SUMMER INTERNSHIP PROJECT REPORT

ON

AN EVALUATIVE STUDY OF ADRUBIX PVT LTD. IN

RECRUITMENT, SELECTION AND ONBOARDING

at

ADRUBIX PVT. LTD

Submitted in partial fulfilment of the requirements for the award of

Bachelors in Business Administration

Submitted by

HIMANSHI CHAUHAN
BBA(HR)
Batch – (2021 – 24)
Roll No.:210241098

Under The Guidance of

Dr. NIMMI AGGRWAL
Associate Professor

SCHOOL OF BUSINESS STUDIES

SHARDA UNIVERSITY, GREATER NOIDA-201306

ACKNOWLEDGEMENT

It is a great pleasure for me that I got the chance to present the report of the BBA summer

internship project conducted this year. I am especially grateful to my Guide of this project Dr.

Nimmi Aggrwal School of Business Studies, Sharda University, Greater Noida for her constant

support and guidance throughout our work. It's only through her conscious effort and idea to

go with the current topic of an evaluative study of Adrubix Recruiting, selection and

Onboarding. I also have this opportunity to convey my heartfelt thanks to Barnita Das, HR

Head, Adrubix, Noida 32 sector for his full support and assistance during my tenure. I also do

not want to miss the chance to thank all my members of the department for their kind support

and cooperation during my completion of this project and my friends and family for guiding

and supporting me in tough days.

Place: Signature of the student

Date: Name: Himanshi Chauahan

 PREFACE

There are two facets to management education: theory and practice. One needs a well-

balanced combination of both qualities to be a good leader. Human resources are seen

to be the most crucial aspect of any human resource management of the organization.

In essence, it facilitates the effective management of goodwill among businesses by

giving machines a value, financial, human, and other essential resources.Actually, I get

to witness. In Adrubix the Human Resource Department. They undoubtedly appreciate

them the highest, depending on the workforce industry. This research investigates an

assessment of Adrubix's hiring, screening, and onboarding processes. which I

attempted, and I was able to get knowledge from it.

 TABLE OF CONTENT

Chapters Particulars Page No

Introduction - Company Overview

Introduction - Company Overview

Services
Competitors

SWOT Analysi
Internship Program

Diary Entry
Diary Entry

Critical Analysis
Learning Outcome
Executive summary

My internship at Adrubix as a Human Resource Intern provides me a detailed understanding

of Hr field. I was actively engaged in Recruitment, Onboarding and a small part of employee

relation also.

In recruitment I worked on an end to end recruitment cycle by doing job posts on different-

different portals and attracting a bulk amount of applications, screening resumes, arranging

face to face interviews, sharing tasks to the candidates , and giving feedback etc.

Onboarding : my role was to send the LOI or Offer letter to the candidate, and share all the

information about joining date etc. When a candidate joins the organisation, I need to brief

about the culture of the organisation and make the new joiner comfortable, and conduct an

onboarding session of the new employee. Then assigning them assets of the organisation etc.

Employee relation my work was to maintain the clear flow of information between

management and employees, arranging official dinner parties etc.

listing and resolving the employees problems.

On an additional note I have gained a lot of knowledge and learned lots of soft skills, hard

skills, and got a chance to explore the HR field.

I extend my gratitude to my supervisor Ms. Barnita Das and to my whole team for their

immense support throughout the journey to make it so memorable and productive.

This report highlights how I learned so many things throughout this internship and performed

my roles and responsibility with full enthusiasm and dedication.

COMPANY OVERVIEW

Adrubix is a startup which started recently and Adrubix is a digital marketing agency which

provides 360° digital Marketing services. This startup Belong from the Marketing Service

Industry. Adrubix parent company is The property Gully Which deals in Real estate. We are

experts in providing modern and innovative highly personalised solutions that are thoughtfully

created to produce the perfect combination of digital marketing services for your company.

