A STUDY ON EFFECTIVENESS OF INDUCTION PROGRAM TO NEW EMPLOYEES AT HLL LIFECARE LIMITED, THIRUVANANTHAPURAM.

A Project report submitted in partial fulfilment of the requirement for the Award of degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted by

AMRUTHA.K
Under the guidance of

Mr Saiju.S Dy. Manager (HR) HLL LIFECARE LIMITED

DECLARATION I AMRUTHA.K, declare that the report titled A STUDY ON EFFECTIVENESS OF INDUCTION TO NEW EMPLOYEES at HLL LIFECARE LIMITED submitted by me as per the requirement of my curriculum is the original work carried out by me and to the best of my knowledge. This report is prepared based on the data collected by me and this report has not been submitted by me for the award of any other degree, diploma, title or recognition,

AMRUTHA.K

ACKNOWLEDGEMENT This report has been made fruitful with help and co-operation of various people to whom I wish to express my gratitude. I would like to express my respectful thanks to Mr.Saiju.S, Deputy Manager HLL Lifecare Ltd for his constant support and guidance in my project. I would like to express my gratitude to all the respondents, who selflessly adjusted their schedule to accommodate me in their schedule. This project would not have been successful without their help. I am also thankful to my Family members and friends for encouragement to complete this project.

AMRUTHA.K

TABLE OF CONTENTS

CHAPTER NO LIST OF TABLES 1 INTRODUCTION

TITLE

PAGE NO.

1.1 INTRODUCTION TO THE STUDY 1.2 OBJECTIVES OF STUDY 1.3 SCOPE OF STUDY 1.4 BACKGROUND OF THE PROBLEM 1.5 INDUSTRY PROFILE 1.6 COMPANY PROFILE 2 RESEARCH METHODOLOGY 2.1 RESEARCH DESIGN 2.2SAMPLE SELECTION 2.3DATA COLLECTION 2.4STATSTICAL ANALYSIS 2.5LIMITATIONS TO STUDY 3 4 REVIEW OF LITERATURE DATA ANALYSIS PERCENTAGE ANALYSIS OF BATCH 1

8-9

9 9 9 10-14 14-39

40 40 40 41 42 43-46 47-127 67-86

PERCENTAGE ANALYSIS OF BATCH 2 PERCENTAGE ANALYSIS OF BATCH 3 5 FINDINGS AND CONCLUSIONS BIBLIOGRAPHY APPENDIX

87-106 107-126 128-137 138 139

LIST OF TABLES
TABLE NO 1 TITLE Awareness given about the companys business PAGE NO

2 Awareness given about senior management (who is who in the company) 3 Awareness given about different units and the products/process cycle 4 Awareness given about company policies

5 Awareness given about the vision and mission of the organization and its significance. 6 Awareness regarding your responsibilities in HLL 7 Awareness about the technical (theory) aspects of your job in HLL 8 Awareness about the practice in HLL with respect to your area 9 Helped in improving required skills/competencies

required for executing your job

10 Helped in developing interpersonal skills 11 Helped in improving team bonding 12 After the induction program the team is in constant touch with each other 13 The induction program is given adequate importance in your organization 14 The program was of sufficient duration 15 The planning and co-ordination of the program was excellent 16 The sessions were interactive and interesting 17 The program covered all areas relevant for an induction 18 The quality of materials provided were excellent 19 The venue of training was comfortable

20 Would you recommend HLL to others

Chapter 1 Introduction
1.1 Introduction to study Induction covers the activities involved in introducing new employees to the organization and to his or her work unit. It is only a small part of the overall socialization of a new organizational member. It expands on the information received during the recruitment and selection stages and helps to reduce anxiety of joining a new job. An orientation program should familiarize the member with the organizations new objectives, history, philosophy, procedures and rules. It must communicate relevant personnel policies such as hours of work, pay procedures, overtime requirements, specific duties and responsibilities of the job, introduce the employee to his or her superior and co-workers and provide a tour off the organizations physical facilities. In many medium-sized and most large organizations, the personnel department takes charge of explaining such matters. In other organizations new employees will receive their entire orientation from the supervisor. In small organizations, the employee orientation may not be formal and the supervisor may assign the new member to another employee who will introduce him to the others. This could be followed by a quick tour of the office after which the new employee is shown his desk and left to fend for himself. Induction conveys three types of information:1. General information about the daily work routine 2. A review of the organizations history, founding fathers , objectives , operations and products or services as well as how the employees job contributes to the organizations needs 3. A detailed presentation, perhaps, in a brochure, of the organizations policies, work rules and employee benefits. A quality induction program is a key in integrating new employees into your organization. New employee inductions are reliable tools to integrate new workers into any industry, from administrative to industrial and manufacturing realms. Employee inductions can allow new workers to learn what's

expected of them in their new positions as well as educate them on the intricacies of organizational policy. 1.2 Objectives of the study 1. To analyze the overall effectiveness of induction program. 2. To identify which batch got more effective induction program. 3. To understand the quality of the induction program. 4. To know the perception of employees towards the organization. 1.3 Scope of the study The idea behind induction program is to make the new employees feel at home in the new environment. It is a well known fact that employees feel anxious on entering an organization. An effective induction program reduces the anxiety of new employees by providing them information on the job environment and on supervisors, by introducing them to co-workers etc. Induction program seeks to expose new employees to all areas of the organization. Induction makes new hires become productive to the company quickly. The current study helps to understand the overall effectiveness of induction program to the new employees. The study enables us to understand which batch got more effective induction program. Thus through this study an overall reaction of employees towards the program could be identified. 1.4 Background of the problem After an applicant has been hired, he or she must be oriented and placed on particular job. Induction provides a new employee with the information he or she needs to function comfortably and effectively in the organization. An effective induction makes new hires become productive to the company quickly. The current study is performed to identify the effectiveness of induction program conducted in the organization. The study is essential because the normal programs should be regularly changed or re-sequenced or rescheduled on the basis of the evaluation of the program. Evaluation shows the method of changing knowledge, skills, methodology and quality of materials.

1.5 Industry Profile A contraceptive is a method, device or

pharmaceutical drug that prevents pregnancy. People have been using different forms of contraceptives for centuries. The birth control pill, a hormonal contraceptive, is among the various medical discoveries of the 20th century and has had lasting effects for women and men. New and improved contraceptives are regularly created and marketed, giving people affordable and generally safe birth control options. World population reached 6.1 billion in mid-2001 and is expected to increase by 50 percent by 2050, to over nine billion people. This growth will occur primarily in developing countries while developed nations experience aging and population decline. The amount of growth in the developing world will depend largely on womens access to education and health, especially family planning, services. Given that the growth rate of 1.6 percent in developing countries is so much higher than in the developed world (0.1 percent), the unmet need and demand for contraceptives is most evident. Most of the people agree that some family limitations or spacing is desirable for good family and society. When people talk about birth control, they are usually referring to artificial methods, which include contraceptives, oral birth control pills and the use of condoms. Nowadays, the countries are looking towards the future keeping our social responsibilities in perspective and aiming to provide a wide range of contraceptive and high quality health care aids for meeting the expectations and demand of the global family. Significance Because of contraceptives, men and women have been able to control the number of children they produce while still fulfilling their own adult relationships. In the past, contraceptives were a symbol of control for women, as they allowed more control over how many children they gave birth to, which was a major health issue for many years. In recent years, birth control has been more widely accepted and used although some religious groups, as well as individuals, disagree with the use of birth control methods and drugs. Function The function of modern birth control is to prevent unintended pregnancy in the safest manner possible. Manufactured contraceptives are made to be as effective as possible, with
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little to no side effects. Some contraceptives also help women control, if not eliminate menstrual cycles and even facial acne. This is made possible by manipulating the release of estrogen and other chemicals that are absorbed by the body. Types There are many different methods and types of contraception available to women and a few different types to men. General methods include abstinence (refraining from sexual intercourse) and natural family planning (NFP), which is based on an individual woman's ovulation cycle. Devices, or a combination of devices and over-the-counter drugs, include male/female condoms; spermicide in the form of a jelly, tablet, suppository or foam; a diaphragm, which is a rubber device worn internally by a woman and covers the cervix; a cervical cap, which is similar to a diaphragm but shaped differently and must be used with spermicide to be effective; and a sponge, which must be used with a contraceptive foam. Prescription drugs include birth control pills; injections that last for various amounts of time; a vaginal ring; a patch that is worn on the body; or an intra-uterine device. Sterilization for men and women can be considered a contraceptive as well. World Contraceptive Industry The global contraceptives market, which remains one of the few industries untouched by the economic downturn, is projected to reach US$17.2 billion by the year 2015. With majority of the world's people succumbing to economic anxiety, coupled with steady increases in the number of women in the childbearing age, especially in the developing countries, growth in the market is forecast to be steady in the current to long-term period. All sexually active women face the risk of unwanted/unplanned pregnancy right from the years spanning menarche to menopause. The unprecedented rate of population explosion has become a cause for grave concern the world over. Therefore, a keen interest in curbing the number of unintended pregnancies is one of the top priorities of governments in the developing and developed countries, alike. Social and political considerations have long and heavily influenced the contraceptives market. Driven by an ever-increasing global population, transforming demographic landscape and sociological/cultural changes, contraceptive use continues to gain momentum the world over. Emerging technological advances such as third-generation oral contraceptives and the emergency contraception pill are also contributing to higher and more widespread use.
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The ongoing economic slowdown has proved to be a blessing in disguise for the global contraceptives market. Interestingly, the economic slowdown has not resulted in birth control budget cuts, but has in fact created a rise in the use of birth control measures as fears over the cost of unplanned pregnancies rise amid the weak economic climate. Rise in unemployment, loss of health coverage, steep falls in consumer discretionary income, crumbling consumer confidence, reduction in household wealth and uncertainty shrouding the future economic outlook, have induced many women and their partners to make all the necessary efforts required to delay pregnancies. The trend is thrown into sharper relief by the fact that birth rates in the United States, as a case-in-point, declined by over 2.5% in the year 2008. Given the economic hardships, the expensiveness of raising children is currently a commitment, which women can ill afford. The recession clearly is eliciting changes in perceptions and attitudes towards fertility and behavior and practice of family planning. Despite pecuniary considerations, out-of-pocket spending on prescription contraception remains relatively unchanged, primarily because shortsighted skimping on birth control measures results in greater expenditure in the form of abortions, and unplanned birth, and child rearing in the future. As stated by the new market research report, Europe and the US, together account for a major share of the global market. In addition to the recessionary drivers for growth, global contraceptives market also stands benefited from rising number of women in the childbearing age, and increased awareness over the importance of prevention of sexually transmitted diseases. Segment wise, Oral Contraceptives is the largest product market worldwide. Surgical male and female sterilization procedures have especially benefited from the recession, as economic uncertainties and fears over job security help speed up decisions to schedule these surgeries at the earliest, when still under corporate healthcare coverage. Additionally, financial instability of numerous households, and the rising costs of childbearing and rearing, is leading to decreased desire for having larger families, and thus creating a marked preference for permanent birth control options. Small family sizes are thus crucial strategies for households to weather and survive the current economic crisis. Market for Condoms in Asia-Pacific is estimated to wax at the fastest CAGR of more than 6.0% over the analysis period, driven by innovation in marketing campaigns, growing population, government investments in social welfare and family planning programs, subsidized costs, and improvement in public awareness, and easy access to contraceptives.
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Like all other industries, contraceptives also contends with challenges manifested in the form of lack of affordable birth control options and measures, which still acts as a dampener on market growth, especially in developing countries. The recession interestingly has fuelled the cost and affordability challenge further. Hit by the recessionary blues, major donors have reduced their aid for family planning services. Additionally, 0since social welfare programs are closely linked to economic health, the economic slowdown and financial crisis has resulted in several governments worldwide reducing spending on these policies. Key players in the marketplace include Ansell Limited, Bayer Schering Pharma AG, Female Health Company, Church & Dwight Co. Inc., Conceptus Inc, Condomi Health International, Ortho-McNeil-Janssen Pharmaceutical Inc, Merck & Co Inc., SSL International PLC, Teva Pharmaceutical Industries Limited, Wyeth Corporation, Warner Chilcott, among others. Indian Contraceptive Industry While India has the second-largest population of any country, the market for hormonal contraceptives is small, because of a low contraceptive-prevalence rate (CPR) (42.8 percent) and a high reliance on sterilization. Female and male sterilization comprises more than 80 percent of contraceptive use. In addition, there has been little growth in the CPR; the majority of what growth there has been involves sterilization, resulting in a flat market for hormonals. The Indian hormonal-contraceptive market is bifurcated into high-priced products, dominated by multinational corporations (MNCs) brands, and a low-end market, dominated by products that are free or the government or SMOs subsidize. The DOFW coordinates the government and contraceptive social-marketing programs, compiling demand, contracting with manufacturers, and supporting social-marketing efforts with product and promotional subsidies. Advertising has fuelled the war and sales further. If market research firm The Nielsen Company is to be believed, over 2 billion condoms were sold in 2009-10 compared to 1.5 billion in the previous year. The country with its predominantly young demographic, which ad guru Prahlad Kakkar calls sexually liberated, is pushing sales at a rate of over 20% and it doesn't seem to stop at that.
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The competition to the condom, interestingly, comes from the Pill, an over the counter emergency female contraceptive, the market for which is growing at a rate of 2530%. This high growth was the reason why Piramal bought Cipla's i-pill for Rs 95 crore, at three times the sales of the product. The growth chart owes its northward course to the higher awareness of contraceptives in the country over the last two decades. "Sterilisations dominate the Indian contraceptive market to date. Most of the growth in the demand for pills and condoms will occur in the private sector," says M Ayyappan, CMD of HLL Lifecare, a public sector enterprise that makes Nirodh condoms for the government. While some argue that the concept of safe sex has now got ingrained in the psyche of Indians, others believe that the usage of condoms and other methods has increased more out of scare than protection. In the early years of the contraceptives, both pills as well as condoms, the perception was negative. And this was mostly because contraceptive advertising was government driven which were literally telling people what to do.. 1.6 Company Profile HLL Lifecare Limited (HLL) commenced its journey to serve the Nation in the area of healthcare, on 1st March 1966 with its incorporation as a corporate entity under the Ministry of Health and Family Welfare, Government of India. HLL was set up in the natural rubber rich state of Kerala, for the production of male contraceptive sheaths for the National Family Welfare Programme. HLL commenced commercial operations on 5th April 1969 at Peroorkada in Thiruvananthapuram (formerly Trivandrum). The Plant was established in technical collaboration with M/s Okamoto Industries Inc. Japan. Two most modern Plants were added, one at Thiruvananthapuram and the other at Belgaum in 1985. Another Plant was added in the early nineties at Akkulam in Thiruvananthapuram for the production of Blood Transfusion Bags, Copper T IUDs, Surgical Sutures and Hydrocephalus Shunt. HLL has grown today into a multi-product, multi-unit organization addressing various public health challenges facing humanity. HLL had set its sights in 2003 - when it had a turnover of mere Rs 163 crores - to be an Rs 1000 crore company by the year 2010. On the path of rapid growth, this year (2010) it

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has not only surpassed this figure but has drawn a clear road map to achieve a fivefold growth by the year 2015. HLL is today a Mini Ratna and upgraded as a Schedule B Central Public Sector Enterprise. HLL Lifecare Limited is the only company in the world manufacturing and marketing the widest range of Contraceptives. It is unique in providing a range of Condoms, including Female Condoms, Intra Uterine Devices, Oral Contraceptive Pills - steroidal, non-steroidal and Emergency contraceptive pills; and Tubal Rings. HLL produces today 1.316 billion condoms annually making it one of the worlds leading manufacturers of condoms, accounting for nearly 10 percent of the global production capacity. Vision and Mission Motto Innovating for Healthy Generations. Vision  HLL will establish itself as the Leader in its core activities, through a process of continuous innovation and participatory approach in order to -Provide best value to the customer.  Be an employer of choice.  Promote the cause of family health in general, and women's health in particular Mission  To accomplish the Corporate Vision, HLL has outlined a Mission to be a World Class Health Care Company by the year 2010, with focus on five key areas, namely y y y y y Business Customer Innovation Employee Social Sector initiatives.

