INTRODUCTION

RECRUITMENT:
The Human Resources are the most important assets of an organisation. The
success or failure of an organisation is largely dependent on the caliber of the people
working there in. Without positive and creative contributions from people, organisations
cannot progress and prosper.
In order to achieve the goals or the activities of an organisation, therefore, they
need to recruit people with requisite skills, qualifications and experience. While doing so,
they have to keep the present as well as the future requirements of the organisation in
mind. The process of matching the right candidate to the right job is what we call as
Recruitment.
This project aims at recognizing the various recruitment practices prevalent in
various organisations and analyzing in deep the recruitment and selection policy of
BIRLA SUNLIFE INSURANCE LTD.

DEFINITION:
According to Flippo, Recruitment is the process of searching for perspective
employees and stimulating and encouraging them to apply for jobs in an organisation.

SELECTION:
The size of the labour market, the image of the company, the place of posting, the
nature of job, the compensation package and a host of other factors influence the manner
of aspirants likely to respond to the recruiting efforts of the company. Through the
process of recruitment the company tries to locate prospective employees and encourages
them to apply for vacancies at various levels. Recruiting, thus, provides a pool of
applicants for selection.

Selection is the process of picking individuals who have relevant qualifications to

fill jobs in an organisation. The basic purpose is to choose the individual who can most
successfully perform the job from the pool of qualified candidates.
The purpose of selection is to pick up the most suitable candidate who would meet
the requirements of the job in an organisation the best, to find out which job applicant
will be successful, if hired. To meet this goal, the company obtains and assesses
information about the applicants in terms of age, qualification, skills, experience, etc. the
needs of the job are matched with the profile of candidates.
The most suitable person is then picked up after eliminating the unsuitable
applicants through successive stages of selection process. How well an employee is
matched to a job is very important because it directly affects the amount and quality of
employees work. Any mismatch in this regard can cost an organisation a great deal of
money, time and trouble, especially, in terms of training and operating costs. In course of
time, the employee may find the job distasteful and leave in frustration.
Human Resource Management (HRM), a relatively new term, that emerged during
the 1930s. Many people used to refer it before by its traditional titles, such as Personnel
Administration or Personnel Management. But now, the trend is changing. It is now
termed as Human Resource Management (HRM). Human Resource Management is a
management function that helps an organisation select, recruit, train and develops.

HUMAN RESOURCE MANAGEMENT

Human Resource Management is defined as the function that staffs and manages
organisation. It comprises of the functions and principles that are applied to retaining,
training, developing, and compensating the employees in an organisation. It is also
applicable to non-business organisations, such as education, healthcare, etc Human
Resource Management is defined as the set of activities, programs, and functions that are
designed to maximize both organisational as well as employee effectiveness.

Scope of HRM without doubt is vast. All the activities of employee, from the time
of his entry into an organisation until he leaves, come under the horizon of HRM.
The divisions included in HRM are Recruitment, Payroll, Performance
Management, Training and Development, Retention, Industrial Relation, etc. Out of all
these divisions, one such important division is training and development.

DEFINITIONS
Personnel Management is the planning, organizing, directing and controlling of
the procurement, development, compensation, integration, maintenance and separation of
human resources to the end that individual organisational and societal objectives are
accomplished.
Edwin B. Flippo
HRM is a process consisting of four functions acquisitions, development,
motivation and maintenance of human resources.
Robins & Decenzo
According to L.F. Urwick business houses are made or broken in the long run not
by market capital, patents or equipments but by men. From the national view point
human resources may be defined as the knowledge, skills, creative abilities, talent and
aptitude obtained in the populations.
From the view point of an organisation, human resources represent the people at
work. According to Julius, human resources, or human factors refer to a whole
consisting of interrelated, interdependent and interacting physiological, sociological and
ethical components. Thus human resources represent the quantitative and qualitative
measurement of the work force required in an organisation.

