INTERNSHIP PROJECT REPORT

Human Resource Intern

at
VerGo Clinicals Pvt. Ltd.

Project Guide:
Dr. Aditya Banerjee

Submitted in partial fulfilment of the requirement for

Master of Arts (Applied Psychology)
Department of Liberal Arts, Humanities and Social Sciences

Anshu Moghe
Roll No: 246413041
July 2025
Batch: 2023–2025
 Declaration by the Student

This is to certify that I, Anshu D. Moghe, have successfully completed my internship at VerGo
Clinicals Pvt. Ltd., as a Human Resource Intern. The internship was undertaken solely by me and
at my discretion. I have completed this internship under the supervision of Dr. Aditya Banerjee,
Department of Liberal Arts, Humanities and Social Sciences, Manipal Academy of Higher
Education. I also declare that this Internship report has not been submitted for the award of any
degree, diploma, associateship, fellowship, or other title but as a course requirement for the II
semester, PG program at Manipal Academy of Higher Education.
Letter from the university
 Acknowledgement

I would like to express my sincere gratitude to my faculty mentor, Mr. Aditya Banerjee, for his
continuous support and valuable guidance throughout the internship. I am also deeply thankful to
my on-site supervisor at VerGo Clinicals, Mr. Kashinath Prasad, whose mentorship and insights
helped shape a meaningful learning experience. My appreciation also extends to the entire HR
team and staff at VerGo Clinicals for their welcoming attitude and encouragement. This
internship has been a significant step in my academic and professional journey, and I am truly
grateful for the opportunity.
 Executive Summary

This report documents my 40-day internship experience at VerGo Clinicals Pvt. Ltd., a
pharmaceutical research organization. The primary objective of the internship was to bridge
theoretical knowledge from my [Link]. in Applied Psychology with practical skills required in an
organizational setting. The report includes a comprehensive overview of my roles, tasks,
projects, observations, and reflections. The main areas of work included developing and
validating employee assessment tools (IQ and computer skills tests), reviewing employee
engagement practices, supporting HR documentation and onboarding, and preparing reports like
exit interviews and satisfaction scale protocols.
 Table of Contents

1. Introduction..................................................................................................................................1

1.1. Objectives.....................................................................................................................1

1.2. Scope of the Project Table of Contents.........................................................................1

1.3. Organization of this Report ..........................................................................................2

1.4. Introduction to the Course............................................................................................2

1.5. Choice of workplace- Aim, objective & purpose ........................................................2

2. Profile of the workplace ..............................................................................................................3

2.1 Brief History- Vision & Mission of the organization ...................................................3

2.2 Organizational structure ................................................................................................4

2.3 Reflections on Work Culture ........................................................................................5

3. Job description/Nature of work ...................................................................................................5

3.1. Duration of internship ..................................................................................................5

3.2. Manner of employment ................................................................................................6

3.3. Working hours (No. of hours and clock-in/clock-out time) ........................................6

3.4. Reported to (Name and designation) ...........................................................................6

3.5. Assigned tasks by (Name and designation) .................................................................6

3.6. Worked under/Mentor in the organization ...................................................................6

 3.7. Areas of work ...............................................................................................................6

4. Description of the Job done and analyses....................................................................................7

4.1 Describe the objectives of the tasks ..............................................................................7

4.2 Analyze their overall purpose .......................................................................................8

5. Observations and Learning Outcomes ........................................................................................9

5.1 What did you learn during the internship? ....................................................................9

5.2 What skills did you acquire? .......................................................................................9

5.3 What are some skills you wish you were taught before the start of your internship?.11

5.4 How did the courses of DLHS align with the requirements of your internship?.........11

5.5 Highlights of the internship experience. .....................................................................11

6. Challenges faced/Limitations of the internship ........................................................................11

7. Conclusion and Retrospection ..................................................................................................13

8. References .................................................................................................................................14

9. Appendices.................................................................................................................................15
1. Introduction

1.1 Objectives

The primary objective of this internship was to gain meaningful and practical exposure to
the application of psychology within a corporate environment. As a student of Applied
Psychology wanting to specialize in the organizational domain, it was essential to experience
firsthand how psychological principles, theories, and tools are utilized in real-world workplace
settings.

A key focus of the internship was to assist in the evaluation of assessment tools such as
IQ and computer skill tests, specifically designed for different employee roles including freshers,
team leaders, and managerial staff. This allowed for a deeper understanding of test application in
recruitment and employee development.

Additionally, the internship provided insight into core Human Resource functions such as
onboarding, exit interviews, and employee engagement, thereby enhancing my practical
knowledge of HR systems, documentation, and feedback mechanisms.

1.2 Scope of the Internship

The internship offered an immersive experience across multiple domains within the
organizational setup of VerGo Clinicals Pvt. Ltd. A significant portion of my work focused on
the administration of psychological assessments tailored to suit various employee roles—ranging
from entry-level staff to management. This involved creating role-specific IQ and computer skill
tests, validating them through trials, and documenting results.

Alongside the testing component, the internship also provided exposure to core Human
Resource operations, such as reviewing and updating employee records, assisting in the
onboarding of new employees, and drafting formal documents like appointment letters,
confidentiality agreements, and welcome notes. A few of my administrative responsibilities
included maintaining internal communication, organizing files, supporting birthday and
orientation events, and handling leave application records.