Business Leadership  Attain rapid growth and global levels of operations with cost competitiveness.
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 Be among the top three players in each main product category.  Become the organization to be benchmarked with.  Become an acknowledged and admired leader at industry forums. Customer Focus  Focus on quality and customer delight at all time Innovation  Establish core competence through a process of learning and innovation.  Create a culture of continuous innovation resulting in at least 10% of turnover from Research and Development initiative. Employee Satisfaction  Strive to be the employer of choice in India with employee satisfaction levels of over 90%. Social Sector Initiatives  Be recognized as the leading social organization in the field of Reproductive and Women's Health, with a commitment to the society - a partner of choice for implementing all government and multi-lateral initiatives in these segments. Origin and History To trace briefly, HLLs Milestones in the 44th year since its formation: 01March 1966  Incorporated as a company under the Ministry of Health and Family Welfare of the Government of India. 05 April 1969  Commences commercial production of Condoms at its Peroorkada Factory Thiruvananthapuram (PFT). Production capacity 144 million pieces a year. 1976  Production capacity doubled to 288 million pieces a year with the addition of two more lines in the molding section. 1985
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 Addition of a new plant at Thiruvananthapuram with the latest state-of-art Japanese Technology. Commencement of new condom plant at Kanagala, Belgaum (KFB). Raises HLLs total Condom production capacity to 800 millionpieces a year. 1991  HLL recognized as a MOU signing CPSU by the Government of India.  HLL granted the 510(k) Registration by the Food and Drug Administration (FDA) US, for its Male Condoms. 1992  Adds manufacture of Medigard Surgical & Examination Gloves at PFT.  Commences formulation and tabletting of Saheli (Centchroman) once-a-week nonsteroidal pill at the Kanagala plant near Belgaum (KFB). 1993  Plant for formulation and tabletting of Mala-D Oral pills, commissioned at KFB. 1994  Commences production of copper-T Intra-Uterine Device (IUD) at its Aakkulam Factory, Thiruvananthapuram (AFT).  Commences commercial production of Ceredrain Hydrocephalus Shunts. 1995  Introduces Surgical, Synthetic and Catgut Sutures.  Commences manufacture of HL-Haemopack blood tansfusion bags at AFT.  HLL awarded NF mark.

1996  HLL awarded ISO 9002 certification - for PFT (Condom manufacture) and AFT (manufacture of blood bag, copper-T and hydrocephalus shunt. 1997

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 HLL, the first company from India selected by the World Health Organisation (WHO) for sourcing of Condoms. 1998  HLL Peroorkada plant (PFT) awarded CE mark HLLs Akkulam plant (AFT) awarded the CE mark.  Hindustan Latex Family Planning Promotion Trust (HLFPPT) a not-for-profit organisation of HLL commences several social marketing projects and services in different parts of the country. 2000  Receives MOU award and Certificate of merit from the Vice President of India, for achievement of MOU targets.  AFT awarded ISO 14001 certification. 2002  PFT and KFB awarded ISO 14001 certification.  KFB awarded the CE mark for Condoms.  Introduces HL HAEMOSAFE Instant Needle and Syringe Destroyer, for destroying used needles. 2003  Receives MOU Award from the President of India, for excellence in the achievement of MOU targets for 2001-2002, on 5th April 2003.  Achieves a turnover of Rs. 150 Crores.  Introduces Preventol Emergency Contraceptive Pills.  Introduces for Blood Bank automation, HiCare Blood Collection Monitor andHiCare Tube Sealer for sealing Blood Bags. HLL commences manufacture of Tissue Expanders at AFT.  HLL exports touched Rs.13 Crores, to over 60 countries around the world.  HLL emerges as the nations top social marketing organisation in the area of contraceptives.
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 Commercial production of Surgical Sutures launched at AFT by the Union Minister for Health and Family Welfare on 27th September. 2004  Launches Moods condoms in the Middle East on 22nd January.  HLLs Female Condom launched by the Secretary, Dept. of Family Welfare at New Delhi on February 13.  Launches Sanitary Napkins Sakhi at Indore on 29thFebruary.  Cochin Special Economic Zone (CSEZ) unit inaugurated on 4th March.  Records a turnover of Rs. 162.54 crores.  Receives Government of Indias MOU Award from the Prime Minister of India, on being adjudged amongst the top ten Of the Central Public Sector Units, on the basis of MOU targets achieved, on 4th September.  Launched Autolok Auto destructive syringes, at New Delhi on 16th December. 2005  Contributes Rs 20 lakhs to the Prime Ministers Relief Fund.  Condom Vending Machines installed in Kerala by HLFPPT on 29th July.  HLL launches Moods variant - Spiral Condoms, at Hyderabad on 7th August.  Receives the National Safety Innovation Award from the Ministry of Labour Government of India, on 17th September.  PFT awarded the OHSAS 18001 Certification on 25th September.  Receives from the Union Finance Minister Capexils Export Award for outanding export performance on 28th November.  HLL launches Moods Glow Condoms at a special function at Thiruvananthapuram on 1st December.  The first Life Spring Hospital at Moula Ali, a suburb near Hyderabad, inaugurated by the Union Secretary for Health and Family Welfare, on 10th December. 2006
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 Womens Health Care Pharma Products launched by the Union Secretary for Health & Family Welfare at Thiruvananthapuram on 13th January.  HLL receives National Award for Excellence in Cost Management instituted by ICWAI at New Delhi on 25th January.  Launches MOODS Get Closer Pack on 19th March at Chennai.  HLL upgraded as a Schedule B PSU by the Government of India on 24th April.  Launches a new contraceptive concept - the Confidom Passion Rings a women initiated barrier method made of polyurethane at Bangalore on May 6.  Launches break after use syringe - Bsure at a Mumbai on 11th June.  HLL declared a MINI RATNA PSE by the Government of India on 31st August.  TYFEX & HIVAC-B Vaccines launched by Union Secretary, Health & Family Welfare at New Delhi on 30th October.  HLL ties up with SUPPLYCO in Kerala for the distribution of its products on 9th November.  HLL receives the Kite Mark (UK) Certification for its Condoms on 16th November.  KFB receives the National Energy Conservation Award in the Drugs and Pharmaceuticals sector on 14th December. 2007  HLL renovates and opens the Kowdiar Park at Thiruvananthapuram for the citizens of Keralas Capital city on 17th January.  HLL forms Infrastructure Development Division in February.  HLL organized its first ever inter Unit/Department Expo - Latexpo 2007 at PFT from 22-24th February.  Launches Crezendo Condoms with Vibrating Ring on 8th March at Chandigarh.  Launches Aastha Pan Flavoured Condom for Family Health International, at Mumbai on16th July.  Merrygold Health Service Network launched by HLFPPT along with SIFPSA and USAID in UP on 23rd August.\
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 New Condom Plant at Peroorkada inaugurated by the Union Minister for H&FW on 24th November. With this PFTs capacity increases to over one billion (1000 million) condoms one of the worlds largest.  HLL commenced work on the Super Speciality Block of the Trivandrum Medical College on 24th November.  HLLs Corporate Song released on 24th November.  HLLs In Vitro Diagnostic Test Kits manufacturing facility at Manesar,

Gurgaon inaugurated by the Union Secretary, H&FW on 29th Novermber.  Launches VELVET the new Female Condom made of a nitrile, on 17th December.  HLLs Smrithivanam Social Forestry Programme inaugurated by Sri T. K. A. Nair, Principal Secretary to the Prime Minister on 25th December. 2008  The Union Ministry of H&FW decides on setting up an Integrated Vaccine Complex (IVC) and a Medical Equipment and device manufacturing park (MediPark) at Chengalpet in Tamil Nadu.  HindLabs Diagnostic Centre inaugurated by the Union Minister for Health and Family Welfare at the CGHS Dispensary at R. K. Puram, New Delhi on 9th February.  Formation of LifeSpring Hospitals (Pvt.) Ltd. - a joint venture between HLL and Acumen Fund, USA, formed on 18th March.  Second LifeSpring Hospital, at Mallappur near Hyderabad inaugurated on 16th June and the third Hospital at Nellore on 20th June, the fourth atVijayawada on 14th August and the fifth at Vanasthalipuram near Hyderabad on 24th August.  HLL signs MOU for project consultancy for the Integrated Vaccine Complexwith NNE Pharmaplan and for the MediPark with IL&FS on 21st August.  Sri O. B. Parissh, President, Female Health Company, US inaugurates theFemale Condom manufacturing facility at Kakkanad, Kochi (KFC), on 3rd September.

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 MOU signed with the Rajiv Gandhi Centre for Biotechnology, Thiruvananthapuram, for setting up of Technology Business Incubation Centre, on 4th September.  Receives National Rajbasha Award from the President of India for outstanding implementation of Official Language in the Southern Region, on 14th September.  HLL registered its first Pharma product outside India in Peru in South America and launches its once-a-week, non-steroidal oral contraceptive pill in the brand name Ivy Femme in Lima, Peru, on 15th October.  HLL signs an MOU with the Government of Kerala for the setting up of three MRI Scan Centres at Thrissur, Alapuzha and Kottayam Medical Colleges on 1st November.  HLL ties up with Arya Vaidya Sala (AVS), Kottakkal for introducing Women Health Care, Health Generics, and Neutraceutical products, on 5th December  Receives Capexils Export Award for outstanding export performance for 2007-08, on 10th December. 2009  Hindustan Latex - HLL - took a new name HLL Lifecare Limited on 1st January as an organization whose activities encompass complete health care for all. Changes were also brought to its existing Logo by adding a touch of pink - which serves as the messenger of good health.  Launches at Jaipur, Lactohil - a health tonic to improve the health of lactating mothers, a product from AVS, Kottakkal, on 5th January.  HLL opened MOODS Planet retail outlet at Thiruvananthapuram (Kerala) to directly reach its range of contraceptives to consumers, on 16th March.  HLL introduces M-CARE CU 250, a superior version of CuT on 01st August.  HLL launched Herbs and Berries Chyavanules on 19th August 2009 at Kochi.  The Hindlabs MRI Scan Centre at the Thrissur Medical College inaugurated by Keralas Health Minister Smt. P. K. Srimathy Teacher, on 29th August 2009.  HLL ties up with College of Engineering-Trivandrum (CET) to carry out programmes for promoting industry-academic interaction, on 10 December.
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 The prestigious Superbrand status was conferred on HLLs premium condom brand MOODS on 17 December. 2010  HLLs second MRI Scan Centre set up by HINDLABS at the Alappuzha Medical College inaugurated by Kerala Chief Minister Shri.V.S.Achuthananthan on 12 January.  HLLs new office complex in the National Capital Region (NCR) in Noida, New Delhi inaugurated by Shri.Ghulam Nabi Azad, Union Minister for Health and Family Welfare on 14 January.  Launched Moods Condoms in Australia in association with M/s. Indo Pacific Enterprises Pty Ltd. NSW, on 06 February.  Launched ERP (Enterprise Resource Planning) implementation project on 23 March.  HLL officers sign Value Charter founded on three core values-Trust Transparency and Teamwork on 24 March.  Pharma production Facility set up at Indore for production of Tablets, Capsules and ORS on 28 April.  HLLs third Hindlabs MRI Scan Centre at Govt. Medical College Kottayam inaugurated by Kerala Health Minister Smt. P.K.Sreemathy Teacher, on 17 May.  HLL completes the construction of Super Speciality Block in the Trivandrum Medical College Hospital set up under the Pradhan Mantri Swasthya Suraksha Yojana (PMSSY) on 28 May.  Signs MoU with National Institute of Research in Reproductive Health (NIRRH) Mumbai for developing and up scaling technologies in the area of contraceptive and reproductive health and subsequent commercialization of products on 01 June.  Foundation stone laid for HLLs world class hormonal/steroidal formulation plantUNIPILL Block-with an investment of Rs. 40 Crore at HLLs Kanagala Factory on 12 September.  HLL bags prestigious Indira Gandhi Official Language Award first prize among C region (non-Hindi speaking states) on 14 September.
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 The prestigious Power Brand status has been conferred on MOODS brand recognizing it as one of the top 200 brands in India, on 01 October 2010.  HLL Scientist Dr. Abi S.Aprem was awarded a grant of $ 100,000 (Rupees Forty Five Lakhs) by Bill and Melinda Gates Foundation for his project on improving the efficacy and acceptability of Copper T, on 10 November. 2011  Shri. Ghulam Nabi Azad, Union Minister for Health and Family Welfare inaugurated the second Blood Bag Plant DONATO BLOCK- at Akkulam Factory, on 05 January 2001.  HLL launched two professional distance education programmes on ) clinical engineering and management in association with Indira Gandhi National Open University (IGNOU), on 05 January.  The Union Minister for Health and Family Welfare, Sri Ghulam Nabi Azad inaugurated on 5th January 2011, the Super Specialty Block of the Trivandrum Medical College built by HLL's Infrastructure Development Division. This was the first hospital up gradation project to be completed under the PMSSY. Corporate Departments Following departments are functioning in the Corporate and Head Office:  CMD's office  Corporate Audit Services  Corporate Quality Assurance  Finance and Accounts  Human Resources  Information Technology ( IT )  Marketing  Official Language  Projects  Public Relations
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 Regulatory Affairs and Product Registration  Research & Development ( R & D )  Secretarial & Legal  Security  Strategic Planning  Technical and Operations  Vigilance HLLs Health care product range include: Blood Collection Bags, Surgical Sutures, Auto Disable Syringes, Vaccines, In - Vitro Diagnostic Test Kits, Pharma products for Women, Natural products, Hydrocephalus Shunt, Tissue Expanders, Surgical and Examination Gloves, Blood Banking equipment, Neonatal equipment, Blood Transfusion and Intravenous sets, Vending Machines, Iron and Folic Acid Tablets, Sanitary Napkins, Oral Rehydration Salts and Medicated Plasters. HLLs Blood Bags were launched in Brazil in 2006. HLL also launched its nonsteroidal contraceptive pill under the brand name Ivyfemme in Peru in October 2008. HLL has introduced Closed System Blood Bags that are integrated with Leukocyte Filter - called LD Bags. These bags are intended for leuko-depletion immediately upon collection of blood from donors at blood banks. In collaboration with The Female Health Company (FHC), of US, HLL is marketing FC female condom in India. The female condom is the only female controlled prevention technology approved by the US FDA and the WHO. HLL launched the nitrile female condom - Velvet in India in December 2007. Targeted at contemporary Indian women and new age couples, nitrile condoms empower women providing dual protection against unwanted pregnancy and STDs, HIV/AIDS HLL has also launched several initiatives in the services sector for medical infrastructure development, diagnostic centers and procurement consultancy. These have been conceived to bring about a whole new realm of accessible, affordable healthcare delivery to every citizen.