And its main objective is to provide the best digital. The Mission and vision of company is to

create a customised package that includes services like search engine marketing, pay-per-click

advertisements, search engine optimization, identifying potential customers, affiliate

advertising, generating leads, and implementing influencer marketing to accelerate the past

growth of various business types (like direct - to - consumer, business - to - consumer, business

- to - business, and more). In only a single click, our customised package aims to help these

businesses utilise these services to their utmost.

We give you the reason why you choose us over the other agency and the reasons are that we

assure you to give the impactful solution, Impactful marketing and New - Age technology

which you will not get in any other place.

And our office is currently located in Noida sector 132 in Technova tower

And according to our co founders Retvij Panday and Lakhan Jagwani our organisation try to

do best creativity and style which fall a very positive impact on clients and make their

experience best.
SERVICES PROVIDED BY COMPANY

SEO (Search Engine optimization) : In this we help our clients in increasing the brand

visibility at online platforms means on searches and posting. We guide our clients towards

exceptional success and our SEO experts use the advanced strategies to improve the ranking

and attract more natural visitors and keep up to date with the trends and updates on search

engines so that we are able to give the best services to our clients.

We follow the formula of

BRAND AURA + BRAND PERSONA = BRAND RECOGNITION

PPC (Pay Per Click Management ): we also run the paid online advertising campaigns.

In which the clients pay us per visitor who visits their web sites through our advertisement. We

do past trends analysis and analyse current data to create innovative advertising plans to attract

more and more visitors on their sites so our clients are able to grow their business. And we

try to give the best out best returns to our clients.

SUBSTANTIAL STRATEGIES + TARGET CAMPAIGNS = UNPARALLELLED

SUCCESS

SMM (SOCIAL MEDIA MARKETING): social media marketing is one of the

trending ways of marketing even now the most following way to grow your business.we assure

our clients to make them the top choice among their competitors. And we turns likes into the

tangible success and followers into devoted fans

UNPRECEDENTED ONLINE PRESENCE + ENGAGEMENT = CONVERSION

EMAIL MARKETING: We also deal with email marketing where we share information

,news and updates with customers or subscribers.

CONTENT MARKETING: Content marketing refers to grabbing the attention and

interest of your target audiences. In this through email we intend to create and increase

awareness among the customers for the product or services.

FOR CONTENT WRITING WE FOLLOW:

STRATEGY DEVELOPMENT + CREATION & OPTIMIZATION = PROMOTION

LEAD GENERATION: In this we run the advertisement to attract the potential

customers so by the customer go visit our client after watching the advertisement for the

enquiry of a product or services that customers are the leads basically. And we give assurance

to our clients to get them the best and potential leads who really have interest in your product

or service.

TARGET ACTIONS + LEAD NURTURING = AMPLIFIED SALES

AFFILIATE MARKETING: With the help of our affiliate marketing services, we get

the keys to success. We take use of the powerful collaboration of affiliate agreements to boost

conversions, increase exponential traffic and enhance the reach of our client brand and for

affiliate marketing we follow.

SUPERIOR BUSINESS AFFILIATED + PROFESSIONAL GUIDES = PERFORMANCE

DRIVEN RESULTS
ONLINE REPUTATION MANAGEMENT: We boost our client brand by making

excellent strategies which are carefully watched , skillfully handled and consistently following

how our client brand is improving in the market.

ENRICHING REPUTATION + ADVOCACY = AMPLIFIED CREDIBILITY

INFLUENCER MARKETING: In this our company helps our clients to connect them

with the good influencer who will be able to connect with the product and help in increasing

the organisation presence in the market.

PROMOTING INFLUENCER + CREATING COLLABORATIONS = GROWING

EXPONENTIALLY FASTER

COMPETITORS OF ADRUBIX:

XYZ DIGITAL MARKETING:

It is a well-known digital marketing company that offers a wide range of services, such as site

design, pay-per-click (PPC), social media marketing, and optimization for search engines

(SEO). They have a track record of success in assisting companies to increase their web

presence.

