SUMMER TRAINING PROJECT REPORT

ON
EMPLOYEE SATISFACTION OF THE EMPLOYEES OF
BASKET HUNT PRIVATE LIMITED

Submitted in partial fulfillment of the requirements for

the award of the degree of

Bachelor of Business Administration (BBA)

Guru Gobind Singh Indraprastha University, Delhi

Submitted To: Submitted By:

Mr. kishan Nigam Name – Saloni Gupta
(Assistant Professor) Enrollment No. – 12190301720

Institute of Innovation in Technology & Management,

New Delhi – 110058

Batch (2020-2023)
 DECLARATION

I, Miss, Saloni Gupta Enrollment No. 12190301720 certify that the Project Report (BBA311) entitled
“EMPLOYEE SATISFACTION OF THE EMPLOYEES OF BASKET HUNT PRIVATE
LIMITED” is done by me and it is an authentic work carried out by me at BASKET HUNT PRIVATE
LIMITED. The matter embodied in this project work has not been submitted earlier for the award of
any degree or diploma to the best of my knowledge and belief.

Signature of the Student

Date:

Certified that the Project Report (BBA-311) entitled “EMPLOYEE SATISFACTION OF

THE EMPLOYEES OF BASKET HUNT PRIVATE LIMITED” is done by Miss. Saloni
Gupta, Enrollment No. 12190301720 is completed under my guidance.

Signature

Mr. Kishan Nigam

Assistant Professor

IITM, Janakpuri, New Delhi

Date:

Countersigned

(Director / Project Coordinate

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 CERTIFICATE

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 ACKNOWLEDGEMENT

I take this opportunity to express my profound gratitude and deep regards to my guide Mr. Kishan Nigam
for his exemplary guidance, monitoring and constant encouragement throughout the course of this project.
The blessing, help and guidance given by him time to time shall carry me a long way in the journey of life
on which I am about to embark.
I also take this opportunity to express a deep sense of gratitude to
Mr. Vishal Kumar Gupta, Founder, Basket Hunt Private Limited, for his cordial support, valuable
information and guidance, which helped me in completing this task through various
stages.
I am obliged to staff members of Basket Hunt Private Limited, for the valuable information provided by
them in their respective fields. I am grateful for their cooperation during the period of my internship.
Last but not least, my sincere thanks to my parents and friends for their wholehearted support and
encouragement.
I also hereby declare that the project work entitled " A Study on Employee Satisfaction of the Employees
of Basket Hunt Private Limited " under the guidance of "Mr. Kishan Nigam" is my original work and it
has not been submitted earlier in any other university or institution.

Signature of the Student Name – Saloni Gupta

Enrollment No. - 12190301720

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 CONTENTS

Topic Page No.

Chapter-1: Introduction to the topic 6 - 22

• Introduction
• Objectives of the Study
• Review of Literature
• Research Methodology
• Limitations of the Study

Chapter-2: Profile of the Organization 23 – 46

Chapter-3: Analysis and Interpretation of Data 47 – 59

Chapter-4: Conclusions and Recommendations 60 - 63

References / Bibliography 64

Annexure 65 - 67

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 Chapter – 1

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 INTRODUCTION TO EMPLOYEE SATISFACTION

What is Employee Satisfaction?

Employee satisfaction is a term that is used to describe if employees are happy and fulfilling their desires
and needs at work. The crucial factor with employee satisfaction is that satisfied employees must do the job
and make the contributions that the employer needs.
Employee satisfaction is a wider term that is used by the Human Capital industry to describe how satisfied
or content employees are with elements like their jobs, their employee experience, and the organizations
they work for. Employee satisfaction is one key metric that can help determine the overall pulse of an
organization, which is why many organizations employ regular surveys to measure employee satisfaction
and track satisfaction trends over time. A high satisfaction level shows that employees are happy with how
their employer treats them
Often, the term employee satisfaction is used interchangeably with employee engagement; however, while
engagement is one-factor influencing overall satisfaction (and it may be said the reverse is also somewhat
true), the two are not the same.
Satisfaction, which is important for retention, is not necessarily a predictor of performance, while
engagement—which indicates an employee’s passion for their work, among other things—is directly tied
to output. Ideally, satisfaction occurs as a result of both factors like compensation and benefits as well as
less-tangible elements like engagement, recognition, and strong leadership.
If an organization fails to address both the sides of the equation, they might find they have a complacent
team made up of materially satisfied employees who are content to do only what is necessary to remain
employed, or a staff of highly engaged employees who are performing well while they look for new
opportunities at companies more willing or able to fill their material needs.

Importance of Employee Satisfaction

Employee satisfaction is of utmost importance for employees to remain happy and also deliver their level
best. Satisfied employees are the ones who are extremely loyal towards their organization and stick to it
even in the worst scenario. They do not work out of any compulsion but because they dream of taking their
organization to a new level. Employees need to be passionate towards their work and passion comes only
when employees are satisfied with their job and organization on the whole. Employee satisfaction leads to
a positive ambience at the workplace. People seldom crib or complain and concentrate more on their work.
The first benefit of employee satisfaction is that individuals hardly think of leaving their current jobs.
Employee satisfaction in a way is essential for employee retention. Organizations need to retain deserving
and talented employees for long term growth and guaranteed success. If people just leave you after being
trained, trust me, your organization would be in a big mess. Agreed you can hire new individuals but no
one can deny the importance of experienced professionals. It is essential for organizations to have
experienced people around who can guide freshers or individuals who have just joined.
Employee attrition is one of the major problems faced by organizations. I don’t think an individual who is
treated well at the workplace, has ample opportunities to grow, is appreciated by his superiors, gets his
salary on time ever thinks of changing his job. Retaining talented employees definitely gives your
organization an edge over your competitors as they contribute more effectively than new joinees. Moreover,
no new individual likes to join an organization which has a high employee attrition rate. Employees who
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are not satisfied with their jobs often badmouth their organization and also warn friends and acquaintances
to join the same.
Employee satisfaction is essential to ensure higher revenues for the organization. No number of trainings
or motivation would help, unless and until individuals develop a feeling of attachment and loyalty towards
their organization. Employees waste half of their time fighting with their counter parts or sorting out issues
with them. Trust me; employees who are satisfied with their jobs seldom have the time to indulge in nasty
office politics. They tend to ignore things and do not even have the time to crib or fight with others. Satisfied
employees are the happy employees who willingly help their fellow workers and cooperate with the
organization even during emergency situations. Such employees do not think of leaving their jobs during
crisis but work hard together as a single unit to overcome challenges and come out of the situation as soon
as possible. For them, their organization comes first, everything else later. They do not come to office just
for money but because they really feel for the organization and believe in its goals and objectives. Satisfied
employees also spread positive word of mouth and always stand by each other. Instead of wasting their
time in gossiping and loitering around they believe in doing productive work eventually benefitting the
organization. They take pride in representing their respective organizations and work hard to ensure higher
revenues for the organization.

Satisfied employees tend to adjust more and handle pressure with ease as compared to frustrated ones.
Employees who are not satisfied with their jobs would find a problem in every small thing and be too rigid.
They find it extremely difficult to compromise or cope up with the changing times. On the other hand,
employees who are happy with their jobs willing participate in training programs and are eager to learn new
technologies, softwares which would eventually help them in their professional career. Satisfied employees
accept challenges with a big smile and deliver even in the worst of circumstances.

Factors Influencing Employee Satisfaction

Employee satisfaction ensures employees are happy with their jobs and also give their heart and soul to the
organization. Such people seldom think of changing their jobs and motivate not only themselves but also
others to work hard for the betterment of the organization.

Let us go through few factors influencing employee satisfaction:

Working conditions of an organization play an important role in influencing employee satisfaction.

Employees who do not have a proper workstation and are not comfortable at their workplaces are the ones
who are the most frustrated and unhappy with their job. Appoint people who are responsible for the
cleanliness of the office and most importantly the rest rooms. Assign drawers and proper space to employees
where they can keep their important documents, files and also personal belongings. Encourage the
employees to keep their drawers and desk clean. Make sure your office building is fire resistant.
Management has no right to treat its employees as slaves just because they are being paid. Employees need
to be treated with utmost respect and care. They need to feel protected at the workplace for them to develop
a feeling of job satisfaction. Encourage healthy ambience at the workplace and also motivate employees
not to participate in nasty office politics.

The second most important factor influencing employee satisfaction is employee benefits. Employees
need to be paid well as per their designation and roles and responsibilities in the organization. The moment
an employee is underpaid, he/she would create problems for the entire organization. Do not favour any
employee. Make sure incentives and monetary benefits are directly proportional to the efforts an individual
puts in. Do not unnecessary hold their payments and salaries if you want your employees to stick around

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for a long time. Another reason as to why employees are not satisfied with their job is that their hard work
is not acknowledged. Give them their due credit. If they have performed something extraordinarily, do not
forget to appreciate them in front of their colleagues. Give them additional responsibilities. Give them an
opportunity to handle teams. You need to trust them and guide them accordingly. If you expect an individual
to work on entry level projects for next five years, you are sadly mistaken. He/she would definitely move
on. Make sure deserving employees get decent hikes and benefits. Do not put a full stop on their career
growth citing lame excuses that the individual concerned is not performing up to the mark or the
organization is at loss. If the employee is not performing well then what is the management doing? In such
a case he should not be in the system and if at all, he is there, what are seniors doing to improve his
performance? Be transparent with your employees. An employee becomes frustrated the moment he has
nothing challenging to work on. Constant upgradation of skills is essential for every employee to survive
the cut throat competition. Make sure employees are a part of regular training programs.

Make employees feel as an indispensable resource for the organization. A sense of loyalty towards the
organization does not come out of compulsion. It has to come from within. Give employees space and
freedom to take their own decisions. If they have to depend on you for every small thing, trust me they
would soon end up quitting their jobs. Give them the budget and ask them to perform and deliver within
the stipulated time frame. Do not interfere in their way of handling teams. Be reasonable with your
employees. Trust me; being too strict with them does not help. If you expect them to work on every Sunday,
do not be surprised if they resign all of a sudden.

How do you achieve employee satisfaction?

1. Be Realistic with Your Expectations

At the root of a lot of stress, anxiety, and frustration that many employees feel are unrealistic expectations
from the organization. As a leader, it’s your responsibility to make sure employees are not feeling
pressurized/stressed out work or overwhelmed, they likely won’t have the courage to raise that as an issue.
This might be hard for you to do depending on what the organization’s goals are, but more than anything
you should be having an open mindset and honest discussions with your team to see if expectations are too
high.

2. Recognize Good Work

Recognizing your employees is one of the easiest and cheapest ways to increase job satisfaction. The only
thing it requires of you is to be more mindful of what’s going on around you. Increasing your emotional
intelligence will help you become more mindful and appreciative of what your team is doing.

3. Focus on The Long Term

Short-term thinking or looking forward to “quick wins” are not only bad for business but can be incredibly
frustrating for employees. In order for employees to get motivated, they need to see the similar long-term
vision that the senior leadership team has. This plays into not only having a mission and core values that
you adhere to because the mission is long term and can get employees excited.

4. Communicate More
Remember, there’s no such thing as excessive communication. Also, the lack of communication is the
source of a lot of frustration in the workplace. Knowledge is power, so there’s no reason why you shouldn’t
want to empower your employees with as much as available. Work on creating a culture of open and honest

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communication within your team. That feeling of safety and comforts of saying whatever you want to
anyone on your team is a key component of a successful team.

