Bangalore University

Internship report of Sharath M

Under the guidance of Mr Kumar commerce
faculty of SFS degree College
UUCMS U03ZW24C0110
Role ;: in HR field training and development

📘 CHAPTER 1: INTRODUCTION
1.1 INTRODUCTION TO INTERNSHIP
An internship is not just a period of temporary work experience; it is a structured learning opportunity
designed to provide students with practical exposure to their field of study. For commerce students,
particularly those specializing in business administration, finance, or human resources, internships serve
as the foundational bridge that connects theoretical classroom learning with real-world applications. This
immersive engagement allows students to observe, participate in, and evaluate organizational practices,
gaining firsthand understanding of professional settings.
The significance of internships has grown exponentially with the rapid expansion of industries and the
evolving demands of the job market. Employers today are not just looking for academic achievers, but for
individuals who have real-time problem-solving experience, interpersonal communication skills, team
collaboration experience, and adaptive capabilities to align with workplace dynamics.
This report details the internship experience of Sharath M, a Bachelor of Commerce student at St.
Francis de Sales College, affiliated to Bangalore University, conducted at RSR Technologies Pvt.
Ltd., Konappa Nagara, Bangalore. The internship period was from 16 June 2025 to 12 July 2025. The
report captures in-depth details about the host organization, the activities undertaken during the
internship, the observations made, the skills developed, the outcomes of the internship, and reflective
suggestions for improvement.
At RSR Technologies, I was inducted into the Human Resources department, with a primary focus on
Training and Development (T&D). The experience was not only educational but transformative,
providing me with a broader understanding of employee learning mechanisms, training design,
competency mapping, employee engagement, and post-training evaluations.
Internships like these enable students to develop career clarity, acquire industry-relevant skills, and build
a professional network, which is essential for their future employability.

1.2 OBJECTIVES OF THE INTERNSHIP

The internship at RSR Technologies was designed with the following core objectives:
Academic Objectives:
 To bridge the gap between theoretical concepts studied in B.Com and their application in
a professional HR environment.
 To understand how HR functions—especially training and development—impact
organizational growth.

Organizational Objectives:
 To assist the HR department in managing training modules and scheduling.
 To support in the documentation, coordination, and follow-up of training sessions.

Personal Development Objectives:

 To develop confidence, professionalism, and business communication skills.
 To build critical thinking, adaptability, and problem-solving capabilities.
 To evaluate one’s own performance through real-time feedback mechanisms.

1.3 IMPORTANCE OF TRAINING & DEVELOPMENT IN HR

Training and Development is one of the most crucial pillars of Human Resource Management. It plays a
vital role in aligning employee performance with organizational goals. It refers to the process of
enhancing the knowledge, skills, attitudes, and competencies of employees through various learning
methods.
At RSR Technologies, the Training and Development function aims to:
 Increase employee productivity and efficiency.
 Foster leadership capabilities.
 Improve morale and job satisfaction.
 Promote career growth and succession planning.
 Enhance adaptability to technological changes and market demands.
In today’s fast-evolving business environment, continuous learning is not just a value-add but a necessity.
Organizations that invest in systematic training processes are often the ones that succeed in employee
retention, innovation, and customer satisfaction.

1.4 ABOUT RSR TECHNOLOGIES

RSR Technologies Pvt. Ltd. is a dynamic, mid-sized IT-enabled services company based in Bangalore.
Established in 2015 by Mr. Ramesh S P, who is also the Managing Director and CEO, RSR
Technologies is engaged in delivering high-quality IT solutions, customer relationship management
(CRM), and backend support services to clients across various industries.
The company has positioned itself as a customer-centric, innovation-driven organization with a focus on
operational excellence. The HR department, under the leadership of experienced professionals, manages
recruitment, onboarding, employee engagement, payroll, grievance handling, and training.
The company has more than 150 employees and a growing client base in India and abroad. It functions
from its head office located in Konappa Nagara, Bangalore, and is known for its strong work ethics and
people-friendly environment.

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1.5 SCOPE OF THE INTERNSHIP
The scope of this internship extends across several HR functions but places a strong emphasis on the
Training and Development vertical. During the internship, the following areas were explored in depth:
 Designing training programs tailored to specific employee needs.
 Employee orientation and onboarding practices.
 Competency mapping and skill gap analysis.
 Designing feedback mechanisms for training evaluation.
 Use of Learning Management Systems (LMS).
 Analysis of Training Return on Investment (ROI).
 Observing the role of HR in succession planning and leadership grooming.
The geographic scope of the internship was limited to the Bangalore office, but the findings and practices
documented may be extrapolated to wider branches or other similar organizations.

1.6 METHODOLOGY OF THE STUDY

The methodology adopted for this report combines both qualitative and quantitative research methods:

Primary Data:
 Direct observation of training sessions.
 Interviews with HR personnel, trainers, and employees.
 Participation in real-time T&D activities.
 Use of structured feedback forms from employees.

Secondary Data:
 Internal documents and policy manuals of RSR Technologies.
 Academic books, journals, and articles on Training and Development.
 HR audit reports and training records.

Tools Used:
 MS Excel for scheduling and reporting.
 Google Forms for survey collection and feedback.
 MS Word for documentation and report creation.
 Online platforms like Zoom and MS Teams for virtual training.

1.7 DURATION AND SCHEDULE

 Start Date: 16 June 2025
 End Date: 12 July 2025
 Working Hours: 10:00 AM to 5:30 PM
 Total Duration: 4 weeks (24 working days)
Each week had a structured agenda with specific goals, including:
 Week 1: Orientation and introduction to the HR framework.
 Week 2: Observing and supporting training sessions.
 Week 3: Data collection and analysis of feedback.
 Week 4: Compilation of observations, learnings, and report drafting.

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1.8 LIMITATIONS OF THE STUDY
 The internship period was relatively short for an in-depth strategic analysis.
 Confidential HR documents were not fully accessible.
 Time constraints limited the opportunity to design and deliver an independent training
module.
 Employee feedback collected was based on a sample size and may not represent all
organizational levels.

