A

PROJECT REPORT
ON
“MARKETING”
SUBMITTED IN PARTIAL FULFILLMENT FOR
THE AWARD FOR DEGREE OF

BACHELOR OF BUSINESS ADMINISTRATION

SESSION: 2023-2024

MARWAR BUSINESS SCHOOL

Submitted By :- Submitted To :-
DIVYANKA SWARNKAR MR. VAGISH RAJ PANDEY
B.B.A. (5 SEMESTER) (ASSISTANT PROFESSOR)
Roll no.- 2214077230031

AFFILIATED TO
DDU GORAKHPUR UNIVERSITY, GORAKHPUR
U.P. - 273009
1
 CERTIFICATE
This is to Certify that the investigation described in this report titled “AN
ANALYSIS OF INTERVIEW PROCESS & ONBOARDING AT
ICA” has been carried out by Ms. Divyanka Swarnkar. During the summer
internship project. This study was done in the organization “ICA” in partial
fulfillment of the requirement for the degree of Bachelor of Business
Administration of Marwar Business School (An Autonomous Institute)
Affiliated to D.D.U., Gorakhpur. This work is the own work of the candidate,
complete in all respects and is of sufficiently high standard to warrant its
submission to the said degree. The assistance and resources used for this work
are duly acknowledged.

Mr. Vagish Raj Pandey

(MBA Co-ordinator)

2
3
 ACKNOWLEDGEMENT

It is a matter of pride and privilege for me to have done a summer internship

I am thankful to “Mr. Vagish Raj Pandey” for guiding me through this project
and continuously encouraging me. It would not have been possible to complete
this project without his / her support.

I am also thankful to all the faculty members of Department of Management,

I am Thankful to the principle of Marwar Business School, Gorakhpur “Mr.

Finally, I am grateful to my family and friends for their unending support.

Divyanka Sawrnkar

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 Index

SR NO. Particulars Page No.

2 Company profile

3 Terminologies

4 Objective of study

5 Scope of study

6 Need of study

8 Limitations of study

9 Research methodology

10 Findings

11 Conclusion

12 Suggestion

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 INTRODUCTION

HUMAN RESOURCE MANAGEMENT

Human Resource Management (HRM) is an operation in companies designed to

maximize employee performance in order to meet the employer's strategic goals

and objectives.

HRM focuses on management of people within companies, emphasizing on

policies and systems.

In short, HRM is the process of recruiting, selecting employees, providing proper

orientation and induction, imparting proper training and developing skills.

HRM also includes employee assessment like performance appraisal, facilitating

proper compensation and benefits, encouragement, maintaining proper relations

with labour and with trade unions, and taking care of employee safety, welfare

and health by complying with labour laws of the state or country concerned.

Human Resource Management (HRM) is a relatively new approach to managing

people in any organization. People are considered the key resource in this

approach. it is concerned with the people dimension in management of an

organization. Since an organization is a body of people, their acquisition,

development of skills, motivation for higher levels of attainments, as well as

ensuring maintenance of their level of commitment are all significant activities.

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These activities fall in the domain of HRM. Human Resource Management is a

process, which consists of four main activities, namely, acquisition, development,

motivation, as well as maintenance of human resources. Scott, Clothier and

Spiegel have defined Human Resource Management as that branch of

management which is responsible on a staff basis for concentrating on those

aspects of operations which are primarily concerned with the relationship of

management to employees and employees to employees and with the

development of the individual and the group. Human Resource Management is

responsible for maintaining good human relations in the organization. It is also

concerned with development of individuals and achieving integration of goals of

the organization and those of the individuals.

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FEATURES OF HUMAN RESOURCE MANAGEMENT

Human Resource Management as a discipline includes the following features −

 It is pervasive in nature, as it is present in all industries.

 It focuses on outcomes and not on rules.

 It helps employees develop and groom their potential completely.

 It motivates employees to give their best to the company.

 It is all about people at work, as individuals as well as in groups.

 It tries to put people on assigned tasks in order to have good production or

results.

 It helps a company achieve its goals in the future by facilitating work for

competent and well-motivated employees.

 It approaches to build and maintain cordial relationship among people

working at various levels in the company.

