A Report On

EFFECTIVENESS OF MEGA INTERNSHIP DRIVE

By
Srishti bhateja
19021141116

DIGHT INTERNATIONAL CHAMBERS


1
 A Report On
EFFECTIVENESS OF MEGA INTERNSHIP DRIVE

By
Srishti bhateja

2
 Certificate No. MAY-2020/101/HR

DIGHT INTERNATIONAL CHAMBERS

Sector-22, Dwarka, New Delhi-110077
www.dightinternational.org

CERTIFICATE OF INTERNSHIP
This is to certify that

Srishti Bhateja
Has successfully completed the internship in

Human Resource (Project Analyst)

from 30/04/2020 till 30/06/2020
Well done for the good job, Congratulations!
Awarded this Tuesday, the 30/06/2020

DEBI PRASAD MISHRA

CEO, DIC

Type to enter a caption.

3
 Certificate of authentication by In-house faculty

TO WHOMSOEVER IT MAY CONCERN

This is to certify that Ms. Srishti bhateja, PRN.19021141116, a student of SIBM-Hyderabad, has
undergone 8 weeks of Internship in the company from ---------------- to ---------------- under my
guidance. During the period of internship his/her performance was
____________________________________.

A copy of the report has been submitted to the Institute with title of the Project- --------------------------
----------------------------.

Name _________________________________

Signature_______________________________

Designation_____________________________
(In-House Faculty)
Place: ----------------------

Date: -----------------------

Undertaking

I, Srishti Bhateja, PRN 19021141116 have read the contents of the SIP Guideline and have under-
stood the implications and accept the terms and conditions mentioned in the SIP Guideline.

Place: Hyderabad SRISHTI BHATEJA

Date: 2nd July , 2020 Signature of student

4
 Acknowledgment

First of all, I would like to express my gratitude to my Internship Guide Mr. Debi Prasad Mishra,
FIE for enabling me to complete this report on “EFFECTIVENESS OF A MEGA INTERNSHIP
DRIVE” .Successfull completion of any type of project requires helps from several persons. I have
also taken help from different people for the preparation of this report. Now, there is a little effort to
show my deep gratitude to that helpful person. I convey my sincere gratitude to my Academic Su-
pervisor Dr. Ridhi Rani, Associate Professor at Symbiosis International University. Without her
kind direction and proper guidance, this study would have been a little success. In every phase of
the project, her supervision and guidance shaped this report to be completed perfectly. I would also
like to thanks my colleagues of Dight to give a clear idea about operations being carried out and
cooperating with me to complete this internship successfully.


5
 TABLE OF CONTENTS

CONTENTS PAGE NUMBER

Internship Certificate 3

Certificate of authentication 4
Acknowledgement 5

Executive Summary 7

Synopsis, Abstract 8

Introduction
1. Background 9
2. Methodology
10
3. Limitations
4. Objectives 10
11
Literature review 12-13

Industry parameters analysis 14

Company analysis 15-16

Project Analysis

1. Hypothesis 17
2. Data collection
A) Table 1 (Survey on effectiveness parameters) 18-31
B) Table 2(Survey to assess the needs of interns for 32-34
training sessions)
C) Company policies 35-36
D) intern’s perception and observations 37
E) Charts and graphs 38-42
(a)expectation of interns met
b) satisfaction levels
c)role clarity
d)need for recommendation
e)training session

Result 43

Findings and conclusion 44

Recommendations 45

Learnings from internship 46-50

Refrences 51

6
 Summary

Dight International Chambers is a startup registered on 16th July 2019. It is taking various
small steps to get bigger day by day. As it is a completely online basis they have communi-
cation issues and proper hierarchy is not clear as most of the interns are working for one
month. There has to be a proper allocation of work and accountability and responsibility for
each intern so that it helps the company achieve targets and also increases the job satisfac-
tion of the interns working. There is a need for standard operating procedures and clarity of
responsibilities to every employee. The formation of groups should be limited and there
should be a division of work in the management itself. Documentation is very essential and
there is a provision of an intern’s handbook to inculcate a quick understanding of work and
its implementation. The recommendation of preparing a backup for each intern is essential
and there should be at least 3 days given to an intern to prepare a backup. The methodology
followed is primary. It is a startup containing around 75 interns currently and it is targeted to
take feedback from every intern and also develop them by giving them areas to improve at
the end of internship based on self and group assessment. This assessment is further used to
develop a revenue model for the company as a training program can be generated according-
ly and can be suggested for interns with a minimal fee. The limitations of the study are that
it is a completely online basis they have communication issues and proper hierarchy is not
clear as most of the interns are working for one month. The issue faced by the company is
that it is completely following the work from home criteria and the results in a lack of per-
sonalization and less time to connect with people and spending time with peers. These social
needs have an indirect impact on job satisfaction which proves it as a limitation to its study.
The document can be compared by the growth of various startups and it has an efficiency to
grow more and more in coming years

7
 Synopsis
The purpose of this project is to measure the effectiveness of the interns working for a mega
internship drive. It takes into consideration the factors that impact effectiveness and how it
can be improved. This mega internship drive includes various departments and each of them
is thoroughly analyzed to give recommendations for making the workflow smooth and has-
sle-free. This project aims at giving the company various options to increase the reach of the
internship drive and how to inculcate social responsibility within the interns. Through this
internship there is an increase in the brand value of the company and also shows the impor-
tance of hard work. There is a strong role of interns in the functioning of an organization and
for a start-up like this, there is a huge need to understand the demands of interns and what
are their expectations. This is a startup that was made to achieve long term goals by employ-
ing the job seekers and specifically upliftment of the masses that are not able to access job
opportunities.

Abstract
The company aims at increasing employment opportunities by facilitating the study of the
demand-supply labor curve. Job satisfaction depends on factors like a fulfillment of social
needs, esteem needs, safety needs, and many others. This study facilitates in understanding
various measures to be taken to increase job efficiency and effectiveness. The tenure of this
internship gives every intern a way to learn something new as at regular intervals the tasks
keep on changing and providing experience in all aspects of the domain. Job effectiveness is
directly related to job performance. Interns have to be made clear about their roles and re-
sponsibilities and in turn, they should work with full efficiency.

