SUMMER TRAINING REPORT

On
“Recruitment and Institutional Collaboration”

Submitted to the Shri Guru Ram Rai University in partial fulfillment of

The requirements for the award of the Degree of
BACHELOR OF BUSINESS ADMINISTRATION

Submitted by
Ayushy Chauhan
(Enrollment number: R200425032)

Under the Guidance of

Ms. Isha Sharma ma’am
Ms. Mayukhi Ghosh ma’am

(Batch: 2020-2023)

SCHOOL OF MANAGEMENT AND COMMERCE STUDIES

SHRI GURU RAM RAM RAI UNIVERSITY , DEHRADUN
 CANDIDATE'S DECLARATION

I Ayushy Chauhan hereby declare that the Summer Training Report, entitled “Recruitment
and Institutional Collaboration “ , submitted to Shri Guru Ram Rai University, Dehradun
in partial fulfilment of the requirements for the award of the Degree of Bachelor of Business
Administration is a record of the original training undergone by me under the Supervison and the
guidance of Ms. Isha Sharma ma’am , School of Management and Commerce Studies, Shri
Guru Ram Rai University, and it has not formed the basis of any Degree/Fellowship or other
similar titles of any Candidate of any University/Institute.

Date :

Date :

Signature of Guide

Ms. Isha Sharma

Countersigned

Dean
 Acknowledgment

The internship opportunity I had with Aashman Foundation was a great chance for learning and
professional development. Therefore, I consider myself as a very lucky individual as I was provided with
an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people
and professionals led me though this internship period.

I express my deepest thanks to Ms. Mayukhi Ghosh Ma’am , HR Intern for taking part in useful decision
& giving necessary advices and guidance and arranged all facilities to make life easier. I choose this
moment to acknowledge his/her contribution gratefully.

(ii)
 Executive Summary
At the very outset, I am very much thankful to almighty Waheguru Ji for giving me strength, courage and
ability to accomplish the internship program as well as the internship report in a scheduled time inspite of
various complications.

It gives me immense pleasure to thank a large number of individuals for their cordial cooperation and
encouragement which has contributed directly or indirectly in preparing this report. First of all, I would like
to express my gratitude to my Internship Supervisor Mr. Sanket Jain for her guidance and feedback which
made everything clear to me to complete this report. At first, I was so confused that whether I would be able
to make a fruitful report but with his assistance, I found a way to do everything immaculately and in time.
Keep me on track to complete this report and her suggestions and feedback were very dynamic in making
this report as impeccable as possible.

Moreover, I must show my gratitude to my supervisor of Aashman foundation

Mr. Viral Shah, Co- founder of Aashman foundation who willingly took my responsibility and gave me
lot of time and shared her working experiences with me. Her guidance showed me a way not only to
understand the office culture but also how to deal with all the co-workers

Of the organization and meet the client demands with great team-work.

I would also like to express my sincere thanks to all the employees of Human Resource Management,
Creative & Copywriting, and Digital department who helped me during my work tenure and made my
experience an unforgettable one. People from these departments helped me to gain more Practical knowledge
which made my Internship journey more fruitful.

A very special gratitude goes to my HR Intern, Ms. Mayukhi Ghosh for her kind support and timely
feedback regarding the guidelines and deadlines of internship completion.

