ASummer Training Report

On

STUDY AND ANALYSIS OF RECRUITMENT AND SELECTION PROCEDURE ON EMPLOYEE SATISFACTION AT

BHARTI AXA LIFE INSURANCE COMPANY LIMITED, SHIMLA

INSTITUTE OF MANAGEMENT STUDIES, BADDI

Affiliated to Himachal Pradesh University, shimlaIn the partial fulfillment of the Degree of Master of Business

Administration(Session 2009-11)-MBA 3rd Semester)

Submitted by:

JYOTI SHARMA

Class Roll No.-81/09 University Roll No.-1531

1

DECLARATION

I, Jyoti Sharma, Roll No - 81/09, MBA (Semester-III) of the

Institute of Management studies, Baddi hereby declare that the

Summer Training Report entitled “Study and Analysis of

Recruitment and Selection Procedure on Employee

satisfaction at Bharti Axa Life Insurance) is an original work;

And the same has not been submitted to any other Institute for the

award of any other degree.

Jyoti sharma

2

ACKNOWLEDGEMENT

It gives me immense joy to have gained an everlasting experience

through the Training Programme that I had undergone (1st July’2010 to

17th August’2010) at Bharti Axa Life Insurance Company Shimla.

The Project would had not been a success, without the mention of the

ever ready and timely assistance of many a people.

At the outset, a sincere thanks giving to Mr. Nitin Bali, for being

instrumental in providing me the opportunity to undergo the training

programme at this esteemed company. Apart from providing me with the

requisite assistance in my work, the support staff had been very

cooperative and I thank them for providing me the apt working

atmosphere.

The training would not have been a reality, without the guidance of the

Training Deptt. And the Faculty members of the Institute of

Management Studies, Baddi. I shall remain indebted to the aforesaid

for their assistance in my training.

Last but not the least, there has been the constant and undaunting

support of my family at every step during the training period, for which

even words fall short to express my gratitude to them.

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TABLE OF CONTENTS

1.Introduction

1.1 Company description of Bharti Axa life Insurance

1.2 Introduction to Recruitment and Selection

2.Theoretical Framework

2.1 Construct

2.2 Independent and Dependent Variables

3.Literature Review

4.Research Objectives

5.Research Methodology

a. Research Design

i. Type of Research Design

ii. Time Horizon

iii. Study Setting

iv. Measurement and scaling

b. Sample and Sampling Design

c. Data Collection

d. Limitations of the Study

6. Data Analysis

7. Results and Findings

8. Policy Implications

9. Recommendations

10. Conclusion

11. Bibliography

12. Annexure

a) Annexure – Questionnaire

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INTRODUCTION

Company profile:

Bharti AXA Life Insurance is a joint venture between Bharti, one of India’s leading business

groups with interests in telecom, agro business and retail, and AXA, world leader in financial

protection and wealth management. The joint venture company has a 74% stake from Bharti

and 26% stake of AXA.

The company launched national operations in December 2006. Today, company has over

5200 employees across over 12 states in the country. Our business philosophy is built around

the promise of making people "Life Confident".

50 MILLION (500 LAKHS CUSTOMERS)

130,000 EMPLOYEES

72 BILLION EUROS (RS. 4, 16,300. CRORE) REVENUE

869 BILLION EUROES (RS.50 24, 500.CRORE) ASSET UNDER MANAGEMENT

Bharti AXA life insurance is advertising regularly and creating brand value for its products

and services. It has competitors like Aviva, ICICI, Max, Reliance, HDFC standard life, and

LIC

Why Insurance sector?

The service industry is one of the fastest growing sectors in India today. The upcoming

sectors which are really showing the graph towards upwards are - Telecom, Banking, and

Insurance. These sectors really have a lot of responsibility towards the economy.

Amongst the above-mentioned areas insurance is one sector, which took a lot of time in

positioning itself. The insurance business of non-life companies was not much in problems

but the major problem was with life insurance. Life Insurance Corporation of India had

monopoly for more than 45 years, but the picture then was completely different. Previously

people felt that “Insurance is only for classes not for masses” but now the picture is vice-

versa.

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The formation of IRDA, entrance of private life insurance companies into India with one

foreign partner, compulsory training of Insurance agents etc. developments started to take

place. And this was the time when these companies started searching for proper channel

partners who can help the organization in expanding its network and business in India.

After the Insurance Regulatory and Development Authority Act have been passed there has

been establishment of many private insurance companies in India. Previously there was a

monopoly business for Life Insurance Corporation of India (L.I.C.) who was the only life-

insurance company for the people till 2000. L.I.C. still holds 71.4% of the market share in

2006.

But after the introduction of private life insurance companies there is a great competition in

Indian market now. Everyone is trying to capture the fresh market here and penetrate it with

aggressive marketing strategies.

In India only 25% of the population has life insurance. So Indian life-insurance market is the

target market of all the companies who either want to extend or diversify their business.

Insurance is such industry where labour turn over is the maximum than that of any other

industry hence there is lot of scope for HR to work in recruitment and selection process.

On the whole Bharti AXA life insurance is a good place to work at. Every new recruit is

provided with extensive training on unit linked funds, financial instruments and the products of

Bharti AXA. This training enables an advisor/sales manager to market the policies better. The

company should try to create awareness about itself in India. In the global market it is already

very popular. W improvement in the sales techniques used, a fair bit of advertising and

modifications to the existing product portfolio, Bharti AXA would be all set to capture the

insurance market in India as it has around the globe.

Objective to Study

The aim of the present study is accomplishing the following objective:

Why labour turn over rate is more in insurance sector?

To understand the recruitment and selection procedure?

What are the functions of HR other than recruitment?

Over all understanding and brief knowledge of life insurance industry.

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Indian Insurance Industry History:

Life insurance came to India from England in 1818 when oriental life insurance company

started in Calcutta by Europeans. After this many insurance companies had been started in

India. But these companies were looking after only the needs of European community

established in India. Indian people were not being insured by these companies. First Indian

life insurance company came as Bombay mutual life insurance assurance. Second company

was Bharat Insurance Company came in 1896. After this the united India in madras, national

Indian and national insurance in Calcutta and the co-operative assurance in Lahore were

established in 1906.

To regulate Indian insurance business first insurance act came in 1912 as life insurance

company act and provident fund act. These acts consist of premium rates tables and

periodical valuations of companies. In the first two decade of 20th century many life insurance

companies were started. So the insurance act came in 1938 to governing life and non life

insurance companies and to provide strict state control. In 1956 the life insurance business in

India was nationalized. In 1956 life insurance corporation of India (LIC) was created to

spreading life insurance much more widely particularly in rural areas. In that year LIC had 5

zonal offices, 33 divisional offices and 212 branch offices. In 1957 the business of LIC of

sum assured of 200crores, 1000crores in 1970, and 7000 cores in 1986.

KEY MILESTONES

1912 : The Indian Life Assurance Companies Act enacted as the first statute to regulate the

life insurance business.

1928 : The Indian Insurance Companies Act enacted to enable the government to collect

statistical information about both life and non-life insurance businesses.

1938 : Earlier legislation consolidated and amended by the Insurance Act with the objective

of protecting the interests of the insuring public.

1956 : 245 Indian and foreign insurers along with provident societies were taken over by the central

government and nationalized. LIC was formed by an Act of Parliament- LIC Act 1956-with a capital

contribution of Rs. 5 crore from the Government of India.

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Indian regulatory development authority:

In 1999, the Insurance Regulatory and Development Authority (IRDA) were constituted as an

autonomous body to regulate and develop the insurance industry. The IRDA was

incorporated as a statutory body in April, 2000. The key objectives of the IRDA include

promotion of competition so as to enhance customer satisfaction through increased consumer

choice and lower premiums, while ensuring the financial security of the insurance market.

The IRDA opened up the market in August 2000 with the invitation for application for

registrations. Foreign companies were allowed ownership of up to 26%. The Authority has

the power to frame regulations under Section 114A of the Insurance Act, 1938 and has from

2000 onwards framed various regulations ranging from registration of companies for carrying

on insurance business to protection of policyholders’ interests.

Role of IRDA:

Protecting the interests of policyholders.

Establishing guidelines for the operations of insurers, and brokers.

Specifying the code of conduct, qualifications, and training for insurance

intermediaries and agents.

Promoting efficiency in the conduct of insurance business.

Regulating the investment of funds by insurance companies.

Specifying the percentage of business to be written by insurers in rural sectors.

Handling disputes between insurers and insurance intermediaries.

Changing perception of Indian customers :

Indian Insurance consumers are like Indian Voters, they are soft but when time is right and

ripe, they demand and seek necessary changes. De-tariff of many Insurance Products are the

reflection of changing aspirations and growing demand of Indian consumers.