8
 Introduction
1. Background
Effectiveness of an internship is defined as the level of fulfillment that intern derives while
performing a particular task. In a normal scenario, interns get highly satisfied to perform a
paid internship. Unlike pandemic, interns are happy to learn. It doesn’t matter whether the
internship is paid or unpaid. They get satisfaction from the sense of achievement, recogni-
tion, and motivation, and various other factors. It depends on the nature of work, communi-
cation, supervision, career aspects, operational procedures, challenges, behavioral aspects,
experience, recognition and motivation, and many others.
HR practices at the time of pandemic are one of the most important decisions for the com-
pany. Training, compensating, and empowering the employees becomes a huge issue in the
working of the organization. These are the factors to be worked upon specifically at the time
of a pandemic .organizational procedures should be made flexible, communication should
be made grapevine. Interns should be made clear about their roles and responsibilities daily.
There should be online meetings to be conducted regularly to ensure accountability. This
will ensure work allocation easier and increase job satisfaction as the interns will not be idle
and feel engaged. Being engaged in work gives a sense of fulfillment and reduces the
chances of anxiety and stress. Work engagement keeps them away from the uncertainty of
the future and also companies can motivate them that their internship can be converted into
full time if they perform well this initiative takes care of all the worry related to the job en-
vironment and ensure financial flow. Hence, internship effectiveness at the time of pandemic
is a must for interns as they are in the learning stage and if at such early stages they face so
many difficulties it might hamper their future. Companies should also focus on training the
interns to face such uncertain times and indulge in up skilling activities. Interns if in these
scenarios are paid, it is the best motivator and they try to perform with their full efficiency
and effectiveness.

9
 2. Research methodology
Dight International Chambers is already fulfilling its social responsibility and it has various
donors for the same like FSSAI, they provide gainful employment to deprived masses and
provide interns with paid job offers based on their performance . Interns get a lot of learning
out of this internship and some basic lessons that are required in the corporate world. Work-
ing for a company like this improves satisfaction and creates an urge in employees to work
more. The mission and vision of the company are key features that derive job satisfaction of
intern. The company can grow to higher levels provided in the right direction and guidance
from the CEO .The scope of the study is to assess the effectiveness of candidates on the as-
pects of communication, behavior, output, etc.

3. Scope and Limitations

The study covers information about expectation of interns, what is their understanding of
departments, how is career growth related to effectiveness, whether interns understand the
importance of their role). Precisely it takes into account various factors that affect effective-
ness of an internship .The scope of the study is limited to data collected from Google forms
and observations made after attending various meetings of different groups. The study cov-
ers various viewpoints and analyses of the satisfaction and functioning of this internship
drive and making recommendations on that basis. The limitation of this study is that all the
work takes place in online meetings and there is a lack of human touch. The data collected is
all from the primary sources and then analyzing it.

10
 4. Objectives

1.Looking at the internship process at Dight International Chambers as being carried out.

2.Perception of interns about the internship undergone.;their satisfaction levels and the benefit ac-
crued in terms of improvement in job prospects

3. Suggestions for improving the effectiveness of internship

11
 Literature review

Research paper name Author Major arguments Interpretation

Student internship Zehr Sarah M , Workplace and uni- Students face it

experiences: learning Korte Russell versities should align difficult to apply the
about the workplace. their objectives skills they have
which will result in learnt from their
positive outcomes universities at the
and the workplace work place. They
face various issues as
should focus on
the corporate world
training these indi-
is entirely different
vidual based on
and the theory just
whatever they have forms the base of it.
studied in their insti- What a student
tution and provide learns from is
them with practical basically the
insights experience and
hence, proper
training and
guidance should be
provided in an
internship.
Impact of selected Marek BOTEK* The author talks Recognition,
factors on job satis- about various moti- achievement,
faction vation and hygiene growth, supervision
factors in Herzberg’s and company
theory and relates it policies are a huge
to satisfaction factor that impacts
job satisfaction and
they are all
correlated to each
other

Making the Most of CAROLINE P. The author talks Various job

an Internship: An D’ABATE, MARK about a real-life characteristics like
Empirical Study of A. YOUNDT, experience that task significance,
Internship KATHRYN E. students need to fit feedback,
Satisfaction WENZEL in the corporate supervision, paid vs.
world and why are unpaid are the
internships a major factors that influence
part of it the students the most
while choosing up an
internship.

12
 Role of Human Re- TEHMINA SAT- The arguments given It shows that workers
source Practices in TAR, KHALIL by the author are HR become satisfied
Employee Perfor- AHMAD AND practices like when they are given
mance and Job Satis- compensation, a challenging task,
SYEDA MAHNAZ
faction organization culture; work-life balance,
HASSAN
career development and individual
is aspects which feedback
impact performance mechanism.
and satisfaction.

Internship Design Paul Stansbie, Interns are satisfied Interns should be

and Its Impact on Robert Nash, Kristen when they get given meaningful
Student Satisfaction Jack regular feedback work, constructive
and Intrinsic Motiva- from supervisors and feedback and
tion improve their career training to enhance
prospect. Employers their skill. Personal
should be able to growth ultimately
provide clear leads to
guidelines for what organizational
the interns can gain growth
from an internship.

Determinants of In- V. K. NARAYANAN It shows that a result An internship plays a

ternship Effective- ,PAUL M. OLK of an internship huge role in getting
ness: An Exploratory CYNTHIA V. depends on the up a job offer; the
Model FUKAMI dedication and way interns socialize
handwork the intern and are committed to
is ready to put in and the organization
while performing an reflects itself in their
internship in their work. Companies on
dream company. A the other hand
job offer is a good should try to
motivator for any promote learning by
intern. doing and giving
employees’ good
working experience.

13
 Industry Parameters analysis
The startup has to work all along in order to be successful. In these uncertain times where most of
the businesses are to lay off employees and recession is probably going to hit the economy. It is
necessary to take various measures in order to boost startup aspirants as there is a need of innova-
tion in approximately every sector whether it is learning or healthcare. The measures taken by the
government are opening up various paid projects on NGO Darpan and organizing contests like big
leap 2020. Various advisory services for NGOs and development of various businesses are also
available on government portals. NGOs should be made aware about all the initiatives and also giv-
en help based upon their business ideas. Hence, there are decent chances that economy will flourish
by means of startups in these uncertain times.

Parameters that define effectiveness in an internship

1. Components of the internship – This includes all the work that is allocated to interns based on
their competencies and skills. Interns should feel motivated to do the work they are allocated and
how their task is helping the company to develop. The work has to be meaningful and value adding
to the candidate
2. Motivation levels-Interns need to feel motivated to do a particular work i.e. their safety needs,
physiological needs, esteem needs and social needs ought to be satisfied for them to perform .These
needs as mentioned by Maslow’s hierarchy are to be kept in mind to make interns feel motivated.
3. Rewards and recognition-Rewards and recognition are essential elements of a job. An intern
won’t perform a job if their individual needs are not fulfilled and individual needs are satisfied with
monetary benefits and also acknowledging their contribution. Praising them for their work in front
of public and criticizing in private. Rewards and recognition makes a lot of difference in an intern’s
work.
4. Career advancement-The internship offered must provide adequate experience and opportunities
to grow .Intern’s satisfaction depends on how the work will help in career advancement and it
should help them to know about their interests and guide them the field in which they want to pur-
sue their careers.
5. Supervision and Behavioral aspects-Interns are in direct contact with the supervisor, their behav-
ior, way they deal with mistakes of interns and their guidance mechanism. The formal and informal
relation that they maintain with interns ultimately impacts their productivity and satisfaction.

