<![CDATA[The effectiveness of employee induction programs plays a crucial role in accelerating organizational adaptation, strengthening institutional identity, and improving employee performance. However, existing studies on induction program evaluation have predominantly focused on industrial and private organizational contexts, while comprehensive investigations within the framework of Indonesian State Universities with Legal Entity status (PTN-BH) remain limited. Addressing this research gap, this study aims to analyze the determinants of success in the New Employee Induction Program at Universitas Indonesia (UI) and formulate evidence-based policy recommendations for future program development. Employing an explanatory sequential mixed-methods design, this study collected quantitative data through surveys involving 30 program alumni consisting of academic and administrative staff, followed by qualitative data collection through in-depth interviews with selected participants and program managers. The evaluation framework adopted Kirkpatrick’s model, focusing on three dimensions: Reaction, Learning, and Behavior. The findings reveal that the induction program achieved a “Good” evaluation category, with an overall mean score of 4.13 out of 5.00. Facilitator competence (4.235) and institutional support (4.310) emerged as the strongest factors contributing to program effectiveness. Nevertheless, the relevance of national awareness materials (3.73) and the transfer of learning among administrative staff (3.95) require further improvement. This study extends the application of Kirkpatrick’s evaluation model in higher education management and provides practical recommendations for developing more adaptive, contextual, and competency-oriented induction programs within PTN-BH institutions.]]>
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