A SUMMER TRAINING PROJECT REPORT

ON
RECRUITMENT AND SELECTION PROCESS OF HR
THE DEGREE OF
BACHELOR OF BUSINESS ADMINISTRATION (2022-2025)

KASTURI RAM COLLEGE OF

HIGHER EDUCATION
(Affiliated to Guru Gobind Singh Indraprastha University)
NARELA, DELHI-110040

UNDER THE GUIDANCE: SUBMITTED BY:

Mr. Sumit Kadyan CHIRAG
Assistant Professor 01351501722
 CERTIFICATE FROM STUDENT

To Whom It May Concern

I am CHIRAG, Enrollment No 01351501722 From BBA-V Semester of the
Kasturi Ram College of Higher Education, Delhi hereby declare that the Summer
Training Report (BBA 315) entitled . ……Title ……… is an original work and
the same has not been submitted to any other Institute for the award of any other
degree. A presentation of the Summer Training Report was made on 16th
October 2023 and the suggestions as approved by the faculty were duly
incorporated. Date: 16th October 2023 Signature of the student
CERTIFICATE FROMFACULTYMENTOROFTHE INSTITUTE

Certified that the Summer Training Report submitted in partial

fulfillment of BACHELOR OF BUSINESS ADMINISTRATION to be
awarded by G.G.S.I.P. University, Delhi. By CHIRAG,
Enrollment No.- 01351501722 has been completed under my
guidance and is satisfactory to be accepted for the program.

Date: 16th October 2023

Guide Name of the Guide: Mr.Sumit kadyan

Desiganation: Assistant Professor Signature of the

 AWKNOWLEDGEMENT

I would like to express my sincere gratitude to Kasturi Ram

College of Higher Education for providing me with the
opportunity to undergo summer training. This invaluable
experience has significantly enhanced my practical knowledge
and skills in …Your Profile ……………. I extend my heartfelt
thanks to Mr. Sumit kadyan for their guidance and support
throughout the training period. I am also thankful to the entire
team at ……Company Name ……... This training has been
instrumental in shaping my understanding of ………Your
Profile …….. and will undoubtedly contribute to my academic
and professional growth
 TABLE OF CONTENT

TOPIC PAGE NO.

Certificate
Summer Training Appraisal
Acknowledgement
Executive Summary
Chapter-1 Introduction/Company
Profile
Chapter-2 Industry Profile
Chapter-3 About The Project-
Explanation of the responsibility,
assign or details of filled project
assign with sample collection process,
analysis of data collected.
Chapter-4 Learning Summary-
From the work experience in the
departments and from filled project
conducted.
Chapter-5 Concluding Remarks/
References and Bibliography
 Chapter-1
(About the Company)
Name of the firm/ company
Cook N Klean

Complete Address
Gaur city mall , Noida, Uttar Pradesh 110045, IN

Telephone Number
+917428707719Phone number is +917428707719

E-mail Address
cooknkleanbusiness@gmail.com

Website Name
www.cooknklean.com

Local / National /MNC

(local)
National / MNC : Location , Address of the registered Office &
Geographical Area of operation of the company

Nature of the Organisation

Cook N Klean is a company that offers cleaning and healthy meal

preparation services. Their services are designed to promote hygiene
and wellness for their clients. Some of the things they do include.

 Training
They provide their staff with training on how to use equipment and
tools properly, and how to conduct themselves professionally.

 Work environment
They strive to create a supportive work environment for their
employees, and encourage open communication and professional
development.

 Client service
They aim to provide exceptional cleaning and cooking services to
their clients.

Company Business ( Services /Production/Trading)

Type of Industry

Cook N Klean is a professional services company that

provides cleaning and cooking services to households in
Delhi. Some of their services include
House help, Maids, Cooks, Cleaning, Mopping, Brooming,
Sofa cleaning, Bathroom cleaning, Carpet cleaning, and Toilet
cleaning.

