INTERSHIP REPORT

CHAPTER 1

COMPANY PROFILE

1.1 ABOUT GALENTERIA TECHNOLOGIES

Galenteria technologies was established in 2018, consists of 2 wings:

1. Gramomoney ATM
2. Travelcations

GRAMOMONEY ATM

Gramomoney Pvt. Ltd. Is a Certified Fintech Company, by a team of professionals with

experience in Digital Banking & Payments industry. The team works on deep insights and
understanding of payment and transaction technology space.
We operate on a B2B2C model, where we partner with neighborhood retail stores who can
offer Assisted Digital Financial Services like Aadhaar ATM, Utility Payment, & Insurance*
Money Transfer, using the Gramomoney App. Our innovative solutions are modelled to make
the financial transactions seamless, quick, easy and strives to empower our retailer partners.
Organizing the unorganized retail sector is what Gramomoney strives to achieve.

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VISION
Vision is to be recognized as a Global FinTech Firm which is the epitome and apotheosized
foundation of outstanding technology and expert talent pool.

MISSION
Our Mission is to gain the trust and Confidence of our clients through Clear communication
and Objective Guidance, together with a genuine concern for their long-term financial growth.

SERVICES PROVIDED BY GRAMOMONEY ATM

1. DTH/ Mobile recharges
2. Bill payments
3. Aadhar payments
4. Micro ATM
5. Money Transfer
6. UTI Pan

BENEFITS OF BEING A GRAMOMONEY CLIENT

• Easy transfers
• Premium Support
• Profitable business opportunities
• Convert your shop to mini ATM
• Professional & experienced team
• Long term business association
• Get a best commissions
• Minimum investment highest returns

TRAVELCATIONS

INTRODUCTION
For 5 years Travelcations has been providing an unrivalled full spectrum of business and
leisure travel services that the satisfied customers will certainly attest to. We pride ourselves
in offering world-class service in the regions we operate. Our well experienced consultants
offer clients with most economical, practical and convenient travel solutions.

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COMPANY MISSION
Travelcations is committed to providing our clients with exceptional services complete end to
end booking solution covering all aspects of your travel needs tailored in house at an
affordable prize with pro-active customer service.

COMPANY VISION
To be recognized by multi-national travel management in the region and our clients' best
partner, always providing the best possible product, with the highest quality of services, and
demonstrating faithfully our commitment towards social and environmental responsibility

About Travelcations:
"Travel is the main thing you purchase that makes you more extravagant". Travelcations',
swear by this and put stock in satisfying travel dreams that make you perpetually rich
constantly.
Travelcations been moving excellent encounters for a considerable length of time through our
cutting-edge planned occasion bundles and other fundamental travel administrations.
Travelcations rouse its clients to carry on with a rich life, brimming with extraordinary travel
encounters.
Through exceptionally curated occasion bundles, they take you on an adventure where you
personally enjoy the stunning magnificence of World and far-off terrains. Travelcations need
you to observe scenes that are a long way past creative ability.
The powerful inclination of Travelcations to more nowadays is something that keeps us
inspired to satisfy our vacation necessities. The vision to give you a consistent occasion
encounter makes us one of the main visit administrators in the regularly extending travel
industry.
To guarantee that you have a satisfying occasion and healthy encounters, all the vacation
administrations are available to your no matter what. On your universal occasion,
Travelcations guarantee that you are very much outfitted with outside trade (Forex Cards,
Currency Notes), visa, and travel protection.
Regardless of whether it's reserving flights or inns for your movement, Company Name offers
everything under one umbrella. Travelcations likewise have journey occasions for individuals
who are searching for solace and reasonable extravagance.

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Travelcations offer the best limits on our top-rated visit bundles to clients who pick the viable
administrations over and over. Travelcations remind you indeed that they don't expect to be
your visit and travel specialists; we endeavour to be your vacation accomplices until the end
of time.

