1

SUMMER TRAINING REPORT

ON

“HUMAN RESOURCE MANAGEMENT IN ASIANA TIMES”

SUBMITTED IN THE PARTIAL FULFILLMENT

FOR THE AWARD OF DEGREE OF
MASTERS OF BUSINESS ADMINISTRATION
MAHARISHI DAYANAND UNIVERSITY (ROHTAK)

SUPERVISIOR: SUBMITTED BY:

Ms. Priya komal Kumari
ASSISTANT PROFESSOR Roll No – 23M1078
DEPARTMENT OF MANAGEMENT URN: 2012191116

St. Andrews Institute of Technology and Management

MAHARISHI DAYANAND UNIVERSITY
SESSION (2023-2025)
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DECLARATION

I affirm that the summer internship report titled “HUMAN RESOURCE

MANAGEMENT IN ASIANA TIMES” being submitted in partial fulfilment for the
award of the degree of MBA is the original work carried out by me. It has not
formed the part of any other internship work submitted for award of any degree
or diploma, either in this or any other University.

Signature of the Candidate

Komal Kumari

I clarify that the declaration made above by the candidate is true.

Signature of the Guide

Ms. Priya
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ST. ANDREWS INSTITUTE OF TECHNOLOGY &

MANAGEMENT GURGAON

NOVEMBER, 2022

BONAFIDE CERTIFICATE

This is to certify that the project entitled “HUMAN RESOURCE MANAGEMENT IN ASIANA
TIMES” is the Bonafede record of project work done by Miss .Komal Kumari
URN: 2012191116 MBA during the 2rd year.

Signature of the Signature of

HOD Project Guide
Dr. Himani Kargati Ms. Priya

Submitted for the Project Viva-Voce examination held on ________________.

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CERTIFICATE FROM THE HEAD OF DEPARTMENT

This is to certify that the summer internship report titled “ HUMAN RESOURCE
MANAGEMENT IN ASIANA TIMES” is an academic work done by “Komal
Kumari” submitted in the partial fulfilment of the requirement for the award of
the degree of Master of Business Administration at St. Andrews Institute of
Technology and Management, Gurgaon, under my guidance and direction. To
the best of my knowledge and belief the data and information presented by him
in the project has not been submitted earlier.

Signature
Dr. Himani Kargeti
Head of Department of Management
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ACKNOWLEDGEMENT

I would like to express my gratitude to SHUKIRTI SHUKALA who gave me the opportunity
as a trainee to complete this project. I want to thank Asiana Times for giving me such a
golden opportunity to commence this project in the first instance. I am deeply indebted to
pritiksha vermani whose help to stimulate suggestions and encouragement helped me in all
the time at the training site and for explaining me about the work.

My peers and colleagues had also been very helpful and they made my internship more
Enjoyable and eventful.

I would like to extend my thanks to our Director Dr(Prof). Rakesh Rajpal, Dr. Himani
Kargeti (HOD-MBA), Ms. Anupriya (Departmental Co-ordinator) & my guide Name. of
St. Andrews Institute of Technology and Management, Gurgaon.

And also my Mentor Ms. Priya for providing me all the facilities, guiding me, and also for
giving me an opportunity to work on this project. Finally, I want to keep my thanks to my
parents who gave special attention to me from The very beginning and during the preparation
of the report and internship report.

Komal Kumari
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INDEX

S. Contents Page No.

No
Abstract 9

1 Chapter-1. Introduction 10-14

1.1 Introduction 10

1.2 Scope of report 11

1.3 Objective of report 12

1.4 Methodology 13

1.5 Limitation 14

2 Chapter-2. Organisation Profile 14-18

About organisation 14-15

2.1
Organisation profile 16
2.2
Organisation vision/mission/goals 17-18
2.3
Duties and function of organisation 18
2.4

3 Chapter-3. HRM of Asiana Times 19-22

Introduction 20
3.1
Units of HR division 21-22
3.2
4 Chapter-4. Preparation of HR policies and working in Asiana 23-40
Times
Introduction to HR policies 24-26
4.1
Organisation Policies 27
4.2
Volunteer/Intern programme 28-29
4.3
Volunteer/Intern Positions 30-36
4.5
Leaves 37-38
4.6
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Leave application validation rules 39-40

4.7

5 Chapter-5. Recruitment 41-51

Recruitment Pipelines 41-42

5.1
Advertisements 42-43
5.2
Application 43
5.3
Interview Process 44
5.4
Interview Questions 45-49
5.5
Reporting on work activities 49
5.6
Exit policy 50-51
5.7
6 Chapter 6- My personal experience 52-55