Business in which company is operating

Cook N Klean is a company that offers professional cleaning

and healthy meal preparation services. Their services
include:

Sofa cleaning, Bathroom cleaning, Deep cleaning, Carpet

cleaning, Toilet cleaning, and Residential cleaning.

Cook N Klean's commitment to cleanliness and wellness is

evident in their services, which are designed to promote
optimal health and hygiene for their clients. They train their
staff on the proper use of equipment and tools, and
professional conduct in the workplace.

Specific functional Areas (Marketing , Finance ,HR , Logistic)

IN HR INTERN

 Recruitment and selection

The recruitment and selection process in human resources (HRM)

is a systematic process for finding and hiring qualified candidates for
a job opening. The process involves several steps, including:

 Job analysis
Identifying the job vacancy and creating a job description

 Sourcing
Advertising the role and using various recruitment sources to attract
candidates

 Screening
Reviewing applications and resumes to select candidates who meet
the job requirements

 Interviewing
Conducting behavioral-based or structured interviews with potential
candidates

 Background checks
Verifying a candidate's credentials, education, previous
employment, and other background information

 Reference checks
Contacting references, such as a candidate's previous employer or
teacher, to learn more about their ability and integrity

 Job offer
Making a job offer to the selected candidate

 Onboarding
Helping new hires learn how to do their job and transition into the
organization .

An applicant tracking system can help streamline the hiring process

by collecting and organizing resumes, scheduling interviews, and
tracking candidate progress.
Company vision

Cook N Klean's vision is to be a leading provider of

professional cleaning and meal preparation services, known
for their attention to detail and for creating clean,
comfortable environments.

Cook N Klean's commitment to cleanliness and wellness is

reflected in their services, which are designed to promote
optimal health and hygiene. They provide their staff with
comprehensive training on the proper use of equipment and
tools, as well as professional conduct in the workplace.

Company Mission

Cook N Klean is dedicated to empowering the uneducated

and untrained labor force through tailored training
programs, bridging the skills gap and fostering confidence in
job market integration. This commitment reflects our
dedication to building a skilled, inclusive, and resilient
workforce.

Product Range of the company

Providing Service
Size ( in terms of manpower & turnover ) of organisation

Approx 800

Organisation structure of the company

Cook N Klean is a company that offers professional cleaning and

healthy meal preparation services. Here's some information about
the company's structure:

 Founder: Udit Rupauliha (Dwivedi) is the founder and director of

Cook N Klean.

 Work environment: Cook N Klean offers a supportive work

environment that encourages professional development and
open communication.

 Training: Cook N Klean provides comprehensive training to its

employees.

 Human resources: Cook N Klean has a remote human resources

internship position that involves tasks like developing and
implementing HR policies, tracking employee records, and
conducting interviews.

 Commitment to wellness: Cook N Klean's focus on cleanliness

and wellness ensures high-quality services that promote client
health.
Market share and position of the company in the industry

INTRODUCTION - ABOUT THE COMPANY (Min.250-max.500)

Imagine this: you’ve just settled into a new city, and everything
around you feels fresh and unfamiliar. Amidst the hustle of your new
job, cooking and cleaning become daunting tasks, and you don’t
know anyone locally, leaving you yearning for a trustworthy local
maid. Mr. Udit Rupauliha, CEO of Cook N Klean, has picked the
solution to this problem.

Cook N Klean, a leading provider of professional maid services, has

significantly impacted the industry under the leadership of its
visionary CEO. The company’s core philosophy centers on delivering
exceptional maid services with a focus on quality, reliability, and
customer satisfaction. Its vision is to be the leading provider of
professional maid services, known for meticulous attention to detail
and for creating clean, comfortable environments. To ensure this
vision is consistently implemented, Cook N Klean prioritizes clear
communication of its values, comprehensive onboarding, and
ongoing training for its team.