1.2
Employee Relations in Galenteria technologies
Galenteria technologies emphasis on wonderful employee relations with long term
perspective, so that the employees retains for many years. Galenteria technologies is careful
on ethics, justice and fair treatment for every employee in order to ensure employee relations.
In Galenteria technologies there are good practices of ethics. There are several policies to
ensure ethics, for example,
• Equal Employment Opportunity Policy and
• Sexual Harassment Policy

These two policies indicate Galenteria technologies is highly motivated to ensure ethics in
workplace. The organization is very committed that all employees will get fair treatment in
every aspect of work life.
Justice is also a very important concern of the organization in every cases, Galenteria
technologies ensures justice for all employees. In case of any occurrence, justice the
organization investigates with high level of importance and endures fair treatment is also for
every employee ensured by the organization. Here, HR department ensures that all employee
gets equal treatment in every sector of work life

Human Resource activities of Galenteria technologies

Galenteria technologies array of human resources activities. These includes,
• Recruitment and Selection Training and development
• Performance Appraisal
• Compensation

• Employee Relations
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It is very important for an organization to perform these five arrays of HR activities. All of
these are people oriented tasks and must be performed by HR department. Galenteria
technologies is very efficient in these five sector and has a good structure for long term
success.

The major responsibilities of HR

The major responsibilities of HR in the organization are

HR Policy formulation
The organization emphasis on HR policy formulation for nor only own department but also
for the other departments.

HR Planning
The organization establishes both short term and long term planning for the organization.

Short Term HR Planning

They primarily recruits its human resources that will support Strategic Human Resource
Planning for current period.

Long Term HR Planning

Here Galenteria technologies looking forward to build long term resources by several Training
and Development programs

HR Info System
Galenteria technologies uses several software to ensure HR Info System includes,
Vista HR Manager &
Vista TAS etc.

Work and Job analysis, design and evaluation

For every job there are work and Job analysis, design and evaluation at Galenteria
technologies that jobs are well defined.

Recruitment and Selection

Recruitment and Selection of Galenteria technologies are also important parts. Every
recruitment and selection process is made after concerned department submits requisition for
workforce.

Diversity Management
Galenteria technologies highly believes in Diversity management. Here, there are many
employees from different divisions of the country, even from other countries like Indian and
Pakistani employees.

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Career management
Career management is also important part of Galenteria technologies. For every employee,
after one year his/her job is being evaluated for long term perspective.

Employee and Management Training and Development

Galenteria technologies offers several in house and external Training program for the
employees.

Counselling, Discipline and Separation

Galenteria technologies believes in proper counselling for any problems or prosperity of its
employees. It is also very strict in Disciplinary actions and separations process. For every
problem in the organization operates proper investigations and employee separation is very
friendly and quick.

Performance and quality management

Every employee's performance is monitored by his/ her line manager and reviewed by HR
department.

Remuneration and benefits

Galenteria technologies has a good structure of Remuneration and benefits for employees
which are very lucrative in the market.
Financial Management of employee Schemes and overall accountability and evaluation

For the long term betterment of the employee, Independent television has provident fund
opportunity for the employees.

Occupational health and safety

For maintaining occupational health and safety Galenteria technologies always take cares of
its employees by all-time first aid facility, security forces, fire alarm and fire extinguisher
facility.

1.3 SWOT Analysis of Galenteria technologies

➢ Strengths
• Maximum utilization of fund.
• Web based HR management.
• Diversification
• Good relationship with employees.
• Training for Train up the Employees.
• Immense machineries support.

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➢ Weakness
• Manipulation of other Departments.
• Small workforce.

➢ Opportunities

• Skilled workforce.
• Introduce new HR strategies.
• Training on regular intervals
• New employees (fresh graduates) are recruited every year.
• New branches will be opened

➢ Threats
• Market leaders are very experienced in this concern.
• Increase Competition to better customer service. Pressure to decrease rate of profit.