WebSavvy

A full-service digital marketing firm, WebSavvy Solutions sets itself apart with its expertise in

social media and written marketing. They are experts in creating engaging, shareable content

that connects with target audiences. WebSavvy Solutions works with businesses to develop

strong brand identities and successfully engage their online audiences. Their material not only

draws viewers in but also turns them into devoted consumers. WebSavvy Solutions is a name

that commonly appears when discussing creative, compelling online advertising.

OptiRank Digital:

Search Engine Optimization (SEO) is a specialty of OptiRank Digital. Their offerings are well

thought out to improve clients' search engine rankings and boost organic website traffic. Their

strategy is centred on off-page SEO tactics, and ongoing monitoring and optimization. For

companies looking to enhance their exposure in search engine results, which will ultimately

lead to more online leads and conversions, OptiRank Digital stands as a reliable partner.

AdVantage Media:

It is an Advertising firm which focuses on paid media marketing and primary focus on both

Google and Facebook Ads. Their constant commitment to maximising return on investment

(ROI) distinguishes them. AdVantage Media is renowned for its marketing strategies that

maximise costs, target the appropriate demographic, and fine-tune ad campaigns for optimum

performance. Businesses who want to get the most out of their digital advertising should go

with them.

DigitalFusion Labs:

DigitalFusion Labs is known for its expertise in data analytics and marketing automation. They

help clients streamline their marketing efforts and gain insights into customer behaviour

through data-driven analysis. With services that encompass the implementation of marketing

automation tools and the utilisation of data to make informed marketing decisions,

DigitalFusion Labs significantly boosts efficiency and campaign performance.

BuzzMark Media:

BuzzMark Media specialises in managing social media profiles also through social media

influencers. They provide advice on how to create and maintain strong internet reputations for
businesses. BuzzMark specialises in using the power of internet personalities to successfully

promote businesses and goods. They are also offering a large number of services for monitoring

and managing the brand image at different online platforms.

DigitalEdge Innovations:

As a tech firm, DigitalEdge Innovations concentrates on cutting-edge tactics like chatbot

creation and AI-driven marketing. They're renowned for developing ground-breaking solutions

that use automation and machine learning to improve a company's online appearance.

DigitalEdge Innovations is frequently the answer that companies go to when trying to stay

competitive in the ever changing digital market.

SWOT ANALYSIS OF ADRUBIX PVT LTD
About the internship Program

As I am showing my summer internship as a HR Intern in Adrubix for the time period from

24-May to 28-July 2023 2023, I am forced to begin discovering the deep effect of different

theoretical models that not just guided but also enriched my comprehension and affected what

came out of this transforming knowledge. These ideas served as a compass and a foundation

for me, helping me to Deal with the complex world of human resources and get valuable

insights from the actual implementations I Faced during my internship time at Adrubix.

These ideas served as a compass and a foundation for me, helping me to traverse the complex

environment of human resources and gain valuable insights from the actual implementations I

experienced at Adrubix.
When I started my internship, I participated in the worlds of Recruitment, Selection, and

Onboarding. I learnt about the complexities of finding talent, evaluating possible applicants,

and facilitating a smooth transfer into the business

The first stage in gaining fresh talent for a business is recruitment. It entails locating, attractive,

and identifying qualified applicants to fill employment openings. Throughout my internship, I

learned about various recruiting strategies, such as job advertising and application tracking

systems, as well as conducting interviews and evaluating candidate qualities. Understanding

and using recruiting tactics has shown to be critical in matching the right people with the

organisation's goals.
Recruitment is a very important or crucial part to bring the new talent in the business as it refers

to attracting the more and more candidates for vacant positions because as many candidates

apply for the position that is very good for the organisation, like if a large number of candidates

apply for the position so we will have a large number of choices or options to choose the best

fit candidate for the vacant job position. On the other hand if there is very little application, the

employer has a limited number of choices and he has to choose from them only. Throughout
my internship, I learned about various recruiting strategies, such as job advertising and

application tracking systems, as well as conducting interviews and evaluating candidate

qualities. Understanding and using recruiting tactics has shown to be critical in matching the

right people with the organisation's goals.