52-53
6.1 Experience
53-55
6.2 My Achievement

7 Chapter 7 – SWOT analysis of Asiana Times 56

8 Chapter 8-summary and conclusion 57-58

8.1 Finding and suggestions 58-59

8.2 Conclusion 60

8.3 Bibliography 61
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Abstract

During my internship I gained practical knowledge on how the human resource division of an
organization operates and coordinates its activities to ensure smooth functioning of the
organization at all levels by ensuring right numbers of people are available at the right time to
do the right job. Not only that I have also gained insight into the working culture of the
organization and observed how Asiana Times handles its employees with value and
empowerment to ensure they are motivated to give their best to the organization.
The report starts with introduction, scope, objective, methodology of reports. The next
section is the comprises information about the organisation, Human Resource Management in
Asiana Times. The project encompasses introduction to the topic, recruitment, selection,
training and development.
Each chapter contains detailed discussion of the HR functions followed by Organization
Practice at Asiana Times which basically conveys how things are done in the HR
Department.
The next part of the project carries out recruitment and exit policies followed by findings and
recommendation on critical factors regarding Human Resource Management of Asiana
Times. Finally, there is the conclusion followed by references.
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CHAPTER-1

INTRODUCTION

1.1- Introduction

I have selected the topic of this report is “Human Resource Management in Asiana Times”. I
tried to integrate my theoretical knowledge of HR and combine it with practical examples as
observed during my internship. I have tried to cover all the major functions of Human
Resource Management- recruitment, selection, compensation and benefits, training and
development and convey my understandings of the different functions of Human Resource
Management through this project. At the end of the report, I have done a SWOT Analysis on
the Human Resource Management in Asiana Times followed by discussing critical points. I
have also tried to provide some recommendations based on my knowledge followed by the
conclusion which I gathered during my internship.

1.2- Scope of the Report

This report has been prepared through extensive discussion with company employees.
Information provided by the management of company helped in preparing the report. At the
time of preparing the report, I had a great opportunity to have an in-depth knowledge of all the
coding activities and other activities practiced by the Asiana Times.
Each and every member of the all the department helped me in making this report on “Human
resource management in Asiana Times”. The scope of the study is limited to the descriptions
of the company. As intern at Asiana Times. I mainly concentrated on the Recruitment and
Selection Process of Asiana Times. This study contains recruitment process, policies of
Asiana Times. This report also provides clear idea about Human Resource Department of
Asiana Times.
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1.3-Objective of the Report

There have been some objectives set forward in doing this report so that it can be
determined what tasks must be done.

• To familiarize with the Asiana Times, its operation and activities, management style
and endeavour to realize the gap between the theoretical knowledge with the real business
world.

• To critically analyse the functioning of recruitment procedure and polices

• To search or headhunt the people whose skills fit into the company’s values

• To identify probable area of improvement to make recruitment process more effective

• To conduct SWOT analysis of Asiana Times

• To investigate the recruitment and selection policies of Asiana Times

• To explore the recruitment and selection practices of Asiana Times

• To analyze the gap between recruitment and selection policies and practices of Asiana
Times
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1.4-Methodology
.
METHODOLOGY OF THE STUDY

This report presents the conceptual framework, methodology, research design and details of
the fieldwork.

Primary sources:

• Interview with assistant manager of administration & HR-In Charge

• Founder of Asiana Times and some other employees

• Discussion sessions with seniors as well

• Observation during the internship period.

• Involvement with the recruitment activities.

• Discussion with officials of HRD of Asiana Times

Secondary Sources:
 Asiana Times SOP.
 Job description for each employee of Asiana Times, HR Division.
 Document from the company
 Working Documents
 Internal publications.
 Relevant file study as provided by the officials.
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1.5 - Limitations

• Limitation of employment personal.

• Lack of practices in human resource management.
• Human resources department was hesitant to provide information, because of
difficulty in accessing sensitive data and information.
• Non-availability of some data.
• The term of the internship period is brief time whereas Human Resources Division is
a vast area, after doing the regular office works from 9:30 AM to 5:30 PM it is
difficult to go through in depth within this short duration of time.
• The secondary source of information was not enough to complete the report.
• Confidentiality
• As I was mainly involved in the recruitment & selection, I could not get access to
Others human resource activities perform by Asiana Times
• Time was also limited to prepare to the report.
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CHAPTER-2
ORGANISATION PROFIL

2.1- ABOUT ORGANISATION

Asiana Times is committed to manifesting a unique vision of truth by conceding the most
common and uncommon worldly happenings occurring every day into people’s concepts and
perceptions with enormous journalism resources. Our quest is simply to dig up the veracity of
facts and certitudes to encourage the commons to acquire global knowledge. We firmly
believe journalism can soar to new heights in people’s minds and root the mass belief in truth
with great understanding and establishing a new insight. Asiana Times is the Media wing of
Asiana Tech Private Limited, founded in 2020. We cultivate various journalism resources and
make them available to widen the comprehensive understanding of worldly affairs.
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2.2- ORGANISATION PROFILE

INFRASTRUCTURE DETAILS

INTRODUCTION
Name of firm: Asiana Times
Address: Nagpur, Maharashtra
Phone Nos.: 78984 86398
Email-id: admin@asianatimes.com
Website: https://asianatimes.com
Branch Office: only one branch
Status: Public company
Experience of the firm:2+ years of experience Date/Year of Establishment:2020Public company
since: 2020
Industry: Media
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2.3- Organisation Vision/ Mission/ Values

VISION:

Vision of organisation is to dedicated to presenting a distinct view of truth by incorporating

daily global events into people's concepts and perceptions.

