Chapter :-1

Introduction:1.1
This report was created using my 1.5 months of actual work
experience at AAVTR ASIA. Through this internship programme, I
was able to understand more about the real-world use of AAVTR.
The report is based on the AAVTR ASIA Recruitment & Selection
procedure. This report's objective is to clarify how the hiring and
hiring procedure is decided upon.
Many recommendations were made after learning about the
recruitment and selection process used by AAVTR ASIA. The report
also includes recommendations and a conclusion that, in my opinion,
if followed will enhance the working environment for the
organisation.

In the world of business, you must use our strategy with extreme
caution. Every business in every field employs a distinct strategy to
survive in this fast-paced environment. To run their businesses more
effectively and efficiently, the majority of businesses currently
employ various HRIS. Even some businesses launch business
transformation initiatives to get an edge over rivals.
The purpose of this study is to outline the AAVTR ASIA’S working
environment. In the context of AAVTR ASIA’S, this research
examines the hiring procedure, supportive management, and work
environment. I have concentrated on the current HR procedures
AAVTR uses in their hiring procedure to increase employee
productivity.

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1.2 ORIGIN OF THE REPORT
For MBA students, the DISSERTATION (Internship Programme) of
PRESIDENCY University is a requirement for graduation. The
internship program's primary goal is to expose students to the working
world. As an intern, the biggest challenge was applying theoretical
principles to real-world situations. An internship is similar to a sneak
preview of the real job.
The actual goals of the internship programme are: — Acquiring
hands-on experience with the duties of the work.
— To get a taste of the real business world.
— To contrast the condition in the actual world with the knowledge
gained at the academy
— To satisfy the MBA Program's requirements.

1.3 The report's purpose:

I produced this report based on two goals:

The primary goal of this report is to offer the required details on the
recruitment and selection processes used by AAVTR ASIA through
the HR Department and to make recommendations.

SECONDARY GOAL-
a) Comprehensive understanding of what is happening in the HRM
department of the chosen corporate organisation is the secondary
goal.
b) To gather knowledge and understanding regarding the
organization's Recruitment & Selection function.

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c) To learn about the various recruitment and selection practises used
by AAVTR ASIA.
d) To connect the theoretical understanding with the practical
experience of AAVTR ASIA’S recruitment and selection process.

1.4 Study's scope:

This report serves as an example of the actual situation that the

chosen organisation is facing in real life. As a result, this report's
scope is constrained. The primary goal of this paper is to provide real-
world examples of how research is conducted in commercial settings.
The scope of the report encompasses HR practises like recruitment
and selection as well as other facets of HRM. Learning AAVTR
ASIA' HR procedures as part of my academic programme helped me
to better comprehend a real-world company setting. Therefore, this
report does not go deeply into the HRM operations of the chosen
organisation; it is outside the purview of this study to provide specific
recommendations or suggestions in addition to describing the
observed and drawing conclusions.

Methodology 1.5
From topic selection to final report production, the study is carried out
in a systematic manner. Finding and gathering data was a crucial
component; the important points were then found through methodical
classification, analysis, interpretation, and presentation of the data.
Further explanation of the technique used in the study's overall
procedure is provided.

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Sources of Data:
Both primary and secondary sources are used to gather data.
1.5.1 Primary Sources Discussions with officials and concerned
experts. Observation of the organisation.
Secondary Sources 1.5.2
Annual Report, Internet and a text book
Data collection: I gathered my primary data through direct interaction
with the officials and observation.
Websites for AAVTR ASIA and other relevant websites and papers
were used to gather secondary data.

1.6 Restrictions

This report was created based on input from the sales, commercial,
and human resource department staff. AAVTR ASIA would benefit
from the report, but some people were hesitant to offer input. Some
people who are concerned could believe that the information related
to them is confidential enough to reveal to others. The time limit was
an additional issue. In the instance of research, the sample size was
relatively limited because there was not enough time to analyse a
large sample. My work only lasted for three months. However, this
amount of time is insufficient for a thorough and understandable
investigation. Some assumptions were made as a result of the
informational gaps. Therefore, there could be some errors of
judgement.

