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Summer Internship Project Report on
"IFortis Corporate"
Submitted in partial fulfillment of the requirements for the award of the
Degree of Bachelor of Commerce of Christ (Deemed to be University)
BY
Afnain Anjum
1910235
Under the guidance of
Associate Prof. Mynavathi L
DEPARTMENT OF COMMERCE
Christ (Deemed to be University),
Bangalore
2020-2021
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DECLARATION
I, Afnain Anjum, do hereby declare that the Summer Internship Project entitled HUMAN
RESOURCE in Ifortis Corporate has been undertaken by me as part of my studies in the degree
of Bachelor of Commerce. I have completed this study under the guidance of Prof. Mynavathi L
Associate Professor, Department of commerce, Christ (Deemed to be University), Bangalore and
Mr. Rohit Naidu, Ceo, Ifortis Corporate, Bangalore.
I also declare that this work has not been submitted for the award of any degree, diploma,
associate ship or fellowship or any other title in this University or any other University.
Place: Bangalore
Date:
1910235
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CERTIFICATE
This is to certify that the Summer Internship Project submitted by Ms. Afnain Anjum on the title
Human Resource in IFortis Corporate is a record of project work done by her during the
academic year 2020-2021 under my guidance and supervision in partial fulfillment of Bachelor
of Commerce.
This Summer Internship project has not been submitted for the award of any degree, diploma,
associate ship or fellowship or any other title in this University or any other University.
Place: Bangalore
Date:
(Name & Signature of the Guide)
Associate Prof. Mynavathi L
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ACKNOWLEDGEMENTS
I am indebted to many people who helped me accomplish this internship successfully.
Firstly, I thank the Vice Chancellor Dr. Fr. Abraham V M of Christ (Deemed to be University)
for giving me the opportunity to do summer internship project,
I thank Prof.Theresa Nithila Vincent, Head of the Department, Prof. Shaeril Almeida
Coordinator, B. Com, Department of Professional Studies for their kind support.
I wish to take this opportunity to express my deep sense of gratitude to thank Mr. Rohit Naidu
(HR Team Leader Ifortis Corporate) for his invaluable guidance throughout my project.
I sincerely thank Ifortis Corporate for providing me with an opportunity to work in the HR
Department of Ifortis Corporate to get an insight about Management Trainees.
I Thank Mrs. Mynavathi L, for her support and guidance during the course of my summer
internship. I remember her with much gratitude for her patience and motivation, but for which I
could not have submitted this work.
I thank my parents for their blessings and constant support, without which this summer
internship would not have seen the light of the day.
Afnain Anjum
1910235
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Certificate from the Company
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Table of content
Serial No.
particulars
Page
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
Introduction
Organization structure
Policies and procedures
Products and services
competitors
Department\ Divisions\ Area of organization
SWOT Analysis
Key results
Organizational performance
Performance appraisal method
Financial highlights
Weekly report
Observations and suggestions
no.
07
10
11
11
12
13
14
16
16
18
19
20
22
14.
Conclusion
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Introduction to Ifortis Corporate.
1. INTRODUCTION
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This chapter discusses the Company’s Profile, its Mission, Vision, Objective & Strategies of the
organization, Organization Design & Structure, Policies & Procedures followed, Product,
Competitors.
Profile of the Company
IFortis Corporate has grown into one of India’s leading Corporate. In its infancy, IFortis was in
the business of IT Services & Marketing Services. As time evolved, dependence on the
technology began to hinder IFortis’s ability to guarantee competitive pricing and provide
innovative services. IFortis also noticed the lack of communication that had become an industry
standard. As a result, a strategic decision was made to set up its own headquarters in India in
order to better satisfy the needs of IFortis’s customers.
Based upon demographic and geographic research, IFortis chose Sivakasi, India, as the location
to begin it’s facility. As time went on, IFortis’s principals of transparency, timely
communication, quality of services and competitive pricing allowed for significant expansion.
As a result, IFortis is now one of India’s leading corporate.
It offers its service in various categories such as live, digital, IT service, and consultancy.
Vision
To be a global firm of uniquely skilled executives who can build a better future.
