This document contains the contents page and introduction section of a study report on management intern expectations. The contents page lists the various sections of the report such as introduction, methodology, findings, conclusion etc. The introduction provides background on the author's internship experience and defines expectations of internships according to literature as gaining experience, career and skill development, and personal growth. It also outlines the objectives of the study which are to understand if intern expectations are met and the impact of factors like compensation and COVID-19.
The document discusses the recruitment and selection process at 2 COMS Consultancy where the author completed their internship. It provides an overview of the company and outlines the objectives of the study which were to understand and analyze the recruitment procedures and identify areas for improvement. The key functions of human resources including recruitment, training, and development are also summarized.
Escorts Limited is an Indian engineering conglomerate that was founded in 1960 and is involved in businesses like agriculture machinery, construction equipment, and railway equipment. It is one of the largest tractor manufacturers in India and has two international subsidiaries. The company is committed to quality and has facilities for automotive press shop, hemming shop, die spotting press, and weld shop. It also has capabilities in CAD modelling. Escorts manufactures tractors under brands like Farmtrac, Powertrac, and Escort and has products like shock absorbers and railway couplers. The company is committed to quality, environmental performance, and customer satisfaction.
This document is an internship report submitted by Mirza Muhammad Naseer to the University of Management Sciences & Information Technology after completing a 6-week internship at Habib Bank Limited's Panjera branch in Azad Kashmir. The report provides an overview of HBL, including its establishment, values, goals, and the functions performed at its branches. It also analyzes HBL's organizational structure, products/services, and financial performance. The document aims to provide students and laypeople with information and insights about HBL's banking operations and role in Pakistan's economy.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
This document is a mini project report submitted by Tushar Narayan Chole for his MBA program. It provides an analysis of TTK Prestige, an Indian kitchen appliance manufacturer founded in 1928. The report includes details on TTK Prestige's products, organization structure, vision, mission, and 5-year analyses of production statistics, financial performance, human resources, and marketing. Key findings are that TTK Prestige's sales turnover increased from Rs. 325.94 crore in 2008 to Rs. 1,103.43 crore in 2012, while net profit grew from Rs. 20.67 crore to Rs. 113.36 crore over the same period. The report also compares TTK Prestige
recruitment and selection process VIVA TOYOTA (project work)venucuteguy
This document provides an overview of the automobile industry in India. Some key points:
- India is poised to become one of the top 5 auto producers globally by 2015 due to rising incomes, expanding middle class, and large skilled workforce.
- Major automakers like Hyundai, Ford, and Hero MotoCorp are significantly investing in new plants in India.
- The government is taking initiatives like introducing fuel efficiency ratings and tax incentives/breaks for electric/hybrid vehicles to encourage industry growth.
- Foreign investment, exports, and domestic production are increasing, with passenger vehicle production expected to grow at a 13% CAGR from 2012-2021.
This document provides a list of potential project report titles for an MBA in sales and marketing. It then outlines a 9-step process for assisting students in writing their project reports. This includes selecting a topic, developing a proposal, conducting research, drafting the report, and providing feedback. The document notes fees are dependent on the scope of the project. Overall, the document provides students with title ideas and describes one company's process for helping to write MBA project reports.
The document discusses the recruitment and selection process at 2 COMS Consultancy where the author completed their internship. It provides an overview of the company and outlines the objectives of the study which were to understand and analyze the recruitment procedures and identify areas for improvement. The key functions of human resources including recruitment, training, and development are also summarized.
Escorts Limited is an Indian engineering conglomerate that was founded in 1960 and is involved in businesses like agriculture machinery, construction equipment, and railway equipment. It is one of the largest tractor manufacturers in India and has two international subsidiaries. The company is committed to quality and has facilities for automotive press shop, hemming shop, die spotting press, and weld shop. It also has capabilities in CAD modelling. Escorts manufactures tractors under brands like Farmtrac, Powertrac, and Escort and has products like shock absorbers and railway couplers. The company is committed to quality, environmental performance, and customer satisfaction.
This document is an internship report submitted by Mirza Muhammad Naseer to the University of Management Sciences & Information Technology after completing a 6-week internship at Habib Bank Limited's Panjera branch in Azad Kashmir. The report provides an overview of HBL, including its establishment, values, goals, and the functions performed at its branches. It also analyzes HBL's organizational structure, products/services, and financial performance. The document aims to provide students and laypeople with information and insights about HBL's banking operations and role in Pakistan's economy.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
This document is a mini project report submitted by Tushar Narayan Chole for his MBA program. It provides an analysis of TTK Prestige, an Indian kitchen appliance manufacturer founded in 1928. The report includes details on TTK Prestige's products, organization structure, vision, mission, and 5-year analyses of production statistics, financial performance, human resources, and marketing. Key findings are that TTK Prestige's sales turnover increased from Rs. 325.94 crore in 2008 to Rs. 1,103.43 crore in 2012, while net profit grew from Rs. 20.67 crore to Rs. 113.36 crore over the same period. The report also compares TTK Prestige
recruitment and selection process VIVA TOYOTA (project work)venucuteguy
This document provides an overview of the automobile industry in India. Some key points:
- India is poised to become one of the top 5 auto producers globally by 2015 due to rising incomes, expanding middle class, and large skilled workforce.
- Major automakers like Hyundai, Ford, and Hero MotoCorp are significantly investing in new plants in India.
- The government is taking initiatives like introducing fuel efficiency ratings and tax incentives/breaks for electric/hybrid vehicles to encourage industry growth.