5. Care About Employee Well-being

Showing employees that you genuinely care for their well-being is one of the most effective ways to
increase job satisfaction.

6. Offer Opportunities for Learning

Personal growth is arguably the most important factor in employee engagement. When employees stop
learning, they plateau and get bored, eventually looking elsewhere for stimulation. You can stop this by
applying programs for continuous learning. Employees will love you for it.

7. Give Frequent Feedback

Employees want feedback vigorously and aren’t as sensitive as you might think. There is no need to be rude
with your feedback, but if you are straightforward and honest, employees will respect that. Make time for
regular feedback by scheduling one-on-ones once a month with every individual of your team, and create
more of those informal opportunities for conversation.

8. Don’t Focus Too Much on Perks

Perks are nice-to-have, but there is no need to put too much emphasis on perks. There is one caveat though.
They say that the one perk that does make a difference is flexible time. Employees just love the fact that
they are trusted enough to have some flexibility in their schedule.

9. Empower Employees
For employees to be satisfied at work, they need to feel like they’re in control. They should feel like they
have the autonomy they need to do amazing work that they can be proud of.
Best Practices to Keep Employee Satisfaction High
1. A Positive Work Environment
A positive work environment has a significant influence on how the employees feel. The work environment
plays a vital role in keeping the employees motivated. It significantly influences his/her work life. It reflects
in the work they do and helps sustain positivity throughout the day. A positive work environment doesn’t
only mean the organizational structure. It is the overall experience an employee shares with his/her co-
workers, immediate supervisors, and company culture.

Create a positive work environment through-

• Open communication
• Building trust
• Building healthy work relationships
• Listening and promoting equal opportunities

2. Feedback
We all need and crave feedback, and your employees are no different. Feedback is critical to employee
satisfaction, and most of the managers are uncertain when it comes to giving feedback. Lack of employee

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feedback makes the employees unsure about the work and effort they are putting. Human psychology is
complicated, and people can receive the same message or dialogue differently

Managers should, therefore, master the tricks of giving feedback. The positive effects of feedback are
immense in the workplace. It can build trust, employee satisfaction, keep the employees motivated and
reduce turnover.

The best ways to give healthy feedback are

• The positive intent.

• It should be constructive.
• It should be genuine.
• Don’t wait, give your feedback immediately.

3. Rewards and Recognition

According to OfficeTeam’s study, 66% of employees say they would “likely leave their job if they didn’t
feel appreciated.

Each of us has unique skill sets, and we consciously or subconsciously apply those at our jobs. It is,
therefore, rewarding for anybody to be appreciated for the application of these skills. When employees are
rewarded and recognized for their work, it builds employee morale, productivity, and overall employee
satisfaction or job satisfaction.

Organizations often miss out on this psychological aspect. Appreciating and recognizing employees from
time to time keeps employees motivated. This energizes them to thrive to do better and outdo themselves.
You can also offer valuable benefits and perks to your employees to boost their morale and job satisfaction.

4. Work-life Balance and Employee Satisfaction

Work-life balance helps employees to balance their professional and personal lives. Balancing work-life in
today’s world is quite challenging, and many a time can become burdensome.

Employees keep themselves occupied with the different aspects of their personal and professional lives.
And that plays a crucial role in their satisfaction and employee happiness. Long, tight work schedules, and
too much workload often make it difficult for them to balance them.

Management can, therefore, help its employees to bring a balance in work life. Here are some actionable
steps:

• Initiating work-life balance programs

• To have one to one interaction
• To provide flexible work hours
• Giving them enough time for relaxation and leisure

5. Involve and Engage your Employees

When you involve and engage your employees, it builds employee satisfaction. Teams that work together
with involvement are happier and satisfied. The best way to encourage employees is to make them fully

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involved. To hear them out in need. To make them realize that they are equally important, and their
contribution and hard work are always appreciated.
Work-life can be hectic and burdensome at times. When you involve and engage your employees
deliberately, it reduces employee turnover and enhances employee satisfaction.

6. Develop Employee Skills

Helping employees develop their skill sets is also one of the attributes of employee satisfaction. When you
give your employees room for developing their skills, it boosts their job satisfaction and increases work
efficiency. This also signifies that, along with your organizational growth, you even care about their career
development.

Evaluating if the employees want to learn something new or need any specific training is always a good
practice. Lack of this management approach often makes the employees dissatisfied. Since they feel they
have nothing left to learn.

7. Evaluate and Measure Employee Satisfaction

Many small/big organizations conduct biannual or yearly employee engagement surveys. They put up
questions on the categories like teamwork, feedback, information, work-life balance, work relationship,
self-evaluation, and so on. This is an excellent practice unless it becomes monotonous or complacent. Since
work culture is diverse from one organization to another, therefore the surveys can be designed accordingly.

Let’s say management can put an employee suggestion box to hear employees out anonymously. Employees
can put any simple suggestions they want to make or write anything that bothers them.

One of the other evaluation practices is one-on-one reviews. This could be very effective to know about
employee dissatisfaction and its attributes. Management would this way see if they are satisfied with their
jobs. This would allow the employees to talk about their discontentment, aspirations, and goals. This would
foster satisfaction and engagement and what employees expect from the organization.

8. Employee Well-being

‘Health is wealth’ is an overused phrase but holds true to its meaning. Employers who do not emphasize
employees’ physical, emotional, psychological, and financial well-being build an inefficient workforce. It
is vital to building a work culture for the employees’ well-being needs. Employees who are healthy and
stress-free have better productivity and a greater sense of responsibility towards their job. The feeling of
security keeps them more engaged and dedicated. Therefore, employers must provide them with corporate
wellness programs or sessions and monitor their behavior to foster a positive culture.

9. Clearly defined Goals and Objectives

You may have best team working for you, but if you do not have goals and objectives in place, you would
slowly kill their enthusiasm. Your team needs directions throughout their work-life cycle. When an
organization fails to provide clear objectives or company values, it leads to employee dissatisfaction.
Employees do not only work for a paycheck. For their satisfaction at work, they also need a direction and
a sense of purpose that keeps them going. At the end of the day, we all want to do meaningful work and
make a difference.

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Outcomes of employee satisfaction

To society as a whole as well as from an individual employee's standpoint, job satisfaction in and of itself
is a desirable outcome. It is important to know, if at all, satisfaction relates to outcomes variable. For
example, if job satisfaction is high, will the employee perform better and the organization be more effective?
If job satisfaction is low, will there be performance problems and ineffectiveness? The following sections
examine the most important of these.
Satisfaction and performance:
Most assume a positive relationship; the research to date indicates that there is no strong linkage between
satisfaction and performance. Conceptual, methodological, and empirical analyses have questioned and
argued against these results.
The best conclusion about satisfaction and performance is that there is, definitely a relationship. The
relationship may even be more complex than others in organization behavior. For example, there seem to
be many possible-moderating variables, the most important of which is reward. If people receive reward,
they feel are equitable, they will be satisfied, and is likely to result in greater performance effort.

Satisfaction and turnover:

Unlike that between satisfaction and performance, research has uncovered a moderately negatively
relationship between satisfaction and turnover. High job satisfaction will not, in and of itself, keep turnover
low, but it does seem to help. On the other hand, if there is considerable job dissatisfaction, there is likely
to be high turnover. Obviously, other variables enter into an employee’s decision to quit besides job
satisfaction. For example, age tenure in the organization, and commitments to the organization, may play a
role. Some people cannot see themselves working anywhere else, so they remain regardless of how
dissatisfied they feel.
Another factor is the general economy, typically there will be an increase in turnover because will being
looking for better opportunities with other organization.

Satisfaction and absenteeism:

Research has only demonstrated a weak negative relationship between satisfaction and absenteeism. As
with turnover, many variables enter into the decision to stay home besides satisfaction with the job. For
example, there are moderating variables such as the degree to which people that there job are important.
For example, research among state govt. Employees has found those who believed that there was important
had lower absenteeism than did who did not feel this way. Additionally, it is important to remember that
although job satisfaction will not necessarily result in absenteeism, low job satisfaction more likely to bring
about absenteeism.

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 OBJECTIVES OF THE STUDY

• To study the job satisfaction levels among the employees of Basket Hunt Private Limited.

• To study the various factors affecting employee satisfaction.

• To analyze the current satisfaction level of the employees in the company.

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 REVIEW OF LITERATURE

Review of literature is the most important aspect in any research work. It is a measure, stating the recent
output on a particular area of research and organized in a helpful sequence to strengthen the present research
techniques. The main objective of the review of literature is to understand the research activities that have
taken place in a particular discipline in general and the area of research in particular. All the relevant
literature available was reviewed and presented. The contribution of academicians, information scientists,
research scholars and library professionals on this topic in various dimensions has yielded invaluable set of
research output.

Arthur H Brayfield, Walter H Crockett, Psychological bulletin 52 (5), 396, 1955

An examination is made of the empirical literature bearing upon the relationships between employee
attitudes and employee performance. A discussion of methodological questions includes considerations of
sampling, of criterion measures, and of general problems of analysis and design. Theoretical considerations
include the employees outside environment, and both union and company structures. Two conclusions are
inferred from the literature reviewed: 1. Job satisfaction does not imply strong motivation for outstanding
performance; and 2."… productivity may be only peripherally related to many of the goals toward which
the industrial worker is striving." 62 references. (PsycINFO Database Record (c) 2016 APA, all rights
reserved)
Robert Dewar, James Werbel, Administrative science quarterly, 426-448, 1979
This paper reviews contingency and universalistic theoretical rationales linking satisfaction and conflict to
organic and mechanistic styles of structure and control. Predictions suggested by both theoretical
perspectives are tested on data from 52 departments of 13 consumer reporting organizations. The findings
support both universalistic and contingency predictions although different variables were found to be
important in the predictions of satisfaction and conflict. In contrast to several recent studies, this study
indicates that contingency variables are frequently as good as, or even better than universalistic variables
as predictors of satisfaction and conflict.
Thomas & Sasikumar (2002)
To determine factors which are important in deciding job satisfaction of managers in co-operative sector,
the following were found to be important – job security, opportunity to use knowledge and skill, opportunity
to participate in decision making connected with job, variety in job and challenge in job.
Jens J. Dahlgaard (2003)
A study conducted in Europe, Asia, Africa, and the Americas reported similarities among United States.
Researchers consistently identified the same top five key attributes in a job: ability to balance work and
personal life, work that is truly enjoyable, security for the future, good pay or salary and enjoyable co-
workers. Across the four major geographic regions studied, workers specifically emphasized the importance
of potential advancement and the opportunity to build.
A survey polling member of the Association for Investment Management and Research found that 81% of
the managers said they were satisfied or very satisfied with their job. When asked to identify the factors
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that create positive feelings about their job, most managers named professional achievement, personal or
professional growth, the work itself and their degree of responsibility more important than compensation.
Factors they viewed as creating negative feelings about their jobs were company policies, administration,
relationships with supervisors, compensation and the negative impact of work on their personal lives
(Cardona, 1996,). In order to decrease some of these negative feelings and increase productivity it has been
proposed to reduce the number of work days employees miss by increasing job satisfaction, redesigning
disability plans and involving supervisors in management (Maurice, 1998,).
Yadav (2004)
States that nature of work or the job content also influence the level of job satisfaction of employees in the
organization.
Srivastava (2004)
The Impact of Labour Welfare on Employees Attitudes and Job Satisfaction, a comparative study was conducted
on workers in the private and public sectors of Kanpur city.
The researcher attempted to assess the quality of labour welfare activities; measure the degree of job
satisfaction of workers provided with labour welfare facilities in private and public sectors and evaluates
the attitudes of workers towards management in both the sectors.

