SUMMER TRAINING PROJECT REPORT

(KMB 303)

AASMAAN FOUNDATION
(AHMADABAD)

IMPACT OF SOCIAL MEDIA ON RECRUITMENT

Submitted
by
Name: -
Saifi Ali
Guided By MBA: - 3rd SEMESTER
DR. Mohd Danish Chishti Roll no: -
1900140700030
 ABOUT THE ORGANISATION
• AASMAAN Foundation was started in the year 2009, as a group of people who
wanted to give something back to the society in some
or the other way. Later in the year 2012 it got registered as a Non
Governmental Organization

• AASMAAN Foundation is working for the upliftment and betterment of the less-
privileged kids. It works in the field of child's
education, health and his rights

• Started as a group of 10 friends, today AASMAAN Foundation has more than 100
volunteers who work hard round the year for the
betterment of the society

• Over the years, AASMAAN Foundation has conducted plethora of projects which not
only includes grass-root level projects which are
directly related to the kids but also includes fund-raising events

 Aashman Foundation is an NGO working for single income family widows, women
empowerment & child education.

 We support single income family widows by supporting them with monthly grocery
and currently we are supporting 1,000 plus such

widows across India.

 We believe in empowering the widows & the females. We are teaching them free of
beauty parlor courses, patient care

courses, stitching courses, computer courses and achar making to make them earn
their living.
• Lastly, we are running our own schools by the name of nishulak pathshala. We have
16 schools in 11 states of India.

Where 4,500 + students are taking free education along with moral development and
we provide them the tools for

schools that is for education which is required

 Objectives Of The Study

BASIC OBJECTIVE OF MY REPORT IS TO SEE IMPACT OF SOCIAL MEDIA ON RECRUITMENT

 Mission Statement
Our Vision

• To inspire breakthroughs in the way the world treats

children, and to achieve immediate and lasting change in • A world in which
every child attains the right to survival,
their lives
protection,
development and participation.
• . To empower the poor and vulnerable people and create
self-financed, self-employed and self-empowered
communities with increased capabilities by providing • A happy,
prosperous and poverty-free society where
need-based services and supports like agriculture, health,
sanitation, education, HIV/AIDS prevention, gender, everyone’s basic
needs and rights are ensured.
environment, humanitarian support, social security,
marketing, technology etc.
 ETHOS, BELIEFS, VALUES

 To grow as an idea, not just as an organization.

 They are not in the business of collecting and distributing of old clothes. They
use material as a tool to bring

ignored issues to light, to talk about basic needs, to bring communities together,
to make them aware of their own

power, to increase people’s participation, to change mindsets and change the

present rural infrastructure.

 They don’t promote charity; they are converting the age-old charitable act of
giving clothes into a development

resource.

 They are not focused on donor’s pride; they work is focused on the receiver’s
dignity.

 When people say we want to donate clothes- they strongly feel that after using as
per their need they don’t donate,

they actually discard!

 INITIATIVES BY AASHMA FOUNDATION 

EMPOWERING CHILDREN
NISHULAK PATHSHALA

MILK BANK WIDOWS TO BE INDEPENDENT

ENSURING BETTER LIFE CORPORAL PUNISHMENT

CHILD TRAFFICKING CHILD LABOR

 Research study on the problem area from my specializations

• I worked at AASHMA FOUNDATION as a Human Resources intern

• My responsibilities ranged from attracting candidates to onboarding/off-boarding

interns.

• Apart from interns ‘recruitment and selection, I helped with preparation of on-
site workshops, and participated in

interview round for full-time candidates.

• During my internship, I learnt about recruitment and selection procedures, as

well as onboarding and off-boarding

employees.

• I had a chance to take part in interview rounds and coordinate interviews with
candidates. AASHMA FOUNDATION

has been doing recruitment procedures transparently and smoothly. They apply
suitable recruitment and selection

methods for the company.

 RESEARCH METHDOLOGY

• Worked at AASHMA FOUNDATION as a Human Resources intern

• My responsibilities ranged from attracting candidates to on boarding/off-boarding

interns.

