: India’s largest retailer by reach , revenue and
profitability, only Indian retailer to feature in list of global powers
of retailing.
2. DIGITAL SERVICES: Through Jio platforms limilted (JPL) ,
Reliance operates India’s largest telecom network.
3. MEDIA AND ENTERTAINMENT: One of the India’s largest
media houses with omni-channel, presence, bringing the world to
households.
 4. OIL TO CHEMICALS: One of the world’s most integrated oil to
chemicals operations, driving India’s energy security.
5. OIL AND GAS (E&P): Upstream portfolio consisting of deep
water acerage and CBM blocks in India .

MISSION
 Provide millions of customers with unlimited choice, outstanding
value proposition, superior quality and unmatched experience
across the full spectrum of products and services.
 Serve the entire spectrum of Indian society i.e., from households,
kiranas and traders , to small and medium enterprise and large
corporations
 Reach the length and breadth of company through our physical
and digital distribution platforms
 Enable the choice ,opportunity and livelihood of our supplier
ecosystem consisting of producers, farmers, artisans, craftsmen
and manufacturers
 Generate direct and indirect employment opportunities with skill
transformation and talent development on a unprecedented scale
VISION
 To be the most admired and successful retail company in India
that enhances the quality of life of every Indian.

VALUES
 Customer value
 Ownership mindset
 Respect
 Integrity
 Excellence
 One team
AWARDS AND RECOGNITION
 International Refiner of the year in 2017 at Global Refining and
Petrochemicals Congress 2017.
 International Refiner of the Year in 2013 at the HART Energy's 27th
World Refining & Fuel Conference. This is the second time that RIL
has received this Award for its Jamnagar Refinery, the first being in
2005.
 The Brand Trust Report ranked Reliance Industries as the 7th most
trusted brand in India in 2013 and 9th in 2014.
 RIL was certified as 'Responsible Care Company' by the American
Chemistry Council in March 2012.
 RIL was ranked at 25th position across the world, on the basis of
sales, in the ICIS Top 100 Chemicals Companies list in 2012.
 RIL was awarded the National Golden Peacock Award 2011 for its
contribution in the field of corporate sustainability.
 In 2009, Boston Consulting Group (BCG) named Reliance Industries as
the world's fifth biggest 'sustainable value creator' in a list of 25 top
companies globally in terms of investor returns over a decade.
 The company was selected as one of the world's 100 best managed
companies for the year 2000 by Industry Week magazine.
 From 1994 to 1997, the company won National Energy Conservation
Award in the petrochemical sector.
CHAPTER – 2 INTRODUCTION TO
ONBOARDING PROCESS
2.1 INTRODUCTION OF ONBOARDING PROCESS
Onboarding is a very trending word in the realm of HR, yet not
everybody understands what it is or how to do it .Not at all like
customary employee induction or orientation, onboarding is an orderly
process that develops well past day or week of employment. The
objective of the onboarding procedure is to develop a long haul
relationship between the business and the worker while encouraging a
sentiment having a place and a confirmation of settling on the right
decision. Each business is distinctive, so there isn't one right approach
to handle the onboarding procedure of new contracts.
Notwithstanding, recall that initial introductions last, so put fourth the
additional push to make the most ideal early introductions. According
to the Society for Human Resource Management, “Onboarding is the
process by which new hires get acclimatized to all aspects of their jobs
rapidly and easily, and learn the KSA and behaviors required to
function effectively within an organization.” The procedure of on
boarding is not obligation of HR alone; every front line manager should
also be a part of this process starting from the very first preliminary
stage. Onboarding needs to be considered as a comprehensive
procedure and not some separate stand alone routine action. This may
help in improved integration of new employees with the complete
system. It has been experienced that employees who have not been
properly inducted need a lot more guidance and training and hence
proves to be costlier in terms of effort, time and money For the
purpose of this research project, the entire onboarding process has
been divided into following phases:-

(a) Phase I. This is the Pre-joining phase in which the employee is in

communication with the recruitment team. In this phase the employee
gets the offer letter and all the necessary information about the
organization. This phase also involves submission of any documents
before the first day at work or giving the new hires list of documents to
 be submitted on the first day of work. This would prepare the new hire
psychologically to adapt to the new environment to with ease.

