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DECLARATION

I hereby declare that this project titled “Recruitment Process at Life Insurance
Corporation” has been genuinely undertaken and completed by me. All the details, facts,
findings and suggestions included in the report have been collected, analyzed and
included into the report on the basis of study done by me.
I would further like to declare that this is an original piece of work without any concorted
figures and any work of duplication and plagiarism.
Thank you.

Mohd Aamir
BBA – III
2010-2011

Place:- Jammu.
Dated:- 28th of November, 2010

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ACKNOWLEDGEMENT

This project is the fruit of many experiences, challenges and relationships involving great
many people to whom I am more indebted than I can possibly acknowledge. Some
however deserve special thanks. I must begin by thinking those who have supported me
through my journeys. I wish to thank all who have directly and indirectly contributed to
my research and writing up to this dissertation, making it such an enlightening, enjoyable
and momentous intellectual experience.
I would like to extend my profound gratitude and appreciation to my devoted parents, my
brother and sister for their encouragement and immeasurable moral support throughout
the tough times. They have been a loving and constantly restorative counterbalance to
life. Without their patience and love, I would have never been able to make it through this
intellectual endeavor.
I would like to specially thank Mr.Rakesh Lal ,for his readiness to give of his time and
knowledge through his constructive advice and guidance throughout the process of this
thesis that kept me on a sound research path while his good nature and humbleness made
working with him such a pleasure.
Also I would like to acknowledge Mr Nasir Jahan BBA project lecturer Trikuta
Collegeof computer & management sciences (affiliated with Jammu University)
for her insightful comments and the lectures on how to approach and improve the quality
of the research, which has been of great value and import to my thesis. I also express my
gratitude to the practitioners in the field who participated in my survey. Their candid
responses solidified my purpose for embarking upon this learning journey.
I owe special thanks to all the respondents particularly retailers and wholesalers for the
support to enhance my way of conducting the research.
Special thanks go also to my colleagues from the BBA program for their cooperation and
their constructive discussions.

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CONTENTS PAGE NO.

1. INTRODUCTION………………………………………………………......
1.1. Meaning of Human Resource management…………………...
1.2. Importance of Human Resource management…..……………
1.3. Scope of Human Resource management………………………
1.4. Recruitment Procedure…………………………………….…..
1.5. Methods of Recruitment……………………………………......
1.6. Process of Recruitment…………………………………….…...
.
2. COMPANY PROFILE…………………………………………………......
2.1. Products and Services………………………………………......
2.2. Life Insurance Policy List…………………………………........
3. OBJECTIVES OF STUDY………………………………………………...
1.1. Scope of Study…………………………………………………..
1.2. Sampling……………..……………………………………….....

4 DATA ANLYSIS AND INTERPRETATION…………………………...

5. CONCLUSION………..…………………………………………………....

6. RECOMMENDATION……………………………………………………

7. LIMITATIONS………………………………………………………….....

8. QUESTIONNAIRE ……………………………………………………….

9 .BIBLIOGRAPHY …………………………………………………

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INTRODUCTION
The project report is about recruitment and selection process that’s an important part of
any organization which is considered as a necessary asset of a company. In fact,
recruitment and selection gives a home ground to the organization acumen that is needed
for proper functioning of the organization. It gives a organizational structure of the
company. It is a methodology in which the particular organization works and how a new
candidate could be recruited in such a way that he/she would be fitted for the right kind
of career.
There are two types of factors that affect the Recruitment of candidates for the company
 Internal factors
 External factors

The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. Selection process or activities
typically follow a standard patter, beginning with an initial screening interview and
concluding with final employment decision.
I started my job as HR Trainee. My job profile was to handle RECRUITMENT in my
project. The senior sales manager narrated me the whole procedure. My job profile was to
generate resumes from the various job sites such as Employment exchange, Automobile
Showrooms etc. according to the requirements of the company. After generating the
resumes from the sites the next step is to shortlist the resume which best suite the
requirements.
Now the short-listed candidates have to be given a phone call in order to find out their
interests and schedule them for interview. There are 2 forms of interview that a candidate
can appear for:

1. Personal Interview.

2. Telephonic Interview.

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Personal Interview
This is regarded to be the BEST FORM of interview. In such form of an interview the
candidate personally appears in front of the interviewer and gives his interview. This is
regarded to be the best form of interview as the interviewee has the best chances of
making his points clear in front of the interviewer.

Telephonic Interview
Sometimes an interview is taken on the phone. A telephonic conversation is done
between the interviewer and the interviewee where the interviewer calls up the candidate
via phone and conducts the interview.

Role of Human Resource in Recruitment


Human Resource is a basic need of any work to be done.
According to ARTHUR LEWIS, “There are great differences in development between
countries which seem to have roughly equal resources, so it is necessary to enquire
into the difference in human behaviors”.
The project report is all about recruitment and selection process that’s an important part
of any organization.
Recruitment highlights each applicant’s skills, talents and experience. Their selection
involves developing a list of qualified candidates, defining a selection strategy,
identifying qualified candidates, thoroughly evaluating qualified candidates and selecting
the most qualified candidate.
It is said if right person is appointed at right place the half work has been done. In this
project I have tried to cover all the important point that should be kept in mind while
recruitment and selection process and have conducted a research study through a
questionnaire that I got it filled with all the sales managers of the LIFE INSURANCE
CORPORATION, Jammu and tried to find out which methods and various other
information related to recruitment and selection and tries to come to a conclusion at what
time mostly the manpower planning is don’t , what the various method used for recruiting
the candidates and on what basic the selections is done.
.

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Meaning Of Human Resource Management

Human Resource plays a crucial role in the development process of the modern
economics. Human resource management is the management of employee’s skill,
knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for
denoting Human Resource Management. They are labor management, labor
administration, labor management relationship, employee –employer relationship,
industrial relationship, human capital management, human assent management etc.
Though these terms can be used differently widely, the basic nature of distinction lies in
the scope or coverage and evolutionary stage. In simple sense, human resource
management means employing people, developing their resources, utilizing, maintaining
and compensating their services in tune with the job and organizational requirements.

