A STUDY ON GST PROCESS OF HETERO LABS

Internship Report is Submitted in partial fulfillment of the requirement for the

Award of Degree

Of

MASTERS OF BUSINESS ADMINISTRATION

By

MULAKA PAVAN KUMAR REDDY

2121BM010115

Under the Guidance

Of

Mr. M. Saida Rao

SCHOOL OF MANAGEMENT

Malla Reddy University

(Telangana State Private Universities Act No. 13 of 2020 &

G.O. Ms. No. 14 Higher Education (UE) Department)
Maisammaguda, Kompally, Medchal – Malkajgiri District Hyderabad
– 500100, Telanagana
2021 – 2023

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 CERTIFICATE

This is to certify that the Internship Report entitled “GST PROCESS”, towards
“HETERO LABS LIMITED, SANATH NAGAR” is being submitted by
MULAKA PAVAN KUMAR REDDY, (2121BM010115) in partial fulfilment
for the award of the degree of Master of Business Administration of Malla
Reddy University, Hyderabad is a record of bonafide work by carried out by her
under my supervision. The result embodied in this report has not been submitted
to any other University/Institute for the award of any Degree or Diploma.

Internship Supervisor Head of the Department

(Mr. Saqthya narayana) (Mr. M. Saida Rao)

Examiner Signature

DECLARATION

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I hereby declare that the Internship Work entitled “GST PROCESS” is a
bonafide work carried out by me Under the Supervision of “Mr. M. Saida Rao”
at “HETERO LABS LIMITED, SANATH NAGAR”. This work has not been
submitted to any other University or Institution for the award for any
Degree/Diploma.

Place: (M. Pavan kumar reddy)

Date: (2121BM010115)

ACKNOWLEDGMENT

I am incredibly grateful to my internship supervisor Mr. Sathya Narayana, for

their invaluable guidance and support throughout my internship. From the
moment I started, Pavan took the time to get to know me and understand my

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goals for the internship. They provided me with clear direction and
expectations, and were always available to answer my questions and provide
valuable feedback.

Throughout the internship, Mr. Sathya Narayana provided me with invaluable

insights and advice that helped me to grow as a professional. Their constructive
feedback helped me to improve my skills and approach to my tasks and their
encouragement kept me motivated and focused. I am deeply thankful for Mr.
Sathya Narayana time and effort, and for their commitment to my success.

I would also take immense pleasure to express my thanks to Dr. NIRMAL

DAYANAND RAJU HOD of MBA Malla Reddy University, Hyderabad for
guiding me throughout the project with encouragement, motivation and
providing the valuable suggestions.

ABSTRACT

The Finance Department is the most important asset of an organization. The success and
failure of an organization largely depends on the Finance Department of an organization.
without a positive contribution from the Finance, an organization can’t not progress and
prosper.

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Therefore, it is necessary to maintain accurate financial records with the necessary
expertise, and qualifications in order to accomplish an organization's goals. The
organization's need for financial data in the now and the future must be kept in mind as
we proceed.

My role in this internship is about to learn how to file a GST returns in online and offline
process and verifying GST invoices and data entry and recording and maintaining accurate
financial records and to the help- clients in downloading the offline return invoices.

My research project deals with FILING of GST returns and verifying GST invoices as
carried out by HETERO LABS LTD which is a pharmaceutical company. During the
execution of project and research I have studied and evaluated the how to file GST
returns and verifying GST invoices process which was practiced in the organization.
This exposure gave me opportunity to have an insight to their practical application. I
was working under the guidance of Sathya Narayana sir who is the head of finance
department and was assisting with the work. It was a great experience for me to learn
and get a real experience of working in a corporate environment.

OBJECTIVES OF INTERNSHIP:

1.To get an idea about organisation working structure.

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 2. To gain knowledge about different departments in an organisation and their
functioning.

3. To understand corporate culture and environment.

4. To identify various decision-taking levels in an organisational structure.

5. To implement class room learning practically and observing the gap.

REASON FOR DOING INTERNSHIP:

1. To get real-life experience and exposure towards corporate workings.

2. It’s an opportunity to assess our strengths and weaknesess.
3. Helps connect with professional people and opens door to corporate network.
4. Gives an opportunity to prove our self in performance.
5. Acts as a transformational tool to student to become employee.