In this exclusive feature, we delve into the core philosophy, vision,

and strategies that drive this successful business and the personal
motivations and inspirations that fuel its growth.
 Chapter-2 (About the Industry)
Overview:

Cook N Klean offerings include professional cleaning and healthy

meal preparation by trained and hygienic staff. Our commitment to
cleanliness and wellness is evident in the quality of our services,
which are designed to promote optimal health and hygiene for our
clients.

We recognize that well-trained employees are critical to delivering

top-notch services. As such, we provide our staff with
comprehensive training on the proper use of equipment and tools,
as well as professional conduct in the workplace. Our team members
are expected to conduct themselves in a courteous and respectful
manner at all times when interacting with clients.

Furthermore, we strive to create a supportive and nurturing work

environment for our employees. We treat our team members as
valued members of the Cook-N-Klean family, and encourage open
communication, collaboration, and professional development
opportunities.

Through our commitment to training and professional development,

as well as a culture of respect and support, we aim to provide our
clients with exceptional cleaning and cooking services that promote
a healthy and hygienic lifestyle
 This industry is about giving services to its customer . providing
services is the product of this industry like:
 Cooking
 Cleaning

As well as offerings include professional cleaning and healthy meal

preparation by trained and hygienic staff. Its commitment to
cleanliness and wellness is evident in the quality of our services,
which are designed to promote optimal health and hygiene for its
clients.

It recognize that well-trained employees are critical to

delivering top-notch services. As such, they provide their staff
with comprehensive training on the proper use of equipment
and tools, as well as professional conduct in the workplace.
Their team members are expected to conduct themselves in a
courteous and respectful manner at all times when
interacting with clients.

Furthermore, they strive to create a supportive and nurturing

work environment for their employees. They treat their team
members as valued members of the Cook-N-Klean family, and
encourage open communication, collaboration, and
professional development opportunities.

Through our commitment to training and professional

development, as well as a culture of respect and support,
their aim to provide theit clients with exceptional cleaning
and cooking services that promote a healthy and hygienic
lifestyle.

PRIMARY HUMAN RESOURCE STRATEGY OF COOK N KLEN

COOK N KLEN focuses on key human resource strategies to achieve its mission and
objectives. These strategies typically include:

1. Talent Acquisition and Retention: Recruiting individuals who are not only skilled
but also passionate about the foundation's mission. They emphasize retaining these
 talents by providing a supportive work environment, opportunities for growth, and
competitive compensation.

2. Training and Development: Providing continuous learning opportunities to enhance

the skills and knowledge of their employees. This includes workshops, seminars, and
other training programs to keep the staff updated with the latest trends and best
practices.
3. Employee Engagement and Motivation: Encouraging a culture of open
communication, collaboration, and innovation. This may involve regular feedback
sessions, recognition programs, and initiatives that boost morale and productivity.

4. Diversity and Inclusion: Promoting a diverse workforce by ensuring equal

opportunities for all, regardless of gender, race, or background. They focus on creating
an inclusive environment where everyone feels valued and respected.

5. Performance Management: Implementing systems to regularly assess and manage

employee performance. This involves setting clear goals, providing feedback, and
recognizing achievements to align employees’ efforts with the foundation's objectives.

6. Compliance and Ethical Practices: Ensuring all HR practices comply with relevant
laws and ethical standards. This includes adherence to labour laws, data protection, and
ethical recruitment practices.

STRATEGIC OBJECTIVES OF COOK N KLEN

The strategic objectives of COOK N KLEN likely focus on its mission to foster social
development and uplift underprivileged communities. While specific objectives may vary,
some common strategic goals for foundations with similar missions include:

 Community Empowerment: Implement programs that empower communities through

education, skill development, and access to resources, enabling individuals to improve
their quality of life and become self-reliant.

 Healthcare Improvement: Provide access to basic healthcare services, awareness

programs, and health camps, aiming to improve the overall health and well-being of
underserved populations.