1.4 OTHER HR ACTIVITIES IN THE COMPANY

1. Leave Management System

Web-based Employee Leave Management System streamlines communication between HR
and employees, facilitates simple yet efficient management of employee leaves. Leave
management ensures that all leave taken and leave requests are properly accounted for. Office
staffs can apply, approve and view leave records without the hassle and delay of going through
the admin staff - it's all at your ID card with anytime, anywhere access. For employees, this
system allows them to easily determine their vacation availability (from any pointing-time)
and request leave online. For managers, leave approval no longer involve trails of paperwork.
The system provides full audit trails of your staffs' leave balances and plans.

Below are some essential features of leave management system:

• Organization Leave Policy masters.

• Yearly Leave & Holiday Set-up.
• Employee leave master (with eligibility for applicable leaves)
• Leave Application (by Employee) Leave Application (by Front office/HR) Approval
/ Rejection.
• Request for cancellation of applied leave. Leave Approval/Rejection & cancellation.
• Leave encashment.

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• Special grants

2. Attendance Tracking System

Tracking the time and attendance of the employees working for the company can be a difficult
task for any business. Careful records will need to be kept to ensure that all employees are
being paid the correct amount on each pay check and their earned or taken sick and vacation
time is correctly logged. Keeping track of all of this information for each employee can be a
daunting assignment, but using HR software to assist in the process can make tracking the
time and attendance of employees much easier and more streamlined. It provides customized
reports for review by HR personnel and department managers.

3. Security

User can login into system using their corporate email credentials. This application is
accessible only with in office intranet. Application encrypts all essential information before
storing it into database for better protection of data. For password protection used MD5 based
64 bit encryption. So that even developer cannot decrypt password.

4. Health and safety at work

A young worker or employee must do an assessment of possible health and safety risks, before
they employ in this organization. They must pay particular attention to their age, lack of
experience, and other things that could be a risk to their health and safety. There are special
restrictions on the following types of work:

• Work which you are not physically or mentally capable of doing.

• Work which brings you into contact with chemical agents, toxic material or radiation.
(e.g. Independent television broadcast technology department)
• Work which involves a health risk because of extreme cold, heat or vibration.
• You are only allowed to do the work above under the following circumstances
• Where it is necessary for employees training.
• Where an experienced person is supervising them.
• Where any risk is reduced to the lowest level that is reasonable.

These rules do not apply if employees are doing short term or occasional work in a family
business or in a private household, which is not considered to be harmful to them.

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CHAPTER 2

INTRODUCTION TO REWARD SYSTEM

One of the first psychologists to study behavior was Sigmund Freud and his work was called
the Psychoanalytic Theory. Many other behavioral psychologists improved and added onto
his work. With the improvements in the behavioral research and theories, psychologists started
looking at how people reacted to rewards and what motivated them to do what they were
doing, and as a result of this, psychologists started creating motivational theories, which is
very closely affiliated with reward system.

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2.1 STRUCTURE OF REWARD SYSTEM

Meaning:
Reward system refers to all the monetary and non-monetary benefits that an organisation
provides for its employees in exchange for the work they perform.
Rewards schemes may include:
1. Intrinsic rewards

An intrinsic reward is an internal reward that employees achieve from completing their tasks
or projects successfully. It is usually non monetary.

2. Extrinsic rewards
Extrinsic rewards are usually financial or tangible rewards given to employees, such as pay
raises, bonuses, and benefits.

