Overview of NEO

​NEO (New Employee Orientation)

At Arvind, there has been a pivotal focus to create a competitive advantage when redefining the employee experience. We truly believe that on-boarding is the process of organizational socialization that helps new employees learn the knowledge, skills, and behaviours they need to succeed at any given job.

Through the NEO (New Employee Orientation), we work to make the process easy for potential hires as we start engaging and connecting with them - way before they join us.

The NEO process covers the following:

Step 1: Interview Experience

At Arvind, we do not see Recruitment as a separate function, rather it is seen as a first step to begin the onboarding process. The aim of the recruitment function is to provide candidates with a delightful interview experience that is not only informative but also helps form realistic expectations of the organisation. Further, through this experience, the candidates come to become future ambassadors of the company.

Step 2: Induction Plan

At Arvind, on-boarding process is structured and systematic. It is designed to help new employees adjust to social and performance aspects of their new jobs quickly and smoothly by establishing better relationships to increase satisfaction, clarify expectations and objectives to improve performance, and provide support to help reduce regretted early attrition. In line with this philosophy, a detailed week- long cross function induction is carried out where senior leaders share their brand vision and talk of their retail structure. This is followed by a visit to the warehouse and retail stores to better understand the formats and ways of working.

Step 3: 30-60-90 Day Connect

It is believed that ninety percent of employees really make their mind to stay in an organization in the first six months. So, our aim is to help new employees assimilate to the organization’s culture, structure and vision.

Through the informal checks between the manager and HR business partner, the foll are reviewed

• Manager to discuss priorities with employees
• Meeting with the team members
• Discussing the development plan
• Employee to reflect on the first 90days & seek feedback

After 90 days of assimilation in the system, a new hire NEO survey is conducted to gauge their experience during this crucial time; concern areas identified and accordingly action plans implemented.