I went into the process of screening individuals to establish their fit for various job jobs in the

field of Selection. This procedure comprises the task completion, personal interview, calling

interview etc. I saw how matching a candidate's abilities and experience to the needs of the

position is a significant aspect in making the proper hiring decisions.

Another thing I explored in my internship is Onboarding which is an important part of the

employment lifecycle. Onboarding is the process which involves all the paperwork,

introduction to their daily roles and responsibilities , company culture, environment etc. And

it's really an important part of hiring because it affects the candidate directly as at that time the

perception of the candidate towards the company should be that he/she is on the right and best

place. Effective onboarding ensures that newcomers rapidly adjust to their responsibilities,

grasp the corporate culture, and contribute to the success of the team. During my internship, I

learned the importance of well-structured onboarding programs in creating a great employee

experience and laying the groundwork for long-term success within the firm.

This practical experience in Recruitment, Selection, and Onboarding at Adrubix enabled me to

apply theoretical principles to real-world settings. As a consequence, I developed a better

understanding of the vital role that human resources strategies play in determining how well

an organisation performs and the overall experience of employees.

COMPONENTS OF RECRUITMENT:

1. Job Analysis: This is the first component of recruitment. In which we need to do the

Systematic or Detailed study of a job. In which we get to know about qualification,

qualities, skills, knowledge, experience are required , And what will be the roles and

responsibility to perform a job . So that we will be able to bring the best talent into the

business. In This we need to prepare a Job description Which involves all the roles,

responsibility and information about a job position.

2. Sourcing Candidate: In this we use different techniques or tactics to attract more

and more candidates. Like Advertisement on different social media platforms, internal

referral through word of mouth, Consultancy even through universities also etc.

In Adrubix we use to do sourcing through social media like posting on Linkedin,

Indeed, Internshala and IIM jobs. Even sometimes We contact Some Universities like

Hans Raj so that if their students are looking for any internship they can join us.

3. Candidate Screening: After receiving applications We go through their profiles

and application and even do the screening means those candidates who are not fulfilling

the eligibility criteria we have to reject those applications.

An incident; like we were looking for the candidate for Digital Marketing Executive

and we received an application on linkedin and we required a candidate who should

have experience at least for 2 years but we received around 52 applications out of which

only 20 candidates are there who have the experience of 2 years. This is how through

screening we rejected the 30 candidates and were able to save our time.

4. Interviewing: We used to conduct different rounds of interview like the first one is

the telephonic interview, second one is the virtual round of interview with HR and third

one is Face to Face round of interview.

5. Assessment: In this we can also give some task assessment, Like for Graphic

designer we have a task which we use to share when the candidate is eligible and able

to clear interviews rounds.

JOB DESCRIPTION IN ADRUBIX
COMPONENTS OF SELECTION

Then there is a final decision taken to select the candidate or not.

(a) Final Evaluation After the discussions, evaluations, and reference checks,

candidates are evaluated in order to choose the greatest match for the job role.

(b) Decision Making:HR experts, hiring managers, and other important

stakeholders all work together to make the ultimate recruiting decision

(c) Offer letter: The formal job offer has been shared to the selected candidate.

Offer letters involve all the details of the positioning , salary ,benefits , basic

roles and responsibilities etc.

COMPONENTS OF ONBOARDING

(a) Orientation: At Adrubix we use to schedule a newly join employee meeting with the

founder of the company in which he/she get to know about the mission, vision of the

organisation, Algorithm of organisation, Culture and environment of the organisation after that

meeting we use to conduct a meeting in which we introduce the new join candidate with the

existing employees and try to make her/him comfortable.

