INTERNSHIP REPORT

AT

HRIDTECH PVT LIMITED

An Internship Report
submitted to Jyoti Nivas College Autonomous in partial fulfillment of the
requirement for the award of the degree of B.COM programme.

Submitted by
Ms. SEEMA CHOUDARY
Reg. No. 21BC061

DEPARTMENT OF COMMERCE AND MANAGEMENT

JYOTI NIVAS COLLEGE AUTONOMOUS BENGALURU-560095

2023-24
COMPANY CERTIFICAT
 COLLEGE CERTIFICATE

On the basis of self-declaration made by the student, it is certified that the

internship report is the result of independent work carried out by Ms. Seema
choudary in partial fulfillment of the requirement for the award of the
degree in B.Com programme.

Dr. Josephine Narmadha J Dr. Sr. Mary Louisa S

Dean and Head of the Department of Principal

Commerce and Management Jyoti Nivas College
Autonomous
Jyoti Nivas College
Autonomous

Date:

Place: Bengaluru
 STUDENT’S DECLARATION

I hereby declare that the Internship Report at HridTech is based

on an original study undertaken by me in partial fulfillment of
the requirement for the award of Bachelor’s degree in B.Com
programme.

Further, this report has not been previously submitted for the
award of any other degree/diploma of Bengaluru City University
or any other
University/Institute.

Ms. Seema choudary

Reg. No. 21BC061
Jyoti Nivas College
Autonomous
Date:

Place: Bengaluru
 ACKNOWLEDGEMENT

I would like to place on record my sincere gratitude to Dr. Sr.

Mary Louisa S, Principal, Jyoti Nivas College Autonomous,
Bengaluru, for having given me an opportunity to undertake this
internship.

I am thankful to Dr. Josephine Narmadha, Dean and Head of the

Department of Commerce and Management of Jyoti Nivas
College Autonomous, Bengaluru, for her constant support and
encouragement.

I would also like to thank Ms Anuradha(HridTech) for his

valuable, excellent guidance and support in successfully
completing my internship.

Last but importantly I wish to thank my family and friends for

their help and support in completion of this project.

Above all I would like to thank God Almighty, without whose

grace nothing would have been possible.
 TABLE OF CONTENTS

CHAPTER TITLE PAGE NO.

NO.
1. INTRODUCTION 1-16

2. COMPANY PROFILE 17-23

3. DAY WISE REPORT 24-39

4. LEARNING OUTCOME 40-45

5. CONCLUSION 46-47

ANNEXURE 48-49
 CHAPTER 1
INTRODUCTION
 HUMAN RESOURCE DEPARTMENT

Human resources (HR) is the set of people who make up the

workforce of an organization, business sector, industry, or
economy. Human resource department of an organization
performs human resource management. This internship report
delves into my practical experience at HRIDTECH PVT
LIMITED. I was able to develop myself in the professional
environment, it provided me with valuable opportunities through
which I could contribute to the human resource sector.

During my educational journey, I primarily focused on

theoretical learning. However, I recognized the importance of
bridging the gap between theory and practice. By undertaking an
internship at HRIDTECH PVT LIMITED allowed me to develop
essential skills, and apply my knowledge in real-world scenarios.

As a HR intern I learnt the skills such as teamwork, leadership,

and problem solving, and communicating in professional
environment which are essential in any professional setting.
Throughout the internship I actively sought out opportunities to
contribute to the HR team’s objectives and was given chance to
take responsibilities that allowed me to develop and refine my
skill.

This report will outline the specific tasks I worked on during my

internship, highlighting the key learning and achievements that
resulted from these experiences. During the internship, I had the
opportunity to work closely with the HR department and gain
practical experience in various HR skills.

Further more, I had participated in projects and initiatives,

allowing me to gain a deeper understanding of the strategic role
of HR in an organization. The HR internship provided me with
various opportunities which helped me to enhance my ability.

The practical experience also included exposure to screening the

profiles of the candidate, and contacting the right candidate based
on the requirement received, and then compiling the information
of the candidate in the excel.

Throughout the internship I was able to apply my theoretical

knowledge I gained during my studies to the real world.
I am confident that this report will provide a comprehensive
overview of my HR internship experience, demonstrating my
growth and development in the field. I am grateful for the
opportunity to have been a part of HRIDTECH PVT LIMITED,
and I look forward to sharing the insights.

