What does an HR intern do?

An HR intern performs various administrative tasks in support of the

HR department. They update employee databases, gather payroll
data, screen resumes, schedule interviews, post job ads, and assist in
preparing HR-related reports. Additionally, they address employee
queries, distribute company policies, and participate in organizing
company events. This role provides valuable hands-on experience in
HR processes, allowing interns to gain a comprehensive
understanding of HR functions and contribute to the smooth operation
of the department.

HR Intern responsibilities include:

• Updating our internal databases with new employee information
like contact details and employment forms
• Gathering payroll data like working hours, leaves and bank
accounts
• Screening resumes and application forms
Job brief
We are seeking an enthusiastic HR Intern to join our team and
provide invaluable support to our HR department. Your role will
involve performing a variety of administrative tasks, including updating
employee records, screening resumes, and scheduling interviews.

This internship offers an excellent opportunity to gain firsthand

experience in HR operations and gain insight into our company’s
approach to payroll, recruiting, and employee development.

As an HR Intern, you will play a crucial role in ensuring the smooth

running of our HR policies and procedures. Your attention to detail
and organizational skills will be utilized in maintaining accurate
employee records and assisting with various HR-related activities.

Additionally, you will have the chance to contribute to the coordination

of company events and gain exposure to different facets of HR
management.
If you are eager to kickstart your HR career and work in a dynamic
environment that values growth and development, we look forward to
meeting you and providing you with a valuable learning experience.

Join our team and embark on a rewarding journey in the field of

Human Resources.

Responsibilities
• Update our internal databases with new employee information,
including contact details and employment forms
• Gather payroll data like leaves, working hours and bank
accounts
• Screen resumes and application forms
• Schedule and confirm interviews with candidates
• Post, update and remove job ads from job boards, careers
pages and social networks
• Prepare HR-related reports as needed (like training budgets by
department)
• Address employee queries about benefits (like number of
remaining vacation days)
• Review and distribute company policies in digital formats or hard
copies
• Participate in organizing company events and careers days
Requirements and skills
• Experience as a Staff Assistant or similar junior HR role is a plus
• Familiarity with HRIS, ATS and resume databases
• Experience with MS Office
• Good understanding of full-cycle recruiting
• Basic knowledge of labor legislation
• Organizational skills
What is ATS ?
ATS stands for Applicant Tracking System, which is a type of software that
employers use during the hiring process to collect, sort, and rank
resumes. ATS helps employers streamline their hiring process and review
applications more quickly

What is HRIS?
HRIS stands for Human Resources Information System, and it's a software
system used by HR professionals to store and manage employee
data. HRIS systems are designed to automate HR processes and
streamline the management of employee information. HRIS can help with
the following:
• Expediting tasks: HRIS can help the HR department spend less time on
clerical tasks.
• Reducing paperwork: HRIS can remove the need for storing paper files.

Classification of labour legislation

Several statutes regarding labour laws have been introduced by the Indian
Parliament. It has been classified into four categories, which are as follows-

• The first one is the central legislation that is given in the Fifth
Schedule of the Constitution, which is based on Industrial Relations.
• The second one is the Industrial Employment (Standing Orders) Acts
of the States and Union Territories.
• The third one is the Factories Act, 1948, or the Shops &
Establishments Act, which is legislated as per the provisions of
different States.
• The fourth one is based on labour and social laws of India like
the Payment of Gratuity Act, 1972, the Maternity Benefit Act, 1961,
and many more.

Requirement of labour legislation

Different labour Acts have been enacted in India to ensure that people in
different professions or jobs, whether in public or private sectors, should get
equal rights and decent earnings for their livelihood. Their basic rights must
be protected and they should be provided with an environment, which is safe
and healthy for work. It makes sure that any issues between the employer
and the employees which are related to employment disputes are tried by a
statutory body which has the prior recognition of the State. It determines
that no employment is done by unfair means and prohibits exploitation or
subjugation of one individual to another. These labour laws, therefore,
safeguard the people from being exploited or oppressed by their employers.
If such an incident occurs, then they have the right to ask for relief. They can
go to the court and file a suit and seek justice.

Purpose of Labour Laws in India

The main purpose of labour laws that are enacted by the Indian Parliament is
to solve disputes between employers and employees and to maintain a
harmonious relationship between the parties. It is made in such a way as to
align with current social and economic challenges. The important purposes of
labour legislation are as follows-

• It helps people get jobs conveniently by creating a legal arena.

• It helps both the employees and the employees to discuss their
problems regarding the work and solve them peacefully.
• It helps in creating clean and healthy environmental conditions for
the employees, which in turn increases productivity.
• It mentions certain grounds and restrictions beyond which tell them
what they should do and also abstain from doing certain things.
• It specifies the rights and responsibilities of both the employers and
the employees.

Elements of Labour Law

• In our country, general legislation considers individuals as citizens
but labour legislation considers them as workers. For a very long
time, the labourers have faced unjust situations. To safeguard their
interests and demands labour legislation is entirely bent towards
them, it doesn’t think of general justice it thinks of social justice. It
is completely designed for the labourers.
• Labour legislation is focused on the problems that arise in the work
environment of the workmen which include the number of hours of
working, wages provided, industrial disputes, and working
conditions of the people. Labour legislation is mainly targeted
toward workers and employers; others are least affected by labour
legislation.
For example- laws based on wages, compensation for injury or women’s
employment affect an individual as a worker whereas laws based on
marriages, property, and sales tax affect an individual as a citizen. Different
roles of people lead to the formation of different laws, it is ‘role-relation’ that
determines whether particular legislation falls under labour legislation, social
legislation or general legislation.

• Labour legislation aims at the equality and security of the labourers.

They work in creating a better living environment for them, and also
in promoting the work culture so that profit is earned in abundance
which would be beneficial for them also.
• Unlike other general legislation, labour legislations need frequent
revisions and improvements, otherwise, it would hold no importance
and would become outdated. The absence of frequent revisions
would create a gap with current industrial requirements.

Impact of constitutional provisions on Labour

Laws
The Indian Constitution plays an important role in the formation of labour
laws. Some of the Constitutional provisions have a huge impact on legislating
labour laws. The provisions that play a significant role in safeguarding the
interests of the people are as follows-

• The fundamental rights of the Constitution, such as

Article 14, Article 16, Article 19, Article 21, and many others,
protect the rights and interests of the labour classes. It also states
various ways of safeguarding them.
• The directive principles of the Constitution also help in keeping a
harmonious relationship between employers and employees. It tries
to maintain the socio-economic situation of the people.
• The provision of Article 39 clearly states that the labour power of
men, women, or children must not be overused by employers.
• The provisions of Article 41 state that all citizens have the right to
work.
• The provisions of Article 42 state that women must be granted
maternity leave. It deals with the upliftment of the working
conditions and states that a suitable environment should be
provided to the employees.
• Article 43 of the Indian Constitution states that proper working
conditions and living wages must be provided to the labourers.