Indian customers have become very sensitive to Coverage/Premium as well as the Products

(read Risk Solution), that is given to them. There are not ready to accept any product, no

matter even if that is coming from the market leader, should that product is not serving the

purpose. A case in point is ULIP Product/Group Life and Credit Life in Life Insurance

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segment and Travel/Family Floater Health and Liability Insurance in the Non-life segment

are new age Avatar. The new products are constantly being demanded by Indian consumers,

which is putting huge pressures on Insurance companies (Read Risk Under-writers) and

Brokers to respond.

Customers are looking at Insurance for covering Pure Risk now which I have covered in my

next section. Another good reason why we are seeing quick changes in the buying behavior

of Insurance from mere Investment to risk mitigation is the cost of Replacement of Goods

(ROG) or Cost of Services (COS).

Now Indian customers are aware of insurance industry and insurance products provided by

companies. They have become more sensitive. They would not accept any type of insurance

product unless it fulfills their requirements and needs. In historic day’s customers looking at

insurance products as a life cover which can provide security against any unacceptable

events, but now customers look at insurance products as an investment as well as life cover.

So today’s customers wants good return from the insurance companies. The Indian

customer’s forms the pivot of each company’s strategy.

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CHANGING FACE OF INDIAN INSURANCE INDUSTRY:

After the Insurance Regulatory and Development Authority Act have been passed there has

been establishment of many private insurance companies in India. Previously there was a

monopoly business for Life Insurance Corporation of India (L.I.C.) who was the only life-

insurance company for the people till 2000. L.I.C. still holds 71.4% of the market share in

2006. But after the introduction of private life insurance companies there is a great

competition in Indian market now. Everyone is trying to capture the fresh market here and

penetrate it with aggressive marketing strategies. Today life-insurance is not only limited up

to just life risk cover and maturity period bonuses but changed to greater return from the

investments. With the introduction of the unit linked insurance policies these companies are

investing the money in different investment instruments like shares, bonds, debentures,

government and other securities. People are demanding for higher returns with the life risk

cover and private companies are giving 30-40% average growth per annum. These life-

insurance companies have every kind of policies suiting every need right from financial

needs of, marriage, giving birth and rearing up a child, his education, meeting daily financial

needs of life, pension solutions after retirement. These companies have every aspects and

needs of our life covered along with the death-benefit.

In India only 25% of the population has life insurance. So Indian life-insurance market is the

target market of all the companies who either want to extend or diversify their business. To

tap the Indian market there has been tie-ups between the major Indian companies with other

International insurance companies to start up their business. The government of India has set

up rules that no foreign insurance company can set up their business individually here and

they have to tie up with an Indian company and this foreign insurance company can have an

investment of only 24% of the total start-up investment.

Indian insurance industry can be featured by:

Low market penetration.

Ever growing middle class component in population.

Growth of customer’s interest with an increasing demand for better insurance

products.

Application of information technology for business.

Rebate from government in the form of tax incentives to be insured.

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Today, the Indian life insurance industry has a dozen private players, each of which are

making strides in raising awareness levels, introducing innovative products and increasing the

penetration of life insurance in the vastly underinsured country. Several of private insurers

have introduced attractive products to meet the needs of their target customers and in line

with their business objectives. The success of their effort is that they have captured over 28%

of premium income in five years.

The biggest beneficiary of the competition among life insurers has been the customer. A wide

range of products, customer focused service and professional advice has become the mainstay

of the industry, and the Indian customer’s forms the pivot of each company’s strategy.

Penetration of life insurance is beginning to cut across socio-economic classes and attract

people who have never purchased insurance before.

Life insurance is also now being regarded as a versatile financial planning tool. Apart from

the traditional term and saving insurance policies, industry has seen the entry and growth of

unit linked products. This provides market linked returns and is among the most flexible

policies available today for investment. Now products are priced, flexible, and realistic and

sustain so people in better position to understand the risk and benefits of the product and they

are accepting these innovative products.

So it is clear that the face of life insurance in India is changing, but with the changes come a

host of challenges and it is only the credible players with a long term vision and a robust

business strategy that will survive. Whatever the developments, the future and the

opportunities in this industry will surely be exciting.

There are 12 private players in Indian life insurance market.

6 bank owned insurers - HDFC standard life, ICICI prudential, ING Vysya, MetLife, OM

Kotak, SBI life

6 independent insurers - Aviva, ANP sanmar, Birla sun life, Bajaj Allianz, Max New York

life, Tata AIG,Bharti AXA

Major international insurers are- Prudential and Standard life from UK, Sun life of Canada, AIG,

MetLife and New York life of the US. listed in all major stock exchanges in India including Bombay

Stock Exchange (BSE) and National Stock Exchange (NSE) since 1993 with an Investor base of

62,400 shareholders. Top-notch financial institutions of the country like UTI, LIC and GIC are its

investors since IPO. The company has an asset base of over USD 286 million and growing.

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CORPORATE PROFILEBharti AXA Life Insurance is joint ventures between Bharti, one of India’s leading business

groups with interests in telecom, agree business and retail, and AXA, world leader in

financial protection and wealth management. The joint venture company has a 74% stake

from Bharti and 26% stake of AXA.

The company launched national operations in December 2006. Today, company has over

5200 employees across over 12 states in the country. Our business philosophy is built around

the promise of making people "Life Confident".

As company expand our presence across the country to cater to your insurance and wealth

management needs with our product and service offerings, company continue to bring 'life

confidence' to customers spread across India. Whatever your plans in life, you can be

confident that Bharti AXA Life will offer the right financial solutions to help you achieve

them. Company is working on the base of five core values-

Professionalism

Innovation

Team Spirit

Pragmatism

Integrity

130,000 Employees

72 Billion Euros (50 Million (500 Lakhes Customers)

Rs. 4, 16,300. Crores) Revenue

869 Billion Euros (Rs.50 24, 500.Crore) Asset Under Management

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BHARTI ENTERPRISES

BHARTITELETECH

BHARTITELECOM

BHARTIFOOD

BHARTISEYCHELLES

BHARTITELESOFT

TELETECHSERVICES

BHARTITELEVENTURE

Key features:

Using multi-distribution, multi product platform techniques.

Adapting AXA's best practices as a sound platform for profitable growth.

Leveraging Bharti's local knowledge, infrastructure and customer base.

Delivering high levels of shareholder return.

Building long term value with business partners by enhancing the proposition to

their customers.

Retaining the best talent in India.

VisionTo be a leader and the preferred company for financial protection and wealth management in

India.

Promoter's Strength:

Bharti Enterprises is one of India’s leading business groups with interests in telecom; agree

business, insurance and retail. Its flagship telecom brand 'Airtel', has over 60 million

customers across the length and breadth of India.

AXA Group is worldwide leader in Financial Protection. AXA is among Fortune Global 15

companies having 120,000 employees and is represented in over 60 countries worldwide.

Largest Insurer

AXA Group has 120,000 employees and is represented in over 60 countries worldwide

Service Excellence

Company stand by three main commitments to our customers and agents, effective local

service, professional expertise, and professional code of ethics. Company aim to build close

and lasting relationships by offering expert advice, providing a supportive environment and a

full range of adapted solutions.

Information Technology Driven

Our commitment and continuous investment in Information Technology enables the

Company to provide unparalleled customer service.

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Bharti AXA Club Member

Become a Bharti AXA Club Member and enjoy additional benefits.

Bharti AXA's Support for Our Agents

Company is looking for bright, self-motivated people who want to build a successful career

in insurance sales and consultancy. We offer good financial rewards and recognition,

comprehensive training, excellent back-up and the full support of a world-class organization.

Strategy

To achieve a top 5 market position in India through a multi-distribution, multi-product

platform

To adapt AXA's best practice blueprints as a sound platform for profitable growth

To leverage Bharti's local knowledge, infrastructure and customer base

To deliver high levels of shareholder return

To build long term value with our business partners by enhancing the proposition to

their customers

To be the employer of choice to attract and retain the best talent in India

To be recognized as being close and qualified by our customers

Strategic differentiators Strong partner Bharti - provides access to customer base of more than 20 million

Multi channel execution capability

Current Asia product range which is a strong match to products sold to the mass and

mass affluent

Global scale providing cost effective and speedy re-use of systems, products and

business capability

Strong AXA and Bharti brands which can be leveraged to attract and retain a high

quality management team.

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HRM POLICY

The guiding Human Resources principles at Bharti AXA are: Clearly define scope of responsibilities and empower people to deliver

Provide people with the means to develop their competencies

Consider individual training and development a priority investment

Build organizations that are conducive to teamwork and that involve everyone

Promote ongoing dialogue between managers and the people who report to them

Make cultural difference a key source of strength.