Functions of Human Resource Management

• Administration:
Strategic planning, organizational evaluation, County Board relations, policy
recommendations, supervision of department staff.

• Benefits:
Health insurance, dental insurance, life insurance, disability insurance, retirement
benefits, vacation, sick leave, paid holidays, section 125 plan, donor program,
educational incentive, uniform allowance, and others.

• Compensation:
Salary and benefit surveys, job evaluation, job descriptions evaluation, job descriptions.

• Employee relations:
Disciplinary processes, incident investigations, complaint / grievance procedures, labor-
management relations.

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• Employee services:
Enrollment in benefits, employee discounts for recreational spots, resolution of
enrollment or claim problems, employee newsletter. Educational assistance, employee
service awards.

• Fiscal:
Staffing budgets, departmental budget, accounts payable, insurance receivables,
insurance fund management, total package costing, insurance receivables, insurance fund
management, total package costing.

• Health and safety:


Employee assistance, workers compensation claims, drug testing, safety compliance and
training.

• Leaves of absence:
State and / or Federal Family and Medical Leave rights, County approved leaves of
absence, rights upon return to work, light duty assignments for temporary periods.

• Payroll administration:
Computer-based or manual evaluation systems, supervisory training, compliance with
timeliness standards.

• Performance appraisal:
Employee files, litigation files, payroll records, safety records and other administrative
files .

• Record-keeping:
Job posting, advertising, testing administration, employment interviews, background
investigations, post-offer employment testing.

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• Recruitment:
Recruitment is defined as a process to discover the sources of manpower to meet the
requirement of the staffing schedule and to employ effective measures fir meet the
requirement of the staffing schedule.

• Selection:
After identifying the sources of human resources, searching for prospective employees
and stimulation helps too apply for jobs in an organization, the management has to
perform the function of selecting the right man at right job and at the right time.

• Separations and terminations:


Rights upon termination of employment, severance benefits, unemployment
compensation, exit interviews
.
• Training and development:
County-wide needs assessment, development of supervisory and management skills,
employee training and workshops. Benefits orientation for new and transferring
employees and supervisory newsletter.

• Salary and benefits :


Salary/wage plans, employee benefits.

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Importance of Human Resource Management

• Attract highly qualified and competent people.

• Ensure that’s the selected candidate stays longer with the company.

• Make sue that there is match between cost and benefit.

• Helps the organization to create more culturally diverse workforce.

Whereas, the poor quality of selection means extra cost on training and supervision.
Furthermore, when recruitment fails to meet organizational needs for talent, a typically
response is to raise entry level pay scales. This can distort traditional wages and salary
relationship in organization, resulting in unavoidable consequences. Thus the
effectiveness of the recruitment process can play a major role in determining the
resources that must be expended on other HR activates and their ultimate success.

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Scope of HRM at organizational level

HUMAN RESOURCES OF EMPLOYERS, EXPERTS OF OTHER


ORGANISATION.

CORE OF
ORGANISATIONAL
HUMAN RESOURCEHUMAN RESOURCESHUMAN RESOURCE
i.e OF ALL
THAT EFFECTS THEEMPLOYES AT ALLTHAT EFFECTS THE
LEVELS IN AN
EMPLOYES NEGATIVELY
ORGANISATION EMPLOYES POSTIVELY

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RECRUITMENT PROCEDURE OVERVIEW:

MANPOER REQUISATION FORM FORM

RECRUITMENT PLAN

BUDGET

SOURCING

SELECTION PROCESS

JOINING

POST RRERECRUITMENT DATA UPDATING

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Recruitment:

Recruitment is “hiring” of employees from outside. Recruitment has been regarded as the
most important function of the HR department , because unless the right type of people
are hired, even the best plans, organization chart and control system would not do much
good.

Recruitment is the discovering of potential applicant for actual or anticipated


organizational vacancies. Accordingly the purpose of recruitment is to locate sources of
manpower to meet the job requirements and job specification.

It is defined as , “a process to discover the sources of manpower to meet the requirements


of staffing schedule and to apply effective measures for attracting the manpower to
adequate number to facilitate effective selection of an effective workforce” .

Yoder points out that recruitment is a process to discover the sources of manpower to
meet the requirement of the staffing schedule and to employee effective measures to
attracting that manpower in adequate number to facilitate effective selection of an
effective workforce.

Edwin B. Flippo defines recruitment as, “the process of searching for prospective
employees and stimulating them to apply for the jobs in the organization”.

“It is the process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their application are
submitted. The result is a pool of applicants from which new employees are selected.”

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Methods of Recruitment:

Dunn and Stephens summaries the possible recruiting methods into three categories,
namely

1: Direct method
2: Indirect method
3: Third party method

Direct Method:
The direct method includes sending of the recruiters to different educational and
professional institutions, employees contact with public and mannered exhibits. One of
the widely used methods is sending the recruiters to different colleges and technical
schools. This is mainly done with the cooperation of the placement office of the college.
Sometimes, firms directly solicit information form the concerned professors about
student with an outstanding records.

Other direct methods include sending recruiters to conventions and seminars, setting up
exhibits at fairs, and using mobile offices to go the desired centers.

Indirect Method:
Indirect method involves mainly advertising in newspapers, on the radios, in trade and
professional journals, technical magazines and brochures.
Advertisements in newspapers and or trade journals and magazines are the most
frequently used methods. Senior post is largely filled with such methods. Advertising is a
very useful for recruiting blue color and hourly worker, as well as scientific, professional,
and technical employees.
Local newspaper can be good sources of blue collar workers, clerical employees, and
lower level administrative employees.

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The main point is that the higher the position in the organization the more dispersed
advertisement is likely to be. The search for the top executive might include
advertisement in a national periodical, whereas the advertisement of the blue color jobs
usually confine to the daily newspaper.
According to the Advertisement tactic and strategy in personnel Recruitment, three main
points need to be borne in the mind before an advertisement in inserted.
First, to visualize the type of applicants one is trying to recruit.
Second, to write out a list of advantages the company offers, or why should the reader
join the company.
Third, to decide where to run the advertisement , not only in which area, but also in
which newspaper having a local, state or a nation- wide circulation.

