GAYATRI COLLEGE OF SCIENCE & MANAGEMENT STUDIES

(Affiliated to Dr. B R AMBEDKAR UNIVERSITY)

Accredited with A+ by NAAC & ISO Under the Management of
GURAJADA EDUCATIONAL SOCIETY, Munasabpeta, Srikakulam

LONGTERM INTERNSHIP
(On-Site / Virtual)

1
 PROGRAM BOOKFOR
LONGTERM INTERNSHIP

Student Photo

Name of the Student: __________________________________

Name of the College: GAYATRI COLLEGE OF SCIENCE & MANAGEMENT STUDIES

Munasabpeta Srikakulam.
s

Registration Number: __________________________

Period of Internship: 3 Months From: 06.01.2025 To: 31.03.2025

Name & Address of the Intern Organization:

TANASVI TECHNOLOGIES PVT LTD , SUNRISE STARTUP TOWERS,

Innovation Valley, Hill no 3, IT Sez, Madhurawada, Visakhapatnam 530048 AP
.

GAYATRI COLLEGE OF SCIENCE & MANAGEMENT STUDIES

Dr. B R AMBEDKAR UNIVERSITY
YEAR 2024-2025

2
 An Internship Report on
HRM
Submitted in accordance with the requirement for the degree of

BBA
Under the Faculty Guideship of

Mrs ______________________
Department of Management
GAYATRI COLLEGE OF SCIENCE & MANAGEMENT
STUDIES

Munasabpeta Srikakulam

Submitted by:

__________________________
Reg. No: __________________
Department of Management

3
 GAYATRI COLLEGE OF SCIENCE & MANAGEMENT
STUDIES

Munasabpeta Srikakulam.

Student’s Declaration

I, _________________________ a student of BBA Program, Reg. No.

________________ of the Department of Management GAYATRI COLLEGE

OF SCIENCE & MANAGEMENT STUDIES, do hereby declare that I have

completed the mandatory internship from 06.01.2025to 31.03.2025 in

TANASVI TECHNOLOGIES PVT LTD, Visakhapatnam, under the

Faculty Guideship of Mrs _______________ , Department of

Management, GAYATRI COLLEGE OF SCIENCE & MANAGEMENT STUDIES,

Munasabpeta Srikakulam.

(Signature and Date)

4
 Official Certification

This is to certify that __________________ Reg. No. ______________ has

completed his/her Internship in TANASVI TECHNOLOGIES PVT LTD,

Visakhapatnam on HRM under my supervision as a part of partial fulfilment of the

requirement for the Degree of BBA in the Department of MANAGEMENT, GAYATRI

COLLEGE OF SCIENCE & MANAGEMENT STUDIES, Munasabpeta Srikakulam.

This is accepted for evaluation.

(Signatory with Date and Seal)

Endorsements

Faculty Guide

Head of the Department

Principal

5
 Certificate from Intern Organization

This is to certify that ______________ Reg. No. _______________ of

GAYATRI COLLEGE OF SCIENCE & MANAGEMENT STUDIES

Munasabpeta Srikakulam. underwent internship in TANASVI

TECHNOLOGIES PVT LTD, Visakhapatnam from 06.01.2025 to

31.03.2025.

The overall performance of the intern during his/her internship is found to

be Satisfactory.

Authorized Signatory with Date and Seal

6
 Acknowledgements
It gives me an immense pleasure and pride to express my sincere gratitude and respect for
my teacher and guide Mrs _____________________ Lecturer in Management GAYATRI
COLLEGE OF SCIENCE & MANAGEMENT STUDIES Munasabpeta Srikakulam for his
expert and inspiring guidance.

Also, I am very grateful to the head of the Department of Management, and the other faculty
members of the Management Department for being a source of support during this project period.

I would like to extend my gratitude to my principal Dr P SRINIVASA RAO ( MA Ph.D)

for providing me all the necessary facilities that were required for successful completion of this
internship.

I also thank TANASVI TECHNOLOGIES PVT LTD, Visakhapatnam for providing internship
opportunity.
My special thanks to the internship trainer Sri. E NAGESWARA RAO for their constant
support, encouragement and timely advice.

Signature of the student

7
 Contents
S. No Name of the Content Page No.
1 INTRODUCTION

2 CHAPTER 1: EXECUTIVE SUMMARY

3 CHAPTER 2: OVERVIEW OF THE ORGANIZATION

4 CHAPTER 3: INTERNSHIP PART

5 ACTIVITY LOG FOR THE FIRST WEEK

6 WEEKLY REPORT WEEK–1

7 ACTIVITY LOG FOR THE SECOND WEEK

8 WEEKLY REPORT WEEK–2

9 ACTIVITY LOG FOR THE THIRD WEEK

10 WEEKLY REPORT WEEK–3

11 ACTIVITY LOG FOR THE FOURTH WEEK

12 WEEKLY REPORT WEEK–4

13 ACTIVITY LOG FOR THE FIFTH WEEK

14 WEEKLY REPORT WEEK–5

15 ACTIVITY LOG FOR THE SIXTH WEEK

16 WEEKLY REPORT WEEK–6

17 ACTIVITY LOG FOR THE SEVENTH WEEK

18 WEEKLY REPORT WEEK–7

19 ACTIVITY LOG FOR THE EIGTH WEEK

20 WEEKLY REPORT WEEK–8

21 ACTIVITY LOG FOR THE NINTH WEEK

22 WEEKLY REPORT WEEK–9

23 ACTIVITY LOG FOR THE TENTH WEEK

24 WEEKLY REPORT WEEK–10

25 ACTIVITY LOG FOR THE ELEVENTH WEEK

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26 WEEKLY REPORT WEEK–11

27 ACTIVITY LOG FOR THE TWELVETH WEEK

28 WEEKLY REPORT WEEK–12

29 Student Self Evaluation of the Semester-term Internship

30 Evaluation by the Supervisor of the Intern Organization

31 Photographs

32 References

9
 INTRODUCTION
Internship is an integral platform for anyone to gain experience in the actual work place. Thus,
Internship is a good opportunity for students to learn, to gain experience and also to make
preparations. Men learn through experience and real life is full of different kinds of experiences. We
will encounter many difficulties and obstacles and with experiences we are expected to be able to
encourage and complete the process. Experience in my eyes is a very valuable thing in life because
we need to be brave in taking risks. It is also not something that we simply create, but we need to
undergo through it. By doing my internship in an actual work environment, it helps me to know and
discover myself from different angles. It also helps me to control and develop my attitude towards
dealing with different kinds of people and situations.

I have decided to take the internship course to grab the golden opportunity to apply
theoretical knowledge that I have in a real working environment. Through college, I learned about
theories but doing an internship, I learned a practical approach on dealing with the real world. Even
though it was not that much, it still has profound results in some aspects of my life. In some ways,
through internship, I also have learned that I am still lacking as an individual and employee.
Internship helps me to identify my weaknesses and also my strengths. “Experience without theory is
blind, but theory without experience is mere intellectual play”. The other reason why I choose to take
the internship is as preparation for a more challenging work environment and situation. Our life in
college is incomparable with real working experience. A working life is very challenging as it
requires great effort, commitment and abilities; those are something that I need to be prepared and
trained to.

Apart from that, I really want to gain professional experience and skills by
taking the internship course. At the same time, I also want to improve my communication skills and
ability to interact with people. I realize that by being part of society, I will need to meet different
people around the office and I will have to communicate with them to settle their needs. Undergoing
internship also helps to make me learn on how to work in a systematic organization. It helps me to
learn how to be independent in accomplishing my tasks. Besides, all knowledge that I have learnt
through my classroom learning in the classroom can be implemented through an internship. Not only
that, by doing an internship, I am able to undergo challenges which are normal in a working life
setting.

10
 CHAPTER2: OVERVIEW OF THE ORGANIZATION

Suggested Contents
Suggested Contents

A. Tanasvi Technologies Pvt Ltd is a product development and IT consultancy firm based in
Visakhapatnam, Andhra Pradesh, India. Established on October 21, 2020, the company
specializes in various domains of information technology, including software development,
data communication, automation, artificial intelligence, and natural language processing.

B. The company's mission emphasizes excellence in research and development, innovation,

and leadership in computer science and modern mathematics. Tanasvi Technologies is
dedicated to fostering universal understanding and communication through its work.

C. Tanasvi Technologies offers a wide range of services, such as cross-platform desktop and
mobile app development, application maintenance and support, mobile app development
for iOS and Android platforms, and cloud application development. These services are
designed to provide seamless user experiences and scalable, secure solutions tailored to
business needs.

D. The company is located at Sunrise Startup Towers, Madhurawada, IT SEZ, Hill No:3,
Visakhapatnam-48, Andhra Pradesh, India.
E. Vision, Mission and Values of the Organization

Vision

To be a leader in innovation, research, and development in the fields of computer science and
modern mathematics, fostering universal understanding and communication through advanced
technology solutions.

Mission

• To develop cutting-edge products and services in software, artificial intelligence, and automation.
• To provide seamless user experiences through scalable, secure, and efficient IT solutions.
• To drive excellence in research and development, pushing the boundaries of AI, data
communication, and natural language processing.
• To support businesses with technology-driven transformation, ensuring long-term growth and
innovation.

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 Core Values

1. Innovation & Research – Commitment to continuous technological advancements and problem-

solving.
2. Excellence & Quality – Delivering high-quality, reliable, and scalable solutions.
3. Integrity & Ethics – Upholding honesty, transparency, and accountability in all operations.
4. Customer-Centric Approach – Focusing on client needs, user experience, and satisfaction.
5. Collaboration & Teamwork – Encouraging a culture of learning, teamwork, and shared success.