Mission:

To dig up the veracity of facts and certitudes to encourage the commons to acquire global
knowledge

Values:

 To let people, make changes together.

 To work consistently through every challenge.

 To Provide proper Information to each and every person

 To be excellent in every course of news provided to the citizens of India
 A commitment to a sense of belongings to the team and sharing values.
 To be responsible and self-aware.

 To provide quality Information to all.

 To respect everyone religion and not to hurt any community sentiments

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2.4- Duties and Function of Organisation

 Human rights and child rights.

 Prevent Social Injustice.
 Empowerment of women.
 To interpret the news
 To entertain
 To provide quality Information to the citizens.
 To provide proper information about what is happening around the people and making
them aware of every situation.
 Gathering information and selecting which news should be published.
 To establish a corporate culture in all aspect.
 To contribute to the growth of a vibrant and diverse community through prioritizing
Positive social and community outcomes.
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Chapter-3

HRM OF ASIANA TIMES

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3.1- Introduction

During my internship I was mainly assign in HR department. Asiana Times always determine
what jobs need to be done, and how many and types of workers will be required. So,
establishing the structure of the asset management companyin determining the skills,
knowledge and abilities of jobholders. To ensure appropriate personnel are available to meet
the requirements set during the strategic planning process.
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3.2- Units in HR division

There are three units in Human Resource Division of Alliance Capital-

 HR Staffing
 HR Operation
 Training & Development

1. The staffing process- putting the right people in the right positions at the right times- is
one of the most critical tasks any organization faces. The quality of the work
performed can be only as high as the capabilities of the people performing it. Three
officers are working in HR staffing unit.
They perform the following activities

o Recruitment
o Selection
o Leave Management
o Personal Profile Management

2.HR operations
Hr operation in Asiana Times mainly includes-
 Hiring interns
 Managing groups of each and every domain.
 Team lead
 Making offer letters
 Making letter of recommendations.
 Scheduling interviews
 Training new interns
 Maintaining records
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3. Training and development unit mainly works with the training of new interns and
development of skills in them to perform well in organisation. Each new intern in
trained with the necessary skills of their domain. Proper meetings are held and even
free coding and language classes are also provided to them.
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Chapter-4

PREPARATION OF HR POLICIES

AND

WORKING IN ASIANA

TIMES
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4.1-Introduction to HR Policies

HR policies can also be very effective at supporting and building the desired Organizational
Culture For example, recruitment and retention policies might outline the way the
organization values a flexible workforce, compensation policies might support this by
offering a 48/52 pay option where employees can take an extra four-week holidays per year
and receive less pay across the year.

In actuality, policies and procedures serve a number of purposes:

 They provide clear communication between the organization and their employees
regarding their condition of employment.
 They form a basis for treating all employees fairly and equally.
 They are a set of guidelines for supervisors and managers.
 They create a basis for developing the employee handbook.
 They establish a basis for regularly reviewing possible changes affecting employees.

 They form a context for supervisor training programs and employee orientation
programs.

In developing HR policies, there should be clear and consistent statement of the

organization's policies regarding all conditions of employment and procedures for their equal
and fair implementation. In order to fulfil this objective, policies and procedures should be:

 Clear and specific, but provide enough flexibility to meet changing conditions.
 Comply with all appropriate law and regulation.
 Consistent amongst one another and reflect an overall true and fair view approach to
all employees.

HR policies are developed by making decisions and taking actions on the day-to-day
problems of the organization. The process of developing HR policies involves the assessment
of the following factors:

 Identify the purpose and Objectives which the organization wishes to attain regarding
its Human Resource Department.
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 Analysis of all the factors under which the organization's HR policy will be operating.
 Examining the possible alternatives in each area which the HR policy statement is
necessary.

 Implementation of the policy through the development of a procedure to support the

policy.

 Communication of the policy and procedures adapted to the entire organization.

 Auditing the policy so as to reveal the necessary areas requiring change.
 Continuous revaluation and revision of policy to meet the current needs of the
organization.
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4.2-Organisation Policies

• Work Log Book

The work log book is located at all centres and must be filled out after every session.
Volunteers and Interns should update teachers and staff at the centres about your daily work.
In addition, providing feedback is key for the development of our beneficiaries.

• Issues and Support

Please make your manager aware of any suggestions, comments, and feedback you may have.
We are here to help and support you as a volunteer.

• Confidentiality
Volunteers and Interns must maintain confidentiality during their time with Asiana Times.
Confidential information about our beneficiaries stays at Asiana Times.

• Dress Code
In order to respect the communities, we work with the dress code is modest. Use your
judgment to dress appropriately for the activities you carry out.

• Respect
Diversity We do not allow discrimination against anyone.

• Internal Communication
All Asiana Times team members are encouraged to communicate and share information
between each other whenever necessary in order to continuously ensure Asiana Times
success.

• Punctuality
All Asiana Times team members must arrive on time each day they are scheduled. If a
Volunteer or Intern is running late, they are asked to notify management as early as possible.
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4.3-Volunteer/Intern Programme

This section outlines why Asiana Times needs Volunteers and gives a brief description of the
available Volunteer positions.

Why volunteers/interns?

