Relaince Life Insurence New Poonam

8/3/2019 Relaince Life Insurence New Poonam

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A

PROJECT REPORT

ON

Recruitment and

Selection Process

In partial fulfillment

of

MASTER OF BUSINESS Degree

2010-11

Submitted By

MBA (2010-11)


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NARAINA GROUP 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.


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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

To enhance my knowledge about Recruitment and Selection.

To convert my theoretical knowledge into practical knowledge.


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To prepare myself as a H.R. person who can easily identify the

training need through his experience which is very essential

quality of a H.R. Person & for the organization as well.


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CHAPTER 1

INTRODUCTION

Recruitment and selection process

Recruitment is defined as a process to discover the sources of

man power to meet the requirements of the staffing of the schedule

and to employ effective measures for attracting that man power in

adequate numbers to facilitate effective selection of an efficient work

force. Recruitment is the process of searching prospective employees

and stimulating them to apply for jobs in the organization.


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Process of Recruitment and Selection

Recruitment & selection is a part of the first operative function of

Human Resources Management i.e., Employment. Employment is

concerned with securing and employing people possessing required kind

and level of human resources necessary to achieve the organizational

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

planning, recruitment, selection, placement, induction and internal

mobility.The Recruitment & selection process starts with the function of

Human Resource Planning.

Human Resources Planning

Organizational are composed of people, and these people

represent one of the organizations most valuable assets. However,

because the organization does not own people, as it does capital and

physical assets, this resource is seldom given proper attention.


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

operation of the organization. Toward this objective of continuing healthy

operations, the organization requires human resource planning.

It is the process for determination and assuring that the

organization will have an adequate number of qualified persons,

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

of the organization and which would provide satisfaction for the

individuals involved. Human resource planning is the process by which

an organization 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 organization achieve its overall

objectives.

To ensure that people are available to provide the continued

smooth development of an organization, organizations engage in human

resource planning. The purpose of human resource planning is to

assess where the organization is, where it is going, and what

implications these assessments have future supplies of and demands for

human resources.

Recruitment

Recruitment is an important part of an organizations human

resource planning and their competitive strength. Competent human


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resources at the right positions in the organization are a vital resource

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

The objective of the recruitment process is to obtain the number

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

organization to achieve its goals and objectives. With the same

objective, recruitment helps to create a pool of prospective employees

for the organization so that the management can select the right

candidate for the right job from this pool. Recruitment 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. Using

and following the right recruitment processes can facilitate the

selection of the best candidates for the organization.

In this is competitive global world and increasing flexibility in the

labor market, recruitment is becoming more and more important in

every business. Therefore, recruitment serves as the first step in

fulfilling the needs of organizations for a competitive, motivated and

flexible human resource that can help achieve its objectives.

Reservation policy of govt. of India strictly followed

Internal candidates considered subject to eligibility and

suitability

Need to compete with open market candidates

Management trainees


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Strict medical tests conducted

One year pre-absorption training

Test and interview again at the end of training

Bond to be executed by management trainees 5 years

Placed on regular scale from their date of joining.

Supervisors and artisans

Temporary period

Short term training

Medical test conducted

Reporting at HR

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

The company has good system of upgrading.

Promotion is given on the basis of experience, qualification, for

upgrading the work force a committee of board of directors

along with HR people of the company is decided to appoint.

Hence focus of recruitment would be to recruit people with a

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

the organizational requirement through appropriate manpower plan.

As per Annual Performance report incompetent manpower had been

identified and given voluntary retirements. The workers and labors


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under disciplinary action have been terminated after opportunity to

explain.

All the departments have been fully computerized under MIS

(Management Information system). Looking to utility and use fullness

of certain departments. Health of workers and labors was given prime

important.

Meaning of Recruitment

According to Edwin B. Flippo, Recruitment is the process of

searching the candidates for employment and stimulating them to

apply for jobs in the organization. Recruitment is the activity that links

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

are:

A process of finding and attracting capable applicants for

employment. The process begins when new recruits are sought

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

pool of applications from which new employees are selected.

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

requirement of staffing schedule and to employ effective

measures for attracting that manpower in adequate numbers to

facilitate effective selection of an efficient working force.


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Recruitment 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. The main objective of the recruitment

process is to expedite the selection process.

Recruitment needs are of three types

Planned

i.e. the needs arising from changes in organization and

retirement policy.

Anticipated

Anticipated needs are those movements in personnel, which an

organization can predict by studying trends in internal and

external environment.

Unexpected

Resignation, deaths, accidents, illness give rise to unexpected

needs.

Purpose & Importance of Recruitment

Attract and encourage more and more candidates to apply in

the organization.


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Create a talent pool of candidates to enable the selection of

best candidates for the organization.

Determine present and future requirements of the organization

in conjunction with its personnel planning and job analysis

activities.

Recruitment is the process which links the employers with the

employees.

Help increase the success rate of selection process by

decreasing number of visibly under qualified or overqualified job

applicants.

Help reduce the probability that job applicants once recruited

and selected will leave the organization only after a short period

of time.

Meet the organizations legal and social obligations regarding

the composition of its workforce.

Begin identifying and preparing potential job applicants who will

be appropriate candidates.

Increase organization and individual effectiveness of various

recruiting techniques and sources for all types of job applicants.


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Recruitment Process

The 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 organizations. Recruitment process involves a systematic

procedure from sourcing the candidates to arranging and conducting

the interviews and requires many resources and time. A general

recruitment process is as follows:


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1. Identifying the vacancy:

The recruitment process begins with the human resource

department receiving requisitions for recruitment from any department

of the company. These contain:

Posts to be filled

Number of persons

Duties to be performed

Qualifications required

2. Preparing the job description and person specification.

3. Locating and developing the sources of required number and type of

employees.

4. Short-listing and identifying the prospective employee with required

characteristics.

5. Arranging the interviews with the selected candidates.

6. Conducting the interview and decision making.

Sources of Recruitment

Every organization has the option of choosing the candidates for its

recruitment processes from two kinds of sources: internal and external


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sources. The sources within the organisation itself (like transfer of

employees from one department to other, promotions) to fill a position

are known as the internal sources of recruitment. Recruitment

candidates from all the other sources (like outsourcing agencies etc.)

are known as the external sources of recruitment.

