76551036 Relaince Life Insurence New Poonam

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A

PROJECT REPORT

ON

“Recruitment and

Selection Process”

In partial fulfillment

of

MASTER OF BUSINESS e!ree

"#$#%$$

Su&mitted B'

MBA ("#$#%$$)



NARAINA *ROUP OF

INSTITUTION

ACKNOWLEDGEMENT

Behind every study there stands myriad of people whose help and

contribution make it successful.

It has been a remarkable experience of satisfaction and pleasure for

me to work out my project under the supervision..of ..the ( ) I

am really thankful to him for his valuable guidance and co-operation

during the project work.



I had also benefited from discussions and would also take the

opportunity to thank the persons of the company for their valuable

support and assistance whenever and wherever needed. A cordial and

encouraging environment made it very easier for me to complete the

project.

So this acknowledgement is a humble attempt to earnestly thank him

and all those who were directly or indirectly involved in preparation of

this project.

OBJECTIVES

o enhance my knowledge about !ecruitment and Selection.

o convert my theoretical knowledge into practical knowledge.



o prepare myself as a ".!. person who can easily identify the

training need through his experience which is very essential

#uality of a ".!. $erson % for the organi&ation as well.



CHAPTER 1

INTRODUCTION

Recruite!t "!# $e%ecti&! 'r&ce$$

!ecruitment is defined as a process to discover the sources of

man power to meet the re#uirements of the staffing of the schedule

and to employ effective measures for attracting that man power in

ade#uate numbers to facilitate effective selection of an efficient work

force. !ecruitment is the process of searching prospective employees

and stimulating them to apply for jobs in the organi&ation.



Pr&ce$$ & Recruite!t "!# Se%ecti&!

!ecruitment % selection is a part of the first operative function of

"uman !esources 'anagement i.e.( )mployment. )mployment is

concerned with securing and employing people possessing re#uired kind

and level of human resources necessary to achieve the organi&ational

objectives. It covers the functions such as job analysis human resource

planning( recruitment( selection( placement( induction and internal

mobility.he !ecruitment % selection process starts with the function of

"uman !esource $lanning.

Hu"! Re$&urce$ P%"!!i!

*rgani&ational are composed of people( and these people

represent one of the organi&ation+s most valuable assets. "owever(

because the organi&ation does not own people( as it does capital and

physical assets( this resource is seldom given proper attention.



Its supply of human resources must be sufficient to ensure the healthy

operation of the organi&ation. oward this objective of continuing healthy

operations( the organi&ation re#uires human resource planning.

It is the process for determination and assuring that the

organi&ation will have an ade#uate number of #ualified persons(

available at proper times( performing jobs which would meet the needs

of the organi&ation and which would provide satisfaction for the

individuals involved. "uman resource planning is the process by which

an organi&ation ensures that it has the right number and kinds of people(

at the right places( at the right time( capable of effectively and sufficient

completing those tasks that will help the organi&ation achieve its overall

objectives.

o ensure that people are available to provide the continued

smooth development of an organi&ation( organi&ations engage in human

resource planning. he purpose of human resource planning is to

assess where the organi&ation is( where it is going( and what

implications these assessments have future supplies of and demands for

human resources.

Recruite!t

!ecruitment is an important part of an organi&ation+s human

resource planning and their competitive strength. ,ompetent human



resources at the right positions in the organi&ation are a vital resource

and can be a core competency or a strategic advantage for it.

he objective of the recruitment process is to obtain the number

and #uality of employees that can be selected in order to help the

organi&ation to achieve its goals and objectives. ith the same

objective( recruitment helps to create a pool of prospective employees

for the organi&ation so that the management can select the right

candidate for the right job from this pool. !ecruitment acts as a link

between the employers and the job seekers and ensures the

placement of right candidate at the right place at the right time. sing

and following the right recruitment processes can facilitate the

selection of the best candidates for the organi&ation.

In this is competitive global world and increasing flexibility in the

labor market( recruitment is becoming more and more important in

every business. herefore( recruitment serves as the first step in

fulfilling the needs of organi&ations for a competitive( motivated and

flexible human resource that can help achieve its objectives.

!eservation policy of govt. of India strictly followed

Internal candidates considered subject to eligibility and

suitability

/eed to compete with open market candidates

'anagement trainees



Strict medical tests conducted

*ne year pre-absorption training

est and interview again at the end of training

Bond to be executed by management trainees 0 1 years

$laced on regular scale from their date of joining.

Supervisors and artisans

emporary period

Short term training

'edical test conducted

!eporting at "!

All rights of recruitment are invested with the board of directors.

he company has good system of upgrading.

$romotion is given on the basis of experience( #ualification( for

upgrading the work force a committee of board of directors

along with "! people of the company is decided to appoint.

"ence focus of recruitment would be to recruit people with a

combination of knowledge( skill( experience and attitude in line with

the organi&ational re#uirement through appropriate manpower plan.

As per Annual $erformance report incompetent manpower had been

identified and given voluntary retirements. he workers and labors



under disciplinary action have been terminated after opportunity to

explain.

All the departments have been fully computeri&ed under 'IS

2'anagement Information system3. 4ooking to utility and use fullness

of certain departments. "ealth of workers and labors was given prime

important.

Me"!i! & Recruite!t

According to )dwin B. 5lippo( 6!ecruitment is the process of

searching the candidates for employment and stimulating them to

apply for jobs in the organi&ation7. !ecruitment is the activity that links

the employers and the job seekers. A few definitions of recruitment

are8

A process of finding and attracting capable applicants for

employment. he process begins when new recruits are sought

and ends when their applications are submitted. he result is a

pool of applications from which new employees are selected.

It is the process to discover sources of manpower to meet the

re#uirement of staffing schedule and to employ effective

measures for attracting that manpower in ade#uate numbers to

facilitate effective selection of an efficient working force.



!ecruitment of candidates is the function preceding the selection(

which helps create a pool of prospective employees for the

organisation so that the management can select the right candidate for

the right job from this pool. he main objective of the recruitment

process is to expedite the selection process.

Recruite!t !ee#$ "re & t*ree t+'e$

$lanned

i.e. the needs arising from changes in organi&ation and

retirement policy.

Anticipated

Anticipated needs are those movements in personnel( which an

organi&ation can predict by studying trends in internal and

external environment.

nexpected

!esignation( deaths( accidents( illness give rise to unexpected

needs.

Pur'&$e , I'&rt"!ce & Recruite!t

Attract and encourage more and more candidates to apply in

the organi&ation.



,reate a talent pool of candidates to enable the selection of

best candidates for the organi&ation.

9etermine present and future re#uirements of the organi&ation

in conjunction with its personnel planning and job analysis

activities.

!ecruitment is the process which links the employers with the

employees.

"elp increase the success rate of selection process by

decreasing number of visibly under #ualified or over#ualified job

applicants.

"elp reduce the probability that job applicants once recruited

and selected will leave the organi&ation only after a short period

of time.

'eet the organi&ations legal and social obligations regarding

the composition of its workforce.

Begin identifying and preparing potential job applicants who will

be appropriate candidates.

Increase organi&ation and individual effectiveness of various

recruiting techni#ues and sources for all types of job applicants.



Recruite!t Pr&ce$$

he recruitment and selection is the major function of the

human resource department and recruitment process is the first step

towards creating the competitive strength and the strategic advantage

for the organi&ations. !ecruitment process involves a systematic

procedure from sourcing the candidates to arranging and conducting

the interviews and re#uires many resources and time. A general

recruitment process is as follows8



:- I#e!ti+i! t*e ."c"!c+/

he recruitment process begins with the human resource

department receiving re#uisitions for recruitment from any department

of the company. hese contain8

; $osts to be filled

; /umber of persons

; 9uties to be performed

; <ualifications re#uired

=. $reparing the job description and person specification.

>. 4ocating and developing the sources of re#uired number and type of

employees.

?. Short-listing and identifying the prospective employee with re#uired

characteristics.

