INTRODUCTION

Green supply chain management can be defined as integrating environmental thinking into supply-chain
management, including product design, material sourcing and selection, manufacturing processes,
delivery of the final product as well as end-of-life management of the product after its useful life.

ECO-FRIENDLY MANAGEMENT

Green supply chain management is defined as "the process of using environmentally friendly
inputs and transforming these inputs into outputs that can be reclaimed and re-used at the end of
their life cycle thus, creating a sustainable supply chain. GSCM is one of the recent innovations
for the enhancement of capabilities of Supply Chain Management. The purpose of this paper is to
briefly review the literature of the green supply chain management (GSCM) over the last thirty
years. The major activities that came out of the literature are: green operations, green design,
green manufacturing, reverse logistics and waste management .This paper also discusses the key
drivers for green initiatives include government compliance, improved customer and public
relations.

TERM GREEN SUPPLY CHAIN MANAGEMENT(GSCM)

As the public becomes more aware of environmental issues and global warming, consumers will
be asking more questions about the products they are purchasing.Companies will have to expect
questions about how green their manufacturing processes and supply chain are, their carbon
footprint and how they recycle.Sustainable development has made remarkable progress in
establishing environmental and social sustainability towards operations management and the
supply chain.Sustainable development means “Development that meets the needs of the present
without compromising the ability of future generations” Sustainability covers three aspects:
economic,environmental and social responsibility.Green supply chain management (GSCM) is
about making the entire supply chain more environmental sustainable.Companies may choose to
adopt.(GSCM) for many different reasons: one may be forced due to laws and regulations,one
may use GSCM to differentiate oneself in a competitive industry by being environmentally
friendly and lastly one might need to implement GSCM to stay competitive if your competitors
already have adopted GSCM.With Increasing customer awareness and regulatory
norms,organizations with greener supply chain management practices will have a competitive
advantage over companies that are reluctant to embrace GSCM. Hence across industry there is
shift in the focus of GSCM creating value for customers and shareholders.

BENEFICIARY OUTCOMES FROM (GSCM)

1.Dell saves over $20mn annually as a result of supply chain and packaging improvements.In
fact, this market leader achieved its goal of becoming carbon neutral by 2008.

2.Pepsi-Cola saved $44mn by switching from corrugated to reusable plastic shipping containers
for one liter and 20-ounce bottles,conserving 196mn pounds of corrugated material.

SCOPE OF (GSCM)

GSCM scope ranges from implementing and monitoring of the general environment
management programmes to more creating or controlling practices implemented through various
Rs(Reduce,Re-use, Rework, Refurbish, Reclaim, Recycle, Reman -ufacture, Reverse logistics,
etc.) towards attaining a GSCM waste minimization is being considered as an important stra-
tegic. The waste, which is non-value adding activity, carried out in any operation.The most
commonly perceived enemy to envir-onmental protection in manufacturing and production
opera-tions.That is,manufacturing and production processes are viewed as the culprits in harming
the environment, in the forms of waste generation, ecosystem disruption, and depletion of nat-
ural resources.

CHRONOLOGY OF (GSCM)

The very first green supply chain came into context in 1989.Kelle and Silver’s (1989) article
was the first of this literature that developed an optimal forecasting system for organizations to
use to forecast products that can be potentially be reused.This forecasting system, however, was
highly contentious because returning individual containers is not usually known with certainty,
so therefore, their findings may somewhat be incoherent.The first green design literature came
into context in 1991.Navin-Chandra’s (1991) article was the first of the literature to consider the
need for a green design to reduce the impact of product wasteGSCM has gained popularity with
both academics and practitioners to aim in reducing waste and preserving the quality of product-
life and the natural resources.Eco-efficiency and re- manufacturing processes are now important
assets to achieve best practice

KEY THEMES OF GREEN (GSCM)

 GREEN PURCHASING

GP is defined as an environmentally con-scious purchasing initiative that tries to ensure that

purchased products or materials meet environmental objectives set by the purchasing firm,such
as reducing the sources of wastage, pro-moting recycling, reuse,resource reduction, and
substitution of materials(Carter et al., 1998; Min and Galle, 2001;Zsidisin and Siferd, 2001). GP
ensures that purchasing or supply chain man-agers consider the issue of sustainability in the
purchasing of in-puts, in addition to the traditional purchasing criteria of cost,quality,and
delivery

GREEN DESIGN

It is about designing a product or a service that encourages environmental awareness.Fiksel

(1996)argues that organisations have definite potential to become eco-friendly to-wards product
re-manufacturing.Heavy industries that have complex supply chains should take into
consideration the bene-fits of reverse logistics (RL).Designers, mostly concerned with product
performance,must take into account also the effect of design details on energy/material
requirements for manufactur-ing,useand secondary use (repairability, remanufacturability and re-
cyclability).Redesigned products will only be ffective if they are able to provide at least the
services of the products they re-place.By extending the useful life of equipment items,addition-al
raw materials are not needed to produce new items.Design and develop recoverable products,
which are technically dur -able,repeatedly usable, harmlessly recoverable after use and
environmentally compatible in disposal

GREEN PACKING

Packaging design is important for attaining a company’s environmental objectives.Though it

serves certain needs related mainly to the distribution of the product, it is not part of the actual
service offered by the product.In any case,it affects environment in many aspects.The following
principles may apply concerning packaging .Limit packaging to the neces-sary size and Design
packaging for refilling or recycling and use standardized packaging when applicable .In re-
organizing the packaging policy, Xerox changed its packaging and established packaging-reuse
centers in the UK,the Netherlands,and the US.In addition, it reduced the amount of internal
packaging to min -imize waste.
KEY DRIVERS FOR GREEN INITIATIVES
GOVERNMENT COMPLIANCE

The climate change is happening faster and will bring bigger changes quicker than anticipated.
Ironically market and the nature hitting the wall at once, is a sign that we need to find bet-ter
ways to be more sustainable.Whether the drive is to comply with the government regulations or
to meet the costumers ex-pectations companies are finding motivation to go green.Going green
does not just impact company’s thinking and strategy but influences supply chain as well.
Righteously the focus is not just to attain cleaner water consumption and alternative energy
sources for server farms, but to make supply chains more envir-onmentally friendly.The
movement toward green and sustain-able business practices is the new frontier for
Manufacturers and “Going Green” is the next step in the lean, just-in-time movement.

