Summer Internship Project Report

A SUMMER TRAINING REPORT

ON
Recruitment Intern
At
VEOM INFOTECH PVT. LTD.

Submitted in partial fulfillment of the requirement for the award of the

degree
of
MASTER OF BUSINESS ADMINISTRATION
SESSION (2023 – 2025)

Submitted by:- Krishan Kumar

ROLL NO:- 23MBA077
MBA 3rd semester
Department :- MBA

Ganga Institute of Technology & Management Studies

Affiliated to MD University, Rohtak, Haryana 124001

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 CANDIDATE'S DECLARATION CERTIFICATE

I hereby certify that the work which is being presented in the report entitled SUMMER

TRAINING REPORT by KRISHAN KUMAR in partial fulfillment of requirements for the

award of degree of MBA submitted to Department of Management (PG) of GITAM, affiliated to
MDU, Rohtak is an authentic record of my own work carried out during a period from 4 June 2024
to 26 July 2024

Signature of the Student

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 ABSTRACT

The push for more noteworthy straightforwardness towards partners of the business has
prompted the development of the idea of IT administration, which was a reaction to IT
disappointments and inescapable disappointment with the way numerous IT capacity, has
gotten one of the wide and profound conversations across the business areas as
aworldwide marvel.

The establishing standards of IT administration lays accentuation principally relies on

complete straightforwardness, respectability and responsibility of the administration. There is
likewise an undeniably more prominent interest on financial backer interests and public
direction. IT administration is uneasy with the qualities, vision and perceivability.
Everything's about the worth direction of the firm, moral standards for its exhibition, the
heading of improvement and social achievement of the association and the perceivability of its
presentation and practices. This paper centers around IT administration issues in Indian financial
area in explicit as banking area merits extraordinary consideration, the area is primarilyliable for
the allotment monetary assets to any remaining area of any economy. While ongoing high
profile IT administration disappointments in created country have carried the subjectto media
consideration. Through this examination article we have examined about the IT administration
issues in the perspective on Basel and Birla board of trustees proposal in the last we likewise
have talked about the need and essentials for IT administration in Indian financial framework.

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 ACKNOWLEDGEMENT

This Summer Training was undertaken for the fulfillment of MBA Programme pursuing at Ganga
Institute of Technology and Management, Maharshi Dayanand University, Rohtak. I would like to
thank my institute and Department of Management (PG) for his/her invaluable help and guidance
throughout my work. I would also like to thanks the Alumni Mr./Ms….....................for his/her kind
support and help.
Every successful work is not completed without the help and support of the peoples around us.
Through this I want to express my gratitude towards all those who have directly or indirectly
contributed in completion of the summer training.

Signature of Student

Thanking you,
KRISHAN KUMAR
23MBA077

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 ACKNOWLEDGEMENT

This Summer Training was undertaken for the fulfillment of MBA Programme pursuing at Ganga
Institute of Technology and Management, Maharshi Dayanand University, Rohtak. I would like to
thank my institute and Department of Management (PG) for his/her invaluable help and guidance
throughout my work.
Every successful work is not completed without the help and support of the peoples around us.
Through this I want to express my gratitude towards all those who have directly or indirectly
contributed in completion of the summer training.

Signature of Student

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 TABLE OF CONTENT

CHAPTER 1 AIM & ESTABLISHMENT OF THE COMPANY

 Establishment of the company
 Position in Industry
 Types of services/products given/produced
 Mission statement and aim of the company
CHAPTER 2 POLICY OF THE COMPANY
This chapter enlists organizational policies concerning customer
services, personnel (motivation, how staff are expected to behave
etc.) production, advertising/promotion, environment and so on.

CHAPTER 3 ORGANIZATIONAL STRUCTURE OF THE

COMPANY
 Departments and functions of each department
 Organizational chart of the company
 Key Personnel

CHAPTER 4 WORK EXPERIENCE

 Project/experiential learning/organizational analysis
 Professional and Technical Skill gained
 Soft and Social Skills gained
 Work Culture and Ethics learned

CHAPTER 5 DESCRIPTION OF WORK RESPONSIBILITIES

UNDERTAKEN
 Describe the department you worked in
 Structure of the office
 Job description
 Machines, Computer programmes used
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  Project Undertaken and Outcomes

CHAPTER 6 OVERALL EXPERIENCE AND CHALLENGES FACED

 Overall learning experience and implications

 Challenges faced
 Improvements required
 Suggestions for a better training experience

Bibliography
Annexure III

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 List of Tables
Table 1.1 Overview of Veom Infotech Pvt. Ltd
Table 1.2 Organizational Structure of Veom Infotech Pvt. Ltd

Table 2.1 Projects Undertaken during Summer Training

Table 2.2 Key Responsibilities in Each Project

Table 3.1 Comparison of Financial Models Used

Table 3.2 Data Analysis Techniques Applied

Table 4.1 Challenges Faced and Solutions Implemented

Table 4.2 Evaluation of Problem-Solving Techniques

Table 5.1 Recommendations for Improving Financial Processes

Table 5.2 Suggested Improvements for Future Interns

Table 6.1 Summary of Learning Outcomes from Training

Table 6.2 Impact of Training on Career Development

Table 7.1 Feedback from Supervisor on Project Performance

Table 7.2 Personal Evaluation of Training Experience

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CHAPTER-1

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 INTRODUCTION

HR Interns apply knowledge acquired during studies while providing support to human

resources staff in an organization. Specific responsibilities seen on a Hr Intern resume sample

are learning about company operations, supervising staff, asking questions, doing paperwork,

screening applications, checking candidate backgrounds, conducting orientation, assisting

interviews, and maintaining candidate databases. The ideal candidate should showcase in his

or her resume human resources expertise, a willingness to learn, effective communication,

teamwork, research skills, and computer competences. Employers choose enrolled students

receiving training in human resources, psychology, and office management.

Hr Interns are entry-level workers looking to acquire hands-on experience in the human

resources field. They complete simple duties, such as answering emails, handling

correspondence, screening applications, performing data entry, updating databases, setting up

desk supply kits for employees, preparing orientation paperwork, posting job openings, and

helping to organize interviews.

HR INTERN JOB DESCRIPTION:

We are looking to employ an enthusiastic and driven HR intern to assist our HR department

with administrative and HR-related tasks. The HR intern’s responsibilities include updating

employee absence records, filing HR documents accordingly, initiating background checks

on shortlisted candidates, and providing suitable recommendations to improve HR policies.