(B) Paperwork and compliances: New workers fill out the required paperwork, such as

tax forms, enrollment papers for benefits, and documentation pertaining to compliance.like we

need to collect Personal document of candidates Like I’D Proof / Address proof , Educational

Qualification and Experience letter/ Certificate etc. With self attached. And also provide the

equipment Like laptop/ phone etc. and make the fill of Assets declaration form.
(c ) Buddy Allotment: In this an existing employee is allotted as a buddy or mentor to the

new employee so that the new employee can take the help about the culture, environment etc.

of the organisation from him/her and settle down in the organisation fastly.

(d) Feedback: In this we use to take the feedback of new employees from its colleagues

about their behaviour, way of working , nature etc.

(e) Follow up: then the newly joined employee starts performing their daily task and work

they are responsible for.

DIARY ENTRY
 Work Interpretati Evaluation Plan for the
Date Day Description on of Work of Work Day

Posted job Successful

Schedule
Job Post on openings on engagement
24/05/2023 Wednesday face-to-face
Job Portals various with
interviews.
portals. candidates.

Review
Checked in Maintained
internshala
Follow Up with communicat
25/05/2023 Thursday and
Candidates potential ion with
LinkedIn
hires. candidates.
applications.

Graphics
Guide new
Work on Designed and
interns in
26/05/2023 Friday Motion and motion animations
motion and
Graphics graphics. are
graphics.
improved.

Refreshed
Enjoyed a
and ready Plan for next
well-
27/05/2023 Saturday Holiday for the week's
deserved
coming tasks.
day off.
week.
 Recharged Plan for the
Another day
28/05/2023 Sunday Holiday for the week upcoming
of rest.
ahead. workweek.

Database
Updated
now Call
Add Fresh databases
29/05/2023 Monday contains potential
Data with new
current candidates.
info.
data.

Collected All new Schedule

Onboarding documents hires' orientation
30/05/2023 Tuesday
Process from new documents and
hires. are in order. meetings.

Compiled a Birthdays
Preparing Plan for
list of list is ready
31/05/2023 Wednesday Date of birthday
employee for
Birth List surprises.
birthdays. celebrations.

Checked in Maintained
Onboard
Follow Up with communicat
01/06/2023 Thursday Adity DMI
Candidates potential ion with
intern.
hires. candidates.
 Contacted Add fresh
Calling on Coordinated
graphic and data in
02/06/2023 Friday Graphic and design
motion recruitment
Motion projects.
designers. sheet.

Recharged
and ready Plan for the
Enjoyed a
03/06/2023 Saturday Holiday for the next
day off.
coming workweek.
week.

Recharged Plan for the

Another day
04/06/2023 Sunday Holiday for the week upcoming
of rest.
ahead. workweek.

Create New Set up new New profiles Call

05/06/2023 Monday LinkedIn LinkedIn are ready potential
Accounts profiles. for use. candidates.

Professional
Added a Do the
Add email
06/06/2023 Tuesday professional onboarding
Signature signatures in
signature. process.
use.

Follow Up Checked in Maintained Schedule

07/06/2023 Wednesday
Candidates with communicat meetings
 potential ion with and
hires. candidates. orientations.

Graphics
Guide new
Work on Designed and
interns in
08/06/2023 Thursday Motion and motion animations
motion and
Graphics graphics. are
graphics.
improved.

Add fresh
Made calls Successful
Calling on data in
09/06/2023 Friday to potential candidate
Data recruitment
candidates. interactions.
sheet.

Recharged
and ready Plan for the
Enjoyed a
10/06/2023 Saturday Holiday for the next
day off.
coming workweek.
week.

Recharged Plan for the

Another day
11/06/2023 Sunday Holiday for the week upcoming
of rest.
ahead. workweek.
 Schedule
Call
Face-to- Scheduled Interviews
12/06/2023 Monday potential
Face interviews. are set up.
candidates.
Interviews

Collected All new Schedule

Onboarding documents hires' orientation
13/06/2023 Tuesday
Process from new documents and
hires. are in order. meetings.

Database
Updated
now Plan for
Add Fresh databases
14/06/2023 Wednesday contains upcoming
Data with new
current tasks.
info.
data.

Create New Set up new New profiles

Guide new
15/06/2023 Thursday Internshala Internshala are ready
interns.
Accounts profiles. for use.