F. Policy of the Organization relation to the intern role

Tanasvi Technologies Pvt Ltd offers internship opportunities designed to provide hands-on
experience in various IT domains. While specific policies regarding internships are not publicly
detailed, the following information outlines the general structure and expectations for interns:

Application Process: Prospective interns are encouraged to reach out directly to the internship
coordinator:

• Contact Person: E. Nageswara Rao

• Mobile Number: +91-8074820261
• Email: [email protected]

This direct line of communication facilitates personalized discussions regarding available roles and
expectations.

Internship Roles and Responsibilities: Interns at Tanasvi Technologies are entrusted with
meaningful tasks that contribute to the company's projects. For instance, a Dropshipping Intern
role includes:

• Overseeing dropshipping store operations.

• Strategic planning for product selection and pricing.
• Managing supplier relationships.
• Analyzing sales data and customer feedback.
• Collaborating with marketing and sales teams.

Familiarity with platforms like Shopify is advantageous for this role.

Work Environment: Tanasvi Technologies fosters a collaborative and professional atmosphere.

Employee reviews highlight a work-life balance rating of 3.9 out of 5, with 67% of employees
rating the company 4 stars or above.

For detailed information on specific internship policies, roles, and application procedures, it's
recommended to contact the internship coordinator directly or visit the company's official website.

D: Organizational Structure

Tanasvi Technologies Pvt Ltd operates with a structured organizational framework to effectively
manage its diverse IT services and product development initiatives. The company's leadership
comprises three directors:
12
While specific departmental structures are not publicly detailed, the company's expertise spans
several key domains:

• IT Software Development
• Data Communication
• Automation
• Artificial Intelligence
• Natural Language Processing

The operational headquarters is located at Sunrise Startup Towers, Madhurawada, IT SEZ, Hill
No:3, Visakhapatnam-48, Andhra Pradesh, India.

For more detailed insights into the company's internal structure or specific departmental
information, it is advisable to contact Tanasvi Technologies directly through their official
communication channels.

Reporting Structure:

• Each department is headed by a departmental head who reports to the respective executive
leadership member.
• Team leaders oversee the day-to-day activities of their teams and report to the departmental
heads.
• Regular meetings and communication channels facilitate collaboration and alignment across
different teams and departments.
Organizational Culture:

• TANASVI TECHNOLOGIES fosters a culture of innovation, collaboration, and continuous

learning.
• Transparency, integrity, and accountability are core values upheld throughout the organization.
• Emphasis is placed on employee well-being, professional development, and work-life balance.
• Diversity and inclusion are celebrated, and all employees are encouraged to contribute their
unique perspectives and ideas.
• This organizational structure enables TANASVI to effectively execute its mission of
revolutionizing the field of educational technology and empowering students, colleges,
teachers, and businesses through innovative solutions and services.
Company area of business in IT side:
Higher Education:
❖ Domestic Programs: Diploma, Undergraduate (UG), Postgraduate (PG), and Doctorate (PhD)
programs offered in collaboration with leading universities and educational institutions across
the country.
❖ Global Programs: Collaborations with international universities and institutions to offer globally
recognized higher education programs.
❖ Online Programs: E-learning platforms providing flexible and accessible diploma, UG, PG, and
PhD courses for remote learners.
Preparation:
❖ Higher Education Entrances: Coaching and preparatory classes for various higher education
entrance exams.

13
❖ Government Exams: Preparation courses for government job exams at local, state, and national
levels.
❖ Career or Job Exams: Training programs to prepare individuals for job-specific assessments and
certifications.
❖ Abroad Licenses Exams: Support for professionals preparing for licensure exams abroad.
Innovation:
❖ Start-up Support: Incubation programs and resources for aspiring entrepreneurs and start-up
ventures.
❖ Projects: Hands-on project-based learning initiatives to foster innovation and problem-solving
skills.
❖ Research: Support and guidance for students and professionals undertaking research projects
in their respective fields.
Activities:
❖ Events: Organizing educational events, conferences, and symposiums to facilitate knowledge
sharing and networking.
❖ Competitions: Hosting competitions and hackathons to promote creativity and innovation
among students and professionals.
❖ Workshops and Seminars: Conducting skill development workshops and seminars on various
topics related to education and career development.
❖ Cohorts: Collaborative learning communities for students and professionals to engage in peer-
to-peer learning and support.
International & Global:
❖ University Support: Assistance for students in exploring international education opportunities,
including admissions, scholarships, and visa procedures.
❖ Career Support: Guidance and support for career planning and job search in international
markets, including resume building, interview preparation, and networking.
Career & Job:
Part-time, Full-time, Freelancing: Connecting students and professionals with job opportunities
across different employment models.
ESOPs: Education on employee stock ownership plans and opportunities for equity
participation in start-ups and established companies.
Internships, Apprenticeships: Facilitating internships and apprenticeship programs to provide
practical work experience and skill development.
Training & Skilling:
❖ Skill Development: Training programs and courses to enhance employability skills and
professional competencies.
❖ Industry-Relevant Training: Providing industry-specific training and certification programs in
collaboration with corporate partners.
Consultation & Support in Higher Education:

14
❖ Academic Consultation: Advisory services for students and educational institutions on
academic planning, curriculum development, and accreditation.
❖ Support Services: Assistance with admission processes, documentation, and academic
counseling for students and parents.
Academic Support:
❖ Curriculum Classes: Supplemental classes and tutoring services to support academic learning
and performance improvement.
❖ Skills Development: Programs focusing on soft skills, communication skills, and leadership
development.
❖ Placements, Projects & Research: Support for students in securing internships, placements, and
opportunities for research projects.
❖ Exam & Result Assistance: Guidance and resources for exam preparation and result analysis to
help students achieve academic success.
Networking, Tours & Visits:
❖ Networking Events: Opportunities for students, professionals, and organizations to connect,
collaborate, and build professional networks.
❖ Educational Tours & Visits: Organizing visits to industries, research centers,and educational
institutions to provide exposure and practical learning experiences.
Through these diverse areas of business, TANASVI aims to empower individuals and institutions
with the knowledge, skills, and opportunities needed to succeed in today's dynamic education
landscape.

G. Roles and responsibilities of the employees in which the intern is placed.

❖ Business communication skills

❖ Team building

❖ Team working skills

❖ Personal productivity (motivation)

❖ Creative thinking

❖ Presentation skills

❖ Leadership for project leaders

❖ Time and self management

❖ Effective meetings

15
 WEEKLY ACTIVITY LOG
ACTIVITY LOG FOR THE FIRST WEEK

Day & Date Brief Description of The Daily Learning Person

Activity Outcome In-Charge
Signature

Day –1

Day - 2

Day –3

Day –4

Day –5

Day –6

16
 WEEKLY REPORT
WEEK – 1. (From Dt…….….. to Dt…..................... )

Objective of the Activity Done:

Detailed Repo

17
 ACTIVITY LOG FOR THE SECOND WEEK

Day& Date Brief Description of The Daily Learning Person

Activity Outcome In-Charge
Signature

Day –1

Day - 2

Day –3

Day –4

Day –5

Day –6

18
 WEEKLY REPORT
WEEK – 2. (From Dt…….….. to Dt…..................... )

Objective of the Activity Done:

Detailed Report:

19
 ACTIVITY LOG FOR THE THIRD WEEK

Day & Date Brief Description of The Daily Activity Learning Person
Outcome In-Charge
Signature

Day –1

Day - 2

Day –3

Day –4

Day –5

Day –6

20
 WEEKLY REPORT
WEEK – 3. (From Dt…….….. to Dt…..................... )

Objective of the Activity Done:

DetailedReport.

21
 ACTIVITY LOG FOR THE FOURTH WEEK

Day & Date Brief Description of The Daily Learning Person

Activity Outcome In-Charge
Signature

Day –1

Day - 2

Day –3

Day –4

Day –5

Day –6

22
 WEEKLY REPORT
WEEK – 4. (From Dt…….….. to Dt…..................... )

Objective of the Activity Done:

DetailedReport:

23
 ACTIVITY LOG FOR THE FIFTH WEEK

Day & Date Brief Description of The Daily Learning Person

Activity Outcome In-Charge
Signature

Day –1

Day - 2

Day –3

Day –4

Day –5

Day –6

24
 WEEKLY REPORT
WEEK – 5. (From Dt…….….. to Dt…..................... )

Objective of the Activity Done:

Detailed Report:

25
 ACTIVITY LOG FOR THE SIXTH WEEK

Day & Date Brief Description of The Daily Learning Person

Activity Outcome In-Charge
Signature

Day –1

Day - 2

Day –3

Day –4

Day –5

Day –6

26
 WEEKLY REPORT
WEEK – 6. (From Dt…….….. to Dt…..................... )

Objective of the Activity Done:

Detailed Report:

27
 ACTIVITY LOG FOR THE SEVENTH WEEK

Day & Date Brief Description of The Daily Learning Person

Activity Outcome In-Charge
Signature

Day –1

Day - 2

Day –3

Day –4

Day –5

Day –6

28
 WEEKLY REPORT
WEEK – 7. (From Dt…….….. to Dt…..................... )

Objective of the Activity Done:

Detailed Report:

29
 ACTIVITY LOG FOR THE EIGHTH WEEK

Day & Date Brief Description of The Daily Learning Person

Activity Outcome In-Charge
Signature

Day –1

Day - 2

Day –3

Day –4

Day –5

Day –6

30
 WEEKLY REPORT
WEEK – 8. (From Dt…….….. to Dt…..................... )

Objective of the Activity Done:

Detailed Report:

31
 ACTIVITY LOG FOR THE NINTH WEEK

Day & Date Brief Description of The Daily Learning Person

Activity Outcome In-Charge
Signature

Day –1

Day - 2

Day –3

Day –4

Day –5

Day –6

32
 WEEKLY REPORT
WEEK – 9. (From Dt…….….. to Dt…..................... )

Objective of the Activity Done:

Detailed Report:

33
 \ACTIVITY LOG FOR THE TENTH WEEK

Day & Date Brief Description of The Daily Learning Person

Activity Outcome In-Charge
Signature

Day –1

Day - 2

Day –3

Day –4

Day –5

Day –6

34
 WEEKLY REPORT
WEEK – 10. (From Dt…….….. to Dt…..................... )

Objective of the Activity Done:

Detailed Report:

35
 ACTIVITY LOG FOR THE ELEVENTH WEEK

Day & Date Brief Description of The Daily Learning Person

Activity Outcome In-Charge
Signature

Day –1

Day - 2

Day –3

Day –4

Day –5

Day –6

36
 WEEKLY REPORT
WEEK – 11. (From Dt…….….. to Dt…..................... )

Objective of the Activity Done:

Detailed Report:

37
 ACTIVITY LOG FOR THE TWELVETH WEEK

Day & Date Brief Description of The Daily Learning Person

Activity Outcome In-Charge
Signature

Day –1

Day - 2

Day –3

Day –4

Day –5

Day –6

38
 WEEKLY REPORT
WEEK – 12. (From Dt…….….. to Dt…..................... )

Objective of the Activity Done:

Detailed Report:

39
 INTRODUCTION TO HRM
1.1 Definition of HRM
Human Resource Management (HRM) is the strategic approach to managing people in an
organization to achieve its objectives effectively. It involves recruitment, selection, training,
compensation, and performance management.

