Table of Contents TOC o “1-3” h z u Chapter 1 PAGEREF _Toc515035474 h 2Chapter 2 PAGEREF _Toc515035475 h 4Chapter 3 PAGEREF _Toc515035476 h 14MCKINSEYS’S 7S FRAMEWORK PAGEREF _Toc515035477 h 14Chapter 4 PAGEREF _Toc515035478 h 19SWOT ANALYSIS PAGEREF _Toc515035479 h 19Chapter 5 PAGEREF _Toc515035480 h 21Design Methodology PAGEREF _Toc515035481 h 21Chapter 6 PAGEREF _Toc515035482 h 29Data Analysis

Table of Contents
TOC o “1-3” h z u Chapter 1 PAGEREF _Toc515035474 h 2Chapter 2 PAGEREF _Toc515035475 h 4Chapter 3 PAGEREF _Toc515035476 h 14MCKINSEYS’S 7S FRAMEWORK PAGEREF _Toc515035477 h 14Chapter 4 PAGEREF _Toc515035478 h 19SWOT ANALYSIS PAGEREF _Toc515035479 h 19Chapter 5 PAGEREF _Toc515035480 h 21Design Methodology PAGEREF _Toc515035481 h 21Chapter 6 PAGEREF _Toc515035482 h 29Data Analysis , Results and Discussions PAGEREF _Toc515035483 h 29
Chapter 11.1 Industrial Profile:-
The nascent on-demand services segment where consumers can request for a home service using the web or an app has the potential to grow at a full fledge industry, according to expert ,with existing companies increasing their scale and new companies entering the segment .

Popular on-demand home services include furniture on rent , hiring maids , health and fitness , beauty , plumbing , construction , among others.
1.2 Home service industry opportunity for India :-
The multi-billion dollar organized home services industry in India is still in its nascent stage with multiple service providers, from having single dedicated service segment (plumbing/electrician) to others providing host of services (key making, electrician requirements, nurse services etc. to booking Helicopter rides) with a click. Most of these service providers are steadily trying to improve product offerings to create a ‘one app for all services’ to gain traffic to their site, increase their market presence and thus, hoping to create a national footprint.

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Home services industry, historically in India, has been an unorganized market and any or all services were either sourced from the open marketplace or from the experience of family and friends. The industry also thrived on unskilled laborers primarily due to the low-cost of delivery and on the abundance of manpower. The industry was also largely driven by large brands, mostly for electronic goods, providing annual maintenance contract as brand extensions for nominal costs.

The ripples of the new age organized and skilled workers are slowly gaining access to the common man’s home primarily due to the ease of service search (app based), cost benefits and skilled technicians, compared to the open marketplace.

In the wake of a growing consumer base, service bouquet and the void of any organized platform, investments in this space have also gathered a huge positive response from investors across the globe and many home service providers have already been invested in or are in the verge of being invested. The home service industry is getting organized and service providers and investors are realizing the unlocked potential of this sector. Though most of the home service providers are looking at extending their services across major cities in India, few of them are also considering the potential of tier I and II locations. Many industry sources claim that the current home service industry is sized between $100-400 billion.

With only 12% Internet penetration in the country, India is an unlocked opportunity and the market acquisition probability in the home services space is limitless. On the other hand, India’s fast growing mobile telephony services with over 980 million users and with the number of Smartphone users estimated to sharply rise to around 650 million in 2019 from 140 million in 2014, the home service industry is bound to gain tremendously from its growth.

The industry is evolving on the basis of consumer requirements and having presence through apps is now more meaningful only when the consumer can avail services as and when desired. The whole purpose of being easily accessible on mobile through apps is for the consumer to experience seamless service satisfaction, a challenge that has led to create a 360-degree consumer experiential program from downloading apps, logging in, service selections, and payment gateways in the front-end to skill and etiquette training for technicians, tele-calling to consumer complain centre’s in the back-end.

The home services industry has also been an opportunity provider in creating employment and entrepreneur possibilities for the unorganized market. Many semi-skilled laborers/technicians are now a part of this growing eco-system that provides them an opportunity of skill enhancement, regular employability and the option to also work as freelancers in their own capacity.

Chapter 22.0 Company profile:-
House joy is a pioneer in providing high quality , on-demand residential services in Bangalore ,Mumbai , Chennai , Hyderabad , Pune and other major cities .House joy has a dynamic team , having capable and trusted professionals who perform a wide variety of common home repairs and maintenance services. They offer a wide range of home services to make the customers life easy.
House joy provides services like high quality plumbing , electrical services , home cleaning ,computer repair and other tasks that need a specialist hand. They are committed to offer competitive prices without compromising workmanship and quality.

They have also introduced specialized services such as in-house bridal makeup , beauty services which one can schedule at ones place easily and conveniently. Housejoy also provides laundry and dry-cleaning with pickup and delivery right from the customers doorsteps.

2.1 Nature of the business :-
House joy is an on demand home services marketplace startup that provides services like plumbing , electric services ,home cleaning , computer repair , beauty service and many other services through their online website or through their app which can be downloaded from goggle play. The nature of the business is to provide customer with a one stop service platform from where they can choose variety of services and schedule the services as per their convenience.