FINANCIAL ROI

The business leaders steering their companies through the recession of 2009 would look at their
supply chains and assess wheth-er their use of global, open supply-chain standards is sufficient
to maximize their return on investment and position themselves for profitability.The futures of
their businesses may depend on it.More important, they are planning ahead for working with
thinking globally by implementing data sharing with partners everywhere across their
operations and supply chains, so they have actionable visibility achievable through standards.

REVERSE LOGISTICS

The purpose of the reverse logistics process is to ensure that products/materials are returned from
the user to the Producer in order to be recycled, reused or reconditioned. In reverse logistics the
chain is covered in the opposite direction.Reverse logistics therefore denotes a set of planning,
execution and flow control measures for raw materials and finished products,with the aim of
recovering and recycling those products or materials.Stand-ardized reusable containers, good
warehousing layouts,and easy information access reduce storage and retrieval delays which lead
to savings in operating costs whilst being environmentally sound.Logistics involves a whole
range of activities, including collection,sorting, processing and reconditioning.

SUPPLY CHAIN EFFICIENCY

Organizations are integrating their supply chains to reduce oper-ating costs and improve their
customer service Companies do not often change their businesses processes and it is this attitude
allows inefficient processes to continue unabated causing unne -cessary waste and pollution. The
most commonly perceived en -emy to environmental protection is manufacturing and produc-
tion operations.Businesses that want to transition to a green supply chain should take the
opportunity to review all their busi-ness processes to identify areas where adopting a greener
out-look can actually improve their business.Companies should re-view each process along the
supply chain to identify if a more environmentally sound approach will help cure the
inefficiencies that occur.Many companies that have been through this exercise have identified
processes where raw materials were wasted; re-sources underutilized and unnecessary energy
used due to ineffi -cient equipment.Product companies can adopt a number of business strategies
that serve the dual purpose of environmental stewardship and improving business results.

COMPANY PROFILE

ABOUT

FedEx Corporation (FedEx),incorporated on October 2, 1997,provides a portfolio of

transportation,e-commerce and business services through companies competing
collectively,operating independently and managed collaboratively, under the FedEx brand. The
Company's segments include FedEx Express, TNT Express, FedEx Ground, FedEx Freight and
FedEx Services. The FedEx Express segment offers a range of the United States domestic and
international shipping services for delivery of packages and freight. TNT Express segment
collects, transports and delivers documents, parcels and freight on a day-definite or time-definite
basis. The FedEx Ground segment provides business and residential money-back guaranteed
ground package delivery services. The FedEx Freight segment offers less-than-truckload (LTL)
freight services. The FedEx Services segment provides the Company's other companies with
sales, marketing, information technology, communications,customer service and other back-
office support.However FedEx first began operations in India in 1984. During the past two
decades, we have continued to improve and increase our services to, from and within India. We
were the first carrier to launch an all-cargo flight from India, and today we offer more flights to
and from India than any other cargo company.We have also established the industry’s most
extensive air-to-ground network in India, delivering to more than 4,000 Indian towns and cities
using FedEx couriers and technology.U.S.-based companies ship to India with FedEx because of
our superior products and services and unparalleled expertise in the region.

FEDEX EXPRESS

The Company's FedEx Express segment includes Federal Express Corporation (FedEx Express),
which is an express transportation company offering time-definite delivery. The FedEx Express
segment offers overnight package delivery services in the United States, including FedEx First
Overnight, FedEx Priority Overnight and FedEx Standard Overnight. As of May 31, 2016,
FedEx SameDay service was available for urgent shipments up to 150 pounds to any of the
United States destination. The segment also offers the United States express overnight and
deferred freight services. In addition, FedEx One Rate gives the United States customers a
predictable flat rate shipping option that is calculated based on the packaging type, service
selected and destination.As of May 31, 2016, the FedEx Express segment offers international
express and deferred package delivery to over 220 countries and territories with a range of time-
definite services. As of May 31, 2016, FedEx International Priority package services provided
time-definite delivery within one, two or three business days across the world. As of May 31,
2016, FedEx International Economy package services provided time-definite delivery within five
business days across the world. As of May 31, 2016, FedEx International First package services
provided time-definite delivery to select postal codes in 20 global markets.

LOGO

TYPE PRIVATE

INDUSTRY LOGISTICS AND COURIER SERVICES

FOUNDED 18 JUNE 1971

HEADQUATRES MEMPHIS, TENNESSEE-UNITED STATES

NUMBER OF LOCATIONS 670

AREA SERVED 220 COUNTRIES

CEO FREDDERICK W.SMITH

PARENT FEDEX CORPORATION

WEBSITE

History

FedEx was founded as Federal Express Corporation in 1971, by 28-year-old Memphis,

Tennessee, native Frederick W.Smith. Smith, a former Marine pilot in Vietnam, originally
outlined his idea for an overnight delivery service in a term paper he wrote for a Yale University
economics class. He felt that air freight had different requirements than air passenger service and
that a company specializing in air freight rather than making it an add-on to passenger service
would find a lucrative business niche. Speed was more important than cost, in Smith's view, and
access to smaller cities was essential. His strategies included shipping all packages through a
single hub and building a private fleet of aircraft. Company-owned planes would free the service
from commercial airline schedules and shipping regulations, while a single hub would permit the
tight control that got packages to their destinations overnight. In making his dream a reality,
Smith selected Memphis as his hub:it was centrally located and despite inclement weather its
modern airport rarely closed.In 1977 company profits hit $8 million on sales of $110 million.
The company had 31,000 regular customers, including such giants as IBM and the U.S. Air
Force, which used it to ship spare parts. It also shipped blood, organs for transplant, drugs, and
other items requiring swift transport. FedEx serviced 75 airports and 130 cities. While the major
airlines gave the company stiff competition on heavily traveled passenger routes, there was
virtually no competition on routes between smaller cities. Its principal competitor, Emery Air
Freight, used commercial airlines to ship packages, giving FedEx an important time
advantageAnd the growth prosperously beganed and hit the sky.

Vision

The statement continues with, "FedEx will strive to develop mutually rewarding relationships
with its employees, partners and suppliers. Safety will be the first consideration in all operations.
Corporate activities will be conducted to the highest ethical and professional standards."In
addition to its vision, FedEx has an operations strategy composed of three levels. The company
wants to compete collectively by having one message and voice. It wants to operate
independently by meeting distinct customer needs in its independent networks. FedEx also
strives to manage collaboratively by working together to sustain relationships with customers
and employees.FedEx values its employees by promoting diversity in the workplace. The
company also values service and innovation through improving and inventing new services and
technologies. FedEx values integrity and loyalty, striving to earn and keep the respect of its
customers worldwide. Finally, the company values safe work environments, keeping its
communities healthy places in which to work and live.

