INTERNSHIP REPORT ON

QUESS CORP LIMITED

Submitted to BENGALURU CITY UNIVERSITY

In partial fulfillment for the award of

BACHELOR OF BUSINESS ADMINISTRATION Degree

SUBMITTED BY

AMBIKA G

U18JP21M0006

Under the Guidance of

Mr. Ashwath Reddy

Assistant Professor, HOD,

Department of Management

RJS Institute of Management Studies

Mahayogi Vemana Rd, 17th Main, 5th Cross
Koramangala 3rd Block,
Koramangala Bengaluru - 560034
EVALUATION OF INTERMSHIP REPORT
For submission to Bengaluru City University

Student Mentor /Supervisor

Name: Ambika G Name:
Reg.No:U18JP21M0006
Signature:
Signature:
Date: Date:

Evaluation Summary

Project Viva-Voce Total

Maximum marks 60 40 100

Marks allotted

Name of the examiner Sign:

QUESS CORP LIMITED

CERTIFICATE
 Certificate from College

This is to certify that this Internship report on” Quess Corp Limited” is carried out by Ambika G student of
6th semester BBA bearing Reg.no.U18JP21M0006 she has successfully completed her 4 weeks
Organizational study.
This Internship is submitted to Bengaluru City University in academic year 2023-24 in the partial fulfillment
For successful completion if 6thsemester BBA and award of Bachelor of Management degree of Bengaluru
City University.

Place: Bengaluru Principal:

Date:
 SUPERVISORS CERTIFICATE

This is to certify that the content of this report on Quess Corp limited carried out by Ambika G student of
6th semester BBA bearing register No. U18JP21M0006 is bonafide work carried out by the student under
my supervision during the academic year 2023-24 in partial fulfilment for the completion of 6th semester
BBA, of Bengaluru City University.

This project / internship report is an original work carried out by the said student and there is no plagiarism.
This project or internship report has not been submitted for the award of any other degree diploma in this
institution or any other institution.

Place: Bengaluru Name of the supervisor

Date: Manikantan
 DECLARATION BY STUDENT

I hear by declare that this internship report on” organisational study with particular reference to Talent
Acquisition” is an original record of my experience while conducting the internship study at Quess Corp
Limited.

The organizational study was carried out by me, in partial fulfilment for the successful conclusion of 6th
semester of BBA Bengaluru City University. This report is not submitted to any other university for the
award of any diploma or degree etc.

Place: Bengaluru Name of the student

Date: Ambika G
 ACKNOWLEDGEMENT

I am deeply indeed to Mr Manikantan for giving me an opportunity to carry out the organisational study at
Quess Corp Limited for giving vital support and guidance to complete this endeavour.

I would like to express my gratitude to our principal Mr. Dr. A Ravi for his constant support and
encouragement.

I am extremely grateful to my supervisor, Mr. Ashwarth Reddy M associate professor, HOD, department of
management, for his support and timely guidance provided for the completion and preparation of this report.

This endeavour would not have been possible without the support of my parents. My special thanks to them.

I would also like to thank my friends for their encouragement and moral support throughout the work.

Name of the student

Ambika G
 LIST OF CONTENTS

Chapter NO Content Page No

1 Introduction

2 Profile of the Organization

3 Functions / Operations of the Organization

4 Learning Outcome, Suggestion and Conclusion

Bibliography

Annexures:
* Log sheets
* Any other (given by company)
 CHAPTER 1 - INTRODUCTION
International business service providers are entities that offer a range of services designed to facilitate
business operations across borders. These providers play a crucial role in enabling companies to navigate the
complexities of international trade and expansion by offering specialized expertise and support. Here are
some of the key types of international business service providers:

1. Consulting Firms: These firms offer strategic advice and consultancy services to help businesses
enter new markets, optimize operations, manage risk, and comply with international regulations.
They often specialize in areas such as market research, feasibility studies, and entry strategies.
2. Legal Services: International law firms provide legal expertise on international trade laws,
intellectual property rights, contract negotiations, mergers and acquisitions, and dispute resolution
across different jurisdictions.
3. Financial Services: Banks, investment firms, and financial consultants offer services such as foreign
exchange transactions, trade financing, international payment solutions, and risk management
strategies tailored to global operations.
4. Logistics and Supply Chain Management: Companies specializing in logistics handle the
movement of goods across borders, including shipping, warehousing, customs clearance, and
distribution. They ensure efficient supply chain operations despite geographical challenges.
5. Market Entry and Expansion Services: These providers assist businesses in entering new markets
or expanding existing operations internationally. Services may include market research, partner
identification, establishing local entities, and navigating regulatory requirements.
6. Tax and Accounting Services: International tax consultants and accounting firms offer expertise in
tax planning, compliance with international accounting standards, transfer pricing, and navigating tax
treaties between countries.
7. Technology and IT Services: IT firms provide solutions for global connectivity, cybersecurity,
cloud computing, and localization of software and digital platforms to support international business
operations.
8. Human Resources and Recruitment: HR consultants offer services related to international staffing,
expatriate management, cultural training, and compliance with labor laws in different countries.
9. Translation and Localization Services: These providers help businesses adapt their content,
marketing materials, and communications into different languages and cultural contexts to
effectively reach international audiences.
10. Trade Associations and Chambers of Commerce: These organizations offer networking
opportunities, advocacy, and resources for businesses engaged in international trade, helping them
navigate global markets more effectively.

Overall, international business service providers cater to the diverse needs of companies seeking to operate
globally, offering essential expertise and support to navigate regulatory, cultural, and operational challenges
across borders.
 CHAPTER: 2 – A BRIEF PROFILE OF THE ORGANIZATION

Quess Corp Limited is a prominent international business service provider based in India, offering a diverse
range of services across several key sectors. Established in 2007, Quess has grown to become one of Asia's
largest integrated business services providers, with operations spanning multiple countries and serving a
wide array of industries including technology, staffing, facilities management, and skill development.

Key aspects of Quess Corp Limited as an international service provider include:

1. Business Lines: Quess operates through several subsidiaries and divisions that cater to different
business needs such as staffing solutions, IT services, facility management, industrial asset
management, and skill development.
2. Geographical Presence: The company has a significant international footprint with operations in
countries across Asia, North America, Middle East, and Africa, enabling it to support global clients
and their diverse needs.
3. Client Base: Quess serves a diverse client base ranging from multinational corporations to small and
medium enterprises, providing them with tailored solutions to enhance efficiency, productivity, and
compliance in their operations.
4. Innovation and Technology: Quess leverages technology and innovation to deliver advanced
solutions in areas like digital transformation, workforce management, and integrated facility
management, aligning with global industry standards.
5. Corporate Social Responsibility: The company is committed to sustainable practices and corporate
social responsibility initiatives, focusing on community development, education, and environmental
conservation across its operational regions.

Overall, Quess Corp Limited stands out as a dynamic international service provider, known for its
comprehensive service offerings, global reach, and commitment to driving business excellence and social
impact in the markets it serves.
ORGANIZATIONAL STRUCTURE OF QUESS CORP LIMITED

Board of
Directors: At the top of the organizational hierarchy is the Board of Directors, responsible for governance,
strategic oversight, and decision-making. The board members include industry veterans and professionals
with expertise in various sectors.

Executive Leadership Team: Reporting directly to the Board is the Executive Leadership Team, which
typically includes the Chief Executive Officer (CEO) and other key executives such as Chief Financial
Officer (CFO), Chief Operating Officer (COO), Chief Human Resources Officer (CHRO), and Chief
Technology Officer (CTO). They are responsible for implementing the company's strategic vision and
managing day-to-day operations.

Business Divisions: Quess Corp operates through several distinct business divisions or segments, each
focusing on specific service lines or industries. These divisions may include:

• Quess Staffing Services: Providing temporary staffing, permanent recruitment, and workforce
management solutions.
• Quess Technology Services: Offering IT staffing, digital transformation, and technology consulting
services.
• Quess Facility Management Services: Managing facilities and infrastructure services for clients
across various sectors.
• Quess Industrial Asset Management: Handling industrial asset maintenance and management
solutions.
• Quess Skill Development: Providing training and skill development programs to enhance
employability.
• Others: Depending on the company's strategy and acquisitions, there may be additional divisions or
subsidiaries focused on specific sectors or regions.

