SUMMER INTERNSHIP REPORT

Conducted at
JOBBUDDY.IN

On Project
DIGITAL MARKETING

Submitted to
Malviya National Institute of Technology, Jaipur

In the partial fulfilment of requirements for the

Award of degree of
Masters of Business Administration
Session (2019-2021)

Submitted By:
Ankita Kumari
2019PBM5571

DEPARTMENT OF MANAGEMENT STUDIES

MALAVIVYA NATIONAL INSTITUTE OF TECHNOLOGY, JAIPUR

RAJASTHAN- 302017

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 ACKNOWLEDGEMENT

It gives me immense pleasure to present this project report on ―Study on factors

influencing capability and usability of Consumers Durables-LG Brand shop MOT
[Moment Of Truth] on Consumer Behaviour‖ carried out at LG ELECTRONICS
PRIVATE LIMITED, INDIA in partial fulfilment of the M.B.A. Program at IBS
Hyderabad. No work can be carried out without the help and guidance of various
people. I am happy to take this opportunity to express gratitude to those who have
been helpful to me in completing this project report. At the outset I would like to
thank my company guide Mr. Vishal Giri, Marketing Manager, Ghaziabad who
allowed me to undertake the project and helped me at every point throughout the
stenure of the project. Mr. Vishal Giri has played a versatile role, by being both a
friend and a mentor. He patiently listened to my difficulties, tried to sort them out and
gave me valuable suggestions and remarks to make my project a more meaningful
one. His guidance has made me learn a lot about the marketing domain. He constantly
motivated me to overcome the hurdles and difficulties in the project. I am grateful for
the time he spent on this project out of his busy schedule. I would be failing in my
duty if I do not express my deep sense of gratitude to Prof. Satya Prasad, Faculty
Guide IBS Hyderabad, without his guidance it would not have been possible for me to
complete this project work. Lastly I would like to thank my parents, friends, fellow
interns and well-wishers who encouraged me to do this research work and all those
who contributed directly or indirectly in completing this project to whom I am
obligated to even though anonymously. Prateek Tyagi

I would also like to acknowledge my indebtedness and render my warmest thanks to

my supervisor, Mr. Mahesh Kumar Agarwal (Chief Business Strategist of Jaipur Rugs
Pvt. Ltd.), who made this work possible. His friendly guidance, support and advice
have been invaluable during the entire period of summer internship

I perceive this opportunity as a big milestone in my career development. I will strive

to use gained skills and knowledge in the best possible way, and I will continue to
work on their improvement, in order to attain desired career objectives.

I also express my heartfelt gratitude to my institute- Malaviya National Institute of

Technology, Jaipur, for offering me the golden opportunity to complete the summer
internship that helped me in gaining practical insights of the corporate world.

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 EXECUTIVE SUMMARY

This report is considered as a part of the curriculum of Master of Business

Administration. This report has been prepared under the expert supervision and
guidance of Mr. Mahesh Kumar Agarwal (Chief Business Strategist of Jaipur Rugs
Pvt. Ltd.).

I worked as an assistant intern for the initial time of joining of the summer internship
on the project: Carbon Credit Implementation.

Then I worked on two core full-time projects as a core team member

The projects namely are:

1.)Social Impact Bond

2.)GST- Returns and Reconciliation

The key highlights of the above-mentioned projects are:

1.)Carbon Credit Implementation: This is a part of global plan which has been
implemented in an effort to reduce global warming by directly or indirectly reducing
the emission of carbon and other greenhouse gases in the environment.This puts a cap
on the maximum limit of emissions that can be released by any company or any
nation.
Any reduction in the level of emissions from the maximum level can be traded in
international markets for a value.

2.)Social Impact Bond: It is the bond which is aimed at creating a positive impact on
the society. The investors pay for services (as part of their Corporate Social
Responsibility) to improve and bring a positive change in the society.An
implementing agency takes over the responsibility to implement the program. The
payments are made only if outcomes are met as per the targeted plans. The returns are
directly linked with the level of milestones achieved.

3.)GST- Returns and Reconciliation: GST also known as Goods & Services Tax is a
giant structure to support the economy of India. It has replaced almost 10-12 indirect
taxes existed earlier. It is a tax on value addition at each stage having the benefit of
availing continuous set-off of Input Tax Credit thereby giving relief to the taxpayers
from the burden of cascading i.e. tax on tax.
The reconciliation process ensures that no sales or purchases are omitted or wrongly
reported in the filing of the GST returns.