House joy caters to both “Business to Customer” and “Business to Business” services, under their business to business services they provide services like Integrated Facility Services (IFMS) , Soft FM , Hard FM and Business Support Services. The services are explained in detail as follows;
Integrated Facility Services (IFMS) :- In house joy the experts embrace in delivering wide-ranging Soft and Hard FM services within its varied delivery practices. They provide a full range of facilities services individually or as a part of an integrated solution so that their clients can concentrate on core areas and leave the noncore areas for house joy to maintain.

Soft FM:- In house joy their Soft FM services include cleaning and Hygiene , office support , horticulture maintenance , waste management , Mechanized sweeping public , MC Areas – roads , FACADE Cleaning high rise glass , manpower services , supplies and consumable.

Hard FM:- Directly employed Technicians , Supervisor Operator & Engineers to carry out most operations & maintenance activities , with support from SOP , approved suppliers and OEMS.

Business Support Service :- Under this service category they provide Pest Management , Catering and Food Services , Laundry Services , Guest house management , Payroll & Compliance & Documentation Management , Manpower Services ( Customized Skill Supply GDA , Semi – Skilled , Skilled) , Manned Guarding & Security Systems and Fleet and Transportation.

2.1 Product Profile :-
Soft FM :-
Our Soft services include a comprehensive array of service & solutions.:
Cleaning and Hygiene
Office Support -Reception, Mailroom, Stores, Pantry & Office Boys
Horticulture Maintenance – Gardening and landscaping, Pots & Plants Supplies Maintenance / Management
Waste Management
Mechanized Sweeping Public, MC Areas -Roads
FAÇADE Cleaning High Rise Glass
Manpower Services- Job contract
Scheduled & Specialized Cleaning Services-floor carpet chairs sofa upholstery
Supplies and Consumable
Corp & Residential Concierge – Housejoy-B2C
Hard FM:-
Directly employed Technicians, Supervisors Operators & Engineers to carry out most operations & maintenance activities, with support from SOP, approved suppliers, OEM, s necessary.

Operations & Maintenance- Engineering Services
Scheduled and Proactive, Reactive maintenance-Electricals, DG
BMS
Air conditioning, HVAC
Repairs & Maintenance Comprehensive
AMC AND LIASIONING
Water and Plumbing
STP, ETP, WTP
Carpentry and Civil Maintenance
Fire and Alarm, CCTv, Electronic security Systems,
UPS and Appliances, Utilities
Lifts & Escalators
Testing Electricals
Business Support Services :-
Pest Management- General, Termite etc
Catering & Food Services -Onsite
Laundry Services
Guest House Management (Comprehensive)
Payroll & Compliance & Document Management
Manpower Services (Customized Skill Supply GDA, Semi-skilled, Skilled)
Manned Guarding & Security Systems
Fleet & Transportation, Parking Management
Specialized B2C HouseJoy Services :-
114300235585
Driving
381031115HealthCare
-7162802165350Gifts
-7162801574800

2.2 Vision & Mission of House Joy :-
Mission :- To become the preferred choice of household for their day to day home and personal service needs.

Vision :-
Constantly Delight the Customers
We strive to build exceptional process and products that delight our customers and service providers.

The best marketing is word-of-mouth from passionate and loyal users . We go an extra mile to make that happen.

Act with Urgency
Have a strong bias for action.

Make Impact each day
We value smart people who have fire in the belly to make things happen and show impact.

Have fun and respect each other.
2.3 Acquisitions:-
Laundry Services Player – MyWash.in
Tech Startup – Orobind
2.4 Area of operation :-
They are presently in 6 cities which are as follows;
Bangalore – Corporate Office
Hyderabad
Chennai
Mumbai & Navi Mumbai
Pune
Delhi , Gurgaon & Noida
2.5 Competitors Information :-
The On Demand Home Service Competitors are as follows;
Urban Clap:- is a mobile marketplace for a gamut of services like house cleaning and beauty services at home to interior designing and wedding photography. It was started in October 2014 by Abhiraj Bhal, Varun Khaitan and Raghav Chandra. UrbanClap has 10,000 live professionals on the platform across four cities — Delhi-NCR, Mumbai, Bangalore and Chennai.

Local Oye :- is a mobile marketplace for hiring local service professionals.  It allows users accessibility to services like tutors, home services, wellness experts and help with events, using their mobile app. The company was founded in 2013 by Aditya Rao and Anupam Tulsiyan
Doormint:- Launched in January 2015 by Naman Lahoty, Abhinav Agarwal and Piyush Ranjan, Doormint offers on-demand consumer services such as electricians, plumbers, carpenters, electronics appliance repair, and pest control.

UrbanPro:- It was founded in 2012 by Rakesh Kalra. With over three lakh professionals, five lakh consumers and over a million visits a month, UrbanPro aims at connecting consumers with professionals across a variety of verticals.

TaskBob:- Founded in 2014, Mumbai-based on-demand home and services startup, TaskBob offers instant home services by sending a serviceman to people doorstep to fix their household appliances.

QuikrEasy:- is an on-demand home services platform and we are currently operating in Mumbai, Navi Mumbai, Thane, Pune, Delhi, Gurgaon, rest of NCR and Bangalore . We offer an array of services which include Plumbing, Electrician, Carpenter, AC Repair, Appliances etc Repair, Home Spa, Sofa Spa, Car Spa, Carpet Spa and Pest Control.
2.6 Work Flow Model :-
Business to Customer Model :-
1
2
3
DOWNLOAD THE APP & PICK A SERVICE
BOOK ONLINE
PAY AFTER WORK IS DONE

The Business to Customer Model is explained below ;
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First we have to download the app from Google play store. Once we have downloaded the app we will then run the application.