1. Arranging the interviews with the selected candidates.

@. ,onducting the interview and decision making.

S&urce$ & Recruite!t

)very organi&ation has the option of choosing the candidates for its

recruitment processes from two kinds of sources8 internal and external



sources. he sources within the organisation itself 2like transfer of

employees from one department to other( promotions3 to fill a position

are known as the internal sources of recruitment. !ecruitment

candidates from all the other sources 2like outsourcing agencies etc.3

are known as the external sources of recruitment.

SOURCES O0 RECRUITMENT

I!ter!"% S&urce$ & Recruite!t

1- Tr"!$er$

he employees are transferred from one department to another

according to their efficiency and experience.

- Pr&&ti&!$

he employees are promoted from one department to another

with more benefits and greater responsibility based on efficiency and

experience.



>. *thers are pgrading and 9emotion of present employees

according to their performance.

?. !etired and !etrenched employees may also be recruited once

again in case of shortage of #ualified personnel or increase in load

of work. !ecruitment such eople save time and costs of the

organi&ations as the people are already aware of the organi&ational

culture and the policies and procedures.

1. he dependents and relatives of 9eceased employees and 9isabled

employees are also done by many companies so that the members

of the family do not become dependent on the mercy of others.



E2ter!"% $&urce$ & recruite!t

1- Pre$$ A#.erti$ee!t$

Advertisements of the vacancy in newspapers and journals are a

widely used source of recruitment. he main advantage of this

method is that it has a wide reach.

- E#uc"ti&!"% I!$titute$

arious management institutes( engineering colleges( medical

,olleges etc. are a good source of recruiting well #ualified executives(

engineers( medical staff etc. hey provide facilities for campus

interviews and placements. his source is known as ,ampus

!ecruitment.

3- P%"cee!t Ae!cie$

Several private consultancy firms perform recruitment functions on

behalf of client companies by charging a fee. hese agencies are

particularly suitable for recruitment of executives and specialists. It is

also known as !$* 2!ecruitment $rocess *utsourcing3



4- E'%&+e!t E2c*"!e$

overnment establishes public employment exchanges throughout

the country. hese exchanges provide job information to job seekers

and help employers in identifying suitable candidates.

5- L"6&ur C&!tr"ct&r$

'anual workers can be recruited through contractors who maintain

close contacts with the sources of such workers. his source is used to

recruit labor for construction jobs.

7- U!$&%icite# A''%ic"!t$

'any job seekers visit the office of well-known companies on their

own. Such callers are considered nuisance to the daily work routine of

the enterprise. But can help in creating the talent pool or the database

of the probable candidates for the organi&ation.

8- E'%&+ee Reerr"%$9Rec&e!#"ti&!

'any organisations have structured system where the current

employees of the organi&ation can refer their friends and relatives for

some position in their organi&ation. Also( the office bearers of trade

unions are often aware of the suitability of candidates. 'anagement

can in#uire these leaders for suitable jobs. In some organi&ations





I!ter!"% "ct&r$ "ecti! recruite!t

he internal forces i.e. the factors which can be controlled by the

organi&ation are

1. !ecruitment policy8 he recruitment policy of an organi&ation

specifies the objectives of recruitment and provides a framework

for implementation of recruitment programme. It may involve

organi&ational system to be developed for implementing

recruitment programmes and procedures by filling up vacancies

with best #ualified people.

2. "uman resource planning8 )ffective human resource planning

helps in determining the gaps present in the existing manpower

of the organi&ation. It also helps in determining the number of

employees to be recruited and what #ualification they must

possess.

3. Si&e of the firm8 he si&e of the firm is an important factor in

recruitment process. If the organi&ation is planning to increase

its operations and expand its business( it will think of hiring more

personnel( which will handle its operations.

4. ,ost8 !ecruitment incur cost to the employer( therefore(

organi&ations try to employ that source of recruitment which will



bear a lower cost of recruitment to the organi&ation for each

candidate.

5.rowth and expansion8 *rgani&ation will employ or think of

employing more personnel if it is expanding its operations.

E2ter!"% "ct&r$ "ecti! recruite!t

he external forces are the forces which cannot be controlled by

the organi&ation. he major external forces are8

:. Su''%+ "!# De"!#

he availability of manpower both within and outside the

organi&ation is an important determinant in the recruitment process.

If the company has a demand for more professionals and there is

limited supply in the market for the professionals demanded by the

company( then the company will have to depend upon internal

sources by providing them special training and development

programs.

- L"6&r "r;et

)mployment conditions in the community where the organi&ation is

located will influence the recruiting efforts of the organi&ation. If

there is surplus of manpower at the time of recruitment( even



informal attempts at the time of recruiting like notice boards display

of the re#uisition or announcement in the meeting etc will attract

more than enough applicants.

3- I"e 9 &&#<i%%

Image of the employer can work as a potential constraint for

recruitment. An organi&ation with positive image and goodwill as an

employer finds it easier to attract and retain employees than an

organi&ation with negative image. Image of a company is based on

what organi&ation does and affected by industry. 5or example

finance was taken up by fresher 'BA+s when many finance

companies were coming up.

+, P&%itic"% $&ci"%= %e"% e!.ir&!e!t

arious government regulations prohibiting discrimination in hiring

and employment have direct impact on recruitment practices. 5or

example( overnment of India has introduced legislation for

reservation in employment for scheduled castes( scheduled tribes(

physically handicapped etc. Also( trade unions play important role

in recruitment. his restricts management freedom to select those

individuals who it believes would be the best performers. If the

candidate can+t meet criteria stipulated by the union but union

regulations can restrict recruitment sources.



5- U!e'%&+e!t r"te

*ne of the factors that influence the availability of applicants is the

growth of the economy 2whether economy is growing or not and its

rate3. hen the company is not creating new jobs( there is often

oversupply of #ualified labor which in turn leads to unemployment.

7- C&'etit&r$

he recruitment policies of the competitors also affect the

recruitment function of the organisations. o face the competition(

many a times the organisations have to change their recruitment

policies according to the policies being followed by the competitors.

Recruite!t '&%ic+ & t*e c&'"!+

In today+s rapidly changing business environment( a well

defined recruitment policy is necessary for organi&ations to respond to

its human resource re#uirements in time. herefore( it is important to

have a clear and concise recruitment policy in place( which can be

executed effectively to recruit the best talent pool for the selection of

the right candidate at the right place #uickly. ,reating a suitable

recruitment policy is the first step in the efficient hiring process. A clear



and concise recruitment policy helps ensure a sound recruitment

process.

It specifies the objectives of recruitment and provides a

framework for implementation of recruitment programme. It may

involve organi&ational system to be developed for implementing

recruitment programmes and procedures by filling up vacancies with

best #ualified people.

C&'&!e!t$ & t*e recruite!t '&%ic+

• he general recruitment policies and terms of the organi&ation

• !ecruitment services of consultants

• !ecruitment of temporary employees

• ni#ue recruitment situations

• he selection process

• he job descriptions

• he terms and conditions of the employment

A recruitment policy of an organi&ation should be such that8

• It should focus on recruiting the best potential people.



• o ensure that every applicant and employee is treated e#ually

with dignity and respect.

•

nbiased policy.

• o aid and encourage employees in reali&ing their full potential.

• ransparent( task oriented and merit based selection.

• eight age during selection given to factors that suit

organi&ation needs.

• *ptimi&ation of manpower at the time of selection process.

• 9efining the competent authority to approve each selection.

• Abides by relevant public policy and legislation on hiring and

employment relationship.

• Integrates employee needs with the organi&ational needs.

Pr&ce$$ & recruite!t "!# $e%ecti&!

!ecruitment % selection is a part of the first operative function of

"uman !esources 'anagement i.e.( )mployment. )mployment is

concerned with securing and employing people possessing re#uired kind

and level of human resources necessary to achieve the organi&ational

objectives. It covers the functions such as job analysis human resource

planning( recruitment( selection( placement( induction and internal



mobility. he !ecruitment % selection process starts with the function of

"uman !esource $lanning.