SOURCES OF RECRUITMENT

Internal Sources of Recruitment

1. Transfers

The employees are transferred from one department to another

according to their efficiency and experience.

2. Promotions

The employees are promoted from one department to another

with more benefits and greater responsibility based on efficiency and

experience.


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3. Others are Upgrading and Demotion of present employees

according to their performance.

4. Retired and Retrenched employees may also be recruited once

again in case of shortage of qualified personnel or increase in load

of work. Recruitment such eople save time and costs of the

organizations as the people are already aware of the organizational

culture and the policies and procedures.

5. The dependents and relatives of Deceased employees and Disabled

employees are also done by many companies so that the members

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


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External sources of recruitment

1. Press Advertisements

Advertisements of the vacancy in newspapers and journals are a

widely used source of recruitment. The main advantage of this

method is that it has a wide reach.

2. Educational Institutes

Various management institutes, engineering colleges, medical

Colleges etc. are a good source of recruiting well qualified executives,

engineers, medical staff etc. They provide facilities for campus

interviews and placements. This source is known as Campus

Recruitment.

3. Placement Agencies

Several private consultancy firms perform recruitment functions on

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

particularly suitable for recruitment of executives and specialists. It is

also known as RPO (Recruitment Process Outsourcing)


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4. Employment Exchanges

Government establishes public employment exchanges throughout

the country. These exchanges provide job information to job seekers

and help employers in identifying suitable candidates.

5. Labour Contractors

Manual workers can be recruited through contractors who maintain

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

recruit labor for construction jobs.

6. Unsolicited Applicants

Many 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 organization.

7. Employee Referrals/Recommendation

Many organisations have structured system where the current

employees of the organization can refer their friends and relatives for

some position in their organization. Also, the office bearers of trade

unions are often aware of the suitability of candidates. Management

can inquire these leaders for suitable jobs. In some organizations


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these are formal agreements to give priority in recruitment to the

candidates recommended by the trade union.

8. Recruitment at Factory Gate

Unskilled workers may be recruited at the factory gate these may

be employed whenever a permanent worker is absent. More efficient

among these may be recruited to fill permanent vacancies.

Factors affecting recruitment

The recruitment function of the organizations is affected and

governed by a mix of various internal and external forces. The internal

forces or factors are the factors that can be controlled by the

organization. And the external factors are those factors which cannot

be controlled by the organization. The internal and external forces

affecting recruitment function of an organization are:

FACTORS AFFECTING RECRUITMENT


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Internal factors affecting recruitment

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

organization are

1. Recruitment policy: The recruitment policy of an organization

specifies the objectives of recruitment and provides a framework

for implementation of recruitment programme. It may involve

organizational system to be developed for implementing

recruitment programmes and procedures by filling up vacancies

with best qualified people.

2. Human resource planning: Effective human resource planning

helps in determining the gaps present in the existing manpower

of the organization. It also helps in determining the number of

employees to be recruited and what qualification they must

possess.

3. Size of the firm: The size of the firm is an important factor in

recruitment process. If the organization is planning to increase

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

personnel, which will handle its operations.

4. Cost: Recruitment incur cost to the employer, therefore,

organizations try to employ that source of recruitment which will


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bear a lower cost of recruitment to the organization for each

candidate.

5.Growth and expansion: Organization will employ or think of

employing more personnel if it is expanding its operations.

External factors affecting recruitment

The external forces are the forces which cannot be controlled by

the organization. The major external forces are:

1. Supply and Demand

The availability of manpower both within and outside the

organization 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.

2 . Labor market

Employment conditions in the community where the organization is

located will influence the recruiting efforts of the organization. If

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


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informal attempts at the time of recruiting like notice boards display

of the requisition or announcement in the meeting etc will attract

more than enough applicants.

3. Image / goodwill

Image of the employer can work as a potential constraint for

recruitment. An organization with positive image and goodwill as an

employer finds it easier to attract and retain employees than an

organization with negative image. Image of a company is based on

what organization does and affected by industry. For example

finance was taken up by fresher MBAs when many finance

companies were coming up.

4. Political social- legal environment

Various government regulations prohibiting discrimination in hiring

and employment have direct impact on recruitment practices. For

example, Government 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. This restricts management freedom to select those

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

candidate cant meet criteria stipulated by the union but union

regulations can restrict recruitment sources.


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5. Unemployment rate

One of the factors that influence the availability of applicants is the

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

rate). When the company is not creating new jobs, there is often

oversupply of qualified labor which in turn leads to unemployment.

6. Competitors

The recruitment policies of the competitors also affect the

recruitment function of the organisations. To face the competition,

many a times the organisations have to change their recruitment

policies according to the policies being followed by the competitors.

Recruitment policy of the company

In todays rapidly changing business environment, a well

defined recruitment policy is necessary for organizations to respond to

its human resource requirements in time. Therefore, 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 quickly. Creating a suitable

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


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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 organizational system to be developed for implementing

recruitment programmes and procedures by filling up vacancies with

best qualified people.

Components of the recruitment policy

The general recruitment policies and terms of the organization

Recruitment services of consultants

Recruitment of temporary employees

Unique recruitment situations

The selection process

The job descriptions

The terms and conditions of the employment

A recruitment policy of an organization should be such that:

It should focus on recruiting the best potential people.


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To ensure that every applicant and employee is treated equally

with dignity and respect.

Unbiased policy.

To aid and encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.

Weight age during selection given to factors that suit

organization needs.

Optimization of manpower at the time of selection process.

Defining the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and

employment relationship.

Integrates employee needs with the organizational needs.

Process of recruitment and selection

Recruitment & selection is a part of the first operative function of

Human Resources Management i.e., Employment. Employment is

concerned with securing and employing people possessing required kind

and level of human resources necessary to achieve the organizational

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

planning, recruitment, selection, placement, induction and internal


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mobility. The Recruitment & selection process starts with the function of

Human Resource Planning.

Recruitment Techniques

Recruitment techniques 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.

Management uses different types of techniques to stimulate internal

and external candidates.