Human resource companies play a important part in developing

and making the company at beginning or making a success at the
end. Human resources are intended to show how to have a better
employment relations in the workplace. Also, to bring out the
best work ethic of the employees and therefore making a move
to better work environment.

The objectives of Human Resource Management:

The four objectives of HRM are as follows:

Organizational objectives: HRM is a means to achieve efficiency

and effectiveness. It serves other functional areas, so as to help
them to attain efficiency in their operations and attainment of
goals to attain efficiency.
Acquiring right man for the right job at right time in right
quantity, developing through right kind of training, utilizing the
selected workforce, and maintaining the workforce are the
organizational objectives of HRM. Succession planning is an
important issue to be taken up as a contemporary organizational
objective.

Functional objectives: HRM performs so many functions for

other departments. However, it must see that the facilitation
should not cost more than the benefit rendered. It also focuses on
the functional areas of human resource management that is the
recruiting and on boarding new employees, organizational
structure, performance management, training and development,
employee compensation and benefits, employee and labor
relation, workplace safety and health issues employee
satisfaction.

Personal objectives: In today’s world there is shortage of

requisite talent. Employees are encouraged by competitive firms
to change the jobs. HRM has the responsibility to acquire,
develop, utilize, and maintain employees. It also includes
keeping company morale high and motivating team members to
stay with a particular organization. This would be possible only
when the HRM helps employees to achieve their personal goals
to get their commitment. Creating work-life balance for the
employees is a personal objective.

Societal objectives: HRM must see that the legal, ethical, and
social environmental issues are properly attended to. Equal
opportunity and equal pay for equal work are the legal issues
not to be violated. To take care of farmers (whose land has been
acquired for the factory) and tribal’s (who are displaced by
industries and mining companies) are the ethical issues.

The results are clear when these issues are not taken care of. To
help the society through generating employment opportunity,
creating schools and dispensaries, helping women empowerment
are the social responsibility issues. It relates to creating a positive
work environment for people who work at an organization. These
can be related to the work culture, compliance with rules and
regulations in the organization’s industry and behavioural
policies.

Functions:

1) It establishes healthy relationship between management

and workers and workers themselves.
2) Creating congenial work environment to motivate the
workers to work in a relaxed way.
3) Increasing the organizational efficiency and worker’s
productivity by adopting, motivating, and welfare
measures to employees.
4) HRM reduces militancy and harsh thinking among
workers and promotes industrial peace.
5) HRM provides good communication system in the
organization.
6) HRM provides a base to get and train employees to
become knowledgeable and positive workers.
7) Making employees to identify themselves with the
organization and to get a sense of accomplishment through
their work.
8) Maintaining the morale of employees on a higher plane.

Process of HRM:

A process is ‘An identifiable flow of inter-related events

moving towards some goal, purpose and end.

The HRM process consists of lot of linkage between one

activity to the other activity. It consists of eight steps:

1)Human resource planning: Planning is the first and basic

step of the management and everything depends upon
planning as it is a process of thinking about things before they
happen and to make preparations in-advance to deal with
them.

2)Recruitment: It is the process of inviting people who were

willing to join the company or organization.it is a process
which includes screening, and shortlisting the right candidate.
 3)Selection: The selection process includes the following
steps:

 Preliminary interview
 Receiving applications
 Screening applications
 Preliminary tests
 Employment interview
 Checking references
 Medical examination
 Final selection

4)Identification and selection of competent and skilled

employees: Once the applications have been screened to create
the interview shortlist, next step is the employment interview to
test the candidates.

5)Training: An effective training process enhances the skill

levels of a workforce, raises morale, and increases the versatility
and adaptability of employees. The four phases in the HR
training process are as follows:
  Assessment
 Development
 Delivery
 Evaluation

6)Career development: Career development is the process of

planning, preparing for, and advancing one’s career over time. It
involves identifying and setting career goals, acquiring the
necessary knowledge, skills, and experiences to achieve those
goals, and creating a plan to reach them.

7)Compensation: Compensation management is the process of

managing, analysing, and determining the salary, incentives, and
benefits each employee receives. Compensation management is
a crucial part of any talent management and retention strategy.