The following features characterize human resources:

Human resources of an organisation are the product of their biological inheritance and
interactions with the environment.
Human resources are heterogeneous.
Human resources are dynamic and behave differently.
Human resources are the most important element in an organisation.
Human resources have the greatest potential to develop and grow if the right climate
is provided to them.
The term human resources are wider than the term personnel management.
Human resources including all the dynamic components of all the people at all levels
in the organisation whereas personnel mean the employees working in an
organisation.

CONCEPT OF HUMAN RESOURCE MANAGEMENT

Human Resources Management (HRM) may be defined ad a set of policies,
practices, and programs designed to maximize both personnel and organisational goals.
According to National Institute of Personnel Management of India, personnel
management is that part of management concerned with people at work and with their
relationships within the organisation. It seeks to bring together men and women who
make up an enterprise, enabling each to make his own best contribution to its success
both as an individual and as a member of a working group.

In the words of Julius Personnel Management may be defined as that field of

management which has to do with planning, organizing and controlling the functions of
procuring, developing, maintaining and utilizing a labor force, such that the

Objectives for which the company is established are attained economically and
effectively
Objectives of all levels of personnel are served to the highest possible degree and
Objectives of society are duly considered and served.

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

Every organisation has some objectives for which it is created and every part of it
should contribute directly to the attainment of desired objectives. Objectives determine
the character of an organisation and serve as the basis for voluntary Co-operation and coordination among the employees. Objectives also provide benchmarks or standards for
evaluating performance.
Objectives of human resources management are derived from the basic objectives
of an organisation. In order to achieve organisational objectives integration of employers
interest is necessary. In this light the objectives of human resource management may be
summarized as follows:
To help the organisation attains its goals by providing well-trained and wellmotivated employees.
To employ the skill and knowledge of employees efficiently and effectively,
i.e. to utilize human resource effectively.
To enhance job satisfaction and self-actualization of employees by encouraging
and assisting every employee to realize his / her full potential.

 To establish and maintain productive, self-respecting and internally satisfying

working relationship among all the members of the organisation.
To bring about maximum individual development of members of the
organisation by providing opportunities for training and advancement.
To secure the integration of all the individuals and group within the
organisation by reconciling individual / group goals with those of an
organisation.
To develop and maintain a Quality of Work Life (QWL) which makes
employment in the organisation a desirable personal and social situation.
To maintain high morale and good human relations within in the organisation.

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

The significance of Human Resource Management can be discussed at four levels
namely corporate, professional, social and national.
Significance of Corporate Enterprise
Human Resource Management can help an enterprise in achieving its goals more
efficiently and effectively in the following ways.
Attracting and retaining the required talent through effective human resource
planning, recruitment, selection, placement, and orientation compensation and
promotion policies.
Developing the necessary skills and right attitudes among the employees through
training, development, performance appraisal etc.
Securing willing co-operation of employees through motivation, participation,
grievance handling etc.
Utilizing available human resources effectively.
Ensuring that the enterprise will have in future a team of competent and dedicated
employees.

FUNCTIONS OF HUMAN RESOURCES MANAGEMENT

Every organisation has certain functions to perform. These functions of Human
resources management can broadly be classified into two categories.

MANAGERIAL FUNCTIONS:
Managing people is the essence of being a manager. Like other managers, a human
resource manager performs the functions of planning, organizing, directing and
controlling.

PLANNING:
A plan is a pre-determined course of action. Planning is a process of deciding the
goals and formulating policies and programs to achieve the goals. Planning involves
forecasting and research. It helps to face successfully the changes those are likely to take
place in future without planning the events which are left to chance: It is the means to
manage change. Planning today avoids crisis tomorrow.
In the area of human resource management, planning involves deciding personnel
goals, formulating personnel policies and programs preparing the human resources
budget etc.

ORGANIZING:
In order to implement the plans, a sound organisation structure is required.
Organizing is the process of allocation tasks among its people and integrating their
activities towards the common objectives. The right organisation structure is the
foundation of effective management because without it the best performance in all other

areas will be ineffective. Organisation is the frame through which management directs
controls and co-ordinates the efforts of the people.