Techniques useful to stimulate internal candidates are

a) Promotions: Most of the internal candidates would be stimulated

to take up higher responsibilities and express their willingness to

be engaged in the higher level jobs.

b) Transfers: Employees will be stimulated to work in the new

sections or places in management wishes to transfer them to the

places of their choice.

Techniques useful to stimulate external candidates are:

a) Recommendations of present employees: Management can contact,

persuade the outsiders to apply for job in the organization through


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the recommendations to the candidates by the present employees.

c) Scouting: Scouting means sending the representation of the

organizations to various sources of recruitment with a view to

persuading or stimulating the candidates to apply for jobs. The

representatives provide information about the company and

exchange information and ideas and clarity the doubts of the

candidates.

Modern sources and techniques of recruitment

A number of modern recruitment sources and techniques are being

used by the corporate sector. They are:

Walk-In

Consult-In

Business Alliances

Tele-Recruitment


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Reception

of

applicants

Preliminary

Interview

Application blank

Employment Tests

Interview

Investigation of

previous history

Preliminary selection inemployment department

Final selection

Physical examination

Rejection PLACEMENT

Applicants e

process job

organization

not to their

liking.

Waiting

list of

desirable

applicant

s

Selection Process


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The selection process consists of seven steps

1. Initial screening interview

2. Completion of the Application form

3. Employment tests

4. Comprehensive interview

5. Background investigation

6. Physical examination and

7. Final employment.

Each of these steps represents a decision point requiring

some affirmative feedback for the process to continue. Each step

in the process seeks to expand the organizations knowledge

about the applicants background, abilities, and motivation, and it

increases the information from which decision makers will make

their predictions and final choice.

Initial Screening


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As a culmination of our recruiting efforts, we should be

prepared to initiate a preliminary review of potentially acceptable

candidates. This screening is, in effect, a two-step procedure

1. The screening of inquiries.

2. The provision of screening interviews.

Completion of Application Form

Once the initial screening has been completed, applicants

are asked to complete the organizations application form. The

application form gives a synopsis of what applicants have been

doing during their adult life, their skills, and their

accomplishments.

Employment Tests

Organizations historically relied to a considerable extent on

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

input to the selection process. Even 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.


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Comprehensive Interview

These individuals who are still viable applicants after the

initial screening, application form, and required tests have been

completed are then given a comprehensive interview. The

applicant may be interviewed by personnel department

interviewers, executives within the organization, 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.

Background Investigation

The next step in the selection is to undertake an

investigation on those applicants who appear to offer potential as

employees. This may include contacting former employers to

confirm the candidates 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.

Physical Examination


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The last step prior to the final go-on-go decision may

consist of having the applicant take a physical examination.

CHAPTER 2

INDUSTRY PROFILE


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The Reliance group founded by Dhirubhai H.Ambani(1932-2011) is

Indias largest business house with total revenue of over Rs 99,000

crores (US$ 22.6 billion), each profit of Rs. 12,500 crores(US$ 2.8

billion), net profit Of Rs. 6,200 crores(US$1.4 billion ) and exports of

Rs. 15,000 crores (US$ 3.6 billion).

The Groups activities span exploration and production of oil and

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

intermediates), textiles, financial services and insurance, power,

telecom and infocomm initiatives. The group exports its products to

more than 100 countries the world over .reliance emerged as Indias

Most Admired Business House, for the third successive year in a TNS

mode survey for 2003.

Reliance Group revenue is equivalent to about 3.5% of Indias

gdp. The Group contributes nearly 10% of the countries indirect tax


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revenues and over 6% of the Indias exports. Reliance is trusted by an

investor family of over 3.1 million- Indias largest

Indias No. 1 Business Group

Founded as a textile mill in 1966 by Dhirubhai Ambani, the

chairman of the Reliance continued to be a textile company until early

1980s.However, seizing 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., Reliance

pursed the policy of backward integration from textiles as well as

diversification from the early 1980s onwards to set up world-scale

facilities for the manufacturing polyster and textile intermediates,

detergent intermediates etc.

Today, Reliance is Indias largest business house with total revenue of

Rs 80,000 crores (US$ 16.8 billion), cash profit of Rs 9,800 crores

(US$ 2.1billion), net profit of over Rs 4,700 crores (US$990 million)and

exports of Rs 11,900 crores (US$2.5 billion).

The reliance Group companies include: Reliance industries

Limited, Reliance Capital Limited, Reliance industrial infrastructure

Limited, Reliance Telecom Limited, Reliance infocomm Limited,

Reliance General insurance company Limited, Indian Petrochemicals

Corporation Ltd. And Reliance Energy Limited.


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Reliance Capital Limited

Reliance capital Ltd. (RCL), one of Indias leading private sector

non-banking financial services companies (NBFCs), has reported

satisfactory financial and operating performance during the period

under review i.e. financial year 2001-02. Gross income for the year

increased 11.46% to Rs.548.59 crores compared to Rs. 492.20 crores

in the previous financial year. Net profit also increased from Rs.93.45

crores to Rs.101.22 crores for the year 2001-02.

Reliance Industrial Infrastructure Limited

Reliance industrial infrastructure limited (RIL) IS AN EXISTING,

DIVIDED PAYING COMPANY. The Company is engaged in the

business of construction setting up of industrial infrastructure and

project related activities. The companys Registered Office is Located

at the 5th floor ,NKM international House , Back bay Reclamation,

Babubhai chini Road, Mumbai 400 020 and with operations in the

Mumbai- Rayayani belt, Hazira- Surat belt and other places in India.

Reliance General Insurance Company Limited


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Reliance General Insurance Company Limited (RGICL) is one

of the first no life companies to get the license from the IRDA. The

paid up capital stands at Rs. 102 crores .it is one of the few

companies in the private sector to provide a complete insurance

solution.

Indian Petrochemicals Cooperation Limited

Indian petrochemicals cooperation Limited (IPCL) is the

pioneering petrochemical company in India. It was established on

march 22, 1969 (Chitra, Shukla Pakesh, saka 1891). Today, IPCL is

one of the Leading Petrochemical companies. Its business comprises

of polymers, Synthetic fiber, fiber intermediates, Solvents, Surfactants,

industrial chemicals, catalysts and absorbents. Backed by strong

research Center, Product Application Centers Technology

Management Centers and customer Relations Centers of the company

is continuously innovating its processes and products. The company

owns and operates three petrochemical complexes, a naphtha based

complex at vadodara and gas based complexes, a nagothane near

Mumbai and at dahej on Narmada estuary in bay of Khambhat. The

company also owns a catalyst manufacturing facility at Rabale, Navi


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Mumbai. The Company produces over one million tons at merchant

Products and has turnover close to US$ two billion.

