SUMMER INTERNSHIP REPORT

ON

“Internship Process Reform”

AT

SNTI, TATA STEEL LTD

SUBMITTED IN THE PARTIAL FULFILMENT OF

THE MBA COURSE OF

SARALA BIRLA UNIVERSITY, RANCHI

SUBMITED BY-

NAME- ARCHANA SHARMA

REFERENCE NO. – VT20230447

YEAR- 2023

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 ACKNOWLEDGMENT

I would like to express my special gratitude towards the SNTI, TATA STEEL LTD for
giving me the opportunity to do my summer internship project. Secondly, I would like to
express my special thanks to my guide Mr. Amit Kumar Tiwary who guided me
throughout the project. He also helped me by sacrificing their personal valuable time for
the completion of this project report. And finally, I am very much thankful to my friends
and parents guided me during preparation of my internship project.

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 EXECUTIVE SUMMARY

The study on internship process reform at Tata Steel aimed to assess the effectiveness of the
current internship program, identify areas for improvement, and propose recommendations to
enhance the internship experience. The key findings indicated that the registration process was
generally manageable, but some candidates faced confusion, especially regarding the E-
Learning requirement for Non-Employee Ward candidates. Employee Ward candidates had the
choice to opt for E-Learning, while Non-Employee Ward candidates were mandated to
complete it, leading to mixed perceptions.

The availability of suitable guides significantly impacted the success of internships, and
sponsors played a vital role in guiding candidates. However, some candidates encountered
challenges in finding appropriate guides. Improving the clarity of registration instructions and
providing additional support for guide identification were identified as essential areas for
improvement.

Based on the findings, the study proposed several recommendations. Tata Steel should
enhance the clarity of registration instructions, reconsider the compulsory E-Learning for Non-
Employee Ward candidates, and foster collaboration between sponsors and guides. The
organization should also provide additional support to candidates in identifying suitable guides
and enhance the comprehensiveness of form-filling instructions.

Implementing these recommendations will lead to a more streamlined and candidate-friendly

internship process at Tata Steel. The study underscores the significance of talent development,
industry-academia collaboration, and effective communication between sponsors and guides in
ensuring a positive and impactful internship experience. By continuously evaluating and
improving the internship process, Tata Steel can further its commitment to nurturing young
talent and solidify its position as an employer of choice in the steel industry.

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 Table of Contents
S.No. CONTENTS Page
No.
Chapter 1 Profile of the Company 6 – 223

1.1 Company Details 7

1.2 Nature of the Organization and its Business 8

1.3 Vision, Mission and Objectives 9 – 10

1.4 Product range of the company 11 – 14

1.5 Size of the Organization 15 – 16

1.6 Organization structure of the company 17

1.7 Industry Analysis 18 – 19

1.8 Important Landmarks in the history of company & Industry 20 – 23

Chapter 2 Theoretical Background 24 – 38

2.1 Conceptual Framework of the company 25 –

26
2.2 Applicability of the concept in the organization 27 –
38
Chapter 3 Problem Statement & Objectives of the Study 39 – 46

3.1 Significance of the Study 40 –

41
3.2 Managerial Usefulness of the Study 42 –
43
3.3 Problem statement & Objectives of the Study 44 –
45
3.4 Scope of the Study 46

Chapter 4 Methodology 47 –
51
4.1 Research Design 48

4.2 Sources of Data Collection 49

4.3 Sampling Procedure 50

4.4 Limitations of the Study 51

Chapter 5 Analysis & Interpretations of the Study 52 – 58

Chapter 6 Findings, Conclusion & Recommendations 59 -

61
4
References/Bibliography 62

5
Chapter - 1 Profile of the Company

6
 1.1 Company Details

• Name: (Shavak Nanavati Technical Institute) SNTI TATA STEEL

• Address: N-Road Bistupur,Jamshedpur 831001

• Website: https://tslhr.tatasteel.co.in/recruit/vt001.aspx

• E mail: snti.office@tatasteel.com

• Origin: Indian
• Nature: SNTI designs and delivers customized training programme by Subject Matter
Experts (SMEs) at SNTI or at client's premises.

• Area of Operation: Across the India

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 1.2 Nature of the organization and the company

Shavak Nanavati Technical Institute (SNTI), the erstwhile "Jamshedpur Technical Institute"
(JTI) was established in 1921, with the inspiration of the Founder “Let the Indians learn to do
things by themselves”. Today SNTI, an integral part of the Human Resource Division of Tata
Steel, has rendered commendable service in nation building through the development of
technical manpower, not only for Tata Steel but, for many other Tata organizations, private and
public sector Steel Plants and manufacturing industries.

➢ The Programmes are:

• Pre-Employment Training- Training for the cadres at various levels like Management
Trainees (MTS), Junior Engineer Trainees (JETs), Trade Apprentice (TA) Trainees and
other new joinees.
• Post-Employment Training (Day) - Training for those who are already working in Tata
Steel and are nominated by respective departments for knowledge and skill development
in their respective work areas.
Such training programmes are planned annually, based on requirement of the respective
departments. The employees are released from the departments for this purpose. Thrust
Area training programmes are also conducted with a focus on specific topics or
requirement as indicated by the departments. Some growth related competency
development programmes are also organized under this category.
• Post-Employment Training (Evening) - This training is imparted to the supervisory/
associate category of employees basically for their competency development and
qualification enhancement. Such programmes are conducted off- duty hours on original
and repeat basis at the employees' own time.
• External Training-

SNTI offers many programmes-

✓ Vocational training- for Engg. students through guided project work

✓ Industrial/ Plant visits for Technical Institutes and other industries
✓ Customized programmes for other organizations.

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 1.3 Company’s vision & mission

In keeping with the Tata Code of Conduct, Tata Steel has formulated specific policies in
different areas of operations that help to bring uniformity in processes by clearly defining the
business approach. Committed to following the principles of fair practices and business ethics,
Tata Steel has adopted the Tata Code of Conduct (TCOC) which lays down the principles and
standards to govern the actions of the Company and the employees. A number of relevant
policies have been formulated and implemented towards the practical application of TCOC such
as Affirmative Action Policy, Alcohol and Drugs Policy, Anti Sexual Harassment Initiative
(ASHI), Climate Change Policy for Tata companies, Code of Corporate Disclosure Policy, Data
Privacy Policy, Dividend Distribution Policy, Energy Policy, Environmental Policy, etc.

• Vision

Tata Steel aspires to be the global steel industry benchmark foe value creation and
citizenship.

• Mission

Consistent with the vision and values of the founder Jamshedji Tata, Tata Steel strives to
strengthen India s industrial base through effective utilization of staff and materials. The
means envisaged to achieve this are cutting edge technology and high productivity,
consistent with modern management practices. Tata Steel recognizes that while honesty
and integrity are essential ingredients of a strong and stable enterprise, profitability
provides the main spark for economic activity. Overall, the company seeks to scale the
heights of excellence in all it does in an atmosphere free from fear, and thereby reaffirms
its faith in democratic values.