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4
 TABLE OF CONTENTS
S.NO PARTICULARS PAGE
NO.
1 CHAPTER 1- AIM AND ESTABLISHMENT OF
COMPANY
1.1 ESTABLISHMENT OF COMPANY
1.2 JOURNEY OF JAIPUR RUGS
1.3 PRODUCTS AND SERVICES OFFERED
1.4 MISSION AND AIM OF COMPANY
1.5 CURRENT POLICY AND FUTURE AIM
1.6 POSITION IN THE INDUSTRY
1.7 AWARDS AND RECOGNITION
2 CHAPTER 2- ORGANISATIONAL VALUES
2.1 POLICIES OF THE COMPANY
2.2 OTHER PHILOSPHIES
3 CHAPTER 3- ORGANISATIONAL STRUCTURE
3.1 ENTITIES OF JAIPUR RUGS GROUP
3.2 DEPARTMENT AND FUNCTIONS
3.3 KEY PERSONNEL
4 CHAPTER 4 JOB DESCRIPTION
5 CHAPTER 5 DESCRIPTION OF WORK
RESPONSIBILITIES
5.1 DESCRIPTION OF DEPARTMENT
5.2 LAYOUT OF OFFICE
5.3 JOB DESCRIPTION
6 CHAPTER 6- EXPERIENCE GAINED AND
PROBLEMS FACED
7 CHAPTER 7- CONCLUSION, SUMMARY

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CHAPTER 1- AIM& ESTABLISHMENT OF THE
COMPANY
1.1 ESTABLISHMENT OF THE COMPANY
JobBuddy.In is a pioneer in rendering HR Solutions across the Globe, ensuring
quality output in short timelines.

Job Buddy, partner with our clients to expand their business potential by providing
solutions in Executive Search & Selection, Middle Management Hiring, Project Based
Hiring and Recruitment Process Outsourcing through integrated suite of leadership
services. With our decade long knowledge expertise in the domain we have been
successfully able to deliver solutions for all kind of global and local business industry
specific demands

Jaipur Rugs was Jointly founded by Vipin Kaushik (India) and Richa
Yadav(Lithuania), who started company with an aim to IT project outsourcing from
Europe to smaller Indian companies in 2018.

At Job Buddy, company ability to align diversified and intricate HR needs of our
clients by providing reliable and strategic staffing solutions. By understanding the
significance of aligning talent strategy with business strategy we tend to offer
workforce solution that drive businesses forward. The capability in fast delivery has
gained us the reputation of being a reliable and efficient global executive search firm.

1.2 SERVICES OFFERED

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Recruitment:

Jobbuddy helps to find a candidate whose profile, qualifications and skills match your
organisation values, goals, and present needs.

– For more than ten years, recruiters have matched open positions with international
talent, and built up extensive networks of qualified professionals in Sweden and
abroad.

– Many of candidates have lived, worked and studied in several countries, and have
integrated inter-cultural skills and international business practice as part of their
expertise.

– Jobbuddy’s network includes well established professionals with work experience in

India, as well as newcomers.

– Candidates are qualified professionals on all levels in the following

sectors: Business administration and finance, Marketing and Sales, Law and
Accounting, HR and Communication, IT and Design, Science and
Pharmaceuticals, Engineering and Architecture

Jobbuddy also offers different services like:

1.) Job Postings: Offering the information of various job openings in different
companies for freshers and experienced candidates.

2.) Parterships: partner with our clients to expand their business potential by
providing solutions in Executive Search & Selection, Middle Management Hiring,
Project Based Hiring and Recruitment Process Outsourcing through integrated suite of
leadership services.

3.)Hiring and funding IT Startups: Hiring deserving candidates for the newer startups
and provide funds for essential operations

4.) HR needs: Intricate HR needs of our clients by providing reliable and strategic
staffing solutions. By understanding the significance of aligning talent strategy with
business strategy we tend to offer workforce solution that drive businesses forward





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1.3VISION, MISSION STATEMENT AND CORE VALUES
1.3.1 MISSION

Mission- Growth for us has been the right balance between maintaining the
quality of our methods when we started, the drive to learn new techniques
and develop with the times – by building our people and evolving our
technologies

1.3.2 VISION

Vision- To create a society where equality, justice and peace prevail through socio-
economic development opportunities for all.

The Vision of founder is to serve underprivileged communities and work for their
upliftment.