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 Furthermore, I was involved in generating key reports such as exit interview summaries
and employee satisfaction survey interpretations, contributing directly to HR feedback and
engagement initiatives. Participation in professional development workshops and
interdepartmental activities also helped me broaden my understanding.

1.3 Organization of the Report

The report begins with an introduction and overview of the internship site, followed by
my job roles and tasks, detailed descriptions and analyses, learning outcomes, challenges, and a
reflective conclusion.

1.4 Introduction to the Course

The internship was undertaken as part of the academic requirements for the Master of
Arts in Applied Psychology, offered by the Department of Liberal Arts, Humanities and Social
Sciences (DLHS), Manipal Academy of Higher Education (MAHE). The course is designed to
equip students with both theoretical knowledge and practical competencies necessary for
working in diverse organizational settings (M. Sc. (Applied Psychology), n.d.).

The rationale for including a compulsory internship within this program is to provide
students with real-world exposure and to help them bridge the gap between academic learning
and professional application. For students in the Organizational Psychology track, the internship
serves as a platform to apply psychological principles to areas such as recruitment, assessment,
training and development, employee engagement, and organizational development. It also fosters
the development of essential professional skills like communication, problem-solving,
documentation, and ethical practice.

1.5 Choice of Workplace – Aim, Objective & Purpose

I selected VerGo Clinicals Pvt. Ltd. as the internship site due to its structured and well-
established Human Resource department, which integrates psychological assessment practices
into its employee management systems. A key aim of choosing this workplace was to gain
firsthand experience in administering psychological tools for recruitment and performance
evaluation.

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 Additionally, this choice was influenced by personal and long-term career considerations.
As I intend to eventually settle and work in Goa, gaining practical experience in one of the
region’s leading pharmaceutical companies offered valuable industry exposure. Goa is home to a
large number of pharmaceutical and clinical research firms, many of which are increasingly
recognizing the importance of hiring psychologists within their HR teams—particularly for tasks
related to employee assessment, recruitment, and engagement. This internship served as a
strategic opportunity to understand the HR scope in this industry and region, while also allowing
me to contribute meaningfully through the application of my academic training.

2. Profile of the Workplace

2.1 Brief History – Vision & Mission

VerGo Pharma Research Laboratories Pvt. Ltd. is a premier Contract Development and
Manufacturing Organization (CDMO) headquartered in Goa, India. The company plays a crucial
role in the global pharmaceutical industry by offering end-to-end drug development and
manufacturing solutions. Their expertise spans API process development, pre-formulation,
formulation development, analytical development, ICH stability studies, cGMP manufacturing,
clinical trial supplies, impurity synthesis and characterization, and
Bioequivalence/Bioavailability (BA/BE) studies (VerGo Pharma Research GOA, n.d.).

Over the years, VerGo has positioned itself as a trusted partner to both national and
international pharmaceutical firms, known for its commitment to scientific excellence and high-
quality standards.

 Vision: To be the leading and most trusted partner for global pharmaceutical companies
by providing best-in-class product development and manufacturing solutions.

 Mission: To pursue scientific excellence in product development, innovation, and

manufacturing in order to improve the quality of life and create value for customers,
partners, and stakeholders worldwide.

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2.2 Organizational Structure

The site at which I interned, part of VerGo Pharma Research Pvt. Ltd., follows a well-
defined, functionally segmented organizational structure under the strategic leadership of its
Chief Operating Officer (COO), Mr. Raman Batheja. The COO is responsible for overseeing the
day-to-day operations across all departments and ensuring alignment with the company’s broader
goals in pharmaceutical research and development.

The organization is composed of several specialized departments, each managed by a Team

Leader who supervises their respective teams and coordinates departmental activities (VerGo
Pharma Research GOA, n.d.). These departments include:

 Project Management: Responsible for planning, coordinating, and monitoring ongoing

projects related to research, trials, and delivery timelines.
 Archival: Maintains critical documentation and records, ensuring regulatory and audit
compliance.
 Quality Assurance (QA): Monitors adherence to regulatory standards, good clinical
practices (GCP), and overall product quality.
 Clinical Research: Conducts clinical trials and manages protocols related to
Bioavailability/Bioequivalence (BA/BE) studies.
 Bioanalytical Department: Handles the analysis of biological samples from clinical trials,
using high-precision instruments and methodologies.
 Stores and Purchasing: Manages inventory, procurement of materials, and vendor
communications to support operational needs.
 Data Management: Responsible for collecting, validating, and maintaining trial data to
ensure accuracy and regulatory compliance.
 Human Resources (HR): Manages recruitment, onboarding, training, employee records,
and internal engagement activities.

Each Team Leader is accountable for their team's performance and reports operational
updates to the COO.

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2.3 Reflections on Work Culture

As an intern, I found the environment to be largely supportive, where team members—

regardless of their role—were encouraged to contribute meaningfully. Interns were trusted with
important tasks, given independence in their work, and provided with consistent feedback from
supervisors. This trust fostered a sense of responsibility and ownership over my projects,
especially in the areas of test development, documentation, and report creation.

While the workplace was overall cooperative, it was not without its human moments. I
did witness instances of disagreements and tension among employees, especially in high-
pressure situations. However, what stood out was the willingness of team members to confront
conflict rather than ignore it. Difficult but necessary conversations were held to resolve
misunderstandings, clarify expectations, and re-align goals. This openness to feedback and direct
communication reflected a mature organizational culture.

