Page |1

GURU GOBIND SINGH INDRAPRASTHA UNIVERSITY

UNIVERSITY SCHOOL OF MANAGEMENT STUDIES

Summer Internship Report Project On

“AN ANALYSIS OF INTERVIEW PROCESS & OPERATIONS AT

RUDRABHISHEK ENTERPRISES LTD.”

Submitted in Partial Fulfilment for the Award of the Degree of MBA 2023-2025

Submitted to Submitted by:

Prof. Amit Sharma Akshay Yadav
MBA (G) SEC-EF
08816603923
 Page |2

TABLES OF CONTENT

S. NO TOPICS PAGE NO.

1 Student Undertaking 3

2 Certificate from Guide 4

3 Acknowledgement 5

4 Internship Offer Letter 6, 7

& Certificate
5 Introduction to HRM 8
- Company Profile
- Industry Profile
- Terminology
- Issues and Challenges

6 Objectives 24

7 Research Methodology 26
- Population Size
- Sample Size
- Sampling Method
8 Observations and 37
Findings
9 Critical analysis of 40
recruitment process
10 Recommendation and 42
Conclusions
11 Learning from Study, 45
My work, Future Help
13 LinkedIn Post 48

14 Conclusion 50
 Page |3

STUDENT UNDERTAKING

This is to certify that I have completed the Project titled “An analysis of Interview
process and Operations at Rudrabhishek Enterprise Ltd.” which is my original
work and is submitted as part of the requirements for the Master of Business
Administration(Mba) degree at the university school of management studies,
Dwarka, New Delhi-110078.

This report has not been submitted previously for any degree or examination at
any university. I have complied with the academics and research ethical standards.
I have conducted a similarity cheque and confirmed that this report adheres to
the acceptable similarity levels set by the university.

I acknowledge that I will be surely responsible for any legal action that GGSIPU
may pursue if any breaches of research ethics or academic conduct are identified
in the future.

Student Name Student Signature

 Page |4

CERTIFICATE FROM FACULTY GUIDE

This is to certify that the project titled “An analysis of Interview process and

Operations at Rudrabhishek Enterprise Ltd.” has been submitted as a partial

requirement for the Master of Business Administration degree at the University

School of Management Studies, GGSIPU, Dwarka. This report is a genuine piece of

work conducted by Akshay Yadav.

Name of the Faculty Guide Signature

 Page |5

ACKNOWLEDGEMENT

I extend my heartfelt gratitude and respectful acknowledgement to the University

School of Management Studies, GGSIPU University, New Delhi, for providing me
with invaluable professional training in my MBA programme. I am particularly
thankful to Prof. Amit Sharma my project guide and mentor, for sharing his
extensive knowledge with me. His unwavering Support, Motivation and Inspiration
have been instrumental throughout this journey.

I also appreciate his constructive feedback and encouragement during the course
of the present. Additionally, I would like to express my sincere thanks to the library
staff for granting me access to the resources, which were essential for completing
my project.

AKSHAY YADAV
MBA (G) Sem-3rd Sec-EF
08816603923
 Page |6

INTERNSHIP OFFER LETTER

 Page |7

INTERNSHIP CERTIFICATE
 Page |8

INTRODUCTION
 Page |9

HUMAN RESOURCE MANAGEMENT

Human Resources Management (HRM) is a company's operational

management system designed to maximize employee performance to achieve

the company's goals and objectives.

In short, human resources management is the process of recruiting, selecting,

providing appropriate training and education, and ensuring appropriate

education and development of employees.

It encourages, promotes, and maintains good relations with the workforce and

the organization, encouraging reasonable wages and social rights. is a new

way of managing people in any organization.

In this way, people are considered important resources. It includes the human

dimension of organizational management.

Since the organization is a group of people, it is important to ensure that their

acquisition, development of their

skills, their motivation to achieve high levels of success, and their

commitment levels are managed correctly. belongs to the field of human

management.