Reliance Energy Limited

Reliance Energy is Indians leading private sector utility group,

with aggregate group revenues of Rs.7,700 crores (US$ 1.8 BILLION),

AND TOTAL ASSETS OF Rs.9800 crores (US$ 2.2 billion). The group

distributes nearly 16,000 million units of power to over 5 million

consumers in Mumbai, Delhi, Orissa and Goa, across an area covering

1, 24,300 sq.Kms

Reliance Energy Generates 941 MW of power, through its power

plants located in Maharastra, Andhrapradesh, Kerala, Karnataka and

Goa.

Reliance Telecom Limited

Reliance Telecom Limited (RTL) is promoted by the Reliance

Group.

RTL Provides cellular services in 7Telecom Circles encompassing

10States of India. RTLs subscriber base increased by 46 percent

during the FY 2003-04 TO 7.9 LAKH. International Roaming was

implemented from 1st December 2003 in all RTL circles, except Assam


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and north east where is a restriction on international roaming. Roaming

with more than 300 operators across the globe has been opened up

through sponsor network using the signaling and billing solution from

Roam ware.

Reliance Infocomm Limited

Reliance infocomm (RIC) is Indias largest mobile service provider

with over 7 million customers. Reliance infocomm has established a

pan-India, high-capacity, integrated (wireless and wire line) and

convergent (voice, data and video) digital network, to offer services

spanning the entire infocomm value chain infrastructure, services for

enterprises and individuals, applications and consulting.

Reliance Infocomm

Reliance India mobile, the first of infocomms initiatives was

launched on December 28, 2002, the 70th birthday of the Reliance

group founder, Shri. Dhirubhai H.Ambani. This marks the beginning of

Reliances dream of ushering in a digital revolution in India by


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becoming a major catalyst in improving quality 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. Reliance infocomm will extend its efforts beyond the traditional

value chain to develop and deploy telecom solutions for Indians

farmers, businesses, hospitals, government and republic sector

organizations.

Reliance Infocomm-Business

In December 2002, Reliance infocomm ushered a digital

revolution in India. The companys catch line A new Way of Life

reflects the dream of reliance Founder-chairmen Dhirubhai ambani to

place the power of information and communication in the hands of

common of people at an affordable cost.

Reliance infocomm has created an overarching digital

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

60,000 Km terabit capacity optic fibre network linking more than 600

cities and towns in India. The goal of Reliance infocomm is to

progressively expand its optic fiber network and eventually cover

116,000Km, with the ability to seamlessly connect every individual,

home, and office in all 640,000 villages and 2,500 towns and cities of

India. Reliance infocomm will offer revolutionary data, video and value-


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

history of information technology and communication. The services are

being launched in three phases.

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

Reliance India Mobile services through a nationwide wireless network

that will reach out to 90per cent of Indians population. Eventually, the

communication wave will reach every Indian. This revolution will

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

be informed, while on the movie.

The second phase will usher an enterprise net way revolution by

initially providing 100mbps Ethernet links to every desktop and device

in half a million enterprise buildings. This will eventually extend to 10

million buildings. This revolution will empower every enterprise by

making transactions efficient, functions, seamless and new economic

opportunities abundant.

In the third phase, Reliance infocomm will launch a consumer

convergence revolution by providing high speed Ethernet links to 80

million

homes initially and eventually to every home. This revolution will

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


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telephony, audio conferencing, video conferencing and video on

demand.

The Reliance India Mobile 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

COMPANY PROFILE


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Reliance Life Insurance, one of the leading life insurance

companies of India, today announced it First Year Premium (FYP)

income for financial year ended March 2009. During the year the

company has recorded a growth of 70 per cent in individual first year

premium adjusted for single pay. The adjusted individual FYP for FY

2009 stood at Rs.1,308 crore as compared to Rs.769 crore during

previous financial year.

During the last quarter of the financial year (January-March 09),

the company grew by 95 per cent over the corresponding period last

year. The adjusted individual FYP for quarter ended March 2009 stood

at Rs.471 crore as compared to Rs.241 crore for quarter ended March

2008.The Reliance Life Insurance has built a robust and values driven

business model. The Company as the best in class agent advisors who

are acknowledged for their quality of advice.


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

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

entry into new product segments like health insurance and retirement

planning and superior customer service and claims record. These

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

help us continue on this growth trend, he added. Reliance Life

Insurance sold 8.7 lakh policies during the financial year 2009, an

increase of 58 per cent over 5.5 lakh policies sold during financial year

2008.

The company has acquired around 23 lakh policies since

inception. In the financial Year 2009 the assets under management

also doubled to over Rs.3, 600 crore as compared to Rs.1,800 crore as

at the end of previous financial year.

During the Financial Year 2009, Reliance Life Insurance further

strengthened its distribution network. The company launched 55 new

offices and now has presence in 157 cities across the country through

200 offices. Reliance Life Insurance offers you products that fulfill your

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

Life Insurer of global scale and standard. Reliance Life Insurance is an

associate company of Reliance Capital Ltd., a part of Reliance - Anil

Dhirubhai Ambani Group. Reliance Capital is one of Indias leading

private sector financial services companies, and ranks among the top 3


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private sector financial services and banking companies, in terms of

net worth. Reliance Capital has interests in asset management and

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

investments, private equity and other activities in financial services.

The rural business Reliance Life Insurance started in 2003 its hub and

spoke operations in Mumbai after witnessing stupendous success in

Maharashtra. Reliance Life Insurance launched 13 new products

during the financial year and now has a portfolio of 38 products and

eight riders for individuals. The company entered the health insurance

segment with the launch of Lifeline Health Insurance Plans in February

2008. It also strengthened its ULIP portfolio through launch of like

maker range of products and retirement portfolio through Smart Invest.