- Foreign investment, exports, and domestic production are increasing, with passenger vehicle production expected to grow at a 13% CAGR from 2012-2021.
This document provides a list of potential project report titles for an MBA in sales and marketing. It then outlines a 9-step process for assisting students in writing their project reports. This includes selecting a topic, developing a proposal, conducting research, drafting the report, and providing feedback. The document notes fees are dependent on the scope of the project. Overall, the document provides students with title ideas and describes one company's process for helping to write MBA project reports.
Project on recruitment and selection processankit kumar
The document discusses the recruitment and selection process of IT personnel at CNC Web World. It covers the various stages of recruitment, including planning, strategy development, searching, screening and evaluation. Internal sources of recruitment mentioned include promotions, transfers, and referrals from existing employees. External sources include campus recruitment, advertisements, consultancies, and walk-ins. The purpose of recruitment and selection and its importance for hiring the right candidates is also covered.
The document discusses the process of selecting candidates for jobs. It defines selection as choosing individuals with relevant qualifications. The purpose is to find the most suitable candidate for an organization's requirements. The process involves screening applicants, using application forms and weighted application blanks to collect information. Selection testing measures performance, behavior, and attitudes through intelligence, aptitude, personality, achievement, and simulation tests. Assessment centers also evaluate candidates. Interviews are conducted to further assess candidates. Medical examinations, reference checks, and a final hiring decision complete the selection process.
This document is a project report on a study of employee satisfaction towards the recruitment process at Mindlogicx Infratech Limited in Bangalore. It includes an introduction to the study, industry and company profiles, objectives, scope, limitations, literature review, research methodology, data analysis, findings, suggestions and conclusion. The study aims to understand the recruitment process and factors influencing employee satisfaction. Primary data was collected through questionnaires from 200 employees and secondary data from various sources. The data was analyzed using statistical tools like percentage analysis and chi-square test. Key findings and suggestions are provided to improve recruitment and select the right candidates.
Project report - (Human Resource) Current Recruitment Trends- A global viewAnishaKutty1
This document is a project report on contemporary trends in recruitment from a global perspective. It includes an acknowledgement section thanking the project guide and others for their support. It also includes a certificate from the guide, an undertaking by the candidate, and an outline of the contents to be included in the report. The introduction provides an overview of the importance of human resource management for organizational success and defines recruitment as the process of attracting, screening, and selecting qualified people for jobs. It discusses the need for an effective recruitment practice to attract the best talent.
The document provides an overview of human resources (HR) management. It discusses the purpose and role of HR in maximizing return on investment in human capital. Key HR functions include recruitment, organizational design, performance management, and training. HR management trends are influenced by both external factors like the economy and internal factors such as organizational culture. The scope of the study is on HR and industrial relations practices at Larsen & Toubro Limited in Kansbahal, India. The objectives are to understand existing HR practices and their impact on employees. Data collection methods include interviews, questionnaires, and document analysis.
It is significant research in the current scenario to investigate into the successful efforts in Recruitment and Promotion.
For complete tools and techniques of innovative Recruitment the reader may like to read Dr. Sibram nisonko's book in Amazon.com/kindle eBooks.
NBFC Sector and understanding or risk management model credit memorandumRohit Kerkar
The document is Samiksha Kiran Naik's summer internship project report submitted to the University of Mumbai. It discusses her internship with IDFC First Bank, where she worked under the guidance of Prof. Iftiqar Mistry. The report includes an introduction to non-banking financial companies (NBFCs) in India, their role and regulation by the Reserve Bank of India. It also describes the objective of the project to gain experience in the NBFC sector and covers topics such as the company profile, research methodology, and findings about risk assessment models and credit processes at NBFCs.
An internship report on real estate business (sales & marketing) of marin...RameshSingh197
This document provides information about an internship report submitted by Ayesha Akter Asha to her university professor. The report examines the sales and marketing activities of Marine Real Estate Ltd, where Ayesha completed a three-month internship. The document includes sections on the introduction, profile of the organization, marketing strategy, findings and analysis, and conclusion/recommendations. It describes Marine Real Estate Ltd's mission, projects, organizational structure, sales promotions, and target market strategies.
Effectiveness of recruitment process and analysis of employess settlementSupa Buoy
This document provides an overview of Bajaj Allianz Life Insurance Company and discusses its recruitment process and full and final settlement of employees. Bajaj Allianz is a joint venture between Allianz AG of Germany and Bajaj Auto Limited, operating in both life and non-life insurance. The document outlines the company's vision, products offered, and benefits of insurance. It also describes Bajaj Allianz's national network of 55 branches across India and distribution channels. The recruitment process and factors affecting it are defined. Finally, the full and final settlement process for departing employees is explained.
This document summarizes a summer training project at MITCON consultancy & IESS-India. The project focused on developing marketing strategies to promote fitness training courses. Primary research was conducted to understand how people perceive fitness courses, important factors in selecting courses, and preferences in trainers. The marketing strategy aimed to effectively reach the target customer and communicate course details while utilizing minimal resources. There is an opportunity in the fitness industry in Pune, as professionals are health conscious but lack qualified personal trainers. Certifying trainers can meet this need.
Here are the key details about Dimension Group:
- Dimension Group was founded in 2007 by Mr. Ravi Kant Mathur and is a pioneer in organized financial and recruitment services in India.
- It provides a wide range of financial services including debt dealing, insurance dealing, mutual fund distribution, financial advisory and manages over Rs. 200 crores in assets.