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Over the years each of the initiatives taken up by HLL are targeted at reaching quality healthcare at the doorstep of every family. Associate Institutions of HLL

namely HLFPPT and Life Spring Hospitals have ensured this to the nations underserved and vulnerable populace, at an affordable cost. With a vast array of innovative products and social programmes to meet the nations health care needs, HLL Lifecare Limited (HLL) is firmly on track, with its vision of Innovating for Healthy Generations. Production Facilities HLL has since traversed a long path over the past four decades. From a modest condom packing unit to a condom manufacturer, to an organization manufacturing the widest range of contraceptives, HLL today has emerged as one of Indias major providers of healthcare products and services. This journey of transformation, reflecting its new spirit of discovery, enterprise and caring, gave it a new name - HLL Lifecare Limited which communicates its commitment to the wider spectrum of lifecare, touching the lives of millions across the world and realizing its dream and vision of a world, in the pink of health. HLL commenced its commercial operations on April 5, 1969 at Peroorkada in Thiruvananthapuram in the state of Kerala. Together with the manufacturing facility at Peroorkada, HLL today has five state-of-the-art manufacturing facilities at: Kanagala near Belgaum (1985) for contraceptives and pharmaceutical products; Akkulam in

Thiruvananthapuram (1994) - for hospital products; Kakkanad in the Cochin Special Economic Zone (2004) - for female condoms and male condoms for export; and Manesar in Gurgaon (2007) - for rapid in-vitro diagnostic test kits. All these units have ISO 9001, ISO 14001 - quality and environmental management system certifications. HLLs Peroorkada, Akkulam and Kanagala Plants have OHSAS 18001 certification for efficient occupational health and safety management system. The testing laboratory for finished products at Peroorkada factory has NABL accreditation under ISO/EC 17025. HLL Production Facilities :
Peroorkada Facility, Trivandrum ( PFT ) Akkulam Facility, Trivandrum ( AFT ) Kanagala Facility, Belgaum( KFB ) Kakkanad Facility, Cochin( KFC )

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anesar Facility, Gurgaon( MFG )

Peroorkada Facility, Thiruvananthapuram ( PFT ): The manufacturing unit at Peroorkada was set up in 1969 in technical collaboration with M/s Okamoto Industries Inc. Japan. The plant has since undergone continuous modernization over the years and has an annual production capacity of 1066 million pieces of condoms. The facility is equipped with modern machines and equipment for production, inspection and quality testing, conforming to GMP and meets international standards. The unit produces many variants of condoms with different flavours and textures. Condoms manufactured in this facility have product certifications such as, CE, KITE, SABS, NF Mark, and meet a range of international quality specifications and standards such as: WHO 2003, ISO 4074:2002, SANS ISO 4074, ASTM D 3492, and GOST- 4645-81. The facility has certifications under ISO 9001, ISO 13485, WHO GMP, OHSAS and ISO 14001. Akkulam Facility, Thiruvananthapuram (AFT): AFT is a modern state-of-the-art facility for manufacture of Blood Bags and other medical devices namely IUDs (Intra Uterine Devices), Surgical Sutures, Hydrocephalus Shunts, Tissue Expanders and Tubal Rings. The manufacturing facility is centrally air - conditioned and has class 10000 and class 100 clean areas. The facility is certified for conformity with ISO 9001, WHO GMP, ISO 13485, OHSAS 18001 and ISO 14001. The annual production from this unit is: Blood Bags 11.5 million pieces, Copper IUD - 5.5 million pieces, Shunts -5,000 pieces, Tissue Expander - 2000 pieces, Surgical sutures 1,25,000 dozens and Tubal Ring 2.5 million pairs. The products from this unit carry the CE Mark. Kanagala Facility, Belgaum ( KFB ): The Kanagala plant in Belgaum, Karnataka commenced its operation with production of condoms in 1985 using Japanese technology. This unit underwent diversification in 1992 with the tabletting facility for birth control pills Mala-D/N and the formulation and tabletting of Saheli (centchroman) the indigenous, nonsteroidal once-a-week pill. The tabletting of Emergency Contraceptive pills was started in 2003. Manufacturing facility for centchroman bulkdrug was added in 2004. In 2006, commercial manufacturing of women healthcare products was commenced. The manufacturing unit has GMP as well as ISO 9001, ISO 13485, ISO 14001 and OHSAS 18001 certifications.
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Kakkanad Facility, Cochin ( KFC ): HLLs female condom manufacturing facility at Cochin Special Economic Zone, Kakkanad, has been set up in technical collaboration with M/s. Female Health Company (FHC), US. The female condom manufactured at KFC is the second generation of female condoms made from synthetic nitrile latex, the product generically being termed FC2. The installed capacity of the plant is 7 million pcs of FC2 per year. In addition, KFC has a fully automatic testing and packing facility for male condoms with an annual capacity of 150 mln. pcs per year. This facility mainly caters to the export market. KFC has the ISO 9001:2000, ISO 13485 and WHO GMP certification for manufacturing and sale of female condoms (FC2). Manesar Facility, Gurgaon( MFG ): HLLs in-vitro immuno diagnostics kit

manufacturing facility at Manesar, Gurgaon, Haryana has an installed capacity to manufacture 26 million rapid pregnancy test kits per year on single shift operation. The unit commenced its operations in November 2007. The unit manufactures rapid test kits for detection of metabolic hormones such as human chorionic gonadotropin (hCG) in urine and prognosis of diseases such as dengue, malaria(different strains), kala-a-zar (leishmaniasis), TB, chikungunya and other infectious diseases. Technology and Innovations Since inception, HLL has been constantly innovating to create novel products with the help of modern technology, so that the benefits of modern healthcare can transform everyday lives of the common man. Over the years, every product of HLL, created through constant Research and Development has aimed at making world-class healthcare available to the society at large. HLL has successfully commercialised indigenous technologies developed by premier research institutions such as Sree Chitra Tirunal Institute of Medical Sciences and Technology, Thiruvananthapuram and the Central Drug Research Institute, Lucknow. This ability to assimilate innovative technology has enabled HLL to produce cost-effective and high quality medical devices, drugs and contraceptives. Through several collaborations with world leaders in technology, HLL now has state-of-the-art facilities to manufacture worldclass healthcare products and make them available to millions worldwide.

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Global Outlook With the changing socio-political climate, global health programmes are constantly seeking diverse solutions in the area of medicine and healthcare. HLL provides the perfect answer to many questions that the world faces in healthcare, thanks to its extensive experience, innovative technologies and ample resources. The innovative products and services of HLL today reach over 115 countries spanning the seven continents. Its consultancy services and products are part of the global healthcare packages of international agencies such as UNPFA, UNOPS, UNHCR, WHO, PSI and IDA. Marketing Over the past two decades, HLL has steadily set up a strong and sound infrastructure for direct marketing. HLL has put in place a vast distribution network covering the length and breadth of the country. HLLs products today reach over 200000 retail outlets, covering 3500 hospitals, reaching over 30000 medical professionals, with over 2800 stock points, has over 700 frontline team members placed in every town, with offices in all metros and mini metros, and reaching over one lakh villages in the remotest corners of the nation. It is the leading social marketing organization in the country in the area of contraceptives - with a market share of over 65 percent in the rural and semi urban markets, including in the highly populated states of UP, Madhya Pradesh, Bihar etc. HLL has made vast inroads in the commercial segment too, with the growth in its market share from 0.1 percent in the nineties to 15 percent at present. HLLs products are today exported to over 115 countries. New Business Areas HLL has ventured into the area of Vaccines to take on the challenge posed by communicable diseases, which are responsible for a significant share of the global burden of diseases, particularly in developing nations. The need to have affordable high quality vaccines for preventing communicable diseases is a public health priority in India particularly for the underprivileged sections of society. With this objective in view, HLL introduced Hivac B: a recombinant vaccine for Hepatitis B and Tyfex: a highly purified VI Capsular Polysccharide vaccine for Typhoid, and recently Hilrab the human rabies vaccine.

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The Ministry of Health and Family Welfare handed over to HLL in 2008, 430 acres of land at Chengalpet, near Chennai in Tamil Nadu, for its proposed Integrated Vaccine Project - a project of national importance and the MediPark - an exclusive industrial park for the development of medical technology products and the Auto-Disable Syringe plant. Innovative technologies, expertise and highly qualified and skilled manpower are the main pillars, which enable HLL to offer perfect solutions to many problems that the world faces in healthcare. HLL started the LifeSpring Hospital Chain as an initiative for creating access to good quality and affordable maternal and child care, for the low income population. The first LifeSpring Hospital was launched at Hyderabad in December 2005 and also at Kanpur and at Agra in UP. HLL and Acumen Fund, a nonprofit venture philanthropy fund based in the US formed on 18th March, 2008, LifeSpring Hospitals (Pvt.) Ltd. - a joint venture intended to create a chain of small hospitals (20-25 beds) focused on providing low-income clients in the country, widespread access to maternal and child health care services. The company, a 50/50 equity partnership between HLL and Acumen, has already opened five hospitals in 2008 and plans to open thirty across India by the end of 2010 and scale to 140 franchised hospitals between 2010 and 2012. This is a unique social franchising LifeSpring charges range between 30-50% of the prevailing market rates, and will significantly reduce the burden of rising health costs on the nations low-income communities, helping to reduce poverty. LifeSpring Hospitals offers the following key services: antenatal care, postnatal care, deliveries (normal and caesarean), family planning services and medical termination of pregnancy, pediatric care, including immunizations, as well as diagnostic services, a pharmacy, and health care education to the communities in which it works Infrastructure Development Division of HLL is a premier consultancy organization for development of medical and allied infrastructure facilities. Medical infrastructure projects being executed by HLL include the up gradation of Medical Colleges at

Thiruvananthapuram, Bangalore, Salem, Madurai, Rohtak, Nagpur and Aligarh under the Pradhana Mantri Swasthya Suraksha Yojana (PMSSY). Also, HLL is upgrading the JIPMER Institute at Puducherry and is the in-house consultant to Government of India for setting up six AIIMS - like institutes at Bhopal, Bhubaneshwar, Jodhpur, Patna, Raipur and Rishikesh.

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The medical infrastructure development projects handled by HLL today totals over Rs. 45000 million ($1000 million). HLL Procurement and consultancy services Division provides consultancy services to Government of India, State Governments and other institutions for procuring a range of healthcare and hospital products, equipment and services. It is designated as a National Procurement Support Agency (NPSA). With a team of highly qualified and experienced professionals, it has proven expertise to undertake consultancy assignments including bid process management, procurement of goods and stores, as well as project planning and monitoring. Procurement and Consultancy Services Division has ISO 9001 Certification. Hindlabs, a novel initiative delivers high-end diagnostic services adding value to partner hospitals by deploying the latest diagnostic technology and operational support. The objective is to deliver quality services at affordable costs for the common people. Hindlabs provides professional lab management services for both in-vitro diagnostics and radio diagnosis centers in hospitals. HLL has set up a most modern diagnostic center at the CGHS Dispensary at New Delhi and is also operating three 1.5 Tesla MRI Scan Centers at the Thrissur, Alapuzha and Kottayam Medical Colleges in Kerala. A whole range of women healthcare products have been introduced by HLLs Women Healthcare Division (WHD), with a promise to provide total healthcare for women of all ages - addressing their social, mental and physical well being. WHDs product basket includes - Contraceptives, Ovulation Inducers, Antiemetics, Menstrual Cycle Regulators, Antifibrinolytics, MTP Pills, Pregnancy Test Kits, Natural Products and Vaccines. It has a strong distribution network, reaching out to over 13000 gynecologists across the country. HLL has forayed into Natural Products for human wellness, in the area of women healthcare, health generics, symptomatic relief, neutraceuticals and personal healthcare, in the Indian market. At present HLL is partnering with the renowned ayurvedic institution of Kerala Kottakkal Arya Vaidya Sala (AVS), to introduce a range of ayurvedic products in the domestic and international markets. HLL has since introduced Lactohil an ayurvedic galactagogue that also serves a s health tonic for lactating mothers and Herbs and Berries Chyavanules Chyawanaprash in granular form.