Bharti AXA recognizes its employees as most important asset for its continued growth. HRM

in Bharti AXA strives hard to ensure continuous organizational growth by nurturing strength

of its employees and providing the environment & opportunity for every individual to raise

his/her highest potential identity and achieve his/her personal goal, within organizational,

societal, and national objective. It shall endeavor to upload dignity of individuals by

recognizing their worthy contribution and making them feel proud partners in progress

through following measures:-

Ensuring high degree of selectivity in the recruitment of employees/trainees explicitly

on criteria of knowledge, skills and attitudes so as to secure super achievers and

nurture them to excel in their performance.

Impart such induction, orientation and training so as to match the individual to taste

and inculcate high sense of organizational loyalty, with continues improved

performance for betterment of company.

SOME OTHER IMPORTANT POLICIES:

Data recording and preservation

Communication policy

Free and healthy working environment

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1) Data recording and preservation policy –

Data of each department is recorded and preserved by responsible person of each department,

and most important record of HR Department in Bharti AXA is “WALK IN TRACKER.”

2) Communication policy-

We recognize the importance of the communication to anticipate, understand and fulfill the

needs and expectations of the employees. Therefore a strong emphasis is laid on

communication as a process of sharing information, creating awareness, seeking suggestions

and involving them for improvements in the business related process so as to achieve the state

of excellence.

The purposes and objectives of our communication policy are as under.

Collect, store and manage information & knowledge.

Communicate organization’s goals & objectives, policies & strategies to all

employees.

Foster close working relationships across the divisions and teamwork throughout the

organization.

Develop & deploy systematically top-down, bottom-up and horizontal channels of

communication.

Share best practices and knowledge freely and provide easy access to relevant

information.

3) Free and healthy working environment-

Provide facilities for all round growth of individual by training in and outside the

organization, re-orientation, talent, mobility and self-development through self-

motivation.

Groom every individual to realize his/her potential in all facets while contributing to

attempt higher organizational & personal goals.

Build teams and foster teamwork as primary instrument in all activities.

Recognitive worthy contribution is time and appropriately so as to maintain a high

level of employee motivation and morale.

Appraisals of promotion shall be ethical and impartial.

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Implement equitable, scientific and objective system of rewards, incentives and

control.

Contribute towards health & welfare of employees.

HR specialists contribute to the goals and mission of the firm.

HRM uses performance appraisal techniques to measure and evaluate the performance of the

employees and then suggest them how to improve it.

HRM helps in proper recruitment and selection of the desired talent who can prove

beneficial to the sector.

HR department takes care of the work environment and maintains a quality work culture in

the organization.

PROMOTERS

Bharti Enterprises

Bharti Enterprises is one of India’s leading business groups with interests in telecom, agro

business, insurance and retail. Bharti has been a pioneering force in the telecom sector with

many firsts and innovations to its credit. Bharti Airtel Limited, a group company, is one of

India’s leading private sector providers of telecommunications services with an aggregate of

60 million customers, spanning mobile, fixed line, broadband and enterprise services. Bharti

Airtel was ranked amongst the best performing companies in the world in the Business Week

IT 100 list 2007. Bharti Teletech is the country’s largest manufacturer and exporter of

telephone terminals. Bharti has a joint venture with ‘Field Fresh Foods Pvt. Ltd’ - for global

distribution of fresh fruits and vegetables. Bharti also has a joint venture - ‘Bharti AXA Life

Insurance Company Ltd.’ - with AXA, world leader in financial protection and wealth

management. Bharti has recently forayed into the retail business under a company called

Bharti Retail Pvt. Ltd. It also has a joint venture – ‘Bharti Wal-Mart Private Limited’ – with

Wal-Mart, for wholesale cash-and-carry and back-end supply chain management operations.

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AXA Group

AXA Group is a worldwide leader in Financial Protection. AXA's operations are diverse

geographically, with major operations in Western Europe, North America and the

Asia/Pacific area. AXA had Euro 1,315 billion in assets under management as of

December 31, 2006. For full year 2006, IFRS revenues amounted to Euro 79 billion,

IFRS underlying earnings amounted to Euro 4,010 million and IFRS adjusted earnings to

Euro 5,140 million.

The AXA ordinary share is listed and trades under the symbol AXA on the Paris Stock

Exchange. The AXA American Depository Share is also listed on the NYSE under the

ticker symbol AXA.

Bharti AXA General Insurance is a joint venture between Bharti, one of India’s leading

business groups with interests in Telecom, Agri Business and Retail; and AXA, world leader

in Financial Protection and Wealth Management. Bharti Group holds 74% of equity and

AXA holds 26% of the equity.

The company was incorporate 13th July 2007 and plans to commence national operations in

August 2008. Headquartered in Bangalore, the company currently has offices in 7 cities-

Bangalore, Mumbai, Delhi, Ahmadabad, and Hyderabad, Ludhiana and Chennai- and plans to

grow to a total strength of 29 branches by the end of the first year of operations. With a vision

to become the leader and preferred company for financial protection in India, Bharti AXA

General Insurance offers its customers - individuals and businesses- a wide range of products

and services that meet their insurance needs.

The company will leverage the Bharti Group’s large customer pool and develop a strong

multi channel distribution network in both urban and rural markets.

With a customer commitment to provide Fast, Fair & Friendly service in all aspects of

business, the company offers transparency, structured customer support and trained

manpower, backed by a robust IT platform. The company’s claims philosophy is to offer

prompt and hassle free claims service that deals with the claims process with empathy.

The Management team at Bharti AXA consists of experienced leaders who are passionate

about their company’s vision and goals and are committed to the development of Bharti AXA

General Insurance as the preferred company for Financial Protection in India.

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The HR Research Process

A Research Design is the framework or plan for a study which is used as a guide in collecting

and analyzing the data collected. It is the blue print that is followed in completing the study.

The basic objective of research cannot be attained without a proper research design. It

specifies the methods and procedures for acquiring the information needed to conduct the

research effectively. It is the overall operational pattern of the project that stipulates what

information needs to be collected, from which sources and by what methods.

As HR research is a systemic and formalized process, it follows a certain sequence of

research action. The marketing process has the following steps:

Formulating the problems

Exploration of the situation

Developing objectives of the research

Designing an effective research plan

Data collection techniques

Analysis f the collected data

Evaluating the data and preparing a research report

Organization Structure

Works through many channels marketing, human resource, finance, information technology,

Marketing wing is divided into -

1. DIRECT SALES FORCE – Have two tired salaried adviser force to target the large

and diverse Bharti Airtel customer base.

2. AGENCY-focus on building a highly productive agency force. This wing needs high

quality of training, and high quality recruitment.

3. BANK ASSURANCE- planes for developing strategic partnership with quality

banks.

4. CORPORATE AGENCY AND BROKING CHANNEL- planes for developing

strategic partnership.

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Direct Sales Force

HOM – Head of Marketing

ZSM – Zonal Sales Manager

RSM – Regional Sales Manager

ARSM – Associate Regional Sales Manager

AAM – Associate Area Manager

SM – Sales Manager

FO – Financial Officer

FE – Financial Executive

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HOM

ZSM

RSM

ARS The HR

Research

Process XE "The

HR Research

Process"

A Research

Design is the

framework or

plan for a study

which is used as

a guide in

collecting and

analyzing the

data collected. It

is the blue print

that is followed

in completing the

study. The basic

objective of

research cannot

be attained

without a proper

research design.

It specifies the

methods and

procedures for

acquiring the

information

needed to

conduct the

research

effectively. It is

the overall

operational

pattern of the

project that

stipulates what

information

needs to be

collected, from

which sources

and by what

methods.

As HR research

is a systemic and

formalized

process, it

follows a certain

sequence of

research action.

The marketing

process has the

following steps:

Formulating the problems

Exploration of the situation

Developing objectives of the research

Designing an effective research plan

Data collection techniques

Analysis f the collected data

Evaluating the data and preparing a research report

Organization Structure

Works through

many channels

marketing,

human resource,

finance,

information

technology,

Marketing wing

is divided in to -

1) DIRECT

SALES FORCE

– Have two tired

salaried adviser

force to target

the large and

diverse Bharti

Airtel customer

base.

2)

AGENCY-focus

on building a

highly

productive

agency force.

This wing needs

high quality of

training, and

high quality

recruitment.

3) BANK

ASSURANCE-

planes for

developing

strategic

partnership with

quality banks.