Mission
Mission is to foster economic growth by creating entrepreneurs around the world with business
and management education through training and networking.
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Values
● Teamwork
● Integrity
● Leadership
● Empowering women
Teamwork
IFORTIS CORPORATE talks a lot about teamwork, but what does that actually mean? For
ifortis corporate it means that they share responsibilities together in everything they do. For this
to work people have to be able to work flexibly and collaboratively. This creates “an inclusive ''
and flat organizational structure, where every point of view is valued (even from the newest
intern) and ideas are weighed.
Integrity
Integrity creates the right environment for our people to deliver the best possible results for our
clients.
Leadership
Ifortis expect everyone at the firm to be a contributor; not just an employee. A degree in business
or engineering is not necessary, but seeking out great opportunity and demonstrating
responsibility is.
Empowering women
As part of IFortis Corporate ongoing commitment to diversity, the Women Emerging in program
initiative’s goal is to inspire and encourage more women to explore a career in the different
industries. It is geared towards women students across leading engineering and business
institutions worldwide.
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Objectives
● Ifortis Corporate respects the dignity and diversity of individuals.
●
Compete fairly in accordance to law and business ethics.
●
Make customer satisfaction our top priority.
●
Make efforts for the improvement of the ‘quality of life’ of our employees.
●
Pursue eco-friendly management.
●
Build relationships of co-existence and co-prosperity with business partners.
2. Organizations Structure of Ifortis Corporate.
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The CEO of ifortis corporate directs the management team of Ifortis corporate. Several
management committees have been formed to handle and managing operations.
Organization structure
Board of director
Audit committee
Company secretary
Managing
director (CEO)
Head of portfolio
management
Head of finance
\head of
operations
Assistant
manager
Office accounts
and finance
3. Policies and procedures followed by company.
Manager
Admin and HR
Assistant
manager
admin and HR
Junior officer
admin
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● Equal opportunity policy.
●
Workplace health and safety.
●
Employee code of conduct policy.
● Employee disciplinary action policy.
● Compensation and benefits policy.
● Employee complaint policy.
4. Products and services.
Ifortis corporate provide service in four divisions
● Live
● IT service
● Consultancy
● Digital
During the period of internship, interns were introduced to live division. Here the company is
engaged with organizing various programs.
● #Not A School
● #AARAMBH 2020
● #Entrepreneurship 360
● #Become An Entrepreneur
● #Solution For Tomorrow
● #Youth Should Lead
● #More Power To Women
● #Block Changing The World
All these programs are specially designed for youth.
5. Competitors of Ifortis corporate.
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● The digital group InfoTech private limited.
● Sapient razor fish
● New era India
● Tech wave
● Dela plex
● Itcot consultancy service.
● Mastermind consultancy service.
● Pinnsoft consultancy service limited.
● Kubos consultancy service.
6. Departments/Divisions/ Areas of the organization
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Ifortis corporate had its sector in IT service and marketing. As technology developed it became
extremely important to explore in new fields in order to grow the company hence ifortis
corporate decided to start its operations into four divisions.
Ifortis corporate is divided into four divisions.
1. Live
2. IT Service
3. Consultancy
4. Digital.
•Live
In these divisions the company organizes events and other programs that are usually done for
marketing purposes. The sponsors of the events market their services and products through the
event among the participants.
•IT service
Solving business problems through the provisions of information technology and services.
•Consultancy
Provides professional practice that gives expertise within a particular field.
•Digital
Creative and result driven solutions using the best creative mind, advanced tools and latest
technology.
7. SWOT Analysis of the Organization.
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SWOT is an acronym for Strengths, Weaknesses, Opportunities and Threats. It is a popular
analysis technique used in planning, Problem-Solving and Decision-Making across an
assortment of business functions and activities. While there are various types of counseling
firms, a SWOT analysis can be performed as part of the planning process to analyze a firm's
business growth potential.
When examining the potential for a new business or product, a SWOT analysis can help
determine the likely risks and rewards. SWOT, which stands for Strengths, Weaknesses,
Opportunities and Threats, is analytical frameworks that can help your company face its greatest
challenges and find its most promising new markets.