One of the most impressive aspects of VerGo’s work culture was the interdepartmental
collaboration. HR often worked in tandem with departments like Clinical Research, Quality
Assurance, and Data Management. There was constant effort to ensure alignment across teams,
which not only improved workflow efficiency but also allowed interns like me to understand the
bigger picture of organizational functioning.

I was also fortunate to have the support of the Chief Operating Officer (COO), who gave
me permission to directly approach department heads for data collection related to the employee
satisfaction survey and computer assessment tool. This level of access was rare and greatly
enriched my learning experience.

3. Job Description / Nature of Work

3.1 Duration

The internship was undertaken over a period of 40 working days, from 26th May 2025 to
18th July 2025, in accordance with the requirements for the Master of Arts in Applied
Psychology program at Manipal Academy of Higher Education.

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3.2 Manner of Employment

The internship was conducted in full-time, in-person capacity. It was unpaid and followed
a Monday to Friday schedule, aligning with the organization’s standard operating week.

3.3 Working Hours

I worked during regular office hours, which typically began at 9:45 AM and concluded
around 4:30 PM, with a flexibility margin of approximately ±15 minutes depending on the day's
tasks.

3.4 Reported to

I reported directly to Mr. Kashinath Prasad, Executive Head of the Human Resource
department.

3.5 Assigned Tasks by

Tasks were primarily assigned and reviewed by Ms. Sharon Fernandes, an HR

representative, and occasionally by other members of the senior HR staff.

3.6 Worked Under / Mentor

I worked under the guidance and supervision of Mr. Kashinath Prasad, who served as the
organizational mentor throughout the internship period.

3.7 Areas of Work

I had the opportunity to work across multiple functions within the Human Resources
department, while also interacting with several other departments as part of cross-functional
tasks. The key departments and areas of involvement are as follows:

1. Human Resources (HR):

This was my primary department. I supported the HR team in daily operations such as
employee onboarding, documentation, tracking medical clearances for new joiners,
sending welcome note emails, and maintaining employee records. I also assisted in

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 organizing employee engagement activities, such as birthday celebrations and orientation
briefings.
2. Psychological Assessment & Research (HR/Project-based):
A large portion of my internship focused on developing and validating two sets of
assessment tools—IQ tests and computer skills tests—tailored for different roles (e.g.,
managers, nurses, freshers). I was responsible for researching test formats (including
online versions of Wechsler and Stanford-Binet), drafting test items, validating them
internally with employees, and analyzing the results. I also worked on protocol creation
for interpreting test scores and making role-based recommendations.
3. Cross-departmental Collaboration:
Under the permission of the Chief Operating Officer (COO), I interacted with team
leaders across departments like Clinical Research, Project Management, Quality
Assurance, and Data Management to gather insights and employee feedback. This data
was instrumental in finalizing the Employee Satisfaction Survey and evaluating the
applicability of our test tools.
4. Administrative Support:
As part of routine HR functioning, I handled several administrative responsibilities.
These included checking and sorting employee documents (e.g., birth dates for internal
celebrations), managing leave application records, creating and updating tracking sheets
for candidate assessments, and filing hard copies of HR forms and reports.
5. External Engagement:
I attended a workshop on Creative Thinking and Problem Solving organized by the Goa
Chamber of Commerce & Industry (GCCI), where I participated in activities designed to
foster innovation in corporate environments. I later summarized the workshop content
into a report for internal HR review.

4. Description of the Job Done and Analyses

4.1 Describe the objectives of the tasks

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 Throughout the internship, my work primarily centred on supporting the Human Resources
department and contributing to the development of assessment tools and feedback mechanisms.
The objectives of the tasks I undertook included:

 To create role-specific psychological assessments for recruitment and internal evaluation.

 To understand and improve HR workflows related to onboarding, exit processes, and

documentation.

 To assist in the development of a more robust employee satisfaction and engagement

feedback system.

 To contribute to the organization's understanding of cognitive and computer skill levels

across departments.

 To apply theoretical principles from organizational psychology in real-world contexts and

evaluate their practical relevance.

4.2 Analyse their overall purpose

Each task served not only an operational function but also contributed to broader
organizational goals. The assessment development supported recruitment decisions with
standardized, evidence-based tools, helping the company align candidate competencies with job
demands. The onboarding activities reinforced employee satisfaction and retention by ensuring
clarity, preparedness, and warmth during the initial employment phase.

Through the satisfaction survey and exit interview reporting, the organization gained
structured insights into employee experiences. This allowed HR to address potential gaps in
engagement or policy. The administrative and event planning support, while less technical,
contributed to positive organizational culture and streamlined HR workflows—critical for
sustaining long-term productivity and cohesion.

Finally, my cross-departmental collaboration to gather data and validate assessments

highlighted the interconnected nature of HR with other units, reflecting a systems-based
approach to employee development. Participating in workshops also allowed me to bring fresh
perspectives back to the team, demonstrating how continuous learning contributes to innovation.
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5. Observations and Learning Outcomes

5.1 What Did You Learn During the Internship?

The internship at VerGo Clinicals gave me a real, hands-on look at how organizational
psychology is applied in a busy corporate setting, specifically within the structure of a
pharmaceutical company. I was able to see how the theories and concepts I’ve learned—things
like assessment, motivation, and employee engagement—are not just academic ideas but actual
tools used every day in HR. My work involved everything from designing and validating
assessment tools, to observing how they were used in recruitment, onboarding, and performance
evaluation. This made the connection between psychology and human resource management
very tangible for me.