4)

CORPORATE

AGENCY AND

BROKINGCH

ANNEL- planes

for developing

strategic

partnership.M

AAM

SR.SM

SM SM-G SM-D

FO FO-G FO-D

FE FE-G FE-D

FA

SM

AM

Agency Structure

MOA – Agency Manager

BSM – Branch Sales Manger

21

Agency Head

RSM

ARSM

BSM

MOA

Advisor

EXECUTIVE SUMMARY

This project was carried out in the HR department of BHARTI AXA Life insurance co.

Shimla. Bharti AXA Life insurance is only concern with life insurance and General

insurance.

The objective of this project is to study the entire Recruitment & Selection processes at

Bharti AXA Life insurance. The Human Resources Department of Bharti AXA Life

insurance carries out both these functions quite effectively. Hence, the procedure of

Recruitment is studied thoroughly and some inferences accordingly. The data and

information collected is with respect to working procedure specifically regarding recruitment

procedure, the data referred for this study is for the year 2009-10. I have applied the concept

and gained knowledge learned during the course in at CMRD In practical business situation

and understood these concepts in better way. The research work really has poured of

immense learning for me. I would like to thank whole heartedly to Bharti AXA and CMRD,

for giving me this exposure.

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INTRODUCTION TO RECRUITMENT AND

SELECTION

Recruitment is the process of searching for prospective employees and stimulating then to apply

for jobs in the organization when more persons apply for job then there will be a scope for

recruiting better persons. The job-seekers too on the other hand, are in search of organizations

offering them employment Recruitment is a linkage activity bringing together those with jobs

and those seeking jobs.

According to Yoder "Recruitment is a process to discover the sources of manpower to meet

the requirements of the staffing schedule and to employees effective measures for attracting

that manpower in adequate numbers to facilitate effective selection of an efficient working

force."

Recruitment is the process which prompts people to offer for selection in an organisation. This

involves locating sources of manpower to meet job requirements. In his words, "It is a process

of searching for prospective employees and stimulating and encouraging them to apply for jobs in

an organisation. It is often termed positive in that it stimulates people to apply for jobs to

increase the hiring ratio, i.e., the number of applicants for a job."

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Recruitment process passes through the following stages

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RECRUITMENT PROCESS

HIRING NEW POSITIONS (BUDGETING)

For all planed positions Resource Request Form (RRF) will be raised by the hiring manager

and set to HR.

Hiring new positions (non budgeted)

For any non budgeted recruitment that is over and above the Operational plan approval from

CEO is required.

Resource request form will be raised by the hiring manager and set to HR after the required

approvals.

Hiring against the replacement :

The same process is required for hiring new position that are budgeted needs to be followed

for hiring against a replacement.

Hiring lead time :

The normal lead time to fill up a requirement against the RRF is 8 weeks (56) days. This is

calculated from the date of receipt of RRF by HR with due approvals to the date selected

candidate joint Bharti AXA Life insurance company ltd.

Rehire :

Bharti AXA life insurance company ltd. Allows rehiring of ex employees subjected to

availability of suitable vacancy/opening and past performance of the employee.

25

SITUATIONAL FACTORS AFFECTING RECRUITMENT

Every organisation, big or small has to engage in recruitment of persons. Recruitment has two

important aspects (i) to find out the number of vacancies to be notified and the type of

applicants needed to fill them and (ii) to approach the potential applicants to apply for such

vacancies. No organisation can recruit successfully without taking into consideration the

following factors :

Recruitment-Matching the Organisation's and Applicants' Requirements

1. THE ECONOMIC FACTORS :- Economic conditions of a country influence the

recruitment process in all the organisations.

2. THE SOCIAL FACTORS :- Social changes in the past two decades in India, have

forced organisations to place increased emphasis on recruitment. The mentality of

modern employees has changed from 'just any job' to a 'satisfying career'. The

organisations have to be aware of and sensitive to the prevailing social values and

norms, otherwise their recruitment efforts could go off the track. The organisations

should emphasis opportunities for training and development and progression through

a series of jobs within the same organisation.

3. THE TECHNOLOGICAL FACTORS :-The globalisation and liberalisation of

economy since 1991 has brought about rapid changes in the fields of banking,

electronics, telecommunications, automobiles, software and pharma industries. New

technologies have created new jobs and existing jobs have undergone rapid changes..

Technological changes have led to a chronic shortage of people with requisite skills

and knowledge. In such a scenario, companies have to step up their recruitment

efforts to compete successfully for a small number of suitable candidates.

4. THE POLITICAL FACTORS 18 . political compulsions and constitutional provisions

covering reservations for special groups, come in the way of recruiting people,

based solely on qualifications, skills and experience. Influence of unions,

recommendations of friends and relatives of management, political leaders etc. also play

an important role in recruitment policies followed by a concern.

26

5. THE LEGAL FACTORS . The different legislative policies governing child labour,

night shifts, bonded labour, contract labour etc. have brought the legal environment to

be a major factor to be looked into carefully by all companies intending to recruit

people for various positions. Some of the important legislations affecting

recruitment are :

1. The Factories Act, 1948

2. The Apprentices Act, 1961

3. The Employment Exchanges Act, 1959

4. The Contract Labour Act, 1970

5. Bonded Labour System (Abolition) Act, 1976

6. The Child Labour Act, 1986

SOURCES OF RECRUITMENT

Before an organisation actively begins to recruit applicants, it should consider the most likely

source of the type of employee it needs. Sources may be termed as-internal and external.

INTERNAL SOURCES

1. PRESENT EMPLOYEES:-

Promotions and transfers from among the present employees can be a good source of

recruitment.

TRANSFER :- Transfer involves shifting of persons from present jobs to other

similar places. These do not involve any change in rank, responsibility and

prestige, the number of persons do not increase with transfers but vacant posts

may be attended to.

PROMOTION. Promotions refer to shifting of persons to positions carrying

better prestige, higher responsibilities and more salaries. The higher positions falling

vacant may be filled up from within the organisation. A promotion does not

increase the number of persons in the organisation. A person going to get a higher

position will vacate his present position.

27

2. EMPLOYEES REFERRALS:-

Employees can develop good prospects for their families and friends by acquainting

them with the advantages of a job with the company furnishing letters of introduction and

even encouraging them to apply. In an organisation with a large number of employees,

this approach can provide quite a large pool of \potential organisational members. A major

limitation of employee referral is that it may lead to informal groups based on race,

religion or sex.

3. FORMER EMPLOYEES:-

Some retired employees may be willing to come back to work on a part time basis or

recommend someone who would be interested in working for the company. Sometimes,

people who have left the company for some reason or the other are willing to come back

and work.

EXTERNAL SOURCES

Every enterprise has to use external sources for recruitment to higher positions when

existing are not suitable. More persons are needed when expansions are undertaken.

External methods are discussed as follows:

1. Advertisement2. Employment Exchanges3. Unsolicited Applicants4. Professional Organisations5. Data Banks6. Similar Organisations7. Casual Callers8. Labour Contractors9. Trade Unions10. Gate Recruitment11. Campus Recruitment 12. Recruiting Agencies13. Walk-ins, Write-ins and Talk-ins 14. Displaced Persons15. Competitors

28

SELECTION Selection is the process of picking up individuals with requisite qualifications and competence to fill

jobs in the organization.

According to Dale Yoder "Selection is the process in which candidates for employment are

divided into two classes-those who are to be offered employment and those who are not".

SELECTION PROCEDURE :-

The selection procedure consists of a series of methods or steps or stages by which additional

information is secured about an applicant.

SELECTION PROCESS

Bharti-Axa Life Insurance Company has different functions. So it required different eligibility criteria for selection of the candidate.

Bharti-Axa takes care of interview as well as takes care of the payroll of selected candidates as it believes in permanent recruitment only.

The Assessment (Evaluation sheet) is used at Bharti-Axa to assess the candidates, who came for the interview.

The interview done with respect to

Qualification Communication skills Experience Job knowledge and personality Details of current salary and current employer                     

29

Recruitment Trackers

The tracker is a tool to find out the status of line-up done by the consultant, personal sourcing by Human Resource Department, Employee reference and walk-in with respect to names of candidates lined up.

It is sent to HR (RO) of the company after every 15 days.

Advantages

1. It gives firm database for the user. 2. It allows user to check how many candidates are lined-up. 3. It also helps the user to keep tracks of the line-up(means how many candidates

come from BFSI and Non-BFSI sector)

Recruitment and Selection process at Bharti-Axa Life Insurance.

Once the candidates lined up .Human Resource Department looks the following process

Defining the job description: a job description is a list of general tasks, or function

and responsibilities of position.

Screening of resumes: once the candidates are outsourced they are called as for a

screening round where HR assesses the candidates in areas of interpersonal skills,

communication skills and general attitude of candidates as a whole. 