Basically, we can say that HRM is a multi-disciplinary activity, utilizing

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FUNCTIONS OF HUMAN RESOURCE MANAGEMENT:

The main functions of human resource management are classified into two

categories:

(a) Managerial Functions

(b) Operative Functions

1. Managerial Functions Following are the managerial functions of

Human Resources Management.

a. Planning: The planning function of human resource department

pertains to the steps taken in determining in advance personnel

requirements, personnel programmers, policies etc. After

determining how many and what type of people are required, a

personnel manager has to devise ways and means to motivate them.

b. Organization : Under organization, the human resource manager has

to organize the operative functions by designing structure of

relationship among jobs, personnel and physical factors in such a

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 way so as to have maximum contribution towards organizational

objectives.

In this way a personnel manager performs following functions :

(a) preparation of task force;

(b) allocation of work to individuals;

(c) integration of the efforts of the task force;

(d) coordination of work of individual with that of the department.

c. Directing: Directing is concerned with initiation of organized action

and stimulating the people to work. The personnel manager directs

the activities of people of the organization to get its function

performed properly. A personnel manager guides and motivates the

staff of the organization to follow the path laid down in advance

d. Controlling: It provides basic data for establishing standards, makes

job analysis and performance appraisal, etc. All these techniques

assist in effective control of the qualities, time and efforts of

workers.

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i. Operative Functions : The following are the Operative Functions of

Human Resource Management 1. Procurement of Personnel : It is

concerned with the obtaining of the proper kind and number of

personnel necessary to accomplish organization goals. It deals

specifically with such subjects as the determination of manpower

requirements, their recruitment, selecting, placement and orientation,

etc

ii. Development of Personnel : Development has to do with the increase

through training, skill that is necessary for proper job performance. In

this process various techniques of training are used to develop the

employees. Framing a sound promotion policy, determination of the

basis of promotion and making performance appraisal are the elements

of personnel development function.

iii. Compensation to Personnel : Compensation means determination of

adequate and equitable remuneration of personnel for their contribution

to organization objectives. To determine the 7 monetary compensation

for various jobs is one of the most difficult and important function of

the personnel management. A number of decisions are taken into the

function, viz., job-evaluation, remuneration, policy, inventive and

premium plans, bonus policy and co-partnership, etc. It also assists the

organization for adopting the suitable wages and salaries, policy and

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iv. payment of wages and salaries in right time.

v. Maintaining Good Industrial Relation: Human Resource Management

covers a wide field. It is intended to reduce storifies, promote industrial

peace, provide fair deal to workers and establish industrial democracy.

It the personnel manager is unable to make harmonious relations

between management and labor industrial unrest will take place and

millions of man-days will be lost. If labor management relations are not

good the moral and physical condition of the employee will suffer, and

it will be a loss to an organization vis-a-visa nation. Hence, the

personnel manager must create harmonious relations with the help of

sufficient communication system and co-partnership.

vi. Record Keeping : In record-keeping the personnel manager collects and

maintains information concerned with the staff of the organization. It is

essential for every organization because it assists the management in

decision making such as in promotions.

vii. Personnel Planning and Evaluation : Under this system different type

of activities are evaluated such as evaluation of performance, personnel

policy of an organization and its practices, personnel audit, morale,

survey and performance appraisal, etc.

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 IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

Human Resource Management has a place of great importance. According to

Peter F. Drucker, ―The proper or improper use of the different factors of

production depend on the wishes of the human resources. Hence, besides other

resources human resources need more development. Human resources can

increase cooperation but it needs proper and efficient management to guide it‖.

Importance of personnel management is in reality the importance of labor

functions of personnel department which are indispensable to the management

activity itself. Because of the following reasons human resource management

holds a place of importance.

1. It helps management in the preparation adoption and continuing evolution

of personnel programmers and policies.

2. It supplies skilled workers through scientific selection process.

3. It ensures maximum benefit out of the expenditure on training and

development and appreciates the human assets.

4. It prepares workers according to the changing needs of industry and

environment.

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5. It motivates workers and upgrades them so as to enable them to accomplish

the organization goals.

6. Through innovation and experimentation in the fields of personnel, it helps

in reducing casts and helps in increasing productivity.

7. It contributes a lot in restoring the industrial harmony and healthy

employer-employee relations.

8. It establishes mechanism for the administration of personnel services that

are delegated to the personnel department.

Thus, the role of human resource management is very important in an

organization and it should not be undermined especially in large scale

enterprises. It is the key to the whole organization and related to all other

activities of the management i.e., marketing, production, finance etc.

