Anubhav'12 Internship Experience

Anubhav’12 Internship Experience MHRM IIT Kharagpur

AN EXPERIENCE THAT COUNTS EFFECTIVE  For all the fledglings who will be witnessing their first taste of an HR based internships, this will serve as guiding light. It would load them with the necessary arsenals which are otherwise not found in the textbooks or any documented literature.

With this idea as the background, a comprehensive questionnaire was designed so that all the pertinent issues are discussed. This initiative, though in its initial stage will go a long way in conveying the tips and techniques used by the seniors.

“Accept what life offers you and try to drink from every cup. All wines should be tasted; some should only be sipped, but with others, drink the whole bottle.”

-

Paulo Coelho

RESOURCE AND TECHNICAL SUBJECT REQUIRED

Words of Wisdom We want you to enjoy every day of your internship with us and want you to develop professionally as well as personally.

That's why we don't just throw you in at the deep end. You can rely on the support and experience of an ever-expanding network of people that you will get to know at Deloitte.

They all went through the same learning stages as you and are more than happy to help you. To make starting easier, we assign two experienced advisors to you right from your first working day, who you can completely and fully rely on.

Deloitte

Resources used to find internship

Internship Resource 7 6 5 4 3 2 1 0

Resource Used

Subject knowledge helpful in internship  Research Methodology  Organizational Structure and Dynamics  Individual and Group Dynamics  Human Resource Systems  Talent Management  Managerial Competencies and Career Development  Statistics  Marketing  Performance Management  IT Lab (Excel and SPSS)

MHRM IIT KGP

Anubhav’12

PROJECT OUTLINE & RESPONSIBILITIES

Words of Wisdom Summer internships ideally provide exposure to the working environment,

Anubhav’12

Details about Project outline and additional responsibilities

Company Name : Tata Steel, Domain: Job Rotation and Career Jamshedpur Planning  Analysis of employee movement data to measure the effectiveness of Job Rotation at Tata Steel and the reason where it was not very effective  Identification of problems faced by the employees with respect to their Career Planning  Recommended solutions based on the above inputs

new skills, new connections and the opportunity to gain valuable experiences to help shape the next phase of a student’s career.

Every career path is different. That’s why we help you design your own. We’ll provide the training, coaching and

Company Name : PwC Domain: Alumni Engagement  The project aimed at developing 'Alumni Outreach Programme’ for PwC, India.  Tasks performed  Designed, distributed and analyzed ‘Alumni Engagement Survey’ to determine which type of tools, events, learning opportunities, and other communications will be of most value to the alumni.  Created dynamic Alumni Dashboard for data analysis and real-time report generation.  Gained understanding of PwC Global Alumni program and identified its feasibility in Indian context.  Strategized Alumni outreach approaches, Organizational branding and communication for improving effectiveness.

experiences that allow you to build relationships and take advantage of career opportunities — at PwC or beyond.

-

MHRM IIT KGP

PWC

Company Name : Altisource Domain: Strategy and Analytics Business Solutions, India Pvt Ltd  Analyzed attrition data and devised predictive model for managers to curb attrition  Designed dynamic HR Dashboards for the Attrition analysis for real time reporting requirement  Strategized on incentive and compensation planning based on HRD standards and current market correction data  Designed Employee engagement approaches, Organizational branding and Assessment centre for talent pool creation  Conceived and Implemented transparent and cost effective communication channel called the zerohour.com the internal portal for all HR related communication and employee grievances

PROJECT OUTLINE & RESPONSIBILITIES

Words OF Wisdom “We

look

candidates

for

who

bright

are and

hardworking, but other leadership qualities are just as important. We need people who are strategic,

results-

oriented thinkers who thrive on teamwork.

We need people with a global mindset to guide Mahindra

in

expanding

our global

influence. We

are

dynamic and rapidly growing;

we

need

young,

innovative

leaders to take us into new territory.”