FUTURE
DRIVERLESS DELIVERIES-vehicles that make deliveries around neighborhoods with
nobody at the wheel.

ONE DRIVER CONTROLLING A COVOY OF TRUCKS-“vehicle platooning” will see the

driver of the truck in front controlling all the trucks behind him.

TRUCKS THAT DRIVES THEMSELVES-FedEx has teamed up with Daimler and Volvo,
with the former recently making a semi-autonomous journey on a motorway in Germany and
Volvo demonstrating a fully autonomous construction truck in a mine in Sweden

ROBOT STAFF MAMBERS-we could soon see FedEx robots making deliveries to our homes
and offices. In April our first public-facing robot, Sam, was put to work in a FedEx office in
New York, where he took a package from a customer and gave it to a back-office member of
staff

DRONES TO MAKE COMMERCIAL DELEVERIES-we could soon be using fixed-wing

drones for commercial deliveries

Locations

State/Territory City Theatre Name Theatre Locality

Tamil Nadu Chennai Sathyam Cinemas Royapettah

Escape Cinemas Express Avenue

S2 Perambur Spectrum Mall

S2 Theyagaraja Old Theyagaraja Talkies

Palazzo Cinemas The Forum Vijaya

Coimbatore The Cinema Brookefields Mall

Andhra Pradesh Nellore S2 Nellore Old Raghava Cineplex

 The Cinema MGB FelicityMall

Archana Cinemas Ramji Nagar

Leela Mahal Vidya Mahal Center

Karnataka Bengaluru The Cinema GT World Mall, Magadi Road

Maharashtra Mumbai Le Rêve Old Globus Cinema, Bandra

Kerala Thiruvananthapuram Kripa Cinemas Thampanoor

Puducherry Pondicherry The Cinema

Telangana Warangal S2 Warangal Girimajpet

Hyderabad (Opening Q4 Nova Mall

2017)

Hyderabad (Opening Q1 Preston prime

2018)

FUNCTIONING OF SPI CINEMAS

The organisation has various departments each of them covering various functions under them.
Every department has a head to lead them and a bunch of managers to manage the department. A
very broad classification of the available departments in SPI Cinemasare as follows-

Finance

This is the part of the organization that manages its money. The business functions of a
finance department typically includes planning, organizing, recording, auditing, accounting
for and controlling its company's finances. The finance department also usually produces the
company's financial statements.They also majorly manage the salary generation and forward
it to the HR department once it is approved. They take care of the budgeting and any
payment and reimbursement related duties. One the loans and advances has been granted by
the HR department the finance team will ensure that the procedures are being followed and
encashes it to the required person.

Human Resources.

The human resources department handles many necessary functions of the business. It is
instrumental in providing labour law compliance, record keeping, hiring and training,
compensation, relational assistance, change management and help with handling specific
performance issues. These functions are critical because without those functions being
completed, the company would not be able to meet the essential needs of management and
staff.The HR team is also in charge for the appraisal of their employees and it is purely
based on their performance. There is a new concept called “externship” in SPI Cinemas that
is a part of the HR team

Operations.

Operations is the business function that is responsible for managing the process of creation
of goods and services. It involves planning, organizing, coordinating, and controlling all the
resources needed to produce a company’s goods and services. Because operations
management is a management function, it involves managing people, equipment,
technology, information, and all the other resources needed in the production of goods and
services. Operations management is the central core function of every company. This is true
regardless of the size of the company, the industry it is in, whether it is manufacturing or
service, or is for-profit or not-for-profit. Every project is given to the operations team to
begin right from the scratch. They will have small teams for each project and they start
working on it right from the logistics till the completion of the project.

Marketing.

The Marketing Department plays a vital role in promoting the business and mission of the
organization. It serves as the face of the company, coordinating and producing all materials
representing the business. It is the Marketing Department's job to reach out to prospects,
customers, investors and/or the community, and create an overarching image that represents
the company in a positive light—that is, the brand. They Conduct campaign management for
marketing initiatives. They create content providing search engine optimization for the
website. They monitor and manage social media marketing. They conduct customer
and market research. They also have designers in their team to design the campaign banners
and logo for every event. All the PR related activities are taken care under this department.
They work closely with the customer experience department to understand the needs of the
customers even more. One of the examples of the work done by the marketing department
is- launching “Bahubali Combo” where the box had the poster from the film and it had a
variety of snacks inside it.

Sales.

The major business of SPI Cinemas is not the movies, it the FOOD. Hence the sales
department vigorously works towards attaining maximum sales from Ecstasy, ID, Blur Cafe
and the Canteen in the theatres. They take care of the outflow of the products and the sales
on a daily basis. They also take care of the ticketing of the movies and any allotment issues
relating the same. It is very challenging for the sales department during the release big
blockbuster hits as ticketing and food sales are at its peak.

Purchase.

The purchase department takes care of the materials purchased for the food and
beverages and also the raw materials purchased for building new sites and other petty
products like stationery for conducting workshops. They maintain a complete record of the
inflow of materials for various activities. They closely work with the finance and the sales
department to get a better understanding of the usage of materials

Information Technology

The IT department oversees the installation and maintenance of computer network systems
within a company. This may only require a single IT employee, or in the case of larger
organizations, a team. Its primary function is to ensure that the network runs smoothly. The
IT department must evaluate and install the proper hardware and software necessary to keep
the network functioning properly. This includes working within a budget that allocates the
amount of money the company can afford on network devices and software. The IT
department must make sure that the equipment it invests in both optimally serves the needs
of the company without going over budget. Networks can be simple or extremely complex
depending upon their size and composition. In addition to staying current on trends within
business technology, employees may require college degrees in a computer field to
adequately handle the issues that arise in maintaining such a network.The IT team also of
any repairs to be made to any electronical devices within the office.

Customer Experience.

This is considered to be the most important department as customers are the people who
make the company and the brand live. Some of the functions of this department is to
introduce new food varieties and send them for testing by customers. Currently there is a
food festival (food testing) happening in ID where they have introduced village food items
to enhance the importance of tradition and to experience the new cuisine. They also go on
regular site audits to check if they are up to the standards of the organisation and up to the
satisfaction of the customers. The customer care, grievance handling are some of the
functions that are taken care by the customer experience team.

House Keeping.

This department takes care of the cleanliness of the movie theatres to give a clean
experience for the customers. They work closely with the customer experience team based
on the reports and audits made. The cleaning happens on a regular basis every day and they
deep clean the movie theatres every night once all the shows are over. They also check the
conditions of the utensils and crockery used in both kitchen and the staff dining area. This is
a separate department because SPI Cinemas believes that customers prefer their brand
 mainly because of the clean and safe atmosphere inside theatres. This belief is supported by
a research conducted by the company.