Volunteers are important for Asiana Times in order to help us achieve our programme and
organizational goals. Volunteers fill the gap where we need increased support.

By recruiting and maintaining high quality Volunteers, Asiana Times can:

 Fill gaps in skill sets of current staff.

 Free up time and energy for staff to focus on teaching, therapy, programme
development, and leadership by managing essential but time-consuming processes
that support programme functioning.
 Provide extra support for occasions outside of day-to-day work.
 Lend expertise in special areas (such as technology).

We want our Volunteers and Interns to leave a legacy behind. With their commitment and
hard work Asiana Times can improve special educational outcomes and increase disabled
children’s opportunities. The success of Asiana Times programmes can be traced to the
passion and energy of its Volunteers and Interns.

We want our Volunteers and Interns to have:

 The chance to play an active role in Asiana Times continuous development as an

organization.
 The satisfaction of knowing they are making a valuable contribution to Asiana Times
by working with staff and beneficiaries to improve educational and personal
development.

 The enjoyment of meeting new people and being part of a supportive team.
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 A valuable personal and professional experience.

4.4-Volunteer/Internship Positions

This section offers job descriptions for the Volunteer/Interns positions that Asiana Times
currently offers. Depending on the number of beneficiaries and potential growth, the number
of Volunteers/Interns may be modified in the future.

Each quarter Asiana Times leadership will discuss the state of the Volunteer/Intern
programme. Changes to quantity, job titles, and job descriptions may be slightly modified. It
is essential to monitor the successes and failures of the programme and make necessary
modifications in order for Asiana Times to fully capitalize on the resources offered by
potential Volunteers/Interns.

There are six available Volunteer positions with Asiana Times-

Social Media Marketing – 1/2/3/6/9/12 Months

Human Resource – 2/3/6/9/12 Months

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Graphic Design – 1/2/3/6/9/12 Months

Public Relation- 1/2/3/6/9/12 Months

Website Development- 1/2/3/6/9/12 Months

Content Writer- 1/2/3/6/9/12 Months

Journalism Intern - 1/2/3/6/9/12 Months

Operation Management – 1/2/3/6/9/12 Month

SOCIAL MEDIA MARKETING:

Minimum duration: 1/2/3/6/9/12 Months Perks

Works Include:

 News Anchors must read news and make Videos which are to be posted on the social
media platforms of Asiana Times.
 The topics for the video making for creation will be given by the News Anchor Head
or the person can refer any live articles posted the same day on the official website of
Asiana Times.
 A News anchor should make 1/2 videos a day.

HUMAN RESOURCES:

Minimum duration – 1/2/3/6/9/12 Months

Works Include:

 Posting Job vacancies.

 Shortlisting resume and maintaining Excel sheets for Conducting interview.
 Communication with the candidates and scheduling their interviews.
 Selecting the candidates from the Interview based on ratings during the hiring
Process.
 Processing the delivery of various perks to the employee/interns via official mail
 Maintaining proper Record of the Works.
 Handling the Official /Documentation Works.

GRAPHIC DESIGN:

Minimum Duration – 1/2/3/6/9/12 Months

Works Include:
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 Making Posters on the article’s life on the website daily.

 Researching hashtags and posting the published article to increase the social media
Reach.
 Designing different Posters for various Job Vacancies.
 Making Certificates, LORs of the Interns with existing Templates etc according to the
Official Requirements.
 Working on other Graphical Projects.

PUBLIC REALATION:

Minimum Duration- 1/2/3/6/9/12 Months

Works Include:
 Making interview questions and well research on the personalities.
 Approach the people on behalf of Asiana Times and take their interviews.
 Arrange the interviews with them and take the follow-ups.
 Keep the records of the interviews along with important conversations.
 Contact them by their social medias and approach them for the interview at Asiana
Times.
 Once the interviews and publish approach the Interviewees to re-share that in their
Social media.
 Make a list of the personalities to take the interviews and note down important points
To highlight.
 Resolve any issues during the interview process by contacting with the heads.
 Researching well on the interviewee and framing questions on different aspects.

WEBSITE DEVELOPMENT:

Duration – 1/2/3/6/9/12 MONTHS

Work Include: On live project, day to day task of organization website, make playlist or live
demonstration on YouTube of the live project you did or task given by guide.

OPERATION MANAGEMENT:

Duration- 1/2/3/6/9/12 Month

Work: Manage all the data, files, scheduling class, workshops, and live of YouTube.

Content Supervisors/Editors

Duration- 1/2/3/6/9/12 MONTHS

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Works Include:

 Approving Topics of the Writers by the scheduled time so that they can start working.
 Approving the final Content of the Contents Writer everyday by the end of the Shift
Times
 Checking the plagiarism in the Grammarly before approving any content to the
Publishing Departments.
 Allotting/Alternating genres/category/niche every day to the respective Teams of the
Content Writing Interns.

 Maintaining the Tracker and the Planner.