(iii)
 TABLE OF CONTENT

Title Page
Numbers

1. Certificate of Completion… … … … … … … … … … … … … … … … … (i)

2. Certificate of Intern… … .. … … .. … … … .. … … .. … … … … … .. … .. (ii)
3. Declaration of the Report… … … … … … … … .. … … … . … .. … .. … .. (iii)
4. Acknowledgement… … … … … … … … .. … .. … … … … … … … … .. (iv)
5. Executive Summary… … … … … … … … … … … … … … … .. … .. … . (v)
6. Table of Content… … … … … … … … … … … .. … … … .. … … .. … .. (vi)
7. Introduction… … … … … … … … … … … .. … … … … … .. … … … .. 01-03
 Introduction… … .. … .. … … .. .. … .. … … … … … … … … .. 01
 HRE Qualifications… .. … .. . … … … … . … . … … .. … … . 02
 Roles and Responsibility… .. … … .. … … .. … .. … … . … .. 03
8. Company Profile… … … … … … … … … ..,… … … … … … … … … … . 04- 09
 Introduction to Foundation… … … … … .. … … … … … .. … … ……. 04
 Logo of the Foundation… .. … … … … … .. … … … … … … .. … … .. 05
 Founder of the Foundation… … … … … … .. … … .. … … … … … .. . 06
 Co-Founder of the Foundation… …… … … … … … … … … … .. … .. 07
 Voice Ambassador of the Foundation… .. … … . … .. … .. … … … … .. 08
 Objective of Aashman Foundation… .. … .. … … … … .. … … .. … … . 09
9. Research Objective and Hypothesis… .. … … … … … … .. … .. … … . … .. 10-17
 Problem, Research Objective and Research Design… .. … … … … .. 10
 Data Collection… .. … .. … … … … … … … … … … … … .. … .. 11
 Source of Data… … .. … … … … … .. … … … … … … .. … .. … . 12
 Statistical Process and Tools… … … … .. … … .. … … … … … … . 13
 Limitations of the Study… … .. … … … … … .. … … .. … … .. … 14
 Research Design of Institutional Collaboration… .. … … … .. … … 15
 Research Design on Recruitment Task… .. … .. … … … .. … . … .. 16
 Sample Design… … .. … … … … … … … … … .. … … … .. … . 17
10. Data Analysis and Interpretation… … .. … … .. … … … … … .. … .. … .. 18-21
 Onboarding with bar graph… … … .. … … … … … .. … … .. … 18
 Onboarding with pie chart… .. … … .. … … … … .. … … … … . 19

(v)
 TABLE OF CONTENT

 Institutional Collaboration Data with bar graph… .. … … .. … … 20

 Institutional Collaboration Data with pie chart… .. … … .. … … 21
11. Findings, Recommendations and Conclusion… .. … .. … .. … .. … .. . …….22-24
 Findings… … .. … … .. … .. … … … .. … … … … … … …….… … 22
 Recommendations… … .. … .. … .. … .. … .. … … .. … .. … .. . ……..23
 Conclusion… .. … … … .. … .. … … .. … … … … … … … ……..… 24
12. Questionnaire… .. … .. … … … … … … … … .. … … … .. … .. ….. .. 25-26
 Questions… .. … .. … … .. … .. … .. … … … .. … .. … ……. … … 25
 Answers to Questions… .. … … .. … … … .. … … …… … .. … .. 26
13. Bibliography… .. … .. … … … … … .. … … .. … .. … .. ……..… … … 27

(v)
Chapter -I

Introduction
Institutional Collaboration means contacting different Colleges and collect the data of students from those
college for the growth of the Aashman Foundation and to take Interview of the selected individual. By the
term Recruitment we means the posting of Job Description at various website and bring the Candidates to the
Foundation.
HRE (Human Resources Executive) is the Post I got Promoted in the Aashman Foundation . HRE manage
the administrative tasks that involve employee compensation, benefits, education and motivation. They may
work by themselves in small offices or supervise an HR staff in large companies. Those who work for large
corporations may have to travel frequently among branch locations and headquarters to attend meetings and
recruit employees.
HR executives attract the best talent to work for their companies and make sure that new and existing
workers are satisfied with their positions. Executives meet with department heads to determine staffing
needs, write employment notices, hold recruiting fairs and study submitted resumes to determine the best
candidates. They then set up interviews and formally hire qualified applicants. HR executives process
paychecks to reach recipients on time and for the correct amounts, answer questions about human resources
and oversee employee relations. They also must ensure that their organizations comply will government
labour laws.

Types Of HR Executive
In large corporations, HR executives often specialize. For example
 Recruiting or Staffing managers take charge of locating workers for their organizations by developing
an effective and long-term recruiting strategy.

 Payroll managers handle payroll operations so that all calculations are accurate and deductions for
taxes, insurance and benefits are correct.

 Employee-relations managers - oversee the general satisfaction of workers by negotiating contracts

with unions, mediating disputes and grievances and interacting with management on behalf of
employees.

Page -01
Chapter -I

Introduction
Whatever their specialty, HR executives who manage staff are also in charge of hiring and training
subordinates and assigning them tasks and timetables.