TABLE OF CONTENTS
S.No PARTICULARS Page No.

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1 Chapter – 1: INTRODUCTION 11-12
1.1 Purpose of Internship
1.2 Objectives of Internship
2 Chapter – 2: COMPANY OVERVIEW 14-18
2.1 History
2.2 Industry
2.3 Products/Services & Key Competitors
3 Chapter – 3: INTERNSHIP OBJECTIVES AND LEARNING 20-21
GOALS
3.1 Internship Objectives
3.2 Learning Goals
4 Chapter – 4: JOB ROLE & RESPONSIBILITIES 23-27
4.1 Job Role of Internship
4.2 Job Responsibilities of Internship
4.3 Scope of achieve outcomes
5 Chapter – 5: LEARNING AND DEVELOPMENT 29-31
5.1 Reflect on the skills, knowledge and experiences you gained
throughout the internship.
5.2 Training Programs, workshops or mentorship opportunity provided
by the company.

6 Chapter – 6: CHALLENGES AND LESSONS LEARNED 33-34

6.1 Challenges you faced during your internship
6.2 Reflect on the lessons you learned from these challenges
7 Chapter – 7: CONCLUSION 36-38
7.1 Summarize tour overall internship experience
7.2 Highlight the key takeaways, accomplishments and areas for further
improvement

APPENDICES

BIBLIOGRAPHY

LIST OF TABLES

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LIST OF FIGURES

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9|Page
 CHAPTER – I

INTRODUCTION

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 CHAPTER – I

INTRODUCTION

1.1 PURPOSE OF INTERNSHIP:

An internship can provide unique opportunities for learning outside of academic settings. It
can expose you to new tasks and help you learn goal – specific skills to complete the tasks.
Internships also give you experience with technology, people and projects that may relate to
your career goals. Here are a few reasons why an individual might decide to apply for an
internship.

 Gain Experience: Job listings often state that they prefer candidates with
educational and job experience. It gives a chance to gain the needed experience and to
build your resume.

 Identify career goals: An internship can give you an authentic experience in a job
role by providing you with an introductory experience to a career path, its duties and
daily operations. If you enjoy your internship, this might indicate that your career is

on the right path.

 Strengthen a resume: Internships can give you workplace experience before you
actually enter the workforce. They also may assist you with developing additional
skills to list on your resume, which can emphasize your value as a candidate.

 Attain college credits: Some internship opportunities may offer you college
credit for your time as an intern. An internship that offers you both college credit and
experience can deal for those who are looking to graduate with work experience.

 Network with Professionals: interns often work with many professionals who have
varying skills and experience levels. Internships can provide you with an opportunity
to meet new people who might be future colleagues or mentors. Network with an
learning from full – time professionals during a=your internship can also result in job
opportunities.

 Job Opportunities: Various businesses sue internships as a talent acquisition strategy

since these programs allow managers and human resources employees to monitor an

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 intern’s workplace behaviors and productivity. Business managers or owners can then
determine whether an intern is a suitable candidate for a permanent role in the
company.

1.2 OBJECTIVES OF INTERNSHIP:

 Industry experience and the chance to LEARN
 Develop your personal brand
 Increases the network
 Great references
 Opportunities for improvement
 Better to manage GST processes and organization information
 Practice organizational flexibility
 To align your team‘s focus with the overall values of the company
 To boost morals
 Systematic planning for optimal utilization of the available sources

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 CHAPTER – II

COMPANY OVERVIEW

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 CHAPTER – II COMPANY

OVERVIEW

2.1 HISTORY:

Hetero Labs Limited is an unlisted public company incorporated on 06 April,

1993. Hetero Labs Limited operates as a pharmaceutical company. The Company
offers a wide range product for Oncology, Cardiovascular, Neurology, Hepatitis,
Nephrology, Urology, Diabetes, Ophthalmology, Hepatology and Immunology.Hetero
Labs serves customers worldwide. The company operates as a pharmaceutical
company. The company researches, manufactures, and markets active pharmaceutical
ingredients, intermediate chemicals, and finished dosages. The last reported AGM
(Annual General Meeting) of Hetero Drugs Limited, per our records, was held on 30
September, 2022.
The company is engaged in the manufacturing and selling of pharmaceuticals,
medical chemicals, and botanical items. The legal address of the registered office of
Hetero Labs Limited is 7-2-A2, Hetero Corporate, Industrial Estates, Sanathnagar,
Hyderabad, Telangana, India, with the postal code 500018.

