A PROJECT REPORT

ON
A STUDY OF Comparison of AI-Based and Traditional Onboarding of Contractual Employees

AT

Haardhik Landmarks

BY

Varsha Anil Nathani

ROLL NO. 22144

SUBMITTED TO

SAVITRIBAI PHULE PUNE UNIVERSITY

IN PARTIAL FULFILLMENT OF THE REQUIREMENT

FOR THE AWARD OF THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

UNDER THE GUIDANCE OF

Prof. Niji Shajan

THROUGH

SADHU VASWANI INSTITUTE OF MANAGEMENT STUDIES FOR GIRLS

6, KOREGAON ROAD, PUNE 411001

2022-24
 ACKNOWLEDGEMENT

I am overwhelmed in all humbleness and gratefulness to acknowledge all those who have helped
me to put the ideas, well above the level of simplicity and into something concrete.

I owe a great debt to my guide Professor Niji Shajan, who provided wholesome direction and
support to me at every stage of this work. Her wisdom, knowledge and commitment to the highest
standards inspired and motivated me. My gratitude is also due to our Director Dr. B H Nanwani,
for her unconditional support and guidance.

My sincere thanks to Mr. Kumar Karamchandani Director Haardhik Landmarks, Pune to work under
his guidance.

Varsha Anil Nathani

 DECLARATION

I hereby declare that the project titled “A Study of Comparison of AI-Based and Traditional Onboarding of

Contractual employees” is an original piece of research work carried out by me under the guidance of Professor

Niji Shajan . The information has been collected from genuine & authentic sources. The work has been submitted

in partial fulfillment of the requirement of degree of Master of Business Administration to Savitribai Phule

Pune University.

Date: 18th

Place: Pune Varsha Anil Nathani

 INDEX

Acknowledgements
Declaration
Index
Executive summary

Chapter 1 Introduction 1
Chapter 2 Organization Profile 9

Chapter 3 Statement of Problem 23

Chapter 4 Research Methodology 25
4.1 Objectives of Study 26
4.2 Significance of Study 27
4.3 Scope of Study 29
4.4 Data Collection 30
4.5 Limitations of study 31
Chapter 5 Analysis and Interpretation of Data 32
Chapter 6 Conclusion 52
EXECUTIVE SUMMARY :

This report presents a comprehensive analysis of the effectiveness and impact of AI-based versus
traditional onboarding approaches for contractual employees within organizations. The aim is to
assess the advantages, challenges, and outcomes associated with each method, offering insights
to aid decision-making in optimizing the onboarding process.

The traditional onboarding process for contractual employees typically involves manual
paperwork, face-to-face interactions, and standardized training modules. While this method has
been a cornerstone in many organizations, it often faces challenges related to time inefficiency,
inconsistency in training delivery, and limited scalability.

Conversely, AI-based onboarding leverages technological advancements to streamline and

enhance the onboarding experience. Utilizing AI-powered platforms, such as chatbots, virtual
reality simulations, and personalized learning algorithms, this approach offers scalable,
personalized, and efficient onboarding experiences. These technologies provide interactive
training modules, real-time support, and data-driven insights for continuous improvement.

The comparison between these approaches reveals several key findings. AI-based onboarding
demonstrates significant advantages in terms of scalability, customization, and real-time support,
leading to higher engagement and quicker adaptation for contractual employees.

However, challenges such as initial implementation costs, technological dependencies, and

potential privacy concerns need careful consideration when adopting AI-based onboarding
methods. Furthermore, the human touch and interpersonal connections fostered by traditional
methods remain invaluable and may be lacking in AI-driven approaches.
CHAPTER-I INTRODUCTION
THEORETICAL BACKGROUND OF THE TOPIC
WITH RELEVANT MODELS.

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INTRODUCTION
The term human resources were first used in the early 1900s, and then more widely in the
1960s, to describe the people who work for the organization, in aggregate.
A company or organization's Human Resource (HR) department is usually responsible for
creating, putting into effect, and overseeing policies governing workers and the relationship of
the organization with its employees.
When people management is done effectively, Human Resource managers can help recruit
new employees who have the skills to further the company's goals.

THEORETRICAL BACKGROUND OF THE TOPIC:

The world is constantly becoming more prone to technology due to globalization which
implies organizations have to stay up to date in order to be competitive.
Human Resource Management (HRM) is more important than ever, especially with a focus on
the recruitment of new employees which will bring skills and knowledge to an organization.

HUMAN RESOURCE MANAGEMENT:-

Human resource management (HRM) is the practice of recruiting, hiring, deploying and
managing an organization's employees. HRM is often referred to simply as human resources
(HR).
Human Resource Management deals with the management functions like planning,
organizing, directing, and controlling
It deals with procurement of human resource, training & development, and maintenance of
human resource.
It helps to achieve individual, organizational, and social objectives
Human Resource Management is a multidisciplinary subject.
It includes the study of management, psychology, communication, economics and sociology.
It also deals with building team spirit and team work.
It is a continuous process.

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THEORY FOR FURTHER INTRODUCING THE TOPIC
WHAT IS EMPLOYEE ONBOARDING?
"Onboarding" refers to the processes in which new hires are integrated into the organization. It
includes activities that allow new employees to complete an initial new-hire orientation
process, as well as learn about the organization and its structure, culture, vision, mission and
values.
Employee onboarding is a critical process for any organization. It’s when new employees are
introduced to the company's culture, values, and policies.
It’s also the time when they’re trained on the skills and knowledge needed to be successful in
their new role. This is why it’s important to have a smooth and efficient onboarding process.i

What are the 5 C’s of Employee Onboarding?

• Compliance
• Clarification
• Confidence
• Connection
• Cultureii

CONTRACTUAL ONBOARDING

In human resources, onboarding is defined as the process of familiarizing a new employee with
the organization. Onboarding begins from the moment an offer is made to the employee until
the time the employee becomes a productive member of the organization.
Artificial Intelligence (AI) is transforming human resources by enabling more efficient and
data-driven management of contractual employees. Contract workers play a significant role in
many organizations, and AI offers several benefits in this context.

AI-BASED TRADITIONAL ONBOARDING :-

Firstly, AI-driven talent acquisition and management platforms can help HR professionals
identify the right contractual employees quickly. These systems use algorithms to analyze
resumes, match skills to job requirements, and even predict a candidate's performance based
on historical data, streamlining the hiring process.

Secondly, AI can enhance employee engagement and retention. Chatbots and AI-driven
surveys allow HR teams to gather real-time feedback and insights from contractual workers,
addressing their concerns promptly. This helps in creating a more positive work environment
and improves job satisfaction.

AI can also assist in compliance and risk management by automating the tracking of contractual
employee contracts and performance data. This reduces the risk of legal and compliance issues,
ensuring that organizations meet all labor regulations.

Furthermore, AI can optimize scheduling and resource allocation, ensuring that contractual
employees are utilized efficiently, leading to cost savings.

