A REPORT

ON
REVIEW OF RECRUITMENT AND SELECTION
STRATEGIES OF UAS INTERNATIONAL

BY:
ARUNJIT SINGH

UAS International
(A Unit of United Accrual Services Pvt. Ltd.)

A REPORT
ON
REVIEW OF RECRUITMENT AND SELECTION
STRATEGIES OF UAS INTERNATIONAL

ACKNOWLEDGEMENT

No Project is ever a work of only one person and this one is no

exception

At the outset of this report, I would like to thank all those who helped me directly
or indirectly and whose diligent efforts made this report possible. To start with, I
would like to thankA Unit of United Accrual Services Pvt. Ltd. and IBS
Gurgaon for providing me the chance to undertake this internship study and
allowing me to explore in all management area like marketing, finance and HR.
I would then like to thank Mr. IshanTaneja (Head of the organization) who gave
me a chance to be a part of their organization A Unit of United Accrual Services
Pvt. Ltd. and undergo my summer training.
I would like to thank most to Mr. RohitPratap Singh (Company Guide) whose
initiative and guidance enabled me to conceptualize and construct the project.
I am thankful to the entire team of A Unit of United Accrual Services Pvt.
Ltd.who provide their valuable suggestions and precious time in accomplishing
my project report.

SYNOPSIS
UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people
training and development company. From first day, I did online branding, studied
taxation, learnt how to made salary slip and calculated our own salary, learnt
variety of HR letters, learnt how to send business official mails by using
MICROSOFT OUTLOOK, how to attach signatures in the mails and also learnt
how to make a POWERPOINT presentations as professionals. I also advised to
write articles every day, I did many other things from the first day. At presently
they have given a task to prepare Business proposal for which I have to take a loan
from the bank on a good new business idea. If I exceed in any task then I have
taken champ certificates by the organization. These champ certificates will decide
at last of each month as to who will be given stipend and of what amount.
(65% performance = 4000rs)
(75% performance = 8000rs)
(85% performance = 12000rs).
At the initial level I was given the task of online branding in which we had to
increase the facebook likes on the official page of the company (UAS International
A unit of united Accrual services Pvt. Ltd.) Overnight I started to send the link of
the facebook page of the company to my facebook friends and invited them to just
like the page and send their mail Id as I had to make a record of how many people
liked the page. I did this work from evening 7pm till 10am. I was able to get 789
likes in total and a result I had won this activity.
Further in online branding I had to increase the reviews & accounts on the Just
Dial page of UAS International A unit of united Accrual services Pvt. Ltd. I had to
register all the phone numbers to which I was in contact with, as the numbers got
registered a verification code was sent to the number and I had to call on that
number and just ask them the six digit verification code to finish the last step of
registration. In this process of registration only 9 phone numbers were being
registered in a single go, after that I had to wait for three hours to again login. So I
went cafeteria, and used other systems to follow same activity, because I could not

wait for next three hours, I had to won. And at last I was able to register 306
numbers. Finally I won the task and day got the certificate.
Further I was given a task to write 13 different types of HR Letters in which I
wrote these letters in word format and converted them to pdf file. The letters were:

Offer letter
Joining letter
Appointment letter
Appraisal letter
Transfer letter
Promotion letter
Demotion letter
Letter of appreciation
Termination letter
SCN= so called notice
Increment letter
Experience letter
Relieving letter

ABSTRACT
The project report is about recruitment and selection process thats an important
part of any organization, which is considered as a necessary asset of a company. It
gives an organizational structure of the company. Its a methodology in which the

particular organization works and how a new candidate could be recruited in such a
way that he/she would be fitted for the right kind of career.

There are two types of factors that affect the recruitment of candidates for the
company
Internal factors
External factors
The objective of selection decision is to choose the individual who can most
successfully perform the job from the pool of qualified candidates. Selection
process or activities typically follow a standard patter, beginning with an initial
screening interview and concluding with final employment decision.
I was given the task of online branding in which I had to increase the facebook
likes on the official page of our company (UAS International A unit of united
Accrual services Pvt. Ltd.) overnight.
Further in online branding I had to increase the reviews & accounts on the Just
Dial page of UAS International A unit of united Accrual services Pvt. Ltd. I had to
register the entire phone numbers to which I was in contact.

