A STUDY ON EMPLOYEE ONBOARDING AND INTEGRATION

AT ANEXIM ENGINEERING CONSULTANTS PVT LTD

Anexim Engineering Consultants Pvt Ltd

Internship Report submitted in partial fulfilment of the requirements for the award of the
Degree of

MASTER OF BUSINESS ADMINISTRATION

Of
PRESIDENCY COLLEGE
(AUTONOMOUS)

By

MUHAMED MUHSIN P
22M01075
Under the guidance of
Dr. Raghu N
Associate Professor

Presidency Business School (Autonomous)

3/2C & 33/2D, KEMPAPURA, HEBBAL, BANGALORE - 560024
 DECLARATION BY THE STUDENT

I hereby declare that "A STUDY ON EMPLOYEE ONBOARDING AND INTEGRATION AT ANEXIM
ENGINEERING CONSULTANTS PVT LTD" is the result of the Internship work carried out by me under the
guidance of Prof. Raghu N in partial fulfilment for the award of Master's Degree in Business Administration by
Presidency College (Autonomous).

I also declare that this Internship is the outcome of my own efforts and that it has not been submitted to any other
University or Institute for the award of any other degree or Diploma or Certificate.

Place: Bangalore Name: Muhamed Muhsin P

Date: Register Number: 21M01075

 GUIDE CERTIFICATE

This is to certify that the Internship Report title “A STUDY ON EMPLOYEE ONBOARDING AND
INTEGRATION AT ANEXIM ENGINEERING CONSULTANTS PVT LTD” Submitted by Muhamed
Muhsin P (21M01075) to Presidency Business School (Autonomous), Bangalore for the award of Degree of
MASTER OF BUSINESS ADMINISTRATION is a record of work carried out by he/her under my guidance.

Place: Bangalore

Date: Signature:
Organization Certificate
CERTIFICATE OF ORIGINALITY
 ACKNOWLEDGEMENT

It gives me great pleasure to acknowledge the valuable assistance extended to me by various individuals for the
successful compilation of this project. I take this opportunity to express my sincere gratitude to Presidency
College, Bangalore, for allowing me to pursue my studies leading to an MBA.

I also express my sincere gratitude towards our Dean of Presidency College, Dr Chandan Chavadi for his
guidance, valuable suggestions, and inspiration provided in the process of completion of this Project. I would also
like to thank my Faculty Guide Prof Raghu N for her valuable guidance, suggestions, and inspiration for the
completion of the project. I am very thankful to everyone who directly or indirectly for being the source of
inspiration and having rendered me all the support. I am immensely thankful to all who helped me in completing
this project successfully.

Name: Muhamed Muhsin P

Reg. No: 21M01075
 TABLE OF CONTENT

SL.NO CONTENTS PAGE NO

1 CHAPTER 1
INTRODUCTION
1-8
STATEMENT OF THE PROBLEM
NEED AND RELEVANCE OF THE STUDY

2 CHAPTER 2 9-11
METHODOLOGY

3 CHAPTER 3 12-14
STRENGTH, WEAKNESS, OPPORTUNITIES AND
CHALLENGES

4 CHAPTER 4 15-27
OUTCOMES OF THE STUDY

5 CHAPTER 5 28-30
EXPERIENCES, LEARNING AND CONCLUSION
 CHAPTER 1
INTRODUCTION

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1.1 ABOUT THE TOPIC

“EMPLOYEE ONBOARDING AND INTEGRATION AT ANEXIM ENGINEERING

CONSULTANTS PVT LIMITED”

Employee onboarding and integration is the process of integrating new employees into an organization and
ensuring they become productive and engaged members of the team. This process typically begins when an
employee is hired and continues through the first few weeks or months on the job. The goal is to help new
employees acclimate to the company culture, understand their roles and responsibilities, and establish positive
working relationships with colleagues. Employee onboarding and integration are critical processes for any
organization seeking to maximize the success of its new hires. Onboarding refers to the process of introducing
new employees to the company, its culture, and its role, while integration refers to the process of helping new
employees become fully integrated into the team and the company.

