DECLARATION

I CHIRANJEEVI M , hereby declare that the Internship report on “QUESS CORP LIMITED
(INDIA)” Prepared by me under the guidance of MISS. RESHMI ,PROFFESOR OF
ADAVANCED FINANCIAL MANAGEMENT , SRI SAI RAM DEGREE COLLEGE ,
Bangalore and external assistance from Mr. MANU KUMAR V (Executive HR and Admin). I
also declare that the internship is undertaken by me after the sixth semester of Bachelor of
commerce (B.COM) is as per the curriculum requirement and the regulations stipulated by
Bangalore university , Bangalore. I have undertaken this internship program for a period of four
weeks from (25th March 2024 to 25th April 2024). I further declare that this internship is based
on the original study undertaken by me and has not been submitted for the award of any
degree/diploma from any other University/Institution.

Place: Bangalore Name: CHIRANJEEVI M

Date : REG NO: U03LP21C0040
 Acknowledgement
I would like to express my sincere gratitude to everyone who has contributed to the successful
completion of my internship and the preparation of this report.

First and foremost, I am deeply thankful to Mr. Manu kumar V, my internship supervisor, for
providing me with invaluable guidance, support, and encouragement throughout the internship.
Your expertise, mentorship, and feedback have been instrumental in shaping my learning
experience and enhancing my professional skills.

I extend my heartfelt appreciation to the entire QUESS CORP LIMITED , team for welcoming
me warmly into their midst and for creating a conducive learning environment. Special thanks to
Nayana and Kaveri for their assistance, cooperation, and willingness to share their knowledge
and experiences.

I am grateful to Reshmi , my academic advisor, for providing me with valuable insights and
guidance before and during the internship period. Your support and encouragement have been
invaluable in helping me navigate challenges and make the most of this opportunity.

I would also like to thank SRI SAI RAM DEGREE COLLEGE, Bachelor of Commerce , for
facilitating this internship opportunity and for their continuous support throughout my academic
journey.

Last but not least, I want to express my deepest gratitude to my family and friends for their
unwavering support, encouragement, and understanding throughout this endeavor.

I express my sincere and hearty thanks to Mr. Naveen (HR manager) and Mr. Manu Kumar V
(Executive HR and Admin) of the esteemed organization for their suggestions and
encouragement given to pursue this internship successfully.

Thank you all for your support, guidance, and encouragement. I am truly grateful for the
opportunity to learn and grow during this internship experience.

CHIRANJEEVI M
 INDEX
Sr No. Topics Page no.
1. Executive summary
2. Chapter-1 introduction and
oragnizational profile
3. Chapter-2 Design of the study
4. Chapter-3 Discussion/work
discription
5. Chapter-4 learning outcomes
 Executive Summary
This executive summary encapsulates the comprehensive internship experience in the field of
Human Resources (HR) undertaken by CHIRANJEEVI M at QUESS CORP LIMITED . The
internship, spanning one month , was designed to provide practical exposure to various facets of
HR management and operations within a dynamic organizational setting.

The primary objectives of the internship were as follows:

1. Learning Objectives: To gain hands-on experience in diverse HR functions including

recruitment, training and development, employee relations, and performance
management.
2. Skill Development: To enhance essential HR competencies such as communication,
interpersonal skills, problem-solving, and decision-making.
3. Understanding Organizational Dynamics: To comprehend the role of HR in supporting
organizational goals, fostering a positive work culture, and managing human capital
effectively.

Throughout the internship, active participation was observed in a range of HR activities,

including:

4. Recruitment and Selection: Involvement in candidate sourcing, screening resumes,

conducting interviews, and assisting in the selection process.
5. Training and Development: Contribution to the design and delivery of training
programs, as well as participation in employee development initiatives.
6. Employee Relations: Handling employee inquiries, grievances, and facilitating
communication between management and staff.
7. Performance Management: Assisting in performance appraisal processes, data analysis,
and feedback mechanisms.

Key findings and achievements from the internship experience include:

8. Practical Application of HR Concepts: Application of theoretical knowledge to real-

world HR scenarios, resulting in effective problem-solving and decision-making.
9. Enhanced Communication and Interpersonal Skills: Improvement in communication
skills through interactions with colleagues, managers, and external stakeholders.
10. Exposure to HR Tools and Systems: Familiarization with HR software, databases, and
tools utilized for recruitment, payroll, and performance management.

Based on the internship experience, the following recommendations are proposed to enhance HR
internship programs:
 11. Structured Internship Plan: Develop a structured internship plan outlining learning
objectives, tasks, and milestones to guide interns throughout the program.
12. Mentorship and Supervision: Assign dedicated mentors to provide guidance and
support to interns, facilitating their professional development.
13. Feedback and Evaluation: Implement regular feedback sessions and performance
evaluations to assess intern progress and provide constructive feedback for improvement.

In conclusion, the HR internship experience at QUESS CORP LIMITED has been instrumental
in fostering professional growth, skill development, and a deeper understanding of HR practices
and principles. The practical exposure gained during the internship has laid a solid foundation for
future career aspirations in the field of Human Resources.
 CHAPTER-01
INTRODUCTION AND ORGANIZATIONAL PROFILE

Company Profile

Quess Corp Limited (Quess) is India’s leading business services provider, leveraging our extensive
domain knowledge and future-ready digital platforms to drive client productivity through outsourced
solutions.

We provide a host of technology-enabled staffing and managed outsourcing services across processes
such as sales & marketing, customer care, after-sales service, back office operations, telecom operations,
manufacturing operations, facilities and security management, HR & F&A operations, IT & mobility
services, etc.

Our passion for delivering exceptional services, augmented by proprietary digital platforms, has
strongly established our credentials as India’s largest employer in the private sector and the biggest
integrated business services provider in the country. With 550,000+ employees spread across 9
countries, we serve over 3,000 clients. We are proud to achieve this success as a 15-year old start-up.

A core value driving our business is constantly making the workforce more productive. Our business
strategy is aligned with this, including training and skill development for better employability, helping
job seekers easily find employment opportunities, digitising workflows, and providing social security
benefits to a wider employable population.

Established in 2007 and headquartered in Bengaluru, Quess today has an unmatched geographic
presence and scale with more than 96 offices across India, South East Asia, North America and the
Middle East, backed by technology intensity and domain specialization to create exceptional service
experiences.
 BOARD OF DIRECTORS

Sanjay Anandaram , the founder of Quess Corp, is an entrepreneur who over a period of 20
years, has been involved in creating market-leading enterprises in the business services sector in
India. At Quess, and under his leadership, the Company is now a 5,11,000+ strong family, with
~US$ 2 Billion in revenues, and has accelerated the transition of informal jobs to formal
platforms, helping bring financial and social security to many not-so-privileged sections of
Indian society. His initiatives in transformative deals, with a focus on operational efficiency and
business development, have helped Quess scale rapidly. All these attributes culminated in
Fairfax investing in Quess in 2013, and it continues to be the single largest shareholder of Quess.
Socially committed, he set up Care Works Foundation, which today supports over 13,500
students across 75 schools. His strong social commitment to the larger cause is demonstrated in
the partnership with the Indian Institute of Science (IISC), Bangalore to set up The Isaac Centre
of Public Health (ICPH). Along with Fairfax and Quess, he has also anchored the establishment
of a pediatric specialty center in CMC Vellore. A gold medalist in PG-HR and a British
Chevening Scholar from Leeds University, he has worked for 10 years in leadership roles in the
private sector including companies like Adecco, IDFC, Godrej and Boyce, before becoming an
entrepreneur in the year 2000. He serves on the Board of Allsec Technologies, Net Resources
Investments and Isaac Enterprises LLP. In addition, he serves on the Board of Governors of the
St. Joseph’s University in Bangalore.
Revathy Ashok is the Executive Director and Group CEO of the company. A founding member,
he was the fourth employee of the company. He has more than 25 years of industry experience,
including leadership roles at GE Health, Hewitt Associates and People One Consulting. Over the
years at Quess, he has built the Work Force Management Platform to be an industry-leading one,
set up the Shared Services Centre, integrated the Asset Management Business, and has been part
of the team that takes key decisions at the corporate level. A natural leader, he has keen interest
in photography and restoring Vintage vehicles.

We are delighted to have a home-grown leader come on board as the next ED & CEO of the
company. Guru’s journey with us as one of the founding members, leadership across businesses
during the growth & consolidation phase of Quess and his exceptional track record makes him an
outstanding choice to further accelerate our business transformation and shape our culture. His
priorities will be to develop our market share, enhance margins through technology adoption and
discover value for our shareholders in our digital assets,” said Ajit Isaac, chairman, Quess Corp.

Quess is a very special organization for me with a deep commitment to creating long-term
shareholder value, customer delight & continuing a culture of innovation and entrepreneurship. I
look forward to working with our exceptional team, to continue the institution building process
at Quess, and further enhance the company’s contribution to the societies in which we operate,”
said Guru, Group CEO & ED, Quess Corp.
 Quess Foundation
Quess Foundation is the CSR arm of Quess Corp Ltd. With its core efforts tilted towards
education and health – the central pillars of a socio-economically strong nation – Quess
Foundation is building accelerators to attain a better, brighter future for the children of
tomorrow.

Quess Foundation is working towards holistically improving the quality of education for the
weaker sections of the society. We do this by focusing not only on the physical environment
where learning happens but also on the way stakeholders of the school interact with each other.

We adopt and transform schools with the awareness that differences reside even in a single-mile
radius. Every community, locale, and school, is unique in its organization, administration, and
function.

In our view, since there are no readymade solutions for the unique problems of each school, there
can be no quick fixes either. Thus, to ensure that the relevance of our impact is maintained over
decades, we run three flagship programmes to improve the quality of education, sanitation, and
health at the ground level.

We provide a host of technology-enabled staffing and managed outsourcing services across

processes such as sales & marketing, customer care, after-sales service, back office operations,
telecom operations, manufacturing operations, facilities and security management, HR & F&A
operations, IT & mobility services, etc.
 School Enhancement Programme

Quess Foundation is working towards holistically improving the quality of education for the
weaker sections of the society. We do this by focusing not only on the physical environment
where learning happens but also on the way stakeholders of the school interact with each other.
We adopt and transform schools with the awareness that differences reside even in a single-mile
radius. Every community, locale, and school, is unique in its organization, administration, and
function. Since 2014, we adopted 75 government schools across Karnataka and Tamil Nadu,
and has benefited 65000+ children in adopted schools.

At Quess Foundation, we have partnered with the Karnataka Government to develop a

comprehensive School Enhancement Programme. This programme consists of 5 tenets – namely,
student enrichment, school upgradation, health and well-being, teacher mentoring, and
stakeholder engagement. The programme intends to holistically improve the standard of health
and education at the school level.
The Joy of Giving is an annual collaborative program that raises financial aid and volunteer
support for schools adopted by the foundation.

Quess Foundation is working towards holistically improving the quality of education for the
weaker sections of the society. We do this by focusing not only on the physical environment
where learning happens but also on the way stakeholders of the school interact with each other.

We adopt and transform schools with the awareness that differences reside even in a single-mile
radius. Every community, locale, and school, is unique in its organization, administration, and
function.

In our view, since there are no readymade solutions for the unique problems of each school, there
can be no quick fixes either. Thus, to ensure that the relevance of our impact is maintained over
decades, we run three flagship programmes to improve the quality of education, sanitation, and
health at the ground level.

employees as well. It is a way to strengthen our efforts from within the company itself while at
the same time enabling employees to find a sense of purpose in their work.

Lack of inclusivity in society can permanently damage a child’s self-esteem, especially when the
differences pull the child back and delay their speed of growth. For children with physical
disabilities and cognitive issues, we distributed assistive devices and ensured that hurdles were
reduced in their learning process.
Additionally, we raised funds, spent quality time, and donated to children with special needs
living in rural parts of Karnataka.

Under the student enrichment project, we aim to accelerate and enhance the development of
students across the board.

