Induction and socialization process and its impact on newly recruited staffs in Dashen Banks S.C.

Abstract

This thesis aims to assess the process of induction and socialization program and its impact on newly recruited staff of Dashen Bank S. C. The concern is on how new entrants of the Bank pass through the induction and socialization training program. The paper provides a review of current practice and offers suggestions for future investigation. An Extensive review of the literature related to standard induction and socialization training programs across various sector to assess the current practice of the Bank. The study was conducted on new employees who had actively participated the first round of the 2013/14 induction and socialization training program which was held from September 15 to October 10/ 2014. Descriptive research method was applied for describing the existing practice of the Bank’s on induction and socialization programs and to evaluate its contribution on the performance as well as perception of the new employees. The mixed method which includes both quantitative and qualitative approaches is utilized to maximize the completion of the research. A questionnaire was designed using structured questions to collect primary data from participants of the induction and socialization training program. One hundred and five questionnaires were distributed and collected from the induction participants. Personal interview were held with HRDD management staff of the Bank. The study used cross sectional survey method. Data was collected through census. The results indicated that most of the new entrants were of the view that the induction and socialization training program is essential for both to the new entrants and the Bank’s success. The findings also revealed that Problem has been encountered on performance because of the delay of the induction and socialization training program. And it was recommended that HRDD should undertake induction and socialization training programs in due concern as early as possible by being systematic on the schedule, by segregating the target groups considering the essentials of induction trainings and the employment period. The study concluded that for a better induction and socialization training programs, possible changes should be made in the future. This will have a benefit both for new entrants and the Bank. Key words: Induction, Socialization, training, development, orientation.