RECRUITMENT & SELECTION

PROCESS

IN

ICICI PRUDENTIAL INSURANCE COMPANY Ltd

Hyderabad.

Project Report

Submitted To JNT University, Hyderabad

In partial fulfillment of the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

By

xxxxxxxxxxxxxxx

DEPARTMEMT OF BUSINESS MANAGEMENT

K B R ENGINEERING COLLEGE

(AFFILIATED TO JNT UNIVERSITY)

PAGIDIPALLY (VI), BIBINAGAR (M), NALGONDA (DIST).

2009-2011

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ABSTRACT

Human resources are the most valuable assets of an organization. An organization performance

and resulting productivity are directly proportional to the quality of its human resource, hence it is very

important to select individuals with required knowledge, desired skills, creative abilities, talents and

aptitudes and then train them according to their skills they are interested in and then check their

performance. Hence RECRUITMENT AND SELECTION plays a very important role in every

organization.

This paper draws attention to the potentially focal role that appropriate people management

practices can and do play in facilitating knowledge management within the context of a specialist

consulting firm that sustains its competitive advantage through processes of knowledge creation. The

paper highlights the way in which traditional approaches to people management issues such as

recruitment and selection, professional development etc. are not necessarily appropriate or relevant when

managing an expert workforce that expects and demands considerable levels of autonomy.

This study examined the effects of four 'careers' website content features (pictures, testimonials,

organizational policies, and awards won) on viewers' perceptions of nine organizational culture attributes.

Eight of these culture attributes were more strongly conveyed by culture-specific website content features

than by culture-neutral website content features. This study also found support for a partial mediated-

moderation model. This model illustrated that participants with weak culture preferences formed less

favorable person–organization (P–O) fit perceptions as they perceived an organization to more strongly

convey the culture attribute under investigation. Conversely, participants with strong culture preferences

formed more favorable P–O fit perceptions as they perceived an organization to more strongly portray the

culture attribute in question. Respondents with stronger P–O fit perceptions in turn reported stronger

organizational attraction

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Declaration

I here by declare that this Project Report titled “RECRUITMENT AND SELECTION

PROCESS” at ICICI Prudential Life Insurance is a bonafide work undertaken by me, for the partial

fulfillment for the award of the degree in MASTER OF BUSINESS ADMINISTRATION, JNT

UNIVERSITY,HYDERABAD, and is not submitted to any other university or institution to the best of

my knowledge.

Name & Address of the Student Signature of the Student

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ACKNOWLEDGEMENT

I would like to thank ICICI PRUDENTIAL LIFE INSURANCE Pvt.Ltd, Hyderabad for giving me an

opportunity to undergo a project study in this organization.

My honest thanks to SRI.S.RAMACHANDRA REDDY, HR Manager who inspire of

their busy schedule could always spent time for giving me in doing project study in ICICI

PRUDENTIAL LIFE INSURANCE.

A special thanks to Mr.BAYYAPU REDDY (Principal) K B R ENGINEERING COLLEGE,

Pagidipally and Sri.J. CHANDRA SEKHAR (HOD) and my Faculty and also I would like to thank my

friends and other who have helped me to complete my project.

xxxxxxxxxxxxx

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Recruitment and selection of Insurance Companies

PREFACE

People are a company’s most important assets. They can make or break the fortunes of a business. In

today’s highly competitive business environment placing the right people in the right position is very

critical for the success of any organization.

The recruitment and selection decision is of prime importance as it is the vehicle for obtaining the best

possible person-to-job fit that will, contribute significantly towards the Company's effectiveness. It is also

becoming increasingly important, as the Company evolves and changes, that new recruits show a

willingness to learn, adaptability and ability to work as part of a team. The Recruitment & Selection

procedure ensures that these criteria are addressed  

In this project I have studied Recruitment and Selection process of ICICI Prudential Life Insurance and

attempted to provide some ways so as to make recruitment more effective and to reduce the cost of hiring

an employee.

I am privileged to be one of the students who got an opportunity to do my training with ICICI Prudential

Life Insurance.  My involvement in the project has been very challenging and has provided me a platform

to leverage my potential in the most constructive way.

ICICI Prudential Life insurance is one of India's leading financial institutions offering complete financial

solutions that encompass every sphere of life. In a short span of time,ICICI has set an example by having

a steady and confident journey to growth and success.

During the training period I have studied deeply the process of hiring in ICICI Prudential Life insurance

and did a SWOT analysis of ICICI Prudential Life Insurance to find out the existing shortcomings and

potential threats and thereby recommended suggestions.

This project however is an attempt to share as best as possible my experience in corporate world with all

my colleagues and my faculty.

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I would be delighted to receive reader’s comments which maybe valuable lessons for my future projects.

EXECUTIVE SUMMARY

In today’s rapidly changing business environment, organizations have to respond quickly to requirements

for people. The Financial market has been witnessing growth which is manifold for last few years. Many

private players have entered the economy thereby increasing the level of competition. In the competitive

scenario it has become a challenge for each company to adopt practices that would help the organization

stand out in the market. The competitiveness of a company of an organization is measured through the

quality of products and services offered to customers that are unique from others. Thus the best services

offered to the consumers are result of the genius brains working behind them. Human Resource in this

regard has become an important function in any organization. All practices of marketing and finances can

be easily emulated but the capability, the skills and talent of a person cannot be emulated. Hence, it is

important to have a well-defined recruitment policy in place, which can be executed effectively to get the

best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn

out to be costly mistakes for the organization. Therefore a recruitment practice in an organization must be

effective and efficient in attracting the best manpower.

Coverage –The extent and limitation

With largest number of life insurance policies in force in the world, insurance happens to be a

mega opportunity in India. Its business is growing at 15-20% annually and presently is of the order of Rs.

450m. Together with banking sector it adds about 7% to the GDP.

Like in the case of BPO’s, Insurance sector too faces the problem of attrition. Thus, recruitment is

an ongoing process carried through out the year. The project is based on the study of recruitment process.

The various recommendations suggested have been the result of the study. The idea is to generate ways of

dealing with high attrition and making hiring process manageable and efficient.

 Data Used

There were mainly two sources of data collection

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     Ø       Primary data:

Ø      Survey method

Ø      Personal interview with candidates

Ø      In depth conversation with the placement agency

v     Secondary data:

Ø      Study of recruitment policy

Ø      Websites

Ø      Published articles

Research methodology used

v     Study of recruitment and selection at ICICI Prudential Life Insurance by the manual provided

by the HR department;

v     Web sites

v     Journals

v     Magazines

v     Books

 

Findings

v     Recruitment is done throughout the year more during the months of May-June and Oct-Nov;

v     Huge investment of time;

v     Huge recruitment cost;

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To pursue these, I would be going through the recruitment policies of the company. By active

participation in the recruitment process, the areas where improvement can be bought about can be

identified.

Thus the whole research would be done under the guidance of external guide. It will also involve

recruitment and selection processes, reading the material provide internally by the organization,

information from the new employees.

 

Introduction

1.1 Introduction of the Insurance Industry

Overview

The story of insurance is probably as old as the story of mankind. The same instinct that prompts modern

businessmen today to secure themselves against loss and disaster existed in primitive men also. They too

sought to avert the evil consequences of fire and flood and loss of life and were willing to make some sort

of sacrifice in order to achieve security. Though the concept of insurance is largely a development of the

recent past, particularly after the industrial era – past few centuries – yet its beginnings date back almost

6000 years.

The first two decades of the twentieth century saw lot of growth in insurance business. From 44

companies with total business-in-force as Rs.22.44 crore, it rose to 176 companies with total business-in-

force as Rs.298 crore in 1938. The Insurance Act 1938 was the first legislation governing not only life

insurance but also non-life insurance to provide strict state control over insurance business.  

Some of the important milestones in the life insurance business in India are:

1818: Oriental Life Insurance Company, the first life insurance company on Indian soil started

functioning.

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1870: Bombay Mutual Life Assurance Society, the first Indian life insurance company started its

business. 

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 to by the Insurance Act with the objective of

protecting the interests of the insuring public.