8)Performance appraisal: The first step in performance appraisal

is the setting standards which will be used to as the base to
compare the actual performance of the company. This step
requires setting the criteria to judge the performance of the
employees as successful or unsuccessful and the degrees of their
contribution to the organizational goals and objectives. The
standards set should be clear, easily understandable and in
measurable terms.

In case the performance of the employee cannot be measured,

great care should be taken to describe the standards.

 Comparing actual performance with desired performance:

The actual performance is compared with the desired or
the standard performance. The comparison tells the
deviations in the performance of the employees from the
standards set. The result can show the actual performance
being more than the desired performance or, the actual
performance being less than the desired performance
depicting a negative deviation in the organizational
performance. It includes recalling, evaluating and analysis
of data related to the employees’ performance.
 Discussing the results: The result of the appraisal is
communicated and discussed with the employees on one-
to-one basis. The focus of this discussion is on
communication and listening. The results, the problems
 and the possible solutions are discussed with the aim of
problem solving and reaching consensus. The feedback
should be given with a positive attitude as this can have an
effect on the employees’ future performance. Performance
appraisal feedback by managers should be in such way
helpful to correct mistakes done by the employees and
help them to motivate for better performance but not to
demotivate. Performance feedback task should be handled
very carefully as it may leads to emotional outburst if it is
not handing properly. Sometimes employees should be
prepared before giving them feedback as it may be
received positively or negatively depending upon the
nature and attitude of employees.

Performance appraisal:

Rating Scales: Employees are evaluated on various criteria using

numeric scales, such as a 1 to 5 rating.

Critical Incident Method: Specific incidents of positive or

negative behavior are recorded to assess performance.
Narrative Appraisal: Managers write detailed narratives
describing an employee's performance, strengths, and areas for
improvement.

Behaviorally Anchored Rating Scales (BARS): Combines the

benefits of a narrative and a rating scale by describing specific
behaviors associated with different performance levels.

Management by Objectives (MBO): Performance is evaluated

based on the achievement of previously agreed-upon objectives.

360-Degree Feedback: Multiple perspectives are gathered from

different sources to provide a holistic view of an employee's
performance.

The entire HRM process is influenced by external

environmental factors such as economic, demographical, socio-
cultural, political, legal and technological factors.

Recruitment: Meaning: It refers to the attempt of getting

interested applicants and providing a pool of prospective
employees so that the organization can select the right person for
the right job. Recruitment policy should be a planned one so that
disruption of work in an organization will be minimized to
employee turnover.

Benefits of performance appraisal: Employee Development:

Performance appraisal helps identify employees' strengths and
areas for improvement, guiding training and development
efforts.

Motivation and Engagement: Regular feedback and recognition

boost employee morale and commitment to their work.

Decision-Making: Performance appraisal results inform

decisions about promotions, salary adjustments, and succession
planning.

Communication: Appraisals facilitate open communication

between employees and managers, fostering a culture of
transparency.
Performance Improvement: Identifying performance gaps allows
organizations to address issues and improve overall productivity.

Recruitment process: It is a process that involves everything

from identifying, attracting, screening, shortlisting,
interviewing, selecting, hiring, and onboarding employees. The
recruitment teams can be large or small depending on the size of
an organization.

Recruitment policy:

Importance: Human resource management is intended to protect

the company and its employees. As a risk management specialist,
you'll help manage your company's risk in a manner that involves
statistical analysis, knowledge of business law, and overall
improvement of company policies and practices. The function of
human resources management is to provide the employees with
the capability to manage: healthcare, record keeping, promotion
and advancement, benefits, compensation, etc. The function, in
terms of the employers benefit, is to create a management system
to achieve long-term goals and plans. Pay, performance
management, training and development, recruitment and
onboarding and reinforcing the values of the business are all
essential elements of business culture covered by HRM
 CHAPTER 2

COMPANY PROFILE
HRIDTECH PVT LIMITED

HridTech Pvt Ltd is designed with complete HR Services that has

been established with an aim to provide India's leading services
to our clients, we cater both IT & non IT companies and strive to
provide the quality services by building a unique model to
achieve maximum accuracy with minimum resource time. We
began with a well defined objective of bridging the gap of
demand and supply in recruitment industry by providing the right
candidate for the right job.