1.2 Functions of HRM

1. Recruitment & Selection – Hiring the right employees.

1. Recruitment

Definition: Recruitment is the process of attracting, identifying, and encouraging potential candidates
to apply for job vacancies in an organization.

Types of Recruitment:

1. Internal Recruitment – Hiring from within the organization (promotions, transfers).

2. External Recruitment – Hiring from outside the organization (job portals, campus hiring,
referrals).

Recruitment Process:

1. Identifying job vacancies

2. Job analysis & preparing job descriptions
3. Advertising the job (newspapers, websites, social media)
4. Collecting and screening applications

2. Selection

Definition: Selection is the process of choosing the most suitable candidate from the pool of applicants.

Selection Process:

1. Resume screening – Shortlisting based on qualifications & experience.

2. Written tests – Assessing aptitude, technical skills, or personality.
3. Interviews – Face-to-face/virtual discussions to evaluate candidates.
4. Background checks – Verifying past employment and references.
5. Final selection & job offer – Offering employment to the best candidate.

Importance of Recruitment & Selection:

✔ Ensures the right talent is hired.
✔ Improves organizational performance.
✔ Reduces employee turnover.

2. Training & Development – Enhancing skills and performance.

40
1. Training

Definition: Training is the process of enhancing employees' skills, knowledge, and abilities to improve
their job performance.

Types of Training:

1. On-the-Job Training (OJT) – Learning while working (e.g., job rotation, apprenticeships).
2. Off-the-Job Training – Learning outside the workplace (e.g., workshops, seminars).
3. E-learning – Online courses and virtual training.

Importance of Training:
✔ Increases productivity and efficiency.
✔ Reduces errors and workplace accidents.
✔ Enhances employee confidence and job satisfaction.

2. Development

Definition: Development focuses on long-term career growth and prepares employees for future
responsibilities.

Methods of Development:

1. Mentorship Programs – Guidance from experienced employees.

2. Leadership Training – Preparing employees for managerial roles.
3. Job Enrichment – Expanding job responsibilities for growth.

Importance of Development:
✔ Builds future leaders.
✔ Increases employee motivation and retention.
✔ Improves adaptability to organizational changes.

Difference Between Training & Development:

Aspect Training Development

Focus Current job skills Future career growth

Duration Short-term Long-term

Objective Improve performance Build leadership skills

3. Performance Management – Evaluating employee performance.

1. Definition

Performance Management is a continuous process of evaluating, improving, and monitoring employee

performance to align with organizational goals. 41
2. Objectives of Performance Management

✔ Enhances employee productivity.

✔ Identifies training and development needs.
✔ Provides feedback for improvement.
✔ Helps in promotions and rewards.

3. Performance Management Process

1. Goal Setting – Defining clear and measurable objectives.

2. Performance Monitoring – Observing and tracking progress.
3. Feedback & Coaching – Providing constructive feedback.
4. Performance Appraisal – Assessing performance using various methods.
5. Rewards & Recognition – Motivating employees through incentives and promotions.

4. Performance Appraisal Methods

1. 360-Degree Feedback – Evaluation from peers, subordinates, and managers.

2. Self-Assessment – Employees evaluate their own performance.
3. Management by Objectives (MBO) – Employees set and achieve specific goals.
4. Rating Scales – Employees are rated based on skills and achievements.

5. Importance of Performance Management

✔ Increases organizational efficiency.

✔ Reduces employee turnover.
✔ Aligns employee efforts with company goals.

4. Compensation & Benefits – Providing salaries, incentives, and perks.

1. Compensation

Definition: Compensation refers to the monetary and non-monetary rewards provided to employees
for their work.

Types of Compensation:

1. Direct Compensation:
o Basic salary
o Wages
o Bonuses
o Commissions
2. Indirect Compensation:
o Health insurance
o Retirement benefits
o Paid leaves

2. Benefits

Definition: Benefits are additional perks offered to employees to improve their well-being and job
satisfaction. 42
Types of Benefits:

1. Monetary Benefits:
o Overtime pay
o Stock options
o Incentives
2. Non-Monetary Benefits:
o Flexible work hours
o Work-from-home options
o Career development programs

3. Importance of Compensation & Benefits

✔ Attracts and retains talented employees.

✔ Increases job satisfaction and motivation.
✔ Enhances employee performance and loyalty.

5. Employee Relations – Maintaining a healthy work environment.

1. Definition

Employee Relations refers to the relationship between employees and employers aimed at maintaining
a positive and productive work environment.

2. Objectives of Employee Relations

✔ Foster mutual trust and respect.

✔ Reduce workplace conflicts.
✔ Improve employee morale and job satisfaction.
✔ Ensure legal compliance and ethical workplace behavior.

3. Key Aspects of Employee Relations

1. Employee Engagement – Encouraging participation and motivation.

2. Grievance Handling – Addressing employee complaints effectively.
3. Workplace Ethics & Discipline – Maintaining professionalism and integrity.
4. Conflict Resolution – Managing disputes through mediation.

4. Ways to Improve Employee Relations

✔ Promote open communication.

✔ Recognize and reward employee contributions.
✔ Offer career growth opportunities.
✔ Ensure fair policies and equal treatment.

5. Importance of Employee Relations 1.3 Importance of HRM

✔ Boosts employee satisfaction and retention. • Helps in achieving business goals.
✔ Enhances teamwork and collaboration. • Ensures employee satisfaction.
43
✔ Reduces turnover and absenteeism. • Reduces turnover rates.
✔ Creates a positive organizational culture. • Enhances productivity.
 HUMAN RESOURCE PLANNING (HRP)
2.1 Definition of HRP
Human Resource Planning is the process of forecasting an organization’s future workforce
requirements and developing strategies to meet them.

2.2 Steps in HR Planning

1. Analyzing current workforce.

1. Definition

Analyzing the current workforce is the process of assessing the skills, capabilities, and performance of
existing employees to identify strengths, weaknesses, and future needs.

2. Objectives of Workforce Analysis

✔ Understand employee skills and competencies.

✔ Identify gaps between current and required workforce.
✔ Improve workforce planning and decision-making.
✔ Enhance employee productivity and efficiency.

3. Key Aspects of Workforce Analysis

1. Workforce Demographics – Age, gender, experience, and diversity.

2. Skills & Competency Assessment – Evaluating employee abilities.
3. Performance Evaluation – Measuring individual and team productivity.
4. Attrition & Retention Rates – Understanding employee turnover trends.
5. Future Workforce Needs – Forecasting required skills for business growth.

4. Methods of Workforce Analysis

✔ Employee Surveys and Feedback.

✔ Performance Appraisals.
✔ HR Data and Analytics Tools.
✔ Exit Interviews for Improvement Insights.

5. Importance of Workforce Analysis

✔ Helps in effective HR planning.

✔ Reduces hiring and training costs.
✔ Aligns workforce capabilities with business goals.
✔ Improves employee engagement and satisfaction.

44
 2. Forecasting demand and supply.

1. Definition

Forecasting demand and supply in human resource management refers to predicting future workforce
requirements to ensure the right number of employees with the right skills are available.

2. Objectives of Workforce Forecasting

✔ Ensure a balance between labor demand and supply.

✔ Reduce workforce shortages or surpluses.
✔ Improve recruitment and training strategies.
✔ Align workforce planning with business goals.

3. Forecasting Workforce Demand

Demand forecasting estimates the number of employees needed in the future based on:

1. Business Growth & Expansion – New projects, product launches.

2. Technological Changes – Need for new skills and expertise.
3. Employee Turnover & Retirement – Predicting attrition rates.
4. Economic Conditions – Impact of market trends on hiring needs.

4. Forecasting Workforce Supply

Supply forecasting analyzes the availability of employees from:

1. Internal Sources – Promotions, transfers, training programs.

2. External Sources – Campus hiring, job portals, industry recruitment.
3. Labor Market Trends – Availability of skilled professionals in the market.

5. Methods of Forecasting Demand & Supply

✔ Trend Analysis – Studying past workforce trends.

✔ Workforce Analytics – Using HR data for predictions.
✔ Managerial Judgment – Expert opinions on future needs.
✔ Mathematical Models – Using statistics for forecasting.

6. Importance of Workforce Forecasting

✔ Helps in strategic workforce planning.

✔ Reduces hiring and training costs.
✔ Ensures a skilled workforce is always available.
✔ Improves organizational stability and growth.

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 3. Identifying gaps.

1. Definition

Identifying gaps in Human Resource Management (HRM) refers to analyzing the difference between the
current workforce capabilities and the skills required to meet future business goals.