- Dimension Group also engages in recruitment and staffing services through its subsidiary Dimension Corporate Services which places executives, middle, and top-level management professionals across various functions and industries.
- The company started with debt advisory and broking services and has expanded over the years to offer personalized wealth management, retirement planning, and investment advisory through Dimension Financial Solutions.
The document discusses the recruitment and selection process at Compuage Infocom Ltd. It begins with acknowledging those who helped with the project. It then provides the location and contact information for the HR manager. The table of contents outlines the various sections which discuss the objectives of the study, an executive summary, introduction to the organization, the job profiles of recruitment and selection, the recruitment process at Compuage, the selection process, limitations and suggestions. It concludes that recruitment and selection are critical HR processes that aim to identify the perfect employee for the organization.
This document provides an overview of Nagarjuna Fertilizers and Chemicals Limited (NFCL) and the fertilizer industry in India. It includes details about NFCL's recruitment and selection policies and processes. The recruitment and selection process at NFCL involves job analysis, developing job descriptions, internal and external recruitment methods, screening applications, interviews, employment testing and reference/background checks. The document is a project report submitted as part fulfillment for a post graduate diploma in management.
Relince life insurance project recruitment and selectionBhupesh sahu
The document provides details about a summer training report submitted for a Master's degree. It discusses the recruitment and selection process at Reliance Life Insurance. The report includes an introduction outlining the importance of effective recruitment and selection. It then describes Reliance Life Insurance's recruitment sources, criteria for advisors, training process, and career paths. The report finds that Reliance recruits 40-50 candidates per month as advisors and focuses on professionalism, pragmatism, and integrity in its process.
1. The document discusses recruitment and selection practices at HDFC Standard Life Insurance Company, including an overview of the company, its products and benefits, marketing strategies, and recruitment of financial consultants.
2. It provides details on the recruitment process for financial consultants, including eligibility criteria, required documents, training, and benefits provided to financial consultants like commissions.
3. The document also includes a SWOT analysis of HDFC Standard Life Insurance Company that identifies strengths like its brand image, network, and product range, as well as weaknesses, opportunities, and threats.
Recruitment and Selection at Aviva Life InsuranceProjects Kart
The MBA project titled “RECRUITMENT AND SELECTION” Undertaken in AVIVA life insurance.
AVIVA is a UK based insurance group. It has a long history dating back to 1834 and has a joint venture with DABUR groups. Aviva holds a 26 per cent stake in the joint venture and the Dabur group holds the balance 74 per cent share.
It is one of the leading providers of life and pensions products to Europe and has substantial businesses elsewhere around the world.
The project report is about recruitment and selection process that‟s an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization.
This document appears to be a student project report on the recruitment and selection processes at DCB Bank. It includes an introduction to DCB Bank, its history and organizational structure. It then discusses the types of products DCB Bank deals with, both secured and unsecured. The document defines recruitment and selection, and discusses the need for recruitment. It provides context on the recruitment and selection practices at DCB Bank as the focus of the student report.
Recruitment and Selection Process in AircelJunaid Rafiqi
The recruitment and selection process at Aircel begins when a new vacancy arises. The function head raises a vacancy request which is reviewed by HR and approved. For recruitment, Aircel first considers internal candidates through inter-departmental transfers or intra-circle transfers. If no suitable candidate is found, external recruitment methods like campus hiring, job portals or consultants are used. Shortlisted candidates then go through screening tests, interviews and reference checks before final selection.
Mu0010 – Manpower planning and resourcingStudy Stuff
Dear students, get fully solved assignments by professionals
Send your semester & Specialization name to our mail id:
“ stuffstudy5@gmail.com ”
Or
Call us at: 095695-71214
(Kindly prefer mailing & Call in case of urgency)
A Minor project report of "capital first ltd."Priyanshu7078
This file is uploaded by Pramod Kumar
In this file has goals of "capital first ltd." in this file has all information related to the services of capital first ltd.
Project on recruitment and selection processankit kumar
The document discusses the recruitment and selection process of IT personnel at CNC Web World. It covers the various stages of recruitment, including planning, strategy development, searching, screening and evaluation. Internal sources of recruitment mentioned include promotions, transfers, and referrals from existing employees. External sources include campus recruitment, advertisements, consultancies, and walk-ins. The purpose of recruitment and selection and its importance for hiring the right candidates is also covered.
The document discusses the process of selecting candidates for jobs. It defines selection as choosing individuals with relevant qualifications. The purpose is to find the most suitable candidate for an organization's requirements. The process involves screening applicants, using application forms and weighted application blanks to collect information. Selection testing measures performance, behavior, and attitudes through intelligence, aptitude, personality, achievement, and simulation tests. Assessment centers also evaluate candidates. Interviews are conducted to further assess candidates. Medical examinations, reference checks, and a final hiring decision complete the selection process.
This document is a project report on a study of employee satisfaction towards the recruitment process at Mindlogicx Infratech Limited in Bangalore. It includes an introduction to the study, industry and company profiles, objectives, scope, limitations, literature review, research methodology, data analysis, findings, suggestions and conclusion. The study aims to understand the recruitment process and factors influencing employee satisfaction. Primary data was collected through questionnaires from 200 employees and secondary data from various sources. The data was analyzed using statistical tools like percentage analysis and chi-square test. Key findings and suggestions are provided to improve recruitment and select the right candidates.