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HLL has commenced manufacture and distribution of Nishchay Rapid Diagnostic Test kits for the detection of Pregnancy in markets all over the country, from its manufacturing facility at Manesar in Haryana. HLL plans to introduce in the near future Diagnostic kits for the detection of Malaria and Dengue fever and Chikungunya. The overall objective is to effectively bring down the infant/maternity mortality rate, and Malaria and Dengue mortality reduction. Research and Development From Blood Transfusion Bags to Hydrocephalus Shunts, to once-a-week Non Steroidal Oral Contraceptive Pill, to several variants of condoms, every product from HLL is a result of innovation. The last four decades have seen HLL tie up with various scientific and academic institutions of excellence, for developing new and novel healthcare products. Today R & D Centre of HLL has several projects in hand, both in-house and collaborative, with premier academic and research institutions in the country and abroad, viz:- Indian Institute of Technology (IIT), Kanpur; Central Drug Research Institute (CDRI), Lucknow; Sree Chitra Tirunal Institute of Medical Sciences & Technology (SCTIMST), Thiruvananthapuram; Regional Cancer Centre (RCC), Thiruvananthapuram and Population Council, USA. These projects cover a wide area of research ranging from development of novel techniques for drug delivery to blood filters to novel contraceptives and cancer care devices. Based on its technological competency, the R&D centre is implementing sponsored projects from organizations. With the objective of developing new and novel healthcare products, HLL aims to translate the laboratory scale technologies available at premier research institutes, to a commercial scale. As a first step towards this, HLL has set up a Technology Business Incubation Centre (TBIC) at Rajiv Gandhi Centre for Biotechnology (RGCB), Thiruvananthapuram. The immediate goal of the TBIC would be to develop novel, fast and easy to use diagnostic methodologies for various infectious diseases. This would further be extended to the development of new healthcare products. HLL is in the process of setting up a full-fledged world-class R&D Centre in Thiruvananthapuram, to develop innovative products in the area of Reproductive and Contraceptive Research, Devices and Immunobiologicals. HLLs Partners
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In its search for becoming a truly world-class provider of healthcare products and services, HLL has been seeking to adapt knowledge from its partners. HLL has over the years been networking with various corporate organizations, development agencies and NGOs by combining strengths and capabilities of several world leaders. Some of them are listed below:  Okamoto Industries Inc. for male condoms.  Female Health Company (FHC) for manufacture of Female Condoms and its promotion in Asia.  Finishing Enterprises, USA for Copper T IUD.Helm, Germany for distribution of DMPA (Depot Medroxyprogesterone Acetate) in India  Arya Vaidya Sala (AVS), Kottakkal, Kerala, for Ayurvedic products.  Bharat Biotech International Ltd. for Hepatitis B and Typhoid vaccines  Chengdu Institute of Biological Products for supply of JE Vaccines to Government of India.  Cheng Da Biotechnology (CDBIO) for marketing of Human Anti-Rabies Vaccine in India.  Cycle Technologies Inc., USA for manufacture and distribution of Cycle Beads in India and abroad. Corporate Social Responsibility HLL Lifecare Limited set up the Hindustan Latex Family Planning Promotion Trust (HLFPPT) a not for profit organization, for the purpose of designing and implementing social sector intervention projects, particularly in the area of Reproductive Health, Women Empowerment and HIV prevention and control activities. HLFPPT is today Indias top social marketing organization. HLFPPT has been supporting implementation of reproductive and child health and HIV/AIDS prevention and care programmes, in partnership with international development agencies, state governments and MOHFW. HLFPPT has pioneered social marketing programmes for enhancing access and demand for condoms, oral contraceptive pills and other healthcare products in partnership with USAID, DFID, EC, Bill and Melinda Gates Foundation, ensuring healthcare access to deprived and needy sections of the society.
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HLFPPT is implementing a unique and innovative social franchising programme in UP - the Merrygold Health Network - that aims at creating access to low cost, good quality Maternal and Child Health (MCH) services by networking with health service providers as franchisees. The Company is also on the forefront to extend assistance to Hospitals and Schools in the city for improving their facilities - programmes it has been undertaking as part of its community welfare initiatives. HLL is one of the principal organizations in the state that has been extending assistance to various Educational, Cultural and Social organizations for their various activities. HLL has provided for the citizens of Trivandrum a Park at the heart of the city at Kowdiar, and another near its Corporate Office at Poojappura. Both these Parks offer recreational facilities including a Childrens Park. Corporate Vision & Plans ahead HLL has drawn up a comprehensive plan to expand its portfolio in the area of Health Care and Contraceptives - its core areas, to achieve rapid growth. The objective is to achieve through this process a turnover of Rs.1000 crores by 2010. With nearly 1900 highly skilled and learned manpower, and several world leaders as partners, HLL has over the past four decades stood to uphold its mission to achieve and sustain a high growth path, and focus on five key thrust areas to achieve its vision. These are - customers, employees, business, innovation and social initiatives. In the future, through technical collaborations, marketing alliances and joint ventures, HLL wishes to keep alive the dream of all humanity - of a healthier, happier world. Quality System Building a company with a world class quality At HLL, delivering value to our customers is our primary objective. Our customers count on us to deliver quality products on time, every time. We believe that by utilizing our quality processes, we will provide added value to the product, which our customers require and deserve. We achieve this goal by focusing on our Quality Policy and unending commitment to our customers. Quality Policy HLL is committed to:

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 Provide products and services, conforming to international standards in healthcare, enabling people lead healthy and happy lives  Achieve organizational excellence through continual improvement by adoption of best technologies and practices in all areas  Market products and services globally delivering highest value for customers through focus on innovation, quality, R&D, cost management and customer relationship management  Be an organization meeting highest standards in Corporate Governance and Corporate Social Responsibility Commitment to Quality Systems HLL underlines its commitment to quality by mandating that all our manufacturing facilities are certified to a quality system standard. Our manufacturing facilities conform to requirements of ISO 9001:2000, ISO 13485 and various international product certification marks, thus offering best value to our customers in conformance with international standards. SAFETY, HEALTH AND ENVIRONMENT (SHE) POLICY HLL is committed to protect environment, eliminate occupational hazards and ensure safety of employees & subcontractors through:  Monitoring and control of the impact of its activities, products and services on a continual basis.  Compliance of applicable legal and other requirements  Adopting appropriate operating practices  Facilitating employee training and their involvement;  \Pollution mitigation through adoption of best practices;  Conserving materials, energy and reducing waste at source, and / encouraging usage of renewable energy sources;  Periodic review of safety, health and environment management system. SHE Management System Certifications

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At HLL, we believe that preserving natural resources and protecting the environment is our responsibility to our employees, our customers and the communities in which we operate. We are also committed to health and safety of our employees and as part of this responsibility we have developed and are maintaining excellent environmental, health, and safety management systems that meet the requirements of ISO 14001 & OHSAS 18001.

Product Profile
Throughout, HLL has strived to reach out care and protect lives across the world. For instance, HLL made available safe and affordable contraceptives, thus contributing to checking the population growth in a big way. This was followed by a vast array of innovative, revolutionary and path-breaking health care products. Products y Contraceptives

HLL Lifecare Limited manufactures and markets the widest range of contraceptives. The range includes: Male Condoms  Female Condoms  Intra-Uterine devices  Oral Contraceptive Pills-both Steroidal and non-Steroidal  Emergency Contraceptive Pills  Tubal Rings y Hospital Products

HLL has a vast array of innovative healthcare products and services. These include: Blood Bag System  Surgical Sutures  Surgical and Examination Gloves  Blood Banking Equipments  Neonatal Equipment  Blood Transfusion and Intravenous Sets  Hydrocephalus Shunt  Tissue Expanders
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Immunobiologicals

These include: Vaccines  Rapid Diagnostic Test Kits y y y Pharma products for women Natural products Other products

These include: Vending Machines  Sanitary Napkins  Medicated Plasters  Oral Re-hydration Salts

New Projects
MediPark  HLL will set up a MediPark in 330 acres of land at Chengalpattu near Chennai in Tamilnadu, a first of its kind in the country. The MediPark is envisaged as world class industrial infrastructure for the manufacture of medical equipments, devices and disposables, testing, research, bio informatics, training centers, business incubators, as well as knowledge and health care business outsourcing services. MediPark is expected to house 30-35 facilities for manufacturing and services.  The objective of developing the MediPark is to encourage growth of the domestic industry in medical technology products, resulting in reduced health care costs. The MediPark will be promoted by HLL under the aegis of the Ministry of Health Family Welfare, Government of India, as a specific purpose vehicle on a PPP mode. The investment towards this project is estimated at Rs.100 Crore Integrated Vaccine Complex  Ministry of Health & Family Welfare, Government of India will be setting up a vaccine manufacturing unit- Integrated Vaccine Complex (IVC) in 100 acre of land at Chengalpattu, 40 kms away from Chennai at an investment of Rs.900 Crore. HLL will be the implementing agency for this project.
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 The IVC will be a state-of-the-art facility for production of vaccines for the national immunization programme and other new generation vaccines. IVC will house R&D laboratories as well as testing, standardization and validation centers. The manufacturing facility will comply with WHO-cGMP guidelines, to make safe and effective vaccines available at affordable prices.  The Integrated Vaccines Complex has been accorded the status of a project of national importance by the Government of India. Auto Disable Syringe Facility  Auto Disable Syringe (ADS) provides protection against infectious diseases particularly AIDS, Hepatitis etc. through the injection route, by preventing its reuse. ADS incorporate an auto disable mechanism which makes the syringe dysfunctional after its first use. HLL will set up ADS manufacturing plant mainly to cater for the market for immunization syringes, as one of the new growth areas for the Company. The facility is proposed to be set up at the MediPark in Chengalpattu as an anchor unit by HLL. The project envisages manufacture of immunization syringes in the first phase and the curative segment in next phase. HINDLABS -Diagnostic Outsourcing Services  A novel initiative, Hindlabs will deliver expert diagnostic services while enabling outsourcing of such services for its institutional partners. Hindlabs has been envisaged to add value to the partner hospitals by deploying the latest diagnostic technology and operational support. Each center is equipped to deliver quality diagnostic services and is staffed by trained and committed professionals. The objective is to deliver quality services at affordable costs for the common people.  Hindlabs provides professional lab management services for both In vitro Diagnostics and Radio diagnosis centers in the hospital. The facility will be operated by highly qualified pathologists, Radiologists and Medical Technologists who will be the employees of HLL. The first Hindlabs center started functioning at CGHS Dispensary at R.K.Puram from February 2008 in partnership with CGHS.  HLL also plans to set up Hindlabs MRI Diagnostic Centre in Medical Colleges at Thrissur, Kottayam and Alapuzha. A MOU has been signed between HLL and Government of Kerala to provide space, radiologists and utilities to the centre.
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The equipment for operation of the centre will be installed by HLL and HLLs technicians will operate the centre and maintain the smooth functioning of the equipment.

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Chapter 2 Research Methodology

Research as the manipulation of things, concepts of symbols for the purpose of generalizing to extend, correct or verify knowledge, whether that knowledge aids in constructing the theory or in the practice of an art. Research methodology is a way to systematically solve the research problem. The purpose of methodology is to describe the research procedure. This includes the overall research design, the sampling procedures, and the data collection methods. 2.1 Research Design Research design is a basic plan which guides the collection of relevant information accurately and economically for the objectives set up for the project. A research design is the arrangements of condition for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. Type of research design An exploratory study is being used. An exploratory study is undertaken when not much is known about the situations at hand or no information is available on how similar problems or research issues have been solved in the past. 2.2 Sample Selection The sample size which was taken covers the new employees who have undergone the induction program conducted by the HLL Lifecare Limited, Thiruvananthapuram. The inducts were grouped into three batches. The samples were selected from each batches. The sample size of the study was 30 employees. The area of study was at the corporate head office of HLL Lifecare Limited. The type of sampling used was simple random sampling. The period of study was from 18-04-2011 to 31-05-2011. 2.3 Data Collection After identifying and defining the research problem and determining specific information required solving the problem the task is to look for the type and source of data which may yield the desired result. Two types of data are collected primary data and secondary data. But the primary data form a major part of the study.
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Primary data These are the data that are freshly collected from the employees so as to find the reason for the increased rate of absenteeism or irregular attendance. The Primary data was collected by the means of undiscussed structured questionnaire through interview schedule and through mail questionnaire. Secondary data The process of secondary data collection and analysis is called desk research. It includes those data, which are collected for earlier research work. Thus officious use of secondary data can save both money and time or the research company was the main source for secondary data which provided the material for the research study. The secondary data was collected through company website, brochures and journals. 2.4 Statistical analysis Percentage Analysis: Percentage analysis is used to find out the percentage of respondents from the total number of respondents, responded to each question. Percentage = No. of respondents Total No. of respondent Percentage studies are used for analysis and were presented pictorially for better clarity. It refers to special kind of ratio percentage for making comparison between two or more series of data. Diagrams are the pictorial representation of collected data. Weighted Average Method The term weight stands for the relative importance of the different items. The formulae for computing weighted arithmetic is x 100

Xw !

WX W

Where Xw represents the weighted arithmetic mean, X represents the variable values, i.e. X1, X2, .. Xn. we represents the weights attached to variable values. i.e. W1, W2, .Wn respectively.
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Steps 1. Multiply the weight by the variable X and obtain the total 7 wx. 2. Divide the total by the sum of weights. i.e. 7w 2.5 Limitations of the study The study was conducted only for a period of 45 days so lack of time was the major limitation. Not responding to the questionnaire which was mailed was also another limitation. The study is based on sample size and hence the findings & inferences cannot be generalized.

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Chapter 3 Literature Review

When individuals join organizations they must understand and make sense of their new surroundings (Louis 1980). The method by which this sense make occurs is known as organizational socialization. Organizational Socialization is the process by which individuals acquire the attitudes, behaviors, knowledge and skills required to participate and function effectively as a member of an organization (Vann Maanen,Schein, 1979). The manner in which organizations socialize their new comers is important because it affects the success of socialization and newcomers adjustment (Saks & Ashforth, 1997).And the training process through which newcomers are socialized is called the induction programs. According to Fisher 1986; Van Mannen & Schein, 1979 Induction is the process of by which employees learn about, adapt to new jobs, roles and the culture of work place. It has been linked to a number of organizational outcomes including organizational commitments, job involvement, role orientation and tenure (Allen & Mayer,1990; Bauer, Morrison & Callister 1998; Fisher, 1986). Although induction is an ongoing process, the focus of the current study is on the socialization of new hires, which is when adjustment issues are most problematic and intense and when employees are most susceptible to the organizations influence (Berlew and Hall, 1966; Jones, 1983; Van Mannen & Schein,1979). Specifically the current study focuses on evaluating the effects of organizational level induxction program in socialization of new hires. Orientation is the planned introduction of the new employees to their jobs, their co-workers, and culture of the organization (Cook 1992,p. 133 quoted in Blackwell, 1997).New employee orientation training is often used to teach employees about big picture organizational issues such as culture, vision, mission, values, structure, policies and confidentiality (Hicks 2006). Researchers have found that successful new employee induction program helps new employees become familiar with their organizational environment and help them understand their responsibilities (Robinson, 1988) . Research has also shown that employers benefit from new employee orientation in that they receive well-trained, highly motivated, new employees as quickly as possible (Robinson 1998). Wanous and Reichers (2000) note that orientation programs have rarely been the subject of scholarly thinking and research. They continue by noting that the current body of research work is too small for meta analysis. While most organizations use orientation training program, there is surprisingly little in the
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academic literature examining the impact or most appropriate structure of these programs (Klein, 2000). From an organizational leadership perspective, Bolman and Deal (1991) identify four frames or perspectives on how organizations work. Those frames include the structural, human resource, political, and symbolic frames. They believe leaders are most effective when they see their organizations from all four different perspectives. One of the challenges of organizational management is helping new group members adjust to their environment. This adjustment process has been referred to as socialization, or the process of learning the behaviors and attitudes essential to playing a role in an organization. Extensive research on organizational socialization highlights its importance to the overall functioning of groups and the satisfaction of individuals within them: Recent metaanalyses of studies about newcomers indicates that organizational characteristics and newcomer characteristics present during the role transition from prospective member to new member significantly influence long-term outcomes for groups and their members.