1.9 STRUCTURE OF THE REPORT

This report consists of five structured chapters:
1. Introduction: Overview of internship objectives, scope, and methodologies.
2. Industry and Company Profile: Comprehensive review of the IT/ITES sector and RSR
Technologies.
3. Internship Tasks and Departmental Functions: Detailed description of tasks
performed and roles observed.
4. Learnings, Observations, and Data Analysis: Summary of personal and professional
insights, supported by feedback analysis.
5. Findings, Suggestions, and Conclusion: Final observations, recommendations, and
conclusion.

1.10 PERSONAL EXPECTATIONS FROM THE INTERNSHIP

Before starting the internship, I had the following expectations:
 Exposure to real-time HR operations.
 Active involvement in training sessions.
 Opportunity to interact with professionals and understand organizational culture.
 Clarity on career interests and specialization within HR.
 Development of professional etiquette and workplace communication.
By the end of the internship, I was pleased to realize that these expectations were not only met but
exceeded in multiple dimensions.

SIGNIFICANCE OF THE INTERNSHIP AT RSR TECHNOLOGIES

RSR Technologies Pvt. Ltd. offered a robust internship program with clear guidance,
structured tasks, and mentoring from HR professionals. The internship was
significant for the following reasons:

Exposure to HR policies in a mid-size IT-enabled services company.

Participation in end-to-end training cycle: need identification, design, delivery,

feedback, and analysis

Interaction with HR executives, L&D trainers, and internal department heads.

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Access to digital platforms used for HR management and LMS systems.

Understanding of how T&D strategies align with organizational objectives.

📘 CHAPTER 2: INDUSTRY AND COMPANY PROFILE

2.1 OVERVIEW OF THE INDUSTRY: ITES (INFORMATION TECHNOLOGY
ENABLED SERVICES)
The Information Technology Enabled Services (ITES) industry, also referred to as Business Process
Outsourcing (BPO), is one of the fastest-growing sectors globally, and India has emerged as a leader in
this space. The ITES industry includes a wide range of services such as customer support, technical
support, data entry, HR outsourcing, finance and accounting services, legal process outsourcing, and
knowledge process outsourcing.

Growth of ITES in India:

India’s emergence as a global ITES hub is due to:
 A large pool of English-speaking and skilled professionals.
 Cost-effective labor and operational efficiency.
 Strong IT infrastructure and robust telecommunications network.
 Supportive government policies and tax benefits under the Digital India mission.
 Availability of scalable solutions with high customer satisfaction.

Contribution to Economy:
The ITES sector contributes significantly to India’s GDP and is a major employment generator. In 2025,
the Indian IT and ITES market is expected to reach USD 350 billion, contributing over 8% to the national
GDP.

Employment & Career Growth:

This sector offers vast career opportunities in areas such as:
 Human Resource Outsourcing (HRO)
 Customer Relationship Management (CRM)
 Data Analysis and Process Optimization
 E-learning and Training Management
 Back-office Support
 IT Helpdesk and Infrastructure Support

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2.2 STRUCTURE OF THE ITES INDUSTRY
The ITES sector can be broadly classified into:
Segment Description

BPO (Business Process Non-core business operations outsourced to external

Outsourcing) providers.

KPO (Knowledge Process Specialized tasks involving analytics, research, and data
Outsourcing) interpretation.

LPO (Legal Process Outsourcing) Legal services outsourced to third-party vendors.

RPO (Recruitment Process

End-to-end recruitment services.
Outsourcing)

Training modules, LMS, and employee development

T&D Outsourcing
solutions.

With the increasing demand for flexible and remote operations, these services have become highly
valuable across industries such as healthcare, finance, insurance, telecom, and retail.

2.3 INDUSTRY TRENDS AND FUTURE OUTLOOK

Key Trends in 2025:
 AI & Automation: Use of AI in chatbots, predictive analytics, and robotic process
automation (RPA).
 Remote Workforce: Increased adoption of remote training and cloud-based HR
systems.
 Data-Driven Decisions: HR analytics and training ROI measurement through real-time
dashboards.
 Soft Skills Training: Focus on employee well-being, communication, and emotional
intelligence.
Future Outlook: The ITES sector is expected to create 2 million additional jobs in the next 5 years, with
60% of the demand arising from Tier 2 and Tier 3 cities. Upskilling and continuous learning will remain
a top priority.

2.4 COMPANY PROFILE: RSR TECHNOLOGIES PVT. LTD.

Legal Name: RSR Technologies Private Limited
Founded: 2015
Founder, CEO & MD: Mr. Ramesh S. P.
Location: Konappa Nagara, Bangalore, Karnataka
Nature of Business: IT-enabled Services
Core Departments: HR, CRM, Technical Support, Training & Development, Operations

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2.5 HISTORY AND GROWTH OF THE COMPANY
RSR Technologies began as a small BPO unit focused on customer service and data management. With
consistent leadership from Mr. Ramesh S P, the organization scaled rapidly and diversified into training
services, backend support, and consulting. The company’s focus on employee training, client
satisfaction, and technology-driven solutions earned them a loyal customer base and steady revenue
streams.
Timeline of Key Milestones:
 2015 – Company founded.
 2016 – Expanded to include CRM and technical support.
 2018 – HR and training division established.
 2020 – Adopted digital LMS and remote training.
 2023 – Achieved ISO 9001 certification for Quality Management Systems.