-

Anubhav’12

Details about Project outline and additional responsibilities Domain: Strategy and Employee Company Name : Mahindra & Mahindra Ltd, Group Corporate Engagement HR  I was supposed to identify strategies for Creating Employee Brand Ambassadors by implementing the Mahindra Leadership Competency of "Weaving Passion and Energy at Work" This involved the following:  Preparing a questionnaire. This first involved the identification of broad buckets (categories) for data collection. Then formation of appropriate questions under each of the bucket.  Primary data collection i. Internal benchmarking - Interviewing the sector HR heads of companies within the Mahindra group like Mahindra Auto and Farm Equipments, Mahindra Retail, Mahindra Satyam, Club Mahindra, Tech Mahindra etc. In all 18 sector heads were interviewed ii. External benchmarking - Interviewing senior HR managers of other companies.  Secondary data collection: Collecting data about top 20 companies listed on GTPW and top 10 global brands and classifying them under the appropriate bucket identified.  Gap Analysis  Recommendations and Implementation plan Additional : Did secondary data collection for a Talent Management related project, though it was outside the scope of my project

Mahindra Group

Company Name : Jindal Steel and Power Limited

Domain: Organization Development

Intervention and Exit Analysis

• •

Four minor projects carried out during Internship: Exit Analysis 2010-11complete study and analysis of Exit forms of 142 Employees (Career Group of Trainee and above).

• Organization Development: Worked on Suggestion Scheme and SMILE -Self Motivated Individuals for Learning & Empowerment which are OD interventions used in JSPL for Employee Motivation and Recognition.

Data collection, data entry, separation of files as per department and the award distribution was done by me.

• Redesigning Appreciation Cards for Spot Awards: SPOT Awards at JSPL are to accord instantaneous recognition for a job well done.

Designed them for the new core values of the organization.  SPARSH- Annual HR Bulletin of JSPL Raigarh: Completed two sections (Competence Building and Culture Building) of the magazine. Also collected data, compiled all the sections along with the process flowcharts, photographs and annual statistics

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Company Name : PwC Domain: Alumni Engagement  The project aimed at developing 'Alumni Outreach Programme’ for PwC, India.

PROJECT OUTLINE & RESPONSIBILITIES

Words of Wisdom Working with some of our firms' leading global national clients,

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Details about Project outline and additional responsibilities Company Name : vizag steel

Domain: corporate social responsibility

 Operations, analysis & Feedback of CSR activities, evaluating the effectiveness of CSR activities from stakeholders

you will have the opportunity to gain technical knowledge and broaden both your business experience and your worldview.

This is an incredible

Company Name : KPMG Domain: Consulting  Developed Performance Management System using Balanced Score Card (BSC) Approach for a leading Hydroelectric Power Plant in India  Worked on Labour Compliance in Newspaper Establishment

opportunity for tomorrow's global professionals - so if you can demonstrate academic excellence and convince us that you really want to work for KPMG longterm, then one of these

Company Name : JSPL, Raigarh Domain: Training & Development  Evaluated the effectiveness of training program by mapping the KSA improvement and determined its impact on business.  Studied the major factors causing the performance rating distortion of employees.  Devised an online evaluation sheet for the control group to evaluate the learning and behavioral changes in employees after training.

places could be yours.

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KPMG Domain: HR Company Name :BHEL  Preparing Job description & conducting Competency mapping exercise for executive & above level employees.

MHRM IIT KGP

PROJECT OUTLINE & RESPONSIBILITIES

Words of Wisdom We help companies realize the value of their most strategic asset — their workforce, so we know from experience that the lifeblood of every company is its employees. In order to attract and keep the best employees, we've created a culture of innovation, collaboration, and respect. From new graduates to experienced professionals, Kronos employees thrive in an atmosphere that promotes the sharing of ideas across cultures, generations, and job descriptions. Here, we encourage people to share experiences and work collaboratively.

-

Kronos

MHRM IIT KGP

Anubhav’12

Details about Project outline and additional responsibilities

Company Name : Kronos inc.