Kelley (2005)
Stated that to investigate what the employees are satisfied by and measuring the employee satisfaction in
the work place is critical to the success and increases the profitability of the organization for having
competitive advantage.
Efthymia Symitsi (2005)

We examine the effect of employee satisfaction on corporate performance using employees’ online reviews.
Our results indicate that although employee satisfaction positively impacts corporate performance, this is
not fully reflected in equity prices. Study the effect of employee satisfaction on corporate performance. As
measure of employee satisfaction, we use employees’ online reviews. Employee satisfaction positively
impacts corporate performance. This intangibleis not fully priced in the stock market.

Riccardo Peccei, Hyun‐Jung Lee, Journal of Management Studies 42 (8), 1571-1592, 2005

We used data from the British 1998 Workplace Employee Relations Survey (WERS98) to examine key
unanswered questions about the impact of gender similarity on employee satisfaction at work. The study
sample consisted of 11,848 men and 11,278 women from over 1700 workplaces across Britain. In line
with gender‐specific compositional arguments, the effects of gender similarity were found to be
asymmetrical for men and women, with similarity tending to have a greater positive impact on men than
on women. The effects involved were primarily linear in nature. Net of the potentially confounding
influence of other factors, they were also found to be quite weak, weaker than has commonly been
suggested in the literature.

Moyes, Shao, & Newsome, (2008)

Stated the employee satisfaction may be described as how pleased an employee is with his or her position
of employment. The employee satisfaction may be described ashow pleased an employee is with his or her

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position of employment. As Spector (1997) definedjob satisfaction as all the feelings that a given individual
has about his/her job and its various aspects. Employee satisfaction is a comprehensive term that comprises
job satisfaction of employees and their satisfaction overall with company’s policies, company environment
etc.
The history of job satisfaction stems back to the perspective on job satisfaction. This perspective states that
satisfaction is determined by certain characteristics of the job and characteristics of thejob environment
itself. This view has been present in the literature since the first studies by Hauser, Taylor and the various
projects at the Western Electric plants in Hawthorne

Brikend Aziri, Management research & practice 3 (4), 2011

Job satisfaction represents one of the most complex areas facing today’s managers when it comes to
managing their employees. Many studies have demonstrated an unusually large impact on the job
satisfaction on the motivation of workers, while the level of motivation has an impact on productivity,
and hence also on performance of business organizations. Unfortunately, in our region, job satisfaction
has not still received the proper attention from neither scholars nor managers of various business
organizations.

AlamSageer, Dr. SameenaRafat, Ms. Puja Agarwal ISSN: 2278-487X. Volume 5, Issue 1 (Sep- Oct.
2012)

Employee satisfaction is the terminology used to describe whether employees are happy, contended and
fulfilling their desires and needs at work. Many measures support that employee satisfaction is a factor in
employee motivation, employee goal achievement and positive employee morale in the work place.
Basically, employee satisfaction is a measure of how happy workers are with their job and working
environment. In this paper various variables responsible for employee satisfaction has been discussed such
as Organization development factors, Job security factors, Work task factors, Policies of compensation and
benefit factor and opportunities which give satisfaction to employees such as Promotion and career
development also has been described. This paper also deals the various ways by which one can improve
employee satisfaction.

Christopher W Bauman, Linda J Skitka, Research in organizational Behavior 32, 63-86, 2012
Corporate social responsibility has received an increasing amount of attention from practitioners and
scholars alike in recent years. However, very little is known about whether or how corporate social
responsibility affects employees. Because employees are primary stakeholders who directly contribute
to the success of the company, understanding employee reactions to corporate social responsibility may
help answer lingering questions about the potential effects of corporate social responsibility on firms as
well as illuminate some of the processes.

Bidisha Lahkar Das, Mukulesh Baruah, Journal of business and management 14 (2), 8-16, 2013
Human resources are the life-blood of any organization. Even though most of the organizations are now
a days, found to be technology driven, yet human resources are required to run the technology. They are
the most vital and dynamic resources of any organization. With all round development in each and every
area of the economy, there is stiff competition in the market. With this development and competition,
there are lots and lots of avenues and opportunities available in the hands of the human resources. The
biggest challenge that organizations are facing today is not only managing these resources but also
retaining them. Securing and retaining skilled employees plays an important role for any organization,

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because employees’ knowledge and skills are central to companies’ ability to be economically
competitive. Besides, continuously satisfying the employees is another challenge that the employers are
facing today. Keeping into account the importance and sensitivity of the issue of retention to any
organization, the present study tries to review the various available literature and research work on
employee retention and the factors affecting employee retention and job satisfaction among the
employees.

Muna Ahmed Alromaihi, Zain Abdulla Alshomaly, Shaju George, International Journal of
Advanced Research in Management and Social Sciences 6 (1), 1-20, 2017
In today’s increasing competitive environment, organizations recognize the internal human element as a
fundamental source of improvement. On one hand, managers are concentrating on employees’ wellbeing,
wants, needs, personal goals and desires, to understand the job satisfaction. And on the other hand,
managers take organizational decisions based on the employees' performance. The purpose of this study
is to identify the factors influencing job satisfaction and the determinants of employee performance, and
accordingly reviewing the relationship between them. This study is an interpretivist research that focuses
on exploring the influence of job satisfaction on employee performance and vice, the influence of
employee performance on job satisfaction. The study also examines the nature of the relationship
between these two variables.
The study reveals the dual direction of the relationship that composes a cycle cause and effect
relationship, so satisfaction leads to performance and performance leads to satisfaction through number
of mediating factors. Successful organizations are those who apply periodic satisfaction and performance
measurement tests to track the level of these important variables and set the corrective actions.

Li Sun, Chanchai Bunchapattanasakda, International Journal of Human Resource Studies 9 (1),

63-80, 2019
Employee engagement is an important issue in management theory and practice. However, there are still
major differences in the concept, theory, influencing factors and outcomes of employee engagement, and
there is still no authoritative standard. This paper attempts to review and summarize previous research
results on employee engagement. Two kinds of definitions of employee engagement are identified-
employee engagement as a multi-faceted construct (cognition, emotions and behaviors) and as a unitary
construct (a positive state of mind, a dedicated willingness, the opposite of burnout). Three theoretical
frameworks are used to explain the varying degrees of employee engagement- Needs-Satisfaction
framework, Job Demands-Resources model and Social Exchange Theory. The influencing factors of
employee engagement are divided into three categories- organizational factors (management style, job
rewards, etc.), job factors (work environment, task characteristics, etc.) and individual factors (physical
energies, self-consciousness, etc.). Employee engagement is found to have a positive relationship with
individual performance (organizational commitment, positive behavior, etc.) and organizational
performance (customer satisfaction, financial return, etc.) The research findings show that there are three
shortcomings in previous studies- lack of research on demographic variables, personality differences and
cross-cultural differences in employee engagement, lack of research on the mediating or moderating role
of employee engagement, and lack of intervention mechanism for employee engagement.

Maartje Paais, Jozef R Pattiruhu, The Journal of Asian Finance, Economics and Business 7 (8),
577-588, 2020
The study investigates by empirical methods the effect of motivation, leadership, and organizational
culture on job satisfaction, and employee performance at Wahana Resources Ltd North Seram District,
Central Maluku Regency, Indonesia. This examination intends to be a critical review for academics
researching the field of human resources management (HRM). The study's sample consisted of 155
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employees who were selected using the Proportionate Stratified Random Sampling method. At the same
time, data were collected using a questionnaire and then analyzed using the Structural Equation Modeling
on Amos. The results of data analysis showed that work motivation and organizational culture had a
positive and significant effect on performance, but did not significantly influence employee job
satisfaction. While leadership has a substantial impact on employee job satisfaction, it does not affect
performance. The results of testing the coefficient of determination show that job satisfaction is
influenced for 57.4% by motivation, leadership, and culture variables, while employee performance
variables are influenced for 73.5% by motivation, leadership, culture, and job satisfaction variables.
Other factors outside this study influence the rest. Motivation, leadership, and organizational culture of
employees need to be improved to increase job satisfaction. Invariably, if employee job satisfaction
increases, employee performance will also increase.

Timothy A Judge, Shuxia Carrie Zhang, David R Glerum, Essentials of job attitudes and other
workplace psychological constructs, 207-241, 2020
Job satisfaction continues to be one of the most studied job attitudes in Industrial and Organizational
Psychology (Judge et al., 2017). Academics and practitioners alike have recognized the worth of job
satisfaction, given its usefulness in predicting vital organizational effectiveness outcomes (Judge &
Kammeyer-Mueller, 2012; Society for Human Resource Management, 2015). In this chapter, we provide
a comprehensive review of the job satisfaction literature. First, we discuss the history of job satisfaction
and how the construct has been explicated and refined over time. Second, we describe the various
paradigms and approaches to the measurement of job satisfaction, along with important measurement
considerations. Third, we review the antecedents (dispositional, contextual, and event-based) and
outcomes (performance, effectiveness, organizational citizenship behavior [OCB], counterproductive
work behavior [CWB], and withdrawal) of job satisfaction. Finally, we synthesize decades of job
satisfaction research to suggest how the study of job satisfaction can move forward. As some examples,
we suggest researchers employ theory elaboration (Fisher & Aguinis, 2017) approaches to prune and
elaborate on job satisfaction. We also suggest that practitioners closely focus on the determinants of job
satisfaction, especially justice perceptions, which strongly predict job satisfaction. We conclude that a
continued focus on job satisfaction is critically important: in the tumultuous modern climate wrought
with high turnover rates, satisfied employees are more likely to be loyal champions, ambassadors, and
advocates to their organizations.

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 RESEARCH METHODOLOGY

Methodology is the systematic, theoretical analysis of the methods applied to a field of study. It comprises
the theoretical analysis of the body of methods and principles associated with a branch of knowledge.
Typically, it encompasses concepts such as paradigm, theoretical model, phases and qualitative or
quantitative technique.
Data needed for the study is collected from the employees through questionnaire. Analysis and
interpretation have been done by using the statistical tools and data presented through tables and charts.
Research Design
Descriptive research has been applied, which is also known as statistical research, describes data and
characteristics about the population or phenomenon being studied. Once the theoretical framework was
developed, the data collection procedure was planned and executed as research design.
Source of Data
Primary Data
Primary data are those which are collected a fresh and for the first time and thus happen to be original
character. Under this study, the primary study collection tool used is questionnaire. Data is collected
through the questionnaires from the respondents.
Secondary Data
Secondary data are those which have already been collected by someone else these are already existing
data. Under this study, secondary data like textbooks and websites are used.
Sample Design
A sample design is a definite plan for obtaining sample from a given population.Sample design method is
used in selected samples.
Sample Size
The items selected constitute what is technically called a sample. The sample size for this study is 50
respondents.
Sampling Technique
In survey methodology sampling is concerned with selection of subset of individual from within a statistical
population to estimate characteristics of whole population. The sampling technique used here is simple
random sampling.

Tools of Study
Likert Scale - five-point scale

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Tools for Presentation

• Pie-chart representation of data

• Tabular representation of data

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 LIMITATIONS OF THE STUDY

Each and every task has certain limitation and hurdles in the course of its performance.
This study is limited only to Basket Hunt Private Limited.

• To create good images respondents may give responses that vary from facts.
• Some respondents hesitate to give the actual situation, they fear management may take action
against them.
• Non – disclosure of financial data.
• Busy schedule of department person.

