UNIVERSTY SCHOOL OF MANAGEMENT STUDIES

GURU GOBIND SINGH INDRAPRASTHA UNIVERESTY

Summer Internship Project Report

“STUDY OF HR WITH THE FOCUS ON RECRUITING AND SELECTION”

AT

Submitted by

MANISH 04216603920
AS A PARTIAL FULFILMENT OF THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

Under the supervision of

Dr. Puja Khatri

 DECLARATION

This is to certify that the internship project report on the topic “STUDY OF HR POLICY
DEVELOPMENT WITH THE FOCUS ON RECRUITING AND SELECTION”
Completed at AASHMAAN FOUNDATION is done by MANISH, in the partial fulfilment
of the MBA degree from Guru Gobind Singh Indraprastha University.

The report can be accepted in terms of quality and form as directed by the university.

Date:……………….. Dr. Puja Khatri

Project Mentor
STUDENT’S DECLARATION

I, M A N I S H -04216603920- hereby declare that the project work on the topic “STUDY
OF HR WITH THE FOCUS ON RECRUITING AND SELECTION” completed at
AASHMAAN FOUNDATION Under supervision and guidance of Mr. Munish pundir,
Founder and Director is an original work carried out by me during the period May 2021 to
August 2021.

The preparation of my project report is based on my personal experience, findings and

interaction with the official employees and secondary sources.

MANISH
04216603920
ACKNOWLEDGEMENT

“Life is about accepting the challenges along the way, choosing to keep moving forward, and
savouring the journey.” With the COVID-19 lockdown, remote working for me was new,
difficult, and perhaps challenging at the beginning but also allow me to collaborate as an HR
with talented young people from all over India, being part of Aashman Foundation team provide
me an environment rich in diversity and competencies that had Great influence on my
personality and experience gained.

My special thanks to Mr. Munish pundir, Founder and Director, for providing me with an
environment to complete my project successfully. I express my sincere gratitude to his for
invaluable guidance and blessings and his unwavering support during the entire internship.

I express my gratitude to the University's School of Management Studies for allowing me to

intern here in a good schedule. I would also like to sincerely thank my faculty guide Dr. Puja
Khatri whose guidance has helped me to understand and complete my project in a timely proper
manner

MANISH
04216603920
MBA 3rd Semester
 To Whomsoever It May Concern

This is to certify that MR. Manish completed her internship as a Human Resource
Intern in our organization from Aashman Foundation.

Duration of Internship- May 2021 to August 2021.

We found her sincere, punctual and result oriented and wish success in her career.

Thanks,

AASHMAN FOUNDATION

August 2021
OFFER LETTER

Date : 25/05/2021

Student Name : Manish

Father's Name : Mahipal Sangwan
City/ State : Haryana

Dear Manish
We would like to congratulate you on being selected for the Human Resource (HR) [3
months]internship with Team Aashman Foundation, effective from 25/05/2021. All of us at
Aashman Foundation are excited that you will be joining our team!

As we discussed during the interview process, this is a non-paid internship during which you
will be expected to provide work as per given timelines. You might be awarded with different
perks too if your performance speaks loud.

This internship is an educational opportunity for you and a part-time internship. As such,
your internship will include training/orientation and focus primarily on learning and
developing new skills and gaining a deeper understanding of concepts through hands-on
application of the knowledge you learnt in class.

This internship adds advantage of taking leave during examinations, medical emergencies or
uncertainties. In case of cancellation of internship under any situation you have to notify to
your respective supervisor.

Again, congratulations and we look forward to work with you for this coming tenure of HR-
Human Resource (3 Months)

Sincerely,
VJ Aman
National President Youth
Aashman Foundation
+91-8427807716
TABLE OF CONTENTS

CH. No CHAPTER PAGE No.

1 Executive Summary 10

2 Introduction

2.1 Objectives and Significance of The 11-13

Study
Scope of work

2.2 Introduction to HR concepts related to 14-20

the topic

3 Company Profile 21-26

3.1 Services Offered 27,28

4 Literature review 29-32

5 Methodology 33-37

6 HR Department / Findings 38-43

6.1 SWOT Analysis 44-47

7 Conclusion and Recommendations 48-50

8
 Student's learning experience 51,52
9
Bibliography and References 53
10 Interview Questions 54,55
Chapter 1: EXECUTIVE SUMMARY

AASMAAN FOUNDATION is an NGO that helps widows, Underprivileged children,

Underprivileged old ones, and destitute ones. They conduct various campaigns and camps
like Milk for everyone, sanitary pads for the needy, Etc.

Selected intern's day-to-day responsibilities include:

1. Create internship drives in college campuses

2. Use online medium to enrol candidates
3. Screen resumes and application forms
4. Schedule and confirm interviews with candidates
5. Post, update, and remove internship ads from intern boards, careers pages, and social
networks
6. Prepare HR-related reports as needed (like training budgets by department)
7. Participate in organizing company events and careers days

The Human Resources are the most important assets of an organization. The success or
failure of an organization is largely dependent on the calibre of the people working therein.
Without positive and creative contributions from people, organizations cannot progress and
prosper. In order to achieve the goals or the activities of an organization, therefore, they need
to recruit people with requisite skills, qualifications and experience. While doing so, they
have to keep the present as well as the future requirements of the organization in mind.
Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient workforce.” In
order to attract people for the jobs, the organization must communicate the position in such a
way that job seekers respond. To be cost effective, the recruitment process should attract
qualified applicants and provide enough information for unqualified persons to self-select
themselves out. The term “HR recruiter” may sound redundant, as both human resources
managers and recruiters both find job candidates and get them hired, this job is very specific.
Recruiters will work from resumes or by actively soliciting individuals qualified for
positions. A recruiter's job includes reviewing candidate's job experiences, negotiating
salaries, and placing candidates in agreeable employment positions. Recruiters typically
receive a fee from the hiring employers.
Chapter 2: INTRODUCTION

Aashman Foundation is devoted to making education more attainable to each and every child
who constitutes a valuable member of this society. As accountable stakeholders of this
society, it is our responsibility to ensure that no child should be deprived of an opportunity to
learn and immerse themselves in the enchanting world of books.