You should also be able to draft employee communications notifying staff of policy and

procedural changes.
 To be successful as an HR intern, you should keep abreast of the latest developments in

labour legislation to determine how company HR policies may be affected. Ultimately, an

outstanding HR intern should be detail-oriented and able to demonstrate excellent

administrative and organizational skills.

HR INTERN RESPONSIBILITIES:

● Updating company databases by inputting new employee contact information and

employment details.

● Screening potential employees' resumes and application forms to identify suitable candidates

to fill company job vacancies.

● Organizing interviews with shortlisted candidates.

● Posting job advertisements to job boards and social media platforms.

● Removing job advertisements from job boards and social media platforms once vacancies

have been filled.

● Assisting the HR staff in gathering market salary information.

● Assisting in the planning of company events.

● Preparing and sending offer and rejection letters or emails to candidates.

● Coordinating new hire orientations.

● Responding to staff inquiries regarding HR policies, employee benefits, and other HR-related

matters.
 HR INTERN REQUIREMENTS:

● Bachelor's degree in human resource management or studying toward a degree in human

resource management or related field.

● Proven experience working in an office environment.

● Working knowledge of U.S. labour laws.

● Familiarity with HRIS (Human Resources Information System) software is advantageous.

● Proficiency in all Microsoft Office applications.

● The ability to work as part of a team.

● Strong analytical and problem-solving skills.

● Excellent administrative and organizational skills.

● Effective communication skills.

● Detail-oriented.
 “RECRUITMENT & SELECTION’’

The success of any organization depends on its employees. When an employee is well suited

for their job, the entire company can enjoy the benefits of their unbeatable success.

Recruitment and selection help organizations choose the right candidates for the right

positions. Therefore, understanding the difference between recruitment and selection is

essential to reduce any losses for an organization.

E-RECRUITMENT

E-recruitment, also known as online recruitment, refers to the use of web-based

technology for the various processes of attracting, assessing, selecting, recruiting and

on boarding job candidates.

1. E-RECRUITMENT DEFINITION

E-recruitment, also known as online recruitment, refers to the use of web-based

technology for the various processes of attracting, assessing, selecting, recruiting and

on boarding job candidates.

Through e-recruitment employers reach larger number of potential employees.

Companies may build their e-recruitment platforms in-house, use e-recruitment HR

software or employ recruitment agencies that utilise e-recruitment as part of their

package.
2. E-RECRUITMENT ELEMENTS

a. Applicant tracking: candidate status with respect to the jobs applied by

him/her

b. Employer’s website: provides details of job opportunities and collects data

for the same

c. Job boards: carry job advertisements from employers and agencies

d. Online testing: some kind of evaluation of candidates over Internet

e. Social media: quick reach out to potential candidates

3. ADVANTAGES OF E-RECRUITMENT

● Cost effective as it's generally free and it minimizes labour cost

● Reaches bigger audience as the user can target a far wider audience without

having to pay extra

● User friendly

● Enables dynamic content making users adds more appealing to job seekers

● Shortens hiring process

● Immediacy because most posts and replies appear in real time

 4. DISADVANTAGES OF E-RECRUITMENT

● Not suitable for senior positions where the pool of prospective candidates is

much lower

● High volume of responses including large number of unsuitable candidates

● Technology issues that come from standardising the application process

E-SELECTION

The HR department using the online selection process must ensure that each step complies

with the procedural requirements viz. Project steps, vendor selection, assessment steps,

feedback to the candidates, etc. The purpose of E-selection is to utilize the maximum human

capital at a reduced cost and in less time.

Thus, e-selection has the potential to both increase the efficiency of the selection process and

provide applicants with an easy means of applying for jobs. Regrettably, there is virtually no

research on the just noted issues. Electronic human resource (eHR) systems are being used

with increasing frequency in organizations.

Selection is the process of identifying an individual from a pool of job applicants with the

requisite qualifications and competencies to fill jobs in the organization. This is an HR

process that helps differentiate between qualified and unqualified applicants by applying

various techniques.

The term ‘selection’ comes with the connotation of placing the right person in the right job.

Selection is the process in which various strategies are employed to help recruiters decide

which applicant is best suited for the job.

Some activities include:

● Screening

● Eliminating unsuitable candidates

● Conducting an examination (aptitude test, intelligence test, performance test, personality

test, etc.)

● Interviews

● Checking references

● Medical tests

The selection process is a largely time-consuming step in an employee’s hiring experience.

HR managers must carefully identify the eligibility of every candidate for the post, being

careful not to disregard important factors such as educational qualification, background, age,

etc.
 COMPANY PROFILE

Veom Infotech Pvt. Ltd is situated in Noida,(U.P). Veom Infotech Pvt. Ltd is Industrial

Training Institute under NCVT Rabbani IT. Location of Veom Infotech Pvt. Ltd Distt. Noida,

(U.P) 201301.

Institute Type:

IT is leading educational organisation in India. Teaching faculty of IT is supremo. ITI is

providing latest Job oriented course for student. This IT is powered by'Ministry of Skill
Development and Entrepreneurship, Government of India for Craftsmen Training Scheme. It
is registered by government under.
MISSION:

• Directorate of Vocational Education & Training, Uttar Pradesh is committed to

provide quality administration and vocational education and training services to educational
institutes, Industrial Training Institutes and NGOs in Uttar Pradesh State to meet the needs of
industry, business to service sector and society at large.

VISION:

• Encouraging institutes for developing human resources to reduce the mismatch

between demand and supply of manpower in various sectors like Engineering, Information
Technology, Agriculture, Paramedical, Home Science, Trade & Commerce.

• To reduce unemployment among youth by equipping them for suitable industrial, self
& wage employment through well designed formal & non formal Vocational Education &
Training programmes at various institutes.

• Establishing linkages with industry / Institutes / R & D organizations Pass out students
/ Apprentices for mutual benefits.

• Establishing separate website for the office & to link all institutes & controlling
offices through Internet to use web conferencing media for meetings of District officers &
Principals thereby increasing speed, accuracy & economy in flow of information.

• Facilitating the around development of students by conducting various activities like

Quiz, Entrepreneurship programmes, Sports & different competitions.