2.2 OBJECTIVES OF REWARD SYSTEM

Reward is an incentive plan to reinforce the desirable behavior of workers or employers and
in return for their service to the organization.
Rewards can be monetary in the form of salary or non monetary in the form of promotions
and extra leave, some special services to the company or simply giving an employee a work
which he enjoys doing.
The major objectives of reward system include:

1. Attraction and Retention:

Research shows that reward system can directly affects the job choice, career choice and
turnover rate of the organization. Organization’s that give the highest rewards tend to attract
and retain more people. This indicates that the better reward system can give a higher
satisfaction level to employee. The higher satisfaction level will lead to a longer length of
service and reduce organizational turnover rate.
2. Motivation of Performance:
When certain conditions exist, reward systems have been demonstrated to motivate
performance. The reward system must be directly link to the effective performance. Staffs
should be rewarded according to their needs. Once the staff is rewarded for their outstanding
performance, they will further improve their work process.
3. Create Positive Organizational Culture:
Reward system can help the firm to create a positive culture. Depend on the way that reward
systems are developed, administered, and managed, the organizational culture will be affected
according to these factors. For example, the reward system can influence the human resources
oriented culture, entrepreneurial culture, innovative culture, competence based culture, fair
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culture and participative culture. It can also affect the communication, motivation and
satisfaction of the employees.
4. Improve on Skills and Knowledge:
The reward system can encourage employees continuously improve their skill sets. The firm
can pay employees based on their skill levels. Staffs will be motivated to attend extra courses
and improve their skill sets in order to receive more benefit.
5. Reinforce and Define Organizational Structure:
The reward system can reinforce and define the organizational structure. The firm might not
foresee the impact of reward system on firm’s structure changes.

What is Employee recognition and it’s importance in reward system ?

Employee recognition is the open acknowledgment and praise of employee behaviour or
achievement. It’s used by organizations to express appreciation, motivate employees, and
reinforce desired behavior.

If you regularly give out authentic, deserved recognition to employees, you’ll be that much
closer to unlocking their full potential. Authentic recognition serves three key purposes:

1. Showcase Goal Achievement

A simple “thank you” is often all it takes to show appreciation to employees. People want to
know that their hard work and achievements aren't going unnoticed. When a person achieves
a goal—personal or work-related they feel a rush of achievement, and that good feeling is
only amplified when others recognize and acknowledge the achievement as well.
2. Motivate Effort
Recognition can be tied to more than just performance. Celebrate strong effort when
employees go above and beyond. This helps them develop emotional connections to the
workplace that fuel future performance.
3. Reinforce Values
Behaviors and actions that are recognized more frequently show employees what’s valued by
managers, leaders, and the organization as a whole. When employees receive recognition for
adopting a behavior aligned with company values, they’re likely to continue that behavior and
set a positive example for others.

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2.3 IMPORTANCE
1. There can be various types of rewards an organization can give its employees like
money, grade, performance based incentive or performance pay, increment, gift cards,
recognition or awards, profit sharing, holiday packages, medical coverage, promotion,
bonuses etc.
2. They are given mainly to appreciate the performance of employees and to motivate
them.
3. Motivated workers lead to higher productivity and the organization as a whole
prospers.
4. On the other hand if workers are unmotivated they can lead to the failure of the
organization by disrupting and de-motivating other workers as well.
5. Rewards are considered separate from salary but they may be monetary and have a
cost to company.
6. They are generally aligned to organizational goals, when an employee helps the
organization to achieve any of its organizational goals he/she is rewarded.

2.4 6 MAIN FACTORS FOLLOWED IN THE GALENTERIA

TECHNOLOGIES REGARDING REWARD SYSTEM

1. Increase employee motivation

Offering recognition and rewards for employee performance will boost motivation so workers
stay on track and maintain a positive attitude. These programs encourage collaboration and
give employees something to work toward. When they receive a reward for doing something
right, they’ll be more motivated to do it again and again.
2. Show appreciation

Employee satisfaction just isn’t possible without showing teams how much you appreciate
what they do. By recognizing wins, you’re sending a direct message that they matter to you
and to the company as a whole. This helps employees feel seen, heard, and valued, which are
all required for satisfaction at work. Appreciated employees are happy employees who want
to work hard to help the company grow and succeed.

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3. Encourage friendly competition

Rewards programs support feelings of friendly rivalry among workers. Workers will start to
compare their performance to each other and strive to do better next time. When they’re finally
at the top of the list, they’ll feel accomplished and everyone on the team will want to get there.