• I used various social media platform for the recruitment process:

 Facebook
 Instragram
 Whatapps
 Linked in
• I used to create post for attraction after that who so ever is interested I
have to give their detail to the interview panel
 APPLICANT FORM

 Name of applicant:
 Phone number:
 College:
 Course:
 Year of course:
 Department of internship: (only 1 department)
 Duration opted: 3 months/6 months/9months/12 months
 Date when applied:
 Reference:
 Supervisor:
 CHALLENGES & CONSTRAINTS
 COVID 19
During My internship at AASHMAAN FOUNDATION I faced many problems due to COVID-
19 like
 No virtual meet up
 COVID-19 rule
 Lockdown
 Less interest in internship at NGO

 Time constraints
NGOs and development work are huge field and require more time to touch all
of the part of development
works. During the intern period I have only cover some of areas of
development work whereas most of the
areas were untouchable due to time constant. In short period it is
difficult to cover all the important topics of
development field gained from course.
 
 Lack of availability of some colleagues to share their knowledge with interns
NGO is a center for exchange of ideas and experiences among practitioners of
development sectors. Internship program
in a NGOs offers opportunity to young people to acquire knowledge and improve
their skills in the development areas.
However, some staff members are not usually available; what prevents interns to
approach them for requests for
clarification.
 Lack of expertise in specific field
All staffs are not expert in all side. Some may expert in M&E, other are expert
in project design. During the winter
period I feel unavailability of expertise in the field of M&E, Project Design,
Project management.
 Lack of profession environment
During my internship period I have feel that AASHMAN FOUNDATION has some gap on
profession environment,
management & administration, executive committee. Organization is more
centralized and lack of chain of command I
observed those are essential for good professional environment and job
satisfaction
 Unavailability of electricity and access to internet connection
 LIMITATION

1. Lack of financial resources:

Most of the NGOs suffer from serious shortage of funds. They have to depend on
Public contributions or sponsorship by
corporate which makes it difficult to mobilize financial resources.
2. Lack of trained staff:
The volunteers of NGOs are not specifically trained in handling problems concerning
people. Lack of accountability on
the part of the staff hinders the growth of NGOs.
3. Mismanagement of funds:
NGOs have lost confidence of the general public, quite often, it is noticed that
the NGOs misappropriate the funds.
4. Limited territory:
Most NGOs do not take up nationwide programs. They operate only in a limited
territory.
5. Unhealthy Competition:
The increasing number of NGOs has created an unhealthy competition among themselves
which has defeated the real
objectives.
6. Lack of government control
Lack of government control has resulted in defective administration in the NGO. In
spite of the above limitations, it can be
observed that the NGO are supplementing the activities of the government. AAP in an
NGO (NON GOVERMENTAL
ORGANISATION) and have less opportunity of growth
 LESSON LEARNED

• Now a days, effective executive committee, charismatic leadership role of chief

executive and strong management is
essential for NGOs development and its sustainability
• NGOs should not depend on donor fund. NGOs should diversify their activities to
Micro finance, income generating
activities, cost sharing for NGO sustainability
• Effective communication within organization and communication out of organization
e.g. donor, government official,
and local administration is very important for project management and fund
raising for NGOs work
• Staffs involvement in decision making process in organization and project
encourage staffs to committed and
ownership on organization
• Develop survey form considering beneficiary selection criteria and orientation on
survey as well as day to day
monitoring on survey is crucial for appropriate beneficiary selection and
advantageous further effective project
implementation
• Community participation in whole project cycle, decentralization on project
activities can helpful for effective,
efficiency project
implementation
 CONCLUSION

 Through 13 weeks of internship, I have grown tremendously in a professional way.

In this chapter, my key findings for
personal development will be discussed with the aim of helping myself to see my
strengths and development areas for future
improvement. Also, key findings for AASHMA FOUNDATION to improve their NGO
structure will be interpreted.

 On the whole, this internship was a useful experience. I have gained new
knowledge, skills and met many new people of
various cultures.
 I achieved several of my learning goals; however, for some constraints I could
not work as per schedule.
 I got insight into professional practice. I learned the different facts of
working within a NGO.
 It has also improved my thinking and analytical skills and strengthened my
professional ability to work in a multicultural
environment.
 The internship helped me to identify the strengths and weaknesses of mine.
 I have practically seen the crucial conditions of the people in that area where
the people are living in the open space
which are very inhumane.
Let God Bless Them