2. Objectives of Gap Analysis

✔ Identify skill shortages and training needs.

✔ Improve workforce planning and talent management.
✔ Align employee capabilities with business objectives.
✔ Enhance overall productivity and efficiency.

3. Types of Gaps in HRM

1. Skill Gaps – Employees lack necessary technical or soft skills.

2. Knowledge Gaps – Insufficient understanding of new technologies or processes.
3. Workforce Gaps – Shortage of employees in key positions.
4. Performance Gaps – Employees not meeting expected performance levels.
5. Engagement Gaps – Low motivation and job satisfaction affecting productivity.

4. Methods for Identifying Gaps

✔ Performance Appraisals – Assessing employee efficiency.

✔ Training Needs Analysis (TNA) – Identifying areas for skill improvement.
✔ Employee Feedback & Surveys – Understanding workforce concerns.
✔ Benchmarking – Comparing with industry standards.
✔ HR Analytics & Reports – Using data-driven insights.

5. Importance of Identifying Gaps

✔ Helps in designing effective training and development programs.

✔ Supports succession planning and career growth.
✔ Ensures a competitive and future-ready workforce.
✔ Reduces hiring costs by upskilling existing employees.

4. Developing HR strategies.

1. Definition

Developing HR strategies involves creating a structured plan to manage and optimize human resources
in alignment with the organization’s goals and objectives.

2. Objectives of HR Strategies

✔ Improve employee productivity and engagement.

✔ Attract, develop, and retain top talent.
✔ Align workforce planning with business needs. 46
✔ Foster a positive organizational culture.
3. Steps in Developing HR Strategies

1. Assess Current Workforce – Analyze skills, performance, and workforce gaps.

2. Define Organizational Goals – Align HR strategies with business objectives.
3. Identify HR Needs – Forecast future workforce requirements.
4. Develop Key HR Policies – Recruitment, training, compensation, and performance management.
5. Implement HR Initiatives – Execute hiring, training, and retention programs.
6. Monitor & Evaluate Performance – Regularly assess HR strategy effectiveness and make
improvements.

4. Key HR Strategies

1. Talent Acquisition Strategy – Effective recruitment and hiring processes.

2. Training & Development Strategy – Upskilling employees for growth.
3. Compensation & Benefits Strategy – Competitive salaries and incentives.
4. Employee Engagement Strategy – Enhancing motivation and satisfaction.
5. Performance Management Strategy – Setting goals, tracking progress, and rewarding
achievements.

5. Importance of HR Strategies

✔ Ensures long-term business success.

✔ Increases employee retention and satisfaction.
✔ Enhances organizational efficiency and innovation.
✔ Builds a strong and adaptable workforce.

5. Monitoring and evaluation.

1. Definition

Monitoring and evaluation (M&E) in HRM is the process of tracking, assessing, and improving HR
strategies, policies, and employee performance to ensure alignment with organizational goals.

2. Objectives of Monitoring & Evaluation

✔ Measure the effectiveness of HR initiatives.

✔ Identify areas for improvement in workforce management.
✔ Ensure employee performance meets organizational expectations.
✔ Enhance decision-making with data-driven insights.

3. Key Aspects of Monitoring & Evaluation

1. Performance Tracking – Assessing employee efficiency and goal achievement.

2. HR Policy Effectiveness – Evaluating recruitment, training, and retention strategies.
3. Employee Satisfaction & Engagement – Using surveys and feedback tools.
4. Compliance & Ethical Standards – Ensuring legal and ethical HR practices.

4. Methods of Monitoring & Evaluation

✔ Key Performance Indicators (KPIs) – Measuring HR metrics like turnover, productivity, and training
47
effectiveness.
✔ Employee Feedback & Surveys – Gathering insights on job satisfaction and engagement.
✔ Performance Appraisals – Evaluating employee contributions.
✔ HR Analytics & Reports – Data-driven decision-making.
✔ Benchmarking – Comparing HR performance with industry standards.

5. Importance of Monitoring & Evaluation

✔ Improves overall workforce efficiency and productivity.

✔ Helps in making strategic HR adjustments.
✔ Reduces employee turnover and improves retention.
✔ Ensures continuous HR process improvement

2.3 HRP Challenges

• Shortage of skilled workforce.
• Rapid technological changes.
• Employee turnover.

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 RECRUITMENT & SELECTION
3.1 Recruitment Process
1. Identifying job vacancies.

1. Definition

Identifying job vacancies is the process of analyzing workforce requirements and recognizing the need
to hire new employees to fill skill gaps or support business growth.

2. Objectives of Identifying Job Vacancies

✔ Ensure the right number of employees for business operations.

✔ Address skill shortages and workload imbalances.
✔ Improve workforce planning and efficiency.
✔ Support company expansion and succession planning.

3. Factors Leading to Job Vacancies

1. Employee Turnover – Resignation, retirement, or termination.

2. Business Expansion – New projects, products, or services.
3. Internal Promotions & Transfers – Creating gaps in existing roles.
4. Workload Increase – Need for additional workforce due to rising demands.
5. New Technology Adoption – Requiring specialized skills.

4. Methods for Identifying Job Vacancies

✔ Workforce Analysis – Assessing current employee capacity.

✔ Departmental Requests – Managers reporting staffing needs.
✔ Exit Interviews – Understanding turnover trends.
✔ HR Forecasting – Predicting future hiring needs based on business growth.
✔ Performance Reviews – Identifying roles that need additional support.

2. Job analysis and job description.

1. Job Analysis

Definition: Job analysis is the process of examining a job role to determine the tasks, responsibilities,
skills, and qualifications required for effective job performance.

2. Objectives of Job Analysis

✔ Define job roles clearly.

✔ Identify required skills and qualifications.
✔ Improve hiring and training processes.
✔ Ensure fair compensation and performance evaluation.
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3. Components of Job Analysis

1. Job Responsibilities – Key duties and tasks performed.

2. Required Skills & Qualifications – Education, experience, and technical skills.
3. Work Environment – Physical and mental demands of the job.
4. Performance Standards – Expected output and key performance indicators (KPIs).

4. Methods of Job Analysis

✔ Observation Method – Watching employees perform tasks.

✔ Interview Method – Asking employees about their job responsibilities.
✔ Questionnaire Method – Employees filling out surveys about their work.
✔ Work Diary Method – Employees recording daily activities.

Job Description

Definition: A job description is a formal document that outlines the duties, responsibilities,
qualifications, and expectations for a specific job role.

5. Key Components of a Job Description

1. Job Title – Clear and specific role name.

2. Job Summary – Brief overview of job purpose.
3. Responsibilities & Duties – List of key tasks and expectations.
4. Required Qualifications – Education, skills, and experience needed.
5. Work Conditions – Work schedule, location, and physical demands.

6. Importance of Job Analysis & Job Description

✔ Helps in effective recruitment and selection.

✔ Improves job clarity and role expectations.
✔ Supports performance evaluation and promotions.
✔ Enhances employee motivation and job satisfaction

3. Attracting candidates (advertisements, job portals, referrals).

Definition

Attracting candidates refers to the process of drawing in potential job applicants using various
recruitment strategies to fill job vacancies with the right talent.

2. Objectives of Attracting Candidates

✔ Increase the number of quality applicants.

✔ Reduce recruitment time and costs.
✔ Enhance employer branding and visibility.
✔ Ensure a diverse and skilled workforce.

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3. Methods of Attracting Candidates
1. Advertisements

✔ Newspapers & Magazines – Traditional way to reach job seekers.

✔ Company Website – Posting job openings on the careers page.
✔ Social Media – Platforms like LinkedIn, Facebook, and Twitter.
✔ TV & Radio Ads – Useful for mass hiring in specific industries.

2. Job Portals

✔ Online Job Boards – Platforms like Naukri, Indeed, and Monster.

✔ Company Recruitment Portals – Direct applications through the company website.
✔ AI-Based Recruitment Platforms – Automated screening of candidates.

3. Referrals

✔ Employee Referrals – Encouraging existing employees to refer candidates.

✔ Industry Networks – Using professional connections for hiring.
✔ Alumni Networks – Rehiring past employees or graduates from known institutions.

4. Importance of Attracting Candidates

✔ Ensures access to a larger talent pool.

✔ Reduces hiring time and cost.
✔ Improves company reputation as an employer of choice.
✔ Increases chances of finding the best-fit candidates.

4. Screening applications.

1. Definition

Screening applications is the process of reviewing job applications to shortlist candidates who meet the
required qualifications, skills, and experience for a job role.

2. Objectives of Screening Applications

✔ Identify the most suitable candidates efficiently.

✔ Reduce hiring time and costs.
✔ Ensure a fair and unbiased selection process.
✔ Improve the quality of hires.

3. Steps in Screening Applications

1. Reviewing Resumes & Cover Letters

✔ Check qualifications, work experience, and skills.

✔ Look for relevant achievements and certifications.
✔ Identify gaps or inconsistencies in employment history.
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2. Comparing with Job Requirements

✔ Match applications with the job description.

✔ Assess key competencies and relevant experience.
✔ Filter out underqualified or overqualified applicants.

3. Using Applicant Tracking Systems (ATS)

✔ Automated software to scan resumes for keywords.

✔ Helps in ranking candidates based on job criteria.
✔ Speeds up the initial screening process.

4. Shortlisting Candidates

✔ Categorize applicants into qualified, potential, and rejected lists.

✔ Select the best-fit candidates for interviews.
✔ Inform rejected applicants if necessary.

4. Importance of Screening Applications

✔ Saves time by filtering out unsuitable candidates early.

✔ Ensures only the most qualified individuals proceed to the next stage.
✔ Reduces hiring errors and improves recruitment efficiency.
✔ Enhances fairness and transparency in hiring.

JOB SPECIFICATION
1. Definition

A job specification is a detailed statement outlining the skills, qualifications, experience, and attributes
required for a specific job role. It helps employers find the right candidate and assists employees in
understanding the job expectations.