Page -01
 Introduction
Qualification Required

HR executives need a minimum of a bachelor’s degree, preferably in human resources or business

administration. After they graduate, executives don’t typically start as managers. Instead, new graduates may
begin as specialists or assistants. After several years of increasing responsibility, they receive promotions
until they reach the executive level. Voluntary certification, which can enhance opportunities, is available
from such organizations as the Society for Human Resource Management. Important qualities for the
profession include interpersonal skills for getting along with employees at all levels and communication
skills for disseminating information both verbally and in writing.

Job Outlook

The U.S. Bureau of Labour Statistics predicts that jobs for HR executives will increase by 9 percent between
2016 and 2026, about the same as expected for all occupations, and a bit less than the 12 percent projected
for all management positions. Jobs for HR executives increase when new companies form or existing ones
expand into new locations. Advancing technology can limit employment, however, as software and hardware
take over many of the tasks that HR managers used to do. A master’s degree will usually open doors to the
best job opportunities.

Roles and Responsibilities of Human Resources Executive

The role of human resource management has been around in business, at least in a simple form, since the late
18th century. During the industrial revolution, scientists and philosophers started to make the correlation
between productivity and happy, safe workers. Until this time, there had been no advocates for the workers
and work conditions were dangerous and oppression

It is easy to see how HR developed in these conditions. Factory workers had no rights and were in need of
someone on an executive level who could give them a voice and advise bosses on how to maximise
productivity through better employer-employee relations. A large part of early HR was made up of:

 Using the scientific method (observation, hypothesis, test, observation) to find the most efficient and
productive way of working
 Matching workers to tasks they were best suited for

Page no. -02

 Introduction
 Monitoring performance and productivity and providing feedback
 Allocating tasks according to seniority and skill to enhance efficiency

These early principles are what paved the way for modern HR management and executives are still largely
responsible for the same tasks. An HR executive is, at the most basic level, the advocate between employee
and employer and is responsible for keeping both informed and happy in order to improve business
outcomes. The HR executive or team are in charge of the employee lifecycle and all the administration that
goes alongside it. This includes:

 Recruiting
 Hiring
 Onboarding and training
 Administration of pay and benefits
 Liaison between employees and employers
 Ensuring safety of workers
 Ensuring legal requirements for workers are in place and upheld
 Disciplinary action
 Firing or handling resignations
 Disciplinary action
 Firing or handling resignations

In larger companies, HR executives will often now specialise, with one executive focusing on health and
safety while another is focused on recruitment. But in smaller companies, the responsibilities of the HR
executive may all fall to one person. Knowing what an HR executive does will help you hire the right person
for your business as well as fully understand and appreciate their function within your business. A lot of
small businesses feel there is no need for HR, especially if they are trying to keep to a tight budget, but HR is
invaluable to businesses and plays an important role in the health of the company.

Page no. -03

Chapter -II
Company Profile
Aashman Foundation is government registered organization and it is a joint effort from a group of human
towards Humanity with mission that every weak human must have got support so that he or she must recover
from hard time with positive energy and in skilled way. We resolved to work for village/slum area’s
development on the set principles of Aashman. The women are mostly neglected and relegated on the society
as well the youth are lacking guidance and alternate skills to overcome their immediate problems and
sustainity. All these factors and the degrading environmental situations mobilized to become a collective and
formed this organization.

Aashman Foundation was started in the year 2013,by Munish Pundir, as a group of people who
wanted to give something back to the society in some or the other way. Later in the year 2012 it got
registered as a Non Govermental Organization. Aashman Foundation is working for the upliftment and
betterment of the less-privileged kids.

Page no. -04

 Company Profil
Founder of Aashman Foundation
Mr. Munish Pundir

Name : Munish Pundir

Designation : Founder

Location : Chandigarh, Chandigarh, India

Company : Aashman Foundation

Social Twitter, Instagram, LinkedIn, Facebook, etc.