• Values

✓ Integrity: To be fair, honest, transparent and ethical in their conduct; everything

they do must stand the test of public scrutiny.
✓ Excellence: To be passionate about achieving the highest standards of quality,
always promoting meritocracy.
✓ Unity: To invest in their people and partners, enable continuous learning, and
build caring and collaborative relationships based on trust and mutual respect.

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✓ Responsibility: To integrate environmental and social principles in their businesses, ensuring
that what comes from the people goes back to the people many times over.
✓ Pioneering: To be bold and agile, courageously taking on challenges, using deep customer
insight to develop innovative solutions.

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 1.4 Product range of the company
This section lists the Tata companies and details their business:
➢ Chemicals
• TATA chemicals
• Rallies' India
• TATA pigments limited
• General chemical industrial products
• Brunner Mond
• Advinus therapeutics
• Magadi Soda company
➢ Consumer products
• TATA salt
• i-Shakti
• Casa décor
• TATA swach
• TATA global beverages, is the world's second largest manufacturer of packaged tea and
tea products.
• TATA Starbucks, is a 50:50 joint venture company, owned by Starbucks Corporation
and Tata global beverages
• Eight o'clock coffee
• Tetley Tata coffee
• Himalayan, mineral water brand
• Lakme
• TATA ceramics
• Infinite retail (Croma)
• TATA industries
• Titan industries
• Trent (westside)
• Landmark bookstores
• TATA sky
• Voltas, consumer electronics company
• TATA international ltd.

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• Tanishq
• Fastrack, youth fashion brand
• Titan eye+, optical stores from titan industries
• Tata refractories
• Westside
➢ Energy
• TATA power is one of the largest private sector power companies.
• TATA power solar, started as a joint venture between Tata power and bp solar, now a
wholly owned company.
• Hooghly met coke and Power Company
• Jamshedpur utilities and Services Company
• TATA power
• Delhi distribution ltd (formerly known as north Delhi power ltd)
• Power links transmission
• TATA power trading
• TATA projects
➢ Engineering
• Tal manufacturing solutions
• TATA auto comp systems limited (TACO)
• Hispano carrocera
• TATA motors, manufacturer of commercial vehicles (largest in India) and passenger cars
• Jaguar land rover (manager of Tata’s British brands jaguar cars and land rover)
• TATA Daewoo commercial vehicle
• TATA projects
• TATA technologies limited
• TATA Marco polo
• TATA consulting engineers limited
• TATA Cummins
• Telco construction equipment
• TRF Voltas global engineering center
• TATA advanced materials
• TATA advanced systems
• TATA motors European technical center
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• TATA petro dyne
• TATA precision industries
• Telcon construction equipment
➢ Information systems and communications
• Computational research laboratories incat nelco nelito systems
• TATA business support services
• TATA consultancy services ltd. (tcs) is one of the world's largest it services companies.
• TATA elxsi
• Neotel
• TATA interactive systems
• TATA teleservices
• TATA communications cmc limited
• Vsnl international Canada
• Tatanet, managed connectivity and vsat service provider
➢ Services
• TATA sons
• Tajair
• Mjunction
• Vistara
• Air Asia India joint venture with air Asia
• The Indian Hotels Company
• Taj hotels
• Vivanta by taj
• The gateway hotels & resorts
• Ginger hotels
• Roots corporation
• TATA housing development company ltd. (thdc)
• TATA limited
• TATA aig general insurance
• TATA aia life insurance
• E-nxt financials ltd.
• Tkm global, logistics and supply chai
TATA ag
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• TATA asset management
• TATA financial services
• TATA capital financial services limited
• TATA international ag
• TATA investment corporation
• TATA advanced systems limited
• Drive India enterprise solutions
• TATA quality management services
• TATA realty and infrastructure limited
• TATA interactive systems
• TATA Africa holdings
• TATA auto comp systems
• TATA industrial services
• TATA Nyk
• TATA services
• TATA strategic management group
➢ Steel
• TATA steel
• TATA steel Europe
• TATA steel kzn
• TATA steel processing and distribution
• Jamipol
• NatSteel holdings
• TATA bluescope steel
• TATA metaliks
• TATA sponge iron

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 1.5 Size of organization
• Despite a challenging global business environment for the steel industry, Tata
Steel had a record-breaking operational performance in India, in FY2022-23.
We achieved the highest-ever annual production and deliveries, driven by our
strong marketing network and agile business model.
• Completed the acquisition and steadily ramped up Neelachal Ispat Nigam
Limited (NINL)
• Progress made on brownfield and Greenfield projects to expand its capacities at
its Kalinganagar site, the Electric Arc Furnace at Ludhiana, and downstream
plants across India
• Signed an expression of principles with the Dutch government on
decarburization of Ijmuiden steelmaking operations
• Launched Carbon Lite, a certificate based, low carbon emission steel solution,
offering the potential for up to 100% reduction in CO2 intensity to our
customers in the UK and the Netherlands
• 1st in India to receive a license for weather resistant steel
• Provided fiber-reinforced composites for Vande Bharat coaches
• 100+ Transgender employees

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16
 1.6 Organization structure of the company

Tata Steel follows a matrix structure. The organizational structure of can be broadly divided into
3levels- Upper management, Senior management, Middle management The Upper Management
of the company has the Managing Director of the entire company and the Group Executive
officer. The Senior Management has the Vice Presidents of the different departments. Under the
VPs we have the Heads of the various departments. Under these Heads, we have the various
Sectional Heads who would be the Unit Leaders/Managers/Officers who form the Middle
management

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 1.7 Industry Analysis

The steel industry is a crucial component of the global economy, as steel is widely used in
various sectors such as construction, automotive, infrastructure, and manufacturing. Tata Steel is
a prominent player in the steel industry and has a significant presence both in India and
internationally.

• Strengths:

1. Diverse Product Portfolio: Tata Steel produces a wide range of steel products, catering to
different industries, which helps in reducing dependency on specific sectors and provides
stability.

2. Established Brand: Tata Steel has a strong brand reputation for producing high-quality
steel, which gives it a competitive advantage in the market.

3. Vertical Integration: The company's vertical integration in terms of raw material supply
(iron ore and coal mines) helps in cost optimization and supply chain efficiency.

4. Global Presence: Tata Steel has operations in multiple countries, which diversifies its
revenue streams and reduces exposure to any one regional market.

• Challenges:

1. Fluctuating Commodity Prices: The steel industry is highly sensitive to changes in raw
material prices, which can impact profitability.

2. Market Demand Variability: Demand for steel is influenced by economic cycles, and
global factors can lead to fluctuations in demand, affecting sales and revenues.

3. Environmental Concerns: The steel industry faces increasing scrutiny regarding its
environmental impact. Compliance with regulations and sustainability efforts can add
operational costs.

4. Competition: Tata Steel faces competition from both domestic and international steel
manufacturers, which can put pressure on pricing and market share.

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 • Opportunities:

1. Infrastructure Development: Growing infrastructure projects in India and other emerging

markets can create a steady demand for steel products.