Recruite!t Tec*!i>ue$

!ecruitment techni#ues are the means or media by which

management contracts prospective employees or provides necessary

information or exchanges ideas or stimulations them to apply for jobs.

'anagement uses different types of techni#ues to stimulate internal

and external candidates.

Tec*!i>ue$ u$eu% t& $tiu%"te i!ter!"% c"!#i#"te$ "re

a3 $romotions8 'ost of the internal candidates would be stimulated

to take up higher responsibilities and express their willingness to

be engaged in the higher level jobs.

b3 ransfers8 )mployees will be stimulated to work in the new

sections or places in management wishes to transfer them to the

places of their choice.

Tec*!i>ue$ u$eu% t& $tiu%"te e2ter!"% c"!#i#"te$ "re/

a3 !ecommendations of present employees8 'anagement can contact(

persuade the outsiders to apply for job in the organi&ation through



the recommendations to the candidates by the present employees.

c) Scouting8 Scouting means sending the representation of the

organi&ations to various sources of recruitment with a view to

persuading or stimulating the candidates to apply for jobs. he

representatives provide information about the company and

exchange information and ideas and clarity the doubts of the

candidates.

M&#er! $&urce$ "!# tec*!i>ue$ & recruite!t

A number of modern recruitment sources and techni#ues are being

used by the corporate sector. hey are8

• alk-In

• ,onsult-In

• Business Alliances

• ele-!ecruitment



Reception

of

applicants

Preliminary

Interie!

"pplication #lan$

Employment Tests

Interie!

Inesti%ation of

preio&s 'istory

Preliminary selection inemployment (epartment

inal selection

P'ysical e*amination

Re+ection P,"CE-ENT

"pplicants e

process +o#

or%aniation

not to t'eir

li$in%.

/aitin%

list of

(esira#le

applicant

s

Se%ecti&! Pr&ce$$



T*e $e%ecti&! 'r&ce$$ c&!$i$t$ & $e.e! $te'$

:. Initial screening interview

=. ,ompletion of the Application form

>. )mployment tests

?. ,omprehensive interview

1. Background investigation

@. $hysical examination and

C. 5inal employment.

)ach of these steps represents a decision point re#uiring

some affirmative feedback for the process to continue. )ach step

in the process seeks to expand the organi&ation+s knowledge

about the applicant+s background( abilities( and motivation( and it

increases the information from which decision makers will make

their predictions and final choice.

I!iti"% Scree!i!



As a culmination of our recruiting efforts( we should be

prepared to initiate a preliminary review of potentially acceptable

candidates. his screening is( in effect( a two-step procedure

:. he screening of in#uiries.

=. he provision of screening interviews.

C&'%eti&! & A''%ic"ti&! 0&r

*nce the initial screening has been completed( applicants

are asked to complete the organi&ation+s application form. he

application form gives a synopsis of what applicants have been

doing during their adult life( their skills( and their

accomplishments.

E'%&+e!t Te$t$

*rgani&ations historically relied to a considerable extent on

intelligence( aptitude( ability( and interest tests to provide major

input to the selection process. )ven handwriting analysis and lie

detector tests have been used in the attempt to learn more about

the candidate-information that will supposedly lead to more

effective selection.



C&'re*e!$i.e I!ter.ie<

hese individuals who are still viable applicants after the

initial screening( application form( and re#uired tests have been

completed are then given a comprehensive interview. he

applicant may be interviewed by personnel department

interviewers( executives within the organi&ation( a potential

supervisor( potential colleagues( or some combination of these. It

is designed to probe into areas that cannot be addressed by the

application form or tests.

B"c;r&u!# I!.e$ti"ti&!

he next step in the selection is to undertake an

investigation on those applicants who appear to offer potential as

employees. his may include contacting former employers to

confirm the candidate+s work record and to obtain their appraisal

of his or her performance( contacting other job-related and

personal references( and varying the educational

accomplishments shown on the application.

P*+$ic"% E2"i!"ti&!



he last step prior to the final 6go-on-go7 decision may

consist of having the applicant take a physical examination.

CHAPTER

INDUSTR? PRO0ILE



he !eliance group founded by 9hirubhai ".Ambani2:D>=-=E::3 is

India+s largest business house with total revenue of over !s DD(EEE

crores 2SF ==.@ billion3( each profit of !s. :=(1EE crores2SF =.G

billion3( net profit *f !s. @(=EE crores2SF:.? billion 3 and exports of

!s. :1(EEE crores 2SF >.@ billion3.

he roup+s activities span exploration and production of oil and

gas( refining and marketing( petrochemicals 2polyester( polymers( and

intermediates3( textiles( financial services and insurance( power(

telecom and infocomm initiatives. he group exports its products to

more than :EE countries the world over .reliance emerged as India+s

'ost Admired Business "ouse( for the third successive year in a /S

mode survey for =EE>.

!eliance roup revenue is e#uivalent to about >.1H of India+s

gdp. he roup contributes nearly :EH of the countries indirect tax



revenues and over @H of the India+s exports. !eliance is trusted by an

investor family of over >.: million- India+s largest

India+s /o. : Business roup

5ounded as a textile mill in :D@@ by 9hirubhai Ambani( the

chairman of the !eliance continued to be a textile company until early

:DGEs."owever( sei&ing the opportunities emanating from the growing

Indian economy as well as the opening up of the regulation-driven

sectors of the economy such as petrochemicals( plastics etc.( !eliance

pursed the policy of backward integration from textiles as well as

diversification from the early :DGEs onwards to set up world-scale

facilities for the manufacturing polyster and textile intermediates(

detergent intermediates etc.

oday( !eliance is India+s largest business house with total revenue of

!s GE(EEE crores 2SF :@.G billion3( cash profit of !s D(GEE crores

2SF =.:billion3( net profit of over !s ?(CEE crores 2SFDDE million3and

exports of !s ::(DEE crores 2SF=.1 billion3.

he reliance roup companies include8 !eliance industries

4imited( !eliance ,apital 4imited( !eliance industrial infrastructure

4imited( !eliance elecom 4imited( !eliance infocomm 4imited(

!eliance eneral insurance company 4imited( Indian $etrochemicals

,orporation 4td. And !eliance )nergy 4imited.



Re%i"!ce C"'it"% Liite#

!eliance capital 4td. 2!,43( one of India+s leading private sector

non-banking financial services companies 2/B5,s3( has reported

satisfactory financial and operating performance during the period

under review i.e. financial year =EE:-E=. ross income for the year

increased ::.?@H to !s.1?G.1D crores compared to !s. ?D=.=E crores

in the previous financial year. /et profit also increased from !s.D>.?1

crores to !s.:E:.== crores for the year =EE:-E=.

Re%i"!ce I!#u$tri"% I!r"$tructure Liite#

!eliance industrial infrastructure limited 2!I43 IS A/ )ISI/(

9II9)9 $AJI/ ,*'$A/J. he ,ompany is engaged in the

business of construction setting up of industrial infrastructure and

project related activities. he company+s !egistered *ffice is 4ocated

at the 1th floor (/K' international "ouse ( Back bay !eclamation(

Babubhai chini !oad( 'umbai ?EE E=E and with operations in the

'umbai- !ayayani belt( "a&ira- Surat belt and other places in India.

Re%i"!ce Ge!er"% I!$ur"!ce C&'"!+ Liite#



!eliance eneral Insurance ,ompany 4imited 2!I,43 is one

of the first no 0life companies to get the license from the I!9A. he

paid 0up capital stands at !s. :E= crores .it is one of the few

companies in the private sector to provide a complete insurance

solution.

