A

Summer Training Report Of

Human Resources

At

ADM Education & Welfare Society

Submitted in Partial Fulfilment of Degree in Master of Business

Administration (MBA)

Supervised By Submitted By

Ms. Anjali Name-Jaiprakash

HR Head MBA 3rd Sem

Registration

ADM education & Welfare Society 230010502010

Indira Gandhi University, Meerpur, Rewari-123401(2023-25)

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 Certificate of Originality

I Jaiprakash, Regn. No. 230010502010 of Session 2023-25 a fulltime bonafide

student of Master of Business Administration (MBA) programme at Indira Gandhi
University, Meerpur, Rewari. I hereby certify that this project work carried out by me
at ADM Education & Welfare Society, Gurugram. The report submitted in partial
fulfilment of the requirements of the programme is an original work of mine under the
guidance of the industry mentor Ms. Anjali and is not based or reproduced from any
existing work of any other person or on any earlier work undertaken at any other time
or for any other purpose, and has not been submitted anywhere else at any time.

(Student's Signature)

Date:

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 Acknowledgment
I take this opportunity to express my gratitude and indebtedness to my mentor, Ms.
Anjali Head of Department, for his perpetual inspiration, valuable suggestions and
dynamic guidance during the course of this project semester from 1 June 20224 to
31st July 2024. I also appreciate his great enthusiasm, capability to make people work
as a team, leadership skills and an immense freedom; he has allowed me in my work,
which indeed nurtured my self-confidence. Constructive and guidance encouraged me
to complete the assigned projects. . It was worth a stay at ADM and every little
moment was memorable.

Thanking

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1. Executive Summary

This Executive Summary outlines the key aspects of the internship experience
undertaken at ADM Society in the area of Human Resources (HR). The purpose of
this summary is to provide a concise overview of the work performed, the objectives
set, and the key outcomes achieved during the internship period. The internship
focused on developing HR-related skills, assisting with ongoing HR projects, and
contributing to the overall HR functions within the organization.

1.1 Problem
As part of its continued growth and development, ADM Society faced challenges in
streamlining and optimizing its human resource management processes. These
challenges included improving employee engagement, refining recruitment processes,
and enhancing training and development programs. The organization also sought to
develop a more robust and data-driven approach to HR analytics, enabling better
decision-making in employee relations and workforce management. The internship
aimed to support the HR department by addressing some of these challenges through
hands-on involvement in various HR activities.

1.2 Objectives
 Assist in refining and improving HR processes, including recruitment, on
boarding, employee training, and performance management.
 Contribute to initiatives designed to improve employee engagement,
satisfaction, and retention within the organization.
 Help streamline the recruitment and on boarding process by identifying
potential areas for improvement and contributing to the creation of better
communication and on boarding materials.
 Assist with the collection and analysis of HR data to identify trends in
employee performance, satisfaction, and retention.
 Support the HR department in ongoing projects and initiatives related to
diversity and inclusion, employee wellness, and leadership development.

1.3 Work Assigned

During the internship, assigned HR-related tasks-

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  Helped with the screening of resumes, shortlisting candidates, and
coordinating interview schedules. Additionally, they supported the onboarding
process by preparing orientation materials, ensuring a smooth transition for
new hires, and providing administrative support for new employee
documentation.
 Participated in surveys and focus group discussions aimed at assessing
employee satisfaction levels. Based on the results, they helped in drafting
proposals for employee engagement programs, such as wellness initiatives,
recognition programs, and team-building activities.
 One of the key tasks involved assisting the HR team in collecting and
organizing employee data. The intern used HR software tools to track
performance metrics, attendance records, and employee feedback. The intern
also helped generate reports for management, highlighting trends in turnover
rates, absenteeism, and employee performance.
 Helped identify training needs through discussions with department heads and
employees. They contributed to creating training materials for various
programs, particularly focusing on soft skills development and leadership
training.
 The intern supported ongoing initiatives aimed at promoting diversity and
inclusion within the organization. This included assisting in the development
of diversity training materials and organizing events for raising awareness
about the importance of a diverse workplace.

1.4 Outcomes and Achievements

 The internship resulted in several positive outcomes for both the intern and
ADM Society:
 By assisting with candidate screening and on boarding, the intern helped the
HR department expedite the hiring process while ensuring that new hires were
well-prepared and aligned with the organization's values.
 The intern contributed to the design of new employee engagement programs,
which were later implemented to improve morale and reduce turnover.
Initiatives such as recognition programs and team-building exercises were
well-received by staff.

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 The intern played a critical role in organizing HR data and generating
insightful reports. This helped the HR team to make informed decisions
regarding employee performance, retention, and organizational development.
 The intern's involvement in training programs helped identify gaps in
employee skills, leading to more targeted and effective training sessions.
 The intern's contributions to diversity and inclusion initiatives helped raise
awareness and foster a more inclusive company culture.

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 Contents

Chapter 1 Industry Profile.........................................................................................................12

[Link] the ADM.....................................................................................................................13
1.1 Organizational Structure ................................................................................................... 13
[Link] Function-..................................................................................................................13
2.1 Educational Services .......................................................................................................... 14
2.2 Welfare and Social Services ............................................................................................... 14
2.3 Empowerment Programs .................................................................................................. 16
2.4 Environmental and Community Development.................................................................. 17
2.5 Advocacy and Policy Influence .......................................................................................... 18
3 .Target Group-.......................................................................................................................18
3.1 Children from Economically Disadvantaged Families ....................................................... 18
3.2 Women and Girls ............................................................................................................... 19
3.3 Youth..................................................................................................................................19
3.4 Economically Disadvantaged Families and Communities ................................................. 20
4. Revenue Model -...................................................................................................................21
4.1 Donations from Individuals and Private Donors ............................................................... 21
4.2 Grants from Government and International Organizations .............................................. 22
4.3 International Organization and Foundation Grants .......................................................... 23
4.4 Project-Based Funding....................................................................................................... 23
4.5 Corporate Social Responsibility (CSR) Contributions ........................................................ 23
4.6 Fundraising Events and Campaigns ................................................................................... 24
4.7 Revenue from Social Enterprises and Income-Generating Programs ............................... 25
5. Key Challenges-....................................................................................................................25
5.1 Financial Sustainability and Resource Constraints ............................................................ 26
5.2 Infrastructure and Operational Challenges ....................................................................... 27
5.3 Social and Cultural Barriers ............................................................................................... 28
5.4 Political and Regulatory Barriers ....................................................................................... 29
5.5 Monitoring and Evaluation Challenges ............................................................................. 29
[Link] Metrics.......................................................................................................................30
Chapter- 2 Company Profile.....................................................................................................31
[Link].....................................................................................................................................32

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1.1 Mission .............................................................................................................................. 32
1.2 Vision ................................................................................................................................. 32
1.3 Office Locations ................................................................................................................. 33
1.4 Total Employees ................................................................................................................ 33
1.5 Headquarter ...................................................................................................................... 33
1.6 Service Information- .......................................................................................................... 34
1.7 Job Role of all Interns ........................................................................................................ 36
Chapter – 3 Department Profile................................................................................................40
1. Departments..........................................................................................................................41
1.1 Educational Department.....................................................................................................41
1.2 Health and Welfare Department ....................................................................................... 41
1.3 Social Welfare and Empowerment Department ............................................................... 42
1.4 Cultural and Arts Department ........................................................................................... 43
1.5 Environmental and Sustainability Department ................................................................. 43
1.6 Legal Aid and Advocacy Department ................................................................................ 44
1.7 Research and Development (R&D) Department ............................................................... 45
1.8 Fundraising and Public Relations Department .................................................................. 45
1.9 Administration and Support Services ................................................................................ 46
1.10 Human Resource Management of ADM- ................................................................ 46
1.11 Key Roles Of HR Manager ................................................................................................ 51
1.12 TASKS AND RESPONSIBILITIES DURING TRAINING .......................................................... 53
1.12.1 IN HR DEPARTMENT ..................................................................................................... 53
Chapter- 4 Learning Outcomes.................................................................................................54
1. Understanding of Educational Frameworks and Systems....................................................55
1.1 Educational Policies-.......................................................................................................... 55
1.2 Community Development and Welfare Services .............................................................. 55
1.3 Project Management Skills ................................................................................................ 55
1.4 Collaboration and Teamwork ............................................................................................ 56
1.5 Networking and Professional Development ..................................................................... 56
1.6 Ethics and Responsibility in Social Work ........................................................................... 56
1.7 Communication Skills ........................................................................................................ 57
1.8 Time Management ............................................................................................................ 57
1.9 Responsibility .................................................................................................................... 57
1.10 TRADE UNION AND LABOUR LAWS ................................................................................. 57