• Developing various computer software’s for the standardization of procedures of

stores, admissions, examinations, administration & Apprenticeship scheme.

• Arranging quality development programmes for Principals, Teachers, Instructors, and

Staff & Students thereby creating a dynamic learning environment.

• Establishing Centres of Excellence at various key institutes in emerging areas like

Automobile, Production & Manufacturing, and Non-conventional energy sources,
CNC/CAD/CAM & Information Technology.

• Establishing separate website for the office & to link all institutes & controlling
offices through Internet to use web conferencing media for meetings of District officers &
Principals thereby increasing speed, accuracy & economy in flow of information.

• Facilitating the around development of students by conducting various activities like

Quiz, Entrepreneurship programmes, Sports & different competitions.

• Developing various computer software’s for the standardization of procedures of

stores, admissions, examinations, administration & Apprenticeship scheme.
 OBJECTIVES OF THE STUDY

1. To understand posting a job in various job site portal.

2. To review the recruitment process and to make improvement to the following

forthcoming recruitment programs at Veom Infotech.

3. To find out the effectiveness of the selection procedure at Veom Infotech

4. To know the various sources of recruitment and their availability at Veom

Infotech.
5. To obtain the feedback of employees about the recruitment and selection
procedure followed
 SCOPE OF THE STUDY

1. The scope of study includes following aspects of recruitment and selection.

2. The feedback of an internship cost effectiveness.

3. Proper utilization of Human resource planning.

4. Effectiveness of recruitment process and techniques.

5. The selection is effective or not.

6. Cost effectiveness.
CHAPTER- 2
 HUMAN RESOURCE POLICY

HR policies are also defined as that body of principles and rules of conduct which govern the
enterprise in its relationship with employees.

Such a policy statement provides guidelines for a wide variety of employment relationships
in the organization. The purpose and significance of the HR policies hardly need any
elaboration.

Every organization needs policies to ensure consistency in action and equity in its relation
with employees.

Policies serve the purpose of achieving organizational goals in an effective manner. HR

policies constitute the basis for sound HRM practices. Moreover, policies are the yardstick by
which accomplishment of programmes can be measured.

Human Resources policies are generalised guidelines on employee management, adopted by

consensus in an organisation to regulate the behaviour of employees and their managers or
supervisors.

As for the dichotomy between an HR policy and a procedure, they can be compared to a
human being and the shadow. Both are inseparable and as shadows set the outlines of a
human being, so do procedures set the outlines of an HR policy.

A policy is a guide for repetitive action in major areas of business. It is a statement of

commonly accepted understanding of decision-making criteria. Policies are set up to achieve
several benefits. By taking policy decisions on frequently recurring problems, the top
management provides the guidelines to lower-level managers.

It will permit decisions to be made in similar situations without repeating the reasons and
expensive analysis required initially to state the policy. Policies help managers at various
levels to act with confidence without the need of consulting the superiors every time. This
will also ensure promptness of action.

The starting point in all managerial relationships with employees is the managerial policies. It
in ITs the philosophy of the top management. The human resource philosophy of DLF, for
instance, is stated as the management of people begins with ideas, implicit or explicit, as
tothe purpose, goals, and intentions in their employment. On the basis of such objectives,
policies outline the courses to be followed.

On the basis of such policies, programmes are developed by the management to pursue the
objectives. Carrying out the programmes result in certain practices. Policies declare what is
intended; they describe what is proposed. Practices describe how policies are being
implemented.
A company may have adopted a policy of providing training for all employees as a means of
preparing them for promotion. To implement this policy, it may have developed an extensive
training programme. The programme may include job training for new employees,
supervisor, training for foreman and supervisors, and management development for members
of the management group. In the supervisory training programme, it may include role playing
as one of the many training practices.

Human resource policies are not something that can be considered in isolation. It is an
integral part of the whole policy structure of the enterprise. There is an organic unity in
policies. Such a unity prevents unnecessary duplication and promotes unity of action.
Weakness in any one of the major policies tends to weaken the effectiveness of other policies.
Similarly, a weakness in human resource policies may weaken effectiveness of all other
organizational policies.
CHAPTER-3
 POLICY OF Veom Infotech

Recruitment shall be resorted only in such cases where suitable personnel are not available
with the organization to provide basic knowledge about actual IT environment. In Veom
Infotech recruitment shall be through walk in, reference of employees, online portal. Veom
Infotech having their own online institution for provide internship programme for graduation
final year student and post-graduation final year students.

Veom Infotech have their office in Noida,(U.P) but there is no relationship between
internship projects.
Source of Recruitment: -

a) Employees Reference
b) Online

Portal Learning

Point: -

1. File Management: - If we take a new joining of a candidates in our

organization filling management / procedure is an important part of it.
Document arearranged according to the checklist into the file. If all the
document arecompleted file are also completed.
2. Resume Shortlisting: - screening resumes usually involve a three-step process
based on role minimum and preferred qualification. Both types of qualification
should be related to on-the-job performance and are ideally capture in the job

The qualities are included are as follows: -

a) Work Experience

b) Education

c) Skill And Knowledge

d) Personality traits

e) Competencies
 1. Interviews Procedure: - In interview procedure or process are completed in
two round which are-

a) Technical Round: In the interviews first round is technical round in

this. Essential its interviews assess your technical ability usually
related to the technical knowledge require for the role oforganization
you wish to work for. In interview is conducted audio or video
calling.

b) HR Round: In the interviews second round is HR roundin this.

Usually in this Hr round, the employer takes a final interview ofthose
candidate who are crack the first round, employer try to understand
the candidates are eligible for this internship or not. They test their
educational knowledge as well as some of IT knowledge.

2. On Boarding Activity: - In boarding activity introduced for new hired

employees for explaining the important components of the like IT culture,
values, resource and people and given them some other training according to
the post are like: -
c) Pre – training
d) Induction
e) Joining Report

3. Actual Work Done by Me: -

f) In my training period 1st three weeks I was completed the first task
procedure. In first task management I have to manage the MIS report
of all the candidates who apply for the job, daily I posted a job as
employer of the organization in LinkedIn for “ Human Resource
Intern’’ at. That is “unpaid’’ internship as well as “virtual’’ (work from
home Internship also for remote location).