 Solving/Managing/Helping the Content Writing Interns with all their queries and
Research Work if required.
 Formatting the articles off the Interns according to the instruction given by the
Superiors using tools.
 Searching and alerting article or blog topic once in a week to the interns.
 Keeping a record and an eye on every content writing intern’s submission and
Nominating 5 best internes all the week.
 Maintaining an Excel sheet of the holidays taken by the Interns or any pending work
Which is to be compensated by the interns during their off days.
 Contribution to the weekly projects.

Video Editors & Story Maker

Duration- 1/2/3/6/9/12 MONTHS

Work include:

 Required to edit the videos of the News anchors on time.

 Using the paid Canva to edit the videos for the postings of the social media Platforms.
 Should edit 1 or 2 videos every day.

WordPress And on-Page SEO Intern

Duration- 1/2/3/6/9/12 MONTHS

Works Include:

 Making the content On – Page SEO based with the help of paid
 Yoast plugin.
 Checking the Plagiarism of the article in the Paid Grammarly whether below 7% or
Not.
 Sharing the links of the published article on time in the group so that the graphic
Designers can make posters out of it.
 Maintain Planner and Excel Sheet on daily basis.
 Acting as a review team for editing content on WordPress
Social Media Management Intern
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Works Include:

 Posting Content on any one of the Platforms to boast the Account: Insta , LinkedIn,
pinterest, Twitter and Facebook
 Platform Strategic Management to Increase Reach of any one of the Platform.
 Researching Trends And Hashtags
 Adopting new innovations for the development of any of this Platform

ABOUT THE STIPEND:

We should keep in mind that ASIANA TIMES is an PUBLIC COMPANY. They award us
with certificates and letters of recommendation based off of our performance, which adds
immense value to our
Curriculum Vitae (CV). All the departments have an UNPAID STIPEND. Given the
pandemic, as of now all the work is on a work-from-home basis. However on the better
performance after 2 Months on the Mutual Agreement of the Company and the Intern, we can
convert it into a Paid Internship or promote the Intern as a Team Leader.

THE PERKS:

 Certificate of Completion
 Letter of Recommendation, which makes your CV more credible
 Offer letter
 Flexible working hours, 6 days a week, as long as you complete the task, you're good
to go

Please note that on the requirement the Intern will be given access to various Paid/Admin
Accounts of the Company, ASIANA TIMES BY ASIANA TECH PRIVATE LTD. Like
WordPress Account, Grammarly, Quilbot, Canava, Google Admin Account, Official HR
Email-ID etc; if there is any breach of the credentials/passwords or if misused for personal
purposes without permission from the Higher Authorities other than Asiana times, strict
Legal action shall be taken.
 31

4.6- Leaves

1. Holidays

These are the leaves that are always paid for and no deductions are made from the
salary of the employees.

There are the following types of holidays in Asiana Times:

 National Holidays: These are the fixed holidays that we have in India on the 26th of
January, 15th of August, and 2nd of October every year.

 Weekly Holidays: There are either one or two weekly holidays at the end of the week
for all the employees depending upon the organizational policy.

 Festivals: Various religious and regional festivals also account for holidays in India.
There are very few festivals like Christmas, which fall on the same date every year.
However, the exact dates of some festivals depend on the lunar calendar and are
subject to change on the sighting of the moon. Each company can devise its own
policy regarding how many festivals it will give a paid leave for, every year.

2. Earned Leave or Privilege Leave

The type of leave which the employees earn as they work for an organization for a specified
number of days. The privilege leave is sanctioned to the employees without any salary
deductions. This type of leave requires prior approval from the employer except in cases of
emergency. The employees are usually allowed to accumulate their privilege leaves and even
Ancash them in case they are not availed. The number of privileges leaves admissible may
vary on the basis of industry and region.

3. Casual Leave

The type of leave that is granted for short durations and can ordinarily be taken with prior
information to the employer except in cases when informing the employer is not possible.
Across industries and organizations, there are different rules for the number of days that
casual leaves can be taken at a stretch varying between three to five to seven days. As a rule,
official holidays are not counted when calculating the number of casual leaves if they fall
during the period of casual leave.

4. Sick Leave or Medical Leave

An employee can call in sick if he is not in a state to come to office for work. Usually, an
employee is entitled to sick leave only after a stipulated period of employment in an
organization. The number of sick leaves permissible may vary from organization to
organization and as a matter of fact, no prior intimation is required for availing this type of
leave. A medical certificate from a registered medical practitioner may be required to testify
the sickness if the sick leave is being extended for a long period of time.
 32

5. Maternity Leave

This provision is especially available for those women employees who plan to have a baby.
The duration of paid maternity leave is 12-26 weeks and this can be further extended with 16
months of unpaid leave. No deductions can be made from the leave account of the female
employee. This type of leave can also be taken in case of miscarriage or abortion but the
leave limit in such cases is shorter.

