SUMMER TRAINING REPORT ON

TALENT ACQUISITION
For
UNISON INTERNATIONAL CONSULTING PVT
LTD.

BY
MUSKAN BAWEJA
Roll Number: 20457
In Partial Fulfilment for the award of the degree

Post Graduate Diploma in Management

Batch – 2020-2022

Specialization: Human Resources and International

Business Management

1
 New Delhi Institute of Management
50 (B&C), 60, Tughlakabad Institutional Area, New Delhi-110062
E-mail:placement@ndimdelhi.org Website: www.ndimdelhi.org

SUMMER TRAINING REPORT ON

TALENT ACQUISTION

Under the supervision

of
Mr. Manjit Maini

Submitted By- Submitted to-

Muskan Baweja Dr. Sushma Murlie

Roll Number: 20457

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CERTIFICATE FROM THE COMPANY

3
 ACKNOWLEDGEMENT
I would like to express my gratitude to Unison International Consulting Pvt Ltd
for giving me this opportunity amidst this pandemic situation. I also want to
thank my team leader and chief of staff for helping me in competition of my
internship with them. Working in the field of Talent Acquisition, Head Hunting
and Talent Mapping was interesting.

I would also like to extend my sincere thanks towards my mentor during this
internship- Mr. Manjit Maini and, entire Team of Unison for guiding me
through this entire internship program and being a support system to me.

I would also like to extend my gratitude to my faculty mentor Dr. Sushma

Murlie for being a constant support and helping us get through this internship
successfully. Lastly, I would like to thank Mr. Kamal Ashwani, CRC Manager
and the entire CRC team for giving me this opportunity to be the part of this
internship.

4
 DECLARATION

I, Muskan Baweja student of New Delhi Institute of Management 2020-22

Batch declare that every part of the Project Report “Work Life Integration Post
Pandemic” submitted by me is original.

I was in regular contact with my faculty guide and contacted multiple times for
discussing the project.

Date of project submission:

Signature:

CERTIFICATE OF AUTHENTICITY
5
Faculty Mentor’s Comments:

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
_________

Signature:

Name:

TABLE OF CONTENTS

6
 SERIAL TOPIC PAGE
NUMBER NUMBER
1 Executive Summary 8
2 Overview of Industry 9

3 Company Background 17
4 Major 1: Human 22
Resources
5 Major 2: International 24
Business
6 Research Project 26

7 Conclusions 38
8 Recommendations 38

9 References 39

10 Annexure 40

Executive Summary

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The eight weeks internship with Unison International Consulting Pvt Ltd has
been an insightful and a knowledgeable journey. This internship helped me
understand a lot of things which in detail included about Talent Acquisition,
Talent Mapping, Onboarding and other Human Resource practices and Head
Hunting. The work done during the period included sourcing of candidates from
different portals and via references for various clients like Aditya Birla Retail,
Hero Moto Corp, Lens Kart and many more. The work also included head
hunting from various industries such as retail, FMCG etc.

Apart from learning about the Talent Acquisition and Talent Mapping, I also
polished my communication, presentation, email writing and many other skills
from this internship. Sourced over 200 plus CV’s,40% of them reached the final
round of discussion and closed 2 positions for the retail brands. The pandemic
has resulted in a lot of new ways and one of the new normal has come out to be
Virtual/Hybrid working.

Although the internship was an insightful and knowledgeable experience but

Hybrid working schedule of the internship became the only limitation. As if it
would have been completely offline I as an intern would have got a better
opportunity to work with other employees of the company, interact with clients
and take more face-to-face interviews which I think would have been able to
add more to my knowledge and learning.

8
INTRODUCTION TO INDUSTRY/COMPANY

1. Overview of the Industry

Human Resource is the maximum treasured Resource for any organization.

Recruitment of the proper candidate at the board of a business enterprise is
indispensable for the success of the corporation. Human assets solution
providers encompass a committed group of specialists that offers its clients with
a team of expert answers like hiring the proper candidate to streamline the
human resource processes on the customers' end. Staffing enterprise works in an
increasing number of dynamic commercial enterprise surroundings today and
has seen utmost transition in current years. Its fame has emerged from only
"replacing absentee people" to emerge as "strategic accomplices" for its clients
by using imparting entire help in employment solutions like supplying corporate
training, pay-roll processing, recruitment process outsourcing, and so on.

The recruitment and staffing industry in India is highly dispersed and provides
services into various Industries. Growth economics shown by India has also
attracted large MNCs to set their foot in the nation and ride the growth tide
which helped the staffing industry to grow more.

With increasing competition in the panorama, the significance of this industry

has expanded manifold. Like every other industry, the staffing industry is
likewise not proof against changes taking area in external surroundings.
Recruitment interest slows down in the case of gradual economic growth. Some
of the challenges that the industry faces are discrepancies because of absence of
regulatory body and the industry being typically unorganized.

