The research proposal aims to enhance the induction process in a food manufacturing company. The goal is to improve work quality, company performance, ethics, and the role of new academic staff and their head of department by modifying the existing induction program. Furthermore, the study will investigate employees’ opinions on the current induction arrangements using a survey-based research approach. By incorporating personal experiences and narratives from current employees, the research aims to provide a comprehensive analysis of the same event.
This proposal investigates the elements that impact staff motivation and job satisfaction, along with previous motivation theories. It includes open-minded structured questionnaires to discover methods for improving the induction program’s quality. The findings might emphasize the importance of the manager’s management style, particularly regarding factors such as “lack of appreciation,” “poor communication,” and “training.” To conclude this proposal, I have made assumptions based on relevant articles.
This proposal highlights the significance of induction in improving staff performance within a specific food manufacturing company. It emphasizes the need for updating the orientation program in order to address changes in both the internal and external environment of the organization. The company has recently expanded by adding two new units alongside the existing one and is also planning further changes in accordance with current market trends.
The company is reassessing the present induction method due to changes in its structure. The organization plans to hire more staff members for the recently developed technology-based unit and recycling unit, while keeping other functions of the firm unchanged. In order to achieve desired results, the induction program needs to be adapted to modern methods. This includes incorporating new employee training programs that provide general information about technology, the recycling process, new job descriptions, company culture, and company history.
Literature review: This research focuses on the fundamental processes and approaches needed for a company’s induction procedures, providing guidance for an official induction course. Employee induction and socialization programs are crucial in ensuring the success of employees in achieving their objectives. The HR department or other individuals responsible for supervising new employees should go over the essential points with each individual or, in the case of larger groups, with groups of people.
The changing needs of professionals and individuals have revealed that certain conventional management approaches are no longer adequate in today’s society. The orientation program is designed to help new employees swiftly adjust to the organization and become more creative and skilled team members within a brief period. The induction process assists employees in reorganizing their tasks, thus improving their productivity and time management. Moreover, the training program lessens employees’ burdens, enabling them to effectively accomplish their goals within the assigned timeframe.
Implementing a comprehensive health and safety induction program can improve employees’ work rate and competence, according to Human Resource Solutions (Online). It is also a legal obligation for all organizations to ensure the well-being and safety of their workforce. To fulfill this responsibility, organizations should provide a thorough health and safety induction for both new hires and existing employees. This induction program should include information on fire and safety procedures as well as instructions on how to respond to fire alarms. If there are specific hazards in the workplace, such as in factories or building sites, it is crucial for organizations to inform new employees about these hazards and the necessary precautions that need to be taken (Anon, Online).
The study has examined the conceptual domain of new employee orientation programs. Scholars have outlined that employee orientation programs are distinct from socialization, psychological contracts, induction, and pragmatic job previews (Wanous & Reichers, 2000). To construct a framework for the design and investigation of new employee orientation programs, three somewhat varied areas of academic research have been utilized: (a) stress theory and coping methods, (b) attitude theory and change methods, (c) realistic job previews theory and methods (Wanous & Reichers, 2000).
The study on newcomer orientation program can benefit from a precise definition of the conceptual domain, extensive borrowing from related areas of inquiry, implementation in actual work environments, and utilization of experimental designs (Wanous & Reichers, 2000). Companies are obligated to furnish their employees with a written declaration outlining the terms and conditions of employment, except for those employees whose duration of work is less than one month.
Organizations should provide information on various issues such as work hours including breaks, holiday and sick procedures, and grievance and disciplinary formalities during the induction process (Business Link, Online). The proposed methodology for this study primarily focuses on primary research methods and empirical research methods. The term “empiricism” can be understood in different ways, but two main interpretations emerge. Firstly, it refers to a general approach to studying reality that emphasizes accepting knowledge gained through experience and the senses.