1956: 245 Indian and foreign insurers and provident societies are taken over by the central government

and nationalized. LIC formed by an Act of Parliament, viz. LIC Act, 1956, with a capital contribution of

Rs. 5 crore from the Government of India.

The General insurance business in India, on the other hand, can trace its roots to the Triton Insurance

Company Ltd., the first general insurance company established in the year 1850 in Calcutta by the British.

Some of the important milestones in the general insurance business in India are:

1907: The Indian Mercantile Insurance Ltd. set up, the first company to transact all classes of general

insurance business.

1957: General Insurance Council, a wing of the Insurance Association of India, frames a code of conduct

for ensuring fair conduct and sound business practices.

1968: The Insurance Act amended to regulate investments and set minimum solvency margins and the

Tariff Advisory Committee set up.

1972: The General Insurance Business (Nationalisation) Act, 1972 nationalised the

general insurance business in India with effect from 1st January 1973.

With largest number of life insurance policies in force in the world, Insurance happens to be a mega

opportunity in India. It’s a business growing at the rate of 15-20 per cent annually and presently is of the

order of Rs 450 billion. Together with banking services, it adds about 7 per cent to the country’s GDP.

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Gross premium collection is nearly 2 per cent of GDP and funds available with LIC for investments are 8

per cent of GDP.

Yet, nearly 80 per cent of Indian population is without life insurance cover while health insurance and

non-life insurance continues to be below international standards. And this part of the population is also

subject to weak social security and pension systems with hardly any old age income security. This itself is

an indicator that growth potential for the insurance sector is immense.

A well-developed and evolved insurance sector is needed for economic development as it provides long

term funds for infrastructure development and at the same time strengthens the risk taking ability. It is

estimated that over the next ten years India would require investments of the order of one trillion US

dollar. The Insurance sector, to some extent, can enable investments in infrastructure development to

sustain economic growth of the country.

India has come a full circle from being an open competitive market to nationalization and back to a

liberalized market again. Tracing the developments in the Indian insurance sector reveals the 360 degree

turn witnessed over a period of almost two centuries.

Present Scenario

The Government of India liberalized the insurance sector in March 2000 with the passage of the

Insurance Regulatory and Development Authority (IRDA) Bill, lifting all entry restrictions for private

players and allowing foreign players to enter the market with some limits on direct foreign ownership.

The opening up of the sector is likely to lead to greater spread and deepening of insurance in India and

this may also include restructuring and revitalizing of the public sector companies. In the private sector 14

life insurance and 8 general insurance companies have been registered. A host of private Insurance

companies operating in both life and non-life segments have started selling their insurance policies..

Life Insurance Market

The Life Insurance market in India is an underdeveloped market that was only tapped by the state owned

LIC till the entry of private insurers. The penetration of life insurance products was 19 percent of the total

400 million of the insurable population. The state owned LIC sold insurance as a tax instrument, not as a

product giving protection. Most customers were under- insured with no flexibility or transparency in the

products. With the entry of the private insurers the rules of the game have changed.

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The 12 private insurers in the life insurance market have already grabbed nearly 9 percent of the market

in terms of premium income. The new business premiums of the 12 private players has tripled to Rs 1000

crore in 2002- 03 over last year. Innovative products, smart marketing and aggressive distribution. That's

the triple whammy combination that has enabled fledgling private insurance companies to sign up Indian

customers faster than anyone ever expected. Indians, who have always seen life insurance as a tax saving

device, are now suddenly turning to the private sector and snapping up the new innovative products on

offer.

The private insurers also seem to be scoring big in other ways- they are persuading people to take out

bigger policies. Buoyed by their quicker than expected success, nearly all private insurers are fast-

forwarding the second phase of their expansion plans.

 

 Major Insurance Players

Licenses have been issued for the following companies

Ø      ICICI Prudential Life Insurance Limited

Ø      ICICI Prudential Life Insurance Company Limited

Ø      HDFC Standard Life Insurance Company Limited

Ø      Birla Sun Life Insurance Company Limited

Ø      TATA AIG Life Insurance Company Limited

Ø      Max New York Life Insurance Company Limited

Ø      SBI – Cardiff Life Insurance Company Limited

Ø      ING Vysya Life Insurance Company Limited

Ø      Bajaj Allianz Life Insurance Company Limited

Ø      MetLife Life Insurance Company Limited

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Ø      Aviva Life Insurance Company Limited

Ø      AMP Sanmar Life Insurance Company Limited

Ø      Sahara India Life Insurance Limited

Ø      Sri Ram Life Insurance Limited

 

Protection of the interests of policyholders:

IRDA has the responsibility of protecting the interest of insurance policyholders. Towards achieving this

objective, the Authority has taken the following steps:

v     IRDA has notified Protection of Policyholders Interest Regulations 2001 to provide for:

policy proposal documents in easily understandable language; claims procedure in both life

and non-life; setting up of grievance redressal machinery; speedy settlement of claims; and

policyholders' servicing. The Regulation also provides for payment of interest by insurers for

the delay in settlement of claim.

v     The insurers are required to maintain solvency margins so that they are in a position to meet

their obligations towards policyholders with regard to payment of claims.

v     It is obligatory on the part of the insurance companies to disclose clearly the benefits, terms

and conditions under the policy. The advertisements issued by the insurers should not mislead

the insuring public.

v     All insurers are required to set up proper grievance redress machinery in their head office and

at their other offices.

The Authority takes up with the insurers any complaint received from the policyholders in

connection with services provided by them under the insurance contract.

 1.2 COMPANY PROFILE

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ICICI Prudential Life Insurance

ICICI Prudential Life Insurance Company is a joint venture between ICICI Bank, a premier financial

powerhouse and Prudential plc, a leading international financial services group headquartered in the

United Kingdom.

ICICI was established in 1955 to lend money for industrial development. Today, it has diversified into

retail banking and is the largest private bank in the country. Prudential plc was established in 1848 and is

presently the largest life insurance company in UK.

ICICI Prudential is currently the No. 1 private life insurer in the country. For the financial year ended

March 31, 2005, the company garnered Rs 1584 crore of new business premium for a total sum assured of

Rs 13,780 crore and wrote nearly 615,000 policies.

The Company recognizes that the driving force for gaining sustainable competitive advantage in this

business is superior customer experience and investment behind the brand. The Company aims to achieve

this by striving to provide world class service levels through constant innovation in products, distribution

channels and technology based delivery. The Company has already taken significant steps to achieve this

goal.

India's Number One private life insurer, ICICI Prudential Life Insurance Company is a joint venture

between ICICI Bank-one of India's foremost financial services companies-and Prudential plc- a leading

international financial services group headquartered in the United Kingdom. Total capital infusion stands

at Rs. 23.72 billion, with ICICI Bank holding a stake of 74% and Prudential plc holding 26%.

ICICI Prudential was the first life insurer in India to receive a National Insurer Financial Strength rating

of AAA (Ind) from Fitch ratings. For three years in a row, ICICI Prudential has been voted as India's

Most Trusted Private Life Insurer, by The Economic Times - AC Nielsen ORG Marg survey of 'Most

Trusted Brands'. As we grow our distribution, product range and customer base, we continue to tirelessly

uphold our commitment to deliver world-class financial solutions to customers all over India.

FACT SHEET

THE COMPANY

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ICICI Prudential Life Insurance Company is a joint venture between ICICI Bank, a premier financial

powerhouse, and Prudential plc, a leading international financial services group headquartered in the

United Kingdom. ICICI Prudential was amongst the first private sector insurance companies to begin

operations in December 2000 after receiving approval from Insurance Regulatory Development Authority

(IRDA).

ICICI Prudential's capital stands at Rs. 23.72 billion with ICICI Bank and Prudential plc holding 74% and

26% stake respectively. For the first quarter ended June 30, 2007, the company garnered Rs. 987 crore of

weighted retail + group new business premiums and wrote over 450,000 retail policies in the period. The

company has assets held to the tune of over Rs. 18,400 crore.

