Does Case Company X provide equal support for English-speaking and Finnish-speaking employees during the onboarding process

Abstract

The study examined the support provided for English-speaking and Finnish-speaking employees in Case Company X, and whether the support provided is equal between both language groups. The case company chosen for the thesis is a franchise from a chain restaurant located in Helsinki Metropolitan area. Due to difficulties of finding a job within own field, great number of immigrants choose the restaurant industry as a place of work. Despite many restaurants not requiring Finnish language skills, the company language and operational language remains to be Finnish, which can create challenges for English-speaking employees. This study was conducted using qualitative research method. The primary data was conducted using semi-structured individual interviews with seven employees from the Case Company X. Three interviewees were Finnish-speaking employees, three interviewees were English- speaking employees, and one interviewee was the current restaurant manager. Secondary data was conducted by examining company onboarding materials. The theoretical framework was based on human resource management, onboarding and organizational socialization tactics, organizational culture, and multicultural work environment. The study concluded that the Case Company X is not currently able to support both language groups during their onboarding process. The difference examined between the language groups were accessibility of company onboarding materials. The development strategies currently being implemented by the new restaurant manager have the capability to make the onboarding process equal for both language groups, and overall improve the onboarding process. The study is limited only to the Case Company X and does not portray all restaurants in Helsinki Metropolitan Area.