The onboarding process typically begins with orientation, where new employees are introduced to the
company's history, mission, and core values. This phase helps them understand their role within the larger
organizational context. Beyond the initial orientation, effective onboarding involves providing comprehensive
training on job responsibilities, company policies, and procedures. This not only accelerates the learning curve
for new hires but also instills a sense of confidence and competence.

Integration, on the other hand, focuses on the social aspect of onboarding. It involves facilitating connections
between new employees and their colleagues, fostering a sense of belonging and camaraderie. Social
integration is crucial for building a supportive workplace culture and preventing feelings of isolation among
new team members. Mentorship programs, team-building activities, and regular check-ins contribute to a
smoother integration process.

A well-executed onboarding and integration process sets the stage for employee success, job satisfaction, and
long-term commitment to the organization. It goes beyond the initial days of employment, creating a
foundation for continuous growth and development within the company. As organizations recognize the
significance of these processes, they invest in creating comprehensive onboarding programs that positively
impact employee engagement and retention.

BENEFITS

1. Accelerated Productivity

Efficient onboarding ensures that new employees quickly become familiar with their roles,
responsibilities, and the company’s processes, leading to faster integration into their positions and increased
productivity.

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2. Enhanced Job Satisfaction

A well-structured onboarding program contributes to employee satisfaction by providing clarity on

expectations, goals, and company culture. This clarity reduces uncertainty, contributing to higher job
satisfaction levels.

3. Reduced Turnover Rates

Employees who undergo a positive onboarding experience are more likely to feel engaged and
committed to the organization. This engagement translates into lower turnover rates, saving the company costs
associated with recruitment and training.

4. Cultural Alignment

Onboarding helps new hires understand and align with the company’s values, mission, and culture.
This alignment fosters a sense of belonging and shared purpose, contributing to a positive workplace
environment.

5. Effective Skill Development

Onboarding includes training sessions that equip employees with the necessary skills for their roles.
This targeted skill development ensures that employees are well-prepared to contribute effectively to the
organization.

6. Improve Employee Engagement

Social integration activities during onboarding, such as team-building and mentorship programs, foster
positive relationships among colleagues. Enhanced social connection contributes to increased employee
engagement.

7. Enhanced Communication

Onboarding facilitates open lines of communication between employees and management, establishing
a foundation for ongoing dialogue and feedback. This transparency contributes to a healthier work
environment.

8. Boosted Employee Confidence

Comprehensive onboarding programs build confidence in new hires by providing them with the
necessary tools, resources, and support, ultimately contributing to their success in their roles.

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1.2 STATEMENT OF THE PROBLEM

Anexim Engineering Consultants Pvt Ltd is currently grappling with significant challenges in its employee
onboarding and integration process, adversely affecting organizational efficiency and employee satisfaction.
These existing onboarding procedures lack a streamlined structure, leading to delays in essential tasks for new
hires, while critical documents and resources are not readily accessible. Standardization is lacking, resulting in
inconsistencies across departments and hindering the provision of comprehensive information to new employees.
Furthermore, the current onboarding process may not effectively communicate and instill the company’s values
and culture in new hires, impacting their engagement and commitment. Additionally, there is a need to address
the insufficient training and development opportunities, ensuring that employees acquire the necessary skills for
their roles. Ineffective communication channels between HR, managers, and new hires further exacerbate these
challenges, leading to misunderstandings and a sense of disconnection. To overcome these issues, Anexim
Engineering Consultants want to focus on developing standardized onboarding strategies that prioritize efficiency,
cultural integration, continuous development, and improved communication, ultimately fostering a positive work
environment and enhancing employee retention and productivity.