HUMAN RESOURCES IN SPI CINEMAS

The company firmly believes that all the employees are the pillars of the organization. It is the
employees’ competence and commitment that determines the success of SPI Cinemas.An
organization’s success and performance is determined as much by the skill and motivation of its
members as by almost any other factor. Whilst this has been true, recent changes focus attention
on ways human resources development activities can be used to ensure organizations to have
what it takes to efficaciously pass the trials.

Human Resource Development is a process by which the employees of an organization are

helped, in a continuous, planned way, to:

• Acquire or sharpen capabilities required to perform various functions associated with

their present or expected future roles,

• Develop their general capabilities as individuals and discover and exploit their potentials
for their own and/or organizational development purposes

• Develop an organizational culture in which supervisor-subordinate relationships,

teamwork, and collaboration among sub-units are strong and contribute to the
professional wellbeing, motivation, and pride of employees

Creating a Culture of continuous learning, competitiveness and excellence through change

management and with it the responsibility of redefining the movie going experience for our
Customers/ Guests.

Values Followed

All organizations, whether public or private, need motivated employees to be effective and
efficient in their functioning, in addition to the other factors. Employees who are motivated to
work energetically and creatively toward the accomplishment of organizational goals are one of
the most important inputs to organizational success. The HR team follows certain values for to
succeed. They are as follows:

“We are happy, so we make happy.”

We do this by:

1. Helping others have a good time.

2. Having fun at work and making work a fun place to be.

3. Being spontaneous and thinking on our toes.

4. Treating people as special – Wow Them!

We do this by:

1. Thinking without limits.

2. Defying convention.

3. Being curious about what’s new across the world.

“We value everyone”

We do this by:

1. Appreciating the contribution everyone makes.

2. Treating everyone with respect.

3. Celebrating diversity.

We do this by:

1. Helping someone when we see they need help.

2. Fixing things if we see they are not right.

3. Continually striving to be the best at what we do.

“We drive the company forwards.”

We do this by:

1. Being a self-starter.

2. Using our own initiative.

3. Taking responsibility for our role.

4. Motivating ourselves and others.

Functions

The Human Resources department in SPI CINEMAS is led by Mrs. Taruna Hiduja and managed
by Mr. Ganesh Shankaran (Manager of HR) and Mr. Ratheesh Krishnan (Head of L&D).

The HR department has the following functions (branches) within it:

• Recruitment.

Recruitment is a positive process of searching for prospective employees and stimulating

them to apply for the jobs in the organisation. When more persons apply for jobs then there
will be a scope for recruiting better persons. The sourcing techniques is mainly with the help
of job portals. There are two kinds of recruitment in the company a) Corporate Recruitment
b) Front line Staff Recruitment. This is taken care by Mr.Srinivasan and Ms.Faizunisa.

• On boarding.
 The action or process of integrating a new employee into an organization or familiarizing
a new customer or client with one's products or services. This function takes care of the
joining formalities of a new employee. This is led by Mr.Nivas.

• Payroll & Attendance.

Payroll is the company's list of its employees, but the term is commonly used to refer to:

• the total amount of money that a company pays to its employees

• a company's records of its employees' salaries and wages, bonuses, and withheld taxes

• The company's department that calculates and pays these.

Payroll in the sense of "money paid to employees" plays a major role in a company several

reasons. From a human resources viewpoint, the payroll department is critical because

employees are sensitive to payroll errors and irregularities: Good employee morale requires

payroll to be paid timely and accurately. The primary mission of the payroll department is

to ensure that all employees are paid accurately and timely with the correct withholdings

and deductions, and that the withholdings and deductions are remitted in a timely manner.

This includes salary payments, tax withholdings, and deductions from pay checks

The company has a biometric sensor that records the time-in and time-out of the employees

making it easier for the company to have a track of the attendance. All Salary and attendance

related queries and changes are taken by this function. These functions are taken care by

Ms.Mahalakshmi

• Employee Experience.

The company believes that their employees are the pillars of their organisation, hence
they strive to ensure that the employees are given all the facilities and they have someone
to handle their grievances and solve the issues immediately. They ensure that before an
 employee enters the organisation after joining everything that will be required by the new
employee for instance –assets like laptop, mobile phone etc. are prepared in advance for
the benefit of the fresher. This is taken care by Mr.Siddharth Shekar

• Learning and Development.

This department takes care of all the training and induction sessions for all the
employees and interns. They work round the clock for the development of the
organisation by taken up new projects and making the interns handle it for creating a
better learning experience.

This department consists of a lot of trainers whose assistance, guidance and mentorship is
available whenever required. This is led by Mr.Ratheesh Krishnan.

• Appraisal.

Performance Appraisals is the assessment of individual’s performance in a systematic

way. It is a developmental tool used for all round development of the employee and the
organization. The performance is measured against such factors as job knowledge,
quality and quantity of output, initiative, leadership abilities, supervision, dependability,
co-operation, judgment, versatility and health. Assessment should be confined to past as
well as potential performance also. All the employees will have a one-on-one session
with the manager and discuss about their performance. This is taken care by Mr. Ganesh
Shankaran.

• Externship.

This is an initiative taken by the company for making the “Internship Experience” a
stronger and a better experience by making it an “Externship Program” This is
completely for the interns. This department takes care of the placement of the interns in
their field of interest be it a separate project or a particular department within the
organisation and help them grow in that field. They take care right from the joining till
their last day of the course. The team stays in constant touch with all the interns and
 makes sure that they are given what is being expected. There is a strong Intern
networking and this is done by having sessions like “Intern Thursday” where a day for
entertainment is dedicated for all the intens. The interns will also have one-on-one
sessions with the Externship team to know their performance and if they are enjoying the
kind of work they are doing. The team is open to feedback and the changes are
implemented immediately. The main source of getting candidates to do internship is
through social media marketing and by conducting intern-drives in various colleges
around the city. This team closely works with the guidance of the L&D department and it
is currently considered as a part of the L&D department. This team is handled by Ms.
Anitha and Mr. Vinothan.

OBJECTIVES OF THE STUDY

• The main objective of the study is to understand how the concepts theoretically learned
can be practically applied in the work place.
 • To understand the functioning of an organisation especially to gain more knowledge on
the various functions of Human Resources.

• To take in as many opportunities as possible to understand all about corporate life and
gain more professionalism.

