Project Report on

Hiring Process of UAS International & Sales Of the

Company

Submitted in partial fulfillment of the requirements

for the award of the degree of

BACHELOR OF BUSINESS ADMINISTRATION

Under the Guidance of: Submitted By:

Ms. Anikita Gulia Manvi babbar
Assistant Professor BBA V semester
Enrollment No. 00121701721

Session 2017-2020

Delhi School of Professional Studies and Research

(Affiliated to Guru Gobind Singh Indraprastha University, New Delhi)
 Cerificate No. 2023/09/15/11002/8216
15 Sep, 2023
To,
Manvi Babbar
115 GOAPL PARK GOPAL GALI NO 2 KRISHNA NAGAR

MANVIBABBAR400@GMAILCOM
8178304985
We are pleased to confirm that Manvi Babbar from DELHI SCHOOL OF PROFESSIONAL STUDIES AND RESEARCH
has successfully completed his Summer Internship with Project Title ' WEALTH MANAGEMENT SECTOR ' from 15 Jul,
2023 to 15 Sep,2023.
Location for Summer Internship: (Delhi)
Score card on the basis of his performance during the Summer Internship: 40%.

ALL THE BEST FOR YOUR FUTURE ENDEAVORS!

Best Wishes

(Authorized Signatory
)
Mr. Ishan Taneja
Group MD/ CEO
 Declaration

I take this opportunity to express my profound gratitude and deep regards to my guide Ms. Ankita
Gulia for his exemplary guidance, monitoring and constant encouragement throughout the course
of this project. The blessing, help and guidance given by (him/ her) time to time shall carry me a
long way in the journey of life on which I am about to embark.

Last but not least, my sincere thanks to my parents and friends for their wholehearted support and
encouragement.

I also hereby declare that the project work entitled “project title” under the guidance of
“supervisor’s name” is my original work and it has not been submitted earlier in any other
university or institution.

Manvi Babbar

BBA 5C
 CERTIFICATE

This is to certify that the project titled “(Hiring Process of UAS International & Sales Of the
Company)” is an academic work done by (Ms. Manvi Babbar) submitted in the partial
fulfillment of the requirements for the award of degree of Bachelor of Commerce (Hons.)at
Delhi School of Professional Studies and Research, New Delhi under my guidance and direction.

(Ms. Manvi babbar) has given an undertaking that the information presented in the project has
not been submitted earlier.

Ankita Gulia

Assistant Professor, DSPSR

 TABLE OF CONTENTS

CHAPTER 1: INTRODUCTION 1-19

1.1 General Introduction

1.2 Objective of the study

1.3 Literature review

1.4 Research Methodology

1.5 Limitations of the study

CHAPTER 2: PROFILE OF THE ORGANIZATION 20-3

2.1 Origin of the Organization.

2.2 Growth and development of the Organization.

2.3 Present status of the Organization.

2.4 Functional Departments of the Organization.

2.5 Market profile of the Organization.

CHAPTER 3: ANALYSIS AND INTERPRETATION OF DATA 31-

3.1 ANALYSIS AND INTERPRETATION OF DATA

CHAPTER 4: CONCLUSIONS AND RECOMMENDATIONS 44-4

4.1 RECOMMENDATIONS

4.2 CONCLUSIONS

BIBLOGRAPHY

ANNEXURES

QUESTIONNAIRE
 CHAPTER-1
INTRODUCTION

ABOUT THE COMPANY:

UAS International is a wealth management and Training & Development Company. Keeping in
mind the most critical needs in today context, it has emerged as a service partner providing the
clients a one stop solution offering a gamut of services – Training & development,
International & National Internship, International & National Placement & Student exchange
program abroad. The company is based on the principles of delivering high returns to their
clients through their network of government sector banks like Punjab National Bank, Bank Of
Baroda, Andhra Bank, Bank Of Karnataka, etc.
The company has trained 52000 and above interns till date and has tie ups with 26 universities in
India and 80 universities abroad.
The client base is spread across, BFSI Sector and Telecom but has a large client base in BFSI.
Banking, Financial services and Insurance (BFSI) is an industry term for companies that provide
a range of such financial products/services such as universal banks. BFSI usually comprises
commercial banks, insurance companies, non – banking financial companies, cooperatives,
pension funds, mutual funds and other smaller financial entities. The key challenge in the
BFSI sector is Insurance. The insurance industry of India consists of 53 insurance
companies of which 24 are in life insurance business and 29 are non – life insurers. Among
the life insurers, Life Insurance Corporation (LIC) is the sole public sector company. Apart
from that, among the non – life insurers there are six public sector insurers. In addition to
these, there is sole national re – insurer, namely, General Insurance Corporation of India.
The company features the product of India First Life Insurance Company ( a joint venture of
Bank Of Baroda, Andhra Bank and Legal & General) i.e. Mahajeevan Plan
( Endowment Plan). The company helps the clients to make efficient investment decisions
which he has invested in different sectors to earn high returns and also save taxes.