 Education Enhancement: Support initiatives that promote education, literacy, and

vocational training for children and adults. This includes building schools, offering
scholarships, and running educational campaigns.
 Poverty Alleviation: Develop and support income-generating activities and sustainable
livelihood programs to reduce poverty levels within targeted communities.
  Women and Child Welfare: Focus on the welfare of women and children by
addressing issues such as gender equality, child rights, and women’s empowerment
through specific projects and initiatives.

 Environmental Sustainability: Promote environmental conservation and sustainable

practices. This may involve tree plantation drives, awareness campaigns on
environmental issues, and projects that encourage sustainable agriculture and waste
management.

 Partnerships and Collaboration: Establish strategic partnerships with government

bodies, other non-profits, and private sector organizations to amplify impact and
achieve common goals.

 Monitoring and Evaluation: Implement robust monitoring and evaluation systems to

measure the effectiveness of programs and initiatives, ensuring continuous
improvement and accountability.

DEPARTMENTS OF COOK N KLEN

COOK N KLEN likely has various departments to effectively manage its operations and
achieve its mission. While the exact structure can vary, typical departments in a non-profit
organization like COOK N KLEN may include:

 Program Development and Management: This department is responsible for

designing, implementing, and managing the foundation's programs and initiatives. They
focus on areas such as education, healthcare, community development, and other core
activities aligned with the foundation's mission.

 Human Resources (HR): The HR department handles recruitment, employee relations,

training and development, performance management, and compliance with employment
laws. They ensure the foundation has a motivated and capable workforce.

 Finance and Accounting: This department manages the foundation's finances,

including budgeting, accounting, financial reporting, and ensuring proper allocation of
funds. They also handle donations, grants, and financial audits to maintain transparency
and accountability.

 Fundraising and Development: Responsible for raising funds to support the

foundation’s programs. This department works on donor engagement, grant writing,
 organizing fundraising events, and building partnerships with individuals, corporations,
and other organizations.

 Marketing and Communications: This team manages the foundation's public image,
communication strategies, and outreach efforts. They handle social media, website
management, public relations, and create awareness about the foundation's work and
impact.

 Monitoring and Evaluation (M&E): The M&E department tracks the performance
and impact of the foundation's programs. They collect data, analyze outcomes, and
ensure that projects meet their goals and objectives, providing insights for continuous
improvement.

 Legal and Compliance: Ensures that the foundation operates within legal and
regulatory frameworks. This department handles legal matters, compliance with non-
profit regulations, and risk management.

 Operations and Administration: This department oversees the day-to-day operations,

logistics, and administrative tasks necessary for the smooth functioning of the
foundation. They manage office facilities, supplies, and overall operational efficiency.

HUMAN RESOURCE DIVISION OF COOK N KLEN

COOK N KLEN recognizes that a productive and motivated work force is a prerequisite to
leadership in the market serves. COOK N KLEN treats every employee with dignity and
respect in a supportive environment of trust and openness where people of different
backgrounds can reach their full potential.
The organizational human resources policy emphasize on providing job satisfaction, growth
opportunities, and due recognition of superior performance. A good working environment
reflects and promotes a high level of loyalty and commitment from the employees. Realizing
this COOK N KLEN has placed the utmost importance on continuous development of its
human resources, identify the strength and weakness of the employees to assess the individual
training needs, they are sent for training for self-development. To orient, enhance the
knowledge of the employees of COOK N KLEN both in- house and external training.

Human Resource Division of COOK N KLEN is taking care of total function of all employees.
The main function of human resource division are:

 Recruitment and selection

 Payroll system
 Employee attendance
 Training and development
 Performance Evaluations
THE MAJOR RESPONSIBILITIES OF HR

The major responsibilities of HR in COOK N KLEN are:

 HR Policy Formulation
COOK N KLEN emphasis HR policy formulation for nor only own dependent but also
for other departments.

 HR Planning
COOK N KLEN establishes both short term and long term planning for the
organization.