Regional Structure: Quess Corp organizes its operations regionally to effectively manage local markets
and cater to regional client needs. Each region may have its own management team responsible for business
development, operations, and client relationships.

Support Functions: Supporting the core business divisions are various corporate functions such as:

• Finance and Accounting

• Legal and Compliance
• Human Resources
• Marketing and Communications
• IT and Technology
• Corporate Strategy and Business Development

Corporate Governance and Support: Quess Corp emphasizes strong corporate governance practices,
ensuring compliance with regulatory requirements and maintaining transparency in its operations.

DIFFERENE DEPARTMENTS IN QUESS CORP LIMITED

Quess Staffing Services:

• Handles temporary staffing, permanent recruitment, workforce management, and HR outsourcing

solutions.

Quess Technology Services:

• Provides IT staffing, digital transformation services, technology consulting, and managed services.
Quess Facility Management Services:

• Manages facility operations, maintenance services, housekeeping, and infrastructure management for
clients.

Quess Industrial Asset Management:

• Specializes in the maintenance, repair, and management of industrial assets and equipment.

Quess Skill Development:

• Offers training and skill development programs aimed at enhancing employability and workforce
readiness.

Finance and Accounting:

• Oversees financial planning, accounting, budgeting, auditing, and financial reporting for the
company.

Legal and Compliance:

• Manages legal affairs, compliance with regulatory requirements, contract negotiations, and legal risk
management.

Human Resources:

• Handles recruitment, talent management, employee relations, performance management, and HR

policies and procedures.

Marketing and Communications:

• Develops marketing strategies, branding initiatives, digital marketing campaigns, and corporate
communications.

IT and Technology:

• Provides IT infrastructure management, software development, cybersecurity, and IT support

services.

Corporate Strategy and Business Development:

• Focuses on strategic planning, market research, business expansion initiatives, partnerships, and
mergers & acquisitions.

Customer Relationship Management (CRM):

• Manages client relationships, customer service, client satisfaction initiatives, and account
management.

Quality Assurance and Compliance:

• Ensures quality standards, regulatory compliance, and process improvement across various business
functions.
 Supply Chain Management:

• Coordinates procurement, logistics, supply chain operations, inventory management, and vendor
management.

Corporate Services:

• Provides administrative support, office management, travel management, and other corporate
services.

CHAPTER:3 – BRIEF NOTE ON THE PRODUCT / SERVICESES AND

IT’S FEATURES
UNIQUE SERVICESS PROVIDED BY QUESS CORP LIMITED

Integrated Business Services: Quess Corp offers a comprehensive suite of services that span across
several sectors including workforce management, IT staffing, skill development, and facility management.
This integrated approach allows them to cater to diverse client needs under one roof.

Scale and Reach: With a significant presence across India, North America, South East Asia, and the
Middle East, Quess Corp leverages its extensive network to deliver services at scale. This global footprint
enables them to offer localized solutions with international standards.

Technology-driven Solutions: Quess Corp integrates advanced technologies such as AI, IoT, and data
analytics into their service offerings. This tech-driven approach enhances efficiency, optimizes resource
allocation, and provides valuable insights to clients.

Flexibility and Customization: The company offers flexible service models that can be tailored to meet
specific client requirements. Whether it's temporary staffing, permanent recruitment, managed services, or
facility management, Quess Corp adapts its solutions to suit the unique needs of each client.

Focus on Skill Development: Quess Corp places a strong emphasis on skill development and training
programs. By enhancing the capabilities of the workforce, they not only meet immediate client demands but
also contribute to long-term employability and career growth.

Diverse Industry Expertise: Quess Corp serves clients across a wide range of industries including IT,
retail, healthcare, BFSI (banking, financial services, and insurance), manufacturing, and more. This
diversified portfolio allows them to leverage industry-specific knowledge and insights.
 Client-centric Approach: The company prioritizes building long-term relationships with clients by
delivering quality services, maintaining transparency, and ensuring compliance with regulatory standards.

COMPITATORS TO QUESS CORP LIMITED

ManpowerGroup: Specializes in workforce solutions including recruitment, assessment, and training.