Third Party:
These include the use of commercial or private employment agencies, state agencies, and
placement offices of schools colleges and professional associations recruiting firms,
management consulting firms, indoctrination seminars for college professors, and friends
and relatives.

Private employment agencies are the most widely used sources. They charge a small fee
from the applicant. They specialize in specific occupation; general office help, salesmen,
technical workers, accountant, computer staff, engineers and executives.
State or public employment agencies are also known as the employment or labour
exchanges, are the main agencies for the public employment. Employers inform them of
their personnel requirement, while job seekers get information for them about the type of
job are referred by the employer.
Schools and colleges offer opportunities for recruiting their student. They operate
placement services where complete bio data and other particular of the student are
available.
Professional organization or recruiting firms maintain complete information records
about employed executive. These firms maintain complete information records about
employed executives. These firms are looked upon as the head hunters, raiders and
pirates by organization which loses their personnel through their efforts.

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Evaluation of Recruitment Method

The following are the evaluation of the recruitment method:

1: Number of initial enquires received which resulted in completed application forms


2: Number of candidates recruited.
3: Number of candidates retained in the organization after six months.
4: Number of candidates at various stages of the recruitment and selection process,
especially those short listed.

Factors Affecting Recruitment

There are two types of factors that affect the Recruitment of candidates for the company.

1: Internal Factors:

- Company’s pay package

- Quality of work life

- Organizational culture

- Company’s size

- Company’s product

- Growth rate of the company

- Role of trade unions

- Cost of recruitment

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2: External Factors:

- Supply and demand factors

- Employment rate

- Labor market condition

- Political, legal and government factors

- Information system

Factors to be undertaken while formulating recruitment policies

The following factors should be undertaken while formulating the policies –


- Government polices

- Recruitment sources

- Recruitment needs

- Recruitment cost

- Organizational and personal policies

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THEORIES REGARDING RECRUITMENT:

Recruitment is two way street: it takes a recruiter has a choice whom to recruit, same way
the prospective employee also has taken the decision whether or not to apply for the
given job vacancy. The individual take the decision usually on three different basic:

1: The objective factors


2: The critical contact
3: The subjective factor

The objectives theory views that the process of organizational choice as being one of
weighing and evaluating set of measurable characteristic of employment offers, such pay,
benefits , location, opportunity for advancement, the nature of job to performed, and
education opportunities.

Whereas, the critical contact theory suggests that the typical candidates is unable to make
a meaningful differentiation of organization’s offers in terms of objective or subjective
factors, because of his limited or very short contact with the organization. Choice can be
made only when applicant can readily perceive the factors such as the behavior of the
recruiters, the nature of the physical facilities, and such as the efficiency in processing
paper work association with the application.

On the other hand, the subjective theory emphasizes the congruence. Here the choices are
made on highly personal and emotional basis.

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Recruitment Process:
The actual steps involved in recruitment follow a well defined path:

Application shortlist:
In this step, we shortlist the resume received from various sources based on the suitability
for the requirement.

Preliminary Assessment:
The short listed candidates go through a preliminary round of interviews. This interview
lays more emphasis on functional competencies. To have more data on the functional
skills, the candidates may be given a business case for analysis and presentation (This is
done for certain positions only).

Final interview:
Here the candidates who successfully clear the first round of interview go through
another round of interview with one or more of the functional heads.

Medical Evaluation:
Candidates who are selected by Colgate are asked to undergo a medical test.

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PROCESS OF RECRUITMENT

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Evaluation of Recruitment Process:
The following are the evaluation of the recruitment process:

1: Return rate of application sent out.


2: Number of suitable candidates for selection.
3: Retention and performance of the candidate selection.
4: Cost of recruitment
5: Time lapsed data.
6: Comments on image projected.

Philosophies of Recruitment
Basically there are two Philosophies of recruitment. These are as follows:

1: REALISTIC JOB PREVIEWS (RJP):

Realistic Job Previews provides complete job related information to the applicants so that
they can make the right decision before taking up the jobs. It includes positive and the
negative aspects of the job.

2: JOB COMPATIBILITY QUESTIONNAIRE (JCQ):

Job compatibility Questionnaire was developed to determine whether an applicant’s


preference for the work match the characteristic of the job. The JCQ is designed to collect
information on all aspects of the job which have a bearing in on employee performance
.absenteeism, turnover and job satisfaction. The underlying assumption of JCQ is that,
greater the compatibility between an applicant’s preference for the job and characteristic

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of the job as perceived by the job seeker, the greater the probability of employee
effectiveness and longer the tenure.

Human Resource department at LIC:

Human resource department

Recruitment Resource Training and


and selection allocation development
Department Department Department

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COMPANY PROFILE

Meaning of Insurance: Facilitates reimbursement during crisis situation insurance


means promise of compensation for any potential future losses.
There are different insurance companies that offer wide range of insurance purchase can
select as per own convenience and preference.
Several insurance provide comprehensive coverage with affordable premiums .Premiums
are periodical payment and different insurers offer diverse premium option.
The periodical insurance premium are calculated according to the total insurance amount.
The main meaning of insurance are used as effective tools of risk management
.Quantified risks of different volumes can be insured.
Major types of insurance are as mentioned below:
 Life insurance: Descendents family receives financial benefits. Life insurance also
offers paid proceeds to the beneficiary.
 Automobile insurance: Usually automobile insurance cover damages and legal
financial expenditure of the automobile drivers.
 Health insurance: Health insurance cover the expenditure associated to treatment
and medical expenditure.
 Credit insurance: Borrowers often replay debt loans and mortgages due to certain
unavoidable circumstances, credit insurance can be of great help during suh crisis.
 Property insurance: Property protection insurance provide protection from risks
associated to theft fire flood etc.
This type of insurance can be further classified into specialized form as follows:
 Fire insurance
 Earthquake insurance
 Flood insurance
 Home insurance

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 Boiler insuranceAt present insurance market is much vibrant than before
and this has an impact on the rates of different insurance premium.