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“When the the onboarding is done on basis of agreements through legal contracts with
specified time duration salary along with allowances as well as the paid holidays and medical
leaves of with offer given by the employer and accepted by the interviewee to accept and
become an employee through a written document is known as contractual onboarding.”
In fact, when employees are hired under a flexible work contract, they may experience
uncertainty regarding the duration and conditions of their employment, leading to a sense of
insecurity and lack of stability. This can have negative impacts on their mental health, as they
may experience higher levels of stress and anxiety. Additionally, employees with flexible
contracts may face challenges in planning and balancing their personal and professional lives,
as they may have unpredictable work schedules or a lack of benefits and protections that are
typically afforded to full-time employees. This can further impact their well-being and
satisfaction with their work, potentially leading to lower levels of motivation and
productivity. iii

Artificial Intelligence (AI) onboarding in human resources offers several advantages for
contractual employees:

1. Efficiency and Automation: AI streamlines the onboarding process by automating

administrative tasks, such as paperwork, document verification, and information collection.
This reduces the time and effort required to get contractual employees up to speed, allowing
them to start contributing to projects more quickly.

2. Personalized Learning and Development: AI can assess the skills and knowledge of
contractual employees and tailor onboarding materials to their specific needs. This
personalized approach ensures that workers receive the training and resources necessary to
excel in their roles, enhancing their overall job satisfaction and performance.

3. Scalability and Consistency: AI onboarding systems can easily adapt to accommodate

varying numbers of contractual employees as project demands change. This scalability ensures
that the onboarding experience remains consistent, regardless of how many workers are being
brought on board, which is essential for maintaining organizational standards.

4. Data-Driven Insights: AI can collect and analyze data related to onboarding processes and
employee performance. This data can help HR teams identify areas for improvement, assess
the effectiveness of onboarding strategies, and make informed decisions to enhance the overall
onboarding experience for contractual employees.

Disadvantages of Artificial Intelligence

1. Lack of Personalization: AI-based onboarding processes in human resources may lack the
personal touch needed for contractual employees. These employees often have unique needs
and questions that may not be adequately addressed by automated systems, leading to a less
engaging and tailored onboarding experience.

2. Reduced Human Interaction: Contractual employees may feel isolated or disconnected

when their onboarding process relies heavily on AI. Human interaction is essential for building
relationships, addressing concerns, and providing emotional support during the onboarding
period. Overreliance on AI can lead to a sense of impersonality and neglect.

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3. Limited Adaptability: AI systems in onboarding are programmed to follow predefined
protocols and may not adapt well to unexpected or evolving situations. Contractual employees
often face changing job roles or project requirements, and rigid AI systems can struggle to
accommodate these variations, potentially leading to confusion and frustration.

4. Security and Privacy Concerns: Using AI in onboarding can raise privacy concerns if
sensitive employee information is mishandled or accessed without proper safeguards.
Contractual employees may be hesitant to share personal data with AI-driven systems, fearing
potential breaches or misuse of their information, leading to a breakdown of trust in the
onboarding process.

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TRADITIONAL ONBOARDING OF EMPLOYEES:-
Traditional onboarding in the Human Resources (HR) department is a structured process aimed
at integrating new employees into an organization. It typically comprises several key
components:

1. Paperwork and Documentation: New hires are required to complete various forms and
documents, such as tax forms, benefits enrollment, and company policies. HR ensures these
are submitted accurately.

2. Orientation: Orientation sessions provide an introduction to the company's history, culture,

values, and organizational structure. New employees learn about their role, expectations, and
company policies.

3. Training: HR organizes training sessions, both general (e.g., sexual harassment, safety) and
role-specific, to equip employees with the necessary skills and knowledge to perform their job
effectively.

4. Meet and Greet: HR may facilitate introductions to key personnel, helping new employees
build professional relationships with their colleagues.

5. Workspace Setup: HR ensures that new hires have the necessary tools, equipment, and
resources to start their work, such as computer systems, email access, and security badges.

6. Benefits Enrolment: Employees are guided through the process of enrolling in healthcare,
retirement, and other benefit programs offered by the company.

7. Feedback and Evaluation: HR may set up regular check-ins to monitor the new employee's
progress and address any concerns or questions they might have.

8. Probation Period: HR often oversees a probationary period during which the employee's
performance is assessed. Feedback is provided, and a decision is made about permanent
employment.

9. Exit Interviews: In some cases, HR also conducts exit interviews when employees leave
the company to gather feedback and insights for improvement.

Traditional onboarding in HR aims to familiarize new employees with the company, its
policies, and their role, all while helping them adjust to the workplace culture. It ensures
compliance with legal and administrative requirements and supports the development and
retention of a motivated and engaged workforce. However, in today's rapidly evolving work
environment, organizations are increasingly embracing digital tools and innovative approaches
to enhance the onboarding experience and adapt to the changing needs of employees.

Traditional onboarding processes in human resources offer several advantages for

contractual employees:

1. Structured Introduction: Traditional onboarding provides a structured and comprehensive

introduction to the company, its culture, and its policies. This is especially beneficial for
contractual employees who may not have as much time to acclimate to the organization as full-

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time employees. It ensures that they understand their roles, responsibilities, and the company's
expectations from the outset.

2. Compliance and Legal Requirements: Contractual employees, like all workers, need to
comply with various legal and regulatory requirements. Traditional onboarding processes help
ensure that all necessary paperwork, such as tax forms, nondisclosure agreements, and safety
guidelines, are completed accurately and in a timely manner. This reduces the risk of legal
complications and ensures that the worker is aware of their rights and obligations.

3. Access to Resources: Onboarding often includes familiarizing new employees with essential
resources and tools, such as company intranet, communication channels, and training materials.
For contractual employees, quick access to these resources is crucial for them to be productive
and integrate effectively into the team. It ensures that they can efficiently carry out their tasks
from day one.

4. Cultural Integration: Understanding the company's culture is vital for any employee,
regardless of their employment type. Traditional onboarding processes include activities like
orientation sessions, team introductions, and company history, which help contractual
employees feel like part of the team and align with the company's values and mission.

Traditional onboarding processes in human resources can pose specific disadvantages for
contractual employees, who often have different needs and expectations compared to
permanent staff.
Key disadvantages:

1. Time-Consuming and Inefficient: Traditional onboarding processes can be time-

consuming, involving extensive paperwork, training, and administrative tasks. For contractual
employees who have short-term engagements, this lengthy onboarding period can be inefficient
and may eat into their productive work time, causing frustration and delays.

2. Limited Investment in Training: Many organizations invest less in training for contractual
employees compared to permanent staff. This can lead to a lack of familiarity with company
policies, culture, and expectations, making it challenging for contractors to fully integrate into
the team and deliver their best work.

3. Inconsistent Communication: Traditional onboarding processes may not provide

contractual employees with the same level of communication and support as permanent
employees. They may miss out on important information, updates, or opportunities for
feedback, which can result in a lack of engagement and a suboptimal work experience.

4. Lack of Benefits and Job Security: Contractual employees often don't receive the same
benefits (e.g., healthcare, retirement plans) or job security as permanent staff. Traditional
onboarding processes may not adequately address these disparities, leaving contractors feeling
undervalued and potentially impacting their motivation and loyalty to the organization.

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CHAPTER-II ORGANISATION PROFILE
Organisation Profile, its founders, promoters, vision,
mission, quality policy, SWOT Analysis,
Departments, New Projects.