2. Technological Advancements: Investing in new technologies and process improvements

can enhance efficiency and reduce production costs.

3. Mergers and Acquisitions: Strategic acquisitions can help Tata Steel expand its market
presence and diversify its product offerings.

4. Focus on Sustainability: Shifting consumer preferences toward sustainable products

present an opportunity for Tata Steel to innovate and offer eco-friendly solutions.

• Threats:

1. Economic Uncertainty: Global economic fluctuations and geopolitical tensions can

impact the steel industry's performance and growth prospects.

2. Trade Barriers: International trade disputes and protectionist measures can disrupt the
steel market and affect Tata Steel's exports and imports.

3. Currency Fluctuations: Exchange rate volatility can impact the company's revenues and
profitability, especially if it has significant international operations.

4. Technological Disruption: New materials or manufacturing processes could potentially

replace steel in certain applications, posing a threat to the traditional steel industry.

It's important to remember that this analysis is based on information available up to September
2021, and the steel industry is subject to constant change. For the most up-to-date analysis,
financial reports, and market performance of Tata Steel, it is recommended to refer to the latest
reports, news articles, and official company statements.

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 1.8 Important Landmarks in the history of company & Industry

Tata Steel, one of India's oldest and most renowned companies, has a rich history that spans over
a century. Here are some important landmarks in the history of Tata Steel and its impact on the
steel industry:

1. Establishment of Tata Steel (1907): Tata Steel was established on August 26, 1907, by
Jamsetji Nusserwanji Tata, one of India's prominent industrialists. It was the brainchild
of Sir Dorabji Tata and Sir Ratan Tata, who carried forward their father's vision of
building a world-class steel plant in India.
2. Birth of Jamshedpur (1912): Tata Steel's integrated steel plant in Jamshedpur, Jharkhand
(formerly in Bihar), India, became operational in 1912. Jamshedpur is often referred to
as "Tata Nagar" and is India's first planned industrial city. It was designed by architect
Sir Benjamin Baker.
3. Production of Steel (1912): The first-ever steel ingot was rolled at the Tata Steel plant in
Jamshedpur on February 16, 1912. This marked the beginning of India's steel industry
and its journey towards self-sufficiency in steel production.
4. The Demise of Founder Jamsetji Tata (1904) and Sir Dorabji Tata (1932): Jamsetji Tata,
the visionary behind Tata Steel, passed away in 1904 before witnessing the realization of
his dream. Sir Dorabji Tata, who played a crucial role in overseeing the establishment of
Tata Steel, passed away in 1932.
5. Steel Expansion (1930s-1940s): Tata Steel embarked on a significant expansion during
the 1930s and 1940s. The company expanded its capacity and introduced new
technologies to improve production efficiency.
6. Tata Steel Becomes Public (1939): Tata Steel was converted into a public company in
1939, and the Tata Iron & Steel Company (TISCO) Limited was formed. This paved the
way for broader public participation in the company's growth.
7. Nationalization of Tata Steel (1972): In 1972, the Indian government nationalized the
iron and steel industry, including Tata Steel, by acquiring a majority stake. This period
saw various challenges and changes in the company's management and operations.
8. Post-Liberalization Era (1991): In 1991, India embarked on economic liberalization,
leading to the dismantling of many government controls and regulations. Tata Steel
underwent restructuring and modernization during this period.
9. Tata-Corus Acquisition (2007): Tata Steel made a significant global acquisition by
acquiring Corus Group Plc., a European steel manufacturer, in 2007. This was one of the
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 largest acquisitions by an Indian company and marked Tata Steel's entry into the
European steel market.
10. Name Change (2005): In 2005, Tata Iron & Steel Company (TISCO) Limited was
renamed Tata Steel Limited to reflect the company's broader portfolio and international
presence.
11. Global Expansion and Diversification: Over the years, Tata Steel expanded its global
footprint through joint ventures, acquisitions, and Greenfield projects, making it one of
the world's top steel producers.
12. Commitment to Sustainability: Tata Steel has been proactive in adopting sustainable
practices and has won several awards for its environmental and social initiatives.

Tata Steel's journey from a vision to a global steel player has been remarkable and has had a
lasting impact on the steel industry in India and around the world. The company's commitment
to innovation, social responsibility, and sustainable growth has helped it maintain its position as
a leader in the steel industry.

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 OVER THE YEARS SNTI HAS BEEN CONFERRED WITH SEVERAL AWARDS

1. S. Vishwanathan Quality Award – 1996.

2. Joint Works Quality Committee Certificate: 1996-97.
3. J.N. Tata Total Quality Award Certificate of commendation: 1996-97.
4. ISO – 9001 Certification: 1997.
5. For 5S and House-keeping: 1997-98.
6. National Award for Innovation Training Practices – 2007-08.
7. Best National Training Establishment: 4 times + 1 (2007).
8. Best National Training Establishment in CII Competition: 3 times + 5 (2002, 5, 14, 15,
16).
9. Best Regional Training Establishment: 14 times + 5 (2004, 5, 7, 9, 11).
10. World Championship (7th Virtual Steel Making Challenge) organized by World Steel
Association at Brussels.
11. Golden Peacock National Training Award 2014.
12. BML Munjal Award 2014 for Business Excellence through Learning and Development.
13. Best Established Award during 26th CII National Works kills Competition held in
February 2014.
14. The Quality Circle Granthalaya from Information Services Department won the 3rd
position in Apex level JQQC-14 and CII 27th QC Circle Convention, Jharkhand State
level.
15. Assocham Skilling India Award 2015 in recognition of outstanding contribution under
category of Best Private Organization – Training Programme
16. 2nd position in Suggestion Management in FY’15 (among depts. having MOR less than
100)
17. Best ever performance by winning 41 prizes, out of total 58 nos. in 27th CII Eastern
Regional Work skill Competition 2015
18. Bagged the first prize in the Operations & Production category as well as the first and
second prizes in the Repairs & Maintenance category during the 13th,14th and 15th
National Supervisory Skills Competition organized by CII at Kolkata
19. Best Established Award during 27th CII National Works kills Competition held in
February 2014
20. Assocham Skilling India Award 2016 in Best Large Scale Private Organization –
Training Programme

22
21. BML Munjal Award 2016 in Sustained Excellence Category under Business Excellence
through Learning and Development
22. Best Established Award during 28th CII National Works kills Competition

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Chapter – 2 Theoretical Backgrounds

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 2.1 Conceptual Framework of the Study
1. Objective and Scope:
• Define the objectives of the internship program, such as skill development, talent
acquisition, or fostering industry-academia partnerships.
• Determine the scope of the program, including the number of interns, departments
involved, and duration of internships.
2. Design and Planning:
• Develop a comprehensive internship policy and guidelines, covering eligibility
criteria, roles, and responsibilities, remuneration (if any), and other program details.
• Identify the specific roles and projects that interns will be assigned to, aligning them
with the organization's needs and the interns' learning goals.
• Establish a timeline for the program, including application periods, selection process,
and internship duration.
3. Recruitment and Selection:
• Publicize the internship program through various channels, including career fairs,
university partnerships, social media, and the organization's website.
• Design a fair and unbiased selection process that assesses candidates based on their
qualifications, skills, and fit for the roles offered.
• Conduct interviews and evaluations to shortlist candidates for internship positions.
4. Onboarding and Orientation:
• Provide a formal onboarding process for selected interns, introducing them to the
organization's culture, policies, and procedures.
• Conduct an orientation session to familiarize interns with their assigned roles, team
members, and project objectives.
5. Internship Period:
• Ensure that interns receive adequate guidance and support from assigned mentors or
supervisors throughout the internship.
• Facilitate regular feedback and evaluation sessions to monitor intern progress and
address any challenges they may encounter.
• Encourage interns to participate in workshops, training sessions, or networking
events to enhance their skill development and exposure.