Our team members have diverse experience in various corporate

where they have proved themselves as the pioneers in their
stream of service. Having exposure to experience which has
pushed them to prove beyond their limits, which encourages us
to provide quality, efficiency, fast turn around time in all our
service verticals. Our success is based on the depth of highly
experienced professionals to optimize or service according to our
client specification.

HridTech is a total solutions provider of human resource

consulting and outsourcing services, serving clients of all sizes
and industries, globally. Our tenured team has a deep knowledge
of compliance and best practices across many HR disciplines,
offering a diverse human resource management experience that
saves you time, controls costs, and mitigates risk.

Recruitment process outsourcing (RTO):

Our experienced recruiters will be placed in the client’s location

working in their brands, products, openings in different
departments. They will identify prospective candidates
according to the employer’s company profiles. They are
responsible to provide candidates as per job specifications
provided by the client/s. This will lead in having higher
conversion ratio, save recruitment time and reduce the cost
involvement for recruitments.

Payroll management:
HridTech has an experienced team of payroll management where
we manage their entire payroll process. We offer organized
payroll functions regardless of company’s size which is also
suitable for SMEs and startup companies. HridTech will help
employers hire full time employees by shortlisting the profiles
relevant to the job description given by the employers which will
include- technical skills, soft skills, relevant experience, location,
salary, etc.

We will offer-

 Guidance until the candidate joins

 Interviews and technical assessment

 Contract management:

HridTech will help employers hire full time employees by

shortlisting the profiles relevant to the job description given by
the employers which will include- technical skills, soft skills,
relevant experience, location, salary, etc.

We will offer-

 Guidance until the candidate joins

 Interviews and technical assessments

 Employer and employee terms and conditions

Code of conduct policy:

Our Employee Code of Conduct company policy outlines our

expectations regarding interns’ acceptable conduct towards their
colleagues, supervisors and overall organization.

We promote freedom of expression and open communication.

But we expect all to follow our FOLLOWING code of conduct.
We also expect them to foster a well-organized, respectful and
collaborative environment.

Respect in the workplace

All interns should respect their colleagues. We won’t allow any

kind of discriminatory behavior. Interns should conform to
exceptional interpersonal relations.

Protection of Company Property

All interns should treat our company’s property, whether

material or intangible, with respect and care.

Personal appearance

All interns must be clean and well-groomed. All clothes must be

work-appropriate and must project professionalism.

Job duties and authority

All interns should fulfill their job duties with integrity and
respect toward clients/customers, stakeholders and the
community.

Absenteeism and tardiness

Interns should follow their schedules and CLOCK IN and

CLOCK OUT at the appropriate time. Generally, we expect all
to be punctual when coming to and leaving from work. Interns
are required to email the letter seeking reasons for the same and
obtain PRIOR approval before they avail leave.

Late to office by more than 30 mins : ½ day leave

Early departure from office by more than 1 hour: 1 day leave

If an intern is absent for three or more consecutive days, evidence

for excusing the absence - such as a doctor’s note - must be
provided.

Collaboration
Interns should be friendly and collaborative. They should try not
to disrupt the workplace or present obstacles to their colleagues’
work.

Communication

All interns must be open for communication with their

colleagues, supervisors or team members.
 CHAPTER 3

DAY WISE REPORT

Day: 1 (3rd July)

The inaugural day commenced with a comprehensive assembly

of colleagues and staff, all of whom have been integral to our
internship journey. Post the morning hours, the Human
Resources Manager orchestrated a briefing session aimed at
acquainting us with the organizational landscape, as well as
delineating the forthcoming tasks associated with our role as part
of a recruitment-focused enterprise. The significance of
meticulous scrutiny of all particulars furnished by client
companies, coupled with the imperative of aligning our
endeavors with their stipulated requisites, was underscored. This
juncture was marked by an atmosphere teeming with enthusiasm
as we embarked on our professional journey, fueled by the
anticipation of forging new professional relationships. Our initial
immersion into the internship transpired in the context of
Capgemini, where a comprehensive grasp of the company's
mandates and expectations was our initial point of focus. [0:28
pm, 17/08/2023] See: Capg : Weekday Support _ 6th July Virtual
Drive - Female Candidates only - Implementation Experience
Must . These were the requirements by the company. we found 2
quality profiles.