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ORGANISATION PROFILE :-

IT’S FOUNDERS:-
Haardhik Landmarks, nestled in Pune's vibrant real estate scene, finds its roots in the vision of
three exceptional individuals: Kanchan Karamchandani, Kumar Karamchandani, and
Tarachand Karamchandani. Their collective journey is a testament to perseverance, innovation,
and a commitment to crafting spaces that resonate with elegance and functionality.
Kanchan Karamchandani, an astute entrepreneur, embodies a blend of creativity and business
acumen. Her keen eye for design and a deep understanding of market trends have been pivotal
in shaping Haardhik Landmarks' unique identity. Kanchan's passion for creating spaces that
harmonize aesthetics with practicality reflects in every project undertaken by the organization.
Complementing her vision is Kumar Karamchandani, whose expertise lies in the intricate
realms of project management and execution. His strategic approach and meticulous attention
to detail ensure that each development by Haardhik Landmarks is not just a structure but a
testament to precision and quality. Kumar's commitment to excellence resonates through the
seamless execution of projects from inception to completion.
Tarachand Karamchandani, with his profound experience in finance and operations, plays a
pivotal role in steering the organization's financial stability and growth.
His strategic insights and prudent decision-making have been instrumental in propelling
Haardhik Landmarks toward success amidst a competitive real estate landscape.
Together, this trio brings a harmonious blend of creativity, management prowess, and financial
acumen to Haardhik Landmarks. Their collective ethos revolves around a shared commitment
to delivering spaces that transcend mere constructions and instead become homes where
families weave their stories.
Haardhik Landmarks stands as a testament to their shared passion, relentless dedication, and a
vision to redefine Pune's real estate landscape. Their legacy is not just in the buildings they
erect but in the lives they enrich and the communities they build.

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PROMOTERS:-

Haardhik Landmarks, based in Pune's Lulla Nagar, is spearheaded by visionary founders

committed to redefining the real estate landscape. The organization's promoters, known for
their unwavering dedication and expertise, bring a wealth of experience and innovation to the
industry.

With a profound understanding of the market dynamics and an eye for architectural excellence,
the promoters of Haardhik Landmarks possess a track record of delivering exceptional projects
that seamlessly blend aesthetics, functionality, and sustainability.

Their leadership is characterized by a relentless pursuit of excellence, reflected in their hands-

on approach to every aspect of the business. These individuals are not only astute entrepreneurs
but also passionate about creating living spaces that resonate with the evolving needs of modern
society.

Their visionary outlook drives the company's ethos, fostering a culture of integrity,
transparency, and customer-centricity. The promoters' strategic vision encompasses a
commitment to quality, timely delivery, and innovation, ensuring that Haardhik Landmarks
remains at the forefront of the real estate sector in Pune.

Their profound commitment to ethical practices, coupled with their ability to foresee market
trends, positions Haardhik Landmarks as a trusted name synonymous with superior
craftsmanship, reliability, and customer satisfaction in the dynamic realm of real estate.

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VISION: -

"Haardhik Landmarks," a real estate firm established five years ago, has been dedicated to
crafting a vision that transcends mere bricks and mortar. Guided by a commitment to
excellence, sustainability, and community welfare, the company has established a clear and
inspiring vision for its future.

At its core, the vision of Haardhik Landmarks is to redefine urban living through innovative
and sustainable real estate solutions. The company aims to create environments that enhance
the quality of life for residents and contribute positively to the broader community. This vision
is underpinned by several key principles:

Sustainable Development:
Haardhik Landmarks envisions a future where real estate development aligns
harmoniously with environmental preservation. The company strives to lead in green
building practices, reducing carbon footprints, and promoting resource efficiency to
create sustainable, eco-friendly communities.

Architectural Excellence:
A cornerstone of Haardhik's vision is the creation of architectural marvels. The firm
aspires to design and construct iconic structures that not only stand the test of time but
also inspire and evoke a sense of pride among the residents.

Community Engagement:
Haardhik Landmarks is committed to building more than just homes; they aim to build
communities. Their vision includes fostering a sense of belonging and social
engagement among residents. They promote shared spaces and activities that encourage
community interactions and well-being.

Ethical Business Practices:

Haardhik Landmarks is dedicated to conducting business with the highest ethical
standards. Their vision includes a commitment to transparency, honesty, and integrity
in all dealings with customers, partners, and stakeholders.

Employee Well-being:
The company recognizes that its employees are instrumental in realizing its vision.
They aspire to create a nurturing work environment that fosters growth, creativity, and
personal development for their team.

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QUALITY POLICY :-
Quality Policy for Haardhik Landmarks

At Haardhik Landmarks , we are committed to setting new benchmarks in the real estate
industry by delivering excellence in all aspects of our business. Our Quality Policy reflects our
dedication to providing the highest standards of quality, reliability, and innovation to our
customers, partners, and stakeholders.

Customer-Centric Approach:

Our primary objective is to exceed the expectations of our customers. We understand that a
home is not just a structure but a place where dreams are nurtured and lives are built. Therefore,
we pledge to design and construct properties that reflect the desires and aspirations of our
customers, ensuring their satisfaction and delight.

Quality in Every Detail:

We strive for quality in every detail of our projects. From the selection of premium construction
materials to the craftsmanship of our teams, we maintain an unwavering commitment to
excellence. Our construction practices are driven by adherence to global best practices and
standards.

Continuous Improvement:

Haardhik Landmarks believes that to stay ahead, we must constantly innovate and improve.
Our culture fosters continuous learning and development, and we actively seek out new
technologies and methodologies that enhance the quality, efficiency, and sustainability of our
projects.

Environmental Responsibility:

We are acutely aware of the environmental impact of our industry. To minimize our carbon
footprint, we prioritize eco-friendly construction methods and sustainable building practices.
We are committed to creating properties that blend harmoniously with the natural environment
while meeting the highest environmental standards.

Team Empowerment:

Our employees are our most valuable asset. We empower and nurture them to excel in their
respective roles. This fosters a culture of ownership, pride, and commitment to quality. We
encourage our employees to continually upgrade their skills and knowledge.

Compliance and Ethics:

Haardhik Landmarks operates with the highest ethical standards. We adhere to all legal and
regulatory requirements, ensuring transparency, honesty, and fairness in all our transactions.
Our commitment to integrity is non-negotiable.

Community Engagement:

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We understand that our success is intertwined with the well-being of the communities we serve.
We actively engage with and support community development initiatives, demonstrating our
social responsibility and commitment to enhancing the quality of life in our neighborhoods.
Customer Feedback and Adaptation:

We actively seek feedback from our customers and stakeholders to ensure our projects evolve
with changing needs and expectations. We listen, adapt, and implement improvements to
enhance the overall quality of our services and products.

Measurement and Accountability:

We have established robust quality measurement and accountability mechanisms to ensure that
our projects meet or exceed predefined quality standards. Every member of our team is
accountable for delivering on our quality commitments.

Safety First:

The safety of our employees, contractors, and customers is of paramount importance. We

maintain a zero-tolerance policy for compromising safety standards, and we are committed to
creating and maintaining secure environments.

At Haardhik Landmarks , our Quality Policy is not just a statement but a way of life. We are
dedicated to maintaining the highest levels of quality, integrity, and innovation in everything
we do. We believe that these principles will continue to drive our success, build trust, and
establish our position as a leader in the real estate industry.