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 Chapter – 2
Profile of the Organization

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 BASKET HUNT PRIVATE LIMITED

About Basket Hunt E-Commerce

Welcome to Basket Hunt, your No.1 source for all things daily Essentials. We’re dedicated to giving you
the very best of Daily Essentials, with a focus on Groceries, Clothing, Electronics Etc.
Founded in April 2020 by Mr. Vishal Kumar Gupta, Basket Hunt has come a long way from its beginnings
in Sahibganj. When Sujit Kumar Gupta first started out, his passion for Basket hunt drove them to quit day
job, do tons of research, etc., so that Basket Hunt can offer you daily essentials during Covid Pandemic.
We now serve customers all over India and are thrilled that we’re able to turn our passion into public
service.
I hope you enjoy my products as much as I enjoy offering them to you.
If you have any questions or comments, please don’t hesitate to contact customer service via email: -
support@baskethunt.com or WhatsApp: - +91-6436355343
It is an E-commerce platform which was initiated in April 2020. Its license got approved in March 2021
because of the non-working of the government offices due to COVID-19. The aim to start this e-commerce
platform was never to convert it into organization, rather it was started to provide the necessity products to
the people during the time of the pandemic. This platform didn’t receive any of the orders during the first
week of their launch, wherein after a week they received 10 orders and from there after the quantity of
the orders started to increase as people got to know about this platform.
Return Policy
Thank you for your purchase. We hope you are happy with your purchase. However, if you are not
completely satisfied with your purchase for any reason, you may return it to us for a full refund, store credit,
or an exchange. Please see below for more information on our return policy.
RETURNS
All returns must be postmarked within 1 to 5 hours of the purchase delivered. All returned items must be
in unused condition, with all original tags and labels attached.
RETURN PROCESS
To return an item, please email customer service at support@baskethunt.com to obtain a Return
Merchandise Authorization (RMA) number. After receiving a RMA number, place the item securely in its
original packaging, and Return pickup will be done within 24 hours of authorization.
REFUNDS
After receiving your return and inspecting the condition of your item, we will process your return or
exchange. Please allow at least one (1) day from the receipt of your item to process your return or exchange.
Refunds may take 1-2 billing cycles to appear on your bank, depending on your Bank refund time frame.
We will notify you by email when your refund has been processed.
EXCEPTIONS
For defective or damaged products, please contact us at the customer service number below to arrange a
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refund or exchange.
QUESTIONS
If you have any questions concerning our return policy, please contact us at:
+916436355343
support@baskethunt.com
Terms and Conditions
1. Introduction
Welcome to Basket Hunt (“Company”, “we”, “our”, “us”)!
These Terms of Service (“Terms”, “Terms of Service”) govern your use of our website located at
https://baskethunt.com (together or individually “Service”) operated by Basket Hunt.
Our Privacy Policy also governs your use of our Service and explains how we collect, safeguard and
disclose information that results from your use of our web pages.
Your agreement with us includes these Terms and our Privacy Policy (“Agreements”). You acknowledge
that you have read and understood Agreements, and agree to be bound of them.
If you do not agree with (or cannot comply with) Agreements, then you may not use the Service, but please
let us know by emailing at support@baskethunt.com so we can try to find a solution. These Terms apply to
all visitors, users and others who wish to access or use Service.
2. Communications
By using our Service, you agree to subscribe to newsletters, marketing or promotional materials and other
information we may send. However, you may opt out of receiving any, or all, of these communications
from us by following the unsubscribe link or by emailing at support@baskethunt.com.
3. Purchases
If you wish to purchase any product or service made available through Service (“Purchase”), you may be
asked to supply certain information relevant to your Purchase including but not limited to, your credit or
debit card number, the expiration date of your card, your billing address, and your shipping information.
You represent and warrant that: (i) you have the legal right to use any card(s) or other payment method(s)
in connection with any Purchase; and that (ii) the information you supply to us is true,
correct and complete.
We may employ the use of third-party services for the purpose of facilitating payment and the completion
of Purchases. By submitting your information, you grant us the right to provide the information to these
third parties subject to our Privacy Policy.
We reserve the right to refuse or cancel your order at any time for reasons including but not limited to:
product or service availability, errors in the description or price of the product or service, error in your order
or other reasons.
We reserve the right to refuse or cancel your order if fraud or an unauthorized or illegal transaction is

25 | P a g e
suspected.
4. Contests, Sweepstakes and Promotions
Any contests, sweepstakes or other promotions (collectively, “Promotions”) made available through
Service may be governed by rules that are separate from these Terms of Service. If you participate in any
Promotions, please review the applicable rules as well as our Privacy Policy. If the rules for a Promotion
conflict with these Terms of Service, Promotion rules will apply.
5. Subscriptions
Some parts of Service are billed on a subscription basis (“Subscription(s)”). You will be billed in advance
on a recurring and periodic basis (“Billing Cycle”). Billing cycles will be set depending on the type of
subscription plan you select when purchasing a Subscription.
At the end of each Billing Cycle, your Subscription will automatically renew under the exact same
conditions unless you cancel it or Basket Hunt cancels it. You may cancel your Subscription renewal either
through your online account management page or by contacting support@baskethunt.com customer support
team.
A valid payment method is required to process the payment for your subscription. You shall provide Basket
Hunt with accurate and complete billing information that may include but not limited to full name, address,
state, postal or zip code, telephone number, and a valid payment method information. By submitting such
payment information, you automatically authorize Basket Hunt to charge all Subscription fees incurred
through your account to any such payment instruments.
Should automatic billing fail to occur for any reason, Basket Hunt reserves the right to terminate your access
to the Service with immediate effect.
6. Free Trial
Basket Hunt may, at its sole discretion, offer a Subscription with a free trial for a limited period of time
(“Free Trial”).
You may be required to enter your billing information in order to sign up for Free Trial.
If you do enter your billing information when signing up for Free Trial, you will not be charged by Basket
Hunt until Free Trial has expired. On the last day of Free Trial period, unless you cancelled your
Subscription, you will be automatically charged the applicable Subscription fees for the type of Subscription
you have selected.
At any time and without notice, Basket Hunt reserves the right to (i) modify Terms of Service of Free Trial
offer, or (ii) cancel such Free Trial offer.
7. Fee Changes
Basket Hunt, in its sole discretion and at any time, may modify Subscription fees for the Subscriptions. Any
Subscription fee change will become effective at the end of the then-current Billing Cycle.
Basket Hunt will provide you with a reasonable prior notice of any change in Subscription fees to give you
an opportunity to terminate your Subscription before such change becomes effective.
Your continued use of Service after Subscription fee change comes into effect constitutes your agreement
to pay the modified Subscription fee amount.
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8. Refunds
We issue refunds for Contracts within 1 days of the original purchase of the Contract.
9. Content
Content found on or through this Service are the property of Basket Hunt or used with permission. You
may not distribute, modify, transmit, reuse, download, repost, copy, or use said Content, whether in whole
or in part, for commercial purposes or for personal gain, without express advance written permission from
us.
10. Prohibited Uses
You may use Service only for lawful purposes and in accordance with Terms. You agree not to use Service:
0.1. In any way that violates any applicable national or international law or regulation.
0.2. For the purpose of exploiting, harming, or attempting to exploit or harm minors in any way by exposing
them to inappropriate content or otherwise.
0.3. To transmit, or procure the sending of, any advertising or promotional material, including any “junk
mail”, “chain letter,” “spam,” or any other similar solicitation.
0.4. To impersonate or attempt to impersonate Company, a Company employee, another user, or any other
person or entity.
0.5. In any way that infringes upon the rights of others, or in any way is illegal, threatening, fraudulent, or
harmful, or in connection with any unlawful, illegal, fraudulent, or harmful purpose or activity.
0.6. To engage in any other conduct that restricts or inhibits anyone’s use or enjoyment of Service, or which,
as determined by us, may harm or offend Company or users of Service or
expose them to liability.
Additionally, you agree not to:
0.1. Use Service in any manner that could disable, overburden, damage, or impair Service or interfere with
any other party’s use of Service, including their ability to engage in real time activities through Service.
0.2. Use any robot, spider, or other automatic device, process, or means to access Service for any purpose,
including monitoring or copying any of the material on Service.
0.3. Use any manual process to monitor or copy any of the material on Service or for any other unauthorized
purpose without our prior written consent.
0.4. Use any device, software, or routine that interferes with the proper working of Service.
0.5. Introduce any viruses, trojan horses, worms, logic bombs, or other material which is malicious or
technologically harmful.
0.6. Attempt to gain unauthorized access to, interfere with, damage, or disrupt any parts of Service, the
server on which Service is stored, or any server, computer, or database connected to Service.
0.7. Attack Service via a denial-of-service attack or a distributed denial-of-service attack.
0.8. Take any action that may damage or falsify Company rating.
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0.9. Otherwise attempt to interfere with the proper working of Service.
11. Analytics
We may use third-party Service Providers to monitor and analyze the use of our Service.
12. No Use by Minors
Service is intended only for access and use by individuals at least eighteen (18) years old. By accessing or
using Service, you warrant and represent that you are at least eighteen (18) years of age and with the full
authority, right, and capacity to enter into this agreement and abide by all of the terms and conditions of
Terms. If you are not at least eighteen (18) years old, you are prohibited from both the access and usage of
Service.
13. Accounts
When you create an account with us, you guarantee that you are above the age of 18, and that the
information you provide us is accurate, complete, and current at all times. Inaccurate, incomplete, or
obsolete information may result in the immediate termination of your account on Service.
You are responsible for maintaining the confidentiality of your account and password, including but not
limited to the restriction of access to your computer and/or account. You agree to accept responsibility for
any and all activities or actions that occur under your account and/or password, whether your password is
with our Service or a third-party service. You must notify us immediately upon becoming aware of any
breach of security or unauthorized use of your account.
You may not use as a username the name of another person or entity or that is not lawfully available for
use, a name or trademark that is subject to any rights of another person or entity other than you, without
appropriate authorization. You may not use as a username any name that is offensive, vulgar or obscene.
We reserve the right to refuse service, terminate accounts, remove or edit content, or cancel orders in our
sole discretion.
14. Intellectual Property
Service and its original content (excluding Content provided by users), features and functionality are and
will remain the exclusive property of Basket Hunt and its licensors. Service is protected by copyright,
trademark, and other laws of and foreign countries. Our trademarks may not be used in connection with any
product or service without the prior written consent of Basket Hunt.
15. Copyright Policy
We respect the intellectual property rights of others. It is our policy to respond to any claim that Content
posted on Service infringes on the copyright or other intellectual property rights (“Infringement”) of any
person or entity.
If you are a copyright owner, or authorized on behalf of one, and you believe that the copyrighted work has
been copied in a way that constitutes copyright infringement, please submit your claim via email to
support@baskethunt.com, with the subject line: “Copyright Infringement” and include in your claim a
detailed description of the alleged Infringement as detailed below, under “DMCA Notice and Procedure for
Copyright Infringement Claims”