I!#i"! Petr&c*eic"%$ C&&'er"ti&! Liite#

Indian petrochemicals cooperation 4imited 2I$,43 is the

pioneering petrochemical company in India. It was established on

march ==( :D@D 2,hitra( Shukla $akesh( saka :GD:3. oday( I$,4 is

one of the 4eading $etrochemical companies. It+s business comprises

of polymers( Synthetic fiber( fiber intermediates( Solvents( Surfactants(

industrial chemicals( catalysts and absorbents. Backed by strong

research ,enter( $roduct Application ,enter+s echnology

'anagement ,enters and customer !elations ,enters of the company

is continuously innovating its processes and products. he company

owns and operates three petrochemical complexes( a naphtha based

complex at vadodara and gas based complexes( a nagothane near

'umbai and at dahej on /armada estuary in bay of Khambhat. he

company also owns a catalyst manufacturing facility at !abale( /avi



'umbai. he ,ompany produces over one million tons at merchant

$roducts and has turnover close to SF two billion.

Re%i"!ce E!er+ Liite#

!eliance )nergy is Indian+s leading private sector utility group(

with aggregate group revenues of !s.C(CEE crores 2SF :.G BI44I*/3(

A/9 *A4 ASS)S *5 !s.DGEE crores 2SF =.= billion3. he group

distributes nearly :@(EEE million units of power to over 1 million

consumers in 'umbai( 9elhi( *rissa and oa( across an area covering

:( =?(>EE s#.Kms

!eliance )nergy enerates D?: ' of power( through its power

plants located in 'aharastra( Andhrapradesh( Kerala( Karnataka and

oa.

Re%i"!ce Te%ec& Liite#

!eliance elecom 4imited 2!43 is promoted by the !eliance

roup.

!4 $rovides cellular services in Celecom ,ircles encompassing

:EStates of India. !4+s subscriber base increased by ?@ percent

during the 5J =EE>-E? * C.D 4AK". International !oaming was

implemented from :st 9ecember =EE> in all !4 circles( except Assam



and north east where is a restriction on international roaming. !oaming

with more than >EE operators across the globe has been opened up

through sponsor network using the signaling and billing solution from

!oam ware.

Re%i"!ce I!&c& Liite#

!eliance infocomm 2!I,3 is India+s largest mobile service provider

with over C million customers. !eliance infocomm has established a

pan-India( high-capacity( integrated 2wireless and wire line3 and

convergent 2voice( data and video3 digital network( to offer services

spanning the entire infocomm value chain 0 infrastructure( services for

enterprises and individuals( applications and consulting.

Re%i"!ce I!&c&

!eliance India mobile( the first of infocomm+s initiatives was

launched on 9ecember =G( =EE=( the CEth birthday of the !eliance

group founder( Shri. 9hirubhai ".Ambani. his marks the beginning of

!eliance+s dream of ushering in a digital revolution in India by



becoming a major catalyst in improving #uality of life and changing the

face of India. It aims to achieve this by putting the power of information

and communication in the hands of the people of India at affordable

costs. !eliance infocomm will extend its efforts beyond the traditional

value chain to develop and deploy telecom solutions for Indian+s

farmers( businesses( hospitals( government and republic sector

organi&ations.

Re%i"!ce I!&c&=Bu$i!e$$

In 9ecember =EE=( !eliance infocomm ushered a digital

revolution in India. he company+s catch line LA new ay of 4ife+

reflects the dream of reliance 5ounder-chairmen 9hirubhai ambani to

place the power of information and communication in the hands of

common of people at an affordable cost.

!eliance infocomm has created an overarching digital

infrastructure using state-of-the-art technology on the strength of a

@E(EEE Km terabit capacity optic fibre network linking more than @EE

cities and towns in India. he goal of !eliance infocomm is to

progressively expand its optic fiber network and eventually cover

::@(EEEKm( with the ability to seamlessly connect every individual(

home( and office in all @?E(EEE villages and =(1EE towns and cities of

India. !eliance infocomm will offer revolutionary data( video and value-



added services in the largest nad most complex rollout in the global

history of information technology and communication. he services are

being launched in three phases.

he first phase will trigger a mobile revolution in the orm of

!eliance India 'obile services through a nationwide wireless network

that will reach out to DEper cent of Indian+s population. )ventually( the

communication wave will reach every Indian. his revolution will

enable every individual to talk( shop( and bank( transact( entertain and

be informed( while on the movie.

he second phase will usher an enterprise net way revolution by

initially providing :EEmbps )thernet links to every desktop and device

in half a million enterprise buildings. his will eventually extend to :E

million buildings. his revolution will empower every enterprise by

making transactions efficient( functions( seamless and new economic

opportunities abundant.

In the third phase( !eliance infocomm will launch a consumer

convergence revolution by providing high speed )thernet links to GE

million

homes initially and eventually to every home. his revolution will

provide every home with a range of television channels( high speed



telephony( audio conferencing( video conferencing and video on

demand.

he !eliance India 'obile service is revolutionalising the

mobile experience of Indian consumers by offering a host of

applications on the mobile phone such as enhanced messaging in

Indian languages( email access( internet surfing( access t real time

political( financial and sports news (games and video streaming.

CHAPTER 3

COMPAN? PRO0ILE



!eliance 4ife Insurance( one of the leading life insurance

companies of India( today announced it 5irst Jear $remium 25J$3

income for financial year ended 'arch =EED. 9uring the year the

company has recorded a growth of CE per cent in individual first year

premium adjusted for single pay. he adjusted individual 5J$ for 5J

=EED stood at !s.:(>EG crore as compared to !s.C@D crore during

previous financial year.

9uring the last #uarter of the financial year 2Manuary-'arch ED3(

the company grew by D1 per cent over the corresponding period last

year. he adjusted individual 5J$ for #uarter ended 'arch =EED stood

at !s.?C: crore as compared to !s.=?: crore for #uarter ended 'arch

=EEG.he !eliance 4ife Insurance has built a robust and values driven

business model. he ,ompany as the best in class agent advisors who

are acknowledged for their #uality of advice.



It has a strong focus on customer needs and during past one

year we further sharpened our customer centricity. his reflects in our

entry into new product segments like health insurance and retirement

planning and superior customer service and claims record. hese

efforts are reflected in our financial performance for the year and will

help us continue on this growth trend( he added. !eliance 4ife

Insurance sold G.C lakh policies during the financial year =EED( an

increase of 1G per cent over 1.1 lakh policies sold during financial year

=EEG.

he company has ac#uired around => lakh policies since

inception. In the financial Jear =EED the assets under management

also doubled to over !s.>( @EE crore as compared to !s.:(GEE crore as

at the end of previous financial year.

9uring the 5inancial Jear =EED( !eliance 4ife Insurance further

strengthened its distribution network. he company launched 11 new

offices and now has presence in :1C cities across the country through

=EE offices. !eliance 4ife Insurance offers you products that fulfill your

savings and protection needs. *ur aim is to emerge as a transnational

4ife Insurer of global scale and standard. !eliance 4ife Insurance is an

associate company of !eliance ,apital 4td.( a part of !eliance - Anil

9hirubhai Ambani roup. !eliance ,apital is one of India+s leading

private sector financial services companies( and ranks among the top >



private sector financial services and banking companies( in terms of

net worth. !eliance ,apital has interests in asset management and

mutual funds( stock broking( life and general insurance( proprietary

investments( private e#uity and other activities in financial services.

he rural business !eliance 4ife Insurance started in =EE> its hub and

spoke operations in 'umbai after witnessing stupendous success in

'aharashtra. !eliance 4ife Insurance launched :> new products

during the financial year and now has a portfolio of >G products and

eight riders for individuals. he company entered the health insurance

segment with the launch of 4ifeline "ealth Insurance $lans in 5ebruary

=EEG. It also strengthened its 4I$ portfolio through launch of like

maker range of products and retirement portfolio through Smart Invest.