6. Performance Evaluation:
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 • Evaluate intern performance based on pre-defined criteria and objectives, providing
constructive feedback on strengths and areas for improvement.
• Discuss potential future opportunities within the organization for exceptional interns.
7. Closure and Feedback:
• Conduct exit interviews or surveys to gather feedback from interns about their
overall internship experience.
• Express appreciation to interns for their contributions and provide them with a
completion certificate or letter of recommendation.
8. Intern Conversion and Alumni Engagement:
• Consider offering permanent job opportunities to outstanding interns, based on
organizational requirements and intern preferences.
• Maintain communication with former interns to build a strong alumni network and
potentially leverage their expertise in the future.
9. Program Evaluation and Improvement:
• Analyze the effectiveness of the internship program in achieving its objectives and
identify areas for improvement.
• Use the feedback from interns, mentors, and other stakeholders to refine the
program's design and implementation for future iterations.

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 2.2 Applicability of the concept in the organization

Introduction:

Tata Steel, a flagship company of the Tata Group, is a renowned global steel manufacturer with
a long and illustrious history in the industry. Established in 1907 by the visionary industrialist
Jamsetji Nusserwanji Tata, Tata Steel has played a pivotal role in shaping India's industrial
landscape and has emerged as a significant player in the international steel market.

Internship programs have become an essential part of modern organizations, serving as a bridge
between academia and industry. They offer students valuable opportunities to gain practical
experience, develop skills, and explore potential career paths. For Tata Steel, the internship
process holds strategic importance, enabling the company to identify and nurture young talent,
while also contributing to the professional growth of the interns.

The purpose of this literature review is to delve into the intricacies of Tata Steel's internship
program, analyzing its design, execution, and impact on both the interns and the organization.
By exploring the various aspects of the internship process at Tata Steel, this review aims to shed
light on the program's effectiveness, strengths, and potential areas of improvement. Moreover,
understanding the internship process in Tata Steel can provide insights for other organizations
aiming to establish successful and mutually beneficial internship initiatives.

Please remember to use actual data and research from reliable sources when conducting your
literature review to ensure accuracy and credibility in your study.

Overview of Internship Programs in Industry:

Internship programs play a crucial role in bridging the gap between academic learning and
practical industry experience. They have become a vital component of talent acquisition and
development strategies for organizations across various industries. Internship programs offer
several key benefits both to students and companies:

Benefits to Students:

1. Practical Experience: Internships provide students with hands-on experience in real-

world work environments, allowing them to apply their academic knowledge to practical
scenarios.

27
 2. Skill Development: Interns have the opportunity to develop and enhance their technical,
communication, and problem-solving skills, making them more job-ready upon
graduation.

3. Networking: Interns can build valuable professional networks, interact with industry
experts, and gain mentors who can guide them in their career paths.

4. Career Exploration: Internships expose students to different roles and industries, helping
them clarify their career goals and preferences.

Benefits to Organizations:

1. Talent Pipeline: Internship programs serve as a talent pipeline for organizations,

allowing them to identify and assess potential future employees.

2. Fresh Perspectives: Interns bring new ideas, fresh perspectives, and up-to-date
knowledge, contributing to innovative solutions within the organization.

3. Employer Branding: A well-structured internship program enhances the organization's

reputation as an employer of choice, attracting top talent in the industry.

4. Enhanced Productivity: Interns can support ongoing projects, alleviate the workload of
existing employees, and bring additional resources during peak periods.

Internship programs in the industry typically follow a structured process, from recruitment and
onboarding to performance evaluation and intern conversion. Each organization may tailor its
internship program to suit its unique requirements and industry-specific demands.

In the context of Tata Steel, the internship program assumes significance as it offers a gateway
for young talents to immerse themselves in the steel industry and gain exposure to the
company's operations, values, and corporate culture. Understanding the broader context of
internship programs in the industry helps contextualize Tata Steel's efforts in nurturing and
engaging interns effectively.

28
 Tata Steel's Internship Program

Tata Steel's internship program stands as a testament to the company's commitment to talent
development, fostering industry-academia collaboration, and nurturing the next generation of
leaders in the steel sector. The program is designed to provide students with valuable learning
opportunities and hands-on experience, aligning with the company's vision to be a global
benchmark in the steel industry.

Objectives and Scope: The internship program at Tata Steel aims to achieve several key
objectives:

1. Skill Development: To offer interns a platform to enhance their technical skills, domain
knowledge, and soft skills through practical exposure in various roles and projects.

2. Talent Acquisition: To identify and attract top talent from reputed educational
institutions, creating a talent pipeline for future recruitment needs.

3. Industry-Academia Collaboration: To foster a strong partnership with academic

institutions, facilitating knowledge exchange and research collaborations.

4. Brand Building: To enhance Tata Steel's reputation as an employer of choice, offering a

fulfilling and enriching experience to interns.

Program Structure: Tata Steel's internship program typically follows a well-structured process:

1. Recruitment: The company actively engages with premier educational institutes and
conducts campus recruitment drives to select interns from diverse backgrounds.

2. Onboarding and Orientation: Selected interns undergo a comprehensive onboarding

process, which includes an orientation session to acquaint them with Tata Steel's values,
work culture, and safety standards.

3. Project Assignments: Interns are assigned to various departments and project teams
based on their academic backgrounds, skills, and interests. They work on real-time
projects under the guidance of experienced mentors.

4. Training and Development: Tata Steel provides interns with access to various training
sessions, workshops, and seminars to enhance their technical knowledge and soft skills.

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 5. Performance Evaluation: The performance of interns is regularly assessed based on
predefined criteria, and constructive feedback is provided to aid their learning and
growth.

6. Networking Opportunities: Interns have the chance to interact with senior leaders,
participate in team-building activities, and engage in knowledge-sharing sessions.

7. Internship Closure: At the end of the program, Tata Steel acknowledges the interns'
contributions and provides them with completion certificates or letters of
recommendation.