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DIRECTORS:

Dr. B. Partha Saradhi Reddy

Chairman, Hetero Group of Companies

Dr. B. Partha Saradhi Reddy, Chairman of Hetero Group of Companies founded the company
in 1993. Over the past 30 years, he has nurtured this company to emerge as the largest closely
held pharmaceutical company in India and a world leader in the production of anti-retroviral
drugs.

Dr. B.P.S. Reddy holds a Ph.D in Synthetic Organic Chemistry and M.Sc in Organic
Chemistry from Osmania University, Hyderabad. At Hetero, he leveraged his expertise in
synthetic chemistry and leadership roles in Research and Development to create one of the
best generic API companies of the world.

Dr. B.P.S. Reddy has enabled Hetero to become a global player with unparalleled strengths in
research, manufacturing, and marketing. His vision for the advancement of healthcare has
contributed to improve lives for millions of people.

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Dr. Vamsi Krishna Bandi

Managing Director, Hetero Group of Companies

Dr. Vamsi Krishna Bandi, Managing Director of Hetero Group of Companies, chiefly
oversees the overall technical, commercial and supply chain operations. He has been at the
helm of building the global formulation business in key markets such as the US, EU, and
Emerging countries. As a strategist with a strong business acumen, he has been instrumental
in furthering the organization’s capabilities in Oncology, Biologics, Specialty therapeutics
and vaccine production.

At Hetero, our every action seeks to inspire human belief in accessibility and affordability of
life-saving medicines across the world.

Our new identity embodies this drive to expand our reach and capabilities in order to respond
with agility to the world’s evolving health needs.

Our every action seeks to inspire human belief in accessibility and affordability of life-saving
medicines across the world.

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MISSION & VISION :-

CORE VALUES:

Our core values are the cornerstone of our internal conduct and guide our relationships with
customers, partners and stakeholders.

 Knowledge: We value and respect Knowledge as the key enabler in our mission to
develop affordable medicines. We greatly cherish knowledge in our team members,
associates, partners and medical fraternity.
 Integrity:- We have deep rooted sense of Integrity towards all commitments to our
stakeholders and we strive relentlessly towards delivering them.
 Trust:- We cherish your Trust and are committed to the highest standards in every
aspect of our business.
 Agility:- We are agile, pro-active and passionate about each and everything we do
 Teamwork: Value the contributions of all, blending the skills of individual staff
members in unsurpassed collaboration.
 Excellence: Deliver the best outcomes and highest quality of product through the
dedicated effort of every team member.

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2.2 INDUSTRY:

What does Let’s Get Cured – Clinic & Training do?

Let’s Get Cured – Clinic & Training is a Health care Industry. Let’s Get Cured – Clinic &
Training provides various courses like:

Hijama Facial
Acupuncture Chemical Kinesiology Bach Flower Cupping
Cupping
Therapy Peeling Therapy Remedies
Therapy Therapy

 Hijama Cupping Therapy: It is a historical form of alternative medicine that drains

substances and toxins from the body to stimulate healing. Cupping therapy is one of the
oldest and most effective method of releasing the toxins from body tissue and organs. It is
also known as vacuum cupping, hijama cupping, horn treatment etc. It is a practice in
which the therapist puts special cups on the skin to create suction.

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 Acupuncture Therapy: It comes under Traditional Chinese Medicine which is widely
performed all over the world which includes the insertion of thin needles. Acupuncture
involves inserting very thin needles into the body at different locations and depths.

