A

Project Report
On
The Study on On-boarding Process with Special Reference at
GENIUS ACADEMY-91
Submitted for partial fulfillment of Requirement for the award of Degree
Of
Masters of Business Administration in International Business

Submitted By:
Zaid Bin Gulzar
MBA-IB-21-21
IUST0121015629
Supervision By:
Dr. Aadil Zahoor
Assistant Professor
Department of Management Studies
Islamic University Of Science and Technology
Session 2021-2023

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 DECLARATION

I the undersigned solemnly declare that the report of the project work entitled “A STUDY ON
ONBOARDING PROCESS” at Genius Academy-91 is based on my own carried out during the
course of my study under the supervision of Dr. Aadil Zahoor.

I assert that the statements made and conclusions drawn are an outcome of the project work. I
further declare that to the best of my knowledge and belief that the project report does not contain
any part of any work which has been submitted for the award of any other
degree/diploma/certificate in this university or any other university.

________________________________
(Signature of the Candidate)
Name of the candidate: Zaid Bin Gulzar
Roll No: MBA-IB-21-21
IUST0121015629

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Company Certificate

3
 CERTIFICATE BY SUPERVISOR

This is to certify that the report of the project submitted is the outcome of the project work
entitled “On-Boarding Process“ carried out by Zaid-Bin-Gulzar bearing enrolment No: MBA-IB-
21-21 carried under my guidance and supervision for the award of Degree in Masters of Business
Administration in International Business (MBA-IB) of Department of Management Studies,
Islamic University of Science and Technology.

To the best of my knowledge the report

 Embodies the work of the candidate himself

 Has duly been completed
 Fulfills the requirements of ordinance relating to the MBA-IB degree of the University
and
 Is up to the desired standard for the purpose of which is submitted

Signature of the Supervisor

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 ACKNOWLEDGEMENT CERTIFICATE

I am using this opportunity to express gratitude to everyone who supported me throughout the
course of this MBA-IB project. I am thankful for their aspiring guidance, invaluably constructive
criticism and friendly advice during the project work. I am sincerely grateful to them for sharing
their truthful and illuminating views on a number of issues related to the project.

I express my warm thanks to Ms. Anchal Passi (Managing Director) for their support and
guidance at Genius 91 Academy (Miles Ahead Consultancy). I would also like to thank my
project external guide Dr. Aadil Zahoor from the Islamic University of Science and
Technology and all the people who provided with me the facilities being required and conductive
conditions for my MBA-IB project.

Zaid Bin Gulzar

MBA-IB-21-21

IUST0121015629

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 TABLE OF CONTENTS
Chapter Particular Page
No.

Title Page 1

Certificate 2

Declaration 3

Certificate by Supervisor 4

Acknowledgement 5

Table of Contents 6-7

1 Introduction about the Industry and Company 8

1.1 Industry Profile 8-14

1.2 Organizational Structure 15

1.3 operations of the Company 16-17

1.4 SWOT Analysis 17-19

1.5 Objectives of the Project 19

2 Job Profile 20

2.1 Job Description 20

2.2 Roles and Responsibilities 20-21

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 2.2.1 Detailed (Weekly Report) 22-23

2.3 On-Boarding Process 24-27

2.4 Four phases of On-Boarding 28-30

3 Learning Outcomes and Suggestions 31

3.1 Learning Outcome 31-32

3.2 Suggestions 33-34

4 Appendix 35

4.1 Weekly Report 35-38

4.2 Daily Report 39-46

References 47

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 CHAPTER- 1
INTRODUCTION ABOUT THE INDUSTRY AND COMPANY
1.1 Industry Profile
Over the last four years, the recruiting and staffing sector in India has grown at a Compound
Annual Growth Rate (CAGR) of roughly 15%–20%, bringing in INR 35,000 crores in revenue.
There are three divisions within this industry.
Temporary/Part-Time Employees:
This category includes businesses that hire employees on a contract basis and supply temporary
workers to other businesses for specified tasks. With a contribution of around INR 26,250 crores,
or 75% of the market size, it is the largest segment. Team Lease and Ikyya are the major
companies in this category; the latter's large market share is explained by the revenue's inclusion
of pass-through salary expenditures.
Permanent Recruitments:
This area includes sourcing, screening, and on-boarding of individuals through consultants and
referrals at all levels, from junior to CXO. This market sector is worth about INR 4,200 crores, or
12% of the entire market. Only the net fees from each hire that is successful are included. The
biggest companies in this field include Randstad, Allegis, Adecco, and Manpower.
Additional services for employment:
Payroll administration, recruitment process outsourcing, HR management and consultancy,
employment trainings, and offline job portals are the main components of this market. This
market sector is valued at around INR 4,550 crores, or 13% of the total market. ADP Payroll
Outsourcing, Pocket HCM, PayCare, Infoedge (Naukri), Linkedin, Monster, Times Job, and
others are the biggest participants in this field.
India's Recruitment Industry's Growth:
The recruitment sector in India is expanding incredibly quickly. A research by Ernst & Young
and the Executive Recruiters Association states that the recruiting sector has expanded at a rate of
21%, with an approximate valuation of Rs. 22800 Cr. Proper HR procedures are replacing
outdated hiring practises, such as referrals, as the business expands and becomes more
competitive. A new industry is created as a result of the majority of businesses outsourcing the