2. Objectives of Job Specification

✔ Clearly define the qualifications and competencies required.

✔ Help in recruitment and selection of suitable candidates.
✔ Set performance expectations for employees.
✔ Ensure a better job-role fit and improve productivity.

3. Key Components of a Job Specification

1. Educational Qualifications

✔ Minimum required degree, diploma, or certification.

✔ Example: Bachelor’s degree in Computer Science for a Software Engineer.

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2. Work Experience

✔ Number of years of relevant experience needed.

✔ Example: 3-5 years in sales for a Sales Manager role.

3. Technical & Professional Skills

✔ Specific technical expertise, software knowledge, or industry skills.

✔ Example: Python programming for a Data Scientist role.

4. Soft Skills & Behavioral Traits

✔ Required communication, leadership, teamwork, or problem-solving skills.

✔ Example: Strong negotiation skills for a Business Development Manager.

5. Physical & Health Requirements (If Applicable)

✔ Example: Physical stamina for labor-intensive jobs like construction work.

6. Personality Traits

✔ Example: Attention to detail for an Accountant role.

4. Importance of Job Specification

✔ Helps HR in recruitment and selection.

✔ Ensures qualified candidates apply for the job.
✔ Improves employee performance and job satisfaction.
✔ Reduces mismatch between job expectations and employee skills.

Selection Process
Resume screening.

1. Definition

Resume screening is the process of evaluating job applicants’ resumes to determine their suitability for
a position based on qualifications, experience, and skills.

2. Objectives of Resume Screening

✔ Identify qualified candidates efficiently.

✔ Reduce recruitment time and effort.
✔ Ensure alignment with job requirements.
✔ Improve hiring accuracy and decision-making. 53
3. Steps in Resume Screening
1. Define Job Requirements

✔ Identify must-have qualifications (education, experience, skills).

✔ List preferred attributes (certifications, languages, soft skills).

2. Scan for Key Information

✔ Education & Certifications – Check if the candidate meets academic criteria.

✔ Work Experience – Review job roles, industry experience, and achievements.
✔ Skills & Competencies – Look for both technical and soft skills.
✔ Keywords Matching – Match with job description terms (e.g., “Java Developer,” “Project
Management”).

3. Identify Red Flags

✔ Employment gaps without explanation.

✔ Frequent job changes (job hopping).
✔ Unclear or exaggerated achievements.

4. Use Applicant Tracking Systems (ATS)

✔ Automates resume scanning using AI.

✔ Filters resumes based on relevant keywords.
✔ Ranks candidates based on job fit.

5. Shortlist & Categorize Resumes

✔ High-Priority – Meets all job requirements.

✔ Potential Fit – Needs further evaluation.
✔ Not Suitable – Lacks key qualifications.

4. Importance of Resume Screening

✔ Speeds up the recruitment process.

✔ Ensures only the best candidates move forward.
✔ Reduces bias and enhances fair hiring.
✔ Saves time and resources for HR teams.

Written tests.
1. Definition

A written test is an assessment method used in recruitment to evaluate a candidate’s knowledge, skills,
and abilities related to a job role before proceeding to interviews.

54
2. Objectives of Written Tests

✔ Assess candidates’ technical and analytical skills.

✔ Evaluate problem-solving and decision-making abilities.
✔ Measure communication and comprehension skills.
✔ Ensure fair and objective candidate selection.

3. Types of Written Tests

1. Aptitude Tests

✔ Logical reasoning, numerical ability, and problem-solving.

✔ Used for technical and managerial roles.

2. Technical Tests

✔ Job-specific knowledge assessments (e.g., coding for IT jobs).

✔ Used to test expertise in a particular domain.

3. Psychometric Tests

✔ Personality, behavioral, and attitude assessment.

✔ Used to check cultural and job-role fit.

4. Communication & Language Tests

✔ Grammar, vocabulary, and writing skills.

✔ Important for customer service, content writing, and managerial roles.

5. Situational Judgment Tests (SJTs)

✔ Presents real-world scenarios to evaluate decision-making skills.

✔ Common in leadership and managerial roles.

4. Importance of Written Tests

✔ Provides an unbiased and standardized way to assess candidates.

✔ Helps filter out unqualified applicants before interviews.
✔ Reduces hiring errors by measuring skills objectively.
✔ Improves selection of high-potential employees.

Interviews (technical, HR, behavioral).

Definition

Interviews are structured conversations between recruiters and candidates to assess skills, experience,
personality, and cultural fit for a job role.

55
2. Objectives of Interviews

✔ Evaluate a candidate’s technical and soft skills.

✔ Assess problem-solving and decision-making abilities.
✔ Determine compatibility with company culture and values.
✔ Select the best candidate for the job.

3. Types of Interviews
1. Technical Interviews

✔ Purpose: Assess job-specific knowledge and problem-solving skills.

✔ Common for: Engineering, IT, Finance, and other specialized fields.
✔ Methods:

• Coding Tests (for software roles).

• Case Studies (for business and finance roles).
• Problem-Solving Scenarios (for analytical jobs).
✔ Example Questions:
• "Explain the difference between C++ and Java."
• "How would you optimize a slow SQL query?"

2. HR Interviews

✔ Purpose: Evaluate personality, communication skills, and cultural fit.

✔ Common for: All job roles.
✔ Methods:

• General questions about experience & career goals.

• Salary negotiations and expectations.
✔ Example Questions:
• "Tell me about yourself."
• "Why do you want to work for our company?"

3. Behavioral Interviews

✔ Purpose: Assess past experiences to predict future behavior in a job role.

✔ Common for: Leadership, customer service, and managerial positions.
✔ Method: STAR Technique (Situation, Task, Action, Result).
✔ Example Questions:

• "Describe a time when you handled a difficult client."

• "Tell me about a situation where you had to meet a tight deadline."

4. Importance of Interviews

✔ Helps in selecting the most suitable candidate.

✔ Reduces hiring mistakes by assessing both technical56and soft skills.
✔ Provides insights into the candidate’s personality and cultural fit.
✔ Improves employer-employee alignment for long-term retention.

Final selection & job offer.

1. Definition

Final selection is the last stage of the recruitment process, where the most suitable candidate is chosen
based on interview performance, test results, and overall evaluation. The job offer is then extended,
detailing the employment terms.

2. Objectives of Final Selection & Job Offer

✔ Choose the best candidate based on skills, experience, and cultural fit.
✔ Ensure transparency and fairness in hiring decisions.
✔ Provide a clear job offer with terms and conditions.
✔ Secure top talent by making competitive offers.

Process of Final Selection & Job Offer

1. Reviewing Candidate Performance

✔ Compare interview scores, test results, and feedback.

✔ Check background verification and reference checks.
✔ Ensure alignment with job requirements and company values.

2. Approval from Management

✔ HR discusses the shortlisted candidate with senior management.

✔ Salary and benefits are finalized based on company policies.
✔ Offer letter is drafted with necessary approvals.

3. Extending the Job Offer

✔ Offer Letter Includes:

• Job title and responsibilities.

• Salary, incentives, and benefits.
• Work location, reporting structure, and joining date.
• Terms of employment (probation period, notice period).
✔ Offer Communication:
• Can be done via email, call, or an official letter.
• Negotiations may happen before acceptance.

4. Candidate Response & Confirmation

✔ Candidate may accept, reject, or negotiate the offer.

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✔ Once accepted, onboarding and joining formalities begin.
 4. Importance of Final Selection & Job Offer

✔ Ensures the best hiring decision is made.

✔ Reduces the risk of hiring mismatches.
✔ Strengthens employer-employee trust from the beginning.
✔ Helps in retaining top talent through competitive offers.

Types of Recruitment
• Internal Recruitment: Promotions, transfers.
• External Recruitment: Job portals, campus hiring.

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 TRAINING & DEVELOPMENT
4.1 Definition
Training helps employees develop the skills, knowledge, and attitude required for their jobs.
Development prepares employees for future responsibilities.

4.2 Types of Training

On-the-job training – Learning while working.

1. Definition

On-the-job training (OJT) is a hands-on method of training where employees learn by performing tasks
in a real work environment under supervision.

2. Objectives of On-the-Job Training

✔ Improve employee skills through practical experience.

✔ Enhance productivity with real-time learning.
✔ Reduce training costs compared to classroom training.
✔ Help employees adapt quickly to job roles.

3. Methods of On-the-Job Training

1. Job Shadowing

✔ New employees observe experienced workers to learn.

✔ Useful for learning company processes and job tasks.

2. Mentorship Programs

✔ Senior employees guide and coach new hires.

✔ Encourages knowledge transfer and career growth.

3. Hands-on Experience

✔ Employees perform tasks under supervision.

✔ Immediate feedback helps in quick learning.

4. Job Rotation

✔ Employees switch roles within departments.

✔ Helps develop multiple skills and adaptability.

59
5. Apprenticeships

✔ Structured training combining work and study.

✔ Common in technical fields like engineering and manufacturing.

4. Importance of On-the-Job Training

✔ Increases employee confidence and job readiness.

✔ Provides real-world experience, unlike theoretical learning.
✔ Boosts retention rates as employees feel more engaged.
✔ Saves costs compared to formal training programs

Off-the-job training – Workshops, seminars.

1. Definition

Off-the-job training is a structured learning process conducted outside the workplace, where
employees gain new skills and knowledge through formal training programs, workshops, or simulations.

2. Objectives of Off-the-Job Training

✔ Enhance employees’ skills and knowledge in a focused environment.

✔ Provide theoretical understanding along with practical applications.
✔ Improve productivity and efficiency in job performance.
✔ Prepare employees for career growth and leadership roles.

3. Methods of Off-the-Job Training

1. Classroom Training

✔ Conducted in a seminar or lecture format.

✔ Covers theoretical concepts, company policies, and procedures.