9
 Human Resource
Solution Industry

Permanent Temporary
Others
Recruitment Recruitment

Professional
Search RPO
Staffing

Employment
Recruitment General Staffing
Training

HR Consulting

Online Job
Portals

Payroll
Processing and
Compliances

10
1.1 Major Players in the Industry

In India, the human resource consulting enterprise had simply gone right into an
excellent transformation. The main and speedy-growing human resource
corporations from all over the world at the moment are ready to deal with the
top recruitment groups of India. From the final decade, recruitment groups in
India had witnessed a few top-notch evolutionary developments that have made
them to reach the pinnacles of fulfilment and glory.
Few of the Top Recruitment groups in India are:

ABC Consultants Private Limited

ABC Consultants Private Limited is a premier Indian recruitment firm based in

New Delhi, India. It was founded in1969. The leading HR firm is operating in
all major locations in India including Hyderabad, Mumbai, Kolkata,
Ahmedabad, Bengaluru, Pune, Chennai, etc. It is one of the top 10 HR
companies in India. The leading Hr company is operating four business that is
specialized in different types of recruitment.

ABC Consultants – Senior & middle management search & selection

HeadHonchos – Online career portal

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Headcount – Junior management levels Hiring

FlexAbility – Recruitment Process Outsourcing solution

Quess Corp Ltd

Quess Corp is a provider of business services in recruitment and staffing

industry with headquarters based in Bangalore. It is a step-down subsidiary of
Fairfax Financial Holdings Group, held through its Indian listed subsidiary,
Thomas Cook India. The company is serving South America, North America,
Middle East, and Southeast Asia region.

CareerNet Technologies Pvt Ltd

CareerNet Technologies Pvt Ltd was founded in the year 1999. The company is
providing a wide array of recruitment and talent acquisition services. It is
serving different sectors like banking, financial, knowledge services,
technology. It is providing a wide-array of cost-effective hr solutions to clients
from all across India.

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 Innovsource Services Pvt Ltd

Innovsource Services is the leading staffing outsourcing company which was

established in the year 2004. The company is offering a wide range of staffing
services to its clients. The company has corporate offices in Kolkata, Chennai,
Bengaluru, Delhi, and other cities.

Kelly Services India Pvt Ltd

Kelly Services India Pvt Ltd was founded in the year 1946. It is one of the
leading staffing services companies in India. It is a trusted provider of
workforce management services. The solutions provided by Kelly Services are
temporary and full-time placements services, consulting and outsourcing
services as well.

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 ManpowerGroup Services India Pvt Ltd

Manpower Group was founded in the year 1948. It is an American multinational

human resource consulting firm headquartered in Milwaukee, Wisconsin, USA.
Manpower offers training and development, career management, outsourcing,
recruitment and assessment, and workforce consulting.

Randstad India Pvt Ltd

Randstad Indian Ltd is one of the Top HR consulting firms in India. It is

headquartered in Chennai, India. Randstad is a Dutch multinational human

14
resource consulting firm headquartered in Diemen, Netherlands. Previously, it
was referred to as Ma Foi Management Consultants.

1.2. Scope & Impact of the Industry on Indian Economy

Recruitment outsourcing is a commercial enterprise method wherein employers

outsource a segment of its recruitment process to an external service
provider/recruitment consultant. This has grown to be the state-of-the-art human
resource practice this is being used in massive and centre sized establishments.

Current Scenario of Placement Agencies

Majority of the agencies outsource their manpower necessities to placement

businesses. In-residence recruitments have emerged as insignificant as it
involves quite a few efforts and time. As an end result there has been a big
boom in the number of task experts and organizations.

Recruitment agencies maintain a database of employment seekers and scan

through it to search for the right candidate when there is a vacancy. Online
portals are also availed by these recruitment agencies to search for appropriate
candidate.

Types of placement agencies

There are two types of recruitment agencies:

15
  Candidate driven: Candidate driven recruitment agencies tend to
operate on middle level vacancies. These agencies actively market
good candidates and forward candidates’ detail to a number of
companies.
 Company driven: Company driven recruitment firms tend to operate
more on senior vacancies. These agencies have good relationships
with the company, who takes the hiring decision.

Need of placement services

In these days’ aggressive scenario, it is very hard to live without appropriate

skills and potential. With heaps of applicants graduating each year from topmost
colleges, it becomes very hard for them to get favoured profile according to
their qualification. Therefore, people want to take the assist of recruitment
experts to get their favoured activity profile. However, to get an excellent
provider, people are required to opt for the best service issuer.

The recruitment enterprise in itself performs a critical function in the economic

development of the nation’s worldwide as it positively affects the efficiency of
client's activity via taking care of their non-core HR activities and offering them
with the right manpower. It helps corporations in locating proper candidate, for
the proper positions on the right time and place.

Recruitment activity had been essential to help keep vital offerings jogging
during the height of the pandemic. Going forward, the industry will preserve to
play a first-rate function in putting workers into new jobs, assisting employers
adapt to changes like long-term remote operating, and influencing a greater
numerous and inclusive labour marketplace.

16
The recruitment industry also helps to preserve unemployment costs low by
using supplying flexibility in the labour market

Overview of the Company

Unison International Consulting is a well-known human resource consulting

firm founded by the charming and dynamic Udit Mittal and his team of
enthusiastic and competent recruiters.

Unison International, a leader in executive search and selection, has carved out
a position for itself as a provider of talent solutions and is a brand to be
reckoned with. It has a loyal following.