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employment process to other businesses. According to a recent survey, the Indian recruiting
market is getting more structured, and there are businesses in this field that deal with executive
search, temporary staffing, and recruitment. A company's HR contacts various recruiting agencies
in order to find candidates based on the recruitment process, compiles a shortlist of applicants,
and schedules an interview. The industry's faster growth rate will boost the economy and lead to
the creation of new jobs in this area. Over the past few years, the recruiting of human resources
has been viewed differently by the public, and the recruitment sector in India has grown at a
cumulative pace of 21%. This industry has a lot of opportunities, therefore it's important to
provide the finest possible service and meet market demand by streamlining the hiring process.
HR technology market in India:
June 23, 2022, according to a report by ET Hrworld, the market for HR technology is anticipated
to increase at a compound annual growth rate (CAGR) of 5.7% from 2022 to 2030, from $23.32
billion in 2021 to $38.36 billion. HR will keep implementing technology that incorporates
integrated AI and machine learning as these tools advance and pass more real-world testing.
Human capital professionals utilise HR technology, which is a collection of tools and
technologies, to integrate people and technology to conduct research, evaluate data, organise,
manage, and support HR business performance.

An essential part of the operations of the human resource business is human resource technology.
It enhances every facet of working for the company, from the first day of hiring until employee
retirement. Employers can use it to handle payroll, hiring, onboarding, workforce management,
performance, and talent management, among other things. HR and people specialists may work
more productively and give employees a better experience by utilising HR technology. By
automating repetitive tasks, storing data thoroughly and securely, and offering analytics that
generates management reports and insights, it facilitates better business decision making.
Contribution and Effect on Other Industries:
At the moment, the global recruiting market is growing as a result of heightened competitiveness,
which opens the door for mass hiring. Every new start-up that enters the business sector brings in
a sizable number of candidates for each recruitment firm. But in a market where there is so much

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competition, picking the top competitor becomes extremely difficult, despite the high level of
demand.
The recruiting procedures used by recruitment agencies in India are also evolving to adapt to the
shifting conditions inside the sector. These days, every recruiting company posts open positions
and selects a package that meets the needs. During this process, a job seeker is not obliged to pay
anything. In this manner, hiring teams can develop internal hiring capabilities without
implementing any complex procedures. In order to maintain such an ideal system, certain patterns
must be adhered to:
Different Paths for Hiring
There is fierce competition in the world. Thus, new innovations in hiring practices are generating
additional job openings. Using various social media sites, the recruiters are attempting to connect
with the appropriate individuals about these opportunities. In actuality, developing an online job
portal is an additional strategy to connect with young people who are looking for work.
Large-scale Hiring
Newspaper ads and in-person interviews are things of the past. Currently, a straightforward
online job site that any recruiter can use is used for mass hiring. As a result, gathering thousands
of profiles, going through them, and—most importantly—selecting the ideal people will become
simple and take less time.
An abundance of options for applications
Recruitment companies can gather a large number of profiles through web portals. Thus, a
recruiter has a vast pool of applications to choose from despite the high demand. Using
sophisticated technology and keywords, the agencies can quickly classify the applications.
Spending Cap and Number of Hires
The hiring volume is not keeping up with the overall budget. It is expected that Indian recruiters
make prudent investments. This could be a recruiting difficulty because it's hard to get past these
kinds of barriers. However, recruiters can draw in top-notch individuals by offering affordable
options.
Hiring Process Quality