Reliance Life Insurance has a strong growth focus. The

company plans to significantly expand its distribution footprint by

opening more than 100 new offices every year for next 3-4 years. The

number of agent advisors is expected to touch 2, 00,000 from current

36,500.

The growth in agency distribution will be complemented by

strong growth in partnership distribution. The company currently has

an equity base of Rs.1, 032 crores. To support this growth plan, the

shareholders are committed to increase the capital base to Rs. 2,650

crores over the next 3-4 years. (ANI)


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The company has positioned itself on the quality 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.

Reliance Life Insurance Company Ltd. a Fortune 100 company

one of India's leading business corporations. The company has

positioned itself on the quality 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. The

strategy is to establish itself as a trusted life insurance specialist

through a quality approach to business.

The first Insurance in Private sector without any Foreign

Collaboration to start in India after LIC.In line with its values of financial

responsibility, Reliance Life has adopted prudent financial practices to

ensure safety of policyholder's funds. The Company's paid up capital is

Rs. 907.4 core, which is more than the norm laid down by IRDA.

Reliance Life has identified individual agents as its primary

channel of distribution. The Company places a lot of emphasis on its

selection process, which comprises four stages - screening,

psychometric test, career seminar and final interview. The agent


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

training. Reliance Life invests significantly in its training programmed

and each agent is trained for 152 hours as opposed to the mandatory

100 hours stipulated by the IRDA before beginning to sell in the

marketplace. Training is a continuous process for agents at Reliance

Life and ensures development of skills and knowledge through a

structured programmed spread over 500 hours in two years. This focus

on continuous quality training has resulted in the company having

amongst the highest agent pass rate in IRDA examinations and the

agents have the highest productivity among private life insurers.

450 agent advisors have qualified for the Million Dollar Round

Table (MDRT) membership in 2009. MDRT is an exclusive

congregation of the worlds top selling insurance agents and is

internationally recognized as the standard of excellence in the life

insurance business. Having 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. The

company is using a five-pronged strategy to pursue alternative

channels of distribution. These include the franchisee model, rural

business, direct sales force involving group insurance and

telemarketing opportunities, banc assurance and corporate alliances.

Vision


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Empowering everyone live their dreams

Mission

Create unmatched value for everyone through dependable,

effective, transparent and profitable life insurance and pension

plans.

Goal

Reliance Life Insurance would strive hard to achieve the 3

goals mentioned below:

Emerge as transnational Life Insurer of global scale and

standard

Create best value for Customers, Shareholders and all Stake

holders

Achieve impeccable reputation and credentials through best

business practices

Knowledge


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Knowledge leads to expertise; and our expertise is in helping

people protect them. Perfectly combining global expertise with local

knowledge, we are India's life insurance specialist. Reliance Life

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

tested and shared.

Caring

Reliance Life is redefining the life insurance paradigm by

focusing on customers first. The service process is responsive,

personalized, humane and empathetic. Every individual who

represents the company is for our brand champion

Honesty

Honesty is the heart of the life insurance business. It is all about

trust. Transparency, integrity and dependability form the cornerstones

of the Reliance Life experience. The company ensures that everyone

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

as deed.

Product Profile

Insurance Plan

Protection Plan


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Five Year Renewable and Convertible Term Insurance

Reliance Life Insurance Five Year Renewable and Convertible Term

Insurance (Non-Participating) 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 family's financial security,

should anything unfortunate happen to you. Offering a guaranteed

Death 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.

Level Term (Non Participating) Policy

Reliance Life Insurance Level Term (Non Participating) Policy is a plan

that covers your life at a very low cost and reduces the consequent

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


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term of the plan, an amount equal to the sum assured is paid to the

nominee.

Children Plan

Children's Endowment to 18 (Par) Plan

Reliance Life Insurance presents Children's Endowment Participating

Insurance to age 18 with an option to buy a permanent life insurance

policy without medical underwriting (irrespective of his/her health at

that time). This policy which is especially designed to enable you to

provide for higher education of your child and take care of your childs

future needs in case of spiraling costs.

Children's Endowment to 24 (Par) Plan


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Reliance Life Insurance Children's Endowment Participating Insurance

to age 24 provides an option to buy a permanent life insurance policy

without medical underwriting (irrespective of his/her health at that

time). This policy enables you to provide for various events in your

childs life such as a grand wedding of your child. This excellent plan is

a participating plan, which is also eligible for bonuses and Reliance

Life 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 18.

Stepping Stones (Par) Plan

Reliance Life Insurance Stepping Stones is a smart way to plan your

childrens education and their future irrespective of whether you are

there or not. It provides you with regular money when it is required.

This policy also builds cash value, which you can use during your

lifetime to fund any unforeseen needs by surrendering accumulated

PUAs. This policy also entitles you to make partial withdrawals for

various unplanned expenses in the future.

SMART Steps Plan


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Introducing Reliance Life Insurance regular premium unit linked life

insurance childrens plan SMART Steps, which will help you plan for

your child's future in a SMART way and takes your worries away. This

plan offers the required financial protection for your loved ones if you

are not alive and provides an unmatched investment opportunity by

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

make partial withdrawals for various unplanned expenses in the future.

SMART Steps Plus

A regular premium unit linked life insurance plan, Reliance Life

Insurance SMART Steps plus will help you plan for your child's

higher education, marriage, and financial security. This plan offers no-

compromise 360 degree protection to your children even if you are not

alive and provides an unmatched investment opportunity by way of

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

partial withdrawals for various unplanned expenses in the future.

SMART Steps Single Premium Plan

Reliance Life Insurance SMART Steps Single Premium policy will

help you plan for your child's future in a SMART and organized

manner. Apart from offering 360 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. This policy also


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entitles you to make partial withdrawals for various unplanned

expenses in the future.

Investment Plan

Life Maker Premium Investment Plan

The latest Life Maker Premium Investment Plan gives you a lot of

choices - especially when you are looking for Great life style, Big

Home, your own well established Business and top of all Protection for

your family. Our Unit linked Life Insurance plan can be the financial

cornerstone for your objectives. Reliance Life Insurance provides you a


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

investments in the customized unit linked funds such as equities,

money market instruments, investment grade corporate bonds, and

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

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

more of these funds, basis your risk taking ability.

