Organizational Study in Top Freshers Technologies Pvt Ltd

By

Sarika G

Register number: 212220410081

A Summer Internship REPORT

Submitted to the

FACULTY OF MANAGEMENT SCIENCE

In partial fulfillment of the requirements for the award of the degree of

MASTER

OF

BUSINESS ADMINISTRATION
IN

ANNA UNIVERSITY
CHENNAI 600 025

October 2021

DEPARTMENT OF MANAGEMENT STUDIES - SAVEETHA ENGINEERING COLLEGE

 DEPARTMENT OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE

Certified that the Summer Internship report titled Organizational Study in Top Freshers

Technologies Pvt Ltd is the bonafide work of Ms. SARIKA G - 212220410081who carried out

the work under my supervision. Certified further that to the best of my knowledge the work reported

herein does not form part of any other Summer Internship report on the basis of which a degree or

award was conferred on an earlier occasion on this or any other candidate.

Supervisor Head of the Department

Submitted to Summer Internship Viva Voce held on ……………….

Examiner 1 Examiner 2

DEPARTMENT OF MANAGEMENT STUDIES - SAVEETHA ENGINEERING COLLEGE

 DECLARATION

I hereby declare that the Summer Internship entitled Organizational Study in Top Freshers

Technologies Pvt Ltd submitted for the M.B.A. Degree is my original work and the dissertation has

not formed the basis for the award of any degree, associate ship, fellowship or any other similar

titles.

Place: Signature of the student

Date:
 4

ACKNOWLEDGEMENT

I would like to express my heartfelt gratitude to our Management, our honorable President,
DR. N.M.VEERAIYAN, and our beloved Director DR.S. RAJESH for providing an excellent
environment and infrastructure at our college for doing my MBA degree program
successfully.
I wish to express my heartfelt gratitude and thanks to Dr. N. DURAI PANDIYAN, M.E.,
Ph.D, Our Principal his guidance and support for doing my MBA Program.
I have a great pleasure in expressing my sincere and profound thanks to our Head of the
Department, DR S. RAVICHANDRAN for his support and provide me the opportunity to
have a boundless exposure with industries through this internship programme and also other
development programs.
I am highly indebted to my Internship guide DR. A. NIRMAL RAJ, ASSOCIATE
PROFESSOR of our MBA Department, for his guidance and constant supervision for
providing insights to analyse the industry environment and guide me to get the outcome of
this internship program successfully.

I am also thankful to our Internship coordinator for his general guidance on Internship
programme and al the faculty members of our MBA department for their constant co-
operation and their encouragement for doing my MBA programme successfully.
5
 6

CONTENT

CHAPTER DETAILS Total No of Pages

1 Company Profile
1.1 Origin of the company
1.2 Vision, Mission & Objectives
1.3 Board of Directors & Stake Holders
1.4 Organizational Structure
1.5 Products/Services
1.6 Milestones
1.7 Future Plan
2 Industry Profile
2.1 International Scenario (3 PAGES)
2.2 Indian Scenario (3 PAGES)
3 Department Profiles
3.1 HR and Quality
Department (5 PAGES)
3.1.1 Department Head & Employees
3.1.2 Profile of the Department
3.1.3 Department Structure
3.1.4 Roles & Responsibilities
3.1.5 Achievements of the Department
3.2 Finance
Department (5 PAGES)
3.2.1 Department Head & Employees
3.2.2 Profile of the Department
3.2.3 Department Structure
3.2.4 Roles & Responsibilities
3.2.5 Achievements of the Department
3.2.6 Balance Sheet
3.3 Production/Manufacturing Department (5 PAGES)
3.3.1 Department Head & Employees
3.3.2 Profile of the Department
3.3.3 Department Structure
3.3.4 Roles & Responsibilities
3.3.5 Achievements of the Department
3.3.6 Production Process
3.4 Marketing Department (5 PAGES)
3.4.1 Department Head & Employees
3.4.2 Profile of the Department
3.4.3 Department Structure
3.4.4 Roles & Responsibilities
3.4.5 Achievements of the Department
 7