Handles :
Page no. -06
 Company Profil

Email : mxxxxxx@xxx.com

Phone : xxxxxxxxxx

Page no. -06

 Company Profil

Logo of Aashman Foundation

Page no. - 05
 Company Profil
Co-Founder of Aashman Foundation
Mr. Viral Shah

Number of Founded Organizatonns 1

CB Rank (Pernson) 459,597

 Primary Job Title Co Founder & CEO

 Primary :Organization: Julia Computing

 Location Cambridge, Massachusetts, United States

 Regions Greater Boston Area, East Coast, New England

Page no. -07

 Company Profile
Voice Brand Ambassador of

Aashman Foundation

Ms. V. J. Aman

Page no. - 08
 Company Profil

Objective of Aashman Foundation

 Aashman Foundation empower widows by providing them with sources to make their
livelihood by giving them the needed skills (painting, handloom, computer, patient care,
stitching, beauty parlour?)
 Aashman Foundation support single income family widows by supporting them with monthly
grocery and currently they are supporting 1,000 plus such widows across India.
 Lastly, Aashman Foundation are running their own schools by the name of NISHULK
PATHSHALA. They have 16 schools in 11 states of India, where 4,500 plus students are
taking free education along with moral development and they provide them the tools for
education that is required.
 As part of Campaigns, they also provide nutrition in the form of milk, soya, paneer, fruits and
vegetables to children.

Page-09
Chapter-III
Research Objective and Hypothesis
Problems occurred while doing research
 Time has been a major constraint throughout the study as it has been only for duration of 45 days.
 As this report was only based on Work From Home in Haryana, India this cannot be stated as indepth
research on this subject.
 Enough care is taken in formulating the questionnaire, still some errors may creep in.
 The recruiters behaviour varies according in different department.
 Language barriers occurs while conversation with the recruiters.

Research Objective
 To analyse the relationship between managers and employees.
 To asses the behaviour level of the position holders.
 To identify what type of strategies are suitable for the foundation to reach the target persons.
 To identify the effective and advertising sources which are influencing.
 To find out how people manage to help socially and personally.

Research Design

Research design refers to the overall strategy utilized to carry out research that defnes a
succinct and logical plan to tackle established research question(s) through the collection,
interpretation, analysis, and discussion of data.

Page No. -10

 Research Objectie and Hypothesis

Exploratory research design aims to get a better understanding of the problem by explaining the concepts and
developing hypotheses regarding the research study. Various techniques used in exploratory research study
are literature survey. surveys, focus groups, case studies, etc. Exploratory research does not emphasize upon
sampling, but tries to gather information from participants who are considered knowledgeable.

My report is based on Exploratory Research Design.

Data Collection

Data collection is the process of gathering and measuring information on variables of interest, in an
established systematic fashion that enables one to answer stated research questions, test hypotheses, and
evaluate outcomes.

Sources of Data

Primary Data

Secondary Data

Page No. -11

 Research Objective and Hypothesis

Source of Data
1. Primary Data

Primary sources are first-hand, contemporary accounts of events created by individuals during that period of
time or several years later (such as correspondence, diaries, memoirs and personal histories). These original
records can be found in several media such as print, artwork, and audio and visual recording. Examples of
primary sources include manuscripts, newspapers, speeches, cartoons, photographs, video, and artifacts.

Primary sources can be described as those sources that are closest to the origin of the information. They
contain raw information and thus, must be interpreted by researchers.

2. Secondary Data

Secondary sources are closely related to primary sources and often interpret them. These sources are
documents that relate to information that originated elsewhere. Secondary sources often use generalizations,
analysis, interpretation, and synthesis of primary sources. Examples of secondary sources include textbooks,
articles, and reference books.

Data which I have collected comes under the Primary Data because I have taken this from my Manager
(Guide) during my internship program.

Here, the Secondary Data is only the definition of the terms .

Page No. -12

 Research Objectie and Hypothesis

Statistical Process used in the Recruitment

Statistical processes used in recruitment include summing the scores on different parameters; finding mean
scores of applicants and rejecting candidates with scores below the cutoffs. The selection procedure focuses
on designing tests that identify superior talent from the candidate pool.

Statistical Tool used in the Recruitment

1.Job Boards

Job boards or job search engines like Indeed provide an essential service that connects businesses with
applicants. Some software solutions automate external job postings on popular job sites. Many job boards
prescreen applicants on your company’s behalf and assess the potential of a candidate based on the resumes
in their database.
Job boards usually have options to post salary ranges, job descriptions and company profiles. Interested
candidates reach out with questions or directly apply to the position online.
But at my Job boards I clearly mentioned that it is free of cost and unpaid (no stipends) and it is a work from
home internship with several time periods.
2. Percentage Method
The data collected for both the title i.e. Recruitment and Institutional Collaboration is based on Percentage
method of the Statistical Tool.