ManpowerGroup operates globally with a strong focus on temporary staffing and permanent recruitment
services.

Randstad: Another global leader in HR services, Randstad provides a wide range of staffing and
workforce management solutions. They emphasize technology-driven recruitment processes and talent
management strategies.

Adecco Group: Offers comprehensive HR solutions including temporary staffing, permanent placement,
career transition, and talent development. Adecco has a strong presence in multiple industries across various
geographies.

Kelly Services: Known for its workforce solutions that include outsourcing, consulting, and temporary
staffing. Kelly Services emphasizes innovative workforce management strategies and solutions tailored to
client needs.

Accenture: While primarily known for consulting and technology services, Accenture also offers HR
outsourcing and managed services. They leverage advanced analytics and digital technologies to enhance
HR operations.

Cielo Talent: Specializes in recruitment process outsourcing (RPO) and managed services. Cielo focuses
on delivering strategic talent acquisition solutions to improve hiring outcomes and employer branding.

Cap Gemini: Provides consulting, technology, and outsourcing services with a focus on digital
transformation. Capgemini integrates HR services into its broader portfolio to support organizations in
adapting to technological and market changes.
AWARDS AND RECOGNITIONS GAINED BY QUESS CORP LIMITED
AWARDS AND RECOGNITION (Clients)
CHAPTER:4 – LEARNING OUTCOMES
By doing internship in Quess Corp limited on Talent Acquisition I learned about following aspects.

✓ Recruitment Process Understanding

✓ Talent Sourcing Strategies
✓ Candidate Assessment and Evaluation:
✓ Interviewing Skills
✓ Employer Branding
✓ Data-Driven Decision Making
✓ Compliance and Regulatory Knowledge
✓ Professional Communication
✓ Team Collaboration
✓ Personal and Professional Development

STEPS IN THE PROCESS OF Talent Acquisition

Workforce Planning and Forecasting:

• Identification of Needs: Assessing current workforce capabilities and identifying future needs based
on business goals and objectives.
• Demand Forecasting: Predicting staffing needs by analyzing factors such as turnover rates, project
timelines, and growth projections.

Job Analysis and Role Definition:

• Job Description Creation: Defining the responsibilities, requirements, and qualifications for the
position.
• Role Profiling: Identifying key competencies, skills, and behaviors required for success in the role.

Sourcing Candidates:

• Internal and External Sourcing: Identifying potential candidates through internal referrals, job
boards, social media, professional networks, and recruitment agencies.
• Talent Pool Engagement: Building and maintaining relationships with potential candidates through
proactive outreach and networking efforts.

Candidate Screening:

• Resume Review: Assessing candidate resumes to match qualifications with job requirements.
• Initial Screening: Conducting phone or video interviews to further evaluate candidate suitability and
interest.
• Skills Assessments: Administering tests or assessments to evaluate technical or job-specific skills.

Interviewing:
 • Interview Planning: Scheduling and coordinating interviews with hiring managers and team
members.
• Interview Types: Conducting behavioral interviews, technical interviews, and cultural fit
assessments.
• Feedback Collection: Gathering feedback from interviewers to assess candidate suitability and
alignment with organizational values.

Selection Decision:

• Decision Making: Evaluating candidate qualifications, interview performance, and fit with
organizational culture.
• Reference Checks: Contacting provided references to verify candidate qualifications and
performance.
• Offer Preparation: Extending a job offer, including negotiation of compensation and benefits.

Onboarding:

• Welcome and Orientation: Welcoming the new hire and providing an overview of the organization,
policies, and procedures.
• Integration: Facilitating the integration of the new employee into their role and team.
• Initial Training: Providing necessary training and resources to ensure successful transition and
performance in the new role.

Performance Monitoring and Feedback:

• Probation Period: Monitoring the new hire's performance and progress during the probationary
period.
• Feedback and Support: Providing regular feedback, coaching, and support to facilitate ongoing
development and success.

Retention and Talent Management:

• Retention Strategies: Implementing strategies to engage and retain top talent, including career
development opportunities, recognition programs, and employee engagement initiatives.
• Succession Planning: Identifying and developing internal talent for future leadership and critical
roles within the organization.