It was also fascinating to witness how much psychology shapes workplace culture and
employee well-being, even outside traditional clinical or counselling environments. For example,
I saw how something as simple as the way feedback is collected and acted upon can affect
morale and productivity. I was involved in gathering and interpreting employee satisfaction data,
which helped me understand how these insights guide policy changes and influence
organizational strategies.

Another valuable learning experience was observing how organizational policies are not
fixed—they evolve. Policies are built with the company’s goals in mind, but they are also
adapted based on feedback, shifting priorities, and the reality of everyday work. I got to see this
process in action, from initial discussions to the implementation of changes, and it taught me
how dynamic workplace management can be.

5.2 What Skills Did You Acquire?

Over the course of the internship, I was able to build a mix of technical and soft skills
that have significantly contributed to my growth as an aspiring organizational psychologist. On
the technical side, I learned how to design, administer, and interpret cognitive and computer-
based assessments tailored for different roles within the company. This included everything from
creating the test content to scoring and explaining results in a way that HR could use for
decision-making. I also improved my report writing and documentation skills by preparing exit
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interview summaries, test protocols, and assessment interpretations, ensuring they were clear,
concise, and professional. Research became a big part of my work, as I explored established
psychological tools like Wechsler and Stanford-Binet, then adapted them for organizational use
without losing their validity. Data collection was another area I grew in—conducting surveys and
interviews taught me how to listen actively, probe for details, and accurately record responses.
On the HR administration side, I became comfortable preparing key documents such as
appointment letters, confidentiality agreements, and bond letters for new employees, paying
close attention to accuracy and compliance.

Alongside these technical skills, I developed several important soft skills that were
equally valuable. Professional communication and workplace etiquette became second nature,
whether I was speaking with my immediate team, emailing department heads, or interacting with
the COO. Managing my time and prioritizing tasks was essential, as I often balanced multiple
projects—test development, onboarding, and survey analysis—while still meeting deadlines.
Working with different departments gave me the chance to collaborate with people from varied
professional backgrounds, which strengthened my ability to communicate clearly and build
rapport. I also learned a lot from observing how workplace disagreements were handled; seeing
conflicts resolved through open conversations and solution-focused discussions gave me
valuable insight into conflict management. Finally, I became more adaptable—switching easily
between independent work that required initiative and collaborative projects that depended on
team effort.

5.3 What Are Some Skills You Wish You Were Taught Before the Internship?

Before starting the internship, I wish I had received a bit more practical training in some
areas that would have made my work smoother from the beginning. For instance, having a
stronger grasp of Excel and HR software tools—especially those used for database management
or survey analytics—would have helped me work faster and with more confidence when
handling data. While I picked up these skills on the go, a little prior familiarity would have saved
time and reduced the initial learning curve. I also realized the importance of report formatting
and presentation skills tailored for corporate audiences. In an HR setting, reports aren’t just about
presenting information—they need to be visually clear, concise, and professional so that busy

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managers can quickly grasp the key points. Learning these skills beforehand would have helped
me create more polished outputs from day one.

5.4 How Did the Courses of DLHS Align With the Requirements of the Internship?

My coursework at DLHS supported my performance during the internship in multiple

ways. The practical components of my psychology program, particularly test administration and
report writing, prepared me for tasks such as developing assessment tools and documenting
feedback. Courses like Social Psychology helped me understand group behavior, communication
styles, and dynamics within teams—insights that proved especially useful during
interdepartmental collaboration and observation of workplace interactions.

While some corporate-specific skills—such as employee documentation protocols and

internal HR workflows—had to be learned on the job, the academic training gave me a strong
psychological lens through which I could interpret and contribute to the organizational
environment.

5.5 Highlights of the Internship Experience

Several moments stood out during my time at VerGo Clinicals. A personal highlight was
receiving permission from the COO to approach team leaders across departments for data
collection—an unusual privilege for an intern. It not only boosted my confidence but also helped
me understand the company’s structure more deeply. Another standout moment was when I
validated the computer assessment test on actual employees and received constructive feedback,
affirming the relevance of my work. Attending the GCCI workshop on creative thinking also
added to the richness of the experience.

6. Challenges Faced / Limitations

During my internship at VerGo Clinicals, I encountered several challenges that tested my

adaptability and problem-solving abilities, while also offering important insights into
professional environments.

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 One of the initial difficulties was adjusting to the corporate pace. The workflow in a
corporate HR setting is fast-moving, with multiple parallel tasks and strict deadlines. Coming
from an academic background, I initially found it challenging to switch quickly between tasks
and make timely decisions. However, with the support of my supervisor and through self-
organization strategies like prioritizing tasks and maintaining checklists, I gradually adapted to
this new rhythm.

A second challenge was the learning curve associated with assessment tool development.
Though I had prior exposure to psychological testing in academic settings, designing, validating,
and administering these tools in a professional context was a different experience. I had to
independently explore the structure of tools like the Wechsler and Stanford-Binet tests, adapt
their logic to the workplace, and test them in a constrained timeline. This process demanded
persistence, critical thinking, and flexibility in modifying items based on feedback from staff and
supervisors.

There were also moments when I was assigned administrative tasks such as sorting
documents or entering data, which felt repetitive and did not offer deep psychological learning.
However, I chose to view these moments as opportunities to understand internal systems,
observe work habits of full-time employees, and familiarize myself with organizational structure
and documentation protocols.