1.3.3 CORE VALUES

Our growth has been a function of our ambition structured within our
core values. Our core values of excellence, integrity & reliability have
enabled us to consistently deliver to all our stakeholders.
----- Mr. Vipin Kaushik

1.4 CURRENT POLICY AND FUTURE AIM

1.4.1 CURRENT POLICY

Apart from normal day to day operations, Jobbuddy has started two new initiatives to
imbed amongst the employees the new manner of working. These are self-
management and employee wellness program.

Through these initiatives Jobbuddy aims to inculcate new way of thinking amongst
the employees.

 SELF-MANAGEMENT

Jobbuddy Company is currently working on the philosophy of implementing self-

management in the organisation.

Self-management encourages the employees to treat the company as their own

company. All the employees come on one same platform. Hierarchy of job titles and
positions is removed. Each employee is his own boss and is himself responsible for all
his work and duties assigned to him/her. There is open and free flow of information.

In this system, there would be no boss and the employees will learn to work in a self
managed form. The boss-subordinate relationship is replaced with peer-based mutual

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commitments. They are given training to treat the company as of their own. Teams are
created in such a manner which includes the best skills of all the employees. Each
employee agrees to perform certain roles and responsibilities as per his skills and job
requirements.

Any employee can make decision after seeking advice from anyone who will be
affected or else people who have an expertise in that topic.

Also the teams are created department wise and project wise. Each week a meeting
for about half an hour is conducted in which plans, strategy, outcome, problems etc
are discussed and then all the aspects discussed in the meeting are implemented
during the next week. The reasons for formation of teams is never static, it evolves
over time as new and broader organisational objectives are to be achieved.
The self-managed teams have characteristics of adaptation to rapid changes and
adjustments are made continuously so as to better serve the organisational purpose.

The organisation built with self managed employees lays down on the foundation of
mutual trusts. Employees are trusted do right things that is why very few rules and
control mechanisms are required.

 EMPLOYEE WELLNESS

“A healthy mind dwells in a healthy body”. This saying is implemented by the

organisation in its daily practice. According to Kaushik, if an employee is not healthy
and not motivated then he will not be productive to the organisation. On the other
hand, a motivated and healthy employee will bring amazing results for the company.

So to implement this, Jobbuddy has taken the following initiatives:

• Jobbuddy Company has started a ‘take-care initiative’ for their employees. In this
‘take-care initiative’ a compulsory yoga and meditation session for about 15-20
minutes is conducted every morning before beginning of any of the work for the day.

•The day also ends in a similar manner as another session of yoga and meditation is
conducted in the evening but this session is voluntary for the employees to attend.

• Relaxing and soothing music for meditation is played in the company premises for
about half an hour during each phase of the day, so that employees feel relaxed and
the tension of the work do not occupy their mind.

•Employees are encouraged to play sports and that is why various games like table
tennis etc. are kept in the office.

• Healthy vegetable smoothie and salads are also provided to employees at a very
minimal cost. Both of the things are really good in improving the health of employees
as they are made from the in house grown organic vegetables.

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• Sessions on awareness about the chronic diseases, healthy lifestyle are conducted on
a periodic basis.

So, from the above-mentioned points we can see that the organisation is taking some
really good steps to ensure the well being of its employees. This change in the
organisational policy can really motivate its employees to work harder for the
organisation. It will also increase mutual affection between the employees and the
company.

1.5.2 FUTURE AIM

Vipin Kaushik looks upon Jobbuddy comapny as an institution that is not merely a
source of income or profit, but a medium for putting human talents to good use and a
way of life in itself. Founders vision is to have one hundred thousand people working
with Jobbuddy by 2020. He considers the enterprise as an opportunity to promote
holistic community development.

“We want to establish ourselves as a premium Recruiting company in the coming

years. Our goal is to constantly work towards the betterment of our clients so that trust
and satisfaction develops efficiently.

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CHAPTER 2 - POLICY OF THE COMPANY
2.1 Preamble

Jobbuddy Company is committed to ensure that its business is conducted,

in all respects and all the times, according to rigorous ethical,
professional and legal standards, which prevail from time to time, in the
same industrial sector in which company conducts its normal business.
The Company is also committed to create a workplace at all of its
working locations, that, all the times, is free from harassment and
discrimination, where co-workers are respected and provided an
appropriate environment so as to encourage good performance and
conduct.

To achieve this goal all employees are expected to:

 Adhere to this Policy in their professional as well as personal

conduct
 Treat co-workers with respect, courtesy, honesty and fairness.
 Value the contribution of the people they work with, and work
cooperatively.
 Not bully, intimidate, harass and discriminate against other co-
workers.