Day: 2 and 3 (4th July and 5th July)

On the 2nd day of internship we worked for the requirements on

the company HCL. Company asked for snow developer business
analyst, they wanted people who were not from hyderabad. They
required candidates who were ready to join immediate or during
a notice period of 1month. Understanding the requirements of the
company me and my co-intern gave 1 quality profile which was
appreciated. It is very important it give profiles which are
required by the company as these profiles will be sent to the HR
manager of the company ,only if it is accepted by the company,
our organization gets profit.

Day: 4 and 5 (6th July and 7th July)

On the fourth and fifth day of my HR internship, I was given the

opportunity to take on the role of a leader for the day. This
experience allowed me to develop and showcase my leadership
skills while gaining a deeper understanding of the
responsibilities and challenges that come with a leadership role
in HR.

One of the main tasks I handled was coordinating the recruitment

process. I reviewed resumes, shortlisted candidates, and
scheduled interviews.

Additionally, I had the responsibility of conducting initial

screenings and assessments of candidates. This involved
evaluating their qualifications, skills, and suitability for the role.
As a leader, I had to demonstrate objectivity, critical thinking,
and attention to detail while making these assessments.

Day 6 ( 8th july )

During my HR internship, I had the opportunity to participate in

various team-building activities, such as the Human Knot
exercise, which proved to be instrumental in enhancing my time
management skills. The Human Knot activity involved standing
in a circle with fellow interns and intertwining our hands with
one another. The objective was to untangle ourselves without
letting go of each other's hands.

This seemingly simple exercise required effective

communication, coordination, and most importantly, efficient
time management. As we began the activity, it quickly became
apparent that without a well-organized approach and clear time
allocation, the task would become increasingly challenging.

To successfully untangle ourselves, we had to strategize and

allocate specific time intervals for each step of the process. We
quickly realized that rushing through the activity without
considering time management resulted in knots becoming even
tighter and more difficult to unravel.

Through this exercise, I learned the importance of setting time

limits for each phase of a task or project. By allocating specific
time intervals, we were able to maintain a steady pace and ensure
that we made progress without becoming overwhelmed.
Additionally, the activity highlighted the significance of effective
communication and collaboration, as we had to constantly
communicate and adjust our movements to achieve the desired
outcome.

The Human Knot exercise not only enhanced my time

management skills, but it also emphasized the value of teamwork
and adaptability. It reinforced the notion that effective time
management is not just about completing tasks within deadlines,
but also about utilizing time efficiently and collaborating
effectively with others.

This experience has had a lasting impact on my approach to time

management, both in my personal and professional life. I now
prioritize setting clear time limits for tasks, breaking them down
into manageable segments, and ensuring effective
communication and collaboration with team members. The
Human Knot activity served as a practical reminder of the
importance of time management and its impact on productivity
and overall success.
Day: 7 and 8 (10th July and 11th July)

During my HR internship, we came across a high-quality profile

that perfectly matched the requirements set by EY. This
discovery was an exciting moment as it allowed us to contribute
directly to the recruitment process and potentially fulfill a crucial
position within the organization.

Upon receiving the profile, we carefully reviewed it to ensure

that the candidate possessed the necessary skills, qualifications,
and experience outlined in EY's requirements. We assessed the
candidate's educational background, work experience,
certifications, and any additional skills that were relevant to the
position.

After determining that the profile met the criteria, we proceeded

to conduct further evaluations, including a thorough analysis of
the candidate's resume, cover letter, and any additional
supporting documents. We also conducted research on the
candidate's online presence, including their professional
networking profiles and online portfolio, to gain a
comprehensive understanding of their capabilities and potential
fit within EY.

Once we were confident in the candidate's suitability for the

position, we prepared a detailed report outlining our findings and
recommendations. This report included a summary of the
candidate's qualifications, a comparison of their skills to the job
requirements, and an assessment of their potential cultural fit
within EY.

We then presented our findings to the HR team and relevant

stakeholders at EY, highlighting the strengths and potential value
the candidate could bring to the organization. Our report included
a comprehensive analysis of the candidate's profile, focusing on
their relevant experience, achievements, and alignment with
EY's core values and culture.

The identification of this high-quality profile not only

highlighted our ability to effectively evaluate candidates but also
showcased the importance of thorough research and attention to
detail in the recruitment process. It demonstrated our
commitment to finding the best fit for EY and our ability to
contribute to the organization's talent acquisition goals.