Human resources management is a process consisting of four main activities:

acquisition, development, motivation, and maintenance of human resources.

 P a g e | 10

Scott, Clothier and Spiegel define human resource management as the branch

of human resource management that focuses on

employee-management relations and economic development efforts.

Human resource management is responsible for managing interpersonal

relationships within an organization. It also focuses on personal development

and the integration of achieving organizational and personal goals.

 P a g e | 11

FEATURES OF HUMAN RESOURCE MANAGEMENT

Human Resource Management as a discipline includes the following features:

1.It is universal in nature, as in all industries.

2. Help employees develop and improve their talents.

 Be it an individual or a group.

 The company has achieved its future goals.

 Knowledge and understanding in areas like science and business.

Category:

(a) Business management

(b) Business work

1 . Planning: The planning work of the HR department includes the steps of

determining personnel needs, personnel planning, policies etc. in advance.

After deciding how many employees and what type of employees are needed,

the employee manager should develop the process and support of the

employees.

Organization: In the organization, the human resource manager should

organize the work by establishing the relationship between work, people and

the physical body

in order to maximize the value of the organization. In this way, the HR

 P a g e | 12

manager performs the following tasks:

(a) Prepares teamwork;

(b) Coordinates the work of a group of people; Training: Training involves

initiating and motivating employees.

The employee manager manages the

activities of the organization employees so that their activities can be done

correctly. Managers guide and motivate the organization employees to follow

the set plan.

Management: Provide basic information for setting standards, conducting analy

sis, performance evaluation, etc.

 P a g e | 13

Job Functions: The following functions are the functions of Customer

Service Management

1. Employee Assistance: Participate in the acquisition of good employees

and more employees to achieve the union's goals. Specializes in identifying

employee needs, recruiting, selection, placement and induction.

2. Workforce Development: Development is concerned with developing the

skills required for the required job through training. In this process, various

training methods are used to create employees. The establishment of a solid

support policy, the determination of the basis of support and the

establishment of performance measurements are elements of technical

development.

3.Compensation: Compensation refers to the salary that is reasonable and

fair for the person receiving assistance in line with the purpose of the

organization. Determining the 7 financial rewards for various jobs is one of

the most difficult and important aspects of human resources management.

In this study, many factors such as job evaluation, salary, policies,

innovation and bonus plans, additional rights and cooperation should be

taken into account. Also the organization has appropriate wages and salaries,

policies.

4. Pay wages and salaries on time: Establishing relationship between

 P a g e | 14

management function: Human resource management is multifaceted.

The aim is to reduce stories, promote trade peace, provide fair employees

and create freedom of trade. If the management team does not establish good

relationship between management and workers, industrial disputes arise and

millions of working days are lost. If the relationship between the

management of the business is not good, the morale and body of the workers

will suffer, which means the loss of the visa country.

Therefore, HR managers need to establish a good relationship with proper

communication and sense of cooperation. Data storage: In data storage, the

personnel manager collects and stores the information about the employees

of the organization. It is very important for any organization because it help

in controlling decisions like promotion.

Planning and Evaluation of

Personnel: Various types of activities such as performance evaluation,

execution of the personnel policies and practices of the organization,

employee review, ethics, evaluation and performance assessment etc. are

evaluated under this measurement. Importance of human resource

management.
 P a g e | 15

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

Human Resource Management has a very important role. According to

Peter F. Drucker, the correct or incorrect use of different products of

production depends on the will of human resources. Therefore, human

resources

need to be developed as well as other resources. Human resources can

improve cooperation, but they need to be managed appropriately and

effectively. The importance of employee management is the importance of

the work of employees, which is also important for management itself.

Human Resource Management is important for the following reasons:

 It helps in managing the planning for the adoption and continuous

improvement of employee programs and policies.

 It provides skilled workers through a scientific selection process.

 It maximizes the effectiveness of training and development

expenditures and adds value to human resources.