 Chemical Peeling: Provide a solution to many skin conditions including scarring and
antiaging. A chemical peel is a procedure in which a chemical solution is applied to the
skin to remove the top layers. The skin that grows back is smoother. Chemical peels are
used to treat wrinkles, discoloured skin and scars — usually on the face. They can be
done alone or combined with other cosmetic procedures.

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 Kinesiology Therapy: A medical taping technique that soothes pain and stimulates
lymphatic drainage by microscopically lifting the skin. Kinesiology taping is a treatment
option if you've had an injury or illness that leads to mobility and motor function
problems. It can be used to help facilitate muscle function, stabilize joints, or inhibit
muscles from contracting improperly. It can also be used to help decrease pain, swelling,
and muscle spasm. The Kinesio Taping Method is a pain recovery method which is
designed to accentuate the body’s natural healing process by providing support and
stability to muscles and joints, without restricting the body’s motion.

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 Bach Flower Remedies: The remedies are a safe, non-habit forming, profoundly useful
alternative healing modality made from flower essence. Bach Flower Remedies explains
how they are created and how they aid persons who use them. You'll discover how to create
treatments for various conditions, including anger, sadness, emotional eating and weight concerns,
fear and anxiety, lack of focus, stress, panic attacks, stuttering, and insomnia. Bach flower
treatments are solid yet gentle therapeutic tools that may help you repair emotional problems,
among other things.

 Facial Cupping Therapy: Facial cups are typically smaller and softer. They’re used to
gently pull the skin away from deeper layers of fascia. This increases blood flow to the
area and rejuvenates the skin without leaving cup marks behind.

2.3 PRODUCTS/SERVICES:
 Vitamins

 Minerals

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  Herbal medicines

 Homeopathic preparations

 Probiotics

 Even some traditional medicines are also prescribed by doctor or any equivalent physician.

KEY COMPETITORS:

 Oaknet healthcare Pvt Ltd

 Iris healthcare technologies Pvt Ltd
 Abbott
 Philips
 Labcorp
 GeBBS Healthcare Solutions

 GE Healthcare

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CHAPTER – III INTERNSHIP OBJECTIVES AND
LEARNING GOALS

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 CHAPTER – III

3.1 Learning Objectives:

 Skill development: Learning and improving skills such as writing, verbal

communication, research, technology, teamwork, and leadership (view Career
Competencies). It is the development of these skills that often represent the major
benefits of an internship.

 Understanding Real-World Application: Understanding the workplace,

operating procedures, the department/company and its products, and other
organizational concepts. In addition, this would include knowledge added to existing
classroom knowledge, such as new applications or new skills.

 Career Awareness: Internships often provide the opportunity to take a peek at

what working for a company or in an industry would be like. Objectives could include
learning about career positions and occupations along with the qualities and training
required to obtain those positions.

 Personal Development: One of the major benefits of an internship is how it helps

you to develop self-confidence, assertiveness, and basic work habits.

 Creativity: Doing things a new way and finding new things to do.
 Problem Solving: Taking apart some existing problem and finding a solution.
 Personal Improvement: Developing personal habits or a social skill to deal
better with work situations.

3.2 LEARNING GOALS:

 Cognitive Development Goals:
• To apply knowledge and skills related to the concepts, principles, and
methodologies of one’s major or discipline and liberal arts education (i.e.,
connecting theory to practice).
• To acquire new knowledge in a new setting to enhance classroom education.

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 • To integrate or synthesize knowledge from diverse disciplines, courses and
areas of experience.

• To apply higher order thinking skills (critical thinking, analysis, synthesis,

evaluation, complex problem solving) to “real world” situations.

 General Skill Development Goals:

• To develop skill competencies specific to an occupation or profession.
• To expand oral and written communication skills.
• To increase skills for understanding and working with people of diverse
backgrounds and cultures and to work effectively within diverse environments.
• To acquire additional interpersonal communication and interaction skills.
• To develop skills to work effectively within formal and informal networks and
work cultures.
• To further develop observation, recording and interpretation skills.
• To develop skills needed for effective citizenship.
• To acquire skills in leadership.