2.6 ORGANIZATIONAL STRUCTURE

The company operates in a hierarchical structure with a strong emphasis on cross-departmental
collaboration. The major departments include:
 Human Resource Management
o Recruitment
o Training and Development
o Payroll and Compliance
 Operations
o Process Management
o Client Delivery
 Customer Relationship Management (CRM)
o Inbound/Outbound Services
o Client Retention
 IT Support
o Technical Helpdesk
o Hardware & Software Maintenance

2.7 MISSION, VISION, AND VALUES

Mission:
“To deliver reliable and efficient ITES solutions that empower businesses while fostering employee
growth through training and innovation.”
Vision:
“To be a globally respected and technology-driven BPO partner known for service excellence and talent
development.”
Core Values:
 Integrity
 Accountability
 Innovation
 Employee Empowerment
 Customer Centricity

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2.8 HR DEPARTMENT OVERVIEW
The HR department at RSR Technologies plays a strategic role in employee lifecycle management. The
focus areas include:
 Recruitment & Selection: Ensuring right talent acquisition through structured
processes.
 Training & Development: Creating learning roadmaps, conducting workshops, and skill
audits.
 Employee Relations: Handling grievances, feedback, and employee engagement.
 Policy Implementation: Establishing HR policies in compliance with labor laws.
 Performance Appraisal: Objective-based review cycles for career development.
The department uses modern tools such as HRMS, LMS, and Google Workspace for collaboration and
performance tracking.

2.9 TRAINING & DEVELOPMENT FUNCTION AT RSR

One of the strongest components of HR at RSR Technologies is Training and Development, which is
managed through a dedicated team of learning specialists.
Training Categories:
 Onboarding Training: For new employees.
 Functional Training: Role-specific upskilling.
 Leadership Development: For high-potential employees.
 Technical Training: CRM, software tools, data handling.
 Soft Skills Training: Communication, teamwork, conflict resolution.
Methods Used:
 Classroom sessions
 Online modules via LMS
 Seminars and expert talks
 Role plays and case studies

2.10 STRENGTHS AND CHALLENGES

Strengths:
 Employee-focused culture
 Strong leadership team
 Structured training programs
 Technological adoption (HRMS & LMS)
Challenges:
 Limited global exposure
 Resource constraints for large-scale projects
 Need for AI-based training analytics
 Attrition among entry-level staff

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2.11 INDUSTRY ANALYSIS
RSR Technologies operates in the Information Technology and Business Process Outsourcing (IT-
BPO) industry. This sector is one of the fastest-growing in India, offering:
 High employment opportunities across all domains
 Rapid digital transformation
 Rising demand for skilled professionals
 Integration of AI, cloud computing, and big data
The industry is competitive and dynamic, making it vital for companies like RSR Technologies to
continuously train, upskill, and retain talent through effective HR practices.

2.12 COMPANY’S HR PHILOSOPHY

The HR philosophy at RSR Technologies is centered around:
 People-first culture
 Transparency in communication
 Merit-based growth
 Continuous learning and upskilling
 Encouraging employee autonomy with accountability
Their approach ensures high employee satisfaction and lower attrition rates compared to industry
standards.

2.13 ORGANIZATION STRUCTURE

RSR Technologies follows a hierarchical structure with clear reporting lines:
 CEO & MD – Mr. Ramesh S.P.
 General Manager – HR
 HR Managers (Recruitment, Payroll, Training & Development)
 HR Executives and Officers
 Support Staff
Each function works independently but also collaborates through weekly coordination meetings.

2.14 HR DEPARTMENT OVERVIEW

The HR department plays a strategic and operational role in:
 Recruitment and onboarding
 Performance management
 Compensation and benefits
 Employee relations
 Learning & development
 HRIS and analytics
This department has been instrumental in supporting the company’s scalability and employee
engagement initiatives.

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2.15 TRAINING & DEVELOPMENT UNIT
The Training and Development (T&D) division within HR focuses on:
 Induction Training for new hires
 Soft Skills and Communication Workshops
 Leadership Training Programs
 Technical Upskilling Modules
 Compliance and Safety Training
It uses blended learning (online + offline) and tracks employee progress through an internal LMS.

2.16 EMPLOYEE ENGAGEMENT INITIATIVES

The HR team promotes employee engagement through:
 Monthly events like “Tech Talk Thursdays”
 Hackathons and innovation contests
 Wellness programs: yoga, mental health check-ins
 Quarterly rewards and recognition ceremonies
 Team outings and annual celebrations
These initiatives improve morale and foster a collaborative culture.

2.17 LEARNING AND DEVELOPMENT STRATEGY

RSR Technologies’ L&D team follows a strategic roadmap:
1. Training Needs Analysis (TNA)
2. Goal setting aligned with business needs
3. Customized content development
4. Delivery by internal/external trainers
5. Evaluation using Kirkpatrick's model
This ensures that training impacts productivity and performance.

2.18 PERFORMANCE MANAGEMENT SYSTEM

The company follows a biannual performance appraisal cycle:
 Self-assessment
 Manager review
 Goal tracking via KPI dashboards
 Ratings linked to bonuses and promotions
A 360-degree feedback mechanism is being piloted in the leadership division.

2.19 RECRUITMENT AND SELECTION PROCESS

Their recruitment process includes:
 Job posting on portals and company website
 Screening and shortlisting via HR software
 Two rounds of interviews (HR + Technical)

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  Skill testing through coding platforms (for tech roles)
 Final selection and offer rollout
Internally, they prefer hiring fresh graduates and training them in-house.

2.20 TECHNOLOGY USED IN HR OPERATIONS

Key tools and platforms:
 GreytHR – Attendance, payroll, leave
 Zoho People – Employee records and compliance
 Google Workspace – Internal communication
 Microsoft Teams – Virtual training and HR meetings
 LMS (Learning Management System) – Training content access and tracking
The HR team is also exploring HR analytics tools to improve decision-making.

2.21 SWOT ANALYSIS OF HR DEPARTMENT

Strengths:
 Skilled and experienced HR professionals
 Modern tools and tech integration
 Strong internal communication
Weaknesses:
 Limited international exposure
 Dependency on a few senior trainers
Opportunities:
 Expansion to overseas markets
 AI-powered HR analytics
Threats:
 Attrition due to competition
 Rapid tech evolution requiring continuous upskilling

2.22 COMPETITOR BENCHMARKING

The company benchmarks HR practices with:
 Infosys (L&D structure)
 Wipro (Compliance training)
 TCS (Digital onboarding)
 Tech Mahindra (Global HR practices)
This allows RSR Technologies to stay competitive and agile in HR delivery.