Responsibilities of the Intern:

➢ Organize internship drives on college campuses

➢ Practice online medium to enroll candidates

➢ Screen resumes and application forms of potential candidates

➢ Arrange and confirm interviews with candidates

➢ Create, update and delete internship ads from intern boards, career pages, and social
networks

➢ Compose HR-related report's as needed (like training budget by department)

➢ Participate in organizing company events and careers days

Requirements:

➢ Self-motivated

➢ Consistent and committed to quality in all aspects of work

➢ Positive, Good interpersonal skills

➢ Good communication skills

Perks:

• Internship Certificate

• Letter of Recommendation
 • Work From Home

Objectives and Significance of The Study:

OBJECTIVES:

• To examine the HR practices in Aasman Foundation.

• To examine the impact of COVID-19 Pandemic on HR
practices in Aasman foundation, as the company starts the
business in COVID-19 lockdown time.
• To examine the recruitment process and selection pattern in
Aasman foundation.
• To undertake SWOT analysis to Aasman foundation.

SIGNIFICANCE OF THE STUDY

The purpose of this study is to highlights Human resource practices

limitation startups companies could face especially if the firm is started
the business during the COVID-19 pandemic as the paper display in the
case of Aashman foundation ngo and it also for the partial fulfillment of
MBA curriculum.

I sincerely believe that the long road to success begins with a step; this
project is a step towards gaining knowledge about the real HR profession
and putting the theory into practice. I shall look forward to and gratefully
acknowledge all the suggestions on this small step I have taken.

The report consists of a step-wise effort towards meeting the objective of the

study. It covers the step-wise collection of data and the representation of the
data together with the analysis. It also includes some suggestions put forward

hoping it would help the company achieve its vision.

SCOPE OF THE STUDY

The work that was allotted when joining the foundation is to generate leads. The

leads can be generated using various platforms like LinkedIn, Internshala, Etc.

Those leads will be then on boarded after being interviewed by the core team of

the supervisor that I was assigned.

After completion of the minimum requirement of the task and tenure of 21 days, I

have been promoted to Process Partner. As an Process Partner, I was responsible

for maintaining the new interns and give report to Assistant Supervisor. I will be

reporting the daily performances of the interns to my group supervisor daily.

This helped me in learning how to handle teams and experience in guiding the
team to success. This has also increased my knowledge about how well an HR
department works
INTRODUCTION ABOUT HUMAN RESOURCE
Main Concepts Related to the Topic

► HUMAN RESOURCE POLICIES

Human resource policies are the formal rules and guidelines that
businesses put in place to hire, train, assess, and reward the members of
their workforce. These policies, when organized and disseminated in an
easily used form, can serve to anticipate many misunderstandings
between employees and employers about their rights and obligations in
the organization.

HR Policies cover the following:

• Policy of hiring people with due respect to factors like

reservations, sex, marital status, and the like.
• Policy on terms and conditions of employment-compensation
policy and methods, hours of work, overtime, promotion, transfer,
lay-off and the like.
• Policy with regard medical assistance-sickness benefits, ESI and
company medical benefits.
• Policy regarding housing, transport, uniform and allowances.
• Policy regarding training and development-need for, methods of,
and frequency of training and development.
• Policy regarding industrial relations, trade-union recognition,
collective bargaining, grievance procedure, participative
management and communication with workers.
FORMULATING POLICIES

There are five principal sources for determining the content and meaning of
policies:
1. Past practice in the organization.
2. Prevailing practice in rival companies.
3. Attitudes and philosophy of founders of the company as also its
directors and the top management.
4. Attitudes and philosophy of middle and lower management.
5. The knowledge and experience gained from handling
countless personnel problems on day to day basis

► RECRUITMENT AND SELECTION

Recruitment is the process by which companies find and hire new

employees. This process contains seven major activities, or functions.
As recruiters and managers progress through the recruitment process,
they use data and analysis to develop and then pare down a pool of
applicants, eventually selecting one candidate to hire.

RECRUITMENT MAJOR ACTIVITIES

1. Job Design and Development:

Identify what the new employee will do and what qualifications
and experience is necessary to complete the work tasks. From
the identified points, the company develops a formal job
 description and sets a basic pay scale.

2. Identifying and Seeking Candidates:

Once the recruiter knows what type of employee the company
needs, he figures out what segments of the population might be
able to do the job and where to recruit
3. Receiving and Tracking Applicants:
Potentially hundreds or even thousands of people can apply for a single job. The
recruiter keeps track of the applications that come in through spreadsheets and
databases. He tries to organize the information so that the candidates who appear
most qualified are easy to find and contact.
4. Reference and Background Checks:
Another function of recruiting is verifying the experience and work ethic of the
candidate. Recruiters do this by contacting the references the candidates list on their
applications. They also do a basic background check to see if the candidate has any
criminal history that might indicate the employee would not be able to perform the
job properly or would pose a risk.
5. Testing:
When the recruiter has narrowed down the pool of applicants, he invites applicants to
take basic tests. These tests are additional tools the company uses to determine if the
applicant has the knowledge and competence necessary to do the job. The test may be
hands-on or oral, but more often it is written.