 Short Term HR Planning

COOK N KLEN primarily recruits its human resources that will support Strategic Human
Resource Planning for current period.

 Long Term HR Planning

Here COOK N KLEN is looking forward to build long term resources by several Training and
Development programs.

 HR Info System

COOK N KLEN uses several software to ensure HR Info System includes,

 Vista HR Manager
 Vista TAS

 Work and Job analysis, design and evaluation

For every job there are work and Job Analysis, design and evaluation at COOK N KLEN so
that job are well defined.

 Recruitment and Selection

Recruitment and Selection of COOK N KLEN are also important parts. Every recruitment and
selection process is made after concerned department submits requisition for workforce.

 Diversity Management
COOK N KLEN highly believes in Diversity Management. Here, in COOK N KLEN, there are
many employees from different divisions of the country, even from other countries like Indian
and Pakistani employees.

 Career management
Career management is also important part of COOK N KLEN. For every employee, after one
year his/her job is being evaluated for long term perspective.
  Employee and Management Training and Development
COOK N KLEN offers several in house and external Training program for the employees.

 Counselling, Discipline and Separation

COOK N KLEN believes in proper counselling for any problems or prosperity of its
employees. It is also very strict in Disciplinary actions and separations process. For every
problem COOK N KLEN operates proper investigations and employee separation is very
friendly and quick.

 Performance and quality management

Every employee’s performance is monitored by his/ her line manager and reviewed by HR
department.

 Remuneration and benefits

COOK N KLEN has a good structure of Remuneration and benefits for employees which are
very lucrative in the market.

 Financial Management of employee Schemes and overall accountability and

evaluation
For the long term betterment of the employee, COOK N KLEN has provident fund opportunity
for the employees.

 Occupational health and safety

For maintaining occupational health and safety COOK N KLEN always take cares of its
employees by all-time first aid facility, security forces, fire alarm and fire extinguisher facility.

The growing importance of human resource practices in the NGO,

volunteer and non profit sectors

 The “Human Resource Management for NGOs” here aims to make small and medium-
sized NGOs understand and assess organizational behaviour and functioning; manage
organizations through planning, implementing and monitoring activities strategically;
improve the performance of their staff; build effective management systems.

 Human resource management is the management of the people who work in an

organization.
  Human resources or the people working in the organization are the most important
resource. Human resource management is the process of employing people, training
them, compensating them, developing policies relating to the workplace, and
developing strategies to retain employees in NGO.

 Human resources' main role is to improve employee performance, which makes the
overall company function better and achieve more.

 HR professionals can take a key role in shaping their organization's strategy and
contributing to its future success because they know the workforce better than most
thus HR is an important part of an NGO.

 HR professionals can take a key role in shaping their organization's strategy and
contributing to its future success because they know the workforce better than most
thus HR is an important part of an NGO.

 Human resource management is the back born of any organization. The success of any
NGO more or less depends upon the effective and efficient human resource thus the
importance of HR department in this NGO sector also has increased over the years.

THE ROLE OF HUMAN RESOURCE MANAGEMENT IN NGOs

 The Human resource management (HRM) is a strategic approach that focuses on

managing people in organizations in a structured and thorough manner. This Process
refers to policies, practices and systems which influence employees’ behaviour, attitude
and performance.

 HRM is a crucial component that built the quality of Human capital, which plays a
critical role in creating and sustaining high-performance organization.

 Each NGO needs to set up their own HR Unit in order to

o Maintain a healthy working environment:-

Creating a workplace where employees feel comfortable, supported, and motivated. It’s
crucial to the success of the organization, but it takes time and expertise.
An HR unit creates policies and procedure.

o Attract and retain top talent;-

Recruitment, on boarding, talent management, performance management, learning and
development, are all organisation functions handled by the HR department. They are crucial to
create a workforce that will drive organisation performance to the top.