Marketing :
Marketing can be defined as "the activity, set of institutions, and processes for creating, communicating,
delivering, and exchanging offerings that have value for customers, clients, partners, and society at large."

Sales is a part under marketing which focuses on the intense communication between the company's product
and the target audience.

Recruitment & Selection :

Recruitment and selection are two of the most important functions of personnel management.

Recruitment is a process to discover the sources of manpower to meet the requirement of the
staffing schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of efficient personnel.

Every organisation needs to look after recruitment and selection in the initial period and thereafter
as and when additional manpower is required due to expansion and development of business
activities. Right person for the right job is the basic principle in recruitment and selection.
 OBJECTIVES OF THE STUDY

 To determine the present and future requirements of the organization on conjunction

with its personnel-planning and job analysis activities.
 To evaluate the effectiveness of various recruiting and selection process techniques.
 To understand the importance of networking in HR.
 To learn how to screen the resume'.
 REVIEW OF LITERATURE

The classic line of thought:

The classic line part of premises such as that strategic marketing is associated to
processes (Druker, 1973, Bradley 1991) relative to the planning and the execution
of the plans looking for, as a primary target, satisfying the needs of the individuals
and the organizations clients (Bennet 1995). Strategic marketing has direct

relationship with the management of Strategic Business Units or SBU' s, (Baker,

1984), that is to say, that is managed at a level of business, ( non-corporate) and it
communicates directly with the functional strategy of marketing, being defined by a
set of basic principles which explain the main decisions and directives of
performance of the company, it manages the cost level and budgets for marketing
actions and its in charge to allocate resources on the basis of needs, as well as to
integrate the strategy of marketing within the set of the marketing plan (Camera,
1995). Strategic Marketing also should define subjects related to the coordination of
the marketing resources, as well as to the allocation of such referring to the
importance of the competitive advantage (Walter, Boyd and Larreché, 1992). The
term includes a set of principles which would have to be appropriate and to be
oriented to the long term (Harper & Baugh, 1990), in this “appropriate” case is
understood to make decisions guessed “right and coherent” for the attainment of
given marketing objectives. This classic approach also makes reference to the
“opportunities” (Lambin, 1977), these opportunities are those potential possibilities
at which the company arrives at through an external analysis. Strategic Marketing
should be centred in the integral management of products and markets with the aim
to reach the objectives previously set (Jain 2000). The selection of the objective
markets as well as a plan (generally in the long term) to arrive at the corporative
objectives, allocating resources efficiently, without forgetting to consider detecting
business opportunities and satisfying the customer needs (Kotler, 1997). Once again
this approach presents a clear direction towards the planning systems. Strategic
marketing separates and differentiates mainly from operative marketing in the
related management with “time”, since the strategic one is oriented to the attainment
of long term objectives, the possible evolution of the markets and oriented to
detected opportunities (Aramario & Lambin, 1991). The term is also clearly
associated to the “objectives”, related to the processes of strategic marketing
(Bradley, 1991).