6. Interview:

When a company has a pool of applicants that are qualified,

experienced and who score well on aptitude tests, managers set
up interviews. The interview gives the managers a chance to get
a sense of what each candidate is like and talk with each
applicant in depth about his experience and qualifications.
 Interviews are very important because they show the managers
how the employee might interact with others on the job and
how professional he can be.
Evaluation and Hiring:

The final functions of recruitment are the evaluation of all the

information gathered about the candidates managers still are
considering. Based on this data, the managers think critically
about what they have learned about the applicants and what the
company needs. They make a final hiring decision and contact
the person they want to have the job. If the applicant selected
accepts the job, then the managers proceed to negotiate a salary
and handle the formal aspects of hiring, such as filling out
human resources paperwork.

Recruitment process outsourcing (RPO)

Is when a company transfers all or part of its permanent recruitment to an

external provider.

An RPO provider can act as an extension of a company's HR or

Resourcing function, sitting on site with the client providing a holistic
hiring solution. An RPO provider can deliver the necessary staff,
technology, and methodology needed to fulfill a client's recruitment
requirements.

Difference between RPO providers vs. traditional staffing agencies

The scope of traditional recruitment firms will be to source and place the
candidate in the required role. Whereas an RPO provider takes ownership
 of the design and execution of the recruitment process which includes
services such as:

• Talent engagement

• Candidate management

• Strategic sourcing

• Compliance and risk management

• Hiring manager engagement

• Recruitment analytics support

• Employer brand consultation

• Vendor partnering and supply chain management

• Workforce planning

• Pre-employment screening

• Early careers/graduate recruitment

Benefits of using an RPO:

- Proactive recruitment strategies that start with employer branding

- Being enmeshed with the company will ensure a positive candidate
experience
- Comprehensive talent acquisition solutions that transform the process
- Consistency in the hiring and on boarding process
- Sole proprietorship of the organization.

► Internship
As part of its Career course, aasman workforce depending on internship
of student's and fresher the company gives students a chance to be in an
office/ workplace & work on the company real projects. Also places
students with various companies.

► Career counselling

Is a type of advice-giving and support provided by career counselors to

their clients, to help the clients manage their journey through life,
learning and work changes (career). This includes career exploration,
making career choices, managing career changes, lifelong career
development and dealing with other career-related issues.

Career Counsellor:

The Career Services staff member assisting you holds a masters degree
and has expertise in career development theory, counseling techniques,
administration and interpretation of assessments, and career information
resources. Career Counselors have master's degrees in Counseling or
Career Counseling.

► Payroll Management:

The administration of the financial record of employees' salaries, wages,

bonuses, net pay, and deductions. An employer, regardless of the number
of workers they employ, must maintain all records about payroll taxes
(income tax withholding, Social Security and federal unemployment tax)
for at least four years after the tax becomes due or is paid, whichever is
later. Altogether, 20 different kinds of employment records must be kept
just to satisfy federal requirements.
Payroll service:

A payroll service is an outside company that specializes in

every aspect of the payroll process. A basic payroll service
will collect wage and hour information from the employer
and use that information to calculate gross wages, subtract
all pertinent withholdings and deductions, print checks,
make direct deposits and prepare all employment tax
filings. The service will also mail out W-2 and 1099 forms
and resolve any inquiries from the IRS or other
government agency.

Some payroll services offer more comprehensive help.

They can take over some of the responsibilities typically
handled internally by human resources, like administrating
a company's retirement accounts and benefits programs.
They can file new employee forms with the state and help
comply with any court-ordered wage garnishment
programs. Some payroll services even offer a free phone
help line for any questions related to human resources or
payroll.
 Chapter 3: COMPANY PROFILE

About

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.

AASMAAN 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 the year 2012 it got registered as a Non Governmental
Organization.
AASMAAN Foundation is working for the upliftment and betterment of the
less-privileged kids. It works in the field of child's education, health and his
rights.
Started as a group of 10 friends, today AASMAAN Foundation has more
than 100 volunteers who work hard round the year for the betterment of the
society.
Over the years, AASMAAN Foundation has conducted plethora of projects
which not only includes grass-root level projects which are directly related
to the kids but also includes fund-raising events.
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 centres 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.

About the founder

Mr. Munish Pundir, the founder of Aashman Foundation, had a dream to

work unconditionally on Women’s Empowerment, Single Income families,
and underprivileged children by constant efforts and innovative ideas put by
him to contribute towards healthcare, education, and environmental based
livelihood 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 registered as a Non-Government Organization.

Vision
AASMAAN Foundation works with a vision to create a society where
children can prosper to their complete potential and enjoy equality in its
true essence.
AASMAAN promotes the culture of kindness and wants to instil the sense
of giving back to the society amongst modern youth.

Mission
The dream of AASHMAN Foundation is to work unconditionally on
Women Empowerment, Single Income families and underprivileged
children through relevant healthcare, innovative education and
environmental based livelihood programs.

Women Empowerment Centre

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 micro-economy of India. To support women in becoming
independent by spirit, 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 organisation aims to achieve socio-economic
empowerment of women by their operational units.

Widow Support

The Aashman Foundation supports widows by providing them monthly

grocery, 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 multiply their savings. Upliftment of widows socially
and financially is one of their prime objectives.

Baal Depression

Children who spent too much time on smart phones 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, consequently, leading to a lack of concentration.
Everyone is well aware of how so many children drop out of school at an
early stage to help their families. These children have the right to study.
Aashman Foundation puts in efforts to help these children stay on the path
of education. The organisation believes that reading and writing will keep
the mind occupied towards something productive and far away from “Baal
depression”.

Milk Bank Campaign

Sufficient nutrition plays a significant role in a child’s overall development.