Child development is a sensitive stage that can be influenced by many factors. We ensure that
only a positive impact is left on the students for the rest of their lives, by focusing on aspects that
go beyond just academic learning.

While academic learning is boosted through changes in instruction methods and educational
services, holistic development is achieved by building opportunities for maximizing their
potential outside the classroom.

Resources are invested in encouraging students to develop new interests and build skills that can
create ripples of impact in the world at large.

The aims of this project are achieved through:

1. Digital Learning Program

Given the pervasiveness of under-resourced schools in India, with some lacking even basic
facilities like teachers and digital tools, Quess Foundation has taken the initiative to develop
programmes such as TABLAB and computer learning.

2. Scholarship: Recognizing Young Talents

we give a leg up to the meritorious students of government schools. By giving them the
resources to complete their education at the post-graduate level, we encourage undisrupted, equal
participation in the learning process regardless of differences in backgrounds.

Our scholarships are further supplemented with a one-on-one mentoring program that builds
resources for students even outside the monetary purview. We empower youth with the tools of
confidence and self-reliance as well as professional guidance, evaluation, and orientation.
3. Educational Kit

A child’s right to education is incomplete without access to appropriate educational supplies.

Exercise books, textbooks, notebooks, and school bags are all essential needs for a student.
Quess foundation thus, steps in to make sure that every single child seeking education has access
to these supplies.
4. Remedial Education

Helping students is a process that requires people to view things from a variety of perspectives.
It’s not just about providing resources and tools that can make education accessible, but also
about the way it is delivered. So besides equipping students with the educational necessities they
need to succeed in their learning process, Quess Foundation supports teachers and children
through adaptive instruction.

During the pandemic, when the schools shut down and learning was interrupted, millions of
children faced a gap in their learning and a loss of education they had already acquired.

From mental health and concentration to social skills and confidence, multiple issues arose in the
wake of the nation-wide lockdown. Children from economically disadvantaged sections of
society suffered especially during the pandemic. Those who were without any digital tools,
specifically students from government schools, completely lost touch with any online education
initiatives that may have been undertaken during the period
1. The People Company

Diversity & InclusionAt Quess, we believe that what benefits society benefits us. Our business
initiatives and ESG principles reflect this. Our people are our core strength. Diversity and
inclusion are critical to representing and utilizing the collective strengths of society. To this end,
we have taken steps to increase the representation of women in our workforce to over 92k
women employees, with 28% in Core and 18% in Associate roles. Our efforts include targeted
hiring and mentoring programs like QWEEN, GROW2.0, and Return to Work. We have also
been recognized for our highest e-nomination filed by female employees. Our Equal
Employment Opportunity Policy creates a fair and equitable workforce where everyone is valued
and given equal opportunities for development. We have 6.6K active People With Disabilities
(PWD) deployed across 9 disabilities to promote diversity and inclusivity while delivering
excellent customer service.Mobilizing talent for Secure jobs

Quess is committed to creating a more equitable and sustainable workforce. Over the years, our
organization has experienced remarkable increase in employee headcount and has reached over
500k in FY23, catering to the needs of 3K+ clients across 4 platforms. Looking ahead, with the
ongoing formalisation of the Indian economy, we anticipate significant workforce migration
from the informal to formal sector in the next decade. Our emphasis on inclusivity, coupled with
our digitization initiatives enabled us to connect with 190K+ individuals from region beyond
Tier 1 and Tier 2 cities. In FY23, we were able to extend our social security benefits to 234K+
additional employees.Digitizing job discovery

We are accelerating the digitizing job discovery, which involves leveraging digital technologies
and platforms such as QJobs and Foundit to provide job seekers with innovative tools and
resources for finding employment opportunities more efficiently and effectively.

Our innovative features such as video resumes, resume writing, interview mentorship, etc. helps
job seekers to create enhanced content for introducing themselves and showcasing their skills
and experience. These platforms have been made available on multiple devices and in various
Indian languages, making it easier for users from different region to use these platforms. QJobs
is specific for blue-collar job seekers, and is facilitating over 8.8 milllion recruiter candidate
interactions with 5.7 million active job openings. While our whitecollar employment platform

Foundit, (formerly Monster) has experienced significant growth, with it’s recruiter searches
crossing over 7.9 million in the past year
2. Responsible Citizen

ESG beyond organizational boundariesorder to ensure that our business operations are aligned
with ESG principles, we expanded our focus beyond internal policies and practices to include
our vendors. As a part of our vendor onboarding process, we requested their commitment to ESG
values and adherence to our code of conduct policy. We are working towards achieving 100%
new ESG compliant vendors. Additionally, 23% of our materials were directly sourced and
obtained from MSMEs, indicating our commitment to support and empower local
businesses.Societal Impact

We are committed to making a positive impact on society through our CareWorks Foundation
(CWF), particularly in the areas of health and education. Our primary objective is to promote the
well-being of the community by initiatives that support the development of a healthy and
educated workforce.

A comprehensive Corporate Social Responsibility (CSR) program that encompasses five distinct
programs, Student Enrichment, School Upgradation, Health and Well-being, Teacher Mentoring,
and Employee Engagement implemented across Karnataka and Tamil Nadu. For detailed
information of our CSR initiatives and impact, refer CSR section of this Annual

3. Environmentally Conscious

N.5Million+T.5K+kgs.3K+kgs.VMillion+devices repaired/refurbished by Digicareof paper

waste responsibly disposedof E-waste responsibly disposedsq. ft of green space maintainedBy
nature of the services provided by Quess Corp Limited, we are organically a low carbon intensity
business. However, we are committed to further reducing our environmental impact and
promoting sustainability in all our operations. To achieve this, the company has implemented
various measures to minimize waste, reduce energy consumption, and promote the use of eco
friendly materials. We have implemented waste management initiatives to minimize the amount
of waste generated and promote sustainable waste disposal practices. 7.5 K+ kgs of paper waste
and 7.3 K+ kgs of E-waste disposed in an environmentally responsible manner. Our

Digicare business repairs and refurbishes electronic devices. This helps to extend the life of
electronic devices and reduce e-waste. Over 1.5 million devices repaired/refurbished by Digicare
serves as a measure of the company’s success in reducing electronic waste.Quess has committed
to setting near-term GHG emission targets through the ScienceBased Targets initiative (SBTi).
Our subsidiaries, QITS, Terrier, and IFMS are certified with ISO14001:2015, Environmental
Management Systems. Further, we have maintained 9.9 million+ Sq.ft of green spaces across
India in FY23 which helps in promoting biodiversity and mitigate the urban heat island
effect.We are committed to sustainable practices and have recently concluded a comprehensive
organizationwide exercise to record Scope 1, Scope 2, and Scope 3 emissions. This exercise is
carried out for our Indian operations and subsidiaries. By calculating the total emissions of the
company, we are able to identify areas of improvement and develop strategies to reduce its
carbon footprint. The exercise involved collecting data from various sources, including fuel,
refrigerant and energy consumption records, and travel data. Our total emissions for the

4. Trusted Institution

Corporate GovernanceWe are committed to upholding high standards of corporate governance in

all our operations. The company has implemented various measures and policies to ensure
compliance with relevant laws, regulations, and ethical standards.

The company has implemented policies related to various aspects of corporate governance, such
as code of business conduct and ethics, Prevention of Sexual Harassment (POSH), anti-bribery
and corruption, whistle blower, customer service, risk management, IT security, health and
safety, and grievance redressal.

These policies are designed to promote business ethics and ensure compliance with relevant laws
and regulations. The company has a zero-tolerance policy for any violations of its policies, and
any cases of noncompliance will be promptly addressed. This ensures that the company’s
operations are conducted in a responsible and ethical manner.Kindly visit for our Corporate
Governance policies: https://www.quesscorp.com/corporate-governance/ In an effort to promote
and uphold good governance practices, our board subcommittees, such as Audit Committee,
Ethics Committee, CSR (Corporate Social Responsibility) Committee, Stakeholders

Relationship Committee, Risk Management Committee, etc. These sub-committees have the
responsibility of ensuring that our policies are implemented with integrity and that all necessary
corrective actions are promptly taken.Security and Data PrivacyOur company has recognized the
significance of information security and data privacy within the organization, and as such, we
have taken several measures to ensure the safety and security of our data. We have information
security and data privacy policies that outline detailed guidelines and processes to ensure
compliance and security as we continue to grow our digital presence. Further, all employees
annual signoff on these policies through mandatory digital training sessions.

Our Privacy Statement published on our website (https://www.quesscorp.com/privacy-

statement/) outlines how personal information is collected, processed, stored and transferred.
Further, the data privacy rights of various stakeholders such as Candidates, Customers, Vendors
& Shareholders are clearly outlined for greater transparency across all our businesses and
platforms.To ensure the security of our critical applications and the protection of our remote
workforce, we conductVAPT (Vulnerability Assessment Penetration Testing) to constantly
identify and address any vulnerabilities of our applications. Additionally, we have moved all our
applications to a cloud environment, ensuring that our business can operate seamlessly in remote
areas. We have also deployed Security Information and Event

Management (SIEM) tools to monitor and secure our network against both known and unknown
threats. Furthermore, to oversee our cybersecurity efforts, we established a 10+ member council
chaired by our Chief Digital Officer, respectiveplatform and business IT Heads which meets
quaterly to assess and improve our security posture and protocols.The company conducts regular
IT audits and ISO certifications to ensure that all our systems are secure

MANAGEMENT DISCUSSION & ANAiYSIS

1. Indian Staffing Federation Annual Report: Flexi Staffing Industry 2023

2. Deloitte, 2023 Technology Industry Outlook:

https://www2.deloitte.com/us/en/pages/technology-media-and-
telecommunications/articles/technology-industry-outlook.html

3. Nasscom, 2023: https://www.nasscom.in/knowledge-center/publications/technology-sector-

india-2023-strategic-review

4. India Digital Business Strategies, 2022:

https://www.idc.com/getdoc.jsp?containerId=prAP49919022Industry OverviewIndia continues
to be the world’s fastest growing major economy and is now the most populous nation with more
than 1.4 billion people.Economic growth: After two years of disruption due to COVID-19,
India’s GDP grew 7.2% in FY23, following 9.1% growth in FY22 on a low base. India is
projected to grow at 6-6.8% in FY24 on the back of rebound in private consumption, higher
capital expenditure and strengthening of corporate balance sheets. Shift towards formalisation:In
India, formal employment is estimated at 15% and the rest is informal. The transition underway
from informal to formal will create huge opportunity for staffing firms along with the yearly
addition to the labour force.

Capex push: The Indian government has raised its capital expenditure by 33% to `10 trillion for
FY24. Capital spending has increased on infrastructure and new investment is being sought
through production-linked incentives.

Manufacturing push:Driven by China+1 imperative many MNCs are diversifying their

manufacturing base and India is a prime contender for such investment. Since these will be large
investments focused on economies of scale, they will generate corresponding employment. The
government’s infrastructure push should feed into creating last mile connectivity for these
proposed global units.
Emergence of Tier II & Tier III:

Work from Home has enabled the rise of Tier II & Tier III cities and catalysed the geographical
expansion for many companies especially in the IT sector. Global capability centres will follow
their footsteps due to lower operating cost and lower attrition.Workforce ManagementGeneral
Staffing The general staffing industry provides manpower services by helping to match qualified
candidates with companies that have job openings across sectors like e-commerce, retail,
telecom, manufacturing etc. They provide services across blue collar, grey collar and entry-level
white-collar jobs. India has emerged as one of the largest countries for flexi staffing in the world
with a market size of $12 billion. As per Goldman Sachs, temporary staffing could account for
10% of India’s formal employment by 2025. The industry is expected to grow 2x by FY26 and
5X in the coming decade to $60 billion.