ICICI Prudential is also the only private life insurer in India to receive a National Insurer Financial

Strength rating of AAA (Ind) from Fitch ratings. The AAA (Ind) rating is the highest rating, and is a clear

assurance of ICICI Prudential's ability to meet its obligations to customers at the time of maturity or

claims.

For the past six years, ICICI Prudential has retained its position as the No. 1 private life insurer in the

country, with a wide range of flexible products that meet the needs of the Indian customer at every step in

life.

Distribution

ICICI Prudential has one of the largest distribution networks amongst private life insurers in India. It has

a strong presence across India with over 680 branches and over 235,000 advisors.

The company has over 23 bancassurnace partners, having tie-ups with ICICI Bank, Federal Bank, South

Indian Bank, Bank of India, Lord Krishna Bank, Idukki District Co-operative Bank, Jalgaon Peoples Co-

operative Bank, Shamrao Vithal Co-op Bank, Ernakulam Bank, 9 Bank of India sponsored Regional

Rural Banks (RRBs), Sangli Urban Co-operative Bank, Baramati Co-operative Bank, Ballia Kshetriya

Gramin Bank, The Haryana State Co-operative Bank and Imphal Urban Cooperative Bank Limited.

Products Insurance Solutions For Individuals

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ICICI Prudential Life Insurance offers a range of innovative, customer-centric products that meet the

needs of customers at every life stage. Its products can be enhanced with up to 4 riders, to create a

customized solution for each policy holder.

Savings Solutions

Save’n’Protect is a traditional endowment savings plan that offers life protection along

with adequate returns.

CashBak is an anticipated endowment policy ideal for meeting milestone expenses like a

child’s marriage, expenses for a child’s higher education or purchase of an asset.

LifeTimeSuper  offer customers the flexibility and control to customize the policy to meet

the changing needs at different life stages. Each offer 4 fund options — Preserver,

Protector, Balancer and Maximiser.

LifeLink Super is a single premium Unit Linked Insurance Plan which combines life

insurance cover with the opportunity to stay invested in the stock market.

Premier Life Gold is a limited premium paying plan that offers customers life insurance

cover till the age of 75.

InvestShield Life New is a unit linked plan that provides premium guarantee on the

invested premiums and ensures that the customer receives only the benefits of fund

appreciation without any of the risks of depreciation.

·        InvestShield Cashbak is a unit linked plan that provides premium guarantee on the

invested premiums along with flexible liquidity options.

Protection Solutions

LifeGuard is a protection plan, which offers life cover at very low cost. It is available in 3

options – level term assurance, level term assurance with return of premium and single

premium.

HomeAssure is a mortgage reducing term assurance plan designed specifically to help

customers cover their home loans in a simple and cost-effective manner.

Child Plans

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·         SmartKid education plans provide guaranteed educational benefits to a child along

with life insurance cover for the parent who purchases the policy. The policy is designed

to provide money at important milestones in the child’s life. SmartKid plans are also

available in unit-linked form – both single premium and regular premium.

Education Insurance Plans

·         Education insurance under the SmartKid brand provides guaranteed educational

benefits      to a child along with life insurance cover for the parent who purchases the

policy. The policy is designed to provide money at important milestones in the child's

life. SmartKid plans are also available in unit-linked form - both single premium and

regular premium

Retirement Solutions

ForeverLife is a retirement product targeted at individuals in their thirties.

Market-linked retirement products

LifeTime Super Pension  is a regular premium market-linked pension plan.

Golden Years: is a limited premium paying retirement solution that offers tax benefits up

to Rs 100,000 u/s 80C, with flexibility in both the accumulation and payout stages.

Health Solution

Health Assure and Health Assure Plus:  Health Assure is a regular premium plan which

provides long term cover against 6 critical illnesses by providing policyholder with

financial assistance, irrespective of the actual medical expenses. Health Assure Plus

offers the added advantage of an equivalent life insurance cover

·        Cancer Care: is a regular premium plan that pays cash benefit on the diagnosis as well

as at different stages in the treatment of various cancer conditions.

·        Diabetes Care and Diabetes Care Plus*: 1st ever critical illness insurance cover for

diabetics.

·        Hospital Care*: Hospital Care offers a Cashless hospitalization facility in more then

3000 network hospitals

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·        Crisis Cover : is a 360-degree product that will provide long-term coverage against 35

critical illnesses, total and permanent disability, and death

Note (*) products Re-launched on 1st July 2006

Group Insurance Solutions

ICICI Prudential also offers Group Insurance Solutions for companies seeking to enhance benefits to their

employees.

ICICI Pru Group Gratuity Plan: ICICI Pru’s group gratuity plan helps employers fund their statutory

gratuity obligation in a scientific manner. The plan can also be customized to structure schemes that can

provide benefits beyond the statutory obligations.

ICICI Pru Group Superannuation Plan: ICICI Pru offers a flexible defined contribution superannuation

scheme to provide a retirement kitty for each member of the group. Employees have the option of

choosing from various annuity options or opting for a partial commutation of the annuity at the time of

retirement.

ICICI Pru Group Term Plan: ICICI Pru’s flexible group term solution helps provide affordable cover to

members of a group. The cover could be uniform or based on designation/rank or a multiple of salary.

The benefit under the policy is paid to the beneficiary nominated by the member on his/her death.

Flexible Rider Options

ICICI Pru Life offers flexible riders, which can be added to the basic policy at a marginal cost, depending

on the specific needs of the customer.

1.      Accident Benefit: If death occurs as the result of an accident during the term of the policy,

the beneficiary receives an additional amount equal to the rider sum assured under the policy.

If the death occurs while traveling in an authorized mass transport vehicle, the beneficiary

will be entitled to twice the sum assured as additional benefit.

2.      Accident & Disability Benefit: This rider option pays 10% the sum assured under the rider

every year till next 10 years on Accidental Permanent Disability of 2 Organs.

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3.      Critical Illness Benefit: protects the insured against financial loss in the event of 9 specified

critical illnesses. Benefits are payable to the insured for medical expenses prior to death.

4.      Income Benefit: This rider pays the 10% of the sum assured to the nominee every year, till maturity, in

the event of the death of the life assured. It is available on SmarKid, SecurePlus and CashPlus

5.      Waiver of Premium: In case of total and permanent disability due to an accident, the premiums are

waived till maturity. This rider is available with SecurePlus and CashPlus.

Choice of Six Investment Options :-

ICICI prudential offers you the opportunity of selecting between investment options to match your

investment priorities.

1)         Protector:-

            An Investment Option with investment indebt and money market instruments.

2)         Maximiser :-

            An investment option with investment in equity and equity related instruments.

3)         Balancer :-

An investment option with investment in a mix of equity and debt oriented instruments.

4)         Preserver :-

                An investment option with investment in low-risk instruments like cash and call

money markets.

5)         Flexi Growth:-

New Fund (NFO) launched in March 2007, Long term returns from an equity portfolio

lare,mid and small cap companies.

6)         Flexi balanced:-

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Balance of capital appreciation and stable returns from an equity (large,mid & small cap

companies) & debt portfolio.

 

Vision and Mission 

Their vision is to make ICICI Prudential Life Insurance Company the dominant new insurer in the life

insurance industry. This they hope to achieve through their commitment to excellence, focus on service,

speed and innovation, and leveraging our technological expertise.

The success of the organisation will be founded on its strong focus on values and clarity of purpose.

These include:

·         Understanding the needs of customers and offering them superior products and service

·         Building long lasting relationships with their partners

·         Providing an enabling environment to foster growth and learning for their employees

And above all building transparency in all our dealings.

They believe that they can play a significant role in redefining and reshaping the sector. Given the quality

of their parentage and the commitment of their team, they feel that tere will be no limits to their growth.

DISTRIBUTION

ICICI Prudential has one of the largest distribution networks amongst private life insurers in India, having

commenced operations in 150 cities and towns in India, stretching from Bhuj in the west to Guwahati in

the east, and Jammu in the north to Trivandrum in the south.

The company has 9 bank partnerships for distribution, having agreements with ICICI Bank, Bank of

India, Federal Bank, South Indian Bank, Lord Krishna Bank, and some co-operative banks,  as well as

over 300 corporate agents and brokers. It has also tied up with NGOs, MFIs and corporates for the

distribution of rural policies.