Milk is considered a vital constituent in a wholesome meal for infants and
children. It 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 child deserves to live a healthy and happy
life.

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, but how many of us thought of the
underprivileged children, depressed children, 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
nutrition for themselves and their family.

Objectives and organizational Goals

Aashayein Foundation recognizes the importance of quality education in the
growth and development of individuals, country and the world. All the
activities of the foundation, are aimed towards the improvement of the
standards of education among underprivileged kids.
Although there are many challenges faced by the system of education in
India, the foundation has identified three major areas to direct its activities
and efforts.
Access to education
In India, there are a large number of kids who do not attend school. These
children are deprived of their basic rights to education. They do not get a
chance to get introduced to the education system – that could make a
difference in their lives. If this situation continues, these kids would
probably grow up being uneducated and would struggle for their
livelihoods. Providing these children access to education can turn around
their world and create a profound change in their lives. This area is
addressed by the Bachhe Mann Ke Sachhe (BMKS) project.
Environment for learning
The condition of a majority of the schools in India is not in a state that can
promise a good learning environment to the children and ensure their
overall development. This hampers the overall effectiveness of a school. By
improving the infrastructure of schools and enabling them with the basic
requirements, the children get a considerably good environment to identify
and improve their skills. This area is addressed by the Pustaka Abhiyana
(PA) project.
Quality of education
Quality pertains to the effectiveness of the practices, methods and
technologies used to impart education. Quality also depends on the
curriculum and its relevance in children's lives. The quality of education (in
this context) that the children are provided with is not yet completely
effective. This hampers the overall effectiveness of the system of education.
With the use of newer methods and technologies, combined with a more
relevant curriculum, a major difference is possible in the effectiveness of
education on children. This area is addressed by the Shikshana Abhiyana
(SA) project.
The organisation aims to replicate these projects and efforts across cities in
India and touch the lives of as many children as possible.
Employee Data

•
aashman foundation has 1299 Employees.
• aashman foundation grew their employee count by 1995% last year.
• aashman foundation currently has 1 job openings.

aashman foundation Competitors & Alternatives

Competitor Name Revenue Number of Employee Total Online Pricing
Employees Growth Funding Review
#1 N/A 1842 102% N/A - N/A

E-Cell

#2 N/A 1149 149% N/A - N/A

Techfest

#3 N/A 112 12% N/A - N/A

Centre for Civi...

#4 N/A 218 -4% N/A - N/A

Entrepreneurshi...

#5 N/A 233 51% N/A - N/A

Entrepreneurshi...

#6 N/A 169 3% N/A - N/A

Entrepreneurshi...

#7 N/A 97 17% N/A - N/A

SEEDS India

#8 N/A 247 15% N/A - N/A

Nimbus Adcom

#9 N/A 70 13% N/A - N/A

Mentor Together

#10 N/A 181 33% N/A - N/A

Entrepreneurshi...

What Is aashman foundation?

AASHMAN FOUNDATION We are Aashman Foundation a joint efforts
from a group of human towards Humanity with mission that every weak
human must have support so that he or she must recover from hard time
with positive energy and in skilled way. Team Aashman is working
wholeheartedly towards empowering women from society so that they can
live with pride and respect and most important EMPOWERED with some
skill and capacity to portray her thoughts to world and contribute in her
way. Another big concern area of focus is Health Empowerment for Team
Aashman as unfortunate human falls in with critical diseases like Cancer &
Kidney related problem which is quite high these days and the Major
gigantic black hole is Malnutrition in 0 to 6 years along with pregnant
females in the different segment of society.

Vision:

1. With the help of common man, Corporate & Established Institutions we

will create values; enhance skilful environment & Uplift social & Financial
level into the different segment of society & Bring change into the lives of
people with the Emotional, Financial & Social development Support so that
they can feel and be Empowered.

2. Human life is the most valuable asset of any Nation. We will go extra
mile to help the underprivileged human being to support them into the
Health segment and prevent them from the evil of malnutrition into children
(0-6 Year), pregnant females & surviving income less family members after
dismissal of only earning hand.

3. Furthermore we will try to increase the expectancy of life for the people
who are suffering from unfortunate diseases like Cancer & Kidney related
Issues. Mission: The dream of AASHMAN Foundation is to work
unconditionally on Women Empowerment, Single Income families and
underprivileged children through relevant healthcare, innovative education
and environmental based livelihood programs. Values: Truth, Trust &
Transparency.

Keywords: N/A

1299
Number of Employees

N/A
Revenue (est)

1
Current Jobs

1995%
Employee Growth %

N/A
Total Funding

N/A
Valuation

N/A
Accelerator
N/A
Type

3.1 SERVICES OFFERED

Aashman Foundation, a nonprofit organization which works for upliftment
of the 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 parlour, patient care,
computers etc are taught by the NGO.

‘Let’s be ready for Red’ a campaign by Aashman Foundation distributes

sanitary napkins as well as underwear 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 lead to a better standard of
living.

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 momentum in the public eye.

Aashman Foundation and VJ Aman visited Toka in Haryana and discovered

that none of the women used sanitary napkins because they did not have
underwear. Aashman Foundation distributed underwear as well as sanitary
napkins to the women living in Toka. Many such endeavours are planned
by the foundation in the coming times to help the cause of sanitary napkins.
Women Empowerment Centre

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 micro-economy of India. To support women in becoming
independent by spirit, 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 organisation aims to achieve socio-economic
empowerment of women by their operational units.

Widow Support

The Aashman Foundation supports widows by providing them monthly

grocery, 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 multiply their savings. Upliftment of widows socially
and financially is one of their prime objectives.