(b) Phase II. This includes the first day at work along with the induction
or orientation lasting from one day to a week. In this phase the
employee completes the leftover documentation work from phase I and
undergoes an induction process wherein the new hire is given complete
information about mission, vision of the organization, policies and
portals, employee related benefits etc. This phase is basically welcoming
the new employee to the organization and making him feel at home.

(c) Phase III. This phase includes being an integral part of a team under
a supervisor. The employee is briefed about what is expected out of
him in alignment to his job description by the supervisor. It includes
integration with the team, consistent feedback by supervisor etc.

(d) Phase IV. This phase includes interactions with HR, feedbacks and
training and development. One more concept which needs to be
clarified at this point of time is that Onboarding and
Induction/Orientation are just not the same. Till date there are people
in the industry using these two terms as replaceable for each other. On
boarding is a bigger umbrella of which induction is a part of. Induction
is just a one day or a week process where in the new joinees are
informed about the organization’s mission, vision, policies, portals,
benefits. On the other hand On boarding is a 30-60-90 days process
which covers the day an employee makes his first contact with the
company i.e the selection phase, Day 1 at work, Training programs,
Performance feedback and interactions with team, supervisor and HR
to get aligned to the organizational goals .
 4 C’s OF EFFECTIVE ONBOARDING PROCESS

1.COMPLIANCE

Compliance refers to the mandatory actions needed for all new

employees. It is the housekeeping of the onboarding process. This
includes completing paperwork, the badging process, and provisioning
tasks like equipping new employees with computers and phones as well
as a workspace.

Organizations, even those that claim they do not have a formal

onboarding program, must be compliant at this basic level to stay in
business. Due to this, many employees spend their first day on the job
filling out forms and miss the opportunity for connection.

Organizations spend millions of hours and billions of dollars working

through the recruitment funnel to attract candidates, identify qualified
candidates, assess candidates, and then finally hire them with the hope
that they join the organization. The irony is that they spend much less
time thinking about improving the employee experience.
2. CLARIFICATION
Clarification refers to how well new employees understand their roles
and performance expectations. Of course, organizations hire new
employees to do specific jobs, so clarifying what they need to be doing,
how to do it, and how the organization functions in terms of rules and
policies are important.

We also know that structure and clarity are essential for individual and
team success. But spending time learning these basics is not the most
exciting way to spend your time when you’re new.

It’s essential to build ways to help new employees understand what is

expected of them and make them feel equipped and supported in their
decision to join your organization.

3. CONNECTION
Connection refers to how accepted and valued new employees feel.
When new employees feel connected to their colleagues, they feel safe.
Research has consistently shown that a sense of connection leads to
various positive individual and organizational outcomes.

When new employees feel connected and secure, they ask questions
and try new things. Additionally, they engage more fully with their co-
workers, their roles, and the organization with a greater sense of
appreciation. It is a factor that helps new employees feel that they made
the right decision to join the organization.

Gallup has consistently found that having a close friend at work is

related to a 50% boost in job satisfaction and that those employees with
a best friend at work were seven times more likely to engage with their
work fully. This starts with onboarding. If new employees feel alone and
isolated on their first day, it can be challenging to recover, as
researchers found at Microsoft.
4. CULTURE
Culture refers to how well new employees understand their new
organization's norms, values, stories, and symbols. Onboarding is one of
the key ways organizational culture is formed, maintained, and changed.

When I was working at Google, we focused on onboarding as a KPI in

People Operations because the number of new employees at Google
was forecast to double within 18 months.

That turned out to be true. We needed to identify the Google culture

and how this growth would impact it. One important consideration was
acknowledging the stories about how the company was founded yet
respecting that its norms, missions, and goals were constantly evolving.