This type of thought is clearly focused to converge in a base of subjects such as:

 The objectives: Most of definitions contain this term. Sometimes they use the
similar or substitute terms like “future”, “goal”, “path”, “intentions” or “evolution”.
Strategic Marketing includes a high interest to know which the future will be,
although it leaves from a base of logical uncertainty. It is

impossible to control all the elements and variables that influence in the discipline.
It seems that the authors and the discipline is more comfortable determining or
visualizing the road mentally toward which the company must go in a long term. So,
we can determine that objectives and goals are key factors in Strategic Marketing.
(Aaker & A., 2004; Cravens & W., 2000; Kotler et al., 1987; Lambin & Jean-
Jacques, 1993; Wilson, S., Gilligan, & Colin, 1997)

The profitability
This it is an element which crowns the previously mentioned objectives, as well as
the use of Strategic Analysis Techniques. The profitability, which is a purpose of
the company (Ansoff 1985) appears in a systematic way in the the definitions. It is
important to mention that from a Strategic Marketing point of view, the
profitability not only has to be kept in mind but rather also other such factors as the
market share, stability, the company, the coherence of the products etc. should be
kept in mind. The profitability will show if strategic plans of marketing are aligned
with the financial policies of the company.

Analysis.
The analyzing activity seems also important in the the definitions of Strategic
Marketing. (Boyd et al., 1998; Walker & C., 2003). It is vital as a first step be able
to read, to evaluate, to gather data, to generate systems of information of marketing
intelligence, which allow the marketing manager to decide the markets and the most
attractive products for the company in the future. Without a good analysis of the
marketing plan it doesn't exist the Strategic Marketing Plan Sturdiness(Lambin &
Jean-Jacques, 2000), and then is not easy to build on it. The robustness of the
Strategic Marketing Plans is determined by seven following aspects wich are: the
opportunity, the validity, the feasibility, the coherence, the vulnerability, the
flexibility, and the profitability. (Day 1986).

The planning process.

Under a general rule, the word “planning”(Wilson et al., 1997) also appears
continuously in the definitions. Authors talk about planning keeping in mind
aspects like analysis and decisions and the actions which should be kept in mind to
determine future products and markets, as well as attractiveness, market
opportunities, etc. Some authors have developed investigations related to the
barriers in the marketing planning, ( McDonald 1999)., and consequently to the
planning of Strategic Marketing.
 RESEARCH METHODOLY

In everyday life human being has to face many problems viz. social, economical, financial
problems. These problems in life call for acceptable and effective solutions and for this purpose,
research is required and methodology applied for the solutions can be found out.

Research was carried out at WIPRO. Ltd to find out the “Recruitment and selection process”.

DATA COLLECTION:

Primary Data:
Primary data was collected through survey method by distributing questionnaires toBranch
manager and other sales manager. The questionnaires were carefully designed by taking into
account the parameters of my study.

Secondary Data:

Data was collected from books, magazines, web sites, going through the records of the
organization, etc. It is the data which has been collected by individual or someone else for the
purpose of other than those of our particular research study. Orin other words we can say that
secondary data is the data used previously for the analysis and the results are undertaken for the
next process.
 LITMITATION OF STUDY

Although it was very exciting to work on all the three projects since they made me to step out
of my comfort zone and gave me a real hands on experience of the corporate world but I faced
certain difficulties and was limited to my area of research . These were:
 Some clients were not aware about the Insurance Company.

 Some respondents were not aware of the information asked in the questionnaire so could
not fill the questionnaire appropriately.

 Some clients did not share their true investment information due to their conservative
mentality.

 Some clients were in a hurry ,so they took the filling up of questionnaire very lightly
and just filled out random information .

 Many Interns did not share their true thoughts due to the fear of losing marks during this
internship and creating negative image in the company.

 The time span to complete the projects was limited so one to one interaction with every
intern was not possible.
 CHAPTER-2

PROFILE OF THE ORGANISATION

2.1 Origin of the Organization.

Keeping in mind the most critical needs in today context, we have emerged as a service partner
providing our clients a one stop solution offering a gamut of services - Training &development,
International & National Internship, International & National Placement & Student exchange
program abroad. More over we are India's 1st Organization to launch a customer care for the
students for the mentioned services Training &development, International & National Internship,
International & National Placement & Student exchange program abroad. Thus, our mission is to
establish high standards of professional etiquette and to effectively facilitate a comprehensive
and accomplished system of continuing professional development for every possible profession
through our exceptional training solutions.

An ability to build, develop and nurture brands and enable them to achieve leadership position
in the key markets. Deft in coordinating sales territories, quotas and goals and establishing
training programs. Adept in analyzing sales statistics gathered by staff for determining sales
potential and inventory requirement and monitoring the preference of the customers.