DIRECTING:
Directing is the process of motivating, activating, leading and supervising people.
Directing includes all those activities by which a manager influences the action of
subordinates. It is the heart of the management process because it is concerned with
initiating action. It helps to secure the willing and effective co-opera ration of employees
for attaining organisational goals. A manager can tap the maximum potential of
employees through proper direction. It also helps in building sound individual and human
relations in the organisation.

CONTROLLING:
It implies checking, verifying and regulating to ensure that everything occurs in
conformity with the plans adopted and instructions issued. Such monitoring helps to
minimize the gap between desired results and actual performance. It involves auditing,
training programs, analyzing labor turnover records, directing morale survey, conducting
separation interviews and many other means.

OPERATIVE FUNCTIONS:
The operative or service functions of human resource management are the tasks
which are entrusted to the personnel department. These functions are concerned with
specific activities of procuring, developing, compensating and maintaining an efficient
work force.

PROCUREMENT FUNCTION:

It is concerned with securing and employing the right kind and proper number of
people required for accomplishing the organisational objectives. It consists of activities
like job analysis, human resource planning, recruitment, selection, induction and
placement.

DEVELOPMENT FUNCTION
Human Resource Development is the process of improving the knowledge, skills,
aptitudes and values of employees so that they can perform the present and future jobs
easily and more effectively. This function comprises activities like Performance and
potential appraisal, training, executive development, career planning and development.

COMPENSATION FUNCTION
It refers to providing equitable and fair remuneration to employees for their
contribution to the attainment of organisational objectives. It consists of activities like job
evaluation, wage and salary administration incentives, bonus etc.

INTEGRATION & MAINTENANCE FUNCTIONS

It is the process of reconciling the goals of the organisation with those of its
members. It involves motivating employees through financial and non-financial
incentives, providing job satisfaction, handling employees grievances timely through
formal grievance procedures, collective bargaining, workers participation in management,
conflict resolution, developing the sound human relations, employee counseling,
improving the quality of work and maintenance concerned with protecting and promoting
the physical and mental health of employees.

SCOPE OF HUMAN RESOURCES MANAGEMENT

According to Dale Yoder the scope of human resource management is very wide.It
consists the following functions.
Setting general and management policy for organisational relationships, and
establishing and maintaining a suitable organisation for leadership and co-operation.
Collective bargaining, contract negotiation, contract administration and grievance
handling.
Staffing the organisation, identifying, securing and positioning and grievance
handling.
Aiding in the self-development of employees at all levels providing opportunities for
personal development and growth as well as for acquiring requisite skill and
experience.
Developing and maintaining motivation of workers by providing proper incentives /
recognition.
The Indian Institute of Personnel Management (IIPM) has described the scope of
human resource management into the following aspects:
The Labor or Personnel Aspects
It is concerned with manpower planning , recruitment, selection, placement,
induction, transfer, promotion, demotion, termination, training, and development,
layoff and retrenchment, wage and salary administration, incentives, productivity, etc
The welfare aspect
This aspect is concerned with the working conditions and amenities such as
canteens, rest rooms, lunch rooms, housing, transportation, education, medical help,
health and safety, washing facilities, recreation and cultural facilities, etc.

NEED FOR THE STUDY

To know the reasons for recruitment in organisation.
To study the techniques which are followed by the BSLI for effective Recruitment
and Selection.
To examine the present Recruitment and Selection in BSLI and its implementation
activities.
To evaluate the effectiveness of various recruitment techniques and sources for all
types of job applicants followed in BSLI.

OBJECTIVES OF THE STUDY

To know the views of employees about in the company recruitment &
Selection.
To review the rate of response for the Recruitment in organisation.
To study the various sources of Recruitment followed in BSLI.
To suggest the best methods for Recruitment & Selection.
To identify the competencies of employees in BSLI.