Onboarding is a great way to teach your people what matters within

your organization. It is also a great way to learn about how your
organization can evolve for the better and learn about the contributions
of new employees to the organization’s future.

BENEFITS OF ONBOARDING
An effective onboarding program has a wide range of benefits
for both the organization and the new hire.
 Create & Build the Company brand and increase brand referrals as
an employer of quality, trust and integrity. This starts by first
defining your brand and being true and consistent with it
throughout the onboarding process.
 Nurture Talent. Talent is a precious resource, and managing it is
not an easy task. Limited number of organizations look at talent as
a source of opportunity and a driver of business goals. Research
has even proved that only 1 in 5 employers provide sufficient and
necessary onboarding, training and development opportunities for
the incoming talent pool.
 Ensure compliance with organisation’s vision,
mission, goals, philosophy, and objectives.
 Develop trust between the new hire and the management and
foster a more productive work atmosphere. Fasten the integration
of the new hire into the organizational setup and increase
productivity in his line of work.
 Construct a clear picture of the new hire’s roles and responsibilities
within the organizational setup. Develop the needed skill sets and
competencies to fulfill the role.
 Provide clear knowledge of the organizational hierarchy,
knowledge of his team members, seniors, mentors and reporting
structure of the company.
 Cater to the emotional and psychological needs of the employee,
let them be comfortable with his surroundings and environment,
eradicating any feelings of fear, intimidation or doubt. Let them
feel welcome instead of making them feel awkward and left out at
their workstation.
 Cultivate strong workplace relationships. Facilitate social bonding,
inter-personal connect, relationship building and
networking. Encourage and enhance team bonding, build
individual and group productivity.
 Promote a better understanding of the company culture with its
shared values, beliefs, habits, attitudes along with accepted norms
of behavior.
 Build awareness about employee benefits and perks offered to
employees by the company.
 Assist employees in understanding the rules and
requirements of everyday work life specifically in relation to
working hours, flexi-timings, company discipline, dress code,
conduct, over-time policy, employee complaints and grievances
handling, career and growth opportunities, leave policy and
performance appraisal.
 Increase employee engagement, motivation and retention, also
reduce attrition, turnover of employees. Accelerate pathway to
growth and productivity of the new hire and the organization.
 CHAPTER – 3
OBJECTIVES OF STUDY
 OBJECTIVES OF THE STUDY

Primary objectives:

 To study the effectiveness of “onboarding process” of the

organization.
Secondary objectives:
 To understand the current ongoing onboarding program.
 To analyze the various aspects involved in onboarding program.
 To identify the loopholes in the existing onboarding process.
 To provide suggestions for further improvement.
CHAPTER – 4
SCOPE OF STUDY
SCOPE OF THE STUDY

 The study is an attempt to determine the effectiveness of the

onboarding process at various organization.
 The research was designed to contact new recruits and collect data
regarding Onboarding process.
 A period of 45 days was taken to complete this project
 CHAPTER – 5
LIMITATIONS OF STUDY
LIMITATIONS:

 The sample size is very small, the results can’t always be

generalized to the entire population .
 Time constraints was the major limiting factor. Hence, only specify
samples from the entire population were taken into consideration.
 The results obtained from the employees could be biased.
 CHAPTER – 6
LITERATURE REVIEW
 LITERATURE REVIEW:

Onboarding is the task of introducing the new employees to the

organization and its policies, procedures and rules. A typical formal
onboarding program may last a day or less in most organization.
During this time, the new employee is provided with the information
about company, its history, its current position, the benefits for which
he is eligible ,leaves rules, rest periods etc. Also covered are the more
routines things a new comer must learn , such as the location of the
rest rooms , break rooms, parking space ,cafeteria etc. In some
organization, all this is done informally by attaching the new
employees to their seniors who provide guidance on the above
matters. Lectures, handbooks ,films, groups, seminars are also
provided to new employees so that they can settle down quickly and
resume their work.
-V.S.P. RAO

NEWCOMERS NEED TO ADJUST TO THE NEW ORGANIZATION IN

SIX KEY AREAS:

1. Performance Proficiency. Identify what needs to be learned and

master the required knowledge, skills, and abilities to perform the
required work task.