Impact and Long-term Engagement: The internship program's impact is reflected in the skill
development and industry exposure interns gain during their tenure at Tata Steel. Exceptional
interns may be considered for permanent job opportunities based on the company's current
requirements and their performance during the internship. Furthermore, Tata Steel maintains
communication with former interns, nurturing a long-term relationship and potentially re-
engaging them in the future.

Overall, Tata Steel's internship program serves as a beacon of learning, growth, and mutual
benefit, aligning with the company's commitment to creating a sustainable and skilled workforce
for the steel industry.

Benefits and Outcomes of Internship at Tata Steel:

Tata Steel's internship program offers a myriad of benefits and positive outcomes for both the
interns and the organization. Through hands-on experience and exposure to the steel industry's
complexities, interns gain invaluable insights into their chosen fields, while Tata Steel benefits
from the infusion of fresh perspectives and potential future talent. Some of the key benefits and
outcomes of the internship program at Tata Steel include:

Benefits to Interns:

1. Industry Exposure: Interns get a firsthand understanding of the steel industry's

operations, processes, and challenges, which enhances their industry-specific knowledge.

2. Skill Development: Working on real projects, interns acquire practical skills and
competencies that complement their academic learning, making them more job-ready.

30
 3. Networking Opportunities: Interns interact with experienced professionals, industry
experts, and peers, building valuable networks that can aid their future career growth.

4. Mentorship and Guidance: Interns receive mentorship and guidance from seasoned
professionals, allowing them to seek advice and insights for personal and professional
development.

5. Resume Enhancement: A Tata Steel internship adds significant value to interns'

resumes, showcasing their practical experience with a reputable organization, enhancing
their employability.

Benefits to Tata Steel:

1. Fresh Perspectives: Interns bring a fresh outlook and innovative ideas, contributing to
creative problem-solving and process improvements within the organization.

2. Talent Identification: The internship program serves as a talent scouting platform,

allowing Tata Steel to identify potential high-performing individuals for future
recruitment needs.

3. Enhanced Productivity: Interns provide additional resources during peak workloads,

helping to alleviate pressure on existing employees and boost overall team productivity.

4. Engagement and Branding: Offering a fulfilling and enriching experience to interns

contributes to positive word-of-mouth and enhances Tata Steel's employer branding.

5. Future Talent Pool: The internship program creates a pool of potential future
employees who are already familiar with Tata Steel's culture and operations.

Long-term Outcomes: For both interns and Tata Steel, the internship program can lead to
several long-term outcomes:

1. Intern Conversion: Exceptional interns may be offered full-time employment

opportunities, becoming valuable additions to Tata Steel's workforce.

2. Alumni Network: Former interns who have completed their internship at Tata Steel can
become part of an alumni network, providing opportunities for continued engagement,
knowledge-sharing, and potential re-employment in the future.

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 3. Positive Association: A positive internship experience at Tata Steel fosters a lasting
association between the organization and interns, potentially leading to future
collaborations, referrals, or partnerships.

By mutually benefiting interns and Tata Steel, the internship program becomes an essential
component of the organization's talent management and growth strategy, while also contributing
to the development of the broader steel industry.

Selection and Recruitment Process:

Tata Steel follows a systematic and rigorous selection and recruitment process for its internship
program to ensure the identification of the most suitable candidates who align with the
company's values, culture, and business requirements. The selection process aims to attract top
talent from renowned educational institutions and diverse academic backgrounds. The key
components of Tata Steel's selection and recruitment process for internships include:

1. Campus Recruitment: Tata Steel actively participates in campus recruitment drives

organized by premier educational institutes across India. The company visits campuses to
interact with students directly, providing them with information about the internship program
and the organization.

2. Announcement and Application: Tata Steel announces its internship opportunities through
multiple channels, including the company's official website, career portals, social media
platforms, and campus placement cells. Interested students are invited to submit their
applications along with their resumes and other relevant documents.

3. Eligibility Criteria: The company sets specific eligibility criteria based on academic
qualifications, course specialization, and other requirements for each internship position. The
criteria may vary depending on the roles offered and the departments involved.

4. Shortlisting: The Tata Steel recruitment team carefully reviews all received applications to
shortlist candidates who meet the eligibility criteria and possess the desired skills and attributes.

5. Pre-placement Talks and Assessment: Shortlisted candidates are invited to attend pre-
placement talks or interviews, where they learn more about Tata Steel, its culture, and the
internship program. During these talks, recruiters may also conduct preliminary assessments or
tests to gauge the candidates' suitability for the roles.

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6. Interviews and Selection: Shortlisted candidates undergo a series of interviews, which may
include technical rounds, behavioral assessments, and interactions with department heads or
team members. These interviews help evaluate candidates' technical knowledge, problem-
solving abilities, communication skills, and cultural fit within Tata Steel.

7. Offer and Confirmation: Based on the interview outcomes, successful candidates receive
internship offers from Tata Steel. Once candidates accept the offer, they receive further
information about the internship program's details, including start dates, onboarding procedures,
and project assignments.

8. Diversity and Inclusion: Tata Steel is committed to promoting diversity and inclusion within
its internship program. The company actively encourages candidates from various backgrounds,
including gender, ethnicity, and differently-abled individuals, to participate and contribute to the
program.

By adhering to a comprehensive and transparent selection and recruitment process, Tata Steel
ensures that the right candidates are selected for its internship program, fostering a mutually
beneficial and rewarding experience for both the interns and the organization.

Onboarding, Training, and Mentorship:

Tata Steel places significant emphasis on providing a well-structured onboarding, training, and
mentorship process to ensure that interns quickly acclimate to the organization's work culture,
understand their roles, and receive necessary guidance throughout their internship period. The
onboarding, training, and mentorship components of Tata Steel's internship program include the
following:

1. Onboarding and Induction: Upon joining Tata Steel, interns undergo a comprehensive
onboarding program. They are introduced to the company's history, values, vision, and mission,
enabling them to align themselves with Tata Steel's ethos. The induction process familiarizes
interns with the organizational structure, key departments, and important stakeholders.

2. Project Briefing: Interns receive a detailed briefing on their assigned projects, outlining the
objectives, deliverables, and expected outcomes. They also gain insights into the project's
significance to the organization and its potential impact on Tata Steel's operations.

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3. Departmental Familiarization: To facilitate integration, interns are encouraged to spend
time familiarizing themselves with the department they are assigned to. This allows them to
understand the team dynamics, responsibilities, and interdepartmental collaborations.

4. Training and Skill Development: Tata Steel invests in the professional growth of its interns
by providing relevant training and skill development opportunities. Interns may attend
workshops, seminars, or online courses to acquire new skills, technical knowledge, and industry
insights.

5. Mentorship and Guidance: Each intern is assigned a dedicated mentor who serves as a
guide and support throughout the internship journey. Mentors are experienced professionals who
provide constructive feedback, offer career advice, and help interns navigate their roles
effectively.

6. Cross-functional Exposure: Tata Steel encourages interns to gain cross-functional exposure

by interacting with employees from different departments. This exposure broadens their
understanding of the organization and fosters a holistic view of Tata Steel's operations.