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SAT (Sales Aptitude Test)

Aptitude test is the next part of the process. It consist of three section. It is usually done to check candidates’ logical reasoning skills, analytical thinking and decision making.

 Part 1

Decision making: background is given and on that basis they have to solve. This is to check the candidate’s decision making power as well as how they handle in certain situation.

Part 2

Logical Reasoning: In this section reasoning ability of the candidates is being tested where they have to opt the most feasible option.

Part 3

Numerical Ability: In the last section numerical ability of the candidates is tested.

Candidates who have qualified the test is short listed for personal interview to respective function (higher authority).

Interviews are taken by the respective functions manager and the best candidates are selected as per the requirements and perception.

The function reporting manager then informs the HRD as to which candidates are selected. Here negotiation of the salary is being discussed and if he feel comfortable to the said amount he becomes the part of Bharti- Axa.

Completing formalities by HR section

For completion of formalities candidates has to fill up the following two kits.

1 Prejoining kits:This is done to release the offer letter where candidates has to submit the following details

Experience

a.CV

b. 2 reference number

c.CTC details (three months salary slip/six months bank statement).If the candidates is

on off role it is necessary for them to produce the offer letter of previous company.

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Offer acceptance and reporting

When joining formalities is completed Bharti Axa issues two copies of offer letter of appointment which should be duly signed and one copy has to be returned to HR department.

Signing of the offer letter would imply that the candidate has accepted the job offer.The reporting date and time is communicated to the candidate. So here the recruitment and selection process is completed once the offer letter is issued and accepted

Joining kits

As soon as the offer letter is being release the final process of joining formalities is joining kits.

1. Letter of appointment and acceptance from the candidates 2. Associate manual 3. PF Form 4. IT declaration 5. 6 passport size photograph 6. 10th, 12th graduation certificates and mark sheets(photocopy +original) 7. Address proof 8. Birth proof 9. PAN card/Driving licence 10. Birth details of the family members 11. Blood group of the applicant

The documents cited above are to be duly signed and handed over to Bharti Axa Life Insurance Company 

Basic norms:

Qualification – minimum graduation

For fresher hiring – 60% and above in all exams starting from the class 10 th for any change /

modification in percentage requirement special approval would be required from HR.

Reference check - External reference (minimum 2) is carried out for each selected candidate.

Reference check is done with prior consent of the candidate and needs to be done with

someone who the candidate has to be done with is at level of manager and above is not a

relative.

Incase selected candidate is from the insurance industry one internal reference check has to

be conducted and appropriately documented.

32

33

Acceptance Of Resume

Walk-in HR Consultancy Reference

Call for Interview

DSF Agency BancaAssurance

HR Screening HR Screening HR Screening

*(SM) Sales Interview

*(BSM) Sales Interview

*(ARM) Sales Interview

3rd RoundArea Manager *(ARSM)

1st Round

2nd Round

EVALUATION FORM :

The form which is to be filled by interviewers, which contains the remarks given by them to

the candidates on various criteria such as previous experience, confidence level,

communication skill, personality, etc.

Job experience of only banking, financial services, insurance, retail, FMCG, pharmacy,

telecom, direct selling, is counted.

This form is to be filled by line manager (interviewer), and he has to sign that form with date.

Then interviewer judges the candidate with overall rating–

Excellent

Very good

Good

Average

Bellow average

PROCESS TO GENERATE THE OFFER LETTER

After the interview short listed candidates are asked to submit following documents:

1) A copy of resume

2) Salary proof

(For the candidates who were working previously.)

3) Offer letter of the previous company.

(For the candidates who were working previously.)

4) Reference numbers.

For the fresher –

Project guide

College professors

For the experience holder -

Previous employer

34

Reporting manager

Colleague

(No reference number of relative and friends is allowed.)

PRE-JOINING PROCESS

First step:

Second step:

Candidate has to sign and accept the offer letter and copy of his offer letter has submitted to

HR, and one copy he can retain with him.

On the date of joining candidates are required to submit remaining documents.

1) All educational details

(10th, 12th, graduation certificates.)

2) Address proof

3) Id proof

(PHOTO COPY OF PAN CARD, DRIVING LICENSE, ETC.)

After submission of all these documents, Head Office will generate candidates Employee

Code.

When candidate gets the employee code, he becomes the employee of the company. Then

after that he gets company “ID card”, and company ‘e-mail id’.

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Resume + evaluation sheet + salary proof + Reference check form + Pass port size photo

Pre joining kit + resume + salary proof + resignation letter (of previous company)

To send all these documents to Regional Office

Regional Office will Generate the Offer Letter

TRAINING

Training for sales persons, FE, FO, MOA (Financial executive, financial officers, agency

manager.) is compulsory.

Each newly joined such candidate has to undergo training program.

Company has team of trainers, and such trainer gives training to such new employee for 7

days.

Such training program includes:

- Company knowledge

- Norms and etiquettes of the company.

- Product knowledge.

36

THEORETICAL FRAMEWORK:

CONSTRUCT OF THE STUDY: Study and Analysis of Recruitment and Selection

Procedure on employee satisfaction.

VARIABLES:-

Dependent:-

Employee satisfaction

Independent:-

Recruitment policy

Selection policy

Communication Process

Working Ambience

Challenging job

Compensation

Empowerment

Teamwork.

37

LITERATURE REVIEW

BOOKS

Tripathi P.C (Sixth edition), “Human Resource Management Development”:

(Induction is the process of accilimating a new employee to the new social setting of his

work. This should take into account two major objects: (1)Familarising the new

employee with his new surroundings and company’s rule and regulation. (2) Developing

in him a favourable attitude towards the company.)

Ashwathapa K (fifth edition), “Human Resource Management”:

(The ideal recruitment program is the one that attracts a relatively large number of

qualified applicants who will survive the screening process and accept positions with the

organization when offered.)

Rao P.Subha (4th edition), “Essentials of Human Resource Management and Industrial

Relations”:

(According to Edwin P. Flippo,“ The process of searching for prospective employees

and stimulating them to apply for jobs in the organization”)

Kothari C.R (Second edition), ”Research Methodology-Methods & Techniques”:

(The business research may be defined as an organised, systematic, data base, critical,

objective, scientific enquiry or investigation into a specific problem, undertaken with the

purpose of finding answers or solutions to it.)

Khanka S.S.(2009), “ Human Resource Management”

(The reference check as yet another step in the selection process used for the purpose of

verifying information and also obtaining additional feedback on an application. The

candidate is asked to supply 2-3 names of persons.)

Prasad L.M (2005), “ Human Resource Management”:

(Recruitment is the process of searching for prospective employees and stimulating then to

apply for jobs in the organization when more persons apply for job then there will be a

scope for recruiting better persons)

Saini S. Debi(2004), “Human Resource Management”

(Every organisation, big or small has to engage in recruitment of persons. Recruitment

has two important aspects (i) to find out the number of vacancies to be notified and the

type of applicants needed to fill them and (ii) to approach the potential applicants to

apply for such vacancies.)

38

JOURNALS

Punia B.K. and Sharma Priyanka(2008), “VISION- The Journal of Business

Perspective”

(Staffing needs to move through the interview and offer process quickly and

thoroughly and needs to be proved in seeking the passive job seeker by identifying

creative ways to source candidates.)

Sen Kakoli(2008), “IJIR”

(Employee retention is the biggest challenge that human resource management is

facing today. The uncertainty of a changing economy, increasing competition and

diversity in the workplace has compelled the organization to hold on to their top

performers at whatever cost they have to pay.)

Simlai Diptendu(2009), “ Management and Labour Studies”

(Work conditions have impact upon labor productivity and hence upon labor cost.

This study relates to the work conditions of factories of different manufacturing

industries. By good work condition the researcher mean that standard work conditions

as described in the Indian Factories act of 1948.)

Singh Manjari and Dhiman Amit (2007), “Vikalpa The Journal of Decision

Makers”

(Employee satisfaction describes how content an individual is with his or her job. It is

a relatively recent term since in previous centuries the jobs available to a particular

person were often predetermined by the occupation of that person's parent.)

Rao T V (2008), “Vikalpa The Journal of Decision Making”

(Advantages which can be obtained from the effective performance management

system are taken from here, also the factors which affect the performance of the

individuals in the organizations are taken from the same.)

Pearson Cecil(2008), “Paradigm- The research Journal of Institute of Management

Technology”

( Changing aspiration of contemporary employees is compelling employers to

facilitate corporate frameworks enhancing employee retention rate.)