Strengths
Weakness
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• Experienced workforce dedicated to
• Limited financial capacity.
mission. Employees feel “part of the
• Lack of experienced personnel
team”
• Few employee motivation
• Reputation of the company
schemes
• Strong relationship with existing clients
• Lack of job commitment of the
Internal
• Good infrastructure
Employees
factors
• Wide network of branches.
• No continual evaluation and
• Tools to improve human resources and
updating of Human Resources
activities are available.
practices.
• Existence of previous strategic human
• Lack of accountability of
resources planning efforts offers several
managers and employees to achieve
innovative solutions.
clear and measurable performance
• Continuous quality improvement
levels.
promotes team work
• Uniformity across divisions.
• Proactive management team.
Opportunities
Threats
• Increase more branch office to grab
• External threats include business
more market share
not necessity in the same industry
• Expansion of services
that offer better working conditions,
• Integrated talent management system
wages or benefits to their
• Availability of information about best
employees and therefore recruit the
practices in human resource
best qualified workers.
• Promote teamwork across divisions.
• Staff turnover
• Personnel is allowing for more creative
• Budget
flexible options.
• The market is becoming
• Advancement technologies are available
dreadfully competitive.
External
factors
to foster more effective human resource
activities.
8. Key results of Ifortis corporate
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•
Our Global commitment to diversity, career development and fostering a fun work
environment are core building blocks of our capability to optimize the customer experience.
•
Help our clients to become more competitive.
•
Extensive experience in new product development and physical testing.
9. Organizational Performance
1)
Posted job advertisements on various job portals and social networking sites
a)
The trainee posted job advertisements on various job portals like:
www.naukri.com
www.linkedin.com
www.indeed.com
b)
They also posted job advertisements on social networking sites like www.facebook.com
2)
Sourced CVs from various job portals
Based on the given job descriptions (by Mr. Rohit Naidu) various CVs were sourced from
different job portals by the intern.
3)
Scheduling/ Re- scheduling interviews for the candidates.
● The intern was given the task of collecting the Resume from the candidate.
● Details must be collected through Google forms and maintained in excel sheets.
● The selected candidates were given questions to answer to know the knowledge
and understanding about the job role.
4)
Documentation Work
a)
The trainee had maintained records of all the data collected by her. This was done by
maintaining a diary where records of all the candidates who’s CVs she sourced from the job
portals were maintained.
b)
Data was also maintained in the form of excel sheets where the records of the candidates
who were selected were kept.
c)
Aligning the candidate records.
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5)
Document Verifications
The candidate who clears the round was asked to submit the Documents such as
•
AADHAR CARD
•
S.S.L.C
•
P.U.C
Once documents are verified the candidate will be getting their web office login.
6)
Breaking the rejection news to the candidate
The trainee broke the news of rejection to the candidates who were not selected by sending
emails to the candidates.
7)
Offer letter
The candidate will be getting an offer letter once they complete the interview round and get
selected. All the necessary credentials will be emailed to the candidate and an orientation session
will be held.
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10. Performance Appraisal Method
Performance Management Ifortis corporate has a strong HR culture. Being a local company it
has its own way of evaluation. Through different formats of evaluation they measure their
employee’s performance. Participant diary (weekly report from HRs about the progress of
statement of purpose) observation these two methods are applied for evaluation. After evaluation
using some matrices comes out the performance appraisal of employees. Then it is decided
whether the employee needs more training sessions or developments Ifortis Corporate tries to
maintain a fair evaluation process. The employees first assess themselves and the final evaluation
is based on discussion with the supervisors. If the employees have any objection to their
evaluation they can mention it in their evaluation sheet. Although these systems are in place,
employees rarely mention it in their evaluation sheet as they may think it would deteriorate their
relationship with the supervisor. The areas of evaluation are performance, Capability,
Responsibility and attitude. Depends on these evaluation performance employees are getting
benefited, this performance reflected in annual review of salary & consideration for promotion.
Ifortis Corporate follows all the function, steps and process of performance appraisal and they
follow the strategy fully. They try to develop their employee performance evaluation which is
being done by the HR department.