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Optimizing hiring quality is crucial for Indian recruiters in the near future. One of the most
important indicators of the success of the hiring process is the caliber of talent that recruiters seek
for. Indian recruiters therefore look for the most effective hiring statistic.
Employer Image
Using various marketing methods, recruiters have begun forming cross-functional relationships
with companies in an effort to draw in high-caliber talent for them. One of the best resources for
creating eye-catching workplace branding is social media. Employers are sometimes used by
recruiters as brand ambassadors to spread the word about distinctive businesses.
Analytics
Another excellent strategy that has altered the employment landscape in India is analytics.
Gaining access to more raw data and information becomes essential for every organization to
grow. Additionally, it gives the businesses a competitive advantage. In order to obtain top-notch
hiring, businesses are now assembling specialized teams to evaluate candidates and examine data.
An accurate study of the data can enhance future recruiting qualities. Therefore, every recruiting
firm operating in India can alter the employment landscape in the nation by adhering to these
cutting-edge trends. These talent acquisition initiatives are more effective than traditional
methods and yield outcomes faster. The market is filled with a vast amount of data. The
recruiting companies can develop and aid other organizations recruit well if they have the ideal
capacity to analyze this data.
While sourcing is left to recruitment agencies, other firms concentrate on their core
competencies, saving a significant amount of time and money in the process. Recruiting services
assist other businesses by evaluating the best applicants and forwarding just those applications to
HR for additional processing. In order to hold other businesses accountable for offering the
greatest resource, some recruitment firms even assist them with the Background Verification
process, which verifies the legitimacy of the candidates they have chosen. Additionally, they only
charge companies a one-time cost for these services. By building their reputation in the industry,
recruitment firms also benefit employers.

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 Company Profile

Genius 91 Academy and education initiative by Miles Ahead Consultants.

Miles Ahead Consultants believe in fostering constant learning and deliver their clients beyond
their expectations. And to materialize this aim, they started the venture with the name Miles
Ahead Consultants in 2011 in Punjab. The recruiters here are highly experienced and proficient,
updating themselves in their specialized sectors and latest business strategies. They get a clear
understanding of the kind of people who need to be recruited for the companies and this fair
concept enables them to ensure that only the best and the perfect candidates are recruited for an
organization. With this notion in mind, every candidate's profile is thoroughly reviewed to find
the ideal match for client's business thus, creating long-term associations for both the employer
and employees. This guarantees that the capacity of clients business expands which in turn
ensures that your firm grows in leaps and bounds.
In these 12 years of journey, they have worked with varied industries- IT/Non-IT and
have worked on niche profiles where they developed themselves as passionate head hunters and
have developed their team in a way where they say: "Give us any profile and we will find it for
you". Their aim is to partner with many leading Corporate for Leadership hiring, D&I and niche
skill recruiting. They specialize in IT and Non-IT hiring and find right talent as per client's
organizational needs to maximize benefits and add value. Backed by a dynamic team of highly
skilled and experienced recruiters they believe in understanding the Client and their needs and
help them with high quality recruitment delivery within stipulated time.
Since last 11 years they are only dealing with experienced hiring so last year they expanded
themselves and has come up with an education initiative "Genius 91 Academy" with a vision to
generate employment opportunities for fresher candidates as well. They impart Corporate training
to Graduates and Post graduates and make them job ready.
They believe that every person has genius inside and they through their specialized
trainings bring out that genius outside and help candidates find right job for themselves. The

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vision of Genius 91 Academy is to bring up the next gen leaders for the other industries so as to
bring growth for all. Their training includes Domain specific trainings like HR, Sales, Digital
Marketing, Banking; and Customized training programs like: Personality Development, English
communication, Ms-Office suite, Presentation skills etc.
Competitors Study:
Based on the research in Tri city, it is found that Miles Ahead 91 Consultants is the only
recruitment agency in the Chandigarh Mohali area who is working on niche requirements of
Fortune 500 companies and working on Client Payouts only. Talking about competitors locally,
they are the only consultants who are working on AI based platforms which helps clients to get
quick solutions on their staffing requirements.
Though in India, there are many other Recruiting agencies of same expertise in India
1. ABC Consultants,
2. Adecco
3. Multi Recruit
4. Alliance Recruitment Agency
5. Several Recruitment marketplaces has come into existence
To have an existence in the market it is very important to understand the competition market. It is
important to understand competitor’s activities which help to formulate strategies so as to stand
out from competition. Miles Ahead Consultants are working on their expansion plans and are
partnering with some marketplace which would initially serve as learning from them and they
would soon be coming up with their own platform.
VISION, MISSION AND QUALITY OF SERVICES
Vision Statement: They have a clear vision statement of providing employment opportunities to
100000 (1lacs) unemployed people by the year 2030.Their Tagline says: “Let’s fight
unemployment together".
Mission statement: Their mission statement clearly states that they strive to bring excellence in
their services to the clients. And with a vision to provide employment opportunities to
unemployed youth, Genius 91 Academy would cater to learning needs of not only their own city
but they would extend their learning to small town and villages and even would have tie ups with
all domain experts.