Human Resource Management is concerned with the managing people as

an organizational resource rather than as factors of production. It involves

a system to be followed in business firm to recruit, select, hire, train and

develop human assets. It is concerned with the people dimension of an

organization. The attainment of organizational objectives depends, to a

great extent, on the way in which people are recruited, developed and

utilized by the management. Therefore, proper coordination of human

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 efforts and effective utilization of human and others material

resources isnecessary.

COMPANY PROFILE

ICA
ABOUT THE COMPANY

ICA Edu Skills Gorakhpur Center in Uttar Pradesh is one of the top skill training institutes

specialising in Accounting & Finance. The Accounts courses, Finance courses, and

Taxation courses include SAP, Tally, Advanced Excel, GST, Business Communications,

and other relevant subjects. ICA is known for providing 'Job-Guarantee Courses' to

maximise employability at an affordable fee structure. Known for its strong placement

record, its most popular course is Certified Industrial Accountant (CIA). It has 300+ centers

in over 100 cities."

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 MISSION

India is one of the youngest nations in the world with more than 62% of its population

in the working age group (15-59 years), and more than 54% of its total population

below 25 years of age. This presents an intimidating opportunity as well as a huge

challenge. Every year, out of 15 million youth entering the job-market, over 75% are

not job-ready. This difference is due to lack of technical and soft skills. Scarcity of

highly trained workforce, as well as non-employability of large sections of the

conventionally educated youth, who possess limited job skills are the dual challenges to

be addressed to reap the demographic dividend.

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 VISION

We are supporting the Government of India in its ‘Skill India’ agenda through its efforts

towards addressing the aforementioned challenges. It has formed a bond of partnership

with National Skills Development Corporation (NSDC) to enhance the skills of millions

of youth across the country and empower them with livelihood linked skilling programs.

It aims to build an inclusive, enabled and skilled society by skilling youth and providing

employment in identified core sectors like Apparel, Automobile, BFSI, Beauty &

Wellness, Hospitality, Health Care, Construction, Retail, Solar, Telecom, Tourism &

Hospitality etc.

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 OBJECTIVES
01

The presentation is prepare reflecting my 2 months internship

02

My task mainly involve

recruitment and selection

03

It describes my responsibilities

And Learning Undertaken

04

Based on presentation of

tasks,the viewer can analysis key points and suggest improvments

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 About The Industry
● In everyday life skills are extremely important as everything you do is a skill in

some form. Writing is a skill, running is a skill even just talking is a skill. Skill

acquisition is the process of learning skills and progressing through the stages involved

in learning a new skill. In futsal, there are a few fundamental skills involved in the

playing of the game. Shooting for goal is one of these skills. It is significant to futsal as

it is the primary skill involved in scoring points or goals for your team which is

necessary to win games. If your team has no competent shooters then you will almost

surely lose the game.Similarly for making a career we for sure need some kind of skill

to grab a good job

● For this sole purpose there are number of institutes who give training for different

categories such as in Finance , hardwares etc.so any one can get skill by learning it

through skill training institute and can move forward in there carrers.

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 RECRUITMENT

RECRUITMENT PROCESS AT ICA

ICA is equal opportunity employer and does not distinguish

between potential

1) candidates on the basis of gender, caste, age, ethnicity

etc.

2) All request for the new position must be sent to HR in

a manpower requisition form after approval from HOD.

3) HR will then manage process of recruitment and

selection from input from

the line fuction.

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 SELECTION

SELECTION PROCESS AT ICA

• Initial Screening

• Primary interview

• Compensation fitment

• Offer Letter

• Final Interview

• Reference check

• Offer Acceptance

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 LEARNINGS

• Understanding the recruitment and selection process.

• To know the source of recruitment at various level and

jobs

• To critically analyze the functioning of recruitment

procedure.

• To identify the probable area of improvement to make

the recruitment procedure more effective.

• Use of various job portal such as Naukri.com Ect.

• Learn how to source candidates from various job

portals.

• Salary negotiation

• Learn how to take interviews

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 CHALLENGES

• Candidates can have fake documents.

• Most off the selected candidates does not joint at the

joining

time.

• Fill in the position with in the given budget by the

company.

Building talent pool proactively.

• The various constraints acting as a barrier in hiring

process are the image of organization or attractiveness of

the job, internal HR policies.