On running the application the first screen we will see is the login screen where we will have to enter the mobile number and select continue option.

If the user has an account already then the user can simply sign in and access their account.
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After selecting continue the app will show the OTP screen where we have to either enter the OTP number which is sent by message or the app with automatically update the OTP number.

After that we will select the Login option and the account will start to function , where the home screen with all the categories will appear.

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The home screen with all the services will appear from where the customers can choose wide category of services suiting their needs .

The app consists of all the services which have been mentioned in the B2C.
-2080895332105
If for example the customer has chosen appliance services and under that he will have variety of options to chose from like AC , Washing Machine etc .The customer will select the option for example refrigerator, the following screen will appear.
-19627851213485On selecting the Refrigeration option the following details on the screenshot will appear, from which the customer would have to choose what type of refrigerator service he or she wants.

On selecting options, the service cost will appear depending on the service which has been selected. After that the customer will have to click on the option ADD TO CART .

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Once the service has been added to the basket the PROCEED to option will appear. After that the next following screen will appear.

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Once the customer has selected the PROCEED option, the next screen which will appear is the SCHEDULE AN APPOINTMENT . On this screen the customer can select which dates are suitable and which time slot is convenient for the service provider to visit the location after that the customer would have to select CONTINUE option.

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Once the suitable slots has been confirmed by the customer the Order Summary screen will appear where the details of the service opted and the cost breakout are also mentioned. The customer also has the option to even apply promo code if he has valid code which would help him gain few benefits.

Once customer is fine with the cost, the customer will have to select the option CONFIRM ORDER which will block the slot for the customer and the service provider will visit the location on the date and time confirmed.
Business to Business Model
1
2
3
VISIT THE WEBSITE
REQUEST FOR A CALLBACK
HOUSEJOY REPRESENTATIVE WILL CALLBACK
4
5
6
CARRYOUT INSPECTION OF LOCATION
PREPARE A
QUOTATN
PROVIDE THE SERVICE

The Business to Business model is basically for large contract jobs. In this workflow model the client who wants to avail or enquire the service will have to visit the website (www.housejoy.in).When the client visits the website and select the option FACILITIES SERVICE , the client would be diverted to another screen where the client would have to fill in a Request Form with all the details. Doing so a representative from House Joy will contact the client and understand the clients requirement and visit the site and as per the clients need a quotation will be prepared and sent to the client.

Once the client has approved the quotation the technician will visit the location and the service would be provided and once the service is completed the payment would be done.

2.7 FUTURE GROWTH AND PROSPECTS
Digital influence in every aspect of our lives has never been more profound. From retail to transportation and from financial services to something like watching a movie, digital disruption and creativity has given birth to an entirely new generation of companies.

Leveraging the might of technology, home services as a sector has been seeing considerable interest as it looks to link local services to consumers. Whether it is dispatching somebody to repair faulty appliances, getting clothes washed, ironed and delivered to you on your doorstep or having a fitness instructor train you at home, startups, in an attempt to organize this highly fragmented sector, are offering these and many more at the click of a button. 
Like e-commerce, this sector always existed in a largely unorganized form. Still, the behavior of people changed with the entry of these startups because of many factors including convenience, access to options and attractive pricing.

Chapter 3MCKINSEYS’S 7S FRAMEWORK83820046990
Hard Ss

Soft Ss

“Hard” elements are easier to define or identify and management can directly influence them: These are strategy statements; organization charts and reporting lines; and formal processes and IT systems.

“Soft” elements, on the other hand, can be more difficult to describe, and are less tangible and more influenced by culture. However, these soft elements are as important as the hard elements if the organization is going to be successful.

3.1 Strategy
The strategy of the company is to be the best on demand service provider across India and to be able to cater to all the customer’s needs when it comes to home services. They intend to achieve their objectives by providing timely and quality services to the customers , by being able to understand the current market need of the customers and make necessary changes to the services so that the customer feels that we care about them and we do understand what services they want and this help to make the customer feel how important they are to House Joy. The changes in customer demand is closely studied by the market research team who studies the changing customer tastes and demands and appropriate information is sent to the category team who studies the information in detail and makes the needed changes to the services.

425453492503.2 Structure

The company team is divided into Senior Manager of HR who handles HR functions and Admin functions, VP Operations handles all the location where House Joy is present like Gurgaon , Bangalore , Mumbai , Chennai , Hyderabad and the Assistant Manager of Supply also reports to VP Operation. The other teams which are present are VP Category and Analytics to which the marketing ,Customer Support, Analytics and category team reports to .The other teams are VP Product to which Digital Marketing and Product and design team reports to, then we have the Senior Customer Experience team to which the Escalation team reports to then we have the CTO to whom the tech team reports to and the finance controller manages the finance and account team .The other team is the VP B2B to which the B2B team reports to. The decision making process in House Joy is decentralized since every individual at the management and middle level of the hierarchy are free to give their views and opinions.