ICICI Prudential has recruited and trained more than 1, 90,000 insurance advisors to interface with and

advise customers. Further, it leverages its state-of-the-art IT infrastructure to provide superior quality of

service to customers

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RegisteredOffice :

ICICI Towers 9thfloor, Bandra-Kurla Complex

Mumbai - 400 051.

Tel: 494 3232

Regional Office :

8th floor EROS Coorporate Tower,Nehru place,

New Delhi-110011.Tel:46554405

Delhi office :

3rd floor

Videocon Towers

E-1, Rani Jhansi Road

New Delhi - 110055. Tel: 601 3232

ICICI Prudential Life Insurance opens office in Dubai

In a move to consolidate its position in the Gulf region, ICICI Prudential Life Insurance (ICICI

Prudential), India's No. 1 private life insurance company, today opened its representative office in Dubai,

becoming the first private life insurer from India to open an office in the Emirate.

                        

At ICICI Prudential we offer pragmatic, world-class solutions. Put simply, solutions with a lot of

common sense. Solutions that take care of your four basic financial needs - Earning, Saving, Investing

and Spending. So you live your life to the fullest, sans worries.

Project Report Recruitment-Selection Process Insurance Companies

OBJECTIVES OF THE PROJECT

 

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Every task is undertaken with an objective. Without any objective a task is rendered meaningless.

The main objectives for undertaking this project are:

     To understand the internal Recruitment process at ICICI Prudential Life Insurance

     To identify areas where there can be scope for improvement

     To give suitable recommendation to streamline the hiring process

 

METHODOLOGY

The insurance sector is marked with a high level of attrition and therefore recruitment process

becomes a crucial function of the organization. At ICICI Prudential Life Insurance, recruitment is all time

high during May-June and Oct-Nov. The attrition is high among the sales managers, unit mangers mostly

in the sales profile. The recruitment is high during these months due to the fact that March and September

are half year closing and business is high during Jan-Mar. Thus it is only after March that people move

out of the companies.

Since my summer training was in the months of May-June, it gave me the opportunity of

involving myself directly with the recruitment process and analyzing the process so that suitable

recommendations can be given. This project is centered on identifying best hiring practices in the

insurance industries. It therefore requires great amount of research work. The methodology adopted was

planned in advance so as to collect data in the most organized way.

My area of focus was the recruitment and selection particularly at ICICI Prudential Life

Insurance. I was directly involved with the recruitment for candidates for the sales profile. I was

particularly involved with the sourcing of candidates for the regions outside Delhi such as M.P, U.P and

Rajasthan.

Before any task was undertaken, we were asked to go through the HR policies of ICICI

Prudential Life Insurance so that we get a better understanding of the process followed by them.

     The first task was to understand the various job profiles for which recruitment was to be done.

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     The next step was to explore the various job portals to search for suitable candidates for the job

profile.

     Once the search criteria were put, candidates went through a telephonic interview to validate the

information mentioned in their resume.

     A candidate matching the desired profile was then lined for the first round of Face to Face interview

in their respective cities.

     Firstly the candidate had filled up the personal data form(pdf).

     Then the candidates INTERVIEW EVALUATION SHEET  which is provided by interviewer was

crosschecked by the HR team. If they think that the candidate was good to hire or not.

     When a candidate cleared his first round, he is then made to take an online aptitude test. We created

the online aptitude test. It the HR department, which has the exclusive rights to assign test, codes to

the candidates. Each code was unique and could be used only once by a candidate.

     I was involved in assigning codes and administering the test

     Once the candidate completed his first assessment, his scores were checked. If he cleared his cut-off

he was given another test.

     I had the responsibility to make sure that candidates complete all formalities and had to regularly

follow up with them.

     Since we received many resumes, it was essential that a database be maintained to keep a track. It

was convenient method than to stock up piles of papers. ICICI has their own database named as

“PACE”, I update all the records of the new joinees in that tracker. PACE containes all the

information of a candidate such as name, contact number, location etc.

     The external guide maintained a regular updating of the database.

     Understanding what kinds of database are maintained and how they help in keeping a record.

     I was also involved in maintaining a track of test codes given, the database for employee referrals,

Database for the resumes received through mails and response of advertisement.

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RESEARCH METHODOLOGY

                                          Date Source

Primary            :-          Through Questionnaires

Secondary        :-          Through Internet, Journals, News papers and Misc.

Data Collection Procedure :- Survey

Research Instrument :- Structured Questionnaire.

Sample Size : - 80 

Sample Area : - work done in Delhi regional Office.

Sample procedure :- Random sampling.

PROJECT SCHEDULE :-

First 1 week                 :-Training program from the company.

Second week               :-Collecting the primary and secondary data.

Third Fourth week        :- Study Recruitment & Selection Process

Fifth week                    :-Designing the questionnaire .

Sixth week                   :-Conducting the survey in RO.

Seventh week               :-Analysis of Data Collection.

Eighth week                  :-Final Report preparation and presentation.

 

23

                         

Limitations of the study

Every task is undertaken with an objective and accomplishment of this objective determines our success.

Task:

The recruitment at ICICI Prudential Life Insurance involved a lot search from the database and calling up

candidates to check whether they fit the job specification.

Difficulties:

     Candidates were reluctant to talk at times;

     Candidates who were contacted were not interested in Insurance on many occasions;

     Candidates who were scheduled for interview would not turn up;

     Run out of database many times since most of them would have already been contacted;

Task:

Candidates were to be searched from the job portals and called up to be scheduled for an interview.

Difficulties:

     A summer trainees we could not separate systems to work on;

     At times many people had for couple of hours to work on the computer;

     Since STD calls had to be made, the availability of phone was limited, so there was greater

coordination required with respect to its usage and maintains a time slot so that other person has a

chance to use.

Task:

Inter company analysis through survey and questionnaire filling.

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Difficulties:

     Did not secure cooperation easily;

     People asked lot of counter question so convincing them was a major task;

     People did not disclose much about their employee details.

 

Topic Information

RECRUITMENT AND SELECTION

 “The art of choosing men is not nearly so difficult as the art of enabling those one has chosen to

attain their full worth”.

Recruitment is the process by which organizations locate and attract individuals to fill job

vacancies. Most organizations have a continuing need to recruit new employees to replace those who

leave or are promoted in order to acquire new skills and promote organizational growth.

Recruitment follows HR planning and goes hand in hand with selection process by which

organizations evaluate the suitability of candidates. With successful recruiting to create a sizeable pool of

candidates, even the most accurate selection system is of little use

Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. The next step is

careful examination of the job and enumeration of skills, abilities and experience needed to perform the

job successfully. Other steps follow:

     Creating an applicant pool using internal or external methods

     Evaluate candidates via selection

     Convince the candidate

     And finally make an offer

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Scope: To define the process and flow of activities while recruiting, selecting and appointing personnel

on the permanent rolls of an organization.

Authorization:

S.No. Authorized Signatory

1 Head- Human resource

2 Managing director

Amendments and deviations:

Any amendments to and deviations from this policy can only be authorized by the Head-human

Resources and the Managing Director.

Exclusions:

The policy does not cover the detailed formalities involved after the candidate joins the organization.

                                               ACTIVITY FLOWACTIVITY FLOW

The organization philosophy should be kept in mind while formulating the recruitment procedure.

The HR department would set the recruitment norms for the organization. However, the onus of

effective implementation and compliance with the process rests with the heads of the respective functions

and departments who are involved in the recruitment and selection process.

The process is aimed at defining the series of activities that needs to be performed by different

persons involved in the process of recruitment, the checks and control measures to be adopted and

information that has to be captured.

Recruitment and Selection is conducted by:

     HR & Branch Manager

     Functional Head

RECRUITMENT PLANNING

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Recruitment planning on the basis of budget

A. The manpower planning process for the year would commence with the company’s budgeting

activity. The respective Functional heads would submit the manpower requirements of their

respective functions/ departments to the board of Directors as part of the annual business plan

after detailed discussion  with the head of human Resource Function along with detailed notes in

support of the projected numbers assumptions regarding the direct and indirect salary costs for

each position.