14
 Company analysis
Dight International Chambers is Section 8 NGO Company which aims at employment regulariza-
tion. Its mission is to create employment by helping interns in developing their skills and also help-
ing in providing employment to deprived masses. Focusing on increasing its reach it has developed
8 departments in various domains like marketing, events, HR and many others. Its vision is to de-
velop an organization “By the interns, of the interns, for the interns”.The following is a brief of
such departments that aim at achieving the goals of the organization.
1. DM-SEO-SMM.
About DM-SEO-SMM
This is a marketing group that makes people aware of DIC and its mission. This group increases the
reach at various social media platforms and increases the goodwill of the company.
DIC objective:
1. To identify various ways to popularize the company
2. To make different posters that can be displayed at digital platforms
3. Create awareness about the company in employers and employees.
4. To expand the company's network on platforms like Linked-in, Facebook.
5. Provide placements services to employer and job seekers at the time of need
6. To make attractive audiovisual files to promote the company’s initiative
2. Event management
About Event Management Group
The event management group is one of the upcoming groups in Dight International intended to cater
to the needs of various events online like distribution of certificates and conducting other fun events
to increase intern engagement in the process
DIC objective:
1. To identify the interns graduating from the course
2. To fulfill the various engagement requirements through events
3. To prepare the event flow for smooth functioning
4. To facilitate DIC in increasing its reach and suggesting more events
3. Executive Group
About Executive Group
This is a monitoring group that is indulged in planning and work allocation for the company’s ini-
tiatives at various levels where the work takes place. They perform the role of guide and problem
solver
DIC objective:
1. To identify various activities happening in the groups
2. To identify the loopholes and suggest measures to solve them
3. Create awareness about the company policies in various directions.
4. To guide and solve problems in different groups.
5. To make the CEG group aware of the activities of different groups.
4. Software, Dight International.
About Software Group
The objective of this group is to find new ways of web development and help in designing web
pages for DIC which will help in increasing the online reach of the company and its objectives.
DIC objective:
1. To identify the areas of improvement for smooth working
2. To find newer ways for implementation of policies
3. To help digital marketing group
15
 4. To facilitate DIC in increasing its reach and suggesting apps for reducing time.
5. CEO Executives Group
About CEG:
CEG is a group that can keep a check on all the groups and its working. It is a governing group
whose purpose is to ensure deliverable by SAG.
CEG objectives:
1. Take Knowledge Transfer from CEO or authorized member of CEG concerning objectives
of each group, existing or created or to be created
2. Each responsible EA need to handle the aspects of all assigned groups, concerning planning
& progress monitoring according to group objectives and SOP
3. Improve upon agenda for each existing groups
4. Create an agenda for proposed groups
5. To identify loopholes in all groups and suggest way out
6. To identify capable candidates in other groups so that they can become part of CEG
6. National Career Service Portal
About NCS:
National Career Service portal involves posting job requirements of different sectors and job seek-
ers can find an easy platform where they can find jobs. DIC finds the services suitable for its objec-
tives.
DIC objective:
1. To identify vacancies for job seekers across India
2. To mobilize employers for vacancies channelization through DIC
3. Create awareness about such vacancies among job seekers
4. Create a database of job seekers from applicants for each profile and region wise
5. Provide placements services to employer and job seekers at the time of need
7. Operations Group
About operations:
This group is the backbone of the HR group, NCS, CEG and all other. It maintains the documents
and takes care of all the primary requirements of interns
DIC objective
1. To manage all the data of intern , their joining date , issue of letter of internship
2. To decide the parameters on which letter of appreciation and letter of recommendation is to
be given
3. To ensure that every intern has a backup prepared
4. To keep a record of the joining documents and guide the HR group for further action

16
 Project Specific Analysis

1. Hypothesis
Statement 1:

H0-Understanding of department, the contribution of department to the mission of organization and
fulfillment of intern expectation impact effectiveness

H1 – Understanding of department, the contribution of department to the mission of organization

and fulfillment of intern expectation do not impact effectiveness

Statement 2:

H0-Training sessions based on need assessment will lead to internship effectiveness.

H1-Training sessions based on need assessment will not lead to internship effectiveness.

17
2. Data collection
A research was carried out on 50 interns of Dight International Chamber. The purpose of this re-
search is to identify various parameters that give job satisfaction and what are the various mea-
sures that can be taken to make a mega internship drive successful. The primary method of col-
lecting data was used to assess the level of satisfaction of interns.

Survey on effectiveness parameters (TABLE 1)

Name Group(s) Al- Understand- Satis- How is your Are your ex-
lotted so far ing of the de- faction role in helping pectations
partment? * level * the depart- from the in-
ment? * ternship being
me? *

Shashank DM-SEO- To create and 5 Helping it get 4

SMM strategize con- publicity, pub-
tent to market lic glare and
the NGO, its communicate
activities, pur- its purpose and
pose on digital endeavor.
media

Divya Thakkar GEM (Govt. I'm working as 5 I have tried 4

Outsourcing an hr intern submitting as
Projects) wherein have many bids as I
to keep all the can also I have
candidates conducted KT
work up to session for the
date.. Taking gem
guidance and
order from the
seniors and ar-
ranging the de-
sired work for
the candidates
on time.

18
 Subhasish NCS (Govt. & Quite under- 3 I post jobs in 3
bhowmik Corp. Out- standing NCS job portal
sourcing Posi- ;to help others
tions) in doing the
same if there is
any error

Soumya Gupta Executives I know how to 5 My role is to 5

place bids by help the opera-
checking eligi- tion depart-
bility from the ment in its
give criteria. functions.

Monalisa Patra NCS (Govt. & Good 4 IN GETTING 4

Corp. Out- APPLI-
sourcing Posi- CANTS.
tions)

Boris NCS (Govt. & Good 4 In getting ap- 4

Moirangthem Corp. Out- plicants for
sourcing Posi- jobs and in-
tions) terns

Vindhya Software bidding on the 4 Its letting me 4

Acharya gem (govern- use my knowl-
ment market- edge which I
place ) to get already studied
manpower in college to its
quotations fullest

Malvina Vian- Software 5 Creating web- 4

na Dsouza sites

Tanya Mmittal Interns Alloca- As a Business 4 it is helpful 5

tion Analyst we because I’m
need to gener- giving sug-
ate software gestions to the
requirements hr and e.a de-
from the client partment .
and then make
an SRS/BRD.

19
 RishikaSshar- Software Handling the 4 Good 3
ma new interns
that had ap-
plied for the
internship.

Atul Awadhiya GEM (Govt. Contact and 4 My role helps 5

Outsourcing hire interns in reducing the
Projects) who applied in work and faster
internshala it.
from various
backgrounds

Fastlen Antho- NCS (Govt. & To manage the 3 The goals are 3
ny Corp. Out- work going in getting done
sourcing Posi- the team fast
tions)

Mani Shankar Software To allocate the 4 Helps the com- 3

intern to hr and pany to devel-
Maintaining a op a website
database of
candidates.