4.7 Leave application validation rules

In order to ensure that leave policies are applied on a consistent basis, and to ensure
compliance with Federal and State Family and Medical Leave regulations, the UCSC campus
has developed the following guidelines and associated forms for administration of Leaves of
Absence. These guidelines are to be used in conjunction with the appropriate policy or
collective bargaining articles.
As stated within the regulations, the purpose of the Family and Medical Leave Act (FMLA)
is to allow employees to balance their work and family life by taking reasonable unpaid
leave for an eligible employee’s serious health condition, the serious health condition of the
employee’s child, spouse, same- or opposite-sex domestic partner, or parent, or to bond
with the employee’s new-born, adopted or foster care child in accordance with State and
Federal law in effect at the time the leave is granted. Leave granted for bonding purposes
shall be concluded within 12 months following the child’s birth or placement for adoption
or foster care.
 33

Procedure:

1. Leave of Absence Request

An employee must submit a Leave of Absence (LOA) Request for any
absences, paid or unpaid (other than regularly scheduled vacation), which total
in excess of one workweek.
2. Designation of Family and Medical Leave The Leave of Absence Coordinator
shall designate Family and Medical Leave (FML), whether paid (e.g., vacation,
sick leave) or unpaid, leaves of eligible employees whose reason for leave is a
FML qualifying reason.
3. Medical Certification
Medical Certification is required in all cases for leaves of more than 5
consecutive work days, which are due to an employee’s illness, an eligible
family leave or a family member's illness. Also, ELR Analysts and supervisors
should be aware that Worker’s
Compensation laws require medical documentation of all absences of 3 days or
more due to a work-related illness or injury. If additional leave is requested
upon the expiration of the leave granted, supervisors may, at their discretion,
require that the employee obtain recertification.
4. Return to Work Certification
Return to Work Certification is required for leaves of more than 5 consecutive
work days due to an employee’s own illness. ELR Analysts and supervisors
should also be aware that Worker’s Compensation laws require a medical
release to return to work for absences of three (3) days or more due to a work-
related illness or injury.
 34

CHAPTER - 5

5.1-Recruitment pipelines

In order to secure high quality Volunteers and Interns for Asiana Times it is essential to
recruit from appropriate sources, provide a thorough application to assess skills, and conduct
interviews to ensure consistency in potential candidates.

Below are some of the main pipelines that Suvidha will use to recruit Volunteers and Interns.
This list is by no means restrictive. Other potential recruitment pipelines are encouraged.

 Colleges and Universities – Students who require Volunteer hours for academic
credit likely have the drive to volunteer, particularly if they are able to gain
professional skills. This will be the main recruitment pipeline for Asiana Times
Interns.

 Expat Communities – Many expatriates join family in Mumbai and, due to visa
regulations, are unable to gain employment. Many of these individuals are skilled
workers and can greatly contribute to Asiana Times by Volunteering.

 Women’s Clubs – Volunteer opportunities are popular among women’s groups.

Many skilled women do not have full time employment but are willing and able to
volunteer.
 Non-profit Job and Volunteer Websites – Potential Volunteers use sites such as
Idealist and Indeed to search for Volunteer opportunities.

 Relevant Foundations – Many foundations either do not accept volunteers or have

filled their capacity. Making connections with these foundations and alerting them
that Asiana Times is accepting. dedicated Volunteers will channel candidates to
Asiana Times. This can also be a recruitment source for Interns.

5.2- Advertisement
Volunteer and Intern positions will be advertised in a variety of ways including:

 The Asiana Times website.

 The Asiana Times Facebook page.

 College advertisement boards
 Online boards for expats such as InterNations and the Bombay Expats Facebook
Group.

 Online boards for women’s groups.

 35

 Online websites such as Indeed and Idealist.

 Materials advertising openings distributed to relevant foundations.
The application for Volunteers and Interns is found on the Asiana Times website. The
application is a Google survey that allows candidates responses to be pooled in a concise
fashion, thus streamlining the candidate reviewing process for management. Every channel
that advertises openings should include the link to the Asiana Times website.
Advertising Volunteer ships and Internships will take place online, by distributing hard
materials, and through word of mouth. The goal is to spread awareness that Asiana Times has
a high-quality Volunteer programme and recruit individuals who genuinely want to work
with Asiana Times

5.3-Application
There will be two applications on the Asiana Times website, one for Volunteers and one for
Interns. The Volunteer application asks for general background information, availability,
language proficiency, references, and a series of questions meant to gauge interest and
experience. The Intern application asks for similar background information and questions
regarding experience and interest. In addition, the application asks for the candidate to
discuss the potential Internship case study they wish to complete at asiana. The application
will be submitted through a Google survey.
Once per week the Volunteer and Intern manager should examine and respond to submitted
applications. Three potential responses will be provided for the candidate via email:
1. If the candidate is desirable, they will be invited to participate in a phone interview.
2. If the candidate is desirable but there are no available positions, we will let them
know that we will keep their application on file for the next time a position becomes
available.
3. If the candidate is not the right match, they will be sent a message to let them know
we are moving in a different direction
 36

5.4- Interview process

After scheduling a time via email, the Asiana Times Volunteer and Intern coordinator will
call the candidate for a brief phone interview. Interview questions are tailored for the specific

role that the candidate is applying for. Unlike the online application, interview questions are
unique to each Volunteer position. It also includes qualities to look out for during the
interview that may help decide whether the candidate is a good fit or not. After the interview
the Volunteer and Intern coordinator will decide whether to hire the individual or not. An
email will be sent to the candidate within 1-2 days either offering the position or informing
them that Asiana Times has decided to hire a different candidate. It is important to let
candidate know Asiana Times decision swiftly.