Communicating with the entire company about one person’s or team’s success increases
awareness and encourages employees to give it their all.
4. Improve productivity
Employees are more engaged at work when their successes are recognized, either verbally or
with a reward. Teams of workers who are trying to reach goals are more productive, as they
become more efficient with their time and energy to reach those goals and see actual results.
When employees are more invested in what they’re doing and take pride in it, they’re
empowered to take control of their tasks and more likely to complete them on time. They’ll
make sure that the work is high-quality when they’re being measured against other employees
or working toward a reward.

5. Boost employee retention

Satisfied, engaged employees are more likely to stick around. One survey of HR professionals
showed that 68% of them said that their recognition programs positively impact employee
retention. That’s because employees want to work for companies that value them and show
that appreciation with tangible actions.

Incorporating rewards and recognition is the kind of action that will retain more employees,
contributing to the long-term success and growth of the company.
6. Create a positive workplace
Teams comprised of satisfied, motivated, appreciated employees are not only more
productive, they’re also more positive. And those feelings are contagious, leading to a better
overall workplace of enthusiastic and fulfilled employees.

Company culture is one of the most important components of a successful business. With
rewards and recognition initiatives, engagement, satisfaction, motivation, and collaboration
are all encouraged. And all of these components work together to create a flat-out great place
to work.

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2.5 BENEFITS OF REWARD SYSTEM

It will help you attract the top talent

Employer brand needs to be well managed and presented by your talent acquisition team. This
is because the top talent want to know that they will be getting what they're worth.
Are you looking for team players that want to help you grow your company? With some extra
incentives you can attract people who are ready to go the extra mile.

You can show them how they’ll get this by detailing your sophisticated reward management
system and the compensation within job overviews during the recruitment stage.
It contributes to a strong, positive company culture
If you're looking to build a stronger, more positive company culture, don't forget rewards
systems. The way people are appreciated and celebrated plays a huge role in the mood on the
workplace. It influences how your employees talk to each other, and to people outside of the
business.
A reward system with extra compensation for hard work, shows you're all about positive
reinforcement for employees that go the extra mile.

It strengthens your Employee Value Proposition (EVP)

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The EVP is the overall package you are offering to your employees, and good reward
management is a big part of this. Your EVP is what will set you apart from competitors – so
it's vital that you can shout about this if you want to attract top talent.

It improves your performance management system

Very popular in modern business management is the process of performance management.
This aims to continually improve and grow the performance of each employee. So this isn’t
just about achieving your goals but pushing your business to the best it can be. Increasingly,
reward management is being employed in such systems to keep employees engaged and
growing.

It encourages a long-term outlook from employees

Instead of a sophisticated reward management system will promote consistent good work
over a period of time. That’s where the ‘management’ comes in. You don’t just fling freebies
at your employees, but think how to best attach them to long-term goals, thus breeding a long-
term outlook.

It helps you build a good reputation

As with company culture, reputation influences many aspects of the business. One of the more
important fields of influence is on clients. Notoriously bad employers can find it harder to
convince a client to trust them if they know the company’s own employees don’t. Reward
management, therefore, can be a key way to engage employees, contributing to a positive
reputation.

It improves your performance management system

Very popular in modern business management is the process of performance management.

This aims to continually improve and grow the performance of each employee. So this isn’t
just about achieving your goals but pushing your business to the best it can be. Increasingly,
reward management is being employed in such systems to keep employees engaged and
growing.

It encourages a proactive spirit

Know what to reward for. Not only for a job well done, but also for great ideas that someone
spontaneously brought to the table. If you include rewards for things like this, people will feel
more motivated and supported to speak up when they see room for improvement.