20
 Swastic Gupta GEM (Govt. Ii believe 4 Provide a clear 4
Outsourcing working o then statement on
Projects) gem is the ini- what task has
tial and most to be per-
important work formed
to do because
after bidding
the order only
we move to
further steps
like posting
jobs over ncs
and one must
have keen
knowledge re-
garding the cri-
teria of order
selection,
preparation of
atc for that bid
then matching
the order re-
quirements

Ch.saiTeja Software Much better 5 5

21
 Yash Malhotra Software It is a segment 4
of the HR de-
partment which
deals with In-
terns Alloca-
tion from In-
ternshala and
preferably con-
tacts candi-
dates for
screening and
on boarding. It
also looks after
the manpower
requirement of
all departments
understanding
the work pro-
file and exist-
ing require-
ments given by
the team
leader.

Abhishek Ku- Interns Alloca- Job posting 3 I have worked 1

mar tion over almost 80
interns on In-
ternshala and
out of them 40
were con-
firmed intern's.
In Campus
Drive I have
mailed 15 col-
leges till now. I
have worked
hard for this
organization
and have al-
ways submitted
my work on
time.

22
 Jinagam Jyot- Interns Alloca- Hrm 4 I help to fetch 2
snaa tion people and cat-
egorize them

Satyam Sing- Operations Take care of 3 communicating 2

hal candidate's de- with the CEO
tails and doc- and providing
uments and further infor-
help them to mation to the
engage them team I.e. com-
according to municating di-
their interests. rectly with the
CEO and dis-
cuss problems
coming in front
of my team

Umang Dakh Interns Alloca- To allocate the 5 To manage all 5

tion intern to hr and the data and
Maintaining a providing in-
database of formation of
candidates. candidates and
current status.

23
 Kalpana Ccha- GEM (Govt. I believe work- 5 it is helping in 5
har Outsourcing ing then gem various man-
Projects) is the initial ners - 1-I am
and most im- working as a
portant work to senior intern
do because af- and guiding
ter bidding the interns regard-
order only we ing the work as
move to further well as I am
steps like post- performing my
ing jobs over duties to
NCS and one achieve organi-
must have keen zational goal
knowledge re-
garding the cri-
teria of order
selection,
preparation of
atc for that bid
then matching
the order re-
quirements

Rishita Lohani Interns Alloca- Much better 5 My role helped 5

tion the department
in building a
large chain of
new interns in
varied fields
and profiles.

24
 Udit Narayan Interns Alloca- It Is a segment 4 It is helping in 4
Rout tion of the HR de- terms of allo-
partment which cating interns,
deals with In- fulfilling man-
terns Alloca- power re-
tion from In- quirements of
ternshala and assigned de-
preferably con- partments,
tacts candi- smooth con-
dates for ducting process
screening and of on-boarding
on boarding. It of candidates.
also looks after
the manpower
requirement of
all departments
understanding
the work pro-
file and exist-
ing require-
ments given by
the team
leader.

Pallavi NCS (Govt. & Job posting 5 Providing them 5

Daswani Corp. Out- employees to
sourcing Posi- hire if met to
tions) their expecta-
tions.

CelestiLlenka Interns Alloca- HRM 5 Not allotted 5

tion

25
 TUHINA Operations Take care of 4 Keeping a 3
RANA candidate's de- database of
tails and doc- candidates
uments and helps the de-
help them to partment to
engage them know how
according to many candi-
their interest. dates are there,
there on board-
ing status,
about their pro-
file interest,
how many of
them are as-
signed to some
work etc.

Maria Interns Alloca- Good 5 good 4

Amulya.A tion

vijeetraj Interns Alloca- I am working 4 It is quite good. 4

tion as a fund mobi-
lizer.

Navneeta GEM (Govt. Highly satis- 5 It's helping to 5

Singh Outsourcing fied reach eligible
Projects) bids which are
categories in
three stages
human re-
source out-
sourcing,
healthcare, and
technical man-
power after
that easy ac-
cess to that
bids and finally
participated.

Shubham Jain Software 5 5

26
 Manyala Ab- Interns Alloca- I belong to se- Quite good so 4
hishek tion curity testing far
and I under-
stand com-
pletely about
the department

27
 Payal Chawla Executives Understand 4 Nil
organizational
workflow for
planning and
monitor
through hierar-
chy building
exercises along
with the con-
cerned group
head 2. Attend
meetings for
different
groups for
workflow as-
sessment and
dynamic
process devel-
opment 3.
Formalize the
implementation
schedule for
the revised
process along
with concerned
head 4. Sup-
port the con-
cerned opera-
tions associate
or business an-
alyst I then im-
plementation
of the new
process 5. Cap-
ture new indus-
try trends to
choose and de-
velop HR prac-
tices for maxi-
mum produc-
tion

Pooja Devadi- Interns Alloca- I will have to 4

ga tion curate attrac-
tive digital me-
dia marketing
ideas

28
 Ravivarman B Executives Understood the 5 We can sugges- 4
organization tion idea for
hierarchy business
growth

S.L.SUSHMA Executives Coordination 4 We can suggest 3

between the ideas for their
operation team business
and manage- growth
ment team

Saddamhusen Software Computer 4 For developing 5

Goundi software

Prabhnoor Executives A department 4 To transfer the 4

Kaur working and messages
coordinating
with other de-
partments to
achieve the de-
sired goals

Andrea Lobo Software Good 4 Making web 4

pages

Dhananjay Software 4
Singh

Ignatius Software Great Making Web 4

Almeida Pages

Gaurav Interns Alloca- Web develop- 4 Web develop- 5

tion ment ment

Ankit Agarwal Executives Update the ex- 5 Executive As- 5

cel sheet on a sistant
real- time basis

29
 Katakam Software Firstly, I had 5 I was helping 4
harshith used the web- to find the
site. Different open
ways so that I ports ,what at-
know where tacks can be
the website is made on the
Lagging, gone website .find-
through the ing some ways
source code, to make web-
found the open site efficient
ports given and
informed my
superior.

Yash Pal Operations The operations 5 Ensuring that 5

department is work is being
for ensuring done properly
that day to day
activities are
happening
properly

Rajni Kumari Software Web design/ 5 1 1

web developer

Amathi Vinay Software I am a web de- 3 None 3

veloper

Roshan Kumar Software I think I have 3 My role helps 5

to deal with the the organiza-
Company’s tion over the
website world of inter-
net

A. Mahalak- NCS (Govt. & Able sourcing 5 To understand 4

shmi Corp. Out- and screening, the people, and
sourcing Posi- Completely good commu-
tions) based on the hr nication be-
stream in re- tween the team
cruitment peoples

30
 Namrutha Software We studied 4 We can check 5
about web-de- the vulnerabili-
sign of the ties of the
software and software and
also performed can prevent
testing for the hackers from
website. stealing data
from theft
company.