Day : 9 and 10 (12th July and 13th July)

In light of the rain-induced portal malfunction, a proactive

decision was made to ensure that the team's productivity and
spirits remained unaffected. As a result, a spontaneous session of
the popular word-guessing game, "dumb charades," was
organized. The objective was to infuse an element of fun and
collaboration into the workday, while still maintaining a
business-related context.

During the game, participants were divided into teams, and each
team was tasked with acting out business-related terms, phrases,
or concepts without using spoken words. This exercise not only
provided a light-hearted break from routine tasks but also
encouraged creative thinking and teamwork. Additionally, it
allowed team members to apply their knowledge of business
terminology in a playful yet educational manner.
The game's themes were carefully chosen to align with the team's
work environment, focusing on concepts such as marketing
strategies, project management techniques, industry jargon, and
financial terms. This ensured that the activity remained relevant
to the team's professional domain, further enhancing its value
within the context of the workplace.

The overall response was overwhelmingly positive, with team

members expressing appreciation for the initiative. The activity
succeeded in fostering a sense of camaraderie and camaraderie
among colleagues, promoting open communication, and
breaking down the barriers that can sometimes arise during
work-related interactions. Ultimately, this experience
highlighted the team's ability to adapt to unexpected challenges
and creatively transform them into opportunities for engagement
and collaboration, even in a professional setting.

Day:11 12 and 13

The mid phase of my internship immersed me in the on boarding

process. Guiding new co-interns through the first screening
process, making interview calls and making detailed explanation
of the questionnaire provided by the clients along with the
requirements needed, oriantation and introduction.

I saw the importance of the first impression an organisation

makes I was privileged to assist in organising orientation session,
explaining company policy and addressing queries.

Day : 14 and 15 (14th and 15th July )

We learned how to compile data using Excel for profiles sourced

from websites like Found It is a valuable skill with professional
applications. By harnessing Excel's capabilities, you're able to
efficiently organize, analyze, and present information in a
structured manner. This skill is particularly useful for tasks such
as creating comprehensive reports, conducting market research,
or building databases.
Compiling in Excel involves importing, sorting, filtering, and
summarizing data to distill meaningful insights. This can include
details like names, contact information, qualifications,
experience, and more. By systematically organizing this data into
rows and columns, you create a clear and accessible overview
that facilitates decision-making and informed communication.

Furthermore, utilizing Excel's features like formulas, pivot

tables, and charts empowers you to perform deeper analysis and
visualization of the compiled data. This can help identify trends,
correlations, and patterns, which are valuable for making
informed decisions.

Mastering the art of compiling in Excel not only enhances your

proficiency with the software but also boosts your overall data
management and analytical skills. These capabilities are highly
regarded in many professional contexts, from business and
finance to research and project management. They showcase
your ability to handle and present information effectively, a
crucial competency in today's data-driven world.
Day :13 and 14 (17th and 18th July)

On this day we found 2 profiles for one of the big 4 companies

i.e PWC and for Capgemini. Our team was appreciated as we
found the best quality profiles for the day.

As I delved into these fundamental aspects of HR, I encountered

the challenge of observing vast amount of information while
adapting to the companies work culture. This challenge
reinforced the significance of adaptability and active listening in
an HR professional’s role.

Day 15 and 16 (19th and 20th July)

On this we got requirement for the company Havells which

required these skills for the person we send .
We got 2 profiles which was appreciated by the HR manager of
the company. We also learned what are the skills required as an
IOT architect and PE firmware.

Open Positi
Experien Locatio
Requireme on Budget
ce n
nts Count
IOT 12-16 Bengalu 40-60
1
Architect Years ru LPA
PE - 6-10 Bengalu 20-25
2
Firmware Years ru LPA
Day 17 and 18 (21st and 22nd July)

On these days we are assigned another activity. Here they had

given us a couple of scenarios and work on the possible action
towards it. The scenarios being where you have a current
employee who had performance issue and has now returned back
from his leave the performance issues are continuing, what are
the possible action i would take as an HR - After termination of
employee , he has facebooked his many greavances about the
company. What is my advice regarding the same . We were
instructed to provide relevant solutions based on the
circumstances. These scenarios being realistic in the corporate
world, helped us understand how the world out works there. We
indeed gave our solutions and also were provided with the
feedback on what to do and what not to do on this circumstances

Day :19 and 20 ( 24th and 25th July)

The subsequent phase of my internship saw my immersion in the

recruitment process. I participated in my entire lifecycle, from
reviewing applications to conducting initial interview. This
experience was instrumental in understanding the meticulous
nature of selecting the right talent for the organization.