• A huge benefit of an internship is developing business contacts. These people can help
me by acting as references or help me with projects later. Meet the people who have jobs
I would like some day. Ask professionals how they started their careers, how they got to
where they are now and if they have any suggestions for me to improve my skills.

• To work individually and in a team and maintain harmony inside the team.

• Lastly, to learn more about my capability and commitment to estimate how potential a
professional can I be in the future.

LIMITATIONS OF THE STUDY

As the duration was only for a month, it was very challenging to thoroughly study and
understand about the entire organisation and its functions. A span of five weeks were sufficient
to understand them only in a nutshell but not detailed.

JOB PROFILE

Every intern is given the freedom to choose a field or project that they want to work in . Based on
the interests of the candidate they will be placed. My interest deeply lies in Human Resources
because it deals with people and concentrates more on how we optimise the available human
resource to gain maximum results and many more interesting functions and concepts. During the
course of the internship I understood the entire functioning of the HR department but I was
directly involved in three functions namely – On boarding, Recruitment and Learning and
Development.

ONBOARDING

Onboarding, also known as organizational socialization, refers to the mechanism through which
new employeesacquire the necessary knowledge, skills, and behaviours to become effective
organizational members and insiders. On boarding is the very next step after recruitment. This is
done for the benefit of both the organisation and the new employees. The company will receive
all the required details about the new employees and the employee will be inducted to the
company and is set on board.

On boardingprocess inSPI CINEMASis as follows-

Explanation to the above flowchart:

• The initial step is to verify the details entered in the IAF and check the identity
documents submitted by the new employee.

• The next step is to fill in the On boarding Google- form with the details of the employees
which is later on updated to the record of employees

• Signing of mandatory forms namely- Form1,Form2 & Form11 as per legal requirement

• All the candidates are required to have a bank account , if they do not have possess one
then company will open an account with the banks that they are tied up with ( Axis Bank
in this case)
• The next step is for the candidate to attend the induction (orientation) session conducted
for them.

• Right after the induction the candidates will be given their appointment letters which
validates their job in the company.

• The final step is to issue the ID Cards to the new employees.

A sample of the on boarding form is attached below

Once the candidate has undergone all these stages he is officially an employee of the
organisation.

Initially I did a brief study to understand the on boarding process and the following days I was
helping the on boarding team in filling the on boarding forms and checking the documents
submitted by the new employees.

Followed by this, we did a brief research on how document verification and physical background
checking can be made much easier. After a quick study we found a concept called ‘KUA (E-
KYC User Agency) & AUA (Authentication User Agency)

AUA- These are companies that have been authenticated and tied up with UIDAI (Unique
Identifiction Authority of India) wherein the user companies feed in the biometric details of their
employees/customers and it connects to the UIDAI of the government and gives a respone of
“YES /NO”for the correct and wrong information fed to test if the AADHAR Card Number
matches with the given details and it belongs to the same person. The charge for every
transaction is Re.1
KUA- This is a refined and better version of AUA where with the help of biometric details fed in
the KUA will generate the details from UIDAI of that particular individual and gives details of
their Address, PAN Number, other details provided by the individual and if the AADHAR Card
is authorised or not . Every transaction is done at the cost of Rs.5

Eligibility Criteria

Technical requirements

1. Backend infrastructure, such as servers, databases etc. of the entity, required specifically for
the purpose of Aadhaar authentication, should be located within the territory of India.

2. Entity should have IT Infrastructure owned or outsourced capable of carrying out minimum 1
Lakh Authentication transaction per month.

3. Organisation should have a prescribed Data Privacy policy to protect beneficiary privacy.

4. Organisation should have adopted Data security requirements as per the IT Act 2000.

5. Entity should be in business for minimum of 1 year from date of commencement of Business

Financial requirements

Paid up capital of minimum Rupees 1 (one) crore

OR

Annual turnover of minimum Rupees 5 (Five) Crore during the last financial year.

Onboading Documents to Be Submitted

1. Extract of AOA and MOA mentioning area of operation pertaining to AUA/KUA

2. Certificate of incorporation
3. Letter of commencement of the Business issued by Ministry of Corporate Affairs (MCA) to a
company

4. Legal document issued by the central/state/Local government authority

This makes the functioning of the on boarding team simpler as steps like physical background
check and verifications of the documents can be automated and not be done manually. A detailed
report on the above research was submitted to the company by us.

RECRUITMENT

The process of finding and hiring the best-qualified candidate (from within or outside of an
organization) for a job opening, in a timely and cost effective manner. The recruitment process
includes analysing the requirements of a job, attracting employees to that job, screening and
selecting applicants, hiring, and integrating the new employee to the organization. Recruitment
is a linkage activity bringing together those with jobs and those seeking jobs. In simple words,
the term recruitment refers to discovering the source from where potential employees may be
selected. The scientific recruitment process leads to higher productivity, better wages, high
morale, reduction in labour turnover and enhanced reputation. It stimulates people to apply for
jobs; hence it is a positive process.

The process of recruitment in SPI CINEMASis as follows-

Explanation to the above flowchart:

• Manpower requirement is identified by the user department.

• Manpower requisition form (MRF) to be filed by the user department and get it approved
by their HOD.
 • The MRF will then be given to the HR department.

• The HR recruiters will start sourcing the candidates and start to schedule the interviews.

• The screening process will take place till a prospective set of candidates are shortlisted to
attend the final round of interview with the HODs of HR and User Departments.

• The L-6 (lowest level) candidates alone will be put to observation before going to the
final round of interview.

• Once selection is done, the HRs and the HODs will sign their Interview Assessment
Form(IAF) and fill in the details regarding salary package and will be sent to the on
boarding team with their offer letters.

The following are the set of profiles given to us -

• Customer Care Executive.(CCE)

• Customer Experience Executive.(CEE)

• Public Relations Manager.

• Senior Graphic Designer.

• Digital/Social Media Marketing Executive.

Out of the above mentioned profiles, there was an immediate requirement to fill the positions of
the customer care executive, hence we were required to work on that for a maximum period of
time; however, it was left to our discretion as to how we manage the scheduling and screening
processamong the five given profiles.

Learning

A quick briefing was given to us about the method of conducting the interview and the best
ways to use the job portals. The kind of questions to be asked and the observations to be made
were inducted to us before taking up the task. The attitude, communication, willingness to accept
the situations given, value gained to the company, longevity, expectations from the company to
the candidate etc. are few of the parameters to be tested in the interview. These parameters vary
for each of the profiles. For the first few candidates we were observing the interview conducted
by the HR Executive and after understanding the process , the first round of interview of the
following candidates was conducted by us and if they are impressive we shortlist to the next
round and also co-ordinate with the officials till the result of the interview is known.