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 FINDINGS

• Mode of communication plays a crucial role in

dispersing the information and thus reducing the gap

between the organization and the out side world.

• The recruiter is the one who critically drive down this

process to achieve success in hiring the right candidates for

the right job at the right time.

• It was even found that the more we screen the

candidates there will be more probability to find the right

candidate.

• Recruitment budget plays a crucial role in determining

the

success rate of Recruitment and selection process.

• At ICA the major part of recruitment was through

internal reference

and consultancies.

• The company facilitates online CV posting system that

is very popular

and effective practice used by top organizations.

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 TERMINOLOGIES

1. Appraisal - Are meetings set up by the employer that allow the employer

to discuss the performance of their employees.

2. Cross-Functional Team - It is a group in an organization that is made up

of members from different departments or different specializations

3. Employee Onboarding - Is the process of onboarding new hires into an

organization. Sometimes used synonymously with new hire orientation

4. Functional Job Analysis - Functional job analysis is a method of

gathering specific and detailed job information

5. Gross Salary - Gross salary can be defined as the amount of money paid

to an employee before taxes and deductions are discounted

6. Job Analysis - A process aimed at codifying the nature of a job role to help

organizations understand the types of people

7. Outsourcing - Outsourcing is the business practice of hiring a party

outside a company to perform services

8. Performance Appraisal- Performance Appraisal is a regular review of an

employee's job performance and overall contribution to a company

9. Quality Management - A system to make sure that a product or service

meets standards of excellence

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 10.Recruitment- It refers to the process of identifying, attracting,

interviewing, selecting, hiring and on-boarding employees

11. Training And Development - Training and development describes the

formal, ongoing efforts that are made within organizations

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 OBJECTIVES OF STUDY

1. To review the Interview process and to make improvement to the following

forthcoming Onboarding programs at ICA.

2. To find out the effective of the Interview procedure at ICA.

3. To know the various sources of Interview and their availability at ICA.

4. To obtain the feedback of employee about the Interview and Onboarding

procedures followed in the ICA.

5. To ensure effective utilization of human resources, all other organizational

resources will be efficiently utilized by the human resources.

6. To establish and maintain an adequate organizational structure of

relationship among all the members of an organization by dividing of

organization tasks into functions, positions and jobs, and by defining

clearly the responsibility, accountability, authority for each job and its

relation with other jobs in the organization.

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 Scope of the study

1. The scope of the study includes following aspects of interview and

onboardings.

2. The Feedback of the employees cost effectiveness.

3. Proper utilization of the Human resource planning.

4. Effectiveness of interview process and techniques

5. The Onboarding is effective or not.

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 Research Methodology

Research methodology simply refers to the practical “how” of any given piece of

research. More specifically, it’s about how a researcher systematically designs a

study to ensure valid and reliable results that address the research aims and

objectives.

Research in common parlance refers to a search for knowledge. One can also

define research as a scientific and systematic search for pertinent information on

a specific topic. Research is an academic activity and the term should be used in

a technical sense

DATA COLLECTION

While deciding about the method of data collection used for the study of research

should keep on mind two types of data i.e., primary and secondary, the primary

data are those which are collected a fresh and for the first time, the secondary data

on the other hand are those which have already been collected by someone else.

Therefore, data collection can be broadly classified in to two types.

1. Primary Data

2. Secondary Data

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PRIMARY DATA:

Primary data is collected in order to avoid any mistake due to transcription which

may arise when collected through secondary sources the data is collected my

questionnaire method.

SECONDARY DATA

Secondary data is collected from the companies report manuals and brochures

company records, books, HR reports etc.

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 Interview

Interview means deliberate, active listing with a purpose to draw the other person

out, to discover what he really wants to say, and to give a chance to express

himself/herself freely.

The interview is used in practically every business and profession. Some

activities call for a high degree of proficiency in interviewing; such as

appointment of engineers, lawyers, managers, salesmen and supervisors.

The interview is also widely used in securing credit information, making loans,

selling, and adjusting complaints as well as in personnel administration and

management.

According to McFarland, “an interview is a purposeful two-way exchange of

information between the participants. Both learn things of vital importance to

their mutual decision, some intended and others not intended.”

Interview is one of the important steps in selection procedure. It is probably the

most widely used selection tools.

Employment interview and tests are two of the most important screening devices

generally used in hiring procedure. Interview is the oldest method of evaluating

a person’s potential for a job.