Types of Insurance

1) Life Insurance: In this policy, the insurance company pays in case of the demise of
the policy holder or at the time of the maturity of the policy. Now a day a new policy has
been launched by LIC in which you will be covered under the insurance policy even after
the maturity of the policy

2) Property Insurance: This insurance helps you to prevent the losses against theft, fire,
burglary or any natural calamity like Earthquake, Floods etc. based on the points
mentioned in the policy.

3) Health Insurance: Health Insurance consists of a package of various types of


insurance related to health. For example Medical Insurance is one the major part of health
insurance however in most of the cases, dental issues are not covered in this policy so
there is another Dental Insurance policy which covers dental problems and is also a part
of health insurance.

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4) Auto Insurance: Any financial loss due to accident of a vehicle is covered under the
auto insurance policy. Sometimes the expenses on the medicines for treating injuries and
all other medical expenditure are also covered under this policy.

5) Travel Insurance: Loss of personal belongings while traveling, medical coverage,


delays in the travel are all part of the travel insurance policy.

6) Insurance at Amusement Points: This is a one of the new kinds of insurance policy
(not very popular in India) where in you are insured against the equipments that you are
using at the amusement joints. For example: if you are using boats for an independent
boat ride , then they will charge you with some extra money for an property loss(say $5)
and in case of any property damage you will not be liable to pay any amount required to
repair the damaged property.

7) Credit Insurance: This type of insurance pays the loans of the policy holder in case of
any accident of the policy holder or job loss or death

Concept of Insurance

1) Human life is subject to risk


Human life is subject to risk
2) Loss of Human life means loss of income
Loss of Human life means loss of income
3) Risk has element of unpredictability

4) The concept of insurance is that the losses are made good by contribution
from many.
Few are made good by contribution from many.
5) It is based on the law of large numbers. It stemmed from the need of man
to find a solution for mitigation of losses. It also reflects the nature of man
to find a solution collectively.
The nature of man to find a solution collectively.

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Insurance Sector In India
The insurance sector in 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.

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LIFE INSURANCE COMPANIES
The Life Insurance Corporation of India (LIC) is the largest state-owned life insurance
company in India, and also the country's largest investor. It is fully owned by the
Government of India. It also funds close to 24.6% of the Indian Government's expenses.
It has assets estimated of 9.31 trillion (US$ 202.03 billion). It was founded in 1956.
Headquartered in Mumbai, which is considered the financial capital of India, the Life
Insurance Corporation of India currently has 8 zonal Offices and 101 divisional offices
located in different parts of India, at least 2048 branches located in different cities and
towns of India along with satellite Offices attached to about some 50 Branches, and has a
network of around 1.2 million agents for soliciting life insurance business from the
public.
The insurance sector in India has completed all the facets of competition –from being an
open competitive market to being nationalized and then getting back to the form of a
liberalized market once again. The history of the insurance sector in India reveals that it
has witnessed complete dynamism for the past two centuries approximately.
With the establishment of the Oriental Life Insurance Company in Kolkata, the business
of Indian life insurance started in the year 1818.

The Oriental Life Insurance Company, the first corporate entity in India offering life
insurance coverage, was established in Calcutta in 1818 by Bipin Behari Dasgupta and
others. Europeans in India were its primary target market, and it charged Indians heftier
premiums. The Bombay Mutual Life Assurance Society, formed in 1870, was the first
native insurance provider. Other insurance companies established in the pre-
independence era included.

• Bharat Insurance Company (1896)


• United India (1906)
• National Indian (1906)
• National Insurance (1906)
• Co-operative Assurance (1906)
• Hindustan Co-operatives (1907)

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The first 150 years were marked mostly by turbulent economic conditions. It witnessed,
India's First War of Independence, adverse effects of the World War I and World War II
on the economy of India, and in between them the period of world wide economic crises
triggered by the Great depression. The first half of the 20th century also saw a heightened
struggle for India's independence. The aggregate effect of these events led to a high rate
of bankruptcies and liquidation of life insurance companies in India. This had adversely
affected the faith of the general public in the utility of obtaining life cover.

The Life Insurance Act and the Provident Fund Act were passed in 1912, providing the
first regulatory mechanisms in the Life Insurance industry. The Indian Insurance
Companies Act of 1928 authorized the government to obtain statistical information from
companies operating in both life and non-life insurance areas.

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.

Life Insurance in its modern form came to India from England in the year 1818. Oriental
Life Insurance Company started by Europeans in Calcutta was the first life insurance
company on Indian Soil. All the insurance companies established during that period were
brought up with the purpose of looking after the needs of European community and
Indian natives were not being insured by these companies. However, later with the efforts
of eminent people like Babu Muttylal Seal, the foreign life insurance companies started
insuring Indian lives. But Indian lives were being treated as sub-standard lives and heavy
extra premiums were being charged on them. Bombay Mutual Life Assurance Society
heralded the birth of first Indian life insurance company in the year 1870, and covered
Indian lives at normal rates. Starting as Indian enterprise with highly patriotic motives,
insurance companies came into existence to carry the message of insurance and social
security through insurance to various sectors of society. Bharat Insurance Company
(1896) was also one of such companies inspired by nationalism. The Swadeshi movement

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of 1905-1907 gave rise to more insurance companies. The United India in Madras,
National Indian and National Insurance in Calcutta and the Co-operative Assurance at
Lahore were established in 1906. In 1907, Hindustan Co-operative Insurance Company
took its birth in one of the rooms of the Jorasanko, house of the great poet Rabindranath
Tagore, in Calcutta. The Indian Mercantile, General Assurance and Swadeshi Life (later
Bombay Life) were some of the companies established during the same period. Prior to
1912 India had no legislation to regulate insurance business. In the year 1912, the Life
Insurance Companies Act, and the Provident Fund Act were passed. The Life Insurance
Companies Act, 1912 made it necessary that the premium rate tables and periodical
valuations of companies should be certified by an actuary. But the Act discriminated
between foreign and Indian companies on many accounts, putting the Indian companies
at a disadvantage.

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.2.