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You may be held accountable for damages (including costs and attorneys’ fees) for misrepresentation or
bad-faith claims on the infringement of any Content found on and/or through Service on your copyright.
16. DMCA Notice and Procedure for Copyright Infringement Claims
You may submit a notification pursuant to the Digital Millennium Copyright Act (DMCA) by providing
our Copyright Agent with the following information in writing (see 17 U.S.C 512(c)(3) for further detail):
0.1. an electronic or physical signature of the person authorized to act on behalf of the owner of the
copyright’s interest;
0.2. a description of the copyrighted work that you claim has been infringed, including the URL (i.e., web
page address) of the location where the copyrighted work exists or a copy of the copyrighted work;
0.3. identification of the URL or other specific location on Service where the material that you claim is
infringing is located;
0.4. your address, telephone number, and email address;
0.5. a statement by you that you have a good faith belief that the disputed use is not authorized by the
copyright owner, its agent, or the law;
0.6. a statement by you, made under penalty of perjury, that the above information in your notice is accurate
and that you are the copyright owner or authorized to act on the copyright owner’s behalf.
You can contact our Copyright Agent via email at support@baskethunt.com.
17. Error Reporting and Feedback
You may provide us either directly at support@baskethunt.com or via third party sites and tools with
information and feedback concerning errors, suggestions for improvements, ideas, problems, complaints,
and other matters related to our Service (“Feedback”). You acknowledge and agree that: (i) you shall not
retain, acquire or assert any intellectual property right or other right, title or interest in or to the Feedback;
(ii) Company may have development ideas similar to the Feedback; (iii) Feedback does not contain
confidential information or proprietary information from you or any third party; and (iv) Company is not
under any obligation of confidentiality with respect to the Feedback. In the event the transfer of the
ownership to the Feedback is not possible due to applicable mandatory laws, you grant Company and its
affiliates an exclusive, transferable, irrevocable, free-of-charge, sub-licensable, unlimited and perpetual
right to use (including copy, modify, create derivative works, publish, distribute and commercialize)
Feedback in any manner and for any purpose.
18. Links to Other Web Sites
Our Service may contain links to third party web sites or services that are not owned or controlled by Basket
Hunt.
Basket Hunt has no control over and assumes no responsibility for the content, privacy policies, or practices
of any third-party websites or services. We do not warrant the offerings of any of these entities/individuals
or their websites.
You acknowledge and agree that company shall not be responsible or liable, directly or indirectly, for any
damage or loss caused or alleged to be caused by or in connection with use of or reliance on any such
content, goods, or services available on or through any such third-party websites or services.

29 | P a g e
We strongly advise you to read the terms of service and privacy policies of any third-party websites or
services that you visit.
19. Disclaimer of Warranty
These services are provided by company on an “as is” and “as available” basis. Company makes
no representations or warranties of any kind, express or implied, as to the operation of their services, or the
information, content, or materials included therein. You expressly agree that your use of these services,
their content, and any services or items obtained from us is at your sole risk.
Neither company nor any person associated with company makes any warranty or representation with
respect to the completeness, security, reliability, quality, accuracy, or availability of the services. Without
limiting the foregoing, neither company nor anyone associated with company represents or warrants that
the services, their content, or any services or items obtained through the services will be accurate, reliable,
error-free, or uninterrupted, that defects will be corrected, that the services or the server that makes it
available are free of viruses or other harmful components or that the services or any services or items
obtained through the services will otherwise meet your needs or expectations.
Company hereby disclaims all warranties of any kind, whether express or implied, statutory, or otherwise,
including but not limited to any warranties of merchantability, non-infringement, and fitness for particular
purpose.
The foregoing does not affect any warranties which cannot be excluded or limited under applicable law.
20. Limitation of Liability
Except as prohibited by law, you will hold us and our officers, directors, employees, and agents harmless
for any indirect, punitive, special, incidental, or consequential damage, however it arises (including
attorneys’ fees and all related costs and expenses of litigation and arbitration, or at trial or on appeal, if any,
whether or not litigation or arbitration is instituted), whether in an action of contract, negligence, or other
tortious action, or arising out of or in connection with this agreement, including without limitation any
claim for personal injury or property damage, arising from this agreement and any violation by you of any
federal, state, or local laws, statutes, rules, or regulations, even if company has been previously advised of
the possibility of such damage. Except as prohibited by law, if there is liability found on the part of
company, it will be limited to the amount paid for the products and/or services, and under no circumstances
will there be consequential or punitive damages. Some states do not allow the exclusion or limitation of
punitive, incidental or consequential damages, so the prior limitation or exclusion may not apply to you.
21. Termination
We may terminate or suspend your account and bar access to Service immediately, without prior notice or
liability, under our sole discretion, for any reason whatsoever and without limitation, including but not
limited to a breach of Terms.
If you wish to terminate your account, you may simply discontinue using Service.
All provisions of Terms which by their nature should survive termination shall survive termination,
including, without limitation, ownership provisions, warranty disclaimers, indemnity and limitations of
liability.

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22. Governing Law
These Terms shall be governed and construed in accordance with the laws of India, which governing law
applies to agreement without regard to its conflict of law provisions.
Our failure to enforce any right or provision of these Terms will not be considered a waiver of those rights.
If any provision of these Terms is held to be invalid or unenforceable by a court, the remaining provisions
of these Terms will remain in effect. These Terms constitute the entire agreement between us regarding our
Service and supersede and replace any prior agreements we might have had between us regarding Service.
23. Changes to Service
We reserve the right to withdraw or amend our Service, and any service or material we provide via Service,
in our sole discretion without notice. We will not be liable if for any reason all or any part of Service is
unavailable at any time or for any period. From time to time, we may restrict access to some parts of Service,
or the entire Service, to users, including registered users.
24. Amendments to Terms
We may amend Terms at any time by posting the amended terms on this site. It is your responsibility to
review these Terms periodically.
Your continued use of the Platform following the posting of revised Terms means that you accept and agree
to the changes. You are expected to check this page frequently so you are aware of any changes, as they are
binding on you.
By continuing to access or use our Service after any revisions become effective, you agree to be bound by
the revised terms. If you do not agree to the new terms, you are no longer authorized to use Service.
25. Waiver and Severability
No waiver by Company of any term or condition set forth in Terms shall be deemed a further or continuing
waiver of such term or condition or a waiver of any other term or condition, and any failure of Company to
assert a right or provision under Terms shall not constitute a waiver of such right or provision.
If any provision of Terms is held by a court or other tribunal of competent jurisdiction to be invalid, illegal
or unenforceable for any reason, such provision shall be eliminated or limited to the minimum extent such
that the remaining provisions of Terms will continue in full force and effect.
26. Acknowledgement
By using service or other services provided by us, you acknowledge that you have read these
terms of service and agree to be bound by them.
27. Contact Us
Please send your feedback, comments, requests for technical support by email: support@baskethunt.com.
Privacy Policy
1. Introduction
Welcome to Basket Hunt.

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Basket Hunt (“us”, “we”, or “our”) operates https://baskethunt.com (hereinafter referred to as “Service”).
Our Privacy Policy governs your visit to https://baskethunt.com, and explains how we collect, safeguard
and disclose information that results from your use of our Service.
We use your data to provide and improve Service. By using Service, you agree to the collection and use of
information in accordance with this policy. Unless otherwise defined in this Privacy Policy, the terms used
in this Privacy Policy have the same meanings as in our Terms and Conditions.
Our Terms and Conditions (“Terms”) govern all use of our Service and together with the Privacy Policy
constitutes your agreement with us (“agreement”).
2. Definitions
Service means the https://baskethunt.com website operated by Basket Hunt.
Personal data means data about a living individual who can be identified from those data (or from those
and other information either in our possession or likely to come into our possession).
Usage data is data collected automatically either generated by the use of Service or from Service
infrastructure itself (for example, the duration of a page visit).
Cookies are small files stored on your device (computer or mobile device).
Data controller means a natural or legal person who (either alone or jointly or in common with other
persons) determines the purposes for which and the manner in which any personal data are, or are to be,
processed. For the purpose of this Privacy Policy, we are a Data Controller of your data.
Data processors (or service providers) mean any natural or legal person who processes the data on behalf
of the Data Controller. We may use the services of various Service Providers in order to process your data
more effectively.
Data subject is any living individual who is the subject of Personal Data.
The user is the individual using our Service. The User corresponds to the Data Subject, who is
the subject of Personal Data.
3. Information Collection and Use
We collect several different types of information for various purposes to provide and improve our Service
to you.
4. Types of Data Collected
Personal Data
While using our Service, we may ask you to provide us with certain personally identifiable information that
can be used to contact or identify you (“Personal Data”). Personally identifiable information may include,
but is not limited to:
0.1. Email address
0.2. First name and last name
0.3. Phone number
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0.4. Address, Country, State, Province, ZIP/Postal code, City
0.5. Cookies and Usage Data
We may use your Personal Data to contact you with newsletters, marketing or promotional materials and
other information that may be of interest to you. You may opt out of receiving any, or all, of these
communications from us by following the unsubscribe link.
Usage Data
We may also collect information that your browser sends whenever you visit our Service or when you
access Service by or through any device (“Usage Data”).
This Usage Data may include information such as your computer’s Internet Protocol address (e.g., IP
address), browser type, browser version, the pages of our Service that you visit, the time and date of your
visit, the time spent on those pages, unique device identifiers and other diagnostic data.
When you access Service with a device, this Usage Data may include information such as the type of device
you use, your device unique ID, the IP address of your device, your device operating system, the type of
Internet browser you use, unique device identifiers and other diagnostic data.
Location Data
We may use and store information about your location if you give us permission to do so (“Location Data”).
We use this data to provide features of our Service, to improve and customize our Service.
You can enable or disable location services when you use our Service at any time by way of your
device settings.
Tracking Cookies Data
We use cookies and similar tracking technologies to track the activity on our Service and we hold certain
information.
Cookies are files with a small amount of data which may include an anonymous unique identifier. Cookies
are sent to your browser from a website and stored on your device. Other tracking technologies are also
used such as beacons, tags and scripts to collect and track information and to improve and analyze our
Service.
You can instruct your browser to refuse all cookies or to indicate when a cookie is being sent. However, if
you do not accept cookies, you may not be able to use some portions of our Service.
Examples of Cookies we use:
0.1. Session Cookies: We use Session Cookies to operate our Service.
0.2. Preference Cookies: We use Preference Cookies to remember your preferences and various settings.
0.3. Security Cookies: We use Security Cookies for security purposes.
0.4. Advertising Cookies: Advertising Cookies are used to serve you with advertisements that may be
relevant to you and your interests.