Project report - (Human Resource) Current Recruitment Trends- A global viewAnishaKutty1
This document is a project report on contemporary trends in recruitment from a global perspective. It includes an acknowledgement section thanking the project guide and others for their support. It also includes a certificate from the guide, an undertaking by the candidate, and an outline of the contents to be included in the report. The introduction provides an overview of the importance of human resource management for organizational success and defines recruitment as the process of attracting, screening, and selecting qualified people for jobs. It discusses the need for an effective recruitment practice to attract the best talent.
The document provides an overview of human resources (HR) management. It discusses the purpose and role of HR in maximizing return on investment in human capital. Key HR functions include recruitment, organizational design, performance management, and training. HR management trends are influenced by both external factors like the economy and internal factors such as organizational culture. The scope of the study is on HR and industrial relations practices at Larsen & Toubro Limited in Kansbahal, India. The objectives are to understand existing HR practices and their impact on employees. Data collection methods include interviews, questionnaires, and document analysis.
It is significant research in the current scenario to investigate into the successful efforts in Recruitment and Promotion.
For complete tools and techniques of innovative Recruitment the reader may like to read Dr. Sibram nisonko's book in Amazon.com/kindle eBooks.
NBFC Sector and understanding or risk management model credit memorandumRohit Kerkar
The document is Samiksha Kiran Naik's summer internship project report submitted to the University of Mumbai. It discusses her internship with IDFC First Bank, where she worked under the guidance of Prof. Iftiqar Mistry. The report includes an introduction to non-banking financial companies (NBFCs) in India, their role and regulation by the Reserve Bank of India. It also describes the objective of the project to gain experience in the NBFC sector and covers topics such as the company profile, research methodology, and findings about risk assessment models and credit processes at NBFCs.
An internship report on real estate business (sales & marketing) of marin...RameshSingh197
This document provides information about an internship report submitted by Ayesha Akter Asha to her university professor. The report examines the sales and marketing activities of Marine Real Estate Ltd, where Ayesha completed a three-month internship. The document includes sections on the introduction, profile of the organization, marketing strategy, findings and analysis, and conclusion/recommendations. It describes Marine Real Estate Ltd's mission, projects, organizational structure, sales promotions, and target market strategies.
Effectiveness of recruitment process and analysis of employess settlementSupa Buoy
This document provides an overview of Bajaj Allianz Life Insurance Company and discusses its recruitment process and full and final settlement of employees. Bajaj Allianz is a joint venture between Allianz AG of Germany and Bajaj Auto Limited, operating in both life and non-life insurance. The document outlines the company's vision, products offered, and benefits of insurance. It also describes Bajaj Allianz's national network of 55 branches across India and distribution channels. The recruitment process and factors affecting it are defined. Finally, the full and final settlement process for departing employees is explained.
This document summarizes a summer training project at MITCON consultancy & IESS-India. The project focused on developing marketing strategies to promote fitness training courses. Primary research was conducted to understand how people perceive fitness courses, important factors in selecting courses, and preferences in trainers. The marketing strategy aimed to effectively reach the target customer and communicate course details while utilizing minimal resources. There is an opportunity in the fitness industry in Pune, as professionals are health conscious but lack qualified personal trainers. Certifying trainers can meet this need.
Here are the key details about Dimension Group:
- Dimension Group was founded in 2007 by Mr. Ravi Kant Mathur and is a pioneer in organized financial and recruitment services in India.
- It provides a wide range of financial services including debt dealing, insurance dealing, mutual fund distribution, financial advisory and manages over Rs. 200 crores in assets.
- Dimension Group also engages in recruitment and staffing services through its subsidiary Dimension Corporate Services which places executives, middle, and top-level management professionals across various functions and industries.
- The company started with debt advisory and broking services and has expanded over the years to offer personalized wealth management, retirement planning, and investment advisory through Dimension Financial Solutions.
The document discusses the recruitment and selection process at Compuage Infocom Ltd. It begins with acknowledging those who helped with the project. It then provides the location and contact information for the HR manager. The table of contents outlines the various sections which discuss the objectives of the study, an executive summary, introduction to the organization, the job profiles of recruitment and selection, the recruitment process at Compuage, the selection process, limitations and suggestions. It concludes that recruitment and selection are critical HR processes that aim to identify the perfect employee for the organization.
This document provides an overview of Nagarjuna Fertilizers and Chemicals Limited (NFCL) and the fertilizer industry in India. It includes details about NFCL's recruitment and selection policies and processes. The recruitment and selection process at NFCL involves job analysis, developing job descriptions, internal and external recruitment methods, screening applications, interviews, employment testing and reference/background checks. The document is a project report submitted as part fulfillment for a post graduate diploma in management.
Relince life insurance project recruitment and selectionBhupesh sahu
The document provides details about a summer training report submitted for a Master's degree. It discusses the recruitment and selection process at Reliance Life Insurance. The report includes an introduction outlining the importance of effective recruitment and selection. It then describes Reliance Life Insurance's recruitment sources, criteria for advisors, training process, and career paths. The report finds that Reliance recruits 40-50 candidates per month as advisors and focuses on professionalism, pragmatism, and integrity in its process.
1. The document discusses recruitment and selection practices at HDFC Standard Life Insurance Company, including an overview of the company, its products and benefits, marketing strategies, and recruitment of financial consultants.
2. It provides details on the recruitment process for financial consultants, including eligibility criteria, required documents, training, and benefits provided to financial consultants like commissions.