3.3 Systems
System refers to formal process and procedures use to manage organization including the management control system , performance management measurement and reward system , information system and distribution.
Human Resource
The HR department uses its human resource strategy to support the organization to achieve its objectives. The HR department also takescare of the manpower planning and sees to that peformance appraisal is carried out in a planned and effective manner.

3.4 Style
Style is the leadership approach in the top management and the company’s overall operating approach. Style impacts the norms that the people follow and how they work and interact with each other and the customers. The leadership style depands upon the organization culture that is in practice. Housejoy has a participative kind of leadership style where the leader consults with the subordinates ,a proposed action , decision and encourages , ensures equal participation among them . The style adopted by the management is to maintain a friendly and collaborative environment for smooth running of the organization.

3.5 Staff
In HouseJoy there are about 150 White Collar employees and 250 Blue Collar employees.
The management levels in House Joy are as follows:-
CEO
Senior Manager HR
VP Operation
VP Category ; Analytics
VP Product
VP – B2B
Sr Manager Customer Experience
CTO
Finance Controller
Blue Collar Employees :-
These are people who are basically skilled technicians like plumbers , carpenters , beauticians etc.At housejoy they are known as Serive Provider or we could say SP.These people are the ones who visit customers premises on request and provide the service.

3.6 Skills
The strongest skills represented within the team is that they are very hardworking ,they are very helpful and approachable at any time for answering any type of queries.The team loves to take up any type of challenging situation and makes it possible and find solution to any type of situation.There is no skill gaps in the corporate team becasue every member in the team are specialized in his or her particular domain which is beneficial to the growth of the organization.The skills are monitored and assessed by the senior managers and any problems if identified in the working process of an individual is immediately brought to the notice of the individual.
As the study is based on blue collar employees their strongest skills are that they are ready to takeup any type of challenging jobs.In the blue collar there are some skill gaps like most of them are not well versed with the Housejoy partner App , they lack the professionalism and how to prepare a basic quoataion. In the blue collar technician they provide various services but the services that are doing well is the beauty segment which is performing very well and also growing .

The skills of different management levels in House Joy are as follows:-
CEO – takes care of the whole housejoy functions and decision making.

Senior Manager HR – Takes care of payrol,recruitment,HR operations and resource mangement
VP Operation – takes care of all the marketing , operations and supply activities.

VP Category ; Analytics – takescare of what new services should be added so that they can cater to changing customer demands.

VP Product – Takes care of the housejoy platform and its technicality and fuctioning.

VP – B2B – takescare of the client relationship,generating new leads and bringing new clients to the organization.

Sr Manager Customer Experience – takescare of all the customer related isues and escalations and seeing to that all the grieviances of the customers are adressed and handled professionally.

CTO – takescare of the development team and sees to that the development process is being done effectively and efficiently.

Finance Controller – takes care of all the financial activities of the organization like day to day cash transactions ,release of salary and other finance related functions and operations.

Chapter 4
SWOT ANALYSIS4.1 Strength
High Customer Satisfaction
Established brand image in cities they are located in
Continuous improvement of Services and Quality
Skilled technicians
Services can also be provided at short notice
High employee moral
Cost reduction strategy is good
Beauty Salon Service
4.2 Weakness
Marketing team is not promoting the company services aggressively.

Technicians are not well versed with the App they are using since they are having doubt with respect to the App functioning.

The induction program for the blue collar employees are not well organized and structured.

Technician are not well versed to quote estimations for the services during inspection.

Since proper background verifications are not done for the blue collar employees they tend to give fake technical experiences which affects the customer and company relation.

4.3 Opportunities
Laundry Services
On Demand Driver Service
Event Services
Tours ; Travel
Used Car Inspection
4.4 Threats
Increase in competition from other home demand service startup like UrbanClap,WhatFix etc.

Changing customer behavior is a threat because customers prefer good service at reasonable price and also since the on demand home service market has become competitive customers are not loyal to one service provider
Labor costs could rise because due to the large competition every company wants the best skilled technicians and so they tend to pay very high which inflates the labor cost to a large extend.

Substitute Services from small players means that when big players in the on demand home services are pricing their services high small service providers will take advantage of this situation and provide services at the most reasonable cost possible and build their own network of customers.

Chapter 5Design Methodology5.0 Introduction
Induction is the process of introducing a new employee to the organization and processes and also aim at bringing them up to speed as quickly as possible so as to make them comfortable and have a good understanding of their responsibilities.

5.1 Statement of the problem
I chose this topic because every organization only concentrates on white collar employees induction program and not blue collar employees induction program. I felt that even the blue collar employees require equal amount of focus on the induction program since they are the frontline of the organization , which means that the reputation of the organization depends on how they provide the service to the customers and how they behave with the customers.
5.2 Research Objective
To understand how to improve the blue collar employees induction program.

To determine the effectiveness of the present induction program.

To understand how proper induction program can help improve smooth operation.

To identify the reason why blue collar people have doubt when using the Partner App.

To identify area in induction program ,which requires improvements.

To analyze post induction performance to determine the training effectiveness.

To identify which media or method to use for making induction more effective.

5.3 Scope of the study
The scope of the study is to see to that the induction program carried out by the operation team for the blue collar employees in Bangalore Domlur hub is effective or not. The study will help to overcome any type of gaps in the Induction program and also see to that the blue collar employees are able to perform their tasks effectively.