 It organizes employees according to changes in work and environment

 It motivates employees and motivates them to achieve the

organization's goals.

 It helps to reduce employee turnover and increase productivity

 P a g e | 16

through innovation and experimentation in the workforce.

 It has greatly contributed to the restoration of harmony and working

relationships.

 It establishes the management system for personnel services and sends

it to the personnel department.

 It is the key to the entire organization and is related to all other

management functions (e.g. marketing, production, finance, etc.).

Human resource management focuses on managing people as an

organization's resource, not as a product. It includes the processes a

company follows to find, select, hire, train, and develop its human resources.

The success of an organization's mission depends on the many ways in

which talent is recruited, developed, and utilized.

 P a g e | 17

Company Profile
RUDRABHISHEK ENTERPRISES LTD.

Rudrabhishek Enterprises Limited (REPL) is a 30-year old integrated urban d

evelopment and real estate consultancy firm.
We integrate a range of services to provide end-to-end consultancy services a
cross sectors. REPL Group specializes in managing projects from conceptual
stage to planning, design, implementation and final marketing.

We can take greenfield or brownfield projects and transform them into

integrated hi-tech cities, smart cities, IT parks or special economic zones.
REPL is listed on NSE (National Stock Exchange), the country’s largest stock
exchange. Project Design, Engineering Services (MEP), PMC and RERA
Consultancies and Business Consultancies. Schools & Offices), Healthcare &
Medical, Entertainment (stadiums, parks), Schools, Water & Environmental
Safety, Energy Management, Hi-Tech Cities, Smart Cities, GIS, Metros, Road
s & Highways, to name a few.
 P a g e | 18

REPL also provides geo-information and cloud computing data management s

olutions for major cities and large scale urban projects. It is working in differe
nt areas such as National Urban Planning (Livelihood Mission), Skill India, A
MRUT (Atal Mission for Rejuvenation and Urban Transformation) and PMG
SY (Pradhan Mantri
Gram Sadak Yojana). We have provided consultancy services for concept,
planning and implementation of various smart cities like Varanasi (India),
Indore (Congress), Kanpur (India), Dehradun (Uttarakhand), Moradabad
(India), Itanagar (Arunachal Pradesh), Jabalpur (MP), Vellore (Tamil Nadu) a
nd Madurai (Tamil Nadu). Ltd. (RIPL).

The strength of REPL lies in its in-house team comprising of qualified and ex
perienced financial analysts, engineers, urban planners, architectural design e
xperts, GIS experts and project
managers. We have established significant partnerships with well-established
and expert companies to provide comprehensive services to our
clients. We are actively working on the use of BIM (Building Information
Modeling) in the field of AEC. and schools. The Group is mandated to serve a
wide range of valued clients from the government, public and private sectors.

The company is headquartered in New Delhi. Pan-India projects are managed

from our branches in Noida and Lucknow and
dedicated offices in Chennai, Ghaziabad, Itanagar, Jammu, Pune and Mumbai
www.repl.global

Vision
To become the most endorsed integrated urban development & infrastructure
consultants.

Mission
To facilitate best living conditions by designing buildings and infrastructure
that are proudly inherited by coming generations.
 P a g e | 19

INDUSTRY PROFILE

1. Overview
Infrastructure development is a critical industry that supports economic growth
by building and maintaining essential facilities such as transportation systems,
energy grids, water supply networks, and social amenities. The sector includes
the design, construction, and upkeep of these vital assets.

2. Major Segments of Infrastructure Development

Transportation: Includes roads, railways, airports, ports, and bridges.

Energy: Covers power plants, transmission systems, and renewable energy
projects.
Water and Sanitation: Focuses on water supply, irrigation, and sewage systems.
Urban Development: Encompasses housing projects, smart cities, and
commercial properties.
Telecommunications: Includes broadband networks, telecom towers, and fiber
optics.
Social Infrastructure: Includes healthcare facilities and educational institutions.