Domain: Workforce management consulting  Kronos inc, a US based IT Product company, set up their India office in 2007.

Kronos specializes in workforce management solutions. In the summer is 2011, Kronos hired me as a summer intern. Kronos, then in 2011, wanted to enter the retail and logistics industries of India. My project was to understand the above mentioned industries and recommend Kronos on how and when to enter these industries. I prepared the survey questionnaire, met prospective clients of Kronos. Based on the findings I made a report and provided recommendations.

Company Name : PwC Domain: Consulting  Performed Job Evaluation of Executive Assistants to Partners of the organization. Interviewed the EAs and came up with the Job Description with the variations based on Location, Line of Services and Complexity of the Office handled.  Determined current Partner to EA ratio in the organization and did a study on the utilization of the EAs  Suggested the Training and Development needs for the EA group

Company Name : ING Vysya Domain: Talent Acquisition & Strategy  Campus Hiring and Branding strategy of ING Vysya for the year 2012-13.  Internship Hiring strategy and centralization of the process with PPO evaluation process.  Automation of external hiring practices with People Soft – HCM.  Revamping of ING Vysya Career Page after a detailed comparative analysis with other banks.  Social Media Hiring & FAC – Fone a Career Detailed analysis and scaling up process.

APPROACHING REPORTING MANAGER

Words of Wisdom We are seeking individuals who are strong communicators, confident, driven and committed to

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suggestions to approach the reporting manager during internship  Don't expect to walk into the office of your mentor and tell him what's wrong with the way he's running his office. Accept the fact that s/he knows a lot more than you about the organization, and if things are a certain way, there is a reason for it.  Respect their busy schedule; they may not give you enough attention.

work with our

 Ensure to schedule meetings, drop in mails in regular interval (weekly) citing the progress of your project.

team to provide

 Solicit a one-to-one meeting if possible to clear stand-offs.

clients with market leading advice.

We have very high expectations and would entrust you with as much responsibility as you can handle from the start.

Wherever you join us, you join as a valued member of the team, working alongside our highly regarded professionals Barclays

 Lunch hours, coffee breaks can be best time for small talks.  You need to have enthusiasm and willingness to learn anything and everything. If you don't have it you can't fake it for two complete months. There will be ample amount of learning in each and every project (even if it may sound trivial)  Don't just sit content with what work they have given you, you need ask for more, take initiatives, and think out of the box. In 99% of the cases you will have to chase your manager to give you quality work.  First study the nature of your reporting manager. Whether that person is a kind of a person who will give you freedom in your work or if that person will closely monitor what you are doing. In case there is very little control from manager, the onus is on the intern to have a discipline and keep working. However if the manager is the kind of a person who will want regular updates, you have to ensure that you let them know politely whenever you feel that they are micro-managing. Otherwise you'll end up giving status updates every 2 hrs :)  You must be keen to learn. In the beginning of the training try to know more about HR practices of organization and whatever project has been assigned to you. And you must also share with reporting manager what exactly you expect from training, especially in manufacturing sector. Otherwise two months end up without any learning and doing day to day office work.  Whenever you are meeting your manager, make sure you are discussing viable options rather encountering problems in the project  Don’t take the managers for granted.

MHRM IIT KGP

DO’S & DONTS

Anubhav’12

The do's and don'ts for the internship

Words of Wisdom We believe that each summer trainee makes valuable contribution to the

Do's  Be proactive, creative and get involved in anything and everything you can get hold of.  Walk the extra-mile to show your potential and eagerness to learn.  Communicate: listen more and express your ideas with a plan of execution.

organization in the

 These two months can make or break your career take it seriously.

period that the

 Try to do something differently to make your presence felt

individual is here.

The types of projects that we offer are live, challenging and meaningful to the trainee as well as for the company.

Asian Paints

 Be focused in terms of what you learned and your contribution in completing the training project.  Try to relate various HR practices with classroom study. This is important because companies do ask technical HR questions during final interview. Bell Curve, Motivational Theories, Various psychology concepts (test done during Lab classes), Labor laws.