 Personal Development Goals:

• To develop self-awareness
• To clarify one's own values.
• To develop self-reliance and self-confidence.
• To develop and use an ethical perspective.
• To develop career awareness, direction and exploration of vocation

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 CHAPTER – IV
JOB ROLE & RESPONSIBILITIES

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 CHAPTER – IV
4.1 Job Role of Internship:
Human resources is used to describe both the people who work for a company or
organization and the department responsible for managing resources related to employees.
The term human resources was first coined in the 1960s when the value of labor relations
began to garner attention and when notions such as motivation, organizational behavior, and
selection assessments began to take shape. Human resource management is a contemporary,
umbrella term used to describe the management and development of employees in an
organization. Also called personnel or talent management (although these terms are a bit
antiquated), human resource management involves overseeing all things related to managing
an organization’s human capital. Human resource management is therefore focused on a
number of major areas, including:

 Recruiting and staffing

 Compensation and benefits
 Training and learning
 Labor and employee relations
 Organization development

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 Recruitment is the process by which hiring departments develop a viable applicant pool
from which hiring and promotion decisions are made. But prior to recruitment, position
description is necessary while selection includes all the activities, from the initial screening
interview to physical examination if required, that exist for the purpose of making effective
selection decisions.

 Identify company needs

The internal or external recruiters are required to identify what the organization seeks in
potential candidates, such as the exact qualifications, skills and experiences. They may talk
with the department manager to get detailed information about the position and its
requirements. That can enable them to narrow their search for candidates and shortlist the
right people for the available job positions.

 Create a recruitment plan

By having a recruitment plan in place, it may be possible to speed up the recruitment process.
The recruitment plan outlines the entire process of finding candidates and interviewing and
selecting them. It may be necessary to alter an existing recruitment plan or create a new one
for every new job opening. Different positions may require separate plans.

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  Draft a job description

Drafting a job description is a necessary part of the recruiting process to advertise available
positions. The recruiter may consult the department manager about the responsibilities of
the open positions, review other similar jobs in the organisation and use the information to
write an accurate job description. It is required to inform potential candidates about the
organization's requirements and the work duties they are required to perform if they get the
job.

 Advertise the open position

The purpose of advertising available positions is to attract potential candidates and receive as
many job applications as possible. The recruiters may post the job advertisements on the
company website, online job sites, professional networks and social media. They may notify
employees internally about job openings and invite them to apply for them.

 Analyze the candidates

After receiving applications in response to their job advertisements, the recruiters are required
to sift through them and select those that match the job requirements. Many recruiters create
a list of the job requirements and use it as a reference when short-listing resumes. It can be
time consuming and expensive to interview every applicant, and so the recruiters are required
to choose only a select few who seem like the best fit and invite them for a job interview.

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  Interview candidates

Depending on the organization’s requirements, resources and the number of applicants they
get, the recruiters may organize single-phase interviews or multiple phase interviews.
Singlephase interviews are usual in smaller organizations that have fewer applicants and
require to make quick hiring decisions. Large organizations are more likely to have multiple
phase interviews that involve screening applicants in progressive rounds. Only the best
candidates can advance to the final interview round.

 Close the process

The interview process ends with the recruiters making the final selection and informing the
selected candidates that they have got the job. The recruiters may also send messages of
regret to those not selected. They may put them on a list for contacting them in the future in
case of new job openings. After the hiring process, they are also required to remove the job
advertisements for the filled positions.

4.2 JOB RESPONSIBILITIES OF INTERNSHIP:

 Collaborating with hiring managers to determine staffing requirements.
 Screening resumes.
 Conducting in-person and phone interviews with candidates.
 Administering appropriate company assessments.
 Prepare and distribute assignments and numerical, language and logical reasoning
tests.  Advertise job openings on company’s career page, social media, job boards
and internally.