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, consequently, leading to a lack of concentration.
Everyone is well aware of how so many children drop out of school at an
early stage to help their families. These children have the right to study.
Aashman Foundation puts in efforts to help these children stay on the path
of education. The organisation believes that reading and writing will keep
the mind occupied towards something productive and far away from “Baal
depression”.

Milk Bank Campaign

Sufficient nutrition plays a significant role in a child’s overall development.

Milk is considered a vital constituent in a wholesome meal for infants and
children. It 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 child deserves to live a healthy and happy
life.

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, but how many of us thought of the
underprivileged children, depressed children, 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
nutrition for themselves and their family.

Chapter 4: Literature review

Non-governmental organizations (NGOs) refer to highly diverse groups of

enterprises engaged in a wide spectrum of non-profit activities. The focus
of NGOs can range from humanitarian and rural development to assisting
local startups and businesses. There are roughly 3.7 million NGOs
worldwide with an estimated 2 million of them in India.

The first NGO dates back to 1945 when the United Nations was created.
The UN made it possible for certain non-governmental organizations to be
given permission to have observer status at its assemblies and some of its
meetings.

The goal of NGOs can vary widely depending upon the specific focus,
objective and mission of the organization. From improving human rights in
a geographic area to providing education about environmental issues to
supporting the arts, the goal or objective of an NGO can cover just about
any topic related to improving a region, country or the state of the world in
some way.

What all NGOs share is the desire to further their vision and mission,
whatever it might be. Individuals and groups who form NGOs tend to have
a passion for their beliefs. They are usually coming from a place of altruism
and care for the human race and for the future of our world. To that end, the
goal of NGOs is to improve the human experience by lending their efforts
to a specific and specialized cause.
Main Challenges NGOs Face

Lack of Funds

Many NGOs find it difficult to garner sufficient and continuous funding for
their work. Gaining access to appropriate donors is a major component of
this challenge. They may have limited resource mobilization skills locally,
so instead they wait for international donors to approach them. Current
donors may shift priorities and withdraw funding. The NGO might suffer
from a general lack of project, organizational and financial sustainability.

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success. Register here.

Absence of Strategic Planning

Many NGOs suffer from the lack of a cohesive, strategic plan that would
facilitate success in their activities and mission. This renders them unable to
effectively raise and capitalize on financial support.

Poor Governance and Networking

A lack of effective governance is all too common in NGOs. Many have a

deficit of understanding as to why they must have a Board and how to set
one up. A founder may be too focused on running the NGO for their own
purposes; however, governance is foundational to transparency.

Poor or disorganized networking is another major challenge, as it can cause

duplicated efforts, time inefficiencies, conflicting strategies and an inability
to learn from experience. The more NGOs communicate with one another,
with International Non-Governmental Organizations (INGOs) and with the
community at large, the more effective all of them can be. However, many
NGOs perceive INGOs as hindering or even threatening to their goals and
missions.

Many NGOs do not maximize the use of current technologies that could
facilitate better communication and networking. More effective use of
technology can assist NGOs in staying abreast of important regional,
national and global concerns.

Limited Capacity

NGOs often lack the technical and organizational capacity to implement

and fulfil their mission, and few are willing or able to invest in training for
capacity building. Weak capacity affects fundraising ability, governance,
leadership and technical areas.

Development Approaches

Many NGOs favour a “hardware” approach to development through

building infrastructure and providing services instead of empowering
people and institutions locally. Overall, their development approaches are
not as flexible, sustainable and relevant to the community as they could be.

Solutions to those challenges are:

Grant Funding

In order to receive grant funding, an NGO must do the following:

1. Locate Opportunities. Find an appropriate grant and funder for their

focus and mission.

2. Solid Concept Note / First Round Application. NGOs must answer all
criteria and provide all of the information the donor/funder requires. Not
following the guidelines will result in immediate disqualification.

3. Proposal. Once an NGO passes the first application state, a proposal will
be requested. The proposal must be well-written and error-free. Most
importantly, it must contain all of the necessary elements to show the donor
that the NGO has a strategy and high-quality team members.

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Challenges such as poor governance, a lack of strategic planning, and poor
networking can all be addressed through:

Capacity Building

Capacity building and training can help to provide crucial new skills.
NGOs can then more readily train staff and cultivate the necessary skills
within the organization to address challenges going forward.

On-Demand Advice From Experts

The ability to reach out for needed advice and guidance whenever required
during a project or to optimize NGO operations is extremely valuable.
Access to qualified experts will inspire confidence in donors and
contribute to the project’s success. NGOs will naturally become more
efficient, streamlined and effective.

Information, Communication and Technology

All NGOs should be using a minimum of Internet, email, a basic website

and relevant social medial platforms.

Income Generation

NGOs with assets can use any surplus to help generate income. Renting out
buildings, offering training, providing consultancy, creating and selling
products and trading on your name are just a few examples.

How Maxim pact team is tailoring capacity building services

Maxim pact assists organizations by identifying and/or implementing
the capacity building needs. Some organizations already know what skills
and capacity their organizations lack in and some have not yet identified
them.

Once the capacity development need is identified, Maxim pact selects the
right expert(s) to provide customized capacity building service to the client.
Maxim pact believes that transferring knowledge is not the only thing you
can do. Therefore, its main objective is to ensure practical usage of
knowledge attained through its capacity building program.
It’s extensive pre-qualified global consulting network, and broad
partnership network makes Maxim pact perfectly equipped to match the
right expertise efficiently, maximizing cost-benefit outcome for all clients.
All consultants and experts within the network are assessed against set of
professional capacity criteria to ensure their qualifications are in line with
specific requests of Maxim pact partners.
 Chapter 5: Methodology

Methodology Applied

• Task 1: Recruitment & Selection:

o Posted a job post on Linkedin, Apna, etc.