2.44 crore, it rose to 176 companies with total business-in-force as Rs.298 crore in 1938.
During the mushrooming of insurance companies many financially unsound concerns
were also floated which failed miserably. 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. The demand for nationalization of life insurance industry was
made repeatedly in the past but it gathered momentum in 1944 when a bill to amend the
Life Insurance Act 1938 was introduced in the Legislative Assembly. However, it was
much later on the 19th of January, 1956, that life insurance in India was nationalized.
About 154 Indian insurance companies, 16 non-Indian companies and 75 provident were
operating in India at the time of nationalization. Nationalization was accomplished in two
stages; initially the management of the companies was taken over by means of an
Ordinance, and later, the ownership too by means of a comprehensive bill. The
Parliament of India passed the Life Insurance Corporation Act on the 19th of June 1956,
and the Life Insurance Corporation of India was created on 1st September, 1956, with the
objective of spreading life insurance much more widely and in particular to the rural
areas with a view to reach all insurable persons in the country, providing them adequate
financial cover at a reasonable cost.

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LIC had 5 zonal offices, 33 divisional offices and 212 branch offices, apart from its
corporate office in the year 1956. Since life insurance contracts are long term contracts
and during the currency of the policy it requires a variety of services need was felt in the
later years to expand the operations and place a branch office at each district headquarter.
Re-organization of LIC took place and large numbers of new branch offices were opened.
As a result of re-organization servicing functions were transferred to the branches, and
branches were made accounting units. It worked wonders with the performance of the
corporation. It may be seen that from about 200.00 crores of New Business in 1957 the
corporation crossed 1000.00 crores only in the year 1969-70, and it took another 10 years
for LIC to cross 2000.00 crore mark of new business. But with re-organization happening
in the early eighties, by 1985-86 LIC had already crossed 7000.00 crore Sum Assured on
new policies.

Today LIC functions with 2048 fully computerized branch offices, 109 divisional offices,
8 zonal offices, 992 satellite offices and the corporate office. LIC’s Wide Area Network
covers 109 divisional offices and connects all the branches through a Metro Area
Network. LIC has tied up with some Banks and Service providers to offer on-line
premium collection facility in selected cities. LIC’s ECS and ATM premium payment
facility is an addition to customer convenience. Apart from on-line Kiosks and IVRS,
Info Centers have been commissioned at Mumbai, Ahmedabad, Bangalore, Chennai,
Hyderabad, Kolkata, New Delhi, Pune and many other cities. With a vision of providing
easy access to its policyholders, LIC has launched its SATELLITE SAMPARK offices.
The satellite offices are smaller, leaner an closer to the customer. The digitalized records
of the satellite offices will facilitate anywhere servicing and many other conveniences in
the future.

LIC continues to be the dominant life insurer even in the liberalized scenario of Indian
insurance and is moving fast on a new growth trajectory surpassing its own past records.
LIC has issued over one crore policies during the current year. It has crossed the
milestone of issuing 1,01,32,955 new policies by 15th Oct, 2005, posting a healthy
growth rate of 16.67% over the corresponding period of the previous year.

From then to now, LIC has crossed many milestones and has set unprecedented
performance records in various aspects of life insurance business.

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The same motives which inspired our forefathers to bring insurance into existence in this
country inspire us at LIC to take this message of protection to light the lamps of security
in as many homes as possible and to help the people in providing security to their
families.

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.

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.

30
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 (Nationalization) Act, 1972 nationalized the
general insurance business in India with effect from 1st January 1973.

107 insurers amalgamated and grouped into four companies viz. the National
Insurance Company Ltd., the New India Assurance Company Ltd., the
Oriental Insurance Company Ltd. and the United India Insurance Company
Ltd. GIC incorporated as a company.

31
Comparison Between The Share Of LIC And Other Private
Players In Indian Market:

LIC 78%

Private PLAYER 22%

32
Current status:

LIC building, at Connaught Place, New Delhi, designed by Charles Correa, 1986.

Over its existence of around 50 years, Life Insurance Corporation of India, which
commanded a monopoly of soliciting and selling life insurance in India, created huge
surpluses, and contributed around 7 % of India's GDP in 2006.

The Corporation, which started its business with around 300 offices, 5.6 million policies
and a corpus of INR 459 million (US$ 92 million as per the 1959 exchange rate of
roughly Rs. 5 for a US http://data.un.org/Data.aspx?d=CDB&f=srID:6080), has grown to
25000 servicing around 180 million policies and a corpus of over 8 trillion (US$ 173.6
billion).

The organization now comprises 2048 branches, 109 divisional offices and 8 zonal
offices, and employs over 1,002,149 agents. The corporate Office of LIC is in Mumbai. It
also operates in 12 other countries, primarily to cater to the needs of Non Resident
Indians.

33
With the change in the India's economic philosophy from the early 1990s, and the
subsequent relaxation of state control over several sectors of the economy, the
monopolistic position of the Life Insurance Corporation of India was diluted, and it has
had to compete with a number of other corporate entities, Indian as well as transnational
Life Insurance brands.

However, it still manages to be the largest player in the Indian market, with the lion's
share of 55%.The recent Economic Times Brand Equity Survey rated LIC as the No. 1
Service Brand of the Country.

In the financial year 2006-07 Life Insurance Corporation of India's number of policy
holders are said to have crossed a whopping 200 million (fourth in terms of population of
the countries of the world)

34
Objectives of LIC of India:

• Spread and provide life insurance to the masses at a reasonable cost.


• Spread Life Insurance widely and in particular to the rural areas and to the
socially and economically backward classes with a view to reaching all insurable
persons in the country and providing them adequate financial cover against death
at a reasonable cost.

• Maximize mobilization of people's savings by making insurance-linked savings


adequately attractive.
• Bear in mind, in the investment of funds, the primary obligation to its
policyholders, whose money it holds in trust, without losing sight of the interest
of the community as a whole; the funds to be deployed to the best advantage of
the investors as well as the community as a whole, keeping in view national
priorities and obligations of attractive return.
• Conduct business with utmost economy and with the full realization that the
moneys belong to the policyholders.
• Act as trustees of the insured public in their individual and collective capacities.
• Meet the various life insurance needs of the community that would arise in the
changing social and economic environment.
• Involve all people working in the Corporation to the best of their capability in
furthering the interests of the insured public by providing efficient service with
courtesy.
• Promote amongst all agents and employees of the Corporation a sense of
participation, pride and job satisfaction through discharge of their duties with
dedication towards achievement of Corporate Objective.
• To attract potential employees into the rolls of the company
• To make a positive impact with our clients, thereby increase the goodwill and
equity for the Company, leading to better market standing.