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MISSION:
Haardhik Landmarks, a real estate firm, has a clear and ambitious mission that guides its
operations and objectives. With a commitment to excellence, innovation, and integrity, their
mission statement can be summarized as follows:

Mission of Haardhik Landmarks:

Empowering Communities through Exceptional Real Estate

Delivering Quality Homes:

Haardhik Landmarks is dedicated to providing quality homes that not only meet but exceed
the expectations of their customers. Their mission is to create living spaces that are both
aesthetically pleasing and functionally efficient, ensuring the utmost satisfaction of their
residents.

Fostering Sustainable Living:

Sustainability is a core value at Haardhik Landmarks. Their mission extends beyond
constructing homes; it includes creating communities that promote eco-friendly living. This
involves the use of energy-efficient technologies, green building practices, and an emphasis on
environmental responsibility.

Enhancing Lifestyle:
Haardhik Landmarks is committed to enhancing the lifestyles of their residents. They strive to
create environments that not only offer comfortable living spaces but also provide access to
amenities and services that improve the overall quality of life for their community members.

Customer-Centric Approach:
Customer satisfaction is paramount. Haardhik Landmarks is dedicated to a customer-centric
approach, ensuring that every interaction, from the initial inquiry to post-purchase support,
reflects their commitment to exceptional service.
Transparency and Integrity:
Upholding the highest ethical standards, Haardhik Landmarks is on a mission to maintain
transparency in all their operations. Their integrity ensures that customers can trust the quality
of their products, the accuracy of information, and the fairness of business dealings.

Community Building:
Beyond constructing buildings, Haardhik Landmarks is passionate about building
communities. Their mission is to create environments where people can connect, collaborate,
and build a sense of belonging. This includes supporting local initiatives and contributing to
the social fabric of the areas they operate in.

Growth and Sustainability:

As a forward-thinking real estate firm, Haardhik Landmarks is committed to long-term growth
and sustainability. They aim to expand their presence while remaining environmentally
responsible and contributing positively to the regions they operate in.

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Haardhik Landmarks: Pioneering Excellence in Real Estate

In the dynamic world of real estate, Haardhik Landmarks stands as a beacon of innovation and
quality, delivering exceptional residential products, primarily in the form of flats. With a
steadfast commitment to providing top-notch living spaces, this real estate company has
established a reputation for excellence, integrity, and customer-centricity.

Haardhik Landmarks is driven by a clear vision: to create spaces that enrich lives. The
company's values revolve around innovation, quality, customer satisfaction, and sustainable
development. These principles underpin every project they undertake, making them a trusted
name in the real estate industry.

Exceptional Flats

Haardhik Landmarks is synonymous with exceptional flats that cater to various preferences
and lifestyles. Their portfolio includes a wide range of flats, from cozy studio apartments to
luxurious penthouses, designed to meet the diverse needs of their clientele.

Architectural Excellence

Every Haardhik Landmarks project is a testament to architectural excellence. The company

collaborates with renowned architects and designers to create aesthetically pleasing and
functionally efficient spaces. The designs seamlessly blend modern aesthetics with practicality,
ensuring that their flats not only look stunning but are also a joy to live in.

Quality Construction

Quality is non-negotiable for Haardhik Landmarks. They use the finest construction materials
and adhere to the highest construction standards. Rigorous quality control measures are put in
place at every stage of development to guarantee that their flats are not just homes but lasting
investments.

Location Advantage

One of the distinguishing features of Haardhik Landmarks is their strategic choice of locations.
Their projects are strategically placed in prime areas, close to essential amenities like schools,
hospitals, shopping centers, and transportation hubs. This not only enhances the lifestyle of
their residents but also adds tremendous value to their investments.

Customer-Centric Approach

At Haardhik Landmarks, the customer is at the heart of every decision. Their commitment to
customer satisfaction is unwavering. They engage with buyers to understand their needs and
preferences, ensuring that every flat they deliver is tailor-made to fulfill these requirements.
The company also provides post-sale services and assistance, further enhancing the customer
experience.

Sustainability

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Haardhik Landmarks is acutely aware of their environmental responsibilities. They integrate
sustainable practices into their construction processes, such as energy-efficient designs, waste
reduction, and the use of eco-friendly materials. This not only minimizes the environmental
impact of their projects but also lowers the long-term operational costs for residents.

Transparency and Ethics

The company upholds the highest ethical standards and transparency in all their dealings. They
believe in fostering trust with their clients, investors, and partners. This commitment to ethical
practices has helped Haardhik Landmarks build lasting relationships and maintain an
unblemished reputation.

Innovation and Technology

Embracing technological advancements, Haardhik Landmarks stays ahead of the curve in the
real estate industry. They utilize cutting-edge technology to improve project management,
security, and the overall living experience in their flats. This ensures that residents benefit from
state-of-the-art amenities and services.

Awards and Recognition

Haardhik Landmarks' dedication to excellence has not gone unnoticed. They have received
numerous awards and accolades in the real estate sector, cementing their status as a leader in
the industry.

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SWOT Analysis of Haardhik landmarks

A SWOT analysis of Haardhik Landmarks LLP's traditional onboarding process for contractual
employees in the real estate industry can help assess the strengths, weaknesses, opportunities,
and threats associated with this approach. In this analysis, we will examine key factors related
to Haardhik Landmarks' hiring strategy.

Strengths:

1. Established Process:
Haardhik Landmarks has a well-established process for hiring and onboarding
contractual employees. This familiarity can lead to a smooth and efficient process.

2. Cost-Efficiency:
Traditional onboarding processes often require fewer resources in terms of technology
and training. This can be cost-effective, especially for seasonal or short-term hires.

3. Personalized Training:
With a more hands-on approach, the company can provide more personalized training
and guidance to new hires, ensuring they are well-equipped for their roles.

4. Reliability:
Traditional methods have been proven effective over time, and they are often perceived
as reliable in terms of selecting and onboarding employees.

Weaknesses:

1. Time-Consuming:
Traditional onboarding processes can be time-consuming, from reviewing resumes and
conducting interviews to paperwork and manual training. This can result in delays in
filling positions.

2. Limited Pool of Candidates:

Relying solely on traditional methods may limit the company's access to a broader pool
of talent, particularly those who prefer modern, tech-driven onboarding processes.

3. Inconsistencies:
The quality of the onboarding process may vary depending on the individual
conducting it. Inconsistent onboarding can lead to dissatisfaction and decreased
performance among employees.

4. Lack of Data Analysis:

Traditional onboarding may lack data-driven insights, making it challenging to assess
the effectiveness of the process and make necessary improvements.

Opportunities:
1. Hybrid Approach:

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 Haardhik Landmarks can explore a hybrid onboarding approach, combining traditional
methods with technology-driven solutions. This could help them leverage the strengths
of both approaches.

2. Tech Integration:
Implementing technology can streamline the hiring process, making it faster and more
efficient. It can also provide valuable data for analysis and improvement.

3. Diversity and Inclusion:

Modern onboarding methods can help the company reach a more diverse talent pool,
contributing to a more inclusive workforce.