EXECUTIVE SUMMARY
As a part of Post-Graduation Program in Management from PCTE Group Of
Institutes, I had to go through a fourty five days summer internship at A Unit of
United Accrual Services Pvt. Ltd.The project report is about recruitment and
selection process thats an important part of any organization, which is considered

as a necessary asset of a company. In fact, recruitment and selection gives a home

ground to the organization acumen that is needed for proper functioning of the
organization. It gives an organizational structure of the company. Its a
methodology in which the particular organization works and how a new candidate
could be recruited in such a way that he/she would be fitted for the right kind of
career.

There are two types of factors that affect the recruitment of candidates for the
company
Internal factors
External factors
The objective of selection decision is to choose the individual who can most
successfully perform the job from the pool of qualified candidates. Selection
process or activities typically follow a standard patter, beginning with an initial
screening interview and concluding with final employment decision.

INTRODUCTION
About the organization

UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people

training and development company. Established in 2013, on the principles of
developing and delivering high quality training, which results in a large number of
on-board consultants & require Interns through-out the year. Hence Interns can
work at any point of time for either 2 months or 3 months or 6 months based on the
college policy of Internship program.
Though our client base is spread across, BFSI &Telecom Sector. Since we have a
large client base in Banking Sector consisting more of Public Sector Banks. Few of
the prominent Banks are Punjab National Bank, Bank of Baroda & Bank of
Karnataka etc. We are looking out for Interns passionate to make their career in
Banking & Insurance Sector, specifically in the area of HR & Marketing.
UAS International is able to facilitate various training and development programs/
internships in India and abroad with top B-schools and has trained almost 52000
and above interns till date. Liaison with 26 universities in India with the base size
of 900 & above campus. International Liaison with 80 universities in abroad with
the base size of 500 & above. Having a Team of 42 exclusive corporate trainers.
Company is having asset under management of 80cr.The operations of the
company are spread beyond the national boundaries of India.
Keeping in mind the most critical needs in today's context, we have emerged as a
service partner of Various Banks providing a one stop Solution offering a gamut of
services - Training &development, International & National Internship,
International & National Placement & Student exchange program abroad.
Moreover we are India's 1st Organization to launch a customer care for the
students for the mentioned Services - Training &development, International &
National Internship, International & National Placement & Student exchange
program abroad. Thus, our mission is to establish high standards of professional
etiquette and to effectively.
Facilitate a comprehensive and accomplished system of continuing professional
development for every possible profession through our exceptional training
solutions.

We understand the multiple needs of business world and recognize that there is a
gap in what enterprises expect and what people perform. We can meet the needs
from a single source, with the facilities, resources and learning expertise to fully
achieve the desired goals. For the purpose, UAS International has come up with a
unique International Live Project to train and develop the knowledge and resource
based skills in the candidates to fill the void of the business environment. This is
not all; we also look forward to the successful placements of our Interns with the
top companies of national and international repute.

Vision
To be a progressive leader and the first choice of clients for providing dynamic
solutions- integrating people process and performance.

Mission
To establish high standards of professional etiquette and to effectively facilitate a
comprehensive & accomplished system of continuing professional development
for every possible profession through our exceptional training solutions.

Values

Integrity
Commitment
Passion
Speed
Seamlessness

Products

 The Only Brand in India and abroad which is having the Call Center for
Students for the mentioned services.
For International and National Internship assistance.
For International and National Placement assistance.

ORIGIN OF THE ORGANIZATION

Keeping in mind the most critical needs in today context, I have emerged as a
service partner providing clients a one stop solution offering a gamut of services
Training &development, International & National Internship, International &
National Placement & Student exchange program abroad. More are India's 1st
Organization to launch a customer care for the students for the mentioned services
Training &development, International & National Internship, International &
National Placement & Student exchange program abroad. Thus, mission is to
establish high standards of professional etiquette and to effectively facilitate a
comprehensive and accomplished system of continuing professional development
for every possible profession through our exceptional training solutions.
We understand the multiple needs of business world and recognize that there is a
gap in what enterprises expect and what people perform. We can meet the needs
from a single source, with the facilities, resources and learning expertise to fully
achieve the desired goals. For the purpose, UAS International has come up with a
unique International Internship Program, International Live Projects, Various
Training Programs on Personality Development/Career Management/How to get a
desirable Job etc. & 3 days Workshops on how to choose career options to train
and develop the knowledge and resource based skills in the candidates to fill the
void of the business environment. This is not all; we also look forward to the
successful placements of our Interns with the top companies of national and
international repute.