This can all be related back to the Expectancy Theory. Basically, this theory states that the
motivation of an employee is the outcome of Valence, Expectancy and Instrumentality. Here
what that means:

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1. Valence: how much someone wants a reward

2. Expectancy: their assessment of the likelihood that their effort will lead to expected
performance
3. Instrumentality: their belief that their performance will lead to reward

Simpler put: if people know for sure that there will be compensation for going the extra mile,
their motivation will be higher, and they will be more likely to put in the extra effort.

It helps lower stress levels, meaning less absenteeism

People spend a lot of time at work, which means it directly impacts their health. In an
environment that is balanced, that is focussed on rewarding good work - and not only
punishing for underperforming, people will feel less stressed.
When we come to work every day, we want to know that there are possibilities of pleasant
surprises. Walking on eggshells or even seeing that other people around you have to do that
can cause great stress. Not only does this have a negative impact on a person's mental and
physical health, it will also affect your business. Burnt out people will not only underperform,
at one point they will stop showing up altogether.
Stress will always be a part of an ambitious workplace, but try turning it into good stress with
positive reinforcement and rewards.

It promotes teamwork and collaboration

Rewards don't just motivate individuals to do their best: they can also be a great tool to bring
teams closer together and create a sense of team spirit. You don't necessarily need a team
bonus in your reward system for that, although it does help. At the very least, all members of
a team should know that they have an equal opportunity to be rewarded.

Help employees focus on your company’s values

As alluded earlier, when you manage rewards effectively, you can link them to company goals
and values. Getting everyone on the same page on how to work according to a specific value
or vision can be hard.
Values can often feel abstract, and doing things ''your own way'' works just as fine. If you
want to double down on having your employees aligned with your company values, include
them in your reward program, and give specific examples of what working that way would
look like.

It can help employees develop new skills

There’s never really a right time to start a new course. It’s busy enough as it is right now,
right? Right, except for when you know that you’ll be rewarded for expanding your skill set.
Sometimes someone needs a bigger incentive than ‘’it’ll look great on your resume’’.

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2.6 DISADVANTAGES OF REWARD SYSTEM

1. Standard of the work may compromise: Workers may emphasize quantity above quality,
resulting in poor output. Only a perfect quality control system will be able to solve this
issue.
2. Relationships between co-workers may jeopardize: Incentives will only help the most
productive employees. It could lead to resentment among a company's workers.
3. Machine wear and tear is likely to be higher in the future: Employees that are focused
on maximizing output may be less careful with the technology. As a result, machinery will
not last longer before breaking down.
4. Workers' health may harm: Some employees go above and beyond to make more money,
which may lead to negative consequences for their health.
5. An increase in the number of accidents: There is always a propensity to enhance output,
even at the expense of safety requirements, which could lead to a rise in workplace
accidents.
6. Increase in the number of administrative tasks: Any reward system for employees'
proper management necessitates a significant amount of paperwork. For this reason,
accurate records and books must be kept.

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CHAPTER 3

Internship at Galenteria technologies

I have got the opportunity to work in Galenteria technologies Ltd. as an intern for four weeks
from May 16 2022 to June 10 2022; it's a part of my academic program. As my specialization
is Human Resource Management, I worked in Human resource department as an intern where
I had learnt several Human Resource practices of Galenteria technologies Ltd.

Description of the job

I had the opportunity to have four weeks long internship at Galenteria technologies. I have
come across with different tasks that are conduct by the HR department. I was introduced to
the jobs of an HR personnel, there were different types of jobs I was made acquainted with
some were regular others were periodical. I was assigned to the following jobs regularly.
Those were-
➢ Collecting Bio data
➢ Screening Bio data
➢ Setting Interview & training date
➢ Calling For Interview
➢ Making Interview Lists
➢ Creating Employee Profile
➢ Collecting Bio data
➢ Organizing data files
➢ Data entry etc.

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Collecting Bio data

For the recruitment of employees CVs are collected from outlets online sites and apps mostly
but applicants can also drop their CVs in the CV box at the office, and for others positions the
CVs are collected through the website and the CV box at the office.