Time constraints were another notable limitation. With a fixed 40-day internship window
and multiple ongoing projects, it became difficult to explore each task in depth. For instance, I
was able to design and validate new computer assessments, but could not conduct a formal
analysis or follow up with long-term HR interventions based on the results.

Finally, interdepartmental coordination for test validation presented logistical challenges.

Employees across departments had varying schedules and responsibilities, making it difficult to
gather consistent feedback or conduct assessments at the planned pace. I learned to navigate this
by being polite but persistent, and by planning follow-ups in advance.

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7. Conclusion and Retrospection

Looking back, my internship at VerGo Clinicals was a deeply enriching experience. It

provided a unique opportunity to apply psychological concepts in a real-world corporate setting,
allowing me to bridge the gap between theory and practice. The exposure to human resource
functions, psychological assessments, employee engagement activities, and interdepartmental
collaboration helped me develop a more practical understanding of organizational behaviour and
workplace dynamics.

One of the most valuable takeaways was learning how psychological tools can be adapted
for recruitment and evaluation in professional contexts. This experience reinforced my interest in
pursuing a career in industrial/organizational psychology, particularly in roles that combine
assessment, HR strategy, and employee well-being.

On a personal level, the internship taught me patience, adaptability, and how to navigate
ambiguity—skills that are often as crucial as technical knowledge in the workplace. Working
closely with HR professionals and interacting with team leaders across departments gave me
confidence in my communication and professional conduct. The trust and autonomy I was given
to take initiative, explore new tools, and propose changes contributed significantly to my growth.

Academically, the internship aligned well with my learning at DLHS. While the tasks
went beyond textbook knowledge, they gave me a platform to apply insights from practicals,
social psychology, and internship-focused coursework in a structured environment. It also
revealed areas where further learning is needed—such as corporate HR systems and advanced
psychometric analysis—which I now plan to pursue more deeply.

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 References

M. Sc. (Applied Psychology). (n.d.). Manipal. [Link]

bengaluru/academics/institutionlist/dlhs/programlist/ma/M_Sc_Applied_Psychology.html

VerGo Pharma Research GOA. (n.d.). [Link]

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 Appendices

1. Workshop conducted by GCCI On ‘Creative thinking and Problem solving’

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 2. Employee satisfaction scale

(Optional) Please fill in the following details:

Name: ____________________________
Employee Code: ___________________
Department: ______________________
Date: ____________________________

Instructions:
Please indicate how much you agree with each of the following statements based on your current
experience at work.

Use the following scale:

1 = Strongly Disagree 2 = Disagree 3 = Neutral 4 = Agree 5 = Strongly Agree

Job Role & Responsibilities

Statement 1 2 3 4 5
I clearly understand what ☐ ☐ ☐ ☐ ☐
my job responsibilities
are.
I feel that my work ☐ ☐ ☐ ☐ ☐
makes a meaningful
contribution.
My skills are effectively ☐ ☐ ☐ ☐ ☐
used in my current role.

Work Environment
Statement 1 2 3 4 5
The work environment is ☐ ☐ ☐ ☐ ☐
safe and comfortable.
My workspace and ☐ ☐ ☐ ☐ ☐
resources support my
productivity.

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I have the tools I need to ☐ ☐ ☐ ☐ ☐
do my job well.

Leadership & Management

Statement 1 2 3 4 5
My manager/supervisor ☐ ☐ ☐ ☐ ☐
communicates
effectively.
I receive helpful feedback ☐ ☐ ☐ ☐ ☐
on my performance.
I feel that my ideas and ☐ ☐ ☐ ☐ ☐
opinions are valued by
management.

Team & Peer Support

Statement 1 2 3 4 5
My team works well ☐ ☐ ☐ ☐ ☐
together to achieve goals.
I can rely on my ☐ ☐ ☐ ☐ ☐
colleagues for support.
There is a sense of ☐ ☐ ☐ ☐ ☐
mutual respect within my
team.

Compensation & Benefits

Statement 1 2 3 4 5
I am fairly compensated ☐ ☐ ☐ ☐ ☐
for the work I do.
The benefits I receive ☐ ☐ ☐ ☐ ☐
meet my needs.
My overall compensation ☐ ☐ ☐ ☐ ☐
package is competitive.

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Growth & Development
Statement 1 2 3 4 5
I have opportunities to ☐ ☐ ☐ ☐ ☐
develop new skills.
My growth and career ☐ ☐ ☐ ☐ ☐
aspirations are supported.
I feel confident about ☐ ☐ ☐ ☐ ☐
future opportunities here.

Work-Life Balance
Statement 1 2 3 4 5
I can manage my work ☐ ☐ ☐ ☐ ☐
without it negatively
impacting my personal
life.
I have the flexibility I ☐ ☐ ☐ ☐ ☐
need in my job.
My workload is ☐ ☐ ☐ ☐ ☐
reasonable and
manageable.

Workplace & HR Policies

Statement 1 2 3 4 5
I am well-informed about ☐ ☐ ☐ ☐ ☐
the organization’s HR
policies and procedures.
The company’s policies ☐ ☐ ☐ ☐ ☐
are fair and consistently
applied.
I am satisfied with how ☐ ☐ ☐ ☐ ☐
HR-related concerns are
addressed.

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 3. Company Cognitive Ability Assessment

Instructions: You have 30 minutes to complete this assessment. The test covers six domains of
cognitive ability (logical reasoning, verbal reasoning, visual/spatial perception, quantitative &
abstract reasoning, memory & attention, and general problem-solving). Answer all questions.
For each question, mark only one answer choice (A–D). Unanswered or multiple-marked
questions score zero. If you are unsure of an answer, choose the option that seems most likely.
No calculators or devices are allowed. Work quickly but carefully, as time is limited.