High energy, results-oriented leader recognized for proactive initiative and enthusiastically
meeting deadlines. Experience in all aspects of sales cycle and management: lead generation,
customer needs assessment, presentations, negotiations, staff management & training. Keen
ability to inspire and motivate employees via fruitful relationship building skills. Diligent and fair
leadership that secures profitability.

We understand the multiple needs of business world and recognize that there is a gap in what
enterprises expect and what people perform. We can meet the needs from a single source, with
the facilities, resources and learning expertise to fully achieve the desired goals. For the purpose,
UAS International has come up with a unique International Internship Program, International Live
Projects, Various Training Programs on Personality Development/Career Management/How to
get a desirable Job etc & 3 days Workshops on how to choose career options to train and develop
the knowledge and resource based skills in the candidates to fill the void of the business
environment. This is not all, we also look forward to the successful placements of our Interns
with the top companies of national and international repute.

2.2 Growth and development of the Organization.

UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and
development company. Established in 2013, on the principles of developing and delivering high
quality training, the company is able to facilitate various training and development
programs/internships in India and abroad with top B-schools and has trained almost 40000 and
above interns till date. The Services of the company are spread beyond the national boundaries
of India (UK,USA,Dubai,Singapore, Malaysia) etc. Keeping in mind the most critical needs in
today's context, we have emerged as a service partner providing our clients a one stop solution
offering a gamut of services we have emerged as a service partner providing our clients a one
stop solution offering a gamut of services.

UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and
development company. Established in 2013, on the principles of developing and delivering high
quality training, the company is able to facilitate various training and development programs/
internships in India and abroad with top B-schools and has trained almost 40000 and above
interns till date. Liaison with 26 universities in India with the base size of 900 & above campus.
International Liaison with 80 universities in abroad with the base size of 500 & above. Having a
Team of 42 exclusive corporate trainers. The operations of the company are spread beyond the
national boundaries of India.
Keeping in mind the most critical needs in today context, we have emerged as a service partner
providing our clients a one stop solution offering a gamut of services – Training &development,
International & National Internship, International & National Placement & Student exchange
program abroad. More over we are India's 1st Organization to launch a customer care for the
students for the mentioned services Training &development, International & National Internship,
International & National Placement & Student exchange program abroad. Thus, our mission is to
establish high standards of professional etiquette and to effectively facilitate a comprehensive
and accomplished system of continuing professional development for every possible profession
through our exceptional training solutions.

We understand the multiple needs of business world and recognize that there is a gap in what
enterprises expect and what people perform. We can meet the needs from a single source, with
the facilities, resources and learning expertise to fully achieve the desired goals. For the purpose,
UAS International has come up with a unique International Internship Program, International Live
Projects, Various Training Programs on Personality Development/Career Management/How to
get a desirable Job etc & 3 days Workshops on how to choose career options to train and develop
the knowledge and resource based skills in the candidates to fill the void of the business
environment. This is not all, we also look forward to the successful placements of our Interns
with the top companies of national and international repute.

2.3 Present status of the Organization.

UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and
development company. Established in 2013, on the principles of developing and delivering high
quality training, the company is able to facilitate various training and development programs/
internships in India and abroad with top B-schools and has trained almost 40000 and above
interns till date. Liaison with 26 universities in India with the base size of 900 & above campus.
International Liaison with 80 universities in abroad with the base size of 500 & above. Having a
Team of 42 exclusive corporate trainers. The operations of the company are spread beyond the
national boundaries of India.

Their Associates
 CHAPTER-3

ANALYSIS AND INTERPRETATION

This report highlights the work done during the internship, on the hiring process and sales of the
company. I was involved in three projects of the company .

Project 1: Sales For the Company

The company's revenues are generated by selling government products like insurance policies,
loans, etc. My role was to advise and convince a client about most featured product that the
company deals in i.e. Mahajeevan Plan of India First Life Insurance Company. Working on
this project helped me to gain market knowledge, different schemes available, analytical skills
and also asset management of individuals.

Project 2: Understand the overall hiring process (recruitment & selection ) of the company.

UAS International is into the bulk recruitment and selection of the candidates as it is a wealth
management plus training and development company. Right person for the right job’ is the basic
principle in recruitment and selection. Every business organization/unit needs manpower for
carrying different business activities smoothly and efficiently and for this recruitment and
selection of suitable candidates are essential.