Socialization in conventional organizations

Providing newcomers with explicit knowledge about job tasks and work roles contributes to successful newcomer adaptation. Ostroff and Kozlowski suggest that receiving information about an organization from supervisors and coworkers increases selfreported newcomer job satisfaction and commitment and reduces their intent to leave. Moreover, newcomers who have to obtain information about their groups on their own report higher levels of stress. In addition, Chao et al. indicate that newcomers who possess greater knowledge about aspects of their organization, such as internal group politics, the meaning of group-centric jargon, and group goals and values, are more satisfied and involved with their work than are those who possess less knowledge. Van Maanen and Scheins typology of socialization tactics has been very influential in shaping how researchers think about the techniques organizations use to socialize newcomers and how those techniques affect newcomer adjustment. Van Maanen and Schein delineate six dimensions of tactics used by organizations to structure the socialization experiences of newcomers: formal vs. informal (i.e., whether newcomers have formal training to do their jobs or learn informally through trial and error), collective vs. individual (i.e., whether newcomers receive training and other socialization experiences as a part of a group of other newcomers or individually), sequential vs. random (i.e., whether the organization puts newcomers through a coherent sequence of training and job experiences that build on each other or provides a haphazard set of training experiences), fixed vs. variable (i.e., whether a newcomer
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is provided with a clear timetable for training experiences or job transitions or has little idea about when these will occur), serial vs. disjunctive (i.e., whether newcomers are provided with experienced mentors who help them learn their jobs or not), and investiture vs. divestiture (i.e., whether the organization acknowledges and builds upon the newcomers existing skills and abilities or demands that they change). Building on this work, Jones hypothesized that Van Maanen and Scheins and investiture tactics form a desirable structure that he termed

institutionalized socialization. In his view, institutionalized socialization tactics help organizations reduce newcomers anxiety and uncertainty, which have been theorized to be major obstacles for newcomers entering an organization. Additionally, institutionalized tactics help newcomers adjust to their roles within the organization and are positively related to job satisfaction. Jones contrasts institutionalized socialization to individualized socialization (individual, informal, random, variable, disjunctive, divestiture), which he argues leads to an innovative role orientation in which newcomers believe that adaptation to the organization requires organizational changes as well as personal change. Later research has supported Joness hypothesis that institutionalized socialization leads to positive outcomes for both individuals and organizations. Recent meta-analyses show that newcomers who experience more

institutionalized socialization practices have more certainty about their roles, feel more accepted by the organization, are more satisfied with their jobs, express greater organizational commitment, are less likely to leave the organization, and perform their work better. However, Joness hypothesis that individualized socialization leads to an innovative role orientation has received much less support. Additional work suggests that other socialization experiences beyond Joness institutionalized socialization tactics may influence the newcomer socialization process. Organizations that are better at recruiting potential

newcomers, for example, tend to encounter fewer problems during socialization. Organizations that fully investigate potential members, whether via informal or formal discussions with them, observation of their participation in group activities, or by recruiting among the acquaintances of current group members, are more likely to retain newcomers who have the skills necessary to fulfill their future roles and who are likely to be willing to adjust to group norms. Along with orientation programs, training programs play an important role. Paul and Anantharaman (2003) believe that career development directly influences an employee's commitment to the organization. That commitment affects employees' retention and productivity levels, resulting in increased financial performance. Sugrue (2004)
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explains the importance of learning. "Learning is the vehicle through which the knowledge and skills are developed and maintained. Recognizing learning as the primary vehicle for building human capital is the logical argument for the value of learning" (p. 75). When an employee has the chance to grow within an organization, feelings of attachment develop which cause the employee to want to remain with that organization and contribute to its success (Paul & Anantharaman). Lee and Bruvold (2003) also believe that employee development leads to employee commitment and satisfaction.

46

Chapter 4 Data Analysis

Percentage Analysis 4.1 Awareness given about the companys business Table 1 Very Effective No: of respondents Percentage of respondents 19 63.33 Effective 11 36.66 Average 0 0 Less Effective Least Effective 0 0 0 0

Total No: of respondents = 30 Figure 1

Percent

Very Effective Effective Average Less Effective Least Effective

Inference Among 30 employees 63.33% of respondents said that awareness given regarding company policies were very effective and 36.66% of respondents said that it was effective. Thus it can be inferred that awareness given regarding companys business was very effective.

47

4.2 Awareness given about senior management (who is who in the company) Table 2 Very Effective No: of respondents Percentage of respondents 46.66 53.33 0 0 0 14 16 0 0 Effective Average Less Effective Least Effective 0

Total no: of respondents = 30 Figure 2

Percent

Very Effective Effective Average Less Effective Least Effective

Inference Among 30 respondents 46.66% of respondents said that awareness given regarding senior management was very effective and 53.33% of respondents said that it was effective. Most of the respondents with the opinion that awareness given regarding senior management was effective.

48

4.3 Awareness given about different units and the products/process cycle Table 3 Very Effective Effective Average Less Effective No: of respondents Percentage of respondents 12 40 16 53.33 2 6.66 0 0 Least Effective 0 0

Total no: of respondents = 30 Figure 3

Percent

Very Effective Effective Average Less Effective Least Effective

Inference Among 30 respondents, 40% of respondents said that awareness given about different units and the products/process cycle were very effective, 53.33% of respondents said that it was effective and 6.66% of respondents said that it was average. Thus most of the respondents with the opinion awareness given regarding different units and the products/process cycle were effective.

49

4.4 Awareness given about company policies Table 4 Very Effective No: of respondents Percentage of respondents Total no: of respondents = 30 Figure 4 23.33 53.33 20 3.33 7 16 6 1 Effective Average Less Effective Least Effective

Percent

Very Effective Effective Average Less Effective Least Effective

Inference Among 30 respondents, 23.33% of respondents said that awareness given regarding company policies were very effective, 53.33% of respondents said it was effective, 20% of respondent said that it was average, 3.33% of respondents said that it was less effective. Thus, most of the respondents said that awareness given regarding company policies were effective.

50

4.5 Awareness given about the vision and mission of the organization and its significance. Table 5 Very Effective No: of respondents Percentage of respondents 46.66 46.66 6.66 0 0 14 14 2 0 Effective Average Less Effective Least Effective 0

Total no: of respondents = 30

Figure 5

Percent

Very Effective Effective Average Less Effective Least Effective

Inference Among 30 respondents, 46.66% of respondents said that awareness given regarding company policies were very effective, 46.66% of respondents said that it was effective and 6.66% of respondents said that it was average. Thus most of the respondents were of the opinion awareness given regarding company policies were very effective and effective.

51

4.6 Awareness regarding your responsibilities in HLL. Table 6 Very Effective No: of respondents Percentage of respondents 6.66 53.33 40 0 0 2 16 12 0 Effective Average Less Effective Least Effective 0

Total no: of respondents = 30 Figure 6

Percent
60 50 40 30 Percent 20 10 0 Very Effective Effective Average Less Effective Least Effective

Inference Among 30 respondents, 6.66% of respondents said that awareness given regarding company policies were very effective, 53.33% of respondents said that it was effective and 40% of respondents said that it was average. Thus most of the respondents said that awareness given regarding company policies were effective.

52

4.7 Awareness about the technical (theory) aspects of your job in HLL Table 7 Very Effective No: of respondents Percentage of respondents 3.33 50 36.66 6.66 0 1 15 11 2 Effective Average Less Effective Least Effective 0

Total no: of respondents = 30 Figure 7

Percent
60 50 40 30 Percent 20 10 0 Very Effective Effective Average Less Effective Least Effective

Inference Among 30 respondents, 3.33% of respondents said that awareness given regarding technical (theory) aspects of your job was very effective, 50% of respondents said that it was effective, 36.66% of respondents said that it was average and 6.66% of respondents said that it was less effective. Thus majority of respondents said that it was effective.

53

4.8 Awareness about the practice in HLL with respect to your area Table 8 Very Effective No: of respondents Percentage of respondents Total no: of respondents = 30 Figure 8 50 30 16.66 3.33 0 15 9 5 1 Effective Average Less Effective Least Effective 0

Percent
60 50 40 30 Percent 20 10 0 Very Effective Effective Average Less Effective Least Effective

Inference Among 30 respondents, 50% of respondents said that awareness given regarding practice in HLL was very effective, 30% of respondents said that it was effective, 16.66% of respondents said that it was average and 3.33% of respondents said that it was less effective. Thus majority of the respondents said that it was very effective.

54

4.9 Helped in improving required skills/competencies required for executing your job Table 9 Very Effective No: of respondents Percentage of respondents Total no: of respondents = 30 Figure 9 23.33 66.66 10 0 0 7 20 3 0 Effective Average Less Effective Least Effective 0

Percent
70 60 50 40 30 20 10 0 Very Effective Effective Average Less Effective Least Effective Percent

Inference Among 30 respondents, 23.33% of respondents said that induction program helped in improving required skills/competencies, 66.66% of respondents said that it was effective and 10% of respondents said that it was average. Thus most of the respondents said that induction program was effective in improving required skills/competencies.

55

4.10 Helped in developing interpersonal skills Table 10 Very Effective No: of respondents Percentage of respondents Total no: of respondents = 30 Figure 10 30 60 10 0 0 9 18 3 0 Effective Average Less Effective Least Effective 0

Percent
70 60 50 40 30 20 10 0 Very Effective Effective Average Less Effective Least Effective Percent

Inference Among 30 respondents, 30% of respondents said that induction program was very effective in developing interpersonal skills, 60% of respondents said that it was effective and 10% of respondents said that it was average. Thus majority of respondents said that induction program was effective in developing interpersonal skills.

56

4.11 Helped in improving team bonding Table 11 Very Effective No: of respondents Percentage of respondents Total no: of respondents = 30 Figure 11 36.66 53.33 10 0 0 11 16 3 0 Effective Average Less Effective Least Effective 0

Percent
60 50 40 30 Percent 20 10 0 Very Effective Effective Average Less Effective Least Effective

Inference Among 30 respondents, 36.66% of respondents said that induction program was very effective in improving team bonding, 53.33% of respondents said that it was effective and 10% of respondents said that it was average. Thus majority of the respondents said that induction program was effective in improving team bonding.

57

4.12 After the induction program the team is in constant touch with each other Table 12 Very Effective 7 23.33 Effective 13 43.33 Average 9 30 Less Effective Least Effective 1 0 3.33 0

No: of respondents Percentage of respondents

Total no: of respondents = 30 Figure 12

Percent
Least Effcetive

Less Effective

Average Percent Effective

Very Effcetive 0 10 20 30 40 50

Inference Among 30 respondents, 23.33% of respondents said that it was very effective, 43.33% of respondents said that it was effective, 30% of respondents said that it was average and 3.33% of respondents said that it was less effective.

58

4.13 The induction program is given adequate importance in your organization Table 13 Strongly Agree 18 60 Agree 11 36.66 Neither Agree Disagree nor Disagree 1 0 3.33 0 Strongly Agree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 30 Figure 13

Percent

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

Inference Among 30 respondents, 60% of respondents strongly agreed that induction program is given adequate importance in the organization, 36.66% of respondents agreed and 3.33% of respondents neither agreed nor disagreed. Thus majority of the respondents strongly agree that induction program is given adequate importance in the organization.

59

4.14 The program was of sufficient duration Table 14 Strongly Agree 9 30 Agree 18 60 Neither Agree Disagree nor Disagree 1 2 3.33 6.66 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 30 Figure 14

Percent

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

Inference Among 30 respondents, 30% of respondents strongly agreed that program was of sufficient duration, 60% of respondents agreed, 3.33% of respondents neither agreed nor disagreed and 6.66% of respondents disagreed. Thus most of the respondents agreed that program was of sufficient duration.

60

4.15 The planning and co-ordination of the program was excellent Table 15 Strongly Agree No: of respondents Percentage of respondents Total no: of respondents = 30 Figure 15 46.66 43.33 10 0 0 14 13 Agree Neither Agree Disagree nor Disagree 3 0 Strongly Disagree 0

Percent

Strongly Agree Agree Neuther Agree nor Disagree Disagree Strongly Disagree

Inference Among 30 respondents 46.66% of respondents strongly agreed that the induction program was properly planned and co-ordinated, 43.33% of respondents agreed and 10% of respondents neither agreed nor disagreed. Thus most of the respondents strongly agreed to the statement the program was properly planned and co-ordinated.

61

4.16 The sessions were interactive and interesting Table 16 Strongly Agree Agree Neither Agree nor Disagree No: of respondents Percentage of respondents Total no: of respondents = 30 Figure 16 36.66 60 3.33 0 0 11 18 1 0 0 Disagree Strongly Disagree

Percent
70 60 50 40 30 20 10 0 Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Percent

Inference Among 30 respondents, 36.66% of respondents strongly agreed that sessions were interactive and interesting, 60% of respondents agreed and 3.33% of respondents neither agreed nor disagreed. Thus most of the respondents agreed to the statement sessions were interactive and interesting.

62

4.17 The program covered all areas relevant for an induction Table 17 Strongly Agree No: of respondents Percentage of respondents 30 63.33 6.66 0 0 9 19 Agree Neither Agree Disagree nor Disagree 2 0 Strongly Disagree 0

Total no: of respondents = 30 Figure 17

Percent

Strongly Agree Agree Neither Agree nor Disagree

Inference Among 30 respondents 30% of respondents strongly agreed to the statement program covered all areas relevant for an induction, 63.33% of respondents agreed and 6.66% of respondents neither agreed nor disagreed. Thus most of the respondents agreed that program covered all areas relevant for an induction.
63

4.18 The quality of materials provided were excellent Table 18 Strongly Agree No: of respondents Percentage of respondents Total no: of respondents = 30 Figure 18 26.66 53.33 16.66 3.33 0 8 16 Agree Neither Agree Disagree nor Disagree 5 1 Strongly Disagree 0

Percent
60 50 40 30 Percent 20 10 0 Strongly Agre Agree Neither Agree nor Disagree Disagree Strongly Disagree

Inference Among 30 respondents, 26.66% of respondents strongly agreed that quality of materials provided were excellent, 53.33% of respondents agreed, 16.66% of respondents neither agreed nor disagreed and 3.33% of respondents disagreed. Thus most of the respondents agreed that quality of materials provided were excellent.

64

4.19 The venue of training was comfortable Table 19 Strongly Agree No: of respondents Percentage of respondents Total no: of respondents = 30 Figure 19 73.33 26.66 0 3.33 0 22 8 Agree Neither Agree Disagree nor Disagree 0 1 Strongly Disagree 0

Percent
80 70 60 50 40 30 20 10 0 Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Percent

Inference Among 30 respondents, 73.33% of respondents strongly agreed that venue of training was comfortable, 26.66% of respondents agreed and 3.33% of respondents disagreed. Thus most of the respondents strongly agreed that venue of training was comfortable.
65

4.20 Would you recommend HLL to others Table 20 Strongly Agree No: of respondents Percentage of respondents Total no: of respondents = 30 Figure 20 43.33 33.33 20 3.33 0 13 10 Agree Neither Agree Disagree nor Disagree 6 1 Strongly Disagree 0

Percent
50 45 40 35 30 25 20 15 10 5 0 Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Percent

Inference Among 30 respondents, 43.33% of respondents strongly agree to recommending HLL to others, 33.33% of respondents agreed, 20% of respondents neither agreed nor disagreed and 3.33% of respondents disagreed. Most of the respondents strongly agreed in recommending HLL to others.

66

Analysis of Batch 1
1) Awareness given about the companys business Table 1 Very Effective 10 76.92

Effective 3 23.07

Average 0 0

No: of respondents Percentage of respondents

Less Effective 0 0

Least Effective 0 0

Total no: of respondents = 13

Percent

Very Effective Effective Average Less Effective Least Effective

Inference Among 13 respondents from Batch 1, 76.92% of respondents said awareness given regarding companys business was very effective, 23.07% of respondents said that it was effective. Thus most of the respondents said that it was very effective.