31
 Training sessions
To increase the competencies of the employee’s CEO himself decided to help interns to help
them with their skills and what steps can be taken to provide them career assistance. Interns
were asked to experience work in different groups to know what they want to pursue in future.
People with 0-5 years of experience were guided on retention. The following sessions are being
planned: -

1. Improving communication skill, ,job skills

2. How to improve employer-employee relationship?
3. New career choices available after a pandemic
4. How to improve the retention rate?
5. Importance of understanding organizational behavior and adapting it
6. Change management and anger management
The CEO of Dight International is an Experienced Executive Director with a demonstrated history
of working in the information technology and services industry. Skilled in Customer Relationship
Management (CRM), IT Service Management, Technical Recruiting, Servers, and management. A
Strong business development professional and recognized FIE member of Institute of Engineers
(India).

This was a survey taken to assess the needs of the interns and planning is being done to conduct a 1
hr session on each of the issue. In this way interns can learn from experience and can apply it in
their careers. These skills are of utmost importance in the career of any manager.

Survey to assess the needs of interns for training session (TABLE 2)

OB Meeting Change Anger Com- Inter- Man-

employ- man- man- munica- view ager-
er’s ex- age- age- tion skills ial
Name pectations ment ment skills skills

32
 Ankit Agarwal 4 5 4 4 3 4 4

Prabhnoor kaur 4 3 3 4 4 4 4

Vijeet Raj 5 5 4 5 5 5 5

Mani Shankar 5 5 5 5 5 5 5

Ishaan Chauhan 4 5 4 5 5 4 5

Vindhya Acharya 3 4 4 5 4 3 3

Ishika choudhary 4 4 3 4 4 3 3

Umang Dakh 5 4 5 5 4 4 5

Tanya mittal 5 4 3 2 4 3 4

sujit goswami 4 5 5 5 5 5 5

R. Sarika 3 4 4 3 5 4 4

Dhananjay Singh 3 3 4 5 3 3 3

Divya Thakkar 3 4 4 4 5 4 4

Subhasish Bhowmik 4 4 4 5 4 4 4

Payal chawla 3 4 3 4 4 4 4

Rishita Lohani 3 4 4 4 4 4 3

TUHINA RANA 3 4 5 5 4 4 4

Monalisa Patra 5 4 4 4 5 4 5

Sanskar pradhan 5 4 4 4 4 4 4

Soumya Gupta 4 4 4 4 4 4 4

Rishika sharma 5 5 5 4 4 3 4

Angel Kamle 4 5 3 4 4 4 4

Navneeta Singh 4 5 4 4 3 4 4

Nehal walia 4 4 3 3 4 4 4

Boris Moirangthem 4 5 4 4 5 5 5

Aritro Chakraborty 3 3 3 4 4 4 4

swastic gupta 5 5 5 5 5 5 5

33
 Fastlen Anthony 4 4 3 1 5 5 5

Anugya singh 4 3 4 4 4 4 4

Yashika Jain 4 4 4 4 5 3 4

Anuradha Jangid 4 4 4 4 4 4 4

Ravivarman B 4 3 3 4 4 4 4

Satyam singhal 5 4 4 4 4 4 4

Udit Narayan Rout 5 5 5 5 5 5 5

Jinagam Jyotsnaa 3 3 5 4 5 4 5

Ch.sai teja 4 4 3 4 4 4 4

Katakam harshith 4 4 5 3 4 4 4

Manyala Abhishek 4 4 5 3 4 4 4

Devesh Bansal 5 5 5 5 5 5 5

Ankit Agarwal 4 5 5 5 3 4 4

34
Under Dight International chambers
1. The nature of the work-Every intern is given work based upon the preferences of interns and
their interest. Firstly, they are given easier tasks and based on the duration and quality of work
their position grow.
2. Communication - There is a grapevine communication network followed in the organization
that increases the ease to share ideas and also faster communication to take quick decisions.
3. Supervision - each intern in the initial days gets guidance from a senior intern who has been
working for a week and the senior intern on the other hand gets work from the group head and
the CEO is responsible to guide all the group heads and coordination.
4. Career aspects - every intern is allowed to work under different departments which gives him
experience and they can choose which department interests them the most and can go further
with it as a career choice
5. Operational procedures-This department takes care of the joining date of the internship, allot-
ment of tasks, maintenance of excel sheets, issuing of the letter of internship. This department
work is to design procedures for smooth flow of work.
6. Challenges-There are a lot of challenges that an intern faces in this internship. They have to
solve-the problem on real time basis and should have basic knowledge about what is the objec-
tive of the company to perform work in case there is an irregular flow of interns
7. Behavioral aspects-Employer-employee relationship, the, relationship amongst peers all de-
pends on behavior and how to get work done by cooperating is one thing that Dight In-
ternational focuses on and teaches every employee to understand the situation and behavior ac-
cording to it
8. Skill judgment - Every intern is given a self-assessment to understand what they have learned
from the internship and developing training sessions accordingly.
9. Responsibilities - Active performers are loaded with tasks and duties. They have to multitask
and understand every aspect which results in burdening them and reducing their productivity.
10. Absenteeism-Interns follow a reactive approach. There is a lack of motivation and refrain from
taking up work. There is a measure for regular check on every intern’s work preference and
their contribution.
11. Clarity - As there are few interns following the proactive approach. These interns try to handle
everything resulting in poor performance and start getting dissatisfied with themselves as well
as the job in hand.
12. Recruitment - it takes place from internshala or linked in and various other online platforms.

13. Selection & Training - A screening session is conducted and every applicant is given a suitable
task based on the objectives of different departments. Training is done by those interns who have
some experience. It is an organization whose aim is “by the interns, of the interns, for the interns”

35
14. Career Development-Every intern is given flexibility to choose the group they want to con-
tribute too and also given career advices from experienced professional at the end of the internship.

15. Group Dynamics - This internship includes freshers, professionals up to 5 years of experience
and also more than that. Hence, this internship is run by diversity of professionals.

16.Performance Appraisal - Performance appraisal is done on real time basis. Each intern is allotted
task every day and feedback is given. Various measures to improve performance are also suggested.

Analysis of the internship was done on all the levels from top to bottom and need assessment was
done. Interns were judged on their skill, what the time duration they want to spend is and how many
responsibilities they can talk. Level of absenteeism was checked and why interns lacked motivation
and why was there no clarity of work, each issue was taken care of what are the expectations of in-
terns and are they being met. An intern has to meet the expectation of the head and on the other
hand the company should also take care of the interns.

36
Observations
For interns
1. Every intern is taken care of
2. Allocation of work is done based on their preferences
3. Accountability and responsibility standards are to be made clear
4. Every intern gets a wholesome experience about the domain they are working in
5. The main motivator for performing in this startup is the social responsibility and uniqueness of
hierarchy. Each intern is free to contact the CEO whenever there is a problem.