Section 1: Logical Reasoning (Questions 1–5)

1. All cats are mammals. Some pets are cats. Which conclusion logically follows?
A. All pets are mammals.
B. Some pets are mammals.
C. All cats are pets.
D. Some cats are not mammals.
2. If the ground is wet, then it rained. The ground is wet. Which inference is correct?
A. It rained for sure.
B. It may or may not have rained.
C. It did not rain.
D. Rain is impossible.
3. All squares are rectangles. No rectangle is a circle. What can be concluded about
squares?
A. All squares are circles.
B. No square is a circle.
C. Some squares are circles.
D. Cannot determine.
4. Some fruits are apples. All apples are red. Which conclusion is valid?
A. All fruits are red.
B. Some fruits are red.
C. No fruits are red.
D. None of the above.

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 5. All dogs have tails. Snoopy is a dog. Which statement is correct?
A. Snoopy has a tail.
B. Snoopy might not have a tail.
C. All animals have tails.
D. No dogs have tails.
Section 2: Verbal Reasoning (Questions 6–10)

6. Choose the word that is nearest in meaning to opaque.

A. Transparent
B. Cloudy
C. Clear
D. Dense
7. ANALOGY: Pencil is to Paper as Paintbrush is to:
A. Canvas
B. Wood
C. Plastic
D. Clay
8. Choose the word most opposite in meaning to scarce.
A. Rare
B. Plentiful
C. Limited
D. Meager
9. In the sentence below, select the best interpretation of persevered:
“Although he was tired, he persevered until the end.”
A. Gave up
B. Continued steadily
C. Got bored
D. Lost interest
10. IDIOM: “Break the ice” means:
A. To make something icy
B. To initiate conversation or ease tension

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 C. To end a friendship
D. To surprise someone harshly
Section 3: Visual/Spatial Perception (Questions 11–15)

Answer using spatial reasoning and simple geometry.

11. You start at point (0,0) on a grid. You move Up 3, then Right 2, then Down 4, then
Left 1. What are your final coordinates?
A. (–1, –1)
B. (1, –1)
C. (–1, 1)
D. (1, 1)
12. A 3×3 square grid is drawn. How many lines of symmetry does it have?
A. 1
B. 2
C. 3
D. 4
13. Point (5, –3) is reflected across the x-axis. What are its new coordinates?
A. (5, 3)
B. (–5, –3)
C. (–5, 3)
D. (3, –5)
14. Point (2, 3) is rotated 90° clockwise around the origin. What are its new
coordinates?
A. (–3, 2)
B. (3, 2)
C. (3, –2)
D. (–2, –3)
15. What is the distance from the origin to the point (3, 4) in the plane?
A. 4
B. 5

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 C. 6
D. 7
Section 4: Quantitative & Abstract Reasoning (Questions 16–20)

16. What is the next number in the series? 1, 4, 9, 16, ___

A. 20
B. 23
C. 24
D. 25
17. Working at the same rate: 7 painters can paint 7 walls in 7 days. How many days
for 14 painters to paint 14 walls?
A. 3.5 days
B. 7 days
C. 10.5 days
D. 14 days
18. Solve for x: 3x + 5 = 14.
A. 3
B. 4
C. 5
D. 6
19. What is 25% of 160?
A. 20
B. 30
C. 40
D. 50
20. If 3 cats catch 3 mice in 3 minutes, how long will it take 6 cats to catch 6 mice?
A. 1.5 minutes
B. 2 minutes
C. 3 minutes
D. 6 minutes
Section 5: Memory & Attention (Questions 21–25)

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These questions test short-term memory and attention to detail.

21. In the sentence below, how many times does the letter “A” appear (counting both
upper- and lowercase)?
“Attention and awareness are assets in assessment.”
A. 4
B. 5
C. 6
D. 7
22. How many odd digits appear in the number 938475?
A. 2
B. 3
C. 4
D. 5
23. Spell the word “MANGO” backwards. Which of the following is correct?
A. OGNAM
B. GNAMO
C. ONGAM
D. AMONG
24. In the word “REARRANGE”, how many different letters appear exactly twice?
A. 1
B. 2
C. 3
D. 4
25. What is the second letter of the word “ATTENTION”? (Focus carefully on spelling.)
A. T
B. E
C. N
D. I
Section 6: General Problem-Solving (Questions 26–30)

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26. Handshakes: In a meeting of 12 people where each person shakes hands exactly once
with each other person, how many handshakes occur?
A. 55
B. 66
C. 132
D. 144
27. Snail Puzzle: A snail climbs a 10-foot wall, climbing up 3 feet each day but sliding down
2 feet each night. How many days does it take the snail to reach the top?
A. 8
B. 9
C. 10
D. 11
28. Trains: Two trains are 100 miles apart on the same track and move toward each other,
one at 40 mph and the other at 60 mph. How long until they meet?
A. 0.5 hours
B. 1 hour
C. 1.5 hours
D. 2 hours
29. Master Code: Four clues help identify a 3-digit code (each digit 0–9, digits may repeat).
Which is the correct code?
1. 682: One digit is correct and well placed.
2. 614: One digit is correct but wrongly placed.
3. 206: Two digits are correct but both are in the wrong place.
4. 738: Nothing is correct.
5. 780: One digit is correct but wrongly placed.