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1.11 Recruitment Process........................................................................................................ 58
1.12 Induction process ............................................................................................................ 58
1.13 Problem Solving Skill Problem ......................................................................................... 58
1.14 Performance Management ............................................................................................. 59
1.15 Conflict Resolution .......................................................................................................... 59
4.16 Adaptability and Flexibility- ............................................................................................. 59
Chapter- 5 Training Feedback and Experiences.......................................................................60
Chapter- 6 Recommendations..................................................................................................63

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 Chapter - 1
Industry Profile

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 1. About the ADM

ADM Education and Welfare Society (ADM EWS) is a prominent non-

governmental organization that works towards the development of education and
welfare in underprivileged regions. The Society was founded by Nitesh Kumar
Sharma with the vision to provide accessible education and welfare services to
marginalized communities. With a mission to empower individuals through
education, healthcare, and social support, ADM Education & Welfare Society strives
to break the cycle of poverty and create sustainable, positive change in the lives of its
beneficiaries.

The organization is guided by a set of core values, including integrity, compassion,

empowerment, and inclusivity. Its programs are designed to address the challenges
faced by vulnerable populations, particularly in rural areas, ensuring equal
opportunities for all, regardless of socio-economic status, gender, or background.

1.1 Organizational Structure

The governance structure of ADM Society is designed to ensure effective decision-

making and accountability. The organization is led by a co founder which is
responsible for overseeing the strategic direction and financial health of the society.
The employee works closely with the Executive Leadership Team, comprising senior
managers HR Manager, HOD who oversee various programs and operations.

ADM Society operates in multiple regions, including urban and rural settings. The
society’s operational footprint includes schools, vocational training centres,
healthcare facilities, and welfare programs, all of which are staffed by a combination
of full-time professionals, part-time workers, and volunteers.

2. Primary Function-

The society operates across multiple sectors, with a primary focus on education,
social welfare, healthcare, and community empowerment. Primary functions of the
society-

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 2.1 Educational Services

 Schools and Colleges

One of the flagship functions of ADM Society is the operation of schools and colleges
that cater to underprivileged students. These institutions aim to provide quality
education to children from economically disadvantaged backgrounds who may
otherwise have limited access to formal education. ADM runs schools that follow a
structured curriculum aligned with national educational standards, providing a
comprehensive education from kindergarten to secondary school levels. These
schools aim to reduce educational inequalities by offering affordable or free
education. ADM Society runs colleges offering undergraduate and diploma courses in
fields such as arts, science, commerce, and vocational education.

1. The colleges offer vocational training programs, equipping students with

technical skills such as computer programming, digital marketing, nursing,
and hospitality management.
2. To ensure that financial barriers do not hinder students from pursuing higher
education, ADM EWS provides scholarships, stipends, and financial aid to
deserving students.
3. In line with its mission to empower youth, ADM EWS offers career
counselling, job placement assistance, and entrepreneurship training to college
graduates, helping them transition into the workforce or start their own
businesses.

2.2 Welfare and Social Services

 Health and Nutrition Support

ADM EWS places a strong emphasis on improving the health and well-being of
disadvantaged communities. The society runs several health-related programs and
provides healthcare services to individuals who do not have access to regular medical
care.

1. Healthcare Camps-

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 Regular health camps are organized in rural and urban slums, offering free
medical checkups, vaccinations, and basic treatments. These camps often focus on
maternal and child health, preventive healthcare, and disease awareness
campaigns.

2. Mobile Health Clinics-

ADM Society operates mobile clinics that travel to remote areas, offering primary
healthcare services and ensuring that individuals in underserved communities can
access basic health services.

3. Nutritional Support-

The society provides nutritional support to children and pregnant women through
food programs, ensuring that they receive the necessary vitamins, minerals, and
nutrients. These programs help reduce malnutrition and its long-term effects.

 Child Welfare and Protection

ADM Society is deeply invested in the protection and welfare of children. The society
addresses issues such as child labour, child marriage, and abuse while providing
opportunities for children to thrive.

1. Child Protection Programs-

The society operates child protection programs aimed at preventing child labour and
trafficking. These programs raise awareness among parents and communities about
children's rights and the importance of education.

2. Emergency Support-

In cases of natural disasters or family crises, ADM EWS offers emergency relief for
children, including shelter, food, and psychological counselling.

3. Child Sponsorship Programs-

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ADM Society runs child sponsorship programs where donors contribute funds that
directly support the education and welfare of individual children. These funds cover
school fees, books, uniforms, medical care, and other essential needs.

2.3 Empowerment Programs

 Women Empowerment

One of the central pillars of ADM Society work is to empower women and promote
gender equality. The society runs a variety of programs aimed at improving the social,
economic, and political status of women.

1. Skill Development and Vocational Training-

ADM Society offers women-focused vocational training programs in areas such as

tailoring, handicrafts, computer literacy, and entrepreneurship. These programs enable
women to start small businesses, work from home, or find employment in local
industries.

2. Self-Help Groups-

The organization facilitates the formation of self-help groups, which are community-
based savings and credit organizations that provide financial services to women who
may not have access to formal banking. SHGs also serve as platforms for women to
come together, share knowledge, and support one another in business ventures.

3. Awareness Campaigns-

ADM Society organizes awareness campaigns around issues such as women’s rights,
domestic violence, health, and reproductive rights, encouraging women to take charge
of their own lives and make informed decisions.

 Youth Development

The society also focuses on the development of young people, equipping them with
the skills, knowledge, and confidence to become active contributors to society.

1. Leadership Training and Mentorship-

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Through leadership training programs, ADM society helps young people develop key
skills in communication, problem-solving, and decision-making. The society pairs
youth with mentors who guide them in their personal and professional development.

2. Youth Clubs and Community Engagement-

ADM Society runs youth clubs that engage young people in community service,
environmental awareness, and social justice initiatives. These clubs provide
opportunities for leadership and personal growth while encouraging positive social
change.

2.4 Environmental and Community Development

 Environmental Awareness Programs

ADM EWS also runs programs aimed at protecting the environment and promoting
sustainable practices in communities. The society organizes workshops on waste
segregation, recycling, and composting, encouraging households to reduce, reuse, and
recycle waste. These programs aim to reduce the environmental impact of waste while
generating income from recyclable materials. ADM Society encourages communities
to engage in tree planting activities and create green spaces, contributing to cleaner air
and biodiversity conservation.

 Disaster Relief and Rehabilitation

ADM Society is quick to respond in times of natural disasters, providing emergency

relief and long-term rehabilitation to affected communities. When disasters like
floods, earthquakes, or cyclones strike, ADM Society mobilizes its resources to
deliver food, water, medicine, and shelter. The society works closely with local
authorities and international relief agencies to ensure an effective and coordinated
response. Beyond immediate relief, ADM EWS helps communities rebuild by
offering support such as rebuilding homes, providing financial aid, and setting up
schools and health centres that were damaged during the disaster.