3. Market Size and Growth

The infrastructure sector represents a multi-trillion-dollar global market, driven
by urbanization, population growth, and the need for modernization. Emerging
economies, particularly in Asia, Africa, and Latin America, are fueling new
development, while developed regions are investing in upgrades to existing
infrastructure.

Key Regions: Leading markets include China, India, the US, and Europe.
 P a g e | 20

Growth Drivers: Urban expansion, government initiatives, public-private

partnerships (PPPs), and increasing focus on sustainable development.

4. Industry Trends

Digitalization: Adoption of advanced technologies such as Building

Information Modeling (BIM), artificial intelligence, and IoT to enhance
efficiency.
Sustainability: Growing demand for green infrastructure and renewable energy
projects.
Resilience Planning: Emphasis on building infrastructure that can withstand
climate-related challenges.
Innovative Financing: Use of instruments like green bonds and Infrastructure
Investment Trusts (InvITs) to fund projects.

5. Key Challenges

Financial Constraints: Limited access to funding, especially in developing

countries.
Regulatory Delays: Issues related to land acquisition and compliance.
Environmental Impact: Challenges in balancing development with ecological
considerations.
Skilled Workforce: A shortage of trained professionals for modern construction
practices.

6. Future Prospects
The infrastructure development sector is expected to expand significantly,
driven by investments in smart cities, digital infrastructure, and clean energy
solutions. Addressing funding gaps, fostering public-private collaboration, and
leveraging innovative technologies will be essential to meet future demands.
 P a g e | 21

TERMINOLOGIES

1. Appraisal - a meeting held by the employer to allow the employer

discuss the performance of its employees.

2. Collaborative Team - A group

that includes members from different departments or functions within an
organization.

3. Employee Onboarding - the process of bringing new employees into the

organization. Sometimes training of new employees is involved.

4. Functional Job Analysis - Functional job analysis is a method of

gathering information and detailed information about specific jobs

5. Gross Pay - Gross Pay can be defined as the amount paid to an

employee before taxes and deductions are deducted

6. Job Analysis - A process designed to determine job specifications to

help organizations understand the types of people

7. Outsourcing - Outsourcing is the process of hiring an outside party to

provide a service

8. Performance Appraisal - Performance appraisal is the periodic review of

an employee’s job performance and overall contribution to the company

9. Quality Control - The process of ensuring that a product or service

conforms to quality standards.

10.Recruitment - The process of identifying, attracting,

interviewing, selecting, hiring and employing employees

11.Training and development - Training and development describes the

regular, ongoing activities that occur within an organization.
 P a g e | 22

ISSUES AND CHALLENGES

1. Financial Constraints

High Capital Requirements: Infrastructure projects often require significant

upfront investments, which can lead to financial strain.
Delayed Payments: Payment delays from clients, especially in public sector
projects, can disrupt cash flow and project timelines.
Difficulty in Financing: Securing affordable financing options remains a
challenge, particularly in emerging markets.

2. Regulatory and Legal Challenges

Lengthy Approval Processes: Infrastructure projects are frequently delayed due
to complex regulatory and bureaucratic hurdles.
Land Acquisition Problems: Land acquisition can face disputes, resistance
from local communities, and high costs.
Uncertain Policies: Frequent changes in regulations can create uncertainty and
hinder project progress.

3. Environmental and Social Issues

Environmental Compliance: Stricter environmental regulations and delays in
obtaining necessary clearances often slow project implementation.
Community Resistance: Local opposition to projects due to concerns over
displacement or environmental impact can cause delays or cancellations.
Sustainability Demands: Rising expectations for sustainable practices can
increase project costs and complicate execution.

4. Project Management Challenges

Delays in Completion: Inefficient planning, poor coordination among
stakeholders, and resource shortages often result in project delays.
 P a g e | 23

Cost Overruns: Rising material costs, inadequate budgeting, and unforeseen

expenses can significantly increase project costs.
Shortage of Skilled Labor: A lack of trained professionals in specialized
construction techniques can impact project quality and timelines.