2. People. Refers to the establishment of successful and satisfying work

relationships with organizational members. Finding the right person or
persons from whom to learn about the organization, work group, and
job plays a pivotal role in socialization.

3. Politics. This concerns the individual’s success in gaining information

regarding formal and informal work relationships and power structures
within the organization. Effective learning and adjustment to a new job
or organization could be made more efficient by a heightened
awareness of which people are more knowledgeable and powerful than
 others.

4. Language. This dimension describes the individual’s knowledge of the

profession’s technical language as well as knowledge of the acronyms,
slang, and jargon that are unique to the organization. For example, the
acquisition of language allows a child to understand parental guidance,
explanations and reasoning. Similarly, newcomers require a certain base
knowledge of company- specific language in order to comprehend
information from others as well as communicate effectively with other
organizational members and customers.

5.Organizational Vision and Values. Refers to the understanding of the

rules or principles that maintain the integrity of the organization. The
formation of collective identity is the core of engagement. Likewise,
the new manager must understand and internalize the organization’s
vision.

6. History. An organization’s traditions, customs, myths, and rituals

transmit cultural knowledge. Knowledge of this history, as well as
knowledge about the personal backgrounds of particular
organizational members, can help newcomers learn what types of
behaviors are appropriate or inappropriate in specific interactions and
circumstance.

Objectives of Onboarding
 Putting the new employees at his ease.
 Creating interest in his job and the company.
 Providing basic information about work management.
 Informing about training facilities.
 Creating the feelings of social security.

General process of onboarding

 Head of the department welcomes the new employees
 Introduction to organization/branch head
 Department head will introduce to all employees and
 supervisors.
 Supervisors will introduce all the other co-workers.
 Information about duties, responsibilities and welfare measure is
provided to the new employee.
 Clarification of doubts about his work.
 Feedback is obtained from the new employee.

Definitions of onboarding by different authors

 Jay Samit , Independent V.C., Deloitte

“Onboarding starts with satisfying the most basic of Maslow’s

psychological needs: belonging. New hires shouldn’t arrive at an
empty cube and be forced to forage through corridors searching
for a computer and the bare necessities of office life. A new hire
isn’t a surprise visitor from out of town. Plan for their arrival.”

 Sarah Wetzel , H.R. Consultant, BBSI( Barrett Business Services,

Inc.)

“I truly believe that onboarding is an art. Each new employee

brings with them the potential to achieve and succeed. To lose the
energy of a new hire through poor onboarding is an opportunity
lost.”

 Caroline Forsey , Staff Writer, Hubspot Learning

“Ultimately, your onboarding experience is your employees’ initial

introduction to the company — if you don’t implement a
memorable and helpful onboarding process that fully integrates
new employees into your company, you risk higher turnover rates
and less productive teams.”
 David Lee , Principal & Founder, HumanNature@Work

“I say this because understanding the foundational principles of

effective onboarding is like understanding the fundamentals of
great design: once you understand them, there’s no limit to what
you can create.”

 Michel Falcon, Entrepreneur, Author, Keynote Speaker

“Employee onboarding is the design of what your employees feel,
see and hear after they have been hired. Often, companies
confuse onboarding with training. While training does have a role
within the onboarding it doesn’t represent the entire scope of the
process.”
 CHAPTER – 7
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY

INTRODUCTION:-

Research methodology is a systematic process of identifying and

formulating by setting objective and method for collecting, editing and
to tabulating to find solution. Research is an art of scientific
investigation. It is defined as “A careful investigation or enquiry
especially through search for new facts in branch of knowledge”.
Research is a movement from the known to the unknown.

RESEARCH DESIGN:
The system is evaluated and steps for improvements are suggested.
Information that was already available and collect through
questionnaire is used to make a criteria evaluation of the system
Therefore, descriptive research was selected.