1.3 NEED AND RELEVANCE OF THE STUDY

The study of employee onboarding and integration at Anexim Engineering Consultants Pvt Ltd is crucial for a
multitude of reasons. Firstly, it plays a pivotal role in enhancing employee productivity and performance by
swiftly familiarizing new hires with their roles and responsibilities. Additionally, a well-structured onboarding
process can significantly reduce turnover rates, mitigating the associated costs of recruitment and training.
Cultural integration is another essential aspect, ensuring that employees align with the company's unique values
and goals. Knowledge transfer from experienced personnel to newcomers is facilitated through effective
onboarding, ensuring the continuity of institutional knowledge. Building positive employee relations, adhering to
compliance and legal requirements, and realizing cost savings are additional benefits. Moreover, in an era of
technological advancements, a robust onboarding program assists employees in adapting to new tools and
technologies, contributing to operational efficiency. The satisfaction and engagement of employees, driven by a
supportive onboarding process, positively impact the overall work environment. Lastly, studying the onboarding
process provides valuable feedback for continuous improvement, enabling Anexim Engineering Consultants to
optimize its practices and ensure sustained organizational success.

4
1.5 OBJECTIVE OF THE STUDY

• To understand the onboarding and integration process

• To assess the effectiveness of the current onboarding and integration process.

5
1.6 ABOUT THE COMPANY

Anexim Engineering Consultants Pvt Ltd

Anexim Engineering Consultants Pvt Ltd in Malappuram, Kerala is one of the leading businesses in Builders
and developers. Also known for Interior Designers, Architects, Construction Companies, Builders and
developers, Building Contractors, Builders, Civil Engineers, Interior Decorators, and much more. The company
was established in the year 2008, Anexim Engineering Consultants Pvt Ltd is a top player in the category of
Builders and developers in Malappuram. This well-known establishment acts as a one-stop destination servicing
customers both locally and from other parts of Malappuram. Over the course of its journey, this business has
established a firm foothold in its industry. The belief that customer satisfaction is as important as their products
and services has helped this establishment garner a vast base of customers, which continues to grow by the day.
This business employs individuals who are dedicated to their respective roles and put in a lot of effort to
achieve the common vision and larger goals of the company. In the near future, this business aims to expand its
line of products and services and cater to a larger client base. In Malappuram, this establishment occupies a
prominent location in Perintalmanna. It is an effortless task to commute to this establishment as there are
various modes of transport readily available. It is at Perinthalmanna Road, Near Weigh Bridge, which makes it
easy for first-time visitors to locate this establishment.

Mission

• Delivering exceptional construction and development solutions.

• Transforming ideas into reality through diverse, high-quality projects.

• Ensuring client satisfaction, fostering a dedicated team, and achieving on-time project completion.

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Vision

• Expand influence as a leading Builders & Developers player.

• Contribute significantly to local and broader development.

• Maintain a one-stop destination status, diversify services, and embrace emerging technologies.

• Reach a wider client base while relentlessly pursuing quality in all aspects of the business.

SERVICES PROVIDED

• Construction Services
Anexim Engineering Consultants Pvt Ltd excels in providing a comprehensive range of construction
services, including residential construction for bespoke homes, commercial construction for diverse
business spaces, adept development of housing societies, and meticulous renovation and remodeling
projects to enhance and transform existing structures.

• Interior Design Services

The company distinguishes itself through its Interior Design Services, offering clients a seamless blend
of artistic flair and practical functionality. From exquisite interior decoration and strategic space
planning to expert furniture selection and arrangement, along with personalized color consultations, our
team crafts spaces that reflect individual style while optimizing utility.

• Architectural Services
The company specializes in building design, structural planning, blueprint creation, and site analysis and
selection, offering clients comprehensive architectural solutions that seamlessly blend innovation and
functionality.

• Building Contracting
Anexim Engineering Consultants Pvt Ltd excels in building contracting, providing a spectrum of
services such as general contracting, meticulous project management, and stringent quality control and
assurance, ensuring the successful and high-quality execution of construction.

7
• Civil Engineering
The company specializes in civil engineering, offering expertise in structural engineering for robust
constructions, site development to optimize spatial utilization, and infrastructure planning to ensure the
seamless integration of projects within their environmental context.

• Consultation Services
Anexim provides comprehensive consultation services, offering expert client consultation for tailored
solutions, conducting thorough project feasibility analyses to ensure viability, and employing meticulous
budgeting and cost estimation to align projects with financial parameters.

