Testing the Effectiveness of New Employee Orientation Program in NGO (Non- Governmental Organisation), Chennai, a Case Study


By

Dr. (Mrs.) S. Nirmala
MBA, M.Phil, Ph.D
Associate Professor and Head of the Department
Department of Business Management
PSGR Krishnammal College for Women
Coimbatore

Mrs. I.M. Christina Febiula
MBA, M.Phil (Pursing)
 


ABSTRACT

The development of an effective orientation program for new employees is an ongoing challenge for many organizations.Orientation programs are really the first opportunity to set the stage and create a smooth transition for new employees into the workforce.The most frequent complaints about new employee orientation are that it is overwhelming, boring, or that the new employee is left to sink or swim.  The result is often a confused new employee who is not productive and is more likely to leave the organization within a year.This purpose of the study is to find the employees opinion towards the effectiveness of their new employee orientation program in NGO's. For the purpose 40 respondents were selected using simple random sampling including managers and executives. A structured questionnaire was administered to the respondents and the primary data is collected. The secondary data is collected through various sources like magazines, journals, company records etc. These data are collected and based on the analysis made and the suggestions are given.

1. INTRODUCTION

Orienting employees to their workplaces and their jobs is one of the most neglected functions in many organizations.With an ongoing labor crunch, developing an effective employee orientation experience continues to be crucial.  It is critical that new hire programs are carefully planned to educate the employee to the values, history and who is who in the organization.  A well thought out orientation program, whether it lasts one week or one month, will help not only in retention of employees, but also in productivity. Organizations that have good orientation programs get their people up to speed faster, have better alignment between what the employees do and what the organization needs them to do, and have lower turnover rates. Thus the NEO program not only serves the purpose of developing the employees, but also safeguards the organizational objectives of survival and success through competitive advantage. 

2. OBJECTIVES OF THE STUDY

  • To study the techniques and methodology for improving the NEO program
  • To find out the satisfaction levels in NEO program
  • To find out the factors that influences for NEO program

3. SCOPE OF THE STUDY

  • The study helps to reduce the Startup costs
  • The study helps to improve the effectiveness of the new employees
  • The study helps to reduce the turnover &absenteeism rate
  • The study helps to modify Employee expectations
  • The study can be useful for further research

4. HYPOTHESIS:

The major null hypotheses tested and analysed in the study is:

  • Ho: Null hypothesis: "The new employee orientation program followed in World Vision India- Chennai is effective".

5. METHODOLOGY

 This study was based on primary data obtained through a structured questionnaire containing 15 questions. The sample size was 120 and the respondents were selected through the convenient random sampling method. The primary data obtained from the questionnaire was analysed by using the statistical data analysis of Correlation and Regression Method.

6. LIMITATIONS FOR THE STUDY

  • Being an NGO basically, the researcher was unable to meet all the respondents and hence the sample size was very low and restricted to 40.
  • The study was restricted only Chennai National Office, Project Monitoring Office and Area Development Program and other was received through E- mails.

7. DATA ANALYSIS & INTERPRETATION

7.1 BIVARIATE CORRELATION:

The correlations table displays Pearson correlation coefficients, significance values, and the number of cases with non-missing values.Pearson correlation coefficients assume the data are normally distributed. The Pearson correlation coefficient is a measure of linear association between two variables. The values of the correlation coefficient range from -1 to 1. The sign of the correlation coefficient indicates the direction of the relationship (positive or negative). The absolute value of the correlation coefficient indicates the strength, with larger absolute values indicating stronger relationships. The correlation coefficients on the main diagonal are always 1.0, because each variable has a perfect positive linear relationship with itself. Correlations above the main diagonal are a mirror image of those below. Here, the dependent variable is satisfaction and the independent variables are self -development and job training.

TABLE7.1.1 BIVARIATE CORRELATION BETWEEN SATISFACTION AND SELF DEVELOPMENT


TABLE7.1.2BIVARIATE CORRELATION BETWEEN SATISFACTION AND JOB TRAINING


INFERENCE:

The above table shows that it is positively correlated. But the correlation between the satisfaction and the self -development is 0.549. Since 0.549 is not relatively close to 1 or -1 this indicates that satisfaction and self- development are not strongly correlated.

The above table shows that it is positively correlated. And the correlation between the satisfaction and the training is 0.726. Since 0.726 is relatively close to 1 this indicates that satisfaction and training are strongly correlated.

Therefore, there is a strong relationship between satisfaction and training when compared to satisfaction and self- development.

7.2 LINEAR REGRESSION:

To estimate the coefficients of the linear equation involving one or more independent variables, that will predict the value of the dependent variable. In the ANOVA table, if the significance value of the F statistic is small (smaller than say 0.05) then the independent variables do a good job explaining the variation in the dependent variable. If the significance value of F is larger than say 0.05 then the independent variables do not explain the variation in the dependent variable. The F statistic is the regression mean square (MSR) divided by the residual mean square (MSE).

R squared is the proportion of variation in the dependent variable explained by the regression model. The values of R squared range from 0 to 1. Small values indicate that the model does not fit the data well. The sample R squared tends to optimistically estimate how well the model fits the population. Adjusted R squared attempts to correct R squared to more closely reflect the goodness of fit of the model in the population. Here, the dependent variable is satisfaction and the independent variables are self -development and job training.


INFERENCE:

1.
R squared value is 0.548 or 54.8% of the variance in satisfaction is   explained by the 2 independent variables.

2. The equations are y= a+bx

Therefore, y= a+ (b1x1) + (b2x2)
Where,
 a=constant,
b1=training,
b2=self development
          y=0.599+0.7x1+0.168x2.

1. Recommendations and Suggestions:

NEO program in WVI is consistent.Methodology needs to improve for better effectiveness.Customize power point presentation be.Usage of more lively presentation techniques conducting through by some games & activities regarding to orientation program.Time allotment for each & every program is consistent.(But if the presentation is full of theory it's better to be conducted in the morning than noon)

* Provide more time to understand each topic well.
* Presentation should be followed according to time.
* Stick to time limit.
* Simple language should be used for better understanding.
* Materials to be provided in a few other major languages.
* Circulate documentary materials prepared in advance.
* Conduct a practical session for better learning.
* New topics should be made more understandable.
* Provide important documents/materials about WVI to employee before their joining date.
* Present the past events of your organization in a creative & a lively manner.
* Group discussions & games should be conducted by motivating them.

2. CONCLUSION:

The research reveals that the employees do implement the methods of the learning events they had attended and also gained knowledge in applying innovative methods, avoiding mistakes, time management, further helping the employees in developing their carrier.Therefore, the research reveals that there is a effectiveness in the New employee orientation program.

REFERENCE:

1. Cooper, D. R., & Emory, C. W. (1995). Business research methods (5th ed.). Irwin, USA: Mc-Graw Hills Companies Inc.

2. Aswathappa, Human Resource Management (5th ed.) Irwin, USA: Mc-Graw Hills Companies Inc.
 


Dr. (Mrs.) S. Nirmala
MBA, M.Phil, Ph.D
Associate Professor and Head of the Department
Department of Business Management
PSGR Krishnammal College for Women
Coimbatore

Mrs. I.M. Christina Febiula
MBA, M.Phil (Pursing)
 

Source: E-mail September 15, 2011

          

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