Project 3 : Intern Attitude Survey

To understand the behavior and satisfaction level of interns in the organization ,this survey was
conducted . How the company is able to live up to its promises and values and how an intern
expects key deliverables from the company were studied.

All the projects were very interesting ,required research work ,one to one interaction with the
employees & interns and detailed analysis.
 Project 1 : Sales For The Company

Objectives :

 To know and understand the investment behavior of the people.

 To understand the importance of customer relationship through sales.

Tasks Handled:

So, to generate the revenues, UAS International makes it mandatory for every intern to enter the
sales profile for a good exposure .So for 1 month I was exposed to a sales profile and for the rest
2 months I worked with the HR Department.
For the initial 12 days, induction classes were conducted in which I got:
 the overview of the company's profile
 overview of the project that all the interns were supposed to be allocated
 Learnt about different HR modules like the policies , recruitment process, dos & don'ts in
an interview, CTC break up, designing of salary slip , salary negotiation and different
types of interviews, types of business letters, HRMS demo, Payroll system demo and data
entry in online portals.
 Learnt about digital marketing, search engine optimization, social media optimization and
online marketing.
 Understood about the taxation like the taxation policies , flow of tax calculations,
fundamentals of various heads of income, income tax act of 1961, 80C,80D ,10 10 D
&different tax slabs in India.
 Introduction about the different financial sectors in India, knowledge about BFSI sector,
awareness about Insurance Sector, merits and demerits of each financial sector and career
planning in BFSI sector.
 To understand the Mahajeevan Product , matching its capabilities to the market needs ,
positioning and to focus on the maximization of sales for the company.
 Concept of Portfolio Management & financial investment.
  How to Pitch the product to the client, role plays , lead generations, customer satisfaction
and closing of sales.

After the 12 days of induction, I was sent on field for 15 days to pitch the product and do sales.
In the two week time period , I generated the leads ,met with the clients and tried to close the
deal by convincing a client to buy the product. I was focused to generate the revenues for the
company and maximizing the profits as well. I sold out the policies worth 3.86 lakhs in my
sales period and as a reward for completing my targets , I travelled to Dubai for the corporate
convention with the company on 1st May 2017 for four days.

About the product: "Mahajeevan Plan"

 Income Tax Benefits ( Product is under tax act of 1961)

 Death benefit i.e. sum assured plus 16 times life cover.
 High returns ( 8% interest rate and 2% bonus)
 Secured product ( government bank product)
 Flexible mode of payments.
 Availability of Loan Feature.
 Unique "Assignment" Feature available (in case where policy holder wishes to give the
ownership to other person for genuine reasons )
 Auto debit procedure also included.
 24x7 good customer care handling.

Few important questions kept in front on clients helped in

approaching them in better way and generating more sales:

1. From which sources you get to know about different Investment options.
 Broker
 Bank
 Relative/ Friend
 T.V./ Newspaper

2. What is your saving objective?

 Retirement
 Healthcare
 Children’s Education
 Growth
 Home Purchase
 New House
 Children marriage

3. In which sector would you like to invest your money?

 Private Sector
 Public Sector
 Foreign Sector
 Government Sector

4. Do you have a formal budget for family expenditure?

 Yes
 No

5. Do you invest your money in fixed deposit?

 Yes
 No
6. Usually do you consult your friend/ relative before making an investment?
 Always
 Often
 Sometimes
 Never

7. What % of your income do you invest?

 0-15%
 15-30%
 30-50%

8. What is the time period would you like to invest?
 Short Term (0-1year)
 Medium Term (1-5years)
 Long Term (>5years)

9. Where you would like to invest?

 Debt
 Equity
 Tax Saving

10. Important factors you consider before making an investment?

 Liquidity
 Opportunity for steady growth
 Safety of investment

11. Would you like to invest in risky venture?

 Always
 Often
 Sometimes
  Never

12. How do you intend to use the earnings received from investment?
 Reinvest 20-80%
 Reinvest total earnings

13. How much interest rate do you expect from your investment?
 4-5%
 6-7%
 More than 7%

14. Where you would like to invest?

 PPF
 Fixed Deposits
 Savings Accounts
 Gold
 Mutual Funds

15. Are you satisfied with your investment options?

 Yes
 No
Learning from the project :