Check out this jobs in Noida,(U.P):

http://www.linkedin.com/jobs/views/2745943426 (This was my first

job post in LinkedIn with the help of my senior HR manager)

According to the MIS Report there are number of column which I want
to fill like Name of the Candidates, Institution name / college name,
Contact Number (personal number as well as alternative number),
Place (where they live), employer name (who post a job) and Links
(where he
/ she post a job).
 Also manage the interviews schedule for those candidates who apply
for the job and internship. According to the eligibility criteria they are
selected for technical round and then I procced for final round which is
HR round.

g) 4th to 10th weeks I was completed formalities in these formalities

joining report job description and also made a job description for
“webmaster4SEO’’. I posting a job for “Purchase Executive’’ at
Webmaster4SEO. (This was paid up job and only for Noida,(U.P)
location also I made a job description for Purchase Executive which
help by mysenior HR manager for preparing a job description).

Check out this job at Webmasters4SEO:

https://www.linkdin.com/jobs/views/2780198077 (This was my first

paid up job posting in LinkedIn)
Master sheet of employees.
Joining sheets of
employees. Re- joining of
employees.
Update MIS Report sheet.
 Training Structure

Week 1 Training

• Veom Infotech Overview.

• Calling script and call listening session.
• Introduction of Refer and Earn Program.
• Test will be taken daily, related to the training session.
• Final Interview with Nesting Team Leads.
Week 2 – Advanced Training

Veom Infotech Overview.

• CRM Understanding.
• Make you understand about Refer and Earn Program.
• Summary preparation.
• Reading and Understanding the Job descriptions and resume.
• Calling Practice and calling listening sessions.
• At least convert 10 unavailable candidates to availability. • Test will be taken daily, related to the
training session.

Target: Pass Theory Tests, Summary Preparation Test, Refer & Earn in Each Call test, 10 New Available

Candidates.

Week 3 and 4 - Live Job Training :

• Complete focus on Priority requirements.

• Complete 15 “unavailable” candidates to “availability” on a daily basis.
• Share at least 10 shortlisted candidates with your TLs on a weekly basis.
• CRM and Profile updating on the portal.
• Summary tracking (Minimum 2 profiles/day). • Test on a daily basis whatever is taught.

Target: Average of 2 per day Shortlisted Candidates, 15 New Available Candidates; after meeting all the

training parameters, you will join under Production Team Leader.

PERKS FOR CONTRACTOR

1. Annually New Mobile Phone: Annually, the Contractor is given Rs.10,000 towards a new smartphone
purchase. We offer this perk to contractors once they cross Rs.3 Lakhs via commissions in the year. Further, all
GST in the bill can be claimed as a further discount by the Contractor as the Company will get GST Input
credit.

2. Home Office: After crossing 10 Lakhs as Commission, contractors are eligible for an Interest-Free Loan
of up to 1 Lakh to be repaid via deduction from future commission earnings. Contractors can use this amount
for any equipment, laptop, chair, table, router, etc. Further, all GST in the bill can be claimed as a further
discount by the Contractor as the Company will get GST Input credit.

3. Personal Loan: After achieving 10 lakhs as Commission, contractors are eligible for an InterestFree Loan
of up to one month on average of the past six months' commissions. To be repaid via deduction from future
commission earnings.

4. Veom Infotech will provide Noise-cancelling headphones : Once a Contractor passes the training,
the company will provide Noise-Cancelling headphones. However, the Contractor should agree to
return the headphone back to the Company in case of Termination.

NON-DISCLOSURE AGREEMENT

The undersigned contractor hereby agrees and acknowledges:

1. That during the course of Contract, Contractor may be disclosed to certain trade secrets of the Company;
said trade secrets consisting but not necessarily limited to:

a) Technical information: Methods, processes, formulae, compositions, systems, techniques,

inventions, machines, computer programs, and research projects. b)
Business information: Customer lists, pricing data, sources of supply, financial data and marketing,
production, or merchandising systems or plans.

2. I agree that I shall not, during or at any time after the termination of my Contract with the Company, use for
myself or others, or disclose or divulge to others, including future contractors, any trade secrets,
confidential information, or any other proprietary data of the Company in violation of this agreement.

3. That upon the termination of my Contract from the Company:

a) I shall return the Company all documents and property of the Company, including but not necessarily
limited to drawings, blueprints, reports, manuals, correspondence, customer lists, computer programs, and
all other materials and all copies thereof relating in any way to the Company's business, or in any way
obtained by me during Contract. I agree that I shall not retain copies, notes, or abstracts of the work.

b) The Company may notify any future or prospective Company or a third party of the existence of this
agreement. It will be entitled to complete injunctive relief for any breach.
 c) This agreement shall be binding upon me and my representatives and successors in interest and shall
ensure to the benefit of the Company, its successors, and assigns.

TERMS & CONDITIONS OF CONTRACT

1. State of Facts

It must be understood that this Contract is offered based on your proficiency in technical/professional skills you
have declared to possess as per the resume or application. Suppose any of your statements/particulars furnished
are found to be false or misleading at a later date. In that case, the company has the right to terminate your
employment immediately, and you are considered to have breached the contract.

2. Identity and Background Verification:

You are required to produce copies of your identity documents - Aadhaar card, PAN, Passport, Driver License,
etc. and certificates, previous experience letters, relieving letter in support of your qualifications in original for
our verification at the time of joining and also submit one set of certified photocopies of the same for our
records.

3. Training:

You will undergo in-house/project-based at Veom Infotech. Your performance will be closely monitored during
the training period. At the end of this period, if your performance is up to the mark and you have been
successful in tests assigned to you during the training period, you will be absorbed in regular Contract in an
appropriate grade of the Company, if suitable vacancy/appointment exists.

4. Notice Period & Termination of Contract:

a) The contractor will serve a minimum notice period of 15 days. Failure to serve the notice
period will withhold all unpaid commissions. The Company may approve on a case-by-case basis for early
relief of the Contractor.

b) Unauthorized absence or absence without permission from duty for a continuous period
of 3 days. In such a case, your Contract shall automatically come to an end without any notice
oftermination.

c) You will be governed by the Companies laid down Code of Conduct, and if there is any breach
of the same or the non-performance of a contractual obligation or the terms and conditions laid down in
this agreement, your service could be terminated without any notice notwithstanding any other terms and
conditions stipulated herein. The Company further reserves the right to invoke other legal remedies as it
deems fit to protect its legitimate interests.

d) Reference the check will be made from your institute. In the event, Veom Infotech Solutions receives any
adverse report about you which may be detrimental to the interests of the Company; or if Veom Infotech
Solutions opines that the information furnished by you is not true, then the Company reserves the right to
terminate your services immediately (notwithstanding any other provisions) on the grounds of
misrepresentation of facts and the Company shall not be liable to pay any amount whatsoever.
5. Code of Conduct:

You shall conform with the code of conduct, as in force from time to time. Further, you shall carry out the
instructions in letter and spirit given by your superiors and shall not disobey the instructions. You shall
not indulge in any unethical practices like "go slow" or non-cooperation etc.