▪ I have asked my professional friends for the suggestion for

hiring candidates

▪ They have mentioned many sites and I have created a job post on that

o Floated the vacancies among friends who are looking for internships

▪ Posted the vacancies in the Whatsapp groups

o Contact Colleges and other sources for leads

▪ Mail colleges for internship offer for their students

▪ Contacted helping hands for the leads

o Screening the resume of applicants

▪ Filtered the candidates with their education

▪ Willingness to work without stipend

o Made them fill the form for further processing

They are required to fill the form in which they will be asked for their contact
details

▪ The details will be used for interviewing and processing of

candidates if selected

• Task 2: Performance management & Employee guidance

o Managing a team of interns and core members

o Training the interns about task

• How to generate lead and the process of selection

 o Conduct weekly meeting to boost and appreciate their
performances

▪ Appreciating the well-performed and encouraging poor

performance candidates

▪ Clearing their doubts

o To review the performances of each intern

▪ Calculating the onboard percentage of each intern

o Maintaining Excel sheets daily

▪ Follow up on the candidates brought by interns

• Task 3: Mentoring & Follow-up

o Training the existing employees i.e Core team on their work

▪ Instructing their duties and responsibilities

▪ Clearing any doubts and problems they face

o Allocating work for each member

▪ Daily work allocation to start work

o Conducting weekly review meetings

▪ Meetings to discuss Referralsthe challenges they face

▪ Motivating them

o Guiding them through the progress

o Conducting Problem-solving sessions with core team

members

o Collecting feedback of interviewers from interns

o Maintaining Excel sheets and updating daily

▪ Updating on how many candidates they contacted and

 processed

▪ How many candidates are onboarded each day

• Task 4: Reporting & Promotion

o Reporting the performance of interns to Group Supervisor

daily

▪ The reporting format is

as follows Reporting

Format

Date-
Batch
Day-
Assistant
supervisor
Name- 1.Total
interns Allotted-
2. Interns present in your group-

3. Total references-

4. References today-
5. Interviews

conducted today-

6. 6.Selected interns

today-
7. Rejected interns today-

8. Processing done today-

9. On Boardings today-

10. Total on Boardings-

o Conducting weekly review meetings with the Interns

 o Daily Reporting of both teams

▪ Collecting reports of interns in

the format of Report Format

Name-
Date-
Referrals
today-
Total
Referrals -
▪ Collecting reports of the core team as

Report
Format
Name-
Date-
No of Interviews
Conducted- No of
Selected-
o Promoting the Interns after completion of the task

▪ Discussing the performance of interns with supervisor

▪ Promoting the best candidates

▪ Filling up the promotion form for the candidates

▪ Explaining the next task and process of workflow

Problems Faced

• Lead Generation

o Generation a lead as a fresher is a prety difficult

o Hard to find the best source of leads

• Screening Doments

o The documents of clients should be real if its mismatch then

we cannot do anything

• Selection of Clients

o The Clients often need some benefits

o They don’t qualify for the position they want

• Guiding of clients

o Guiding clients about the work and explaining

o Language barrier
o Candidates don’t understand the task

• Assigning Work

o Sometimes clients are refused to gives their documents

o They don’t understand the work allotted to them

• Reporting

o Daily reporting to supervisor

o Daily performance Tracking

Chapter 6: HR DEPARTMENT / FINDINGS
Following is the Job Description outlining my role and

responsibilities at Aasmaan Foundation:

o Running internship drives on college campuses

o Using online sources to enroll candidates

o Screening resumes and application forms

o Schedule and confirm interviews with candidates

o Post, update & remove internship ads from intern boards,

career pages, and social networks

o Prepare HR-related reports as needed

o Participate and organizing company events and careers

• Work from Home

• Target

o The Target for the first task is the total onboarding from my

referrals should be a minimum of 8 Candidates

o The target as an Assistant Supervisor is to get 5 on boards

each from the Interns assigned to me

• Training

o Training and guiding of the interns assigned to me

o Allocating the workload among the core teams

o Training the existing employees i.e Core team

• Reporting

o Weekly review meeting with the interns, Performance

appraisal

o Daily Performance of core team

 o Overall performance of both teams reported at the end of 21
days

Description of Work

• Lead Generation by advertising in Linkedin and other social

media platforms

o Posting the job vacancies and posters on various platforms to

get potential leads

• Screening and Selecting the potential candidates

o The screening of candidates resumes with their experience

and educational background

• Post vacancies on various platforms

• Managing and training new trainee interns

o Training and guiding new and existing employees

• Reporting to superiors daily

o Reporting on the status of applicants

o Discussing the performance of candidates

• Updating the vacancies from time to time Below is the list of

vacancies that I had

o Social Media Marketing

▪ They need to use their own Facebook, Instagram, and

Whatsapp to create awareness about Aashman

Foundation and make its voice reach to masses using

social media.

o Human Resource
 ▪ Create internship drives on college campuses

▪ Use online medium to enroll candidates

▪ Screen resumes and application forms

▪ Schedule and confirmed interviews with candidates

▪ Post, update & remove internship ads from intern

boards, career pages, and social networks

▪ Prepare HR-related report's as needed (like training

budget by department)

▪ Participate in organizing company events and careers.

o Sales & Marketing

▪ Generate funds for the organization to support the

needy, collaborate with brands & individuals for

gathering either funds or brand awareness, branding,

lead generation, client relationship management, etc

o Fund Raiser

▪ Fundraising person must be energetic and ready to

connect with new individuals as well as institutional

organizations, need to support the organization in

running campaigns with monetary as well as in-kind

support

o Videography

▪ The person should not be completely a Fresher. Bit

experienced is required

▪ Should have a camera. We are not hiring anyone who calls

 himself or herself a videographer by making videos on phone.