According to the Indian Staffing Federation 2023 annual report1, about 100 members of the ISF
employ 1.44 million flexi workforce. The staffing industry saw 14% year-on-year growth in
FY23 compared to 21.9% in FY22. The industry (ISF members) added approximately 0.18
million flexi-jobs to India’s formal employment sector in FY23. As the economy evolves, the
organised staffing market in India is expected to grow at a higher speed and benefit larger
compliance adherent players. Furthermore, the combination of China +1, PLI scheme, larger
manufacturing presence in India, lowest tax rate for the manufacturing sector will lead to India
becoming a large manufacturing hub and this transition will continue for decades. IT
StaffingGlobally, the economic slowdown has affected the technology industry. The total global
technology spend for CY22 stood at $4.39 trillion, a decline of -0.2% compared to the previous
year. The tech industry is likely to continue to grapple with issues around supply chains,
workforce, and innovation, along with macroeconomic and global uncertainties, as per Deloitte’s
Technology Industry Outlook report.2Despite the global headwind, India’s technology industry
revenue is estimated to have crossed $245 billion (8.4% y-o-y growth)
 BUSINESS SEGMENT OVERVIEW
Workforce Management (WFM)

Quess is the leader in the Indian workforce management space with a presence across Asia
Pacific and Middle East offering multiple services including General Staffing, IT staffing, RPO,
MSP and Permanent Recruitment. Over the past 15 years, our biggest strength has been building
and sustaining our reach and scale within the segment. With 73 offices in India and 23 offices
across APAC, ME, North America and Canada, we aim to deliver a seamless service experience
to our clients.

As per SIA (Staffing Industry Analysts), Quess WFM division has been ranked 54th in the world
for 2022, with approximately $1.22 billion in revenue. Our top sectors BFSI, Retail, Telecom,
FMCG and Consumer Durables mirror the economy and are set to benefit from the formalization
in hiring that will follow with the economy projected to grow from $3.75 trillion in 2023 to
nearly $8 trillion in 2030.

As for IT staffing, there is hiring momentum in non-IT sectors and global capability centers. The
former driven by Indian enterprises going digital and the latter by companies in the US and
Europe dealing with the slowdown by outsourcing more to their India centres. An EY report
states that 1,600 GCCs in India have a staff strength of 1.9 million and around 70 new GCCs are
being set up every year. As per EY estimates, by 2030 India could have 2,400 GCCs employing
4.5 million people

Global Technology Solutions

The Global Technology Solutions platform consists of the following:
1. Platform based services,
2. Customer lifecycle management (CLM) solutions,

3. Non- voice BPO solutions, and

4. IT Services.
IT Staffing:

• Pursue opportunity in high and midmargin skills rather than junior and entry level.
• Capitalizing on hiring momentum inGCC and non-IT sectors.

The GTS platform generates 78% of business from India and 22% from North America, with
CLM, Non- voice BPO, IT services and Platform business accounting for 47%, 28%, 10% and
15% of the business, respectively.
The segment posted its highest revenue and EBITDA, with revenue growing by 23% YoY and
EBITDA growing by 11%. This enabled GTS to become the largest EBITDA contributor to
Quess this year, replacing Workforce Manager

Product Led Business

Among our Product Led Business, the newly branded foundit (formerly Monster APAC & ME)
continues to go from strength to strength while the other digital assets gather momentum.
Through sustained investment in technology and people, foundit maintains its standing among
the top 3 job portals in India. It now has candidates from over 18 countries and customers from
over 25 countries.

Foundit

Our job portal witnessed strong growth in Q4 (36% YoY) despite the headwind in recruitment
space. For the full year, revenue growth was 33%. The product enhancement has resulted in
recruiter count crossing 50K while maintaining 90% + CSAT throughout the year. The candidate
experience has significantly improved through product features like adaptive registration flow,
mobile-first design and contextual career guidance. We are excited about FY24 as the core
product continues to grow aggressively and investment made in products in FY23 will start
contributing to revenues.

RISK MANAGEMENT

The risk landscape in the current business environment is dynamically changing, given the focus
on automation and digital transformation. Risks such as Cyber Security, Information Security &
Personal Data Protection, etc. are proactively mitigated through our Risk Management
Framework, which provides for risk identification, evaluation, mitigation, risk monitoring and
reporting. Quess global operations and diversified businesses bring in considerable complexities.
Its robust Risk Management Framework aids in ensuring the strategic objectives of the company
are meet, after carefully evaluating all risks Associated with businesses.

Our framework provides for systematic & proactive identification of risks, by effectively
engaging with Business Leaders, Functional Heads & Process Owners. Through risk
identification and the mitigation thereof, it enables our organisation to boost performance
effectively and provides for timely decision-making. Further, our ERM framework provides for
the identification of strategic.

Our ERM Framework, supported by a robust and dynamic internal control system has the
following salient features
• Our Risk Management Policy approved by the Board, clearly establishes a structured &
disciplined approach to risk

management in order to help guide strategic decision making. The Risk Management Committee,
constituted by the Board and C-suite Executives, review and monitor the progress made on
mitigation plans and provide necessary guidance and direction.

• The Corporate level Risk Management Team, constantly engages with the independent Internal
Auditors, to identifyareas where processes and internal controls need to be strengthened for
better risk management. Audit findings are discussed and reviewed by the Audit Committee of
the Board, including management action plans

• Business-level SOPs and policies together with centrally issued policies, govern the internal
control landscape andenhance our robust risk management processes.

• Periodic Top Management Reports such as Risk Dashboards, Risks Review Reports, Internal
Audit Reports, etc.

Internal Control Systems and their adequacy

The Company has a strong Internal Control System (ICS), aligned to the Companies Act, 2013
and to commensurate with the size, scale and complexity of its business operations. The Board of
Directors has laid down internal financial controls through policies and procedures which are
adopted by the company, for ensuring the orderly and efficient conduct of its business,
compliance with all applicable laws, rulesand directives from any statutory or regulatory
authority, safeguarding of its assets, transactions are carried out with proper authorisation,
prevention and detection of frauds and errors, accuracy and completeness of the accounting
records, and timely preparation of reliable financial information.

Ernst & Young LLP conducts internal audit reviews, with scope and authority defined by the
Board's Audit Committee. To ensure independence, the Internal Auditor reports to the Audit
Committee Chairman. The Internal Auditor monitors and evaluates the company's ICS's efficacy,
compliance with laws, and accounting policies. Management reviews the reports and takes
corrective action to enhance controls. Audit findings summaries are presented to the Board's
Audit Committee.

The Audit Committee comprises of six company Directors, four of whom are independent, in
compliance with Section 177 of the Act. They meet quarterly to review Internal Audit reports
submitted by the Internal Auditor. The Committee scrutinizes and evaluates key audit findings to
ensure robust financial and internal controls, risk management systems, and processes. Regular
audits and reviews reinforce these systems. The internal auditor provides the Committee with
key audit finding status updates quarterly to ensure resolutions are implemented. Deloitte
Haskins and Sells LLP audited our financial statements, issuing a report on our internal controls
over financial reporting, as defined under Section 143 of the Companies Act, 2013, which is
included in our annual report.

Further to the above, the implementation of an internal control framework, as defined under
Section 177 of the Companies Act, 2013 read with Regulation 17 of SEBI (LODR) Regulations,
2015, the Statutory Auditors, along with Audit Committee have opined that the company has, in
all material respects, an adequate internal financial controls system over financial reporting and
such controls operated effectively during the year.

The management believes that strengthening ICS is a continuous process and therefore will
continue its efforts in making controls smarter with focus on preventive and automated controls
as opposed to manual controls. The company has robust ERP and other supplementary IT
systems which are an integral part of internal control framework. The company continues to
constantly leverage technology in enhancing its internal control.

Board’s Report
Dear Members,

Your Board takes pleasure in presenting the Sixteenth Annual Report of Quess Corp Limited
(“the Company” or “Quess”) (CIN: L74140KA2007PLC043909) along with the audited
financial statements (Standalone and Consolidated) for the financial year ended 31 March, 2023 .
The consolidated entity has been referred to as “Quess Group” or “the Group” in this report.
1. Financial Summary : Standalone and Consolidated

The standalone and consolidated financial highlights of the Company’s operations are as follows:

A detailed performance analysis of various segments, business and operations are provided in the
Management Discussion and Analysis which forms part of this Report.

2. Reserves:

The Company has not transferred any amount to the general reserves during the year under
review.

3. Transfer of unclaimed dividend / unpaid dividend / shares to Investor Education and

Protection Fund:

Pursuant to Sections 124 and 125 of the Act read with the Investor Education and Protection
Fund Authority (Accounting, Audit, Transfer and Refund) Rules, 2016 (“IEPF Rules”), dividend,
if not claimed for a period of seven years from the date of transfer to Unpaid Dividend Account
of the Company and corresponding shares, are liable to be transferred to the Investor Education
and Protection Fund (“IEPF”)

During the year, there were no unclaimed dividend and corresponding shares which were due to
be transferred by the Company

4. Dividend:

In accordance with Regulation 43 of the Listing Regulations, the dividend pay-out is in

accordance with the Company’s Dividend Distribution Policy which details various parameters
based on which the Board may recommend or declare dividend, usage of retained earnings, etc.
This Policy is available on the Company’s website at:
https://www.quesscorp.com/investor/dist/images/pdf/Policies/Dividend_Distribution_Policy.pdf

Based on the principles enunciated in the above Policy in line with the practice of returning free
cash flow to shareholders and based on the Company’s performance, your Company paid the
following dividend to equity shareholders during FY23:

• Interim dividend of ` 4 per equity share of ` 10 each aggregating to ` 591.96 million declared by
the Board on 31 May 2022; and

• Interim dividend of ` 8 per equity share of ` 10 each aggregating to ` 1185.19 million declared
by the Board on 9 November, 2022.
5. Share Capital:

During the year under review, there has been no change in the authorised share capital of the
Company. However, the paid-up share capital of the Company has been increased from `
1,479.91 million to ` 1,482.29 million due to the following:

Allotment of shares against exercise of options granted/vested under the following share-based
benefit schemes:
a. Quess Corp Limited Employee Stock Option Scheme 2009 (“ESOP 2009”)

The Nomination and Remuneration Committee (“NRC”) vide resolutions dated 15 June, 2022
and 23 September, 2022 allotted 18,090 and 9,045 equity shares respectively of ` 10 each to the
eligible exemployee of the Company who exercised options under ESOP 2009.

b. Quess Employee Stock Option Scheme 2015 (“ESOP 2015”)

NRC vide resolution dated 12 December, 2022 allotted 13,422 equity shares of ` 10 each to the
eligible employees & ex-employees of the Company who exercised their options under ESOP
2015.
c. Quess Stock Ownership Plan-2020 (“QSOP 2020”)
NRC vide resolutions dated 15 June, 2022; 23 September, 2022; 12 December, 2022 and 20
March, 2023 allotted 71,087; 59,951; 33,232 and 34,104 equity shares respectively of ` 10 each
to the eligible employees of the Company who exercised their Restricted Stock Units (“RSU”)
under QSOP 2020.

PRINCIPLE 6 Businesses should engage with and provide value to their consumers in a
responsible manner

1. Describe the mechanisms in place to receive and respond to consumer complaints and
feedback.

Quess Corp is very serious about grievances and feedback. To resolve each concern and query,
we have the following mechanisms in place. Here is how the process functions:

Website correspondence – When a client or individual faces problems with our services or
platforms, they have an option to visit the Contact Us page and fill out a form or write to us an
email. This form is intuitive in nature, and helps one reach the right person. Once it reaches
respective teams, a ticket is raised and passed onto a dedicated executive to understand their
issue/query, guides them to a suitable solution, and closes the ticket.

Toll-free grievance redressal – To provide round-the-clock assistance, Quess Corp enables

clients with grievance and feedback redressal through toll-free numbers available on our website.
This mechanism is supported by an in-house contact center, which is tracked through a ticket is
raised and assigned to the respective business executive for closure.

2. Turnover of products and/ services as a percentage of turnover from all products/service that
carry information about Environmental and social parameters relevant to the product, Safe and
responsible usage, Recycling and/or safe disposalNot Applicable

3. Number of consumer complaints in respect of data privacy, advertising, cybersecurity,

delivery of essential services, restrictive trade practices, unfair trade practices

We do not have any consumer complaints in respect of data privacy, advertising, cybersecurity,
delivery of essential services, restrictive trade practices, unfair trade practices.