35

LIC Guiding Principles:

• Recruit the best

• Accept personal responsibility

• Build an empowered team

• Building a shared vision and purpose

• Leadership Development

• Reward and Recognition

36
Products & Services /Polices:

They have a full range of transparent, flexible and value for money products that include
whole life (LifeLong), endowment (LifeSaver, EasyLife Plus, LifeSaver Plus), child
policy (Young Achiever, SaveGuard Junior) single premium (LifeBond, LifeBond Plus),
Pension (PensionPlus), Term (LifeShield), fixed term protection plan (Freedom LifePlan)
and a 5 year recurring premium investment cum protection plan (LifeBond5). LIC
products are modern and contemporary unitised products that offer unique customer
benefits like flexibility to choose cover levels, indexation and partial withdrawals.
They also offer customer a choice of investment options. They can choose between their
unit linked fund or our with profit fund.

With Profits Fund guarantees that the selling price of the units will never fall. The unit
value of this fund is increased by crediting bonuses on a daily compounding basis. The
fund provides investment security to the capital.

The Unit Linked Fund is designed to provide relatively more progressive capital growth
wherein customer automatically receive the benefit related to the investment performance
of the fund.

Under Unit Linked Fund, on some of our products they offer a choice of fund options :

• Protector Fund

• Secure Fund

• Growth Fund

• Balanced Fund

LIFE INSURANCE POLICY LIST

37
1. AamAdmiBimaYojanalic policy
2. AmulyaJeevan-I lic policy
3. AnmolJeevan-I lic policy
4. BimaBachatlic policy
5. BimaNivesh 2005 lic policy
6. CDA Endowment Vesting At 18 lic policy
7. CDA Endowment Vesting At 21 lic policy
8. Child Career Plan lic policy
9. Child Future Plan lic policy
10. Educational Annuity Plan lic policy
11. Fortune Plus lic policy
12. Gratuity Plus lic policy
13. Group Critical Illness Riderlic policy
14. Group Gratuity Scheme lic policy
15. Group Insurance Scheme in Lieu Of EDLI lic policy
16. Group Leave Encashment Schemelic policy
17. Group Mortgage Redemption Assurance Scheme lic policy
18. Group Savings Linked Insurance Scheme lic policy
19. Group Super Annuation Scheme lic policy
20. Group Term Insurance Schemes lic policy
21. Health Plus lic policy
22. JanaShreeBimaYojana (JBY) lic policy
23. JeevanAadharlic policy
24. JeevanAkshay-V lic policy
25. JeevanAmritlic policy
26. JeevanAnandlic policy
27. JeevanAnuraglic policy
28. JeevanBharatilic policy
29. Jeevan Kishore JeevanChhayalic policy
30. JeevanMadhurlic policy
31. JeevanMitra(Double CoverEndowment Plan) lic policy
32. JeevanMitra(Triple CoverEndowment Plan) lic policy

38
33. JeevanNidhilic policy
34. JeevanPramukhlic policy
35. JeevanSaathilic policy
36. JeevanSarallic policy
37. Jeevan Shree-I lic policy
38. Jeevan Surabhi-15 Years lic policy
39. Jeevan Surabhi-20 Years lic policy
40. Jeevan Surabhi-25 Years lic policy
41. JeevanTaranglic policy
42. JeevanVishwaslic policy
43. KomalJeevanlic policy
44. Market Plus lic policy
45. Marriage Endowment lic policy
46. Money Plus-I lic policy
47. Mortgage Redemption lic policy
48. New Bima Gold lic policy
49. New Janaraksha Plan lic policy
50. New JeevanDhara-I lic policy
51. New JeevanSuraksha-I lic policy
52. Profit Plus lic policy
53. ShikshaSahayogYojanalic policy
54. The Convertible Term Assurance Policy lic policy
55. The Endowment Assurance Policy lic policy
56. The Endowment Assurance
57. Policy-Limited Payment lic policy
58. The Money Back Policy-20 Years lic policy
59. The Money Back Policy-25 Years lic policy
60. The Whole Life Policy lic policy.

61. The Whole Life Policy- Single Premium lic policy.

Management Team

39
T.S. Vijayan -- Chairman

• D.K. Mehrotra – MD

• LIC Thomas Mathew T – MD

• LIC A K Dasgupta – MD

• LIC Arun Ramanathan – Secretary , Financial Services, Dept. of Financial


Services , Ministry of Finance

• Sindhushree Khullar - Addl. Secretary, Dept of Economic Affairs, Ministry of


Finance

• Yogesh Lohiya - Chairman cum MD

• T.C. Venkat Subramanian - Chairman & MD, Export Import Bank of India., GIC
of India

OBJECTIVES OF THE STUDY:


40
The main objectives for undertaking this research are:

 To study the recruitment and selection procedure followed in LIFE


INSURANCE CORPORATION.

 To study the various sources of recruitment used by LIFE INSURANCE


CORPORATION.

 To learn what is the process of recruitment that should be followed.

 To know the need for training.

Meaning of Research

41
• Research is composed of two syllables, a prefix ‘Re’ and a verb ‘Search’.
• ‘Re’ means again, a new, over again.
• Search means to examine closely and carefully, to test and try, to probe.
• Research is an organized and systematic way of finding answers to questions.

Basic Research and Applied Research


• Basic research is geared toward advancing our knowledge about human behavior with
little concern for any immediate practical benefits that might result.
• Applied research is designed with a practical outcome in mind and with the assumption
that some group or society as a whole will gain specific benefits from the research.

Research Method Process


The research process is start with the situation analysis and formulation of hypotheses
selecting from among various methods of research scope of the study, data collection,
data analysis and suggestion & solution.

Sampling Unit
• Sampling unit and element for this particular study was the people of the
Jammu
Sample Size
• Sample size for this research was hundred people
Sampling technique
• Sampling technique used for this study was convenience technique
Statistical Tool Used for Data Analysis
● Pi-chart
● Flow-chart
● Percentage

42
Situation Analysis :

A project process involves the following steps:

• Recognition of a need - to me it means that the functional requirements have


been clearly defined and stated.