 Send job offer letters and answer queries about compensation and benefits.
 Collaborate with managers to identify future hiring needs.
 Handling of administration and record-keeping.
 Files documents and answers client and employee inquiries
 Schedules interviews and confirms applicant availability  Gathers and organizes job
applications

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 RRF (Request of manpower from delivery manager)

Sourcing (Using different portals for talent pool)

OR

Internal Fitment (Job Rotation)

Internal Screening

Selection Procedures (Technical, Fitment, HR, Client)

Offer Approval

Post offer engagement

Documentation and background Verification

On-boarding and orientation

4.3 SCOPE TO ACHIEVE OUTCOMES:

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  Communication Skills:

Good communication skills help to reach a career goal easily and make the path a lot
smoother.
So, as an HR Intern, it is an important HR skill to acquire.

 Teamwork:

Teamwork is an essential skill in the modern world. Working with others with respect,
evaluating others opinion and generating the best solution together – are the main facts of
teamwork, and improving these skill sets are also very critical in an HR Internship.

 People Management:

In an organization, there are people from different races, personalities, thinking and mind-
sets. As an HR Intern, one should focus on learning how to work while maintaining respectful
relationships between different types of people.

 Diversity and Inclusion Equal Success:

Recruiting, working with a diverse workforce, managing them – help any organization grow
high rapidly. An HR internship is an excellent opportunity to learn, apply the process, and
gain experience for the future.

 Performance Analysis & Management:

The HR team is responsible for tracking all employees’ performance and reward the correct
person. An HR Intern should learn the process, the criteria and facts to consider and inspect
the overall impact to apply in future.

 Research and Improve:

Research and development is also a core part of the HR department. As an HR intern, one
should research and learn the process of improving the organization structure, working
environment and team satisfaction for future implementations.

 Always Strive for Better:

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An internship is a splendid opportunity to evaluate one’s abilities and skills. A good internee
will be able to learn his/her strength, weak points and improve himself/herself through the
internship.

CHAPTER – V

LEARNING AND DEVELOPMENT

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 CHAPTER – V

5.1 SKILLS:

 Communication Skills: I again Strong communication skills which are essential

for HR professionals. I effectively communicate with employees and manager at all
levels of the organization. Got knowledge in active listening, verbal and written
communication, presentation skills, and the ability to convey complex information
clearly and concisely.

 Interpersonal Skills: Developed interpersonal skills by interacting with a wide

range of individuals within the organization. I build strong interpersonal skills to build
relationships, collaborate with others, and handle sensitive situations with empathy
and diplomacy.

 Organizational Skills: I used to deal with various tasks, projects, and deadlines.
Effective organizational skills are crucial for managing multiple priorities, handling
confidential information, and maintaining accurate records. These skills include time
management, attention to detail, and the ability to prioritize and meet deadlines.

 Problem-Solving and Analytical Skills: I encounter complex problems and

situations that require critical thinking and analytical skills. I used to identify issues,
analyse information, and develop creative and practical solutions. These skills involve
problem-solving, data analysis, decision-making, and the ability to think strategically.

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  Adaptability and Flexibility: I used to work in dynamic environments with
changing priorities and evolving needs. It must be adaptable and flexible, able to
quickly adjust to new situations. This includes being open-minded, resilient, and
proactive in responding to organizational and industry changes.

 Ethical and Confidentiality: I build sensitive and confidential thinking that

must uphold high ethical standards, maintain confidentiality, and demonstrate integrity
in handling employee data, disciplinary matters, and employee concerns.

 Technology Skills: Gained technical knowledge by using HR software and

technology tools. This includes applicant tracking systems (ATS), HRIS (Human
Resource Information Systems), and other HR-related software. Proficiency in
Microsoft Office tools, data analysis software, and collaboration platforms is also
beneficial.

EXPERIENCES GAINED THROUGHOUT THE INTERNSHIP:

As a student of MBA in Human Resource Management (HRM) in the last semester before
our graduation, I completed an internship for four months with a leading healthcare industry
company in Mumbai. I was given the responsibility of posting hiring advertisements on job
portals and coordinating with external agencies regarding the same, screening potential
candidates for the vacancies, organising interviews and taking interviews in telephonic portal,
sending offer letters to shortlisted candidates, data entry and so on. Apart from these, I also
looked after the HR related queries of the employees and assisted in team building activities.
The life of a corporate professional was new to me and in the initial days, I felt like I was
being burdened with loads of responsibilities.