Page No. -13

 Research Objective and Hypothesis
Limitations of the Study
1. Time has created a major hinderance while doing Institutional Collaboration.
2. Every individual was busy with their personal life because it was a work from home
opportunity of internship.
3. Money was the major requirement of every individual while explaining them about the
internship opportunities in Aashman Foundation.
4. No “personal” Comments and blog links are allowed to send in the group which was been
made by the “supervisor”.
5. Google meeting were held at 8-9pm. As every individual’s parents not allow to talk and chat
at the night time.
6. Flexible working hours was a major issue sometimes because there were “n” number of
messages at night time, which creates disturbance at night.
7. Opened Camera created a lot of network problems from their side.

Page No. -14

 Research Objective and Hypothesis
Research Design

A research design is the arrangement of the conditions for collection and analysis of data in a manner that
aims to combine relevance to the research purpose with economy in procedure.

I made a research design of 23 references in my recruitment task and 5 data of Training and Placements
Coordinator in the Institutional Collaboration task.

S. College Name Contact Number E-mail address Training

No. and
Placement
Coordinator
1. Madras Christian 917358381598 Placementcell@mcc.edu.in Sanjay
College Raveendran
2. St. Joseph College College: placement@stjosephs.ac.in Dr. B
of Engineering +914424501060 Diwan

Direct:
+914424500595

3. Jaya Engineering Ph. +91 Cell mbahod@jec.ac.in Dr. L

College phone: Subburaj

9360724730

4. Rajalakshmi Mobile: placement@rajalakshmi.edu.i Mr. I Philip

Engineering n Parveen
College 9381436664

Phone:

044-37181015

5. Abdul Hakeem Contact no. – pat@cahcet.edu.in Prof. K.

College of Mohamed
Engineering & 9566236778 Abdul
Kader
Technology

Table No. 3.1

Page No. -15

 Research Objective and Hypothesis

S. No. Student Name Tenure Applied For

1. Chavi 45days Human Resource
2. Anurag Anthwal 45days Sales and
Marketing
3. Ayush Singhal 45days Human Resource
4. Sakshi Chauhan 45days Human Resource
5. Kamal Bagari 45days Sales and
Marketing
6. Sourabh 45days Summer Intern
7. Manisha 45days Human Resource
Pokhriyal
8. Manisha Ramola 45days Human Resource
9. Siya Chand 45days Human Resource
10. Neha Karanwal 45days Sales and
Marketing
11. Aadil Hussain 45days Human Resource
12. Aastha Saklani 45days Human Resource
13. Rocky Sid 45days Summer Intern
14. Mansi Garg 45days Human Resource
15. Harsh Vardhan 45days Human Resource
16. Himanshu 45days Sales and
Dangwal Marketing
17. Shivangi 45days Human Resource
Chandel
18. Nupur Chaubey 45days Human Resource
19. Devender Singh 45days Human Resource
Bhandari
20. Radhika 45days Human Resource
21. Vedika Sharma 45days Human Resource
22. Akshay Kumar 45days Sales and
Marketing
23. Robin Rana 45days Human Resource

Research Design for Recruitment Task

Table No. 3.2

Page No. -16

 Research Objective and Hypothesis
Sample Design

A sample is subgroup of elements selected for the participation in the study.

My sample size for the recruitment task reached at the rate of 11onboardings . As some were not interested
after the interview session. Some find the job is a lasiest way.
Some find out network issues so they were unable to attend the google forms.
Some rejected the internship just because it was unpaid.
Serial Number Names
1. Aastha Saklani
2. Vedika Sharma
3. Himanshu Dangwal
4. Sakshi Chauhan
5. Devender Singh Bhandari
6. Aadil Hussain
7. Sourabh
8. Shivangi Chandel
9. Harsh Vardhan
10. Kamal Bagari
11. Robin Rana

Table 3.3

Page No. -17

Chapter -IV
Data Analysis and Interpretation
Number of Onboarding of the people people who are currently working and has been worked with Aashman
Foundation. Are stated below with the help of Bar Graph:-