4. Scalability:
A tech-driven approach can be easily scaled to accommodate growth and evolving
workforce needs.

Threats:

1. Competitive Disadvantage:
Failing to adopt modern onboarding methods may put Haardhik Landmarks at a
competitive disadvantage compared to rivals who are more tech-savvy.

2. Retention Challenges:
Traditional onboarding may lead to higher employee turnover if new hires feel
underprepared or undervalued, resulting in higher recruitment and training costs.

3. Data Security:
Embracing technology may expose the company to potential data security risks if not
managed effectively.

4. Resistance to Change:
Employees and management accustomed to traditional processes may resist changes,
making it challenging to implement new onboarding methods.

Haardhik Landmarks LLP's traditional onboarding process for contractual employees has its
strengths, including an established process and cost-efficiency. However, it also has
weaknesses, such as time-consuming processes and limitations in candidate selection. To seize
opportunities and mitigate threats, the company should consider a hybrid approach that
combines traditional methods with technology-driven solutions, allowing them to streamline
the process, access a broader talent pool, and enhance data-driven decision-making. This
approach can help Haardhik Landmarks stay competitive and ensure efficient onboarding for
contractual employees in the ever-evolving real estate industry.

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DEPARTMENTS :

Haardhik Landmarks Builder LLP is a real estate development company that operates across
various departments to ensure the successful planning, execution, and management of their
projects. In this detailed elaboration, we will discuss the key functions and roles of the Legal,
Sales, Accountancy, Site Visit, and Human Resources departments within the organization,
highlighting their significance in the real estate industry.

1. Legal Department:

The Legal Department of Haardhik Landmarks Builder LLP plays a crucial role in ensuring
that the company conducts its operations within the framework of the law. Their primary
responsibilities include:

Contracts and Agreements:

Drafting, reviewing, and negotiating contracts with various stakeholders, including buyers,
sellers, contractors, and vendors. This is vital to protect the company's interests and ensure
legal compliance.

Regulatory Compliance:
Ensuring that the company complies with all local, state, and federal regulations related to real
estate development. This includes zoning and land use laws, environmental regulations, and
building codes.

Property Acquisition:
Handling legal aspects of property acquisition, such as title searches, due diligence, and
regulatory approvals.

Dispute Resolution:
Managing legal disputes that may arise during the course of the company's operations,
including litigation, arbitration, or negotiation.

Intellectual Property:
Protecting the company's intellectual property, including trademarks, copyrights, and patents
related to their real estate projects.

Risk Management:
Advising on risk mitigation strategies to minimize legal and financial liabilities.

The Legal Department is pivotal in protecting the company's interests, ensuring compliance
with the law, and maintaining the integrity of its real estate transactions.

2. Sales Department:

The Sales Department at Haardhik Landmarks Builder LLP is responsible for marketing and
selling the company's real estate projects. Their key functions include:

Market Research:

19 | P a g e
 Conducting market research to identify trends, demand, and competition in the real estate
sector.

Sales Strategy:
Developing sales strategies and pricing models to maximize revenue and profits.

Customer Engagement:
Interacting with potential buyers, providing information about the projects, and addressing
their queries and concerns.

Lead Generation:
Generating leads through advertising, promotions, and networking.

Negotiation and Closing:

Negotiating sales terms, preparing contracts, and closing deals with buyers.

After-sales Service:
Providing support to buyers post-purchase, addressing issues, and ensuring customer
satisfaction.

The Sales Department plays a crucial role in driving revenue and ensuring that the company's
real estate projects are successfully sold and occupied.

3. Accountancy Department:

The Accountancy Department manages the financial aspects of Haardhik Landmarks Builder
LLP. Their primary responsibilities include:

Financial Reporting:
Preparing and maintaining financial records, including income statements, balance sheets, and
cash flow statements.

Budgeting and Forecasting:

Developing budgets for projects, tracking expenses, and making financial projections.

Taxation and Compliance:

Managing tax-related matters, including filing tax returns, and ensuring compliance with
financial regulations.

Cost Analysis:
Analyzing project costs and profitability, identifying areas for cost reduction or optimization.

Payroll and Employee Compensation:

Handling employee payroll, benefits, and compensation packages.

Audit and Internal Controls:

Ensuring that financial operations are audited regularly to maintain transparency and integrity.

20 | P a g e
The Accountancy Department plays a pivotal role in ensuring the company's financial health
and integrity, which is crucial for sustainable growth.

4. Site Visit Department:

The Site Visit Department is responsible for physically inspecting and supervising the
company's real estate projects. Their key functions include:

Project Inspections:
Conducting regular site visits to ensure that construction and development are in accordance
with the plans and quality standards.

Quality Control:
Monitoring the quality of materials and workmanship to maintain the company's reputation
for high-quality projects.

Safety Compliance:
Ensuring that safety regulations and protocols are followed at construction sites to protect both
workers and the public.

Progress Reporting:
Providing regular updates to other departments and stakeholders regarding project status and
any issues that may arise.

Environmental Compliance:
Ensuring that environmental regulations are adhered to during construction and development.

The Site Visit Department is critical in ensuring that the real estate projects meet the quality
standards and safety requirements, ultimately contributing to customer satisfaction and the
company's reputation.

5. Human Resources Department:

The Human Resources Department is responsible for managing the company's workforce.
Their key functions include:

Recruitment:
Attracting and hiring qualified professionals, including architects, engineers, sales personnel,
and administrative staff.

Training and Development:

Providing ongoing training and development opportunities to enhance the skills and
knowledge of employees.

Employee Relations:
Handling employee grievances, conflicts, and disciplinary matters to maintain a positive work
environment.

Compensation and Benefits:

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 Managing employee compensation, benefits, and incentive programs to attract and retain top
talent.

Performance Management:
Establishing performance evaluation systems and providing feedback to improve employee
productivity.

Compliance:
Ensuring compliance with labour laws and regulations related to employment.

The Human Resources Department plays a crucial role in building a skilled and motivated
workforce, which is essential for the company's success.

Haardhik Landmarks Builder LLP operates across various departments, each with distinct
roles and responsibilities that are integral to the real estate industry. The Legal Department
ensures legal compliance and protection, the Sales Department drives revenue through
effective marketing and sales strategies, the Accountancy Department manages the financial
health of the company, the Site Visit Department ensures quality and safety in construction,
and the Human Resources Department builds and maintains a skilled workforce. Together,
these departments contribute to the company's success in the competitive real estate market.

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CHAPTER-III Statement Of Problem
Outline of Problem

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STATEMENT OF PROBLEM:

Outline Of Problem:-

The study aims to delve into the realm of human resources and organizational management to
discern the advantages, drawbacks, and overall effectiveness of employing Artificial
Intelligence (AI) as opposed to conventional onboarding techniques for contractual staff within
diverse industries.
The traditional methods of onboarding have been practiced over time, encompassing manual
processes, face-to-face interactions, paperwork, and standardized procedures. Conversely, the
emergence of AI technology has introduced innovative avenues, such as automated workflows,
virtual assistance, personalized learning modules, and data-driven decision-making in the
onboarding process. .
This research endeavor intends to explore the tangible and intangible aspects that differentiate
these two methodologies.