Continuous Improvement:

• Metrics and Analytics: Tracking key metrics such as time-to-fill, cost-per-hire, and quality-of-hire
to measure recruitment effectiveness.
• Feedback Loop: Gathering feedback from hiring managers, candidates, and stakeholders to identify
areas for process improvement and enhancement.
NEGETIVE LEARNING OUTCOMES

Unclear Job Requirements: If the job description and requirements are not well-defined or
communicated clearly, it can lead to confusion among candidates and hiring managers. This may result in
mismatched expectations and difficulty in evaluating candidate suitability.

Bias and Discrimination: Unconscious bias or discriminatory practices during the selection process can
lead to unfair treatment of candidates based on factors such as gender, race, age, or ethnicity. This can
impact diversity efforts and result in legal implications.

Limited Talent Pool: Depending on the specific skills or qualifications required for the job, organizations
may face challenges in finding candidates with the necessary expertise. This can prolong the hiring process
and delay project timelines.

Competitive Job Market: In a competitive job market, attracting and retaining top talent can be
challenging. Candidates may have multiple job offers, leading to increased competition among employers
and potential salary negotiations.

Poor Candidate Experience: A lengthy or disorganized selection process, lack of communication, or

delays in providing feedback to candidates can create a negative impression of the organization. This may
deter qualified candidates from accepting job offers or recommending the organization to others.

Skill Assessment: Assessing candidates' skills, knowledge, and competencies accurately during
interviews or assessments can be difficult. Organizations may struggle to identify candidates who possess
the required technical or job-specific skills.

Cultural Fit: Evaluating whether candidates align with the organization's values, culture, and team
dynamics can be subjective. Hiring managers may face challenges in determining cultural fit based on
limited interactions during the selection process.

Legal Compliance: Ensuring compliance with labor laws, equal employment opportunity regulations, and
data protection laws (such as GDPR or CCPA) is crucial. Non-compliance can lead to legal risks and
reputational damage for the organization.

Candidate Retention: Selecting candidates who are a good fit for the job and the organization's culture is
essential for long-term retention. Poor selection decisions may contribute to higher turnover rates and
increased recruitment costs.

Training and Development Needs: Identifying candidates who not only meet current job requirements
but also have potential for growth and development within the organization can be challenging. This
requires foresight and planning to address future skills gaps and talent needs.
SUGGESTIONS

Clear Job Analysis and Requirements:

• Conduct a thorough job analysis to define the role's responsibilities, required skills, competencies,
and qualifications.
• Ensure job descriptions are clear, specific, and accurately reflect the role's expectations and
performance criteria.

Standardized Selection Criteria:

• Develop standardized selection criteria based on job requirements, including technical skills, soft
skills, and cultural fit.
• Use structured interviews and assessment tools to objectively evaluate candidates against these
criteria.

Training on Unconscious Bias:

• Provide training to hiring managers and interviewers on unconscious bias awareness and mitigation
techniques.
• Implement strategies to ensure fair and equitable treatment of all candidates throughout the selection
process.

Expand Talent Sourcing Channels:

• Diversify talent sourcing channels to attract a broader pool of candidates, including job boards, social
media platforms, networking events, and employee referrals.
• Utilize targeted recruitment campaigns to reach candidates with specific skills or backgrounds.

Enhance Candidate Experience:

• Streamline the application process and provide clear communication about the selection timeline and
next steps.
• Offer timely feedback to candidates after interviews and maintain open communication to keep them
engaged and informed.

Behavioural and Situational Interviewing:

• Use behavioural and situational interview questions to assess candidates' past experiences, behaviors,
and problem-solving abilities.
• Incorporate role-specific scenarios to evaluate how candidates would handle real-world challenges
related to the job.

Assessment and Selection Tools:

• Implement validated assessment tools, such as skills tests, personality assessments, and job
simulations, to supplement interviews and evaluate candidate capabilities objectively.
• Ensure assessments are relevant to the job role and provide meaningful insights into candidate
suitability.
.

Promote Organizational Culture:

• Highlight the organization's values, mission, and workplace culture during the selection process to
attract candidates who align with these aspects.
• Involve current employees in the interview process to provide candidates with a firsthand perspective
on the organizational culture.