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2.5 Advocacy and Policy Influence

In addition to providing direct services, ADM EWS is involved in advocacy efforts to

influence public policy and create systemic change.

 Policy Advocacy-

The society advocates for better education, healthcare, and welfare policies at local,
state, and national levels. This includes lobbying for stronger child protection laws,
better healthcare access, and more support for marginalized communities.

 Public Awareness Campaigns-

ADM Society conducts campaigns to raise awareness about social issues such as
gender inequality, child labour, and environmental sustainability, aiming to bring
about societal change through public engagement and policy reform.

3 Target Group-

The society’s target groups include children, youth, women, and economically
disadvantaged individuals, among others. These groups are often subject to systemic
inequality, and ADM EWS plays a key role in bridging these gaps through tailored
services and programs.

3.1 Children from Economically Disadvantaged Families

One of ADM Society core target groups is children from low-income families who
lack access to quality education due to financial constraints. These children are often
the first generation in their families to attend school, and ADM Society ensures they
have the resources and opportunities to succeed.

Apart from education, society provides child welfare services to safeguard children
from exploitation and abuse. Children working in unsafe conditions in industries,
agriculture, or domestic labour often forgo their right to education. In some rural
areas, girls are married off at an early age, limiting their educational and life
opportunities. Some children face the risk of being trafficked for various exploitative
purposes.

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3.2 Women and Girls

Women and girls from another crucial target group for ADM Society. In many
underprivileged communities, women face multiple layers of discrimination and are
often marginalized in terms of access to education, healthcare, and economic
opportunities.

Many women, especially in rural or patriarchal settings, are denied the opportunity to
pursue education, either because they are expected to take on domestic duties or
because of societal norms that prioritize boys’ education. Many women lack the skills
or opportunities to gain employment or generate income independently, leading to
economic dependency on their husbands or families. The society also focuses on
women’s health, providing access to healthcare services, counselling, and workshops
on reproductive health, maternal care, and the prevention of diseases.

3.3 Youth

 Addressing Unemployment and Skill Gaps

ADM Society recognizes the importance of empowering youth as agents of change in

society. With large segments of the youth population in developing regions lacking
access to education, vocational training, or decent employment opportunities, the
society focuses on bridging the gap between education and employment. Many young
people, especially those in rural or economically disadvantaged areas, struggle to find
stable jobs. They often lack the skills required by the job market.

 Skill Development and Career Guidance

Youth programs focus on developing skills in areas such as computer programming,

mobile app development, digital marketing, carpentry, and plumbing. Providing
certifications for vocational skills, linking youth with local industries for internships,
and offering job placement support. ADM Society also encourages young people to
consider entrepreneurship by providing training on business management, financial
literacy, and access to microloans to start small businesses.

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  Leadership and Mentorship Programs-

ADM organise leadership development programs that promote critical thinking,

teamwork, and leadership skills. These programs often include mentorship from
successful professionals and business leaders, which helps young people navigate
career choices and life challenges.

 Awareness Campaigns and Community Engagement

The society runs awareness campaigns on issues affecting youth, such as substance
abuse, mental health, reproductive health, and gender equality. These initiatives help
in building a more informed, empowered, and socially responsible generation.

3.4 Economically Disadvantaged Families and Communities

ADM Society also targets economically disadvantaged families and communities who
face a variety of challenges, including poverty, poor healthcare, and a lack of access
to basic services. These families often live in rural areas or urban slums where access
to infrastructure, quality healthcare, and education is limited. Many families live
below the poverty line, with limited or no income sources, making it difficult to meet
their basic needs. Families often live without access to healthcare services, which
exacerbate issues such as malnutrition, infectious diseases, and preventable
conditions.

 Welfare and Livelihood Support

ADM EWS provides immediate assistance during natural disasters, offering food,
shelter, and medical aid to displaced families. The society works to improve living
conditions through initiatives such as building community infrastructure (e.g., toilets,
clean water sources), health awareness programs, and microcredit schemes that help
families create small businesses. Regular food distribution, nutritional counselling,
and health checkups are part of ADM efforts to improve the well-being of these
families.

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4 Revenue Model -

ADM Education and Welfare Society relies on a diversified revenue model to fund its
wide array of educational and welfare programs. As a non-governmental organization
(NGO), ADM EWS needs a sustainable and varied funding structure to maintain its
long-term impact on the communities it serves. The revenue model is designed to
balance the need for financial sustainability with the societal goals of providing
affordable education, health services, empowerment programs, and welfare initiatives.

4.1 Donations from Individuals and Private Donors

 Individual Donations

Individual donors are a crucial source of funding for ADM EWS, contributing both
small and large amounts. The organization encourages donations through various
channels, such as online platforms, direct mail campaigns, and fundraising events.

1. One-Time Donations-

These are often made by individuals who wish to support specific projects, such as
building a new school, funding scholarships, or providing relief during natural
disasters.

2. Recurring Donations-

ADM promotes monthly or quarterly donation plans, which provide a stable and
predictable income stream. Recurring donors often commit to supporting the
organization for extended periods, helping to secure long-term sustainability.

3. Major Gifts and Bequests-

Some individuals contribute significant sums as major gifts, often with a specific
designation (e.g., sponsoring a particular program or facility). Additionally, ADM
encourages legacy giving, where individuals make provisions for the organization in
their wills, providing funding for future initiatives.

4. Online Fundraising and Crowd funding

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To tap into the increasing use of digital platforms, ADM EWS also utilizes online
fundraising tools and crowd funding campaigns. This allows individuals and groups
to donate to specific projects (such as school supplies or healthcare kits for children)
through platforms.

5. Social Media Campaigns

ADM uses its social media channels to reach out to a larger audience and create
awareness about its programs, encouraging people to donate online.

6. Peer-to-Peer Fundraising-

This model allows individuals to organize their own fundraising events or initiatives
on behalf of the organization, expanding the donor base and raising funds for specific
needs.

4.2 Grants from Government and International Organizations

 Government Grants

As a society focused on education, welfare, and community development, ADM seeks

financial support through government grants at both local and national levels. Various
government departments and ministries such as the Ministry of Education, Ministry of
Women and Child Development, and Ministry of Health offer grants for NGOs that
align with their initiatives.

1. Education Grants-

These grants are used to fund educational programs, teacher training, and building
educational infrastructure and student scholarships.

2. Health and Nutrition Grants-

ADM may receive funding from government bodies to support its health programs,
particularly those that provide maternal and child health services, health education,
and nutrition for vulnerable populations.

3. Welfare and Social Support Grants-

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Government funds may also be allocated to ADM for running social support
programs such as child protection, disaster relief, and women’s empowerment
initiatives.

4.3 International Organization and Foundation Grants

In addition to government funding ADM EWS receives grants from international

organizations, development agencies, and philanthropic foundations. These
institutions often provide financial support to NGOs that focus on development goals
such as poverty reduction, gender equality, education, and healthcare.

Examples of International Grant Makers:

 Agencies like UNICEF, UNDP, and UNESCO provide grants for projects
related to child welfare, education, and women’s empowerment.
 Agencies such as USAID (United States Agency for International
Development) and DFID (Department for International Development, UK)
support projects that align with their global development objectives.

4.4 Project-Based Funding

ADM revenue comes from specific project-based grants. These grants fund short- to
medium-term projects and are typically awarded based on well-defined proposals.
These projects can focus on specific programs like:

 Community Health and Well-Being Programs

 Vocational Training and Skill Development
 Disaster Relief and Rehabilitation

4.5 Corporate Social Responsibility (CSR) Contributions

 Corporate Partnerships and Sponsorships

Many corporations are increasingly incorporating Corporate Social Responsibility

(CSR) as part of their business strategy. ADM EWS partners with companies that
share its values and social objectives, securing funding and resources for its programs.

