The present paper focus on the effectiveness of an induction program for newly appointed teaching staff in private university. The research aims to investigate the perceptions of new joiners, their adaptation to induction program. The paper was critical as newly appointed teaching staff experiences various problems during their initial stages as employee due to variation in rules and regulations in several private universities. The lack of an effective induction program in most of the universities adds to these challenges. Ultimately, these results in poor productivity among newly appointed teaching staff. This empirical component underpinned the present work and analysis was carried out to evaluate the effectiveness of an induction program for such staff, so they can adjust to their entry into the teaching profession. The present work also investigated the high turnover rates among newly appointed teaching staff as well as the possible solutions that can be implemented. The key finding in this regard was that an effective induction program must be designed for all new staff that needs to be evaluated and improved frequently. Furthermore, after the induction program these staff should be treated with dignity and must be provided with various opportunities to display their strengths and knowledge. This will result in overall growth of the employee, develop ownership feeling in them and thus will reduce high turn-over rates. Thus, the present work suggests that all private universities must design and promote effective induction program for welfare of their staff.