Mapping out the induction process of Sokotel Ltd.
Ojala, Hanne (2019)
2019
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-201905139361
https://urn.fi/URN:NBN:fi:amk-201905139361
Tiivistelmä
The aim of this thesis was to find out what are the problems of current induction process of Sokotel Ltd. Regarding the findings, development ideas were proposed to improve the new employee induction process in the organization. The principal of this research was Sokotel Ltd.’s Human Resource department. HR department wished the research to be targeted to all the employees of Sokotel, as they had just started a project to develop the new employee induction process.
The theory part of the thesis discusses of impacts of induction, different parts of induction process and different outcomes of induction. Induction is a vital part of organization´s strategy and when properly implemented it increases employees´ engagement and motivation and lowers employee retention. Induction is always an investment which takes time and money but pays off in a long term.
The quantitative survey and qualitative interviews were created according to the theory and research questions. Two reception Service Managers were interviewed, one from Sokos Hotel and one from Radisson Blu hotel brand. Service Manager interviews were carried out as informal conversations, intending to find out the problems of the induction process at their workplaces. HR-Specialist was interviewed shortly, to clarify the background of the development project and their role in the organization´s induction process. Self-observing was used as one method, as there was own experience of the induction implementation.
The results of this research showed that there is a need for process development in induction. The process should be standardized in the organization. Roles and responsibilities should be cleared, and right tools and methods chosen. Creating clear structure and communicating the process implementation well to all the employees, would enable succeeding in the process and making the induction as a competitive advantage to the company.
The theory part of the thesis discusses of impacts of induction, different parts of induction process and different outcomes of induction. Induction is a vital part of organization´s strategy and when properly implemented it increases employees´ engagement and motivation and lowers employee retention. Induction is always an investment which takes time and money but pays off in a long term.
The quantitative survey and qualitative interviews were created according to the theory and research questions. Two reception Service Managers were interviewed, one from Sokos Hotel and one from Radisson Blu hotel brand. Service Manager interviews were carried out as informal conversations, intending to find out the problems of the induction process at their workplaces. HR-Specialist was interviewed shortly, to clarify the background of the development project and their role in the organization´s induction process. Self-observing was used as one method, as there was own experience of the induction implementation.
The results of this research showed that there is a need for process development in induction. The process should be standardized in the organization. Roles and responsibilities should be cleared, and right tools and methods chosen. Creating clear structure and communicating the process implementation well to all the employees, would enable succeeding in the process and making the induction as a competitive advantage to the company.