B. A copy of the duly approved manpower plan would be forwarded by the HR department for their

further actions during the course of the year. The annual budget would specify the manpower

requirement of the entire organization, at different levels, in various functions/departments, at

different geographical locations and the timing of the individual requirements. It would also

specify the requirement budget, which is the cost allotted towards the recruitment of the budgeted

staff and the replacement of the existing employees. The manpower plan would also clearly

indicate the exact time at which the incumbent should be on board in such a way that the

Regional HR has adequate notice for the time lapses involved in sourcing any other activities.

C. The Regional HR’s would undertake the planning activity and necessary preparations in advance

of the anticipated requirements, as monthly and quarterly activities on the basis of the approved

budget, estimated separations and replacements therefore.

D. The vacancies sought to be filled or being filled shall always be within the approved annual

manpower budget and no recruitment process shall be initiated without the formal concurrence of

the Head of the Regional HR under any circumstance. Head of the Regional HR shall also have

the responsibility to monitor the appointments being considered at any point of time with specific

respect to the duly approved manpower budgets.

Review of Manpower Plans and Additional Manpower

A.    Review of manpower budgets shall take place on a quarterly basis. In the event of any new

position or any deviations to the original plans, details of the positions maybe forwarded to the

VP-HR along with the adequate supporting information. The recommendations would normally

require a formal approval of the Managing Director. Alternately, VP-HR may record the

summary of his discussion with the Managing Director and the MD’s approval on the

recommendations, to signify the final decision taken regarding the recommendations.

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SOURCING OF SUITABLE CANDIDATES

Selection of Sources

Regional HR would tap various sources/channels for getting the right candidate. Depending on

the nature of the position/grade, volumes of recruitment and any other relevant factors, the Regional HR

would use any one multiple sources such as:

     Existing database (active application data bank);

     Employee referral as per any company scheme that may be approved from time to time;

     Advertisement in the internet/newspapers/magazines/company’s sites/job sites or any other media;

     Placement Agencies (particularly for positions of Managers and above);

     Headhunting firms particularly for senior positions, specialist positions and critical positions;

     Direct recruitment from campuses/academic institutes;

     Job websites and

     Any other appropriate sources.

The norms for using any of the sources are not water tight. Number of positions, criticality of

positions and the urgency of the positions, confidentiality requirements, relative efficacy and cost

considerations would play a role in the choice of the appropriate sourcing mechanism.

ADVERTISEMENTS

     All recruitment advertisements (in any form and any medium) shall always conform to the KLI

compliance norms and would not be released by any department or branch without the approval of the

VP-HR. depending on the specifics of each position for which recruitment advertisements are to be

released, Regional HR may obtain assistance from the company’s marketing department and/or any

external advertising agencies for the preparation of the contents. Key features of the positions as

notified by the Functional Heads would normally form a part of the advertisement text.

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     The media for releasing advertisement would depend on the level of the position being considered

and the urgency of the requirements.

     The advertisement mode that could be broadly specified as newspapers (local or mainline depending

on requirements), internet sites and business magazines.

Placement Agencies/Headhunting Agencies

     Depending upon the vacancies, fresher fitting different description listed above may be recruited

from time to time, from academic institutes of appropriate standards/reputation/grade, in the requisite

numbers and at the compensation/stipend amounts to be formally approved of the VP-HR. Plans for

such recruitment need specific special approval of VP-HR. norms regarding the identification of the

appropriate institutes, constitution of the selection panels, timings of the recruitment, number of

candidates to be recruited into different positions, choice of the appropriate selection process and the

tools thereof shall be decided by the Head of the Regional HR in consultation with the VP-HR,

depending on the specific features of the position.

Screening the candidates

First level screening

The Candidates would be screened by the HR Manager/Branch Manager for the respective

locations. Screening would be on the basis of the profile of the candidate and the departmental

requirements.

This assessment will be with respect to:

a. The general profile of the candidate,

b. Personality fit of the candidate into the profile,

c. Aptitude/attitude of the candidate,

d. Motives of the person to join the company and whether focus is in the short term or is a long term

player,

e. Basic skill level on our set of requirements, say numerically ability, networking ability, etc

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f. Establish the annual guaranteed cash compensation of the individual and check whether the

person would fit into the system.

g. Explain the role of Sales manager to the applicant and check the acceptance of the candidate for

the same.

In case of need, the Regional HR may take a Tele interview of the candidate for further assessment

process.

Second Level Screening

Aptitude Test

If the first assessment is positive, the candidates will give the aptitude test, once such test is

selected approved by the company. The scoring, interpretation and the generation of interview probes

from that test will also be done at this time. People who qualify the minimum criteria on this test will be

put up on to the Functional Head (VP’s in case of HO) for functional assessment and suitability into the

role.

Tied Agency Sales Manager candidates short listed by the BM have will then take sales Aptitude

test, once such a test is finalized. For the final selection, the regional Manager (Business Heads for HO)

will meet the candidates short listed by the branch manager/VP. The chart specifying the Minimum

approval level for each level of recruitment is specified below:

Category Branch Manager/Chief

Manager

Area

Manager/AVP/VP

Business Heads Managing

Director

CSE/ADVISORS Yes No No No

BIC Yes Yes No No

BM/CM Yes Yes Yes No

SM Yes Yes Yes Yes

 General Norms regarding interview Process:

A. Interviews should consider the entire data provided by the candidate either through the formal CV

or otherwise before coming to a conclusion about the candidate. They may insist on seeing the

proof of the claims made by the candidate regarding qualifications, experience and other

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achievements. They may, at their discretion, decide to meet the candidate on more than one

occasion or to refer the candidate to another panel.

B. Ratings on various attributes of the candidates shall be recorded in the interview evaluation sheet,

soon after the interview is over. Along with these numerical ratings, qualitative observations

about the candidate and overall decision regarding selection or otherwise (including a decision to

defer the induction, referral to another panel, considering for another position) shall be forwarded

to the associated Recruitment Manager/ Head of Regional HR. Individual panel members have

the option of appending their additional remarks/observations. No selection will be treated as

final unless the IES form is filled comprehensively. Suitably appropriate IES formats may be

created for specific positions.

C. Any discrepancies noticed by the panel members regarding the authenticity of the data provided

by the candidate should be specifically and formally recorded on the IES form and suitably high

lightened.

D.  Specific points to be probed during the reference check process, if any, must also be clearly

recorded and high lightened on the IES forms.

Administrative Actions Regarding Interviews

A. Scheduling and the venue of the interviews would be handled by the recruitment team in

consultation with the short listed candidate and the selection panel members, after taking mutual

convenience into account. For field positions, respective branch/regional heads would undertake

this co-ordination.

B. After the final round, if the candidate is selected, the complete set of papers Personal Data Form,

CV, job requisition no., Interview evaluation sheet ,reference check details, educational details,

along with the interviewer’s recommendations and Reference check form should be forwarded by

the recruitment managers to recruitment head. Fitment of the candidate into a grade and

compensation fitment shall be on the assumption of authenticity of the information provided in

the CV/application form.

C. An appropriate formal communication shall be sent to the candidate whose candidature is not

being taken forward, or details of the verbal/telephonic communications provided to the candidate

shall be recorded on the candidates papers, by the recruitment team/associated line managers. In

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the case of interviews taking place at the branch/regional levels, similar noting should be

recorded on the individual candidate’s papers.

Negotiations of the terms and conditions and other pre-appointment formalities

A. In the case of sales-Tied Agency functions, the branch managers will be allowed to fix the salary

and grade of the incoming sales manager, provided the compensation does not exceed 20% of the

candidates current cash salary. Any fitment beyond this norms will need the approval of Head-

HR. HR will forward a worksheet to support  the BM’s to evaluate the appropriate cash CTC of

the incumbent. For all other functions, the compensation and grade would be fixed post a

discussion between the Head of the Regional HR and the associated AVP/VP. Any candidate

being offered a CTC of more than 4lacs will need the sign off from HEAD-HR. In appropriate

cases, at the discretion of the VP-HR, a deviation may be referred to the Managing Director, for

the MD’s formal approval.