2.2 Purpose

This code of conduct and work ethics policy has been formulated in order
to foster and maintain employee trust and confidence in the
professionalism and the integrity of the employees of the company by
ensuring that all employees adhere to appropriate standards of conduct, as
set out in this policy that maintains and enhances the reputation of the
company

This policy aims to provide guidance to all the employees of the company
on how and in which manner should the conduct of employees be when
they are undertaking business on behalf of the company.

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The circumstances of the conduct as set out below in this policy although
not exhaustive, are intended to cover those situations which are most
likely perceived to be encountered by employees. In case any employee
encounters any circumstances, which is not covered here under or in case
of any doubt employees should seek guidance from the reporting
manager/reviewing manager and/or/or from the human resource
department and act accordingly.

A breach of policy may result in disciplinary action against the employee

concerned including potential dismissal or termination of employment or
any other legal action as may available with the company or all of the
above together.

2.3 Coverage

This policy applies to all the employees of the company. Employee shall
mean all individuals on full time or part time employment with the
company, with permanent,probationary, trainee,retainer,temporary or
contractual appointments.

2.4 Clauses Under the Policy

Professionalism

The personal and professional behaviour of Employees shall confirm to

the standards expected of persons in their positions, like a commitment to
and adherence to professional standards, maintaining integrity,
responsibility in their work and in their interactions with other Employees
of the company.

2.4.1 Avoid conflict of interest

Employees should not engage in any business activity,which could be

detrimental to, or in competition with,the companies act on any business
activity.

2.4.2Confidentiality of Information

Upon joining, Employees are required to separately read, acknowledges

and signs the ‘Confidentiality Agreement’ that shall be explicitly mention

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 the terms and conditions of the confidentiality obligation and treatment of
confidential information and intellectual property of the Company.

2.4.3 Integrity of Financial Information

All Employees have a responsibility to ensure that all transactions are

recorded in Company’s account accurately and promptly and they must
immediately report any known inaccuracies. Misrepresentations by
employees that result from intentional acts that may conceal or obscure
the true nature of a business transaction are clear contraventions of this
Policy.

2.4.4Protection and Use of Company Property

All Employees of the Company are responsible for protecting and taking
reasonable steps to prevent the theft or misuse of, or damage to
Company’s assets, including all kinds of physical assets, movable,
immovable and intangible property.

2.4.5Acceptance of Gifts and other Benefits

Employees should not give or accept gifts, entertainment, or any other

personal benefit or privilege, that would in any influence or appear to
influence or appear to influence any business decision.

2.4.6Whole time and attention

All employees shall devote their time and their best efforts to promote the
company business.

2.4.7 Harassment

The company is committed to provide a work environment that is free of

inappropriate behaviour of all kinds and harassment on account of age,
physical disability, marital status, race, religion,caste,sex,sexual orientation
or gender identity. Employees are responsible for supporting the company
in its endeavour to protect others from any kind of such harassment.

This is separately detailed in the “Prevention of Workplace Harassment

Policy”

2.4.8Alcohol and substance abuse

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The use or position of alcohol, illegal drugs or other controlled substances
in the work place and being under the influence of these substances on the
job and during working hours is strictly prohibited.

2.4.9 Fraud

Fraud-or the act or intent to cheat trick steal deceive or lie -is both
dishonest and, in most cases , criminal ,intention acts of fraud are subjected
strict disciplinary action , including dismissal and possible civil and /or
criminal action against the concerned employee.

2.4.10 Compliance with laws and agreements

All employees shall conduct business in compliance with all applicable

laws and regulations of the particular district,state or country.

2.4.11Health, safety and environment

All employees shall comply with the company health and safety norms as
communicated to them from time to time. Employees shall bring to the
management attention any work place safety or health hazard.

2.5 Misconduct and Non-conformance with the policy

Non-observance of this policy shall be construed as misconduct that could

warrant disciplinary action, including dismissal in deserving cases. The
decision in this regard will lie with the management, including the business
unit head and concerned HR Manager and shall be binding on the
employees.

2.6Exceptions

Any exception to the norms laid down in this policy may be at the
discretion of the chairman/managing director or any appropriate authority
delegated by them.

2.7 Contact

All queries and clarifications on this policy and other policies which is
updated on intranet kindly all employees see there our business explained
about all the policies to every new employee in the induction program the
procedures may be referred to the HR Office.

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2.8 Accountability

It is a condition of an appointment and /or employment that all employees

must understand and adhere to the company’s code of conduct and at all
times and abide by the standards, requirements and procedures laid down
herein.