“An interview is an attempt to secure maximum amount of information from the

candidate concerning his suitability for the job under consideration.”

communication between two or more persons.”

The interview is used in practically every business and profession. Some

activities call for a high degree of proficiency in interviewing; such as

appointment of engineers, lawyers, managers, salesmen and supervisors. The

interview is also widely used in securing credit information, making loans,

selling, and adjusting complaints as well as in personnel administration and

management.

Interview is one of the important steps in selection procedure. It is probably the

most widely used selection tools. Employment interview and tests are two of the

most important screening devices generally used in hiring procedure. Interview

is the oldest method of evaluating a person’s potential for a job.

It assists to reveal, examine and assess the capabilities, qualities and traits of an

individual to be selected for the job in an organization. Interview technique is

quite complex in substance and difficult to use property. Its scope includes

measuring all the relevant characteristics and integrating and classifying all other

information about the applicant.

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Through this technique, needed information like nature, attitude, behaviour,

perception, interest, motives, likes, dislikes, intelligence, personality etc. of

candidate can be obtained by a face-to-face contact. This technique is practically

used in every business and profession.

Some activities call for a high degree of proficiency in interviewing candidates

for the Posts like professors, engineers, psychiatrists, clinical psychiatrists,

lawyers, social workers, employment managers, industrial relations, managers,

market analysts, salesmen, supervisors etc.

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 Objectives of Interviewing

The following are the objectives of a well-designed and an effective

interview:

1. To seek more information about the candidate, which is not mentioned in

“Application Blank.”

2. To judge an applicant’s qualities and characteristics as a basis for sound

selection and placement.

3. To verify the information given in the application form and in the Application

Blank.

4. To give essential and accurate facts about the job and the organization such as

nature of the job, hours of work, opportunities for advancement, employee

welfare facilities, benefits and services available, organization’s policies, plans,

future prospects etc. to the candidate. So that the candidate will be in a position

to decide, whether to accept or not the employment in that organization.

5. To establish rapport to create a feeling of mutual understanding, confidence

and trust between the organization (personnel department) and the applicant who

is to be employed.

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6. To create a good image and to promote goodwill towards the organization,

whether the interview culminates in employment or not.

7. To give an idea of disciplinary action, grievance handling and relations with

unions to the candidate, because interview is a valuable tool for all these.

Interview offers the following importance:

(i) Helps in Selection of a suitable candidate – Candidates who have claimed

different qualities in their application can be tested directly through face to face

conversation and those who are suitable can be selected.

(ii) Exchange of information – Face to lace conversation helps to exchange views

and opinions between interviewer and interviewee and any doubt regarding the

terms and conditions of the job can be cleared then and there only.

(iii) Helps to know the facilities – Interview helps to know the facilities offered

and opportunities available to the employees and also the terms and conditions of

employment. This helps the candidates to decide whether to offer their service or

not to the organization.

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(iv) Helps to tell about company – Interview helps to tell about company’s policy,

rules, regulations, discipline and conditions of appointment. If the conditions are

acceptable, candidates may accept the job and vice-versa.

(v) Widely accepted tool – Interview is the oldest and most commonly used

device in selecting the employees. Though test and group discussion are

conducted to select the employees, they do not provide complete information

about the candidates. Under such circumstances interview acts as a great help to

the organization.

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 Types of Interviews

Formal Interview:

It is held in formal atmosphere with pre-decided and planned procedures and

questions.

Informal interview:

There is no specific procedure followed in this case. They are conducted at any

place, and any types of questions can be asked to the candidate.

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Stress Interview:

It is conducted to evaluate the behaviour of the candidate under stressful

conditions. How does a candidate react to stress? Whether they remains quiet and

calm or becomes stressed, can be judged by creating different stressful conditions

around, and the case with which they gets out of it indicates their stress-handling

capacity in future.

Situation Interview:

An imaginary situation is told to the candidates and they are asked to respond to

it.

Directive Interview:

It is structured interview. A same set of questions is repeated for every candidate

to make the comparison among the answers received from them.

Non-directive Interview:

It is non-structured interview. There is no specific format, and any questions can

be asked to candidates. Candidates are free to express themselves under this type.

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Panel Interview:

A selection committee appointed for interviewing candidates is called a panel. It

generally consists of three or more members who collectively perform the task of

selection. The final decision is taken with the consent of all panel members.