B. Responsibility for negotiations and finalization of the terms shall rest with the best Branch

Manager/Associated Manager. They may seek the assistance of the recruitment managers,

whenever required. Reference checks process should not normally be initiated unless the

candidate has indicated his firm acceptance of the offer being made by us.

Reference checks

A.    Normal, reference checks should be undertaken with at least one reference. A second reference

check will be done if considered necessary. Responsible officials from the former employers,

academic institutes and/or any other eminent personalities can be considered as appropriate

references. Close relatives and friends cannot be considered as references. Wherever feasible and

considered appropriate, a reference should be made with a senior official of the candidate’s

current employer. In case the candidate is currently un-employed, reference should be made with

the latest employer. The format of reference check is to be used as a framework for conducting

the process.

B.     Where the minimum two reference checks are not possible (particularly with the current

employer) or where there is a mixed response from different sources, the matter may be to the

VP-HR for a final decision. Depending on the seniority and any other considerations about the

positions, VP-HR would normally consult the functional head concerned, before coming to

conclusions. Any candidate whose credentials are doubtful shall not be recruited.

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C.     In case of recruitment of Management trainees, fresher and life advisors as sales Managers no

reference checks will be required. 

Employment offer letter

A. When a recruitment Manager is fully satisfied about the selection of the right candidate and about

completion of all the formalities connected with the appointment of candidate including requisite

documentation, satisfactory reference check reports and medical fitness, he/she would forward

the relevant papers listed below to the head of recruitment.

      Personal Data form

      Employee requisition form duly filled by the regional Head/Branch  Manager

      Interview evaluation sheet filled by the regional head/Branch manager/interviewer with his/her

comments.

      Latest and updated resume of the candidate

      Photocopy of the appointment letter of the last employer or latest salary slip.

      Employment details.

      Two Professional references.

      Language Proficiency.

 

B. Document check list for every grade is as follows:

      Authorization Release Form.

      Background check Form.

      Highest Education certificate.

      Highest Education marksheet.

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      1 Month Salary Slip of Current Employer.

      1 Month Salary Slip of Last Employer.

      Relieving Letter of last Employment.

      Proof of Residence.

      2 Passport Size Photograph.

 

C. Regional HR manager will take the signature of Head-HR on the employee requisition form and

forward the papers to the employee service team for issuance of the offer letter.

D. Employee services team will issue offer letter, to be signed by the National Recruitment Manager

or Chief Manager-HR, and send the same to the concerned Branch Manager/ HR Manager.

E. It would be the responsibility of the Branch Manager/HR Manager to ensure that the accepted

copy of the offer letter is forwarded to the employee service team within a week of receipt of the

offer letter. Till this letter is issued, the ‘offer’ has not taken place in formal sense. A copy of the

offer letter shall be duly signed and returned to the candidate. Candidate would be expected to

fulfill various joining formalities, which are also formally communicated to him/her in the form

of a checklist that is attached to the letter of offer. The Regional HR head shall have the overall

responsibility and accountability to maintain the templates of the offer letters and also for drafting

of suitable non-standard terms to any specific candidate.

F. The employee service team will follow up Branch Manager/Regional HR Manager for the joining

of the candidate and will collect all relevant documents from the candidate including the joining

report, before issuing the appointment letter. The employee service team may enlist the help of the

Branch Manager to ensure that all necessary documents within ten days o the person joining.

After the of all necessary documents, the employee service team will send the appointment letter

to the new joinee.

G. Once the documentation is complete for the new joinee (including the accepted appointment

letter), people who may have joined before 20 th  of the month but have not been included in the

payroll for the month because of delay in receipt of papers will be given ad-hoc salary advance

34

(up to maximum of 65% of the pro rated salary). This advance will be adjusted once the person

gets included in the subsequent month’s payroll.

H. If the person does not submit the relieving letter from the previous organization, where required

to be submitted as per the table given above, within three months of joining, the employee service

manager can put their salary on hold till such time as the said documents are received.

Key tasks of Regional HR Head

Regional HR Head will have the authority and responsibility to administer/implement the

recruitment and selection process as outlined. An illustrative list of the key deliverables of these

incumbents is listed below.

     Ensuring inductions as per quality, numbers, time and cost consideration of the company in

accordance with the approved manpower budget.

     Creation of appropriate sourcing mechanism along with tracking the performance of these

mechanisms.

     Creation of quarterly and monthly recruitment plans

     Effective coordination with external parties such as candidates, placement agencies, consultants,

academic/professional institutes and any other including the custody of the formal agreements ,

tracking timely payments and adjusted thereto

     Creation of comprehensive and appropriate tools, linkages, documents, templates and any other

mechanisms to ensure smooth execution of the process requirement, along with timely improvements

thereto

     Assistance to user department and line managers including in interviewing/selection support,

scheduling etc.

     Effective internal communication with user departments and line managers including making the

standard recruitment formats and other templates easily available to such users and notifying the

modifications to such formats and templates.

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     Creation and maintenance of qualitative information base regarding candidates, placement agencies,

campuses, institutes, and any other employment-market information.

     Creation and maintenance of appropriate and high-quality MIS for current and future needs of the

organization, including publication/circulation of appropriate reports there from to the relevant users

within the company.

     Monitoring recruitment costs

     Complete documentation for the entire recruitment and selection process for easy and quick retrieval

in a readily auditable format

     Timely and effective communication with all internal and external parties including the candidates

     Tracking the progress of the selected candidates including resignation, extensions of probation

periods/training period, etc for the purpose of improvement to recruitment and selection process.

     Effective coordination with the post recruitment arm of the Human Resource function

     Documentation and creating MIS regarding waiver, deviation, etc and identifying the key areas for

improvement in the formal recruitment and selection process document.

 SWOT Analysis of ICICI Prudential Life Insurance’s Recruitment Process

                   Strengths

 Brand equity of Kotak Mahindra Bank.

 Rigorous Pre-Hiring assessment tests to

understand aptitude and personality of

candidates.

 Proper reference checks to ensure that only

bonafide candidates are appointed.

 Adequate number of channel partners to

               Weaknesses

 Pre assessment tests are costly.

 Conversion of footfalls is low.

 Lengthy pre-offer formalities.

 Huge employee turnover.

 

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generate footfalls for each location.

 Footfall MIS being maintained at each branch

locally by Admin.

 

            Opportunities

 Campus recruitments have huge potential for

fulfilling manpower requirements cost

effectively.

 Tie up with recruitment agencies on supplying

fixed number of footfalls week on week.

 Develop exclusive contract with channel

partners to meet the manpower requirements.

 Make blue form brief and to the point.

 Reduce turn around time of making an offer.

                      Threats

 Increasing number of private players in

insurance sector creates ample choices,

frequent and easy mobility for employees.

   Same channel partners are handling all

insurance companies. This leads to same pool

of candidates being circulated to all partners.

  Increasing spill over as a candidate has more

than one offer at the time of making a job shift.

  As the insurance industry is small, senior

level candidates hesitate to meet HR of other

companies for the fear of grapevine.

37

CHAPTER – III

DATA ANALYSIS

AND

INTERPRETATION

38

1. When does the company go for recruitment?

ANALYSIS

From the above table, it is seen that:

39

S noOptions

Total No. Of

Respondents% Of Respondents

A Expansion of Unit 15 75%

B Turnover of Employees 3 15%

C Both 2 10%

75% of the respondents have said that the company goes for recruitment at the time of the

expansion of the unit.

15% of respondents expressed their opinion as at the time of Turnover of Employees the

company goes for recruitment.

10% of the respondents said that the company goes for recruitment both situations I.e.,

Expansion of the unit and Turnover of the employees.

2. On which source Recruitment is done?

S no OptionsTotal No. Of

Respondents% Of Respondents

A Internal 6 30%

B External 14 70%

40

ANALYSIS

From the above table, it is seen that:

70% of the respondents have said that the company should recruit the candidates from

external sources only.

30% of respondents expressed their opinion as recruitment from internal sources.

3. Does the company follow the employee’s referral source of recruitment (Internal Source

of Recruitment)?