39

WEBSITES

http://www.accel-team.com/motivation/index.html This website gives information about how motivation is the key to job performance. It also describes how job design and motivation of employees is related to each other.

http.www.future- recruitment .co.uk/html/frames/clientsrv.asp

The requirement of human resource in macro as well as micro perspective,the resource that fulfill the requirement of demand of various sector

www.pathways.net.au/ recruitment .php

The different methods of selecting the competent person and these methods are taken in different organization to select the candidate.

www.unimelb.edu.au/ppp/docs/2.html

The different methods of survey by which an organization can search the perspective employees and to stimulate them to apply for job.

www.resources.bnet.com/topic/ recruitment +&+ selection .html

The ways by which the environment of organization make comfort for the human resource that reduce the stress and use the skills,talents of employees

www.amazon.com/Competency-Based- Recruitment - Selection

Today selection of candidate not only depend upon their experience but also on various competency that a individual posses which is helpful for organization to achieve their objective.

www.bharti-axalifeinsurance.com

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RESEARCH OBJECTIVE

RESEARCH OBJECTIVES:

1. To study the recruitment process of the organization.

2. To study the selection process of the organization.

REASEARCH QUESTIONNAIRE:-

1. To study the reasons why the employees are attracted toward the organization.

2. To know about the reaction of the employees towards the different phases of

recruitment and selection process.

3. To know about the satisfaction level of the employees towards the salary mechanism

and working conditions provided by the organization.

4. To know the reasons as to why the workers leave the organization.

5. To know about the image of the organization in the minds of the employees.

41

RESEARCH METHODOLOGY

Research methodology may be understood as the science of study how research is done

significantly and scientifically. “Marketing Research is the systematic design, collection,

analysis and reporting of data and findings relevant to a specific marketing situation or

problem”. The objective of this section is to describe the research procedure and methods

that have been adopted for the achievement of the project objectives.

Research Process:-

42

2PRELIMINARY

DATA GATHERING

Interviewing Literature Survey

3PROBLEM

DEFINITIONResearch Problem

Delineated

4THEORETICAL FRAMEWORK

Variables clearly identified and

labeled

5

GENERATION OF

HYPOTHESES

6SCIENTIFI

C RESEARCH DESIGN

1OBSERVATION

Broad area of research interest

identified

7DATA COLLECTION,

ANALYSIS AND INTERPRETATION

8DEDUCTION Hypotheses substantiated? Research question answered?

9Report writing

10Report Presentation

11Managerial decision making

YesNO

PROBLEM STATEMENT

The research problems, in general refers to some difficulty with a researcher experience in

the contest of either a particular a theoretical situation and want to obtain a salutation for

same. The present project has been undertaken to study and analyse the recruitment and

selection procedure on employee satisfaction.

RESEARCH DESIGN

Decisions regarding what, where, when, how much, by what means concerning an enquiry or

a research study constitute a research design.

A research design is the arrangement of conditions for collection and analysis

of data in a manner that aims to combine relevance to the research purpose with

economy in procedure

It is needed for the smooth sailing of the various research operations, thereby making

the research as efficient as possible yielding maximal information with minimal

expenditure of effort, time and money.

The research design used here is “Exploratory Research Design”. Since the major

emphasis is on the discovery of satisfaction and insights into the employees

satisfaction regarding policies , by BHARTI AXA LIFE INSURANCE. The research

design must be flexible enough to permit the consideration of many different aspects

of a phenomenon.

The important features of this research design are listed as follows:

The overall design is flexible in nature.

The sampling design used is Probability Sampling design.

There is no pre-planned design for the analysis.

There is no structured instrument for the collection of the data.

No fixed decisions about the operational procedures.

43

RESEARCH DESIGN

The research design used here is Exploratory Research Design. The research design

most appropriate must be flexible enough to permit the consideration of many

different aspects of a phenomenon.

PURPOSE OF THE STUDY Exploratory

TYPE OF INVESTIGATION Causal

STUDY SETTING

Non contrived

TIME HORIZON Cross-Sectional

44

STUDY SETTING:-

Non Contrived study:-The causal study done in the field in which the employees

working. It means the most rigorous causal studies are done in non contrived

study.

TIME HORIZON:-

Cross-sectional study:-A study can be done in which data are gathered just once,

perhaps over a period of days or week or months in order to answer a research

question.

Such studies are called one-shot or cross sectional study.

SCALE & MEASUREMENT:-

The scaling used for the study is five point rating scale for conducting the survey to

analyze the various dimensions impact on the organizational commitment.

LIKERT SCALE will be used for the study .

45

SAMPLING AND SAMPLING DESIGN

Sampling may be defined as the selection of some part of an aggregate or totality on the basis

of which a judgment or inference about the aggregate or totality is made. In simple words, it

is the process of obtaining information about the population by examining only a part of it.

The sampling procedure to be followed is as follows:

1. Identification of the Universe: The universe to be studied is finite and includes the

employees of BHARTI AXA LIFE INSURANCE COMPANY,SHIMLA.

2. Defining a Sampling unit: Here the sampling unit is an individual buyer (or

consumer).

3. Determining the size of the sample: Taking into consideration the size of the

population, the population variance, cost involved and the requirements of efficiency,

representative ness reliability, flexibility, and the parameters of interest in the

research, the sample size selected was 100.

4. Sampling procedure: This refers to the procedure by which respondents should be

chosen. The sampling design used is Non-Probability Sampling Design.

46

DATA COLLECTION

After the research methodology, research problem in HR has been identified and selected; the

next step is to gather the requisite data. There are two types of data collection method –

primary data and secondary data.

Primary data collection method for observing working of company and approaching

various persons of the HR Department and asking them questions and notes written

down while observing and assisting HR persons in their work.

Secondary data collection method was used by referring to company records, files,

and journals, broachers various websites, books, magazines, journals and daily

newspapers for collecting information regarding project under study.

47

LIMITATIONS OF STUDY

However the researcher has tried her best in collecting the relevant information for research

report, yet there have been some problems faced by the researcher. The prime difficulties

which researcher has faced in collection of information are discussed below:

1. Time Constraint: The time period for carrying out the research has been limited as a

result of which many facts have been left unexplored. So if more time had been

provided, the sample size would have been increased. The respondent would have

been given more time to fill the questionnaire.

2. Limited sample size: The sample size was only 13.33% of the target population due

to which the findings can not be generalized.

3. Unwillingness of respondents: While collection of the data many employees were

unwilling to fill the questionnaire. Respondents were having a feeling of wastage of

time.

4. Limited area for research: The area for study has been only branch located in

Chandigarh, which is quite a small area to represent job satisfaction level of whole of

the population.

5. Respondents’ bias: Due to the biasness on the part of respondents, data collected

may have been affected which further reduces the credibility of the findings.

6. Researcher’s bias: While analyzing the data, some biasness on the part of researcher

may have crept into the duty.

Despite of these difficulties, best efforts have been put to do the full justice with the

subject matter and in the completion of report.

48

QUESTIONNAIRE

1. What was the source of information from which you came to know about the

vacancy in “BHARTI AXA LIFE INSURANCE”?

RESPONSES NO. OF

RESPONSES

PERCENTAGE

Personal

references/friends/relatives

93 93 %

Advertisements 2 2 %

Employment agencies 1 1 %

Recruitment survey by the

organization

4 4 %

TOTAL 100 100 %

SOURCE: PRIMARY DATA

ANALYSIS:- 93 % of the respondents were employed through personal references / friends /

relatives,

4 % by the recruitment survey by the organization,

2% by the advertisements and

1% by the employment agencies.

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2. Why did you join “BHARTI AXA LIFE INSURANCE COMPANY”?

SOURCE: PRIMARY DATA

ANALYSIS:- 64 % of the workers join “BHARTI AXA LIFE INSURANCE

COMPANY” because of good facilities approximately ,

17 % join because of personal reasons,

10 % because of ease of mobility and

9 % because of good salary

50

RESPONSES NO. OF RESPONSES PERCENTAGE

Personal reasons 19 17.27 %

Good facilities 70 63.63 %

Good salary 10 9.10 %

Ease of mobility 11 10 %

TOTAL 110 100 %

3. Before joining “BHARTI AXA LIFE INSURANCE COMPANY”, what kind of

image of company you had in your mind?

SOURCE:PRIMARY DATA

ANALYSIS:- 68 % of the workers had good image,

17 % had very good image and

12% of workers had an average image and

3% of workers had bad image of the company before joining.

51

RESPONSES NO. OF RESPONSES PERCENTAGE

Very good 17 17 %

Good 67 68 %

Average 12 12 %

Bad 3 3 %

TOTAL 100 100 %

4. Why you want to work?

RESPONSES NO. OF RESPONSES PERCENTAGE

Personal reasons 18 18 %

Money 39 39 %

Freedom 6 6 %

Independent 37 37 %

TOTAL 100 100 %

ANALYSIS:- 39 % of the respondents wanted to work because of money,

37 % of the respondents wanted to be independent,

18 % due to their personal reasons and

6% to have freedom.