RESEARCH METHODOLOGY
Methodology deals with the research design used, data collection method,
sampling methods, analysis and interpretation done and limitations inherent in the
project.
DATA SOURCES: Mainly the data sources are two types.
PRIMARY DATA:
This consists of original information gathered for specific purpose. The
normal procedure is to interview and/or on groups, to get the required data. Here the data
being sought is various methods and techniques of requirement followed in the origin.
SECONDARY SOURCES:

The secondary data was collected from published and unpublished manuals,
records, broachers, files etc., of the organisation. The secondary information was
collected from company manuals and office records pertaining to production financial
position and welfare activities.
SAMPLE SIZE:
A sample of 100 is taken, for administrating questionnaire.
SAMPLING TECHNIQUE:
While analyzing qualitative data relating to the opinion of workers, scaling
sampling techniques and ranking methods have been used.

SCOPE OF THE STUDY

The study limited to middle level management in BSLI.
The study is restricted to BSLI visakhapatnam branch only.
The present study covers Recruitment & Selection process in BSLI.
The sample size is 100 only.

LIMITATIONS OF THE STUDY

The study is confined to 45 days only.
Some employees do not give much information about the company because of
fear about their superiors.
The study is restricted to visakhapatnam branch only.
Lack of time to collect the information.

INDUSTRY PROFILE
The insurance industry provides protection against financial losses resulting from
a variety of perils. By purchasing insurance policies, individuals and businesses can
receive reimbursement for losses due to car accident, theft or property, and fire & storm
damage. Medical expenses, losses of income due to risibility or death.
The word insurance creates a sense of security in the minds of people. it is a part
of financial system, the takes care of the financial consequences of certain specific
contingencies both in case of individuals and corporate bodies.
There are 2 types of insurance
1) Life insurance
2) General insurance
Life insurance: - it is the contract providing for payment a sum of money to the
person assured are following him to the person entitled to the receive the same, on the
happening of a specific uncertain event. it is the good method to protect the family
financial, in case of the death by providing funds for the losses of the income.
General insurance - It is also a contract between the insured property and the
insurer, where the insurer provides the financial support to the property insured or the
person entitled to receive the sum of the money in the happening of a specific uncertain
event as it is non life insurance it includes the insurance of property against the perils of
fire, riots, cyclones, etc,

HISTORY OF INSURANCE:
Insurance has been around since ancient times. The Babylonians and Phoenicians
had ocean marine insurance to protect a merchant against losses incurred when a ship did
not reach its intended destination with its load of goods or did not return with payment.
This form of insurance, called respondent, evolved because the goods on board often
were used as collateral for a loan. The lender charged the borrower interest on the loan
and levied an additional sum, the premium, to cover the cost of the respondent contract. If
the ship reached its destination and returned, the merchant received payment for the
goods and in turn paid the moneylender. If the ship failed to return, the debt was
cancelled. This system was profitable to lenders because many respondent contracts were
sold, and debts were paid more often than cancelled.
In ancient Rome, associations had a form of insurance for their members. Each
member made regular payments to the association in return for coverage of funeral
expenses or for assistance to family members who were injured or ill.
Insurance also existed in 17th-century England, which was then one of the world's
principal maritime powers. Those seeking marine insurance would post a list of their
cargo and voyages in a London coffee house owned by Edward Lloyd. Private investors
would examine the list and sign their name by the entries they were willing to guarantee
for a fee. These private investors were the first insurance underwriters, and the coffee
house became the world center of marine insurance. Today the organization is known as
Lloyds of London, and it brings together individuals, most often working in syndicates,
who write all types of insurance.
Insurance in the modern form originated in the Mediterranean during 14th
century. The earliest references to insurance have been found in Babylonia, the Greeks
and the Romans. The use of insurance appeared in the account of North Italian merchant
banks who then dominated the international trade in Europe at that time.