In my sales period , I got a different exposure as I had to research on my clients' investment

behavior which I did through a questionnaire and then accordingly I pitched the product and
advised my clients on the investment. Not every time when I went to meet the clients, a deal
was closed, I had to face rejection as well. This entire project has helped me in the following
ways :
 Improved my communication and convincing skills.
 Built up my confidence.
 Increased my temperament level.
 Helped me to stay updated with latest market trends.
 Importance of customer relationship management.
 Project 2 : Hiring Process Of UAS International

Objectives :

 To determine the present and future requirements of the organization on conjunction

with its personnel-planning and job analysis activities.
 To evaluate the effectiveness of various recruiting and selection process techniques.
 To understand the importance of networking in HR.
 To learn how to screen the resume'.

Tasks Handled :

UAS International is into the bulk hiring of interns as it trains & requires interns throughout the
year for selling out the government banking products.
The Hiring process of Interns is different from that of the employees in the company.

1) HIRING PROCESS OF INTERNS :

The interns are selected on the basis of Telephonic or Personal Interview according to the
number of students applying in a campus. The Telephonic/Personal interview is scheduled on
the basis of the campus drives conducted.
A proper process is followed from contacting the CRCs of the colleges, sending out proposals to
conducting the interviews.

I was supposed to search for different BBA/MBA colleges of Uttarakhand and accordingly
bring interns from this state.

Following work was done :

 Created the data of the colleges and their CRCs.
 Pitched about the company to the different CRCs in the telephonic conversation.
 Sent out the internship proposals as per the company's & colleges' requirements.
 Scheduled a date for the campus drive for the company and confirmed the tie up.
 Conducted telephonic interview of the students for internship program.
 Gave the confirmation call to the candidates who have been selected.
 Updated the details of the interns in the HRMS of the company.
 Assisted in the recruitment and selection process of BCIPS College , Dwarka Sec-11,
New Delhi (was a part of the campus drive and personal interview)
 Took HR induction sessions for the new batch of interns.
Form to be filled by candidates for the interview process:
1. Name:_________________________________________________________________________
__________

2. Sex:___________________________________________________________________________
__________

3. DOB:_________________________________________________________________________
___________

4. Mobile
no.:___________________________________________________________________________
____

5. Address:_______________________________________________________________________
__________

6. Email
id:____________________________________________________________________________
_____

7. Campus
Name:_________________________________________________________________________
___

8. Roll
no.:___________________________________________________________________________
_______

9. Course:________________________________________________________________________
__________

10. Year:__________________________________________________________________________
__________

11. Father’s
Name:_________________________________________________________________________
___
 12. Father’s Profession in
detail:_________________________________________________________________

13. Father’s Mobile

number:____________________________________________________________________

14. Mother’s
Name:_________________________________________________________________________
__

15. Mother
Profession:_____________________________________________________________________
____

16. Number of family

members:__________________________________________________________________

17. Family Status: Joint Nuclear

18. Any one from your family belongs to mentioned field: Banking Insurance I T
Automobile

19. Have you ever worked in any of the field: Banking Insurance I T Automobile

20. If you have done any Internship or Live Project, please share the company’s
name:_____________________

21. Idol & Reason:

______________________________________________________________________________
___________
_____________________________________________________________________________________
____
_____________________________________________________________________________________
____
22. Aim in life:
_____________________________________________________________________________________
____
_____________________________________________________________________________________
____
23. What do you expect out of an Internship Program/Live Project:
 ______________________________________________________________________________
___________
______________________________________________________________________________
___________

24. Short Term and Long Term Objective :

______________________________________________________________________________
__________
______________________________________________________________________________
__________

UAS International Pvt.Ltd. (A Unit of United Accrual Services Pvt. Ltd.)

310, 3rdFloor, Pearl Best Height, Netaji Subhash Place, Wazirpur, New Delhi-34
Customer Care Number: +91 9560288666 Website: www.uasinternational.in
2) HIRING PROCESS OF EMPLOYEES:

UAS International strongly believes in maintaining the long term relations with the interns and
so, most of the potential interns are offered PPO during their internship and are often hired
as employees later. At present , 80 percent of the workforce in the company is comprised of x-
interns.
Such workforce makes it easy for the company and is an add on as well since those employees
are already familiar with the work culture of the company. It also reduces training cost, helps in
building morale and promotes loyalty.