1. Cash Sponsorships-

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Companies may provide cash donations to fund specific initiatives, such as
sponsoring educational scholarships or building infrastructure like classrooms or
libraries.

2. In-Kind Donations-

Some corporations contribute in-kind donations such as school supplies, medical

equipment, food, or technological resources, which support the day-to-day operations
of ADM EWS’s programs.

3. Employee Volunteer Programs-

In addition to financial support, corporate partners may also encourage their

employees to volunteer with ADM EWS. Employee volunteerism adds value to the
organization's programs and helps foster a deeper connection between businesses and
the communities they serve.

 Co-Funding Opportunities

Through partnerships with corporations, ADM EWS may also participate in co-
funding opportunities, where both the NGO and the corporate partner contribute to the
funding of a specific program or initiative. This is often used for large-scale
initiatives, such as building schools or providing disaster relief.

4.6 Fundraising Events and Campaigns

 Annual Fundraising Events

ADM organise fundraising events to gather financial resources while raising

awareness about its programs. These events serve as both social and community-
building activities.

1. Walkathons, Marathons, and Sports Events-

Community-based events such as walkathons or charity runs not only raise funds but
also promote the organization’s mission and foster a sense of solidarity in the
community.

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 2. Cultural Events and Auctions-

Cultural performances, art exhibitions, and silent auctions are held to raise funds, with
all proceeds directed towards ADM educational and welfare programs.

 Digital Campaigns and Crowd funding

To supplement physical fundraising events, ADM EWS runs digital fundraising

campaigns. This includes targeted crowd funding campaigns and online donation
drives. Each year, ADM EWS runs digital campaigns for specific programs like
school infrastructure development, health camps, or youth empowerment initiatives.
Some organizations offer matching donations, where they match the funds raised
through online campaigns up to a certain amount, doubling the impact of individual
contributions.

4.7 Revenue from Social Enterprises and Income-Generating Programs

 Social Enterprises

ADM also engages in income-generating activities through social enterprises. These

enterprises are designed to generate revenue while advancing the organization’s
mission of empowering communities.

1. Some of the vocational training programs run by ADM also serve as income-
generating ventures. For example, women trained in skills such as tailoring,
handicrafts, or food processing can sell their products in local markets, and the
profits can be reinvested into the program.
2. ADM may provide consultancy services related to education and community
development, generating additional revenue while promoting its core values.

5. Key Challenges-

These challenges are multifaceted and stem from both internal and external factors,
including financial constraints, infrastructure limitations, and socio-political barriers.
Below are the primary challenges that the organization faces:

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5.1 Financial Sustainability and Resource Constraints

 Dependence on External Funding

One of the key challenges for any non-governmental organization (NGO), including
ADM EWS, is the reliance on external funding sources such as individual donations,
government grants, and corporate sponsorships. While these funding streams are
essential for the organization’s operation, they are often unpredictable and fluctuate
based on economic conditions and donor priorities.

1. Uncertain Revenue Streams-

The organization’s ability to predict funding levels for upcoming years is a major
concern, especially when grants or corporate funding commitments are only short-
term or project-specific.

2. Competition for Funding-

There is a high level of competition among NGOs for government and international
grants. ADM EWS competes not only with other educational and welfare NGOs but
also with organizations working on other social causes like health, environmental
protection, and poverty alleviation. This competition can limit access to funds,
especially when donor priorities shift.

 Limited Resources for Expansion

1. ADM has to carefully balance its ambitions to expand its reach with the
limitations of available funding. While the organization has a strong track
record of success in smaller projects, replicating or scaling these efforts to
serve a broader population or expand into new regions can be financially and
logistically challenging.
2. Many of ADM EWS's programs rely on restricted funds tied to specific
projects or target populations. This makes it difficult to diversify program
offerings or adapt to changing community needs without diverting funds from
other essential services.

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5.2 Infrastructure and Operational Challenges

 Lack of Adequate Infrastructure in Remote Areas

ADM operates in some of the most underserved regions, where access to basic
infrastructure such as reliable roads, electricity, and internet connectivity is limited.
This presents several operational challenges:

1. Difficulty in Reaching Target Populations-

In rural or remote areas, ADM EWS faces logistical difficulties in reaching

communities with essential services like education, healthcare, and vocational
training. Lack of transportation infrastructure and accessibility issues often hinder the
timely delivery of services, especially during the rainy season or in areas with no all-
weather roads.

2. Limited Physical Resources-

Many schools, healthcare centres and community development projects run by ADM
operate in underdeveloped or poorly built facilities. For example, schools may lack
sufficient classrooms, clean drinking water, or sanitation facilities. In some cases,
these infrastructural deficits impact the quality of education and welfare services
provided to beneficiaries.

 Technology and Digital Divide

Digital literacy and access to technology are crucial components of education and
empowerment. However, ADM EWS faces challenges in incorporating technology
into its programs, especially in rural areas where access to digital resources is limited.

1. Limited Access to Technology-

Many of the communities that ADM EWS serves lack reliable internet access, smart
phones or computers. This creates a significant barrier to implementing digital
education programs, e-learning and online health consultations. Even when
technology is available, there is often a lack of digital literacy, which makes it
difficult to integrate tech-based solutions into existing programs.

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 2. Training and Capacity Building:

Many teachers and staff in rural and underserved areas have limited exposure to
modern educational technologies, which hinders the ability to innovate and improve
the quality of learning materials or teaching methods.

5.3 Social and Cultural Barriers

 Resistance to Change and Education

ADM works in communities where traditional beliefs and practices sometimes

conflict with the values of education, particularly for women and girls. These cultural
norms can make it challenging to increase awareness about the importance of
education and to enrol children in school. In many areas, especially rural and
conservative communities, there is a strong preference for educating boys over girls.
Families may prioritize boys’ education due to entrenched patriarchal norms, leading
to higher dropout rates for girls and lower enrolment rates overall.

 Social Stigma and Discrimination

In many of the communities served by ADM individuals from lower castes, religious
minorities, or those with disabilities face deep-rooted social stigma and
discrimination. This exclusion can hinder their access to education, healthcare, and
other essential services.

1. Discrimination against Marginalized Groups:-

People from lower castes or indigenous groups often face social exclusion in schools,
healthcare facilities, and the workplace. They may be denied equal access to resources
or treated with disrespect, which undermines the objectives of ADM EWS’s inclusion
and empowerment programs.

2. Limited Participation of Vulnerable Groups:

Women, persons with disabilities, and other marginalized individuals often

experience social exclusion, making it challenging for ADM to engage these groups

28
effectively in its programs. For example, women’s participation in skill development
or leadership training may be low due to societal barriers and family constraints.

5.4 Political and Regulatory Barriers

 Regulatory Hurdles

As a non-profit organization, ADM EWS must comply with various local, state, and
national regulations governing NGOs. The complex and ever-changing regulatory
landscape can present significant operational challenges.

The legal requirements to maintain NGO status, register for tax exemptions, and
comply with employment laws can be time-consuming and costly. This often diverts
limited resources away from direct service delivery to administrative functions.

 Political Instability and Social Unrest

In some regions where ADM EWS operates, political instability, social unrest, or
conflict can make it difficult to carry out programs. This includes disruptions in
education, health services, and community development due to regional conflicts or
changes in local governance. The safety of staff and beneficiaries can be
compromised in conflict zones, which can lead to the temporary suspension of
programs or relocation of operations to safer areas.

5.5 Monitoring and Evaluation Challenges

While ADM EWS strives to measure the impact of its programs, there are challenges
associated with monitoring and evaluating the outcomes of its projects, particularly in
rural areas where data collection infrastructure is limited.