Checked in Maintained Schedule

Follow Up with communicat meetings
16/06/2023 Friday
Candidates potential ion with and
hires. candidates. orientations.
 Recharged
and ready Plan for the
Enjoyed a
17/06/2023 Saturday Holiday for the next
day off.
coming workweek.
week.

Recharged Plan for the

Another day
18/06/2023 Sunday Holiday for the week upcoming
of rest.
ahead. workweek.

Contacted Add fresh

Calling on Coordinated
graphic and data in
19/06/2023 Monday Graphic and design
motion recruitment
Motion projects.
designers. sheet.

Compiled a Birthdays
Preparing Plan for
list of list is ready
20/06/2023 Tuesday Date of birthday
employee for
Birth List surprises.
birthdays. celebrations.

Graphics
Guide new
Work on Designed and
interns in
21/06/2023 Wednesday Motion and motion animations
motion and
Graphics graphics. are
graphics.
improved.
 Database
Updated
now Schedule
Add Fresh databases
22/06/2023 Thursday contains face-to-face
Data with new
current interviews.
info.
data.

Checked in Maintained
Call
Follow Up with communicat
23/06/2023 Friday potential
Candidates potential ion with
candidates.
hires. candidates.

Recharged
and ready Plan for the
Enjoyed a
24/06/2023 Saturday Holiday for the next
day off.
coming workweek.
week.

Recharged Plan for the

Another day
25/06/2023 Sunday Holiday for the week upcoming
of rest.
ahead. workweek.

Schedule
Onboarding Intern is
Welcome orientation
26/06/2023 Monday Aditya DMI successfully
new intern. and
Intern onboarded.
meetings.
 Add fresh
Made calls Succes--sful
Calling on data in the
27/06/2023 Tuesday to potential candidate
Data recruitment
candidates. interactions.
sheet.

EMPLOYEE LIFE CYCLE IN ADRUBIX

WORK SAMPLE
The above Employee life cycle in Adrubix chart is prepared by me With the help of my senior during

the period of my internship.to not miss any step during hiring process or exiting process because before

this chart the employee life cycle steps were not written anywhere in Adrubix. And to prepare this chart

I need to go through a deep study or discussion with my seniors. And after a lots of hard work i Able to

complete this chart and even this chart is approved by my seniors and co-founder of Adrubix also. And

the objective of preparing this chart is I prepared this chart which involves each and every step. And

this cycle starts from the position opening and ends when employees resign, terminate or leave the

organisation.

STEPS:

1. POSITION OPENING:

● The life cycle of employees in Adrubix starts from the opening of the job position.

● This is the very important step

● In this the job analysis takes place where we do the depth study of a job position then prepare

a job description and job specification.

2. INTERVIEW SCHEDULING

● In this we do screening of the resume

● The telephonic interview is a part of this step

● Then the Scheduling of Face to face interview

3. SELECTION
 ● Interviews are carried out.

● Decisions are made on selection or rejection.

● Candidate feedback is gathered and distributed.

4. BACKGROUND CHECK OF THE SELECTED CANDIDATE

● Following selection, the background records of the candidate are checked.

● Then the Letter Of Intent shared with the selected candidate

5. Join Day:

● The day of the candidates membership involves a number of events.

● These include seat assignments, orientation, the supply of assets, and more.

6. Continuous Onboarding of Employees:

● Activities including creating official IDs, training, and development, and creating different

accounts happen on the second day and beyond.

7. Leave SOP:

● Leave application instructions are given to employees.

● One day before the leave, HR is notified, and the application is either accepted or denied.

8. Employee Exit

● Workers may depart the organisation for a variety of reasons.

(a) Termination:
 ● In this the employer can terminate the employee because of several reasons like if the employee

is not performing well after even proving the tanning, if the employees took the long leave

without even informing the concerned person.

(b) Resignation:

● If an employee wants to leave the organisation due to several reasons, he/she needs to talk to

HR or the reporting manager Several days before leaving the organisation.