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 CHAPTER 2

METHODOLOGY

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2.1 RESEARCH METHODOLOGY

Research methodology refers to the systematic approach or plan of action undertaken by researchers to conduct
a study, gather relevant data, analyze information, and draw conclusions. It serves as a blueprint for the entire
research process and provides a structured framework for ensuring the study's validity, reliability, and
replicability.

The research methodology followed a structured approach, encompassing the following steps:

1. Objective Definition

2. Questionnaire Development

3. Feedback Collection

4. Feedback Analysis

5. Findings, Suggestions, and Conclusions

2.2 SAMPLE SIZE

In the study, 31 employees were randomly chosen from various departments within the organization, and their
feedback was collected through questionnaires. The obtained data has been carefully analyzed to understand
and evaluate the employee's onboarding and integration practices within the organization.

2.3 DATA SOURCE

In my research study, both primary data and secondary data are used for collecting data. The data collected for
the study is mainly through the questionnaires that are distributed among the employees in the organization.
Questionnaires are particularly useful for gathering quantitative data, opinions, or perceptions from a targeted
group of individuals.

Primary Data:

Primary data is data collected directly from original sources for the first time, and there are different
ways to go about collecting it. In this project, I obtained primary data by creating and distributing
questionnaires. These questionnaires are distributed to employees through Google Forms.

10
Secondary Data:

Data that has previously been gathered from primary sources and made easily accessible for research to
use in the study is known as secondary data. Secondary data that are needed for the research is collected from
companies' websites and search engines. This involves obtaining information that has already been published or
documented by the companies themselves and exploring additional details available through online search
engines.

Data Collection Tool

The data collection tool used in this study is a questionnaire. Specifically, a set of questions was designed to
gather information from the employees in the organization. These questionnaires were distributed to the
employees, and their responses were collected and analyzed to draw insights and conclusions for the study.

Statistical Tool Used

In this project, the statistical tool used for the collection and analysis of data is Pie Chart. The use of pie charts
enhances the presentation and interpretation of data, providing a clear and concise overview of the information
gathered in the project.

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 CHAPTER 3

SWOC ANALYSIS

12
STRENGTHS
• Structured Onboarding Programs
• Strong leadership with experience in employee development and integration.
• Positive Organizational Culture
• Availability of experienced trainers or mentors

WEAKNESS

• Potential variations in onboarding practices across different departments or teams.

• Limited Evaluation Metrics
• Communication Gaps
• Limited time for in-depth onboarding sessions, potentially impacting the depth of training and assimilation.

OPPORTUNITIES

• Explore opportunities to leverage technology for a more streamlined onboarding process.

• Implementing regular feedback mechanisms to continuously improve the onboarding experience.
• Customized Onboarding Approaches

13
CHALLENGES

• Variations in onboarding practices across different departments or teams.

• Lack of structured onboarding and integration programs
• Ineffective communication and feedback
• Diverse workforce and cultural differences
• High turnover rate

14
 CHAPTER 4

OUTCOME OF THE STUDY

15
1. Age

Interpretation

The above chart shows the age distribution of the respondents, with the largest percentage (48.4%) in the 20-30
age group, followed by 35.5% in the 30-40 age group, 16.1% in the Above- 40 age group, and the smallest
percentage (0%) in the Below-20 age group. The majority of respondents are at the age of 20-40. It indicates
that the respondents are young employees.

16
2. Gender

Gender No of respondents
Male 22
Female 9

Interpretation

The above chart shows male employees are 71% and 29% are female workers. This means that the majority of
the respondents are male employees.

17
3. Duration in Company

Interpretation

The above chart shows the employee's duration in the organization. 32.3% of employees are working in the
organization for 6 months to 2 years, which suggests that the organization has been successful in attracting and
retaining employees in the initial years of their careers. 16.1% of employees have been working within the
organization for more than 3 years and 9.7% of employees are new joiners.

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4. Rating of Onboarding Experience

Interpretation

The line graph shows the number of people who rate their overall onboarding experience on a scale of 1-5. The
majority of respondents (41.9%) rated their overall onboarding experience as 2. This indicates that a substantial
number of individuals found their onboarding experience to be below average. Some of the respondents
(22.6%) rated it as 1, which also indicates that they found their onboarding experience below average.