!eliance 4ife Insurance has a strong growth focus. he

company plans to significantly expand its distribution footprint by

opening more than :EE new offices every year for next >-? years. he

number of agent advisors is expected to touch =( EE(EEE from current

>@(1EE.

he growth in agency distribution will be complemented by

strong growth in partnership distribution. he company currently has

an e#uity base of !s.:( E>= crores. o support this growth plan( the

shareholders are committed to increase the capital base to !s. =(@1E

crores over the next >-? years. 2A/I3



he company has positioned itself on the #uality platform. In line

with its vision to be the 'ost Admired 4ife Insurance ,ompany in India(

it has developed a strong corporate governance model based on the

core values of excellence( honesty( knowledge( caring( integrity and

teamwork.

!eliance 4ife Insurance ,ompany 4td. a 5ortune :EE company

one of IndiaNs leading business corporations. he company has

positioned itself on the #uality platform. In line with its vision to be the

most admired life insurance company in India( it has developed a

strong corporate governance model based on the core values of

excellence( honesty( knowledge( caring( integrity and teamwork. he

strategy is to establish itself as a trusted life insurance specialist

through a #uality approach to business.

he first Insurance in $rivate sector without any 5oreign

,ollaboration to start in India after 4I,.In line with its values of financial

responsibility( !eliance 4ife has adopted prudent financial practices to

ensure safety of policyholderNs funds. he ,ompanyNs paid up capital is

!s. DEC.? core( which is more than the norm laid down by I!9A.

!eliance 4ife has identified individual agents as its primary

channel of distribution. he ,ompany places a lot of emphasis on its

selection process( which comprises four stages - screening(

psychometric test( career seminar and final interview. he agent



advisors are trained in-house to ensure optimal control on #uality of

training. !eliance 4ife invests significantly in its training programmed

and each agent is trained for :1= hours as opposed to the mandatory

:EE hours stipulated by the I!9A before beginning to sell in the

marketplace. raining is a continuous process for agents at !eliance

4ife and ensures development of skills and knowledge through a

structured programmed spread over 1EE hours in two years. his focus

on continuous #uality training has resulted in the company having

amongst the highest agent pass rate in I!9A examinations and the

agents have the highest productivity among private life insurers.

?1E agent advisors have #ualified for the 'illion 9ollar !ound

able 2'9!3 membership in =EED. '9! is an exclusive

congregation of the world+s top selling insurance agents and is

internationally recogni&ed as the standard of excellence in the life

insurance business. "aving set a best in class agency distribution

model in place( the company is spearheading a major thrust into

additional distribution channels to further grow its business. he

company is using a five-pronged strategy to pursue alternative

channels of distribution. hese include the franchisee model( rural

business( direct sales force involving group insurance and

telemarketing opportunities( banc assurance and corporate alliances.

Vi$i&!



6)mpowering everyone live their dreams7

Mi$$i&!

,reate unmatched value for everyone through dependable(

effective( transparent and profitable life insurance and pension

plans.

G&"%

!eliance 4ife Insurance would strive hard to achieve the >

goals mentioned below8

• )merge as transnational 4ife Insurer of global scale and

standard

• ,reate best value for ,ustomers( Shareholders and all Stake

holders

• Achieve impeccable reputation and credentials through best

business practices

K!&<%e#e



Knowledge leads to expertiseO and our expertise is in helping

people protect them. $erfectly combining global expertise with local

knowledge( we are IndiaNs life insurance specialist. !eliance 4ife

believes that for knowledge to be of value it must be focused( current(

tested and shared.

C"ri!

!eliance 4ife is redefining the life insurance paradigm by

focusing on customers first. he service process is responsive(

personali&ed( humane and empathetic. )very individual who

represents the company is for our brand champion

H&!e$t+

"onesty is the heart of the life insurance business. It is all about

trust. ransparency( integrity and dependability form the cornerstones

of the !eliance 4ife experience. he company ensures that everyone

who represents the brand carries a promise8 we care in word as well

as deed.

Pr&#uct Pr&i%e

Insurance $lan

$rotection $lan



0i.e ?e"r Re!e<"6%e "!# C&!.erti6%e Ter I!$ur"!ce

!eliance 4ife Insurance 5ive Jear !enewable and ,onvertible erm

Insurance 2/on-$articipating3 plan not only provide you with a low cost

insurance cover during its tenure of five years( it also helps you plan in

advance for various future needs and your familyNs financial security(

should anything unfortunate happen to you. *ffering a guaranteed

9eath Benefit( this plan is particularly useful as a short-term protection

plan. An important feature of this policy is that it allows the insured to

convert the policy to a regular policy during the tenure of the policy.

Le.e% Ter (N&! P"rtici'"ti!) P&%ic+

!eliance 4ife Insurance 4evel erm 2/on $articipating3 $olicy is a plan

that covers your life at a very low cost and reduces the conse#uent

hardship your family may have to bear in the unfortunate event of your

death. Incase of the unfortunate death of the policy holder during the



term of the plan( an amount e#ual to the sum assured is paid to the

nominee.

C*i%#re! P%"!

,hildrenNs )ndowment to :G 2$ar3 $lan

!eliance 4ife Insurance presents ,hildrenNs )ndowment $articipating

Insurance to age :G with an option to buy a permanent life insurance

policy without medical underwriting 2irrespective of hisPher health at

that time3. his policy which is especially designed to enable you to

provide for higher education of your child and take care of your child+s

future needs in case of spiraling costs.

C*i%#re!@$ E!#&<e!t t& 4 (P"r) P%"!



!eliance 4ife Insurance ,hildrenNs )ndowment $articipating Insurance

to age =? provides an option to buy a permanent life insurance policy

without medical underwriting 2irrespective of hisPher health at that

time3. his policy enables you to provide for various events in your

child+s life such as a grand wedding of your child. his excellent plan is

a participating plan( which is also eligible for bonuses and !eliance

4ife may declare these bonuses from time to time and from the third

policy year. An important feature of this plan is that the entire sum

assured is paid out on maturity and the plan automatically vests when

the child turns :G.

Ste''i! St&!e$ (P"r) P%"!

!eliance 4ife Insurance Stepping StonesQ is a smart way to plan your

children+s education and their future irrespective of whether you are

there or not. It provides you with regular money when it is re#uired.

his policy also builds cash value( which you can use during your

lifetime to fund any unforeseen needs by surrendering accumulated

$As. his policy also entitles you to make partial withdrawals for

various unplanned expenses in the future.

SMART Ste'$ P%"!



Introducing !eliance 4ife Insurance regular premium unit linked life

insurance children+s plan S'A! StepsQ( which will help you plan for

your childNs future in a S'A! way and takes your worries away. his

plan offers the re#uired financial protection for your loved ones if you

are not alive and provides an unmatched investment opportunity by

way of well managed investment funds. his policy also entitles you to

make partial withdrawals for various unplanned expenses in the future.

SMART Ste'$ P%u$

A regular premium unit linked life insurance plan( !eliance 4ife

Insurance S'A! StepsQ plus will help you plan for your childNs

higher education( marriage( and financial security. his plan offers no-

compromise >@E degree protection to your children even if you are not

alive and provides an unmatched investment opportunity by way of

well managed investment funds. his policy also entitles you to make

partial withdrawals for various unplanned expenses in the future.

SMART Ste'$ Si!%e Preiu P%"!

!eliance 4ife Insurance S'A! StepsQ Single $remium policy will

help you plan for your childNs future in a S'A! and organi&ed

manner. Apart from offering >@E degree protection to your child if you

are not alive( this plan also provides an unmatched investment

opportunity by way of well managed investment funds. his policy also



entitles you to make partial withdrawals for various unplanned

expenses in the future.

I!.e$te!t P%"!

Lie M";er Preiu I!.e$te!t P%"!

he latest 4ife 'akerQ $remium Investment $lan gives you a lot of

choices - especially when you are looking for reat life style( Big

"ome( your own well established Business and top of all $rotection for

your family. *ur nit linked 4ife Insurance plan can be the financial

cornerstone for your objectives. !eliance 4ife Insurance provides you a



powerful investment-cum-insurance plan where you can direct your

investments in the customi&ed unit linked funds such as e#uities(

money market instruments( investment grade corporate bonds( and

government securities. hese funds offer a wide range of returns basis

market returns. Jou can choose to invest your premiums in one or

more of these funds( basis your risk taking ability.