The descriptive research describes a behaviour or condition. It

attempts to obtain a complete and an accurate description of the
characteristics of a particular individual or a group or a situation.

SAMPLING DESIGN:

A sample design is a define plan for obtaining a sample from a given

population. It refers to the technique by the researcher in selecting
items for the sample.

Population
Population refers to all the items included in the aggregate of data source. The
various departments of reliance Industry in Hoshiarpur is taken as
the population of this study.
Sampling unit
It is a single element or group of elements subjected to selection in
the sample. Here in this project, the sampling unit is employees of HR
department.

Sample Size

Sample size refers to the no. Of items to be selected from the

universe to constitute a sample. Sample size for this study was
determined 10
respondents.

Sampling Technique

The sampling technique used for this study is non probability

convenience sampling. In this technique the population elements
were selected for inclusion in the sample based on easy of access.

Data Collection
Data is the basis for all statistical analysis and collection of data is
the important stage in the research. The data could be classified as
primary data and secondary data. So, i have collected data through
these two methods.

1. Primary Data
2. Secondary Data
1. Primary Data

Primary data are the data which can be collected a fresh and for the
first time and thus happen to b original in character. The primary
data used for this study was collected through questionnaire.
 2. Secondary Data:

Secondary data means data that are already available. They refer to
the data which have already been collected and analyzed By someone
else. For this study the secondary data was collected from websites and
books .

Research Instrument
The research instrument for this study is questionnaire. Questionnaire is a set
of questions prepare in order to collect the required information for the
employees. The questionnaire contains the following five point likert-style
rating scale type of questions:

STATISTICAL TOOLS
The data collected was analyzed using the following statistical tools:

 Percentage Analysis: This is a unvaried analysis ( i.e. considering just

one factor) where the percentage of a particular factor, with different
categories are calculated in order to help one get a fair idea regarding a
simple and thereby that of population.

Percentage = Number of respondents/ Total no. Of

respondents*100
The ease of simplicity of calculation the general understanding of its purpose
and near universal application of the percentage have made it the most widely
used statistical tool.
 CHAPTER – 8
DATA INTERPRETATION
 Q1: Are you satisfied with onboarding
process?
Sr. No Particu No. Of Percentage
lars Respondents
1 Strongl 6 60%
y agree
2 Agree 2 20%
3 Neutral 2 20%
4 Disagre - -
e
5 Strongl - -
y
Disagre
e
10

Interpretation: The above analysis shows that maximum

respondents are satisfied with the onboarding process.
Q2: How satisfied are you with training and
orientation sessions provided during onboarding
process?

Sr.no partic no.of perce

ulars respo ntage
ndent
s
1 Strong 2 20%
ly
agree
2 Strong - -
ly
disagr
ee
3 Neutr 4 40%
al
4 Agree 3 30%
5 disagr 1 10%
ee
10
Interpretation: The above analysis shows that 40% of the
respondents have neutral point of view ,30% are agreed ,20%
are strongly agreed and remaining 10% are disagreed
regarding training and orientations sessions during
onboarding process.

Q3: On scale of 1-4 please rate level of support and

guidance received from your assigned buddy during
onboarding process(with 1=full support and 4= no
support at all)

Rate No. of percentage

responden
ts
1 6 60%
2 2 20%
3 2 20%
4 0 0
 4 0%

3 20%

2 20%

1 60%

percentage
0% 10% 20% 30% 40% 50% 60% 70%

Interpretation: The above analysis shows that maximum respondents

that is 60% respondents have full support from their buddy .

Q4: Do you feel you had clear understanding of your roles and
responsibilities during onboarding process.

Sr.no particulars No. of percentage

respondents
1 Strongly agree 5 50%
2 Strongly - -
disagree
3 Neutral 1 10%
4 agree 3 30%
5 disagree 1 10%
10
 10% 10%

50% strongly agree

agree
disagree
neutral

30%

Interpretation: The above analysis shows that 50% respondents were

strongly agreed to have clear understanding of their roles and
responsibilities, 30% were agreed with the statement while 10% were
disagreed and remaining 10% had neutral opinion.