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Quality Services: They believe in quality so they only pass on quality applications with full
information to their clients. They make brief synopsis of profile where they share their
correspondence with candidate to their client which brings transparency.

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1.2 Organizational Structure

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1.3 Operations of the Company
 The Service done by recruitment agency service is more or like business support/
management consultancy. But there is a thin difference only about the nature of
business is fall under professional or non-professional and It should be analyzed
based on facts & circumstances.
 The nature of business of Miles Ahead Consultants fall under Professional
Service firm registered as MSME and does fall under Tax ambit.
 Miles Ahead Consultants is a service based organization and they have more than
100 clients associated with them for their hiring requirements.
 The main motive of their services is to provide customer satisfaction by providing
quality application to their clients.
 They are working on model where they believe good coordination with clients
and candidates could only bring purposeful results. The firm is small but they do
understand their Corporate Social Responsibility, under which they have take
many initiative to save environment like planting trees and they are associated
with many NGO's like Punjabi Chamber of Commerce and share their learning
with others so that each and every business can successfully grow.
They have also started an education initiative with the name Genius 91 Academy wherein
their vision is to generate leaders for tomorrow who can bring positive changes in
society.
Their fees is much less for the value they are putting in courses since they want that even
students who fall under low income group could also be part of the learning process and
make themselves self dependent.
Working Culture:
The idea of work culture pertains to the examination of an employee's beliefs, cognitive
processes, and attitudes. Beliefs and ideologies of the group. Talking about working
Culture of Miles Ahead Consultants, let us briefly explain:
Belief: They believe in growth and even their team works in togetherness. They believe
that if other grows because of them, they will grow themselves.

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Thought processes: Talking to their team, the thought process of the organisation clearly
shows positivity and open mindset. They believe that whatever the circumstances are
they should not stop themselves, success will follow. They are curious to work rather
than believing that they could not do.
Ideologies and principles: The firm ideologies and principles are very clear and precise.
They work on ideology of self belief and building trust. They have a very transparent
system of working wherein employees know their contribution and they have clear
understanding of their growth. They have a shared vision on which they all work.

1.4 SWOT ANALYSIS

SWOT Analysis: Miles Ahead Consultants/Genius 91 Academy

Strengths: Miles Ahead Consultants

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  They are dealing with best of MNC's and they are providing them with quality of
CV's.
 They have an excellent team who has domain expertise and handle clients
accordingly which gives confidence to clients.
 They are working on latest technology-AI based platforms which help in quick
coordination with clients and recruiters.
 They are based on best location of Mohali city where there is access to transport
facility.
 Their online presence is what makes them unique and approachable.
Weakness: Miles Ahead Consultants
 They can increase their bandwidth in terms of local clients for which even if they
hire 1-2 recruiters can help them spread their name locally.
 They can make productive use of team by involving them in multitasking-
Marketing for Miles ahead to add more clients to list
 Their in-house training and Development is great but seniors have to play a role in
it. So they can make the techniques learn to managers and Seniors and focus more
on expansion plans.
 They have a potential to add more courses in their domain.
 They can productively use Miles Ahead team to promote their brand.
Opportunities: Miles Ahead Consultants/Genius 91 Academy:
 They can expand their team at low cost by adding Interns to their team on contract
basis.
 They have an excellent training program so they need to expand their forte and
should approach to universities through which they can expand their reach.
 They can add freelancers to their portfolio which can help find candidates more
quickly since they are dealing in niche profiles.
 They should make their own database and should make own AI based platform
which strengthens their position in future.
Threats: Miles Ahead Consultants/Genius 91 Academy:

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  Though their model of working is transparent but this business model could be
replicated easily.
 Many employers are quick to point out that there is a talent pool that lacks formal
qualifications, business expertise, experience, and job skills. • Employers are
having trouble finding competent people to fill job positions.
 On the other hand, businesses may steer clear of staffing firms because they
perceive the expense as a barrier. To be honest, this is the most untrue of all.
 Employers need to consider the costs associated with hiring a subpar candidate,
losing out on opportunities due to vacant positions, and the never-ending and
exhausting process of finding a candidate. The benefits vastly exceed the
drawbacks and dangers.