FUNCTIONAL DEPARTMENTS OF THE ORGANIZATION

HUMAN RESOURCE DEPARTMENT

Human resource development deals with the following:
A. Manpower recruitment:
Recruitment for the position of team members, TLs &some times even ADMs is
done at the store by the HR head, SM & ASMs. However for the recruitment for
the higher posts like DMs, ASMs & SM, the selection is done at the zonal office.
All candidates have to undergo a selection process. This process comprises of the
return test followed by group discussion, role play & the final interview.
B. Manpower Training & Development:
The main idea behind this program is to develop knowledge skill & attitude
required by an individual to perform adequately a given task. This training
program has been successfully improving the performance of the employee &
which in turn has enhanced the organizational performance. Various training
programs along wit the written test at each of the training levels have been
designed. They are cashier training, group philosophy, training on retail business,
values, sales training, policies, product knowledge etc
C.Maintaining Employee Records:
The personal information of the each employee is maintained in the SAP.
Information related to leaves, provident fund, gratuity, ESI, bonus, salary, personal
loans, etc is maintained by HR dept.
D.Deciding salary and wages:
The salary is finalized considering following factors

1. Current salary level

2. Qualification and experience
E. Employee Welfare:
Every organization conducts welfare activities for its employees. The welfare
activities in big bazaar are unique by them selves.
Following are the welfare activities in the big bazaar
1. Award to staff that help in the pointing pilferage
2. Cultural activities to provide scope for their hidden talents
3. Birthday celebrations
4. Long-term service awards

ORGANIZATION STRUCTURE-AND ORGANIZATION CHART

IshanTaneja (Strategic Advisor of the organization)

A dynamic oriented professional with more than 5 years of experience with the
ability to engage with clients keenly gauge and targeting their needs. Exposure in
handling client queries, providing them feasible solutions & building healthy
relationships, thereby achieving high customer satisfaction. Expertise in setting up
international and national level marketing networks and driving them to attain key
objectives.
An ability to build, develop and nurture brands and enable them to achieve
leadership positions in key markets. Deft in coordinating sales distribution by
establishing sales territories, quotas and goals and establishing training programs.
Adept in analyzing sales statistics gathered by staff for determining sales potential
and inventory requirements and monitoring the preferences of customers.
High energy, results-oriented leader recognized for proactive initiative and
enthusiastically meeting deadlines. Experience in all aspects of sales cycle and
management; lead generation, customer needs assessment, presentations,
negotiations, staff management ad training. Keen ability to inspire and motivate
employees via fruitful relationship building skills.Diligent and fair leadership that
secures profitability.
Trainings & Workshops

Trained near by 11800 Management Interns from various Top B schools.

Conducted 100 &above workshops on career management in top b schools in India
& Abroad.
Conducted 200 & Above Workshops on Placement talks in top B schools in India
& Abroad.
Covering near by 350 above B Schools in India & Abroad for International
Internships, International Live Projects & for Various Training Program on career
management.

SERVICE PROFILE OF THE ORGANIZATION

Examining Programs

 Their Training Programs

1. Gain insight about business world
2. Gain awareness and better knowledge of the business and management
principles
3. Acquire new managerial skills, to meet up the cooperate demands
4. Build their self-esteem
5. Attain leadership qualities
6. Total personality development
7. Develop team building and group cohesiveness Helps to vigor their strengths
and overcome their weakness
8. Skilled to do new and different tasks (multi-task/ multi-talent) and keeps them
motivated and fresh
9. Updates about the latest market trends
Modules Include:
1. Importance and Implications of Career Management
2. Discover Yourself Aptitude Test
3. Impact of First Impression
4. Promote Yourself- Importance of Professional Presence
5. Resume Writing
6. Fundamentals & Applications of Group Discussions (GDs)
7. How to effectively fill Interview Forms
8. How to Market Yourself in an Interview
9. Fundamentals & Applications of Personal Interviews (PIs)
10.Evaluation Parameters of GDs & PIs
11.Winning Mantras of GDs & PIs
12.Sure Success Tips for GDs & PIs

General Introduction about the sector.

With the worldwide expansion of companies and changing technologies, Indian
Organizations have realized the importance of corporate training. Training is
considered as more of retention tool than a cost.
Today, human resource is now a source of competitive advantage for all
organizations. Therefore, the training system in Indian Industry has been

changed to create a smarter workforce and yield the best results. With increase in
competition, every company wants to optimize the utilization of its resources to
yield the maximum possible results. Training is required in every field be it Sales,
Marketing, Human Resource, Relationship building, Logistics, Production,
Engineering, etc. It is now a business effective tool and is linked with the business
outcome.
With increase in awareness of corporate training in Indian Industry, a gradual shift
from general to specific approach has been realized.
According to NASSCOM (National Association of Software and Services
Companies), the IT corporate training market is expected to reach Rs 600 crore
in 2010 from Rs 210 Crore in 2006.

In Indian market, 50% of the training companys revenue comes from the retail
training and rest from other segments.
On the other hand, in many organizations training is regarded as non-essential or a
need based activity. Some organizations start a training department in order to look
modern. In fact, some organizations are headed by unwanted employees rather than
employees of outstanding merit. While some organizations do not have a separate
budget to hire highly qualified trainers for training and development.

INDUSTRY PROFILE.
Corporate training, which had always been a constant focus area for all
insightful companies, has now become a powerful tool to improve business
performance. The role of Corporate Training in companies today is integral in
ensuring that your workforce is tuned into your organization's goals. On one hand
the knowledge economy, is booming training budgets are estimated to be low and
restricted to certain learning companies. Traditionally, Indian companies spend
anywhere between 0.5 and 2 per cent of their turnover on training their employees.
The software and BPO segment, which are essentially people-oriented businesses,
spend about 3-5 per cent of their revenues on upgrading employee skills. The other
sectors that are keen on spending for training programs for their employees are

retail, automobile, sales, service, financial services and banking, telecom and
manufacturing. In todays India, the market with an increase in recruitment makes
a big base of the training companies to offer their services for shaping these new
recruits into business individuals. The training industry is still in its nascent stage
with immense business and recruitment possibilities for the market to tap.
Several organizations within the training industry estimate the size of the
market by comparing internal research to economic data. TrainingIndustry.com
uses data from the U.S. Bureau of Economic Analysis along with data collected
from annual Top Training Company studies. Training industry.com's estimates of
the global spend compared to North American spend is below. Note that data
related to spend includes all dollars spent by companies for training activities,
including insourced and outsourced spend.

STATEMENT OF RESEARCH PROBLEM

Every week a new task was undertaken, with distinguished objectives and goals.
The data was collected from primary sources such as the employees, through
objective methods like easy to fill questionnaires and personal interviews. To draw
conclusions, reports were prepared with pictorial graphs to make a detailed
analysis and thus adopt corrective action from the deficiency.

OBJECTIVES OF THE STUDY

To study the recruitment and selection procedure followed in UAS

International Pvt. Ltd.

To study the various sources of recruitment followed in the company
To learn what is the process of recruitment and selection that should be
followed.
To search or headhunt people whose skill fit into the companys values.

RECRUITMENT STRATEGY

"Strategy" - (MEANING)
Strategy, a word of military origin, refers to a plan of action designed to achieve a
particular goal. Similarly in Recruitment, specific plan of action is required to fulfil
the recruitment needs.

EXPLANATION IN DETAIL
For formulating an effective and successful recruitment strategy, one should cover
the following elements:-

1. Identifying and Prioritizing Jobs:

Recruitment keep arising at various levels in every organisation; it is almost a

never-ending process. It is impossible to fill all the positions immediately.
Therefore, there is a need to identify the positions requiring immediate attention
and action. To maintain the quality of the recruitment activities, it is useful to
prioritize the vacancies whether to focus on all vacancies equally or focusing on
key jobs first.

2. Candidates to Target:
The recruitment process can be effective only if the organisation completely
understands the requirements of the type of candidates that are required and will be
beneficial for the organisation. This covers the following parameters as well:

Performance level required: Different strategies are required for focusing on

hiring high performers and average performers.
Experience level required: The strategy should be clear as to what is the
experience level required by the organisation. The candidates experience
can range from being a fresher to experienced senior professionals.
Category of the candidate: The strategy should clearly define the target
candidate. He/she can be from the same industry, different industry,
unemployed, top performers of the industry etc.

3. Sources of Recruitment:
The strategy should define various sources (external and internal) of
recruitment. Which are the sources to be used and focused for the recruitment
purposes for various positions? Employee referral is one of the most effective
sources of recruitment.

4. Trained Recruiters:
The recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct the

activities. They should also be aware of the major parameters and skills (e.g.:
behavioural, technical etc.) to focus while interviewing and selecting a
candidate.

5. How to Evaluate the Candidates:

The various parameters and the ways to judge them i.e. the entire recruitment
process should be planned in advance. Like the rounds of technical interviews,
HR interviews, written tests, etc.

RECRUITMENT STRATEGY AT UAS INTERNATIONAL

At UAS International there are many employees and interns being recruited. UAS
International is full advanced and updated company which has all new methods
and techniques which would help the employees and workers to work effectively
and efficiently. The recruitment process of UAS International deals in different
types of interview pattern which is being followed in this modern era. The
processes are like:-

Walk-in Interview
Telephonic Interview
Campus Visit
Skype calling

Walk-in Interview
In the walk-in Interview the intern or the employee who just want to work in our
organisation has to send his/her resume at our official mail- id which
isinfo@uasinternational.in

Through this mail we check the work profile and area of interest of the person who
has applied for the post and thus we have a talk with him on phone and fix a date
for him to visit our office and give a walk-in interview. During the interview he/she
is been asked about his personal as well as professional front and also his
expectation from the organisation.

Telephonic Interview
In this process of interview the Interns are majorly focused because many of the
interns are unable to visit the Office because we deal at PAN INDIA level and

students from different states and cities apply for internship in our esteemed
Organisation.
In this process the CRC mangers or Placement heads of Different colleges are
contacted and they send the list of students and their contact numbers who are
interested in our Company and then we take the telephonic interview of the
candidate.

Campus Visit
In this process we visit the colleges during the summer placement or final
placement of the colleges. During this visit we describe the students directly about
the organizations, its working area, its products and the type of employee or intern
we require, which means the qualities. After the brief description we conduct the
walk-in interview in the college itself so that students dont face any trouble and
easy for them to grasp the opportunity.

Skype Calling
In this process we take the Skype Id of the student who wish to join as an
employee or intern by the CRC manger of the colleges, and after this we slot a time
and fix that time to make a Skype video call so that the students are free that time
and are freely able to interact and converse without any hesitation and delay.

Benefits of the Employees

The benefits of the employees after consulting the employees were as follows
which any other organisation would rarely think of giving :-

Every month Intensive Trip

2.5 lakh on life cover Insurance
1 lakh Medi-claim

 Average monthly Incentive goes to 20,000 to 30,000

Kind of Training to Interns as well as the Employees

In UAS International the Interns and the employees have full knowledge about the
current financial and banking sector so that they can be able to cope up with the
changing trend and laws.
So UAS International provides these Training program for the Interns and
employees so that they can be benefited in the near future.
They are as follows:-

Banking and Financial Sector Knowledge

Details of the Banking products in the market
Personality Development Workshops according to the new Ethics/ trend and
pattern.

STUDENT'S WORK PROFILE

In UAS International, my role was trainee in the organization working on the
Recruitment and Selection strategies done by UAS International. My responsibility
is to know the Recruitment and Selection strategies of UAS International,for this I
made a questionnaire for survey and made a report on that survey.

Key Learning
Classroom teaching helps the student by making conceptual base clear, but on the
job training is the practical way, which helps the students to get practical
knowledge of the concept. Normally the students are not aware of actual
requirement

Working as a summer trainee at UAS International was a wonderful experience, it

gave me immense understanding about how companies are making business
through various ways.

\
LEARNINGS
At the initial level the task was of online branding in which we were asked to
increase the Facebook likes on the official page of our company (UAS
International A unit of united Accrual services Pvt. Ltd.) overnight. We started
to send the link of the Facebook page of our company to our Facebook friends
and invited them to just like the page and then we had to make a record of how
many people liked the page. I personally wasable to get 124 likes in total.

Further in online branding the task was to increase the reviews & accounts on the Just
Dial page of UAS International A unit of united Accrual services Pvt. Ltd. we have to
register all the phone numbers to which we were in contact with, as the numbers got
registered a verification code was sent to the number and we have to call on that
number and just ask them the six digit verification code to finish the last step of
registration. In this process of registration only 9 phone numbers were being

registered in a single go, after that we have to wait for three hours to again login. I
personally was able to register 40 numbers.
Further the task given was to write 13 different types of HR Letters in word format
and converted them to pdf with password (password@123).
Made ppts on Bank of Baroda, India first life, India first Mediclaim plan, financial
sectors in India, Andhra bank, Legal & general bank.
.
Then all the interns were asked to do sales of Mahajeevan insurance bond of India
First Life insurance Company a unit of Bank of Baroda, Andhra bank and a Legal and
General bank that is a UK based company. I learnt the pitching and how to deal with
clients. I also came to know how to explore the real market and gain practical
knowledge.

CONCLUSION
This presents the summary of the study and survey done in relation to the
Recruitment and Selection in UAS International. The conclusion is drawn from the
study and survey of the company regarding the Recruitment and Selection Process
carried out there.

The recruitment process at UAS International to some extent is not done

objectively and therefore lot of bias hampers the future of the employees. That is
why the search or headhunt of people should be of those whose skill fits into the
companys values.

Most of the employees were satisfied but changes are required according to the
changing scenario as recruitment process has a great impact on the working of the
company as a fresh blood, new ideas enters in the company.

Selection process is good but it should also be modified according to the

requirements and should job profile so that main objective of selecting the
candidate could be achieved.

TASKS DURING INTERNSHIP

Task 1
UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people
training and development company. From first day, I did online branding, studied
taxation, learnt how to made salary slip and calculated our own salary, learnt
variety of HR letters, learnt how to send business official mails by using
MICROSOFT OUTLOOK, how to attach signatures in the mails and also learnt
how to make a POWERPOINT presentations as professionals. I also advised to
write articles every day, I did many other things from the first day.
At present they have given a task to prepare Business proposal for which I have to
take a loan from the bank on a good new business idea. If I exceed in any task then

I have taken champ certificates by the organization. These champ certificates will
decide at last of each month as to who will be given stipend and of what amount.
(65% performance = 4000rs)
(75% performance = 8000rs)
(85% performance = 12000rs).

Task 2
At the initial level I was given the task of online branding in which we had to
increase the facebook likes on the official page of the company (UAS International
A unit of united Accrual services Pvt. Ltd.) Overnight I started to send the link of
the facebook page of the company to my facebook friends and invited them to just
like the page and send their mail Id as I had to make a record of how many people
liked the page. I did this work from evening 7pm till 10am. I was able to get 789
likes in total and a result I had won this activity.

Task 3
Further in online branding I had to increase the reviews & accounts on the Just
Dial page of UAS International A unit of united Accrual services Pvt. Ltd. I had to
register all the phone numbers to which I was in contact with, as the numbers got
registered a verification code was sent to the number and I had to call on that
number and just ask them the six digit verification code to finish the last step of
registration.
In this process of registration only 9 phone numbers were being registered in a
single go, after that I had to wait for three hours to again login. So I went cafeteria,
and used other systems to follow same activity, because I could not wait for next
three hours, I had to won. And at last I was able to register 306 numbers. Finally I
won the task and day got the certificate.

Task 4
Further I was given a task to write 13 different types of HR Letters in which I
wrote these letters in word format and converted them to pdf file. The letters were:-

Offer letter
Joining letter
Appointment letter
Appraisal letter
Transfer letter
Promotion letter
Demotion letter
Letter of appreciation
Termination letter
SCN= so called notice
Increment letter
Experience letter
Relieving letter

Task 5
Financial InstitutionsWe were taught about different financial institutions and given a task to
make a presentation on the same.
Task 6
Salary slipWe were taught to design salary slips and given sums to make the same.
Task 7
We were given a task to make presentation on Bank of Baroda, and we
had to present it in front of the Company M.D Mr. IshanTaneja.
Task 8

OutlookWe were given a task to setup outlook taking snap shots of each step and
design a sample email and sent to UAS official email id.
Task 9
Types of EmailWe were taught about Yes, No and Do mail and how to design them.
Task 10
Given a task to make presentation on
Bank of Baroda
Andhra bank
Legal & General
Task 11
Insurance sellingWe had to sell a corporate bond and the time limit was 1 week. We were
sent to our home-town for this task. The product was India First
MahaJeevan Crop Bond. As this is one of the most tuff product to sell,
the purpose of this task was to see individual marketing skills and their
unique ideas to sell the product. Also to give a taste of the real market
and client dealing experience.
problems.

Task 12
I took the telephonic interview in which I asked some questions to the students about the
area in which he wants to do his internship and some questions related to their personal
details.

After the Telephonic interview I had to sort out the list of the selected students and then
revert it back to the college and send the confirmation mail to the students who have been
selected.

THE END