5. Satisfaction with the onboarding and integration process

19
Interpretation
The chart shows the results of a survey on the overall satisfaction with the current onboarding and integration
process. The majority of respondents (54.8%) are satisfied with the process, while 12.9% are dissatisfied and
very satisfied. A small percentage of respondents are neutral (9.7%), or very dissatisfied (9.7%). The results
indicate a positive regarding the onboarding and integration process but also want for improvement based on the
feedback from those who expressed dissatisfaction.

6. Understanding of the company’s mission, values, and goals

Interpretation
The chart shows the results of a survey on how well-informed employees feel about the company's mission,
values, and goals after completing the onboarding process. The majority of respondents (64.5%) feel well-
informed, while 29% feel not, and 6.5% feel maybe well-informed. It suggests that the majority of the
respondents have a clear understanding of the organization's objectives and guiding principles. However, some
of the respondents have a gap in their knowledge or understanding company’s mission, values, and goals.

20
 7. Clarity of communication regarding company policies and procedures

Interpretation

The chart shows the respondent's clarity about the communication regarding the company policies and
procedures during onboarding. The majority of respondents (48.4%) rated the communication as clear, 16.1% of
respondents rated the communication as unclear and very clear, and 19.4% of respondents rated the
communication as neutral. This suggests that the majority of new employees are satisfied with the clarity of
communication regarding company policies and procedures during onboarding. However, there is still a
minority of new employees who are not fully satisfied with the communication.

8. Changes or improvements made in the onboarding process

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Interpretation

The chart shows the employee's awareness of the changes or improvements made to the onboarding process.
The majority of respondents (90.3%) are aware of recent changes or improvements made to the onboarding
process. This suggests that the company is doing a good job of communicating changes made to the onboarding
process with employees. However, some of the employees are not aware of changes or improvements, so the
company wants to make additional ways to communicate with such employees.

9. Efforts in promoting a sense of belonging and inclusion

Interpretation

The above chart shows the employee rate of the company’s efforts in promoting a sense of belonging and
inclusion during the onboarding process. The majority of respondents (35.5%) rated it as neutral and effective.
19.4% of respondents rated it as ineffective. This suggests that the company’s effort to promote a sense of
belonging and inclusion during the onboarding process is neither effective nor ineffective.

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 10. Mentor assigned

Interpretation

The chart shows that the majority of the respondents (87.1%) have a mentor to assign them to help during the
onboarding process. 12.9% don’t have a mentor. It indicates that the company is providing a mentor to the
majority of employees to provide support like understanding the job responsibility.

11. Integrated into company culture

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Interpretation

The chart shows to what extent the employee perceives as part of the company culture. The majority of
respondents (45.2%) perceive themselves as a moderate extent part of the company culture, while 32.3%
perceive themselves as a limited extent part of the company culture, 12.9% perceive themselves as a to a great
extent, and 9.7% perceive as not at all part of the company culture.

12. Organized team-building activities or events

Interpretation

The above chart shows that 51.6% of respondents said there were organized team-building activities or events
aimed at integrating new employees into the existing team, 25.8% said there were not, and 22.6% were not sure.
This suggests that a majority of organizations are using team-building activities or events to help integrate new
employees. Organized team-building can help to break down barriers, build trust, and foster communication and
collaboration among team members.

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 13. Adequate support and resources to facilitate the integration

Interpretation

The chart shows that 58.1% of respondents agreed that they receive adequate support and resources to facilitate
their integration into their team and the organization, 16.1% strongly agreed, 16.1% disagreed, and 9.7% were
neutral. This suggests that the majority of respondent receive adequate support and resources to facilitate their
integration into their team and the organization. However, there is still a need to improve because some did not
receive adequate support and resources.

14. Tools and systems used in the onboarding

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Interpretation
The above chart shows that 38.7% of respondents believe that the technology tools and systems used during
boarding are extremely easy to use, 22.6% believe that the technology tools and systems used are extremely
easy to use, 19.4% believe that tools and systems are difficult to use, and 9.7% believe that neutral and
extremely difficult to use. The majority of people find the technology tools and systems used during boarding to
be user-friendly and accessible. However, there is still a significant minority who find them to be difficult or
extremely difficult to use.