33 | P a g e
Other Data
While using our Service, we may also collect the following information: sex, age, date of birth, place of
birth, passport details, citizenship, registration at place of residence and actual address, telephone number
(work, mobile), details of documents on education, qualification, professional training, employment
agreements, NDA agreements, information on bonuses and compensation, information on marital status,
family members, social security (or other taxpayer identification) number, office location and other data.
5. Use of Data
Basket Hunt uses the collected data for various purposes:
0.1. to provide and maintain our Service;
0.2. to notify you about changes to our Service;
0.3. to allow you to participate in interactive features of our Service when you choose to do so;
0.4. to provide customer support;
0.5. to gather analysis or valuable information so that we can improve our Service;
0.6. to monitor the usage of our Service;
0.7. to detect, prevent and address technical issues;
0.8. to fulfil any other purpose for which you provide it;
0.9. to carry out our obligations and enforce our rights arising from any contracts entered into between you
and us, including for billing and collection;
0.10. to provide you with notices about your account and/or subscription, including expiration and renewal
notices, email-instructions, etc.;
0.11. to provide you with news, special offers and general information about other goods, services and
events which we offer that are similar to those that you have already purchased or enquired about unless
you have opted not to receive such information;
0.12. in any other way we may describe when you provide the information;
0.13. for any other purpose with your consent.
6. Retention of Data
We will retain your Personal Data only for as long as is necessary for the purposes set out in this Privacy
Policy. We will retain and use your Personal Data to the extent necessary to comply with our legal
obligations (for example, if we are required to retain your data to comply with applicable laws), resolve
disputes, and enforce our legal agreements and policies.
We will also retain Usage Data for internal analysis purposes. Usage Data is generally retained for a shorter
period, except when this data is used to strengthen the security or to improve the functionality of our
Service, or we are legally obligated to retain this data for longer time periods.
7. Transfer of Data
Your information, including Personal Data, may be transferred to – and maintained on – computers located
34 | P a g e
outside of your state, province, country or other governmental jurisdiction where the data protection laws
may differ from those of your jurisdiction.
If you are located outside India and choose to provide information to us, please note that we transfer the
data, including Personal Data, to India and process it there.
Your consent to this Privacy Policy followed by your submission of such information represents your
agreement to that transfer.
Basket Hunt will take all the steps reasonably necessary to ensure that your data is treated securely and in
accordance with this Privacy Policy and no transfer of your Personal Data will take place to an organization
or a country unless there are adequate controls in place including the security of your data and other personal
information.
8. Disclosure of Data
We may disclose personal information that we collect, or you provide:
0.1. Disclosure for Law Enforcement.
Under certain circumstances, we may be required to disclose your Personal Data if required to do so by law
or in response to valid requests by public authorities.
0.2. Business Transaction.
If we or our subsidiaries are involved in a merger, acquisition or asset sale, your Personal Data may be
transferred.
0.3. Other cases. We may disclose your information also:
0.3.1. to our subsidiaries and affiliates;
0.3.2. to contractors, service providers, and other third parties we use to support our business;
0.3.3. to fulfill the purpose for which you provide it;
0.3.4. for the purpose of including your company’s logo on our website;
0.3.5. for any other purpose disclosed by us when you provide the information;
0.3.6. with your consent in any other cases;
0.3.7. if we believe disclosure is necessary or appropriate to protect the rights, property, or safety of the
Company, our customers, or others.
9. Security of Data
The security of your data is important to us but remember that no method of transmission over the Internet
or method of electronic storage is 100% secure. While we strive to use commercially acceptable means to
protect your Personal Data, we cannot guarantee its absolute security.
10. Your Data Protection Rights Under General Data Protection Regulation (GDPR)
If you are a resident of the European Union (EU) and European Economic Area (EEA), you have certain
data protection rights, covered by GDPR.

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We aim to take reasonable steps to allow you to correct, amend, delete, or limit the use of your Personal
Data.
If you wish to be informed what Personal data, we hold about you and if you want it to be removed from
our systems, please email us at support@baskethunt.com.
In certain circumstances, you have the following data protection rights:
0.1. the right to access, update or to delete the information we have on you;
0.2. the right of rectification. You have the right to have your information rectified if that information is
inaccurate or incomplete;
0.3. the right to object. You have the right to object to our processing of your Personal Data;
0.4. the right of restriction. You have the right to request that we restrict the processing of your personal
information;
0.5. the right to data portability. You have the right to be provided with a copy of your Personal Data in a
structured, machine-readable and commonly used format;
0.6. the right to withdraw consent. You also have the right to withdraw your consent at any time where we
rely on your consent to process your personal information;
Please note that we may ask you to verify your identity before responding to such requests. Please note, we
may not able to provide Service without some necessary data.
You have the right to complain to a Data Protection Authority about our collection and use of your Personal
Data. For more information, please contact your local data protection authority in the European Economic
Area (EEA).
11. Your Data Protection Rights under the California Privacy Protection Act (CalOPPA)
CalOPPA is the first state law in the nation to require commercial websites and online services to post a
privacy policy. The law’s reach stretches well beyond California to require a person or company in the
United States (and conceivable the world) that operates websites collecting personally identifiable
information from California consumers to post a conspicuous privacy policy on its website stating exactly
the information being collected and those individuals with whom it is being shared, and to comply with this
policy.
According to CalOPPA we agree to the following:
0.1. users can visit our site anonymously;
0.2. our Privacy Policy link includes the word “Privacy”, and can easily be found on the home page of our
website;
0.3. users will be notified of any privacy policy changes on our Privacy Policy Page;
0.4. users are able to change their personal information by emailing us at support@baskethunt.com.
Our Policy on “Do Not Track” Signals:
We honor Do Not Track signals and do not track, plant cookies, or use advertising when a Do Not Track
browser mechanism is in place. Do Not Track is a preference you can set in your web browser to inform
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websites that you do not want to be tracked.
You can enable or disable Do Not Track by visiting the Preferences or Settings page of your web browser.
12. Your Data Protection Rights under the California Consumer Privacy Act (CCPA)
If you are a California resident, you are entitled to learn what data we collect about you, ask to
delete your data and not to sell (share) it. To exercise your data protection rights, you can make certain
requests and ask us:
0.1. What personal information we have about you. If you make this request, we will return to you:
0.0.1. The categories of personal information we have collected about you.
0.0.2. The categories of sources from which we collect your personal information.
0.0.3. The business or commercial purpose for collecting or selling your personal information.
0.0.4. The categories of third parties with whom we share personal information.
0.0.5. The specific pieces of personal information we have collected about you.
0.0.6. A list of categories of personal information that we have sold, along with the category of any other
company we sold it to. If we have not sold your personal information, we will inform you of that fact.
0.0.7. A list of categories of personal information that we have disclosed for a business purpose, along with
the category of any other company we shared it with.
Please note, you are entitled to ask us to provide you with this information up to two times in a rolling
twelve-month period. When you make this request, the information provided may be limited to the personal
information we collected about you in the previous 12 months.
0.2. To delete your personal information. If you make this request, we will delete the personal information
we hold about you as of the date of your request from our records and direct any service providers to do the
same. In some cases, deletion may be accomplished through de-identification of the information. If you
choose to delete your personal information, you may not be able to use certain functions that require your
personal information to operate.
0.3. To stop selling your personal information. We don’t sell or rent your personal information to any third
parties for any purpose. We do not sell your personal information for monetary consideration. However,
under some circumstances, a transfer of personal information to a third party, or within our family of
companies, without monetary consideration may be considered a “sale” under California law. You are the
only owner of your Personal Data and can request disclosure or deletion at any time.
If you submit a request to stop selling your personal information, we will stop making such transfers.
Please note, if you ask us to delete or stop selling your data, it may impact your experience with us, and
you may not be able to participate in certain programs or membership services which require the usage of
your personal information to function. But in no circumstances, we will discriminate against you for
exercising your rights.
To exercise your California data protection rights described above, please send your request(s) by email:
support@baskethunt.com.

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Your data protection rights, described above, are covered by the CCPA, short for the California Consumer
Privacy Act. To find out more, visit the official California Legislative Information website. The CCPA took
effect on 01/01/2020.
13. Service Providers
We may employ third party companies and individuals to facilitate our Service (“Service Providers”),
provide Service on our behalf, perform Service-related services or assist us in analyzing how our Service
is used.
These third parties have access to your Personal Data only to perform these tasks on our behalf and are
obligated not to disclose or use it for any other purpose.
14. Analytics
We may use third-party Service Providers to monitor and analyze the use of our Service.
15. CI/CD tools
We may use third-party Service Providers to automate the development process of our Service.
16. Advertising
We may use third-party Service Providers to show advertisements to you to help support and maintain our
Service.
17. Behavioral Remarketing
We may use remarketing services to advertise on third party websites to you after you visited our Service.
We and our third-party vendors use cookies to inform, optimize and serve ads based on your past visits to
our Service.
18. Payments
We may provide paid products and/or services within Service. In that case, we use third-party services for
payment processing (e.g., payment processors).
We will not store or collect your payment card details. That information is provided directly to our third-
party payment processors whose use of your personal information is governed by their Privacy Policy.
These payment processors adhere to the standards set by PCI-DSS as managed by the PCI Security
Standards Council, which is a joint effort of brands like Visa, Mastercard, American Express, and Discover.
PCI-DSS requirements help ensure the secure handling of payment information.
19. Links to Other Sites
Our Service may contain links to other sites that are not operated by us. If you click a third-party link, you
will be directed to that third party’s site. We strongly advise you to review the Privacy Policy of every site
you visit.
We have no control over and assume no responsibility for the content, privacy policies, or practices of any
third-party sites or services.
20. Children’s Privacy
Our Services are not intended for use by children under the age of 18 (“Child” or “Children”).
38 | P a g e
We do not knowingly collect personally identifiable information from Children under 18. If you become
aware that a Child has provided us with Personal Data, please contact us. If we become aware that we have
collected Personal Data from Children without verification of parental consent, we take steps to remove
that information from our servers.
21. Changes to This Privacy Policy
We may update our Privacy Policy from time to time. We will notify you of any changes by posting the
new Privacy Policy on this page.
We will let you know via email and/or a prominent notice on our Service, prior to the change becoming
effective and update “effective date” at the top of this Privacy Policy.
You are advised to review this Privacy Policy periodically for any changes. Changes to this Privacy Policy
are effective when they are posted on this page.
22. Contact Us
If you have any questions about this Privacy Policy, please contact us by email: support@baskethunt.com.
Shipping Policy
Basket Hunt (“we” and “us”) is the operator of (https://baskethunt.com) (“Website”). By placing an order
through this Website, you will be agreeing to the terms below. These are provided to ensure both parties
are aware of and agree upon this arrangement to mutually protect and set expectations on our service.
General
Subject to stock availability. We try to maintain accurate stock counts on our website but from time-to-
time, there may be a stock discrepancy and we will not be able to fulfill all your items at the time of
purchase. In this instance, we will fulfill the available products to you, and contact you about whether you
would prefer to await restocking of the back-ordered item or if you would prefer for us to process a refund.
Shipping Costs
Shipping costs are calculated during checkout based on weight, dimensions, and destination of the items in
the order. Payment for shipping will be collected with the purchase. This price will be the final price for
the shipping cost to the customer.
Returns
3.1 Return Due to Change of Mind
Basket Hunt will happily accept returns due to a change of mind as long as a request to return is received
by us within 1 day of receipt of the item and is returned to us in the original packaging, unused, and in
resellable condition. Return shipping will be paid at the customer’s expense and will be required to arrange
their own shipping. Once returns are received and accepted, refunds will be processed to store credit for a
future purchase. We will notify you once this has been completed through email. (Basket Hunt) will refund
the value of the goods returned but will NOT refund the value of any shipping paid.
3.2 Warranty Returns
Basket Hunt will happily honor any valid warranty claims, provided a claim is submitted within 90 days of
receipt of items. Customers will be required to pre-pay the return shipping; however, we will reimburse
39 | P a g e
you upon successful warranty claim. Upon return receipt of items for a warranty claim, you can expect
Basket Hunt to process your warranty claim within 7 days.
Once the warranty claim is confirmed, you will receive the choice of:
(a) refund to your payment method
(b) a refund in Basket Hunt Wallet credit
(c) a replacement item sent to you (if stock is available)
Delivery Terms
4.1 Transit Time Domestically
In general, domestic shipments are in transit for 2 – 7 days
4.2 Transit time Internationally
Generally, orders shipped internationally are in transit for 4 – 22 days. This varies greatly depending on the
courier you have selected. We are able to offer a more specific estimate when you are choosing your courier
at the checkout.
4.3 Change of Delivery Address
For a change of delivery address request, we are able to change the address at any time before the order has
been dispatched.
4.4 Items Out of Stock
If an item is out of stock, we will dispatch the in-stock items immediately and send the remaining items
once they return to stock.
4.8 Delivery Time Exceeded
If delivery time has exceeded the forecasted time, please contact us so that we can conduct an
investigation.
Tracking Notifications
Upon dispatch, customers will receive a tracking link from which they will be able to follow the progress
of their shipment based on the latest updates made available by the shipping provider.
Parcels Damaged in Transit
If you find a parcel is damaged in transit, if possible, please reject the parcel from the Delivery Agent and
get in touch with our customer service. If the parcel has been delivered without you being present, please
contact customer service with the next steps.
Duties & Taxes
7.1 Sales Tax
Sales tax has already been applied to the price of the goods as displayed on the website