3. The document also includes a SWOT analysis of HDFC Standard Life Insurance Company that identifies strengths like its brand image, network, and product range, as well as weaknesses, opportunities, and threats.
Recruitment and Selection at Aviva Life InsuranceProjects Kart
The MBA project titled “RECRUITMENT AND SELECTION” Undertaken in AVIVA life insurance.
AVIVA is a UK based insurance group. It has a long history dating back to 1834 and has a joint venture with DABUR groups. Aviva holds a 26 per cent stake in the joint venture and the Dabur group holds the balance 74 per cent share.
It is one of the leading providers of life and pensions products to Europe and has substantial businesses elsewhere around the world.
The project report is about recruitment and selection process that‟s an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization.
This document appears to be a student project report on the recruitment and selection processes at DCB Bank. It includes an introduction to DCB Bank, its history and organizational structure. It then discusses the types of products DCB Bank deals with, both secured and unsecured. The document defines recruitment and selection, and discusses the need for recruitment. It provides context on the recruitment and selection practices at DCB Bank as the focus of the student report.
Recruitment and Selection Process in AircelJunaid Rafiqi
The recruitment and selection process at Aircel begins when a new vacancy arises. The function head raises a vacancy request which is reviewed by HR and approved. For recruitment, Aircel first considers internal candidates through inter-departmental transfers or intra-circle transfers. If no suitable candidate is found, external recruitment methods like campus hiring, job portals or consultants are used. Shortlisted candidates then go through screening tests, interviews and reference checks before final selection.
Mu0010 – Manpower planning and resourcingStudy Stuff
Dear students, get fully solved assignments by professionals
Send your semester & Specialization name to our mail id:
“ stuffstudy5@gmail.com ”
Or
Call us at: 095695-71214
(Kindly prefer mailing & Call in case of urgency)
A Minor project report of "capital first ltd."Priyanshu7078
This file is uploaded by Pramod Kumar
In this file has goals of "capital first ltd." in this file has all information related to the services of capital first ltd.
This document provides information about Price & Buckland India Pvt Ltd, including:
1. Price & Buckland is a leading school uniform and sportswear manufacturer based in Delhi, India and partnered with their parent company in the UK, having over 50 years of experience.
2. They design, produce, and supply customized uniforms and sportswear to schools and universities across India, the Middle East, and Europe from their factory in Delhi.
3. Their core principles are providing high quality, affordable uniforms with excellent customer service while being socially responsible.
This document discusses career planning and development. It defines key terms like career goals, career paths, and career anchors. It also outlines the career development cycle and discusses organizational and individual career development perspectives. It provides examples of career paths and stages of career development. Finally, it discusses the role of HR in career development and provides the example of succession planning at Bajaj Auto and career development practices at Wipro.
This document provides information on developing an HR plan for a company, including job descriptions, recruitment, compensation, orientation, and staff development. It describes opening 3 senior analyst positions in business analytics at a development center in Bangalore, India. It outlines the job responsibilities, requirements, recruitment process including advertising, application screening, selection tests and interviews. It also details compensation including base salary, bonuses, benefits, and a staff orientation plan to onboard new employees. The document aims to develop a comprehensive HR plan to recruit and integrate new hires effectively.
This live project examines the impact of relationship marketing in B2B markets. The authors conducted a survey of 25 companies using stratified random sampling. They analyzed the results based on company ownership type (sole proprietorship, partnership, private limited, public limited) and turnover. Key findings include that mid-term payment realization is the best option, and that relationship marketing plays a significant role in building long-term customer connections in B2B contexts. The project aimed to apply classroom concepts to a real-world study while facing limitations of time and sample size.
Term paper presentation pay performance plan-Beximco Textile LtdAkhtar Hossain
The document summarizes a presentation on Beximco Textiles Ltd's pay for performance plan. It discusses Beximco's overview as one of South Asia's largest textile companies. It then outlines the objectives, features, staff, labor practices, and performance appraisal system of Beximco. Key findings note areas for improvement in the performance appraisal system, such as lack of modernization, unequal training, bias, and frustration of good performers. Recommendations include applying an honest and fair mixed-method appraisal approach.
Periyar University MBA Project Report PDF Download Learning and Development a...DistPub India
Exploring Learning and Development: Periyar University MBA Project Report Analysis
Description:
Unlock the comprehensive analysis of Learning and Development strategies with the Periyar University MBA Project Report PDF download. Delve into the depths of this insightful report brought to you by the DistPub Team.
Are you a management enthusiast looking to grasp a better understanding of Learning and Development practices? Look no further! This meticulously prepared MBA project report provides an in-depth analysis of the strategies employed in the context of Periyar University.
The report encompasses a wide range of topics related to Learning and Development, shedding light on effective methodologies, case studies, and emerging trends. Whether you're a student aiming to gain academic insights or a professional seeking practical knowledge, this project report offers valuable insights that can be applied across various industries.
Tailored to cater to the needs of those seeking specific information about Learning and Development, the DistPub Team ensures that you receive a customized MBA project report that aligns with your requirements.
Why wait? Elevate your knowledge and understanding of Learning and Development by accessing the Periyar University MBA Project Report today. With the expertise of the DistPub Team at your disposal, you're just a click away from a wealth of knowledge that can shape your academic and professional journey.
Jobs are important to individuals because they bring in lot of comforts and establish the status of an individual in society. Job analysis is a systematic and detailed examination of jobs. A written summary of tasks requirements for a particular job is called job description and a written summary of people requirements is called a job specification. Job analysis information is useful for a variety of organizational purposes ranging from workforce planning to career counseling.