Questions are not direct but idea is to check your basic knowledge  Even if you don't get much chance to learn during training time.

Study more about the topic before final placement and write accordingly in your resume.

Don'ts  Do not hold back saying you do not know (ask for time and Google it)  Don’t discuss the manager with other interns or employees. You never know who'll turn out to be whom  Don't try to do too many things in the two months, but whatever you do, back it up with solid data/research.  Every company has their basic rules so follow them  Don't just restrict yourself to your project and team. Go out and learn about the company, its business also networking with people is very important.  Remember your actions may not harm your reputation as much as the IIT's or MHRM's.  Dress formally and look formal right from hair to shoe polish  Never indulge in chit chats at canteen during office hours  Never discuss about PPO until and unless it is during your final presentation

MHRM IIT KGP

RECOMMENDATION POST INTERNSHIP

Words of Wisdom “We require students

Anubhav’12

How to approach for recommendation post internship  First and foremost you should have done quality work during

who are able to

your internship, work that has helped the organization in

demonstrate a

saving time/money.

passion and enthusiasm for their chosen technical area. We are seeking only those who are

 Ask for constant feedback of your work during the internship to know your manager's expectations and also to improve your performance.

keen to work as part of a team and who will bring new ideas

 Build a rapport with your manager, recommendation will follow.

and ways of approaching the complex issues and

 Be in touch with your reporting manager. Add them through LinkedIn and send a request for recommendation.

problems we face every day.”

IBM India

 When requesting for recommendation, be sure to mail the manager the latest version of your resume. This will help the manager to get a better understanding of your background and achievements.  Try to send e-cards or mailers for important festivals.  Around Nov, give manager a call and try to find out if there are any possibilities of a PPI. Don’t talk about PPO directly instead ask about PPI.

MHRM IIT KGP

FINDING OFF-CAMPUS INTERNSHIP

Words of Wisdom “Along with strong

Anubhav’12

Tips to look for off-campus internship/live project  This is totally based on your HR network.

academic performance and analytical skills it's

 Develop networks on LinkedIn and make sure your profile is up to date

just as important that you have the confidence and credibility to build relationships with clients, and possess

 If you have some good contacts in nearby places like Kolkata, you may pitch in for live projects.  Best is selecting the sector where you want to work. Then

excellent

list the companies where you would like to do your

communication

internship. Many companies have internship programs for

skills. You would

which you can apply online. Visit their sites and apply.

be expected to work well both

 For example, Barclay's global leadership program's registration started 20th Aug. 2012

independently and effectively in a team, while

 A better cover letter with a presentable resume always helps.

exhibiting the highest commitment to integrity and ethical decisionmaking. “ Citibank

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 Target for new start-ups, NGOs, Referrals (Have faith on your friends and few fools).

INTERNSHIP PRESENTATION

Words of Wisdom “A career in the

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Points to be considered while making the internship presentation  Don't get into too much detail during the presentation. Highlight

PepsiCo

your findings and recommendations. If they ask for the details,

organization is

only then go for it.

intended to be an accumulation of challenging

 Know your audience: For Corporate Executive keep it short with emphasis on detailed execution plan.

experiences over the course of many

 For Academics: "They want it all"...

years – with each experience

 Keep it short and simple. Company people don't have time and

contributing to the

interest to see what you have learnt. They mean business and you

growth of the

show them what value you have added to their organization.

individual and organization. Our

 It needs to be completely different from academic presentations in

objective is to

the sense that you should emphasize upon data analysis and

match great talent

recommendations rather than theoretical details.

with important opportunities to

 Stick to company format. Make it a little lively with pictures, animations, videos and charts at appropriate places

build our business.”

 Don’t try to put everything in your ppt’s. Put the graph, chart or Pepsico

any examples to justify your finding or recommendation.  Precise, show what did you do, how will it impact, how business will gain

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