2. Workshops & Seminars

✔ Short-term training sessions led by industry experts.

✔ Interactive learning through case studies and discussions.

3. Simulations & Role-Playing

✔ Uses virtual setups or real-life scenarios for training.

✔ Helps employees practice decision-making and problem-solving.

4. E-Learning & Online Courses

✔ Web-based training through learning management systems (LMS).

✔ Flexible and self-paced learning for employees. 60
5. Conferences & External Training Programs

✔ Employees attend professional events to learn industry trends.

✔ Encourages networking and skill enhancement.

4. Importance of Off-the-Job Training

✔ Provides a distraction-free learning environment.

✔ Encourages innovation and critical thinking.
✔ Helps employees develop specialized skills for future roles.
✔ Strengthens leadership and managerial capabilities.

E-learning – Online courses.

1. Definition

E-learning is a digital training method that allows employees to learn remotely using online platforms,
courses, and multimedia resources.

2. Objectives of E-Learning

✔ Provide flexible, self-paced learning opportunities.

✔ Reduce training costs compared to traditional methods.
✔ Enhance skill development through interactive content.
✔ Enable continuous learning and upskilling.

3. Types of E-Learning
1. Online Courses

✔ Pre-recorded or live video sessions covering specific topics.

✔ Hosted on platforms like Coursera, Udemy, and LinkedIn Learning.

2. Webinars & Virtual Workshops

✔ Live interactive sessions with trainers and industry experts.

✔ Includes Q&A, discussions, and case studies.

3. Learning Management Systems (LMS)

✔ Companies use LMS platforms to provide structured training.

✔ Tracks employee progress and performance.

4. Gamified Learning

✔ Uses quizzes, challenges, and rewards to increase engagement.

✔ Enhances retention through interactive learning. 61
5. Mobile Learning (m-Learning)

✔ Training accessible via mobile apps.

✔ Allows learning anytime, anywhere.

4. Importance of E-Learning

✔ Accessible to employees across different locations.

✔ Saves time and provides personalized learning paths.
✔ Encourages continuous learning and skill improvement.
✔ Increases engagement through multimedia and interactive content.

4.3 Training Methods

• Case studies
• Role-playing
• Simulation exercises

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 PERFORMANCE MANAGEMENT
5.1 Definition
Performance Management is the process of evaluating employee performance to improve
productivity.

5.2 Performance Appraisal Methods

360-Degree Feedback – Input from peers, subordinates, and managers.

Definition

360-degree feedback is a performance evaluation method where an employee receives feedback from
multiple sources, including supervisors, peers, subordinates, and sometimes clients to get a well-
rounded assessment of their performance.

2. Objectives of 360-Degree Feedback

✔ Provide a comprehensive and unbiased performance evaluation.

✔ Identify strengths and areas for improvement.
✔ Encourage professional development and self-awareness.
✔ Improve teamwork and communication within the organization.

3. Sources of 360-Degree Feedback

1. Self-Evaluation

✔ Employees assess their own performance and skills.

✔ Helps in comparing self-perception with external feedback.

2. Manager Feedback

✔ Supervisors provide insights on leadership, decision-making, and work quality.

✔ Focuses on goal achievement and accountability.

3. Peer Feedback

✔ Colleagues give feedback on teamwork, collaboration, and work ethic.

✔ Encourages a culture of mutual support and improvement.

4. Subordinate Feedback

✔ Employees provide input on their manager’s leadership style and communication.

63
✔ Helps in improving managerial effectiveness.
5. Customer/Client Feedback (if applicable)

✔ External stakeholders evaluate service quality and professionalism.

✔ Important for customer-facing roles like sales and customer support.

Self-Assessment – Employees evaluate themselves.

1. Definition

Self-assessment is a personal evaluation process where employees reflect on their own performance,
strengths, weaknesses, and career goals to identify areas for improvement.

2. Objectives of Self-Assessment

✔ Encourage employees to take responsibility for their growth.

✔ Identify strengths and areas for improvement.
✔ Align personal goals with organizational objectives.
✔ Improve self-awareness and confidence.

3. Process of Self-Assessment
1. Reviewing Job Responsibilities

✔ Compare current performance with job expectations.

✔ Identify key achievements and areas needing improvement.

2. Setting Personal Goals

✔ Define short-term and long-term career goals.

✔ Align professional development with company objectives.

3. Identifying Strengths and Weaknesses

✔ List key skills, achievements, and contributions.

✔ Acknowledge areas that need training or support.

4. Seeking Feedback

✔ Compare self-evaluation with 360-degree feedback or manager reviews.

✔ Identify gaps between self-perception and external evaluation.

5. Creating an Improvement Plan

✔ Take online courses, attend workshops, or seek mentorship.

✔ Track progress through goal-setting frameworks like SMART (Specific, Measurable, Achievable,
Relevant, Time-bound).

1. Management by Objectives (MBO) – Employees set and achieve specific goals.

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1. Definition

Management by Objectives (MBO) is a goal-setting approach where managers and employees work
together to define, track, and achieve specific objectives that align with organizational goals.

2. Objectives of MBO

✔ Ensure clear and measurable goals for employees.

✔ Align individual performance with company objectives.
✔ Improve employee motivation and accountability.
✔ Enhance decision-making and performance evaluation.

3. Process of MBO
1. Setting Objectives

✔ Managers and employees define SMART goals (Specific, Measurable, Achievable, Relevant, Time-
bound).
✔ Goals should align with the company’s mission and vision.

2. Developing Action Plans

✔ Employees create strategies and steps to achieve their goals.

✔ Managers provide resources and support as needed.

3. Monitoring Progress

✔ Regular performance reviews and check-ins to track progress.

✔ Managers provide feedback and make necessary adjustments.

4. Evaluating Performance

✔ Compare actual results with set objectives.

✔ Identify areas for improvement and recognize achievements.

5. Rewarding & Reviewing

✔ Employees who meet or exceed objectives receive incentives, promotions, or recognition.

✔ Goals are revised for the next cycle based on outcomes.

4. Importance of MBO

✔ Increases productivity through structured goal-setting.

✔ Enhances communication between employees and managers.
✔ Encourages a result-oriented work culture.
✔ Helps in performance appraisal and career development.
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 COMPENSATION & BENEFITS
6.1 Compensation Definition
Compensation refers to the monetary and non-monetary rewards given to employees for their
work.

6.2 Types of Compensation

• Direct Compensation: Salaries, bonuses.

1. Base Salary

✔ Fixed amount paid to employees on a monthly or annual basis.

✔ Does not change based on hours worked or performance.

2. Wages

✔ Hourly or daily payments based on actual hours worked.

✔ Common for temporary, part-time, or contract employees.

3. Bonuses

✔ Extra payment given as a reward for performance.

✔ Can be annual, quarterly, or project-based.

4. Commissions

✔ A percentage of sales revenue earned by employees in sales roles.

✔ Encourages high sales performance.

5. Overtime Pay

✔ Extra wages paid for working beyond regular hours.

✔ Typically higher than normal wages (e.g., 1.5x or 2x the normal rate).

6. Profit-Sharing

✔ Employees receive a share of company profits.

✔ Encourages teamwork and long-term commitment.

• Indirect Compensation: Medical benefits, retirement plans.

1. Health and Insurance Benefits

✔ Medical, dental, and vision insurance.

✔ Life insurance and disability coverage. 66
2. Retirement Benefits

✔ Provident Fund (PF), pension plans, and gratuity.

✔ Employer contributions to retirement savings.

3. Paid Time Off (PTO)

✔ Vacation leave, sick leave, and maternity/paternity leave.

✔ Public holidays and personal leave days.

4. Employee Perks and Allowances

✔ Meal vouchers, travel allowances, and fuel reimbursements.

✔ Work-from-home options and flexible working hours.

5. Training and Development Programs

✔ Sponsored courses, certifications, and skill development programs.

✔ Tuition reimbursement for higher education.

6. Company Facilities and Benefits

✔ Gym memberships, wellness programs, and recreational activities.

✔ Subsidized cafeteria, free transport, and company-sponsored events.

6.3 Employee Benefits

1. Health Insurance

1. Group Health Insurance

✔ Provided by employers to cover employees and their families.

✔ Offers lower premiums compared to individual plans.

2. Individual Health Insurance

✔ Employees can purchase their own policy if not covered by an employer.

✔ Offers personalized coverage options.

3. Family Health Insurance

✔ Covers the employee, spouse, children, and sometimes parents.

✔ Helps employees manage family healthcare expenses.

4. Critical Illness Insurance

✔ Provides lump-sum payments for serious illnesses (e.g., cancer, heart disease).
✔ Covers high medical costs not included in basic health
67 insurance.
5. Accidental Insurance

✔ Covers expenses related to accidents, disability, and emergency treatments.

✔ Includes hospitalization, rehabilitation, and compensation for disability.

2. Paid Leave

1. Annual Leave (Vacation Leave)

✔ Employees get pre-approved leave for personal time or travel.

✔ Typically ranges from 10 to 30 days per year, depending on company policy.

2. Sick Leave

✔ Granted for medical reasons (illness, injury, or recovery).

✔ May require a doctor’s certificate for extended leave.

3. Maternity & Paternity Leave

✔ Maternity Leave: Paid leave for mothers before and after childbirth.
✔ Paternity Leave: Paid leave for fathers to care for their newborn.

4. Bereavement Leave

✔ Granted in case of death of a family member.

✔ Helps employees manage funeral arrangements and personal matters.

5. Public Holidays

✔ Paid days off on national, religious, or government-declared holidays.

✔ Varies by country and industry.

6. Compensatory Leave

✔ Given as compensation for overtime or working on holidays.

✔ Employees can take time off instead of extra pay.

7. Study or Educational Leave

✔ Granted for employees pursuing higher education or skill development.

✔ May be partially or fully paid, depending on company policy.