1.5 Objectives of the Project

1. To study the on-boarding process
2. To learn about recruitment process at Genius 91 Academy
3. To learn the handling of software used in the recruitment process
4. To understand the importance of organizational culture at Genius 91 Academy

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 CHAPTER-2
JOB PROFILE
2.1 Job Description

A job description document written by an employer (Genius 91 Academy) included

detailed information about the main tasks and responsibilities of a vacant position. A
couple of employees overseeing the recruiting process usually created the job description,
with the company's human resources department helping with the wording and its exact
contents.

2.2 Roles and Responsibilities

The company Genius 91 Academy Chandigarh offered me different roles and

responsibilities during the internship. As an intern, I got an opportunity to learn several
things about the HR Department at Genius 91 Academy, which gave me a vibrant
personality.

Below is the list of the roles and responsibilities that I was handling at Genius 91
Academy Chandigarh:

1. Observing the process of recruitment at Genius 91 Academy: During my internship

period at the company, I was exposed to the documentation and other
processes/procedures which are taken care of during the recruitment.

2. Handling the Software Cebrex for Database Management and interaction: The HR
people in the department were so well versed with the handling of the software, that they
make it very easy for me to learn the basics of managing the database. The software had a
direct access with the Naukri.Com and other websites to the traffic of prospective
candidates who were looking for jobs.

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3. Visiting the different organizations to enquire about the Manpower Shortage: The
Company gave me an opportunity to visit the multiple organizations to enquire about the
manpower shortage. The company I visited along with other employees was:

1. Teleperformance

2. Competent Synergies

3. Taskus

4. Connect Solutions

5. Tech Mahindra

4. Calling the prospective candidates about the job opportunities: I sat in the calling
section of the department of the company for some time to learn about how to make calls
to the people who were looking for jobs. I used to navigate all those candidates through
the potential company’s and the benefits on offer.

5. Getting the data about the prospective candidates from Naukri.com: we used to
access the Naukri.Com website’s portal to acquire the candidates as per their
specializations and skills and forward the same data to the company’s.

6. Learned the importance of organization culture: Since the organization had a vibrant
working which was ultimately helping in retaining its employees for a longer period of
time. There were people from almost all the color, creed, cast, region, and religion who
were working together as a team for the organizations goal.

7. Assistance with On-Boarding: Prepare information, schedule orientations, and ensure

the new hires have a seamless transition to help with on-boarding.

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2.2.1 Detailed
Report of Week 1 and 2

In the first two weeks, we discussed the introduction about the recruitment and selection
process. We also discussed the meaning of a good HR and mind matrix. We also came to
know the strengths and weakness of the company i.e. SWOT analysis. In the first two
weeks we also came to know how recruitment cycle works.

Report of Week 3 and 4

In next two weeks, we studied about the job description and 3P’s of Recruitment and
Selection process. We also visited to different organizations that how internal hiring and
external hiring is done. In this week we visited to Connect Solutions and studied about
the internal hiring and external hiring. The company gave us a brief view about the
hiring.

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Report of Week 5 and 6

In these two weeks we studied about the On-boarding process and learned how on-
boarding is done to the new employees. We also learned how background verification is
done to the new employees. This background verification was observed at the
teleperformance company. They showed that when new employees join the company,
how their documents are checked.

Report of Week 7 and 8

In the last two weeks, Group discussion was done with the employees of Genius-91
academy and they showed us how to use the Cebrex software which had a direct access
with the Naukri.Com and other websites to the traffic of prospective candidates who were
looking for jobs. In these two weeks I sat in the calling section of the department of the
company for some time to learn about how to make calls to the people who were looking
for jobs. I used to navigate all those candidates through the potential company’s and the
benefits on offer. In these two weeks we also visited to different organizations to learn
about the workplace safety. and also the introduction to team members was done in these
two weeks. The team members of those organizations helped us how On-boarding
process works. In the last feedback was done with the employees of Genius-91 academy.

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2.3 On-Boarding Process

A new hire's performance in the organization is largely dependent on the first few weeks
and months of their employment. New hires that experience a seamless and effective on-
boarding process will feel appreciated, at home, and ready to perform at their highest
level. What characteristics of a good staff on-boarding procedure?
one that optimizes achievement through the "new employee experience." A robust
employee on-boarding process is built upon the 5 C's of employee on-boarding, which
serve as a scientific basis.
The concept of the 5 C's was developed over many years of research, yet when applied, it
is surprisingly straightforward and effective. As soon as the hiring and recruiting process
is over, astute HR professionals know it's time to get busy. Bringing on new workers is a
whole procedure in and of itself. Successful on-boarding initiatives have best practices
unique to them. And the culture of the company is impacted by a successful on-boarding
procedure. Successful on-boarding benefits both individuals and organizations. Poor on-
boarding can have equally potent negative effects, such as high turnover, low
engagement, poor performance, and high levels of unhappiness.
5C’S of On-Boarding
Introduction
The 5 C's: While each of the initial five Cs is crucial to the onboarding process, the
more your firm can move up the scale from compliance to connection and culture, the
more successful the on-boarding program will be.
The five "C's" of effective on-boarding are compliance, clarity, connection, confidence,
and culture.