52

5. Before joining “”BHARTI AXA LIFE INSURANCE COMPANY were you

aware of the work and working conditions?

RESPONSES NO. OF RESPONSES PERCENTAGE

very much 30 30%

Upto a great extent 21 21 %

Average 19 19%

Very little 10 10 %

Not at all 20 20 %

TOTAL 100 100 %

SOURCE: PRIMARY DATA

ANALYSIS:- 30% of the respondents were very much aware,

21% were aware up to a great extent,

19% were average aware and

30% were little aware about the work and working conditions.

.

53

6. While applying in the company how did you find the recruitment process?

RESPONSES NO. OF RESPONDENTS PERCENTAGE

Very Complex 9 9 %

complex 11 11%

Average 40 40 %

Simple 26 26%

Very simple 14 14 %

TOTAL 100 100 %

SOURCE: PRIMARY DATA

ANALYSIS:- 20% of the respondents found the process as complex,

40% found it average,

26% found it simple.

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7. Which process did you find the most difficult during the selection procedure?

RESPONSES NO. OF RESPONDENTS PERCENTAGE

Form Filling 13 13 %

Medical checkup 8 8 %

Interview 19 19 %

Orientation Program 3 3 %

None 57 57 %

TOTAL 100 100 %

SOURCE: PRIMARY DATA

ANALYSIS:- 57% of the respondents did not found the selection procedure as difficult,

19% found the interview as difficult,

13% found the form filling as a difficult task,

8% found Medical Checkup as difficult and only

3% felt the Orientation programme as difficult.

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8. After placement how early you were comfortable with the environment of the

company?

RESPONSES NO. OF RESPONDENTS PERCENTAGE

Very early 20 20 %

early 26 26%

averagely 23 23%

lately 13 13 %

Long timely 18 18%

TOTAL 100 100 %

SOURCE: PRIMARY DATA

ANALYSIS:- 46% of the workers early adopt in environment,

23 % adopts averagely,

31% of workers take more time

56

9. While filling the recruitment form how you found the following sections?

RESPONSES NO. OF RESPONDENTS

Very easy Easy Average Difficult Very difficult

Family

Information

20 35 22 10 3

Reason for leaving

studies

16 24 20 17 23

Address 43 26 18 11 2

Information about

the reference

38 18 19 15 10

Finger Prints 40 27 12 8 3

Previous

Experience

21 29 38 14 3

SOURCE: PRIMARY DATA

ANALYSIS:-

FAMILY INFORMATION : - 55% respondents found it easy, 22 % found it average

and 13 % found it difficult to fill the family information.

57

REASON FOR LEAVING STUDIES : - 40% respondents felt it was easy,20 % felt

it was average and 40 % felt it was difficult to state the reason for leaving studies.

ADDRESS (PERMANENT AND TEMPORARY) :-69% respondents it was an

average, for 18% respondents it was average and for 13% respondents it was

difficult to give information related to their address.

INFORMATION ABOUT THE REFERENCE: - 56% respondents found it

difficult, 19% found it average and 25% found it difficult to fill the information about

the reference.

FINGER PRINTS :- for 67 % respondents it was an easy, for 12 % it was an average

task and for 11 % it was a difficult task.

PREVIOUS EXPERIENCE :- 50% respondents says it was easy,

38% respondents says it was average and 17% respondents says it was difficult to

give information about the previous experience

58

10. How was the interview process?

RESPONSES NO. OF RESPONDENTS PERCENTAGE

Very rude 18 18 %

Rude 22 22%

Average 40 40 %

Easy 11 11 %

Very easy 9 9%

TOTAL 100 100 %

SOURCE: PRIMARY DATA

ANALYSIS:- 40% respondents found interview rude,

40% found it average and

20% found interview was easy.

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11. How would you define the information asked in the interview process?

RESPONSES NO. OF RESPONDENTS PERCENTAGE

Very high 21 21 %

High 18 18 %

Average 27 27%

Low 19 19%

Very low 5 5%

TOTAL 100 100 %

SOURCE: PRIMARY DATA

ANALYSIS:- 39% respondents felt that information asked in the interview was of high

level,

27% respondents felt it was of good level and

24% respondents felt it was low

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12. How do you feel while working in your department?

RESPONSES NO. OF RESPONDENTS PERCENTAGE

Very good 14 14 %

Good 62 62 %

Average 18 18 %

Difficult 5 5 %

Very difficult 1 1 %

TOTAL 100 100 %

SOURCE: PRIMARY DATA

ANALYSIS:- 76% respondents said their department is good ,

18% said their department is average and

6% said it is interesting to work in the department.

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13. Were you aware of the wages before joining “BHARTI AXA LIFE INSURANCE

COMPANY”?

RESPONSES NO. OF RESPONDENTS PERCENTAGE

Very much 8 8 %

Much 21 21%

Average 30 30 %

less 27 27%

Very less 23 23%

TOTAL 100 100 %

SOURCE: PRIMARY DATA

ANALYSIS:- 50% respondents said that they know very less about wages.

30% said they knew completely about wages.

30% respondents had just had an idea about wages.

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14. Do you think that the wages offered to you are accordance with your job ?

RESPONSES NO. OF RESPONDENTS PERCENTAGE

Strongly agree 7 7 %

Agree 20 20 %

Neutral 18 18 %

Disagree 35 35%

Strongly disagree 20 20%

TOTAL 100 100 %

SOURCE: PRIMARY DATA

ANALYSIS:- 55% respondents felt their wages are not equivalent to the work they

perform,

18% felt it is just satisfactory and

27% felt it fully matches with their job profile.

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15. How much do you think your job matches with the job profile told to you at the

time of placement?

OBJECTIVE : -To know how much the placement match with the original task that

workers perform.

RESPONSES NO. OF RESPONDENTS PERCENTAGE

Fully match 51 51%

Match 26 21 %

Average 16 16%

Not properly match 5 5%

Not match at all 2 2%

TOTAL 100 100 %

SOURCE: PRIMARY DATA

ANALYSIS:- 77% respondents said their job matches with the job profile at the time of

placement,

16% said it partially matches and

7% said it does not match at all.

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16. What are the sources of getting maximum and good quality profiles? Kindly rate

them in scale of 1-5 (1- Average, 2- Good, 3-Very good, 4-Excellent, 5-

Outstanding)

a) Portals

b) Advertisement

c) Consultancy

d) Headhunting

e) Internal reference

f) Campus

ANALYSIS:- 77% people referring consultancy is good source for getting good profiles.14% people referring internal reference is good for getting good profiles. 3% are referring job portal, campus and advertisement as good source.

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17. What is the percentage of abort level (Decline) of candidate who has been offered by you?

a) Below 10% b) 20% c) 30%d) 60%

ANALYSIS:- 94% have said decline ratio is below 10%.6% have said decline ratio is 20%.

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18. After selection of candidates what is the TAT (Turn around time) for offer release?a) Same dayb) 1-2 daysc) 3-5 daysd) seven days

ANALYSIS:- 67% people saying BAL releases offer on same day.27% saying BAL releases offer in between 1-2 days.3% saying BAL releases offer in between 3-5 and Seven days respectively.

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19. Which are the major sectors we target for hiring?

a) BFSIb) Non BFSIc) None of the above

ANALYSIS:- 74% people are telling BAL targets on BFSI sectors for hiring.20% people are telling BAL targets on non BFSI sectors for hiring.only 6% have said company targets on Non Of the above.

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20. How do you feel about the management of the following?

RESPONSES NO. OF RESPONDENTS

Very well

managed

Managed Average Not properly

managed

Not managed

at all

ESI Card 35 21 29 18 7

Leave Records 31 29 27 9 4

Attendance

Records

28 32 29 8 3

PF/ Bonus

records

21 30 23 18 8

Promotion

Records

27 37 20 13 3

SOURCE: PRIMARY DATA

ANALYSIS:-

ABOUT ESI CARD:-

56% feel it is properly recorded and updated,

29% don’t know,

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25% feel that it is not properly recorded & updated.

ABOUT LEAVE RECORDS :-

60% feel it is properly recorded and updated

27% feel that it is not properly recorded & updated.

13% don’t know.

ABOUT ATTENDENCE RECORD :-

60% feel it is properly recorded and updated

29% feel that it is not properly recorded & updated.

11% don’t know,

ABOUT PF/BONUS RECORD:-

51% feel it is properly recorded and updated,

23% don’t know,

26% feel that it is not properly recorded & updated.