6. Access to Information:
Information is available on a need-to-know basis for specified groups. The network file server is segregated to
allow individual sectors for projects and units. Access to these is authorized through access privileges approved
by Managers or Team leads.

7. Escalation/Exception Reporting:

• A set of areas/jobs to be carried out by each function/circle will be decided

• For each area/job - a suitable policy will be formulated/evolved
• For every policy - standards of measurement will be laid down
• Goals for year/quarter/month/daily will be periodically reviewed
• Deviation, if any, with regard to policies or standards will be monitored and brought up for
discussion in review meetings if such variation could wait till the review meeting
• Alternatively, if such deviation will pose a threat and if it is not corrected will be escalated
immediately for corrective action jointly agreed upon, and it will be implemented as per schedule.
If there is any deviation/modification/amendment, it will be further escalated to the next level.

8. Non-disclosure

You are expected to maintain the utmost secrecy in regard to the affairs of the Company and shall keep
confidential any information, instruments, documents, etc., relating to the A company that may have come to
your knowledge as an Associate of the Company. You are required to sign a NonDisclosure Agreement at the
time of joining.

9. Non-Compete

Your position with the Company calls for a whole-time Contract, and you will devote yourself exclusively to
the Company's business. You will not take up any other work for remuneration (parttime or otherwise) or work
in an advisory capacity or be interested directly or indirectly (except as a shareholder or debenture holder) in
any other trade or business, during your Contract with the Company, without written permission from the
Company. You are required to sign a Non- Compete Agreement at the time of joining.

10. Authorization
Only those authorized under a power of attorney may sign legal documents representing the organization.

11. Passwords
Access to our network, website, admin panel, database, data, the development environment, and Email is
through an individual's password. For security reasons, it is essential to maintain confidentiality of the same. If
one forget his/her password, they need to contact the Networking & Communication Group to reset it and allow them to use a
new one.
12. Security
Security is an important aspect of Veom Infotech communication and office infrastructure. We have security
personnel deployed on all the floors who take care of the security. Employees who wish to work late or
early hours must show their identity cards to Security personnel on demand.

Communication security is maintained by controlling physical access to computer systems, disabling all
workstations, and a company-wide awareness of the need to protect intellectual property and sensitive customer
information. For some projects, the Company uses sophisticated data encryption devices.

Your work table and storage space are lockable. Please ensure they are locked when unattended. Duplicate keys
are maintained with security. One can take a duplicate key after signing for it for one's or team members' table
or storage.

a) Destroying Papers & Material Any official communication which is confidential in nature shall be
destroyed through a paper shredder after the purpose is served.

b) Use of Company Resources. You shall use the Company's resources only for official purposes.

7. General

a) On completion of your training period, the Company has the option to assign you to projects on any
platform. This is based on the skills required for a particular project & the environment prevailing then.

b) As part of the training program, you will be required to come either early or late hours, depending on the
availability of machines and other resources.
The above terms and conditions are based on company policies, procedures, and other rules currently applicable
and are subject to amendments from time to time. You will also abide by all other rules and regulations of the
Company as shall be in force from time to time. In all matters, including those not specifically covered here,
such as Travelling, Leave, etc., you will be governed by the Company's rules framed from time to time.

This offer is purely based on the information/documents provided by you, and by accepting the offer, you
specifically authorize the Company or any external agency through Veom Infotech Solutions to verify your
educational, contract antecedents, your conduct, and any other background checks before you join the Company
or thereafter. You shall extend your cooperation (if asked for) during such verification without any protest or
demur.

8. Working hours: Working hours /shift timings will depend on the business unit assigned to you, such as India / US/
UK, Europe, and Australia, depending on the business requirement. Generally, we are closed on Saturday & Sunday
unless you are assigned a shift to cover Weekends.

9. Harassment: Our company's harassment policy aims to safeguard contractors from all forms of harassment, including
name-calling, abusive words, humiliation, intimidation, abuse, or any language hurting the other person's feelings. In the
event that any such incident is recorded by anyone, it is requested to report the incident with details and proof to HR. All
necessary actions will be taken against offenders and help victims recover. Violation of this policy will result in disciplinary
action, including termination.

9. Sexual Harassment: Our company's sexual harassment policy aims to safeguard contractors of all sexes and gender
identities in our company from unwanted sexual advances. If any such incident is recorded by anyone, it is requested to
report the incident with details and proof to HR. All necessary actions will be taken against offenders and help victims
recover. Violation of this policy will result in disciplinary action, including termination.

I have read the above terms and conditions of the Contract and would hereby confirm strict adherence to the
Remote work Policy
The document gives an overview of the Remote Work Policy.

1. Timings: All the contractors should attend work from home as per the individual Timings assigned by your
Manager, which is 9 hours, including one hour of break.

2. Late Arrival: Late logins wouldn't be appreciated because we are working from home.

3. Clock In/ Clock Out: To track your 8 hour's productivity, you will have to install Workfolio App (or
Desktime App) on your Desktop or Laptop. Clock-In, Clock-out, and break should be done through the
Workfolio app.

4. Rest Breaks: Any contractor can take rest breaks, but try to limit them to max 3 times a day, and each break
not is more than 15 Minutes.

5. Meal Breaks: Any contractor is free to take their choice of time for a meal break of 45 Minutes. Any
contractor who wants to go out for their personal work can utilize their meal breaks, and if they get late, it
should be informed to their supervisor and teammates.

6. Office Equipment: Office Equipment, including laptop accessories, headsets, and any other accessories
issued by the organization, has to be handled carefully and physical damage to the equipment has to be borne by
the Contractor.