Q5: Do you feel you had smooth access to ESS.

Sr.no particulars No. of percentage

respondents
1 Strongly agree 5 50%
2 Strongly 0 0
disagree
3 Neutral 2 20%
4 Agree 2 20%
5 Disagree 1 10%
10
 10%

20% Strongly agree

Strongly Disagree
50% Neutral
Agree
Disagree

20%

Interpretation: The above analysis represents that majority of

respondents (50%) strongly agreed that they had smooth access to ESS .

Q6: Do you believe that proper training was given to manage

ESS.

Sr.no particulars No.of percentage

respondents
1 Strongly agree 3 30%
2 Strongly 2 20%
disagree
3 Neutral 3 30%
4 Agree 1 10%
5 disagree 1 10%
10

30 30

20

10 10

Strongly agree Strongly Disagree Neutral Agree Disagree

Series 1

Interpretation: The above analysis shows that 30% respondents

strongly agreed whereas 30% respondents had neutral point of view
regarding training provided for managing ESS.

Q7: Before the date of joining do you feel you had all the
required information.

Sr.no particulars No. of percentage

respondents
1 Strongly agree 3 30%
2 Strongly 0
disagree
3 Neutral 4 40%
4 Agree 2 20%
5 disagree 1 10%
10

Percentage

45

40

35

30

25

20

15

10

0
Strongly agree Strongly Disagree Neutral Agree Disagree

Interpretation: The above analysis shows that majority of respondents

have neutral point of view regarding having all necessary information
before date of joining.

Q8: Do you think there was proper communication between

Human resource business partner (HRBP) and onboarding
team.

Sr.no particulars No .of percentage

respondents
1 Strongly agree 7 70%
2 Strongly 0 0
disagree
3 Neutral 1 10%
4 Agree 1 10%
5 Disagree 1 10%
10

80%

70% 70%

60%

50%

40%

30%

20%

10% 10% 10% 10%

0% 0%
strongly agree strongly disagree agree disagree neutral

Interpretation: The above analysis represents that majority of the

respondents strongly agreed that there was a proper communication
between HRBP and onboarding team.

Q9: Do you think all necessary resources were provided to you

to perform your job duties.

Sr.no particulars No.of Percentage

respondents
1 Strongly agree 4 40%
2 Strongly 0 0%
disagree
3 Neutral 2 20%
4 Agree 2 20%
5 Disagree 2 20%
10

Disagree

Strongly agree

Agree

Neutral

Strongly agree Strongly disagree Neutral Agree Disagree

Interpretation: The above analysis shows that 40% respondents strongly

agreed that all required resources were provided to them whereas from
remaining 60% ,20% agreed ,20% disagreed and other 20% were
neutral.

Q10: How would you rate the duration of your onboarding

process?

Sr.no particulars No. of percentage

respondents
1 long 4 40%
2 Short 6 60%
Interpretation: The above analysis shows that 60% respondents felt
that the process was short and other remaining felt that process was
long.
CHAPTER – 9 :FINDINGS
Findings
In this chapter, as we analyze the data and this chapter going to
state the various findings from the study.
 Since the joining formalities are conducted at the same time as
the onboarding program, some respondents felt that they were
unable to focus on onboarding part.
 The pre-medical examination , background verification and
document verification of the new employees is conducted at the
headquarters ,which can lead to delays here as well if there are
delays there.
 Background check may or may not be genuine as it is done by the
third party.
 Sometimes onboarding process of the new recruits gets
interrupted due to negligence of the new recruits only.
 The company’s buddy allocation system is very effective in
handling and resolving all the queries of the new employees.
 The company’s five days induction programs is beneficial for the
new employees as it helps to provide them with essential
business information and the company’s objectives and goals.
 The smooth access to employee self service portal (ESS) enable
employees to take responsibility for recurring job-related tasks.
CHAPTER – 10
SUGGESTIONS
SUGGESTIONS:

 It is suggested that the joining formalities be completed before the

onboarding program.
 Create a structured onboarding plan that outlines the necessary
steps and activities for the employee’s first few weeks. This plan
should cover introductions to the team, training on company
policies and procedures, setting clear expectations ,and providing
resources for the employee to succeed in their life.
 Ensure that the new employees receives thorough training on all
essentials aspects of their role.
 Encourage social interactions and team building activities to help
the new employee feel welcome and build connections with their
colleagues. This can be done through team lunches ,group outings
etc.
 There should no communication gap between HRBP and
onboarding team.
 It is suggested that onboarding program covers the following
areas,
-Financial results of the past.
-Business plan for the next five years.
 Onboarding program be made interactive with senior and experts
addressing the recruits.
 Background verification should be done genuinely and accurately.
 Regularly solicit feedback from new employees to identify any
areas of improvement in the onboarding process. This can be done
through surveys ,one-on-one discussions, or anonymous
suggestion boxes.
CHAPTER – 11
CONCLUSION
CONCLUSION:
Successful Onboarding is a key part of any talent management strategy.
With the high cost of recruiting, business leaders understand that
effectively integrating new hires into the organization is an important
step to ensure their success. Understanding who owns the Onboarding
process as a whole and who controls various steps in the process is vital
to Onboarding success and sustainability over time. Simply writing down
a formal plan will not help new employees succeed. The key is to engage
important stakeholders and new employees in interactions that help
them understand one another and how they interact over time. Used in
conjunction with HRM best practices , effective Onboarding will result in
a faster learning curve for new hires , improved communication and a
more productive and engaged workforce.
CHAPTER – 12
BIBLIOGRAPHY
Websites:

https://www.bamboohr.com/resources/hr-glossary/
onboarding#:~:text=Onboarding%20is%20a%20human
%20resources,new%20position%20and%20job%20requirements

https://www.zoho.com/people/hrknowledgehive/What-are-the-four-
phases-of-onboarding.html

https://www.preppio.com/blog/what-is-the-four-cs-of-employee-
onboarding-framework

https://www.ciphr.com/advice/improve-your-employee-onboarding-
process/
CHAPTER 13: ANNEXURE
ANNEXURE

1. Are you satisfied with onboarding process

a. Strongly agree
b. Agree
c. Strongly disagree
d. Disagree
e. Neutral

2. How satisfied are you with training and orientation sessions

provided during onboarding process?
a. Strongly agree
b. Agree
c. Strongly disagree
d. Disagree
e. Neutral

3. On scale of 1-5 please rate level of support and guidance received

from your assigned mentor or buddy during on boarding
process ?
a. 1
b. 2
c. 3
d. 4
e. 5
4. Do you feel you had clear understanding of your roles and
responsibilities during onboarding process ?
a. Strongly agree
b. Agree
c. Strongly disagree
d. Disagree
e. Neutral

5. Do you feel you had smooth access to ESS

a. Strongly agree
b. Agree
c. Strongly disagree
d. Disagree
e. Neutral

6. Do you believe that proper training was given to manage ESS?

a. Strongly agree
b. Agree
c. Strongly disagree
d. Disagree
e. Neutral

7. Before the date of joining do you feel you had all required
information?
a. Strongly agree
b. Agree
c. Strongly disagree
d. Disagree
e. Neutral

8. Do you think there was proper communication between HRBP

and onboarding team during the onboarding process ?
a. Strongly agree
 b. Agree
c. Strongly disagree
d. Disagree
e. Neutral

9. Were they provide you all necessary resources to perform your

job duties?
a. Yes, they provide everything that I needed in advance
b. They provide most of the necessary resources
c. They provide some resources but I had to ask about rest
d. They rarely provided any resources

9.How would you rate the duration of your onboarding process?

a. Long
b. Short

10.Please share your suggestion or improvements regarding the

onboarding at our company?