5. Technology Adoption
Slow Integration: Many firms are slow to adopt modern technologies such as
Building Information Modeling (BIM) or IoT due to high costs or lack of
expertise.
Data Management Difficulties: Handling and protecting large volumes of
project data remains a persistent issue.
Cybersecurity Risks: Greater reliance on digital tools increases vulnerability to
cyberattacks.

6. Risk and Uncertainty

Political Instability: Projects in politically unstable regions may face
disruptions due to changes in government or policy.
Economic Volatility: Fluctuations in currency values, inflation, or raw material
prices can impact budgets and schedules.
Natural Disasters: Infrastructure projects are exposed to risks such as floods,
earthquakes, or storms, which can lead to delays and increased costs.

7. Challenges in Public-Private Partnerships (PPPs)

Conflicting Objectives: Differing priorities between government agencies and
private firms can lead to disputes.
Revenue Risks: Uncertainty in revenue generation for projects like toll roads or
utilities can deter private investment.
Risk Allocation Issues: Poorly structured contracts often place an unequal
burden of risks on private firms.
 P a g e | 24

OBJECTIVES
 P a g e | 25

OBJECTIVES OF STUDY

1. Gain practical exposure to HR functions and processes in

a corporate office.
2. Understand the organization’s policies culture and human
resource strategy.
3. Support employee engagement initiatives such as events
surveys and feedback sessions.
4. Assist in preparing and organizing HR documents,
including offer letters, employment, contracts and
onboarding kits.
5. Understand the organization’s HR policies and how they
align with labor laws and regulations.
6. Gain exposure to HR software and tools used for
managing recruitment, payroll and employment data.
7. Build relationships with HR professionals and other
interns to enhance professional connections.
8. Use the opportunity to understand career paths and future
opportunities within HR.
 P a g e | 26

RESEARCH
METHODOLOGY
 P a g e | 27

RESEARCH METHODOLOGY

Research methodology simply refers to the practical “how” of any given

piece of research. More specifically, it’s about how a researcher

systematically designs a study to ensure valid and reliable results that address

the research aims and objectives.

Research in common parlance refers to a search for knowledge. One can also

define research as a scientific and systematic search for pertinent information

on a specific topic. Research is an academic activity and the term should be

used in a technical sense.

DATA COLLECTION

While deciding about the method of data collection used for the study of

research should keep on mind two types of data i.e., primary and secondary,

the primary data are those which are collected a fresh and for the first time,

the secondary data on the other hand are those which have already been

collected by someone else. Therefore, data collection can be broadly

classified in to two types:- Primary Data & Secondary Data.

 P a g e | 28

PRIMARY DATA:

Primary data is collected in order to avoid any mistake due to transcription

which may arise when collected through secondary sources the data is

collected my questionnaire method.

SECONDARY DATA

Secondary data is collected from the companies report manuals and brochures

company records, books, HR reports etc.

The type of data used in my Summer Internship report is Secondary Data.

As in the data could only be collected from the interviews held in the company.
 P a g e | 29

Interview

Interview means deliberate and reported, with the aim of interacting with

others, finding out what they really want to say, and giving them the

opportunity to express themselves freely.

Some projects require interviews

with experts, such as the hiring of experts, lawyers, managers, vendors, and

auditors.

Both parties learn things that are important to their decisions, some

intentional, some unintentional. Probably the most common option. Interview

is the oldest method of assessing a person's ability to work.

The purpose is to exchange ideas, answer questions, and establish

communication between two or more people. Some projects require interview

s with experts, such as hiring professionals, attorneys, managers, salespeople,

and auditors. Interviews are also widely used in credit reporting, lending,

sales, dispute resolution, and

personnel management and administration. They are probably the most

common option. Interviews and tests are two of the most important screening

methods often used in recruiting.

Interviews are the oldest method of assessing a person's ability to work.

