Professional Documents
Culture Documents
Summer Project Ishu
Summer Project Ishu
Affiliated to:
Rashtrasant Tukadoji Maharaj Nagpur University, Nagpur
Submitted by:
Miss. Mahima M. Bichpuriya
Company Guide:
Ms. Sanya Kukreja
Faculty Guide:
Dr. Archana Dadhe
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CERTIFICATE
This is to Certify that the investigation described in this report titled “AN
ANALYSIS OF INTERVIEW PROCESS & ONBOARDING AT
AASMAAN FOUNDATION” has been carried out by Ms. Mahima
Bichpuriya. During the summer internship project. This study was done in the
organization “Aasmaan Foundation” in partial fulfilment of the requirement for
the degree of Master of Business Administration of G. S. College of Commerce
and Economics (An Autonomous Institute) Affiliated to R.T.M.N.U, Nagpur.
This work is the own work of the candidate, complete in all respects and is of
sufficiently high standard to warrant its submission to the said degree. The
assistance and resources used for this work are duly acknowledged.
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ACKNOWLEDGEMENT
I am thankful to “Ms. Sanya Kukreja” for guiding me through this project and
continuously encouraging me. It would not have been possible to complete this
project without his / her support.
Mahima Bichpuriya
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Index
2 Company profile
3 Terminologies
4 Objective of study
5 Scope of study
6 Need of study
8 Limitations of study
9 Research methodology
10 Findings
11 Conclusion
12 Suggestion
(If a specific project was allotted to you then you need to prepare the
following: 1. Title of the project allotted, 2. Objectives of the project, 3.
Research methodology adopted – Sampling method and sample size, data
collection tools used, etc. 3. Analysis and interpretation of the data
collected)
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INTRODUCTION
and objectives.
with labour and with trade unions, and taking care of employee safety, welfare
and health by complying with labour laws of the state or country concerned.
people in any organization. People are considered the key resource in this
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FEATURES OF HUMAN RESOURCE MANAGEMENT
results.
• It helps a company achieve its goals in the future by facilitating work for
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FUNCTIONS OF HUMAN RESOURCE MANAGEMENT:
The main functions of human resource management are classified into two
categories:
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way so as to have maximum contribution towards organizational
objectives.
workers.
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i. Operative Functions : The following are the Operative Functions of
etc
for various jobs is one of the most difficult and important function of
premium plans, bonus policy and co-partnership, etc. It also assists the
organization for adopting the suitable wages and salaries, policy and
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iv. payment of wages and salaries in right time.
between management and labor industrial unrest will take place and
good the moral and physical condition of the employee will suffer, and
vii. Personnel Planning and Evaluation : Under this system different type
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IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
production depend on the wishes of the human resources. Hence, besides other
increase cooperation but it needs proper and efficient management to guide it‖.
environment.
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5. It motivates workers and upgrades them so as to enable them to accomplish
employer-employee relations.
enterprises. It is the key to the whole organization and related to all other
great extent, on the way in which people are recruited, developed and
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efforts and effective utilization of human and others material resources is
necessary.
COMPANY PROFILE
AASMAAN FOUNDATION
authorized share capital is Rs. 100,000 and its paid-up capital is Rs. 40,000. It is
December 2020 and as per records from Ministry of Corporate Affairs (MCA),
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Current status of Aasmaan Foundation is - Active.
AASHMAAN has been working since 2009 for under and less privileged children
can prosper to their complete potential and enjoy equality in its true essence.
AASHMAAN promotes the culture of kindness and wants to instil the sense of
AASHMAAN Foundation was started in the year 2009, as a group of people who
wanted to give something back to the society in some or the other way. Later in
less-privileged kids. It works in the field of child's education, health and his
rights.
100 volunteers who work hard round the year for the betterment of the society.
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Over the years, AASHMAAN Foundation has conducted plethora of projects
which not only includes grass-root level projects which are directly related to the
programs. For an organization which started its operations just over a year ago, it
Company detail :-
CIN U80904DL2017NPL318984
Company Name AASMAN FOUNDATION
Company Status Active
RoC RoC-Delhi
Registration Number 318984
Company Category Company limited by Shares
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MANAGEMENT STRUCTURE :-
Each organization has its unique management structure based on its operations,
Under the leadership of the company CEO Mr. MUNISH PUNDIR and also the
founder of Aasmaan foundation. He run the ngo with the brilliant skills and gives
oppournity to new interns in different levels. Mr. RAHUL PARMAR and Mr.