Sources of Man Power Supply

1) Internal

UAS International upgrades from within only for managerial positions, but only to some extent.
Because upgrading from within is considered better as the employee is already familiar with the
organization.

If no one capable for managerial position is found in its internal source, it looks out for external
sources. It selects only the best employee for the organization.

2) External

For the post of Management Trainee , Admin. Officer , Operations officer, etc , the company looks
out for external sources which include

 Institutions : Like B-Schools, Colleges, Management Institutes, etc.

 Websites : internshala.com , shine.com
 Social Media : LinkedIn , Promotions on Facebook
Of the above two web sites given most widely used by UAS International is the internshala.com
with the success rate of 80% .
External recruitment enables the company to get the best candidate.

Campus hiring at Management Institutes typically starts in December and continues through
March. The company hires management graduates from all disciplines
SELECTION PROCESS

The selection process of employees takes place in various stages:

1) Initial Screening Of Interviews

Initial Screening is done on the basis of applicants and applications. A preliminary interview is
conducted so as to select the suitable candidate who can go through further stages of interviews.

2) Completion of Application Forms

Application form establishes the candidate's general details like name, address, telephone number,
education, job- related training, work-experience with dates, company names, and job details,
professional or industrial involvement, hobbies and recreational pursuits.

The company establishes as many hypothesis about the candidate from the details provided in the
application form. It then decides what areas of information it needs to explore or investigate more
specifically during the interview.

Company sees to it that no judgment is passed about the candidate based only at this level. What
drawn here is hypothesis and not conclusions.

Application forms are such framed that, they provide the necessary details to the organization
without affecting the sentiments and feelings of the candidate.

3) Aptitude Test

They measure the ability of a person to learn a particular type of work. These tests helps to measure
specialized technical knowledge and problem solving abilities of the candidate.

4) Interview By The HR Team

A mixed interview is carried out for the candidates which consists of the set of structured and
unstructured questions. The structured questions provide a base of interview more conventional
and permit greater insights into the unique differences between applicants.

5) Interview By The MD
Job seekers are invited for the final round of interview after passing the initial stages of
interviews. More in-depth questions are asked to the candidate and the employer expects a greater
level of preparation on the part of the candidates.

6) Background Information

UAS International requests names, addresses, and telephone numbers of references for the purpose
of verifying information and perhaps, gaining additional background information on an applicant.

References are not usually checked until an applicant has successfully reached the fifth stage of a
sequential selection process.

Previous employers are preferable because they are already aware of the applicant's performance.

7) Final Employment Decision

It is a final step and in this step company makes a very important decision.

After all these processes follow up is done i.e., the selected person is induced and placed at the
right job.

Training is provided on regular basis that is monthly or quarterly.

 Project 3 : Intern Attitude Survey

Objectives:

 To understand the behavior of interns towards the company.

 To identify problems and issues.
 To identify the area of focus for improvement.
 To know the opinions of interns.
 To come up with good solutions and advises.
 To provide management the best way to boost up and motivate the interns.

The intern attitude survey is a management tool that managers use to learn about the views and
opinions of their interns on issues pertaining to the company and their role within the
organisation. It is both a methodology and a process to help management understand the
different needs of the organisation from the perspective of the interns. It is done by filling out
online questionnaires or conducting interviews. They may be undertaken regularly to measure
intern morale and identify new areas that need resolution so that they can be included in the next
planning activity if good enough.

The survey really helps to disclose how an intern actually feel towards company and reveals the
causes of several problems like conflicts and disputes , high absenteeism , fast dropout and low
satisfaction.

The survey results helps management to determine the steps necessary to address those issues ,
improve morale and increase productivity.

I designed the following questionnaire after researching on different dimensions to understand

the attitude of interns towards UAS International.

1) Does the company has a clear corporate "culture" and values?

  Strongly Disagree
 Disagree
 No opinion
 Agree
 Strongly Agree

2) Is company a catalyst of change and innovation?

 Yes
 No

3) What factor motivates you most for the internship ?

 Stipend
 Rewards
 Recognition
 Travel/Trips

4) Does the company offers real opportunities to improve your skills ?

 Yes
 No

5) Favoritism is not a problem at the Company.

 Agree
 Disagree

6) I have the opportunity to progress within the company.