5.4 Research Methodology
The research methodology which can be implemented for this study is Exploratory Research. The main purpose of this study is that of formulating a problem for more accurate investigation .The major benefit of this research methodology method is that it believes in discovery of ideas and insights. Inbuilt flexibility in research design is needed because the research problem, broadly defined initially, is transformed into one with more precise meaning in exploratory research, where fact may create necessary changes in the research procedure for gathering relevant data.

5.5 Hypothesis Testing :
Working Hypothesis : Induction program will help improve the Blue collar employees understanding of the work expectations.

Null Hypothesis (Ho) : Induction program will not improve the Blue collar employees understanding of the work expectations.

Alternate Hypothesis (H1) : Induction program has significant effects on the Blue collar employees understanding of the work expectations.
5.6 Literature Review :
Title : Relationship between Induction and Employee Commitment
Author : GroblerStates that a good induction program will reduce the adjustment problems for newly hired employees by creating a sense of security, confidence .

The following are the objectives of an effective induction program , namely :
To make new employees more productive.

To reduce fear and insecurity , reduction of absentees
Helping to create achievable employees expectations.

Create job satisfaction and positive attitude of employee
Better understanding of the organization vision, mission and goals
Title : “Corporate Culture”
Author : Maria DaskalakiThe study suggested that a highly mobile, increasingly knowledgeable and cynical pool of newcomers does not hesitate to question managerial rhetoric, endanger ,best practices and reframe the induction experience.

The paper initially provided a review of induction studies focusing on the relationship between corporate culture and induction and assessed the evolution of the latter as experienced within contemporary organizational settings. After that, it explained how both trainers and newcomers translate the induction messages and how their interaction leads to the negotiation and indeterminacy of the induction experience.

Title:- An examination of new employee Orientation and Training Programs in relation to Employee Retention Rates.

Author :- Sally M. Kaiser
This study states that most of the employers have a formal employee orientation program in place. The orientation programs include tours, various introductions, explanation of the organization’s goals and mission, completion of human resource (HR) paperwork, and safety procedures. Safety procedures and HR necessities account for approximately half of the employees’ time spent in orientation. About 314 of the employers who responded also make use of employee training programs.
Title : Staff induction practices and organizational socialization
Author : Elena P.AntonacopoulouIn the study Socialization underpins the social structures that shape not only how social actors interact in community but also the boundaries of action and the rules of engagement. In this study the organizations, socialization is a process that significantly shapes organization in the way core practices shape how things are done and why they are done in particular ways. The study emphasis on consistency within and between practices is seen to be greatly facilitated by specific practices like staff induction.
Title : Effective Induction for employees Performance and Satisfaction
Author : Dr. Rahul Nandi
In this study one can see that the various Induction activities conducted by the organizations has a positive impact on the employee’s performance and satisfaction. The study conducted helped create a strong relationship that was confirmed between the effectiveness of an Induction program and the employees performance and satisfaction. Therefore it is important for the organization to have an effective induction program for the new employees as it greatly help their performance and satisfaction, and in turn improves the overall performance of the organization as a whole.

Title : Induction and socialization process and its Impact of newly Recruited Staff.
Author : Ermiyas Anteneh YilmaThe study states that employees consider employee orientation program as an effective medium to convey good-work practices to the new joiners and beneficial in developing realistic job expectations, reveals a poll conducted by studies. As assessed of HR managers agreed that orientation programs help in controlling attrition rates by developing positive outlook towards work and organization . An effective orientation program is not a one day affair but an ongoing process which could continue up to six months of a person joining the organization. Experts alleged that it is essential that employers should educate employees regarding their role, key result areas and organizations expectations in advance to curb attrition at the later stage, during a skills dialogue session. It will help employees to understand why they are hired and what their goals are for the coming 6-12 months .

Title :Effect of employee orientation in creating satisfaction with work
Author : Worlu Rowland
The study states that employees who have underperformed may not know what it requires for them to perform better, as such, they may require a lot of clarity, which is one of the major responsibility for orientation in an organization. An organization that encorages employee orientation, creates an environment of transparency on the path of the organization and the employee feels valued and belonged. The study also shows that organizational views orientation as an important aspect to carry employees along and to make employees know the organization is ready to work with them and which brings about greater employee commitment and satisfaction. By conducting orientation, employees develop a learning habit that cause them to align with the organizations strategy and which helps to build employees knowledge and skills and even competencies. The orientation program could also help to create an environment where knowledge is shared to achieve business goals and objectives.

5.7 Methods for collecting data
Primary Data – Survey , observation ,interview. The survey can be carried out by the help of questionnaire which can be distributed at Domlur hubs in Bangalore and Observation and interview can be done simultaneously at the hubs.
Secondary Data – The secondary data can be collected from the internet and other similar company documents related to their manpower.

The method how data can be collected are either they distribute a questionnaire to the blue collar employees which would consist of a list of questions along with suitable options ,which they would have to fill by choosing the most suitable option to the asked question. The second method of collecting the data is by carrying out interview for the blue collar employees, or we can also collect the data by carrying out observation method of data collection which would be time consuming but would help support the data collected through interview methods.

5.8 Sampling Units
The sample unit of the research only includes the Blue Collar employees( Technicians ) in Bangalore Housejoy office , since they are easy to access and follow up can be done easily and sample size 100 people.