▪ The person should be living in the cities of Chandigarh, Panchkula,

Mohali, Zirakpur

o Stop Motion Graphic

▪ The person should know how to make stop graphic motions.

▪ The candidate should submit a sample video by which they

will be evaluated

o Video editing

▪ The person must be professional and know all the editings

done in the video

▪ Experience is a Must

o Youth Mediathon

▪ Intern has to make videos on projects

▪ Success stories would be displayed as a project

▪ Responsible for maintaining data for weekly, fortnight,

monthly reports in work update magazine.

o Psychology

▪ Experience Psychology

▪ Understand Behavior

▪ Personal Experience to learn the thought process

▪ Social Observations of the widow, underprivileged

child, Underprivileged old ones, destitute ones

Problems Faced

• Lead Generation
 o Generation a lead as a fresher is a prety difficult

o Hard to find the best source of leads

• Screening Doments

o The documents of clients should be real if its mismatch then

we cant do anything

• Selection of Clients

o The Clients often need some benefits

o They don’t qualify for the position they want

• Guiding of clients

o Guiding clients about the work and explaining

o Language barrier
o Candidates don’t understand the task

• Assigning Work

o Sometimes clients are refused to gives their documents

o They don’t understand the work allotted to them

• Reporting

o Daily reporting to supervisor

o Daily performance Tracking

To understand the various functions of an HR Department.

• To reconcile individual/group goals with organizational goals.

• To establish and maintain cordial relations between employees and

management.

• To help maintain ethical policies and behaviour inside and outside

the organization.
 • To develop and inculcate a habit of working as a team player.

• To utilize the available human resource effectively.

• Importance of effective communication in an organisation.

• Importance of establishing and maintaining cordial relations

between all the employees and management staff harmoniously.

• Importance of employee satisfaction/grievance survey in an

organization. • To help the NGO to attain its goals effectively and
efficiently by providing competent and motivated employees.

Findings of the study:

Compensation and Benefits: Compensation basically consists of direct and

indirect compensation and ngois very much concerned about both these
types of compensation. They offer attractive package that is in per with
current market practice in similar sector. They also offer bonuses and yearly
incremental. For long term benefits, Aasman has provision of Gratuity,
Provident Fund. They also have leave planning for employees consisting of
different kind of leaves according to employee needs.

Performance Evaluation: The evaluation of employee’s performance of

Aasman is not properly done by the HR division.

Officers of the organization are competent even though many of them

simply know the working procedure of what they are doing but don’t know
the philosophy behind doing those.

Service quality of Aashman is commendable. It is very important for every

organization serve its customers so that it create a loyal customer base who
will repeatedly buy its products and carry a long time relationship with the
company as well as work as a spoken person to promote the products of the
company to peers, friends, relatives, etc. This organization is really good at
its service quality

SWOT Analysis for Aasman

Only NGOs that perform well are likely to survive and grow in the long
term. Organisation’s that fail to manage themselves appropriately, struggle
to achieve their mission and find it difficult to create real change are likely
to ultimately found themselves cast by the wayside in favour of more
efficient ones. Therefore, the ability to be able to strategically evaluate your
organisation’s performance is crucial to its long term sustainability.

The SWOT analysis is a highly effective tool for understanding and

decision making for all businesses including NGOs. SWOT is an acronym
for Strengths, Weaknesses, Opportunities and Threats. The tool can be used
for business planning, strategic planning, competitor evaluation, marketing,
product development and more.

IFAD (International Fund for Agricultural Development) describes this

option as ‘useful when qualitatively assessing, for example, the services
provided by the project, relationships between project stakeholders and the
organisations of the implementing partners, local groups and the project
team itself’.

The SWOT analysis template is normally presented as a grid, comprising

four sections, one for each of the SWOT headings: Strengths, Weaknesses,
Opportunities, and Threats. An example SWOT chart including some
example information from an NGO is displayed below:

Strengths Weaknesses

▪ High Demand for Services ▪ Lack of community awareness

▪ One major donor ▪ Under developed board of trustees
Opportunities Threats

▪ Public service contracts soon to be ▪ Other more established NGOs

put out to tender complete similar work
▪ Developing links with the business ▪ Limited financial reserves
community
Strengths and Weaknesses describe ‘where the project or organisation is
now: the existing resources that can be used immediately and current
problems that won’t go away. It can help identify where new resources,
skills or allies will be needed’. Both refer to ‘technical, financial,
promotional, networking, knowledge’ or competency based factors internal
to the programme. ‘When thinking of strengths it is useful to think of real
examples of success to ground and clarify the conversation’. Strengths are
‘those things that are working well in a project or situation. The aspects
people are proud to talk about’ and which differentiate the program from
others. Weaknesses are ‘those things that have not worked well’ or that the
program is less efficient in than others.

Opportunities and Threats describe ‘what is going on outside the

organisation, or areas which are not yet affecting the strategy but could do’.
Opportunities include ‘ideas on how to overcome weaknesses and build on
strengths’ within the environment the program operates in. Threats are
‘things that constrain or threaten the range of opportunities for change’ in
the programme environment. These external aspects are often related to
‘sociological, political, demographic, economic, trade-specific’ and
environmental factors.

Strengths

This portion of the chart provides the opportunity to list everything that is
good about your NGO. As well as the two example strengths listed above,
other common strengths in NGOs are volunteer manpower which supplies
organisation’s with substantial amount of free labour and huge savings on
staff costs. NGOs in many countries are eligible for tax discounts which
could be listed as another strength of your organisation. You should include
any assets that your organisation benefits from in your strengths quadrant of
your SWOT analysis.