• Generate ideas on how to fulfill the need;

• Perform design based on the concepts;

• Implement the design.

And the problem solving steps in the situation analysis are:

• Organize the knowledge about the system/situation;

• Develop a functional model of the system/situation;

• Analyze the model for problem solving ideas

Significance Of The Problem:

The research should be defined and pointing


out its core nature and its importance. The issue related to the problem may
also be confirmed. This statement gives direction to the research process .

Scope Of The Study:

A complete study of any problem is well near non- manageable would involve an vast
mountain of data therefore the scope and dimension of the study should be encircled with
reference to the tropical scope ( Like breadth and depth, geographical area, period etc.)
the purpose of this limit is to make study manageable in the terms of the researcher’s
aim, interest etc.

43
Data Collection

Data refers to a collection of organized in formation ,


usually the results of experience, observation or experiment, or a set of
premises. This may consist of numbers, words, or images, particularly as measurements
or observations of a set of variables.

Five basic steps are outlined below that will help determine what data to
Collect:
• Find out what happened, and be as specific as possible. At what level
in the overall system, product, or process was the event discovered?

• Method of detection. Internally? Externally?

• Find out when the event happened. During testing? During


Productions run?

• Find out if there is a similar event in historical records. If the answer


is "yes," it could save time by eliminating some data collection.

• Find out if there have been any recent changes. Check vendor
Materials, test conditions, etc.

44
How Will Data Be Collected and Reported

Data may be collected by either manual or automatic means. Most test results or
observations are recorded manually on forms customized to collect specific information
then input into a computer database. Data is sometimes taken automatically through the
use of electronic devices that send information directly to a database. The automatic data
information gathering technique is usually desirable where continuous monitoring is
necessary . There are no standards for how to record or store data. When data is input into
a computer, manually or automatically, both retrieval and use become obviously better.
There are many software packages on the market that can be readily tailored to fit
specific needs.

Data Analysis

Data analysis is the process of looking at and summarizing data with the intent to extract
useful information and develop conclusions. Data analysis is closely related to Data
mining, but data mining tends to focus on larger data sets, with less emphasis on making
inference, and often uses data that was originally collected for a different purpose. Some
people divide data analysis into exploratory data analysis and confirmatory data analysis,
where the EDA focuses on discovering new features in the data, and CDA on confirming
or falsifying existing hypotheses. Data analysis assumes different aspects, and possibly
different names, in different fields

Methods of Research:
45
• Historical Method:
to reconstruct the past objectively and accurately, often in relation to the
Tenability of a hypothesis.
• Descriptive Method :
to describe systematically a situation or area of interest factually and
Accurately.
• Developmental Method :
to investigate patterns and sequences of growth and/or change as a
function of time.
• Case And Field Method:
to study intensively the background, current status, and environmental
interactions of a given social unit.
• Correlation Method :
to investigate the extent to which variations in one factor correlate with
variations in one or more other factors based on correlation coefficient.
• Casual-Comparative Or “Ex Post Facto” Method:
to investigate possible cause-and-effect relationships by observing some existing
consequence and looking back through the data for plausible casual factors.
• True Experimental Method:
to investigate possible cause-and-effect relationships by exposing
one or more experimental groups to one or more treatment conditions and comparing the
results to one or more control groups not receiving the treatment, random assignment
being essential.
• Quasi-Experimental Method:
to investigate the conditions of the true experiment in a setting
which does not allow the control or manipulation of all relevant variables.
• Action Research:
to develop skills or new approaches and to solve problems with direct
application to the classroom or other applied setting.
.

Research Problem
46
The decision problem faced by management must be translated into a market research
problem in the form of questions that define the required to make the decision & how this
information can be obtained. Thus, the decision problem is translated a research
problem . For example, a decision problem may be whether to launch a new product .
The corresponding research problem might be to assess whether the market would accept
the new product. The objective of the research would be defined clearly .To ensure that
the true decision problem is addressed , it is useful for the research to authic possible
scenarios of the research results & then for the decision maker to formulate plans of
action under each scenario. The use of such scenarios can ensure that the purpose of the
research is agreed upon before it commences.

Research Design
Marketing research can be classified as:

47
• Exploratory Research
• Descriptive Research
• Causal Research

These classifications are made according to the objective of the research. In some cases
the research will fall into one of these categories, but in other cases different phases of
the some research project will fall into different categories.

 Exploratory Research
Has the goal of formulating problems more precisely, clarifying concepts, gathering
explanations, gaining insight, eliminating impractical ideas & forming hypotheses. It can
be performed using literature search, surveying.
Certain people about their experiences, focus groups & case studies

 Descriptive Research

It is more rigid then explanatory research & seeks to describes users of a product ,
determine the proportion of the population that uses a product . It has two basic types :

Questionnaire Design:

It is an important tool for gathering primary data . Poorly constructed questions can result
in large errors & invalidate the research data , so significant effort should be put into the
Questionnaire Design . The Questionnaire should be listed thoroughly prior to
conducting the survey.

Sources of Information:

In everyday life human being has to face many problems viz. social, economical,
financial problems. These problems in life call for acceptable and effective solutions and
for this purpose, research is required and a methodology applied for the solutions can be
found out.
Research was carried out at LIFE INSURANCE CORPORATION to find out the
“Recruitment process”. The insurance sector is marked with a high level of attrition and

48
therefore recruitment process becomes a crucial function of the organization. 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. My area of focus was the recruitment particularly at
LIFE INSURANCE CORPORATION. I was directly involved with the recruitment of
candidates for the LIFE INSURANCE CORPORATION. I was particularly involved
with the sourcing of candidates for the regions in Jammu.

DATA COLLECTION
Primary Data:
Primary data was collected through survey method by distributing questionnaires to
branch manager and other sales manager. The questionnaires were carefully designed by
taking into account the parameters of my study.