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 CHAPTER 2

OVERVIEW- AAVTR ASIA

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Company background

AAVTR ASIA is a young industry leader in the creation of luxury clothing and
is a global tech-driven fashion and lifestyle firm operating in the premium
market. The ground-breaking ideas of AAVTR ASIA open up a previously
unimaginable future.
The company wants to realise its vision and aspiration of making India the
global centre of fashion. Time is quickly rising to the top of the list of valuables.
It cannot be purchased, bartered for, or produced. Everyone wants it, but only a
select few can control it. In the midst of this lack, AAVTR ASIA provides
enough. a magnificent sanctuary where your ideas can freely breathe in absolute
peace.
AAVTR ASIA will stand out in a world where fashion is commoditized and
devoid of beauty, space, and shape.

An example of high-end clothing that is both uniquely modern and radiant with
classic charm. Each AAVTR will be fashioned more like a unique sculpture
made of a single seamless surface than like a character. Warmth, passion, and
grandeur are expressed through fluid curves. A personal crimson carpet
welcomes you and brightens up your entry as this presence arrives with pride.
The Revolution alone.

As a business, we continue to infuse everything we do with the same innovative

spirit that helped us grow from a small business to a significant force in the
fashion industry. We view every employee as a singular person with limitless
potential, whose particular contribution is crucial to the success of our Aavtr
Asia family. We encourage original thought and allow everyone the ability to
make choices.

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DIGITALIZATION
In the future, every Aavtr will be a distinctive piece of art. Shape, size, and
silhouette can all be changed starting from scratch. Our first digital vision,
#AAVTRASIA2023, is but one of the numerous options that lie ahead. An
individualised futuristic symbol that offers solace in a world that is moving
ever-more-quickly. The apex of discreetly gliding autonomous fashion across
cities of the future.

A REVOLUTION
The Revolution is fundamental to AAVTR Asia. It serves as the impetus for all
of our inventiveness, aspirations, and enduring legacies. The Revolution will
always be our top priority as we push the envelope of what is possible.
Everything we do is based on greatness, excellence, and perfection. The
seemingly impossible becomes a revolution by achieving these values.

INNOVATION
The world of future will be even more digital than the one of today. The fashion
business is no exception to this rule. AAVTR ASIA is therefore concentrated on
promoting digitalization across the entire firm in order to remain future-focused.
This is already evident in many aspects of day-to-day work, including people
experimenting with new work processes and approaches in self-organized
teams, factories connecting to one another, and logistics centres producing their
own electricity.

RESPONSIBILITY
No planet, no style. Because of this, everyone at AAVTR ASIA is constantly
working to lessen the negative effects that our company has on the environment.
AAVTR ASIA is taking proactive steps to uphold its pledge because it is
conscious of its global responsibilities for society, the environment, and people.
This covers the effects on our own sites, production facilities, and supply chain
as a whole.

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FORMING THE TECH-DRIVEN FASHION INDUSTRY'S FUTURE
The world of future will be even more digital than the one of today. The fashion
business is no exception to this rule. AAVTR ASIA is therefore concentrated on
promoting digitalization across the entire firm in order to remain future-focused.
This is already evident in many aspects of day-to-day work, including people
experimenting with new work processes and approaches in self-organized
teams, factories connecting to one another, and logistics centres producing their
own electricity.
Four areas where this change promises special benefits were identified by the
brand AAVTR ASIA.
As a business, they continue to infuse everything we do with the same
innovative spirit that helped us grow from a small business to a significant force
in the fashion industry. We view every employee as a singular person with
limitless potential, whose particular contribution is crucial to the success of our
Aavtr Asia family. We encourage original thought and allow everyone the
ability to make choices.

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PRODUCT

DIGITAL PROTOTYPE USE

Digitalization begins with the initial draught.
Today's designers utilise software and a screen to build digital prototypes rather
than a pencil and scissors. This reduces the useof raw resources, saves time, and
lowers prices.

PRODUCTION

EXCHANGE OF PRODUCT SPECIFICATIONS VIA THE INTERNET

Digitalization's technologies also make it possible to organise the production of
goods in a quicker, more effective, and more cost-effective way. Our factory,
which has digitally networked machinery, people, and processes, is an
outstanding illustration of this.

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LOGISTICS

Digital inventory planning systems

Our cutting-edge warehouses successfully use automation and digitization to
speed up processes. As a result, the final users are more productive and
economical.