7. Performance Improvement Plan (PIP): Contractor agrees to the target set for weekly and monthly basis,
failure to meet will lead to PIP plan and eventual termination.

I have read the above terms and conditions of the Contract and would hereby confirm strict adherence to the
same.
 Quality SOP and Fines.
Since you will be representing Veom Infotech as a Recruiter, there are certain Quality standards and
procedures that we expect you to follow. In case you miss these guidelines, strict Fines will be deducted
from Commission.
When submitting a Candidate for a Requirement. Fine deduc
1. Each Candidate that is submitted by you has to be Pre-screened and from
checked if they exactly meet the requirement. Pre-screening Notes have Commissions
to be added in the Comment sections, and the Pre-screening Call
recording has to be attached. If the Candidate is irrelevant, you have to
“Skip” by mentioning the appropriate reason.
Rs. 20
2. Make sure every submitted Candidate’s profile in Veom Infotech is
incident
completely filled - Overall Exp, Skill Exp, Projects, Employment details,
CTC, ECTC, and Notice Period.
3. "Response Tab" check for any new organic responses (profiles without
"Recruited By”). Pre-screen all organic responses and "Skip' all
irrelevant with proper reason.

When Calling Candidates: (In every first call with Candidates)

1. Recruiter should explain about Veom Platform. Rs. 20
2. Recruiter should explain about Refer and Earn program. incident
3. Recruiter should update the profile as confirmed the
in call.
Example Script: https://docs.google.com/document/d/1OQChvBo

External Profiles (These are profiles submitted by Other Recruiters for a

Requirement)
End of each day, for requirements that have been assigned to you, we expect
you to check all profiles in the “External Tab” (These are profiles submitted
by other Recruiters or Partners). Follow up with every relevant Candidate,
and make them apply to the job, and for Irrelevant Candidates, we expect you Rs. 20
to “Skip” them by mentioning the appropriate reason for Rejection. This will incident
ensure that the profile submitted by other company members is looked upon
sincerely.
External Tab must have less than 10 profiles.
CHAPTER-4
 DATA COLLECTION

Before we define collection, it’s essential to ask the question, “What is data?” The abridged
answer is, data is various kinds of information formatted in a particular way. Therefore, data
collection is the process of gathering, measuring, and analysing accurate data from a variety
ofrelevant sources to find answers to research problems, answer questions, evaluate outcomes, and
forecast trends and probabilities.

During data collection, the researchers must identify the data types, the sources of data, and
what methods are being used. We will soon see that there are many different data collection
methods. There is heavy reliance on data collection in research, commercial, and government
fields.

Data is a collection of facts, figures, objects, symbols, and events gathered from different
sources. Organizations collect data to make better decisions. Without data, it would be
difficult for organizations to make appropriate decisions, and so data is collected at various
points in time from different audiences.

The two methods are:

1. Primary Data

As the name implies, this is original, first-hand data collected by the data researchers. This
process is the initial information gathering step, performed before anyone carries out any
further or related research. Primary data results are highly accurate provided the researcher
collects the information. However, there’s a downside, as first-hand research is potentially
time-consuming and expensive.

2. Secondary Data

Secondary data is second-hand data collected by other parties and already having undergone
statistical analysis. This data is either information that the researcher has tasked other people
to collect or information the researcher has looked up. Simply put, its second-hand
information. Although it’s easier and cheaper to obtain than primary information, secondary
information raises concerns regarding accuracy and authenticity. Quantitative data makes up
a majority of secondary data.
WHICH COMES FIRST RECRUITMENT OR SELECTION?

Recruitment and selection are different processes. First is the recruitment that has as its
premise: Attraction, selection and design of the appropriate candidates for the selection
phase. Then the selection is made, which aims to conduct the interviews and evaluate the
candidates, in order to select an individual for the job.

FACTORS THAT INFLUENCE RECRUITMENT AND SELECTION:-

All organizations, whether large or small, put time and resources into the process of
recruiting and selecting employees for the activities. However, they do not consider the
same criterion.

There are factors that are often not considered by organizations, but directly influence the
process. Administrative recruitment factors can be broadly divided into external and internal
factors.

EXTERNAL FACTORS: -

• Supply and demand;

• Unemployment rate;
• Intern market;
• Place where the applicant resides;

Company image. SUPPLY AND DEMAND are the metric of the specific skills required in
the job market. Ifthe demand for a particular skill is high compared to the supply, a larger
recruitment effort may be required. Thus, the higher the unemployment rate in a given area,
the simpler the process of recruiting and selecting the company.

The UNEMPLOYMENT RATE has become one of the influencing factors in the
recruitment and selection process. The number of unskilled candidates is very large, which
causes difficulties in attracting and retaining suitable candidates. On the other hand, with the
unemployment rate decreasing, it is important to explore new ways to recruit candidates.

The COMPANY’S IMAGE also directly influences the number of candidates who will be
attracted to the position. In many cases, the applicant not only targets the salary amount,
but prioritizes the company’s qualifications and working conditions.

It is very common for companies to prioritize CANDIDATES RESIDING in their

respective state. This avoids major changes and travel expenses for interviews and future
allowances. The company’s image is also extremely important as it is responsible for
attracting a large number of candidates with varying levels of qualification
INTERNAL FACTORS: -

• Recruitment policy;

• Company size;

• Cost growth and expansion.

Most organizations have a policy of recruiting employees internally or externally.

Recruitment by appointment is one of the most used by organizations, as employees
themselves know the company better, making it easier to recommend candidates who can
easily adapt to the culture of the organization.
CHAPTER-5
TYPES OF RECRUITMENT AND SELECTION: -

• Recruitment and selection methods or sources are defined before the company
begins to recruit candidates and should consider the source and type of employee you
are looking for.

• There are usually two types of sources from which any organization can look for
potential employees, both internal and external. But in addition to them, it is possible
to perform mixed recruitment and online.

INTERNAL RECRUITMENT: -

• Internal recruitment methods include opening position changes, distributing

announcements within the organization, searching the organizational database for the
relationship of skills required to perform the job, to match the competencies held by current
employees. This recruitment and selection method explores internal sources, filling
positions and encouraging promotions.

• The in-house recruit can drive job satisfaction and employee motivation as they see a
new career opportunity available. Filling responsible positions with existing employees
ensures that they are rooted in the culture of the organization. However, problems can arise
ifthe internal promotion system is not seen as fair.