Life Maker Platinum - a Unit Linked Investment Plan

With the Life Maker Platinum a Unit Linked Investment Plan, you can

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

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

customized unit linked funds such as equities, money market

instruments, investment grade corporate bonds, and government

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

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

of these funds, basis your risk taking ability.

Life Maker Gold Plan

This plan enables you to choose an attractive investment fund, enjoy

free loyalty units and tax benefits on premiums and maturity value. Life

Maker Gold Plan also provides you insurance cover, in which, your

nominee will get the Sum Assured plus the Fund Value to your

nominee(s), in case of unfortunate event of your death. Our Plan also


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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 customization feature.

Life Invest Plan

This policy will provides you comprehensive protection from 3 Ds i.e.

Death, Disease and Disability. Apart from loyalty units and tax benefits,

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

Flexible 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 Assure Plan

Our smart assure plan also enables you to make partial withdrawals at

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

provides you the facility to change the investment pattern by moving

from one fund to other fund(s) amongst the funds offered under this

contract

Retirement Plan


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Easy Life Retirement (Par) Plan

Catering to the diverse set of needs of various customers looking for

retirement planning, Reliance Life Insurance offers some splendid

retirement plans, which would suit their budget and lifestyle. Reliance

Life Insurance Easy Life Retirement Plan Regular Premium/Single

Premium (Participating) Policy is designed to help you save money for

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

regular retirement income (i.e. pension).

SMART Invest Pension Plan

Offering competitive returns to secure the golden years of your life,

Reliance Life Insurance SMART Invest Pension Plan is a

comprehensive unit linked pension plan to meet your post retirement

financial needs, ensuring you complete peace of mind. One-third of the

corpus can be commuted at vesting age the amount commuted are

eligible for tax exemption u/s 10A.


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CHAPTER 4


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RESEARCH METHODOLOGY

Research methodology is a systematic and objective process of

identifying and formulating the problem by setting objective and

methods for collecting, editing, tabulating, evaluating, analyzing,

interpreting and presenting data in order to find justified solution.

Research design and design adopted

A Research 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. The research design

undertaken by the researcher is descriptive research design. The

methodology involved in this design is mostly qualitative in nature.

Descriptive research design is concerned with the research studies

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


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

acquire knowledge. Similarly, such studies are used to examine the

characteristics of the corporate sector or consumer behavior etc., The

descriptive study is typically concerned with determining frequency

with which something occurs or how two variables vary together.

Objectives

Primary

To discern and analyze the recruitment and selection strategies

of Reliance life insurance pvt ltd.

To know the perception of employees on the recruitment and

selection process of Reliance life insurance pvt. ltd.

Secondary

To examine the recruitment policy of the organization.

To analyze the recruitment techniques employed by Reliance

life insurance pvt ltd.


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The new trends in recruitment strategy followed in production

based company.

To analyze the training facilities offered by the company.

Sources of data collection

Data refers to the information or facts. Often researchers understand

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

non-numerical information, qualitative and quantitative information. The

sources of data can be primary and secondary.

Primary data

Primary 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 structured questionnaire.

Secondary data

Secondary data are those, which are collected from the already

existing information through reference. The secondary data are

collected by analyzing various materials like Company profiles,

Magazines, Journals, Past records and reports and websites.

Questionnaire


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A questionnaire is a schedule consisting of a number of coherent

and formulated series of questions related to the various aspects of the

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

sequence is used to elicit response from the informant. The

questionnaire has been framed by covering almost the key concepts to

bring about lucid results.

Sampling method

Sampling method Simple Random Sampling

When every individual has a chance of being selected in a

population, it is known as simple random sampling technique of

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

large and a limited sample size is used for the study in limited time.

Sample size

Sample size refers to the number of items selected from the

universe to constitute a sample. Sample size for this study is 70, which

was drawn from the population 360.

Instrument design:

Questionnaire

A questionnaire is a schedule consisting of a number of coherent

and formulated series of questions related to the various aspects of the


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

sequence is used to elicit response from the informant. The

questionnaire has been framed by covering almost the key concepts to

bring about lucid results.

Period of study

The Study was conducted for a period of 45 days

Statistical tools used for data analysis

Chi square test

Chi square test is a non 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 frequently by marketing

researchers to test hypothesis. This test is employed for testing

hypothesis when distribution of population is not known and when

nominal data is to be analyzed.

Chi-square aims at determining whether significant difference

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

sampling. Chi-square analysis is used to find out dependency between

two different attributes. It can be calculated as follows,

Chi- square = (Oij Eij) / Eij --- Equation (1)


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Where,

Oij = Observed frequency of the cell in the ith row and jth

column

Eij= Expected frequency of the cell in the ith row and jth column

Eij = (Row Total *Column Total)/Grand Total ---- Equation (2)

The 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.

Limitations of the study

Time constraint: Since the project is for a limited duration more

information could not be collected from the company.

Human behavior constraint: One cannot judge the attitude of an

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

Data Constraint : 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.


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CHAPTER 5


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Data Analysis And Interpretation

Male & female

TABLE .4.1 Male & female

GenderNumber of

respondents

Percentage of

respondents

Male 42 60

Female 28 40

TOTAL 70 100

Graph 1 Percentage Of Males And Females In The Company


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Analysis

From the above chart , it is clear that around 60% of workers are male

and remaining 40% are females

Interpretation

In this survey we came to know that around 60% of the staff are male .

so that is easy to obtain candidates as per the job requirements of the

organization

Opinion of employees regarding recruitment and selection process


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TABLE 4.2 opinion of employees regarding recruitment and selection

process

OpinionNumber of

respondent

Percentage of

respondents

Excellent58

82.86

Good 9 12.86

Average 2 2.86

Poor 1 1.42

TOTAL 70 100

Graph 2 Opinion Of Employees Regarding Recruitment And Selection

Process

Analysis


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From the above chart it is evident that 82.86% of employees feels that

recruitment and selection is excellent, 12.86% feels that it is good ,

2.86% are average and 1.42 are felt that it is poor.