Branding, senior executive search, mid-management recruitment, compensation

consultancy, training, and performance management are all areas of expertise.
Unison refers to two or more people performing at the same time. The basic
principles guide how we conduct ourselves and our business, allowing us to add
value to our people, clients, and company.

Collaboration, Professional Excellence, and Innovation are three words that

come to mind while thinking about this project.

Unison International is a forerunner in the fields of career counselling,

recruitment, and other services. When it comes to hiring people for senior and
middle management positions, it is a preferred option for many. Our job
consultants and specialists work in a number of industries, including retail,
information technology, education, consumer durables, consulting and advisory,
and fast-moving consumer goods.

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Our Vision

Unison means simultaneous performance. Our core values define how we

conduct ourselves and our business, and help us enhance value for our people,
clients and organization. Partnership, Professional Excellence and Innovation
are the three pillars.

Our Mission

We constantly strive to excel and upgrade our skills in trend with evolving
industry best practices. We deliver on our promises each time, every time. We
constantly innovate and brainstorm on out-of-the box solutions for each new
assignment in our quest to provide superior services to one and all.

Group Companies

Unison International Consulting is not a group company as it is a sole entity.

Promoters / Senior Executives like Chairman & Managing Director, CEO,

etc.

Udit Mittal, CEO and Founder

Garima Moitra, Chief of Staff

Manjit Maini, Head of Recruitment

Swati Pandey, Head of Recruitment

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Products & Services

• Retained Search

• Contingency Search

• Head Hunting and Recruitment

• Talent Mapping and Market Intelligence

Hierarchy / Organisational Structure

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 Director

Chief Of Staff

Head of Recuritment Head of Recruitment Head of Recuritment

Asst. Manager/Team Asst. Manager/Team Asst. Manager/Team

Lead Lead Lead

Consultant/Recruite Consultant/Recruite Consultant/Recruite

r r r

Geographical Spread

Unison International Consulting is Headquartered in Gurgaon, Haryana.

Unison International has clients all across India and a few of them in UAE.

Market / Customer Segment

The company have Clients in Retail, Manufacturing, Technology, Automobile,

Beauty and Beverage Industry

Revenue Model
Primarily, the company makes money by charging employers for finding

20
suitable candidates for vacant job positions. Fees charged by Unison vary
depending on the type of employment and the job role, but in general,
employers are expected to pay for all successful placements. The prohibition
period lasts for minimum for 3 months.

Leadership Model

Unison International follows Strategic and Democratic Leadership Models.

Strategic leaders sit at the intersection between a company's main operations
and its growth opportunities and accepts the burden of executive interests while
ensuring that current working conditions remain stable for everyone else.

Democratic leader makes decisions based on the input of each team member.
Each employee has an equal say on a project's direction. Democratic leadership
is one of the most effective leadership styles because it allows lower-level
employees to exercise authority they'll need to use wisely in future positions
they might hold.

Product/Service advertised maximum online

Retained Search and Head Hunting are the services which are advertised
maximum online.

IT Security measures adopted by company during the lockdown and in the

current Work from Home scenario
Login Access and Employee activities on various work portals (Naukri Portal,
Google Spreadsheets, Report at the end of the day) were closely monitored and
examined timely.

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Most engaging digital platform
LinkedIn contributes maximum engagement for Unison International

In Depth Study of Unison International Consulting Pvt Ltd.

22
1. Study in the field of Human Resource

Q-What are the Digital Innovations adopted by the company in Human

Resource in the last 12 months?

Some of the digital innovations in Human Resource at Unison are as follows:

 Recently, the company has adopted Oorwin Applicant Tracking System

Employee training programs are now being digitalized and conducted by

experts remotely.

Q- Employee Engagement, Training, Wellbeing Programs during the last

12 months, and their impact assessment

One-to-One interactive discussions are planned timely to know employee’s

perspective towards work and the organization, and to know if the employee is
facing any difficulty with the work. Top performers are recognized quarterly.
All the festivals were celebrated together, and personalized gifts were
distributed by the organization. All these activities boosted morale and
motivation of employees to stay connected to the organization and increase
work efficiency. It also, helped the organization to understand challenges which
employees are facing during this pandemic and how the organization can help
their employees.

In my suggestion, Half-yearly Townhall meetings should be planned and

Employee engagement activity like Virtual Coffee, Online Team Building
Activities, etc should be planned every last Saturday of the month.

Q- Impact of work from home on productivity and employee health

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Like Every coin have two sides, Work from home also have its own advantages
and challenges which affects the productivity of employees both positively and
negatively.
While cut down in travelling time and expenses helped employees to stay more
energetic and devote it towards work, on the other hand feeling of being alone
and less interaction with colleagues left people in a negative state of mind
which decreased the motivation level of employees towards work. Sometimes
lack of proper working condition and due to family distractions at home also
affected the work negatively.
Work from home had both positive and negative impact on employees as well
as the organization. It helped people to stay safe during the pandemic and take
care of their health but also affected negatively on the mental health for some.

2.Study in the field of International Business

Q- How COVID pandemic impacted the global supply chain of your SIP
company. Which products and services were adversely impacted in which
regions of the country / overseas? What steps the company took to handle
these supply chain issues in COVID lockdown of last 12 months. Do you
feel that these steps are sufficient in the next 12 troubled months? How do
you justify your assessment?