9. Notice to Serve:

● According to Adrubix policies a employee has to serve 45 days of Notice period before leaving

the organisation.

9 Exit Day

● On the last day of Notice period the employee has to complete some formalities like he/she has

to submit assets of the organisation, submit mail id of the organisation, Exit the formal groups

of the organisation etc.

10. Providing Relieving/ Experience letter

● Then Within 45 days we will provide all the documents to the employee like an experience

letter or relieving letter etc.

The Above images are the sample of my work I used to do during my internship. I used to maintain the

data of candidates who are willing to join the company, New data entry, those who have done

interviews, those who get rejected so there are many things related to that in a google sheet which was

my responsibility to keep these sheets updated. And the second above image shows that The email

signature which I use to help the newly join candidates to create and provide them official mail, and

create email signatures and there is a lot of work which I used to do there. And I was responsible for

handling 9 to 10 accounts of Internshala, Linkedin, IIM jobs etc. I have to do a job post on these

accounts, and need to collect data , then enter new data into recruitment (talent hunt google sheet),

calling on that data then update the google sheet.

CRITICAL ANALYSIS

As a Human Resources Intern at Adrubix, I got the chance to have a thorough grasp of the HR industry. My main

duties were hiring, orienting new employees, and managing a little fraction of employee relations. During the

hiring process, one of my responsibilities was overseeing the complete hiring process. This included advertising

job positions across several channels, drawing in a sizable application pool, reviewing resumes, setting up in-

person interviews, giving candidates assignments, and offering feedback. I now see how important it is to acquire

talent efficiently in order to develop a workforce with the necessary skills thanks to this experience.

Within the onboarding domain, my primary responsibilities were forwarding Letters of Intent (LOIs) or offering

letters to prospective hires, providing crucial details about their start date, and leading thorough programs. In

addition, I was in charge of allocating the resources to new hires and welcoming them with the organisational

culture. It became clear that long-term performance inside the employees relations with each other and with

management directly correlated with a well-organised onboarding procedure.

Despite my relatively low engagement in employee relations, I was trying to maintain open lines of

communication between management and staff. This entailed planning formal occasions like dinner parties and

helping to resolve issues and worries raised by staff members.

Apart from the hands-on training, my internship at Adrubix furnished me with an abundance of insights and

avenues to further my abilities. I had the opportunity to pick up both the soft and hard abilities needed for a

successful HR profession. My communication, cooperation, and organisational skills improved during the

internship, recruitment, selection and onboarding.

And during my internship I also get a chance to learn or gain information about my organisation. This information

includes Adrubix's goals, services, headquarters in Noida sector 132, and mission statement. Linking my HR

duties to the organisation's overarching objectives and undertakings was illuminating.

Learning outcomes

I was very much fortunate to have the opportunity to work at a reputed firm likeAdrubix

Pvt. Ltd. About my development in skills, I was able to improve my soft skills as well

as technical skills like Recruiting, sourcing candidates, Communication skill etc. I used

to deal with employees and while interacting with them I got used to connecting with

other employees on a daily basis. I also used to organise formal or official dinner parties

at all. .And I used to deal with My communication and interpersonal skills have

improved, enabling me to work effectively with others and communicate complex

concepts clearly. I have gained a comprehensive understanding of Recruitment,

selection and Onboarding etc. I understand the contribution process from both

employees and employers, And how to maintain a good environment in the

organisation. I am now familiar with the many job portals which help in sourcing and

attracting the right pool of candidates. I equipped the knowledge of different sourcing

channels and criteria for hiring suitable talent, enabling me to oversee the contribution

of the organisation's talent acquisition efforts. Overall, my internship has provided me

with valuable practical experience, making me more confident and prepared for future

roles in HR related fields. The knowledge and skills gained during the internship

contributes significantly to my professional growth and career development

CONCLUSION
My time as an intern at Adrubix has been invaluable and life-changing, giving me a broader

perspective on the human resources industry. I took an active position in hiring, onboarding,

and employee relations to obtain useful knowledge about these important HR tasks. I've

improved both my hard and soft skills and got the chance to learn more about the exciting field

of human resources through this internship.