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Businesses that prioritize the five "C's" outperform others in terms of onboarding and
business results. We will address each of them individually:
• Compliance
• Clarification
• Confidence
• Connection
• Culture
The 5 C's are the ideal place to start if you're wondering how to increase employee
engagement.
Compliance with Legal Rules and Obligations:
Compliance pertains to the actions that need to be taken when new hires begin jobs such
as completing paperwork, going through the badging procedure, and providing
computers, phones, and workspaces. To remain in business, organizations—even those
who assert they lack a systematic on-boarding program—must get compliance right. On
their first day of work, many employees spend their time filling out documents. For most
organizations, this is a lost opportunity. Through the recruitment funnel, which involves
attracting applicants, identifying qualified candidates, evaluating prospects, and
ultimately employing them and hope they join the organization, organizations invest
billions of dollars and millions of hours of labour. However, they devote a lot less time to
considering how they may improve the working environment. There is also a chance to
streamline HR procedures with the help of modern technologies and HR software.
There's no excuse not to automate employee handbook sharing, employee data, and new

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recruit paperwork during the on-boarding process. This gives you more time to focus on
the areas where people excel and create an unforgettable on-boarding experience.
Clarification Roles and Expectations for New Employees:
How effectively new hires comprehend their responsibilities and performance standards
are referred to as clarification. Naturally, companies hire new workers to perform certain
tasks, so it's critical to make clear to them what those tasks include, how to accomplish
them, and the regulations and policies that govern the operation of the company.
Furthermore, we are aware that both individual and team performance depend on clarity
and organization. The issue is that, when you're first starting out, understanding the
fundamentals isn't the most fascinating thing to do with your time. It's not always
possible to reach hiring supervisors to ask queries. More so when those inquiries are
routine, like during the on-boarding process for new hires.
Include methods for assisting new hires in understanding expectations, but the
main objective here should be to empower them to feel competent and secure in both
their decision to join your company and their own capacity to perform well. To stay
organized, you might even want to spend money on an on-boarding tool. Employee
happiness in this clarifying stage may actually increase with the use of on-boarding
software, given the COVID-19 pandemic and the widespread shift to WFH and hybrid
work arrangements.
Build Up New Employee Confidence
A new hire's level of confidence in their ability to perform well on the job and take on
new challenges is measured. It is an attitude. Although a company cannot instantly make
a new hire feel better about themselves, it may create an onboarding process that
empowers staff members rather than demoralizes them. Employees are more likely to feel
good about themselves and their decision to join your company when they are more self-
assured. According to research by Dan Cable and colleagues, effective on-boarding can
boost performance and retention right away by emphasizing the importance of the new
hire and encouraging them to be themselves at work. This is one more situation when on-
boarding software should be tried.-Invest in an HR software so you can send timely

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communications and prod people.-When new hires most need confidence-boosting, this
helps.

Help New Employees Build Meaningful Connections:

Connection is necessary for employees to be more engaged. Connection is the term used
to describe how new hires feel valued, accepted, and acknowledged. New hires feel
protected when they interact with their co-workers. Studies have indicated that a sense of
security and belonging results in favourable individual and organizational outcomes, like
an openness to inquire and attempt novel experiences. Additionally, they interact with
their co-workers, the organization, and their function more thoroughly. In addition, they
value it. One of the things that make employees feel as though they joined the company
on the right track is connection. According to Gallup, employees who have a close buddy
at work report feeling 50% more satisfied with their jobs, and those who have a best
friend at work are seven times more likely to be totally engaged in their work. First, there
is on-boarding. Researchers at Microsoft discovered that it can be difficult for new hires
to recuperate if they feel alone and alienated on their first day.