The company does not have a major segment in the overseas business, but due
to covid some areas such as UAE (Middle East & Dubai). The front-end
positions such as store manager, fashion consultants, customer relationship
manager were impacted due to the shutdown of physical stores due to covid-19.
More than 5000 people lost their jobs due to the pandemic over seas of various
clients. Now what things are getting better, we can expect a push in the number
of jobs. The company is trying to expand its route to various parts of the world

24
such as Asia, Africa and might also come up with US staffing in the next few
years.

Q- What are the global ten best practices of the company over the years in
any sphere of activity? What measures did the company taken to sustain
those 10 best practices during the last 12 months of the pandemic? What
best practices of the competitors should be adopted by your company and
why?

Answer 2: The company has increased its CSR activities lately example
planting of trees etc.

Increased its spending in technology and human resources. Shifted its location
from Cyber Hub Gurgaon to Star Tower, Gurgaon. During the pandemic the
company shifted its whole course to work from home setup, provided laptops to
the employees as well. Some of the practises which could be learnt from its
competitors could be selective hiring, providing security to employees and
training in relevant skills. Few Digital Innovations should be picked up by the
company from its competitors.

Q- Identify the unforeseen risks which you as CEO of the company would
like to notify to your work force, and your medium term and long-term

25
suggestions to survive these unforeseen risks in the areas of financial health
of the company, improving the quality and efficiency of the work force,
global marketing strategies, quality and time lines of production, robust
supply chain?

Being the CEO of the company, I would train my employees with the adequate
technological advancements, provide them paid leaves on the day of
vaccination, provide adequate training to new joiners, organise virtual
celebrations of birthdays and various festivals. Talking about the financial
health, I would expand my roots in the international market and try to acquire
more share of the same.

Research Project

1.1 Objective of the Internship

26
1. To understand and analyze the effect of pandemic on work life integration
2. To attract talent from various portals for various clients and positions.
3. To study the relationship between work-life balance and various
demographic variables.

1.2 Literature Review

The motivation behind this paper is to consider the ramifications of the

Coronavirus Disease 2019 (COVID-19) pandemic for future exploration on the
convergence of work and family.

The research also talks about the importance of social backings at the
individual, family, authoritative, local area and cultural levels to maintain the
redefined concept of work-life balance post pandemic. In a general public
loaded up with clashing obligations and responsibilities, work/life balance has
become a dominating issue in the work environment. Three main considerations
add to the interest in, and the significance of, genuine thought of work/life
balance: 1) Worldwide rivalry

2) Re-established interest in close to home lives/ family esteems

3) Maturing labour force.

The Covid-19 emergency has pushed work and home lives under similar
rooftop for some, families like our own, furthermore, the battle to oversee
everything is currently noticeable to friends and supervisors. As individuals
propose how the nation might be perpetually changed by the pandemic, we can
trust that one significant shift will be a move away from the unsafe presumption
that an all day, every day work culture is functioning admirably for anybody.
There have been numerous calls for rebuilding how work is done, including

27
setting aside more space for our families and scrutinizing the genuine worth of
the eight-hour (or more) workday. This present time is an opportunity for
organizations to venture back and rethink which conventional methods of
working exist in view of show, not need. During this pandemic, businesses are
seeing that specialists can't work well without convenience for their family
duties. Will that exercise last after the emergency is finished? Now families
need more prominent decisions in deciding how their work and their families
together.

Post pandemic, would we be able to make a framework that’s genuine laborers,

not simply admired ones?

The new reality coming about because of COVID-19 has changes in the
working of numerous associations, which affects their representatives.
Perception of the board practice shows the developing significance of distant
work, regularly representatives are likewise more responsibility because of the
shortfall of associates. The new circumstance may likewise be joined by a
higher than common level of representatives' vulnerability about their positions,
particularly when the exercises of their organizations have been restricted or
suspended. The entirety of this is probably going to influence the balance
between fun and serious activities of the representatives. Subjective exact
examination has been done to comprehend the potential outcomes of a (post)
pandemic on balance between fun and serious activities. Introduced research
make presents the likely impacts of the new circumstance for the space of work
and life of representatives and balance between serious and fun activities and
show conceivable future headings of exploration in this field. Previously before
pandemic managements considered work from home a privilege and flexibility
provided to employees, but now it has become a new normal for everyone. The

28
new normal of working from home has resulted into affecting working – life
balance therefore organizations decided to take initiative

To help employees achieve a decent work life balance. It is also the legal and
ethical obligations to protect the welfare of the employees and take serious step
to provide practices that ensure a decent work – life balance post pandemic.

1.3 Research Methodology

The sample for this research is very diverse, respondents for the questionnaire
are from various industries such as Automobile, FMCG, Finance, Healthcare,
IT, Recruitment, and many more. (How to source candidates, add too)
The candidates were sourced from various portals like LinkedIn, Naukri
Recruiter, Facebook and via references too. The screening of the Cv’s was then
done

People of different age groups took part in this research project and majorly
people in 20-40 years of age group are a part of this research.

