Internship Report
Name: [Your Name]
Internship Duration: [Start Date] to [End Date]
Company: NMDC Limited, Bacheli
Department: Human Resources
1. Introduction
1.1 Purpose of the Internship
The purpose of this internship was to bridge the gap between theoretical
knowledge gained during the MBA program and practical application in a real-
world corporate environment. Working at NMDC Bacheli provided insights into
core HR functions like recruitment, employee engagement, payroll processing,
compliance, and workforce training, essential to managing human capital
effectively.
1.2 Overview of the Internship Program
The internship at NMDC Bacheli focused on exposure to HR operations in a large
public sector organization. This involved participating in end-to-end recruitment
drives, planning employee engagement initiatives, and assisting in payroll
management. Additionally, I contributed to the analysis of HR metrics and
formulated recommendations for process improvements.
1.3 Relevance to MBA Curriculum
This internship was directly relevant to the HR specialization of my MBA
program, allowing me to apply theoretical concepts such as recruitment strategies,
organizational behavior, and training methodologies in a real-world setting. The
experience further honed my analytical, decision-making, and interpersonal skills.
2. Company Profile
2.1 Overview of NMDC Limited
NMDC Limited, under the Ministry of Steel, Government of India, is one of the
largest producers of iron ore in the country. Its operations span across mining, steel
production, and infrastructure development.
2.2 History and Milestones
Established: 1958
Milestones:
o Achieved annual production of 40 million tonnes in [Year].
o Introduced innovative mining technology to improve productivity.
o Expansion into renewable energy projects for sustainable growth.
2.3 Organizational Structure
The organizational structure is hierarchical, led by a Managing Director and
supported by department heads for HR, Finance, Operations, and Mining. The HR
department at Bacheli comprises [X] employees managing 900+ workers in areas
like recruitment, payroll, and compliance.
2.4 HR Department at NMDC Bacheli
The HR department focuses on aligning employee performance with organizational
objectives. Key functions include workforce planning, employee relations, welfare
programs, and compliance management.
3. Objectives of the Internship
3.1 Personal Objectives
To gain hands-on experience in HR operations.
To develop a practical understanding of HR strategies for talent acquisition
and retention.
To enhance analytical skills through data-driven decision-making.
3.2 Organizational Objectives
To support recruitment drives for technical and non-technical roles.
To assist in the design and execution of employee engagement initiatives.
To contribute to payroll processing and compliance reviews.
3.3 Key Focus Areas of the Internship
Recruitment and Selection
Employee Engagement
Training and Development
Payroll and Compliance
4. Internship Tasks and Responsibilities
4.1 Recruitment and Selection
Recruitment is a cornerstone of HR operations at NMDC Bacheli. During my
internship, I was actively involved in various recruitment phases:
Job Descriptions and Specifications: Collaborated with department heads
to draft job descriptions for technical roles like Mining Engineer and IT
Specialist.
Screening and Shortlisting: Processed over 85 resumes and shortlisted 20
candidates for interviews based on skill alignment and job requirements.
Interview Coordination: Organized interview schedules for 10 panelists,
prepared candidate dossiers, and ensured a seamless evaluation process.
Example:
I helped close a critical vacancy for a Senior Engineer by facilitating the interview
process and ensuring timely communication between the hiring team and the
candidate.
4.2 Employee Engagement
Employee engagement initiatives are vital for boosting morale and productivity.
My role involved:
Surveys and Feedback Analysis: Conducted a workplace satisfaction
survey with a 75% participation rate. Key findings showed:
o 70% employees were satisfied with the welfare schemes.
o 15% suggested enhanced recreational facilities.
Welfare Programs: Assisted in organizing yoga sessions, health check-ups,
and team-building activities for 150+ employees.
Example:
The health check-up camp resulted in early detection of health issues in 5
employees, showcasing the program’s impact.
4.3 Training and Development
To ensure workforce competency, NMDC invests in regular training programs. I
contributed to:
Scheduling and Coordination: Planned technical training sessions for 50
employees on safety protocols and operational efficiency.
Post-Training Assessments: Collected feedback, with 85% of participants
rating the training as “effective.”
Example:
A training program on “Advanced Mining Techniques” improved operational
efficiency by 10% in one month.
4.4 Payroll and Compliance
I gained exposure to the intricate process of payroll management:
Payroll Data Review: Audited salary records for 300 employees to ensure
compliance with statutory regulations.
Labor Law Compliance: Learned about EPF, ESI contributions, and
resolved discrepancies in tax deductions for 5 employees.
Example:
Corrected a payroll error that led to the accurate disbursement of ₹1.5 lakhs in
backdated dues.
4.5 Additional Responsibilities
Collaborated with the Finance department to align HR budgets.
Supported cross-functional projects involving employee performance
metrics.
5. Key Learnings
1. Recruitment Strategies: The importance of aligning candidate skills with
organizational needs.
2. Employee Engagement: How welfare programs improve workplace
morale.
3. Training Programs: The role of skill development in boosting productivity.
4. Compliance Management: Understanding the significance of adhering to
labor laws.
6. Challenges Faced
1. Adapting to Organizational Culture: Adjusting to a hierarchical
workplace environment.
2. Time Management: Balancing multiple tasks during recruitment drives.
3. Complex HR Systems: Learning to navigate payroll software efficiently.
7. Statistical Analysis and Observations
7.1 Recruitment Metrics
Candidates Screened: 85
Final Selections: 20
7.2 Employee Engagement Results
Participation Rate: 75%
Feedback Satisfaction: 70% positive responses
7.3 Training Effectiveness
Attendance Rate: 90%
Post-Training Improvement: 85% rated training effective
8. Recommendations
1. Implement AI-driven tools for resume screening.
2. Increase the frequency of employee engagement programs.
3. Introduce e-learning platforms for ongoing training.
9. Conclusion
The internship at NMDC Bacheli provided invaluable insights into HR operations.
I gained practical knowledge in recruitment, engagement, payroll, and compliance,
which will shape my future career.
10. References
1. HR Policy Manual, NMDC Limited.
2. Training Feedback Reports, NMDC Bacheli.
This comprehensive report incorporates detailed explanations, examples, and
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