voice brand ambassador and Mr. Aarav Choudhary is the ambassador of Aasmaan
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Aasmaan Foundation educates underprivileged girls about menstruation
families of single income widows and supports the women by empowering them
with skills that enable them to become the bread earners of their family. Skills
like stitching, beauty parlor, patient care, computers etc are taught by the NGO.
napkins as well as underwear’s to the women who are underprivileged and do not
have the means to purchase such commodities. The campaign rests at the heart of
the issue that many women in India do not even have the privilege of owning
underwear and helping them understand more about menstrual hygiene would
The brand ambassador of the foundation VJ Aman, has played a pivotal role in
the campaign as she voices the concerns of such women through her videos and
helps spread awareness about the campaign on the social media platforms to gain
Aasmaan Foundation and VJ Aman had gone to the village of Haryana named
Toka. They help bring the ground reality in the public domain which happens to
be entirely different from the government-stated facts. It was said that 80% of the
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women are aware of the usage of sanitary pads but only 30% use them. But in the
village of Toka, 0 women had sought the usage of sanitary napkins because they
sanitary napkins to the women living in the area. Many such endeavors are
planned by the foundation in the coming times to help the cause of sanitary
napkins.
While we sit in the comfort of our homes while in pain, it is important to realize
that many women do not have the comforts of going back to their places as the
means of earning their bread is hard. And to do labor in pain is not an easy task.
To help them ease their pain, we can donate sanitary napkins and underwear.
This may help them have a better life and better hygiene and better health.
AWARDS :-
Aasmaan Foundation has taken many a dozens initiatives in hands with notable
among those are Nishulk Pathshalla, a free coaching school at slum dwelling area
childrens every month. From time to time medical camps are organised in order
to treat, aware the people about various health related problems, diseases.
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AASMAAN Foundation is designed to Empowering Women, helping orphans
of every section of society. Like other parts of the country Aasmaan Foundation
(NGO) has intensified its activities in the state of J&K under the dedicated and
2015 at old age home Amphalla. In addition to this the whole team of NGO
celebrated National Youth Day on Jan 12 at Ved Mandir Bal Niketan, Jammu by
Bollywood Music director & Singer Kanish Sharma also performed in that event.
When asked about the future strategy, Tahir Rufayee State Co-Ordinator of
Aasmaan foundation said, "We will work in every nook and corner of state in
order to help the poor & needy people. We shall be organizing awareness camps
on Youth & women empowerment in near future. Our program is whole heartedly
dedicated to unite the youth of J&K for the progress, prosperity and development
of J&K and our country. Moreover, the NGO is scheduled to distribute near about
500 stationery kits among the needy children of Kishtwar district so that the
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LATEST DEVELOPMENT :-
India is estimated to have had around 3.2 million NGOs in 2021, just over one
NGO per 1000 Indians, and many times the number of primary schools and
primary health centers in India. NGOs in India have developed and strengthened
by their perseverance in the last few decades; however, only a few of them have
successfully impacted our society significantly, and many are still working hard
and uplifting society. Amidst the ongoing COVID-19 crisis in India, many
volunteers across the country are stepping out and doing the needful for the
people who are worst affected such as BPL citizens and downtrodden workers.
Mr. Munish Pundir, the founder of Aasmaan Foundation, had a dream to work
programs for them. The foundation was started in the year 2009 with a small
group of people who just wanted to help the people in need. Later in 2012, it was
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Yakshita, the regional campaign manager at Aasmaan Foundation told me in an
interview the key segments that the organization takes care of even in this
There is a large section of women in India who dedicate all of their life working
at home, but if they come out and grab the opportunities to build themselves a
fruitful career, it will not only make them independent but also strengthen the
thoughts, and actions so as to have full control over their lives by themselves
rather than being a recipient of others’ orders. This particular objective by the
operational units.