Management Functions and Organisational Behaviour ProjectTanmoy Roy
This document analyzes the effectiveness of personality analysis in the Indian training industry, using NIIT and Brainware as case studies. It collected data through interviews and surveys of managers and employees at both companies. It found that both companies conduct personality tests yearly to assess communication skills, patience, and abilities. Employees reported being satisfied with their work. While both companies provide training, the document recommends conducting standardized personality tests more often and balancing work pressure to improve employee evaluation.
The document provides guidance on developing an effective resume, including building a resume in three levels - Level 1 focusing on facts, Level 2 communicating quality, and Level 3 communicating how the applicant can contribute in the workplace. It discusses the different sections to include in a Level 1 resume, such as educational profile, experience profile, skills and hobbies. Students are instructed to draft their own Level 1 resume presenting information across various categories and adding a section on experience profile if applicable. Developing a Level 2 resume involves communicating high quality through language, structure, presentation and packaging of the resume.
This document is the 2011-2012 Pennsylvania Career Guide published by the Pennsylvania Department of Labor & Industry. It provides an introduction to the guide and highlights that it contains information to help students and job seekers make informed decisions about careers and educational requirements. Specifically, it notes the guide contains information about growing occupations, educational requirements, training opportunities, and salary information for jobs in Pennsylvania. It also emphasizes the industries of allied health and manufacturing, which feature in-demand careers.
1) ZTE is a leading telecommunications company that recruits through websites, social media, job fairs, and referrals from existing employees.
2) The student interned with ZTE and participated in recruitment tasks like screening candidates and conducting interviews.
3) Through this project, the student learned about ZTE's recruitment and selection process firsthand and gained practical knowledge of human resources functions.
The document provides a summary of the recruitment and selection process at ICICI Bank. It begins with an introduction and objectives of the study. It then discusses the scope of the study and research methodology used. The document reviews relevant literature on topics like the recruitment process, factors affecting recruitment, and the importance of recruitment. It also discusses issues to consider in recruitment and selection like diversity and inclusion. Finally, it provides an overview of the typical steps involved in the recruitment process such as job analysis, drafting job descriptions, and deciding the hiring needs.
This document outlines the curriculum for the Here's Help Workforce and Community Development Program. It provides an overview of the general education program, applied/professional skill training, and computer skill training courses. The general education program focuses on preparing students to succeed in today's workforce by building professional skills like personal branding, interview skills, career planning, leadership, and job searching. The computer skill training provides instruction on Microsoft Office, Outlook, Word, Excel, as well as QuickBooks and Salesforce. The goal is to give students both computer and application skills needed for today's business environment. The teaching approach emphasizes student-centered learning, critical thinking, and using positive reinforcement to boost self-esteem and self-efficacy.
Nine Easy Steps for a Quick Customer Experience Tune-upSAP Asia Pacific
Customer experience (CE) is the new imperative. However, among the top concerns companies have regarding
CE are cost and delayed return on investment. The good news is that there are short-term actions you can take
now and see benefits in the near term.
The document discusses various topics related to test management and planning. It discusses independent and integrated testing, the roles of test leaders and testers, defining skills needed by test staff, creating test plans and strategies, estimating testing efforts and costs, and using different estimation techniques. The purpose of test plans is outlined as guiding thinking, focusing on challenges, and explaining the testing work to be done. Standard templates for test plans are also presented.
Poonam yadav,talent acquisition intern at grip feb 21PoonamYadav247
Human Resources & Campus Ambassador Tasks
Different and effective ways of recruiting, How to get referrals from people on LinkedIn, plan for recruitment using
Social Media,
Similar to Expectations vs Deliverables of an Intern.pdf (20)
5 Common Mistakes to Avoid During the Job Application Process.pdfAlliance Jobs
The journey toward landing your dream job can be both exhilarating and nerve-wracking. As you navigate through the intricate web of job applications, interviews, and follow-ups, it’s crucial to steer clear of common pitfalls that could hinder your chances. Let’s delve into some of the most frequent mistakes applicants make during the job application process and explore how you can sidestep them. Plus, we’ll highlight how Alliance Job Search can enhance your local job hunt.
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
IT Career Hacks Navigate the Tech Jungle with a RoadmapBase Camp
Feeling overwhelmed by IT options? This presentation unlocks your personalized roadmap! Learn key skills, explore career paths & build your IT dream job strategy. Visit now & navigate the tech world with confidence! Visit https://www.basecamp.com.sg for more details.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
How to Prepare for Fortinet FCP_FAC_AD-6.5 Certification?NWEXAM
Begin Your Preparation Here: https://bit.ly/3VfYStG — Access comprehensive details on the FCP_FAC_AD-6.5 exam guide and excel in the Fortinet Certified Professional - Network Security certification. Gather all essential information including tutorials, practice tests, books, study materials, exam questions, and the syllabus. Solidify your knowledge of Fortinet FCP_FAC_AD-6.5 certification. Discover everything about the FCP_FAC_AD-6.5 exam, including the number of questions, passing percentage, and the time allotted to complete the test.
3. 2
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
INTRODUCTION & LITERATURE REVIEW
As an MBA student we get the opportunity to experience corporate
culture and gain real experience of work before we actually land
up in a job, which was given to us during the second semester of
our course. I got selected in an IIT-ISB alumni backed company
which is based in Gurugram known as Peacock Solar. I served for 2
months as an HR Generalist.