5.9 Sampling Technique
The sampling technique that can be implemented is Opportunity sampling because it simply select those people that are available at the time. It is a very convenient and economical method and a very commonly selected sampling in practice. This technique of sampling can be used in Housejoy for collecting data from the blue collar employees ( Technicians ) because we can collect the data easily from people who are available at the hub instead of waiting for the whole team to be present.

5.10 Limitation of the study
The study is confined to only Bangalore office.

The blue collar workers are not located in the Bangalore office
(Corporate office) they are located in the House Joy hubs which are scattered around Bangalore.

Housejoy has Blue Collar technicians which are under Housejoy payrolls and some blue collar technicians are under third party payrolls so it’s difficult to get them to respond to the study unlike in house technicians.
Since the blue collar employees are not affluent in English so communication was a big barrier.

Time is also a limitation for conducting the study.

5.11 Validity and Reliability
Content Validity refers to the extent to which an instrument represents the factors under the study . To achieve the content validity the questionnaire includes a variety of questions related to the training the technicians are receiving before being inducted into Housejoy. All the questionnaire were completed in the presence of the hub managers , this was done to prevent people from copying the responds of other respondents.

To see to that the data are reliable personal interview was conducted so have a clearer and accurate responds can be recorded. The technicians personal interview responds can be compared to the respective technicians questionnaire respond to give more accuracy to the final result therefore this helps to reduce incomplete questionnaires from being handed over and also reduces duplicity of responds.

The questionnaire was first given to my project guide and one copy to my HR manager who went through the questionnaire and identify if there was any flaws in the questionnaire to reduce errors of measurement and test for consistency.
5.12 Data Analysis
The study applied both nominal and ordinal scale to measure a range of factors establishing the effectiveness of the training / induction program for blue collar employees. The scale method will help to create a relationship between the induction done and what the blue collar employees have learnt from the induction program conducted by Housejoy. The data collected was compiled and edited to check for logical inconsistencies. The data was then coded according to the response and the questionnaires which were incomplete was omitted so that there is no conflicting results. Relationships between responses was assessed and presented using tables and graph.
Chapter 6Data Analysis , Results and Discussions6.1 Introduction:
This chapter presents analysis and findings of the study as mentioned in the research methodology. The result presents an effectiveness of induction of blue collar employees . The study objective were; to determine how the induction program can be made effective so that the blue collar employees are clear about the functioning , process and policies of the organization.

The study targets 100 employees working in the hub at Domlur, all 100 employees responded to the online survey link contributing to a response rate of 100%.The commendable response rate was due to extra efforts that were made via courtesy call made to their hub managers to remind the employees to fill in the online survey form.

The findings were then presented in table, graphs and charts as appropriate along with explanation to support the depicted data on the graph so that it’s easy for the reader to understand and evaluate the graphical response.

6.2 Background Information
The study initially sought general information related to few areas of the induction program .The questionnaire was designed in such a manner that it cover all the related aspects to induction program and questions which can help improve the induction program by reviewing the employees responds and checking to see which area needs improvement so that corrective measures can be taken.

The detailed explanation of each collected data are represented bellow in the form of tables.

6.3 Data Analysis & Interpretation
Table 1 : Age of the Service providers
Particulars Respondents Percentage
18 – 25 38 38 %
25 – 32 38 38 %
32 – 40 24 24 %
Chart 1 : Age of the Service providers

Interpretation :-
The graph shows that Housejoy hires beauticians from different age groups. They focus more on age group between 18 – 25 years that consists of 38 employees and 25 – 32 years that consist of 38 employees and the age group 32 – 40 years consist of 24 employees due to attrition.

Table 2 : Highest Qualifications of the service providers
Particulars Respondents Percentage
10th Pass 0 0 %
PUC Pass 0 0 %
2 PUC Pass 100 100 %
Graduate 0 0 %
Post Graduate 0 0 %
Chart 2 : Highest qualification of the service provider

Interpretation :
The graph shows that majority of candidates who join as beauticians have cleared their 2 PUC ( 12th ) , which is the minimum qualification required for hire and as per the table 100 % respondents have cleared 2 PUC .

Table 3 : Different Service Providers
Particulars Respondents Percentage
Beauticians 100 100 %
Plumber 0 0 %
Electricians 0 0%
Carpenter 0 0%
Others 0 0 %
Chart 3: Different Service Provider

Interpretation:
The graph shows that the highest respond is beauticians having 100 respondents because in this project we had only focused on the beauticians since they were easy to access , unlike the other service providers who were most of the time travelling to different client locations to provide their services.

Table 4 : Was the induction program informed in advance
Particulars Respondents Percentage
Yes 100 100%
No 0 0%
Chart 4 : Was the Induction program informed in advance

Interpretation:
The chart shows that all 100 respondents which is 100% were informed in advance with respect to the induction program which was being conducted in the Housejoy corporate office. Since the induction programs were conducted in batches.

Table 5 : Did the induction program started on time
Particulars Respondents Percentage
Yes 100 100 %
No 0 0 %
Maybe 0 0 %
Chart 5 : Did the Induction program start on time

Interpretation :
The chart shows that 100 respondents have stated that the induction program had stated on time.