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Cancellations
If you change your mind before you have received your order, we are able to accept cancellations at any
time before the order has been Delivered. If an order has already been delivered, please refer to our return
policy.
9 Process for parcel damaged in-transit
We will process a refund or replacement as soon as the delivery team has completed its investigation into
the claim.
Customer service
For all customer service inquiries, please contact us at support@baskethunt.com or you can chat with us
directly on WhatsApp Our customer care WhatsApp number is +91-6436355343. Please note due to Covid-
19 Our customer care is not available on call. We are sorry for any inconvenience caused.
About Basket Hunt Cloud Computing
As the company started to grow and started receiving thousands of orders a day, traffic on its website started
to increase. This increase in traffic made the performance of the website slow and now the website took
longer than before to load. Later, when competitors got an eye on the success of Basket Hunt, they used
illegal ways to degrade the organization. After an investigation by the IT team, it was found that the servers
on which the website was hosted were not secure. This gave birth to what we call Basket
Hunt Cloud Computing. After launching this concept, it resolved all the problems for the company which
company used to face earlier. Further they brought this concept into business, by providing
cloud computing free for 1st year to all those who want to host a website with a registered business.
About Basket Hunt Academy
As of now Basket Hunt has achieved a lot in all the fields ranging from delivering necessity products to
households and providing a safe and secure medium to do business. Even after achieving so much, they
didn’t want to stop so they decided to educate the children who are willing to study but they can't study.
This thought of the company gave rise to what we know today is Basket Hunt Academy. This department
focuses on providing the internship to the students who are willing to learn under a realistic cooperate world
and provide education to those who are willing to study.
About Basket Hunt Works
Now after offering the services and achieving the success in all the sectors, there came the problem of
mismanagement. The company was unable to handle and manage its workforce due to which they were
unable to hold the tag of Best Company to Work With. There was a great chaos in the organization as no
one had no idea how to deal with this situation. Then after a lot of brainstorming the company produced the
idea of Basket Hunt Works. They decided that all the management related work will be done by
this department and they decided that this department will not enter in the business field rather it will be
there for the company only.

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Hierarchy of the Company

Basket Hunt
Private
Limited

Basket Hunt
Works

Basket Hunt
Basket Hunt E- Basket Hunt
Cloud
Commerce Academy
Computing

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Onboarding Process of the Company

Organization
Onboarding

IT
Onboarding

Training

Mock Test

Live Process

Farewell

Recruitment Policy

• We are recruiting students from colleges all over India. We hire students in a variety of fields,
including HR, IT security, video editing, and content creation.
• The hiring process will be based on the skills needed by the specific department.
• The internship is for a minimum of two months and a maximum of six months, but in exceptional
circumstances where there is a need for immediate action, the intern must complete a minimum of
one month of work to receive a certificate.
• During the interview, the intern's attitude is analyzed in addition to your confidence,
communication skills, subject-matter expertise, and interest.

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 • We also provide flexible work schedules, allowing the intern to select the shift time that best fits
their schedule.
Attendance Policy

• Attendance in this organization depicts the sincerity and commitment of employee towards the
work.
• We provide the interns the freedom to select a time that works for them.
• You must go to the OrangeHRM site that basket hunt built to register your presence or absence.
• You must be on time and adhere carefully to your shift scheduling; if you do not, your absence will
be recorded.
Communication Policy

• Basket Hunt provides its employees a whole new platform i.e., ZOHO for communications.
• Through this platform you can get connected with your colleagues and seniors which will help you
clarify your doubts.
• In this platform you also get your daily tasks and work-related updates.
• Here employees also get feedback about the work done by them.
Employment Conduct Policy

• To lead a successful communication, employees should ensure that they should be punctual,
responsible and accountable for the work provided.
• Carrying positive attitude and maintaining positive work environment should be ensured by
employees.
• Employees should be properly dressed in a formal dress code, so that they can look presentable
whenever seniors ask to switch on the camera.
Equal Opportunity Policy

• The company supports candidate skill improvement and thinks that everyone deserves an equal
chance.
• Fair treatment is ensured in the organization.
• Work is equally divided among all the employees of the company.
• It is ensured that no employee should be overburdened with the work.
Leave Policy

• To apply for leave you can apply on OrangeHRM platform of the company.
• An employee is not allowed to take two consecutive leaves without informing the concerned
SME’s.
• An intern can take a maximum of 10 leave during the 2months period of the internship.
• Under these 10 leaves 4 are casual leaves and the rest 6 are sick leaves.
• Any extra leave taken except this number then it will result in the increase of the tenure of the
internship of the intern.
Stipend Policy
Under this organization the stipend is given based on the performance of an intern. It implies that the
performance of an intern is analyzed on weekly basis and there his/her stipend is decided.
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Terms and Conditions of the Internship

• The first responsibility for each intern is to change their profile picture on each platform that Basket
Hunt has provided for them.
• Basket Hunt has a rotational week off plan rather than a fixed Saturday and Sunday off schedule.
Interns must submit a google form each week to specify which day they would like to be off.
• It's generally recommended to avoid taking the weekend off on Saturday and Sunday because
seniors may hold weekly update meetings on those days.
• Each internship will be at least two months long; in rare cases, it may only be one month, but it
is not a possibility to make it less than one month.
• Each intern is expected to stick to their shift schedule and to only work during certain times.
• Unannounced leaves of absence are not allowed for interns. Interns are required to notify their
SMEs or Tuba Kawoosa Ma'am of the date and reason for their absence, and to file a leave request
on OrangeHRM at least 48 hours beforehand. Additionally, one day in advance, Interns must
include the reason for their departure as well as the date in an Excel document called a "leave
tracker."
• NCNS Policy [No Call No Show]: If an intern does not respond to SMEs, is not logged in to
the dashboard, and has not requested any time off on OrangeHRM, it is deemed to have had
no contact with the organization and is subject to NCNS. Only four NCNS are permitted on
an intern's profile before the intern is suspended (after the fifth NCNS).
• The duration of an intern's internship will be extended if they take any unexpected time off because
this counts as "loss of employment."
Journey of the Interns
Kshitija Ubhare
My experience with Basket hunt Pvt Ltd was wonderful. I've learned a lot over here, and I'm glad to be a
part of the Basket hunt team. Since this is my first internship in HR, I am learning many new things about
HR here, like what exactly recruitment is. The experience I have had overall with Basket hunt Pvt. Ltd.

Jyothsna Kemisetti
My time spent on Basket hunt has been fantastic, and I'm happy to have had the chance to develop new HR
management skills. Being a fresher, I am eager to complete this internship since it will allow me to learn
new things and develop experience. Additionally, the HR internship will also give me access to practical
information.
Hemavarshini Mathias
I'm Hemavarshini Mathias, and I'd like to tell you all about my experience working for this company. Even
though I've only been a member of Basket hunt for a month, I already adore its free-spirited atmosphere.
It's a terrific place to work because of the company's culture and the people who work here. The
organization's genuine willingness to listen, learn, and evolve is what I appreciate most about it. It is like a
place where one can make the most of their abilities and knowledge. I've only been here a month, but I've
already learned a lot.
Organization’s Contact Information
For stipend or salary related issue- payroll@baskethunt.com

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For HR or employment related query- hrsupport@baskethunt.com
For any sort of internship verification- internship@baskethunt.in
LinkedIn- https://www.linkedin.com/company/baskethunt-pvt-ltd/

Hiring Manager / Owner Details:

Telephone number: +91 76674 40573
Email ID: vishal.kumar@baskethunt.in

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 Chapter – 3
Analysis and Interpretation of Data

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 DATA ANALYSIS AND INTERPRETATION

Data Analysis

Data analysis is the process of cleaning, changing, and processing raw data and extracting actionable,
relevant information that helps businesses make informed decisions. The procedure helps reduce the risks
inherent in decision-making by providing useful insights and statistics, often presented in charts, images,
tables, and graphs.
A simple example of data analysis can be seen whenever we make a decision in our daily lives by evaluating
what has happened in the past or what will happen if we make that decision. Basically, this is the process
of analyzing the past or future and making a decision based on that analysis.
It’s not uncommon to hear the term “big data” brought up in discussions about data analysis. Data analysis
plays a crucial role in processing big data into useful information.
Data analysis is used after collection, organizing and presentation. By analysis of data we mean, the study
of nature of data can be studied with the aid of several statistical tools which range from simple to
complicated and sophisticated methods which can be handled by trained investigators or experts.

Data Interpretation

Data interpretation refers to the process of using diverse analytical methods to review data and arrive at
relevant conclusions. The interpretation of data helps researchers to categorize, manipulate, and summarize
the information in order to answer critical questions.
For example, let’s say your users fall into four age groups. So, a company can see which age group likes
their content or product. Based on bar charts or pie charts, they can develop a marketing strategy to reach
uninvolved groups or an outreach strategy to grow their core user base.
The final step in an investigation consists of interpreting the data which have been collected. Interpretation
of data means the techniques of drawing conclusions from the critical study of the collected data. If the data
analysis is not properly interpreted the whole object of the investigation will be defeated and false,
conclusions may be drawn. Correct interpretation will lead to a valid conclusion of the study and this can
aid one in taking suitable decision.

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Q1. How much satisfied are you with the company’s culture?

Data collected:

SAMPLE SIZE 50 FREQUENCY PERCENTAGE

(%)
Very Satisfied 21 42
Satisfied 24 48
Neither Satisfied nor 5 10
Dissatisfied
Dissatisfied 0 0
Very Dissatisfied 0 0
TOTAL 50 100

Interpretation:

It can be observed from the above pie-chart that:

▪ 42% employees are very satisfied
▪ 48% employees are satisfied
▪ 10% employees are neither satisfied nor dissatisfied
 It implies that the company has an excellent and an amazing work culture.

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Q2. Do your manager value your feedbacks and contributions?

Data collected:

SAMPLE SIZE 50 FREQUENCY PERCENTAGE (%)

Yes 47 94
No 0 0
May be 3 6
TOTAL 50 100

Interpretation:

It can be observed from the above pie-chart that:

▪ 94% employees responded ‘Yes’
▪ Only 6% employees responded ‘No’
 It implies that the manager is so good as he values the feedbacks of his employees and allows them
to contribute to the organization.

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Q3. Do you feel connected to your co-workers?

Data collected:

SAMPLE SIZE 50 FREQUENCY PERCENTAGE (%)

Yes 42 84
No 3 6
May be 5 10
TOTAL 50 100

Interpretation:

It can be observed from the above pie-chart that:

▪ 84% employees responded ‘Yes’
▪ 6% employees responded ‘No’
▪ 10% employees responded ‘May be’
 It implies that the company build good connections as more than 3/4th of the employees feels
connected with their colleagues.

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Q4. Do you find your job meaningful?