2.9 Amendments
The company reserves the right to change /amend /add /delete /modify in
this policy in whole or in part, at any time without assigning any reason
whatsoever.

2.10 Salary Administration

Salary is paid by the first week of month it is credited to your bank

account that you have opened with the ICICI Bank.As a new joiner you
need to update the account number with us soon as you get the details of
the account from the bank.

2.11Employee Referral Policy

The employee referral scheme is a part of Jobbuddy effort to give an

employment to refer their friends acquittances for requirements in
Jobbuddy If Referred candidate gets hired successfully the employee will
get cash rewards.

2.11Attendance and Working Policy

The policy defines procedure’s and guidelines for working hours and
attendance system

Employee are required punch via biometric machine at each office.Both

the in-time and out-time should be recorded i.e an employee must punch
via biometric one entry and on exit.

2.11.1 Working days and working hours

 The company will be working on six days a week from Monday to

Saturday both inclusive.However, 2nd and 4th Saturday are non-
working.
 Working hours for all units of Jobbuddy shall be 10 AM to 5 PM
every working days.

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  Two time breaks of 15 minutes each time of 11am and 4pm.
2.11.2 Late Coming

 Late Coming to office is not encouraged. However, an employee

can get late only thrice a month from the scheduled duty time, a
relaxation of 60 minutes on cumulative basis for a month trial be
allowed. Employee needs to inform payroll if he/she getting late by
15 minutes.
 Habitual late coming or absenteeism may lead to disciplinary
action.
 Deduction of salary against late coming shall be done every
month.Late coming beyond 60 minutes will lead to half day pay
deduction.

2.12 Leave Entitlement Policy

2.12.1 Leave Entitlements

 All employees are entitled 15(fifteen days of leave during the

calendar year.These leave circulation shall be done on the calendar
year basis
 Employee earns 2 leaves in the month of May,June and December
and 1 leave for each remaining months.
 In case of employee don’t earn use earned leaves will carry
forwarded to next month and also to next year.
2.12.2 Maternity leave

Subject to the provisions of the Maternity Benefit Act 1961 women

employees will be allowed maternity leave on full pay up to twenty
six(26) weeks.An approved medical practitioner should certify the
confinement and the employee must not take any employment, temporary
or part time or otherwise during this period.

2.12.3 Bereavement Policy

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  All employees shall grant 2 continuous days of leave on the
unfortunate demise of blood relative.Employees are required to
take this leave within 1 weeks of event.

2.12.4 Unpaid leave/Leave without Pay(LWP)

 Unpaid leave allows those employees who no longer have any
leave balance to take time off from work.
2.13D Card Policy

It is reveals aperson’s identity. All Employee are being provided the

Badge card with photograph by the personal of Admin Department.

2.14 Dress Code Policy

Employee are required to dress in a way the firm considers appropriate to

the business situation.The employee must remember he/she is working
for a professional organization.

Account will be taken of religious and cultural norms.Styles that could

offend normally accepted standards will not be permitted.

Business attire must be worn at all times when visiting external

companies or customers on business.

The following broad guidelines should be adhered at all times.

Male Female
Acceptable National Costume National
Business Attrite Suits Costume
Tailored trousers/slacks Skirt/trouser suits
Tailored Shirts Tailored trousers
Shoes Skirts
Shirt and ties Dresses
Blouses
Cardigans
Smart Tops
Tailored Shirts
Saree
Acceptable Polo Shirts(with or without
Casual Attrite collar)
Football shirts and other sports
items

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 Jeans(clean and not torn)
Sneakers/sports or causal
shoes/sandals
Unacceptable Tracksuits
Attrite Jogging bottoms/leggings/skit
paints
Clothing with
Slogans/signs/pictures/graphic
s of offensive nature and/or
language
Crop tops
Beachwear/shorts/Bermuda
shorts.
Revealing clothes (too short
,transparent,low cut and low
rise,backless,strapless)

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2.16 Employee Transfer Policy

It is to provide information regarding transfer of the employee.

 Transfer can be within the company or to different groups of the

company.
 Transfer can be done to fill the vacancy arising out of
promotion,career advancement,job opportunity or any other
requirement.
 Jobbuddy provides assistance(financial or otherwise) for the transfer
of employee to the company location
2.17 Employee Disciplinary Action Policy

It provides disciplinary action roles and regulations policies to the

employees.
Management keeps the right to take action at any stage .if it finds that the
section action’s violating company’s value and disturbing the company’s
culture .And has the right to take decisions in case of any discrepancy .
2.18 NPTEL Policy

It is all train employee in both professional and behavioural aspect

 To make employee competent in his/her work.