ABOUT PROMOTION RECORD :-

64% feel it is properly recorded and updated,

20% don’t know,

16% feel that it is not properly recorded & updated.

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RESULTS AND FINDINGS:

There is positive correlation between employees satisfaction and recruitment process

and there is a moderate degree of positive correlation between two variables.

A major source of recruitment used by the company is through reference of people

already working in the company and it is followed by a very small ratio of workers

through recruitment survey which is mostly done for the female workers

The main attraction for the workers to join BHARTI AXA LIFE INSURANCE

COMPANY” is good facilities which is followed by their personal reason, ease of

mobility and good salary.

Majority of the workers had a good image of the company and none thought of the

company as bad or worse.

Majority of the respondents work because of money and to be independent while

some work due to their personal reasons and a very less ratio of the workers work for

freedom

Majority of the respondents were aware about the work and working conditions while

only one fourth of the respondents were not aware.

Majority of the respondents found the process simple and only few of them had

difficulty.

Majority of the respondents did not found any process as difficult while a few of them

Checkup and orientation programme as difficult.

A major ratio of workers adapts themselves within 3 months in the environment of

company and this includes a small percentage of workers who take less than 15 days.

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RECOMMENDATIONS

These are just indicative recommendations on the part of researcher:

1. A major chunk of the workers come only from the references of the existing workers

so company should also focus on other sources like employment exchanges,

recruitment surveys, gate recruitments , private employment agencies etc.

2. The company should focus on recruitment of more labour from states other than

HIMACHAL PRADESH.

3. To attract more potential workers company should improve the wage patterns of the

organization.

4. The form filling and interview process should be further simplified.

5. The working environment should be made more friendly and cooperative so that

workers could adapt themselves accordingly.

6. Unnecessary personal information like reasons for leaving studies should be avoided

as such questions has no relevance while performing work.

7. Workers should be made aware about the medical checkup process to have their full

cooperation and to clear all the doubts in their minds.

8. The monotonous work should be made more interesting.

9. The company should not only focus on workers but should also devise methods for

retaining employees by providing better facilities, salary and good working

conditions.

10. The supervisors should have a friendly and cooperative attitude towards their workers.

11. Female workers should not be forced to work overtime as it may affect their personal

family life.

12. A crèche should b provided to facilitate the female workers.

13. COUNSELLING:- Formal counseling schemes must be introduced by the

organizations ti handle different problems being faced by the employees, which may

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result in the improvement, dedication and concentration toward work, which can

reduce turnover and increase the recruitment.

14. IMPROVING EMPLOYEES MORALE:-

A lower level of job satisfaction and employee’s morale is a matter of concern.

Following steps should be taken to improve this:-

Try to make workers aware towards their duties. The officer’s and supervisors

should have a more human attitude toward the workers. Turnover could

effectively control by introducing rewards and incentive schemes. A worker who

is punctual and sincere in his duties should be rewarded because that will be a

morale booster for others. Punitive action should however be adopt with great care

and caution because sometime application of rigorous discrepancies misses the

mark of accomplish neither the prevention nor to control turnover

15. TRANSPORT FACILITY:-

Since, most of the workers of local residence, so organization should

provide transport facilities during shifts. The bus facility should be introduced for

safety purpose.

16. TRAINING:-

Organization should try to restructure the training programme to bring

in competitive attitude within the workers /employees. The following must be

taken in to care while organizing the training programme:-

Proper identification of training needs.

Self-Appraisal & identification should be the basis of the selection for

different training programme in accordance with the organization needs

offesionalism.

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POLICY IMPLICATIONS

Policy implications are the probable outcomes resulting from the implementation of

recommendations. To increase employee satisfaction and to reduce attrition, Researcher has

given following policy implications:

o Employees should be given good working environment so that they can work

efficiently and feel satisfied with the working environment.

o Employees must be treated as important asset of the organization by which employees

will feel themselves as important part of the organization which will results in

increase in organization commitment.

o Organization must ensure appropriate integration of individual and organization goals

which will enhance the quality of work life of employees.

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CONCLUSION

The objective of the project of studying the “Recruitment & Selection Process” has been

achieved during the course of time. It was found that the recruitment and selection process of

Bharti AXA is efficient and effective in recruitment of the Financial Executive, Financial

Officer, and Agency Manager etc.

The entire process is crucial and of vital importance for the recruitment of candidates.

It was also found that placement agencies are the preferred source of recruitment in Bharti

AXA.

The usage of tools such as the Questionnaires, were an integral part of the study, Based upon

which, I have arrived at the aforesaid conclusion, in the form of suggestions and policy

implications. The study has shown that utmost cooperation was availed from the respondent

which has added the weight to the findings of the study.

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BIBLIOGRAPHY

BOOKS:

1. Tripathi P.C (Sixth edition),”Induction (Orientation)”, Human Resource Management

Development, Sultan Chand and sons Publication, New Delhi, PP.160

2. Ashwathapa K. (fifth edition), ”Recruitment Process”, Human Resource Management,

Tata McGraw Hill publishing co. ltd. New Delhi, PP.48

3. Rao P.Subha (4th edition), “Sources of Recruitment”, Essentials of Human Resource

Management and Industrial Relations”, Himalaya publishing house, PP.31

4. Kothari C.R (Second edition), ”Research Process”, Research Methodology-Methods

& Techniques”, New age international publisher, PP.55

5. Sekaran Uma (Fourth edition), ”Research Methods”, Research Methods for Business,

New Delhi, PP.21

6. Tathman, Anderson, Babin, Black and Hair (Sixth Edition), “Data Analysis”,

Multivariate Data Analysis, Vikas Publishing House Pvt. Ltd, PP. 31

7. Luthans Fred (Ninth Edition), “Definition of Placement”, Organisational Behaviour,

Galgotia Publishing Company, PP. 31

8. Khanka S.S.(2009),”Reference check and physical examination”, Human Resource

Management,S. Chand and co. Publisher, PP.83

9. Prasad L.M (2005), “Procurement Policies”, Human Resource Management, New

Delhi,PP.168-169

JOURNALS10. Punia B.K. and Sharma Priyanka(2008),”Employee Perspective on Human Resource

Procurement Practices”,VISION- The Journal of Business Perspective, Vol. 12, PP.

58

11. Sen Kakoli(2008), “Relationship between job satisfaction and job stress”,IJIR, Vol.44,

PP. 14

12. Simlai Diptendu(2009),”Working conditions in manufacturing industries”,

Management and Labour Studies, Vol.34, PP.95

13. Singh Manjari and Dhiman Amit (2007), “Factors affecting procurement policies”,

Vikalpa The Journal of Decision Makers”,Vol. 15, PP.34

14. Rao T V (2008),“Selection”, Vikalpa The Journal of Decision Making”, Vol. 24,

PP.63

15. Pearson Cecil(2008), “Career Development, job satisfaction and career commitment”,

Paradigm- The research Journal of Institute of Management Technology, Vol. 12, PP.

31

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ANNEXURE

QUESTIONNAIREDemographic Information

1. Name of the Respondent ____________________________________________

2. Age (Mark at the appropriate place)

3. Gender (Mark at the appropriate place)

Male Female

4. Highest Education ______________________________________________

5. Name of the Industry _______________________________________________

6. Name of the Organization _______________________________________________

7. Designation ________________________________________________

8. Organizational Level (Mark at the appropriate place)

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< 20 20-29 30-39 40-49 50-59 > 60

Entry LevelMiddle LevelSenior ManagementExecutive/ Sr. Vice PresidentCEO/ President

STUDY AND ANALYSIS OF RECRUITMENT AND SELECTION PROCEDURE ON EMPLOYEE SATISFACTION

Sr.

No.Statements 1 2 3 4 5

1

Source of information which you come to

know about vacancy in Bharti Axa Life

Insurance.

2Reason to join Bharti Axa Life Insurance.

3 Image of company before joining..

4 Reason to work in the company.

5

Awareness of work and working condition

before joining.

6While applying in company how did you find

the recruitment process.

7Most difficult process during selection

procedure.

8

After placement how early you were

comfortable with the environment of the

company.

9While filling recruitment form how do you

found various sections

10 How was the interview process.

11How would you define the information asked in

interview process

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Sr.No.

Statements 1 2 3 4 5

12How do you feel while working in our

department.

13 Awareness of wages before joining.

14Do you think that the wages offered to you are

accordance with your job.

15How much do you think your job matches with

job profiles told you at the time of placement.

16

Kindly read the sources of

getting maximum good quality

job profile.

17

Percentage of abort level

(decline) of candidate.

18 Turn Around Time for offer release.

19 Major sectors targeting for hiring .

20Management of ESI cards, leave record, bonus

and promotion records

79