4ife 'akerQ $latinum - a nit 4inked Investment $lan

ith the 4ife 'akerQ $latinum a nit 4inked Investment $lan( you can

meet all your financial needs( without the tedium of managing multiple

products. In this plan( you can direct your investments in the

customi&ed unit linked funds such as e#uities( money market

instruments( investment grade corporate bonds( and government

securities. hese funds offer a wide range of returns basis market

returns. Jou can also choose to invest your premiums in one or more

of these funds( basis your risk taking ability.

Lie M";er G&%# P%"!

his plan enables you to choose an attractive investment fund( enjoy

free loyalty units and tax benefits on premiums and maturity value. 4ife

'akerQ old $lan also provides you insurance cover( in which( your

nominee will get the Sum Assured plus the 5und alue to your

nominee2s3( in case of unfortunate event of your death. *ur $lan also



offers you the flexible investment feature( where you can choose one

out of four attractive funds options and also change your risk return

profile of your existing investments by switching across funds with our

high customi&ation feature.

Lie I!.e$t P%"!

his policy will provides you comprehensive protection from > 9s i.e.

9eath( 9isease and 9isability. Apart from loyalty units and tax benefits(

the maturity feature of this policy will also pay you the fund value.

5lexible Investment with choice of four attractive fund options( lump

sum investment in your plans through top ups as per your cash flow(

increasing death benefits( flexibility to choose premium payment terms

are few of the benefits you can enjoy through this policy.

SMART A$$ure P%"!

*ur smart assure plan also enables you to make partial withdrawals at

the time of unexpected expenses. he switching feature of this policy

provides you the facility to change the investment pattern by moving

from one fund to other fund2s3 amongst the funds offered under this

contract

Retiree!t P%"!



E"$+ Lie Retiree!t (P"r) P%"!

,atering to the diverse set of needs of various customers looking for

retirement planning( !eliance 4ife Insurance offers some splendid

retirement plans( which would suit their budget and lifestyle. !eliance

4ife Insurance )asy 4ifeQ !etirement $lan !egular $remiumPSingle

$remium 2$articipating3 $olicy is designed to help you save money for

your retirement. It also provides you with an opportunity to take home a

regular retirement income 2i.e. pension3.

SMART I!.e$t Pe!$i&! P%"!

*ffering competitive returns to secure the golden years of your life(

!eliance 4ife Insurance S'A! InvestQ $ension $lan is a

comprehensive unit linked pension plan to meet your post retirement

financial needs( ensuring you complete peace of mind. *ne-third of the

corpus can be commuted at vesting age the amount commuted are

eligible for tax exemption uPs :EA.



CHAPTER 4



RESEARCH METHODOLOG?

!esearch methodology is a systematic and objective process of

identifying and formulating the problem by setting objective and

methods for collecting( editing( tabulating( evaluating( analy&ing(

interpreting and presenting data in order to find justified solution.

!esearch design and design adopted

A !esearch design is a purely and simply the framework or

plan for a study that guides the collection and analysis of data. It is a

blue print that is followed in completing a study. he research design

undertaken by the researcher is descriptive research design. he

methodology involved in this design is mostly #ualitative in nature.

9escriptive research design is concerned with the research studies

with a focus on the portrayal of the characteristics of a group or an



individual or a situation. he main objective of such studies is to

ac#uire knowledge. Similarly( such studies are used to examine the

characteristics of the corporate sector or consumer behavior etc.( he

descriptive study is typically concerned with determining fre#uency

with which something occurs or how two variables vary together.

O6ecti.e$

Pri"r+

o discern and analy&e the recruitment and selection strategies

of !eliance life insurance pvt ltd.

o know the perception of employees on the recruitment and

selection process of !eliance life insurance pvt. ltd.

Sec&!#"r+

o examine the recruitment policy of the organi&ation.

o analy&e the recruitment techni#ues employed by !eliance

life insurance pvt ltd.



he new trends in recruitment strategy followed in production

based company.

o analy&e the training facilities offered by the company.

S&urce$ & #"t" c&%%ecti&!

9ata refers to the information or facts. *ften researchers understand

by the data only numerical figures. It also includes descriptive facts(

non-numerical information( #ualitative and #uantitative information. he

sources of data can be primary and secondary.

Pri"r+ #"t"

$rimary data are those data ( which are collected as fresh and

for the just time and thus happen to be original primary data for this

study was collected by preparing a well 0 structured #uestionnaire.

Sec&!#"r+ #"t"

Secondary data are those( which are collected from the already

existing information through reference. he secondary data are

collected by analy&ing various materials like ,ompany profiles(

'aga&ines( Mournals( $ast records and reports and websites.

ue$ti&!!"ire



A #uestionnaire is a schedule consisting of a number of coherent

and formulated series of #uestions related to the various aspects of the

under study. In this method a pre-printed list of #uestions arranged in

se#uence is used to elicit response from the informant. he

#uestionnaire has been framed by covering almost the key concepts to

bring about lucid results.

S"'%i! et*&#

S"'%i! et*&# Si'%e R"!#& S"'%i!

hen every individual has a chance of being selected in a

population( it is known as simple random sampling techni#ue of

survey. his type of sampling is used in cases where the population is

large and a limited sample si&e is used for the study in limited time.

S"'%e $ie

Sample si&e refers to the number of items selected from the

universe to constitute a sample. Sample si&e for this study is CE( which

was drawn from the population >@E.

I!$true!t #e$i!/

ue$ti&!!"ire

A #uestionnaire is a schedule consisting of a number of coherent

and formulated series of #uestions related to the various aspects of the



under study. In this method a pre-printed list of #uestions arranged in

se#uence is used to elicit response from the informant. he

#uestionnaire has been framed by covering almost the key concepts to

bring about lucid results.

Peri&# & $tu#+

he Study was conducted for a period of ?1 days

Statistical tools used for data analysis

C*i $>u"re te$t

,hi s#uare test is a non 0 parametric test which can be used to

determine categorical data shows dependency or that two

classifications are independent. It can also be used to make

comparisons between the theoretical population and actual data( when

categories are used. It is used most fre#uently by marketing

researchers to test hypothesis. his test is employed for testing

hypothesis when distribution of population is not known and when

nominal data is to be analy&ed.

,hi-s#uare aims at determining whether significant difference

exists among graphs of data or whether the differences are due to

sampling. ,hi-s#uare analysis is used to find out dependency between

two different attributes. It can be calculated as follows(

,hi- s#uare R 2*ij 0 )ij3 TP )ij --- )#uation 2:3



here(

*ij R *bserved fre#uency of the cell in the ith row and jth

column

)ijR )xpected fre#uency of the cell in the ith row and jth column

)ij R 2!ow otal U,olumn otal3Prand otal ---- )#uation 2=3

he calculated value is compared with the table value for given

degrees of freedom at specified level of significance. It is accepted

when the calculated value is lesser than the tabulated value and

rejected when the calculated value is greater than the tabulated value.

Liit"ti&!$ & t*e $tu#+

ime constraint8 Since the project is for a limited duration more

information could not be collected from the company.

"uman behavior constraint8 *ne cannot judge the attitude of an

individual to be always constant. It is changed from time to time.

9ata ,onstraint 8 Since the study is fully bases on primary data(

the deficiencies attached with already collected data will be

reflected on the finding of the study.



CHAPTER 5



D"t" A!"%+$i$ A!# I!ter'ret"ti&!