Group Interview:

Candidates are supposed to form groups, and one group together will be

interviewed at one time. It is a sort of group discussion. The person’s ability to

lead, their presence of mind and communication can be evaluated under this

technique.

Depth Interview:

All the minute details of important nature are asked to a candidate to have the

extensive information about them.

INTERVIEW PROCESS AT ICA

Interview Rounds

1. Technical

2. HR

3. Group Discussion

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 Interview Questions

 Q1. Tell me about yourself.

 Q2. Why are you applying for this position?

 Q3. Why do I want to work here?

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

here excite you?

 Q5. Why would you be a good fit for this position means: What have you

done that proves you’ll do a good job?

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

 Q7. What interests you about this position?

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

 Q9. What are your strengths?

 Q10. Why should we hire you?

 Q11. Describe what you do in your current position

 Q12. Why did you leave your last job?

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

 Q14. What are your salary requirements?

 Q15. What are you passionate about?

 Q16. How do you deal with pressure?

 Q17. What do you know about our organization?

45
 Interview details

ICA interview Rounds:Round 1

Round type - Technical

Round 2

Round type - HR

Round 3

Round type - Group Discussion

46
 Onboarding Employees at ICA
In human resources, onboarding is defined as the process of familiarizing a new

employee with the organization. Onboarding begins from the moment an offer is

made to the employee until the time the employee becomes a productive member

of the organization.

Employee onboarding is broadly defined as the process of familiarizing a (new)

employee with the organizations policies, the employees role in the organization,

and the organizations culture. It also involves creating an environment in which

the employee is made comfortable enough to interact freely with their colleagues

and establish social relationships in the workplace.

Specifically, it involves getting the employee to complete the necessary

paperwork for labour law compliance and equipping them with all the tools they

need to do their job well. During onboarding, employees learn what the

organization expects from them in terms of skills, communication style, and

attitude.

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We read through a number of research papers and studies on onboarding and its

effectiveness. The findings from all of them can be summarized in two key points:

 Hiring is not only time-consuming, but it is also an expensive affair.

 Retaining employees depends on how these difficult-to-find

employees are onboarded. If they are not onboarded optimally, you

may lose them, and that will result in another expensive hiring cycle.

The success of employee onboarding depends on the efficiency of the onboarding

program. The quicker employees are empowered to do their jobs, the faster they

are likely to become valuable, contributing members of the organization.

Onboarding is not just HRs job. It also the responsibility of the immediate

manager, who will familiarize the employee with their role in the company, their

performance expectations, and the culture of the team they are going to be a part

of.

In addition, onboarding is not only associated with new employees. Employees

move laterally into new roles, known as cross boarding (covered later in this

article), and they also need to be onboarded following a similar process. While

they may be familiar with organizational culture, team culture may be different.

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While they may be familiar with company policies, they may still need a mentor

to guide them through their new role.

According to the Society for Human Resources Development

(SHRM), employee onboarding (also known as organizational socialization) is

the “process of helping new hires adjust to social and performance aspects of their

new jobs quickly and smoothly, and learn the attitudes, knowledge, skills, and

behaviours required to function effectively within an organization.”

In short, employee onboarding involves the processes that help you ensure that

your new hires get started on the right foot. These processes can be broken down

into two categories:

 Formal onboarding encompasses the organized tasks and procedures

that help a new employee adjust to his or her new position. Under formal

onboarding, new hires are often segregated from existing employees to

experience coordinated activities for orientation, in-classroom training,

and socialization.

 Informal onboarding refers to the ad hoc and semi-organized activities

by which a new employee learns about his or her new job. Informal

onboarding can include job shadowing and impromptu one-on-one

coaching or meetings with management and new colleagues, as well as the

49
 minutiae of getting started at a company, such as receiving badges and

equipment.

Regardless of whether an organization chooses formal onboarding, informal

onboarding, or a mix of both, getting new hires up to speed is an expensive task.

According to management consultants Mark Stein and Lilith Christiansen in their

book, Successful Onboarding, companies spend up to 30% of a new hire’s annual

salary during the onboarding process.

While the expense of onboarding new employees can be daunting, it’s money

that’s well spent — a centralized, properly resourced process of welcoming new

employees may prevent early turnover for as many as 1 in 4 new hires. And the

faster that your new hires feel welcomed and adjusted to their new roles, the faster

that they can begin contributing value to your company.