My supervisor, Ms. Barnita Das, and the whole Adrubix team have my sincere thanks for their

constant support and direction during this amazing and fruitful journey. Through this

internship, I have been able to put my academic knowledge to use in practical situations and

get to know a lot of new things about the corporate world and how it exactly works. how to

maintain professional relations, how to deal with clients and there are an immense number of

things which i had learned in Adrubix during my internship.

Throughout the course of my internship, I've carefully preserved everything of my work,

producing priceless materials including preparing employee life cycle charts and creating

official signatures and recruiting sheets. These components not only demonstrate my

contributions, but also my dedication to growing as a professional.

Throughout the course of my internship, I've carefully preserved everything of my work,

producing priceless materials including preparing employee life cycle charts and creating

official signature and recruiting sheets. These components not only demonstrate my

contributions, but also my dedication to growing as a professional.

This internship equipped me with lots of skills and knowledge related to the HR

industry. And I have learned how we apply our academic or theoretical knowledge into

the practical world. And I am eager to learn more, explore more and grow more in my
professional life.

RECOMMENDATION

The organisation is really doing so well and approaching the right strategies but still i want to

suggest them for recruitment instead of only depending on the online job portals they can also

go for Campus recruitment. And specially for the hiring interns. So that we will be able to hire

candidates effectively and efficiently. Even a HR can get good candidates and new talent with

the updated knowledge, skill from colleges.

The second recommendation i want to give is

Instead of two there should be 3 rounds of interview.

The first one is calling round

then there should be HR round also

and then the other one will be interview with senior

In adrubis there is only a calling and senior round of interview. Sometimes it happens that on

the calling round of the interview certain information is missed. And then the candidates

coming for an interview with missing information can lead to time waste, resources wasting

etc. so if we added the HR round also so our candidate gets filtered in the 2nd round which will

reduce the wastage of timing and resources.

REFERENCES
1. University of California, Berkeley Career Center. (n.d.). Internship Program

Development. https://career.berkeley.edu/Internships/Internship-

Development

2. Society for Human Resource Management. (n.d.). Job Description

Writing Guide

https://www.shrm.org/pages/custom404.aspx?requestUrl=https://www.shr

m.org/resourcesandtools/tools-and-samples/how-to-

guides/pages/howtowritejobdescriptions.aspx

3. National Association of Colleges and Employers. (n.d.). Employability

Skills. https://naceweb.org/404.aspx

4. University of Florida. (n.d.). Minimum GPA Requirements - Sample

Policy. https://hr.ufl.edu/manager-resources/recruitment-staffing/search-

committees/minimum-gpa-requirements-sample-policy/

5. University of California, San Francisco. (n.d.). Interviewing

Candidates.

6. U.S. Department of Labor - Internship Programs under the Fair

Labor Standards Act (FLSA).

https://www.dol.gov/agencies/whd/fact-sheets/71-flsa-internships

7. Society for Human Resource Management (SHRM) - Diversity &

Inclusion in the Workplace.

https://www.shrm.org/pages/custom404.aspx?requestUrl=https://www

.shrm.org/hr-today/news/hr-magazine/0617/pages/effectively-

managing-diversity-and-inclusion.aspx

8. National Association of Colleges and Employers (NACE) - Internship

Evaluation Form.

9. Armstrong, M. (2009). Armstrong's Handbook of Human Resource

Management Practice.

10. Boxall, P., & Purcell, J. (2011). Strategy and Human Resource

Management.

11. Collins, L. J. (2017). The Behavioral Interview: Questions and

Techniques for Effective, Predictive, and Fair Interviews.

12. Kluemper, D. H., Rosen, P. A., & Mossholder, K. W. (2012). Social

Networking Websites, Personality Ratings, and the Organizational

Context: More Than Meets the Eye?