Include initiatives that foster relationships amongst recently hired employees, recruiting
supervisors, and the team as a whole. You virtually never want to go overboard with the
HR duties on your on-boarding checklist. During the on-boarding process, be sure to set
aside time for new hires to get to know their co-workers, either in person or
electronically. It genuinely does assist strengthen the culture of your team and business
and foster a feeling of community.
Your Best Workers Are Attracted to and Retained by a Strong Culture:
The degree to which new personnel grasp the goals, principles, and objectives of their
new company is referred to as its culture.
These are distributed in a variety of ways, such as:
The company's history, customs, rules, performance management, and stories
• Consultations with team members from other departments, co-workers, and direct
supervisors

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2.4 Four Phases of On-boarding
The several stages of on-boarding must be understood by both organizations that are
brand-new to the process and those looking to enhance it in their HR department.
They will be able to more successfully lay out specific plans for engaging job prospects
and raising the retention rate of new hires. Gaining a better understanding of the on-
boarding processes would also enable them to support their staff members in modifying
organizational procedures.
Now let's investigate: What are the four on-boarding phases?
Phase 1: Pre-On-boarding
Usually, it begins as soon as the applicant accepts the employment offer. It continues
until the day the new hire reports for duty. The pre-onboarding procedure is essential for
any applicant seeking a job. Ultimately, this is the period when their uncertainty about
what lies ahead is at its peak. Even little misunderstandings or miscommunications can
cause prospects to second-guess their decision to join your firm. On the other hand, these
applicants are more enthusiastic about joining the team when they are well-managed and
kept informed on organizational advancements.
Assisting staff members with completing the necessary papers during this stage is crucial.
Make sure they have adequate time to complete any remaining tasks from their former
employer when they leave. You should find out whether they require assistance finding a
new residence if they are relocating from another state or city.
You can also provide them documents or films that provide an overview of the
organization's operations and the typical start of the first day of work.
Phase 2: Welcoming New Hires
It is typically devoted to ensuring that recent hires are made to feel at home in the
company. Providing them with an orientation will aid in their acclimatization. Be aware
that they may not know anyone in your company. They may therefore be unaware of the
workings of your teams.
For this reason, it's critical to give them a comprehensive understanding of the
organization's operations prior to their first day. Many of the recently hired staff members

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are also excited to get to work. Therefore, you should ensure that this stage doesn't extend
past a week.
It must be an easy first day of work for them. You may aid them in better understanding
your culture throughout the orientation process. Additionally, you can demonstrate to
them how your company's procedures fit with its culture.
You can also discuss things like payroll, medical insurance coverage, time off, and
attendance. You can even point them in the direction of your office building's parking lot,
clinic, cafeteria, and other amenities if needed.
Remember to introduce them to the stakeholders and the rest of the team. You might
schedule a quick meeting with them at the conclusion of this period to make sure they
feel settled in and at ease with your company.
Phase 3: Job-Specific Training
One of the most important stages of the on-boarding procedure is this one. In actuality,
there is a clear correlation between it and the new hires' success rate. Without any official
training, these new hires won't know what it takes to succeed in your company.
They can feel unsatisfied as a result, and this could result in greater turnover rates. On the
other hand, a well-thought-out training program can make them feel comfortable and
welcome. They will believe that growing is a top focus.
You should assist the new hires in acquainting themselves with your company's learning
management system throughout the first portion of the training.
When people look over the application, they shouldn't feel overloaded. Additionally, you
can experiment with several learning strategies, including self-paced learning, blended
learning, and micro learning.
In this manner, the recently hired staff members can select the format with which they are
most familiar. All on-boarding training materials should also be kept in a secure location
that staff members can easily access and refer to.
Phase 4: Transitioning to the New Hire's New Role Was Easy:
This completes the process of on-boarding. Its goal is to facilitate the transition of new
personnel into full-fledged staff members. It is imperative that you push your

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organization's managers to clearly define expectations for newly hired team members.
They will be aware of their responsibilities in this way.
Remember that having well-thought-out goals is essential to helping them see what
success, productivity, and quality look like. You can evaluate these workers' performance
after a month or a quarter has passed.
In this manner, their performance can be enhanced and their efforts acknowledged.
The on-boarding process must be thoughtfully planned with these four stages in mind, as
the on-boarding staff must assist the new hire throughout this entire process, even after
they have seamlessly shifted into their new role. This will not only help the new hire be
more productive, but it will also build his confidence and inspire him to work longer
hours.
The following image clearly describes four phases of On-boarding process.

Conclusion:
The process of integrating new hires into the organization and facilitating their seamless
transition into their responsibilities is known as on-boarding. Management now views the
on-boarding process as a crucial opportunity to learn more about a new hire's personality
and how they adapt to their work and role. A growing area of strategic focus is on-
boarding. the requirement to find, draw in, and keep the most skilled workers who
possess a high degree of maturity, with HR's emphasis moving from compliance to
experience.