HR organizations have been able to improve employee onboarding in the

following ways:

 Reduce training program costs. By substituting video for in-class

trainings and smaller events, companies such as IBM and Microsoft

have been able to save millions of dollars in travel and lodging alone.
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 Improve knowledge retention. The use of video has been shown

to improve people’s ability to remember concepts and details — with

effects that actually increase over time. Additionally, enterprise

video platforms enable people to search across an entire library of

training videos, as well as search inside each video, for any word

that was spoken or appeared on screen. This ability to search gives

employees a searchable resource that enables them to find the

information they need on-demand.

 Ensure consistency of training materials. For larger

organizations or companies that are geographically dispersed,

having multiple trainers can introduce challenges to providing

a consistent onboarding experience for all new employees. Video

solves this problem by ensuring that companies maintain a

consistent, high-quality messaging standard regardless of who

conducts the training.

 Help employees feel more engaged and connected. Establishing

strong interpersonal networks and relationships is one of the most

overlooked aspects of employee onboarding. Video can help expand

the reach of your onboarding programs worldwide through the use

of company and team introductions that can help your new hires

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place faces and personalities to the names they’ll see in their

company directories and email inboxes.

The Employee Onboarding Process:

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1. Provide information on company policies and benefits

Provide comprehensive information about policies and employee benefits on the

employees first day in the organization. The training session or materials should

include everything from compliance to insurance to tax liabilities to company

policies on leaves and diversity and inclusion.

In this step, also have the employee sign all the compliance forms that formally

validate them as members of the organization.

Depending on the country you are in, if digital signatures are accepted on

state/federal compliance forms, you can use employee onboarding software to

share the necessary documentation with new employees before their first day in

the company. This means they can complete all compliance formalities

beforehand and become contributing members of the team right from day one.

Using digital signatures is also helpful when you have to onboard remote

employees into the company.

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2. Provide role clarity

What exactly is an employee expected to do as part of their job? A breakdown of

all their daily tasks is important to help them gain clarity about their role.

Who communicates this information? This is the best time for the manager to step

into the onboarding process, as they are best positioned to offer a clear picture of

what an employees role will involve.

This information should be provided over the first 30 days on the job, as the new

employee learns and slowly takes ownership of their role. In this process, it is

also important to inform the employee of whom they must collaborate with to get

their job done members of their own teams as well as members of other teams

along with the reporting matrix for such collaborations.

With an automated solution such as Bamboo HR, new employees can be

introduced to members of their team and supporting teams much before they join

the organization. These employee onboarding software solutions allow each team

member to create an online profile, which a new employee can go through to learn

more about their team members. Similarly, employees can create their own

profile and introduce themselves to their team members much before they join

the organization.

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Even in the case of cross boarding, you can share the employees profile

beforehand.

The benefit? There is already a certain amount of familiarity and friendliness

between the employee and their colleagues right from day one.

3. Facilitate training

Training is part of the long-term onboarding process and is best facilitated by the

immediate manager. Even the most experienced employee needs to be provided

with a training period to understand how processes function in their new

organization or new team.

Companies can start delivering this training even before employees first day at

the organization. Basic training materials can be sent across, and employees can

be given a breakdown of the tasks they are expected to accomplish

through employee onboarding software.

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Hibobs employee onboarding software allows HR to set up customized

workflows for new employees, giving them a sense of whats in store for them

when they enter the company.

Boardon is also a pre-onboarding software that allows you to use the time before

the onboarding efficiently.

Freshteam is an all-in-one hiring, onboarding, and employee data management

solution that can help you streamline the entire onboarding process.

4. Induct into organizational culture

Assimilation into organizational culture is an ongoing process. However, HR

managers and team managers must give an employee a broad overview of the

culture when they join the company.

How can they do this? One way is to make sure that culture is reflected in the

company vision and mission statement.

Is your organization output-oriented or outcome-oriented?

How easy is it for your employees to come up to you and discuss a problem

they’re experiencing at work?

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How open are managers to entertaining non-work conversations?

Define what the company culture stands for, and then ensure this culture is

communicated to the new employee.

You can also do this through your onboarding software, which gives new hires

direct insights into the team members, the profile of the company, and as a result,

an insight into the culture of your organization.

5. Help form social connections with colleagues

While this is not entirely the responsibility of the manager/HR, it is their job to

facilitate communication between employees, even if some employees are not

very open to integrating. This involves creating an environment where friendships

between colleagues are encouraged.