5.5- Interview Questions

Basic questions to ask the candidates:

 Have you applied for internship for (Domain name) in Asiana Times ?
 Do you have any prior experience?
 Are you okay to work for free internship with us?
 Do you own a laptop and have a good internet connection?
 Are you available for 2-3 hours a day?
 Can I take your 20-30 minutes within which I will schedule your interview questions?
(If it is okay then continue to take the interview or else…….)
 Ask them for their preferred time
Human Resource Interview Questions

 Mention 3/5 qualities that you expect a qualified resume should have for Getting
shortlisted.
 37

 What do you mean by the human resource management system, and what
Interpersonal skills, according to you, is required for this role?
 Which HR system are you familiar with, like scanning shortlisting,Interviewing etc.?
 In your opinion, what will be the biggest challenges of this role, and how Would you
handle an unpleasant or disgruntled situation?
 It says that even years and years are less to identify a candidate, but how Will you
identify a candidate suitable for the company requirement within 15 minutes of the
Interview?
 On which qualities would you mark or fresher eligible for the company Requirement
over an experience one?
 Are you aware of the Laws related to the Human Resource Management System? If
not, do read it.

Content Supervisors Interview Questions

 Three things, according to you, which should be there is a Content Supervisor.

 How do you differentiate between good content and bad content?
 What steps do you keep in mind while editing content, and what is the Quality content
according to you?
 How does website content influence the company as a whole?
 How do you decide what kind of content to write or display on the Website?
 In your opinion, how essential is it for content managers to understand The
fundamentals of digital marketing?
 What are the three steps that you would acquire to become a strategic Content
supervisor?

Graphic Designer Interview Questions

 Could you show me some samples of your design if you can?

 It is often said that a designer must make a design communicative Enough, so
according to you, what is the significance of proper Communication while creating a
graphic design?
 What graphical skills make you stand out from the others?
 Describe a situation where you had to meet a very tight deadline and how did you
deal with it?
 Which are graphic designing tools are you familiar with?
 Can you tell me something about the colour theory or your idea behind Choosing any
colour and contrasting it to the other colour so that the Poster or the design becomes
appealing and convincing to the audience?

Journalism Intern English/Hindi Interview Questions

 What do you think are the integral components of good content?

 What are the ways to decide the tone of a particular content?
 How can you make your information credible/authentic?
 38

 Illustrate the fundamental difference between an article and a blog

 Content writing, at times, can be downright monotones. What are the Ways through
which you can dispel boredom while writing content?
 What are the things that you enjoy most about content writing?
 Is content writing your passion or you are making it your career?

Social Media News Anchor /Video Creator/Video.

 Can you provide me with relevant work samples, or do you have a Portfolio?
 Do you have any client testimonials or any feedback on all letters of
Recommendation?
 How do you manage solid deadlines?
 What type of videos do you deliver or you like to provide?
 What environment/factors or equipment do you usually prefer to record a Video?
 What is the process that you adopt while editing or reviewing a video?
 What are the five skills or quality or zone video editors should have to Create a smooth
and appealing video for the audience?
 What video software’s are you experienced with?

Public Relation Intern Interview Questions

 What does public relations mean to you?

 How do you handle representing your clients at industry events?
 How do you find relevant sources and contacts?
 What sources of media do you follow regularly and why those ones?
 Describe a social media crisis you had. How did you handle it?
 What is your favorite method of marketing?

5.6- Reporting on work activities

HR intern’s on-boarding

On Friday, HR team had their regular team meetings so that everyone informed others of
their current work and updates.
This meeting was held by the founder of Asiana Times itself.
The main purpose of this meeting was to:

1. Manage interns’ daily activities

2. To guide them
3. To provide proper training to them.
4. To tell them about upcoming programmes.
 39

5. To assist them in further process.

6. To help them if they find any difficulties.

SELECTION PROCESS
 40

By selecting right candidate for the required job, organization will also save time and money.
Proper screening of candidates takes place during selection procedure. All the potential
Candidates who apply for the given job are tested.

5.7- Exit Policy

The Volunteer or Intern is requested to give two weeks advance notice if they plan to
terminate their volunteer ship or Internship. Before leaving the Volunteer or Intern will be
provided with an Exit Form as seen in the Appendix that includes reflection questions meant
to help Asiana Times management improve the Volunteer and Intern programme. In addition,
management will sit down with the Volunteer or Intern and ask a few basic questions about
their time at Asiana Times including but not limited to:
1. Would you be willing to recommend our Volunteer and Internship Programme to
your friends, family, or peers?
2. Are there any issues you would like to discuss before leaving the programme?