4 Observations & Learning

4.1 Observations from HR Department
4.2 Observations from Finance Department
4.3 Observations from
Production/Manufacturing Department
4.4 Observations from Marketing Department
4.5 Observations from Quality Department
4.6 Learning’s
4.6.1 Learning’s from each Department
4.6.2 Special Skill Developed
5 Suggestions & Conclusion
5.1 Suggestions
5.2 Conclusion
TOTAL 40 PAGES

Chapter I: COMPANY PROFILE

 8

TOP FRESHERS TECHNOLOGIES PVT LTD

Top freshers have a very dynamic placement assistance team at works. It has
Counsellors, Trainers, Subject Matter Experts and Industry veterans to assess,
advice, train and guide you towards a successful career. They offer 360-degree
support to students by imparting skill-based trainings, grooming sessions and
placement assistance through paid internships, articles and generating interview
opportunities in the industry which assist you in securing a job.

Top Freshers Technologies Private Limited is a Private incorporated on 20 January 2014. Its
authorized share capital is Rs. 100,000 and its paid up capital is Rs. 100,000. It is involved in
Other education as vocational education.

Top Fresher's Technologies Private Limited is a Private incorporated on 20 January 2014. It

is classified as Non-govt company and is registered at Registrar of Companies, Chennai. Top
fresher Technologies is one of the upcoming organization in Educational Service Industry.
Directors of Top Freshers Technologies Private Limited are Meyyappan Natarajan and
Poornima Sukumar and the CEO of Top Freshers is Ganesh. Terv is a platform from the
stables of Top Freshers Technologies. A Unique platform that has an integrated Coding &
Assessment engine and learning platform. Adopted by more than 30+ Institutes and used by
25000+ students in Tamil Nadu. Top Freshers, an IIM Alumnus Venture made its humble
beginning in the year 2014. Today over the last 6 years have trained over a lakh of students
and professionals.

1.1 COMPANY DETAILS:

 9

DETAILS

Corporate Identification Number (CIN)

U80901TN2014PTC094636

Company Name TOP FRESHERS’ TECHNOLOGIES

PRIVATE LIMITED

Company Status ACTIVE

Registrar of Companies (RoC) RoC – Chennai

Registration Number 94363

Company Category Company limited by shares

Company Sub Category Non-Government Company

Class of Company Private

Date of Incorporation 20 January 2014

Activity Vocational Education

Registered Office Address NO.1, Annai Complex 3rd Street, Vasantha

Nagar Madurai,
TamilNadu - 625003
INDIA
1.2 Mission of the organization:
 10

Create a sustainable industry-ready talent pipeline by scaling quality capacity. Enhance

employability at all levels, leveraging technology and our experience in large scale skill
development, in a sustainable manner across various skill sectors.

1.3 Vision of the organization:

Top Freshers Technologies Pvt Ltd., aims to address these areas and provide learning
solutions to institutions that will help them overcome these challenges. They propose to
design learning programs and deliver them through innovative models to help institutions and
students gain access to an eco-system of educational resources. They are specifically looking
at digital education, employability programs and vocational education in designing these
learning solutions.

1.4 Objectives of the organization:

The education scenario in India has been a great success story with progressive steps taken by
the government greatly helped by many private sector initiatives. Institutions have been
established across the country with an aim to make education accessible and inclusive. A
great many success stories are a testament to this growth. But the high growth has also given
rise to challenges that need urgent attention. Maintaining quality, given the sheer numbers in
India is a huge task that is testing even the most versatile institutions.

We at Top Freshers strive constantly in democratizing learning and make it accessible to all,
in our vision of an empowered society. Hence we offer our services to these 3 Societal
Pillars, Academia, Industry and Government. Our Technology team have burnt its midnight
oil on sculpted a world class technology enabled Code Simulator TERV, integrated with an
assessment engine and Learning platform to bring in the Guided learning approach to the
learner.