24 | P a g e
CHAPTER-IV : Research Methodology

-Objectives of Study.
-Significance of Study.
-Scope of Study.
-Data Collection-Primary/Secondary.
-Limitations of Study.

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Objectives of Study :-

1)To study onboarding system of Haardhik Landmarks

2) To study comparison of AI-Based and Traditional Onboarding of contractual employees

3)To study challenges associated with both AI-Based and Traditional onboarding

4)To Provide suggestions for optimizing onboarding strategies based on the study’s findings

26 | P a g e
Significance of Study :-

Introduction
1. Context Setting:
Briefly introduce the rising prevalence of AI in onboarding processes.
2. Thesis Statement:
Highlight the importance of investigating the effectiveness of traditional onboarding methods
for contract employees against AI-based approaches.

Importance of Traditional Onboarding Authenticity

1. Human Touch:
Emphasize the value of personal interaction in traditional onboarding, fostering a sense of
belonging and commitment.
2. Trust Building:
Discuss how face-to-face interactions contribute to trust establishment between the
organization and the employee, crucial for contractual roles.
3. Adaptability:
Highlight how traditional methods allow for adaptability to individual needs and
situations, fostering a supportive environment for contract workers.

Challenges of AI-Based Onboarding

1. Impersonal Nature:
Highlight the impersonality of AI onboarding, potentially hindering the establishment
of genuine connections and understanding.
2. Limited Adaptability:
Discuss how AI systems may lack the flexibility to cater to nuanced needs or
unexpected situations of contract employees.
3. Trust Deficit:
Address potential skepticism or lack of trust in AI systems, especially among
contractual employees relying on short-term relationships with the company.

IV. Impact on Contractual Employees

1. Engagement and Retention:
Discuss how traditional methods can positively impact employee engagement and
retention rates among contract workers.
2. Skill and Knowledge Transfer:
Highlight the effectiveness of face-to-face interactions in facilitating better knowledge
transfer and skill acquisition.
3. Cultural Integration:
Discuss the role of traditional onboarding in better integrating contract employees into the
company's culture and values.

Organizational Benefits :-
1. Long-term Relationship Building:
Emphasize how traditional onboarding aids in building long-term relationships, potentially
benefitting future collaboration with contract workers.
2. Enhanced Productivity:
Discuss how personalized interactions can lead to quicker adaptation and higher initial
productivity levels among contract employees.

27 | P a g e
3. Positive Employer Branding:
Highlight how authentic, human-centric onboarding methods can contribute positively to the
company's brand image as an employer.

28 | P a g e
Scope of Study :-
Introduction:
- Brief overview of the significance of onboarding processes in organizations.
- Introduction of the research objective: comparing AI-based and traditional methods for
onboarding contractual employees.

Background:
- Definition and importance of onboarding in integrating employees into organizational
culture.
- Explanation of AI-based onboarding: use of AI-driven tools for training, orientation, and
integration.
- Description of traditional onboarding methods: in-person training, manual paperwork, etc.

Objectives of the Study:

- Establish a comparative analysis between AI-based and traditional onboarding methods.
- Understand the effectiveness, efficiency, and impact on contractual employees' integration.

Research Methodology:
- Selection of 50 participants for the traditional onboarding group.
- Criteria for selection: contractual status, diverse industries, demographics, etc.
- Data collection methods: surveys, interviews, observation during onboarding processes.

Comparative Analysis:
Effectiveness of AI-based onboarding:
- Speed of familiarization with company policies, procedures, and culture.
- Ability to personalize the onboarding experience.
- Integration of technological tools for learning and adaptation.

Effectiveness of Traditional Onboarding:

- Depth of personal interaction and relationship building.
- Perceived authenticity and trust-building through face-to-face interactions.
- Challenges and limitations faced in scalability and resources.

This framework outlines a structured approach to compare AI-based and traditional onboarding
methods for contractual employees, utilizing a limited but focused sample size to explore their
respective strengths and weaknesses.

29 | P a g e
DATA COLLECTION :-

• Sources of data

Primary Data:
I have conducted a survey through a questionnaire as primary source. Also, I have interviewed
several people who have Worked as contractual employees.
Secondary Data:
The secondary data is collected from various websites, different journals and articles.
• Sampling:
It represents the whole population. It is a process of choosing samples from whole
populations.
• Sampling Design:
It represents how many candidates you have chosen to fill up your questionnaire. I had
chosen sample of 50 candidates.
• Sampling Technique:
Questionnaire sampling is something that is sent to the candidates have worked in
various companies as contractual employees.
By Questionnaire you can understand peoples taste & preferences, so it is easy to
convince.
• Data Interpretation:
Data Interpretation is that in which we analyze the whole collected data & try to give it
in simple words that is understandable.

30 | P a g e
Limitations of Study :-
Here are some limitations you might encounter in a research study comparing AI-based and
traditional onboarding for contractual employees, specifically when supporting the traditional
method with a limited sample size of 50 people:

1. Sample Size:
The most prominent limitation is the small sample size of 50 people in the traditional
onboarding method. This may not represent the diverse experiences and perspectives
of a larger population, impacting the generalizability of findings.

2. Bias and Representation:

Limited participants might lead to skewed results, potentially favoring certain
demographics, job roles, or experiences, thereby undermining the study's credibility
and applicability to a broader context.

3. Statistical Power:
With a small sample, statistical power diminishes, making it challenging to detect
significant differences between AI-based and traditional onboarding methods. This
could impact the reliability of conclusions drawn from the data.

4. Variability in Contractual Roles:

Contractual roles can vary significantly across industries and organizations. A smaller
sample might not adequately capture this diversity, affecting the understanding of how
different roles respond to onboarding methods.

5. Temporal Changes:
The workforce landscape and technology evolve rapidly. Findings from a limited
sample might not account for changes occurring in onboarding practices or
technological advancements, making the conclusions outdated or less relevant.

6. Qualitative Insights:
A smaller sample might limit the depth of qualitative insights. Rich qualitative data,
like nuanced feedback or detailed experiences, might be overlooked or
underrepresented due to the restricted number of participants.

31 | P a g e
Chapter V: Analysis and Interpretation of Data.

32 | P a g e
Interpretation of Data Collected:-
The Data is collected from the study of 50 Contractual employees working in
onboarding process of Human Resources to study the “Comparison of AI-Based
and Traditional onboarding of contractual employees.

1] What is your Age ?

Analysis:
Maximum people working as contractual employees are of 18-25 years.
INTERPRETATION:
50% of Population if of age 18-25 years
37% of Population are of 26-30 years
11.1% Population is of 46-55 years
2.9% of population is od 46-55 years.

33 | P a g e
2] What is your Gender?

Analysis :
57.4% employees are females and 42.6% are males
Females are maximum

Interpretation:
Out of total 50 people working as contractual employees
57.4% of population is Females
42.6% of population are Males

34 | P a g e
3)What is the Years of Experience in Human Resources?

Analysis:-
Experience in Human Resources
46.3% are having experience in Human Resources that is less then One Year
38.9% have 1-5 years of experience in Human Resources
9.3% have 6-10 years of experience in Human Resources
5.6% of people have 10-15 years of experience in Human Resource

Interpretation:
Maximum amount of employees have less then one year of experience.

35 | P a g e
4] How would you describe your organization's current onboarding process
for contractual employees?