2.23 POLICIES AND PROCEDURES

The HR team ensures compliance with legal and internal policies, such as:
 Code of Conduct Policy
 Equal Opportunity Policy
 Maternity and Paternity Benefits Policy

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 Whistleblower Policy
Leave and Attendance Rules
New employees are briefed on these policies during induction.
24 AWARDS AND RECOGNITIO

2.N PROGRAMS
To keep morale high, HR runs a “Spot Awards Program” that includes:
 Best Team Player
 Innovation Star
 Monthly Rising Star
 Customer Delight Champion
Winners receive certificates, cash bonuses, or gift vouchers.

2.25 CORPORATE SOCIAL RESPONSIBILITY (CSR) BY HR

The HR team also contributes to CSR initiatives like:
 Skill-building workshops in rural colleges
 Blood donation camps
 E-waste recycling drives
 Digital literacy campaigns in partnership with NGOs
Employees are encouraged to participate in these social activities to build a sense of purpose.

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📘 CHAPTER 3: INTERNSHIP TASKS AND DEPARTMENTAL
FUNCTIONS
3.1 OVERVIEW OF INTERNSHIP
The internship at RSR Technologies Pvt. Ltd., under the Human Resources (HR) department with a
focus on Training and Development, was undertaken from 16th June 2025 to 12th July 2025. This
experiential learning was a part of the Bachelor of Commerce (B.Com) curriculum under Bangalore
University, completed under the guidance of faculty mentor Mr. Kumar from St. Francis de Sales
College.
The internship was structured into three major phases:
1. Orientation and Induction
2. Core Departmental Work (Training & Development)
3. Project and Evaluation

3.2 ORIENTATION AND INDUCTION

During the first week, the internship began with an extensive orientation program, designed to
familiarize the interns with:
 Company history and policies
 Organizational structure
 HR functions and systems
 Health, safety, and workplace conduct
 Training systems (especially LMS)
The induction also included:
 A campus tour
 Interaction with department heads
 Training on how to use internal communication tools (e.g., Google Workspace, Slack)
 Confidentiality training

3.3 DEPARTMENTAL STRUCTURE AND TEAM

The Training and Development Division within the HR Department operates under the leadership of
the Training Manager and is subdivided into the following teams:
 Learning Design Team: Creates training material and modules.
 Delivery Team: Facilitates training sessions (virtual/in-person).
 Evaluation and Feedback Team: Gathers feedback and assesses training
effectiveness.
 Compliance and Records Team: Maintains training logs and records in LMS.
My reporting manager was Ms. Shruti Desai, Senior Executive – Learning & Development.

3.4 ROLES AND RESPONSIBILITIES

My internship focused on real-time exposure to Training Coordination, Evaluation, and Digital
Learning Management Systems (LMS). Some of the key tasks I undertook are listed below.

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A. TRAINING COORDINATION:
 Assisted in preparing training calendars for July 2025.
 Coordinated with team leads to nominate employees for scheduled sessions.
 Managed session invitations via Google Calendar and tracked attendance.

B. LEARNING MATERIAL SUPPORT:

 Proofread and formatted e-learning content.
 Helped in converting PowerPoint slides into video training modules.
 Uploaded finalized content to the LMS.

C. FEEDBACK ANALYSIS:
 Collected feedback forms from participants post-training.
 Prepared reports on Net Promoter Score (NPS) for various sessions.
 Suggested improvements based on feedback trends.

D. LMS OPERATIONS:
 Updated training completions in LMS for ~120 employees.
 Generated reports on attendance and module completion.
 Highlighted overdue training and sent reminders to employees.

E. ONBOARDING SUPPORT:
 Participated in onboarding sessions for new hires.
 Helped prepare Welcome Kits and onboarding FAQs.
 Delivered a brief overview of LMS navigation to new employees.

3.5 SKILLS ACQUIRED DURING INTERNSHIP

The internship helped me develop a comprehensive set of technical and interpersonal skills:
Technical Skills Interpersonal Skills

LMS operation Communication

Excel reporting Team collaboration

Content formatting Time management

Google Workspace Conflict resolution

I also learned to work under pressure, meet deadlines, and present ideas during team huddles.

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3.6 SOFTWARE AND TOOLS USED
Tool Purpose

Google Sheets Data entry, calendar, attendance

Google Meet Online sessions and team meetings

Microsoft PowerPoint Training content creation and editing

LMS (Internal) Training administration, feedback, reporting

Slack Internal team communication

3.7 CHALLENGES FACED

Despite the rich learning experience, a few challenges were observed:
 Limited Access: Interns had restricted access to sensitive data in LMS.
 Time Management: Balancing multiple tasks in limited time slots.
 Session Overlaps: Multiple training sessions scheduled at the same time.
 Dependence on Teams: Coordinating between departments caused occasional delays.
Each challenge provided an opportunity to enhance adaptability and resourcefulness.

3.8 DEPARTMENTAL INTERACTIONS

Apart from working with the HR training team, I also interacted with:
 Recruitment Team: To understand onboarding linkage with training.
 Operations Team: To align training with production schedules.
 CRM Team: For soft skills and communication training.
 IT Department: To resolve LMS access and technical issues.
These cross-functional interactions offered me a broader view of the company’s operations and how
training directly supports business outcomes.

3.9 SPECIAL ASSIGNMENT – TRAINING ANALYSIS PROJECT

During the last week of the internship, I was given a mini-project to analyze the effectiveness of
“Communication Skills Training” sessions conducted in June 2025. Key tasks included:
 Reviewing feedback from 3 sessions.
 Analyzing participation vs. completion ratio.
 Preparing a visual dashboard of the feedback trends.
 Suggesting 5 recommendations to enhance participation.
Outcome:

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The project was well-received, and two of my suggestions (gamified quizzes and reward-based
certificates) were shortlisted for implementation in Q3.