1.5 Programs Offered:

 11

 Web Development Fellowship

Learn how to code and design web and mobile responsive applications
professionally in one immersive, project-based course. Students must complete 9-
week in-person training which is followed by a 2-week apprenticeship.

 UX DESIGN
During this 12-week, hands on learning experience, students are brought through
User Interface & User Experience Design industry best practices from the ground
up. Through 4 hands-on projects, students will learn Information Architecture,
Interaction Design, Interface Design, and Usability Testing.

 Algorithms and data structures (using Java / C / Python)

In this course, students will examine, create, compare and test the major types of
algorithms and data structures. They’ll cover how to optimize the code they’ve
already mastered and how to create more advanced tools as necessary. This course
is programming language-agnostic, the developmental assignments & activities can
be in any language, such as Java or C or Python.

 Campus to career – Employability training

The program aims to advance students in the areas of analytical skills, business
communication and soft skills and help prepare them for placements. The training
program consists of a blended delivery model comprising 150 hours - 50 hours
contact session & 100 hours Online component.

Top Freshers Technologies Pvt Ltd., aims to address these areas and provide learning
solutions to institutions that will help them overcome these challenges. We propose to design
learning programs and deliver them through innovative models to help institutions and
students gain access to an Ecosystem of educational resources.
Chapter II: Industry Profile

Nature of Industry: Vocational Education

 12

India holds an important place in the global education industry. India has one of the largest
networks of higher education institutions in the world. However, there is still a lot of
potential for further development in the education system.

Vocational education is education that prepares people to work as a technician or to take up

employment in a skilled craft or trade as a tradesperson or artisan. Vocational education is
sometimes referred to as career and technical education.

A vocational school is a type of educational institution specifically designed to provide

vocational education. Vocational education can take place at the post-secondary, further
education, or higher education level and can interact with the apprenticeship system. At the
post-secondary level, vocational education is often provided by highly specialized trade
schools, technical schools, community colleges, colleges of further education, vocational
universities, and institutes of technology.

Generally, vocation and career are used interchangeably. Vocational education might be
classified as teaching procedural knowledge. This may be contrasted with declarative
knowledge, as used in education in a usually broader scientific field, which might concentrate
on theory and abstract conceptual knowledge, characteristic of tertiary education. Vocational
education can be at the secondary or post-secondary level and can interact with the
apprenticeship system. Increasingly, vocational education can be recognised in terms of
recognition of prior learning and partial academic credit towards tertiary education as credit;
however, it is rarely considered in its own form to fall under the traditional definition of a
higher education.

2.1 International Scenario:

 13

Across the United States, career and technical education programs are offered in about
11,000 comprehensive high schools, several hundred vocational-technical high schools, and
about 1,400 area vocational-technical centres. Public middle schools typically offer some
career and technical education courses, such as family and consumer sciences and technology
education. About 9,400 postsecondary institutions offer technical programs, including
community colleges, technical institutes, skill centres, and other public and private two-and
four-year colleges. In 2001 there were 11 million secondary and postsecondary career and
technical education students in the United States, according to the U.S. Office of Educational
Research and Improvement.

The subject areas most commonly associated with career and technical education are:
 Business (office administration, entrepreneurship);
 Trade and industrial (automotive technician, carpenter, computer numerical control
technician);
 Health occupations (nursing, dental, and medical technicians);
 Agriculture (food and fibre production, agribusiness);
 Family and consumer sciences (culinary arts, family management and life skills);
 Marketing (merchandising, retail);
 Technology (computer-based careers).

Career and technical education programs usually are offered as a sequence of courses
supplemented by work-based experiences, such as internships or apprenticeships. These work
experiences remain a hallmark of career and technical education.
The trend is for career and technical education programs to rethink their mission by asking
how they can prepare students with high-level academic skills and the broad-based
transferable skills and technical skills required for participation in the "new economy," where
adaptability is key. Programs adopt this dual approach in an effort to make career and
technical education a realistic option for large numbers of students to achieve academic
success, which will translate into employment for them.