THE IMPORTANCE OF HRM IN NGO

The Human Resource Management “HRM” in a non-governmental organization “NGOs” is

not different to HR in any other firm, but the problems that HR manager faces within the NGO
industry are quite unique.

There are three different dimensions of the importance of HRM in NGOs. To begin with, the
personnel services is out of the context of taking the employees for physical capital. The
employees of profit organizations are usually considered as physical capital; while NGOs see
them as the most important values of the organization and consider them the backbone of the
organization.

In addition, the employees of NGOs are affected by intrinsic values and they are motivated by
these values. The missions of organizations, the democratic nature of organizational culture,
and the significance to individuals can be counted as intrinsic values. Furthermore, employees
are the most critical stakeholders regarding the strategic plans of NGOs. As it can be inferred
from these three dimensions, the human factor underlies the sustainability of NGOs. For this
reason, human resources management is considered the primary element in such organizations.

As a part of that, HRM for NGOs ensures sustainable growth. It is the essential strength upon
which employees’ strategies, processes and operations are based.

It basically aims to:

 Understand and assess organizational behaviour and functioning.

 Manage organizations through planning.
 Implementing and monitoring activities strategically.
 THE GOALS OF HR IN NGOs

HRM systems can be the source of organizational capabilities that allow organizations to learn
and capitalize on new opportunities”. We can conclude that HRM has an ethical dimension
which means that it must also be concerned with the rights and needs of people in
organizations through the exercise of social responsibility.

 Support the organization in achieving its objectives by developing and implementing

HR strategies that are integrated with business strategy.

 Contribute to the development of a high-performance culture.

 Ensure that the organization has the talented, skilled and engaged people it needs create
a positive employment relationship between management and employees and a climate
of mutual trust.
 Chapter-3
About the project

Description of the Job

COOK N KLEN is a non-profit organization primarily focused on social welfare and

community development. Their work typically involves a range of activities aimed at
improving the quality of life for underprivileged communities. The key areas of their work may
include:

 Education and literacy

 Health and hygiene
 Women empowerment
 Environmental conservation
 Skill development and livelihood support
 Disaster relief and Rehabilitation

 Education and Literacy: COOK N KLEN may run educational programs to

support children and adults in gaining essential literacy skills. This can include
setting up schools, offering scholarships, or providing learning materials.

 Health and Hygiene: They might conduct health camps, awareness drives, and
provide access to basic healthcare services to improve the health and well-being of
the communities they serve.

 Women Empowerment: By focusing on women's issues, the foundation could

offer skills training, support groups, and initiatives to promote gender equality and
empower women economically and socially.

 Environmental Conservation: They might engage in activities to promote

sustainability, like tree planting, waste management, and spreading awareness about
environmental protection.

 Skill Development and Livelihood Support: The foundation could offer

vocational training programs to help individuals acquire skills that can lead to better
employment opportunities or self-employment.

 Disaster Relief and Rehabilitation: In times of natural disasters, COOK N KLEN

might provide emergency relief, including food, shelter, and medical aid, as well as
support for rehabilitation and rebuilding efforts.
Department and nature of work performed in COOK N KLEN

The COOK N KLEN is a non-profit organization that typically engages in various community
development and social welfare activities. The departments and nature of work performed at
the COOK N KLEN might include:

 Community Outreach and Engagement: Focuses on connecting with local

communities, understanding their needs, and building relationships to implement
projects that benefit them. Activities might include organising events, workshops, and
awareness programs.

 Education and Training: Works on initiatives to improve educational opportunities

for underprivileged children and adults. This may include setting up learning centres,
providing scholarships, vocational training, and conducting educational workshops.

 Health and Wellness: Focuses on improving the health of communities through

healthcare camps, vaccination drives, health awareness programs, and providing access
to basic healthcare facilities

 Women and Child Development: Aims to empower women and children by providing
resources and support. Activities may include skill development programs for women,
child welfare programs, and awareness campaigns on issues like domestic violence and
child rights.