11. Financial highlights
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IFortis corporate carries its operations in various divisions and it has been growing its operations
in order to survive in the market. IFortis was in the business of IT Services & Marketing
Services. As time evolved, dependence on the technology began to hinder IFortis's ability to
guarantee competitive pricing and provide innovative services. IFortis also noticed the lack of
communication that had become an industry standard. As a result, a strategic decision was made
to set up its own headquarters in India in order to better satisfy the needs of IFortis's customers.
By this decision ifortis marked its growth as a firm and had been employing a number of
candidates every year.
(Financial statements nor balance sheet or income statements were not disclosed by the
company)
12. WEEKLY REPORT
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(13/05/2021- 19/06/2021)
Week 1
For the First week of my internship an orientation session was held by Rohit Naidu on the first
day. He introduced the company's function and the role and expectations of the organization
from the interns. We were given a brief introduction about the web office. All the interns had
certain queries like how the web office works and how we can operate it and what steps need to
be taken further.
In the 1st week of internship I was asked to set up our details in the web office and update
LinkedIn account
The next day we were given a SOP1- Statement of Purpose 1 and were asked to complete the
target within a week. The Statement of purpose 1 consists of roles. We were assigned to recruit
16+ candidates for marketing internship and campus ambassador and take responsibility for the
team. I started working towards the completion of SOP1. I made an account on LinkedIn and
posted a marketing internship and campus ambassador role and made some posters of the same
and posted in various social media platforms and started getting applicants for the same. I
collected all the applicants data through Google forms and maintained them in excel sheets. I
screened the candidates resume and found some candidates eligible for the role and had sent
them 3 questions in order to check their understanding about the job role and prior knowledge of
the candidates.
The questions were 1. Tell me about yourself.
2. What are your short term and long term goals?
3. What is your understanding about the internship from the job description given?
After receiving the responses from various candidates I thoroughly examined and selected a few
candidates and conducted a meeting with them and interacted with candidates and cleared their
doubts regarding the internship roles and benefits.
Week 2
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After the selection process, 16 candidates were selected in which 4 were campus ambassadors
and 13 were marketing interns. An orientation session was held by me on behalf of the team
leader.
Google forms were made and circulated among the interns for collecting their details and were
introduced to the roles which they are taking up. A SOP 2 was given by the team leader for
ensuring the updating of details in excel sheet of the candidates and their doubts or need any
clarification. The interns were assigned to go through the project event Step Ahead and I was
asked to guide my team towards completion of the tasks assigned to them. Two meetings with
the interns were held that week in which the prime focus was on guiding the interns and
motivating them towards completion of their tasks and clarifying their doubts. In that week I had
to ensure there was proper communication between the management and interns and that was the
week which tested leadership skills. Interaction sessions were carried for better communication
with the teammates and some activities were done, activities like discussing about the views of
marketing and making posters and giving creative ideas to each other and building up strategies
that can be used by the company.
Week 3
It was the last week of internship in which I was assigned to complete the SOP3. SOP 3
consisted of tasks to ensure reporting to the HR team leader about the completion of assigned
tasks to the interns and there were records in the form of excel sheets collected from the interns
to ensure the progress of tasks.
A minimum participation of 5 candidates was mandatory for the event Step ahead by the
marketing and campus ambassadors. The interns were facing little difficulties while completing
their tasks so I had to refer to some articles and LinkedIn accounts, and communicate with other
colleagues in order to guide them correctly. For the last two days I was working on the
registration process of the participants and confirmation email generating process to ensure that
the participants generated by my team were eligible for the event.
For the last date of my internship a Google form was circulated to know the learning outcomes
from the internship and my teammate’s experience of the same. A session was held by the HR
leader with all the HR teammates.
By the end of every week we were asked to report to the HR leader about the learning outcomes
from the internship and any doubts regarding the statement of purpose. In this way he was
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keeping a record of all the HR team mates and I was asked to do the same with my teammates
too.
13. My Observation and Suggestions
Reasons for candidates being rejected in interviews
1. Use of English as second/third language
2. Influence of Regional Accents, Dialects
3. Not Enough Clarity in Speech
4. Use of Jargons, Slangs, Abbreviations, Short Forms or Colloquial Dialect
5. Inappropriate Choice of Words, Words with Negative Connotations and Clichés
In order to succeed in job interviews, be to the point and maintain clarity of speech. Also avoid
slang, jargon or colloquial terminologies and inappropriate word usage. Correct grammar, syntax
and positive presentation are of primary importance.
