CHAPTER ONE INTRODUCTION 

Induction program has been an important topic among numerous companies no matter the field, and it has to be systematically organized so as to yield better results as intended and through it employees are introduced to their roles and responsibilities, co-workers, and organization premises (Crawford, 2008). Well designed induction programs provide a positive return to the employer in many ways including employee productivity, loyalty, retention and contribution (Klein and Weaver, 2000)

The new employee(s) can be inducing into the organization by introducing his/her fellow workers, supervisors and his/her subordinates. He/she should be oriented to the new organization and its policies, rules and regulations. Staff induction is the process of making new employees familiar with the work environment and the fellow employees in the organization.

Infact, staff induction is a socializing process by which the organization tries to make new employees as its agent for the achievement of its aim and objectives while the new individual employees seeks to make the organization an agency to achieve his /her personal goals. Staff induction makes new employees feels at home and helps him/her to adjust with the new environment in the organization.

Introducing the new employee who is designated as a probationer to the job location, surroundings, and various employers is the final step of employment process. Some organizations do not lay emphasis on the function as the y view that this function will be automatically performed by colleague of new employers.

The objectives of welcoming the new employees in an organization were to relieve his/her anxieties and make them feel at home. It developed rapport between the organization and the new employee becomes part of the organization quickly as possible. The employee would be acquainting with the organizational goals, history, management traditions, policies, departments, divisions, products and physical layout (Ibekwe, 2016).

Induction programmes in organization brings benefit which lower turnover especially new lower recruiting training cost as well as facilitation of learning. Armstrong (2014) is of opinions by saying that induction of employee facilitates informal relation and team work among employee. Induction helps to develop good relation and integrate them into the organization by making the new employees to develop sense of belonging.

The induction phase is a period where employees adapt and familiarize themselves with their new work environment. It initially starts on the first day of work and can last for one day or a few months depending on the job and industry. In today’s business world, employees are considered the most important asset. From the moment, an employee is employed by the company the firm must work hard to retain the employee. The induction program is an important training activity the companies facilitate to enhance engagement and the motivation of new employees in turn increase productivity and efficiency of new employees. Furthermore, the Induction prepares a new employee for what’s ahead of them, without this type of training there would be a great amount of independence on colleagues which can be a problem especially if it interferes with the colleague’s work.

The focus of the research is on the employee experience of an induction program in an Irish software company with the aid of results formatted from a qualitative study analyzed and interpreted into information. The company picked to focus the research on was chosen because of personal connections to the business. Using this company was both convenient and it helped reduce research associated costs. The company is a fast-growing software company located in Ireland. Each week new employees join and leave the company, this means both recruitment and turnover rates are increasing as the company continues to grow.

The current induction program in place for new hires has remained the same process for several years. It involves training on the first day carried out by a member of human resource and then a tour of the office where the employee is met by their hiring manager and team members. The hiring manager will then ensure IT have all the equipment set up and the new employees are ready to start work. The first week involves a variety of induction training sessions that will ensure new employees gain knowledge about the product and work process. After the first week, new employees are then left to their own devices. While another new group of employees arrives and the weekly induction process starts again.

1.2    Statement of the problem

When induction is lacking or when it is done badly it could result in misinformation, frustration to the organization and high levels of employee turnover. Organizations invest
a lot of money in recruiting and training of new employees so as to help them cope with the rapidly growing competition in the global market. With such a considerable
investment, induction is very crucial in ensuring that new hires settle down quickly and become productive. More precisely induction is a form of training designed to introduce
new employees to their roles and responsibilities, co-workers and organization.

Well designed induction programs provide a positive return to the employees in many ways; employee productivity, loyalty, retention and higher contribution. A survey of past studies on induction reveals that many employers after spending so much money on recruiting new employees, they treat them like barely welcome strangers. They fail to see that recruiting is only half of the task of hiring. Induction is the other often ignored element. Apart from the civil service and a few companies which are known to have formal induction programs, there is no clear evidence that many organizations in Nigeria practice and use induction programs as a way of helping new employees adjust to their new work situation and role demands. Many studies conducted reveal that managers of organizations do not appreciate the weight that induction programs exert on organizational effectiveness. It is in this light that this study investigates the impact of staff induction on the organizational goal achievement.

1.3    Objective of the study

The major purpose of this study is to examine the impact of staff induction on the organizational goal achievement. Other general objectives of the study are:

1. To ascertain the extent to which staff induction affects organizational goal achievement.
2. To determine the extent of challenges of staff induction on organizational goal achievement.
3. To find out the relationship between staff induction and organizational goal achievement

1.4 Research Questions

The research questions were drawn in line with the objectives as follows:
1. To what extent does staff induction affects organizational goal achievement?
2. what are  the challenges of staff induction on organizational goal achievement?