The interview process is complex and

 P a g e | 30

difficult to implement. Its method involves assessing all relevant

characteristics and combining and classifying all other information about the

applicant.

A candidate's likes, dislikes, skills and personality can be

understood through face-to-face interviews. This technology is used in all ind

ustries and operations.

 P a g e | 31

Interview Objectives

The objectives of a good and effective interview are as follows:

1. Find additional information about the candidate not stated in the

Application Blanks.

1. Determine the quality and characteristics of applicants as the basis for

appropriate selection and placement.

2. Review the application and the information provided in the application.

3. Provide relevant and accurate information about the job and the

organization, such as employment, hours of work, incentives, employee

health, benefits and services available, policies, planning, future

expectations, etc. for competitors.

4. To enable the candidate to decide whether to accept to work in the

organization or not.

5. Create a dialogue between the department (HR department) and the

employee which creates mutual understanding, trust and confidence.

6. Create a positive image and leave a positive impression on the

organization, whether there is a meeting or not.

7. Educate the candidates about disciplinary measures, grievance handling

and relations with the organizations, as interview is an important tool for

 P a g e | 32

all these.

Interview has some importances as well:-

(i) Assistance in selecting suitable candidates - Candidates who claim

differences in their applications can be tested directly through face to face

interview and qualified candidates can be selected.

(ii) Exchange Information - Face to face interview facilitates the exchange of

thoughts and feelings between the interviewer and the interviewee and all

doubts regarding the terms and conditions of the job can be removed from

the site. Understand the terms and conditions of employment as well as the

opportunities and facilities offered to the employees.

(iii) Helps to know the facilities:- This helps the

candidates to decide whether they will offer their services to the organization

or not. (terms, discipline and conditions of appointment). If the conditions

are suitable, the candidate can accept the job and vice versa. Although tests

and group discussions are used to select employees, they do not provide

complete information about the candidates. In this case, interviews can be of

great help to the organization.

 P a g e | 33

Types of Interviews

Have the interview in a good environment with pre-determined and prepared proc
edures and questions. They are there and can ask
the candidates any questions they want. How will the candidates react to stress?
Whether they are calm and quiet or feel anxious can be assessed by creating
different stressors around them and situations where they avoid stressors will
show their ability to cope with stress in the future. People are asked to think about
the situation and their answers are asked. Repeat the same question to each
candidate to compare their answers. There is no specific format and candidates
can be asked questions. In this mode, candidates are free to express their views. It
usually consists of three or more members working together to make choices.
The final decision was made with the approval of all board members. This is a
group discussion. A person's leadership, thinking and communication skills can
be measured through this process & knowledge.
 P a g e | 34

Population size

Population size is used to describe the number of subjects in a research group

or the number of individuals in a species.
The population size in this report is upto 25.

Sample Size
Sample size refers to a number of participants for observations included in a
study.
The Sample Size in this report of 10 people.

Sampling Method
The Sampling Method being used in this report is Simple Random Sampling
Method.
 P a g e | 35

INTERVIEW QUESTIONS

Q1. Tell me about yourself.

Q2. Why did you apply for this job?

Q3. Why do I want to work here?

Q4. Does this job encourage you to be a good employee?

Q5. Are you interested in the job opportunities here?

Q6. Why are you a good fit for this job?

Q7. What have you done to show that you can do a good job?

Q8. How can you say you are bad and still get the job?

Q9. What do you think about this job?

Q10. Tell me how you solve difficult problems?

Q11. What is your strength?

Q12. Why should we hire you?

Q13. Explain what you do at your current job.

Q14.Why did you leave your last job?

Q15. Where do you see yourself in 5 years?

Q16. What is your salary requirement?

Q17. What are you passionate about?

Q18. How do you deal with stress?

Q19. What do you know about our organization?

 P a g e | 36

Interview details

Rudrabhishek Enterprises Ltd.