A lot of organizations employ the system of new-hire buddies, where they

dedicate one employee to help the new employee navigate the workplace from

job-related tasks to administrative queries and everything in between.

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However, a Hibo survey found that 49% of the employees surveyed would rather

make friends with their co-workers instead of limiting their interactions to their

new-hire buddy.

This information, however, should not discount the value of a new-hire buddy.

Not everyone is comfortable going up to their new co-workers and forging

relationships with them.

If new employees or team members have simple queries like how to work the

printer or whom to speak to for an ergonomic laptop stand, a new-hire buddy can

help easily. And in the age of AI, chatbots (discussed below) can serve as great

new-hire buddies.

DURATION OF EMPLOYEE ONBOARDING?

In our recent Hibob survey, we found that a majority of new hires spend between

two and five hours being onboarded for their new roles, says Ronni Zehavi, co-

founder and CEO of Hibob, in an exclusive chat with HR Technologist.

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This is the amount of time it takes to get the employee to sign their compliance

documents and for a general introduction to the rest of the team. However, the

real onboarding begins once this process is over.

A formal onboarding program can range between 30 days, 90 days, 180 days, or

a good 365 days. This phase is used to complete all the tasks mentioned in the

previous section through an environment of ongoing support.

Ideally, onboarding begins or should begin as soon as the employee accepts the

offer letter.

Invite new hires to join internal platforms ahead of their first week so that they

can not only get a head-start on reading the employee handbook and policies, but

also so they are able to put faces to names, learn about company news, and get

involved in social or cultural events at the company such as clubs that bring

people together of shared interests helping employees find their niche,

recommends Zehavi

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Duration of New Employee Onboarding

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1. One day to one week: Ensure compliance, familiarize the employee with their

role

2. One week to three months: Train the employee to perform their job.

Familiarize them with their colleagues who are key to their function. Help them

get a sense of the culture of the organization.

3. Three months to six months: Evaluate their performance and ensure that they

have everything they need to perform their jobs optimally. Take their feedback to

gauge their engagement.

4. Six months to a year: The employee should have developed complete

knowledge about their role, the market, the company, and the industry. They

should have assimilated into the company and company culture.

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 Learnings During Internship

1. Understand the purpose of internship.

2. Collect information of the company.

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 3. To study about ICA and its related aspects like its product and

services, history, organization structure, subsidiary companies etc.

4. To learn about various channels of getting basic necessity to poor people, etc.

5. To understand meaning and needs of financial products.

6. To learn effective communication skill, while contacting to students.

7. Gain a proper knowledge of problems faced by slum poor people

and also company.

8. To learn various selling skills.

9. To enhance my ability and develop my skills.

10. Learn the rules and regulation which are follows by all national

government organisation.

Findings and Suggestions

Company is supportive in upgrading through constant training of different

channel. Due to current pandemic company has allowed some section to work

from home.

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0. The company markets reliable, high-quality products and has a global client

base.

1. Team leaders of the company are so nice to explain all things properly.

2. The employer of the company must work with goal orientation, because that

makes their work successful and without errors.

3. Sometime company take large amount of donation, which distract peoples

mind to take loans from private companies.

4. NGO working in various field work and doing good for slum people and

children. Providing education for slum children.

5. It was my good luck to work with Aasmaan foundation,

6. The system, the process, the team work is proper.

7. The management are good, they will be around interns if they need any help.

CONCLUSION

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The whole internship was a bundle of new opportunities, with lots of new

responsibilities. It helped me to manage time. Communication is the key to

everything which leads to efficient work, and this internship helps me to develop

my communication skill and also selling skills to Finally I completed my

internship with good expression and impressions and I can say that this internship

gave me a wonderful experience. It helps me to learn about the work processes of

helping and giving basic needs to slum and roadside children and peoples of NGO.

I got a proper and advance knowledge about what from this internship. I also

develop my selling skills, knowledge and problem handling ability and learn

various things from this internship with my view, ICA will became one of the

most understandable NGO in India. ICA has always been committed towards

promoting a healthier and more sustainable wayof life.

I learned various things from these 45 days internship.

BIBILOGRAPHY

WEBSITES

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• www.icagroup.in

• www.icajobguarantee.in

• https://new.icaerp.com/

• https://m.facebook.com/icagkp/

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