Interpretation

Recruitment and selection is necessary in every aspects of the

organization 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. Ltd

TABLE.4.3 I nformation regarding vacancies in reliance life insurance

pvt. Ltd

Sources

Number of

respondents

Percentage of

respondents

Advertisement 20 28.6

Employment

exchange0 0

Word of mouth 50 71.4

TOTAL 70 100

Graph 3 Information Regarding Vacancies In Reliance Life

Insurance


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Analysis

From the above chart around 28.6% of the applicants came to know

about the vacancy through advertisement and around 71.4% getting

the information from word of mouth.

Interpretation


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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

TABLE.4.4 Attributes which attracts you to apply for the job

AttributesNumber of

respondents

Percentage of

respondents

Decent salary 32 45.7

Opportunity to growth 20 28.6

Job security 8 11.4

Identification with

company10 14.3

Total 70 100

Graph 4 Attributes Which Attracts You To Apply For The Job


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Analysis

From the above chart around 45.7% of applicants feels decent salary

makes them apply for the job,28.6% feels that opportunity for growth ,

11.4% feels job security and 14.3% feels that identification with the

company makes them to apply for the job

Interpretation


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Recruitment 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

TABLE 4.5 Information which is provided by the recruiter to attract the

candidates

AttributesNumber of

respondents

Percentage of

respondents

Job description 22 31.4

Salary package 33 47.2

Additional facilities 15 21.4

None 0 0

Total 70 100

Graph 5 Information Which Is Provided By The Recruiter To Attract

The Candidates


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Analysis

From the above chart in order to attract candidates around 31.4% are

attracted on the basis of job description , 47.2% on salary package and

21.4% on additional facilities

Interpretation


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Recruiter 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.

Work as per your qualification

TABLE 4.6 Work as per your qualification

Opinion Number of respondentsPercentage of

respondentsYes 54 77.1

No 16 22.9

Total 70 100

4.6 Chart Showing The Work As Per Your Qualifications


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Analysis

From the above table , it is evident that majority of the employees feel

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

22.9% say that their academic study is not related to the work they

perform.

Interpretation

The applicant should have required qualification in order to ensure

better productivity .For that recruiter should clearly mention the

academic status of the candidates.

Differences of job description and actual work of the employees

TABLE 4.7 Differences of job description and actual work of the

employees


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OpinionNumber of

respondents

Percentage of

respondents

Both are same 40 57.1

Slightly different 25 35.7

Significantly different 5 7.2

Total 70 1oo

Chart 4.7 Differences Of Job Description And Actual Work Of

Employees


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Analysis

From 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 57.1% response. While 35.7% of the employees

feel slightly different and 7.2 % feel a significant different response.


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Interpretation

Job description is essential to have clear cut requirement of

appropriate candidate to enable better performance by the employees

other than this job evaluation and job specification should also be

taken into consideration

Opinion of the employees to recommend their friends and relatives to

the organization

TABLE 4.8 opinion of the employees to recommend their friends and

relatives to the organization

OpinionNumber of

respondents

Percentage of

respondents

Yes 58 82.9

No 12 17.1

Total 100 100

Chart 4.8 Opinion Of Employees To Recommend Their Friends And

Relatives To The Company


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Analysis

From the above chart it is clear that around 82.9% of responses of

employees recommend their relatives and friends to join the

organisation and 17.1% have opposite opinion on this statement

Interpretation Internal recruitment is important to have highly

competent employees with reference to person who works in the

organization but it should be for a certain extend . The recruiter should

recruite candidate from other sources also.

Factors that the employee rate related to their job

TABLE 4.9 Factors that the employee rate related to their job

FactorsNumber of

respondents

Percentage of

respondentsPride in work 23 32.8

Job security19 27.2

Recognition 17 24.3


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Acceptance 11 15.7

Total 70 100

Chart 4.9 Factors That The Employee Rate Related To Their Job


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Analysis

From the above chart 32.8% employees feel that pride in work, 27.2%

employees feels job security, 24.3% employees feel recognition &

15.7% 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

Employees awareness about companys vision, mission & goals

TABLE. 4.10 Employees awareness about companys vision, mission

& goals

Opinion

Number of

respondents

Percentage of

respondents

Yes 64 91.4

No 6 8.6

Total 70 100

Chart 4.10 Employees Awareness About Companys Vision, Mission

And Goals


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Analysis

From the above table, 91.4% of employees are aware of companys

vision, mission and goals and 8.6% are not aware of it.

Interpretation

Companys vision, mission and goals must be known to each every

employees to accomplish organizational objectives


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Satisfaction of employees with their present salary & incentives

TABLE 4.11 Satisfaction of employees with their present salary &

incentives

OpinionNumber of

respondents

Percentage of

respondents

Yes 45 64.3

No 25 35.7

Total 70 100

4.11 Chart Showing Satisfaction Of Employees With Their Present Job

Salary And Incentives


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Analysis

From the above chart, 64.3% of employees are satisfied with their

present salary and incentives and 35.7% 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

TABLE 4.12 Awareness of recruitment strategy and procedure in

reliance life insurance

OpinionNumber of

respondents

Percentage of

respondents

Yes 49 70

No 21 30

Total 70 100


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Chart 4.12 Awareness Of Recruitment Strategy And Procedure In

Reliance Life Insurance

Analysis

From the above table, 70% of the employees are aware about the

recruitment strategies and procedure in the organization and 30% of

employees are unaware of it

Interpretation

Proper recruitment strategies and procedures should enhance the

recruitment of competent employees with respect to the requirement

of the job.


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Opinion of the employees regarding the concerned location of work

TABLE.4.13 Opinion of the employees regarding the concerned

location of work

OpinionNumber of

respondents

Percentage of

respondents

Yes 50 71.4

No 20 28.6

Total 70 100

Chart 4.13 Opinion Of Employees Regarding The Concerned Location

Of Work

Analysis


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From the above chart, it is clear that 71.4% of the applicant are very

much concerned about the location and 28.6% of then does not

concern about the location.

Interpretation

Location of the organization plays vital factor for the applicant to apply

for the job rather than the salary and other features of the organization.

Opinion of selection conducted in company

TABLE.4.14 Opinion of selection conducted in company

OpinionNumber of

respondents

Percentage of

respondents

Fair 51 72.8

Unfair 19 27.2

Total 70 100

Chart 4.14 Opinion Of Selection Conducted In Company


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Analysis

In the above chart, about 73% of the employees have fair opinion on

selection and 27% of them have opposite opinion regarding selection.