This study helps us in understanding what are the major
expectations of the MBA students looking for internships. What do
they want when they are searching for it? According to the
literature review, an internship is an experiential academic
experience in which a student has intentional learning
goals/objectives with measurable outcomes. These learning
goals/objectives may include:
● Academic Learning : the student may apply and test
knowledge learned in the classroom to a professional work
environment.
● Career Development : the student may explore a specific
field of interest, expand his or her professional network
and gain an understanding of the qualifications and
duties involved in a specific profession or career field.
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
4. 3
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
● Skill Development : the student gains an understanding of
the transferable skills and knowledge required for success
in a professional work environment and integrates those
skills in their academic learning.
● Personal Development : the student gains
decision-making skills, self-confidence, business savvy,
ethics, and teamwork required for success in a
professional work environment.
An internship is designed as an exchange. The student agrees to
complete work that will benefit the host organization and in return
is offered the opportunity to learn new skills, expand his or her
knowledge of a particular field and explore career options.
Employers offer internships for many reasons. They see student
interns as fruitful and economical resources with which they can
accomplish projects not otherwise possible. They believe interns
bring enthusiasm and new ideas into work settings and make
strong employees. Just as importantly, employers feel an
increasing commitment to education and want to help train
students to assume responsible roles in society.
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
5. 4
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
COMPANY PROFILE
Peacock Solar is a company that provides high quality, hassle-free solar
installation at lowest cost and highest reliability.
According to them, “Peacock Solar was born out of the vision to empower
India’s 50 million households with access to clean energy. Peacock solar
leverages data analytics and innovative finance to make solar affordable
and reliable for homeowners across the country. We offer the highest quality
of technical expertise in our end-to-end suite of solar panel installation
services. We are proud to be recognized by Climate Finance Lab as one of
the top 9 global ideas for sustainable development in 2018 cycles and
funded by UNICEF to further our vision of getting solar at every home.” .
Blitz Jobs is its sister company where I also interned. It has been
established with a vision to provide best-in class workforce solutions to
organizations, colleges and individuals alike. It is the ultimate solution for all
the HR problems organizations face, committed to providing our clients with
top notch solutions that leave them satisfied and accelerate their growth.
“Our aim is to provide a significant competitive edge to our clients in a fast
growing market like India. We offer the right talent at the earliest possible
and enable our clients to do better business every day.”
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
6. 5
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
JOB ROLE
I worked as an HR generalist in both the firms for one month each. We were
assigned a batch with Team leaders who guided us to the daily tasks. In the
first few weeks, interviews were allotted to us. Proper training was given as to
what to ask and how to ask. We were properly briefed about the job for
which we were hiring interns. What I learnt was to take interviews, to initiate
conversations professionally and also to judge suitable candidates for
different profiles just on the basis of a telephonic conversation during the
interview.
We used LinkedIn for posting job profiles for open posts. I shortlisted
candidates by their resumes and having a one on one talk over textual
medium then further interviewing only the suitable candidates.
I contacted non-technical colleges in the state of Rajasthan for Internship
Data collection for different profiles for management students who would be
looking for internships.
After taking up interviews of allotted candidates, the ones who got selected
were to be officially intimated with proper procedure as laid by the
company. So, I did their onboarding process by generating Offer letters,
welcoming the candidates on board, sending welcome emails, and
collecting documents from the candidates.
Then when I was shifted to the next vertical in the sister company BlitzJobs, I
was taking up interviews for jobs of different positions at different
companies pan-India as it was a recruiting firm.
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
7. 6
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
T O P I C
My topic is “Expectations vs Deliverables of the Management Interns”.
After a semester or two of intensive studies, projects, assignments, powerpoint
presentations and exams, many highs and lows in an MBA program, all of MBA
students head off into their summer internships. In fact, for many students, this is
one of the highlights of the MBA experience.
I sought to delve further into the MBA Summer Internship Experience, to learn
more about what students do and what they get out of the experience. I wanted
to know what MBA students were up to during their internships and what their
expectations were and if they were fulfilled or not so I commissioned a brief
survey to investigate this further.
OBJECTIVE OF STUDY
1. To find if the expectations of the student are met.
2. To find the moral acceptability of unpaid internships.
3. To find that internships provide an insight into the corporate culture
and work life.
4. To find if the internship leads to skill learning and networking with
professionals in that field.
5. To find if internships are the deciding factor in exploring avenues.
6. To find the impact of Covid-19 on internships.
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
8. 7
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
METHODOLOGY
The primary data has been extracted by quantitative method - Survey. A digital
form was created with questions and multiple options and choices which gave
significant results. The number of questions asked were thirteen and the total
number of responses received were 55.
QUESTIONNAIRE
1. Name
2. Course
3. Which domain has the internship been done in?
4. Why did you do the internship?
5. What were your "expectations" from an internship?
6. What did you wish you knew before starting your internship?
7. Were your expectations fulfilled?
8. How would you categorize the tasks given to you during your internship?
9. Was your internship paid?
10. What do you think of unpaid internships?
11. Did you learn skills related to your chosen domain?
12. How did Covid-19 impact your internship?
13. Was your internship experience good?
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
10. 9
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
2. Which domain has the internship been done in?
The above pie chart shows the percentage of chosen fields of
internships by the management students. The most chosen field
has been in Marketing & Sales which shows that most students
preferred to intern in this field.