• The best way to avoid negative impact when hiring or promoting an employee is to
implement fair methods and procedures. By presenting the rules and steps of a structured
promotion process, the company avoids discomfort by making employees understand
and accept the outcome of the process.

EXTERNAL RECRUITMENT: -

• External recruitment methods include the form of disclosure.

• The choice of recruitment method, internal or external, made by managers, depends
directly on the strategy of the organization, which mostly has the strategy of encouraging
internal promotions and transfers.

MIXED RECRUITMENT: -

• Mixed recruitment is the combination of external and internal procedures.

• It is made in a way that can reconcile the interest in filling the vacancy and
the appreciation of the company’s talents.
• It can be done in three ways:

1. PREVALENCE OF INTERNAL MODEL: -

Attempted internal recruitment and, only in the face of failure, is the search for professionals
from outside the organization.
 2. PREVALENCE OF EXTERNAL MODEL: -

Initial attempt to find the employee in the market and, only on failure, the vacancy is open to
employees of the company.

3. CONCOMITANT MODEL: -

External and internal recruitment occurring simultaneously. With this, it is possible to

generate an equal competition between the candidates.

ONLINE RECRUITMENT: -

In online recruitment and selection, it is possible to use the internet in favour of HR. This
makes external or internal recruitment more efficient. But in order to do so, it is necessary to
have a specialized platform to reach a larger number of candidates and automate the
processes.

● Employees may be lethargic if they are confident about possible promotions;

● The spirit of competition among employees may be impeded;
● Frequent employee transfers can reduce the overall productivity of the organization.

ADVANTAGES OF EXTERNAL RECRUITMENT: -

• Qualified personnel: attraction of qualified and trained people to apply for the
vacancy available.
• Larger choice: When vacancies are advertised in multiple places a large number ofpeople
are reached and apply. Recruiters have a wider choice when selecting people for the job;
Talents: External sources make it easy to infuse new ideas. This improves theoverall
functioning of the venture.

• Competitive spirit: Capturing external sources arouses competitiveness,

making internal employees work hard.

DISADVANTAGES OF EXTERNAL RECRUITMENT: -

• Discontent among existing staff: External recruitment can lead to discontent

and frustration of existing staff. They may feel that the chances of promotion are
slim;
• Extended process: External recruitment can take a long time;
• High cost: The external recruitment process is very expensive. Companies need tospend
a lot of money on advertising and applying processes;
• Uncertain answer: External applicants may not be compatible with the venture. There
is no guarantee that the venture will attract the right candidates from outside sources.
STEP BY STEP RECRUITMENT PROCESS: -
Recruitment is a process that aims to identify and attract people who are available in the job
market, unemployed or looking for new opportunities, seeking to build a database of
qualified candidates to perform a given job. This process includes five phases that are
interrelated.

• Planning;
• Strategy development;
• Demand;
• Selection;
• Evaluation and control.

STEP 1: RECRUITMENT PLANNING

The first phase in the recruitment process is planning. Planning involves reducing job
vacancies and gathering information about the nature of these jobs, outlining two specific
objectives: the number and type of candidate to be contacted.

STEP 2: QUANTITY OF CANDIDATES

Most organizations plan to attract a large number of candidates, much larger than they will
actually hire. Scheduling the total time that the recruitment process will take place dictates
the required number of candidates to be called so that all vacancies can be filled with
qualified professionals.

STEP 3: VACANCY DISCLOSURE MEANS

The way the company should disclose vacancies is directly related to the type of professional
it seeks to retain, so it is important to evaluate which people want to be informed about job
availability. The type of professional depends on the tasks and responsibilities involved and
the qualifications and experience expected. These details need to be available in the job
description and job specification.
STEP BY STEP SELECTION PROCESS: -

Selection is the process of selecting individuals with the required qualifications who are
competent to fill vacancies available within the organization. Selection is the process of
selecting individuals with the required qualifications who are competent to fill vacancies
available within the organization.

There is no shortcut to an accurate assessment of a candidate. So hiring processes are mostly

long and complicated. Many employers use such techniques and pseudo sciences as
phenology, physiognomy, astrology, graphology etc. to make hiring decisions.

However, with modernity, these measures were considered uncertain. Every recruiter needs
to clearly see the candidate’s qualifications and evaluate them before selecting him or her for
the job. If the applicant does not have a satisfactory assessment at any stage, he is not
considered for the additional stages.

Thus he will be rejected. For example, if a candidate’s particulars are not satisfactorily
evaluated, he or she will not be called for testing. Similarly, if a candidate is on the tests, he
or she will not be called for the interview.

The following procedure is universal, but from the results obtained it can be modified to
assess the individual situation.

STEP 1: PRELIMINARY INTERVIEW

Evaluations and voting of pre-selected candidates’ curricula are carried out so that unsuitable
candidates are eliminated. This action is usually followed by a preliminary interview with the
purpose of choosing the best ones. The preliminary interview helps to eliminate people who
do not fit.

There are several types of interviews that can be applied in the selection process, among
them:

● STRUCTURED INTERVIEW

With prefixed unified questions. A structured interview (also known as a unified interview or
an investigative-administered survey) is a quantitative research method, usually employed in
investigative research. The purpose of this approach is to ensure that each interview is
presented with exactly the same questions in the same order. This ensures that the answers
are reliably aggregated, enabling reliable comparisons between sample subgroups or between
different survey periods.

● UNSTRUCTURED INTERVIEW

Performed without structure and planning. In this case the survey questions are not pre-
arranged, allowing spontaneity, making the recruiter need to elaborate the questions,
developing them during the course of the interview.

This is considered to be the opposite of a structured interview that offers a fixed amount of
unified questions.
 1. PRELIMINARY INTERVIEW: -

Interviews of this type usually last a few minutes to check the value of the candidate. When
companies are very large and need to filter and discard candidates, this is a good way to
eliminate them.

2. BEHAVIOR INTERVIEW: -

Evaluation is based on the solution and approach of the candidates. Behavioural interviews
are based on the premise that a person’s past performance at work is the best dictator of
future performance.

When a company seeks behavioural interviews they want to know how candidates act and
react under certain circumstances. They also want the candidate to give specific “real
life” examples of how they would behave in question situations.