1. Reliable data on program outcomes, especially in remote areas, can be

difficult to gather. ADM EWS faces challenges in tracking the long-term
impact of its initiatives such as changes in literacy rates, income levels, or
health outcomes, without a solid monitoring and evaluation framework.
2. Conducting comprehensive evaluations of programs requires both human and
financial resources, which may be limited. Without a robust impact

29
 assessment it becomes difficult to demonstrate the success of certain
initiatives to donors or stakeholders.

6. Impact Metrics

 Educational Outcomes:

Tracking student graduation rates, job placements, and skill development.

 Social Outcomes:

Measuring the impact of welfare programs on community health, employment, and

overall well-being.

 Sustainability Metrics:

Evaluating the long-term effectiveness of projects, including financial stability and

environmental impact.

If the ADM Education & Welfare Society operates in a specific geographical region
or has unique programs, I can help refine this profile further with more specific
details. Feel free to share more information if needed.

30
 Chapter- 2
Company Profile

31
 ADM Education & Welfare Society

1. About us
ADM Education & Welfare Society is a non-profit organization dedicated to
providing quality education and welfare programs to underprivileged communities.
ADM provide computer and vocational education in rural areas with economic
costing through a strong network of centres in small villages and towns. We are
providing education, which is required in every step of life, age and workplace. Our
well-trained staff is ready to teach practical education, which is necessary for a
student, housewife, businessman; retired person, employee, self-employed person,
farmer, uneducated person etc. We are generating employment opportunities for
trained and skilled people who do not have a formal school certificate. We are also
running courses to empower unskilled women for their economic and social up
liftment. The organization aims to bridge the educational gaps and empower
individuals through various social initiatives.

1.1 Mission
ADM Educational and Welfare Society’s mission is to uplift and empower
marginalized communities through targeted and impactful programs in education,
health, and welfare. The organization is dedicated to improving the quality of life for
underserved populations by providing essential services, fostering community
development, and advocating for social justice.

1.2 Vision
The future vision of ADM Educational and Welfare Society is to create a world where
every individual, regardless of their socio-economic background, has equal access to
quality education, healthcare, and opportunities for personal and professional growth.
The organization envisions becoming a leading force in driving sustainable social
change and empowering communities through innovative and inclusive programs.

32
1.3 Office Locations

1. Pataudi Road, Farrukhnagar

2. NM 22, Old DLF, Sector 4, Gurugram
3. [Link] Bus Stand Bahadurgarh
4. Haily Mandi Road, [Link] bank, Pataudi
5. Agro Mall, Rohtak

1.4 Total Employees

 150-200
 192 Associated Members

1.5 Headquarter
 Gurugram

33
1.6 Service Information-
ADM provide internship in different sectors & Social Welfare Work. These sectors
information given below in image-

34
 Welfare work done by ADM Education & Welfare Society

35
1.7 Job Role of all Interns
 Human Resource Intern-
 HR department in daily operations get going and engage in cold calls and
sending emails for recruitment assemble, gather, and document, as well as
update, excel sheets of employee details.
 Catch up with pending work, deadline and arrange as well as prioritize task.

 Product Manager Intern-

 Suggest creative ideas to promote our content and our organization
 Analyse and report product malfunction
 Continuously research and strive to understand the needs better and improve
the existing product
 Build and develop project team to ensure maximum performance, providing
purpose, direction and motivation
 Identifying schedules, scopes, budget estimations and project implementation
plans, including risk mitigation
 Perform other related duties as assigned Develop a detailed project plan to
monitor and track progress

 Full Stack Developer Intern-

 Familiarity with front-end technologies such as HTML, CSS, JavaScript, and
front-end framework.
 Develop front-end interfaces that are responsive user-friendly, and visually
appealing.
 Create and maintain APIs and backend services to support front-end
functionality.
 Stay up-to-date with industry trends and emerging technologies in web
development.

 Graphic Designer Intern-

 Proper video and picture illustrations of the content to be published on social
media
 Creativity is the key to everything, be it in the ideas , designs or concepts

36
 Regularly collaborating with the senior officials to discuss concepts and
design
 Adherence to the timeframe given and punctuality in submission

 Finance Manager Intern-

 Provide general accounting support
 Prepare financial analysis reports for management
 Assist with financial modelling
 Application of finance principles in a fast-paced work environment

 UX/UI Design Intern-

 Assists the design team in creating user centric interfaces for digital products.
 Includes tasks like wire framing, prototyping, user research, and collaborating
with developers
 Support the design process by gathering feedback, refining designs, and
learning about industry best practices.

 Web Developer Intern-

 Develop and preserve attractive websites that include blogs, online forms and
calendars
 Creativity in designing new websites
 Through knowledge in using online technologies and providing technical
leadership Optimize the images and format the contents as per the
requirements of the organization

 Video Editor Intern-

 Proper editing of the video content to be published on social media
 Always being updated in the use of advanced and modern software
 Creativity is the most important quality of a video editor

 Medical Volunteer Intern-

 Help in conducting medical camps for the less privileged sections of society

37
 Spread awareness about contemporary health issue
 Collaborate with hospitals and they would be given a certificate of experience
 Always be well aware of the health issues

 Marketing Intern-
 Experts are professionals for a reason! Try to approach them, bearing in mind
that they should come from various fields to get engaged with ADM
 As you are in Marketing, RESEARCH and ANALYSIS is essential to
formulate marketing strategies to widen the horizon of our reach and visibility
 Involving in interacting with experts from different fields is considered highly
significant

 Public Relations Executive Intern-

 Planning publicity strategies and campaigns
 Providing clients with information about the new promotional opportunities
 Updating and maintaining the company's social media pages
 Conducting market research

 Social Media Marketing Intern-

 Get yourself engaged in promotional activities while representing our
organisation and create a vast social presence
 Propaganda is a key element to invite various organizations/social activities
for collaborative projects
 Promote the latest activities which are organized and gain widespread support
and provide creative ideas to help grow our social presence

 Campus Ambassadors Intern-

 Highly important for us as they promote ADM Education and Welfare Society
in every possible sphere both online and offline
 Accomplish at least 1 social activity every month i.e. 12 or more by the end of
the year
 Be a team leader, create and manage your team who will help in the
distribution of food, cloth etc to people in need

38
 Be creative in your approach; try different things, Be an All-Rounder as that is
the need of the hour

 Content Writing Intern-

 Writing should be about search engine optimization as that is the key to
success in today's digital world
 Meaningful content to be developed for the work done by the volunteers
 Proficient in script writing on social causes to spread awareness and to be used
in making videos for the social media handles
 Efficient handling and publishing of work on social media

 Anchoring Intern-
 Create and deliver presentations, coordinating events, and assisting with
fundraising efforts
 Convey the organization's mission and initiative to the public through various
media platforms should have good communication skills and should not be
camera shy
 Good chance to contribute to the organization while learning communication
strategies

39
 Chapter - 3
Department Profile

40
1. Departments

1.1 Educational Department

This department is focused on providing quality education and fostering academic
development. The main goals and activities of the educational department include-

 School and College Support-

Running schools, colleges, and training institutes to offer formal education at various
levels, from primary to higher education.

 Curriculum Development-

Designing innovative, relevant, and inclusive educational programs that align with
national standards.

 Teacher Training and Development

Organizing workshops and training programs to improve the quality of teaching.

 Scholarships and Financial Aid-

Providing scholarships, educational loans, and other financial support to

underprivileged students to ensure that financial constraints do not hinder access to
education.

 Digital Literacy Programs-

Offering technology-driven education solutions, such as computer literacy, online

courses, and digital classrooms.

1.2 Health and Welfare Department

The health and welfare department focuses on the overall well-being of communities,
with special attention to vulnerable populations. This department typically engages in:

 Healthcare Programs-

41
Organizing health camps, medical check-ups, and free distribution of medicines to
underserved communities.

 Health Awareness Campaigns-

Raising awareness about hygiene, nutrition, preventive health care, and mental health.

