Day 1: Orientation

 Activities:
o Orientation: The day started with an orientation session where HR
provided a comprehensive overview of the company, its history,
operations, and role in Karnataka’s industrial development.
o Factory Tour: A guided tour of the manufacturing units was conducted,
showcasing the production of iconic products like Mysore Sandal Soap.
o Meeting the Team: Introduction to mentors, department heads, and
team members for guidance throughout the internship.
 Experiences:
o The structured orientation helped in understanding the company's
heritage and its contribution to the economy.
o Felt motivated by the pride and enthusiasm of employees who have
worked with KSDL for decades.
 Problems and Issues:
o The information shared during orientation was overwhelming, especially
for a first-timer in a corporate environment.
o Some initial confusion over internship deliverables.
 Stakeholder Opinions:
o HR personnel stressed the importance of learning the company’s legacy
to align with its values during the internship.
o Employees highlighted the need for interns to quickly adapt to
organizational culture and expectations.
Day 2: Overview of HR Policies

 Activities:
o HR Policy Review: In-depth session on HR policies, focusing on
recruitment, attendance, leave, promotion, and performance
management policies.
o Employee Handbook: Reviewed the handbook to understand guidelines
and standards expected from employees.
 Experiences:
o The handbook provided clarity about workplace expectations and
standards.
o Observed the systematic and detailed approach KSDL uses to formalize
its HR practices.
 Problems and Issues:
o Many employees felt that the policies were too rigid, leaving little room
for flexibility in adapting to individual situations.
o Some policies, such as outdated leave systems, were seen as needing
modernization.
 Stakeholder Opinions:
o HR personnel defended the rigidity of policies, stating that it ensured
consistency. However, they acknowledged the need for periodic policy
updates to match industry trends.
Day 3: Recruitment and Selection Process

 Activities:
o Observing Recruitment: Witnessed how job descriptions are created,
vacancies advertised, and resumes screened.
o Shortlisting Process: Observed how candidates were evaluated based
on qualifications, experience, and skills.
 Experiences:
o Realized the complexity of recruitment, especially in balancing technical
expertise and cultural fit.
o Noted the emphasis on hiring locally to support regional employment.
 Problems and Issues:
o Delays in filling vacancies due to a lack of qualified candidates,
particularly for technical roles.
o Candidates often withdrew their applications due to perceived better
offers from private companies.
 Stakeholder Opinions:
o HR staff suggested the need for better employer branding and offering
competitive salaries to attract talent.
Day 4: Employee Induction and Orientation

 Activities:
o Induction Session: Attended a formal induction program introducing
new hires to the company’s policies, mission, and vision.
o Onboarding: Observed administrative processes like ID creation,
workspace allocation, and document submissions.
 Experiences:
o The structured approach helped new hires feel welcomed but was too
formal, limiting interaction.
o Gained insights into the importance of setting the right tone for new
employees from day one.
 Problems and Issues:
o Lack of personalized mentoring during the onboarding phase, making it
harder for some employees to adapt quickly.
o Feedback from new employees highlighted that the process felt
bureaucratic.
 Stakeholder Opinions:
o HR admitted resource constraints in providing personalized onboarding
experiences but emphasized their efforts to make new hires comfortable.
Day 5: Training and Development Programs

 Activities:
o Observing Training: Participated in a skill-enhancement training
session for technical staff.
o Analyzing Training Materials: Reviewed e-learning platforms and
training manuals for employee development.
 Experiences:
o Found the training focused on safety and technical skill-building to be
well-structured.
o Noticed that senior employees were hesitant to adopt new digital tools
introduced during training.
 Problems and Issues:
o Feedback from trainees revealed a lack of advanced training programs
for newer technologies.
o Inconsistent scheduling of training sessions caused disruptions in
production activities.
 Stakeholder Opinions:
o Training managers emphasized the importance of additional resources
and trainers to improve efficiency.
Day 6: Employee Performance Appraisal System

 Activities:
o Observation: Observed how appraisals were conducted, including
setting KPIs and performance reviews by managers.
o Data Analysis: Analyzed past appraisal data and its impact on
promotions and salary increments.
 Experiences:
o Realized the critical role appraisals play in aligning employee
performance with organizational goals.
o Identified the challenges in objectively measuring employee
performance in non-technical roles.
 Problems and Issues:
o Employees raised concerns over biases in the appraisal process,
particularly in subjective evaluations.
 Stakeholder Opinions:
o HR acknowledged the need for more transparent and data-driven
appraisal mechanisms to address employee concerns.
Day 7: Employee Welfare Schemes