4. Details of instances of product recalls on account of safety issues:Not Applicable

5. Does the entity have a framework/ policy on cyber security and risks related to data privacy?
(Yes/No) If available, provide a weblink of the policy.

Yes, https://www.quesscorp.com/privacy-statement/

6. Provide details of any corrective actions taken or underway on issues relating to advertising,
and delivery of essential services; cyber security and data privacy of customers; re-occurrence of
instances of product recalls; penalty / action taken by regulatory authorities on safety of products
/ service
 SECRETARIAL AUDIT REPORT
To,
The Members,
Quess Corp Limited
3/3/2, Bellandur Gate,

Sarjapur Main Road,

Bengaluru- 560103

I, S.N. Mishra proprietor of SNM & Associates, Bengaluru bearing Membership No. 6143 and
C.P. No. 4684, have conducted the secretarial audit of the compliance of applicable statutory
provisions and the adherence to good corporate practices by Quess Corp Limited CIN:
L74140KA2007PLC043909 listed at the BSE Limited (BSE) and National Stock Exchange of
India Limited (NSE) (hereinafter called “the Company”) for the financial year ended March 31,
2023. Secretarial Audit was conducted in a manner that provided me a reasonable basis for
evaluating the corporate conducts/statutory compliances and expressing my opinion thereon.
Based on my verification of the Company’s books, papers, minute books, forms and returns filed
and other records maintained by the Company and also the information provided by the
Company, its officers, agents and authorized representatives during the conduct of secretarial
audit, I hereby report that in my opinion, the Company has, during the audit period covering the
financial year ended on March 31, 2023 complied with the statutory provisions listed hereunder
and also that the Company has proper Board-processes and compliance-mechanism in place to
the extent, in the manner and subject to the reporting made hereinafter:

I have examined the books, papers, minute books, forms, registers and returns filed and other
records maintained by the Company for the financial year ended on March 31, 2023 according to
the provisions of:
(i) The Companies Act, 2013 (the Act) and the rules made thereunder;
(ii) The Securities Contracts (Regulation) Act, 1956 and the rules made there under;
(iii) The Depositories Act, 1996 and the regulations and the bylaws framed there under;

(iv) The SEBI Act 1992 and its applicable rules and regulations
as under;
• SEBI(ListingObligations andDisclosureRequirements)Regulations, 2015 (SEBI LODR)
• SEBI (Prohibitions of Insider Trading) Regulations,2015

• Securities Contracts (Regulation) (Stock Exchangesand Clearing Corporations) Regulations,

2012
• SEBI (Substantial Acquisition of Shares and Takeovers)Regulations, 2011
• SEBI (Investor Protection and Education Fund)Regulations, 2009

• SEBI (Issue of Capital and Disclosure Requirements Regulations 2018

• SEBI (Issue and Listing of Non-Convertible Securities)Regulations, 2021
• SEBI (Regulatory Fee on Stock Exchanges)Regulations,2006

• SEBI (Prohibition of Fraudulent and Unfair TradePractices relating to Securities Market)

Regulations, 2003
• SEBI (Depositories and Participants) Regulations 2018
• SEBI (Share Based Employee Benefits and SweatEquity) Regulations, 2021

(v) Secretarial Standards with respect to Meetings of Board of Directors (SS-1) and General
Meetings (SS-2) issued by the Institute of Company Secretaries of India;

(vi) Foreign Exchange Management Act, 1999 and the rules and regulations made thereunder;
(vii) Labour Laws as applicable and the rules and regulations made thereunder:
(viii) Tax Laws as applicable and the rules and regulations made thereunder;
I have also examined compliance with the requirements under Chapter IV of SEBI LODR.

During the period under review, based on verification of the records maintained by the Company
and also on the review of compliance reports / statements by respective department heads /
Company Secretary taken on record by the Board of Directors of the Company, in my opinion,
adequate systems and process and control mechanism exists in the Company to monitor and
ensure compliance with the provisions of the Act, Rules, Regulations, Guidelines, Standards,
etc., mentioned above.

I have conducted physical verification & examination of records, as facilitated by the Company,
for the purpose of issuing this Report. I have not reviewed the applicable financial laws, direct
and indirect tax laws since the same have been subject to review and audit by the Statutory
Auditors of the Company.
I report that:
1. The Board of Directors of the Company is duly constituted
with proper balance of Executive Directors, Non- Executive

Directors and Independent Directors and is in compliance with Section 149 of the Companies
Act, 2013 read with Rule 3 of the Companies (Appointment & Qualification of Directors) Rules,
2014 and Regulation 17(1)(a) of SEBI (Listing Obligations and Disclosure Requirements)
Regulations, 2015.
The Board met 7 (Seven) times during the year on 26.05.2022,

31.05.2022, 22.06.2022, 11.08.2022, 09.11.2022, 23.12.2022 and 03.02.2023. The intervening

gap between the Meetings was within the period prescribed under Section 174 of the Companies
Act, 2013 and Regulation 17(2) of SEBI LODR.
 Report on Corporate Governance
The Directors present the Company’s Report on Corporate Governance for the year ended 31
March 2023, in compliance with Regulation 34(3) read with Schedule V of the SEBI (Listing
Obligations and Disclosure Requirements) Regulations, 2015 (“Listing Regulations”).

I. Our Corporate Governance Philosophy:

The Corporate Governance principles of the Company are designed to promote a way to
sustainable growth, enabling the Company to outperform its business operations in a fair,
transparent and ethical manner. It provides a strong framework that defines the roles, rights, and
responsibilities of different groups within the organization. The Corporate Governance
framework of your Company is based on an effective and Independent Board, separation of the
Board’s

supervisory role from the Senior Management team and constitution of the Board Committees, as
required under applicable laws.

Quess is committed to doing things the right way which means taking business decisions and
acting in a way that is ethical and in compliance with applicable laws and regulation thereto. Our
Code of Business Conduct and Ethics is an extension of our values and reflects our continued
commitment to ethical business practices across our operations. This philosophy is further
strengthened by its adoption of the Code of Conduct for the Board members and senior
management, the Board process, the Code of Conduct for the Prevention of Insider Trading and
the Code for Fair Disclosure.
Quess is also committed to creating value for shareholders,

employees, customers, suppliers and other stakeholders and controls to ensure a sustained focus
on zero noncompliance with the law.

The Company acknowledges adherence to all the requirements with regard to Corporate
Governance, as
stipulated under Regulation 17 to 27 read with Schedule
V and clauses (b) to (i) of Regulation 46(2) of the Listing
Regulations. A report on these is detailed below.

II. Board of Directors:

The Board of Directors oversees the functioning of the Executive Director and Senior
Management including Key Managerial Personnel. It ensures that appropriate procedures and
controls are in place covering management’s activities in operating the Company on ethical
grounds on a day-to-day basis. The Company believes that an effective Board requires an
optimum combination of professionals from different spheres with diversity and independence.
The Board comprises enlightened leaders who provide strategic direction and guidance to the
management and is responsible for ensuring concord between shareholders’
expectations, the Company’s plans and the management’s performance.
a) Board Composition:

As on 31 March 2023, the Board comprised eight (8) Directors, of which four (4) are Non-
Executive

Independent Directors including one (1) Woman Independent Director, three (3) are Non-
Executive Non-Independent Directors and one (1) is Executive Director. The Group Chief
Executive Officer (‘CEO’) is a professional CEO responsible for the Company’s day-to-day
operations. The Board is headed by a NonExecutive Chairman. The Company has changed the

role and designation of the Chairman from “Executive Chairman” to “Chairman (Non-Executive
Director)” with effect from 1 April 2022. The detailed profiles of our Directors are available on
our official website at https://www.quesscorp.com/board-of-directors/. The composition of the
Board is in conformity with Regulation 17(1) of the Listing Regulations read with Section 149 of
the Companies Act, 2013 (“Act”).

Pursuant to Regulation 17A of the Listing Regulations, none of the Directors hold directorships
in more than seven (7) Listed Companies or ten (10) in Public Companies or acts as an
Independent Director in more than seven (7) Listed Companies. Also, none of them is a member
of more than ten committees or Chairperson of more than five Committees across all the public
companies in which he or she is a Director in terms of Regulation 26 of the Listing Regulations.
Necessary disclosures regarding Committee positions in other Public Companies as on 31 March
2023, have been received from all the Directors. None of the Directors is related inter-se or are a
member of an extended family. None of the employees of the Company are related to any of the
Directors. None of the Directors has any business relationship with the Company except Mr. Ajit
Isaac. None of the Directors have received any loans or advances from the Company during the
year.

Further, in terms of the annual disclosures given by the Directors, none of them is disqualified
under Section 164(2) of the Act read with the Companies (Appointment and Qualification of
Directors) Rules, 2014. None of the Directors of the Company have been restrained or debarred
from holding the office of director by virtue of SEBI order or any other authority.

Independent Directors are Non-Executive Directors as defined under Regulation 16(1)(b) of the
Listing Regulations read with Section 149(6) of the Act along with rules framed thereunder. As
required under Regulation 25(8) of the Listing Regulations, the

Independent Directors of the Company have confirmed that they are not aware of any
circumstance or situation which exists or may be reasonably anticipated that could impair or
impact their ability to discharge their duties.
The Board opines that all the Independent Directors of the Company strictly adhere to corporate
integrity, possess the requisite expertise, experience and qualifications to discharge the assigned
duties and responsibilities as mandated by the Act and Listing Regulations diligently. None of
the them held any equity share(s) or convertible instrument(s) of the Company during the
financial year ended 31 March 2023.

b) Board Meetings:

Board meetings are scheduled as required under the Listing Regulations, the Act and the rules
made thereunder and as required under business exigencies. The Board met Seven (7) times
during the year under review and the gap between two consecutive meetings did not exceed one
hundred and twenty days as stipulated under Section 173(1) of the Act and Regulation 17(2) of
the Listing Regulations and the Secretarial Standards issued by The Institute of Company
Secretaries of India.
These meetings were held on:
1. 26 May 2022;

2. 31 May 2022;
3. 22 June 2022;
4. 11 August 2022;
5. 09 November 2022;

6. 23 December 2022; and

7. 03 February 2023.

The Board meetings were held at the Company’s Registered and Corporate Office in Bengaluru
with facility of video conferencing which was availed by a few Board members as per their
convenience.

c) Directors with pecuniary relationship or business transaction with the Company:

The Executive Director had received salary, perquisites and allowances and the Non-Executive
Independent Directors had received sitting fees for attending meetings of the Board and
Committees and commission as approved by the Board and members of the Company under the
Act, as applicable.
After a soft fiscal 2018, temporary staffing companies saw an uptick in associate headcount
addition in the June quarter. TeamLease Services Ltd’s total associate headcount grew 17% from
a year earlier to 137,735 at the end of June quarter. During the same span, Quess Corp Ltd’s
employee headcount was over 272,000, with y-o-y growth of 39%.
Business News/ Market / Mark-to-market/ TeamLease, Quess may have to brace for near-term
margin pressure
TeamLease, Quess may have to brace for near-term margin pressure
2 min read30 Jul 2018, 07:43 AM IST
Trade Now

Harsha Jethmalani

Worried over near-term pressure on profitability, a slew of brokerage houses have trimmed
earnings estimates on TeamLease and Quess

Operating margins of temporary staffing firms TeamLease and Quess was disappointing in the
June quarter (Q1). Graphic: Mint

Operating margins of temporary staffing firms TeamLease and Quess was disappointing in the
June quarter (Q1). Graphic: Mint

After a soft fiscal 2018, temporary staffing companies saw an uptick in associate headcount
addition in the June quarter. TeamLease Services Ltd’s total associate headcount grew 17% from
a year earlier to 137,735 at the end of June quarter. During the same span, Quess Corp Ltd’s
employee headcount was over 272,000, with y-o-y growth of 39%.