Interview Rounds:

Round 1

Round type – Form Filling

Round 2

Round type – Documents Submission

Round 3

Round type – HR Interview

 P a g e | 37

OBSERVATIONS
AND FINDINGS
 P a g e | 38

Observations

1. During the internship, my observations were that the company

had a positive environment during my tenure.

2. All the members of the organization were very helpful to me in

my early days.

3. I got to interact with 4 of my seniors who were also in the HR

Department.

4. The company was, in fact a joint company with an industrial

company named NMBPL ltd.

5. 3 of the people in the team were in the HR Department of REPL

whereas 2 of the people did the work of HR for NMBPL ltd.

Findings

So, during my 2 months internship from 17th June to 20th August 2024,
I have listed my findings as:-
1. The company maintains a 9 hour strict work policy for all the
employees.
2. All the employees were allowed to mark their attendance
between 9am-10:30am otherwise they would be declared absent
for the whole day.
3. Interns were not allowed any leave during their period of
internship.
4. The salary system was delayed a lot for all the employees.
5. As a HR intern, my job was a desk job handling grievances of
any employee, assisting my seniors at any point.
6. Gain Practical Exposure to HR Functions and Processes in a
Corporate Office
Got involved in the daily responsibilities of the HR department,
 P a g e | 39

such as supporting recruitment efforts, assisting in employee

relations, contributing to performance management tasks, and
observing HR professionals at work.
7. Understand the Organization’s Policies, Culture, and Human
Resource Strategy
I developed an understanding of how HR practices are designed
to reflect the company’s mission, core values, and strategic
objectives.
8. Support Employee Engagement Initiatives
I also assist in implementing programs aimed at enhancing
employee engagement, such as planning team-building events,
gathering employee feedback through surveys, and supporting
recognition activities.
9. Assist in Preparing and Organizing HR Documents
I got to enhance their organizational and administrative abilities
by working on tasks like drafting offer letters, preparing
employment contracts, and assembling onboarding kits.
10. Understand HR Policies and How They Align with Labor
Laws and Regulations
I tried to gain exposure to the organization’s HR policies and
learn how they are structured to comply with local and national
labor laws.
11. Gain Exposure to HR Software and Tools
I had to familiarize myself with HR technologies, including
tools for recruitment, payroll, benefits administration, and
employee data management.
12. Build Relationships with HR Professionals and Other
Interns
I also go to interact with HR team members and fellow interns,
building a network of professional relationships. These
connections often provide guidance, mentorship, and
opportunities for skill development.
 P a g e | 40

CRITICAL ANALYSIS OF
RECRUITMENT
PROCESS
 P a g e | 41

Analysis of the Recruitment Process

Here is the detailed analysis of the recruitment process of

Rudrabhishek Enterprise Ltd. :-

1. The company publishes job alerts on different platforms

(especially Naukri.com)
2. Then the candidate would apply on the platform for the job
they want.
3. Then, the company would call the candidate who would have
applied.
4. After the phone call regarding the timings of the interview, I
assisted my team leader when she would take the interview of
the candidate.
5. After the completion of the interview, the candidate is
introduced to the office and all the employees.
6. As an HR intern, I would prepare their joining file,
documents verifications, etc.
 P a g e | 42

RECOMMENDATION
AND CONCLUSION
 P a g e | 43

Recommendations

1. I would recommend that the company should be punctual inn

giving out compensation to the employees.

2. Company should foster back to back communications with the

employees.

3. Provide regular training to the employees who lack confidence

in performing their tasks.

4. My recommendations also includes in upgrading the software

(Zing HR) because to handle the data of employees and to stop

lagging, the software needs to be updated regularly.