Table 6 : Was the induction program planned well
Particulars Respondents Percentage
Strongly Disagree 0 0 %
Disagree 40 40 %
Neutral 60 60 %
Agree 0 0 %
Strongly Agree 0 0 %
Chart 6 : Was the induction program planned well

Interpretation :
The graph shows that 40 respondents which consist of 40% “Disagree” that the induction program was conducted well and 60 respondents which consist of 60% gave a more “Neutral” response to the planning of the induction program.

Table 7 : Was induction material provided before starting the Induction Program.

Particulars Respondents Percentage
Yes 0 0 %
No 100 100 %
Chart 7 : Induction Material

Interpretation:
The graph shows that 100 respondents has selected “No” option when asked if induction material was provided before starting the induction program.

Table 8 : Was it easy to find the venue.

Particulars Respondents Percentage
Yes 100 100 %
No 0 0 %
Chart 8 : Venue

Interpretation:
The graph shows that 100 respondents selected the option “Yes” which states that it was easy to find the induction program venue.

Table 9 : Availability of Forms and paper works
Particulars Respondents Percentage
Yes 20 20 %
No 18 18 %
Maybe 62 62 %
Chart 9 : Availability of Forms and paper works

Interpretation:
The graph shows that 20 respondents responded that forms and paper works were available, 18 respondent responded that there were no forms and paper works available and 62 respondent responded that they are not clear weather forms and paper works were available at the Induction program venue.

Table 10 : Did the HR introduce herself and give a brief about the topics which she would be covering.
Particulars Respondents Percentage
Yes 100 100 %
No 0 0 %
Chart 10 : Did the HR introduce herself and brief about topic

Interpretation:
The graph shows that 100 respondents has responded ” Yes” stating that HR had introduced herself and given brief about the topic to be covered.

Table 11 : Brief talk about the company and about its management level.

Particulars Respondents Percentage
Yes 100 100 %
No 0 0 %
Chart 11 : Brief about the company and management

Interpretation:
The graph shows that 100 respondents has responded that the HR has given brief talk about the company and about its management level.

Table 12 : About company policies in an easy to understand way
Particulars Respondents Percentage
Strongly Disagree 0 0 %
Disagree 30 30 %
Neutral 40 40 %
Agree 30 30 %
Strongly Agree 0 0 %
Chart 12 : About company policies in an easy understand way

Interpretation :
The graph shows that 30 respondents disagreed to the fact that company policy was easy to understand , 40 respondent had neutral response and 30 respondent agreed that the company policy was easy to understand.

Table 13 : Was the Induction program conducted with the help of a presentation.

Particulars Respondents Percentage
Yes 100 100 %
No 0 0 %
Chart 13 : Was the Induction program conducted with the help of a presentation.

Interpretation:
The graph shows that 100 respondents have selected the option “Yes” which is basically 100% of the respondents have responded that the Induction program was conducted with the help of a presentation.

Table 14 : HR explain the Incentive model
Particulars Respondents Percentage
Yes 100 100 %
No 0 0 %
Chart 14 : Explain Incentive model

Interpretation :
The graph shows that 100 respondents have selected the option “Yes” which is basically 100% of the respondents that have stated that the incentive model was explained at the Induction program.

Table 15 : Did the operation team demonstrate how to use the Housejoy Partner App
Particulars Respondents Percentage
Yes 0 0 %
No 100 100 %
Chart 15 : Housejoy Partner App Demonstration

Interpretation:
The graph shows that 100 respondents have selected the option “No” when asked if Housejoy Partner App demonstration was given during the Induction program.

Table 16 : Did the HR encourage two way communication
Particulars Respondents Percentage
Yes 100 100 %
No 0 0 %
Chart 16 : Did the HR encourage two way communication

Interpretation :
The graph shows that 100 respondents have selected the option “Yes” when asked if the HR has encourage two way communication during the Induction program.

Table 17 : Rating the Induction program on the scale of 1 to 10
Particulars Respondents Percentage
1 Star 0 0 %
2 Star 60 60 %
3 Star 10 10 %
4 Star 30 30 %
5 Star 0 0 %
Chart 17 : Rating Induction Program

Interpretation :
The graph shows that 60 respondents gave 2Stars , 10 respondents gave 3 Stars and 30 respondents gave 4 Stars when asked to rate the Induction program from a scale of 1 to 5.

Table 18 : Was the topic covered in the Induction program helpful
Particulars Respondents Percentage
Yes 100 100 %
No 0 0 %
Chart 18 : Was the topic covered in the Induction program

Interpretation :
The graph shows that 100 respondents have selected the “Yes” option when asked if the topics covered in the Induction program was helpful.

Table 19 : Was the content of the Induction program organized properly and easy to understand.

Particulars Respondents Percentage
Strongly Disagree 0 0 %
Disagree 60 60 %
Neutral 30 30 %
Agree 10 10 %
Strongly Agree 0 0 %
Chart 19 : Content of the Induction program organized properly

Interpretation :
The graph shows that 60 respondents have selected the option “Disagree”, 30 respondents selected the option “Neutral” and 10 respondents selected the option ” Agree” when asked if the content of the Induction program was organized properly and easy to understand.

Table 20 : Has the Induction program helped you understand the roles, responsibilities and work standards.