S no OptionsTotal No. Of

Respondents% Of Respondents

A Yes 16 80%

B No 4 20%

41

ANALYSIS

From the above table, it is seen that:

80% of the respondents have said that the company will recruit through employee’s

referral source.

20% of respondents said no.

4. Which of the External source is widely used for Recruitment?

S no OptionsTotal No. Of

Respondents% Of Respondents

A Paper Advertisement 2 10%

B Online Job Postings 18 90%

42

ANALYSIS

From above table it is seen that:

90% of the respondents said that the company goes for online job postings for recruiting

the candidates.

10% of the respondents said for Paper advertisement.

5. Should the company try out for new sources of recruitment?

S no OptionsTotal No. of

Respondents% of Respondents

A Yes 2 10%

B Not Necessary 18 90%

43

ANALYSIS:

From the above table, it is evident that:

90% of the respondents have said that there is no need to go for other sources for

recruitment.

And, rest of the 10% respondents said that the company should go for another

recruitment sources for the suitable candidates.

6. Where do you rate your organization on a 5-point scale for recruitment?

S no OptionsTotal No. Of

Respondents

% Of

Respondents

A Excellent 4 20%

B Very Good 13 65%

C Good 3 15%

44

ANALYSIS

From the above table, it is evident that:

65% of Respondents said that company's recruitment process is very good.

20% of respondents replied that their company's recruitment process is excellent.

15 of respondents replied that it is good.

7. Is there a Job Requisition Form to denote the issue in detail?

S no OptionsTotal No. of

Respondents% of Respondents

A Yes 19 95%

B No 1 5%

45

ANALYSIS

From the above table, it is evident that:

95% of Respondents replied yes and balance 5% no.

8. Do you give a copy of Job Description to the candidate who came to attend the interview?

S no OptionsTotal No. of

Respondents% of Respondents

A Yes 19 95.00

B No 1 5.00

46

Total No. of Respondents

95%

5%

A Yes B No

ANALYSIS

From the above table it is seen that:

95% of respondents said that job description is necessary to give the candidates before they

attend the interview.

Rest of the 5% respondents have replied as need not to give job description before attend the

interview.

9. What is the best selection technique according to you for the employee above the entry level jobs?

Sno OptionsTotal No. of

Respondents

% of

Respondents

ATelephonic

Interview3

B Technical Data 2

C Panel Interview 3

D Human Resource 10

F All 2 0.00

ANALYSIS

From the above table it is seen that:

47

The respondents could not give a correct opinion for this question. They have given a combine

opinion i.e. some replies that a combination of Telephonic Interview, Technical Data, Panel

Interview etc. Hence, a clear graph could not be given.

10. Which do you think is the best selection technique for executive cadre?

S

noOptions

Total No. of

Respondents

% of

Respondents

APersonal

Interview2

BGroup

Discussions3

C Panel Interview 2

E All 13 0.00

ANALYSIS

From the above table, it is observed that:

The respondents could not give a correct opinion for this question. Replies from respondents

vary. Some says that for executive cadre, First Group Discussion then Panel Interview and finally

Personal Interview should be there and some says Panel Interview not required. Personal

Interview should be there and some says Panel Interview not required.

11. How do you handle interview for out-stations candidate?

48

Total No. of Respondents

80%

20%

A Telephonic Interview B In Person

ANALYSIS

From the above table, it is seen that:

80% respondents replied that personal interview is must to select an outstation candidate.

And, rest replied telephonic interview is enough.

12. Is the training a must in post recruitment for the new recruit?

49

S

noOptions

Total No. of

Respondents

% of

Respondents

ATelephonic

Interview16 80.00

B In Person 4 20.00

S no OptionsTotal No. of

Respondents% of Respondents

A Yes 18 90.00

B No 2 10.00

Total No. of Respondents

90%

10%

A Yes B No

ANALYSIS

From the above table, it is seen that:

90% of respondents replied that training is required for post recruitment for smooth flow of

work.

13. While selecting the candidate, how do you assess?

50

Sno OptionsTotal No. of

Respondents

% of

Respondents

A Communication 8

B Representation 5

C Subject Knowledge 7

ANALYSIS

From the above table, it is observed that:

Most of the employees could not give a correct reply for this question. From the respondents

were in a view that subject knowledge should be there for technical person and for non-

technical persons communication and representation is needed. Hence a clear graph cannot be

presented.

14. Which of the following do you think is to be considered for interviewing the candidate?

Sno OptionsTotal No. of

Respondents

% of

Respondents

A Check List of Questions 2

B Random Questions 2

C Curriculum Vitae 10

D Any 3

E All 3

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ANALYSIS

From the above table, it is seen that:

All have responded but majority of employees replies that in these days interviewer will

interview the candidates by asking the questions from the candidate’s curriculum vitae. So, the

same procedure they will follow.

15. Does the company conduct a formal orientation programme for the induction?

Sno OptionsTotal No. of

Respondents

% of

Respondents

A Yes 19 95.00

B No 1 5.00

Total No. of Respondents

95%

5%

A Yes B No

ANALYSIS

52

From the above table, it is seen that:

95% of respondents replied that every candidate will have an orientation programme. Other

replies that there will be orientation programme for the candidates who are in higher cadre.

16. What time is taken from the initial interview for the final selection?

Sno OptionsTotal No. of

Respondents

% of

Respondents

A Within One Week 2 10.00

B Within 15 Days 3 15.00

CDepends on Cadre

Selection15 75.00

Total No. of Respondents

10%

15%

75%

A Within One Week B Within 15 Days C Depends on Cadre Selection

ANALYSIS

53

From the above table, it is observed that:

75% of respondents said that the period taken for selecting a candidate depends upon the

cadre. For the cadre higher than executives may take long time because they may be finalized at

our head office by interviewing with higher officials. Others replied basing on lower cadre

mentioned the period.

CHAPTER – IV

SUMMARY

&

54

CONCLUSIONS

SUMMARY

The summary of the data collection through the Questionnaire is as follows:

55

1. The Management and the Employees point of view, majority responded that the company goes

for recruitment at the time of expansion of unit and turnover of employees as also.

2. Majority have responded that company recruits through external sources. But majority of

employees have also replied that some times the company recruits through internal sources

depending upon the emergency of need of candidate.

3. In view of the replies given by the respondents, it is clearly understood that the company will

choose the source of recruitment depending upon the time and need to fill the vacancy.

4. For this all have replied that there is a need to choose the other best alternative for recruiting

the candidates. As an example they have suggested that Consultant Agencies.

5. In view of the replies given by them, it is observed that in majority most of the employees have

rated their company as very good in recruitment process. Whereas few managers and

employees have replied as an excellent and good.

6. As per the replies, it is observed that job requisition form (application form) should be given to

candidate before he interacts with the interviewer enabling the interviewer to know about the

candidate’s interests, skills which help them to understand the nature of the candidates.

7. It has been observed that there is no practice for such things.

8. For this they could not give the right answer from which we cant express their views.

9. Majority replied that panel interview will be there for executive cadre which helps the

organization to understand the candidate’s skills, communication, efficiency etc.

10. Clearly they have stated that though the candidate belongs to other station, he/she must and

should have a personal interview to know their talent and efficiency by which they can decide

whether they are suited to the particular post or not.

11. With their words, it is stated that in general every one, how efficient he/she may be, they need

some training about the activities of their organization. So, based on that training before post

recruitment is a practice in their company.

12. From the replies, majority replied that Curriculum vitae should be considered while interviewing

the candidate which gives a complete information about the candidate i.e. total experience,

education qualification etc.

13. It has been observed that as the company is totally target based, they usually have meetings in

every week. So, in that they will introduce the new recruited candidates.

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14. It is clearly stated that depending upon the cadre the time will take for selecting the candidate.

15. As they case with recruitment process, they have pointed their organization in a same way for

the selection process also.

RECOMMENDATIONS & SUGGESTIONS

  Compress the "white space" in your hiring process.