 Environmental Sustainability: Works on projects related to environmental

conservation, such as tree plantation drives, waste management initiatives, and
promoting sustainable agricultural practices.

 Fundraising and Partnerships: Responsible for raising funds to support the

foundation's projects and building partnerships with other organisations, donors, and
volunteers to amplify the impact of their work.

 Administration and Operations: Manages the day-to-day operations of the

foundation, ensuring that all departments function smoothly, maintaining records,
handling logistics, and overseeing project implementations.

 Research and Development: Engages in research to identify new areas of need, assess
the impact of ongoing projects, and develop new strategies to improve the foundation's
work.
 Research Methodology

Research methodology describes of the method and type of research we use .Research
comprises of two words “Re” and “search”. It includes primary source and secondary source of
data. Survey method is used for this research.

Research methodology is a systematic plan for conducting research or a way to solve a

problem. It is a science of studying how research is to be carried out. Its aims to give the work
plan of research. It is the systematic collection, analysis and interpretation of data to generate
new knowledge and answer a certain question or solve a problem.

Definition: According to John Best, “Research is a systematic activity directed towards

discovery and the development of an organized body of knowledge”.

TYPE OF DATA COLLECTION

Generally two types of data are used for any research, which are very important for the
research; these can be discussed as –

A. Primary Data
B. Secondary Data

Data Collection
 A. Primary Data:
The Primary Data collection, the data is collected using methods such as interviews,
questionnaire, observations etc. primary data means original data that has been collected
specially for the purpose in mind. It is useful for current studies as well as for future studies.
The primary data collected from the field under the supervision of an investigator.

Types of primary data:

 Observations
 Personal interviews
 Questionnaire

B. Secondary Data
The secondary data are those which have already collected and stored. Secondary data easily
get those secondary data from records, journals, annual reports of the company etc. It will save
the time, money and efforts to collect the data. When statistical method are applied on primary
their shape and became secondary data.

Types of secondary Data:

 Newspaper
 Articles
 Web Sites
 Research Papers

Objectives of Study

1. To develop effective coordination and communication within the organization of an

employee.

2. To improve the lives of people and work for the development of the nation.

3. To establish and use a workforce that is able and motivated, in order to achieve the
goals of an organization.

4. To make ideas happen in the real world.

5. To develop formal communication skills and techniques to work in an organisation.

 Objective of NGO

1. To help and generate training programme for self-employment of women and educated
unemployed people and to work for adult education.

2. To provide help under health & nutrition services for women and children.

3. To create Training/education centre and health centre.

4. NGO provides free education, training programs and other information.

5. To work for the social development of underprivileged individuals, groups and

communities.

6. To encourage and popularise voluntary work.

HUMAN RESOURCE PRACTICES OF COOK N KLEN

In our organizations, HR is a challenge by the multiple roles it is required to fulfil–
administrator, strategic partner, challenger, champion of good people management, guardian of
organization values, the conscience of the organization and governor.

Achieving the right balance is relying on HR, investing in its capacity and actively listening to
the needs and concerns of managers and staff.

The six key work HR orientations identified are:

 Career development and opportunities for advancement

 Training opportunities
 Job influence and challenge
 Involvement and communication
 Performance management and appraisal processes.
 Work- life balance

As a part of that, HRM operations are involved in many practices. The following practices,
which are implemented to boost the effectiveness of the organizational environment, are
considered essential: recruitment and selection, training and development, flexible reward,
employee involvement, and Work conditions in order to clarify how the process of the HR unit
in the development of the organization by selecting the best candidates.

 The purpose of the recruitment in an organization is to find potentially qualified job

seeker, who will be able to perform job duties. On the other hand, selection is the
process of selecting the most appropriate applicant from the group of recruited
applicants to complete the job concerned.

 Training and development: Training is seen as a systematic approach to learning and

development that improves the individual, group and organization. Training also has
effect on the return on investment since the organizational performance depends on
employee performance because human resource capital of organization plays an
important role in the growth and development of such organization.