These programs teach broad skills that are applicable to many occupations. This preparation
for the world of work is anchored in strong academic skills, which students learn how to
 14

apply to real-world situations. These academic skills include the competencies needed in the
contemporary workplace as well as the knowledge and skills valued by academic education
and measured by state examinations.

The multidisciplinary approach of most work tasks and the amount of technology and
information in the workplace contribute to the heightened expectations of all workers,
including entry-level. For career and technical education programs to flourish in the early
twentieth century's test-driven school environment, they must:

1. Find ways to continue to prepare students with the skills and knowledge needed in the
increasingly sophisticated workplace;
2. Embed, develop, and reinforce the academic standards/benchmarks that are tested on
the state-mandated assessments;
3. Teach the essential skills that all students need for success in life.

2.2 Indian Scenario:

Vocational training in India historically has been a subject handled by the Ministry of
Labour, other central ministries and various state-level organizations. To harmonize the
 15

variations and multiplicity in terms of standards and costs, the National Skills Qualification
Framework was launched in December 2013.

The National Skills Qualifications Framework (NSQF) is a competency-based framework

that organizes all qualifications according to a series of levels of knowledge, skills and
aptitude. These levels, graded from one to ten, are defined in terms of learning outcomes
which the learner must possess regardless of whether they are obtained through formal, non-
formal or informal learning. NSQF in India was notified on 27 December 2013. All other
frameworks, including the NVEQF (National Vocational Educational Qualification
Framework) released by the Ministry of HRD, stand superseded by the NSQF.

In November 2014 the new Government in India formed the Ministry of Skill Development
and Entrepreneurship. Articulating the need for such a Ministry, the Prime Minister said, "A
separate Ministry, which will look after promoting entrepreneurship and skill development,
would be created. Even developed countries have accorded priority to promoting skilled
manpower".

As a continuation of its efforts to harmonize and consolidate skill development activities

across the country, the Government launched the 1st Skill India Development Mission
(NSDM) on 15 July 2015. Also launched on the day was the National Policy for Skill
Development & Entrepreneurship.
Today all skill development efforts through the Government (Directorate General of
Training) and through the Public Private Partnership arm (National Skill Development
Corporation) are carried out under the Ministry, through the Skill India Mission.

The Ministry works with various central ministries and departments and the State
government in implementing the NSQF across all Government funded projects, based on a
five-year implementation schedule for complete convergence.
The workplace requires three sets of skills of most workers:

 Strong academics, especially in English language arts, mathematics, and science, as

well as computer skills;
 Career specific skills for a chosen career cluster;
 16

 Virtues such as honesty, responsibility, and integrity.

The preparation of students in the career clusters must include

1. Academic skills,
2. Cluster-specific standards
3. Broad transferable skills. All of these aspects of the curriculum must be organized in a
continuum.

Many schools also spent a great deal of energy creating vision, mission, and goal statements
in their quest for higher student achievement. By the early 1990s, however, it was clear that
these endeavours and others, such as site-based management, while well intended, had not
improved student performance. Too often, the institutional issues took precedence over the
needs of the students.

At Top Freshers, we strongly believe in Learning and preparation for employment has to be
passion driven, practice driven, performance driven, Outcome driven and immersive and
hence our programs and packages are carefully crafted on the principles of Design thinking
taking into account Cognitive Science of Learning. We are Accredited and certified for ISO
9001: 2015 by International Accreditation Forum (IAF) & Quality Research Organization
(QRO).

TERV, the code simulator and assessment engine of Top Freshers has been recognized and
conferred the Award in the World Education Summit 2021 held between 9th and 12th June
2021 as "Innovative Technology Solution for Higher Education Institutes". TERV has been
awarded and recognized as the Best EdTech of the year 2021 in the Global Teaching
Excellence Awards conclave.