Status No. Of
Onboarding
Left 5
Joined 16
Not 2
Joined

Page No. -18

 Data Analysis and Interpretatin

Number of People who were interested to work with the Aashman Foundation and the people who were not
interested for this opportunity and the people who have left before joining the opportunity are stated below in
the percentage with the help of the Pie Chart :-

Serial Status Onboarding

number (%)
1. Left 21.74
2. Joined 69.56
3. Not 4.35
Joined

Page No. -19

 Data Analysis and Interpretation

Data of Institutional Collaboration with the help of bar graph are given below:-

Institute/College Response
Name
Madras 1
Christian
College
St. Joseph 0
College of
Engineering
Jaya 0
Engineering
College
Rajalakshmi 0
Engineering
College
Abdul Hakeem 0
College of
Engineering
and Technology

Page No. -20

 Data Analysis and Interpretation

Data of Institutional Collaboration with the Percentage and Pie chart are given below:-

S. No. Institute/College Name Response

01 Madras Christian College 1
02 St. Joseph College of Engineering 0
03 Jaya Engineering College 0
04 Rajalakshmi Engineering College 0
05 Abdul Hakeem College of Engineering 0
and Technology

Page No. -21

Chapter-V

Findings , Recommendation and Conclusion

Findings
o As per the findings majority of people faced issues while attending the meetings. As meetings were
taken at 8-9pm by the Supervisor.
o The Supervisor replies late to the interns.
o Interns are interactive during the lecture timing.
o Guides help at every point. Guides are different from Supervisor.
o 95% interns satisfied with the facilities as it is Work From Home Opportunity.
o There are flexible “Working Hours”.
o All the interns are helpful at every cost.

Page-22
 Findings, Recommendations and Conclusion

Recommendations
o The meetings should be taken during the day timings.
o Process should be little faster.
o The Foundation must need more awareness about the requirements of interns.
o The Foundation must spread their wide range all over India.

Page No. -23

 Findings, Recommendations and Conclusion

Conclusion
 After been a part of the Aashman Foundation I can conclude that the personal behaviour has been
considered as most significant and indispensable tools of the foundation .
 Aashman Foundation make people helpful for themselves and others who cannot help themselves.
 Main purpose of the study is to determine the relationship between the employees and the employer
to spread the social awareness about the hygiene, education, work and help to widows among the
people.

Page No. -24

 Questionnaire
1. Why to Join Aashman Foundation?
2. What facilities Aashman Foundation provide to you and to
poors?
3. Are Aashman Foundation providing “Paid” Internship?
4. If Someone wants to join Aashman Foundation permanently
then what should be done?
5. Who can Join Aashman Foundation?
6. Where is the Aashman Foundation located?
7. Who are my Group Supervisor?
8. Did managers change in Aashman Foundation?
9. Who is the Supervisor during the Institutional Collaboration?
10. Did Aashman Foundation provide Certificate of
Accommodation, Certificate of Appreciation, Certificate of
Interns?

Page No. -25

 Questionnaire

Answers to Question
1. Aashman Foundation is an NGO founded by Munish Pundir to help widows and privilege and
unprivileged children. Aashman Foundation help them by providing education , hygienic products,
stationary products, grocery products, dairy products and employment to unemployed.
2. Aashman Foundation provide me the Work from home opportunity of internship of with the tenure of
45days. And providing education , hygienic products, stationary products, grocery products, dairy
products to poors.
3. No, Aashman Foundation provide only Unpaid Internship.
4. If someone wants to join Aashman Foundation permanently then He/she have to complete internship
with the tenure of atleast 6 months.
5. People who have completed their schooling ,married ,Army retired, are on army training and
preparing for civil service examination can join Aashman Foundation.
6. Aashman Foundation located at Panchkula, Haryana, India.
7. My Group Supervisor is Mayukhi Ghosh.
8. Yes, Managers can change as per the task you will be offered a separate group with separate Group
Supervisor and a new Manager.
9. During my Institutional Collaboration task Mainak Dasgupta was my Group Supervisor.
10. Yes, Aashman Foundation provide Certificate of Accommodation, Certificate of Appreciation and
Certificate of Intern.

Page No. -26

 Bibliography
Social Sites:
1. www.facebook.com
2. www.whatsapp.com
3. www.linkedin.in
4. www.instagram.com

Referrer:
 Swaroop Kapoor, IMS Unison University, Dehradun, Uttarakhand

Page No. -27