 Flexible Reward: The reward system purpose is to pull talented candidates, to get
them to be more effective at work, to motivate and keep those that have a superior fit
with the enterprise. Individual and collective reward and productivity of employees are
the central drivers of the activity in any type of organization

Therefore, every organization should take care at the offering of remunerations in manner to
control the level of employee self-satisfaction in sustaining the performance.

 Employee Involvement: It is argued that participatory decision making is a vital

element to improve the work satisfaction of an organization .Employees believe that
they have a value in their organization because of their involvement.
 Work Conditions: Working conditions are created by employee interaction with their
organizational climate and include psychological and physical working conditions
emphasizes that more attention needs to be paid to the identification and treatment of
working conditions, because when an employee has a negative feeling toward the work
that will influence on the organization's performance.

Need To Study

1. NGOs provide opportunity for the self-organization of society.

 2. They promote local initiative and problem solving. Through their work in a broad array
of fields – environment, health, poverty alleviation, culture & the arts, education, etc.

3. NGOs reflect the diversity of society itself. They also help the society by empowering
citizens and promoting change at the “grass roots”.

4. Give opportunity to apply knowledge in real world environment.

5. Knows about the time management, discipline, and effective communication skills.

Weekly Task

Week 1
In the start of my virtual internship I began as an HR intern .we were given a task which was
basically a recruitment drive .the name of the task was Ek or Ek gyarah which means we had
to recruit more people for the NGO for various department like HR, Marketing, Content
writing, Graphic designing, Brand management.

Week 2

We had to recruit more people so we had to add images on social platform about the
organisation what they actual work for to attract more people.

Week 3

After completing my task I had given the opportunities to lead a team of HR interns .I was
assigned to a team of 6 interns from whom I take daily updates regarding the candidate they are
bringing.

Week 4

During the 4 week there was competition between the groups leader and we had to get the most
no. on intern on board with us. After getting the candidate we had to take the interview
regarding the internship.

Week 5

After getting on board I got the opportunity to become as an HR supervisor and I use to lead 2
department one was recruiting and other was marketing department i.e. posting the advertising
and daily update on all social platform.

Week 6

The department which I was leading I had to take the daily updates from them and I had to
assign them task and they use to report me daily regarding the task and I had to maintain the
records in the excel sheet.

Week 7

I use to handle the On Boarding process team. I use to take the interview and then allot the
interns to the new team who had cleared the interview round.
 Chapter-4

(Learning Summary)

Summary of Findings

The key Findings of COOK N KLEN:

 Community-Oriented Recruitment: COOK N KLENfocuses on hiring individuals

passionate about social change, valuing both educational background and grassroots
experience.

 Employee Engagement and Development: Continuous learning is encouraged

through workshops, mentorship programs and a collaborative work culture that
promotes shared learning and problem-solving.

 Inclusive Workplace Culture: The foundation fosters an environment where

employees feel valued, supporting creativity and transparency through regular team-
building activities and meetings.

 Focus on Employee Well-Being: COOK N KLENoffers flexible work schedules,

supports mental health through counselling services, and promotes work-life balance,
providing intrinsic rewards like personal growth and fulfilment from social impact
work.

 Social Responsibility Integration: Employees are actively involved in community

projects, aligning their personal values with organizational goals, and are empowered to
innovate within their roles.
 Findings

The findings in the recruitment and selection procedure of COOK N KLEAN are as below:

1- Most of the recruitments at COOK N KLEAN were done job portal’s such as LinkedIn
and Internshala.

2- As interview process was conducted through virtual mode candidates were comfortable
to talk with interviewer.

3- It’s found that selection procedure at COOK N KLEAN was very effective as right
candidates were chosen by the experts.

4- Working environment of the company was positive and easy to learn.

5- The NGOs always tries to find out the best human resources for recruiting.