3.10 SUMMARY OF WORK CONTRIBUTION

Date Range Key Activities

16–20 June Orientation, LMS training, Onboarding support

21–26 June Training calendar prep, session invites, LMS uploads

27 June – 2 July Feedback compilation, content review, new hire induction

3–9 July Project on communication training, analytics reports

10–12 July Final presentation, exit meeting, submission of work logs

3.11 INDUCTION AND ONBOARDING SUPPORT

During the internship, one of my primary responsibilities was to assist the HR team in managing the
induction and onboarding process for new hires. This involved:
 Preparing induction kits (company handbook, ID cards, policy documents)
 Organizing introductory sessions with key department heads
 Coordinating with IT to ensure new joiners received system credentials
 Delivering orientation presentations covering company history, mission, and HR policies
 Collecting onboarding feedback forms
This exposure helped me understand the significance of first impressions in the employee lifecycle and
how a well-structured induction reduces early attrition.

3.12 TRAINING NEEDS IDENTIFICATION (TNI)

I was also involved in the Training Needs Identification (TNI) process. Working with the Training
Manager, I helped:
 Analyze performance review data to spot skill gaps
 Conduct small-scale surveys within teams to assess interest in training topics
 Maintain records of previous training programs and assess their outcomes

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  Review departmental goals to align training with business objectives
This hands-on experience demonstrated how important strategic alignment is in HR training initiatives.

3.13 SCHEDULING TRAINING SESSIONS

An essential aspect of my internship was managing the training calendar, which included:
 Liaising with internal trainers and external consultants to confirm availability
 Booking meeting rooms or creating Microsoft Teams links for virtual sessions
 Sending calendar invites to trainees
 Preparing attendance sheets and feedback forms
 Communicating pre-training materials and expectations to participants
Attention to detail and time management were crucial to avoid schedule clashes and maximize
participation.

3.14 CONTENT SUPPORT AND TRAINER ASSISTANCE

As part of the content development team, I:
 Designed slide decks using PowerPoint and Canva
 Created assessment quizzes using Google Forms
 Updated training manuals with new policies and case studies
 Printed and arranged handouts for offline workshops
 Helped trainers with visual aids, simulations, and icebreakers
This developed my communication skills and understanding of adult learning principles.

3.15 LMS MONITORING AND DATA ENTRY

RSR Technologies uses an in-house Learning Management System (LMS). My role included:
 Enrolling new users in the LMS
 Uploading training modules and quizzes
 Tracking course completion rates
 Exporting monthly training dashboards
 Resolving basic technical queries from employees
I gained exposure to backend admin panels and the importance of digital tracking in modern HR systems.

3.16 POST-TRAINING FEEDBACK COLLECTION AND ANALYSIS

After every training session, I was tasked with collecting and analyzing feedback:
 Distributed digital and paper-based feedback forms
 Created feedback summaries and visual dashboards using Excel
 Highlighted average ratings, suggestions, and trainer effectiveness

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  Recommended improvements for future sessions
This process taught me how continuous improvement is embedded in L&D operations.

3.17 EMPLOYEE COMMUNICATIONS AND HR BULLETINS

The HR team published weekly internal communications to keep employees informed. I assisted with:
 Drafting training announcements
 Writing short articles on workplace productivity
 Designing banners and posters for internal events
 Circulating weekly HR digests via email and company intranet
This improved my writing skills and gave me insights into maintaining employee engagement.

3.18 HR MEETINGS AND TEAM HUDDLES

I was invited to observe weekly HR team huddles and monthly strategy meetings. In these sessions, I:
 Took meeting minutes
 Prepared action items
 Helped with follow-up communication
Key topics discussed included training budgets, trainer availability, cross-department collaborations, and
talent retention strategies.
These meetings gave me a broader view of how HR strategy is executed through operational planning.

3.19 CASE STUDY DEVELOPMENT

To support experiential learning, the T&D team was building a library of internal case studies. My
contributions included:
 Interviewing employees who solved real business problems
 Drafting structured case studies with background, challenges, actions, and results
 Designing discussion questions for training sessions
 Aligning each case with relevant soft skills or leadership traits
This task combined storytelling with analytical thinking and emphasized knowledge sharing within the
company.

3.20 HR PROCESS MAPPING

Under the guidance of my supervisor, I helped create process maps for HR tasks such as:
 Training nominations and approvals
 Feedback collection
 Training budget tracking
 Certification and compliance documentation
Using tools like Lucidchart and MS Visio, we visualized each process flow. This taught me the
importance of standard operating procedures (SOPs) in scaling HR operations efficiently.

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3.21 COLLABORATION WITH OTHER DEPARTMENTS
Finally, I got the opportunity to collaborate with departments like IT, Finance, and Operations:
 Coordinated with IT for LMS integration and access management
 Worked with Finance to track training expenses
 Aligned operations teams on shift-wise training schedules
 Gathered input from department heads to prioritize critical training topics
This cross-functional exposure enhanced my understanding of how HR supports all business units,
reinforcing its role as a strategic partner.

📘 CHAPTER 4: LEARNING EXPERIENCE

4.1 INTRODUCTION
An internship is not just about observing; it is about experiencing, practicing, and evolving. My
internship at RSR Technologies Pvt. Ltd., in the Training and Development division of the HR
department, offered me a realistic view of corporate HR operations, especially how employee
development is systematically planned and delivered.
This chapter outlines my learning experience across technical skills, interpersonal skills, HR knowledge,
organizational behavior, and career readiness. It also includes reflections on real-life applications of
academic concepts.

4.2 PRACTICAL EXPOSURE TO HR FUNCTIONS

The training and development function enabled me to bridge the gap between theory and practice. The
structured internship design gave me exposure to the following HR areas:

A. Onboarding Process
 Welcoming new employees, explaining company policies, culture, and expectations.
 Observing how the HR team integrates new hires through orientation sessions.