67

2) Awareness given about senior management (who is who in the company) Table 2 Very Effective 6 Effective 7 53.84 Average 0 0 Less Effective 0 0 Least Effective 0 0

No: of respondents Percentage of 46.15 respondents

Total no: of respondents = 13 Figure 2

Percent

Very Effective Effective Average Less Effective Least Effective

Inference Among 13 respondents from Batch 1, 46.15% of respondents said that awareness given regarding senior management was very effective and 53.84% of respondents said that it was effective. Thus majority of the respondents said that it was effective.

68

3) Awareness given about different units and the products/process cycle Table 3 Very Effective 7 53.84 Effective 6 46.15 Average 0 0 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 13 Figure 3

84

Very Effective Effective Average Less Effective Least Effective

Inference Among 13 respondents from Batch 1, 53.84% of respondents said that awareness given regarding different units and the products/process cycle was very effective and 46.15% of respondents said that it was effective. Thus most of the respondents said that it was very effective

69

4) Awareness given about company policies Table 4 Very Effective 5 38.46 Effective 6 46.15 Average 2 15.38 Less Effective Least Effective 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 13 Figure 4

Percent

Very Effective Effective Average Less Effective Least Effective

Inference Among 13 respondents from Batch 1, 38.46% of respondents said that awareness given regarding company policies was very effective, 46.15% of respondents said that it was effective and 15.38% of respondents said that it was average. Thus most of the respondents said that it was effective.

70

5) Awareness given about the vision and mission of the organization and its significance Table 5 Very Effective 10 76.92 Effective 3 23.07 Average 0 0 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 13 Figure 5

Percent

Very Effective Effective Average Less Effective Least Effective

Inference Among 13 respondents from Batch 1, 76.92% of respondents said that awareness given regarding vision and mission of the organization and its significance was very effective and 23.07% of respondents said that it was effective. Thus most of the respondents said that it was very effective.

71

6) Awareness regarding your responsibilities in HLL Table 6 Very Effective 3 23.07 Effective 5 38.46 Average 5 38.46 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 13 Figure 6

Perecent

very Effective Effective Average Less Effective Least Effective

Inference Among 13 respondents from Batch 1, 23.07% of respondents said that awareness given regarding responsibilities in HLL was very effective, 38.46% of respondents said that it was both effective and average. Thus most of the respondents said that it was both effective and average.

72

7) Awareness about the technical (theory) aspects of your job in HLL. Table 7 Very Effective 2 15.38 Effective 8 61.53 Average 2 15.38 Less Effective Least Effective 1 0 7.69 0

No: of respondents Percentage of respondents

Total no: of respondents = 13 Figure 7

Percent

Very Effective Effective Average Less Effective Least Effective

Inference Among 13 respondents of Batch 1, 15.38% of respondents said that awareness given regarding technical (theory) aspects was very effective, 61.53% of respondents said that it was effective, 15.38% of respondents said that it was average and 7.69% of respondents said that it was less effective. Thus most of the respondents said that it was effective.

73

8) Awareness about the practice in HLL with respect to your area Table 8 Very Effective 2 15.38 Effective 7 53.84 Average 2 15.38 Less Effective Least Effective 2 0 15.38 0

No: of respondents Percentage of respondents

Total no: of respondents = 13 Figure 8

Percent

Very Effective Effective Average Less Effective Least Effective

Inference Among 13 respondents from Batch 1, 15.38% of respondents said that awareness given regarding practice in HLL was very effective, 53.84% of respondents said that it was effective, 15.38% of respondents said that it was average and 15.38% of respondents said that it was less effective. Thus most of the respondents said that it was effective.

74

9) Helped in improving required skills/competencies required for executing your job Table 9 Very Effective 4 30.76 Effective 7 53.84 Average 2 15.38 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 13 Figure 9

Percent

Very Effective Effective Average Less Effective Least Effective

Inference Among 13 respondents from Batch 1, 30.76% of respondents said that induction program was very effective in improving required skills/competencies required for executing the job, 53.84% of respondents said that it was effective and 15.38% of respondents said that it was average. Thus most of the respondents said that it was very effective.

75

10) Helped in developing interpersonal skills Table 10 Very Effective 5 38.46 Effective 6 46.15 Average 2 15.38 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 13 Figure 10

Percent

Very Effective Effective Average Less Effective Least Effective

Inference Among 13 respondents from Batch 1, 38.46% of respondents said that induction program was very effective in developing interpersonal skills, 46.15% of respondents said that it was effective and 15.38% of respondents said that it was average. Thus most of the respondents said that it was effective.

76

11) Helped in improving team bonding Table 11 Very Effective 5 38.46 Effective 7 53.84 Average 1 7.69 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 13 Figure 11

Percent

Very Effective Effective Average Less Effective Least Effective

Inference Among 13 respondents from Batch 1, 38.46% of respondents said that induction program was very effective in improving team bonding, 53.84% of respondents said that it was effective and 7.69% of respondents said that it was average. Thus most of the respondents said that it was effective.

77

12) After the induction program the team is in constant touch with each other Table 12 Very Effective 4 30.76 Effective 5 38.46 Average 1 7.69 Less Effective Least Effective 3 0 23.07 0

No: of respondents Percentage of respondents

Total no: of respondents =13 Figure 12

Percent

Very Effective Effective Average Less Effective Least Effective

Inference Among 13 respondents from Batch 1, 30.76% of respondents said that team is in very effective contact with each other, 38.46% of respondents said that it was effective, 7.69% of respondents said that it was average and 23.07% of respondents said that it was less effective. Thus most of the respondents said that they are in effective contacts with each other.

78

13) The induction program is given adequate importance in your organization Table 13 Strongly Agree 9 69.23 Agree 4 30.76 Neither Agree Disagree nor Disagree 0 0 0 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 13 Figure 13

Percent

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

Inference Among 13 respondents from Batch 1, 69.23% of respondents strongly agreed that induction program is given adequate importance and 30.76% of respondents agreed. Thus most of the respondents strongly agreed to this.

79

14) The program was of sufficient duration Table 14 Strongly Agree 6 46.15 Agree 7 53.84 Neither Agree Disagree nor Disagree 0 0 0 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 13 Figure 14

Percent

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

Inference Among 13 respondents from Batch 1, 46.15% of respondents strongly agreed that the program was of sufficient duration and 53.84% of respondents agreed. Thus most of the respondents strongly agreed to this statement.

80

15) The planning and co-ordination of the program was excellent Table 15 Strongly Agree 8 61.53 Agree 4 30.76 Neither Agree Disagree nor Disagree 1 0 7.69 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 13 Figure 15

Percentage

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

Inference Among 13 respondents from Batch 1, 61.53% of respondents strongly agreed that the planning and co-ordination of the program was excellent, 30.76% of respondents agreed and 7.69% of respondents neither agreed nor disagree. Thus most of the respondents strongly agreed to the statement.

81

16) The sessions were interactive and interesting. Table 16 Strongly Agree 6 46.15 Agree 6 46.15 Neither Agree Disagree nor Disagree 1 0 7.69 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 13 Figure 16

Percent

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

Inference Among 13 respondents from Batch 1, 46.15% of respondents strongly agreed that the sessions were interactive and interesting, 46.15% of respondents agreed and 7.69% of respondents neither agreed nor disagree.

82

17) The program covered all areas relevant for an induction Table 17 Strongly Agree 7 53.84 Agree 6 46.15 Neither Agree Disagree nor Disagree 0 0 0 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 13 Figure 17

Percent

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

Inference Among 13 respondents from Batch 1, 53.84% of respondents strongly agreed that the program covered all areas relevant for an induction and 46.15% of respondents agreed. Thus most of the respondents strongly agreed to the statement.

83

18) The quality of materials provided were excellent Table 18 Strongly Agree 7 53.84 Agree 5 38.46 Neither Agree Disagree nor Disagree 1 0 7.69 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 13 Figure 18

Percent

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

Inference Among 13 respondents from Batch 1, 53.84% of respondents strongly agreed that the quality of materials provided were excellent, 38.46% of respondents agreed and 7.69% of respondents neither agreed nor disagreed.

84

19) The venue of training was comfortable Strongly Agree 10 76.92 Agree 3 23.07 Neither Agree Disagree nor Disagree 0 0 0 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 13 Figure 19

Percent

Strongly Agree Agree

Inference Among 13 respondents from Batch 1, 76.92% of respondents strongly agreed and 23.07% of respondents agreed.

85

20) Would you recommend HLL to others Table 20 Strongly Agree 6 46.15 Agree 6 46.15 Neither Agree Disagree nor Disagree 1 0 7.69 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 13 Figure 20

Percent

Strongly Agree Agree

Inference Among 13 respondents from Batch 1, 46.15% of respondents strongly agreed and agreed to this statement.

86

Analysis of Batch 2
2.1) Awareness given about the companys business Table 2.1 Effective 4 57.14

No: of respondents Percentage of respondents

Very Effective 3 42.85

Average 0 0

Less Effective 0 0

Least Effective 0 0

Total no: of respondents = 7

Percent

Very Effective Effective

Inference Among 7 respondents from Batch 2, 42.85% of respondents said awareness given regarding companys business was very effective, 57.14% of respondents said that it was effective. Thus most of the respondents said that it was effective.

87

2.2)

Awareness given about senior management (who is who in the company) Table 2.2 Very Effective 2 Effective 5 71.42 Average 0 0 Less Effective 0 0 Least Effective 0 0

No: of respondents Percentage of 28.57 respondents

Total no: of respondents = 7 Figure 2

Sales

Very Effective Effective

Inference Among 7 respondents from Batch 2, 28.57% of respondents said that awareness given regarding senior management was very effective and 71.42% of respondents said that it was effective. Thus majority of the respondents said that it was effective.

88

2.3)

Awareness given about different units and the products/process cycle Table 2.3 Very Effective 2 28.57 Effective 4 57.14 Average 1 14.28 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 7 Figure 3

Percent

Very Effective Effective Average

Inference Among 7 respondents from Batch 2, 28.57% of respondents said that awareness given regarding different units and the products/process cycle was very effective and 57.14% of respondents said that it was effective and 14.28% of respondents said that it was average. Thus most of the respondents said that it was effective.

89

2.4 Awareness given about company policies Table 4 Very Effective 0 0 Effective 4 57.14 Average 2 28.57 Less Effective Least Effective 1 0 14.28 0

No: of respondents Percentage of respondents

Total no: of respondents = 7 Figure 4

Percent

Very Effective Effective Average Less Effective

Inference Among 7 respondents from Batch 2, 57.14% of respondents said that awareness given regarding company policies was effective, 28.57% of respondents said that it was average and 14.28% of respondents said that it was less effective. Thus most of the respondents said that it was effective.

90

2.5) Awareness given about the vision and mission of the organization and its significance Table 5 Very Effective 2 28.57 Effective 3 42.85 Average 2 28.57 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 7 Figure 5

Percent

Very Effective Effective Average

Inference Among 7 respondents from Batch 2, 28.57% of respondents said that awareness given regarding vision and mission of the organization and its significance was very effective, 42.85% of respondents said that it was effective and 28.57% of respondents said that it was average. Thus most of the respondents said that it was effective.

91

2.6)

Awareness regarding your responsibilities in HLL Table 6 Very Effective 0 0 Effective 5 71.42 Average 2 28.57 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 7 Figure 6

Percent

Very Effective Effective Average

Inference Among 7 respondents from Batch 2, 71.42% of respondents said that awareness given regarding responsibilities in HLL was effective, 28.57% of respondents said that it was average. Thus most of the respondents said that it was effective.

92

2.7)

Awareness about the technical (theory) aspects of your job in HLL. Table 7 Very Effective 0 0 Effective 3 42.85 Average 3 42.85 Less Effective Least Effective 1 0 14.28 0

No: of respondents Percentage of respondents

Total no: of respondents = 7 Figure 7

Percent

Very Effective Effective Average Less Effective

Inference Among 7 respondents of Batch 2, 42.85% of respondents said that awareness given regarding technical (theory) aspects was effective, 42.85% of respondents said that it was average and 14.28% of respondents said that it was less effective. Thus most of the respondents said that it was effective and average.

93

2.8)

Awareness about the practice in HLL with respect to your area Table 8 Very Effective 0 0 Effective 3 42.85 Average 3 42.85 Less Effective Least Effective 1 0 14.28 0

No: of respondents Percentage of respondents

Total no: of respondents = 7 Figure 8

Percent

Very Effective Effective Average Less Effective

Inference Among 7 respondents from Batch 2, 42.85% of respondents said that awareness given regarding practice in HLL was effective, 42.85% of respondents said that it was average, 14.28% of respondents said that it was less effective. Thus most of the respondents said that it was effective.

94

2.9)

Helped in improving required skills/competencies required for executing your job Table 9 Very Effective 0 0 Effective 5 71.42 Average 1 14.28 Less Effective Least Effective 1 0 14.28 0

No: of respondents Percentage of respondents

Total no: of respondents = 7 Figure 9

Percent

Very Effective Effective Average Less Effective

Inference Among 7 respondents from Batch 2, 71.42% of respondents said that induction program was effective in improving required skills/competencies required for executing the job, 14.28% of respondents said that it was average and 14.28% of respondents said that it was less effective. Thus most of the respondents said that it was effective.

95

2.10) Helped in developing interpersonal skills Table 10 Very Effective 2 28.57 Effective 5 71.42 Average 0 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 7 Figure 10

Percent

Very Effective Effective

Inference Among 7 respondents from Batch 2, 28.57% of respondents said that induction program was very effective in developing interpersonal skills, 71.42% of respondents said that it was effective . Thus most of the respondents said that it was effective.

96

2.11) Helped in improving team bonding Table 11 Very Effective 2 28.57 Effective 4 57.14 Average 1 14.28 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 7 Figure 11

Percent

Very Effective Effective Average Less Effective Least Effective

Inference Among 7 respondents from Batch 2, 28.57% of respondents said that induction program was very effective in improving team bonding, 57.14% of respondents said that it was effective and 14.28% of respondents said that it was average. Thus most of the respondents said that it was effective.

97

2.12) After the induction program the team is in constant touch with each other Table 12 Very Effective 1 14.28 Effective 3 42.85 Average 3 42.85 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents =7 Figure 12

Percent

Very Effective Effective Average

Inference Among 7 respondents from Batch 2, 14.28% of respondents said that team is in very effective contact with each other, 42.85% of respondents said that it was effective and 42.85% of respondents said that it was average. Thus most of the respondents said that they are in effective contacts with each other.

98

2.13) The induction program is given adequate importance in your organization Table 13 Strongly Agree 2 28.57 Agree 4 57.14 Neither Agree Disagree nor Disagree 1 0 14.28 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 7 Figure 13

Percent

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

Inference Among 7 respondents from Batch 2, 28.57% of respondents strongly agreed that induction program is given adequate importance and 57.14% of respondents agreed. Thus most of the respondents agreed to this.