STEP 2: APPLYING SELECTION TESTS

A job interview is a type of job test that involves a conversation between the job seeker and
the representative of the organization. Interviews are one of the most popularly used
employee selection devices.

Interview questions can be pre-structured, or completely unstructured, arising in

conversation, or by a fixed list of questions. 11
Structured interviews are more valid than unstructured, that is, they are more accurate and
help identify the best candidates more easily.

Recruiters are called to evaluate candidates who pass the interview to the tests. Different
types of tests can be administered, depending on job, job and company. Generally, the tests
determine the candidate’s skill, aptitude and personality.

1. ABILITY TEST: -
Skill testing helps determine how an individual can perform work-related tasks effectively.

2. APTITUDE TEST: -
The aptitude test helps determine a person’s potential to learn in a particular area.

3. PERSONALITY TEST: -
Personality testing is used to measure an employee’s motivation, predicting their
functionality in a particular work environment.

4. INTEREST TEST:-
The interest test can be used to measure an individual’s preferences for certain activities.

STEP 4: CANDIDATE REFERENCE

Many employers ask for names, addresses, and contact or reference number for the purpose
of verifying information and perhaps obtaining additional information about an applicant.
The reference serves two purposes:

● The first is to acquire information about the candidate from supervisors and employees
who have had prior experience with the candidate;
● The second purpose is to assess the likelihood of potential success.

STEP 5: SELECTION DECISION

After obtaining information through the previous steps, the selection decision, the most
critical of all steps, must be made. The other steps of the selection process were used to
reduce the number of applicants.

The final decision must be made from the group of individuals who have passed the tests,
interviews and benchmarks.

STEP 6: PHYSICAL EXAMINATIONS

Certain jobs require unusual strength, strength and tolerance of harsh working conditions.
In these cases the applicant has to pass the physical fitness test done by the company doctor
or approved medical officers.

Determining if the applicant is physically fit to perform the job.

This protects employers from possible claims for compensation from employees that are
not valid, such as damage or illness that was already present when they were hired.

FACTORS AFFECTING THE SELECTION PROCESS: -

Factors to consider selecting certain people for certain jobs are:

1. PHYSICAL AND PERSONAL CHARACTERISTICS:-

Sound body, height, weight, vision etc. In addition to age, gender, marital status, number of
children, family background, etc.

2. PROFICIENCY, ABILITY AND COMPETENCE:-

Qualifications and prior experience. Potentiality of an individual to learn and become

proficient in a job. Competence shows an individual’s ability to gain knowledge and skill for
job success.

3. TEMPERAMENT AND CHARACTER: -

Emotional, moral and social qualities, honesty, loyalty etc. A high degree of intellectual
competence can serve as a substitute for such qualities as honesty and probity.

It is important to know about one’s character, one’s work habits, and one’s way of reacting
through adverse situations, the strength that drives one’s ability to work.

4. APPLICANT INTEREST: -

Uninterested candidates present a colourless and monotonous job. Interested parties show
how significant and worthwhile the work is, thus developing skills that are perceived along
with the accomplishments.

Even the person who has skill, competence, efficiency, if he has no interest in the job, will be
unhappy.
CHAPTER-6
 LIMITATIONS

• This internship based on online as well as unpaid internship.

• This study is limited only to the applicant who apply for the job in given job portal site.
• Information given by the respondent may and may not be accurate due to which result
may worry.
• The employees may not reveal the secrets of the organization.
 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.

HRM specialists and those studying for HR professional qualifications may be involved in
conducting or taking part in research projects. Postgraduate students will almost certainly do
so. Qualified HR specialists should keep up to date as part of their continuous professional
development by studying publications such as those produced by the CIPD, which present
research findings, or by reading articles in HR journals such as People Management or
academic journals based on research. Students must extend their understanding of HRM
through reading about research findings.

In the recruitment process is initiated on receiving a requisition in the prescribedformat duly

approved by the executive the requisition shall contain particulars of designation role and
responsibilities reporting relationship qualification and experience required andcritical skill
are essential performance.

Recruitment process shall commerce with an internal search which shall be initiated by HR
department in case no suitable person is identified from within search from the application
bank shall be resorted to like box file (resume) from online portals.

Recruitment Techniques: -

a) Online Recruitment
b) Employees References
 CONCLUSION

• From the above study here, I conclude that, almost done all the recruitments through
online (audio and video conferences interviews) which sometimes take time as well as
select wrong candidates.

• Candidates is satisfied by the way present selection process is conducted most of the
employees choose telephoning interviews as well video conferencing interviews
which is the current selection process.

• It is important for the company to have a clear and concise recruitment policy in
place, which can be executed effectively to recruit the best talent pool for theselection
of the right candidates at the right place quickly.
 SUGGESTIONS

1. It is advised that has to increase the recruitment personnel or managethe selection

process effectively.
2. It is found that management information system of is not effective asthe
candidates themselves had to call back to confirm their status of
appointment.
3. It is advised that take the interviews for analyse the candidates for theirskills.
4. Data bases of final year graduates and post graduates can be considered as a source
of effectiveness recruitment strategy for any immediate requirement.
 FINDINGS

1. Most of the recruitment at is done through online interview (audio /

videointerview) followed by employee’s referrals.
2. The candidates are informed about the number of round in the selection process.
3. Most of the candidates telephonic interviews (audio Interviews).
4. It is found that the interview process is conducted in an open climate and help them to
express themselves freely.
5. It is found that the selection process of is effectiveness in getting the rightcandidates.
 BIBLIOGRAPHY

• www.Aasmaanfoundation.com
• Aasmaanfoundation.org/projects.html
• https://en.wikipedia.org/wiki/Aashayein_foundation
• www.aasmaanfoundation.org/about.html
• https://oorjaa.org/socialsector/Aasmaan-foundation
• https://en.wikipedia.org/wiki/Foundation_(TV_series)
• https://Aasmaanfoundation.wordpress.com
• https://www.facebook.com/Aasmaanfoundation
• https://Aasmaanfoundation.wordpress.com/contact
• Aasmaanfoundation.org
 Ganga Institute of Technology and Management Annexure III
Department of Management (PG)

SVT Joining Report

1. Name of Student:

2. Roll No.:

3. Name of the Sponsoring

Company/ Organization:
Correspondence Address :
4.
5. Email:

6. Date of Joining Training:

7. SVT Supervisor’s Details :

8. Summer Training Report

Title: