INTRODUCTION Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued

assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement
Today's rapidly changing business environment, organizations have to respond quickly to requirements for people. 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. Selection is one area where the interference of external factors is minimal. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best results. These caselets discuss the importance of having an effective recruitment and selection policy.

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MEANING OF RECRUITMENT: According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs
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in the organisation”. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: • A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. RECRUITMENT NEEDS AND IMPORTANCE RECRUITMENT NEEDS ARE OF THREE TYPES PLANNED i.e. the needs arising from changes in organization and retirement policy. • ANTICIPATED: Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. • UNEXPECTED: Resignation, deaths, accidents, illness give rise to unexpected needs

Purpose & Importance of Recruitment • Attract and encourage more and more candidates to apply in the organisation. • Create a talent pool of candidates to enable the selection of best candidates for the organisation.
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• Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. • Recruitment is the process which links the employers with the employees. • Increase the pool of job candidates at minimum cost. • Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. • Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. • Meet the organizations legal and social obligations regarding the composition of its workforce. • Begin identifying and preparing potential job applicants who will be appropriate candidates. • Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants.

Recruitment Process
HR practices its function in each and every stages of recruitment. The process comprises five interrelated stages, viz. (i) Planning, (ii) Strategy development, (iii) Searching, (iv) Screening, and (v) Evaluation and control.
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The function of HR is to make the selection procedure an ideal one. The ideal recruitment programmed is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organization, when offered. Fig: tSelection Development Activation & Control Requisition Vacancies Analysis Planning Planning
-Where “Selling” -Numbers -How -Message -Types -When -Media Strategy Searching Recruitmen Evaluation Personnel Screening Employee Job To Job

Recruitment Process

SELECTION
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Selection is a process of picking individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. Different hotels apply different methods and procedure for recruitment as well as selection. It basically depends on the management policies and the size of operation.

Selection Process
Selection is a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment. Fig. shows the generalized selection process. In practice, the process differs among organizations and between two different jobs within the same organization. Selection procedure for senior managers will be long-drawn and rigorous, but it is simple and short while hiring shop-floor workers. RA: Evaluation & EmploymentInterview SelectionOfferApplicants External Environment Physical Environment Employment Contract Preliminary Interview Internal Examination SelectionDecision Rejected Job Test Reference Background Analysis

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Fig: General Selection Process

Selection Process
Writtenof Offer Extemporization Letter Aptitude Final Interview Pre-placement Psychometric Preliminary Group Test Testshort Presentation Discussion with senior Interview for listed candidates management

Sources Of Recruitment Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment SOURCE OF RECRUITMENT

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Factors Affecting Recruitment The recruitment function of the organisations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organisation. And the external factors are those factors which cannot be controlled by the organisation. The internal and external forces affecting recruitment function of an organisation are: FACTORS AFFECTING RECRUITMENT

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LIFE INSURANCE FINANCIAL CONSULTANT Eligibility for an Insurance Agent Every person who has cleared higher secondary examination can become an Agent other than a minor or the person who is convicted in any court for crime or any legal proceedings. Men and women both can work as an Agent. A single person can be associated with other life insurance companies. A training program is there to train a person who wants to become an Agent. There is 100 Hrs. training program which can be done either with the physical appearance in the class room or the interest basis. In the classroom training the trainee has to be physically present in the training session. There
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are difference sessions of training program. A trainee can attend any session according to his comfort. The training period is of 25 days approx. If the trainee does not have enough time to devote in the classroom training, then there is another option left that is training on Internet. On the basis of Internet the trainee has provided a login number along with the password through which he operated his login and completed his training hrs. as convenient. Each and every hour pass on the net under his login head will be count on his account. The test for the training program is also on line. This is only procedure to be an Insurance Agent. Work of financial consultant: The FC is the interface between the customer and insurance company. l The agent should be able to accomplish the following service. • Assessing and analyzing the clients risk profile. • Finding the best product or products available in the market. • Negotiating the best deal available. • Continuity of service throughout the period of insurance.

Role of a Financial Consultant
1. Meet people and present service 2. Understand their financial need 3. Customizes life insurance plans 4. Provide efficient after- sales support 5. Helps customers protect their lifestyle, realize their dreams and enjoy their lives Opportunity to a Financial Consultant ➢ Realize their dream. ➢ Flexible work hours. ➢ 100% self -decide income. ➢ Financial Independence to live with self respect. ➢ Be your Boss. Business Opportunity to a Financial Consultant Ensuring peace of mind and quality of life for the millions of people around you. Offers to a Financial Consultant
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An exciting career that can change your life. Recruitment of Financial consultant (FCs) of a excellent profile and their retention strategies and what are their benefit that company going to provided for retention of their FCs.  What type of people are we looking for ? 1) Committed people who have the drive, determination and ability to become professional financial consultants. 2) Ability to sell a range of financial products.  What do We Expect from financial Consultant ? 1) Devote a time and energy during training. 2) Sell at least 5 policies each month once after licensed with company. 3) We look forward to a long term mutually beneficial relationship.  Why should financial consultant choose HDFC standard life ? 1) Brand value and the reputation of the partners (HDFC Limited) Market leader in housing finance: 2) 15 lakhs home financed. 3) 11 lakhs retail deposits customer base. Reputation for providing the higher standards of customer service. Financial Strength of the partners. Brand value and the reputation of the partners standard life: 175 years experience in life insurance. ➢ Largest mutual life insurer in Europe. ➢ Product innovation. Strategies: Strategies Employed to achieve the target are as follows: Telecalling  Contacting the person directly (interview)  Collect references. Some important steps to make effective telecalling:Open the call in a friendly and positive way. State the name, position and company name. Check the prospect has time to speak. State the reason for the call. Clearly succinctly explain how the meeting will be benefiting the prospect. ➢ ➢ ➢ ➢

Achievements:
Recruited eight financial consultants for company. Increase in confidence level.
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Got the knowledge about, how to differentiate our product form that of LIC. Made more and more people aware about my companies Products (Policies) Taken some appointments for policies and got positive response from 8 persons with the help of my BDM. RECRUITMENT PROCESS: Steps in recruitment of Insurance Agents  Approach to the likely person  Appointment as per condition  Discuss the topic  Give the documents which includes:1. Prospectus of the company 2. Brochure 3. Company’s plan 4. Questionnaire  Collect the document after it’s completion  Forward it to project manager  Feed it in the computer as the database  Follow up as per conditions Modes of Contact  Personal Contacts  References  Phone Calls  Guidance as per Unit Manager

BENEFITS OF BEING A FINANCIAL CONSULTANT ARE AS FOLLOWS:
Financial consultant, the right way to start career:
As a financial consultant the role will be to identify prospective customer. You will makes presentation, as to how you can help analyses their financial needs, provide customize financial solution to cater to their respective needs and conduct reviews on regular basis to keep customers on thank.

Easy way to start on career:

Zero investment: There is no start-up capital. Be an own boss with a flexible working environment, unlimited earning potential and the opportunity to be part of world class sales team.

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Flexible work timings, part time or full time: FCs can work
whenever he likes and from whereeve4r he like, FCs can work full time depending on their convenience its like no other job however, the time.

Sunrise industry: Life insurance in Indiahas a huge potential for growth

Statistics reveal that only 25% of the insurable population in India is insured and those insured are in need of still higher insurance cover. The over 100% growth displayed by private life insurers indicates this hu7ge untapped potential.

Strong Partnership:

A powerful brand – HDFC Standard Life Insurance: We were the first private life insurance company to be granted a license by IRDA. We have been rated by business world magazine. As Indies most respected private life insurance company 2004. We have grown over 130% in the last and more than 8 Lakhs policy holder. HDFC standard life insurance has one of the highest brand recall of around 80% PROFESSIONAL TRAINING PROGRAMS AND CONTINUID GUIDANCE: At HDFC standard training is an inherent element of our support system for FCs. Some of our training and support initiative are as: IRDA Training:Online training of 100 hrs. prepares for career as FCs and enables to pass the IRDA examination. After the IRDA license, first step towards a successful career as a FC. Basic Training and Induction: Independence of work experience, this training will give perfect knowledge about the insurance industry along with comprehensive knowledge about the insurance along with comprehensive knowledge abut HDFC SLIC Product. Disha training: This is a professional sales skill program eased by us to one selling skills. Those program enable to understand customer need and provide need based insurance solution.. A huge step from an amateur to a true finance professional. Advance Training:Once Fc have settled down as a FC professional we will continuously upgrade capability and knowledge through sophisticated training program, fit for this dynamic world of financial products and markets. UNMATCHED SUPPORT: Marketing activity support to make task easier.
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➢ Advertising and communication support throughout the year. ➢ Customer friendly broachers and sales aid to help in selling insurance solutions to customers. ➢ 24- hours information support, to help track the performance and income.

SCOPE OF STUDY
Insurance Industry is emerging in a big way in both the Indian and the overseas market and is on a recruitment spree to absorb the talented, skilled and performance driven individuals for the industry. There is a tendency among the recruiters to employ skilled workers. The penchant of the insurance industry to recruit form Indian can be attributed to a variety of reasons.. India is a repository of talent and the global corporations have immense confidence in the skill of the employers recruited from India. In the past couple of years a sudden growth has been noticed in recruitment from India by the insurance companies that operate globally. This has also helped in the creation of a considerable number of job vacancies in the insurance industry. India has one of the largest Higher Education System in the World. Therefore hiring Indians enable the Insurance Companies to keep a step ahead of their competitors. Skilled and competent employees can be hired by the Insurance Industry at a minimum cost from India. Infact that Insurance Industry recruitment from India is closely related to the fact that apart from featuring as one of the major recruitment markets in the world, India is also a country that boasts of skill diversity. The Indian professionals are innovative, dedicated and talented individuals who are preferred all across the globe and
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across myriad job arenas.

As due to critical diseases, growing percentage of accident and fear of financial crisis every one wants to secure his or her future. Insurance sector plays a vital role in assuring people about their future. As the scope of insurance enhancing, the need of an insurance Agent who can guide the potential customers is growing. Being an Insurance Agent of HDFC-STANDARD LIFE INSURANCE provides a legal mean to earn money which protects a person from earning through a illegal source which is harmful for society as well as himself. For the youngsters it provides great platform to prove them. On the basis of their performance they can be recruited as unit manager. Its recruitment procedure is very easy.

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OBJECTIVES OF THE STUDY Recruitment helps a company to achieve its objective from time to time by creating a positive attitude among workers. Reducing wastage and making maximum use of resources etc. Allocating the jobs to the right person :If proper recruitment and selection methods are followed, the company will be able to select the right people for the right job. When this happens the number of people leaving the job will reduce as the will be satisfied with their job leading to decrease in labour turnover To know the benefits of Recruitment to the employees with respect to welfare activities

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LIMITATIONS OF THE STUDY

Limitations:So though the study aim to achieve the above mentioned Objective in full earnest and accuracy, it may be hampered due to certain limitation. Some of the limitations are as follows: • To cover the various section for the society. • Respondents may not be at home and may have to re-contacted or replaced by others. • Getting accurate response form the respondents due to their inherent problem is difficult. • Limited response from client. • There is a time limitation it is not possible to study whole thing I covered some special aspect as well as some topics.

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INDUSTRY PROFILE
LIFE INSURANCE
Insurance sector in India is one of the booming sectors of the economy and is growing at the rate of 15-20 per cent annum. Together with banking services, it contributes to about 7 per cent to the country's GDP. Insurance is a federal subject in India and Insurance industry in India is governed by Insurance Act, 1938, the Life Insurance Corporation Act, 1956 and General Insurance Business (Nationalisation) Act, 1972, Insurance Regulatory and Development Authority (IRDA) Act, 1999 and other related Acts. Historical Perspective 1. In 1818 it was conceived as a means to provide for English Widows. 2. The Bombay Mutual Life Insurance Society started its business in 1870. 3. It was the first company to charge same premium for both Indian and non-Indian lives. 4. The Oriental Assurance Company was established in 1880. 5. Till the end of nineteenth century insurance business was almost entirely in the hands of overseas companies. 6. Insurance regulation formally began in India with the passing of the Life Insurance Companies Act of 1912 and the provident fund Act of 1912. 7. Several frauds during 20's and 30's sullied insurance business in India. 8. By 1938 there were 176 insurance companies. 9. The first comprehensive legislation was introduced with the Insurance Act of 1938 that provided strict State Control over insurance business. 10.The insurance business grew at a faster pace after independence. 11.The Government of India in 1956, brought together over 240 private life insurers and provident societies under one nationalized monopoly corporation and Life Insurance Corporation (LIC) was born. 12.Nationalization was justified on the grounds that it would create much needed funds for rapid industrialization.
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Insurance sector in India was liberalized 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. There is a 26 percent equity cap for foreign partners in an insurance company. There is a proposal to increase this limit to 49 percent. The opening up of the insurance sector has led to rapid growth of the sector. Presently, there are 16 life insurance companies and 15 non-life insurance companies in the market. The potential for growth of insurance industry in India is immense as nearly 80 per cent of Indian population is without life insurance cover while health insurance and non-life insurance continues to be well below international standards.

KEY MARKET INDICATORS
• • • • • • • Size of Market, Life and Non- Life: $8 Billion a year Rate of Annual Growth : Average of 20% for Life and 12% for Non-Life (1990-99) Geographical Restriction for New Players: None. Players can operate all over the country. Equity Restriction in a New Indian Insurance Company : Foreign promoter can hold up to 26%. Registration Restriction: Composite Registration not available. Market Opening: August 2000 with invitation for application for registration. Number of Registered Companies: Public Sector Private Sector Total 12 09 0 21 13 13 01 27

Type of Business

Life Insurance 01 General Insurance 04 Reinsurance 01 Total 06 • New Registration Awarded: Twenty-one New Registrations issued:

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Life Insurance:

1. Allianz Bajaj Life Insurance Company Limited. 2. *Birla Sun-Life Insurance Company Limited. 3. *HDFC Standard Life Insurance Company Limited. 4. *ICICI Prudential Life Insurance Company Limited. 5. ING Vysya Life Insurance Company Limited. 6. *Max New York Life Insurance Company Limited. 7. Metlife Insurance Company Limited. 8. Om Kotak Mahindra Life Insurance Company Ltd. 9. *SBI Life Insurance Company Limited. 10.*TATA AIG Life Insurance Company Limited. 11. AMP SAN MAR Insurance Company Limited. 12. Dabur CGU Life Insurance Company Private Ltd.

General Insurance

1. Bajaj Allianz General Insurance Company Limited. 2. ICICI Lombard General Insurance Company Ltd. 3. *IFFCO-Tokio General Insurance Company Ltd. 4. *Reliance General Insurance Company Limited. 5. *Royal Sundaram Alliance Insurance Company Ltd. 6. *TATA AIG General Insurance Company Limited. 7. Cholamandalam General Insurance Company Ltd. 8. Export Credit Guarantee Corporation Limited. 9. HDFC-Chubb General Insurance Company Limited. • Business of New Players: Expected to take up a market share of 4-5% in three years.

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COMPANY PROFILE
HDFC Standard Life Insurance Company Ltd.
HDFC Incorporated in 1977 with a share capital of Rs 10 Crores, HDFC has since emerged as the largest residential mortgage finance institution in the country The corporation has had a series of share issues raising its capital to Rs. 119 crores. The gross premium income for the year ending March 31, 2007 stood at Rs. 2, 856 crores and new business premium income at Rs. 1,624 crores. The company has covered over 8,77,000 lives year ending March 31, 2007. HDFC operates through almost 450 locations throughout the country with its corporate head quarters in Mumbai, India. HDFC also has an International Office in Dubai, UAE, with service associates in Kuwait, Oman and Qatar. HDFC is the largest housing Company in India for the last 27 years.

About HDFC, Standard Life & Joint Venture STANDARD LIFE
Standard Life is Europe’s largest mutual life assurance company. Standard Life, which has been in the life insurance business for the past 175 years is a modern company surviving quite a few changes since selling its first policy in 1825. The company expanded in the 19th century from kits original Edinburgh premises, opening offices in other towns and acquitting other similar businesses. Standard Life Currently has assets exceeding over £ 70 billion under its management and has the distinction of being accorded “AAA” rating consequently for the six years by Standard and Poor.

JOINT VENTURE

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HDFC Standard Life Insurance Company Limited was one of the first companies to be granted license by the IRDA to operate in life insurance sector. Reach of the JV player is highly rated and been conferred with many awards. HDFC is rated ‘AAA ’ by both CRISIL and ICRA. Similarly, Standard Life is rated ‘AAA’ both by Moody’s and Standard and Poor’s. These reflect the efficiency with which HDFC and Standard Life manage their asset base of Rs. 15,000 Cr and Rs. 600,000 Cr. Respectively. HDFC Standard Life Insurance Company Ltd was incorporated on 14thAugust 2000. HDFC is the majority stakeholder in the insurance JV with 81.4 %stale and Standard :of as a staple pf 18.6% Mr. Deepak Satwalekar is the MD and CEO of the venture. HDFC Standard Life Insurance Company Ltd. Is one of India’s leading Private Life Insurance Companies., which offers a range of individual and group insurance solutions. It is a joint venture between Housing Development Finance Corporation Limited (HDFC Ltd.) India’s leading housing finance institution and the Standard Life Assurance Company, a leading provider of financial services from the United Kingdom. Both the promoters are will known for their ethical dealings and financial strength and are thus committed to being a long-term player in the life insurance industry- all important factors to consider when choosing your insurer. PRODUCTS At HDFC Standard Life, we offer a bouquet of insurance solutions to meet every need. We cater to both, individuals as well as to companies looking to provide benefits to their employees. This section gives you details of all our products. We have incorporated various downloadable forms and product details so that you can make an informed choice about buying a policy. For individuals, we have a range of protection, investment, pension and savings plans that assist and nurture dreams apart from providing protection. You can choose from a range of products to suit your life-stage and needs. For organisations we have a host of customised solutions that range from Group Term Insurance, Gratuity, Leave Encashment and Superannuation Products. These affordable plans apart from providing long term value to the employees help in enhancing goodwill of the company.

HDFC Standard Life – Achievements
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 Inaugurated on 14th Aug 2000

   

 


 

First Private Life Insurance Co. to get license from IRDA Customer Base of more than 10,00,000 customers “Best New Insurer” Award from Outlook Money - 2003 “Most Respected Private Insurance Company” Award from Business Word – 2004 “Intelligent Enterprise” Award from Technology Senate First Private Life Insurance Co. to declare bonuses Bonus Declaration for 6 consecutive years from inception First Private Life Insurance Co. to introduce certification to sell Unit Linked Policies First to implement Need Based Selling in insurance First Life Insurance Co. to introduce Fund with 100 % exposure to Equities First Life Insurance Co. to offer 24 free switches to their Unit Linked Policyholders

VISION of HDFCSL The most successful and admired life insurance company, which means that we are the most trusted company, the easiest to deal with, offer the best value for money, and set the standards in the industry. In short, “The most obvious choice for all” Values of HDFCSL - Integrity - Customer Centric - Team Work - Innovation - People Care - Joy & Simplicity

SWOT STRENGTHS
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1. HDFC Standard life insurance offers a range of individual and group insurance solutions. 2. HDFC Standard Life has the financial expertise required to manage your long-term investments safely and efficiently. 3. The company has covered over 8,77,000 lives year ending March 31, 2007 4. Rated ‘AAA’ by CRISIL and ICRA for the 10th consecutive year for High service standards 5. Life insurance industry is a rapid growing and a nobler service industry. WEAKNESSES 1. LIC is prevalent and sustains even today a major source of population. 2. Low number of offices and network and number of life insurance agents. 3. Lack of knowledge and expertise. OPPORTUNTIIES 1. Life insurance has captured its mere15 – 20% growth therefore a wide open untapped market is open to the company to develop, grow and measure its success. 2. Still the number of companies are few and company has every capabilities to grow and forward its performance areas to the widest

THREATS
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1. People are hesitant to invest and put their hard earned money to the private life insurance company with the fear of getting lost.

2. Belief towards LIC as it is a government corporation phobia is continue to surmount the people of India despite lots of flaws and development and liberalization of life insurance. 3. Alternative financial services such as mutual fund, banking services, share and securities also pose problems and threats to the working of the life insurance sector. 4. Illiteracy and unemployment also pose threat. 5. Rising real estate industry also pose threat as people are investing a bulk of their money over to that industry.

RESEARCH METHODOLOGY Research: - is a process of collecting, analyzing, interpreting and summarizing in a significant manner for the purpose of framing out necessary conclusion and findings of data perceived and formulated for deriving out the meaningful information. To carry our research necessary telephonic calls needed to be done, suitable appointments were to be fixed and therefore market survey is to be followed.
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Objective of training:- To understand life insurance and recruitment of capable life insurance advisors for growth prospects. Process: Methodology or process involving in the Research followed during the course of summer training is as follows: a) Collection of data: - This is an important aspect in formulating

the objective of research process where the data is collected via two process: - i) Primary Sources and ii) Secondary sources
i)

Primary sources: - Where the data is collected primarily by interviewing and personal observation and is original in nature and accurate to the considerable extent. Secondary sources: -Where the data is obtained from some published and printed sources such as newspaper, magazines, websites and so on. survey and published sources is then processed to obtained necessary inferences and findings for the purpose of achieving the objective as well as to derive necessary conclusion. A considerable skill and knowledge is involved in analyzing the data for the purpose of interpreting thereof.

ii)

b) Analyzing of collected data: - The data collected through market

c) Interpreting of data: - it is the significant step where the data

collected and analyzed is interpreted in the forms of graphs and figures is depicted in the report called Project report.
d) Summarizing of data: - Thereby necessary summary is prepared

which is essential in the project report of the summer training being done under an organization. Helpful Arms of Research Methodology: Questionnaire is a set or group of questions being framed for the purpose of obtaining market perspective about a particular aspect or topic. There are two types questionnaire bing carried necessary for the market survey of the summer training being undertaken and put for the by the trainee to the sample people taken as a base for entire population:
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a) Open ended Questionnaire: - where the people (also called

respondents) are required freedom to present their views and suggestions for the benefits and success of the organization.
b) Close ended questionnaire: - where the respondents is limited to

the choice of answer being delivered by the interviewer itself so that quick and fast means of responses be derived out without wasting much time. Here close ended questionnaire being followed by meduring the course of the summer training market survey. Sampling: - Sampling is a process of obtaining a number of individuals taken a base for the entire population since entire population can not be asked about the necessary objective upon which a questionnaire is put forth needed for the responses to be derived for the purpose of generation of facts and customer view point regarding their perception of particular product or services. There are two type of sampling – i) Random Sampling and ii) Systematic sampling.
i)

Random sampling: - Random sampling is a process of selecting the sample size randomly and no choice or preference to be made about the selection of respondents for the market survey and questionnaire to be put forth against him. Here, Random sampling being adopted by me. Systematic sampling: - it is a sampling where the limited number of selected respondents is figured out based on some criteria so that only those respondents can be asked for the purpose of filing questionnaire. Sample Size: -For 1to6 is 50 then is 150 respondents

ii)

DATA ANALYSIS AND INFERENCE
1. IS THE WORKING ENVIRONMENTGOOD ?
FEEDBACK AVERAGE GOOD

BEFORE RECRUITMENT
16 22
26

AFTER RECRUITMENT 18 16

POOR TOTAL

12 50

16 50

Analysis
The above table shows that out of 50 respondents 16 told that the working environment before Recruitment is average and 22 said it was good and remaining 12 said it was poor after Recruitment only 16 respondents said that working environment in the company is good.

INFERENCE
It can be observed that working environment was good before Recruitment, but the difference is not much.

2. IS THE JOBS ARE HAVING THE WORK LOAD ?
FEEDBACK HEAVY NORMAL TOTAL BEFORE RECRUITMENT 26 24 50 AFTER RECRUITMENT 29 21 50

ANALYSIS
The above table shows that out of 50 respondents 26 told that the workload before Recruitment was heavy and 24said that it was normal. After Recruitment 29 respondents said that workload in the company is heavy.

INFERENCE:
It can be observed that there is no much change workload after Recruitment
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3.THE SATISFACTION REGARDING WELFARE ACTIVITIES IS CONSIDERD ?
FEEDBACK YES NO TOTAL BEFORE RECRUITMENT 17 33 50 AFTER RECRUITMENT 27 23 50

ANALYSIS:
The above table shows that out of 50 respondents 17 were satisfied & 33 were not satisfied regarding welfare activities before Recruitment. After Recruitment 27 respondents said that they are satisfied and remaining are not satisfied.

INFERENCE:
It can be observed that the satisfaction regarding the welfare activities is more after Recruitment.46%of employees after Recruitment are satisfied.

4. TABLE SHOWING THE CHANGES IN TERMS OF AUTHORITY & FREEDOM.
FEEDBACK YES NO TOTAL NO. OF RESPONDENTS 39 11 50

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ANALYSIS:
The above table shows that out of 50 respondents 39 told that the authority & freedom is changed. Only 11 respondents said that authority and freedom in the company is changed.

INFERENCE:
It can be observed that there is a change in authority & freedom after Recruitment

5.TABLE SHOWING THE CHANGES IN SYMBOL OF STATUS:
FEEDBACK YES NO TOTAL NO. OF RESPONDENTS 28 22 50

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ANALYSIS:
The above table shows that out of 50 respondents 28 told that the symbol of status is changed. Only 22 respondents said that the symbol of status is not changed.

INFERENCE:
Regarding status symbol 44%of employees are felt that there is no change in it after Recruitment.

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TABLE SHOWING EXTRA BENEFITS ENJOYED BY THE EMPLOYEES AFTER RECRUITMENT
FEEDBACK YES NO TOTAL NO. OF RESPONDENTS 32 18 50

ANALYSIS:
The above table shows that out of 50 respondents 32 told that they are enjoying extra benefits Only 22 respondents said that they are not getting any extra benefits.

INFERENCE:
64% employees said that they are benefited with the Recruitment. It means Recruitment brought some extra benefits to the major portion of the employees.

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RESPONDENT'S QUALIFICATION
10% 33%

Post graduate Graduate Senior secondary

57%

When further enquired about the qualification of respondents, it was found that 57% of the respondents were graduates, 33% were post graduatesand remaining 10% were of higher secondary out of total 105 respondents. Further depicted in the following tabular representation : Post graduate Graduate Senior secondary 35 59 11

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AGE QUALIFICAITON: 6% 20% 39% 18-25 age group 25 – 35 age group 35 – 45 age group Above 45 age group

35%

Further, the age qualification for agency recruitment, it was found that 39% respondents were belonging to 18 – 25 age group, 35% were belonging to 25 – 35 age group where as 20% to 35 -45 age group and remaining 6% to above 45 age group. Also depicted in the following tale mentioned below: 18-25 age group 25 – 35 age group 35 – 45 age group Above 45 age group 41 37 21 6

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CAUSES OF DISSATISFACTION 10% 16%

23%

Low employment Low earning / income Low status

17%

34%

Huge capital investment All of the above

Respondents had different views about the dissatisfaction from the present status of working or occupation. Dissatisfaction has been depicted in a table below and graphically above: Low earning Low employment Low status 24 18 All of the above 3 6 1 0 1 7

Huge capital investment

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ABOUT CAREER IN LIFE INSURANCE 70 60 NO. OF RESPONDENTS 50 40 30 20 10 0 Yes RESPONSES No 59 46

When asked about whether they would like to know about a glorified career in life insurance agency where they can fulfill any and every desire of their life, 59 respondents agreed while 46 respondents said No and will see later sometime in future. It has been depicted that life insurance sector should be promoted at the wide extent as it contribute to the economy as a useful source beneficial for both nation as well as is citizens.

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ACCEPT LIFE INSURANCE AS A CAREER? 50 NO. OF RESPONDENTS 40 30 20 10 0 Yes RESPONSES
From the 59 respondents who agreed to know about the life insurance as a career, 18 of them agreed to join HDFC Standard life insurance for agency and come to the company fore more information whereas 41 still took time to think and postponed to some future date. People are highly dissatisfied from the earning, status and living standard they are sustaining at present and would definitely like to make some additional source of earning and for this agency for life insurance would prove a boon.