However, both companies disappointed on operating margin. Ebitda (Earnings before interest,
tax, depreciation and amortization) margin of TeamLease Services Ltd’s expanded by 50 basis
points (bps) y-o-y to 2%, below the Street’s expectation. One basis point is one hundredth of a
percentage point.

Salary revisions for its own employees and new contracts signed at lower pricing weighed on
margin growth. In a post earnings conference call with analysts, the TeamLease management
said the company is focusing on new deal wins, and will not shy away from taking contracts with
pricing lower than existing contracts, as long as the contract adds to overall margins.

While the company remains confident of margin improvement on a y-o-y basis for FY19,
analysts caution that the impact of lower realisations will continue in the September quarter as
well.
Similarly, Quess Corp. Ltd’s operating margin eroded by 60bps y-o-y to 5.2% in the June
quarter.

“Margin in the June quarter took a hit mainly due to seasonality factor in some of our acquired
assets such as Conneqt. Also, recently acquired Monster and Digicare are yet to start contributing
to margins, we are yet to see a turnaround there. We expect H2FY19 to be better in terms of
margins. For FY19, we are targeting operating margin growth of more than 6%. We have also
tied-up with Accenture and one of objectives is to find ways to boost margin growth. Going
ahead we aim to touch 8% operating margin growth," said Subrata Nag, group CEO, Quess Corp
Ltd.
Financial Results:

Oracle Financial Services Software Ltd reported Revenues for Q1FY24 of ₹1,462.00 Crores up
from ₹1,402.00 Crore year on year, a rise of 4.28%.

Total Expenses for Q1FY24 of ₹856.00 Crores up from ₹768.00 Crores year on year, a rise of
11.46%.

Consolidated Net Profit of ₹501.00 Crores up 1.83% from ₹492.00 Crores in the same quarter of
the previous year.

The Earnings per Share is ₹57.92, up 1.70% from ₹56.95 in the same quarter of the previous
year.
 CHAPTER-02

DESIGN OF STUDY
1. Objective:

Key Components of the Goal:

a. Exposure to HR Functions:
Introduce interns to the diverse functions of HR, including recruitment, training and
development, employee relations, performance management, compensation and benefits, HR
compliance, and HR analytics.

b.Skill Development:
Provide opportunities for interns to develop and enhance critical HR competencies such
as communication, interpersonal skills, problem-solving, decision-making, attention to detail,
and adaptability.

c.Understanding Organizational Dynamics:

Help interns understand the role of HR in supporting organizational goals, fostering a
positive work culture, managing human capital effectively, and addressing HR challenges within
the specific context of the organization.

d.Professional Growth:
Facilitate interns' professional growth by exposing them to real-world HR scenarios,
encouraging them to apply theoretical knowledge to practical situations, and offering
mentorship, guidance, and constructive feedback from experienced HR professionals.

e.Contribution to HR Initiatives:
Enable interns to actively contribute to HR projects, programs, and initiatives within the
organization, allowing them to make meaningful contributions while gaining valuable experience
and exposure to the complexities of HR work.

f.Networking and Career Development:

Provide opportunities for interns to network with HR professionals, leaders, and other
stakeholders within the organization, allowing them to build connections, explore potential
career paths, and gain insights into industry trends and best practices.
 2. Learning Outcomes:

a. Recruitment and Selection:

• Ability to effectively source candidates through various channels.

• Proficiency in screening resumes and conducting initial candidate assessments.
• Understanding of interviewing techniques and best practices in candidate evaluation.
• Familiarity with the legal and ethical considerations in recruitment and selection processes.

b. Employee Relations:

• Capability to handle employee inquiries, concerns, and grievances with professionalism

and empathy.
• Knowledge of HR policies, procedures, and regulations governing employee relations.
• Experience in conducting investigations and resolving workplace conflicts.
• Ability to foster positive employee relations through effective communication and
conflict resolution strategies.

c. HR Analytics:

• Ability to collect, analyze, and interpret HR data to inform decision-making.

• Experience in using HRIS (Human Resources Information Systems) and other HR software
tools.
• Understanding of key HR metrics and KPIs (Key Performance Indicators) to measure HR
effectiveness.
• Capability to generate reports and dashboards to present HR insights to stakeholders.
4. Supervision and Mentorship:

1. Primary Supervisor:

• Assign a primary supervisor who will oversee the intern's day-to-day activities and
provide guidance on internship tasks and responsibilities.
• The primary supervisor should be an experienced HR professional who can offer insights
into HR practices, policies, and procedures within the organization.
• Schedule regular check-ins with the primary supervisor to discuss progress, address
challenges, and provide feedback on performance.

2. Mentorship:

• Assign a mentor or senior HR professional to serve as a mentor to the intern throughout

the internship program.
• The mentor should be someone with extensive experience in HR who can provide
guidance, advice, and career development support to the intern.
• Encourage the mentor to share their own experiences, insights, and lessons learned in the
HR field with the intern.
• Facilitate regular mentorship meetings between the intern and mentor to discuss career
goals, professional development opportunities, and any challenges or concerns the intern
may have.

3. Responsibilities of Supervisors and Mentors:

• Provide orientation and onboarding to familiarize the intern with the organization's HR
policies, procedures, and culture.
• Clearly communicate expectations, goals, and objectives for the internship to the intern.
• Assign meaningful tasks and projects that align with the intern's learning objectives and
provide opportunities for skill development.
• Offer ongoing feedback, guidance, and support to help the intern succeed in their role and
achieve their learning goals.
• Encourage open communication and create a supportive environment where the intern
feels comfortable asking questions, seeking assistance, and sharing ideas.

4. Professional Development Opportunities:

• Provide access to training sessions, workshops, and professional development resources
to enhance the intern's HR knowledge and skills.
• Encourage participation in networking events, industry conferences, and HR-related
seminars to expand the intern's professional network and exposure to the HR field.
• Facilitate shadowing opportunities and job rotations to expose the intern to different
aspects of HR and promote cross-functional learning.
 CHAPTER-03
DISCUSSION/WORK DISCRIPTION

Position Title: HR Intern

Department: Human Resources

Location: Bangalore

Duration: One Month

Reports To: Reshmi

Overview: The HR Intern will assist the Human Resources department in various tasks and
projects related to recruitment, training and development, employee relations, performance
management, and HR administration. This internship provides an opportunity to gain hands-on
experience in HR operations and contribute to the overall HR function within the organization.

HR Administration:

• Support HR administrative tasks such as maintaining employee records, updating HR

databases, and filing paperwork.
• Assist in benefits administration processes, including enrollment, changes, and terminations.
• Prepare HR-related reports, presentations, and documents as needed.
• Assist in compliance activities, including audit preparations and documentation reviews.
• Perform other duties and special projects as assigned by HR management.

Qualifications:

• Currently enrolled in a Bachelor's or Master's degree program in Human Resources,

Business Administration, or a related field.
 • Strong interest in pursuing a career in Human Resources.
• Excellent communication and interpersonal skills.
• Detail-oriented with strong organizational and time management abilities.
• Ability to maintain confidentiality and handle sensitive information with discretion.
• Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint).
• Prior HR internship or related work experience is a plus.

Benefits:

• Hands-on experience in a professional HR environment.

• Exposure to various aspects of HR operations and practices.
• Mentorship and guidance from experienced HR professionals.
• Networking opportunities within the organization and the HR industry.
• Potential for future career growth and development within the HR field.

Work Experience

Human Resources Coordinator

• Coordinate the full recruitment lifecycle, including job postings, resume screening,
interviewing, and onboarding processes for entry-level to mid-level positions.
• Develop and maintain relationships with hiring managers to understand staffing needs
and facilitate timely recruitment efforts.
• Implement recruitment strategies to attract top talent, including social media outreach,
job fairs, and networking events.
• Manage the applicant tracking system (ATS) to track candidate progress and maintain
accurate records of recruitment activities.
• Conduct new hire orientations and assist in the development of onboarding materials and
programs.
• Administer employee benefits programs, including enrollment, changes, and
terminations, ensuring compliance with company policies and regulations.
• Respond to employee inquiries regarding HR policies, benefits, and procedures,
providing timely and accurate information and assistance.
• Assist in the development and implementation of HR policies, procedures, and programs
to support organizational goals and objectives.
• Collaborate with HR team members to coordinate employee training and development
initiatives, including scheduling, logistics, and materials preparation.
 • Prepare HR-related reports and presentations for management review, including
workforce analytics, turnover analysis, and HR metrics.
• Participate in HR projects and initiatives, such as performance management system
upgrades, HRIS implementation, and diversity and inclusion programs.

Human Resources Intern

• Assisted HR team in recruitment efforts by screening resumes, scheduling interviews,

and conducting candidate follow-ups.
• Supported HR administrative tasks, including filing, data entry, and document
preparation.
• Participated in employee onboarding processes, including new hire orientations and
training sessions.
• Assisted in benefits administration tasks, including processing enrollments, changes, and
terminations.
• Contributed to the development of HR communication materials, including employee
handbooks and policy manuals.
• Conducted research on HR best practices, industry trends, and regulatory compliance
issues.
• Assisted in organizing employee engagement activities and events to promote a positive
work culture.
• Provided support for HR projects, including data collection, analysis, and presentation
preparation.
 Telecom Recruitment Specialist

• Manage end-to-end recruitment processes for technical and non-technical positions

within the telecommunications industry, including network engineers, software
developers, project managers, and sales representatives.
• Partner with hiring managers to define job requirements, develop job descriptions, and
create recruitment strategies to attract top talent.
• Utilize a variety of sourcing methods to identify and engage candidates, including job
boards, social media platforms, professional networking sites, and industry events.
• Conduct initial screenings and interviews to assess candidate qualifications, technical
skills, and cultural fit with the organization.
• Coordinate technical assessments and pre-employment tests to evaluate candidate
competencies and proficiency in relevant telecom technologies.
• Negotiate job offers and manage the offer acceptance process, including salary
negotiations, relocation assistance, and benefits packages.
• Maintain applicant tracking system (ATS) records and ensure accurate documentation of
recruitment activities, candidate communications, and hiring decisions.
 • Develop and maintain relationships with external recruitment agencies, staffing firms,
and educational institutions to expand candidate pipelines and talent pools.
• Stay informed about industry trends, market conditions, and emerging technologies in the
telecommunications sector to proactively address staffing needs and recruitment
challenges.
• Participate in HR initiatives and projects, such as employer branding campaigns,
diversity and inclusion programs, and recruitment process improvements.

Telecom Recruitment Intern

• Assisted recruitment team in sourcing and screening candidates for telecom engineering,
sales, and customer service positions.
• Supported recruitment efforts for campus hiring events and career fairs to attract recent
graduates and entry-level talent.
• Conducted initial candidate assessments and phone screenings to evaluate qualifications
and suitability for open positions.
• Assisted in coordinating interview schedules, travel arrangements, and logistics for
candidates and hiring managers.
• Updated and maintained candidate records in the applicant tracking system (ATS),
ensuring data accuracy and compliance with privacy regulations.
• Participated in recruitment team meetings and brainstorming sessions to discuss
candidate sourcing strategies and recruitment challenges.
• Assisted in drafting job descriptions, interview questions, and candidate communications
materials.
• Contributed to employer branding initiatives by creating content for social media posts,
job postings, and recruitment advertisements.
 Interviewing Specialist

• Conduct in-depth interviews with candidates across various industries and job levels,
including entry-level, mid-level, and executive positions.
• Utilize structured interview techniques and behavioral-based questioning to assess
candidate qualifications, skills, and competencies.
• Evaluate candidate responses and provide detailed feedback to hiring managers to
support hiring decisions.
• Collaborate with hiring teams to define interview criteria, develop interview questions,
and establish evaluation criteria.
• Conduct panel interviews and group discussions to assess candidate fit within team
dynamics and organizational culture.
• Coordinate interview schedules, travel arrangements, and logistics for candidates and
hiring teams.
 • Maintain confidentiality and discretion throughout the interview process, ensuring
compliance with privacy regulations and company policies.
• Develop interview guides, scoring rubrics, and assessment tools to standardize interview
processes and enhance interviewer effectiveness.
• Stay abreast of industry best practices, trends, and legal requirements related to
interviewing and candidate assessment.
• Participate in interviewer training programs and workshops to enhance interviewing skills
and competencies.