A questionnaire was used to collect primary data, all the respondents are Indian
Citizens, majorlyfromNorthIndia.84 respondents’ data were collected for this
research project through Questionnaire which is attached in the Annexure.
This Research is Completely based on Primary data and Predictive analysis
technique is used to conduct this research

Data Analysis

29
The questionnaire had various questions regarding work life balance post
pandemic and how has it affected the people’s mental health and family:

Most efficient of work place?

Out of 40 respondents (53.1%) believes that Hybrid mode of working is the

most efficient way, and (21.9%) people feel that working from home is most
efficient. But on the contrary (25%) people believes that work from office is the
most efficient way.

In which mode of working are you able to give more time to family and
friends?

Out of all the responses (48.4%) and (22.6%) people feels that they are able to
give more time to family while working from home and from hybrid mode. But

30
(29%) of the respondents believe that they are able to give more time to family
and friends while working from office

 Number of working days in a week?

Majority of respondents i.e., (62.5%) people work for 5 days in a week while
(34.4%) and (3.1%) people work for 6 and 7 days in a week

Number of hours devoted to work?

(48.4%) of the total respondents work 7-8 hours a day while (32.3%) people
work for 9-10 hours a day and (19.4%) people work for 11-12 hours a day

How many hours you spend in travelling to work?

31
(48.4%) and (19.4%) of the respondents spend nearly 1 hour and nearly 2 hours
per day in travelling to work while (32.3%) just spend less than half an hour
every day for travelling to work

How many hours a day you spend time with your family or friends?

(46.9%) people spend nearly 2 hours a day with their family and (25%) people
spend nearly 1 hour only while (12.5%) and (15.6%) people spend nearly 3
hours and more than 3 hours with their family every day.

32
Do you generally feel you are able to balance your work life?

Majority of respondents i.e., (65.6%) of people think that they are able to
manage their work life balance while (34.4%) feel that their work life balance is
disturbed.

Do you ever miss out any quality time with your family or your friends
because of pressure of work?

(53.1%) people sometimes miss out quality time family and friends because of
work and (21.9%) people often misses that and (3.1%) people always miss
quality time with friends and family while (15.6%) and (6.3%) people rarely or
never misses out quality time with friends and family

33
 Do you ever feel tired or depressed because of work?

(46.9%) people feel tired or depressed because of work, (18.8%) often feel the
same while (28.1%) and (6.3%) people rarely or never feel tired or depressed
because of work

Do you think pressure of work have increased post pandemic?

(81.3%) people believe that work pressure post pandemic has increased while
(18.8%) people feel it is unchanged.

34
 Do you think work from home/hybrid working mode helps in improving
work life balance?

(75%) feels that work from home/hybrid working is helpful in improving work
life balance while (25%) feels that work from home/hybrid working have no
impact on work life balance

Are there any changes in number of working hours post pandemic?

(56.3%) people’s working hours per day were changed post pandemic while it
remained intact for (43.8%) of people

35
 Do you think that if employees have good work-life balance the
organization will be more effective and successful?

(96.8%) people believe that if employees have good work-life balance the
organization will be more effective and successful while (3.2%) people believe
it have no relation with success and effectiveness.

How work from home/ hybrid working mode have affected your health
and stress level

(34.4%) people had positive impact on health and mental stress due to work
from home while (34.4%) had negative impact of the same while (31.3%) can’t
say on this.

36
Do you think employee engagement have been affected negatively because
of work from home/hybrid mode of working?

(68.8%) people think that work from home/hybrid working mode had an
negative impact over employee engagement while (31.3%) feels that no
negative impact was there on employee engagement because of work from
home/hybrid mode of working

37
1.4 Findings and Conclusions:

Following conclusions can be made on the basis of the research work done.

1. Hybrid mode of working is the most efficient way because employees can
comfortably work from home and not wasting too much time on
travelling, also employee engagement and work life balance is maintained
efficiently in hybrid mode of working.
2. Work pressure have increased post pandemic and work from home/hybrid
working can help in improving work life balance and enable employees
to spend more time with their family and friends
3. Work from home during pandemic have affected mental health and stress
level positively as well as negatively
4. Employee engagement have been affected because of less interaction due
to work from home/hybrid working.
5. There has been a drastic effect on people’s health physical and mental
due to the increased work load.

38
 Recommendations and Suggestions

Based on my Internship and experience with Unison International Consultancy.

I would like to bring forward the following recommendations and suggestions:

1. Better and secured channel of communication for internal communication

should be developed
2. The organization should make use of exit interview questionnaire for
improvement
3. HRIS software should be introduced in the company for better
management of employees.
4. Hybrid model of working should be introduced in the organization
5. Focus on CSR activities should be increased

Limitations

The Study is subject to the following Limitations:

1. The conclusions are based on only 84 Respondents

2. Time was also one of the constrain
3. The data collected from the respondents is completely based on personal
experiences and knowledge of the respondents
4. Lack of previous studies in the research area.

39
 References

 https://www.consultancy.in/consulting-industry/hr-consulting
 https://www.harvardbusiness.org/wp-content/uploads/2020/04/HBR-What-
will-Work-Life-Balance-Look-Like-After-the-Pandemic.pdf
 http://yadda.icm.edu.pl/yadda/element/bwmeta1.element.ekon-element-
0001716158
 http://adapt.it/adapt-indice-a-z/wp-
content/uploads/2014/06/lockwood_work_life_balance_2003.pdf
 https://www.indianjournals.com/ijor.aspx?
target=ijor:tdj&volume=11&issue=2&article=005

40
 Annexure

Questionnaire containing 15 questions were used to collect the responses

Work Life Integration

Questionnaire to understand the work life balance post pandemic.