The sixteen career clusters are:

1. Agriculture and Natural Resources

2. Architecture and Construction
 17

3. Arts, Audiovisual Technology, and Communications

4. Business and Administration
5. Education and Training
6. Finance
7. Government and Public Administration
8. Health Science
9. Hospitality and Tourism
10. Human Services
11. Information Technology
12. Law and Public Safety
13. Manufacturing
14. Retail/Wholesale Sales and Services
15. Scientific Research/Engineering
16. Transportation, Distribution, and Logistics

The contemporary workplace is dynamic and entrepreneurial. Approximately one-third of

jobs is in flux every year, meaning that they have just been added or will be eliminated. The
job security once enjoyed in big companies is no sure bet anymore. Employees must
continuously reinvent themselves by seeking out the additional training and new skills that
will keep them marketable. Skills and adaptability have become the new job security. The
work environment is always in transition, with changing equipment, tasks, and
responsibilities. Technology is progressing too rapidly to train students on the latest
equipment, so the trend in career and technical education is to focus on teaching the skills,
concepts, and systems that underpin technology rather than how to operate a particular piece.
 18

Chapter III: Department Profiles

3.1 HR and Quality Department

3.1.i Department Head: Mr. Balaji

3.1.ii Department Profile:

One of the primary goals of HR department is to ensure the growth, development, and
satisfaction of the company workforce. To meet the objectives of a low turnover rate, reduced
recruitment costs, and a motivated workforce, HR needs to engage in aggressive planning,
communication, and effective execution.

HR's responsibility may be to secure and implement the new workers' compensation policies
and procedures. The big emphasis sits with human resources.

 It was tracking and managing days off, vacations, and even benefits like free lunches
for employees.
 It serves as an intermediary for benefit claims, such as medical leave of absence
claims.
 It helps in assisting employees in personal development.
 It also helps in assisting employees in professional development and training.
 Initial setting of control limits based on capability studies or tolerance limits.
 Recalculation of limits based on performance.
 The design, purchase and provision of all necessary materials for measurement or
assessment.

3.1.iii Department Structure:

An efficiently run human resources department can provide your organization with
structure and the ability to meet business needs through managing your company's most
valuable resources – its employees. There are several HR disciplines, but HR practitioners
in each discipline may perform more than one of the more than six essential functions. In
small businesses without a dedicated HR department, it's possible to achieve the same level
 19

of efficiency and workforce management through outsourcing HR functions or joining a

professional employer organization.

The six main function of HR are

 Recruitment,
 Workplace Safety,
 Employee Relations,
 Compensation Planning,
 Labour Law Compliance
 Training.

Human Resource Management is a multidisciplinary subject.

 It includes the study of management, psychology, communication, economics and
sociology.
 It also deals with building team spirit and team work.
 It is a continuous process.

Human resource management as a department in an organisation handles all aspects of

employees and has various functions like human resource planning, Conducting Job
analysis, recruitment and conducting job interviews, selection of human resources, Orienting,
training, compensating, Providing benefits and incentives, appraising, retaining, Career
planning.

3.1.iv Roles & Responsibilities

The responsibilities of a human resource manager fall into three major areas:

 Staffing,
 Employee Compensation and Benefits,
 Defining or Designing Work.

● They answer employee questions and address employee concerns promptly and
politely.

● Explain and provide information on all insurance plans to stakeholders as required.

 20

● Cover all legal compliance for human resource requirements.

3.1.v Achievements of the Department:

 Maximized team knowledge and productivity through the implementation of well-

placed training procedures.
 Successfully interviewed, hired, and trained 50 individuals for a sales team within
a tight deadline.
 Singlehandedly maintained optimal staff levels by effectively tracking vacancies
and initiating recruitment to identify talent.
 Suggested holding a series of HR seminars, as a result, managed to acquire top-
level management talents.
 Implemented a compensation policy, hence, increased employee retention by
40%.
 Drive strategic workforce planning.
 Set simple and performance driven compensation strategies and compensation
policies.
 Identify rich recruitment sources and utilize the full recruitment potential of the
organization.
 Develop top talents and focus the investment of training funds.
 Build the friendly corporate culture and drive the engagement of all employees.
 Build direct communication channels and support honest and quick information
flow.
 Build the environment, which recognizes top talents and top performers. >
Support employees' innovation.