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B. Training Lifecycle
 Learning how training is planned, delivered, assessed, and improved.
 Witnessing the integration of Learning Management Systems (LMS) for remote
learning.
 Working on feedback systems and analysis of Training Need Identification (TNI).

C. Performance Support
 Supporting creation of performance-enhancing resources like SOPs, tip sheets, and
guides.
 Understanding linkages between training effectiveness and employee performance
reviews.

4.3 ACADEMIC LEARNING VS. INDUSTRY APPLICATION

The internship allowed me to apply academic knowledge to real-life corporate processes. The following
table compares key academic subjects and their applications during the internship:
Academic Subject Industry Application

Human Resource Management Training coordination, onboarding, HR documentation

Organizational Behavior Observing employee behavior, motivation techniques

Business Communication Drafting training invitations, team communication

Excel & MIS Creating reports, visual data representation

Training & Development Learning module design, delivery, and evaluation

Industrial Relations Attending discussions on compliance and grievances

4.4 ENHANCEMENT OF SOFT SKILLS

Through interactions with employees, managers, and fellow interns, my communication and interpersonal
skills were significantly enhanced.
 Team Collaboration: Coordinating with other interns, HR executives, and department
managers.
 Communication: Drafting professional emails, speaking in meetings, presenting
insights.
 Time Management: Completing tasks within stipulated deadlines and managing multiple
assignments.
 Critical Thinking: Analyzing feedback trends and identifying training needs.

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4.5 DEVELOPMENT OF TECHNICAL SKILLS
The tools and systems used at RSR Technologies helped me develop job-ready skills:
Tool/Skill Learning Outcome

Google Workspace Docs, Sheets, Calendar, Gmail – corporate usage

Microsoft PowerPoint Formatting and designing visually appealing decks

LMS Dashboard Management Uploading content, tracking completions, generating reports

Excel Using filters, charts, basic functions for HR data

Slack/Chat Tools Learning formal and professional messaging styles

4.6 INDUSTRY UNDERSTANDING

Through interactions, research, and observation, I gained deeper knowledge about the ITES
(Information Technology Enabled Services) sector:
 Importance of employee development in BPO firms.
 How HR strategies align with business goals in service industries.
 Need for continuous upskilling and certification-based training.
 Challenges in retaining trained employees in high-turnover sectors.

4.7 INTERACTION WITH LEADERSHIP

I was fortunate to attend a Q&A session with Mr. Ramesh S. P., the CEO and MD of RSR
Technologies, who shared insights on:
 The company’s early challenges and vision for the future.
 The importance of an empowered and well-trained workforce.
 Advice to interns on lifelong learning and adaptability.
His quote that inspired me the most:
“Technology can be bought, buildings can be built, but only people can drive change from within.”

4.8 MENTORSHIP AND SUPPORT

Guidance from my reporting manager and colleagues helped shape my professional understanding.
Regular feedback and constructive suggestions boosted my confidence and allowed me to improve
consistently.
My mentor Ms. Shruti Desai guided me on:
 How to communicate effectively with stakeholders.
 The importance of clarity in training content.
 Ethical responsibilities in handling employee data.

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4.9 OVERALL REFLECTION
This internship was a transformational experience for me. It helped reinforce my interest in the HR
domain and gave me clarity on pursuing a career in Training and Development. I now understand how
HR departments operate, how they contribute to organizational growth, and how professionals can make
a tangible difference in people’s careers.
Here is the extended content from Section 4.10 to 4.30 of Chapter 4: Learning Experience from your
internship at RSR Technologies Pvt. Ltd. in the HR – Training and Development division:

4.10 UNDERSTANDING ORGANIZATIONAL CULTURE

During my internship, I had the opportunity to closely observe the organizational culture at RSR
Technologies. The culture here is dynamic, inclusive, and innovation-driven. Some highlights include:
 Open-door policy that encourages communication with management.
 Monthly town halls for performance reviews and celebrating milestones.
 Diversity in the workforce, with respect for all backgrounds and perspectives.
 Collaborative atmosphere that values teamwork over hierarchy.
Understanding organizational culture helped me align my communication and behavior with professional
expectations.

4.11 LEARNING THROUGH HR INFORMATION SYSTEMS (HRIS)

I was introduced to the company’s HRIS platform, which integrates various HR functions:
 Employee Database Management
 Attendance and Leave Records
 Training Module Management
 Feedback Collection and Analysis
 Compliance Monitoring
By shadowing the HR executive managing the HRIS, I learned how data-driven systems streamline
workflows and ensure regulatory compliance.

4.12 HR DOCUMENTATION AND REPORTING

Accurate documentation is vital for audits and internal reviews. I supported the HR team in tasks such as:
 Preparing training completion reports
 Updating employee training history
 Creating templates for feedback reports
 Drafting HR communication emails
This taught me the importance of precision, confidentiality, and consistency in HR documentation.

4.13 INTERNSHIP TRAINING MODULES

RSR Technologies provided internal training for interns on the following topics:
1. Corporate Etiquette and Communication

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 2. Time and Stress Management
3. Introduction to ITES and Customer Relations
4. Cybersecurity Awareness
5. Professional Email Writing
These modules contributed to my professional development and gave me clarity on expectations in a
workplace environment.

4.14 SHADOWING SESSIONS

I participated in shadowing sessions where I observed senior HR professionals during:
 Induction programs
 Monthly employee evaluations
 Managerial discussions on training KPIs
 Exit interviews and documentation
These sessions deepened my understanding of HR’s strategic and operational role.

4.15 OBSERVING TRAINING INTERVENTIONS

I got a chance to observe several types of training interventions:
 Technical Skill Development
 Behavioral Training
 Leadership Grooming Workshops
 Compliance Training
I noted the delivery methods (online/offline), participant engagement levels, and post-training
assessments used.