1. Name

2. Age Group

Mark only one oval.

20-30

31-40

41-50

51-60

3. Industry

4. 1. Which way of working is most efficient

Mark only one oval.

Work from office

Work from home

Hybrid mode of working (Mix of work from home and office)

41
5. 2. In which mode of working are you able to give more time to family and
friends?

Mark only one oval.

Work from office

Work from home

Hybrid mode of working (Mix of work from home and office)

6. Number of working days in a week?

Mark only one oval.

7. Number of hours given to work?

Mark only one oval.

7-8

9-10

11-12

More than 12

8. Number of hours spent on travelling?

Mark only one oval.

Less than half an hour

Nearly 1 hour

Nearly 2 hours

More than 2 hours

42
9. Hours spent with family each day?

Mark only one oval.

Nearly 1 hour

Nearly 2 hours

Nearly 3 hours

More than 3 hours

10. Do you generally feel you are able to balance your work life?

Mark only one oval.

Yes

No

11. Do you ever miss out any quality time with your family or your friends
because of pressure of work?

Mark only one oval.

Never

Rarely

Sometimes

Often

Always

12. Do you ever feel tired or depressed because of work?

Mark only one oval.

Never

Rarely

Sometimes

43
Often

Always

44
13. Do you think pressure of work have increased post pandemic?

Mark only one oval.

Yes

No

14. Do you think work from home/hybrid working mode helps in improving work life
balance?

Mark only one oval.

Yes

No

15. Are there any changes in number of working hours post pandemic?

Mark only one oval.

Yes

No

16. Do you think that if employees have good work-life balance the organization
will be more effective and successful?

Mark only one oval.

Yes

No

45
17. How work from home/ hybrid working mode have affected your health
and stress level

Mark only one oval.

Positive Impact

Negative Impact

Can't Say

18. Do you think employee engagement have been affected negatively

because of work from home/hybrid mode of working?

Mark only one oval.

Yes

No

46
 Application Faculty
Weekly Report for Week ending 1 Based Remarks
Summer Internship Programme (On the Job Training) Learning in
Name: Muskan Baweja Respective
Company: Unison International Specialisation
Location: Gurugram
Industry Mentor Details: HR Manager- Manjit Maini
Faculty Mentor: Dr. Sushma Murlie
Project Title: Human Resource Management Sourcing and
Talent
acquisition
On the Job Training

Weekly
Activity
Assigned
(Give Status of Activities Learning from the activity/activities assigned / Work
Details) Assigned accomplished
We’re more like an So out of the total The learning from the activities is:
employee to the requirement I have Business demands us to understand the needs of client and
company and are helped business with 13 accordingly follow up the sourcing process.
supposed to CV’s the Friday day end. Business requirements has taught us following techniques: -
contribute up to the Mapping
same level. Daily I’ve Sourcing
to process 5 CV’s that
Talent Acquisition
are either approved by
Screening of employees
my TL or by my Boss,
so for a week I need to
process 25 CVs in So far, I’ve explored the depth of the business process and
total. have started completing assigned tasked. Market entertains
different sectors and industries; currently I’m taking care
for front end clients in retail industry. Have worked for
brands like Reliance Brand LTD., Masaba Gupta, Vishal
Mega-mart, Cars24, Fizzy Goblet, Satya Paul, Nicobar
Design House, OMA Livings, TCNS and many more.
This has also given me a ground reality of demand in the
industry, as prior looking for the right candidate I need to
have an complete knowledge about the position and the
company I’m taking care of and then according I target.

47
 Application Faculty
Weekly Report for Week ending 2 Based Remarks
Summer Internship Programme (On the Job Training) Learning in
Name: Muskan Baweja Respective
Company: Unison International Specialisation
Location: Gurugram
Industry Mentor Details: HR Manager- Manjit Maini
Faculty Mentor: Dr. Sushma Murlie
Project Title: Human Resource Management Sourcing and
Talent
acquisition
On the Job Training

Weekly
Activity
Assigned
(Give Status of Activities Learning from the activity/activities assigned / Work
Details) Assigned accomplished
We’re more like an So out of the total The learning from the activities is:
employee to the requirement I have Business demands us to understand the needs of client
company and are helped business with and accordingly follow up the sourcing process.
supposed to contribute 10 CV’s the Friday day Business requirements has taught us following
up to the same level. end. techniques: -
Daily I’ve to process 5 Mapping
CV’s that are either
Sourcing
approved by my TL or
Talent Acquisition
by my Boss, so for a
week I need to process Screening of employees
25 CV’s in total.
So far, I’ve explored the depth of the business process
and have started completing assigned tasked. Market
entertains different sectors and industries; currently I’m
taking care for front end clients in retail industry. Have
worked for brands like Reliance Brand LTD., Masaba
Gupta, Vishal Mega-mart, Cars24, Fizzy Goblet, Satya
Paul, Nicobar Design House, OMA Livings, TCNS,
Superdry,Pure Concepts, AND and Global Desi,Hamley’s
This has also given me an ground reality of demand in the
industry, as prior looking for the right candidate I need to
have an complete knowledge about the position and the
company I’m taking care of and then according I target.