M"%e , e"%e

AB4) .?.: 'ale % female

ender /umber of

respondents

$ercentage of

respondents

'ale ?= @E

5emale =G ?E

*A4 CE :EE

Gr"'* 1 Perce!t"e O M"%e$ A!# 0e"%e$ I! T*e C&'"!+



A!"%+$i$

5rom the above chart ( it is clear that around @EH of workers are male

and remaining ?EH are females

Interpretation

In this survey we came to know that around @EH of the staff are male .

so that is easy to obtain candidates as per the job re#uirements of the

organi&ation

*pinion of employees regarding recruitment and selection process



AB4) ?.= opinion of employees regarding recruitment and selection

process

*pinion/umber of

respondent

$ercentage of

respondents

)xcellent1G

G=.G@

ood D :=.G@

Average = =.G@

$oor : :.?=

*A4 CE :EE

raph = *pinion *f )mployees !egarding !ecruitment And Selection

$rocess

A!"%+$i$



5rom the above chart it is evident that G=.G@H of employees feels that

recruitment and selection is excellent( :=.G@H feels that it is good (

=.G@H are average and :.?= are felt that it is poor.

Interpretation

!ecruitment and selection is necessary in every aspects of the

organi&ation in order to ensure better productivity so that selection

process depends on the nature of the job

I nformation regarding vacancies in reliance life insurance pvt. 4td

AB4).?.> I nformation regarding vacancies in reliance life insurance

pvt. 4td

Sources

/umber of

respondents

$ercentage of

respondents

Advertisement =E =G.@

)mployment

exchangeE E

ord of mouth 1E C:.?

*A4 CE :EE

Gr"'* 3 I!&r"ti&! Re"r#i! V"c"!cie$ I! Re%i"!ce Lie

I!$ur"!ce



A!"%+$i$

5rom the above chart around =G.@H of the applicants came to know

about the vacancy through advertisement and around C:.?H getting

the information from word of mouth.

Interpretation



Information regarding the vacancies needs to be presented through

other sources such as consultancies( and other recruiting agencies so

as to get the desired number of applicants for the vacancies

Attributes which attracts you to apply for the job

AB4).?.? Attributes which attracts you to apply for the job

Attributes/umber of

respondents

$ercentage of

respondents

9ecent salary >= ?1.C

*pportunity to growth =E =G.@

Mob security G ::.?

Identification with

company:E :?.>

otal CE :EE

raph ? Attributes hich Attracts Jou o Apply 5or he Mob



A!"%+$i$

5rom the above chart around ?1.CH of applicants feels decent salary

makes them apply for the job(=G.@H feels that opportunity for growth (

::.?H feels job security and :?.>H feels that identification with the

company makes them to apply for the job

Interpretation



!ecruitment activities should be in such a manner that it should attract

more candidates for the job so it is necessary to have better

advertisement to attract candidates

Information which is provided by the recruiter to attract the candidates

AB4) ?.1 Information which is provided by the recruiter to attract the

candidates

Attributes/umber of

respondents

$ercentage of

respondents

Mob description == >:.?

Salary package >> ?C.=

Additional facilities :1 =:.?

/one E E

otal CE :EE

raph 1 Information hich Is $rovided By he !ecruiter o Attract

he ,andidates



A!"%+$i$

5rom the above chart in order to attract candidates around >:.?H are

attracted on the basis of job description ( ?C.=H on salary package and

=:.?H on additional facilities

Interpretation



!ecruiter should provide different attributes like job description in order

to attract the candidates to apply for the job . candidates must also

know about facilities which enables them to apply for the job to have

better prospects.

W&r; "$ 'er +&ur >u"%iic"ti&!

AB4) ?.@ ork as per your #ualification

*pinion /umber of respondents$ercentage of

respondentsJes 1? CC.:

/o :@ ==.D

otal CE :EE

?.@ ,hart Showing he ork As $er Jour <ualifications



A!"%+$i$

5rom the above table ( it is evident that majority of the employees feel

that their academic study is related to the work they perform( and

==.DH say that their academic study is not related to the work they

perform.

I!ter'ret"ti&!

he applicant should have re#uired #ualification in order to ensure

better productivity .5or that recruiter should clearly mention the

academic status of the candidates.

9ifferences of job description and actual work of the employees

AB4) ?.C 9ifferences of job description and actual work of the

employees



*pinion/umber of

respondents

$ercentage of

respondents

Both are same ?E 1C.:

Slightly different =1 >1.C

Significantly different 1 C.=

otal CE :oo

,hart ?.C 9ifferences *f Mob 9escription And Actual ork *f

)mployees



A!"%+$i$

5rom the above chart majority of the employees feel that job

description provided by the company is similar to the role they play in

the company with a 1C.:H response. hile >1.CH of the employees

feel slightly different and C.= H feel a significant different response.



Interpretation

Mob description is essential to have clear cut re#uirement of

appropriate candidate to enable better performance by the employees

other than this job evaluation and job specification should also be

taken into consideration

*pinion of the employees to recommend their friends and relatives to

the organi&ation

AB4) ?.G opinion of the employees to recommend their friends and

relatives to the organi&ation

*pinion/umber of

respondents

$ercentage of

respondents

Jes 1G G=.D

/o := :C.:

otal :EE :EE

,hart ?.G *pinion *f )mployees o !ecommend heir 5riends And

!elatives o he ,ompany



A!"%+$i$

5rom the above chart it is clear that around G=.DH of responses of

employees recommend their relatives and friends to join the

organisation and :C.:H have opposite opinion on this statement

Interpretation Internal recruitment is important to have highly

competent employees with reference to person who works in the

organi&ation but it should be for a certain extend . he recruiter should

recruite candidate from other sources also.

5actors that the employee rate related to their job

AB4) ?.D 5actors that the employee rate related to their job

5actors/umber of

respondents

$ercentage of

respondents$ride in work => >=.G

Mob security:D =C.=

!ecognition :C =?.>



Acceptance :: :1.C

otal CE :EE

,hart ?.D 5actors hat he )mployee !ate !elated o heir Mob



A!"%+$i$

5rom the above chart >=.GH employees feel that pride in work( =C.=H

employees feels job security( =?.>H employees feel recognition %

:1.CH employees feels acceptance in their job

Interpretation

All these features like pride in work( job security( recognition and

acceptance is essential for every employees to have loyalty towards

their work

)mployee+s awareness about company+s vision( mission % goals

AB4). ?.:E )mployee+s awareness about company+s vision( mission

% goals

*pinion

/umber of

respondents

$ercentage of

respondents

Jes @? D:.?

/o @ G.@

otal CE :EE

,hart ?.:E )mployees Awareness About ,ompany+s ision( 'ission

And oals



A!"%+$i$

5rom the above table( D:.?H of employees are aware of company+s

vision( mission and goals and G.@H are not aware of it.

Interpretation

,ompany+s vision( mission and goals must be known to each every

employees to accomplish organi&ational objectives



Satisfaction of employees with their present salary % incentives

AB4) ?.:: Satisfaction of employees with their present salary %

incentives

*pinion/umber of

respondents

$ercentage of

respondents

Jes ?1 @?.>

/o =1 >1.C

otal CE :EE

?.:: ,hart Showing Satisfaction *f )mployees ith heir $resent Mob

Salary And Incentives



A!"%+$i$

5rom the above chart( @?.>H of employees are satisfied with their

present salary and incentives and >1.CH employees is not satisfied

with their present salary

Interpretation

Satisfaction of employees towards their work depends on their salary

and incentives to a large extend besides other factors like better

working condition ( job security etc(

Awareness of recruitment strategy and procedure in reliance life

insurance

AB4) ?.:= Awareness of recruitment strategy and procedure in

reliance life insurance

*pinion/umber of

respondents

$ercentage of

respondents

Jes ?D CE

/o =: >E

otal CE :EE



,hart ?.:= Awareness *f !ecruitment Strategy And $rocedure In

!eliance 4ife Insurance

A!"%+$i$

5rom the above table( CEH of the employees are aware about the

recruitment strategies and procedure in the organi&ation and >EH of

employees are unaware of it

Interpretation

$roper recruitment strategies and procedures should enhance the

recruitment of competent employees with respect to the re#uirement

of the job.



*pinion of the employees regarding the concerned location of work

AB4).?.:> *pinion of the employees regarding the concerned

location of work

*pinion/umber of

respondents

$ercentage of

respondents

Jes 1E C:.?