 Yes
 No
7) If you had an opportunity to make any change you wanted to make company a better place to
work, what one improvement would you make?
 Include Travel Allowance
 Define Duties, Roles & Responsibilities clearly
 More projects in HR
 More intern engagement activities

8) Company offers rewards based on performance.

 Strongly Disagree
 Disagree
 No opinion
 Agree
 Strongly Agree

9) The performance incentives are meaningful.

 Strongly Disagree
 Disagree
 No opinion
 Agree
 Strongly Agree

10) The trainers used are knowledgeable and effective.

 Strongly Disagree
 Disagree
 No opinion
 Agree
 Strongly Agree

11) The relationship between me and my direct supervisor is excellent.

 Strongly Disagree
  Disagree
 No opinion
 Agree
 Strongly Agree

12) What are the challenges faced by the company ?

 Trust Issues
 Intern Retention
 Long Term Association with campus through interns.
 Word Of Mouth

13) The organization values diversity.

 Yes
 No

14) The company offers flexible working arrangements.

 Yes
 No

15) How would you rate your overall satisfaction with the company in the past month ?
 Very Dissatisfied
 Dissatisfied
 Neutral
 Satisfied
 Highly Satisfied
 CHAPTER-4

CONCLUSION

According to my analysis UAS Internationals Ltd, should written test as a source of recruitment.

Company mainly focuses on interview as a sources of hiring which has its own limitations. By
focusing on interview as sources of hiring company can attract qualified personnel for vacant
jobs in the organization at very less cost. It can facilitate the infusion of fresh blood with new
ideas in to the enterprise at less cost. This will improve the overall working of the enterprise.

 For the selection of the candidate for a vacancy company should first conduct written test and
on the basis of the result of the test score interview should be scheduled for the selected
candidate.

 According to the analysis company should evaluate the candidates on all the factors
(experience, qualification and family background) however greater importance should be given
to the experience and then qualification should be considered.

 Company should include physical examination in the selection process. After the result of this
question THE COMPANY HAS DECIDED TO INCLUDE PHYSICAL examination in the
selection process and are now getting in touch with various hospitals to enter into a contract
with them.

 Certain changes should be made in Recruitment and Selection process of UAS Internationals,
such as new sources of recruitment should be entertained, written examinations should be
included in selection process and physical examination should be considered as a part of
Selection Process.
 RECOMMENDATIONS

My study of the hiring process at UAS Internationals generated the following findings:

 The recruitment process at UAS Internationals is in line with the recruitment policy of the
company. The entire process works exactly as it should according to the policy.

 The recruitment process i.e. the activity of generating the pool of perspective employees, is
similar for all entry – level positions. However the selection process is unique for every
position. The recruitment process at UAS Internationals is shown in above flowchart.

 The human resources department maintains the blanket count of personal in each department
and is responsible for filling up vacant positions in all departments throughout the organization.

 The recruitment and selection activity is centralized and is conducted by the human resources
department at UAS Internationals head office.

 Different sources of recruitment for every position has been tried and tested over the years at
UAS Internationals and at present every position has one unique source of recruitment, which
is always resorted to.

 Walk-ins are always used as a source of recruitment for junior level. UAS has earned a good
name for itself in the entire country and hence huge pool of candidates is created through this
source. However the hiring/applicants ratio is very low. This is because a lot of unsuitable
candidates also show up for interview. This leads to wastage of time and effort.
 UAS can improve its recruitment and selection process with the advices mention below and
can increase the sources of recruitment for selecting the right pool of candidates.
 Employment Cycle

Possible vacancy identified

Recruitment
Analysis carried out to see if the job has changed or it still needed
Phase

Job description drawn up

Person specification drawn up

Advertisement designed and issued

_________________________________________________________

Short listing

Selection
Interviews
Phase

Appointment offered

Induction
Employment

Phase
Training, development & appraisal

______________________________________________________________

Resignation or retirement Exit

Phase
 BIBLIOGRAPHY

BOOKS:

Understanding and managing people (BEACON BOOKS)

Human Resource Management (Galgotia Publishing Company)

Personnel/Human Resource Management (MSM Textbook)

Organization Effectiveness and Change (MSM Textbook)

Organizational Behavior (MSM Textbook)

INTERNET SOURCES:

wikipedia.com

kumc.edu.com

hr.uchicago.com

vishalmegamart.net.com