41

18

No

36

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FINDINGS AND SUGGESTIONS
1- Candidates are less aware about recruitment in the private insurance

company in market. 2- HDFC is too selective in making a FC rather than to appoint any one like LIC.
3- Candidates don’t want to join as financial consultant because it’s on

commission basis they want job on salary basis.
4- Candidates are joining HDFC the segment is more of tax consultant,

investment for consultant and other people who are engaged in investment business that is because they want to diversify their portfolio. 5- HDFC SLIC is having good retention strategies for their financial consultant. ➢ Reason for not joining HDFC SLIC. ➢ Associated with an other company. ➢ Do not have time ➢ Low sales. ➢ Private Player. ➢ Lack of awareness.

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SUGGESTIONS
Following are suggestions made for the benefits and augmentation of the sound working of the company – HDFC Standard life insurance: 1. Need to train and develop life insurance agents with more comprehensive knowledge and skills to counter every queries of the customer. 2. It is suggested that company should not left any stone unturned towards sound advertisement and promotional measures on every section whether it is printed, media or or air via radio. 3. It is also suggested that skilled management graduates need to be places on sales and marketing of financial servies who can render their best ideas for the accomplishment of the company goals and objectives to the best extent. 4. Also, care need to be taken that every customer’s grievance should be met with delight whether before purchase or after sales. 5. Customers should be made aware of the brand name of Insurance company through advertisement. 6. The fear in the customer mind should be removed by company.

BIBLIOGRAPHY Following are sources which helped me during my summer training:
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BOOKS: ➢ C.B.Mamoria – Personnel Management ➢ Arun Monoppa – Personnel Management ➢ T.V.Rao – Appraising and Development (Management Performance) MAGAZINES: India Today Business World REFERENCES Websites: www.hdfcinsurance.com www.irdaindia.org www.liccouncil.org
www.google.com

QUESTIONNAIRE Name: - …………………………………………………………… Age:- …………………………………………………………… Location: - …………………………………………………………… Occupation: -…………………………………………………………… 1. Is HDFC-SL insurance committed to equal opportunities, and welcomes applications from suitably skilled candidates regardless of ethnicity, gender, disability, sexuality, religion or age. Was this apparent from the information you received? Yes No
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2. Did you look at our website for recruitment? Yes No

3. Is the working environmentgood Yes No 4. Is the jobs are having the work load ? Yes Yes No No 5. The satisfaction regarding welfare activities is considerd ? 6. Is there the changes in terms of authority & freedom. Yes No 7. Is there changes in symbol of status Yes No 8. Are extra benefits enjoyed by the employees after recruitment Yes No

9. What is your qualification 10.Do you have the eligibility age 11.What dissatisfied you most in your occupation Post graduate Graduate Senior secondary 12.Do you have the eligibility age 13.What dissatisfied you most in your occupation 18-25 age group 25 – 35 age group 35 – 45 age group Above 45 age group 14.What dissatisfied you most in your occupation a) Low employment  b) Low earning / income  c) Low status 
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d) Huge capital investment  e) All of the above  15.Would you like to know about a career in life insurance advisor ship where you can fulfill every desire of your life? a) Yes  b) No  16.Would you like to become or opt for life insurance advisor under esteemed and prospering organization HDFC Standard Life insurance? a) Yes  b) No  17.Is the give the post title of the job you were considering for applying ? Yes No 18. Did you receive the information by post or electronically? Yes No

19. If posted out to you, approximately how many days after you

requested the pack did you receive it (please tick as appropriate)?
a. 1 day

2 days

3 days

4

days or more
20. In your view, did you receive the pack quickly enough?

Yes

No

21. Did you have enough time between receiving the application pack and

the closing date to review the information and to complete and submit an application should you have wished to do so? Yes No

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22. What attracted you the most initially (tick all that apply)?

Content of Job Promotion Opportunity Size/Structure of Organisation Other (please state)

Hours of Work Salary Location

23. Was there enough information included in the pack to enable you to

make an informed decision about whether or not to apply for this job? Yes No

24.Did you find it useful having the interview date detailed in the advert? Yes No Date was not included

25.What was your main reason for the applying for this post? Yes No

Suggestions: 1. …………………………………………………………… 2. …………………………………………………………… 3. …………………………………………………………… 4. …………………………………………………………… 5. …………………………………………………………… HDFC STANDARD LIFE INSURANCE

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