 To build up required skills and knowledge.
2.19 Performance Management System Policy

Currently we are using balance score card for measuring performance of

employees balance card comprises of 4 segments.Financial,People,
Process and Customer.The weightage to these segments are customized
and given according to the role the individual is performing.The

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Performance review is done on quarterly basis.The review of an
employee is done in the presence of his/her supervisor, HOD and HR.

2.19.1 The Rewards and Recognition Policy

The rewards and recognition program has been developed to

acknowledge meritorious performance of the employees while supporting
the achievements of the monthly objectives. The meritorious employees
are awarded in the monthly general meeting. A token of appreciation is
awarded to the best performers of the month from each department.

2.19.2 30-60-90 Policy

Jobbuddy is committed to understand the experience that an employee gets

after he/she joins the organisation.

 To get to know employee’s experience and his views after working

for some specific period of time.
 To increase the interaction with employee.
 To get to know employee’s level of satisfaction.
 HR team will call the employees who are completing their 30,60
and 90 days respectively.
 The HR Head will make note of each of such feedback session in
the format given in the annexure.
2.19.4 One-On-One Policy

One-On-One Policy meetings strengthen the supervisor-employee

relationship, which is very necessary for team building.

 All teams, divisions and departments are built on these

relationships. One-on-one meetings are a forum for communication
from supervisor to employee, as well as employee to supervisor.
 These meetings are held on a monthly basis.
 A documented form is maintained for these meetings.
2.19.5 E-mail usage policy

E-mail usage policy is there for the employees to guide them regarding
the e-mail usage and make them aware that the e-mail system is provided
as a means to conduct business communication and prevent any activity
that is forbidden, any such activity may lead to strict action against the

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 employee. Employee must use their e-mail wisely and efficiently in order
to make the best use of this policy.

2.19.6 Mobile Phone Policy

 Mobile Phone Policy provides mobile phone facility to employees

based on the demand of their roles and responsibilities. This policy
is to administer and provide guidelines to employee on the usage of
company provided mobile phone.
 The company mobile phone would be used to Group Heads,
Department Heads, Sales Professionals, Branch Managers and field
employees.
2.19.7 Data Management Policy

Data generated or held by the group are key strategic assets that must be
correctly managed and controlled so as to ensure its integrity and
confidentiality.

Employees are advised to categorised and hold the data in jvault, for
example General Data(data which can be accessed by any employee in
the organisation); Team Data (data to be shared amongst the team
members) ; Personal Data (confidential data).

Intention of this policy is to protect the data and information held by the
group from any unauthorized use, access, breaches of privacy. If any
breach of this policy is observed, disciplinary action shall be taken which
shall include dismissal in the cases of staff, expulsion in the case of
contract, termination in case of third parties may be taken.

2.19.8 Travel Policy

All employees bear the responsibility for cost-effective business travel.

Expenses considered as official expense by the management are eligible for
reimbursement. Any local travel at the destination (either Jaipur or
anywhere in India) for the official purpose, as categorized by the
management, shall be once paid by the employee and then reimbursed by
the company.

2.19.9 Information Security Policy System

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Employees are advised to clean their desk once they are away, workstations
should not be left unattended, office telephone should be used only for the
official purpose, internet access should be used only for authorized purpose.

Any information relating to business or customer should be used only to

cause benefit to the organisation and not be used for any personal gains.
Group shall enter into a ‘confidentiality agreement’ with the employee to
safeguard the business interest.

Any violation of the policy will strictly be considered ‘gross misconduct’,

resulting in disciplinary actions which may even lead upto termination of
the services of the employee in question.

2.19.10 Anti-Harassment Policy

Sexual harassment and other discriminatory harassment are illegal and

violate Jobbuddy policies. Actions or words or sexual nature that harass or
intimated others are prohibited. Similarly, actions or words that harass or
intimidate based on race, colour, religion, gender, sexual orientation, age,
national origin, disability, covered veteran status, marital status or any other
unlawful basis are also prohibited.

2.19.11 Grievance Policy

Employees need an opportunity to express their dissatisfaction and having a

grievance policy can ensure that their concerns are heard. Through this
policy we provide a safe working and learning environment to our
employee. A proper treatment of grievances is done via grievance
committee. Systematic way is followed to sort out the grievances.

2.19.12 Guest House Management Policy

The facility is for visiting executives, managers, employees of other

concerned units and any other person specified or invited by the officials.