Here are some potential experiences and skills you I have acquired during your internship:

 Recruitment and Selection.

 Onboarding and Orientation.
 HR Documentation and Record-keeping.
 HR Policies and Compliance.
 Employee Relations.
 HR Projects and Initiatives.

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  Communication and Collaboration.
 Professional.

5.2 TRAINING PROGRAMS, WORKSHOPS OR MENTORSHIP

OPPORTUNITIES PROVIDED BY THE COMPANY:

Training Opportunities that provided by the company:

 Training on sourcing tools.

 Training on AST applications.
 Knowledge transfer session.
 Training about organization.
 Training on Recruitment process.
 Training on col calling
Mentoring opportunities are an invaluable tool for both mentors and mentees. They involve
experienced professionals sharing knowledge, advice, and resources with other employees
who may be at the beginning of their careers or looking for a change of direction.

A mentoring program can benefit employees in a number of ways, including:

• Increased job satisfaction

• Improved employee retention rates

• Better communication between colleagues

• Enhanced problem-solving skills

• On-boarding

• Succession

• Professional Development

• Career Development

• Functional Skill Development

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 • Leadership Development

• Diversity, Equity, and Inclusion

• Networking

Mentoring opportunities also promote inclusion by providing a platform for people to learn
from and connect with others who have different backgrounds, experiences, and perspectives.

CHAPTER – VI

CHALLENGES AND LESSONS LEARNED

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 CHAPTER – VI

CHALLENGES AND LESSONS LEARNED

6.1 CHALLENGES FACED DURING YOUR INTERNSHIP:

During an HR recruitment internship, I may encounter various challenges that can provide
valuable learning experiences. Here are some common challenges that are faced by me
during my HR recruitment internship:

 Limited Experience: As an intern, I may have limited prior experience in HR

recruitment. This can pose a challenge when it comes to understanding and navigating
the various recruitment processes, such as sourcing candidates, evaluating resumes,
and conducting interviews. However, this challenge provides an opportunity for
growth and teaching me gain hands-on experience and guidance from experienced HR
professionals.

 Time Constraints: HR recruitment often involves managing multiple tasks and

tight deadlines. As an intern, I need to balance different recruitment responsibilities
alongside your other internship duties.

 Handling Rejection: In the recruitment process, you may need to deliver

rejection messages to candidates who were not selected for a position. This can be a
challenging task as it requires delivering the news with empathy and professionalism.
Learning to handle rejection and communicate it effectively is an important skill for
HR professionals.

 Dealing with a Diverse Candidate Pool: The recruitment process often

involves interacting with candidates from diverse backgrounds, experiences, and
perspectives. This can present challenges in terms of understanding and evaluating
different candidate profiles, assessing cultural fit, and ensuring fairness and inclusivity
in the selection process. Overcoming this challenge requires open-mindedness,
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 cultural sensitivity, and the ability to make objective judgments based on job
requirements.

 Adapting to Changing Needs: Organizations may experience shifts in their

recruitment needs, such as changes in job requirements, hiring priorities, or
unexpected vacancies. This requires flexibility and adaptability from HR recruiters to
adjust their recruitment strategies and processes accordingly. Adapting to changing
needs teaches me to be resourceful, creative, and agile in your approach.

 Balancing Confidentiality: As an HR recruiter, I may have access to sensitive

and confidential candidate information. Maintaining confidentiality is crucial to
protect candidate privacy and uphold ethical standards. This challenge involves
understanding and adhering to confidentiality protocols, handling information
securely, and demonstrating professionalism and discretion in my communication and
actions.

 Developing Strong Communication Skills: Effective communication is vital

in recruitment, whether it's conducting interviews, providing feedback to candidates,
or collaborating with hiring managers. As an intern, I have faced challenges in
articulating my thoughts, asking relevant questions, and delivering clear and concise
messages.