Analysis :-
From the above chart it is analysed that 55.6% prefer Traditional and 33.3%
Combinations of Both Traditional and AI based and 11.1% prefer AI Based for
onboarding of employees in Organisation in which employees are working
Interpretation:-
Maximum amount of organisations operate traditionally for onboarding of
contractual employees.

36 | P a g e
5] On a scale of 1-5, how effective do you believe your current onboarding
process is in ensuring a smooth transition for contractual employees?

Analysis :-
From the above chart it is analysed that 42.6% rated 4 points effectiveness and
35.2% rated 3 points and 16.7% rated 5 points and 5.6% rated 2 points
effectiveness for current onboarding process in smooth transition of Contractual
Employees.
Interpretation:
Maximum respondents has responded 4 points of effectiveness for current
onboarding process in smooth transition of Contractual Employees.

37 | P a g e
6] How much time, on average, does it take to complete the onboarding
process for a contractual employee?

Analysis :-
From the above chart it is analysed that 44.4% 1-3 Days and 25.9% 4-7 Days and
16.7% Less than one Day and 7.4% 8-14 Days and 5.6% More than 14 Days for
time, on average, it takes to complete the onboarding process for a contractual
employee

Interpretation:-
Maximum respondents has responded to 1-3 Days of time, on average, it takes to
complete the onboarding process for a contractual employee.

38 | P a g e
7] How would you rate the level of engagement of contractual employees
during the onboarding process?

Analysis:-
From the above chart it is analysed that 53.7% Moderate and 27.8% High and
18.5% Low rated the level of engagement of contractual employees during the
onboarding process
Interpretation:
Maximum respondents has responded to Moderate Rating the level of
engagement of contractual employees during the onboarding process

39 | P a g e
8] Does your current onboarding process have a feedback mechanism for
continuous improvement?

Analysis :-
From the above chart it is analysed 57.4% Yes and 25.9% Maybe and 16.7% No
for current onboarding process have a feedback mechanism for continuous
improvement

Interpretation:-
Maximum respondents has responded Yes for current onboarding process have
a feedback mechanism for continuous improvement

40 | P a g e
9] If your organization uses AI in onboarding, which AI technologies are
employed?

Analysis :-
From the above chart it is analysed that Chatbots , Virtual Reality, Machine
Learning, Automated., tools are Used equally for Organisation for Onboarding
Interpretation:-
Maximum respondents has that all AI methods tools are used Equally for
Organisation For Onboarding

41 | P a g e
10] How effective are the training and learning materials provided during
onboarding?

Analysis :-
From the above chart it is analysed that 33.3% Neutral and 31.5% somewhat
effective and 25.9% Very effective and 11.1% Effective rating effectiveness of
the training and learning materials provided during onboarding
Interpretation:-
Maximum respondents has responded to Neutral Ratings for effectiveness of the
training and learning materials provided during onboarding

42 | P a g e
11] If your organization has adopted AI-based onboarding, what challenges
have you faced in its implementation? (Select all that apply)

Analysis :-
From the above chart it is analysed that 29.6% Technical issues and 25.9% Lack
of understanding and 24.1% Cost Implications and 20.4% Resistance from
employees for organization has adopted AI-based onboarding, challenges they
have been faced in its implementation
Interpretation :-
Maximum respondents has responded Technical Issues for organization has
adopted AI-based onboarding, challenges they have been faced in its
implementation.

43 | P a g e
12] To what extent can the onboarding process be customized to meet the
specific needs of contractual employees?

Analysis :-
From the above chart it is analysed that 44.4% Limited Customization and 29.6%
Moderate Customization and 14.8% Highly Customizable and 11.1% Not
Customizable at all extent that the onboarding process be customized to meet the
specific needs of contractual employees
Interpretation :-
Maximum respondents has responded to Limited Customization for extent that
the onboarding process be customized to meet the specific needs of contractual
employees

44 | P a g e
13] What communication channels are utilized during onboarding? (Select
all that apply)

Analysis :-
From the above chart it is analysed that 66.7% Email and 25.9% Video
Conferencing and 5.6% AI Powered Chatbots for communication channels are
utilized during onboarding
Interpretation :-
Maximum respondents has responded to Emails for communication channels are
utilized during onboarding

45 | P a g e
14] In your opinion, how does the overall onboarding experience for
contractual employees compare between AI-based and traditional methods?

Analysis :-
Form the above chart it is analysed that 64.8% Traditional is better and 18.5%
AI based is better and 13% No significant Difference overall for onboarding
experience for contractual employees compare between AI-based and traditional
methods.
Interpretation:-
Maximum respondents has responded to Traditional onboarding experience for
contractual employees compare between AI-based and traditional methods.

46 | P a g e
15] How frequently is the onboarding process reviewed and updated for
improvement?

Analysis :-
From the above chart it is analysed that 48.1% Quarterly and 24.1 % As Needed
and 22.2% Annually and 5.6% Semi Quarterly for Times & frequently is the
onboarding process reviewed and updated for improvement
Interpretation:-
Maximum respondents has responded to Quarterly for Times & frequently is the
onboarding process reviewed and updated for improvement

47 | P a g e
Chapter-VI Conclusion.

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FINDINGS;-

• Maximum people working as contractual employees are of 18-25 years

• Out of total 50 people working as contractual employees
• 57.4% of population is Females
• 42.6% of population are Males
• Maximum amount of employees have less then one year of experience.
• Maximum amount of organisations operate traditionally for onboarding of
contractual employees.
• Maximum respondents has responded 4 points of effectiveness for current
onboarding process in smooth transition of Contractual Employees
• Maximum respondents has responded to 1-3 Days of time, on average, it
takes to complete the onboarding process for a contractual employee.
• Maximum respondents has that all AI methods tools are used Equally for
Organisation For Onboarding.
• Maximum respondents has responded Yes for current onboarding process
have a feedback mechanism for continuous improvement
• Maximum respondents has responded to Traditional onboarding
experience for contractual employees compare between AI-based and
traditional methods
• Maximum respondents has responded to Quarterly for Times & frequently
is the onboarding process reviewed and updated for improvement

49 | P a g e
Suggestions:-

Combining AI-based and traditional onboarding methods can create a comprehensive and
effective employee onboarding process. Here are some suggestions for such a hybrid approach:

1. Pre-Onboarding AI-Assessment:
- Utilize AI-driven assessments to evaluate the skills, knowledge, and strengths of new hires
before their start date.
- Traditional pre-employment tests and interviews can supplement the AI assessments to
provide a holistic view.

2. Personalized Onboarding Plans:

- Use AI algorithms to analyze employee profiles and create personalized onboarding plans
based on their skills, roles, and learning preferences.
- Traditional elements such as welcome emails, handbooks, and introduction sessions can be
incorporated.

3. AI-Enhanced Training Modules:

- Develop interactive and AI-driven training modules for specific job roles, providing on-the-
job simulations and scenario-based learning.
- Combine this with face-to-face or virtual instructor-led training sessions for a balanced
learning experience.

4. Digital Mentorship Programs:

- Implement AI-driven mentorship programs to match new employees with experienced
mentors based on skills, interests, and career goals.
- Traditional mentorship meetings and check-ins can be scheduled to supplement the digital
interactions.