Customer Care Executive

The job description for the position was explained to us and the requirements were discussed
with the HR Executive and the Head of Customer Care for a better understanding of the type of
candidates required.

Job Description

The candidates should answer to the calls, e-mails, chats etc. from the customers and solve their
queries in response. These queries might be regarding to the availability of the tickets in the
theatres or any issues with respect to payments in the process. The Customer Care works for the
SPI CINEMASand another ticketing company called “JUST TICKETS’. These calls are only
domestic and in-bound calls (incoming calls)

Job Requirements

• The candidates should be extremely good in communication

• The candidates should have basic technical knowledge to handle computers

• The candidates should know three languages namely – English, Tamil and
Telugu/Hindi/Malayalam for the convenience of the customers.

• The candidates are asked to work one shift a day but during any blockbuster releases they
are asked to cover two shifts or sometimes have to stay at the premises.

Interview Process

We had to source the candidates from various job portals like ‘Naukri’, ‘Indeed’ and ‘Monster’.
The sourcing techniques were taught to us to an extent; however, it was left to our creativity and
discretion to go beyond this and come up with sourcing methods. Initially we used ‘Naukri” to
source candidates but the results weren’t up to our expectations, hence I posted ads in ‘Indeed’
and the responses were abundant. Once a prospective candidate is identified, we usually make
calls and interview the person over phone. Some basic questions regarding their interests and
previous job experience were asked to test the communication level of the candidate. If they
match the job requirements we schedule an interview and the second round of interview (face-to-
face) will happen at the corporate office. This round (face-to-face) will be carried on by us
(interns) and if they perform exceedingly well they will be shortlisted and will be sent to the
Head of CC. There was no interference of the HR Executives (HRE) and this profile was entirely
taken care by us (interns).

Result

Customer Experience Executive

Job Description

• The employee should visit the sites of SPI Cinemasand check if everything is as per
condition.

• The site audit is done to ensure that the customer has a flawless experience when they
come inside SPI CINEMAS.

• Once the auditing is done he employee should prepare a report on the observations and
audits made.

• Apart from this the company might receive e-mails and other inputs from customers be it
complaints or feedbacks for which the candidate should respond accordingly.

Job Requirements

• The candidate should be proficient in English and report making.

• The candidate should also be comfortable with travelling and doing audits at night
frequently.

• The candidate should also have the art of good observation and the skill of putting
everything in words that he sees.

Interview Process
The job Portals that we used for this profile was Indeed, Naukri and Linked In out of which we
received humungous response from Indeed. The interview process was the same as above but the
nature of questions were different and was structured in such a way that their communication and
their interest in travelling areassessed.

Result

Senior Graphic Designer

Job Description:

Primary Responsibilities:
•Design and produce marketing communications (print and digital).
•Collaborate with creative team to develop creative solutions and then translate those solutions
through a variety of channels.
•Stay current on industry trends.
•Mentor other designers (staff, freelance, interns, etc.).
Key Accountabilities:
•Proactively recommend creative communications for marketing proposals.
•Design of marketing communication pieces including overall theme development, individual
piece designs, etc.
•Manage production of all print pieces from conception to completion.
•Deliver the communication package within the agreed upon budget and timeline.
•Creatively seek out new products and maintain cutting edge industry knowledge.

Qualifications, Skills, Experience:

•Four year related degree and a minimum of 5 years design experience in an in house
creative department or design firm.
•Strong creative, organizational, problem solving and time management skills.
•Adaptable and quick learner and ability to apply style guides creatively while upholding brand
identity.
•Expert knowledge of Adobe Creative Suite.
•Possess strong conceptual skills, high level sense of design, layout and typography, out of the
box thinker who is able to offer a variety of design solutions.
•Excellent interpersonal and communication skills.
•Expert knowledge in graphic production process.

Interview Process

Sourcing for this post was done with the help of “Be Hance” a portal exclusively for designers.
This website enables the candidates to maintain a profile with their portfolio (work samples) thus
making the job of a recruiter easier. The interview process for this opening is quite different from
the others.

The first round is the general interview conducted to understand the candidate.

The second round is a written assessment where the candidate is required to take up a 45 minutes
test. This assessment consists of the following segments

• Guess the artist based on their work.

• Guess the names of the font.

• Comment/ feedback on given posters.

• Design a logo for SPI CINEMAS.

• Illustrate a scene from the cinema hall.

The third round of interview is an online test to design a minimum of 2 posters on the given
topic. One of the topics given was-

“Design a campaign for a new brand of cold pressed juices. Cold pressed juices are natural juices
with no water and no sugar. The flavours that we offer are

1. Orange and carrot - orange

2. Pineapple and mango - yellow
3. Watermelon and pomegranate - red
4. Kale, celery, amla, ginger and spinach – green”

Once the assessment of the test is done by the user department the candidates will be sent to the
HODs of HR and User team. The candidates are yet to undergo the final round of interview. The
works of 2 of the candidates who took up the test are attached below.
Result
 No of candidates sourced 12
No of interviews taken 7
No of candidates shortlisted 3
No of positions closed The final round is ongoing

Public Relations Manager

Job Description

• A Public Relations Manager (PR Manager) should be able to nurture a strong industry
network, increase awareness of the brand and develop an enviable corporate image by
developing and executing effective communication and media relations programs.

• He/she will be responsible for ideating, planning and implementation of all PR activities
for all SPI Marketing Initiatives and Innovations.

• The PR Manager must be a highly motivated individual with a passion for promoting and
bringing the SPI brand to movie goers and customers everywhere.

Job Functions:

• Take ownership of PR campaigns and manage them from start to finish - from ideation
to implementation.
• Develop a marketing communications plan including strategy, goals, budget and tactics.
• Develop media relations strategy, seeking high-level placements in print, broadcast &
online media.
• Leverage existing media relationships and cultivate new contacts within business and
industry media.
• Create and maintain healthy relationship with newspaper editors, reporters, film critics,
movie reviewers, food bloggers, food and lifestyle magazine editors and reporters, station
heads from radio channels, TV channels, PROs, actors, directors, socialites etc
• Manage media inquiries and interview requests.
• Arranging press conferences and events whenever required.
• Create content for press releases, byline articles and keynote presentations.
• Monitor, analyze, write reports on media coverage data and communicate PR results
 • post event in an effort to maximize results and tie the same to predetermined goals like
increase in footfalls, customer engagement and participation, etc.
• Evaluate opportunities for partnerships, sponsorships and advertising on an on-going
basis.
• Maintain a keen understanding of industry trends and make appropriate recommendations
regarding communication strategy surroundingthem.
• Overseeing content production (adverts, videos, social media)
• Overseeing market research.
• Handle social media content.
• Contribute to the overall functioning of the Marketing department.