Exit forms for intern:

Name:

Position:

Start Date:

End Date:

1. Were you able to fulfil your Intern requirements at Asiana Times? If not, why?
2. At Asiana Times did you feel comfortable asking for help?
3. What could your supervisor do to improve his or her management style and skills?
4. As an Intern what was your favourite part of working with Asiana Times?
5. Based on your experience, how do you think Asiana Times could improve the Intern
programme?
6. During your internship were there any outstanding issues you would like to address?
41
 42

Chapter - 6

Personal Experience

My internship as HR INTERN AT ASIANA TIMES has been the most rewarding and
motivational experiences I have had during my time as HR INTERN. I connected with Many
candidate, cooperating Team leader and other company staff, all of whom supported my
growth as a HR Intern, both directly and indirectly.
With such empathetic, compassionate and supportive mentors, this experience has helped me
achieve my goal of completing my Internship successfully. Because of the lessons I learned
not only from my supervisor and cooperating members but from my Candidates too, I am
confident that I will continue to grow and develop professionally and in my personal
endeavors. Within my Hr internship, there were two distinct learning experiences that stand
out to me as the most influential aspects of my development this semester: community
involvement and Human Resources management.
I am confident in my progress and my own growth and development. I would not have the
knowledge or skills I have today if it were not for my internship experience with my
Supervisor and cooperating leader, and I look forward to where my career in Human
Resources takes me in the future.”

Skills I Learned

 Management Skill
 leadership skills
 Interview skills
 problem solving
 Team working
 Time management
 Recruitment
 Screening resume
 Maintaining Data
 Sourcing
 Selection

My Achievements

After completing one month in this Internship. I was promoted as HR TEAM LEADER.

There my role and responsibilities was

 Assist Team
 Take induction meeting
 43

 Guiding Interns during their recruitment process

 Taking Interview
 Tracking performance of each Intern
 Coordinating with other team
 Maintaining Data
 Taking attendance
 Solving problems and difficulties of the candidate
 Issuing offer letter
 Updating Supervisor about the Hiring Process
 44

Chapter - 7

SWOT Analysis

7.1 Asiana Times strength

 Asiana Times is rapidly expanding company
 Dedicated and competent workforce
 Focus on continuous improvement
 Latest Technology
 Proactive planning
7.2 Asiana Times weakness
 There are too many departments under the supervision of the General Manager that
can cause low productivity due to large span of supervision
 Employee turnover exists because of availability of better opportunities
 Interns turnover exists because of unpaid Internship
7.3 Asiana Times opportunities
 Emphasis on expanding business
 Provide opportunities in different fields such as HR management, journalism, graphic
Designing, content writing and video editing
 Promotion for good performer
 Opportunity to reach younger audience with ‘Stories’ and audio
 Opportunity to grow reader revenues
7.4 Asiana Times Threat
 Competitors are increasing rapidly
 Employee are generally afraid of new technology
 Threat of reaching max subscriptions
 Threat of paywall blockers
 45

Chapter - 8

Summary and conclusion

8.1- Finding and Suggestions

Findings

1. Friendly: All the members are friendly and work with coordination.

2. Poor Record Maintenance: Data Recording is very poor.

3. The company do utilize different job portals and internet sites for recruitment process
and for finding talented candidates

4. The company utilize job description in order to make Screening process more
efficient

5. Company utilize feedback form to take recommendations from the candidates and
make improvements in company Recruitment Strategies

6. During two months of internship at Asiana Times we had a wealth of experience on

working life in a formal organization.

7. We were able to see the difference between the theory acquired at college and
Practical realities on the field

8. There was lack of training and development for the employees.

9. There was lack of employees performance evaluation

10. The recruitment and selection process was not updated

Suggestions:

 The organization should practice proper Asiana Times guideline. The purpose of
Human Resource Management is to improve the productive contribution of people.

 To get effective and efficient employee, the organization should arrange proper
training and development programs.
 The entire HR department should be well informed regarding the hiring of new
interns.

 To evaluate employee’s performance; the management should follow policy properly.

 Periodical performance appraisal to the well performed employees to keep motivating
them.
 46

 Proper training needed for ensuring efficient performance of the employees.

 The management should create intern’s database and continuously.

 I hope these suggestions will help the organisation to improve it’s performance
through their workers.
 47

8.2- Conclusion

From the above discussion it can conclude such a way that since human resource
management is a continuously practicing issue so it plays a significant role on organizations
overall performance. If an organization wants to gain full benefit from human resource
management it should follow all the sections of HRM. As a small AMC few persons are
recruited for its operations and performances. But it will expand soon or later and then the
number of HR employee may not be enough to run the company. Committed and trustworthy
employees are the most significant factors to becoming an employer of choice, it is no
surprise that companies and organizations face significant challenges in developing energized
and engaged workforces. However, there is abundance of research to demonstrate that
increased employee commitment and trust in leadership can positively impact the company’s
bottom line. In fact, the true potential of an organization can only be realized when the
productivity level of all individuals and teams are fully aligned, committed and energized to
successfully accomplish the goals of the organization. Thus, the objective of every company
should be to improve the desire of employees to stay in the relationship they have with the
company.
 48

8.3- Bibliography

WEBSITE:

 https://en.wikipedia.org/wiki/Human_resource_ management
 https://www.inc.com/encyclopedia/humanresource-policies.html

BOOKS:

 SeemaSanghi(2014), HRM, Vikash publication

 Fisher, Schoenfeldt,Shaw,(2006) ,Houghton Mifflin Company