 Activities:
o Reviewing Schemes: Studied welfare benefits such as healthcare,
pensions, and canteen services.
o Employee Feedback: Interacted with employees to gather their
opinions on welfare initiatives.
 Experiences:
o Welfare measures like medical insurance were highly appreciated by
employees.
o Observed limited awareness about newer schemes, such as childcare
support.
 Problems and Issues:
o Transportation and childcare facilities were deemed inadequate by some
employees.
 Stakeholder Opinions:
o HR admitted the need for better communication and promotion of
welfare schemes to employees.
Day 8: Industrial Relations

 Activities:
o Union Meetings: Attended a negotiation session between union
representatives and management.
o Case Study Review: Analyzed past disputes to understand conflict
resolution mechanisms.
 Experiences:
o Witnessed how collaborative efforts between unions and management
promote workplace harmony.
 Problems and Issues:
o Some union members felt that management delayed the implementation
of agreed measures.
 Stakeholder Opinions:
o Both unions and management stressed the importance of trust and
transparency in maintaining industrial peace.
Day 9: Organizational Hierarchy and Structure

 Activities:
o Studied the company’s organizational chart and observed departmental
interactions.
o Attended a cross-departmental coordination meeting.
 Experiences:
o Understood how hierarchical structures facilitate accountability but can
slow decision-making.
 Problems and Issues:
o Employees at lower levels expressed frustration with delays in approval
processes.
 Stakeholder Opinions:
o Managers highlighted the need for streamlining decision-making
processes without compromising oversight.
Day 10: Employee Retention Strategies

 Activities:
o Reviewed employee retention data and discussed exit interview findings
with HR.
o Participated in a brainstorming session on improving retention.
 Experiences:
o Noted that career development opportunities play a significant role in
retaining employees.
 Problems and Issues:
o High turnover in specific departments due to limited growth prospects.
 Stakeholder Opinions:
o HR staff stressed the need for better succession planning and mentorship
programs.
Day 11: Compensation and Benefits Management

 Activities:
o Studied payroll processing and employee incentive structures.
o Observed how salary reviews are conducted.
 Experiences:
o Learned that competitive pay is crucial for attracting talent but needs to
be balanced with budget constraints.
 Problems and Issues:
o Some employees felt the incentive structure lacked clarity and fairness.
 Stakeholder Opinions:
o HR managers emphasized the need for transparent communication
regarding compensation policies.

Day 12: HRD Challenges

  Activities:
o Discussed common HRD challenges like absenteeism, resistance to
change, and skill shortages.
o Analyzed specific case studies of conflict resolution.
 Experiences:
o Gained insights into how HR tackles real-world challenges in a
manufacturing setup.
 Problems and Issues:
o Persistent absenteeism among workers affected production schedules.
 Stakeholder Opinions:
o Line managers suggested stricter attendance policies and incentive-based
attendance rewards.

Day 13: Employee Engagement Initiatives

  Activities:
o Participated in a team-building exercise organized by HR.
o Reviewed the impact of employee engagement surveys.
 Experiences:
o Noted how such initiatives foster teamwork and boost morale.
 Problems and Issues:
o Limited participation in engagement activities due to workload
pressures.
 Stakeholder Opinions:
o HR staff stressed the need for better scheduling and communication to
improve participation rates.

Day 14: Workplace Safety and Compliance

 Activities:
 o Reviewed safety protocols and observed a fire drill.
o Studied compliance with labor laws and regulatory standards.
 Experiences:
o Learned about the critical role of safety measures in preventing
workplace accidents.
 Problems and Issues:
o Inconsistent use of safety gear by some workers, despite training.
 Stakeholder Opinions:
o Supervisors suggested stricter enforcement of safety protocols.

Day 15: Final Presentation and Feedback

 Activities:
 o Presented a detailed report on internship findings and suggestions.
o Collected feedback from HR and department heads.
 Experiences:
o Felt a sense of accomplishment after successfully completing the
internship.
 Problems and Issues:
o Limited time to explore certain areas in depth.
 Stakeholder Opinions:
o HR staff appreciated the fresh perspective provided by interns and
suggested continuing such programs to foster industry-academic
collaboration.