White Spaces are delays in  hiring process that are unproductive, waste time, and virtually assure you'll

lose talented candidates. Often the longest delays occur between critical selection events. For example, a

recruiter may need several weeks to screen a few hundred resumes from the Web job boards, or

candidates who make it through screening may wait weeks to interview with a hiring manager.

Here at ICICI Prudential Life Insurance, the delays occur when the outstation candidates are called for

interviews at Regional branches like Delhi and Mumbai. Sometimes, because of busy schedule of senior

managers and sometimes because of tight schedule of candidate, the interview has to be postponed. This

delay could be minimized by scheduling interviews in the regional locations. It is recommended to reduce

the turnaround time for the recruitment and selection process. It must be made mandatory for the

candidates to take the test, filling up forms etc within the stipulated time, this will make sure that the

candidates do not hold casual attitude and take the recruitment process more seriously. Additionally it can

send across a positive image about the company.  White space in recruitment can be compressed by the

use of  IT also. Technology (such as automated or Web-based tracking) is ideal for eliminating

unnecessary steps and reducing delays.

         Tie up with more & more consultants from multiple segments

 Since the limited placement agencies are sourcing candidates to all insurance companies, there often

comes the problem of duplication of data. Therefore it is recommended that more and more consultants

should be tied up from multiple segments to attract large pool of new and fresh talent.

  Know what you're looking for in candidates.

It is observed that the candidates sourced by placement agencies and send for further rounds of

interviews are rarely found suitable by the hiring managers. Therefore, in case there is need to utilize

the service of a placement agency, then it is recommended that these placement agencies be given a

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well drafted job description and job specification. This can also be circulated to internal employees

under the employee referral scheme. This will help people to get a clearer picture and provide for

most suitable candidates. Thus making efficient utilization of the existing resources.

        Reduce the pre offer formalities:

Pre-offer documentation includes filling of a lengthy Blue form which includes all personal, educational

and professional details of candidate. This is very time consuming and even after taking these details from

candidate its not sure that offer will be made or not. This also becomes frustrating for the candidate

sometimes. So, it is recommended that unnecessary details should not be asked before we make the final

offer to the candidate. Blue form should be made consise.

        One size doesn’t fits all

An effort must be made to study local condition, education levels. Since applying common test for all

candidates across entire country can overshadow a candidates capabilities. This factor must be given

importance since Indian society is divided on various parameters such as education, language,

infrastructure etc. A test with high level of English and complicated sentence structure can be a

hurdle in areas where language itself is barrier. An option is to have different tests for different

regions.

  Blend technology into every aspect of your recruiting and hiring process.

Web-based technology lets you increase hiring speed and quality while reducing costs. Currently, job

boards constitute the biggest use of the Web, offering access to thousands of resumes within hours.

But the Web can also be a powerful tool for screening and qualifying that flood of resumes.

Companies have begun to use the Web to collect and instantly match data on candidate skills,

motivations, and experiences against job criteria. Other uses of Web-based technology include online

interviewing, candidate assessment and testing, applicant self-scheduling, and tracking. Work the

Web wisely and you save time for recruiters and hiring managers and nab top candidates before your

competitors can.

     It is recommended that apart from the person-job fit, method must be devised to check for person-

organization fit. A person-organization helps to assess how well a candidate is suited the

organization. Whether the attitude he/she carries will promote both organizational as well personal

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goals. This takes a great importance especially when attrition is high. It will help the organization to

retain its employees for a longer period of time and less burden on recruitment staff.

  Build and manage your candidate pool as a precious resource.

A "candidate pool" is a group of individuals who have shown interest in working for your company

and are qualified for and ready to fill certain positions. Rather than undertaking the time-consuming

process of filling one job at a time, you draw on the candidate pool and fill jobs as they become

available. How do you keep a pool active? Some companies send their newsletters to pool candidates,

give them product coupons, and keep in touch through e-mail. Pool management is not easy in a tight

labor market --good candidates often go elsewhere. But many organizations, especially those with a

reputation as a great place to work, are able to fill positions quickly using the pool concept.

  Create winning impression even on those who are not selected

Its very important to create a favorable impression of your organization on all those who come for

interview. Those who are not selected in the first round of personal interview should also carry this

impression that they have missed the opportunity to work in a great company.  For this, there must a

proper coordination of the interview of the candidate and greater degree of professionalism. A

candidate when invited for a interview must be attended as soon as possible and should be made to

wait for hours together. Interviews conducted on a scheduled time leave a good impression on the

candidate. Even if he is not selected, a good impression about the will make him recommend the

name to his people.

CONCLUSION

Insurance is confronted with high attrition rate. Therefore it makes  recruitment a critical function

in the organization. In order to grow and sustain in the competitive environment it is important for an

organization to continuously develop and bring out innovations in all it activities. It is only when

organization is recognized for its quality that it can build a stability with its customers. Thus an

organization must be able to stand out in the crowd.

The first step in this direction is to ensure competitive people come in the organization. Therefore

recruitment in this regard becomes an important function. The organization must constantly improvise in

its recruitment process so that it is able to attract best in the industry in order to serve the best. Thus the

organization must look out for methods that can enable it to adopt best recruitment practices.

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LEARNINGS

Every endeavor undertaken to accomplish challenging goals, can only be successful under the

experienced and encouraging guidance. I am privileged to have undergone training at ICICI Prudential

Life Insurance. As learning never stops, my learning at Kotak has come from a lot of exposure, on the job

training and close interaction with the corporate. In brief my learning and achievements can be

summarized as under:

Understanding of person and profile fit.

Convince people about the job profile and to sell the job to the prospective candidate;

Following up with the candidates during the entire selection process;

Learned to convince candidates about the offer rolled out and making them accept the offer through

effective communication;

Learning about salary fitments.

Communicating with the corporate;

Performance appraisals, its various types, implications and significance;

Handling queries received from various quarters;

Managing HR department in the absence of HR manager;

Reply to official mails;

Prioritize issues according to their importance;

Field work exposure to tap candidates that further strengthened the learning.

 QUESTIONNAIRE

1. When does the company go for recruitment?

a. Expansion of Unit

b. Turnover of Employees

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c. All

2. On which source Recruitment is done?

a. Internal

b. External

3. Does the Company follow the Employee Referral source of recruitment (Internal Source of

Recruitment) ?

a. Yes

b. No

4. Which of the External source is widely used for recruitment?

a. Paper Advertisement

b. Online Job Postings

c. All

5. Should the company try out for new sources of recruitment?

a. Yes

b. Not necessary

6. Where do you rate your organization on a 5-point scale for recruitment?

a. Excellent b. Very Good

c. Good

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7. Is there a job requisition form to denote the issue in detail?

a. Yes

b. No

8. Do you give a copy of the Job Description to the candidates who came to attend the interview?

a. Yes

b. No

9. What is the best selection technique according to you for the employee above the entry level jobs?

a. Telephonic Interviews

b. Technical Test

c. Panel Interview

d. Human Resource

e. Any

f. All

10. Which do you think is the best selection technique for executive Cadre?

a. Personal Interview

b. Group Discussions

c. Panel Interview

d. Any

e. All

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11. How do you handle interview for out-stations candidate?

a. Telephonic Interview

b. In Person

12. Is the training is a must in post recruitment for the new recruit?

a. Yes

b. No

13. While selecting the candidate, how do you assess?

a. Communication b. Representation

c. Subject Knowledge d. All

14. Which of the following do you think is to be considered for interviewing The candidate?

a. Check list of Questions b. Random Questions

c. Curriculum Vitae d. Any e. All

15. Does the company conduct a formal orientation programme for the Induction?

a. Yes b. No

16. What time is taken from the initial interview to the final selection?

a. Within one week. b. Within 15 Days

c. Depends on Cadre Selection

17. Where do you rate your organization on a 5-point scale for selection Process?

a. Excellent b. Very Good

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c. Good d. Fare e. Poor

BIBLIOGRAPHY

HUMAN RESOURCE MANAGEMENT - By Gary Dessler

PRINCIPLES AND PRACTICE OF MANAGEMNT- L.M. Prasad

www. Citehr.com

www.ICICI PRUDENTIAL LIFE INSURANCE.com

www.google.com

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