48
49
 Application Faculty
Weekly Report for Week ending 3 Based Remarks
Summer Internship Programme (On the Job Training) Learning in
Name: Muskan Baweja Respective
Company: Unison International Specialisation
Location: Gurugram
Industry Mentor Details: HR Manager- Manjit Maini
Faculty Mentor: Dr. Sushma Murlie
Project Title: Human Resource Management Sourcing and
Talent
acquisition
On the Job Training

Weekly
Activity
Assigned
(Give Status of Activities Learning from the activity/activities assigned / Work
Details) Assigned accomplished
We’re more like an So out of the total The learning from the activities is:
employee to the requirement I have Business demands us to understand the needs of client and
company and are helped business with 12 accordingly follow up the sourcing process.
supposed to CV’s the Friday day end Business requirements has taught us following techniques: -
contribute up to the 3 candidates which Mapping
same level. Daily I’ve were sourced by me Sourcing
to process 5 CV’s that
were shortlisted by the Talent Acquisition
are either approved by
clients. Feedback is Screening of employees
my TL or by my Boss,
so for a week I need to awaited.
process 25 CVs in So far, I’ve explored the depth of the business process and have
total. started completing assigned tasked. Market entertains
different sectors and industries; currently I’m taking care for
front end clients in retail industry. Have worked for brands like
Reliance Brand LTD., Masaba Gupta, Vishal Mega-mart, Cars24,
Fizzy Goblet, Satya Paul, Nicobar Design House, OMA Livings,
TCNS, Superdry, Pure Concepts, AND Global Desi, Hamley’s,
Coach,Bally and Kate Spade.
This has also given me an ground reality of demand in the
industry, as prior looking for the right candidate I need to have
an complete knowledge about the position and the company
I’m taking care of and then according I target.

50
 Application Faculty
Weekly Report for Week ending 4 Based Remarks
Summer Internship Programme (On the Job Training) Learning in
Name: Muskan Baweja Respective
Company: Unison International Specialisation
Location: Gurugram
Industry Mentor Details: HR Manager- Manjit Maini
Faculty Mentor: Dr. Sushma Murlie
Project Title: Human Resource Management Sourcing and
Talent
acquisition
On the Job Training

Weekly
Activity
Assigned
(Give Status of Activities Learning from the activity/activities assigned / Work
Details) Assigned accomplished
We’re more like an So out of the total The learning from the activities is:
employee to the requirement I have Business demands us to understand the needs of client and
company and are helped business with 12 accordingly follow up the sourcing process.
supposed to CV’s the Friday day end Business requirements has taught us following techniques: -
contribute up to the 3 candidates which Mapping
same level. Daily I’ve were sourced by me Sourcing
to process 5 CV’s that
were shortlisted by the Talent Acquisition
are either approved by
clients. Feedback is Screening of employees
my TL or by my Boss,
so for a week I need to awaited.
process 25 CVs in So far, I’ve explored the depth of the business process and have
total. started completing assigned tasked. Market entertains
different sectors and industries; currently I’m taking care for
front end clients in retail industry. Have worked for brands like
Reliance Brand LTD., Masaba Gupta, Vishal Mega-mart, Cars24,
Fizzy Goblet, Satya Paul, Nicobar Design House, OMA Livings,
TCNS, Superdry, Pure Concepts, AND and Global Desi,
Hamley’s, Coach,Bally and Kate Spade.
This has also given me an ground reality of demand in the
industry, as prior looking for the right candidate I need to have
an complete knowledge about the position and the company
I’m taking care of and then according I target.

51
 Application Faculty
Weekly Report for Week ending 5 Based Remarks
Summer Internship Programme (On the Job Training) Learning in
Name: Muskan Baweja Respective
Company: Unison International Specialisation
Location: Gurugram
Industry Mentor Details: HR Manager- Manjit Maini
Faculty Mentor: Dr. Sushma Murlie
Project Title: Human Resource Management Sourcing and
Talent
acquisition
On the Job Training

Weekly
Activity
Assigned
(Give Status of Activities Learning from the activity/activities assigned / Work
Details) Assigned accomplished
We’re more like an So out of the total The learning from the activities is:
employee to the requirement I have Business demands us to understand the needs of client and
company and are helped business with 14 accordingly follow up the sourcing process.
supposed to CV’s the Friday day end Business requirements has taught us following techniques: -
contribute up to the Mapping
same level. Daily I’ve Sourcing
to process 5 CV’s that
Talent Acquisition
are either approved by
Screening of employees
my TL or by my Boss,
so for a week I need to
process 25 CV’s in So far, I’ve explored the depth of the business process and have
total. started completing assigned tasked. Market entertains
different sectors and industries; currently I’m taking care for
front end clients in retail industry. Have worked for brands like
Reliance Brand LTD., Masaba Gupta, Vishal Mega-mart, Cars24,
Fizzy Goblet, Satya Paul, Nicobar Design House, OMA Livings,
TCNS, Superdry, Pure Concepts, AND Global Desi, Hamley’s,
Coach,Bally and Kate Spade.
This has also given me an ground reality of demand in the
industry, as prior looking for the right candidate I need to have
an complete knowledge about the position and the company
I’m taking care of and then according I target.