Interview process
The sourcing was done purely with the help of Linked-In as it gives a detailed idea about the
companies that the candidate is closely related with and their contacts as this post demands a
strong circle with the media. We sourced about 5 candidates and the first round of interview was
very general to test their communication, attitude towards the profile and also assessing their
previous work samples to understand the quality of the candidate. The second round of interview
was with the HR Executives to get a deeper understanding of the candidate and the shortlisted
candidates have been sent to the user department.
Result

No of candidates sourced 9
No of interviews taken 4
No of candidates shortlisted 2
No of positions closed The process is ongoing
Digital Media Marketing

Job description

• Plan and execute all web, SEO/SEM, marketing database, email, social media and display
advertising campaigns

• Design, build and maintain our social media presence

• Measure and report performance of all digital marketing campaigns, and assess against goals

• Brainstorm new and creative growth strategies

• Collaborate with internal teams to create landing pages and optimize user experience

• Utilize strong analytical ability to evaluate end-to-end customer experience across multiple
channels and customer touch points

• Instrument conversion points and optimize user funnels

• Collaborate with agencies and other vendor partners

• Evaluate emerging technologies. Provide thought leadership and perspective for adoption
where appropriate

• Drafting the content for the posts

• Maintaining good rapport with the PR

• Coordination for launches and other events.

Interview Process

Sourcing for this profile was done with Linked In and Behance as it gives us an idea about the
contacts of the candidate and their portfolio (work samples). The sourced candidates will
undergo general interview with the Hr team and their previous work is assessed. The short listed
candidate is directly sent to the user department for the further rounds of interview.
Result

No of candidates sourced 7
No of interviews taken 3
No of candidates shortlisted 2
No of positions closed The final round is yet to
happen

LEARNING AND DEVELOPMENT

The L&D is a vigorous and ever innovating department. The team has a very futuristic approach
towards the working of the organisation. The main function of this department is training
(Induction) for the new employees and to be innovative to develop the company. The L&D team
also conducts workshops on various topics, manages events and performs a lot other interesting
functions on a regular basis.

Some of the noteworthy events conducted by the L&D team are as follows:

• Hack For Social Good

Hack for Social Good is SPI Cinemas' carnival of creation where embryonic ideas hatch into
working prototypes. This hackathon exists to explore the intersection between technology
and social good. The Global Goals are who we as humanity, want to be. The 17 themes serve
as a compass to evolve actions for people, planet, prosperity, peace and partnership. Great
ideas with great technology can shift the world on to a sustainable and resilient path, through
tangible impact. Teams of 3 to 5 people were invited to work for 36 hours, building a path
breaking solution to a problem they really want to solve. The hackathon will be in an
intellectually stimulating environment that will spur innovation and collaboration. The 15
shortlisted entries will get a platform to rapid-prototype the elucidated idea at the corporate
office. This happened on the 17th and 18th of December, 2016
By amalgamating tech with a purpose to make a difference in other people’s lives and
come together to create something that matters, then all we need is a space to start creating.
 Every creation is fuelled by an inspired thought and imagination.
The hackathon is essentially a carnival of creation

“Makers are today’s alchemist

Alchemists turn lead into gold.
Makers turn ideas into prototypes.
The hackathon is not just about coding. Ideas can be built in any way”.

• Hackathon

Hackathons are where your ideas become reality! You can design and build anything. Projects
are developed in teams. Anyone who has an interest in technology attends a hackathon to learn,
build & share their creations with mentors who support and guide them. Hacks allow you to
think outside the box, experiment with new technology, ask questions, make mistakes, learn
something new, and basically have a blast!

For the SPI Cinemas track: SPI Cinemas has partnered with Fresh desk for the hackathon
where the customers, fans, students and other interested people to

The motive was to reinvent the movie going experience from the time you think of cinema till
you exit. If the team has a breakthrough idea that can radically transform any experiences in the
journey as a customer or engineer unique experiences for innovative needs, then you are in!

The participants are required to imagine, design and prototype ideas using disruptive
technologies that will break the convention, reach for completely new ways of serving you, our
customer and realize the future of SPI Cinemas.

During my internship I was a part of the L&D team for the following activities/events.

Sl. No Event Role

1 Design Thinking Workshop Participant
2 ExO Workshop- Batch -1 Event Manager ( Logistics)
3 ExO Workshop -Batch -2 Head Facilitator
Design Thinking Workshop

This workshop was led by Mr. Ratheesh Krishnan (Head-L&D) for a batch of interns to make
them understand the importance and usage of design thinking concept. This was conducted
during the first few days of the internship to make us understand better about the nature of
approach by the organisation.

What is design thinking?

The methodology commonly referred to as design thinking is a proven and repeatable problem-
solving protocol that any business or profession can employ to achieve extraordinary results. It is
a problem centred approach where the problem or a requirement is identified and the solutions
for the same is arrived. We would have evidenced in our lives where a lot of organisations
identify the need of their customers and provide services that seamlessly fit the requirement. This
is a perfect example of design thinking.

The process of design thinking is as follows

This workshop had only activities through which the concept and usage were understood by us.

The activities are as follows:

Activity 1– To understand the concept an ativity was conducted.All the participants wereintriots
and each triot was asked to talk among themselves for a minute on a given topic. This was done
thrice with the posture and ambience changing for each time. The communication within the
team got better with the changes made and this gave us an understanding to identify the problems
and experiment for better results.
Activity-2 An activity was conducted where the triots have reduced to pairs and each pair
should play with the numbers keeping in mind the condition to snap their fingers for every even
number. A usual behavioural pattern was found where every person who made a mistake took a
step back involuntarily. Hence every time a person makes a mistake the partner should cheer
them up by giving a “High-5”. This activity was done to make us understand that it is in human
to make mistakes but we need to help each other within the organisation to grow and succeed .

Activity -3 The entire group was made into two teams and each team was given a ball. The task
was to pass on the ball to all the members of the team. Whichever team completed the first was
the winner. This continued for a set of rounds and we found out different methods and strategies
to complete it even faster by breaking our own record every time. The intent of this activity was
to make us understand the necessity of efficiency in our work.

