Factors Affecting Employee Induction Process at Headquarters of Equity Bank Limited, Kenya

Abstract

At the beginning employees experience many challenges when transitioning to professional roles. As such, induction is a crucial part of the transition process, and should be effectively implemented, to help beginning employees settle down quickly, and start working. Understanding factors affecting induction process of employees will enable Equity Bank of Kenya Limited gain commitment of employees by giving them an effective induction. The main of this study was to establish factors affecting employee induction process at headquarters of Equity Bank of Kenya Limited. This study was anchored on The Zey’s Mutual Benefit Theory and Theoretical Practical Induction theory of induction. The study adopted a descriptive cross-sectional survey. The target population (150 employees) was both the management and non-management employees at Equity Bank of Kenya Limited at their head office in Nairobi Upper Hill. Stratified random sampling was employed to obtain a sample of 100 employees. The study mainly collected primary data by use of a questionnaire. Descriptive statistics were used to analyse the data. Data was processed using SPSS version 23.0. Factors analysis sought to establish factors affecting employee induction process at Equity Bank of Kenya Limited. This data was presented in tables. It consisted of quantitative data. The study found that characteristics of employee’s, induction period, buddy allocation ,top management support , induction policy , line manager characteristic, nature of work, induction content and induction programme design affects employee induction process at headquarters of Equity Bank of Kenya Limited .The study recommends that there is need for the management of Equity Bank of Kenya Limited to have prior knowledge of the new employee’s characteristics before the beginning of induction process. The management of Equity Bank of Kenya Limited should allocate adequate time for the induction process to ensure that it is effective. The study recommends that mentors should be equipped with important skills such as observation skills, assessment skills, interpersonal skills, and ability to work with others; this will ensure that they are effective in performing their duties. There is need for the management to equip itself with latest developments in induction and also with skills that are effective in the management of the process. The management should make sure that they provide the required resources such as finances, induction policies and timely feedback to ensure effective induction process. The management should have regular sittings with the individuals conducting the induction process in order for them to significantly contribute to the process.