 Women and Child Welfare-

Initiating programs to empower women and children, including women’s health,

nutrition, education, and awareness on rights.

 Disability Support-

Offering rehabilitation services, special education, and vocational training for

individuals with physical or mental disabilities.

 Elderly Care Programs-

Providing support services for elderly people, including health checkups, recreational
activities, and care for senior citizens in need.

1.3 Social Welfare and Empowerment Department

This department focuses on community development, particularly in rural or

underserved urban areas. It often works to:

 Community Development Programs-

Launching social programs that help uplift marginalized communities through skill
development, employment opportunities, and social services.

 Women’s Empowerment Initiatives-

Providing skill-building programs, leadership training, and awareness campaigns to

empower women and promote gender equality.

 Youth Engagement and Skill Development-

42
Offering vocational training, career counselling, and placement support to help youth
acquire marketable skills and find employment.

 Livelihood Support Programs-

Organizing microfinance services, self-help groups (SHGs), and entrepreneurship

development programs for marginalized sections of society.

 Poverty Alleviation Programs-

Creating initiatives to provide food, shelter, and basic necessities to low-income

families, and helping them develop sustainable livelihoods.

1.4 Cultural and Arts Department

This department often focuses on preserving and promoting cultural heritage, arts, and
traditions. It may carry out the following activities:

 Cultural Events and Festivals

Organizing cultural festivals, fairs, and events to showcase traditional arts, music,
dance, and theatre.

 Art Exhibitions and Workshops-

Hosting art exhibitions, and organizing workshops in music, dance, painting, and
other forms of creative expression.

2. Community Building through Arts:

Using arts and culture as a tool for community building, fostering understanding and
connection across diverse groups.

1.5 Environmental and Sustainability Department

Given the growing concern about environmental sustainability, this department might
be engaged in:

 Environmental Awareness Programs-

43
Educating local communities about sustainable living, waste management, water
conservation, and renewable energy.

 Tree Plantation and Green Spaces Development-

Organizing tree plantation drives, maintaining community gardens, and creating green
spaces in urban and rural areas.

 Recycling and Waste Management Initiatives-

Promoting recycling and efficient waste management practices within local

communities.

 Sustainable Agriculture Programs-

Supporting farmers with sustainable agricultural practices, organic farming, and

water-efficient irrigation systems.

1.6 Legal Aid and Advocacy Department

This department is typically dedicated to social justice and ensuring that marginalized
groups have access to legal resources. Key functions include:

 Legal Counselling and Aid

Providing free legal aid to those who cannot afford it, especially in cases involving
women, children, and other disadvantaged groups.

 Rights Awareness Campaigns-

Conducting awareness campaigns on human rights, labor laws, and legal entitlements.

 Mediation and Conflict Resolution-

Offering conflict resolution services to settle disputes peacefully, often in cases

involving families, communities, or labour issues.

 Advocacy for Policy Change-

44
Engaging in advocacy to bring about changes in public policy related to education,
health, and welfare, often working with local government bodies and national
organizations.

1.7 Research and Development (R&D) Department

The R&D department is essential for innovating and improving the society’s various
programs. Its activities may include:

 Program Evaluation and Impact Assessment-

Conducting research to assess the effectiveness and impact of the society’s programs,
ensuring they meet their objectives.

 Needs Assessment Studies-

Conducting surveys and studies to identify the specific needs of communities,

informing the design and implementation of programs.

 Partnerships and Collaborations-

Establishing collaborations with academic institutions, NGOs, and other organizations

to promote research in education, welfare, and social development.

1.8 Fundraising and Public Relations Department

This department is responsible for ensuring that the society has adequate financial
resources to sustain its programs. Their duties typically include:

 Fundraising Events-

Organizing fundraising activities such as charity dinners, auctions, or campaigns to

generate money for the society's initiatives.

 Grants and Sponsorships-

Identifying and applying for grants from government bodies, corporate sponsors, and
other philanthropic organizations.

45
  Public Relations and Media-

Managing the public image of the society, writing press releases, and liaising with
media outlets to promote the society’s work and attract donations.

1.9 Administration and Support Services

This department manages the day-to-day operations of the society. Key

responsibilities include:

 Accounting and Finance-

Ensuring proper financial management, including budgeting, accounting, and

auditing, to ensure funds are used effectively.

 IT and Digital Infrastructure-

Managing the society's digital infrastructure, including maintaining websites, online

donation platforms, and digital communication tools.

1.10 Human Resource Management of ADM-

The human resource includes the people who constitute the workplace of a company
or organization. In the corporate world, the roles and responsibility of HR is
recruitment, training, administering, and developing company policies. The
department of human resources in a company focuses on the most crucial asset of the
company- its employees and will manage and shadow the employee life-cycle.

HR team ensures that the employees are satisfied, trained well, motivated enough,
and have all the resources at their disposal to perform as expected.

They give a structure to the operations of the company and foster productivity for the
organization’s success. HR professionals are responsible for managing the most
valuable asset of any organization – its employees. The functions and responsibilities
of an HR professional can be varied, in this article; we will explore the 6 main
categories of HR responsibilities: Strategic planning, compliance requirements,

46
growing the business, employee development, talent management, and preparing for
the future.

Each category has its own set of HR responsibilities, but they are all crucial to the
success of an organization. HR professionals must have a comprehensive
understanding of each category and how they contribute to the overall success of the
organization. From developing and implementing strategic plans to ensuring legal
compliance, HR professionals must be able to manage and execute a wide range of
responsibilities.

1. Strategic planning responsibilities-

The contribution of HR professionals to the success of a business cannot be

overstated. To ensure that a company’s objectives are met, HR practices must be
aligned with the overall strategic plan. This includes having the right people, with the
necessary skills, in the correct roles. HR collaborates with key stakeholders to create a
strategic plan in line with the company’s vision and mission. As mentioned, HR is
responsible for identifying workforce requirements needed to achieve goals and
analyzing trends to ensure the right talent is in the right positions to succeed.

2. Alignment to business goals-

Effective HR professionals work closely with business leaders to understand their

goals, identify required competencies, and develop HR strategies that support these
goals. These strategies may include recruitment and selection processes, employee
development and training initiatives, and compensation and benefits programs. HR
also designs performance management systems that support strategic goals. They
establish metrics that align with the plan and provide regular feedback, facilitating
employee improvement and contributing to achieving the company’s objectives.

3. Compliance responsibilities –

HR plays a vital role in ensuring compliance with federal and state labor laws, anti-
discrimination laws, health and safety regulations, and other relevant laws and
regulations. To achieve this, HR must keep up-to-date with any changes to these laws
and regulations. HR must also develop and implement policies and practices that

47
comply with legal and regulatory requirements. This may include policies on equal
employment opportunity, anti-discrimination, harassment prevention, compensation,
benefits, and working conditions.

4. Administrative responsibilities

As part of HR’s administrative responsibilities, HR professionals maintain accurate

and secure employee records, manage employee benefits, and oversee payroll
processes. They ensure that employees receive the benefits they’re entitled to,
including health insurance, retirement plans, and vacation time. Plus, HR makes sure
that employees are paid accurately and on time, while checking compliance with tax
laws and regulations. As a crucial player in helping businesses grow and reach their
objectives, HR fulfills many vital roles such as workforce planning, recruitment, and
selection.

5. Workforce planning responsibilities –

The process of workforce planning involves HR working hand-in-hand with business
leaders to assess the current and future staffing needs of the organization and creating
plans that ensure it has the right people in the right places to meet its goals. HR
professionals must also be aware of factors such as employee turnover, staff about to
retire, and external economic trends that could impact the organization’s workforce.
By staying up to date on these trends and proactively planning for the future, you can
help ensure that the organization has the right people in the right positions to achieve
the business goals.