3. What is the relationship between staff induction and organizational goal achievement?

1.5    Research Hypothesis

The following hypotheses were raised for this research:

1. There is no significant effect of staff induction on organizational goal achievement.

2. There is no significant challenges of staff induction on organizational goal achievement.

3. There is no significant relationship between staff induction and organizational goal achievement.

LIST OF TABLES 

Pages

Table 3.2.1: Sample selection     –           –           –           –           –           –           -32

Table 4.1.1: Responses to Research Question One  –           –           –           -35

Table 4.1.2: Responses to Research Question Two  –           –           –           -36

Table 4.1.3: Responses to Research Question Three           –           –           -38

Table 4.1.4: Response to research Question Four    –           –           –           -39

Table 4.2.1A: Observed frequency table for Hypothesis One       –           -41

Table 4.2.1B: Expected frequency table for Hypothesis One        –           -42

Table 4.2.1C: Comparison of Observed and Expected

Frequencies for Hypothesis One        –           –           –           -43

Table 4.2.2A: Observed frequency table for Hypothesis Two      –           -44

Table 4.2.2B: Expected frequency table for Hypothesis Two        –           -45

Table 4.2.2C: Comparison of Observed and Expected frequencies for     Hypothesis Two   –           –         –           –           –           –           -46

[Table 4.2.3A: Observed frequency table for Hypothesis Three   –           -48

Table 4.2.3B: Expected frequency table for Hypothesis Three     –           -49

Table 4.2.3C: Comparison of Observed and Expected

Frequencies for Hypothesis Three        –           –           –           -50

Table 4.2.4A: Observed frequency table for Hypothesis Four      –           -51

Table 4.2.4B: Expected frequency table for Hypothesis Four       –           -52

Table 4.2.4C: Comparison of Observed and Expected

Frequencies for Hypothesis Four          –           –           –           -53

TABLE OF CONTENTS

Pages

Title Page      –           –           –           –           –           –           –           –           –           -1

Approval Page        –           –           –           –           –           –           –           –           -ii

Certification –           –           –           –           –           –           –           –           –           -iii

Dedication    –           –           –           –           –           –           –           –           –           -iv

Acknowledgements           –           –           –           –           –           –           –           -v

Abstract        –           –           –           –           –           –           –           –           –           -vi

List of Tables            –           –           –           –           –           –           –           –           -vii

Table of Contents   –           –           –           –           –           –           –           –           -viii

 

CHAPTER ONE       

INTRODUCTION

1.1      Background of the study –           –           –           –           –           –           – 1

1.2      Statement of the Problem           –           –           –           –           –           –           -3

1.3      Objectives of the Study    –           –           –           –           –           –           -4

1.4      Research Questions           –           –           –           –           –           –           -4

1.5      Statement of Hypotheses                        –           –           –           –           –           -5

1.6      Significance of Study         –           –           –           –           –           –           -6

1.7      Scope of the Study            –           –           –           –           –           –           –           -6

1.8      Limitations of the Study   –           –           –           –           –           –           -7

1.9      Organization of the Study           –           –           –           –           –           -8

1.10   Definition of Terms            –           –           –           –           –           –           -8

CHAPTER TWO

REVIEW OF THE RELATED LITERATURE

2.1      Conceptual Framework   –           –           –           –           –           –           -10

2.1.1  Concept of staff induction           –           –           –           –           –           -10

2.1.2  Relevance of staff induction to organization –           –           –           -12

2.1.3  Effects of Induction on organizational goal attainment      –           -18

2.1.4 Factors that hinders effective staff induction programmes on organizational goal attainment            –            –           –           –           -21

2.1.5  Strategies for induction programme for new employees  –           -23

2.2      Theoretical Framework    –           –           –           –           –           –           -24

2.2.1  Social Learning Theory     –           –           –           –           –           –           -24

2.2.2  Reinforce Theory   –           –           –           –           –           –           –           -25

CHAPTER THREE

     RESEARCH DESIGN /METHODOLOGY

3.1      Research Design     –           –           –           –           –           –           –           -30

3.2      Population of the Study   –           –           –           –           –           –           -30

3.3      Sample and Sampling Technique          –           –           –           –           -32

3.4      Instrumentation     –           –           –           –           –           –           –           -32

3.5      Plan/Method for Data Analysis  –           –           –           –           –           -32

3.7      Problems of Data Collection       –           –           –           –           –           -34

CHAPTER FOUR

DATA PRESENTATION, ANALYSIS AND INTERPRETATION

4.1      Analysis of Research Questions  –           –           –           –           –           – 35

4.1.1  Analysis of Research Question One      –           –           –           –           -35

4.1.2 Analysis of Research Question Two        –           –           –           –           -36

4.1.3  Analysis of Research Question Three   –           –           –           –           -38

4.1.4  Analysis of Research Question Four     –           –           –           –           -39

4.2      Test of Hypotheses            –           –           –           –           –           –           -41

4.2.1  Test of Hypothesis One    –           –           –           –           –           –           -41

4.2.2  Test of Hypothesis Two    –           –           –           –           –           –           -44

4.2.3  Test of Hypothesis Three –           –           –           –           –           –           -48

4.2.4  Test of Hypothesis Four   –           –           –           –           –           –           -51

4.3      Discussion of Findings       –           –           –           –           –           –           -54

CHAPTER FIVE

SUMMARY OF FINDINGS, CONCLUSION AND 

         RECOMMENDATIONS

5.1      Summary of Findings        –           –           –           –           –           –           -57

5.2      Conclusion   –           –           –           –           –           –           –           –           -58

5.3      Recommendations –           –           –           –           –           –           –           -59

References

Appendix 1

Appendix 11