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 CHAPTER-3

LEARNING OUTCOMES AND SUGGESTIONS

3.1 Learning Outcome

Internship is a time to learn and expand your vision. It gives practical exposure and
also helps to learn professional ethics.

The learning by taking training from Genius 91 Academy:

 Time Management to do all tasks effectively: The internship period in this

organization taught me about importance of time and its value. I find all the
employees of this organization very punctual and committed about their reporting
time, and finished all the given tasks
well before time. I learned there, how bunch of tasks are prioritized and helps
ultimately in managing the time.
 Training your mind to send reminders to you to make yourself more
organized: he structure in the organization was so effective and well defined that
everyone was clear about their role and responsibility. This clarity of authority
gave me enough time to build myself stronger and effective day by day while
getting buddy-up approach from seniors on the floor.
 Effective Communication Skill: While getting interned from this organization at
Chandigarh, I seriously felt the change in my approach of communication. Here in
this part of the world, we communicate less in the defined settings due to some
born and imbibed traits from the environment. However, at Genius Academy 91,
Chandigarh, the communication structure was so effective, that it helped to
transform myself from less spoken to out-spoken individual while sharing my
ideas, beliefs, thoughts, emotions and information.
 Interview Skills: by giving mock interviews and taking mock interviews in the
organization created a sense of belief and confidence in my overall behavior. I
before joining this organization was always thinking about the pattern and

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 unusual questions asked in the interview. However, after some time, I realized
that cracking the interview is also about confidence and belief in yourself apart
from having product knowledge.
 Analytical Skills: by understanding job description and finding right match was
something that I learned effectively in the organization. This enhanced my
analytical skills and understanding about the changing approach in the
environment.
 CV Keyword: since this organization had a direct access with some of the
famous job portals online and used to get the potential traffic flow of candidates
from there for jobs. We were taught about the Key-word search and while picking
up candidates from the job portals online.
 Making Job Descriptions: during my stay in the organization, I learned about
designing of job descriptions before putting the vacancy online or in the print
media.
 On-boarding Process: the company gave me and my other colleagues very intense
training on what actually On-boarding Process is and how it works. This was the
basic step in the training and it made our rest of the journey very smooth and
easy.
 Cultural Dynamics: The Genius Academy 91 focus more on cultural sensitivity
and dynamics apart from other eligibility criteria in candidates. This brought
sense of awareness in me as well as far as cultural sensitivity and dynamics are
concerned.

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3.2 Suggestions

 As observed there, new hirees used to face the problems in understanding the
profile and the position clearly. Therefore, I suggest that there should be
maximum involvement of seniors when it comes to holding the hand of juniors
and making them understand about the role and responsibility. This would
definitely lessen the tension in minds of the juniors and would be make them feel
good and to contribute positively.
 Even though the company I worked with has an induction program in line already
with their modus operandi, however, I still found that couple of employees was
such, who did not understand the documentation process clearly. I suggest that the
company should have proper communication channels which would if not daily,
but weekly give understanding about the documentation to the new joiners.
 I found couple of loop holes in the recruitment process with the Genius Academy-
91 as an intern. I recommend that before they call any profile for the interview,
they should at their level check the aptitude and emotional intelligence of them.
They call the profile and then channel them for the interview with any company
without thoroughly checking their core capabilities.
 As far as learning and using the Cebrex software at Genius Academy 91 is
concerned, I faced during my tenure there couple of problems in generating the
exact match in accordance with keyword. I recommend that if possible, the
software should be incorporated with such features that by just entering the single
keyword, it should generate or give us the exact match rather than giving us
unwanted matches.
 To continuously develop the program, set up a feedback structure to regularly
gather information from industry professionals, teachers, and students.
 Utilize feedback to pinpoint areas in need of development and deal with any
obstacles that may come up.
 Plan workshops on professional development topics such as networking
techniques, effective communication, and resume writing.

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 Look for ways to incorporate cutting-edge technologies like augmented and
virtual reality into education.

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 CHAPTER 4
APPENDIX
4.1 Weekly Report

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4.2 Daily Report

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 References:

Website: www.miles-ahead.co.in

LinkedIn:
https://www.linkedin.com/company/milesahead91consultants/
mycompany/?viewAsMember=true

https://www.linkedin.com/company/genius-91-
academy/?viewAsMember=true

Instagram:

https://www.instagram.com/milesahead91consultants/

LibraryofMilesAhead

: Books Referred:

 MichaelDWatkins

 DavidBruner

 EdmondLau

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