6. Recruitment and selection responsibilities-

Recruitment and selection strategies are also key components that need to be
developed by HR professionals in close collaboration with business leaders. Effective
recruitment practices are essential in attracting a diverse pool of highly qualified
candidates that can contribute to the organization’s success. By creating job postings,
outreach programs, and selection criteria, HR ensures that the best candidates are
hired. This guarantees that the business has a skilled and diverse workforce that can
support growth and innovation. HR professionals must also develop selection criteria

48
that accurately evaluate candidates’ skills, experience, and cultural fit. A fair,
transparent, and legally compliant selection process ensures that the best candidates
are chosen for the job. By selecting the most suitable candidates, HR ensures the
organization has the necessary talent to drive growth and achieve its goals.

7. On boarding responsibilities-

On boarding is a strategic process that fosters an inclusive culture by bringing new

employees onboard efficiently, helping them feel welcome, and enabling them to
become invested team players. Crafting effective on boarding programs falls under
HR’s responsibilities, with the goal of introducing newcomers to the company’s
values, culture, and expectations – which improves retention rates and increases job
satisfaction.

8. Training and development responsibilities

Additionally, HR is responsible for identifying skill gaps within the workforce and
developing a training plan that addresses those needs. This includes job-specific
training programs to bolster technical skills but involves professional development
courses, too. These courses may cover soft skills such as communication, teamwork,
and leadership, among others, to provide growth and development opportunities to
employees and enhance employee satisfaction and engagement.

9. Employee experience responsibilities-

A major part of talent management involves creating a positive employee experience,

which HR achieves through developing policies that foster a balance between work
and life and offering professional growth opportunities.

10. Employee engagement responsibilities-

HR professionals are also responsible for increasing employee engagement by

fostering an environment of regular feedback, recognition, and development. This
leads to improved motivation, performance, and ultimately, overall productivity.

49
 11. Performance management-

Another important aspect of HR’s role in talent management is performance

management. HR works to develop effective processes for evaluating employee
performance regularly, providing support for the individual and the team’s
development. This process also helps in identifying high-performing employees and
fostering their growth and development within the organization, supporting the
company’s growth and innovation while increasing employee retention.

As businesses prepare for the future, HR professionals play a pivotal role in driving
change by spearheading initiatives that enhance diversity, equity, inclusion, and
belonging (DEIB), digitalization of HR, and the adoption of new work models.

12. Digital HR responsibilities-

Digitalization of HR is also an essential area to steer your organization for the future.
Employers rely heavily on technology today and HR professionals must identify
digital solutions and improve their digital HR skills to enhance HR processes and
support employee engagement and productivity. For example, for efficient HR
processes like recruitment and performance management, HR professionals have
embraced HR information systems (HRIS) to improve employee data management
and overall organizational efficiency.

13. New work models implementation-

HR professionals are responsible for adopting new work models that help the
organization to succeed over time. This includes implementing flexible work
arrangements such as remote work and flexible schedules. HR professionals can
enhance these policies by providing remote access to proper training and tools,
developing performance management systems that support remote work, and ensuring
the team understands the new work models to maximize the benefits. Adopting these
new work models can help organizations increase agility, resilience, and innovation.

14. Succession planning-

Succession planning helps organizations prepare for the future by identifying and
developing a pipeline of capable leaders. As a key contributor to succession planning,

50
HR plays a significant role in identifying high potential employees and creating
development plans that prepare them for leadership positions.

To accomplish this, HR evaluates employee skills, competencies, and potential to

determine their readiness for leadership roles. They use various tools and methods to
identify high-potential employees, such as performance evaluations, competency
assessments, and leadership development programs.

HR also designs development plans tailored to the individual needs and aspirations of
employees to align with the strategic goals of the organization. This involves
providing training and development opportunities that enhance their skills and
competencies and gives them exposure to different business areas.

These future-proof HR skills include digital literacy, people analytics, strategic

thinking, and change management. Understanding these skills will allow HR
professionals to leverage technology to automate processes, identify trends and
opportunities through data analysis, and align HR practices with overall business
strategy.

Developing future-proof HR skills won’t just benefit the organization, but also you,
the HR professional. By becoming more valuable through acquiring these skills, you
will have more opportunities for career advancement and growth and become
increasingly valuable to the business.

1.11 Key Roles Of HR Manager

 Strategic role-

HR plays a crucial role in strategic planning and business alignment.

 Compliance: HR ensures compliance with laws, regulations, and

administrative responsibilities

 Growing the business-

51
 HR fulfils workforce planning, recruitment, and selection responsibilities

 Employee development-

HR nurtures employees through onboarding, training, and development programs

 Talent management-

HR ensures talent management through employee experience, engagement, and

performance

 Preparing for the future-

HR spearheads initiatives for diversity, equity, inclusion, and belonging,

digitalization, and new work models

 Developing future skills-

HR professionals must develop future-proof skills, including digital literacy, people

analytics, strategic thinking, and change management.

52
1.12 TASKS AND RESPONSIBILITIES DURING TRAINING

1.12.1 IN HR DEPARTMENT

 Recruitment and selection-

I became part of the selection and recruitment. I called applicants for an interview and
went through their resumes. I called approx. 20 peoples per day from different
universities.

Organisation policy about hiring employees is very clear. Company never

compromises on quality of the candidate. To invite the application of best candidates
for the required vacancy and to choose the best from them. Company provides best
opportunity for internship & provide PPO based their performances.

 Examine the employee's work-

I examine the work of employees. Do they do their work properly or not? Sometimes
I found some employees did not work properly. Then I'll tell my trainee and he took
the step according to their rules and regulations.

 Keeping record of employees-

When an employee joins a company, we have to feed all his/her details in the HRMS
tool such as Name, Father Name, Address, Contact Details, Qualification, Document,
Job history, joining date, Department, reporting supervisor and location etc. When an
employee leaves, we have to update his/her exit details in the HRMS tool such as last
working day, reason for leaving, notice period details and feedback etc.

 Provide Support-

Provide administrative support to HR business partners and managers. Work in co-op

with human resources generalists and other HR staff if needed to complete annual HR
duties.

53
 Chapter- 4
Learning Outcomes

54
1. Understanding of Educational Frameworks and Systems

1.1 Educational Policies-

Gain insights into local, regional, or national educational policies, including how they
affect teaching practices, curriculum development, and educational outcomes.

 Curriculum Design-

Learn how educational materials and curricula are designed to meet the diverse needs
of students, particularly in underserved or disadvantaged communities.

 Teaching and Learning Strategies-

Observe and participate in effective teaching methods, particularly in the context of

marginalized populations or community education programs.

1.2 Community Development and Welfare Services

 Needs Assessment:

Learn how to conduct needs assessments within communities to identify educational

and welfare challenges and opportunities.

 Program Implementation-

Understand the steps involved in launching and managing educational programs or

welfare initiatives (e.g., vocational training, health education, child welfare).

 Social Impact Measurement-

Learn methods for assessing the social impact of programs and how to improve or
scale them for better community outcomes.

1.3 Project Management Skills

 Planning and Coordination-

55
Develop skills in organizing events, workshops, or educational initiatives, managing
resources, and coordinating teams.

 Budgeting and Resource Allocation-

Understand the financial planning and management required to run educational or

welfare programs, ensuring they stay within budget and meet their objectives.

 Monitoring and Evaluation (M&E)-

Learn how to track and evaluate the effectiveness of educational programs, including
data collection, analysis, and reporting.

1.4 Collaboration and Teamwork

 Stakeholder Engagement-

Gain experience in working with a diverse group of stakeholders such as government

officials, NGOs, local community leaders, and educators.

 Interdisciplinary Work-

Collaborate with professionals from various fields (e.g., social workers, counsellors,
health experts) to develop holistic solutions for community welfare.