Weaknesses

The weakness section enables you to list all of the deficiencies of your
organisation. Everything that causes you a problem in the management of
your NGO should be included here. The most common problem for most
NGOs, especially ones in their first years, is the lack of financial stability in
terms of income, expenditure and reserve levels. Weaknesses normally
focus on internal issues that you can work to resolve but can also include
outside weaknesses beyond your control such as a lack of institutional
funders working in your region or country.

Opportunities
These factors tend to focus on outside opportunities such as new grant
availability and the development of local business relations but can just as
well be used to evaluate internal opportunities including staff that are
quickly developing and the contacts of a board of trustees member. You
should try to look towards emerging developments around your NGO that
may provide new options in the near future as well as opportunities that are
immediately available to your organisation. Many people include potential
opportunities that may not be available currently or may never actually
come to fruition but it is important to list them so that your NGO is suitably
prepared if they do.

Threats

NGOs and other similar non-profit organisations are particularly vulnerable

to financial threats and shocks. This is because non-profit organisation’s
often have less secure income streams combined with often just a few
months of financial reserves result in NGOs that can be perilously prone to
major economic shifts. Changes in priorities from a major grant provider or
local authority could mean an NGO is suddenly without its major revenue
stream with no backup plan. These are the type of threats that you should
use in your threats quadrant, essentially anything that could happen that
could jeopardise the success of your NGO.

Chapter 7: CONCLUSIONS AND RECOMMENDATIONS

 Conclusion

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I am glad of working in such an organization where my

contribution in this internship has helped a person in need.

This internship has helped me to learn and to know how an

HR department works.

This improved my communication skills and reporting

skills. The internship enhanced my skills and managerial

skills, which will help in the future

The HR helped me to enhance my skills and trained me how

 to handle to clients and situation. It molded me to be fit for

an organization where I can use my knowledge and skills

learned here

This internship provided me a great opportunity to learn and execute my

ideas and skills. I can see myself getting upgraded by doing this
internship.

Recommendations

• The Internship Roles and Responsibilities should be clear

• The Description should mention all the work they will do in

their tenure

• The description and the given work shouldn’t differ

• Guiding of the candidates should be better

• Training on how to generate leads can be given

• The Supervisor should be given some tips on how to handle

teams

• Supervisors should be polite

• Can conduct activities to keep all employees engaged

• The time taken for issuing the completion certificate can be

less
Chapter 8: STUDENT'S LEARNING EXPERIENCE

At this moment, I have reached the end of this research on "STUDY

OF HR WITH THE FOCUS ON RECRUITING AND
SELECTION" at

Aashman Foundation Now I have an idea of how the Recruiting

process in HR management takes place. And how candidates are
selected and placed. I have also learned the methodology by which
client companies are contacted for placing the students. Now I am
having a clear ideology of approaching different companies for
Recruiting and the entire procedure of Recruiting ad selection. By
research, I also came to know the HR services market demand and
limitation. I have a deeper understanding of designing HR policies for
startups.

The things that I learned from the internship are:

• Lead Generation

o Generation of leads from various sources like Linkedin

and social media platforms

• Convience to the Clients

o Convince to my Clients and make sure they are fit

o Checking the eligibility of candidates

• Selection Techniques

o Phone and Whatsapp call

o Calling the candidates and ask them questions to know

about our company

• Mentoring and guidance of my Clients

 o Calling the Clients day to day for Documentation

o Solving the issues faced by Clients

• Time management

o Submitting the report on time

• Target completion

o Completion of required targets which is given by the HR

• Reporting

o Daily and weekly report

• Performance tracking

I can say that this rich experience enhanced my knowledge from two
perspectives

Practical career perspective Managerial perspective

Practical Career perspective

Main characteristic of HR and work policies

Deeper understanding of the Recruiting and selecting procedures

The process of on boarding and nurturing newcomers.

The process of communicating the company's policies.

Chapter 9: BIBLOGRAPGY AND REFERENCES

https://www.facebook.com/aashmanfoundation/about/

https://www.linkedin.com/company/aashmanfoundation/?originalSubdom
ain=in

https://oorjaa.org/socialsector/aashman-foundation/

https://alison.com/courses/human-resource-management-discipline-in-
organizations/content?event=login

https://courses.edx.org/courses/course-
v1:UQx+Teams101x+1T2020/course/

https://courses.edx.org/courses/course-
v1:IIMBx+MK210x+1T2020/course/

https://skillshop.exceedlms.com/student/path/18061-google-ads-display-
certification

https://skillshop.exceedlms.com/student/path/18128-google-ads-search-
certification

https://ictrd.org/digital_marketing
 Chapter 10:Interview Questions

• Q1. Tell me about yourself.

Add Answer

• Q2. Why are you applying for this position?

Add Answer

• Q3. Why do I want to work here?

Add Answer

• Q4. Will this job motivate you to be a great employee? Do the career
paths here excite you?

Add Answer

• Q5. Why would you be a good fit for this position means: What have you
done that proves you’ll do a good job?

Add Answer

• Q6. How can you say what you’re not good at and still get the job?

Add Answer

• Q7. What interests you about this position?

Add Answer

• Q8. Tell me about how you dealt with a tough challenge?

Add Answer

• Q9. What are your strengths?

Add Answer

• Q10. Why should we hire you?

 Add Answer

• Q11. Describe what you do in your current position

Add Answer

• Q12. Why did you leave your last job?

Add Answer

• Q13. Where do you see yourself in 5 years?

Add Answer

• Q14. What are your salary requirements?

Add Answer

• Q15. What are you passionate about?

Add Answer

• Q16. How do you deal with pressure?

Add Answer

• Q17. What do you know about our organization?

Add Answer