Recruitment Coordinator

• Assisted in scheduling and coordinating interviews between candidates and hiring

managers.
• Managed communication with candidates regarding interview logistics, expectations, and
follow-up procedures.
• Updated and maintained candidate records in the applicant tracking system (ATS) to
ensure accuracy and completeness of interview data.
• Assisted in conducting phone screenings and initial assessments to pre-qualify candidates
for interviews.
• Coordinated candidate travel arrangements and accommodations for on-site interviews.
• Assisted in preparing interview materials, including interview schedules, candidate
profiles, and evaluation forms.
• Provided administrative support to the recruitment team, including document preparation,
filing, and data entry.
• Assisted in organizing recruitment events, job fairs, and campus recruiting activities.
 Telecom Interviewing

In the fast-paced and ever-evolving telecommunications industry, conducting effective

interviews is crucial to identifying top talent who can thrive in this dynamic environment.
Telecom interviewing requires a deep understanding of industry-specific technologies, skills, and
competencies, as well as the ability to assess candidates' potential to contribute to the
organization's success.

1. Technical Proficiency:
Telecom interviewing involves assessing candidates' technical proficiency in
telecommunications technologies, protocols, and systems. Interviewers should ask targeted
questions to gauge candidates' knowledge of networking principles, wireless communications,
data transmission technologies, and telecom infrastructure.

2. Problem-Solving Skills:

Given the complexity of telecom systems and networks, interviewers should evaluate candidates'
problem-solving skills and ability to troubleshoot technical issues. Scenario-based questions can
assess candidates' analytical thinking, troubleshooting methodologies, and decision-making
abilities in resolving telecom-related challenges.

3. Industry Experience:

Candidates with prior experience in the telecom industry bring valuable insights and domain
expertise to the organization. Interviewers should probe candidates' previous telecom projects,
roles, and responsibilities to assess their industry knowledge, familiarity with telecom standards,
and ability to adapt to industry-specific challenges.

4. Communication Skills:

Effective communication is essential in the telecom industry, where collaboration and

coordination across teams and stakeholders are critical. Interviewers should evaluate candidates'
communication skills, including their ability to articulate technical concepts, explain complex
ideas in simple terms, and collaborate effectively with cross-functional teams.

5. Adaptability and Innovation:

The telecom industry is characterized by rapid technological advancements and evolving market
trends. Interviewers should assess candidates' adaptability to change, willingness to learn new
technologies, and propensity for innovation in solving telecom-related problems and driving
business growth.

6. Cultural Fit:

Beyond technical skills, interviewers should evaluate candidates' alignment with the
organization's culture, values, and mission. Assessing candidates' fit with the company culture
ensures they can thrive in the organization's work environment, collaborate effectively with
colleagues, and contribute positively to the team dynamics.
Conclusion:

Conducting interviews in the telecom industry requires a strategic approach to assess candidates'
technical skills, problem-solving abilities, industry experience, communication skills,
adaptability, and cultural fit. By carefully evaluating these aspects, organizations can identify
and hire top talent who can drive innovation, growth, and success in the dynamic field of
telecommunications.

On-Site HR Generalist

• Serve as the primary HR point of contact for employees at the on-site location, providing
support and guidance on HR policies, procedures, and programs.
• Conduct new hire orientations and facilitate onboarding processes for newly hired
employees, ensuring a seamless transition into the organization.
• Coordinate employee relations activities, including handling employee inquiries,
addressing concerns, and resolving workplace issues in a timely and confidential manner.
• Assist in the implementation of HR programs and initiatives, such as performance
management, employee engagement, and diversity and inclusion efforts, tailored to the
needs of the on-site workforce.
• Collaborate with corporate HR teams to ensure consistent application of HR policies,
procedures, and practices across the organization.
• Administer employee benefits programs, including enrollment, changes, and
terminations, and serve as a liaison between employees and benefits providers to resolve
issues and answer questions.
• Conduct exit interviews and analyze feedback to identify trends and opportunities for
improvement in employee retention and satisfaction.
• Manage HR-related documentation and records, ensuring compliance with legal
requirements and company policies.
• Partner with on-site leadership to address staffing needs, workforce planning, and talent
management strategies to support business objectives.
• Facilitate training sessions and workshops for employees on topics such as HR policies,
diversity and inclusion, and workplace harassment prevention.

Employee Development Specialist

• Design and implement employee development programs and initiatives to enhance the
skills, knowledge, and capabilities of employees across the organization.
 • Conduct needs assessments to identify skill gaps and development opportunities among
employees, departments, and teams.
• Collaborate with departmental managers and leaders to create tailored development plans
for employees based on organizational objectives and individual career aspirations.
• Facilitate training sessions, workshops, and seminars on topics such as leadership
development, communication skills, conflict resolution, and technical competencies.
• Utilize various learning methodologies, including instructor-led training, e-learning
modules, webinars, and on-the-job training, to accommodate diverse learning styles and
preferences.
• Evaluate the effectiveness of employee development programs through feedback surveys,
assessments, and performance evaluations, and make recommendations for program
improvements and enhancements.
• Develop and maintain a library of training materials, resources, and tools to support
ongoing employee learning and development initiatives.
• Coordinate with external training providers, consultants, and subject matter experts to
deliver specialized training programs and certifications as needed.
• Promote a culture of continuous learning and professional growth by communicating the
value of employee development, recognizing and celebrating employee achievements,
and fostering a supportive learning environment.
• Stay informed about industry trends, best practices, and emerging technologies in
employee development and training to ensure programs remain relevant and effective.

Training Coordinator

• Assisted in the coordination and administration of employee training programs, including

scheduling, logistics, and materials preparation.
• Supported the development of training materials, presentations, and e-learning modules
in collaboration with subject matter experts and instructional designers.
• Managed training attendance records, evaluations, and feedback to assess training
effectiveness and participant satisfaction.
• Provided administrative support for learning management system (LMS) operations,
including user account management, course enrollment, and reporting.
• Assisted in the development of training budgets, forecasts, and cost analysis reports to
support training program planning and resource allocation.
• Participated in cross-functional teams to identify training needs, develop training plans,
and implement learning solutions to address organizational priorities.
• Assisted in organizing employee development events, conferences, and seminars to
promote continuous learning and professional growth.
HR Staffing Specialist

• Lead the staffing function for the organization, including workforce planning,
recruitment, selection, and onboarding processes.
• Partner with hiring managers and departmental leaders to understand staffing needs,
develop job descriptions, and create recruitment strategies to attract top talent.
• Utilize various sourcing methods, including job boards, social media platforms,
networking events, and employee referrals, to identify and engage qualified candidates.
• Conduct comprehensive candidate screenings, interviews, and assessments to evaluate
qualifications, skills, and cultural fit with the organization.
• Coordinate interview schedules, travel arrangements, and logistics for candidates and
hiring teams to ensure a positive candidate experience.
• Negotiate job offers, including salary, benefits, and other terms, to secure candidate
acceptance and facilitate smooth onboarding processes.
• Manage applicant tracking system (ATS) records and ensure compliance with data
privacy regulations and company policies.
• Develop and maintain relationships with external recruitment agencies, staffing firms,
and educational institutions to expand candidate pipelines and talent pools.
• Monitor and analyze recruitment metrics, such as time-to-fill, cost-per-hire, and applicant
conversion rates, to assess staffing effectiveness and identify areas for improvement.
• Stay abreast of industry trends, market conditions, and emerging recruitment technologies
to inform recruitment strategies and practices.

Recruitment Coordinator

• Assisted in the coordination of recruitment activities, including posting job

advertisements, screening resumes, and scheduling interviews.
• Supported recruitment efforts for campus hiring events, career fairs, and industry
conferences to attract top talent.
• Conducted initial candidate assessments and phone screenings to pre-qualify candidates
for interviews.
• Coordinated candidate travel arrangements and accommodations for on-site interviews.
• Prepared interview materials, including interview schedules, candidate profiles, and
evaluation forms.
• Provided administrative support to the recruitment team, including document preparation,
filing, and data entry.
• Assisted in organizing recruitment events, job fairs, and networking activities to promote
employer branding and attract potential candidates.
• Maintained recruitment-related documentation and records in compliance with legal
requirements and company policies.
 HR Interview Experience Specialist

• Lead the design and implementation of the candidate interview experience for the
organization, ensuring a positive and seamless experience for all candidates.
• Develop and refine interview processes, protocols, and guidelines to align with best
practices and industry standards, while also reflecting the organization's culture and
values.
• Design interview schedules and logistics to accommodate candidate availability and
ensure efficient coordination between candidates and interviewers.
• Communicate with candidates throughout the interview process, providing clear
instructions, timelines, and expectations to facilitate a smooth and transparent experience.
• Collect feedback from candidates on their interview experience, including
communication effectiveness, interview format, and overall satisfaction with the process.
• Analyze candidate feedback and interview data to identify areas for improvement and
implement enhancements to optimize the interview experience.
• Train interviewers and hiring managers on interview best practices, including active
listening, effective questioning techniques, and evaluation criteria.
• Collaborate with HR and hiring teams to ensure consistency and fairness in interview
practices, while also customizing experiences to meet the needs of different roles and
levels within the organization.
• Monitor interview metrics and key performance indicators (KPIs), such as candidate
satisfaction scores, time-to-hire, and offer acceptance rates, to evaluate the effectiveness
of interview processes and drive continuous improvement.
• Champion a candidate-centric approach to interviewing, emphasizing empathy, respect,
and professionalism in all interactions with candidates.

HR Intern

• Assisted in coordinating candidate interviews, including scheduling, logistics, and

communication.
• Prepared interview materials, including interview guides, evaluation forms, and candidate
profiles.
• Assisted in conducting initial candidate screenings and phone interviews to assess
qualifications and fit for open positions.
• Coordinated candidate travel arrangements and accommodations for on-site interviews.
• Assisted in collecting and analyzing candidate feedback on the interview experience.
• Contributed to the development and refinement of interview processes and protocols.
• Provided administrative support to the HR team, including data entry, file management,
and document preparation.
 Human Resources: The Backbone of Organizational Success

Human Resources (HR) functions have evolved significantly over the years, transitioning from
administrative tasks to strategic business partners. In today's dynamic and competitive business
environment, HR plays a crucial role in driving organizational success through effective talent
management, employee engagement, and organizational development. This essay explores the
strategic importance of HR in modern organizations, examining its key functions, challenges,
and opportunities for driving innovation and growth.

The Evolution of HR

Historically, HR was primarily focused on administrative tasks such as payroll processing,

benefits administration, and compliance. However, as organizations recognized the strategic
value of their human capital, the role of HR evolved to encompass a broad er range of functions.
Today, HR is viewed as a strategic partner that aligns human capital strategies with
organizational goals and objectives.

In today's competitive business landscape, organizations are increasingly recognizing the critical
importance of their human capital. Human Resources (HR) plays a pivotal role in managing this
invaluable resource, ensuring that it is effectively recruited, developed, and retained to drive
organizational success. From talent acquisition to employee engagement and performance
management, HR functions serve as the backbone of any successful organization.

One of the primary functions of HR is talent acquisition. In a rapidly changing market

environment, attracting and retaining top talent is essential for organizations to maintain their
competitive edge. HR professionals are responsible for developing effective recruitment
strategies, sourcing candidates, conducting interviews, and selecting the best-fit candidates to
meet the organization's needs. By leveraging their expertise in candidate assessment and cultural
fit, HR plays a crucial role in building high-performing teams that drive innovation and growth.