In other words, this position emphasizes the importance of testing ideas before considering them as knowledge. The term also refers to the belief that accumulating “facts” is a valid goal, known as “naive empiricism”. (Bryman A and Bell E, p-9 2003) The primary research will involve structured interviews based on a literature review and analysis of data from organization records. Selecting relevant units for data collection is a crucial step. (Bryman, 1989) The data will be collected through interviews and questionnaires involving all employees, including top-level management, bottom line workers, and HRM. Structured questionnaires will be given to the relevant individuals. Additionally, online sources such as government publications and surveys will be utilized to gather secondary information on the induction process.
The latest news paper articles and journals will be used to gather details on the current changes in HRM and induction process. Primary data will be collected by conducting interviews with all organization employees and distributing questionnaires to them. The questionnaire has been prepared with assistance from “Business research methods” by Bryman A and Bell E, (pp-155-174, 2003), which states that researchers must decide whether to ask open or closed format questions. Open questions allow respondents to answer as they please.
According to Bryman A and Bell E (2003), individuals are given a predetermined set of options to choose from for an appropriate answer with a closed question.
Below are some sample questionnaires for the Pilot Method:
Objectives of Orientation Rating:
For the organization:
- The organizational induction process provides understanding of the company’s history and products:
- – Strongly disagree
- – Disagree
- – Unsure
- – Strongly agree
- – Agree
The part of the induction process involves communication and accumulation of guidance on policies and procedures, such as health & safety, holidays, sick leave, performance, and sales:
- – Strongly disagree
Disagree unsure Strongly agree Agree It involves set up work goals: department and company objectives Strongly disagree Disagree unsure Strongly agree Agree For the job Let the beginners to meet up colleagues with whom they will be working together Strongly disagree Disagree unsure Strongly agree Agree Induction provides appropriate guidance to facilitate the post holder to perform their duties Strongly disagree Disagree unsure Strongly agree Agree Induction allows the post holder to realize their job details and how they suit within the frame work of the company Strongly disagree
Disagree unsure Strongly agree Agree Source: Scribd, A questionnaire on new employee induction These questions aim to investigate the employees’ perspectives on their job and company. They also seek to identify necessary changes in the induction process for both newcomers and existing employees. To effectively plan the research, it is crucial to gather qualitative data on the company, the human resource department, and its functions.
The initial data collection involves gathering information on recruitment and training in various departments, providing a comprehensive understanding of employees and their roles. As part of the research process, it is important to engage with the HRM to discuss research objectives. To collect secondary data, a meeting should be arranged with top-level managers for conducting interviews to gather employee-related details. Additionally, it is essential to meet individually with as many employees as possible for one-on-one discussions.
The research poses a challenge in terms of time commitment and employee availability. A questionnaire is prepared and randomly distributed to employees. In the final stage, HRM and line managers help distribute the questionnaires to employees who are asked for their anonymous opinions. A timetable has been established with deadlines for various tasks such as submitting the proposal by January 22nd, completing the literature review by January 25th, finishing fieldwork by February 18th, and concluding analysis by February 21st.
Complete final Proposal by 26 Feb Discussion of Limitations and improvements: The structured interview is the most accessible process for this research but it is crucial to reach a large group. To reach a large group, it is vital to use a survey questionnaire. However, the survey questionnaire may not capture valuable suggestions from senior employees. To overcome this limitation, the structured interview can be printed and distributed to a large number of participants. Sampling qualitative data is challenging. Managing and analyzing these feedback will be a daunting and complex task.
Increasing the number of interviews results in more data, but this can be minimized by using a questionnaire survey. By setting aside 2-3 hours per week for 5-6 weeks, a questionnaire can significantly decrease the required effort. However, there are several obstacles to address. Firstly, it can be difficult to arrange meetings with employees from various departments who have different shifts. Additionally, being an outsider may come with restrictions. Employers and managers may take time to complete and send back the questionnaires. Moreover, conducting interviews may require a substantial amount of time for the interviewers.
Interviewers tend to have longer conversations when asking open-ended questions compared to closed questions. In this organization, it is not feasible to meet all 500 employees within six weeks due to their different shifts and vacation schedules. To enhance the research, a broader literature review should be conducted, including finding and staying updated on more articles and journals related to the topic. Need assistance with an essay? You can purchase essay help from us today!