 Adhering to Legal and Ethical Guidelines: HR recruiters need to ensure

compliance with legal and ethical guidelines throughout the recruitment process. This
includes following equal employment opportunity laws, avoiding discriminatory
practices, and maintaining fairness and transparency. Understanding and navigating
legal and ethical considerations is a big challenging but is crucial for ethical and
compliant recruitment practices.

Remember that facing challenges during your HR recruitment internship is an opportunity for
growth and learning. Embrace these challenges, seek guidance from experienced HR
professionals, and reflect on the lessons learned to further developing my skills and expertise
in HR recruitment
6.2 LESSONS LEARNT FROM THESE CHALLENGES:

• Time management

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• Coherent communication
• Adaptability
• Teamwork and collaboration
• Networking and rapport building
• Trust-building with superiors and colleagues
• Confidence
• Flexibility
• Empathy and Emotional Intelligence

CHAPTER –VII

CONCLUSION

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 CHAPTER – VII

CONCLUSION

7.1 OVERALL INTERNSHIP EXPERIENCE:

The internship program was a great opportunity for me to interact with the team
members. This internship has been a very useful experience for me. I can safely say that my
understanding of the job environment has increased greatly. My experience began with
recruitment, which later on became my main field of focus in the internship. I started out by
creating letters of acceptance or denial for applicants who applied for a job opening. Once I
would finish a batch of letters, I would then review the candidates with Zainab and we would
discuss why or why not they fit the position.

This was critical information because Zainab is a very experienced mentor with
valuable insight accumulated over many years of practice. She informed me of specific red
flags to look for with candidates, as well as certain things that are usually a solid indicator of
a good match. I then moved on to reviewing resumes and making reference calls. I enjoyed
making the reference calls above all the other tasks because to me it was a different puzzle
each time to try and figure out what questions to ask and it was all “in the moment” decision-
making.

Here I got the chance to acquire critical abilities including adaptation, problem-
solving, communication, and legal and ethical awareness while dealing with problems during
the internship such as minimal experience, time restrictions, and handling a variety of
candidate pools. I got experience for future careers in HR with the help of these talents and
the lessons they have gained from the trials

Eventually I began taking care of the mass mailings as well as organizing and
maintaining the employee files. A great learning experience I encountered was training our
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newly hired head accountant who is a Nichols College alumni. Since I had much experience
with the position he was about to enter I gave him all the notes I took and guided him through
his first week to make sure he became properly acclimated. Outside of recruitment, I did
some extensive work in updating our benefits lists as well as gained a deeper knowledge
about all the benefits our company has to offer.

7.2 HIGHLIGHT THE KEY TAKEAWAYS, ACCOMPLISHMENTS, AND

AREAS FOR FURTHER IMPROVEMENT:

KEY TAKEAWAYS:

 Be fair at the time of decision making for the final selections as well as salary.
 Always cross check the references and the information provided by the candidate.
 Place a person according to his qualification and experience.
 Lessen the grievance of each employee and take decision according to natural law of
justice.
 Don’t be judgmental on personal basis.
 Don’t promise anything which will go against the ethos of the organization

ACCOMPLISHMENTS:
In this duration of 3 months I have done with the 2 certifications courses one is Tech
Recruiter certification and another is Employer Branding Certification.

 Tech Recruiter Course: Tech recruitment, or technical recruitment, is the

sourcing and hiring qualified individuals for technology companies. A To do this, a
Technical Recruiter meets with members of management and identifies job openings.
Some tech recruiters work for agencies that find candidates for various companies. A
tech recruiter may also work exclusively for one company's HR department. This
career requires identifying talented candidates to extend job offers to, reviewing
resumes, conducting interviews and assisting with onboarding.

 Employer Branding: Employer branding is a strategy that seeks to influence how

current employees and the rest of the larger workforce perceive a company’s brand.
While branding in general may target consumers, employer branding specifically
targets a company’s workforce and prospective hires. As a result, it is a

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 communication approach designed to retain high-performing employees and attract
top-ranking talent.

AREAS OF IMPROVEMENT:
 Improve interpersonal skills
 Use critical thinking
 Adapt to situations
 Build leadership skills
 Resolve conflicts
 Gain a sense of teamwork
 Emotional Intelligence
 Confidence Levels

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