15. Access essential onboarding information

Interpretation

The above chart shows that the majority of respondents (45.2%) found it easy to access essential onboarding
information when needed, while 19.4% found it very easy, 16.1% found it neutral and difficult, and 1.2% found
it difficult or very difficult. This suggests that the organization is doing a good job of making essential
onboarding information accessible to employees.

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FINDINGS
• The majority rated their onboarding experience as 2, indicating dissatisfaction, and a notable percentage rated
it as 1, emphasizing below-average satisfaction.

• A significant number are satisfied with onboarding, but a portion expresses dissatisfaction, highlighting the
need for improvement in the process.

• A majority feel well-informed about the company's mission, values, and goals, but a considerable portion
does not, revealing a knowledge gap requiring attention.

• While some find communication on policies and procedures clear, others find it unclear, suggesting a need
for improved communication clarity.

• The majority are aware of recent changes to onboarding, but additional ways are needed to reach those who
are not informed.

• A positive aspect is that many have a mentor during onboarding, facilitating support and understanding of job
responsibilities.

SUGGESTIONS
• Anexim needs to communicate recent changes or improvements to the onboarding process to all new
employees.
• Develop strategies to bridge the gap in knowledge regarding the company's mission, values, and goals.
• Provide more opportunities for new employees to interact with and learn from experienced employees.
• Make sure that all onboarding information is easily accessible and up-to-date.
• Assess the effectiveness of existing team-building activities and consider expanding or modifying them to
further integrate new employees.
• Anexim needs to create a strong system for getting feedback regularly from new employees. This will help
them understand how they feel about the onboarding process and address any issues that come up over time.

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 CHAPTER 5
EXPERIENCES AND LEARNING
CONCLUSION

28
EXPERIENCE AND LEARNING

I have experience in understanding how the HR department works, and the roles and responsibilities of the
HR department, and also their function and responsibility. The study and engagement with Anexim
Engineering Consultants Pvt Ltd have provided invaluable experiences and learning opportunities. Through
the research, a comprehensive understanding of the complex interaction involved in employee onboarding has
been gained, clarifying the specific challenges and opportunities that characterize Anexim's approach. This
insight extends to the identification of both strengths and weaknesses within the current onboarding processes.
Notable strengths, such as effective leadership and well-structured programs, contribute positively to
employee integration. On the other hand, weaknesses, including variations across departments and resource
constraints, have been recognized, offering areas for improvement.

I was able to know each employee’s passion for their work and mingled with them to know whether the
company was giving value to them. I also approached them to clear my doubts about each work that was
assigned to them. So, I can easily understand how the company works and make sure that the tasks given to
employees match their interests and that the company values its employees.

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CONCLUSION

The study on employee onboarding and integration at Anexim Engineering Consultants Pvt Ltd has provided a
wealth of insights into the company's practices and organizational dynamics. The study showed us that Anexim
has a unique way of doing things, but there are some issues, like differences between departments and limited
resources, that can make the onboarding process a bit tricky. As an HR intern at Anexim, they give me one of
their primary responsibilities involves handling documentation and paperwork, ensuring that all necessary
forms are completed and filed correctly. Also assist in coordinating new employee orientations, providing
valuable insights into the organization's values, policies, and benefits.

The HR department plays a pivotal role in aligning the organization's human capital with its strategic goals,
bringing up a positive work environment, and ensuring that the workforce is equipped, engaged, and supported
in their professional journey. HR's initial thinking about onboarding and integration revolves around creating a
positive, efficient, and supportive experience that sets the stage for long-term employee success within the
organization.

The internship at Anexim Engineering Consultants Pvt Ltd has been a valuable learning experience, particularly
in gaining insights into the field of Human Resources (HR). This opportunity has provided me with a clear
understanding of HR practices and their significance within an organizational context. The hands-on experience
at Anexim has not only enriched my knowledge but has also equipped me with practical skills that will
undoubtedly benefit my future career.

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