Induction Programme at

Vodafone India Ltd.

Submitted by:
Swati Ojha
Enr.no: A7002314010
Course: MBA(HR) 4th sem
 Objective
To understand the various induction
programme held at Vodafone.
To study the effectiveness of induction
programme at Vodafone.
 Limitations
Time was the major constraint limiting factor.
Sample size is very small.
The data collected from the employees could
be biased.
 Research Methodology
Research Design

A research design is purely and simply the framework or plan for a study that guides the

collection and analysis of data. The survey research was used in this Thesis, because employees

feedback was necessary for obtaining the data.

Data Sources

Primary data was collected through questionnaire.

Secondary data was obtained from journals, magazines, newspapers, books and the Internet.

Research Instrument

For doing the survey research, structured questionnaire with both open-ended and closed-ended

questions was used.

Continued..
Mode of Survey
personal interview with the respondents during the
filling up of the questionnaires.
Sampling
Non probability sampling, a purposive sample was
used.
Sample Size
A sample size of 30 respondents is used for the study.
Place of Study
Lucknow
 Findings

They are informed about the safety related incident which

includes their HSW Policy.

The Induction programme is conducted for 25-30days.

They are given process related training which is very

helpful for them in handling the system efficiently.

It is found through the survey conducted that the

employees expectation does not match the work condition.
Continued
They are given behavioral related training during induction
programme which helps them in handling the customers in most
effective manner.

During induction they are informed about grievance handling

machinery and ways of filing complaint, but the employees when
files any complaint does not get the response which they are assured
during induction program.

Their leave related rules are very unstable.

Suggestions
The induction tenure should be reduced to 15 days maximum as the
employees get bored due to longer tenure.

The grievances should be dealt ASAP because employees felt as if

they are not the part of the company this creates discontentment
among them.

The induction should cover these areas as well:

Employees career progression.

List of training programmes.

 conclusion
The rating of the Induction programme at Vodafone
India Ltd, given by the employees is reasonably good.

However, if the above said suggestions are taken into

consideration, the induction programme would be
even more productive.

It would also help in increasing the satisfaction level,

morale and performance of the new recruits