3. Retirement Benefits

1. Provident Fund (PF)

✔ Employees and employers contribute a fixed percentage

68 of salary.
✔ Amount accumulates with interest and is given upon retirement.
2. Pension Plans

✔ Provides monthly income after retirement.

✔ Includes government and private pension schemes.

3. Gratuity

✔ Lump-sum payment given to employees who complete a minimum service period (e.g., 5 years).
✔ Calculated based on salary and years of service.

4. Employee Stock Ownership Plan (ESOPs)

✔ Employers provide company shares to employees as retirement savings.

✔ Employees benefit from stock value appreciation.

5. Social Security Benefits

✔ Government-provided financial aid for retired employees.

✔ Varies by country (e.g., Social Security in the USA, EPF in India).

6. Medical Benefits for Retirees

✔ Post-retirement health insurance or medical reimbursements.

✔ Covers hospitalization, doctor visits, and medications.

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 EMPLOYEE RELATIONS
7.1 Definition
Employee Relations focuses on maintaining a positive work environment through effective
communication and conflict resolution.

7.2 Key Aspects

• Employee engagement

1. Clear Communication

✔ Employees should understand company goals, expectations, and their role in success.

2. Recognition and Rewards

✔ Appreciating employee efforts through bonuses, promotions, or verbal recognition boosts morale.

3. Career Growth Opportunities

✔ Providing training, mentorship, and career advancement options keeps employees motivated.

4. Work-Life Balance

✔ Flexible work hours, remote work options, and paid leaves contribute to job satisfaction.

5. Leadership and Management Support

✔ Employees engage more when leaders are supportive, approachable, and provide constructive
feedback.

6. Healthy Workplace Culture

✔ A positive work environment with collaboration, trust, and inclusivity keeps employees engaged.

• Grievance handling

1. Identifying the Grievance

✔ Employees report complaints through formal or informal channels.

✔ Issues can be related to salary, workload, discrimination, harassment, or policies.

2. Acknowledging the Grievance

✔ Managers or HR acknowledge the complaint immediately

70 to show concern.
✔ Confidentiality and neutrality are maintained.
3. Investigating the Grievance

✔ Collect facts, interview concerned parties, and analyze records.

✔ Ensure a fair and unbiased approach.

4. Resolving the Grievance

✔ HR or management proposes a solution based on company policies and legal guidelines.

✔ Employees are informed about the decision.

5. Implementation and Follow-up

✔ The agreed-upon solution is implemented effectively.

✔ Regular follow-ups ensure the issue does not recur.

• Workplace ethics & discipline

1. Integrity & Honesty

✔ Employees should be truthful and transparent in their work.

2. Respect for Others

✔ Treat colleagues, customers, and management with dignity and professionalism.

3. Confidentiality

✔ Maintain privacy of company data and sensitive information.

4. Accountability

✔ Take responsibility for actions and decisions at work.

5. Compliance with Laws & Policies

✔ Follow company policies, labor laws, and ethical guidelines.

4. Types of Workplace Discipline

1. Preventive Discipline

✔ Proactive approach to avoid misconduct through training and awareness.

2. Corrective Discipline

✔ Actions taken after misconduct occurs, such as verbal warnings or training.

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3. Progressive Discipline

✔ Step-by-step action plan:

• Verbal warning → Written warning → Suspension → Termination (if necessary).

72
 HR LAWS & POLICIES
8.1 Important Labor Laws
1. Minimum Wages Act – Ensures fair wages.

1. Fixation of Minimum Wages

✔ The government sets minimum wages based on skill level, industry type, and region.
✔ Wages are revised periodically to match inflation and economic conditions.

2. Payment of Wages

✔ Wages must be paid regularly and on time.

✔ Employers cannot deduct wages unlawfully.

3. Working Hours & Overtime

✔ Defines maximum working hours per day/week.

✔ Overtime pay must be given for extra work hours.

4. Compliance & Penalties

✔ Employers violating the Act face fines and legal action.

✔ Regular inspections ensure compliance with wage laws.

2. Factories Act – Regulates working conditions.

1. Health & Hygiene Regulations

✔ Factories must maintain cleanliness, proper ventilation, and drinking water facilities.
✔ Proper waste disposal and sanitary conditions must be ensured.

2. Safety Measures

✔ Factories must provide protective equipment for workers.

✔ Fire safety measures and emergency exits must be in place.
✔ Machinery should have proper safeguards to prevent accidents.

3. Working Hours & Rest Periods

✔ Maximum working hours are limited to 48 hours per week.

✔ Overtime pay must be provided for extra work.
✔ Workers are entitled to breaks and weekly rest days.

73
4. Employment of Women & Young Workers

✔ Prohibits child labor under a certain age.

✔ Women workers have special provisions for safety and working hours.

5. Welfare Measures

✔ Factories must provide restrooms, first-aid, and canteen facilities for workers.
✔ Employers must ensure proper working conditions and employee welfare programs.

3. Employee Provident Fund (EPF) – Retirement savings scheme.

1. Definition

The Employee Provident Fund (EPF) is a retirement savings scheme where both employees and
employers contribute a fixed percentage of the employee's salary every month. The accumulated
amount, along with interest, is provided to employees upon retirement, resignation, or under specific
conditions.

2. Objectives of EPF

✔ Provide financial security and stability after retirement.

✔ Encourage long-term savings among employees.
✔ Support employees in medical emergencies, education, or housing needs.

3. Key Features of EPF

1. Contribution by Employee & Employer

✔ Employees contribute 12% of their basic salary.

✔ Employers also contribute 12%, out of which 8.33% goes to the Employee Pension Scheme (EPS) and
the rest to EPF.

2. Tax Benefits

✔ EPF contributions and withdrawals (under certain conditions) are tax-free.

3. Interest on EPF

✔ The government sets an annual interest rate, which is compounded yearly.

4. Withdrawals & Loans

✔ Employees can partially withdraw EPF for medical treatment, education, home purchase, or
marriage.
✔ Full withdrawal is allowed upon retirement, unemployment for over 2 months, or relocation abroad.

74
5. Universal Account Number (UAN)

✔ A unique UAN number allows employees to track and transfer their EPF balance when switching jobs.

8.2 HR Policies in Organizations

• Leave policy

1. Casual Leave (CL)

✔ For short-term personal needs (e.g., emergencies, family matters).

✔ Usually limited to 7–12 days per year, depending on the company.

2. Sick Leave (SL)

✔ For medical reasons and health-related issues.

✔ Employees may need to submit medical proof for long-term sick leave.

3. Earned Leave (EL) / Privilege Leave (PL)

✔ Leave that employees earn based on their service tenure.

✔ Usually carried forward to the next year if unused.

4. Maternity Leave

✔ Provided to female employees during pregnancy and childbirth.

✔ As per law, maternity leave is up to 26 weeks in many countries.

5. Paternity Leave

✔ Granted to male employees for newborn care.

✔ Duration varies (e.g., 5–15 days depending on company policy).

6. Leave Without Pay (LWP)

✔ When an employee exceeds their leave limit, the company may allow unpaid leave.

7. Public & National Holidays

✔ Companies provide paid holidays for national, religious, and regional festivals.

• Work-from-home policy

75
1. Eligibility Criteria

✔ Defines who can work from home (e.g., job roles, performance-based approvals).
✔ Some companies allow WFH for specific roles like IT, marketing, and customer service.

2. Working Hours & Availability

✔ Employees must follow fixed or flexible work hours as per company rules.
✔ Must be available online during core business hours.

3. Productivity & Performance Expectations

✔ Employees must complete assigned tasks and meet deadlines.

✔ Regular reporting and progress tracking via emails or project management tools.

4. Communication Guidelines

✔ Use of official email, video conferencing (Zoom/Teams), and messaging platforms (Slack, WhatsApp,
etc.).
✔ Employees should respond promptly to emails and calls.

5. Data Security & IT Compliance

✔ Employees must use company-approved devices and VPNs for security.

✔ No sharing of confidential information over unsecured networks.

6. Equipment & Reimbursement

✔ Some companies provide laptops, internet allowances, or reimbursements for home office setups.

7. Work Monitoring & Reporting

✔ Use of timesheets, daily reports, or task trackers to ensure accountability.

✔ Regular check-ins with managers and team meetings.

8. WFH Approval & Duration

✔ WFH can be temporary, permanent, or hybrid (few days in office, few days remote).
✔ Employees may need formal approval from HR or managers.

• Equal opportunity policy

1. Non-Discrimination Clause

✔ All employees should be treated equally, regardless of:

• Gender, race, ethnicity, or nationality 76

• Religion or political beliefs
 • Disability or health conditions
• Age, marital status, or sexual orientation

2. Fair Recruitment & Promotion

✔ Hiring, promotions, and appraisals must be based on merit and not personal bias.
✔ Ensure transparent selection processes in recruitment.

3. Inclusive Work Environment

✔ Encourage equal participation of all employees.

✔ Implement diversity training to promote cultural awareness.

4. Prevention of Harassment & Bias

✔ Zero tolerance for sexual harassment, bullying, or workplace discrimination.

✔ Provide a safe and confidential grievance redressal system.

5. Reasonable Accommodations

✔ Companies should provide necessary facilities for employees with disabilities.

✔ Flexible work arrangements should be available when needed.

6. Legal Compliance

✔ Align policies with local and international labor laws.

✔ Regular audits to ensure fair treatment and equal opportunities.

Promotion
1. Definition

A promotion is the advancement of an employee to a higher position, often with increased

responsibilities, salary, and benefits. It recognizes employee performance, skills, and contributions to
the organization.

2. Objectives of Promotion

✔ Reward employee performance and loyalty.

✔ Improve job satisfaction and motivation.
✔ Retain top talent and reduce turnover.
✔ Ensure career growth and skill development.

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 3. Types of Promotion
1. Vertical Promotion (Upward Movement)

✔ Employee moves to a higher role with more responsibilities and salary.