Navigating through resumes, conducting phone screenings,

found us 4 more candidates which was just our personal best
record.

Day 21 22 23 (26th 27th and 28th July)

we learned about HR leave policies and their format with the help
of the organization's staff. Practical insights from professionals
can indeed enhance the learning experience. If you have any
questions or if there's anything specific you'd like to discuss
about leave policies.

Here is the format of leave policy we learnt

 Brief description of the policy

 Purpose
 Scope
 Guidelines
 CHAPTER 4

LEARNING EXPERIENCE
Throughout my HR internship, I had the opportunity to develop
and enhance my communication skills, as well as gain valuable
experience in screening and identifying leadership qualities.
These learning outcomes were instrumental in my growth as an
HR professional.

First and foremost, my internship allowed me to sharpen my

communication skills. I learned how to effectively convey
information, both verbally and in writing, to various stakeholders
within the organization. This included drafting professional
emails, scheduled interviews, and delivering presentations. By
practicing clear and concise communication, I was able to foster
better understanding and collaboration among team members, as
well as establish positive relationships with candidates and
employees.

Additionally, my internship provided me with hands-on

experience in screening and evaluating candidates for various
positions. I learned how to review resumes and cover letters,
conduct initial screenings, and assess candidates' qualifications
and skills. This process involved identifying key leadership
qualities, such as effective communication, problem-solving
abilities, and adaptability. Through this experience, I gained a
deeper understanding of the qualities that contribute to
successful leadership and the importance of aligning them with
the organization's goals and values.

This internship allowed me to observe and learn from

experienced HR professionals who demonstrated strong
leadership qualities themselves. I had the opportunity to work
with and learn from individuals who effectively managed teams,
made informed decisions, and inspired others to excel. By
observing their behaviors and actions, I gained valuable insights
into the qualities and behaviors that contribute to effective
leadership in the HR field. These experiences allowed me to
develop effective communication strategies, enhance my
screening abilities, and gain a deeper understanding of the
leadership qualities that contribute to success in HR. I am
confident that these skills and knowledge will serve as a solid
foundation for my future career in HR. I had the opportunity to
develop and refine my skills in compiling files, understanding
requirements, comparing and matching them with candidate
profiles, and screening qualifications and skills. These
experiences were invaluable in enhancing my knowledge and
abilities in the field of HR.

One of the key aspects of my internship was learning how to

compile files and gather relevant information. This involved
organizing and maintaining candidate files, ensuring that all
necessary documents were included and up to date. I learned the
importance of attention to detail and accuracy in this process, as
even a small oversight could have significant implications.

Additionally, I gained a deeper understanding of the

requirements for various positions within the organization. This
involved reviewing job descriptions, understanding the skills and
qualifications needed, and identifying the key criteria for success
in each role. By comprehending these requirements, I was able
to effectively compare and match them with the profiles of
potential candidates.
The screening process was another significant aspect of my
internship. I learned how to evaluate resumes, cover letters, and
other application materials to assess candidates' qualifications
and skills. This involved analyzing their educational background,
work experience, certifications, and any additional relevant
information. I also developed the ability to identify skills and
assess their potential fit within the organization.
CHAPTER 5

CONCLUSION
 In conclusion, my HR internship provided me with a
comprehensive understanding of various HR functions and
equipped me with valuable skills and knowledge that will be
instrumental in my future career. Throughout my internship, I
learned how to effectively communicate with stakeholders,
compile and analyze candidate files, understand and match
requirements with candidate profiles, and screen the CV of the
candidate, qualifications and skills. I also gained insights into the
importance of attention to detail, accuracy, and maintaining
confidentiality in HR processes. These experiences have not only
enhanced my technical abilities but have also allowed me to
observe and learn from experienced HR professionals, further
honing my leadership and decision-making skills. Overall, my
HR internship has been a transformative experience,
empowering me to contribute effectively to the success of
organizations and make a positive impact in the field of HR.
ANNEXURE