7. Networking Events: The company organizes networking events and interactions with senior
leaders to help interns build valuable connections and understand Tata Steel's corporate culture
better.

8. Safety Training: Given Tata Steel's strong focus on safety, interns receive safety training to
adhere to the organization's safety protocols while working on-site.

9. Continuous Learning: Throughout the internship period, Tata Steel promotes a culture of
continuous learning, encouraging interns to seek new challenges and explore areas beyond their
project assignments.

Tata Steel's commitment to providing a robust onboarding, training, and mentorship process
ensures that interns feel supported, motivated, and equipped to make meaningful contributions
during their internship tenure. The combination of hands-on experience, structured learning, and
mentorship fosters a positive and enriching experience for the interns, contributing to their
professional growth and future success in the steel industry.

Internship Project Assignments:

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Tata Steel's internship program focuses on providing interns with meaningful and challenging
project assignments that align with their academic backgrounds, career aspirations, and the
organization's strategic objectives. The project assignments offer interns the opportunity to apply
their theoretical knowledge in real-world scenarios and contribute to Tata Steel's ongoing
initiatives. The key aspects of internship project assignments at Tata Steel include:

1. Project Relevance: Internship projects at Tata Steel are carefully curated to be relevant and
aligned with the intern's academic specialization and career interests. This ensures that interns
can leverage their existing knowledge while gaining practical insights into their chosen field.

2. Real-World Impact: Tata Steel emphasizes assigning projects that have a tangible impact on
the organization. Interns are entrusted with tasks that contribute to operational efficiency,
process improvements, or sustainable practices, making their work valuable to the company.

3. Collaboration and Teamwork: Interns often work in teams alongside experienced

professionals, promoting collaboration and teamwork. This fosters a dynamic learning
environment, encouraging knowledge-sharing and skill exchange among team members.

4. Multidisciplinary Exposure: Tata Steel recognizes the value of multidisciplinary exposure

and, when possible, assigns projects that allow interns to work across different departments.
This exposes them to diverse perspectives and enables them to comprehend the broader
implications of their work.

5. Mentor Guidance: Throughout their project assignments, interns receive mentorship and
guidance from their assigned mentors. Mentors provide support, clarify doubts, and offer
insights to help interns overcome challenges and deliver successful project outcomes.

6. Innovation and Problem-Solving: Internship projects often involve aspects of innovation

and problem-solving. Interns are encouraged to think critically, identify potential areas for
improvement, and propose innovative solutions to enhance Tata Steel's operations.

7. Project Presentations: Towards the end of their internships, interns present their project
outcomes and findings to relevant stakeholders and management. This presentation serves as an
opportunity for interns to showcase their work and receive feedback from experienced
professionals.

8. Continuous Learning and Growth: Tata Steel values interns' contributions and actively
encourages them to explore new opportunities for learning and growth during their project
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assignments. Interns are empowered to take ownership of their projects while seeking guidance
from mentors as needed.

By offering well-structured and impactful project assignments, Tata Steel's internship program
provides interns with a transformative experience, enabling them to witness the direct
application of their academic knowledge in a corporate setting. The successful execution of
internship projects adds value to Tata Steel's operations while nurturing a talent pool of future
industry leaders.

Internship Evaluation and Performance Management:

Tata Steel employs a robust and systematic evaluation and performance management process to
assess the progress and contributions of interns during their internship tenure. The evaluation
process aims to provide constructive feedback to interns, recognize their achievements, and
identify areas for improvement. Key components of Tata Steel's internship evaluation and
performance management include:

1. Performance Metrics and Criteria: Tata Steel establishes clear and objective performance
metrics and criteria at the beginning of the internship program. These metrics are communicated
to interns, ensuring transparency and alignment with the internship's goals and expectations.

2. Ongoing Feedback: Throughout the internship period, interns receive continuous feedback
from their mentors and supervisors. Regular feedback sessions provide interns with insights into
their performance, strengths, and areas that require development.

3. Mid-Term Reviews: Typically, Tata Steel conducts mid-term reviews to gauge interns'
progress at the halfway mark of their internship. These reviews assess the interns' project work,
adaptability to the organization's culture, and overall engagement.

4. Final Performance Evaluation: Towards the end of the internship, interns undergo a
comprehensive final performance evaluation. This evaluation considers the interns' project
outcomes, teamwork, communication, problem-solving abilities, and adherence to Tata Steel's
core values.

5. Learning Outcomes Assessment: Tata Steel assesses the interns' learning outcomes and skill
development during the internship period. This evaluation helps gauge the effectiveness of the
internship program in enhancing interns' competencies and knowledge.

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6. Presentation and Review Meetings: Interns present their project outcomes and experiences
to their mentors, supervisors, and sometimes senior management. These presentation meetings
offer interns the chance to showcase their work, discuss their learnings, and receive valuable
feedback.

7. Recognition and Appreciation: Tata Steel acknowledges the efforts and achievements of
interns through formal recognition and appreciation. Exceptional interns may receive certificates
of recognition or letters of appreciation for their significant contributions.

8. Future Career Discussions: As part of the evaluation process, Tata Steel engages in
discussions with interns regarding potential future career opportunities within the organization.
Based on their performance and the organization's requirements, eligible interns may be
considered for permanent positions.

9. Post-Internship Feedback: After the internship concludes, Tata Steel may solicit feedback
from interns to gather their perspectives on the overall internship experience. This feedback
helps the organization continuously improve its internship program.

The internship evaluation and performance management process at Tata Steel emphasize the
organization's commitment to nurturing talent, providing interns with a conducive learning
environment, and fostering their professional growth. By offering constructive feedback and
recognition, Tata Steel ensures that interns leave the program with valuable insights and a
positive impression of the organization.

Intern Conversion and Long-term Engagement:

Tata Steel views its internship program as a strategic talent acquisition and development
initiative. Exceptional interns who demonstrate outstanding performance, a strong cultural fit,
and alignment with Tata Steel's values may be offered the opportunity for intern conversion.
Intern conversion refers to the transition of outstanding interns into full-time employees after the
successful completion of their internships.

The organization values the contributions made by interns during their tenure and recognizes the
potential they bring to the organization. By offering permanent job opportunities to interns, Tata
Steel can retain top talent and capitalize on their familiarity with the company's operations and
culture. Intern conversion also fosters a sense of loyalty and commitment among former interns
who have experienced Tata Steel's work environment firsthand.

37
Moreover, Tata Steel maintains contact with former interns, building an alumni network.
Alumni engagement helps the organization stay connected with former interns, facilitating
knowledge-sharing, networking, and potentially re-engaging them as employees in the future.

Program Evaluation and Improvement:

To ensure the continuous enhancement and effectiveness of the internship program, Tata Steel
conducts thorough evaluations at the conclusion of each internship cycle. Program evaluation
involves gathering feedback from various stakeholders, including interns, mentors, supervisors,
and department heads.