In conclusion we can say that Human resources is the division of a business that is charged
with finding, screening, recruiting, and training job applicants, as well as administering
employee-benefit programs. HR plays a key role in helping companies deal with a fast-
changing business environment and a greater demand for quality employees. The presence of
an HR department is an essential component of any business, regardless of the organization's
 21

size. An HR department is tasked with maximizing employee productivity and protecting the
company from any issues that may arise within the workforce.

3.2 Finance Department

3.2.i Department Head: Mr. Ganesh S

3.2.ii Department Profile:

Finance Department is the part of an organization that is responsible for acquiring funds for
the firm, managing funds within the organization and planning for the expenditure of funds
on various assets. It is the part of an organization that ensures efficient financial management
and financial control necessary to support all business activities.

A Finance Department manages a firm's long-term and day-to-day monetary operations and
strategy. Finance groups oversee incoming and outgoing payments, budget creation, cash
management, accounting, financial reporting and many other tasks related to the finances of
the company. Finance organization size varies based upon total company-wide head count,
company revenue, industry, and overall business strategy.

3.2.iii Department Structure:

The most typical organizational structure consists of a chief financial officer (CFO), a vice
president, one or more accountants and a budget analyst.

The chief financial officer, or CFO, is the head of the finance department, which also means
that this person is at the top of the organizational structure. The CFO is not only the boss or
the person that everyone in the finance department reports to, but he or she is also responsible
for the overall planning and guidance for implementing the plan when it comes to the
finances of the company.

The CFO reports to the chief executive officer (CEO) of the company. He or she also works
with the heads of other departments, including human resources, manufacturing, sales,
 22

marketing, production or any of the other departments that comprise the company. The CFO
meets with the heads of all of these departments for planning purposes.

3.2.iv Roles and Responsibilities:

The contributions of finance department to any company and how these contributions
positively affect organisational performance will greatly depend on factors such as the extent
to which the owner/ manager is involved in his company. The roles and responsibilities of a
finance department includes:

 Book keeping

 Management of company's cash flow

 Budgeting & forecasting

 Advising & sourcing longer-term financing

 Management of Taxes

 Financial Reporting & Analysis

 Management of company's investment

3.2.v Achievements of the Department:

The Financial Results for the FY 2018-19 reflect that our Company has registered a positive
Growth Rate of 15% on gross basis and underwritten Global Premium of Rs. 13484.75cr as
against Rs. 11736.84cr in the year 2017-18. Our net premium was Rs. 10845.39cr in the year
2018-19 in comparison to Rs. 10028.23cr in the year 2017-18, registering a growth of 8%.
The below chart represents the last five years achievements. All business face risks, including
natural disasters such as fires and floods, uncertainties in commodity and share prices,
changing interest rates and fluctuating foreign exchange rates. However, many of these risks
can be reduced by purchasing insurance or by hedging. The financial manager is usually
 23

responsible for the firm’s overall risk management programme, including identifying the
risks that should be hedged and then hedging them in the most efficient manner.

The financial manager must deal with the money and capital markets. Each firm affects and is
affected by the general financial markets where funds are raised, where the firm’s shares and
debentures are traded, and where its investors either make or lose money.

3.3 Marketing Department:

3.3.i Department Head: Mr. Meyyappan N

3.3.ii Department Profile:

A marketing department promotes your business and drives sales of its products or services.
It provides the necessary research to identify your target customers and other audiences.
Depending on the company’s hierarchical organization, a marketing director, manager or
vice president of marketing might be at the helm. In some businesses, a vice president of
sales and marketing oversees both the marketing and sales departments with a strong
manager leading each department.

A functional marketing department implements customer relationship management

functions to track and predict what customers want in their products. It connects the
customer to the product with hard data as well as emotional, qualitative information that
can help product designers differentiate your products from those of a competitor. This
information also helps marketing promotions by highlighting these differences in marketing
materials. A marketing department sets prices for products that recoup development and
promotional costs while generating revenue for the company.