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Widow Support
medical treatment, and education to their children for free. They also provide
them rural-based skill training to make them self-sufficient and further aid them
to manage credits so that they can safeguard their hard-earned money and
Baal Depression
Children who spent too much time on smartphones and other electronic gizmos
are prone to mental health issues. Latest studies suggest that an hour a day spent
staring at a screen may lead to a surge in anxiety and depression amongst children,
so many children drop out of school at an early stage to help their families. These
children have the right to study. Aasmaan Foundation puts in efforts to help these
children stay on the path of education. The organization believes that reading and
writing will keep the mind occupied towards something productive and far away
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Milk Bank Campaign
provides nutrition that a child needs to grow and flourish in all aspects. The NGO
regularly provides milk to the precious kids whose parents cannot afford it. Every
The message conveyed by Yakshita is that a coin has two sides; people tend to
focus on one and forget the other. For instance, in the midst of a pandemic, people
are ready to help and donate to the ones who are suffering directly from COVID,
helping in the refilling of oxygen cylinders, food meals to COVID+ patients, etc,
widows during this pandemic? Mostly, they belong to the working class of society
who are worst affected because of job loss or insufficient wages to provide proper
Our mission is skill development of women in beauty course free of cost in our
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PRODUCT AND SERVICES OFFERED: -
volunteers teach the basics of English, Gujarati, Maths, Hindi and Science to the
The classes are held daily by the teachers and volunteers for the children at our 3
kids. Each volunteer selected for the CMP will be given full responsibility of 1
kid studying either in municipal school or private schools but having a poor socio-
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The volunteer will have to look after the education, health, regularity at school
and social aspect of the child. She/he will have to dedicate a minimum of 3 hours
respective student.
those kids who we teach, observing and understanding their work and lifestyle,
This help the families to increase their revenue which in turn help them to provide
better facilities to their kids and fulfil their education. Our focus is also on
improving the hygiene and communication skills of the slum residents thereby
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With theoretical knowledge of marketing and brand building, our volunteers in
business and the barriers faced by the community, thereby, identifying the latent
growth opportunities, helping them bridge the gap and as a result help them grow.
Food For Thought started back in the year 2013 as a fund-raising event. Our
volunteers set up a temporary food stall for 10 days in this event on the hustling
youthful and vibrant IIM road. Different food items are prepared and sold by the
volunteers in the stall for 10 days and all profits are donated for our various grass-
Food For Thought is one of our main fund raising events and all the funds
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LET’S GO SHOPPING :-
personal preferences.
The goods like clothes, toys, footwear, stationery, etc. are collected from all
across Ahmedabad and sorted as per sizes. A display is than set up of all these
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TERMINOLOGIES
1. Appraisal - Are meetings set up by the employer that allow the employer
5. Gross Salary - Gross salary can be defined as the amount of money paid
6. Job Analysis - A process aimed at codifying the nature of a job role to help
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10.Recruitment- It refers to the process of identifying, attracting,
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OBJECTIVES OF STUDY
FOUNDATION
AASMAAN FOUNDATION
clearly the responsibility, accountability, authority for each job and its
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Scope of the study
onboardings.
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Research Methodology
Research methodology simply refers to the practical “how” of any given piece of
study to ensure valid and reliable results that address the research aims and
objectives.
Research in common parlance refers to a search for knowledge. One can also
a specific topic. Research is an academic activity and the term should be used in
a technical sense
DATA COLLECTION
While deciding about the method of data collection used for the study of research
should keep on mind two types of data i.e., primary and secondary, the primary
data are those which are collected a fresh and for the first time, the secondary data
on the other hand are those which have already been collected by someone else.
1. Primary Data
2. Secondary Data
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PRIMARY DATA:
Primary data is collected in order to avoid any mistake due to transcription which
may arise when collected through secondary sources the data is collected my
questionnaire method.
SECONDARY DATA
Secondary data is collected from the companies report manuals and brochures
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Interview
Interview means deliberate, active listing with a purpose to draw the other person
out, to discover what he really wants to say, and to give a chance to express
himself/herself freely.
The interview is also widely used in securing credit information, making loans,
management.
Employment interview and tests are two of the most important screening devices
management.
most widely used selection tools. Employment interview and tests are two of the
It assists to reveal, examine and assess the capabilities, qualities and traits of an
quite complex in substance and difficult to use property. Its scope includes
measuring all the relevant characteristics and integrating and classifying all other
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Through this technique, needed information like nature, attitude, behaviour,
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Objectives of Interviewing
interview:
“Application Blank.”
3. To verify the information given in the application form and in the Application
Blank.
4. To give essential and accurate facts about the job and the organization such as
future prospects etc. to the candidate. So that the candidate will be in a position
and trust between the organization (personnel department) and the applicant who
is to be employed.
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6. To create a good image and to promote goodwill towards the organization,
unions to the candidate, because interview is a valuable tool for all these.
different qualities in their application can be tested directly through face to face
and opinions between interviewer and interviewee and any doubt regarding the
terms and conditions of the job can be cleared then and there only.