As I have worked mostly in the recruitment Associates, it was my job to email the outlets and
ask them to send the CVs to Human Resource Department. And also ask the Office Assistant
to collect the CVs from the CV box.
Screening Bio data
As the organization is looking for more number of employees, we received CVs in large
quantity. There were few areas are to be considered while screening the CVs, these were age,
education and location. For example a candidate has to be 18 years old or above to apply for
job. For Associates and responsible position the candidate has to be a graduate student and
possess MS excel, Word and Tally skills.
Setting Interview date

After Screening the CVs and classified them in to different categories, we were to fix the
interview date for different branch's and inform the respective resource persons about the
interview. And with the interview I was to fix the training date for the selected candidates. To
do this I had to consult with the Training personnel about the training batches and find out the
empty slots for Training and finalize the interview and training batch for the employees.
Calling for Interview
After screening the CVs and separate them based on their location, it was my job to email the
candidates for interview and inform them about the interview date, time and venue. The
interviews were held in the office. After the interview I had to call the selected candidates.
Making Interview Lists
While mailing the candidates I had to give serial number to their CVs. after that it was my
job to prepare an interview list which contained name of the applicant, father's name of the
applicant, educational qualification, address and contact number, there were few columns left
empty for applicants signature, selected, not selected and remarks. At the bottom of the list
name of the Human resource officer and the concerned department manager who were taking
the interview, were included.

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Creating Employee Profile

The HR department of Galenteria technologies Ltd keeps record of their employees both
manual and digitalized form. I learned to prepare files for new employees. Every new
employee is assigned a PIN for their identification. The employee file contains employees
joining letter, employees CV, photocopy of employee's educational certificates, reference
letter.
Employee Joining
When a new employee joins I performed required tasks for joining. The tasks include all
necessary signatures and filling.

Leave Processing
Leave processing includes receiving leave applications and inputting to software.
Apart from these specific jobs, I also observed other jobs performed by other team mates.
Here I observed,
➢ Recruitment and selection process
➢ Payroll
➢ Policy formulation
➢ Training and Development Grievance handling etc.

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CHAPTER 4
Review of internship and ways to improve internship program

Internships programs have proven to be one of the most valuable resources for companies
searching for ideal employees. Internships give companies the opportunity to take a closer
look at the people they could potentially hire in the future. It serves as an extended interview
and allows employers to observe the work ethic, the knowledge, the skill set, and the attitude
of a potential employee. It’s one of the best ways to find new team members, grow your
business, and reach your goals as a company. Internships allow you to have a fresh set of eyes
on current company problems and projects.

Internships help both the company and student. An internship is a great introduction to an
industry or a role you may want to pursue. Internships are typically arranged through an
educational counsellor who can help match you to a company that fits your career goals.
Some of the ways that can improve internship programs

Have a Direct Line with the Students

Focus on communicating and having a direct line to the students. One of the best ways that
companies do this is by connecting and leveraging the managers of different departments.
Work closely with Career Services to make sure that students know when you’re on campus.
Make your message clear and known. If you are looking for interns or have opportunities
available, make it easy and award students to reach out to you. Make sure all types of
communication paths are open and students can get information from you quickly.
Get to Know Your Interns
Before any work begins, take the time to sit down with each of your interns and learn more
about them. Find out why they are here, what their career goals are, and what they hope to

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achieve during their time with your company. This will help you understand their motives and
give you a better idea of how to help them during the internship. This is also a great
opportunity for you to set expectations with them.
Meaningful Work