99

2.14) The program was of sufficient duration Table 14 Strongly Agree 0 0 Agree 5 71.42 Neither Agree Disagree nor Disagree 1 1 14.28 14.28 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 7 Figure 14

Percent

Strongly Agree Agree Neither Agree nor Disagree Disagree

Inference Among 7 respondents from Batch 2, 71.42% of respondents agreed that the program was of sufficient duration and 14.28% of respondents neither agreed nor disagreed. Thus most of the respondents agreed to this statement.

100

2.15) The planning and co-ordination of the program was excellent Table 15 Strongly Agree 2 28.57 Agree 5 71.42 Neither Agree Disagree nor Disagree 0 0 0 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 7 Figure 15

Percentage

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

Inference Among 7 respondents from Batch 2, 28.57% of respondents strongly agreed that the planning and co-ordination of the program was excellent and 71.42% of respondents agreed. Thus most of the respondents agreed to the statement.

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2.16) The sessions were interactive and interesting. Table 16 Strongly Agree 2 28.57 Agree 5 71.42 Neither Agree Disagree nor Disagree 0 0 0 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 7 Figure 16

Percent

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

Inference Among 7 respondents from Batch 2, 28.57% of respondents strongly agreed that the sessions were interactive and interesting and 71.42% of respondents agreed. Thus most of the respondents agreed to this.

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2.17) The program covered all areas relevant for an induction Table 17 Strongly Agree 1 14.28 Agree 6 85.71 Neither Agree Disagree nor Disagree 0 0 0 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 7 Figure 17

Percent

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

Inference Among 7 respondents from Batch 2, 14.28% of respondents strongly agreed that the program covered all areas relevant for an induction and 85.71% of respondents agreed. Thus most of the respondents agreed to the statement.

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2.18) The quality of materials provided were excellent Table 18 Strongly Agree 2 28.57 Agree 2 28.57 Neither Agree Disagree nor Disagree 3 0 42.85 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 7 Figure 18

Percent

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

Inference Among 7 respondents from Batch 2, 28.57% of respondents strongly agreed that the quality of materials provided were excellent, 28.57% of respondents agreed and 42.85% of respondents neither agreed nor disagreed.

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2.19The venue of training was comfortable Table 19 Strongly Agree 6 85.71 Agree 1 14.28 Neither Agree Disagree nor Disagree 0 0 0 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 7 Figure 19

Percent

Strongly Agree Agree

Inference Among 7 respondents from Batch 2, 85.71% of respondents strongly agreed and 14.28% of respondents agreed.

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2.20) Would you recommend HLL to others Table 20 Strongly Agree 3 42.85 Agree 1 14.28 Neither Agree Disagree nor Disagree 3 0 42.85 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 7 Figure 20

Percent

Strongly Agree Agree Neither agree nor disagree

Inference Among 7 respondents from Batch 2, 42.85% of respondents strongly agreed and14.28% of respondents agreed and 42.85% of respondents neither agreed nor disagreed to this statement.

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Analysis of Batch 3 3.1) Awareness given about the companys business Table 3.1 Effective 4 40

No: of respondents Percentage of respondents

Very Effective 6 60

Average 0 0

Less Effective 0 0

Least Effective 0 0

Total no: of respondents = 10

Percent

Very Effective Effective

Inference Among 10 respondents from Batch 3, 60% of respondents said awareness given regarding companys business was very effective, 40% of respondents said that it was effective. Thus most of the respondents said that it was very effective.

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3.2)

Awareness given about senior management (who is who in the company) Table 3.2 Very Effective 6 Effective 4 40 Average 0 0 Less Effective 0 0 Least Effective 0 0

No: of respondents Percentage of 60 respondents

Total no: of respondents = 10 Figure 2

Sales

Very Effective Effective

Inference Among 10 respondents from Batch 3, 60% of respondents said that awareness given regarding senior management was very effective and 40% of respondents said that it was effective. Thus majority of the respondents said that it very effective.

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3.3)

Awareness given about different units and the products/process cycle Table 3.3 Very Effective 3 30 Effective 6 60 Average 1 10 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 10 Figure 3

Percent

Very Effective Effective Average

Inference Among 10 respondents from Batch 3, 30% of respondents said that awareness given regarding different units and the products/process cycle was very effective and 60% of respondents said that it was effective and 10% of respondents said that it was average. Thus most of the respondents said that it was very effective.

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3.4)

Awareness given about company policies Table 3.4 Very Effective 2 20 Effective 6 60 Average 2 20 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 10 Figure 4

Percent

Very Effective Effective Average Less Effective

Inference Among 10 respondents from Batch 3, 20% of respondents said that awareness given regarding company policies was very effective, 60% of respondents said that it was effective and 20% of respondents said that it was average. Thus most of the respondents said that it was effective.

110

3.5)

Awareness given about the vision and mission of the organization and its significance Table 3.5 Very Effective 2 20 Effective 8 80 Average 0 0 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 10 Figure 5

Percent

Very Effective Effective

Inference Among 10 respondents from Batch 3, 20% of respondents said that awareness given regarding vision and mission of the organization and its significance was very effective and 80% of respondents said that it was effective. Thus most of the respondents said that it was effective.

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3.6)

Awareness regarding your responsibilities in HLL Table 3.6 Very Effective 1 10 Effective 4 40 Average 5 50 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 10 Figure 6

Percent

Very Effective Effective Average

Inference Among 10 respondents from Batch 3, 10% of respondents said that awareness given regarding responsibilities in HLL was very effective, 40% of respondents said that it was effective and 50% of respondents said that it was average. Thus most of the respondents said that it was average.

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3.7)

Awareness about the technical (theory) aspects of your job in HLL. Table 3.7 Very Effective 0 0 Effective 4 40 Average 6 60 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 10 Figure 7

Percent

Effective Average

Inference Among 7 respondents of Batch 2, 40% of respondents said that awareness given regarding technical (theory) aspects was effective and 60% of respondents said that it was average. Thus most of the respondents said that it was average.

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3.8)

Awareness about the practice in HLL with respect to your area Table 3.8 Very Effective 0 0 Effective 5 50 Average 4 40 Less Effective Least Effective 1 0 10 0

No: of respondents Percentage of respondents

Total no: of respondents = 10 Figure 8

Percent

Effective Average Less Effective

Inference Among 10 respondents from Batch 3, 50% of respondents said that awareness given regarding practice in HLL was effective, 40% of respondents said that it was average, 10% of respondents said that it was less effective. Thus most of the respondents said that it was very effective.

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3.9)

Helped in improving required skills/competencies required for executing your job Table 3.9 Very Effective 1 10 Effective 7 70 Average 2 20 Less Effective Least Effective 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 10 Figure 9

Percent

Very Effective Effective Average

Inference Among 10 respondents from Batch 3, 10% of respondents said that induction program was very effective in improving required skills/competencies required for executing the job, 70% of respondents said that it was effective and 20% of respondents said that it was average. Thus most of the respondents said that it was effective.

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3.10) Helped in developing interpersonal skills Table 3.10 Very Effective 2 20 Effective 7 70 Average 1 10 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 10 Figure 10

Percent

Very Effective Effective

Inference Among 10 respondents from Batch 3, 20% of respondents said that induction program was very effective in developing interpersonal skills, 70% of respondents said that it was effective and 10% of respondents said that it was average . Thus most of the respondents said that it was effective.

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3.11) Helped in improving team bonding Table 3.11 Very Effective 4 40 Effective 5 50 Average 1 10 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 10 Figure 11

Percent

Very Effective Effective Average Less Effective Least Effective

Inference Among 10 respondents from Batch 3, 40% of respondents said that induction program was very effective in improving team bonding, 50% of respondents said that it was effective and 10% of respondents said that it was average. Thus most of the respondents said that it was effective.

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3.12) After the induction program the team is in constant touch with each other Table 3.12 Very Effective 2 20 Effective 5 50 Average 3 30 Less Effective Least Effective 0 0 0 0

No: of respondents Percentage of respondents

Total no: of respondents =7 Figure 12

Percent

Very Effective Effective Average

Inference Among 10 respondents from Batch 3, 20% of respondents said that team is in very effective contact with each other, 50% of respondents said that it was effective and 30% of respondents said that it was average. Thus most of the respondents said that they are in effective contacts with each other.

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3.13) The induction program is given adequate importance in your organization Table 3.13 Strongly Agree 7 70 Agree 3 30 Neither Agree Disagree nor Disagree 0 0 0 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 10 Figure 13

Percent

Strongly Agree Agree

Inference Among 10 respondents from Batch 3, 70% of respondents strongly agreed that induction program is given adequate importance and 30% of respondents agreed. Thus most of the respondents strongly agreed to this.

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3.14) The program was of sufficient duration Table 14 Strongly Agree 3 30 Agree 6 60 Neither Agree Disagree nor Disagree 1 0 10 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 10 Figure 14

Percent

Strongly Agree Agree Neither Agree nor Disagree Disagree

Inference Among 10 respondents from Batch 3, 30% of respondents strongly agreed that the program was of sufficient duration, 60% of respondents agreed, 10%of respondents neither agreed nor disagreed. Thus most of the respondents agreed to this statement.

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3.15) The planning and co-ordination of the program was excellent Table 3.15 Strongly Agree 4 40 Agree 4 40 Neither Agree Disagree nor Disagree 2 0 20 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 10 Figure 15

Percent

Strongly Agree Agree Neither Agree nor Disagree

Inference Among 10 respondents from Batch 3, 40% of respondents strongly agreed that the planning and co-ordination of the program was excellent and 40% of respondents agreed and 20% of respondents neither agreed nor disagreed. Thus most of the respondents strongly agreed and agreed to the statement.

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3.16) The sessions were interactive and interesting. Table 3.16 Strongly Agree 3 30 Agree 7 70 Neither Agree Disagree nor Disagree 0 0 0 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 10 Figure 16

Percent

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

Inference Among 10 respondents from Batch 3, 30% of respondents strongly agreed that the sessions were interactive and interesting and 70% of respondents agreed. Thus most of the respondents agreed to this.

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3.17) The program covered all areas relevant for an induction Table 3.17 Strongly Agree 1 10 Agree 7 70 Neither Agree Disagree nor Disagree 2 0 20 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 10 Figure 17

Percent

Strongly Agree Agree Neither Agree nor Disagree

Inference Among 10 respondents from Batch 3, 10% of respondents strongly agreed that the program covered all areas relevant for an induction 70% of respondents agreed and 20% of respondents neither agreed nor disagreed. Thus most of the respondents agreed to the statement.

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3.18) The quality of materials provided were excellent Table 3.18 Strongly Agree 0 0 Agree 8 80 Neither Agree Disagree nor Disagree 1 1 10 10 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 10 Figure 18

Percent

Agree Neither Agree nor Disagree Disagree

Inference Among 10 respondents from Batch 3, 80% of respondents agreed that the quality of materials provided were excellent, 10% of respondents neither agreed nor disagreed and 10% of respondents disagreed. Thus most of the respondents agreed.

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3.19) The venue of training was comfortable Table 3.19 Strongly Agree 6 60 Agree 4 40 Neither Agree Disagree nor Disagree 0 0 0 0 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 10 Figure 19

Percent

Strongly Agree Agree

Inference Among 10 respondents from Batch 3, 60% of respondents strongly agreed and 40% of respondents agreed.

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3.20) Would you recommend HLL to others Table 3.20 Strongly Agree 4 40 Agree 3 30 Neither Agree Disagree nor Disagree 2 1 20 10 Strongly Disagree 0 0

No: of respondents Percentage of respondents

Total no: of respondents = 10 Figure 20

Percent

Strongly Agree Agree Neither agree nor disagree Disagree

Inference Among 10 respondents from Batch 3, 40% of respondents strongly agreed and30% of respondents agreed and 20% of respondents neither agreed nor disagreed and 10% of the respondents disagreed to this statement.

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Weighted Average Method

Inference Rank 1 2 3 4 5 Weight 5 4 3 2 1 Total Batch 1 122 111 21 6 0 260 610 444 63 12 0 1129 4.34 Ranking I II Batch 2 32 77 26 5 0 140 160 308 78 10 0 556 3.97 III Batch 3 57 107 33 3 0 200 285 428 66 6 0 785 3.92

From the above table it could be inferred that Batch I got most effective induction followed by Batch II and Batch III.

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Chapter 5 Findings and Conclusions

Major Findings

y From the overall study conducted it is found out that majority of the new employees
were satisfied with induction program provided for them. y y It is found out that Batch I got most effective induction program. It could be found out that quality induction program is provided for the employees.

Other findings y Among 30 employees 63.33% of respondents said that awareness given regarding company policies were very effective and 36.66% of respondents said that it was effective. Thus it can be inferred that awareness given regarding companys business was very effective. y Among 30 respondents 46.66% of respondents said that awareness given regarding senior management was very effective and 53.33% of respondents said that it was effective. Most of the respondents with the opinion that awareness given regarding senior management was effective. y Among 30 respondents, 40% of respondents said that awareness given about different units and the products/process cycle were very effective, 53.33% of respondents said that it was effective and 6.66% of respondents said that it was average. Thus most of the respondents with the opinion awareness given regarding different units and the products/process cycle were effective. y Among 30 respondents, 23.33% of respondents said that awareness given regarding company policies were very effective, 53.33% of respondents said it was effective, 20% of respondent said that it was average, 3.33% of respondents said that it was less effective. Thus, most of the respondents said that awareness given regarding company policies were effective. y Among 30 respondents, 46.66% of respondents said that awareness given regarding company policies were very effective, 46.66% of respondents said that it was effective and 6.66% of respondents said that it was average. Thus most of the respondents were of the opinion awareness given regarding company policies were very effective and effective.

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Among 30 respondents, 6.66% of respondents said that awareness given regarding company policies were very effective, 53.33% of respondents said that it was effective and 40% of respondents said that it was average. Thus most of the respondents said that awareness given regarding company policies were effective.

Among 30 respondents, 3.33% of respondents said that awareness given regarding technical (theory) aspects of your job was very effective, 50% of respondents said that it was effective, 36.66% of respondents said that it was average and 6.66% of respondents said that it was less effective. Thus majority of respondents said that it was effective.

Among 30 respondents, 50% of respondents said that awareness given regarding practice in HLL was very effective, 30% of respondents said that it was effective, 16.66% of respondents said that it was average and 3.33% of respondents said that it was less effective. Thus majority of the respondents said that it was very effective.

Among 30 respondents, 23.33% of respondents said that induction program helped in improving required skills/competencies, 66.66% of respondents said that it was effective and 10% of respondents said that it was average. Thus most of the respondents said that induction program was effective in improving required skills/competencies.

Among 30 respondents, 30% of respondents said that induction program was very effective in developing interpersonal skills, 60% of respondents said that it was effective and 10% of respondents said that it was average. Thus majority of respondents said that induction program was effective in developing interpersonal skills.

Among 30 respondents, 36.66% of respondents said that induction program was very effective in improving team bonding, 53.33% of respondents said that it was effective and 10% of respondents said that it was average. Thus majority of the respondents said that induction program was effective in improving team bonding.

Among 30 respondents, 23.33% of respondents said that it was very effective, 43.33% of respondents said that it was effective, 30% of respondents said that it was average and 3.33% of respondents said that it was less effective.