Continuous Improvement and Feedback:

• Regularly review and evaluate the effectiveness of the selection process through feedback from
hiring managers, candidates, and stakeholders.
• Identify areas for improvement and implement adjustments to enhance efficiency, fairness, and
overall success in candidate selection.

Compliance and Documentation:

• Stay updated on legal requirements and compliance obligations related to recruitment and selection
practices.
• Maintain accurate records and documentation of the selection process to demonstrate adherence to
legal standards and mitigate potential risks.
 CANCLUSION

My talent acquisition internship at Quess Corp Limited has been incredibly rewarding. I've gained valuable
hands-on experience in recruitment strategies, candidate evaluation, and team collaboration. This internship
not only enhanced my practical skills but also deepened my understanding of HR practices and industry
dynamics. I'm grateful for the guidance of mentors and colleagues who supported my growth. Moving
forward, I'm excited to apply these insights to contribute effectively in HR and pursue a career focused on
fostering organizational success through strategic talent acquisition."
 BIBLIOGRAPHY

https://www.quesscorp.com/investor-relations/

https://theorg.com/org/quesscorp

https://openai.com/index/chatgpt/

LOG BOOK / ATTENDANCE SHEET

 Signature of
Date Day Activities the
Employer

Given Introduction about the company,

08-04-2024 Monday roles and its objectives, Brief
Introduction about Recruitment Process

09-04-2024 Tuesday Government Holiday [Ugadi]

On day 2 HR Manager assigned us

10-04-2024 Wednesday Team Leader and gave brief
information about Recruitment Process.
1st Week

11-04-2024 Thursday Government Holiday [Ramzan]

Training on Recruitment Process of SBI

12-04-2024 Friday
Credit Card sales, resume screening.

13-04-2024 Saturday Week Off

14-04-2024 Sunday Week off

 Signature of
Date Day Activities the
Employer

Screening and sourcing the

15-04-2024 Monday
candidates by calling them.

Screening process, Deal with Job

seekers on phone call for the
information of job role of sales
16-04-2024 Tuesday
executive. Tried reaching nearly 100
Job seekers and 15 candidates were
interested.
The data was around 100 people of
Bengaluru location, and I explained
17-04-2024 Wednesday
nd about the job role of Branch
2 Week
relationship executive

The data was around 100 people of

Mysore location for inside sales and
18-04-2024 Thursday
10 of them were interested and
collected CV’s from them.

Follow up of sourced candidates and

19-04-2024 Friday took feedback of the candidates who
attended interview.

20-04-2024 Saturday Week Off

21-04-2024 Sunday Week Off

 Signature of
Date Day Activities
the Employer

On this day, meeting was conducted by

22-04-2024 Monday TL to discuss about the previous week
performance.

Data sourcing was done for the Tumkur

23-04-2024 Tuesday location and 20 candidates were
interested and collected their CV’s.

On this day, our TL gave us a new job

3rd role as a Branch Relationship Executive
24-04-2024 Wednesday
Week in Punjab National Bank for inside
sales.

The data was given about 100

25-04-2024 Thursday candidates and Data filling was done in
the excel sheet.

Sourcing was done for previous day

26-04-2024 Friday CV’s and collected Feedback from the
candidates who attended interview.

27-04-2024 Saturday Week Off

28-04-2024 Sunday Week Off

 Signature of
Date Day Activities
the Employer

Every Teams were called for the

29-04-2024 Monday interview to discuss about the
experience of the Internship.

The data was around 150 people in

Bengaluru Location. In the data
30-04-2024 Tuesday
given 20 were interested and only
8 of them sent their CV’s.
Data sourcing for done for 80
candidates for Hubli and Dharwad
4th Week 01-05-2024 Wednesday location and collected feedback
from the candidates who attended
interview.

The day the data was around 200

02-05-2024 Thursday people. After listening to the Job
role 10 of them sent their CV’s.

Previous day Resumes were

03-05-2024 Friday screened and collected feedback
from the Candidates.

04-05-2024 Saturday Week Off

06-05-2024 Sunday Week off