Give your interns the opportunity to do work that matters and work that contributes to the
bottom line. Have them work on real projects, real problems, and deal with real issues of
company. They will get more out of their time with your company if they do meaningful work
and have the chance to further develop and apply their current skills. In fact, recent studies
show that 84% of students said that the opportunity to apply developed job-specific skills was
highly important. You will get to see first-hand how interns would solve real problems within
your company and who knows, they might see something you didn’t before.
Focus on the Development Side
The question you need to be asking yourself is: how are you developing people to become
full-time employees? An internship is a 3-month opportunity to learn about these students,
teach them, and shape them into the employees that you want. Focus on developing your
interns; it plays a huge role on the employee they will go on to become.
Keeping Interns Engaged
Make sure your interns are engaged the whole time they are working for you. Keep them
involved, make them feel valued, and make it worth your time investment. Don’t just give
them busy work and close the door. Have a plan for different projects with clear objectives in
mind. Put them in the heart of the company and let them participate in all the ins and outs. An
engaged intern will always do a better job and produce better results for you.
Giving Feedback
Remember that these interns are at your company to learn and extend their knowledge. The
best way for them to achieve that is by receiving structured feedback from you. Be honest, be
constructive, and focus on helping them get better. Interns are looking for feedback. They are
there to learn from real professionals within the industry.
Stay Connected
Stay connected with interns after they leave. If you felt that they were a good fit for the
company, let them know about upcoming opportunities and new job openings. Keep
relationships open and make sure they know there is always an open door. This could
potentially be a future employee. Treat them like they are already apart of the work family

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CHAPTER 5
RECOMMENDATIONS

According to my work in Galenteria technologies, I have identified some sectors where some
development can happen; here are those,

1. Training and Development issue:

More intensive training program should be introduced to increase the employee performance
to the optimum level. The HR policy could include certain provisions regarding to a reutilized
and modern training.
2. HR counselling cell:

In this system, the employer-employee relationship can increase. Here, to authorized HR

personal, all employees will come and will tell their problems. HR personal will then take
necessary steps.
3. Continuous modernization and revision:
Modernization and revision of the HR policies and strategies are indispensable for any
organization as the world is getting more diversified day by day. The head of HR should
continuously monitor the changes happening around and adjust the policies to match the
changed scenario.

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4. Company culture :
Creating a strong company culture is the core responsibility of HR. Each company has its own
unique company culture, such as equality, innovation and so on. A strong company culture
creates a sense of belonging for employees, giving them a feeling of “identity” or “home.”

5. Evaluate what training is essential, and execute it well:

Evaluating key areas and the need for training is mandatory. It’s also helpful for
saving on abundant training costs involved with the workforce. The execution of the
training and development is a necessity because of its impact on the involvement of
change management in the business processes.

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Conclusion

Overall Summary on the Internship

My internship was at Galanteria Technologies Private Limited is a Karnataka based private

limited. It has be classified as Non-govt company and is registered under registrar of
companies of of Companies Karnataka India. Authorized share capital of Galanteria
Technologies Private Limited is Rs.1000000 and its paid-up capital is Rs. 100000. It aspires
to serve in other business activities activities across the India.

I did my internship for three weeks to full fill my university internship training requirement.
I played as Human resource intern in Galanteria Technologies. I learnt a lot of think by having
the internship training it was as pioneer steps for the next steps in my life. . Actually nowadays
practical experience much needed than theoretical base studies. I spent around three weeks at
the company for my internship training the training gave to me such opportunity to enhance
my knowledge and skills with the practical business environment. This hind of training much
needed for every student in their life. The chief executive officer maximum allocated job to
perform in the period of internship training and he gave the one of great opportunity to
participate a well-organized company The company gave much of experience from the Human
resource department people, staff. I took all the opportunity to get my the best knowledge in
the company. I submitted month's monthly report on the company's respective monthly
Human resource progress. I prepared number of human resource report and many things in
this internship training period and met number of senior HR related people especially
experienced people. I went different departments to see the process of working and how they
function. Overlay this internship training gave much amount of experience in the field of
Human resource and administration. I developed human resource manual for the company
which is very good learning experience for me. I had done the HR planning for the company
before getting the internship training and prepared human resource manual during my
internship training period. The company has paid the adequate monthly allowance in my
internship training period.

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