1.5 Networking and Professional Development

 Professional Relationships-

Build connections with professionals in the education, welfare, and non profit sectors,
which can open doors for future career opportunities.

 Career Exploration

Gain firsthand experience in various aspects of non profit management, social

welfare, and education, helping to clarify your career interests and future path.

1.6 Ethics and Responsibility in Social Work

56
  Ethical Considerations-

Learn about the ethical challenges and responsibilities involved in working with
vulnerable populations, including confidentiality, informed consent, and respecting
the rights and dignity of individuals.

 Advocacy for Social Justice-

Understand the importance of advocating for policies and practices that promote
social justice and equitable access to education and welfare services.

1.7 Communication Skills

Communication is simply the act of transferring information from one place, person
or group to another.

Every communication involves (at least) one sender, a message and a recipient. This
may sound simple, but communication is actually a very complex subject. And the
communication process in industry is a different thing how to communicate with
higher authority and with your senior during your office hours which is a different
thing.

1.8 Time Management

Time management is the process of planning and exercising conscious control of time
spent on specific activities, especially to increase effectiveness, efficiency, and
productivity. Using time effectively gives the person "choice" on spending or
managing activities at their own time and expediency

1.9 Responsibility

"Responsibility" is when you fully understand and accept ownership over what has
happened.

1.10 TRADE UNION AND LABOUR LAWS

Trade union includes the organization of all categories of employees formed as per
the provisions of the labour legislation to secure their mutual interests and well-being.

57
It further ensures the safety, security, and welfare of the working-class people that are
mostly employed in factories, mines, and plantations. The objectives of Trade Unions
are interrelated with the objectives of social justice in the realm of industry and
labour.

1.11 Recruitment Process

Recruitment or Hiring is the process of searching and attracting the right candidates
for hiring them for vacant jobs in an organization. There are two sources of
recruitment, internal sources and external sources. Recruitment refers to the process
of searching for potential employees and influencing them to work for their
organization.

1.12 Induction process

Induction is the process of introducing a new employee to the company and

integrating them into the business. The induction process can include the following
steps:

 Meet colleagues
 Tour of workplace
 Health and safety
 Get all the necessary documents sorted
 Get to grips with company policies
 Understand their role
 Identify any training needed
 Organize first probation meeting

1.13 Problem Solving Skill Problem

 Solving skills help you determine the source of a problem and find an
effective solution. Although problem- solving is often identified as its own
separate skill.
 Learn about the company’s HR policies, employee benefits, and other HR-
related stuff to be able to respond to any internal staff inquiries

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  Provide administrative support to HR business partners and manage

1.14 Performance Management

Gain insights into performance appraisal processes. Understand how HR contributes

to setting performance goals and providing feedback.

1.15 Conflict Resolution

Gain experience in managing conflicts in the workplace. Understand how HR plays a

role in mediating and resolving disputes between employees

4.16 Adaptability and Flexibility-

Learn to adapt to changes in the workplace and adjust to unexpected situations

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 Chapter- 5
Training Feedback
and Experiences

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 Overall Training Feedback & Experience

The orientation process at ADM Education and Welfare Society was highly organized
and comprehensive. On the first day, I was introduced to the mission, vision, and
values of the organization, as well as the various departments and the impactful work
they do. This provided me with a clear understanding of the organization’s objectives
and my role within it. The HR and program managers made sure I was comfortable
with the systems in place and guided me through the processes I would need to
follow, which helped me settle in quickly. My experience as an intern covered a wide
variety of different areas within Human Resources but my primary responsibilities
were focused on recruitment specifically. With anything in life knowledge is always
critical, but no matter how extensive one's knowledge is on a particular subject, things
become different when you are in the field and making real-time decisions, which
then leaves you to rely on instinct. This is what makes experience so crucial for a new
business professional to gain so they can later rely on it to avoid mistake made in the
past. I was introduced to the basics of fundraising, grant writing, and advocacy
strategies that support the society's goals.

My experience began with recruitment, which later on became my main field of focus
in the internship. I started out by creating letters of acceptance or denial for applicants
who applied for a job opening. Once I would finish a batch of letters, I would then
review the candidates with Jo-Ann and we would discuss why or why not they fit the
position. This was critical information because Ms Anjali is a very experienced
mentor with valuable insight accumulated over many years of practice. he informed
me of specific red flags to look for with candidates, as well as certain things that are
usually a solid indicator of a good match.

I then moved on to reviewing resumes and making reference calls. I enjoyed making
the reference calls above all the other tasks because to me it was a different puzzle
each time to try and figure out what questions to ask and it was all in the moment"
decision-making. To me this was a rush, thinking on your feet quickly in order to
figure out how to solve the puzzle. Eventually I began taking care of the mass as well
as organizing and maintaining the employee files. A great learning experience I
encountered was training our newly hired head accountant. Since I had much

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experience with the position he was about to enter I gave him all the notes I took and
guided him through his first week to make sure he became properly acclimated.

Outside of recruitment, I did some extensive work in updating our benefits lists as
well as gained a deeper knowledge about all the benefits our company has to offer.

There were so many positive take-always from my internship experience that made à
all worth the challenge it presented at times. In my time there I was able to further
hone my communication and critical thinking skills. I expanded my knowledge of the
field of Human Resources greatly. I was able to practice the use of insight in order to
make difficult decisions. With all of my practice in the field I found that my judgment
on split-second decisions improved significantly. The entire experience left me
walking act and react in business environment effectively with a clear sense of how to
naturally.

The internship also has fostered the opportunity for employment afterwards, which I
will most likely pursue, unless I find another job opening that strongly calls out to me.
If I remain, I plan to stay no longer than two years. This way I can gain more
experience, help improve the company, and then be ready to move on to the next
level. The experience will be extremely valuable for when applying for other
positions for several reasons. By just working in the Human Resource field itself, you
get daily exposure to reviewing job applicants and by doing this it actually has
expanded my knowledge of how I should present myself to an employer. On top of
that, graduating college with experience already under my belt in my field, it gives me
an upper hand over those with no experience at all the experience was a very positive
one in which I developed my skill further, expanded my knowledge, and I took a step
beyond the classroom and "got my feet wet" in the real world of business.

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 Chapter- 6
Recommendations

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 Recommendations

I am writing to recommend pursuing an internship with the ADM Education and

Welfare Society for individuals who are passionate about education, social welfare,
community development, and making a meaningful impact in the lives of
marginalized populations. I learned a lot from the team of ADM Education & Welfare
Society. They helped me a lot in doing my Training. They make me understand every
point which I want to know and understand for my work. They guide me in proper
way of working.

Other recommendations are:

 The ADM Education and Welfare Society operates in a multi-faceted

environment, providing interns the chance to learn about and contribute to
programs that span education, health, social justice, community
empowerment, and environmental sustainability.
 Interns at ADM Education and Welfare Society will be working on projects
that directly impact the lives of people in need. Whether it's helping to develop
educational resources, organizing health camps, or creating awareness
programs, you will see the tangible results of your work.
 Time management is very essential and it should not be ignored at any level of
the process.
 Interns are guided by mentors who are passionate about the society’s mission
and who are committed to providing valuable insights and career advice.
 The stress should be given on knowledge and the experience should be the
major criteria for selection of employees. The organization should practice
proper company guideline
 To get affective and efficient employee in the organization and should arrange
proper training programmes.
 To evaluate employee’s performance in the management and should follow
the promotion policy properly.
 In order to get competitive advantage and to deliver quality service, top
management should try to modify the services.

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 As an intern at ADM Education and Welfare Society, you will have the
opportunity to network with professionals, donors, government
representatives, and other organizations working in the field of social welfare
and education.
 Depending on your area of interest, you may be involved in field activities
such as organizing health camps, teaching underprivileged children,
conducting awareness workshops, or assisting in research and impact
assessments.

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