Welfare of interns
1. Need to make interns aware of organization culture
2. Regular amendments are made to make work flow better
3. Development of interns by conducting training sessions on how to face an interview , change
management, anger management, emotional intelligence and communication skill
4. Feedbacks from interns are recorded at regular intervals
5. Most of the interns want to increase the duration of the internship due to ample opportunities.
6. There is a real-time performance appraisal system.
7. Interns get experience in various fields and plan of action is developed at regular intervals.
8. Interns are trained in digital marketing by workshops on Photoshop, canva etc.
9. This internship aims at learning by doing.
10. Understanding of internship is greater as every intern needs to guide a backup.
Shortcomings
1. There is so much information going on here and there that it is difficult to handle
2. Power is concentrated in the hands of few intern.
3. There is a time gap between on boarding and allocation of work.
4. Interns do not get any confirmation about the internship.
5. Out of 13 groups there 4 groups which are active and others need micro- management
6. Clarity of the roles is around 60%
7. The letter of internship is one hard thing to sort out as there is a lot of incoming and outgoing
interns going on every day.
8. Most of the interns are unpaid and the main motivator for working is the certificate from NGO.
This is the reason that most of the interns leave it in the first week itself.
9. There is over and under employment in every group.
10. Most of the interns do not know about the backup and were very angry when their certificate
was not given on time.
11. Every person on higher level is multi-tasking and making assumptions about the role.
12. As there is no set policy framework. It takes time for intern to understand and adapt to the
changing demands.
Rules and regulations
1. Departments to hold meetings every alternate day.
2. Regular attendance is taken and those who are inactive are taken into reconsideration within 24
hrs
3. If the people in power start underperforming new interns are handed over their work.
4. Every intern should prepare a backup
5. The feedbacks are noted on a day to day basis
6. Backups are to be prepared after 15 days
7. There are separate email ids given to analyst and executives through which further communi-
cation can take place.
37
8. A morning session is to be conducted from 9:40 to 11:40 every morning to allocate work.
9. Interns have to follow the rules written in the white paper
10. Each and every work of the intern is to be uploaded by their respective guides on the drive.

Charts and graphs

1. Expectations of interns being met (based on table 1)

1 2 3 4 5

6%

12%
39%

43%

Every intern expects that an internship provides experience, learning, exposure and meaningful
work. This internship contains around 70% people whose expectations are being met completely
and remaining 30% intern’s feedback is taken place regularly and their problems are being solved.
Training sessions are one such initiative to meet the expectations.

38
 2. Satisfaction level of interns (based on table 1)

1 2 3 4 5
8%
10%

30%
12%

40%

This chart is the result of the expectations of interns being met. If the intern’s needs are fulfilled
their satisfaction levels automatically increase. This ultimately leads to increase in the productivity
level. On a scale of 1 to 5. 80% of the interns are under 4-5 level of satisfaction which shows a great
success on behalf of the company.

39
 3. Role clarity (based on table 1 )

Region 1 Region 2

100

75

50

25

0
software operations interns allocation

3. Role clarity involves how well interns know about their roles and responsibilities. Different de-
partments have been formed with different objectives. Until an intern practically starts working the
understanding level is around 45% as the time passes and they come to know how their work is
contributing to the company clarity rises up to 90%. NCS, operations need more of practical ap-
proach. Hence, role clarity is bit difficult for them.

40
 4. Needs and Recommendations

internship aspects recommendations

100

75

50

25

0
welfare of interns rules implementation shortcomings

4. The welfare level of interns is quite good and there is less need of recommendations, rules im-
plementation is quite moderate requiring less recommendations and shortcomings are high so there
is high need of recommendations. So this can be said that welfare and rule implementation needs to
be done in a better way to reduce shortcomings.

41
 5. Training sessions (based on table 2)

anger management organization behaviour communication

managerial skill interview skills

22% 22%

17% 17%

22%

5. There was a Google form rolled out in order to know in which direction interns want to learn.
Training sessions were to be carried out accordingly. It was observed that based on the diversity of
interns in the organization which include freshers , employees up to 5 years of experience . So there
needs varies from communication skills, change management, anger management. The rating is al-
most equal for all the skills

42
 Results
1. H0 is accepted in both the cases
Based on the above analysis and observations understanding of the department, the contribution of
department to the mission of organization and fulfillment of intern expectations have an impact on
internship’s effectiveness and training sessions based on need assessment will increase effectiveness
To conclude the company is able to fulfill almost all the parameters mentioned in the beginning
like components of job, behavioral aspects, career advancement, rewards and recognition .These are
some of the findings and recommendations for the same.

43
 Findings
Based on the various responses recorded through Google forms. There were various findings on as-
pects like communication, organization structure , work life balance , allocation of work, responsi-
bilities and job satisfaction levels .The startup when compared to standard startup growth rate is
doing well and has very dedicated interns. There is a lack of clarity of responsibilities. There is a
moderate rate of success of flow of information from superiors to interns. Most of the interns are
confused about the responsibilities and have to do multi tasking. It is very difficult for interns to
understand the goals and mission of the organization in just 1 month. In order to deal with the diffi-
culty there is a need to handle interns as per the company and it is trying to take various actions for
the same like publishing intern’s white paper, making interactive videos. Time gap between board-
ing and work allocation is about 3 days which results in confusion. Confirmation about internship
has to be sent an email regarding work allocation is not there. These are the gaps which need atten-
tion from company’s management. Satisfaction level of interns is moderate and efforts are being
made from both the ends to improve the same. Hence, the startup is in the growing stage.

Conclusions
The conclusions based on the above findings are that gaps are there which have to be filled by co-
ordination and cooperation. Coordination and cooperation from both the employers and intern’s
point of view is essential. The problems mentioned are faced by most of the startups in initial
stages. But with good guidance and management practices companies grow .The retention and
knowledge transfer of the duties and responsibilities have to be done carefully in order to reduce the
mistakes and misunderstandings. This will result in smooth flow of work and also increase produc-
tivity and satisfaction rates. Motivation is a factor that makes all the difference. Dight has members
who are good influencers and motivators who believe in “praise in public, criticize in private”.
Coming on the work environment it was observed that if you involve various people in one task.
There is a situation of confusion in responsibilities. Clear flowchart and duties are essential to re-
duce discrepancy. Efficient people should not be overburdened with work or else they just start los-
ing their interest .Work- life balance has a huge impact on the satisfaction and productivity levels of
employees. Company is working for social upliftment hence its mission itself motivates and helps
in achieving efficiency levels

44
 Recommendations
Company is required to focus on implementation of standard operating procedures to see the result-
s.Each intern should be given tasks as per their competency and time slots should be divided ac-
cording to their flexibility .Internship tracker has been made to record the date of joining and profile
and a mail confirming profile has to be sent . All the interns should make a backup in order to en-
sure that after 1 month when they leave there is someone to take over. These new joiners should be
trained properly to help the organization grow. The work to be allocated should be prepared before
on boarding so that intern is not free for 3 days and can get to work straight away as they join. Indi-
vidual interests of the interns should be kept in mind and as a result every intern should be able to
learn at least 3 career advice and lessons from this internship. For this the training sessions are a big
step which helps in knowing interests whether they want to be job seekers or startup aspirant. Every
intern is to develop a backup after 21 days and should be given a certificate only after the backup
can take over the work. If these recommendations are implemented there are chances of improve-
ment in the management and working of the internship.