The organization analyzes the feedback to identify strengths, areas for improvement, and any
challenges faced during the program's execution. Based on the evaluation's findings, Tata Steel
implements necessary adjustments and improvements to refine the program's design, structure,
and execution for future iterations.

By conducting regular program evaluations, Tata Steel demonstrates its commitment to

continuous improvement and maintaining a high standard of excellence in its internship
program. The insights gained from these evaluations enable the organization to optimize the
internship experience, enhance interns' learning outcomes, and align the program with evolving
industry demands.

38
Chapter-3 Problem Statement &
Objectives of the Study

39
 3.1 Significance of the Study
The significance of studying and reforming the internship process lies in its potential to
positively impact multiple stakeholders, including students, educational institutions, employers,
and society as a whole. A well-designed and effective internship process reform can lead to
several important outcomes:

1. Enhanced Employability: By reforming the internship process, students can gain more
relevant and practical skills that align with industry demands. This, in turn, enhances their
employability and prepares them for a smooth transition from academia to the professional
world.

2. Industry-Academia Collaboration: An improved internship process fosters stronger

partnerships between educational institutions and industries. Closer collaboration ensures that
internships address real-world challenges, offering companies access to a pool of skilled and
job-ready graduates.

3. Talent Pipeline for Employers: Organizations benefit from a streamlined internship process as
they gain access to a talent pipeline of potential future employees. Reforming the process allows
employers to identify and assess high-potential candidates, reducing recruitment costs and time.

4. Skill Development and Training: A reformed internship process can incorporate structured
training programs that equip interns with relevant technical skills and soft skills. This results in
interns making meaningful contributions during their internships and acquiring competencies for
long-term career growth.

5. Retention and Employee Engagement: For employers who offer intern conversion
opportunities, a well-executed internship process reform can lead to higher retention rates of
converted interns. These individuals already possess knowledge of the company's culture and
operations, leading to better employee engagement.

6. Social Impact: An improved internship process can contribute to reducing the skills gap and
unemployment rates by empowering students with practical experience and skills. This, in turn,
contributes to economic growth and societal development.

7. Inclusivity and Diversity: By reforming the internship process, organizations can ensure equal
opportunities for students from diverse backgrounds. This promotes inclusivity and diversity in
the workplace, fostering a culture of innovation and creativity.

40
8. Long-term Industry Growth: A well-structured internship process reform contributes to the
overall growth and competitiveness of industries. By nurturing talent and aligning skill sets with
industry needs, organizations can stay at the forefront of innovation and advancements.

9. Brand Reputation: Organizations with well-regarded internship programs gain a positive

reputation among potential candidates, employees, customers, and other stakeholders. A strong
internship process can enhance an organization's brand as an employer of choice.

10. Continuous Improvement: Studying and reforming the internship process is an ongoing
endeavor. Regular evaluations and enhancements ensure that the program stays relevant and
effective, addressing emerging challenges and opportunities.

In conclusion, the significance of studying and reforming the internship process lies in its
potential to create a win-win situation for students, educational institutions, employers, and
society. A reformed internship process can empower students with the skills needed for
employability, provide employers with a talented workforce, foster industry-academia
collaboration, and contribute to economic and societal growth.

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 3.2 Managerial Usefulness of the Study
The study on internship process reform can offer significant managerial usefulness to
organizations, particularly those that offer internship programs or are considering
implementing one. The findings and insights from the study can be valuable in various ways
for managers and decision-makers:
1. Optimizing Internship Programs:
Managers can use the study's recommendations and best practices to optimize their existing
internship programs or design new ones. Understanding the key elements that make an
internship program effective can lead to better program structure, enhanced project
assignments, and improved mentorship and training opportunities.
2. Talent Acquisition and Management:
The study's insights can help managers identify and attract top talent during the internship
recruitment process. Understanding the factors that motivate interns to join an organization
and what they seek in an internship experience can aid in tailoring recruitment strategies and
employer branding efforts.
3. Performance Evaluation and Feedback:
Managers can benefit from the study's recommendations on performance evaluation and
feedback mechanisms for interns. By adopting effective evaluation criteria and providing
regular feedback, managers can nurture intern development, recognize exceptional
performance, and identify potential future employees.
4. Intern Conversion Strategies:
For organizations offering intern conversion opportunities, the study can provide valuable
guidance on identifying interns who are a good fit for permanent positions. Managers can
utilize the study's findings to create a systematic process for assessing interns' potential for
long-term employment.
5. Employee Engagement and Retention:
By implementing the study's recommendations on providing a positive and fulfilling internship
experience, managers can enhance employee engagement among interns and converted
employees. Satisfied interns are more likely to accept job offers and remain committed to the
organization.
6. Diversity and Inclusion Initiatives:
Managers can use the study's insights to foster diversity and inclusion within their internship
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programs and, by extension, the organization as a whole. Understanding how to attract a
diverse pool of interns and create an inclusive work environment can lead to a more diverse
and innovative workforce.
7. Industry-Academia Collaboration:
For organizations seeking to strengthen ties with educational institutions, the study can offer
guidance on effective industry-academia collaboration. Managers can leverage the study's
recommendations to establish fruitful partnerships, align internship projects with academic
curricula, and engage with faculty members.
8. Continuous Improvement Strategies:
The study's emphasis on continuous evaluation and improvement of the internship program
can be useful for managers. Implementing regular feedback mechanisms and conducting
program evaluations help managers identify areas for enhancement and maintain program
effectiveness over time.
9. Reputation as an Employer of Choice:
By adopting best practices and creating a well-regarded internship program, managers can
enhance their organization's reputation as an employer of choice. Positive experiences shared
by interns can contribute to the organization's brand and attract top talent.

In conclusion, the study on internship process reform can be of great managerial significance,
providing valuable insights and recommendations for optimizing internship programs, talent
management, employee engagement, diversity initiatives, and industry-academia
collaborations. By leveraging the study's findings, managers can create impactful internship
experiences, nurture talent, and strengthen their organization's position in the job market.

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 3.3 Objectives of the Study
The objectives of the study on internship process reform are as follows:
1. Identify Best Practices: The study aims to identify and analyze best practices in
internship programs across various industries. It seeks to understand the key elements
that make internship programs effective in bridging the gap between academia and
industry.
2. Assess Impact on Employability: The study intends to assess the impact of internship
programs on the employability of students. It aims to evaluate how internships enhance
students' skills, knowledge, and readiness for the job market.
3. Explore Industry-Academia Collaboration: The study seeks to explore the level of
collaboration between industries and academic institutions in the design and execution of
internship programs. It aims to understand how such partnerships contribute to internship
success.
4. Examine Internship Project Assignments: The study aims to examine the nature and
scope of internship project assignments. It seeks to understand how well-aligned projects
are with interns' academic backgrounds and career aspirations.
5. Evaluate Internship Evaluation Process: The study intends to evaluate the methods
and criteria used to evaluate intern performance during their internship tenure. It aims to
identify effective evaluation practices that provide constructive feedback to interns.
6. Assess Intern Conversion Strategies: For organizations offering intern conversion
opportunities, the study aims to assess the strategies used to identify potential candidates
for permanent employment. It seeks to understand the factors influencing intern
conversion decisions.
7. Analyze Diversity and Inclusion Initiatives: The study aims to analyze diversity and
inclusion initiatives within internship programs. It seeks to understand how organizations
attract and engage interns from diverse backgrounds.
8. Identify Long-term Impact: The study aims to identify the long-term impact of
internships on the organization, including the retention of converted interns and their
contributions to the company.
9. Recommend Program Improvements: Based on the study's findings, the objective is to
recommend improvements to existing internship programs. It aims to provide actionable
insights for organizations to enhance the effectiveness of their internship initiatives.