✔ Example: A Software Engineer gets promoted to Team Lead.

2. Dry Promotion (No Salary Hike)

✔ Employee gets higher responsibilities but no salary increase.

✔ Usually given to recognize skills or potential.

3. Horizontal Promotion (Role Expansion)

✔ Employee moves to a different role at the same level with additional responsibilities.
✔ Example: A Marketing Executive shifts to Business Development.

4. Open vs. Closed Promotion

✔ Open Promotion – Available to all employees through a competitive selection process.

✔ Closed Promotion – Employees are handpicked by management without an open application.

DEMOTION
1. Definition

A demotion is the process of moving an employee to a lower position with reduced responsibilities,
salary, or status due to performance issues, restructuring, or disciplinary reasons. Unlike promotion, it is
often seen as a negative action but may be necessary for business needs.

2. Objectives of Demotion

✔ Maintain workplace efficiency and discipline.

✔ Address poor performance or policy violations.
✔ Adjust roles during organizational restructuring.
✔ Provide an alternative to termination, allowing employees to improve.

3. Reasons for Demotion

1. Poor Performance

✔ Employee consistently fails to meet job expectations despite training and support.

2. Violation of Company Policies

✔ Misconduct, unethical behavior, or non-compliance

78 may lead to demotion.
3. Organizational Restructuring

✔ Due to mergers, downsizing, or financial issues, some employees may be reassigned.

4. Voluntary Demotion

✔ An employee may request a lower position due to personal reasons, health issues, or work pressure.

5. Incompetence in a Higher Role

✔ If an employee struggles in a newly promoted role, a demotion might be necessary.

4. Effects of Demotion

✔ Decreased Salary & Benefits – Reduction in pay and allowances.

✔ Loss of Authority – Employee moves to a lower rank.
✔ Psychological Impact – Possible loss of morale and job satisfaction.
✔ Opportunity for Improvement – If handled well, it can help employees rebuild their careers.

5. How to Handle Demotion Professionally

✔ Provide clear reasons for demotion with documented proof.

✔ Offer counseling or training for skill improvement.
✔ Ensure the employee is treated fairly and with dignity.
✔ Allow a grievance process for appeal, if applicable.

6. Alternatives to Demotion

✔ Performance improvement plans (PIP) before taking demotion action.

✔ Role adjustments without affecting salary.
✔ Lateral transfer to another department.

Employee Transfers – Brief Information

1. Definition

A transfer is the process of shifting an employee from one job, department, or location to another
within the same organization without a change in rank, salary, or benefits. Transfers can be initiated by
the company or requested by the employee.

2. Objectives of Transfers

✔ Improve workforce flexibility and efficiency.

✔ Provide career development opportunities.
✔ Address employee grievances or personal needs.
✔ Manage workload distribution across departments.

79
 3. Types of Transfers
1. Lateral Transfer

✔ Employee moves to a similar role in another department.

✔ Example: A Sales Executive is transferred to Customer Support.

2. Promotional Transfer

✔ Employee is moved to a higher role in a different location or department.

✔ Example: A Senior Developer is promoted and transferred to a new branch.

3. Temporary Transfer

✔ Employee is transferred for a short period to work on a special project.

✔ Example: An engineer is sent to another office for a 6-month project.

4. Replacement Transfer

✔ Employees switch positions to balance workforce needs.

✔ Example: A finance employee moves to HR, and vice versa.

5. Rotational Transfer

✔ Employees are moved periodically across different roles for skill enhancement.
✔ Example: A management trainee experiences different departments before final placement.

6. Personal Transfer

✔ Employees request a transfer due to family, health, or personal reasons.

✔ Example: An employee requests a transfer to a branch closer to home.

4. Reasons for Transfers

✔ Business Needs – Workforce adjustment due to expansion, downsizing, or restructuring.

✔ Skill Development – Providing employees with new experiences and responsibilities.
✔ Conflict Resolution – Avoiding workplace disputes or personality clashes.
✔ Employee Request – Relocation due to personal circumstances.
✔ Project Requirements – Assigning staff based on special project needs.

5. Advantages of Employee Transfers

6. Challenges of Transfers
✔ Improves employee skills and career growth.
✔ Balances workload among teams and ❌ Resistance from employees due to
locations. relocation issues.
✔ Reduces boredom and job monotony. ❌ Adjustment difficulties in a new work
✔ Enhances employee satisfaction and environment.
80 ❌ Temporary drop in productivity during the
retention.
transition.
 CHAPTER 4: OUTCOMES DESCRIPTION
Describe the work environment you have experienced (in terms of people interactions,
facilities available and maintenance, clarity of job roles, protocols, procedures, processes,
discipline, time management, harmonious relationships, socialization, mutual support and
teamwork, motivation, space and ventilation, etc.

Describe the real time technical skills you have acquired (in terms of the job- related
skills and hands on experience)

81
Describe the managerial skills you have acquired (in terms of planning, leadership, team
work, behaviour, workmanship, productive use of time, weekly improvement in competencies,
goal setting, decision making, performance analysis, etc.

Describe how you could improve your communication skills (in terms of improvement
in oral communication, written communication, conversational abilities, confidence levels
while communicating, anxiety management, understanding others, getting understood by
others, extempore speech, ability to articulate the key points, closing the conversation,
maintaining niceties and protocols, greeting, thanking and appreciating others, etc.,)

82
 Describe how you could enhance your abilities in group discussions, participation in
teams, contribution as a team member, leading a team/activity

Describe the technological developments you have observed and relevant to the
subject area of training (focus on digital technologies relevant to your job role

83
EVALUATION

84
 Student Self-Evaluation of the Semester Internship

Student Name: ______________________________

Registration Number: _________________________

Term of Internship:3 Months (540 HOURS) From: 06.01.2025 To:31.03.2025

Date of Evaluation:

Organization Name & Address: GAYATRI COLLEGE OF SCIENCE & MANAGEMENT

STUDIES,
Munasabpeta Srikakulam.

1 Oral communication 1 2 3 4 5
2 Written communication 1 2 3 4 5
3 Proactiveness 1 2 3 4 5
Interaction ability with
4 1 2 3 4 5
community
5 Positive Attitude 1 2 3 4 5
6 Self-confidence 1 2 3 4 5
7 Ability to learn 1 2 3 4 5
8 Work Plan and organization 1 2 3 4 5
9 Professionalism 1 2 3 4 5
10 Creativity 1 2 3 4 5
11 Quality of work done 1 2 3 4 5
12 Time Management 1 2 3 4 5
13 Understanding the Community 1 2 3 4 5
Achievement of Desired
14 1 2 3 4 5
Outcomes
15 OVERALL PERFORMANCE 1 2 3 4 5

Date: Signature of the Student

85
 Evaluation by the Supervisor of the Intern Organization
Student Name: __________________________

Registration Number: _______________________

Term of Internship: 3 Months (540 HOURS) From: 06.01.2025 To:31.03.2025

Date of Evaluation:

Organization Name & Address: TANASVI TECHNOLOGIES PVT LTD,

st
SUNRISE STARTUP TOWERS 1 Floor, Innovation Valley, Hill no 3, IT Sez,
Madhurawada, Visakhapatnam 530048 AP.
Name & Address of the Supervisor with Mobile Number:

Note: Please note that your evaluation shall be done independent of the student’s self-

evaluation.

Rating Scale: 1 is lowest and 5 is highest rank

1 Oral communication 1 2 3 4 5
2 Written communication 1 2 3 4 5
3 Proactiveness 1 2 3 4 5
Interaction ability with
4 1 2 3 4 5
community
5 Positive Attitude 1 2 3 4 5
6 Self-confidence 1 2 3 4 5
7 Ability to learn 1 2 3 4 5
8 Work Plan and organization 1 2 3 4 5
9 Professionalism 1 2 3 4 5
10 Creativity 1 2 3 4 5
11 Quality of work done 1 2 3 4 5
12 Time Management 1 2 3 4 5
13 Understanding the Community 1 2 3 4 5
Achievement of Desired
14 1 2 3 4 5
Outcomes
15 OVERALL PERFORMANCE 1 2 3 4 5

86
Date: Signature of the Supervisor

MARKS STATEMENT
(To be used by the Examiners)

87
 INTERNAL ASSESSMENT STATEMENT
(Assessment by the industry / enterprise / organisation)

Name of the Student: ___________________________

Programme of Study: BBA

Year of Study: 2024-2025

Group: ____________________

Register No/H.T. No: _____________________

Name of the College: GAYATRI COLLEGE OF SCIENCE & MANAGEMENT STUDIES

Munasabpeta Srikakulam.

University: Affiliated to Dr. B R AMBEDKAR UNIVERSITY.

S.No. Evaluation Criterion Maximum Marks Marks Awarded

1. Project Log 10

2. Project Implementation 20

88
 3. Project Report 10

4. Presentation 10

GRAND TOTAL 50

Date: Sign. of the

HR Manager/Head of the Division

Seal:

EXTERNAL ASSESSMENT STATEMENT

(To be used by the Examiners)

Name of the Student: ___________________________

Programme of Study: BBA
Year of Study: 2024-2025
Group: _______________________
Register No/H.T. No: _________________
Name of the College: GAYATRI COLLEGE OF SCIENCE & MANAGEMENT STUDIES
Munasabpeta Srikakulam.
University: (Affiliated to Dr. B R AMBEDKAR UNIVERSITY).

S. No. Evaluation Criterion Maximum Marks

Marks Awarded

1. Internship Evaluation 80

2. For the grading giving by the Supervisor of 20

the Intern Organization
89
 2. External Viva - Voce 50

TOTAL 150

GRAND TOTAL (EXT. 150 M + INT. 50 M) 200

Final Evaluation Committee

1. Teacher Guide:

2. Internal Expert:

3. External Expert (Nominated by the affiliating University):

4. Signature of the Principal/HOD with Date & Seal:

THANK YOU

90