Among 30 respondents, 60% of respondents strongly agreed that induction program is given adequate importance in the organization, 36.66% of respondents agreed and 3.33% of respondents neither agreed nor disagreed. Thus majority of the respondents strongly agree that induction program is given adequate importance in the organization.

Among 30 respondents, 30% of respondents strongly agreed that program was of sufficient duration, 60% of respondents agreed, 3.33% of respondents neither agreed nor
129

disagreed and 6.66% of respondents disagreed. Thus most of the respondents agreed that program was of sufficient duration. y Among 30 respondents 46.66% of respondents strongly agreed that the induction program was properly planned and co-ordinated, 43.33% of respondents agreed and 10% of respondents neither agreed nor disagreed. Thus most of the respondents strongly agreed to the statement the program was properly planned and co-ordinated. y Among 30 respondents, 36.66% of respondents strongly agreed that sessions were interactive and interesting, 60% of respondents agreed and 3.33% of respondents neither agreed nor disagreed. Thus most of the respondents agreed to the statement sessions were interactive and interesting. y Among 30 respondents 30% of respondents strongly agreed to the statement program covered all areas relevant for an induction, 63.33% of respondents agreed and 6.66% of respondents neither agreed nor disagreed. Thus most of the respondents agreed that program covered all areas relevant for an induction. y Among 30 respondents, 26.66% of respondents strongly agreed that quality of materials provided were excellent, 53.33% of respondents agreed, 16.66% of respondents neither agreed nor disagreed and 3.33% of respondents disagreed. Thus most of the respondents agreed that quality of materials provided were excellent. y Among 30 respondents, 73.33% of respondents strongly agreed that venue of training was comfortable, 26.66% of respondents agreed and 3.33% of respondents disagreed. Thus most of the respondents strongly agreed that venue of training was comfortable. y Among 30 respondents, 43.33% of respondents strongly agree to recommending HLL to others, 33.33% of respondents agreed, 20% of respondents neither agreed nor disagreed and 3.33% of respondents disagreed. Most of the respondents strongly agreed in recommending HLL to others.

Findings from Batch I y Among 13 respondents from Batch 1, 76.92% of respondents said awareness given
regarding companys business was very effective, 23.07% of respondents said that it was effective. Thus most of the respondents said that it was very effective.

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Among 13 respondents from Batch 1, 46.15% of respondents said that awareness given regarding senior management was very effective and 53.84% of respondents said that it was effective. Thus majority of the respondents said that it was effective.

Among 13 respondents from Batch 1, 53.84% of respondents said that awareness given regarding different units and the products/process cycle was very effective and 46.15% of respondents said that it was effective. Thus most of the respondents said that it was very effective

y Among 13 respondents from Batch 1, 38.46% of respondents said that awareness given
regarding company policies was very effective, 46.15% of respondents said that it was effective and 15.38% of respondents said that it was average. Thus most of the respondents said that it was effective.

y Among 13 respondents from Batch 1, 76.92% of respondents said that awareness given
regarding vision and mission of the organization and its significance was very effective and 23.07% of respondents said that it was effective. Thus most of the respondents said that it was very effective. y Among 13 respondents from Batch 1, 23.07% of respondents said that awareness given regarding responsibilities in HLL was very effective, 38.46% of respondents said that it was both effective and average. Thus most of the respondents said that it was both effective and average.

y Among 13 respondents of Batch 1, 15.38% of respondents said that awareness given

regarding technical (theory) aspects was very effective, 61.53% of respondents said that it was effective, 15.38% of respondents said that it was average and 7.69% of respondents said that it was less effective. Thus most of the respondents said that it was effective. y Among 13 respondents from Batch 1, 15.38% of respondents said that awareness given regarding practice in HLL was very effective, 53.84% of respondents said that it was effective, 15.38% of respondents said that it was average and 15.38% of respondents said that it was less effective. Thus most of the respondents said that it was effective.

y Among 13 respondents from Batch 1, 30.76% of respondents said that induction program
was very effective in improving required skills/competencies required for executing the job, 53.84% of respondents said that it was effective and 15.38% of respondents said that it was average. Thus most of the respondents said that it was very effective.

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y Among 13 respondents from Batch 1, 38.46% of respondents said that induction program
was very effective in developing interpersonal skills, 46.15% of respondents said that it was effective and 15.38% of respondents said that it was average. Thus most of the respondents said that it was effective. y Among 13 respondents from Batch 1, 38.46% of respondents said that induction program was very effective in improving team bonding, 53.84% of respondents said that it was effective and 7.69% of respondents said that it was average. Thus most of the respondents said that it was effective. y Among 13 respondents from Batch 1, 30.76% of respondents said that team is in very effective contact with each other, 38.46% of respondents said that it was effective, 7.69% of respondents said that it was average and 23.07% of respondents said that it was less effective. Thus most of the respondents said that they are in effective contacts with each other. y Among 13 respondents from Batch 1, 69.23% of respondents strongly agreed that induction program is given adequate importance and 30.76% of respondents agreed. Thus most of the respondents strongly agreed to this.

y Among 13 respondents from Batch 1, 46.15% of respondents strongly agreed that the
program was of sufficient duration and 53.84% of respondents agreed. Thus most of the respondents strongly agreed to this statement. y Among 13 respondents from Batch 1, 61.53% of respondents strongly agreed that the planning and co-ordination of the program was excellent, 30.76% of respondents agreed and 7.69% of respondents neither agreed nor disagree. Thus most of the respondents strongly agreed to the statement. y Among 13 respondents from Batch 1, 46.15% of respondents strongly agreed that the sessions were interactive and interesting, 46.15% of respondents agreed and 7.69% of respondents neither agreed nor disagree. y Among 13 respondents from Batch 1, 53.84% of respondents strongly agreed that the program covered all areas relevant for an induction and 46.15% of respondents agreed. Thus most of the respondents strongly agreed to the statement. y Among 13 respondents from Batch 1, 53.84% of respondents strongly agreed that the quality of materials provided were excellent, 38.46% of respondents agreed and 7.69% of respondents neither agreed nor disagreed.
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y Among 13 respondents from Batch 1, 76.92% of respondents strongly agreed and 23.07%
of respondents agreed.

y Among 13 respondents from Batch 1, 46.15% of respondents strongly agreed and agreed
to this statement.

Findings from Batch II

y Among 7 respondents from Batch 2, 42.85% of respondents said awareness given regarding companys business was very effective, 57.14% of respondents said that it was effective. Thus most of the respondents said that it was effective. y Among 7 respondents from Batch 2, 28.57% of respondents said that awareness given regarding senior management was very effective and 71.42% of respondents said that it was effective. Thus majority of the respondents said that it was effective. y Among 7 respondents from Batch 2, 28.57% of respondents said that awareness given regarding different units and the products/process cycle was very effective and 57.14% of respondents said that it was effective and 14.28% of respondents said that it was average. Thus most of the respondents said that it was effective. y Among 7 respondents from Batch 2, 57.14% of respondents said that awareness given regarding company policies was effective, 28.57% of respondents said that it was average and 14.28% of respondents said that it was less effective. Thus most of the respondents said that it was effective.

y Among 7 respondents from Batch 2, 28.57% of respondents said that awareness given
regarding vision and mission of the organization and its significance was very effective, 42.85% of respondents said that it was effective and 28.57% of respondents said that it was average. Thus most of the respondents said that it was effective.

y Among 7 respondents from Batch 2, 71.42% of respondents said that awareness given
regarding responsibilities in HLL was effective, 28.57% of respondents said that it was average. Thus most of the respondents said that it was effective. y Among 7 respondents of Batch 2, 42.85% of respondents said that awareness given regarding technical (theory) aspects was effective, 42.85% of respondents said that it was average and 14.28% of respondents said that it was less effective. Thus most of the respondents said that it was effective and average. y Among 7 respondents from Batch 2, 42.85% of respondents said that awareness given regarding practice in HLL was effective, 42.85% of respondents said that it was average,
133

14.28% of respondents said that it was less effective. Thus most of the respondents said that it was effective. y Among 7 respondents from Batch 2, 71.42% of respondents said that induction program was effective in improving required skills/competencies required for executing the job, 14.28% of respondents said that it was average and 14.28% of respondents said that it was less effective. Thus most of the respondents said that it was effective.

y Among 7 respondents from Batch 2, 28.57% of respondents said that induction program
was very effective in developing interpersonal skills, 71.42% of respondents said that it was effective . Thus most of the respondents said that it was effective. y Among 7 respondents from Batch 2, 28.57% of respondents said that induction program was very effective in improving team bonding, 57.14% of respondents said that it was effective and 14.28% of respondents said that it was average. Thus most of the respondents said that it was effective. y Among 7 respondents from Batch 2, 14.28% of respondents said that team is in very effective contact with each other, 42.85% of respondents said that it was effective and 42.85% of respondents said that it was average. Thus most of the respondents said that they are in effective contacts with each other. y Among 7 respondents from Batch 2, 28.57% of respondents strongly agreed that induction program is given adequate importance and 57.14% of respondents agreed. Thus most of the respondents agreed to this. y Among 7 respondents from Batch 2, 71.42% of respondents agreed that the program was of sufficient duration and 14.28% of respondents neither agreed nor disagreed. Thus most of the respondents agreed to this statement. y Among 7 respondents from Batch 2, 28.57% of respondents strongly agreed that the planning and co-ordination of the program was excellent and 71.42% of respondents agreed. Thus most of the respondents agreed to the statement. y Among 7 respondents from Batch 2, 28.57% of respondents strongly agreed that the sessions were interactive and interesting and 71.42% of respondents agreed. Thus most of the respondents agreed to this. y Among 7 respondents from Batch 2, 14.28% of respondents strongly agreed that the program covered all areas relevant for an induction and 85.71% of respondents agreed. Thus most of the respondents agreed to the statement.
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Among 7 respondents from Batch 2, 28.57% of respondents strongly agreed that the quality of materials provided were excellent, 28.57% of respondents agreed and 42.85% of respondents neither agreed nor disagreed. of respondents agreed.

y Among 7 respondents from Batch 2, 85.71% of respondents strongly agreed and 14.28%
y Among 7 respondents from Batch 2, 42.85% of respondents strongly agreed and14.28% of respondents agreed and 42.85% of respondents neither agreed nor disagreed to this statement.

Findings from Batch III

y Among 10 respondents from Batch 3, 60% of respondents said awareness given regarding companys business was very effective, 40% of respondents said that it was effective. Thus most of the respondents said that it was very effective. y Among 10 respondents from Batch 3, 60% of respondents said that awareness given regarding senior management was very effective and 40% of respondents said that it was effective. Thus majority of the respondents said that it very effective. y Among 10 respondents from Batch 3, 30% of respondents said that awareness given regarding different units and the products/process cycle was very effective and 60% of respondents said that it was effective and 10% of respondents said that it was average. Thus most of the respondents said that it was very effective. y Among 10 respondents from Batch 3, 20% of respondents said that awareness given regarding company policies was very effective, 60% of respondents said that it was effective and 20% of respondents said that it was average. Thus most of the respondents said that it was effective. y Among 10 respondents from Batch 3, 20% of respondents said that awareness given regarding vision and mission of the organization and its significance was very effective and 80% of respondents said that it was effective. Thus most of the respondents said that it was effective. y Among 10 respondents from Batch 3, 10% of respondents said that awareness given regarding responsibilities in HLL was very effective, 40% of respondents said that it was effective and 50% of respondents said that it was average. Thus most of the respondents said that it was average.

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Among 7 respondents of Batch 2, 40% of respondents said that awareness given regarding technical (theory) aspects was effective and 60% of respondents said that it was average. Thus most of the respondents said that it was average.

Among 10 respondents from Batch 3, 50% of respondents said that awareness given regarding practice in HLL was effective, 40% of respondents said that it was average, 10% of respondents said that it was less effective. Thus most of the respondents said that it was very effective.

y Among 10 respondents from Batch 3, 10% of respondents said that induction program
was very effective in improving required skills/competencies required for executing the job, 70% of respondents said that it was effective and 20% of respondents said that it was average. Thus most of the respondents said that it was effective. y Among 10 respondents from Batch 3, 20% of respondents said that induction program was very effective in developing interpersonal skills, 70% of respondents said that it was effective and 10% of respondents said that it was average . Thus most of the respondents said that it was effective. y Among 10 respondents from Batch 3, 40% of respondents said that induction program was very effective in improving team bonding, 50% of respondents said that it was effective and 10% of respondents said that it was average. Thus most of the respondents said that it was effective.

y Among 10 respondents from Batch 3, 20% of respondents said that team is in very
effective contact with each other, 50% of respondents said that it was effective and 30% of respondents said that it was average. Thus most of the respondents said that they are in effective contacts with each other. y Among 10 respondents from Batch 3, 70% of respondents strongly agreed that induction program is given adequate importance and 30% of respondents agreed. Thus most of the respondents strongly agreed to this.

y Among 10 respondents from Batch 3, 30% of respondents strongly agreed that the
program was of sufficient duration, 60% of respondents agreed, 10%of respondents neither agreed nor disagreed. Thus most of the respondents agreed to this statement.

y Among 10 respondents from Batch 3, 40% of respondents strongly agreed that the
planning and co-ordination of the program was excellent and 40% of respondents agreed

136

and 20% of respondents neither agreed nor disagreed. Thus most of the respondents strongly agreed and agreed to the statement. y Among 10 respondents from Batch 3, 30% of respondents strongly agreed that the sessions were interactive and interesting and 70% of respondents agreed. Thus most of the respondents agreed to this. y Among 10 respondents from Batch 3, 10% of respondents strongly agreed that the program covered all areas relevant for an induction 70% of respondents agreed and 20% of respondents neither agreed nor disagreed. Thus most of the respondents agreed to the statement.

y Among 10 respondents from Batch 3, 80% of respondents agreed that the quality of
materials provided were excellent, 10% of respondents neither agreed nor disagreed and 10% of respondents disagreed. Thus most of the respondents agreed.

y Among 10 respondents from Batch 3, 60% of respondents strongly agreed and 40% of
respondents agreed.

y Among 10 respondents from Batch 3, 40% of respondents strongly agreed and30% of

respondents agreed and 20% of respondents neither agreed nor disagreed and 10% of the respondents disagreed to this statement.

Conclusions
From the study conducted it was found out that induction program was effective at HLL Lifecare Ltd. The new employees are highly satisfied by the induction program provided for them. A quality induction program is a key in integrating new employees into the organization. New employee inductions are reliable tools to integrate new employees into any industry, from administrative to industrial and manufacturing realms. Employee inductions can allow new employees to learn about what's expected of them in their new positions as well as educate them on the intricacies of organizational policy.

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Bibliography
Books  K.Ashwathappa, Human Resource and Personnel Management,5th Edition, New Delhi, Tata McGraw Hill Publishing Company Limited, 2008  Kothari.C.R, Research Methodology, Methods & Techniques, 2nd Edition, , New Delhi, New Age International (P) Ltd, Publishers, 2004 Websites  www.lifecarehll.com  www.citehr.com  www.scribd.com

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