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
11. 10
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
3. Why did you do the internship?
The reason for doing the internship was found out to be Skill
Learning, students are looking for skill development and to
gain experience in the field of their choice. Then comes the
Resume building which is linked with better job opportunities
in the future while sitting for placement. The next reason was
earning a good stipend as for some that was the motivation
although the percentage is relatively less. The least chosen
was utilising spare time.
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
12. 11
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
4. What were your "expectations" from an internship?
The students expected to gain the most experience in a very less
amount of time that is a month or two. Then they expected to
build their resume with their internship experience details as that
plays a pivotal role during placements as experienced candidates
are more likely to be chosen for the job. Then came academic
learning and getting a full-time placement offer. At the same
position were found to be two expectations which were stipend &
adding value to the company that they are interning for. Then the
rest of the expectations were that their efforts should be
recognised in the company and justified & sensible working
hours.
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
13. 12
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
5. What did you wish you knew before starting your internship?
When students were asked what they think they should have
known before starting the internship they admitted that if
they had known industry specific skills or functions. The rest
believed that they had known organisational insights like how
a company runs and what are the different positions and roles
of employees and how it all functions all together.
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
14. 13
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
6. Were your expectations fulfilled?
A large part of the student population was clearly more than
just satisfied with their internships which contributed around
43.8%. Then there were students who just got what they
expected, nothing above nothing less. One eighth of the
population did not at all get what they expected.
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
15. 14
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
7. How would you categorize the tasks given to you during your
internship?
The tasks allotted to the students in their internship were found
to be important and valuable. Most said that they were important
in their learning and growth while a major section said they were
not very important but were valuable to the company and them.
One-eighth of the population said that they were menial tasks
although relevant to the company’s agenda which signifies that
the talent or the input that the intern carried went futile as it
wasnt utilised by the company. Some even said that the tasks
didn’t match their career goals as they were absolutely irrelevant.
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
16. 15
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
8. Was your internship paid?
Most of the students spent 2-3 months working
with a company as an intern and they were not
paid.
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
17. 16
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
9. What do you think of unpaid internships?
The majority said that it was morally unacceptable to not get
paid for their efforts and contributions when they worked
simultaneously with their classes going on sacrificing their
leisure time, self-study, and sometimes the classes itself.
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
18. 17
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
10. Did you learn skills related to your chosen domain?
The good part was that most of them learnt relevant
skills working in their chosen domains which is a
very good thing.
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
19. 18
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
11. How did Covid-19 impact your internship?
Most of the students said that they didn’t feel like they were working
as the experience didn’t feel like a real work experience. They felt
over-burdened with the constant nagging on whatsapp and the
constant allotment of tasks despite the working hours made it a little
taxing. They felt no sense of professionalism nor did they learn
anything about corporate culture & decorum. The internship proved
to be ineffective for some due to everything turning digital which
gave no sense of working at a real office. There found to be very less
colleagues and superior interaction.
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
21. 20
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
FINDINGS & DISCUSSIONS
I. The first objective was if students met with their expectations and it
was found that a large part of the student population was clearly more
than just satisfied with their internships which contributed around
43.8%.
II. The second objective was to find the moral acceptability of unpaid
internships which was found that 80% of the students said it was
unacceptable to them as they want their efforts to be recognised and
rewarded in monetary terms as they are giving their time and labor.
III. The internships provide insight into the corporate life which wasn’t
completely true this year due to the work from home situation. That
didn't lead students into learning about the professionalism, decorum
and work culture of the corporate world.
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
22. 21
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
IV. The second last objective was to find if the internships are a deciding
factor in exploring avenues then the answer is definitely. Though good
or bad the experience may have been, it still lets the student know
what they are expecting out of their chosen domain and an unfilled
experience leads them to reach out for more. The internship
experience lets you have a peek in the field that you want to enter
professionally in.
V. The last objective was the impact of covid-19 on the internships. It was
found that due to covid, the work from home situation arose. It wasn’t
of much help as the students felt that they were not working in a
professional setup. It gave no "real" working experience. They felt
over-burdened with constant tasks such as communication on mobile
like whatsapp. No sense of professionalism, corporate culture & its
decorum were learnt or felt. It proved to be ineffective as everything
turning digital led to no networking with professionals in the company
such as their superiors or colleagues.
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
23. 22
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
LIMITATIONS
1. This research survey was conducted on a small segment of the
student population so the generalization that we arrive at may not
be accurate as the one conducted on a larger population. The
comparative analysis between undergraduate and postgraduate
management students couldn’t be held as we received no response
from BBA students.
2. Since I am not a professional researcher or an expert in this field,
therefore there might be a possibility of errors in this study albeit I
have been utmost sincere and earnest in my research.
3. Moreover, being an amateur researcher, my own thoughts,
perceptions or biases could be shown while forming the questions
and their options in the questionnaire although I have been utmost
fair to my understanding.
4. The respondents may not feel comfortable or encouraged to provide
accurate and honest answers that would present them in an
unfavourable manner.
5. The respondents may not be fully aware of their reasons for any
given answer because of lack of memory on the subject, or even
boredom.
6. Lack of direct communication and unable to take personal interviews
due to Covid-19. Thus, a qualitative data extraction couldn't be held.
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL
24. 23
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
CONCLUSION
The findings from the above data analysis has been that
most of the students got what they expected and were
happy with their internship experience. Although Covid-19
did lead to ineffective work experience in the corporate
world. With students sacrificing their personal time and
studies for an internship, not getting a stipend was one
issue which was found out to be morally unacceptable.
— — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — — —
SOUMYA SINGH | DOON BUSINESS SCHOOL