Activity -4 This was the final activity.This was more of an ideating session where each team was
asked to identify a problem within the organisation or just come up new ideas and probable
solutions and resources needed to solve the problem within a short period of time. The intent was
to make us understand the entire process of design thinking in a nutshell through an activity. The
idea from my team was to make the concept of “Externship” to be completely managed by
interns where they will follow the concept of “ By the interns, for the interns and of the inters”
and they come into SPI Cinemas to get mentorship but run it by themselves and the fields will be
multidimensional right from engineering to painting.

ExO Workshop

Background

As the L&D team is always futuristic, this workshop was conducted for the employees of SPI
Cinemason the topic “Exponential Organisation”. The Topic is very intense and makes us think
about and question about what the future is going to be like. Also this throws light on how a lot
of organisations are being disrupted by the rapid growth of technology resulting in reduced
requirement of man power.. The program leader for this workshop was Mr. Ratheesh Krishnan.
The intent is to introduce the employees to the concept and getting ideas from them to save the
future of the organisation and to make use of the man power in the organisation despite this
scenario. This workshop was done for 2 days where employees were given enough knowledge
about the topic and the current scenario. We made this easier and comfortable for the participants
by giving them various stimuli like live-

Tech- Demos- Live 3D Printing, Virtual Reality, Hollow Lens, Chatbots, Smart Mirror etc.
Individuals and start-ups came to the venue to present and show a live demo of the above listed
technology to create a sense of reality among the participants.

Music- The workshop began with a small music performance and this was done because it has
been psychologically proved that starting a day with music will brighten the thinking capacity of
the individual and gives better results.

Starter kit- This is the content given to all the participants to make them understand all the latest
technology, its uses and how it can be used in SPI Cinemas. This content was put together by our
team (interns). This kit had simple and short videos and articles relating to 29 types of
technology. This was sent to all the participants and they were given a stipulated period to watch,
read and understand the kind of ideas that the company is looking from them.

The participants werealso asked to come up with ideas to break the traditional approach of the
working of the organisation. This session was called “Breaking the Motherhip”

Batch - 1

Pre-Event Role

• Booking the Venue

• Ordering the Food and refreshments

• Arranging the stationery required for the participants

 • Sourcing and Scheduling the Tech-Demos

• Venue Set –Up

Post-Event Role

• Send the content, Starter kits and the Videos played at the workshop to all the
participants

• Assess the performance of each participant in the workshop and categorising them
into Thinkers and Doers

• Create a master contact list of the people who came in for the live Tech Demos

• Prepare inventory of stationery and the configuration for the same

• Record the ideas for ‘breaking the mothership’ department wise.

• Do the Resource Planning for the ideas given by the participants.

ExO Workshop

Batch-2

The workshop was again conducted for a different set of employees with the same intent.
 • Our role in this workshop was to facilitate each team with the understanding of the
activities and the content spoken.

• Ensure that there is a good rapport maintained within the team.

• Ensure that everybody is included in the discussions.

• To make all the participants contribute to the ideating sessions for qualitative ideas

• Check if every participant got the chance to experience the live tech demos brought in by
us.

• Question the ideas given by them and asking them to validate as to why it should be
considered.

• Make sure that the content spoken, the stimuli used, the starter kits provided has been
fully understood and utilised by the participants.

• Taking feedbacks from the participants towards the end of the workshop.

The entire company is awaiting for the two most thrilling events that is to be conducted in the
following months. They are as follows
 • Internal Hackathon

It is a phase that is supposed to be conducted before Hack for Cinema, and its sole idea is to
bring about ideas and solutions from the employees of SPI Cinemas, right from the top
management people to the frontline staff.The main purpose of this Hackathon is “To execute
ideas”. The purpose is simple and it is to bring out the pain points, the suggestions and the
improvements which the people wants to be executed in their areas and to help people who
may have better knowledge about the improvements required who work hands-on in their
fields to bring up valuable ideas

• Hack For Cinema

This is the project that is expected to happen after the Internal Hackathon where a set
of interested people will join together to hack the movie going experience by using
technology in it. Previously SPI Cinemas partnered with Fresh desk but this is an event
that is expected to beconducted manged by them entirely

JOB EXPERIENCE
Working within the HR department gave me copious knowledge on how an organisation works
and how this department plays a very significant role in bringing the employees together and
connected to each other.

Onboarding

Working with the on boarding team was very exciting as we met new employees and the element
of happiness and pride was present in them when they came in for the joining and training.

Recruitment

Being a part of the Recruitment team was the most challenging task as it required a lot of
commitment. A constant record maintaining of the interviews scheduled, the result of the
interviews and details of the candidates was required. We faced a lot of new situations where the
candidates do not turn up for the interview or the candidates fail to join after the selection. This
was totally new and unexpected. Later we improved our sourcing capacity and techniques and
were better prepared for similar situations.

L&D

It takes a lot to work with this team as their approach towards even the smallest of the things
were different and futuristic. Initially I found it difficult to cope with the working style of the
team but with the constant guidance and support from my mentor I understood the entire concept
of L&D. It made me question every piece of work I did and this improved my efficiency and
productivity. Working with this team has given me a different thought process altogether.

CONCLUSION
SPI Cinemasis a semi-professional and semi-flat organisation hence the work culture is very
different where they promote the practice of calling everybody by their first name and not
designations. This gave us a friendly atmosphere within the organisation. The ambience of the
workplace in built in such a way that everybody stays connected to each other and there are
rooms for small gatherings, team discussions, meetings and conferences. Every employee’s
/interns special occasion is celebrated with the entire office showing how much of an importance
is being given to the human resource that the company has. SPI Cinemasalso practices the
concept of “Working with” instead of “Working under” to promote equality. The concept of
Externship –a department solely to take care of the interns is a worthy mention. One of the
concepts that they have is “Intern Thursday” where the entire day post 12.00 noon is dedicated to
improve the network among interns by conducting ice breaking sessions, games like jenga,
pictionary etc. were conducted for ‘entertainment’- being the field that this organisation works
for. Lastly, as a token of appreciation interns will be given a goodies bag from Ecstasy on the last
day of the internship but this is given only to a selected set of interns based on the amount of
commitment they had to towards their work and I am happy to mention that I received it from
my mentors among the other 20 interns.

The overall journey was exciting, thrilling and it was a gold mine for knowledge and learning
and once again I would like to thank to all the people involved in this journey and making this a
remarkable one.

REFERENCES
https://www. SPI_Cinemas.in

http://www.thehindu.com/education/do-an-externship/article17663529.ece

https://www.youtube.com/watch?v=FNQSM4ipZog

https://uidai.gov.in/