No charges shall be levied for accommodation except for any food or

beverages as ordered by the guest/visitor shall be borne by the guest/visitor
or by the company as mutually decided. Guests are requested to maintain
the decorum at guest house and at the organisation, any loss to the company
or guest house shall be borne by the guest/house. Any kind of non-
vegetarian food and alcoholic beverages are not allowed in the guest house.

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CHAPTER 3 - ORGANIZATIONAL STRUCTURE OF
THE COMPANY
3.1 ENTITIES OF Jobbuddy.in
Jaipur Rug Group consists of the following entities:

1. Jobbuddy Company (www.jobbuddy.in)

Company’s head office is hosted by Richa Yadav from Vilnius, Lithuania

2. Jobbuddy Branch office (info@jobbuddy.in)

Company’s branch office is hosted by Vipin Kaushik from New Delhi,India

3.2 ORGANIZATIONAL STRUCTURE

President/CEO

Inventory &
Sales & Business Finance and
Operations Marketing Product
Development control
Development

Back Office Advertising Inventory Accounts

Field Sales
Operations Coordinator Management Executive

Customer Creative Product

Internet Sales
Service Assistant Development

Private Sales Warehouse

Key Accounts

3.3 KEY PERSONNEL

1)Vipin Kaushik founded the idea of Jobbuddy in 2018 in New Delhi,India

2)Richa Yadav Co-founded the job buddy and operates it from Lituania

3)Chanchal Yadav is the Internship Supervisor at Jobbuddy

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3.4 Function of the Company
Each department has its own set of functions that it performs to help the organizational gear
s 
turn. Each department does its job to facilitate the fulfillment of organizational objectives. W
ith 
the implementation of enterprise resource planning program each department is aware of w
hat 
other departments are doing and information is regulated throughout the organization. This 
in 
turn results in a uniformity throughout the organization and maintains organizational harmo
ny.

CHAPTER 4 - WORK EXPERIENCE

4.1 Role and Responsibility
During the internship period at Jobbuddy, the roles and responsibility that
I had to perform during the internship period were specified. The roles and
responsibilities as a digital marketer and market research were not limited
in the website of the organization. The analysis of the website of the
Jobbuddy was performed. Along with the analysis of the website,content
review was performed of all those contents written for jobbuddy website
and LinkedIn Page. I was also responsible for the website posts review
through market Research . The involvement in the preparation of the
internet marketing plan for the Jobbuddy was another important role of the
author as an intern.

4.2 Overview of Traditional & Digital Marketing

Traditional marketing refers to any type of promotion, advertising or
campaign that has been inuse by companies for years, and that has a
proven success rate. Methods of traditional marketingcan include print
advertisements, such as newsletters, billboards, flyers and newspaper print
ads.
 In simplistic terms, digital marketing is the promotion of products or
brands via one or more forms of electronic media. Digital marketing
differs from traditional marketing in that it in the use of channels and
methods that enable an organization to analyze marketing campaigns and
understand what is working and what isn't-typically in real time.Digital
marketers monitor things like what is being viewed, how often and for
how long, sales conversions, what content works and doesn't work,  etc.
While the Internet is, perhaps, the channel most closely associated with

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digital marketing, others include wireless text messaging mobile instant
messaging, mobile apps podcasts, electronic billboards, digital television
and radio channels, etc

4.3 Traditional Marketing versus Digital Marketing

The difference between Traditional Marketing and Digital Marketing can be done on the basis
of 4 points below:
Cost
Every business strategy engages to budget, so does both strategies. There is some difference in
the cost between traditional marketing and online marketing. Traditional marketing promotes
the products of a brand through ads on paper, billboard, television, radio, and more. This
marketing strategy spends huge cost to keep the promotion running as the schedule. Online
marketing can also carry a cost, but there are numerous online marketing strategies that are
virtually free.
Coverage
In traditional marketing, coverage of your product will be printed on paper media or aired on
television and radio. Unfortunately, the exposure your products will get is very often
momentary. For example, the newspaper where your high-cost advertisement appeared in is
going to throw the next day. On the other way, your online coverage will be always there for
like forever. It will be archived on the internet and ready to be found easily whenever your
customers need it.
Audience
Traditional marketing is more effective for target customer which out of reach of internet. They
are people who do not connect to the internet on daily basis. Senior citizens or low-end
economic citizens who are internet illiterate are the best target for traditional marketing strategy.
O the other way, people who are never without internet in their reach, such as teenagers and
businessmen, are easier in to reach through online marketing
Tracking
It is difficult to keep track of your traditional marketing strategy. You need to put a lot of effort
and time-consuming research to get information how your customer behavior against
your products. On the other hand, online marketing is easy to track. Email marketing software
can tally the number of people who view your message. Moreover, it can the number of
advertisements that lead to purchases on online sales.