Interpretation

Selection process should be impartial to have better selection of

candidates for the job. New selection techniques should be conducted

to have better human resources in the organisation.

4.15 Identifying the Relationship between Job Description and Actual

Work of the Employees

H0-There`is no significant difference between job description and

actual work of the employees

H1-There is a significant difference between job description and actual

work of the employees.


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Opinion Number of respondents

Both are same 40

Slightly different 25

Significantly different 5

Total 70

O E (O-E) (O-E)2 (O-E)2/E

40 23.33 16.67 277.89 11.91

25 23.33 1.67 2.79 0.12

5 23.33 18.33 335.99 14.40

TOTAL 26.42

Calculated value = 26.42

Degree of freedom@ 5% level of significance

= n-1


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= 3-1=2

Tabulated value is 5.991

So, the Calculated value > Tabulated value

So we accept the alternate hypothesis i.e. H1

Hence it can be inferred that there is a significant difference between

job description and actual work of the employees.

4.16 Identifying the Relationship between Job Factors affecting work

and the actual job

H0-There is no significant relation between job factors and actual work

of the employees

H1-There is a significant relation between job factors and actual work

of the employees.

Factors Number of respondents

Pride in work 23


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Job security 19

Recognition 17

Acceptance 11

Total 70

O E (O-E) (O-E)2 (O-E)2/E

2317.5 5.5 30.25 1.728

19 17.51.5 2.25 0.128

17 17.5-0.5 0.25 0.014

11 17.5-6.5 42.25 2.414

TOTAL4.284

Calculated value = 4.284

Degree of freedom@ 5% level of significance

= n-1

= 4-1=3

Tabulated value is 5.99

So, the Calculated value < Tabulated value


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So we accept the NULL hypothesis i.e. H0

[

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

the employees


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1. In Reliance Life Insurance Pvt. Ltd is the one and only private

sector insurance company in India.

2. In Reliance Life Insurance Pvt. Ltd have the highest branch

offices and staff than other competitors.

3. In Reliance Life Insurance Pvt. Ltd is the insurance company

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

4. It is found that out of the 100 respondents, 80% are males and

the rest 20% are females. So, majority of the respondents are

males and the rest are females.

5. From the study, it is seen that out of 100 respondents, 70%

opined the procedure of In Reliance Life Insurance Pvt. Ltd

recruitment as external recruitment and 30% of the respondents

opined the procedure of In Reliance Life Insurance Pvt. Ltd

recruitment as internal recruitment.

6. It is found that out of 100 respondents, majority 50% of the

respondents felt that recruitment of insurance advisors is done

through advertisement, 25% opined it is done through walk in

interviews, 15% through personal reference and 10% through

placement agencies.

7. It is found that out of 100 respondents, 55% of the respondents

felt that media used for advertising to recruit insurance is

newspaper,25% opined advertising is done through internet,15%

opined it is television and 5% felt it is done through other media.


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8. From the study, out of 100 respondents, majority 45% opined that

the reason as to why people are interested to join In Reliance Life

Insurance Pvt. Ltd as to establish himself,25% felt that it is for

attractive package,20% opined for brand name and 15% opined

for other reasons.


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SUGGESTIONS

1. In Reliance Life Insurance Pvt. Ltd should recruit more

through placement agencies. By practicing this In Reliance

Life Insurance Pvt. Ltd will get more capable persons who can

work efficiently.

2. In Reliance Life Insurance Pvt. Ltd should recruit people who

are committed, honest, and hardworking and are able to

attract the customers easily.

3. The fee charged as application money should be reduced so

that it will be helpful for the candidates.

4. The incentive system should be more attractive to motivate

more and more people for becoming insurance advisors.


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5. Reliance Life Insurance Pvt. Ltd 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.

6. In Reliance Life Insurance Pvt. Ltd should concentrate on

marketing along with the other types of marketing used it.

7. More 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.

8. 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.


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CONCLUSION

Training enables students to get them acquainted with the job

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

us to get exposed to the modern competitive Corporate World. 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.

The study was done to find out the effectiveness of recruitment

and selection in Reliance Life Insurance Pvt. Ltd.

The study was done among 70 customers and the data was

collected by means of a questionnaire. On whole it is found that the

most of the employees are satisfied with the present process.


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BIBLIOGRAPHY

Books

1. Philip Kotler Marketing Management

2. Research methodology by C.R.KOTHARI

Magazines

1. Auto India - Car & Bike Magazine

2. Overdrive - Car & Bike Magazine

Websites

www.relianceindia.com

www.wikipedia.com

www.google.com


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www.reliancelifeinsurance.com

ANNEXURE


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QUESTIONNAIRE

Survey on the Recruitment and Selection Process of Reliance life

insurance PVT ltd:

Name:

Gender: male

Female

(1) What is your opinion on the recruitment and selection process in

Reliance life insurance pvt ltd?

a) Excellent b) Good c) Average d) Bad

(2) How did you come to know about the vacancy, when applying at



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a) Advertisement b) Employment exchange c) Word of Mouth

(3) Which of the following attracted you to apply for the job at Reliance

life insurance pvt ltd?

a) Decent salary b) Opportunity for growth

c) Job security d) Identification with the company

(4) What information does the recruiter provides to attract the

candidates?

a) Job description b) Salary package

c) Additional facilities d) None

(5) Are your academic studies related to the work you perform?

a) Yes b) No

(6) How is your job description different from your role played in


a) Both are the same b) Slightly different c) significantly

different

(7) Would you recommend your relatives and friends to join the

organization?

a) Yes b) No


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(8) Which factor would you rate highly related to your job in Reliance

life insurance pvt ltd?

a) Pride in the work b) Job security c) Recognition

d) Acceptance

(9) Are you aware of the companys mission, vision and goals?

a) Yes b) No

(10) Are you satisfied with your present drawing salary and incentives?

a) Yes b) No

(11) Are you aware of the recruitment strategy and procedure followed

in Reliance life insurance pvt ltd?

a) yes b) No

(12) Were you really concerned about the location you will be placed?

Yes / No

Documents

Relaince Life Insurence New Poonam