(iii) Helps to know the facilities – Interview helps to know the facilities offered
and opportunities available to the employees and also the terms and conditions of
employment. This helps the candidates to decide whether to offer their service or
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(iv) Helps to tell about company – Interview helps to tell about company’s policy,
(v) Widely accepted tool – Interview is the oldest and most commonly used
device in selecting the employees. Though test and group discussion are
about the candidates. Under such circumstances interview acts as a great help to
the organization.
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Types of Interviews
Formal Interview:
questions.
Informal interview:
There is no specific procedure followed in this case. They are conducted at any
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Stress Interview:
conditions. How does a candidate react to stress? Whether they remains quiet and
around, and the case with which they gets out of it indicates their stress-handling
capacity in future.
Situation Interview:
An imaginary situation is told to the candidates and they are asked to respond to
it.
Directive Interview:
Non-directive Interview:
be asked to candidates. Candidates are free to express themselves under this type.
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Panel Interview:
generally consists of three or more members who collectively perform the task of
selection. The final decision is taken with the consent of all panel members.
Group Interview:
Candidates are supposed to form groups, and one group together will be
lead, their presence of mind and communication can be evaluated under this
technique.
Depth Interview:
All the minute details of important nature are asked to a candidate to have the
Interview Rounds
1. Technical
2. HR
3. Group Discussion
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Interview Questions
• Q4. Will this job motivate you to be a great employee? Do the career paths
• Q5. Why would you be a good fit for this position means: What have you
• Q6. How can you say what you’re not good at and still get the job?
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Interview details
Round 1
Round 2
Round type - HR
Round 3
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Onboarding Employees at Aasmaan Foundation
employee with the organization. Onboarding begins from the moment an offer is
made to the employee until the time the employee becomes a productive member
of the organization.
employee with the organizations policies, the employees role in the organization,
the employee is made comfortable enough to interact freely with their colleagues
paperwork for labour law compliance and equipping them with all the tools they
need to do their job well. During onboarding, employees learn what the
attitude.
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We read through a number of research papers and studies on onboarding and its
effectiveness. The findings from all of them can be summarized in two key points:
may lose them, and that will result in another expensive hiring cycle.
program. The quicker employees are empowered to do their jobs, the faster they
Onboarding is not just HRs job. It also the responsibility of the immediate
manager, who will familiarize the employee with their role in the company, their
performance expectations, and the culture of the team they are going to be a part
of.
move laterally into new roles, known as cross boarding (covered later in this
article), and they also need to be onboarded following a similar process. While
they may be familiar with organizational culture, team culture may be different.
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While they may be familiar with company policies, they may still need a mentor
the “process of helping new hires adjust to social and performance aspects of their
new jobs quickly and smoothly, and learn the attitudes, knowledge, skills, and
In short, employee onboarding involves the processes that help you ensure that
your new hires get started on the right foot. These processes can be broken down
that help a new employee adjust to his or her new position. Under formal
and socialization.
by which a new employee learns about his or her new job. Informal
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minutiae of getting started at a company, such as receiving badges and
equipment.
While the expense of onboarding new employees can be daunting, it’s money
employees may prevent early turnover for as many as 1 in 4 new hires. And the
faster that your new hires feel welcomed and adjusted to their new roles, the faster
following ways:
have been able to save millions of dollars in travel and lodging alone.
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• Improve knowledge retention. The use of video has been shown
training videos, as well as search inside each video, for any word
of company and team introductions that can help your new hires
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place faces and personalities to the names they’ll see in their
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1. Provide information on company policies and benefits
employees first day in the organization. The training session or materials should
In this step, also have the employee sign all the compliance forms that formally
Depending on the country you are in, if digital signatures are accepted on
share the necessary documentation with new employees before their first day in
the company. This means they can complete all compliance formalities
beforehand and become contributing members of the team right from day one.
Using digital signatures is also helpful when you have to onboard remote
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2. Provide role clarity
all their daily tasks is important to help them gain clarity about their role.
Who communicates this information? This is the best time for the manager to step
into the onboarding process, as they are best positioned to offer a clear picture of
This information should be provided over the first 30 days on the job, as the new
employee learns and slowly takes ownership of their role. In this process, it is
also important to inform the employee of whom they must collaborate with to get
their job done members of their own teams as well as members of other teams
introduced to members of their team and supporting teams much before they join
the organization. These employee onboarding software solutions allow each team
member to create an online profile, which a new employee can go through to learn
more about their team members. Similarly, employees can create their own
profile and introduce themselves to their team members much before they join
the organization.