Marketing departments carry out promotional strategies for products and services, and
some may also incorporate promotional activities, such as public relations, for the business
as a whole. The promotions staff assists the sales force with sales promotions; offers public
relations support for product launches, trade shows and other events; purchases advertising
that illustrates product benefits and features; and pitches the product to media outlets.

3.3.iii Department Structure:

 24

Marketing works closely with sales in generating new business. Employees entice prospects
to engage with your company in some way, even if it’s just visiting the website, and then
uses incentives to get customers to continue thinking about the product so that the sales
team can convince them to buy the product. This is called generating leads. Not every lead
turns into a paying customer, so business development is ongoing.

It can also include identifying new markets for existing products or discovering a need that
current customers have for a modified version of an existing product.

The Association for Career and Technical Education has defined 16 career clusters for
which they've developed curricula and plans of study. One career cluster is marketing.
Inside of its career cluster, the association has aligned the following programs:

 Business Education (which includes communications)

 Family and Consumer Sciences

 Guidance and Career Development

 New and Related Services (such as public information and research)

 The Marketing Education Division

The Marketing Education Division encompasses many areas of marketing including, but
not limited to, advertising, hospitality and tourism, public relations, social media marketing,
and sports and entertainment. Through Career and Technical Education programming,
students are able to determine if a career in marketing might be of interest to them.

The managerial philosophy of marketing puts central emphasis on customer satisfaction as

the means for gaining and keeping loyal customers. Therefore, Marketers must urge their
respective organizations to carefully and continually gauge target customers' expectations
and to consistently meet or exceed these expectations. In order to accomplish this, everyone
in all areas of the organizations must focus on understanding and serving customers; the
business will find it hard to succeed if marketing occurs only in the marketing department
and does not involve everyone.
 25

A marketing department drives the promotional engine of a business. It is responsible for

increasing brand awareness overall, while also driving potential and recurring customers to
a company's products or services.

Marketing department is centred on creating, planning, and implementing strategies that

will help achieve wider business objectives. These business objectives can involve
increasing brand awareness, boosting profits, or entering into previously untapped markets.

3.3.iv Roles and Responsibilities

The roles and responsibilities of the Marketing Department may be described as the
following:

 Defining and managing your brand.

This involves defining who you are, what you stand for, what you say about yourself,
what you do and how your company acts. This, in turn, defines the experience you
want your customers and partners to have when they interact with you.
 Conducting campaign management for marketing initiatives.
Marketing proactively identifies the products and services to focus on over the course
of your sales cycle, and then produces materials and communications that get the
word out.
 Producing marketing and promotional materials.
Your marketing department should create the materials that describe and promote
your core products and/or services. They should be kept up-to-date as those products
and services evolve.
 Creating content providing search engine optimization for your
website.
Your website is often the first-place people go for information about you. Your
marketing department will be responsible for keeping Web content current, while also
working to ensure your site comes up quickly when someone searches for your type
of business.
 Monitoring and managing social media.
 26

Marketing should contribute to, manage and maintain your social media pages. It
should also manage accounts and carefully watch what’s being posted about you
online.
 Forecasting and Planning:
The financial manager must interact with other executives as they look ahead and lay
the plans which will shape the firm’s future.

3.3.v Achievements of the Department

 Increased the company’s sales by 65% through implementation of a dedicated
marketing plan to bring in more business.
 Decreased customer dissatisfaction by conducting a survey to determine causes of low
sales, and implementing counter measures.
 Developed and implemented a 4 year marketing plan which successfully met all
marketing and sales objectives by 100%.
 Successfully organized a huge marketing fair, which resulted in increasing the
company’s clientele by a staggering 58%.
 Single-handedly created and deployed a complex customer segmentation and cohort-
specific targeting strategy, a feat that the last 2 marketing managers were unable to
perform.
 Introduced campaign creation, analysis and optimization of direct marketing
campaigns, including Facebook, Bing and Yahoo platforms.
 Attained all marketing targets by a 100% between the years of 2011 and 2013.
 Exceeded expectations by developing and implementing marketing strategies that
brought “dead” product back to life, increasing the company’s revenue by 26%.
 Built a series of compelling speeches, videos, presentations and emails as part of
communications, effectively streamlining departmental work at all levels of marketing
and communications.
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 Production and manufacturing department refers to the methodology of how to most