 P a g e | 44

Conclusion

So, during my summer internship at Rudrabhishek Enterprise

Ltd. (REPL) for 2 months (17th June 2024 - 20th August 2024)
I conclude my report with the the following points :-

1. Recruitment and Onboarding

Screening and Shortlisting Candidates: Learn how to review
resumes, shortlist candidates, and conduct initial screening calls.
Job Posting and Sourcing: Experience in drafting job descriptions
and posting openings on job boards and social media platforms.
Interview Coordination: Coordinating interviews, communicating
with candidates, and potentially sitting in on interviews to
observe.
Onboarding Process: Assist in new employee onboarding
activities, including document verification, orientation, and
training schedules.

2. HR Operations and Administration

Documentation and Record-Keeping: Gain hands-on experience
with HRIS for data entry, record-keeping, and updating employee
records.
Compliance and Policy Enforcement: Learn the basics of
compliance with labor laws and internal policies.
Assistance with Payroll and Benefits: Assist in collecting data or
organizing information related to payroll, benefits, and leave
management.

3. Employee Engagement and Relations

Employee Engagement Activities: Support in planning and
organizing employee engagement activities, events, or team-
building exercises.
Surveys and Feedback: Help in designing, distributing, and
analyzing employee satisfaction or engagement surveys.
Conflict Resolution and Communication: Observe HR's role in
handling grievances, and gain exposure to conflict resolution and
 P a g e | 45

communication strategies.

LEARNINGS
 P a g e | 46

My learnings from the internship is that:-

1. I got a good learning experience of the HR operations and how
to handle yourself in the office environment.
2. I got good at handling situations and grievances of the
employees and assisted them whenever necessary.

My Work includes:-
1. Files Details Update of employees in the Zing Portal
2. Learned about handling the master Excel of all regular
contractual consultant
3. Attending queries on landline in absence of our team leader
4. Making and managing files of all the new joinees
5. Updating the files of all employees by punching appraisal letter
in their files
6. Making the necessary documents for payroll and ID cards for
employees
7. Update aadhar and pan card details in employee files
8. Update and Add Employees details in the master page of Zing
and Beehive Portal
9. Check attendance of any employee using time card
10. Learned to update\change reporting manager of employees
11. Learned to Update the shift of employees using shift roster
12. Learned to add and update locations of employees using
their respective latitude and longitude from zing portal
13. Learned to upload attendance status in data upload engine
14. Filing of employees date of leaving using their FnF
trackers
15. Making Announcement in the Portal of New Joining
Employees
 P a g e | 47

Future Help

1. Hands-On HR Experience:
The internship allows me to actively participate in recruitment,
employee relations, and performance management, providing
real-world exposure to HR operations.
2. Insight into Workplace Dynamics:
Helps me to gain an understanding of company culture, policies,
and HR's role in aligning employee needs with business goals.
3. Skill Enhancement:
The experience sharpens critical skills such as communication,
organization, teamwork, and familiarity with HR tools.
4. Knowledge of Industry Practices:
I got to learn best practices in HR and how they are applied
within organizations, preparing them for professional roles.
5. Building a Professional Network:
Collaborating with HR teams, managers, and peers helps interns
create valuable connections that could support future career
growth.
6. Exploration of HR Specializations:
The internship offers exposure to various HR fields like
recruitment, training, compliance, and employee engagement,
helping me identify areas of interest.
7. Improved Career Prospects:
Practical HR experience enhances employability, making me a
competitive candidate for future opportunities.
8. Technical Skills Development:
Exposure to HR software and systems providing me with the
technical skills needed in modern HR functions.
P a g e | 48
 P a g e | 49

LINKEDIN POST
P a g e | 50
 P a g e | 51

CONCLUSION
 P a g e | 52

So, in the conclusion of the report:

1. I performed a 2 months internship as an HR intern at

Rudrabhishek Enterprises Ltd. (REPL), Noida from 17 th June

2024 – 20th August 2024.

2. I performed the HR Operations of the company and assisted

my team leaders and seniors whenever necessary.

3. I have listed my conclusion and findings from the internship

above.

4. I familiarized myself with all the rules and regulations of the

company.

5. This internship has provided me with good insights that will

help me in the future endeavors and opportunites.