45
Learning from internship

1. It is very important to properly guide the interns about their work and clarify their doubts on
time.
2. Before executing take care that planning is done adequately and all the factors are kept in mind.
3. Motivation is the key to success.
4. Patience and hard work are the factors that are extremely essential. Your proficiency won’t help
the company until you are fully dedicated and motivated to learn and perform.
5. Adaptation to the changing events and understanding the importance of smart work.
6. You have to be a Multi Tasker and develop a habit of noting down things and keep a check on
real time basis.
7. In difficult situations you should know the background of the project and be able to present it.
8. Cooperating and coordinating with team helps both the parties and makes work a lot easier.
9. In the corporate scenario there are various things that you learn with experience. You should have
good bookish knowledge in order to apply it. Proficiency of basic concepts and teacher’s guid-
ance are essentials to perform well in an internship.
10.A person has to be sharp minded and have good management skills.
11. The way company guide or superior treats you affects your performance directly. Here, comes
the relationship between authority, responsibility, accountability.
One skill that I became proficient in this internship is how to maintain patience and perform best in
a difficult situation. It boosts confidence and also prepares you for future situations. This internship
taught me how to be spontaneous and confident in my approach and keep coordinating and cooper-
ating with others in order to achieve success. This internship gave me a wholesome experience and
helps you to introspect where your knowledge and skills stand while working in a corporate sector.
It gave a glimpse of how the future as a professional I can have.

46
 Internship log sheet

Date Brief Description of the Day’s Activity

1st May Gave ideas to the mentor on how information can be collected from interns without
biases
2nd May Prepared a google form , circulated it in different groups

3rd May Started understanding goals of different departments

4th May Got a responsibility of preparing the standard operating procedures

5th May Discussion about digital marketing and event management and preparing its SOP

6th May Discussion about NCS and preparing its SOP

7th May Discussion about CEG and preparing its SOP

8th May Discussion about Software and preparing its SOP

9th May Making everyone understand the importance of SOPs and implementation

10th May Implementation of SOPs

11th May Started screening candidates

12th May Allocating work to different departments

13th May Briefing and carrying out induction

14th May Helping out CEG group members to allocate work

15th May Helping out CEG group members to allocate work

16th May Meeting with the CEO and getting his feedback on the work , next plan of action

17th May Preparing presentation to describe the work about Dight

18th May Attending meetings of all the departments and recording observations

19th May Attending meetings of all the departments and recording observations

20th May Attending meetings of all the departments and recording observations

21st May Attending meetings of all the departments and recording observations

22nd May Attending meetings of all the departments and recording observations

47
 23rd May Attending meetings of all the departments and recording observations

24th May Analysing the observations and taking care of the feedback through google forms

25th May Analysing the observations and taking care of the feedback through google forms

26th May Giving recommendations to the guide on problems faced by the interns

27th May Planning about the necessary steps to be taken in order to improve effectiveness

28th May Meeting with the CEO and preparing plan of action

29th May Opening up of new departments like campus and fundraiser

30th May Circulating a google form in order to carry out need assessment of interns

31st May Planning up for the training sessions

1st June Finding the topic which is most required by the interns

2nd June Finalising a schedule for all the training sessions and deciding the topic and trainers

3rd June Helping the digital marketing team to prepare the posters and videos

4th June Dry run for the session and inviting NCS job applicants to attend the session

5th June Dividing responsibilities and taking feedback on dry run

6th June Conducting the session on “Meeting interviewer’s expectations as a fresher”

7th June Uploading all the content and presentations , documents on the drive

8th June Planning for the next session

9th June Meeting with the CEO and preparing plan of action to improve clarity

10th June Started working on the white paper

11th June Discussion in the CEG group about what is to be included in it

12th June Dry run for the session and inviting NCS job applicants to attend the session

13th June Conducting the session on “Anger Management ”

14th June Planning for the next session

15th June Dry run for the session and inviting NCS job applicants to attend the session

16th June Working on intern’s white paper

48
 17th June Assuring that every intern goes through it

18th June Checking every interns understanding of white paper

19th June Conducting the session on “business communication”

20th June Training to make self explanatory videos of white paper

21st June Opening up of 3 helplines - job seeker , startup aspirant and self employment

22nd June Screening of different candidates in these groups

23rd June Induction and explanation of work to be done in each of them

24th June Preparing 2 candidates who can be a backup to fulfil my responsibilities

25th June Knowledge transfer to be done . Access to all documents and google forms given

26th June Coordinating the backups with digital marketing team and content development team

27th June Checking whether the backups are writing down observations clearly

28th June Improving the understanding of the role of analyst

29th June Improving the understanding of the role of analyst

30th June Improving the understanding of the role of analyst

Glossary
NCS- National Career Service
CEG – Chief Executive Group
SOP-Standard Operating Procedure
Intern’s white paper
1. Access privileges for all Interns containing informative content and materials:-
Link given in the Telegram Channel “DIC Mega Internship”
2. Common links for all to get connected and remain connected after the internship:-

Groups / Accounts Links

Public channel https://t.me/joinchat/AAAAAEw_WOFGlB534rDMQA

Mega Internship https://t.me/dicinternshipchannel

LinkedIn https://in.linkedin.com/in/dight-international-chambers-554a78187

Twitter https://twitter.com/ChamberDight

FaceBook https://www.facebook.com/dight.india.33

Instagram https://instagram.com/dightinternationalchambers_?igshid=1hm0kxz5z9kz6

Quora space https://qr.ae/pNKn4y

49
3. Mail IDs in use as prescribed by IMG:-
A) Prog. Analyst (Srishti at present) – analyst@dightinternational.org, observe all operations and suggest improvements for documentation / SOP
updates from time to time. Can communicate with all but preferably group lead members and above
B) Practice Lead (Vacant at present) - practice@dightinternational.org, responsible for SOP implementation across all verticals/groups in line with
analyst recommendations
C)EA-IMG (Angel at present) - IMG@dightinternational.org, only 2 mails to each onboarded intern, 1st is LOI within 7 days of joining allocated
telegram group, 2nd is the internship certificate within 4 weeks from the date of internship completion. After verifying data as recorded by Ops-IMG
and EA-Internshala as per SOP defined for IMG.
D)EA-IHG Internshala (Yashika at present) – internship@dightinternational.org, screening invitation mail to be sent to every applicant on auto-re-
sponse mode, subsequently responses to queries
E) EA-HR (IHG, NCS, Campus, GEM - Ishaan at present) – interns@dightinternational.org, attendance & inactive tracking, performance indexing,
white paper awareness development.
4. The candidate will be considered as the intern in the organisation only when he/she gives the LOI acceptance and all the documents are
submitted. The date on which a candidate joins the telegram group will not be considered as the date of joining internship. Based on the date of avail-
ability promised by the candidate, interns tracker shall be updated & LOI issued, however final joining date will be updated in the tracker after con-
firmation from group head regarding satisfactory response to assignments allocated to the intern. In case of underperformance, low attendance, inade-
quate participation in the activities and inactivity for unreasonable duration, the LOI issued may be withdrawn at any time before the completion of
internship. In such withdrawn case, certificate may be issued for the premature engagement duration with remarks for reason of premature comple-
tion. Any noticeable absence observed is likely to extend the internship duration by equivalent duration of the absentee interns, subject to completion
of task(s) allotted.