5. AI for Administrative Tasks:

- Use AI-powered tools to streamline administrative tasks, such as document verification,
form filling, and IT system setups.
- Human resources can still play a role in providing a personal touch during the paperwork
process and addressing any specific concerns.

6. Gamification Elements:
- Integrate gamification elements using AI algorithms to make the onboarding process
engaging and interactive.
- Combine this with team-building activities and icebreaker sessions to foster a sense of
belonging.

7. Feedback and Improvement Loop:

- Implement AI-driven feedback systems to continuously gather employee feedback on the
onboarding process.
- Regular meetings or surveys with HR personnel can supplement the AI feedback, allowing
for more in-depth discussions and improvements.

8. Hybrid Communication Channels:

- Use AI-powered chatbots for answering common queries and providing information on
policies and procedures.

50 | P a g e
 - Supplement this with in-person or virtual meetings for more complex discussions and
personalized support.

9. Social Integration with AI Assistance:

- Leverage AI to analyze social networks within the organization and suggest relevant
connections for new employees.
- Traditional team lunches, welcome events, and social gatherings can enhance social
integration.

10. Continuous Learning Platforms:

- Integrate AI-based learning platforms for continuous learning and upskilling.
- Traditional methods like workshops, seminars, and conferences can complement these
platforms for a more comprehensive learning experience.

By combining AI technologies with traditional onboarding practices, organizations can create

a dynamic and personalized onboarding process that addresses the unique needs of each
employee while maintaining a human touch.

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CONCLUSION:
In conducting qualitative research involving 50 contractual employees to compare AI-based
and traditional onboarding methods, it was evident that traditional onboarding outperformed
AI-based approaches in several aspects. The study focused on key qualitative factors, shedding
light on the nuanced experiences of employees undergoing these distinct onboarding methods.

The traditional onboarding process, characterized by human interaction, mentorship, and

hands-on training, emerged as more effective and conducive to the needs of contract
employees. The following reasons formed the basis of this conclusion:

1. Personalized Engagement:
Traditional onboarding allowed for a personalized touch, fostering a deeper connection
between the company, its culture, and the employees. Through face-to-face interactions,
employees felt more valued and connected to the organization, enhancing their commitment
and loyalty.

2. Mentorship and Guidance:

Human-led onboarding provided a mentorship structure that AI-based systems couldn't
replicate. Employees expressed a preference for the guidance offered by experienced
colleagues during traditional onboarding, which facilitated smoother integration into their
roles.

3. Flexibility and Adaptability:

Traditional onboarding proved to be more adaptable to individual learning styles and pace.
Employees highlighted the flexibility of this approach, allowing them to seek clarification and
adapt based on their understanding, a feature lacking in AI-driven methods.

4. Emotional Support:
The emotional aspect of onboarding was significantly noted in the traditional method.
Employees felt a sense of emotional support and belonging through direct interactions, which
positively impacted their morale and overall job satisfaction.

5.Building Relationships:
The opportunity to establish interpersonal relationships early on was deemed crucial.
Traditional onboarding provided a platform for employees to build rapport with
colleagues, fostering teamwork and a sense of camaraderie that contributed positively
to the work environment.

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REFERENCES
i https://www.edapp.com/blog/automate-employee-onboarding-using-ai-software
ii https://www.preppio.com/blog/the-5-cs-of-onboarding
iii https://www.mdpi.com/2076-3387/13/4/112#B49-admsci-13-00112

Iii]New technology-based recruitment methods

https://trepo.tuni.fi/handle/10024/103591

iv] Artificial intelligence: the way ahead for employee engagement in corporate India

https://www.emerald.com/insight/content/doi/10.1108/GKMC-09-2022-0215/full/html

v]]https://www.pockethrms.com/blog/ai-in-employee-onboarding/

vi] Artificial Intelligence in Human Resources Management: Challenges and a Path Forward

https://journals.sagepub.com/doi/abs/10.1177/0008125619867910

vii] Smart Technology, Artificial Intelligence, Robotics, and Algorithms (STARA): Employees’
perceptions of our future workplace

https://www.cambridge.org/core/journals/journal-of-management-and-organization/article/smart-
technology-artificial-intelligence-robotics-and-algorithms-stara-employees-perceptions-of-our-
future-workplace/41DB312743EA253848ED846B2882F5DE

vii].Worker and workplace Artificial Intelligence (AI) coexistence: Emerging themes and research
agenda

https://www.sciencedirect.com/science/article/pii/S0166497223000585

viii}.The impact of Artificial intelligence with inthe recruitment industry: Defining

a new way of recruiting Carmichael-Fisher

https://www.cfsearch.com ›

https://www.google.com/url?q=https://www.cfsearch.com/wp-content/uploads/2019/10/James-
Wright-The-impact-of-artificial-intelligence-within-the-recruitment-industry-Defining-a-new-way-of-
recruiting.pdf&sa=U&ved=2ahUKEwj0xNrwvsuCAxWWsFYBHa3GDIMQFnoECCIQAQ&usg=AOvVaw2-
533URc2MpCzm6n9V4S8P

53 | P a g e
ANNEXURE
1) Name

2) Age*
18-25
26-35
36-45
46-55

3) Gender*
Male
Female

4) Years Of Experience In Human Resources*

Less Than One Year
1-5 Years
6-10 Years
11-15 Years

5) How would you describe your organization's current onboarding process for
contractual employees? *
Traditional
AI Based
Combination Of Both

6) On a scale of 1-5, how effective do you believe your current onboarding process is
in ensuring a smooth transition for contractual employees? *
1
2
3
4
5

7) How much time, on average, does it take to complete the onboarding process for
a contractual employee? *
Less Than One Day
1-3
4-7
8-14
More Than 14 Days

8)How would you rate the level of engagement of contractual employees during the
onboarding process? *
Low
Moderate
High
54 | P a g e
9) Does your current onboarding process have a feedback mechanism for
continuous improvement? *
Yes
No
Maybe

10) If your organization uses AI in onboarding, which AI technologies are employed?

(Select all that apply) *

Chatbots
- Virtual Reality (VR)
- Machine Learning for personalized on boardingg
- Automated document verification
Chatbots
- Virtual Reality (VR)
- Machine Learning for personalized on boardingg
- Automated document verification

11) How effective are the training and learning materials provided during
onboarding? *
- Not effective at all
Somewhat effective
Neutral
Effective
- Very effective

12) If your organization has adopted AI-based onboarding, what challenges have
you faced in its implementation? (Select all that apply) *
- Resistance from employees
Technical issues
- Lack of understanding
Cost implications

13) To what extent can the onboarding process be customized to meet the specific
needs of contractual employees? *
- Not customizable at all
- Limited customization
- Moderate customization
Highly customizable

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14) What communication channels are utilized during onboarding? (Select all that
apply) *
Email
Messaging app
Video Conferencing
AI Powered Chatbots

15) In your opinion, how does the overall onboarding experience for contractual
employees compare between AI-based and traditional methods? *
AI-Based is better
Traditional is Better
No Significant Difference
Not Sure

16) How frequently is the onboarding process reviewed and updated for
improvement?
Quarterly
Semi Quarterly
Annually
As Needed

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