4.16 COMPREHENDING ADULT LEARNING STYLES

I learned about adult learning theories, such as:
 Kolb’s Experiential Learning Cycle
 Knowles’ Principles of Andragogy
 VARK Learning Styles (Visual, Auditory, Reading/Writing, Kinesthetic)
Understanding these helped me appreciate why training must be customized to learner needs.

4.17 TRAINING EFFECTIVENESS ASSESSMENT

The HR team used Kirkpatrick’s 4-Level Evaluation Model to assess training effectiveness:
1. Reaction – Immediate feedback forms
2. Learning – Pre/post tests and quizzes
3. Behavior – Observations by team leads
4. Results – Improved performance metrics
I helped in collecting, cleaning, and interpreting data across these levels.

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4.18 FEEDBACK MANAGEMENT SYSTEMS
I worked on feedback form design, data collection, and analysis using Google Forms and Excel
dashboards. Key takeaways:
 Importance of open-ended and closed questions
 Ensuring anonymity for honest feedback
 Using visuals like bar graphs and pie charts for insights
 Connecting feedback to actionable changes

4.19 PROBLEM-SOLVING EXPERIENCE

During one induction session, there was a technical glitch with the projector. I took initiative to:
 Switch to a manual handout-based backup plan
 Communicate calmly with the batch and reassure them
 Coordinate with IT for timely resolution
This taught me resilience and quick thinking in real-time challenges.

4.20 INTERDEPARTMENTAL COORDINATION

HR functions rarely work in isolation. I observed how HR collaborates with:
 IT – For system access and LMS permissions
 Operations – For scheduling employee training
 Finance – For budget approvals on workshops
 Admin – For logistics support like venues and refreshments
This exposure built my awareness of cross-functional dependencies.

4.21 COMMUNICATION ETIQUETTE LEARNING

Effective communication was key throughout the internship. I learned to:
 Use formal email structure with correct salutations and signatures
 Maintain meeting minutes
 Draft training invitations with clarity
 Engage in respectful verbal communication in meetings

4.22 COMPLIANCE AND POLICY TRAINING

As part of the HR team, I was informed about labour law basics, such as:
 Minimum Wages Act
 Maternity Benefit Act
 Shops and Establishments Act
 POSH (Prevention of Sexual Harassment) Compliance
I reviewed HR policies and understood how these laws are implemented and audited.

4.23 SELF-ASSESSMENT AND JOURNALING

I maintained a daily internship journal, capturing:

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  Tasks performed
 Key learning for the day
 Challenges and how I addressed them
 Feedback received
This practice enhanced self-reflection and accountability.

4.24 PROFESSIONAL GROOMING

RSR Technologies emphasizes corporate presentation. I followed a dress code, learned grooming
standards, and participated in etiquette training that included:
 Appropriate posture and eye contact
 Timekeeping and punctuality
 Politeness in professional disagreements

4.25 DATA HANDLING AND CONFIDENTIALITY

As an intern handling feedback and employee data, I signed a confidentiality agreement. I learned to:
 Protect sensitive employee data
 Follow ethical guidelines in data collection
 Use password-protected sheets and controlled access folders

4.26 TEAM COLLABORATION PROJECT

Interns were grouped into a team project on “Training Feedback Optimization”. My contributions:
 Designing a revised feedback format
 Conducting dummy tests and mock feedback
 Presenting our findings to the HR Head
It taught me group dynamics, task delegation, and consensus building.

4.27 EXPLORING CAREER PATHWAYS IN HR

Through conversations with HR professionals, I learned about roles like:
 HR Generalist
 L&D Specialist
 HR Business Partner
 Talent Acquisition Lead
 HR Analyst
This helped me evaluate future pathways and required competencies.

4.28 GUEST SPEAKER SESSIONS

I attended sessions by guest speakers from different companies who discussed:
 Evolution of HR in the digital era
 AI and automation in training delivery
 Managing Gen Z in the workplace

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  HR Analytics and its emerging role
These broadened my perspective of HR’s future landscape.

4.29 INTERNAL MOCK INTERVIEW EXPERIENCE

As part of intern development, I attended a mock interview with the HR Manager. I received feedback
on:
 Resume presentation
 Confidence and posture
 Clear articulation of experiences
 Areas of improvement in storytelling
This was an insightful confidence-building exercise.

4.30 FINAL PRESENTATION AND EXIT REVIEW

I created and delivered a presentation on:
 My learnings,
 Key challenges faced,
 Suggestions for HR process improvement.
Feedback from the panel was encouraging. They appreciated my dedication, punctuality, and analytical
approach to training feedback.

📘 CHAPTER 5: FINDINGS, SUGGESTIONS, AND CONCLUSION

5.1 FINDINGS
During the internship at RSR Technologies, several strengths and improvement areas were observed in
the Training and Development function.

A. Strengths:
 Well-structured onboarding and training process.
 Use of digital tools (LMS) for efficient training delivery and monitoring.
 Proactive HR leadership and responsive team.
 Focus on employee engagement and continuous learning.
 Encouragement of intern participation in real tasks.

B. Areas for Improvement:

 Some manual work can be automated for efficiency.
 Cross-departmental training calendars often clash.
 Feedback loop between training and performance appraisal needs formalization.
 Interns' access to LMS can be increased with proper permissions for learning purposes.

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5.2 SUGGESTIONS
Based on the findings and my experiences, I would like to suggest the following improvements:
1. Introduce Gamified Learning Modules
Interactive quizzes and rewards can increase employee engagement with e-learning.
2. Strengthen Feedback-to-Action Loop
Create a monthly dashboard that links training outcomes with performance metrics.
3. Offer Intern LMS Access with Observation Rights
This will allow interns to observe end-to-end processes safely.
4. Set Standard Time Slots for Training Across Departments
This avoids calendar clashes and ensures smooth participation.
5. Organize Weekly HR Meet-Ups
Informal 15-minute sessions to brainstorm HR strategies and share experiences.