52
 Application Faculty
Weekly Report for Week ending 6 Based Remarks
Summer Internship Programme (On the Job Training) Learning in
Name: Muskan Baweja Respective
Company: Unison International Specialisation
Location: Gurugram
Industry Mentor Details: HR Manager- Manjit Maini
Faculty Mentor: Dr. Sushma Murlie
Project Title: Human Resource Management Sourcing and
Talent
acquisition
On the Job Training

Weekly
Activity
Assigned
(Give Status of Activities Learning from the activity/activities assigned / Work
Details) Assigned accomplished
We’re more like an So out of the total The learning from the activities is:
employee to the requirement I have Business demands us to understand the needs of client and
company and are helped business with 8 accordingly follow up the sourcing process.
supposed to CV’s the Friday day end Business requirements has taught us following techniques: -
contribute up to the 4 candidates which Mapping
same level. Daily I’ve were sourced by me Sourcing
to process 5 CV’s that
were shortlisted by the Talent Acquisition
are either approved by
clients. Feedback is Screening of employees
my TL or by my Boss,
so for a week I need to awaited.
process 25 CVs in So far, I’ve explored the depth of the business process and have
total. started completing assigned tasked. Market entertains
different sectors and industries; currently I’m taking care for
front end clients in retail industry. Have worked for brands like
Reliance Brand LTD., Masaba Gupta, Vishal Mega-mart, Cars24,
Fizzy Goblet, Satya Paul, Nicobar Design House, OMA Livings,
TCNS, Superdry, Pure Concepts, AND and Global Desi,
Hamley’s, Coach,Bally and Kate Spade.
This has also given me an ground reality of demand in the
industry, as prior looking for the right candidate I need to have
an complete knowledge about the position and the company
I’m taking care of and then according I target.

53
 Application Faculty
Weekly Report for Week ending 7 Based Remarks
Summer Internship Programme (On the Job Training) Learning in
Name: Muskan Baweja Respective
Company: Unison International Specialisation
Location: Gurugram
Industry Mentor Details: HR Manager- Manjit Maini
Faculty Mentor: Dr. Sushma Murlie
Project Title: Human Resource Management Sourcing and
Talent
acquisition
On the Job Training

Weekly
Activity
Assigned
(Give Status of Activities Learning from the activity/activities assigned / Work
Details) Assigned accomplished
We’re more like an So out of the total The learning from the activities is:
employee to the requirement I have Business demands us to understand the needs of client and
company and are helped business with 13 accordingly follow up the sourcing process.
supposed to CV’s the Friday day end Business requirements has taught us following techniques: -
contribute up to the 2 candidates which Mapping
same level. Daily I’ve were sourced by me Sourcing
to process 5 CV’s that
were shortlisted by the Talent Acquisition
are either approved by
clients. Feedback is Screening of employees
my TL or by my Boss,
so for a week I need to awaited.
process 25 CVs in So far, I’ve explored the depth of the business process and have
total. started completing assigned tasked. Market entertains
different sectors and industries; currently I’m taking care for
front end clients in retail industry. Have worked extensively for
Collective and Mono Brands for multiple positions PAN India
locations.
This has also given me a ground reality of demand in the
industry, as prior looking for the right candidate I need to have
a complete knowledge about the position and the company I’m
taking care of and then according I target.

54
 Application Faculty
Weekly Report for Week ending 8 Based Remarks
Summer Internship Programme (On the Job Training) Learning in
Name: Muskan Baweja Respective
Company: Unison International Specialisation
Location: Gurugram
Industry Mentor Details: HR Manager- Manjit Maini
Faculty Mentor: Dr. Sushma Murlie
Project Title: Human Resource Management Sourcing and
Talent
acquisition
On the Job Training

Weekly
Activity
Assigned
(Give Status of Activities Learning from the activity/activities assigned / Work
Details) Assigned accomplished
We’re more like an So out of the total The learning from the activities is:
employee to the requirement I have Business demands us to understand the needs of client and
company and are helped business with 12 accordingly follow up the sourcing process.
supposed to CV’s the Friday day end Business requirements has taught us following techniques: -
contribute up to the 3 candidates which Mapping
same level. Daily I’ve were sourced by me Sourcing
to process 5 CV’s that
were shortlisted by the Talent Acquisition
are either approved by
clients. Feedback is Screening of employees
my TL or by my Boss,
so for a week I need to awaited.
process 25 CV’s in So far, I’ve explored the depth of the business process and have
total. started completing assigned tasked. Market entertains
different sectors and industries; currently I’m taking care for
front end clients in retail industry. Have worked for brands like
Reliance Brand LTD., Masaba Gupta, Vishal Mega-mart, Cars24,
Fizzy Goblet, Satya Paul, Nicobar Design House, OMA Livings,
TCNS, Superdry, Pure Concepts, AND and Global Desi,
Hamley’s, Coach,Bally and Kate Spade.
This has also given me an ground reality of demand in the
industry, as prior looking for the right candidate I need to have
an complete knowledge about the position and the company
I’m taking care of and then according I target.

55