Data collected:

SAMPLE SIZE 50 FREQUENCY PERCENTAGE (%)

Yes 43 86
No 1 2
May be 6 12
TOTAL 50 100

Interpretation:

It can be observed from the above pie-chart that:

▪ 86% employees responded ‘Yes’
▪ 2% employees responded ‘No’
▪ 12% employees responded ‘May be’
 It implies that the company provides meaningful jobs as more than 3/4 th of the employees finds
their job to be meaningful.

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Q5. Does the company offer adequate opportunities for promotions and career development?

Data collected:

SAMPLE SIZE 50 FREQUENCY PERCENTAGE (%)

Yes 28 56
No 3 6
May be 19 38
TOTAL 50 100

Interpretation:

It can be observed from the above pie-chart that:

▪ 56% employees responded ‘Yes’
▪ 6% employees responded ‘No’
▪ 38% employees responded ‘May be’
 It implies that although company offers adequate opportunities for promotions and career
development as more than half of the employees admitted, but then also company needs to improve
on that.

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Q6. Are you satisfied with your job responsibilities?

Data collected:

SAMPLE SIZE 50 FREQUENCY PERCENTAGE (%)

Yes 42 85.7
No 2 4.1
May be 5 10.2
TOTAL 49 100

Interpretation:

It can be observed from the above pie-chart that:

▪ 85.7% employees responded ‘Yes’
▪ 4.1% employees responded ‘No’
▪ 10.2% employees responded ‘May be’
 It implies that the company provides excellent job responsibilities as more than 3/4 th of the
employees are satisfied with their job responsibilities.

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Q7. How much you feel your job utilizes your skills and abilities as much as it could?

Data collected:

SAMPLE SIZE 50 FREQUENCY PERCENTAGE

(%)
1 1 2
2 2 4
3 14 28
4 23 46
5 10 20
TOTAL 50 100

Interpretation:

It can be observed from the above pie-chart that:

▪ 2% employees rated ‘1’
▪ 4% employees rated ‘2’
▪ 28% employees rated ‘3’
▪ 46% employees rated ‘4’
▪ 20% employees rated ‘5’
 It implies that although approximately half of the employees have given a rating of 4 on 5 and
approximately other half of the employees have given a rating of 3 on 5 and 5 on 5 but then also
the company needs to improve on this parameter so that all the employees can give a 5 on 5 rating
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 that their job utilizes their skills and abilities.

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Q8. Do you feel positive and motivated within your workplace?

Data collected:

SAMPLE SIZE 50 FREQUENCY PERCENTAGE (%)

Yes 39 78
No 1 2
May be 10 20
TOTAL 50 100

Interpretation:

It can be observed from the above pie-chart that:

▪ 78% employees responded ‘Yes’
▪ 2% employees responded ‘No’
▪ 20% employees responded ‘May be’
 It implies that the company provides excellent workplace as more than 3/4th of the employees felt
positive and motivated within their workplace.

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Q9. How much satisfied are you with your leaves and working hours?

Data collected:

SAMPLE SIZE 50 FREQUENCY PERCENTAGE

(%)
Very Satisfied 28 56
Satisfied 16 32
Neither Satisfied nor 4 8
Dissatisfied
Dissatisfied 2 4
Very Dissatisfied 0 0
TOTAL 50 100

Interpretation:

It can be observed from the above pie-chart that:

▪ 56% employees are very satisfied
▪ 32% employees are satisfied
▪ 8% employees are neither satisfied nor dissatisfied
▪ 4% employees are dissatisfied
 It implies that the company gives adequate leaves and the employees are satisfied with the working
hours too.

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Q10. Would you always recommend your company to others?

Data collected:

SAMPLE SIZE 50 FREQUENCY PERCENTAGE (%)

Yes 39 78
No 1 2
May be 10 20
TOTAL 50 100

Interpretation:

It can be observed from the above pie-chart that:

▪ 78% employees responded ‘Yes’
▪ 2% employees responded ‘No’
▪ 20% employees responded ‘May be’
 It implies that the company is overall an amazing experience that’s why more than 3/4 th of the
employees wants to recommend it to others.

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 Chapter – 4

Conclusions and Recommendations

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 FINDINGS

 90% of the employees are satisfied with the company’s culture so it implies that the company has
an excellent and an amazing work culture.
 94% of the employees agrees that the manager is so good as he values the feedbacks of his
employees and allows them to contribute to the organization.
 84% employees agreed that the company build good connections as the employees feels connected
with their colleagues.
 86% employees agreed that the company provides meaningful jobs as the employees finds their job
to be meaningful.
 Only 56% employees agreed that company offers adequate opportunities for promotions and career
development so the company needs to improve on that.
 85.7% employees agreed that the company provides excellent job responsibilities as the employees
are satisfied with their job responsibilities.
 46% of the employees have given a rating of 4 on 5 and approximately other half of the employees
i.e., 28% and 20% have given a rating of 3 on 5 and 5 on 5 respectively but then also the company
needs to improve on this parameter so that all the employees can give a 5 on 5 rating that their job
utilizes their skills and abilities.
 78% employees agreed that the company provides excellent workplace as the employees felt
positive and motivated within their workplace.
 88% employees are satisfied with the company’s leaves and the working hours.
 78% employees agreed that the company is overall an amazing experience as the employees wants
to recommend it to others.

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 RECOMMENDATIONS

 Employees do not feel connected with their colleagues so the company should focus more on
building good connections.
 Employees do not find their job to be meaningful so the company must work on making their jobs
meaningful.
 Employees have not agreed that the company offers adequate opportunities for promotions and
career development so the company needs to improve on that.
 Employees are not satisfied with their job responsibilities so the company must look into that and
try to provide satisfying job responsibilities.
 Employees do not feel positive and motivated within their workplace so the company must try and
give motivation to all the employees and give a positive environment to increase the productivity.
 Employees do not want to recommend it to others so the company must make it a great overall
experience for all so that they all can recommend their company to others.

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 CONCLUSION

In conclusion, the of motivation factors have a strong influence on job satisfaction resulting in any positive
feelings that accompany human, who is trying to keep this state as long as possible, which leads to further
efforts.
Job satisfaction represents one of the most complex areas facing today’s managers when it comes to
managing their employees. Many studies have demonstrated an unusually large impact on the job
satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and
hence also on performance of business organizations. There is a considerable impact of the employees’
perceptions for the nature of his work and the level of overall job satisfaction.
Here it can be concluded that the summer internship program, done for partial fulfilment of the BBA course
in Guru Gobind Singh Indraprastha University, in Basket Hunt Private Limited has been completed
successfully.
Following are the achievements done during the summer internship as a “Human Resource Intern” from
20th June 2022 to 22nd August 2022.
❖ Survey done with interest of Basket Hunt Private Limited has been conducted successfully and
results arediscussed above.
❖ Work done during the time have done great business to the company.
❖ The experience gained during the internship has sharpen my skills and given a corporate exposure.

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 Bibliography

Websites
➢ https://www.baskethunt.com
➢ https://www.google.com

Books
➢ Ronan (1970) Relative importance of job characteristics. Journal of Applied Psychology, 54(2) Pg.
No. 192 – 200
➢ Cranny, C.J., Smith, P.C., & Stone, E.F. (1992). Job satisfaction: How people feel about their jobs
and how it affects their performance. New York: Lexington.
➢ Thomas & Sasikumar k (2002) Job satisfaction of managers in apex co- operative in Kerala.
Management Researchers, 9 (1&2) Pg. No. 43 – 47
➢ Yadav (2004) Job satisfaction vis-à-vis working conditions and job content, a study of women civil
servants in Rajasthan secretariat ISDA journal 14(1) Pg. No. 179 – 212
➢ Kelley. T (2005) Employee satisfaction results in improved profitability, retrieved April 4th, 2008
➢ Moyes, G. D., & Shao, L. P., Newsome, M. (2008) Comparative analysis of employee job
satisfaction in the accounting profession. Journal of Business & Economics Research, 6(2), Pg. No.
65-81
➢ Chopra M.N. & Khan A.M (2010) Job satisfaction Third concept 23(275) Pg. No. 36 – 40
➢ Arthur H Brayfield, Walter H Crockett, Psychological bulletin 52 (5), 396, 1955
➢ Robert Dewar, James Werbel, Administrative science quarterly, 426-448, 1979
➢ Thomas & Sasikumar (2002)
➢ Jens J. Dahlgaard (2003)
➢ Yadav (2004)
➢ Srivastava (2004)
➢ Kelley (2005)
➢ Efthymia Symitsi (2005)
➢ Riccardo Peccei, Hyun‐Jung Lee, Journal of Management Studies 42 (8), 1571-1592, 2005
➢ Moyes, Shao, & Newsome, (2008)
➢ Brikend Aziri, Management research & practice 3 (4), 2011
➢ AlamSageer, Dr. SameenaRafat, Ms. Puja Agarwal ISSN: 2278-487X. Volume 5, Issue 1 (Sep-
Oct. 2012)
➢ Christopher W Bauman, Linda J Skitka, Research in organizational Behavior 32, 63-86, 2012
➢ Bidisha Lahkar Das, Mukulesh Baruah, Journal of business and management 14 (2), 8-16, 2013
➢ Muna Ahmed Alromaihi, Zain Abdulla Alshomaly, Shaju George, International Journal of
Advanced Research in Management and Social Sciences 6 (1), 1-20, 2017
➢ Li Sun, Chanchai Bunchapattanasakda, International Journal of Human Resource Studies 9 (1), 63-
80, 2019
➢ Maartje Paais, Jozef R Pattiruhu, The Journal of Asian Finance, Economics and Business 7 (8),
577-588, 2020
➢ Timothy A Judge, Shuxia Carrie Zhang, David R Glerum, Essentials of job attitudes and other
workplace psychological constructs, 207-241, 2020
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 Annexure

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 EMPLOYEE SATISFACTION SURVEY
I am Saloni Gupta, a management student from Institute of Innovation in Technology and Management
affiliated to Guru Gobind Singh Indraprastha University. I am conducting a survey on "Employees'
Satisfaction" as a part of my summer internship project would like you to help me by filling up the
questionnaire. I assure you that all the information shared by you will strictly remain confidential and will
be used for academic purpose only. kindly support by filling in the questionnaire given below.
Name: ...............................................................................................
E-Mail: ............................................. Age: ...............................
Department: ..................................... Name of the organization: .........................

Q1. How much satisfied are you with the company's culture?
a) Very satisfied
b) Satisfied
c) Neither satisfied nor dissatisfied
d) Dissatisfied
e) Very dissatisfied

Q2. Do your manager value your feedbacks and contributions?

a) Yes
b) No
c) May be

Q3. Do you feel connected to your co-workers?

a) Yes
b) No
c) May be

Q4. Do you find your job meaningful?

a) Yes
b) No
c) May be

Q5. Does the company offer adequate opportunities for promotions and career
development?
a) Yes
b) No
c) May be

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Q6. Are you satisfied with your job responsibilities?
a) Yes
b) No
c) May be

Q7. How much you feel your job utilizes your skills and abilities as much as it could?
(Rate on a scale of 1-5)
a) 1
b) 2
c) 3
d) 4
e) 5

Q8. Do you feel positive and motivated within your workplace?

a) Yes
b) No
c) May be

Q9. How much satisfied are you with your leaves and working hours?
a) Very satisfied
b) Satisfied
c) Neither satisfied nor dissatisfied
d) Dissatisfied
e) Very dissatisfied

Q10. Would you always recommend your company to others?

a) Yes
b) No
c) May be

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