Once talent is onboarded, HR's focus shifts to employee development and engagement.
Employee development programs, training initiatives, and career advancement opportunities are
essential for fostering a culture of continuous learning and professional growth within the
organization. HR professionals work closely with managers and employees to identify skill gaps,
create personalized development plans, and provide resources and support to help employees
reach their full potential. By investing in employee development, organizations not only enhance
individual performance but also strengthen their overall workforce capabilities, driving
organizational agility and resilience.

Furthermore, HR plays a vital role in fostering employee engagement and satisfaction. A

motivated and engaged workforce is more productive, innovative, and committed to achieving
organizational goals. HR initiatives such as employee recognition programs, wellness initiatives,
and work-life balance policies are instrumental in creating a positive work environment where
employees feel valued, supported, and empowered to perform at their best. By prioritizing
employee well-being and satisfaction, HR contributes to higher levels of employee retention,
reduced turnover costs, and improved organizational performance.

In addition to talent acquisition, development, and engagement, HR is also responsible for

performance management and organizational culture. Performance management systems,
feedback mechanisms, and goal-setting processes are essential tools for aligning individual and
organizational objectives, driving accountability, and measuring performance outcomes. HR
professionals play a crucial role in designing, implementing, and monitoring these systems to
ensure fairness, transparency, and effectiveness in evaluating employee performance.

Moreover, HR is instrumental in shaping organizational culture, values, and norms. By fostering

a culture of diversity, inclusion, and equity, HR promotes collaboration, creativity, and
innovation within the workforce. HR initiatives such as diversity training, employee resource
groups, and inclusive leadership development programs are essential for building a culture where
all employees feel respected, valued, and empowered to contribute their unique perspectives and
talents.

In conclusion, Human Resources is a strategic function that plays a central role in driving
organizational success. From talent acquisition and development to employee engagement and
performance management, HR functions are essential for building and sustaining a high-
performing workforce that drives innovation, growth, and competitive advantage. By prioritizing
the recruitment, development, and well-being of employees, HR contributes to creating a
positive work environment where employees thrive and organizations flourish.

Challenges and Opportunities

Despite its strategic importance, HR faces several challenges in today's business environment.
These include attracting and retaining top talent, managing workforce diversity, adapting to
technological advancements, and navigating regulatory compliance requirements. However,
these challenges also present opportunities for HR to innovate and drive organizational change.
 Position Title: Human Resources Specialist

Company Overview: Quess Corp Limited is a dynamic [industry] company committed to

[mission statement]. We believe in fostering an inclusive, collaborative, and growth-oriented
work environment where every employee can thrive. As we continue to expand, we are seeking a
dedicated Human Resources Specialist to join our team and contribute to our ongoing success.

Position Overview: As a Human Resources Specialist, you will play a vital role in supporting
the HR department's functions and initiatives. Reporting directly to the HR Manager, you will be
responsible for executing various HR tasks, ensuring compliance with policies and regulations,
and providing support to employees across all levels of the organization.

Key Responsibilities:

Recruitment and Onboarding:

• Coordinate recruitment efforts, including job postings, candidate screening, and interview
scheduling.
• Facilitate the onboarding process for new hires, conducting orientations and ensuring all
necessary paperwork is completed.
• Collaborate with hiring managers to understand staffing needs and develop effective
recruitment strategies.

Employee Relations:

• Act as a point of contact for employee inquiries, providing guidance on HR policies,

procedures, and benefits.
• Address employee concerns and grievances in a timely and confidential manner, escalating
issues as needed.
• Support the implementation of employee engagement initiatives to foster a positive work
culture.

HR Administration:

• Maintain accurate employee records, including personnel files, payroll information, and
performance evaluations.
• Assist with HRIS (Human Resources Information System) maintenance and data entry,
ensuring system integrity and compliance.
• Prepare HR-related reports and metrics for management review.
 Compliance and Legal:

• Stay up-to-date on employment laws and regulations, ensuring company policies and practices
remain compliant.
• Support the implementation of HR policies and procedures to maintain a fair and equitable
work environment.
• Assist with compliance audits and investigations as needed.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or related field.

• years of experience in HR or related roles.
• Strong understanding of HR principles, practices, and regulations.
• Excellent communication and interpersonal skills.
• Ability to maintain confidentiality and handle sensitive information with discretion.
• Proficiency in HRIS and MS Office applications.
• HR certification (e.g., PHR, SHRM-CP) preferred but not required.

Benefits:

• Competitive salary
• Comprehensive health benefits package
• Retirement savings plan
• Professional development opportunities
• Employee wellness programs

Join Our Team: If you are passionate about HR and eager to make a positive impact in a
dynamic organization, we invite you to apply for the Human Resources Specialist position at
Quess Corp limited. Please submit your resume and cover letter outlining your qualifications and
why you are a great fit for this role.

Quess Corp Limited is an equal opportunity employer and values diversity in the workplace. We
encourage candidates from all backgrounds to apply.
Maintaining Employee Records:

• Ensure accurate and up-to-date employee records are maintained in compliance with
company policies and legal requirements.
• Create and manage physical and digital employee files, ensuring confidentiality and
security of sensitive information.
• Regularly update employee records with changes in personal information, job status,
salary adjustments, performance evaluations, and other relevant data.
• Coordinate with payroll and benefits administrators to ensure accuracy in employee
compensation and benefits administration.
• Implement and maintain efficient record-keeping systems, including electronic databases
and filing systems, to streamline access to information and facilitate record retrieval.
• Conduct regular audits of employee records to ensure data integrity and compliance with
internal policies and regulatory requirements.
• Provide support and guidance to managers and employees on record -keeping procedures,
ensuring adherence to data protection and privacy regulations.
• Collaborate with IT and security teams to implement safeguards against unauthorized
access to employee information and prevent data breaches.
• Maintain confidentiality and discretion in handling sensitive employee information,
adhering to strict confidentiality policies and protocols.
• Stay informed about changes in employment laws and regulations related to record -
keeping and data privacy, updating procedures and practices accordingly.
Training and Development:

Training Program Coordination:

• Collaborate with department heads and managers to identify training needs and develop
tailored training programs to address skill gaps and enhance employee performance.
• Research, evaluate, and recommend external training resources, including workshops,
seminars, and online courses, to supplement internal training initiatives.
• Coordinate logistics for training sessions, including scheduling, venue booking, and
participant registration, to ensure smooth program delivery.
• Develop training materials, including presentations, handouts, and manuals, to support
learning objectives and facilitate knowledge retention.
• Facilitate training sessions as needed, leveraging instructional techniques and adult
learning principles to engage participants and promote active learning.
• Monitor training program effectiveness and gather feedback from participants and
stakeholders to identify areas for improvement and refine future training initiatives.
• Maintain training records and documentation, including attendance sheets, evaluations,
and training completion certificates, to track employee participation and compliance with
training requirements.
• Administer training assessments and evaluations to measure learning outcomes and
assess the impact of training programs on employee performance and competency
development.

Career Development Support:

• Provide guidance and support to employees in identifying career goals and development
opportunities aligned with their skills, interests, and organizational needs.
• Collaborate with managers to create individual development plans (IDPs) for employees,
outlining specific goals, objectives, and action steps to support career growth and
advancement.
• Facilitate access to resources and tools for self-directed learning and professional
development, including online courses, educational programs, and mentorship
opportunities.
• Organize career development workshops and networking events to foster employee
growth and encourage knowledge sharing and collaboration across teams.
• Monitor employee progress and performance against development goals, providing
ongoing feedback, coaching, and support to help employees achieve their objectives.
• Recognize and celebrate employee achievements and milestones, reinforcing a culture of
continuous learning and personal development within the organization.
Identifying Learning Needs:

• Collaborate with department managers and team leaders to assess ongoing learning needs
and identify skill gaps that can be addressed through continuing education opportunities.
• Conduct surveys, interviews, and performance evaluations to gather feedback from
employees regarding their professional development interests and goals.
• Stay abreast of industry trends, emerging technologies, and best practices to inform the
selection and development of relevant continuing education programs.

Research and Evaluation:

• Research a variety of continuing education resources, including online courses,

workshops, conferences, and certification programs, to identify options that align with
employees' learning objectives and organizational priorities.
• Evaluate the quality, relevance, and cost-effectiveness of continuing education offerings,
considering factors such as curriculum content, instructor expertise, accreditation, and
return on investment.

Promotion and Communication:

• Promote the availability of continuing education opportunities to employees through

various communication channels, such as email newsletters, intranet announcements, and
staff meetings.
• Create a centralized repository of continuing education resources and information,
including course catalogs, registration instructions, and funding assistance programs, to
facilitate access and participation.
• Tailor promotional materials and messaging to appeal to diverse employee interests and
learning styles, highlighting the value of ongoing learning and professional development.

Financial Support and Assistance:

• Administer tuition reimbursement programs, stipends, or scholarships to support

employees' pursuit of continuing education initiatives, ensuring compliance with
company policies and budgetary constraints.
• Assist employees in navigating the application and reimbursement process, providing
guidance on eligibility criteria, required documentation, and reimbursement timelines.
• Monitor continuing education budgets and expenditures, tracking utilization rates and
analyzing cost-effectiveness to optimize resource allocation and maximize employee
participation.

Tracking and Reporting:

 • Maintain records of employee participation in continuing education activities, including
course registrations, attendance records, and certification achievements.
• Generate reports and analytics to track the impact of continuing education programs on
employee performance, retention, and career advancement within the organization.
• Provide regular updates to management and stakeholders on the effectiveness of
continuing education initiatives, highlighting success stories, lessons learned, and areas
for improvement.

Support and Guidance:

• Serve as a point of contact for employees seeking information, advice, or assistance

related to continuing education opportunities, offering personalized recommendations
and guidance based on their individual learning goals and preferences.
• Facilitate connections between employees and external training providers, professional
associations, and educational institutions to expand access to diverse learning resources
and networks.
 CHAPTER-04
LEARNING OUTCOMES

Learning Outcomes for HR Interns:

Introduction:

During my internship at Quess Corp Limited, I embarked on a journey to explore the

multifaceted world of Human Resources (HR). Over the course of 4 weeks, I engaged in a
diverse range of activities, from recruitment and onboarding to employee relations and training.
This report aims to reflect on my learning journey, highlighting key experiences, challenges, and
insights gained during my internship in HR.

Understanding HR Functions:

• Demonstrate an understanding of key HR functions, including recruitment, onboarding,

employee relations, training and development, compensation, and benefits administration.
• Describe the role of HR within the organization and its importance in supporting the overall
business objectives.

Recruitment and Selection:

• Assist with various aspects of the recruitment process, such as job posting, candidate
screening, interview coordination, and applicant tracking.
• Gain exposure to different recruitment strategies, tools, and techniques for attracting and
selecting qualified candidates.

Onboarding and Orientation:

• Participate in onboarding activities for new hires, including preparing orientation materials,
facilitating orientation sessions, and ensuring a smooth transition into the organization.
• Understand the significance of effective onboarding in fostering employee engagement,
retention, and productivity.
 Employee Relations:

• Learn how to address employee inquiries, concerns, and grievances in a professional and
timely manner.
• Gain experience in maintaining employee records, conducting exit interviews, and supporting
employee recognition and engagement initiatives.

Training and Development:

• Assist in organizing and coordinating training programs, workshops, and development

initiatives for employees.
• Learn about different training methodologies, tools, and technologies used to enhance
employee learning and performance.

Compensation and Benefits:

• Gain exposure to payroll processing, benefits administration, and compensation-related tasks,

such as salary benchmarking and performance appraisal support.
• Understand the importance of fair and equitable compensation practices in attracting,
retaining, and motivating employees.

HR Policies and Compliance:

• Familiarize oneself with company HR policies, procedures, and compliance requirements,

including relevant employment laws and regulations.
• Learn how to maintain confidentiality, handle sensitive information, and adhere to ethical
standards in HR practices.

Professional Development:

• Take initiative in seeking learning opportunities, attending HR-related seminars, webinars, or

networking events, and staying updated on industry trends and best practices.
• Develop essential soft skills, such as communication, interpersonal, problem-solving, and time
management skills, necessary for success in HR roles.