efficiently manufacture and produce goods for sale, beyond just a bill of materials.
 Three common types of manufacturing production processes are: make to stock
(MTS), make to order (MTO), and make to assemble (MTA). Such strategies have
advantages and disadvantages in labor costs, inventory control, overhead,
customization, and the speed of production and filling orders.
 At the pre-production stage, technical production managers are responsible for the
selection and design of equipment; the plant layout; materials handling and
production planning (including demand forecasting, production scheduling and
ordering of material).

Chapter IV: Observations and learning

4.i Observations from HR and Quality Department

 Tracking and managing days off, vacations, and even benefits like free lunches for
employees.
 Serving as an intermediary for benefit claims, such as medical leave of absence
claims.
 Assisting employees in personal development.
 Assisting employees in professional development and training.
 Human resource department is the division of a business that is charged with finding,
screening, recruiting, and training job applicants and administering employee-benefit
programs.
 Recruit candidates
 Hire the right employees
 Payroll policies
 Update policies
 Maintain employee records
 Training and Development
 Employee Acquisition
 Project Management
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 Processes by which goods and services are produced

 Quality of goods or services
 Quantity of goods or services (the capacity of operations)
 Stock of materials (inventory) needed to produce goods or services
 Management of human resources
 Responsible for the designing of the goods or products of the business which are
sold to other businesses or to the general public.
 It produces goods or products at very low costs in order to maximize profit
 The department improves on the products of the business by bringing changes and
innovations.

4.ii Observations from Finance Department

 Money out means making payments and keeping the bills paid
 Money in means processing incoming payments
 Payroll makes sure everyone gets paid (including the government)
 Reporting was used in preparing financial reports, e.g. P&L, Balance sheets and
budgets
 Financial Controls helps to avoid errors, fraud and theft
 Communications
 Adaptability
 Accurate Research
 Critical Thinking
 Attention to Detail.
 Cultural Difference.
 Quick Decision Making

4.iii Observations from Marketing Department

 Defining and managing your brand

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 Conducting campaign management for marketing initiatives

 Producing marketing and promotional materials
 Monitoring and managing social media
 Serving as media liaison
 Professionalism.
 Industry Knowledge.
 Time Management
 Customer Service
 Strategic Thinking

Chapter V: Suggestions and conclusions

In July-September of 2021, I went through an internship at the Top Freshers

Technologies Pvt Ltd. During this period, my desire to develop in this area has grown,
thanks to interesting tasks and the admirable CLS team.

Despite the fact that I was just an internee, I felt like part of the team, having the
opportunity to offer colleagues my ideas and to implement them on my own. Among
other great advantages were the opportunity to be engaged in projects and a variety of
tasks. I had my own area of responsibility, which, in my opinion, is very important for
getting used to starting from the lowest positions.

In conclusion, this internship has been a very useful experience for me. I can safely
say that my understanding of the job environment has increased greatly. However, I
do think that there are some aspects of the job that I could have done better and that I
need to work on. I need to build more confidence in communication skills . I realized
that I could have completed the work earlier than I did. Also, the technical parts of the
job were a bit flawed and I was asked multiple times to correct it. The two main
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things that I learned after my experience in this firm are the importance of time
management and being self-motivated.

I have find out what my strengths and weaknesses are; I gained new knowledge and
skills and met many new people. I achieved many of my learning goals. Through this
I learned how to make a business process outsourcing call to colleges; it helps me to
improve my communication skill.

As an Internee at top Freshers, I have accomplished and learned a lot. I have assisted
with the internal guide by calling clients, administering proposals, and performing
reference checks. It is very rewarding to see clients. The internship gave me an
excellent opportunity to gain new skills, especially when it comes to working and
communicating with people from different countries and cultures.

APPENDICES
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JOINING LETTER
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