DIGITALIZATION

OMICHANNEL SERVICES ON YOUR PROPERTY

Digital platforms, such as the online AAVTR ASIA store, enable quicker
response times, more flexibility, and more convenient processes when
communicating with partners around the world. AAVTR ASIA is placing the
customer at the centre of all its activities more than ever before, with a
particular emphasis on the growth of younger customer groups. This puts the
customer at the centre of all the company's activities more than ever before.

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 CHAPTER 3

MY JOB AND RESPONSIBILITY IN THE COMPANY

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Information about the internship position
As a requirement for my academic programme, I was offered the
chance to work in AAVTR ASIA for three months, from APRIL
15TH to JUNE 15, 2023. Since human resource management was my
major, I interned in the human resource department where I learned
numerous human resource practises.
As an intern with AAVTR ASIA, I worked as a recruiter position and
was responsible for hiring candidates for various roles like sales and
marketing intern along with the content writers. I was part of the
batch in with there were 15 recruiters in a team which was under
Gauri Rathi. Together we worked on hiring the best candidates for the
company with will increase the productivity as well as increase the
growth of the company.

In my in throughout internship I have learnt many functions of

AAVTR ASIA even it was online internship it was very useful to me.

Some important functions

 Responsibilities
1. Taking the initiative to recruit, train, and guide a multiethnic, elite
team that shares Aavtr Asia's enthusiasm.
2. Managing coaching management teams on difficult HR and
leadership challenges, such as talent/performance goals and the
effects of business choices on HR/talent
3. Being a natural brand ambassador in all you do, embracing and
expressing Aavtr Asia's culture and values, and having a passion for
our community and their experience at Aavtr Asia.
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4. Effective communication and maintaining composure in stressful
situations
5. Retaining the secrecy of sensitive information
6. Assisting the team in carrying out daily retail operations to ensure
premium service and efficient digital store operation
7. Creating beneficial connections with customers and coworkers
8. Giving comments and collaborating with your coworkers
internationally

I had the chance to do a three-month internship at AAVTR ASIA,

during which time I was exposed to a variety of responsibilities
carried out by the HR department. I learned about the various types of
jobs that an HR employee may have; some of these occupations were
routine, while others were irregular. I frequently had the following
jobs given to me. These included gathering biodata, screening
biodata, scheduling interviews and training, soliciting applicants for
interviews and training, creating summaries and proposals for
applicants, and assisting training programmes.

Gathering Bio Information:

For the hiring of various executives, sales representatives, and other
positions, CVs are mostly gathered through marketplaces. I was
collecting resumes from various social media platforms via linkdin,
internshala, Naukri.com. However, applicants may also drop their
CVs in the company’s websites as there are various opportunities. It
was my responsibility to call the candidates who have applied for a
job and make sure that they are interested for the job or not, then
accordingly I was sending the resumes to the head HR department and
if their resumes got shortlisted then starting the interviewing process.

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Screening:
We received a lot of CVs because aavtr Asia needed to hire a lot of
Sales Representatives to cover positions that were urgently needed in
the market. Age, education, and geography were a few factors to take
into account when reviewing CVs. For instance, in order to apply for
a job, an applicant must be at least 18 years old. Candidates must have
completed at least their higher secondary education in order to be
considered for the positions of sales representative and labelling. The
applicant applied for a Sales Representative position, but his or her
qualifications—while less impressive—matched those of the labelling
staff. Additionally, candidates for the executive level must have
graduated from a reputable university with a minimum cumulative
grade point average of 3.0 or above.

INTERVIEW:
Dates for the interview and training were scheduled after we had
screened the resumes and divided them into several groups. I was also
responsible for scheduling the interviews for the candidates who
passed the written test. In order to accomplish this, I had to speak with
the training staff about the training batches, ascertain the available
training slots, and finalise the interview process and training batch for
the Sales Representative for various markets.

Calling for Interview and Training:

It was my responsibility to call the candidates for interviews and to
let them know the date and time of the written test after I had screened
the CVs and divided them according to their locations. I had to call
the candidates who had passed the written test to schedule an
interview and let them know the date, time, and send them the link for
the test via mail.

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Making candidate summaries and proposals:
I had to put together a profile of the candidates before the interview
that included specifics about their educational and professional
backgrounds. I then had to provide the interviewers the summary page
so they could get a sense of the candidates before the interview.

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