Particulars Respondents Percentage
Strongly Disagree 0 0
Disagree 60 60 %
Neutral 30 30 %
Agree 10 10 %
Strongly Agree 0 0 %
Chart 20 : Understanding role , responsibility and work standards

Interpretation :
The graph shows that 60 respondents have selected “Disagree” option, 30 respondents selected ” Neutral” option and 10 respondents selected “Agree” option when asked if the Induction program helped them understand their roles, responsibilities and work standards.

Table 21 : How well did the Induction program prepare for new role
Particulars Respondents Percentage
Exceptional 0 0 %
Superior 0 0 %
Good 20 20 %
Average 60 60 %
Needs Improvement 20 20 %
Chart 21: Preparation for new role

Interpretation :
The graph shows that 20 of respondents selected the option “Good”, 60 respondents selected the option “Average” and 20 respondents selected the option “Needs Improvement” when asked if the Induction program has prepared them well for their new role.

Table 22 : Area in the Induction program that needs Improvements
(a) Induction program preparation
Particulars Respondents Percentage
Exceptional 0 0 %
Superior 0 0 %
Good 0 0 %
Average 42 42 %
Needs Improvement 58 58 %
Chart 22 (a) : Induction program preparation

Interpretation :
The graph shows that 42 respondents selected the option “Average” and 58 respondent selected option “Needs Improvement” when asked about the Induction program preparation.

(b) Duration of the Induction program
Particulars Respondents Percentage
Exceptional 0 0 %
Superior 0 0%
Good 0 0 %
Average 34 34 %
Needs Improvement 66 66 %
Chart 22 (b) : Duration of Induction program

Interpretation :
The graph shows that 34 respondents have selected the option “Average” and 66 of respondents selected the option “Needs Improvement” when asked about the duration of the Induction program.

(c) The knowledge of the trainer
Particulars Respondents Percentage
Exceptional 0 0 %
Superior 0 0 %
Good 0 0 %
Average 36 36 %
Needs Improvement 64 64 %
Chart 22 (c) : Trainers Knowledge

Interpretation :
The graph shows that 36 respondents selected the option ” Average ” and 64 respondents selected the option ” Needs Improvement ” when asked about the knowledge of the trainer.

(d) The material used for the Induction program
Particulars Respondents Percentage
Exceptional 0 0 %
Superior 0 0 %
Good 0 0 %
Average 32 32 %
Needs Improvement 68 68 %
Chart 22(d) : Material used for induction program

Interpretation :
The graph shows that 32 respondents selected the option ” Average ” and 68 respondents selected the option ” Needs Improvement ” when asked about the materials used for the Induction program.

Table 23 : HR provide breaks in between the Induction program
Particulars Respondents Percentage
Yes 100 100 %
No 0 0 %
Chart 23 : HR provide breaks between the introduction program

Interpretation :
The graph shows that 100 respondents selected the option “Yes” when asked if breaks were provided during the Induction program.

Table 24 : Feel the duration of the Induction program should be longer
Particulars Respondents Percentage
Strongly Disagree 0 0 %
Disagree 0 0 %
Neutral 14 14 %
Agree 86 86%
Strongly Agree 0 0 %
Chart 24 : Duration of the induction program should be longer

Interpretation :
The graph shows that 14 respondents selected the option “Neutral “, 86 respondents selected the option ” Agree ” when asked if the duration of the Induction program should be longer.

Table 25 : Was the HR well prepared for the Induction program
Particulars Respondents Percentage
Strongly Disagree 0 0 %
Disagree 48 48 %
Neutral 52 52 %
Agree 0 0 %
Strongly Agree 0 0 %
Chart 25 : Preparation of the Induction program

Interpretation :
The graph shows that 48 of respondents selected the option “Disagree” and 52 respondents selected the option “Neutral ” when asked if the HR was well prepared for the Induction program.

Table 26 : Did HR conduct feedback session
Particulars Respondents Percentage
Yes 0 0 %
No 100 100 %
Chart 26 : Feedback Session

Interpretation :
The graph shows that 100 respondents selected option “No” when asked if the HR conducted a feedback session after Induction Program.

Table 27 : Relating the Induction program topics with the material provided for reference.

Particulars Respondents Percentage
Strongly Disagree 0 0 %
Disagree 50 50 %
Neutral 10 10 %
Agree 40 40 %
Strongly Agree 0 0 %
Chart 27 : Relating Induction program topic with reference material

Interpretation :
The graph shows that 50 respondents selected the option ” Disagree “, 10 selected the option ” Neutral ” and 40 respondents selected the option ” Agree ” when asked if they were able to relate the topic covered in the Induction program with the reference material provided.

Table 28 : Information regarding the new business model
Particulars Respondents Percentage
Yes 0 0 %
No 100 100 %
Chart 28 : Information regarding the new business model

Interpretation :
The graph shows that 100 respondents have selected the option ” Yes” when asked if the HR had explained them the new business operation model during the Induction program.

Table 29 : Overall understanding of the new business process and other topics.

Particulars Respondents Percentage
1 Star 2 2 %
2 Star 76 76 %
3 Star 22 22 %
4 Star 0 0 %
5 Star 0 0 %
Chart 29 : Understanding of new business process and other topics

Interpretation:
The graph shows that 2 respondents selected the option “1 Star”, 76 respondents selected the option “2 Star” and 22 respondents selected the option “3 Stars” when asked if they are clear understanding about the new business process and topics covered in the Induction Program.