Secondary Data:
Data was collected from books, magazines, web sites, going through the records of the
organization, etc. It is the data which has been collected by individual or someone else
for the purpose of other than those of our particular research study. Or in other words we
can say that secondary data is the data used previously for the analysis and the results are
undertaken for the next process.

The data was collected through Employment Exchange Office, Gandhinagar and Sainik
Welfare Board, Amphalla for Recruitment of agents in LIC on the basis of following
criteria:

 Minimum Qualification: 12th


 Area restricted: Between Vijaypur to Jammu
Between Akhnoor to R.S.Pura

49
DATA ANALYSIS AND INTERPRETATION

Preferable sources for recruitment and selection


Campus interviews Placment agencies Data bank Casual applicants

25%
34%

33% 8%

In LIFE INSUARANCE CORPORATION 34% of the manager go for campus


interviews, 33% for data bank, 25% from the casual application that are received and
only 8% go for any placement agencies.

50
Preferred way of recruitment

Indirect Third party Direct

32%

65%
3%

About 65% of the manager go for direct recruitment and selection and 32% go for
indirect and 3% go for third party recruitment way.

51
Prefer to go for manpower planning?

Yearly Quaterly No fixed time

20%
30%

50%

Around 50% of the managers go for Quarterly manpower planning and 20% do not
follow any pattern they don’t have any fixed where as 20% go for yearly.

52
Preferred sources for external recruitment are

Campus Recruitment Placement Agencies Data Bank Casual Applications

25%
34%

33% 8%

In LIFE INSURANCE CORPORATION 34% of manager go for campus interviews,


33% go for data bank, 25% from the casual application that are received and only 8% go
for any placement agencies.

53
Preferable form of interview

Personal interviews Telephonic interview Video confrencing Other

5%
10%

55%
30%

Most of the managers prefer personal interviews, 30% prefer to take telephonic
interviews where as only 10% go for video conferencing and rest 5% adopt some other
means of interviews.

54
Rating of HR practices of the company

Verygood Good Average Bad

10%

30%

20%

40%

50% of the managers feel that HR department is good where and 30% say that’s its very
good where as 20% says its average and only 10% manager feel it’s bad.

CONCLUSION

This report presents the summary of the study and survey done in relation to the
Recruitment and Selection in LIFE INSURANCE CORPORATION. The conclusion is

55
drawn from the study and survey of the company regarding the Recruitment and
Selection process carried out there.
The recruitment process at LIFE INSURANCE CORPORATION to some extent is not
done objectively and therefore lot of bias hampers the future of the employees. That is
why the search or headhunt of people should be of those whose skill fits into the
company’s values.
Most of the employees were satisfied but changes are required according to the changing
scenario as recruitment process has a great impact on the working of the company as a
fresh blood, new idea enters in the company.
Selection process is good but it should also be modified according to the requirements
and should job profile so that main objective of selecting the candidate could be
achieved.
In LIFE INSURANCE CORPORATION most of the employees feel that’s the HR
department is good. About 75% of the managers say that they prefer both internal as well
as external source for recruitment and selection. About 65% of the mangers go for direct
recruitment and selection and less number for mangers prefer indirect or third party.
Mostly the manpower planning is done Quarterly and 20 % do not follow any pattern
they don’t have any fixed time. LIFE INSURANCE CORPORATION prefers to go for
campus interviews and even casual application that are received for recruitment but they
hardly prefer placement agencies.
Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews
where as only 20% goes for video conferencing and rest 10% adopt some other means of
interviews.

RECOMMENDATIONS

56
That which recommends, or commends to favor; anything procuring, or tending to
procure, a favorable reception, or to secure acceptance and adoption; as, he brought
excellent recommendations. Below mentioned are the recommendations after conducting
the survey.

• Manpower requirement for each department in the company is identified well in


advance.
• If the manpower requirement is high and the recruitment team of the HR
department alone cannot satisfy it, then help from the placement agencies is
needed.
• Time management is very essential and it should not be ignored at any level of the
process.
• The recruitment and selection through placement agencies as the last resort and is
utilized only when need.
• The recruitment and selection procedure should not to lengthy and time
consuming.
• The candidates called for interview should be allotted timings and it should not
overlap with each other.

LIMITATIONS

57
Writing this research project has been a time consuming task, however, the time plan that
we had sketched was helpful for planning and coordinating the process. Even though
there will always be smaller issues to change in the project, we consider that we have
come to the point where we feel satisfied with what we have accomplished.
The questions made this thesis were conducted in English. Therefore, there is a
possibility that some meanings could be biased due to the translation process.
Due to the time pressure, the choice of only focusing on specific selected customers made
it possible to dig deeper into that specific company and the attitudes of its customers.
Another angle, which also could have given more data to analyze, would have been to
use a qualitative method as a complement for quantitative method. However, we consider
that the quantitative method gave us the best result taking into account the extent of the
study. Overall, we agree on the fact that we have found the most suitable theories, which
have helped us answer the purpose of the thesis.

BIBLIOGRAPHY
58
• Mamoria, C.B & Gankar, S.V. (2004). Personal Management Text and Cases.
Himalaya Publication.

• Aswahthappa, K. (2001). Human Resource and Personnel Management.

• Pardeshi, P.C. (2005). Human Resource Management.

• www.lic.com

• www.google.com

• www.projectparadise.com

QUESTIONNAIRE USED IN THE SURVEY

59
Personal information of respondent:
Name:-________________________
R/O:-_________________________
Contact No.:-____________________
E-mail:-________________________
Occupation:-____________________
Income:-________________________________

Q. 1. What are the sources for recruitment and selection?

• Internal sources
• External sources
• Both
• None

Q. 2. Which method do you mostly prefer for recruitment and selection


preferred way of recruitment?

• Third Party
• Indirect
• Direct
• None

Q. 3. When do you prefer to go for manpower planning?

• Yearly
• Quarterly
• No fixed time
• None

Q. 4. What are the preferred sources for external recruitment?

60
• Campus interviews
• Placement agencies
• Data bank
• Casual applicants

Q. 5. What form of interview did you prefer?

• Personal interviews
• Telephonic interviews
• Video conferencing
• Other

Q. 6. How do you rate the HR practices of the company?

• Very good
• Good
• Bad
• Average

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