4.4 Specific Problem Analysis

Understanding the Existing System
The system here refers to the search engine friendly websites. Currently
there are a considerable websites and software that functions in the field
of online hotel management. Those websites are either not responsive or
filled with too much functionalities that makes the viewer/user to view the
website more complex and time consuming
Development of Project Goals

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Considering the problems mentioned in the above section, the internship
project is aimed to develop a digital marketing for a website to flow the
right amount of information and responsive to users.For developing a
digital marketing for a website, we need to make sure that we have some
objectives in place. A simple, increase traffic or rank better is not specific
enough but, having said that, creating goals that are so specific they
exclude any recognition of improvement across the  board are similarly
limiting.Jobbuddy website is a website that helps to find job openings for
the specific Company online and many more. The overall goal is to
increase the conversions on website and increase the user’s interactions.
The strategy goals for the project are:

 Promote the website of online Job hiring  system of Jobbuddy and its
LinkedIn page

 Creating the various social media events, pages,  groups as a part of

promotion.

 Provide the information that is easily understood by users i.e.

increasing the readability score.

 Information sharing facilities through social medias like Facebook,

Twitter, Google Plus,Reddit, etc.

 Provide newsletter facility to new and existing customers.

 Provide the information regarding the latest events conducted by the

organization regarding particular subject

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CHAPTER 5 - DESCRIPTION OF WORK
RESPONSIBILITIES TAKEN
5.1 DESCRIPTION OF DEPARTMENT
 I worked in the Digital Marketing Department as a Intern for the Jobbuddy
Company.
 The work of the department was to handle all the market research and to
increase the social reach of website and LinkedIn profile work of the
company.
 As there was time of pandemic,lockdown is happened all around the
country.therefore, the internship is done on online mode i.e,Work from Home
model
 All the interns were working with personal desktops/laptops and were allowed
to approach anyone in the company whose help and guidance was required in
completing the work efficiently.
 Apart from these there was a separate cabin for the External Auditors and two
separate cabins for the Chief Financial Officer, Chief Business Strategist and
as they held the top positions of the company. Even though they had separate
cabins, yet there was an ‘open-door’ policy where the employees could reach
out to them in case of any problem or difficulty.
 In all there were around 10-20 employees working in the Jobbuddy Head
Office branch.
 The best thing which was prevalent was that anyone could access anyone,
anytime during the office hours.
 It was fully equipped with all the necessary support required

5.2 LAYOUT OF THE OFFICE

As this was purely a work from home internship,that’s why the structure of the
company is not known to me but as per my supervisor,It’s nice and as comfortable to
create perfect work life balance

5.3JOB DESCRIPTION:
Whole internernship description was to do market research and digital marketing
activity for the Jobbuddy.

OBJECTIVES OF THE INTERN:

1. To understand about Markets and Competitors of Jobbuddy

2. To understand the Digital marketing activities
3. To make Jobbuddy website’s and LinkedIn’s reach to a greater extent

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4. To provide some suggestions to make company’s Logo and architecture.

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CHAPTER 6
EXPERIENCE GAINED AND PROBLEMS FACED
I got to learn a lot about new things and topics that affects the working of a company
and got to learn the digital marketing activities,tips and trics.

How to do market research and make company’s social and professional reach to a
larger area between the organisation.

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CHAPTER 7
CONCLUSION, SUMMARY AND
RECOMMENDATIONS

According to me, the company allows you to implement your thoughts in the real
situation and let you be yourself. You can explore your creative side anywhere you
want. The employees are allowed to display their talent and skills across different
areas whether it is financial, technical or even cultural aspects.

Work Experience at Jobbuddy was a class apart; getting an opportunity of working

with the founder is something very memorable and special for a fresher intern.

According to me the company is the best example to show that how being connected
to the roots of the formation of the organisation can lead you to global success. Mr
Vipin Kaushik has always mentioned in his speeches about his thoughts that it is very
important for any individual or any organisation to always be deeply connected with
its roots.

The only thing which is troublesome is the high attrition rate of the employees of the
organization. The organisation should find out the about the reasons of employees
leaving the organisation. By knowing the reason the company can retain lots of
talented employees of the organisation.

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