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Even in the case of cross boarding, you can share the employees profile
beforehand.
between the employee and their colleagues right from day one.
3. Facilitate training
Training is part of the long-term onboarding process and is best facilitated by the
Companies can start delivering this training even before employees first day at
the organization. Basic training materials can be sent across, and employees can
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Hibobs employee onboarding software allows HR to set up customized
workflows for new employees, giving them a sense of whats in store for them
Boardon is also a pre-onboarding software that allows you to use the time before
solution that can help you streamline the entire onboarding process.
managers and team managers must give an employee a broad overview of the
How can they do this? One way is to make sure that culture is reflected in the
How easy is it for your employees to come up to you and discuss a problem
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How open are managers to entertaining non-work conversations?
Define what the company culture stands for, and then ensure this culture is
You can also do this through your onboarding software, which gives new hires
direct insights into the team members, the profile of the company, and as a result,
While this is not entirely the responsibility of the manager/HR, it is their job to
dedicate one employee to help the new employee navigate the workplace from
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However, a Hibo survey found that 49% of the employees surveyed would rather
make friends with their co-workers instead of limiting their interactions to their
new-hire buddy.
This information, however, should not discount the value of a new-hire buddy.
If new employees or team members have simple queries like how to work the
printer or whom to speak to for an ergonomic laptop stand, a new-hire buddy can
help easily. And in the age of AI, chatbots (discussed below) can serve as great
new-hire buddies.
In our recent Hibob survey, we found that a majority of new hires spend between
two and five hours being onboarded for their new roles, says Ronni Zehavi, co-
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This is the amount of time it takes to get the employee to sign their compliance
documents and for a general introduction to the rest of the team. However, the
A formal onboarding program can range between 30 days, 90 days, 180 days, or
a good 365 days. This phase is used to complete all the tasks mentioned in the
Ideally, onboarding begins or should begin as soon as the employee accepts the
offer letter.
Invite new hires to join internal platforms ahead of their first week so that they
can not only get a head-start on reading the employee handbook and policies, but
also so they are able to put faces to names, learn about company news, and get
involved in social or cultural events at the company such as clubs that bring
recommends Zehavi
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Duration of New Employee Onboarding
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1. One day to one week: Ensure compliance, familiarize the employee with their
role
2. One week to three months: Train the employee to perform their job.
Familiarize them with their colleagues who are key to their function. Help them
3. Three months to six months: Evaluate their performance and ensure that they
have everything they need to perform their jobs optimally. Take their feedback to
knowledge about their role, the market, the company, and the industry. They
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Social Launch on Children’s day at Aasmaan Foundation
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Learnings During Internship
companies etc.
4. To learn about various channels of getting basic necessity to poor people, etc.
10. Learn the rules and regulation which are follows by all national
government organisation.
channel. Due to current pandemic company has allowed some section to work
from home.
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0. The company markets reliable, high-quality products and has a global client
base.
1. Team leaders of the company are so nice to explain all things properly.
2. The employer of the company must work with goal orientation, because that
4. NGO working in various field work and doing good for slum people and
7. The management are good, they will be around interns if they need any help.
CONCLUSION
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The whole internship was a bundle of new opportunities, with lots of new
everything which leads to efficient work, and this internship helps me to develop
internship with good expression and impressions and I can say that this internship
helping and giving basic needs to slum and roadside children and peoples of NGO.
I got a proper and advance knowledge about what from this internship. I also
develop my selling skills, knowledge and problem handling ability and learn
various things from this internship with my view, Aasmaan Foundation will
became one of the most understandable NGO in India. Aasmaan Foundation has
always been committed towards promoting a healthier and more sustainable way
of life.
BIBILOGRAPHY
WEBSITES
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• www.Aasmaanfoundation.com
• Aasmaanfoundation.org/projects.html
• https://en.wikipedia.org/wiki/Aashayein_foundation
• www.aasmaanfoundation.org/about.html
• https://oorjaa.org/socialsector/Aasmaan-foundation
• https://en.wikipedia.org/wiki/Foundation_(TV_series)
• https://Aasmaanfoundation.wordpress.com
• https://www.educationworld.in/Aasmaan-foundation-
educates...
• https://www.facebook.com/Aasmaanfoundation
• https://Aasmaanfoundation.wordpress.com/contact
• Aasmaanfoundation.org
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