Reflection and Feedback:

• Reflect on internship experiences, challenges, and achievements, identifying areas for personal
and professional growth.
• Seek and provide constructive feedback from/to supervisors, mentors, and peers to enhance
learning and performance throughout the internship.
 Project Work and Deliverables:

• Complete assigned projects, tasks, or deliverables within specified timelines and quality
standards, demonstrating initiative, creativity, and attention to detail.
• Present findings, recommendations, or project outcomes to HR team members or relevant
stakeholders, showcasing the intern's contributions and accomplishments.

Conclusion

In conclusion, my internship experience in the Human Resources department at Quess Corp

Limited has been a transformative journey that has enriched my understanding of HR practices,
expanded my skill set, and solidified my passion for pursuing a career in human resources.

Reflection on Learning and Growth:

Throughout the duration of my internship, I have had the privilege of delving into various
aspects of HR functions, from recruitment and selection to employee relations, training and
development, compensation and benefits, and HRIS management. Engaging in hands-on tasks
such as candidate sourcing, conducting interviews, drafting policy documents, and assisting in
payroll processing has provided me with invaluable insights into the day-to-day operations of an
HR department. Additionally, participating in training sessions, workshops, and team meetings
has enhanced my knowledge of HR best practices and industry trends.

Achievements and Contributions:

I am proud of the contributions I have made during my internship, including streamlining

recruitment processes, updating employee handbooks, and assisting in the implementation of
employee engagement initiatives. One notable accomplishment was my involvement in
organizing a company-wide training program on diversity and inclusion, which received positive
feedback from participants and contributed to fostering a more inclusive workplace culture.
Furthermore, my dedication to accuracy and attention to detail in payroll processing and benefits
administration has helped ensure smooth operations and compliance with regulatory
requirements.

Challenges and Lessons Learned:

While my internship experience has been largely rewarding, I have also encountered challenges
along the way. One notable challenge was navigating employee relations issues, such as
addressing conflicts and grievances, which required empathy, patience, and effective
communication skills. Additionally, adapting to the fast-paced nature of the HR environment and
managing multiple tasks simultaneously presented challenges that tested my time management
and prioritization skills. However, each challenge served as a valuable learning opportunity,
allowing me to develop resilience, problem-solving abilities, and interpersonal competencies.

Future Goals and Aspirations:

Looking ahead, I am eager to continue my journey in the field of human resources and further
develop my skills and expertise. I am particularly interested in exploring areas such as
organizational development, talent management, and HR analytics, which align with my career
interests and aspirations. I plan to pursue continued education and professional certifications in
HR to enhance my credentials and stay abreast of emerging trends and technologies in the field.
Ultimately, my goal is to leverage my passion for HR and my internship experience to make
meaningful contributions to organizations and create positive impacts on employees' lives and
organizational success.

Gratitude and Acknowledgments:

I am immensely grateful to Manu Kumar V, Nayana , and the entire HR team at Quess Corp
Limited for their guidance, mentorship, and support throughout my internship journey. Their
encouragement, feedback, and willingness to share their knowledge and expertise have been
instrumental in my learning and growth. I would also like to express my gratitude to Manager
Naveen and my colleague Dhanush M for their collaboration and camaraderie during team
projects and assignments. Additionally, I extend my thanks to the leadership team and all
colleagues across departments for creating a conducive and inclusive work environment that
fosters growth, creativity, and collaboration.

Closing Thoughts:

In closing, my internship experience at Quess Corp Limited has been a defining chapter in my
professional development, providing me with the opportunity to apply theoretical knowledge to
real-world scenarios, collaborate with talented professionals, and make meaningful contributions
to organizational success. I am excited about the future possibilities that lie ahead in my HR
career journey and am confident that the skills, experiences, and relationships forged during my
internship will serve as a solid foundation for my continued growth and success in the field of
human resources.
 HOW HR RECRUITER WORKS ?

Understanding Hiring Needs:

• The HR recruiter collaborates with hiring managers and department heads to understand the
staffing needs of the organization.
• They analyze job descriptions, identify key requirements, and develop a recruitment strategy
to attract suitable candidates.

Sourcing Candidates:

• HR recruiters employ various sourcing methods to identify potential candidates, including job
boards, social media platforms, professional networks, employee referrals, and recruitment
agencies.
• They proactively search for passive candidates who may not be actively seeking employment
but possess the skills and qualifications required for the role.

Screening and Assessing Candidates:

• Once candidates are identified, HR recruiters review resumes and applications to assess
qualifications, skills, and experience.
• They conduct initial screenings, phone interviews, or pre-employment assessments to evaluate
candidates' suitability for the position and assess their cultural fit with the organization.

Coordinating Interviews:

• HR recruiters schedule and coordinate interviews between candidates and hiring managers,
ensuring availability and alignment with the hiring process timeline.
• They provide candidates with necessary information about the interview process, including
interview format, location, and expectations.

Conducting Interviews:

• Depending on the organization's structure, HR recruiters may conduct initial interviews with
candidates to further assess their qualifications, motivations, and fit for the role.
• They ask probing questions to gather relevant information and assess candidates'
communication skills, problem-solving abilities, and cultural alignment.

Facilitating Selection Decisions:

• After interviews are conducted, HR recruiters gather feedback from hiring managers and
interviewers to assess candidates' strengths, weaknesses, and overall suitability for the role.
• They facilitate decision-making discussions, provide insights into candidate qualifications and
cultural fit, and assist in finalizing selection decisions.

Offer Negotiation and Onboarding:

• HR recruiters extend job offers to selected candidates, negotiating terms and conditions of
employment, including compensation, benefits, and start dates.
• They coordinate the onboarding process, ensuring smooth transitions for new hires and
facilitating the completion of pre-employment paperwork and orientation activities.

Maintaining Candidate Relationships:

• Throughout the recruitment process, HR recruiters maintain ongoing communication with

candidates, providing updates on their application status and addressing any questions or
concerns they may have.
• They ensure a positive candidate experience, regardless of the outcome, to uphold the
organization's employer brand and reputation.

Data Management and Reporting:

• HR recruiters maintain accurate records of candidate interactions, application statuses, and

recruitment metrics using applicant tracking systems (ATS) or recruitment software.
• They generate reports and analytics to track recruitment performance, identify areas for
improvement, and inform strategic decision-making.

Continuous Improvement:
• HR recruiters stay abreast of industry trends, best practices, and emerging technologies in
talent acquisition to continuously improve recruitment processes and strategies.
• They seek feedback from hiring managers, candidates, and other stakeholders to identify
opportunities for optimization and enhancement.

Maximizing HR Manager Meetings: A Pathway to Organizational Success

In today's dynamic workplace landscape, the Human Resources (HR) department serves as the
backbone of organizational success, ensuring the alignment of people, processes, and strategies.
Within this intricate framework, the HR manager holds a pivotal role, orchestrating talent
management, fostering employee engagement, and driving organizational culture. Central to
their responsibilities is the regular engagement in meetings with managers across departments,
forging collaborative partnerships aimed at achieving shared objectives. This essay delves into
the significance of HR manager meetings, elucidating their transformative potential in shaping
organizational dynamics and propelling towards excellence.

First and foremost, HR manager meetings serve as a conduit for strategic alignment, fostering a
shared understanding of organizational goals and priorities. By engaging in collaborative
dialogue, HR managers gain insights into departmental needs, challenges, and aspirations,
enabling them to tailor HR strategies and initiatives to address specific organizational
imperatives. Through proactive communication and alignment of objectives, HR managers can
facilitate synergy across departments, ensuring that HR initiatives are closely aligned with
broader organizational strategies, thus maximizing their impact and effectiveness.

Moreover, HR manager meetings play a pivotal role in talent management and workforce
planning, providing a platform for discussions on staffing needs, succession planning, and skills
development. By collaborating with managers, HR can gain a deeper understanding of
departmental talent requirements, enabling them to develop targeted recruitment and retention
strategies to attract, develop, and retain top talent. Furthermore, HR manager meetings facilitate
discussions on career development opportunities, training needs, and performance management
initiatives, ensuring that employees are equipped with the skills and resources needed to thrive in
their roles and contribute to organizational success.

In addition to talent management, HR manager meetings serve as a forum for addressing

employee engagement and organizational culture. By fostering open communication and
dialogue, HR managers can gain insights into employee morale, satisfaction, and engagement
levels, enabling them to identify areas for improvement and implement initiatives to enhance
employee experience and well-being. Furthermore, HR manager meetings provide an
opportunity to reinforce organizational values, promote inclusivity, and cultivate a positive work
environment, thus nurturing a culture of collaboration, innovation, and excellence.

Beyond operational matters, HR manager meetings have a transformative impact on

organizational culture and leadership development. By engaging in regular dialogue with
managers, HR can foster a culture of transparency, accountability, and trust, thus promoting
effective leadership and decision-making at all levels of the organization. Furthermore, HR
manager meetings provide a platform for leadership development discussions, enabling
managers to hone their skills, leverage their strengths, and navigate complex organizational
challenges with confidence and resilience.

In conclusion, HR manager meetings represent a cornerstone of organizational success,

providing a platform for strategic alignment, talent management, employee engagement, and
leadership development. By fostering collaborative partnerships with managers across
departments, HR managers can leverage their expertise and insights to drive organizational
performance, enhance employee experience, and cultivate a culture of excellence and innovation.
As organizations navigate an increasingly complex and competitive landscape, the
transformative potential of HR manager meetings becomes ever more apparent, propelling them
towards sustainable growth, resilience, and success.

FOLLOW-UP ON CANDIDATES

Following up on hiring refers to the process of maintaining communication with candidates who
have applied for a position within an organization, even after the initial stages of the recruitment
process. This practice is essential for providing candidates with updates on their application
status, keeping them engaged and informed throughout the hiring process, and ultimately,
fostering a positive candidate experience. Here's an explanation of the key aspects of follow-up
on hiring:

Timely Communication:

After candidates submit their applications or complete interviews, it's crucial to provide
timely updates on the status of their application. This includes acknowledging receipt of their
application, notifying them if they have moved to the next stage of the hiring process, and
informing them if they are no longer being considered for the position.

Transparency and Clarity:

When following up on hiring, it's important to be transparent and clear in your

communication with candidates. Provide them with specific information about the next steps in
the hiring process, such as additional interviews, assessments, or reference checks. If there are
any delays or changes to the timeline, communicate this promptly and explain the reasons for the
delay.

Personalization:

Tailor your follow-up communication to each candidate whenever possible. Address

them by their name, reference specific details from their application or interview, and
acknowledge any unique qualifications or experiences they bring to the table. Personalized
communication helps candidates feel valued and demonstrates your organization's commitment
to treating them as individuals.
Feedback and Guidance:

If a candidate is not selected for the position, consider providing constructive feedback to
help them understand why they were not chosen and how they can improve their candidacy in
the future. Offer guidance on areas for development or suggest resources they can explore to
enhance their skills or qualifications. While not always feasible due to time constraints or
organizational policies, providing feedback can contribute to a positive candidate experience and
leave a lasting impression.

Maintaining Engagement:

Even if a candidate is not selected for the current position, maintaining communication
with them can be beneficial for future hiring needs. Keep them informed about other
opportunities within the organization that may be a better fit for their skills and interests.
Encourage them to stay connected with your organization through social media, talent
communities, or newsletters to receive updates on job openings and company news.

Closing the Loop:

Once the hiring process is complete and a candidate has been selected for the position,
it's essential to close the loop with all candidates who were considered for the role. Notify them
of the final hiring decision, thank them for their interest and participation in the process, and
express your appreciation for their time and effort invested in the application and interview
process.
Overall, effective follow-up on hiring is critical for maintaining positive relationships with
candidates, promoting your employer brand, and ensuring a seamless and respectful candidate
experience throughout the hiring process. By prioritizing timely, transparent, and personalized
communication, organizations can demonstrate their commitment to candidates and differentiate
themselves as employers of choice in a competitive talent market.