30. Map Scale: On a map, the distance between Town A and Town B is 10 cm. If the map
scale is 1:50,000, what is the actual distance between the towns?
A. 0.5 km
B. 5 km

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C. 50 km
D. 500 km

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 4. Computer Skills Assessment

SECTION 1: Typing Speed & Accuracy Test

[Link] - Complete a Typing Test in 60 Seconds!

SECTION 2: Microsoft Word Practical Tasks

Task 1: Text Formatting

Write the paragraph below into a new Word document. Then apply the given formatting
instructions.

Paragraph to format:

Coordination among departments ensures a smooth flow of work and minimizes errors. Clear
documentation and timely updates help maintain accountability. Assistants are expected to be
prompt, precise, and professional.

Instructions:

 Make the first sentence bold.

 Italicize the second sentence.
 Underline the third sentence.
 Change the font of the whole paragraph to Calibri, size 12.
 Highlight the word professional in yellow.

Task 2: Alignment & Spacing

Type the following 3 lines and apply different alignment and spacing.

Internal Communication

Meeting Notes – 10 AM

Submission Deadline – Friday

26
Instructions:

 Align the first line center.

 Align the second line left.
 Align the third line right.
 Select all lines and apply 1.5 line spacing.
Task 3: Header, Footer, and Page Setup

Instructions:

 Insert a Header with text: “Monthly Operations Report”.

 Insert a Footer with automatic page number (bottom right).
 Make the first page header different.
 Change page orientation to Landscape.
 Set custom margins: Top 1.5", Bottom 1", Left 1", Right 1".

Task 4: Table and List

Instructions:

 Insert a 3x3 table.

 Fill the first row with: Name | Task | Status
 Add 2 rows of fictional data.
 Below the table, create a bulleted list of 3 pending tasks.

Task 5: Find & Replace

Instructions:

 In a new paragraph, type:

The assistant is responsible for managing every task related to documentation. If a task is
delayed, it must be reported. Each task should be closed by end of day.

 Use Find & Replace to change all instances of the word task to assignment.

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SECTION 3: Professional Email Writing

Scenario:

You are the Assistant to the CEO. A payment of ₹25,000 was expected from Greenfield
Enterprises by June 1st, 2025. It has not yet been received.

Instructions:
Write an email to the Accounts Manager at Greenfield Enterprises requesting an update and
politely urging immediate action.

Expectations:

 Proper email structure (To, Subject, Body, Closing)

 Professional tone
 Clear request
 Include today’s date in the email

SECTION 4: Microsoft Excel Practical Tasks

Open Microsoft Excel and perform the following tasks:

Task 1: Basic Formulas

Instructions:

 In Column A (A1 to A5), enter: 10, 20, 30, 40, 50

 In B1, calculate the sum of A1 to A5
 In B2, calculate the average
Task 2: Conditional Formatting

Instructions:

 Apply conditional formatting to Column A to highlight values greater than 30 in light

green.
Task 3: Filtering and Sorting

28
Instructions:
Create a table like below:

Name Status Score

Anita Completed 82

Rahul Pending 67

Meera Completed 91

Varun Ongoing 73

 Apply a filter to show only "Completed" entries.

 Sort the table by Score (Descending).

Task 4: Chart and Data Validation

Instructions:

 Create a bar chart from the Score column.

 In cell E1, create a dropdown using Data Validation with choices: "Pending",
"Ongoing", "Completed"

SECTION 5: Outlook Task – Calendar Invite & Reminder

Candidate Instructions:

1. Open Microsoft Outlook (or web version).

2. Create a new calendar event:
a. Subject: “Monthly Review Meeting”
b. Date: Coming Friday
c. Time: 10:30 AM – 11:30 AM
d. Location: Conference Room A
e. Add an attendee (type a sample email like test@[Link]).
3. Set a reminder for 15 minutes before.
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 4. Add a note: “Bring printed monthly report.”

SECTION 6: Excel – VLOOKUP Test

Candidate Instructions:
Use the following table:

ID Name Department

101 Asha HR

102 Rahul Finance

103 Meera Sales

104 Varun Admin

1. In a new cell, create a lookup ID (e.g., 103).

2. Use VLOOKUP to fetch the Department of the entered ID.

SECTION 7: Excel – Pivot Table Task

Data Table:

Employee Department Sales

Anita Sales 5000

Ravi HR 0

Meera Sales 4500

Arjun Finance 6000

Nisha Finance 4000

Candidate Instructions:

1. Select the table and insert a Pivot Table in a new sheet.

30
 2. Drag:
a. Department to Rows
b. Sales to Values
3. Set the Pivot to show total sales by department.

SECTION 8: Vocabulary Test (Workplace English)

Section A: Fill in the Blanks (Grammar & Usage)

Choose the most appropriate word(s) to complete each sentence.

1. The assistant must be __________ to every scheduled meeting.

a) punctual
b) punctuality
c) punctualness
2. Please __________ that the report reaches the client before 5 PM.
a) insure
b) assure
c) ensure
3. She was commended for her __________ to detail.
a) attention
b) attend
c) attentiveness
4. The manager asked me to __________ the minutes of the meeting.
a) right
b) write
c) rite
5. We need to schedule the next meeting __________.
a) affectively
b) effectively
c) efficiently

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Section B: Word Choice and Correction

Correct the underlined word in each sentence.

6. The assistant done the task without delay.

→ ___________________________
7. He gave a very confidently response in the interview.
→ ___________________________
8. I am agree with the terms and conditions.
→ ___________________________

Section C: Synonyms & Antonyms

Write the synonym or antonym for each word below:

9. Efficient
→ Synonym: _______________________
10. Accurate
→ Antonym: _______________________
11. Important
→ Stronger Synonym: _______________________
12. Reliable
→ Antonym: _______________________

Section D: Understanding Workplace Phrases

13. What does the phrase “follow up” mean in a professional context?
→ _______________________________________________________
14. What does the term “deadline” refer to?
→ _______________________________________________________

Section E: Sentence Correction (Short Answers)

16. Rewrite the sentence using more professional language:

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“Hey! I didn’t get that file. Can you send again?”
→ _______________________________________________________

17. Choose the more appropriate version:

a) I wanted to know if you seen the email.
b) I would like to check if you have seen the email.
→ Correct version: _______________________

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 5. Exit interview Report

Prepared by: Anshu Moghe

Internship Report
Based on 15 Exit Interviews Conducted

Overview
In 2023, 15 structured exit interviews were conducted with employees across four departments. This
report summarizes reasons for exit, feedback trends, and areas of organizational improvement based on
both quantitative ratings and qualitative responses.

1. Exit Reasons
Reason No. of Employees
Career Opportunity 4
Personal Reasons 5
Not Disclosed 3
Marriage 2
Medical Condition 1
Insight: Personal and career-related reasons were the most cited, indicating external pull factors (better
offers or life circumstances) over internal push factors.

2. Department-wise Exits
Department No. of Employees
Clinical Research 9
Bio Analytical 4
IT 1
Quality Assurance 1
Observation: Clinical Research accounted for the majority of exits (60%). Further review into workload
or role clarity in this department may be warranted.

3. Gender Distribution

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Male: 8
Female: 7

Gender distribution among exits is nearly balanced, suggesting no specific gender-based attrition trend.

4. Quantitative Ratings
Dimension Score (Out of) Percentage
Working Conditions 32 / 40 80.0%
Working with Immediate 38 / 40 95.0%
Supervisor
Working with Department 38 / 40 95.0%
Peers
Company Culture 25 / 30 83.3%

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5. Feedback Analysis

What Employees Liked Most

 Learning new things about infrastructure
 Supportive team and project head
 Clear job descriptions and expectations
 Teamwork and collaborative environment
 Learning new procedures
 Adjustable leave policies

What Employees Liked Least

 Limited leave availability
 Extended working hours
 24-hour shifts

6. Suggestions and Potential Retention Factors

Suggestions from Exit Interviews

 More regular and structured SOP and protocol training
 Workload distribution among team members
 Feedback mechanisms with constructive criticism
 Better food quality in the canteen
 Events like sports/cultural days for morale
 Include parents in Mediclaim insurance
 Stronger leave management policies

What Could Have Prevented Attrition

 Better salary package
 Reduced or more flexible working hours
 Improved work environment and scheduling

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7. HR Recommendations and Action Plan
 Evaluate compensation benchmarks to remain competitive in the pharmaceutical sector.
 Regular SOP/protocol training, both department-specific and cross-functional.
 Create a feedback loop system: quarterly anonymous employee surveys followed by actionable
responses.
 Standardize shift timings, limit extended hours and consider flexible scheduling.
 Revise Mediclaim policy to cover dependents like parents if feasible.
 Encourage team-building events and cultural days to reinforce positive work culture.
 Audit workload in Clinical Research department to prevent burnout and reduce attrition.

Conclusion
This exit interview analysis provides a valuable lens into employee experiences at VerGo
Pharmaceuticals. While team collaboration and supervisory support are strengths, clear action must be
taken to address workload, scheduling concerns, and compensation issues. Implementing the feedback
can help enhance retention and foster a more satisfied and stable workforce.

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 6. IQ Test Analysis Report – Project Manager Role

Summary Statistics
• Mean Total Score: 13.2

• Standard Deviation: ≈ 1.40

• Suggested Cutoff (Mean - 1 SD): 12

• Score Range: 10 (lowest) to 15 (highest)

Insights from Visuals

1. Total Score Distribution

• Majority of candidates scored between 13–15.
• One candidate scored below the cutoff (score = 10).
• Suggested cutoff of 12 helps identify lower performers while retaining most candidates.

2. Score Spread per Section

• Logical Reasoning shows the highest variability.
• Basic Math and Non-Verbal Reasoning have consistently high scores.
• Verbal & Writing Ability is generally strong but slightly more variable.

3. Average Score per Section

• Verbal & Writing Ability: 3.3
• Logical Reasoning: 2.6
• Basic Math: 3.9
• Non-Verbal Reasoning: 3.3

4. Total Score by Candidate

• Most candidates scored between 13–15.
• Only one candidate scored below the suggested benchmark.
• Performance is fairly consistent across the group.

Benchmark Recommendation

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• Recommended Cutoff Score: 12
• Candidates scoring 12 or above demonstrate sufficient cognitive potential.
• Scores below 12 may indicate the need for additional evaluation.

Conclusion
The IQ test for the Project Manager role appears well-structured and valid for preliminary
assessment.
Logical Reasoning may need more emphasis or targeted development.
The overall consistency in Basic Math and Non-Verbal Reasoning reinforces the reliability of
the assessment.
The recommended benchmark of 12 provides a fair threshold for candidate screening.

39