It all starts from the base level of the candidate’s education. It is observed that most of the
candidates who attend the interview are Engineering graduates, which is shocking. It was found
that lack of knowledge about career and societal pressure was the cause. Hope that in the coming
years there will be good career guidance to the next generation.
14. CONCLUSION
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This chapter discusses about Learning Outcomes and Conclusion (Future Plan for growth of the
Ifortis Corporate, sustainability of IFortis Corporate)
For my future endeavors as well.
Significant factors for successes:

Targets achieved by the employee.

Punctuality- login and logout time.

Coordination work carried out by the employee.

Principle of ethics followed by the employees.
Future plans for growth of the organization
The organization has been working in various divisions like marketing, IT service, and events,
digital. IFortis Corporate has been organizing India's first and largest youth event called Step
Ahead. This is the project which interns where usually assigned by the organization.
IFortis Corporate is stepping into Apparel Manufacturing Industry (Textile & Manufacturing
Industry) with an ambitious mission to create more employment opportunity for the women &
youth across India and helping them to become self-reliant with obsessive focus on the quality,
worker’s safety & welfare, social responsibility and customer satisfaction. Ifortis not only
focuses on maximizing profits and shareholder values, but also we take on a stronger
responsibility as a global citizen to create social values. Ifortis delivers innovative products and
services along the value chain which is based on the core values it pursues at Ifortis corporate,
generating values in the fields of economy, society, and environment.
Sustainability of Ifortis corporate.
Sustainability
IFortis Approach to Sustainability
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As a global corporate citizen, they fulfill social responsibility, deliver innovative products and
services, and create economic, social, and environmental values.
At IFORTIS CORPORATE, sustainability management aims to create integrated values. Not
only they create economic values by maximising profits and shareholder values, but also take on
a stronger responsibility as a global citizen to create social values. As Ifortis deliver innovative
products and services along the value chain which is based on the core values they pursue at
IFORTIS CORPORATE, they generate values in the fields of economy, society, and
environment. They monitor the financial and non-financial impacts that exert on society
throughout such a process so that it maximizes positive impacts while minimizing any negative
ones.
Ifortis Perspective towards sustainability
Ifortis believe businesses have a responsibility to contribute to a sustainable future for work, for
workers and for the world. They are driven to lead by example, and are guided in everything they
do by Values, Code of Business Conduct and Ethics and the Sustainable Development goals.
This is how they attract and retain the best talent and how create a culture of conscious inclusion
that fosters innovation, enables high performance and allows everyone to achieve their full
potential.
Learning Process, Experience and Outcome
The learning experience gained by me during the internship training was very much practical
oriented. Mostly all the concepts and theories, which I studied in the class, were applicable
practically. I had a great time working at IFortis Corporate as it imbibed me with insights into the
working environment of the HR recruitment industry. The training has exposed me to many facts
of HR and helped me to gain practical knowledge, which will go a long way in the horizon of my
career. It also helped me by providing some tips in attracting employees or candidates. It also
helped in gaining convincing skills and improved my communication and leadership skills as I
was guiding the interns towards the completion of tasks.
Conclusion
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My internship was an absolute worthwhile experience working at IFortis Corporate. The HR
team leader was friendly, welcoming and the space they have created for interns allowed me with
opportunities to learn. The experience brought my strength and it added more confidence to my
professional approach, built a strong positive attitude and taught me how to work in a team. The
primary objective of any internship is to gather real working experience and put theoretical
knowledge in practice. I am grateful to the HR of IFortis for their constant support to make my
internship project worth it. Especially working in this department made me realize understanding
regarding Human Resource.
As an intern, though I had a limited space to work, I still managed to grab plenty of experience. I
made the best opportunities. I could implement my academic skills into practice. There is some
gap between theoretical real life practices. The team leader of HR was motivating.
Hence, I can sum up by saying that my internship experience was a milestone to my academic
and professional experience. I thoroughly enjoyed my internship. I learned it will be valuable.
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