5. Backup engagement process:

A) Select backup within 7 days of your joining. In case you are in non-HR stream, seek help from HR for fresh line-up of internship seeking students
and shortlist from them.
B) Your backup should join within 15 days of your joining. Provide details of candidates shortlisted by you to HR for further formalities and assign
them as your backup intern.
C) Your backup should take-over all your responsibilities before 15 days of your completion date.
D) You should exit from all working groups and join the ex-interns group before 7 days of your completion date. Take approval from your immediate
senior who trained you to validate capability of your backup. The backup intern thus engaged will be observed for 7 days in the absence of the com-
pleting intern. See "each one fetch two & teach two" section.
E) Above 4 points are applicable for all interns joining for one month only. For all other interns working for more than one month, perform steps - 5A
& 5B after joining and perform steps – 5C & 5D before 15 days of your completion date
F) Ideally all completing interns must engage at least one backup candidate, however in case of non-HR profile, the concerned HR intern will be
made responsible for the backup of non-HR profiles. Hence certificates can be issued to non-HR interns unable to engage their backup in time due to
non-line-up of candidate from concerned HR, for which concerned group head will be responsible to give the actual status for the certificate issue
decision. Issue of certificate will be a result of working properly and saving the work related documents, products in the specified on-line shared
folders allocated to respective group(s), which is subject to verification any time before or after your internship duration. In case of HR, apart from
own backup, they own the responsibility to provide backup for all profiles to every engaged intern, much before their respective completion dates.
6. "Each one fetch two and teach two model" as a sustainable mechanism
A) Refer backup engagement process to understand this model. Further, the first responsibility expected from each intern is that, you must fetch two
more interns in your same profile according to step-1 & 2 under "Backup engagement process". In case you are from non-HR profile ask the HR who
hired you to provide backup candidates for you and can attend screening session along with HR for shortlist your backup interns. In case you are from
HR profile, it's your responsibility to provide backup people to non-HR interns apart finding 2 backups for your selves.
B) Provide training to both new interns about the responsibilities undertaken by you. Divide your responsibilities into two separate job-roles and
handover to both the trained interns. Take new responsibilities for you from your senior. This expansion process continues to grow the hierarchy un-
der you till 15 days prior to your completion date. The longer the internship, you come across new profiles and learn the art of takeover and handover
as well, apart from learning from job-role activities.
C) Continue with final handover process before 15 days of your completion date. The backup trained as above can be approved from the ex-intern,
who actually had provided the training to the completing intern before actually handing over the responsibilities to the backup intern. Thus the com-
pleting intern becomes ex and the backup takes actual position and initiate finding new backup immediately.
D) This only process is going to help us reach maximum internship seekers in the country
E) Thus you win the LOR from our side. The Candidate will be given the Letter of Recommendation in deserving cases, subject to listing of name
with role, profile & assignments in our records maintained for the purpose. For now, those are interns’ tracker, DID Structure & backup tracker. To get
your name updated in all these places, you are advised to check with your group owner, group representative and back group representatively in re-
verse order.
7. The outgoing interns thus joining the ex-intern group can actively engage with all ex-interns from different profiles or other departments
which gives them a fair chance to act understand the organization as a whole and be able to spread the business and welfare objectives in and around
their know circles.
8. The ex-interns are invited to give their valuable suggestions out of their experience with the organisation for process improvements and
help the new incoming interns.
9. Continue to be there in ex-intern group and public channel apart from the concerned channel dedicated for your situation out of one of the
following 4 channels apart from all social media links provided above.
a) Mega Internship - https://t.me/dicinternshipchannel
b) Self-employment - https://t.me/DightSelfEmployment
c) Job seekers Helpline - https://t.me/LobSeekerHelpline
d) Startups & MSE – https://t.me/DICStartUpMSE

10. On the day of Completion certification ceremony, the names of the nearly completing interns will also be announced. The intern who wounds up
his/her internship till previous date of certification will receive the certificates subsequently without any need for follow-up from our central-HR.

11. Job Description for different profiles:

A) Fundraising: The fundraising is mostly related to the sector welfare is the main welfare service source of fund assurance. To be able to do that, we
can provide all the facilities. We have to combine some of the profiles together such that the candidates applying have the good convincing power to
make others raise funds for the organization, they can be able to link our business to more and more people. For this portal the company will be using
the NGO Darpan portal for raising funds. The financial visibility of the fundraiser will also be seen.
B) Financial Services: Assessment of financial feasibility of projects proposed to be undertaken by Business Management Team for NGO services,
Startup project opportunities and micro-small enterprise opportunities under MSME mart

50
C) Business Management: This implies managing the business group (profit centre) for the assigned sector & region involving all the group members
from different profiles as per business need of the particular group activities. Probable members in a group are expected from HR, sales, Fundraiser,
events, operations, executions, software, digital marketing, counselor, social media marketing, content builder, as per requirements.
12.The policies mentioned herein above are subject to regular updates to establish the desired community with a spirit to establish WIN-ALL culture.
Thus will be applicable on the day referred to and nullifies any previous policy hereby.

References
1.https://eds.a.ebscohost.com/eds/pdfviewer/pdfviewer?vid=1&sid=b8e45d55-
d86d-4004-b30f-fadb47ac673d%40sdc-v-sessmgr03
2.https://eds.a.ebscohost.com/eds/pdfviewer/pdfviewer?
vid=1&sid=40fed304-7066-4b35-be4a-fe9a936c5564%40sdc-v-sessmgr03

3. https://docs.google.com/forms/d/16J87RnC3VVYCzbkRmq2VCqbbKHrglnxuXzZq-
Pz3RWV8/edit

4. https://docs.google.com/forms/d/1CI-_hFH4TyrluMuQurP0QSLewvTQxtfQBJvooTE-
FeOw/edit

5. https://eds.b.ebscohost.com/eds/detail/detail

6. https://eds.b.ebscohost.com/eds/pdfviewer/pdfviewer?vid=5&sid=1f690d89-dfcf-4755-
b1a8-15419729fa62%40pdc-v-sessmgr04

51
 52
Job satisfaction and internship process
ORIGINALITY REPORT

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