44
10. Promote Industry Growth: Ultimately, the study aims to promote the growth and
development of industries by nurturing and developing young talent through internships.
It seeks to establish internship programs as a key driver for industry advancement.

45
 3.4 Scope of the Study
The scope of the study on internship process reform includes:
1. Focus on Various Industries: The study encompasses internship programs across
various industries to understand the common practices and challenges faced in designing
effective internships.
2. Academic Institutions: It examines the collaboration between academic institutions and
industries in shaping internship programs and fostering industry-academia partnerships.
3. Interns' Perspectives: The study takes into account the perspectives and experiences of
interns to gain insights into their expectations, motivations, and the impact of internships
on their career development.
4. Employer Perspectives: It considers the views of employers and managers to
understand the objectives, strategies, and outcomes of their internship programs.
5. Internship Program Components: The study evaluates different elements of internship
programs, including recruitment strategies, project assignments, training, mentorship,
performance evaluation, and intern conversion.
6. Diversity and Inclusion: It examines how organizations promote diversity and inclusion
within their internship programs and the impact on intern experiences.
7. Long-term Impact: The study explores the long-term impact of internships on both
interns' career paths and the organizations, particularly concerning talent retention and
contributions.
8. Recommendations: Based on the findings, the study provides recommendations for
optimizing internship programs, enhancing collaboration, and improving the overall
effectiveness of internships.
9. Continuous Improvement: It emphasizes the importance of continuous evaluation and
improvement of internship programs to stay aligned with evolving industry needs and
intern expectations.
In summary, the scope of the study is broad, encompassing various industries, stakeholders'
perspectives, and internship program components, with a focus on promoting industry-
academia collaboration and providing actionable recommendations for effective internship
process reform.

46
Chapter - 4
Methodology

47
 4.1 Research Design

A research design is the specification of methods and procedure for acquiring the information
needed to structure or to solve problems. It is the overall operation pattern or framework of the
project that stipulates what information is to be collected from which source and be what
procedures.

“A research design is the arrangement of the condition for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure”

Design Decision happen.

1. What is study about?

2. What is study being made?
3. Where will the study be carried out?
4. What type of data is required?
5. Where can the required data are found?
6. What will be the sample design?
7. Technique of data collection.
8. How will data be analyzed?

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 4.2 Sources of Data Collection

The data for the survey will be conducted from both the Primary as well as secondary sources.

Primary Data
Primary data was collected using interviews technique the survey data will collect by using
questionnaire. The primary data collection for his purpose is supposed to be done by judgment
sampling conversation sampling. The questionnaire has been formatted with both open and close
structure questions.

Secondary Data
• Data was collected from web sites, going through the records of the organization, etc.
• It is the data which has been collected by individual or someone else for the purpose of
other than those of our particular research study.

49
 4.3 Sampling Procedure

• Sampling Method - Survey was done by random sampling method

• Mode of analysis- The instrument used for data collection was in the form of
questionnaire. The questionnaire was used as it facilitates the tabulation and analysis of
the data to be collected. The data collected was subject to simple frequency and data
analysis.
• Sample size can be 50 or as per project requirement.

50
 4.4 Limitation of the study

• The employees were busy with their daily schedule and it was very much difficult for
them to give time.
• Time and money was also an important constraint

51
 Chapter - 5
Analysis &
Interpretations of
the Study

52
 Data Interpretation
A questionnaire was prepared for the purpose of getting feedback from the interns regarding
“Internship Process Reform”. Google form link has been shared with selected interns for the
purpose of the study.

Analysis of data

53
54
55
56
57
58
 Chapter -6
Findings, Conclusion and
Recommendation

59
 Findings

After the data analysis and interpretation the findings are:

1. The registration process was generally perceived as straightforward and manageable,

although some candidates expressed confusion about certain aspects, such as the E-
Learning requirement for Non-Employee Ward candidates.

2. Employee Ward candidates had the option to choose E-Learning voluntarily, while
Non-Employee Ward candidates were required to complete E-Learning courses. This
policy had varied impacts on the candidates' perception of the E-Learning program.

3. The availability and suitability of guides were crucial factors in ensuring a successful
internship experience. Some candidates faced challenges in finding suitable guides,
while others received ample support from sponsors in this regard.

4. The quality of guidance provided by sponsors significantly influenced the candidates'

satisfaction with the registration process. Sponsors who actively assisted candidates in
finding guides and completing the form garnered higher levels of satisfaction.

5. The clarity and comprehensiveness of the form-filling instructions were crucial in

ensuring that candidates could complete the process without difficulty. Some candidates
expressed the need for more explicit instructions to navigate the form.

Conclusion

The study provides valuable insights and actionable recommendations for internship
process reform at Tata Steel. Implementing these recommendations will not only enhance
the overall internship experience but also contribute to talent development, industry-
academia collaboration, and the organization's reputation as an employer of choice. By
continuously evaluating and improving the internship process, Tata Steel can further its
commitment to nurturing young talent and fostering the leaders of tomorrow in the steel
industry.

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 Recommendation

1. Improve Clarity in Registration Instructions: Tata Steel should enhance the

clarity of instructions and procedures in the registration process. Providing
clear step-by-step guidelines will assist candidates in completing the
registration without confusion.
2. Address Compulsory E-Learning for Non-Employee Ward: The policy of
compulsory E-Learning for Non-Employee Ward candidates should be
carefully evaluated. Consideration could be given to providing a rationale
for the E-Learning requirement and offering more flexible payment options.
3. Strengthen Guide Identification Support: Tata Steel should develop
mechanisms to offer additional support to candidates in identifying suitable
guides. Creating a guide matching platform or providing a guide directory
can streamline this process.
4. Foster Sponsor-Guide Collaboration: Encouraging sponsors and guides to
collaborate effectively will enhance the overall internship experience.
Communication between sponsors and guides should be encouraged to align
expectations and project assignments.
5. Enhance Form-Filling Instructions: Improving the comprehensiveness of
form-filling instructions is crucial for candidates to provide accurate and
relevant information. Tata Steel should consider incorporating visual aids
and clarifications to aid candidates throughout the process.

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 Bibliography
• Website:
1. https://tslhr.tatasteel.co.in/recruit/VT001.aspx
2. https://capabilitydevelopment.org/about-snti
3. https://www.slideshare.net

• Search engine:
1. www.google.co.in

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