5.3 CONCLUSION
My internship at RSR Technologies was an enriching experience that:
 Enhanced my understanding of the HR profession, especially Training & Development.
 Strengthened my technical, interpersonal, and analytical skills.
 Provided me with insights into real-world organizational behavior and decision-making.
 Instilled in me the confidence to contribute meaningfully to a corporate HR setup.
The mentorship, structured learning, and real-world exposure gained through this internship have deeply
influenced my career aspirations. I am now motivated to pursue further qualifications and certifications in
Human Resource Development, with a vision to work in Learning and Development in the long
run.Absolutely! Here’s a detailed, extended version of the Conclusion and Recommendations section for
your internship report at RSR Technologies Pvt. Ltd., focusing.

5.16 CONCLUSION

After completing my internship from 16th June 2025 to 12th July 2025 at RSR Technologies Pvt. Ltd.,
Konappa Nagara, Bangalore, under the guidance of Commerce Faculty Mr. Kumar from St. Francis de
Sales College, I can confidently state that the experience has significantly contributed to both my
academic and personal growth.

This internship provided a unique opportunity to practically apply the theoretical concepts learned during
my Bachelor of Commerce degree, especially in the domain of Human Resources with a specialization in
Training and Development.

Key Takeaways from the Internship:

Understanding the HR Ecosystem: I now have a firm grasp of how HR functions interconnect — from
induction and training to feedback collection and performance linkage.

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Real-time Application of Learning: The opportunity to participate in induction sessions, plan training
schedules, and develop content helped bridge the gap between classroom learning and workplace
dynamics.

Team Collaboration and Communication: Collaborating with cross-functional departments such as IT,
Finance, and Operations taught me the importance of teamwork and inter-departmental communication.

Digital Tools and Software Proficiency: Exposure to learning management systems (LMS), Microsoft
Teams, Google Workspace, and HR dashboards gave me practical knowledge of essential corporate tools.

Strategic Thinking: Observing strategy meetings and data-driven decisions taught me that HR is not just
about operations but also contributes significantly to business success.

Personal Development Observed:

Improvement in presentation and public speaking skills

Better time management and task prioritization

Enhanced ability to write business emails, reports, and summaries

Gained confidence in working in a structured corporate environment

In conclusion, this internship was a pivotal experience that shaped my understanding of the HR industry
and inspired me to consider a full-time career in Human Resource Management, particularly in the area
of Learning and Development (L&D).

5.17 RECOMMENDATIONS TO RSR TECHNOLOGIES

Based on my observations and analysis, I propose the following detailed recommendations to enhance the
HR Training and Development function at RSR Technologies:

1. Strengthen Digital Learning Infrastructure

Upgrade LMS systems for better performance analytics, real-time tracking, and compatibility with
mobile devices.

Introduce AI-based adaptive learning modules that personalize content to employee roles and levels.

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Maintain a library of on-demand training videos and case studies.

2. Improve Training Content Quality

Update training materials regularly to reflect new technologies, market trends, and evolving job roles.

Encourage the inclusion of gamified elements like badges, leaderboards, and certifications.

Use interactive formats like simulations, virtual role-plays, and storytelling to keep employees engaged.

3. Create Personalized Learning Paths

Implement a Career Learning Map for each employee role.

Identify competency gaps during performance reviews and link them with learning objectives.

Let employees choose elective modules that align with their personal career growth.

4. Strengthen Feedback Loops

Utilize real-time feedback tools (e.g., Slido, Mentimeter) during training sessions.

Conduct quarterly surveys to assess long-term effectiveness of previous training.

Organize feedback discussion forums where employees can openly share their training experiences.

5. Increase Participation and Engagement

Provide incentives such as certificates, gift cards, or recognition during town halls for top-performing
trainees.

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Involve team managers in promoting training attendance and completion.

Introduce short “learning sprints” – 10–15 minute microlearning sessions once a week.

6. Integrate KPIs with Training Outcomes

Link post-training performance assessments with departmental KPIs.

Have managers submit 30-day evaluations post-training to assess real-life improvements in employee
behavior.

Analyze training ROI quarterly and align it with organizational goals.

7. Enhance Interdepartmental Collaboration

Create a monthly HR L&D council involving department representatives to plan cross-functional

training.

Encourage shadowing programs where employees can learn about other departments’ processes.

Use cross-functional project simulations as training methods.

8. Foster a Learning Culture

Launch an internal “Learning Champion” program to spotlight employees who consistently engage in
learning activities.

Conduct knowledge-sharing sessions where employees present learnings from external certifications or
seminars.

Display training statistics on the company intranet to boost transparency and accountability.

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 9. Develop Trainers Internally

Encourage employees with strong communication skills to volunteer as Internal Trainers.

Provide them with Train the Trainer (TTT) certification courses.

Recognize trainers publicly and build a reward system for top facilitators.

10. Improve Onboarding Experience

Personalize onboarding journeys based on department and role.

Add interactive elements like welcome videos from the CEO or HR team.

Assign mentors or buddies to all new joiners to guide them for their first 30 days.

5.18 recommendation

As an intern who benefited immensely from this opportunity, I would also like to share a few suggestions
for future HR interns at RSR Technologies:

Be proactive — take initiative and request to observe or assist with live projects.

Always maintain a learning diary or journal to reflect on each day’s observations.

Ask for feedback from mentors and team members regularly.

Study HR concepts side-by-side with practical tasks for deeper understanding.

Don’t hesitate to share ideas, especially during team meetings — creativity is welcomed.

5.19 FINAL THOUGHTS

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This internship experience has left a lasting impact on my academic and career aspirations. The exposure
to the inner workings of a reputed company like RSR Technologies under the guidance of CEO & MD
Mr. Ramesh SP and faculty support from Mr. Kumar (Commerce Department, SFS College) has inspired
me to contribute meaningfully in the HR field. I have witnessed first-hand how employee development,
when managed strategically, can transform not just individual careers but entire organizations.

I sincerely thank the entire HR team at RSR Technologies, my faculty, and my mentors for their
continued support and encouragement

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