/o =E =G.@

otal CE :EE

,hart ?.:> *pinion *f )mployees !egarding he ,oncerned 4ocation

*f ork

A!"%+$i$



5rom the above chart( it is clear that C:.?H of the applicant are very

much concerned about the location and =G.@H of then does not

concern about the location.

I!ter'ret"ti&!

4ocation of the organi&ation plays vital factor for the applicant to apply

for the job rather than the salary and other features of the organi&ation.

*pinion of selection conducted in company

AB4).?.:? *pinion of selection conducted in company

*pinion/umber of

respondents

$ercentage of

respondents

5air 1: C=.G

nfair :D =C.=

otal CE :EE

,hart ?.:? *pinion *f Selection ,onducted In ,ompany



A!"%+$i$

In the above chart( about C>H of the employees have fair opinion on

selection and =CH of them have opposite opinion regarding selection.

Interpretation

Selection process should be impartial to have better selection of

candidates for the job. /ew selection techni#ues should be conducted

to have better human resources in the organisation.

?.:1 Identifying the !elationship between Mob 9escription and Actual

ork of the )mployees

"E-hereVis no significant difference between job description and

actual work of the employees

":-here is a significant difference between job description and actual

work of the employees.



*pinion /umber of respondents

Both are same ?E

Slightly different =1

Significantly different 1

otal CE

O E (O=E) (O=E) (O=E) 9E

?E =>.>> :@.@C =CC.GD ::.D:

=1 =>.>> :.@C =.CD E.:=

1 =>.>> :G.>> >>1.DD :?.?E

*A4 =@.?=

,alculated value R =@.?=

9egree of freedomW 1H level of significance

R n-:



R >-:R=

abulated value is 1.DD:

So( the ,alculated value X abulated value

So we accept the alternate hypothesis i.e. L":+

"ence it can be inferred that there is a significant difference between

job description and actual work of the employees.

?.:@ Identifying the !elationship between Mob 5actors affecting work

and the actual job

"E-here is no significant relation between job factors and actual work

of the employees

":-here is a significant relation between job factors and actual work

of the employees.

5actors /umber of respondents

$ride in work =>



Mob security :D

!ecognition :C

Acceptance ::

otal CE

O E (O=E) (O=E) (O=E) 9E

=>:C.1 1.1 >E.=1 :.C=G

:D :C.1:.1 =.=1 E.:=G

:C :C.1-E.1 E.=1 E.E:?

:: :[email protected] ?=.=1 =.?:?

*A4?.=G?

,alculated value R ?.=G?

9egree of freedomW 1H level of significance

R n-:

R ?-:R>

abulated value is 1.DD

So( the ,alculated value Y abulated value



So we accept the /44 hypothesis i.e. L"E+

Z

here is no significant relation between job factors and actual work of

the employees





:. In !eliance 4ife Insurance $vt. 4td is the one and only private

sector insurance company in India.

=. In !eliance 4ife Insurance $vt. 4td have the highest branch

offices and staff than other competitors.

>. In !eliance 4ife Insurance $vt. 4td is the insurance company

which has various and large no of policies than other competitors.

?. It is found that out of the :EE respondents( GEH are males and

the rest =EH are females. So( majority of the respondents are

males and the rest are females.

1. 5rom the study( it is seen that out of :EE respondents( CEH

opined the procedure of In !eliance 4ife Insurance $vt. 4td

recruitment as external recruitment and >EH of the respondents

opined the procedure of In !eliance 4ife Insurance $vt. 4td

recruitment as internal recruitment.

@. It is found that out of :EE respondents( majority 1EH of the

respondents felt that recruitment of insurance advisors is done

through advertisement( =1H opined it is done through walk in

interviews( :1H through personal reference and :EH through

placement agencies.

C. It is found that out of :EE respondents( 11H of the respondents

felt that media used for advertising to recruit insurance is

newspaper(=1H opined advertising is done through internet(:1H

opined it is television and 1H felt it is done through other media.



G. 5rom the study( out of :EE respondents( majority ?1H opined that

the reason as to why people are interested to join In !eliance 4ife

Insurance $vt. 4td as to establish himself(=1H felt that it is for

attractive package(=EH opined for brand name and :1H opined

for other reasons.



SUGGESTIONS

1. In !eliance 4ife Insurance $vt. 4td should recruit more

through placement agencies. By practicing this In !eliance

4ife Insurance $vt. 4td will get more capable persons who can

work efficiently.

2. In !eliance 4ife Insurance $vt. 4td should recruit people who

are committed( honest( and hardworking and are able to

attract the customers easily.

>. he fee charged as application money should be reduced so

that it will be helpful for the candidates.

?. he incentive system should be more attractive to motivate

more and more people for becoming insurance advisors.



5. !eliance 4ife Insurance $vt. 4td should concentrate more on

rural market. It can introduce some special policies for the

farmers to tap the rural market( and pricing for these kinds of

products should be less so farmers can easily afford to take

policies.

0. In !eliance 4ife Insurance $vt. 4td should concentrate on

marketing along with the other types of marketing used it.

C. 'ore and more promotional activities should be held for

developing brand

awareness among the people which will lead to increased

satisfaction leading to

customer retention in the long run.

. A properly managed performance appraisal system is

needed that would contribute to the measurement of the

performance of the insurance advisors and their effective

retention.



CONCLUSION

raining enables students to get them ac#uainted with the job

and also to increase their aptitude and skills. hese project works help

us to get exposed to the modern competitive ,orporate orld. Such

training gives the student an opportunity to get the knowledge imparted

internally. Since theoretical knowledge without practical knowledge is

meaningless( such training plays an important role.

he study was done to find out the effectiveness of recruitment

and selection in !eliance 4ife Insurance $vt. 4td.

he study was done among CE customers and the data was

collected by means of a #uestionnaire. *n whole it is found that the

most of the employees are satisfied with the present process.



BIBLIOGRAPH?

B&&;$

:. $hilip Kotler 'arketing 'anagement

=. !esearch methodology by ,.!.K*"A!I

M""i!e$

:. Auto India - ,ar % Bike 'aga&ine

=. *verdrive - ,ar % Bike 'aga&ine

We6$ite$

www.relianceindia.com

www.wikipedia.com

www.google.com



www.reliancelifeinsurance.com

ANNEFURE



UESTIONNAIRE

Survey on the !ecruitment and Selection $rocess of !eliance life

insurance $ ltd8

/ame8

ender8 male

5emale

2:3 hat is your opinion on the recruitment and selection process in

!eliance life insurance pvt ltd[

a3 )xcellent b3 ood c3 Average d3 Bad

2=3 "ow did you come to know about the vacancy( when applying at




a3 Advertisement b3 )mployment exchange c3 ord of 'outh

2>3 hich of the following attracted you to apply for the job at !eliance

life insurance pvt ltd[

a3 9ecent salary b3 *pportunity for growth

c3 Mob security d3 Identification with the company

2?3 hat information does the recruiter provides to attract the

candidates[

a3 Mob description b3 Salary package

c3 Additional facilities d3 /one

213 Are your academic studies related to the work you perform[

a3 Jes b3 /o

2@3 "ow is your job description different from your role played in


a3 Both are the same b3 Slightly different c3 significantly

different

2C3 ould you recommend your relatives and friends to join the

organi&ation[

a3 Jes b3 /o



2G3 hich factor would you rate highly related to your job in !eliance

life insurance pvt ltd[

a3 $ride in the work b3 Mob security c3 !ecognition

d3 Acceptance

2D3 Are you aware of the company+s mission( vision and goals[

a3 Jes b3 /o

2:E3 Are you satisfied with your present drawing salary and incentives[

a3 Jes b3 /o

2::3 Are you aware of the recruitment strategy and procedure followed

in !eliance life insurance pvt ltd[

a3 yes b3 /o

2:=3 ere you really concerned about the location you will be placed[

Jes P /o

Documents

76551036 Relaince Life Insurence New Poonam