Marine insurance is the oldest form of insurance followed by life insurance and
fire insurance. The patterns that have been used in England followed in other countries
also in these kinds of insurance
The oldest and the earliest records of marine policy relates to a Mediterranean
voyage in 1347. In the year 1400, a book written by a merchant of Florence, indicates
premium rates charged for the shipments by sea from London to Pisa.
The early developments of life insurance were closely linked with that of marine
insurance. The first insurers of life were the marine insurance underwriters who started
issuing life insurance policies on the life of master and crew of the ship, and the
merchants. The early insurance contracts took the nature of policies for a short period
only. The underwriters issued annuities and pension for a fixed period or for life to
provide relief to widows on the death of their husbands. The first life insurance policy
was issued on June 18, 1583, on the life of William Gibbons for a period of 12 months.
The history of life insurance in India dates back to 1818 when it was conceived as
a means to provide for English Widows. Interestingly in those days a higher premium
was charged for Indian lives than the non-Indian lives as Indian lives were considered
more risky for coverage. The Bombay Mutual Life Insurance Society started its business
in 1870. It was the first company to charge same premium for both Indian and non-Indian
lives. The Oriental Assurance Company was established in 1880. The first general
insurance company- Tital Insurance Company Limited was established in 1850. Till the
end of nineteenth century insurance business was almost entirely in the hands of overseas
companies.
Insurance regulation formally began in India with the passing of the Life
Insurance Companies Act of 1912 and the Provident Fund Act of 1912. Several frauds
during 20's and 30's sullied insurance business in India. By 1938 there were 176
insurance companies.

The first comprehensive legislation was introduced with the Insurance Act of 1938
that provided strict State Control over insurance business. The insurance business grew at
a faster pace after independence. Indian companies strengthened their hold on this
business but despite the growth that was witnessed, insurance remained an urban
phenomenon.
The Government of India in 1956, brought together over 240 private life insurers
and provident societies under one nationalized monopoly corporation and LIC was born.
Nationalization was justified on the grounds that it would create much needed funds for
rapid industrialization. This was in conformity with the Government's chosen path of
State- led planning and development.
The (non-life) insurance business, however, continued to thrive with the private
sector till 1972. Their operations were restricted to organized trade and industry in large
cities. The general insurance industry was nationalized in 1972. With this, nearly 107
insurers were amalgamated and grouped into four companies- National Insurance
Company Ltd., The New India Assurance Company Ltd., The Oriental Insurance
Company Ltd. and United India Insurance Company Ltd. These were subsidiaries of the
General Insurance Corporation of India (GIC).

LIFE INSURANCE IN INDIA:

LIFE INSURANCE: There is common question. While 1 need insurance? If simply put, life brings with
it many surprises some pleasant and some not so and a life insurance plan insures that are
better prepare to face uncertainties. In a number of ways:

PROTECTION: One need life insurance to be there and protect the people they love, making sure
that there family has a means to look after itself after they are gone.

It is a thoughtful business concept designed to protect the economic value of a

human life for the benefit of those financially dependent on him. Thats a good reason.
Supposing one suffer an injury that keeps them from earning. Would anybody like to be a
financial burden on their family, already losing out on their salary, with a life insurance
policy, one is protected. Their family is protected.

SAVINGS &INVESTMENTS:
Insurance is a means to save and invest. Once periodic premiums are like saving
and one are assured of a lump sum amount on maturity. A policy can come in really
handy at the time of their Childs education or marriage!

TAX BENEFITS:
Life insurance is one of the best tax saving options today. Once tax can be saved
twice on a life insurance policy - once when they pay their premiums and once when they
receive maturity benefits.
Life Insurance Policies:
Endowment Policy
Whole Life Policy
Term Life Policy
Money back Policy
Joint Life Policy
Group Insurance Policy
Loan Cover Term Assurance Policy
Pension Plan or Annuities
Unit Linked Insurance Plans

General Insurance Policies:

Home Insurance
Health Insurance
Motor Insurance
Travel Insurance

MAJOR PLAYERS OF INDIA IN INSURANCE:

Reliance Life Insurance is a part of the Reliance group. It is one of the partners of
Reliance Capital Ltd which is a Anil Dhirubhai Ambani Group. Reliance Capital is one
India's most dominant private sector financial services companies.
Canara HSBC Life is a joint venture of Canara Bank, HSBC Insurance (Asia pacific) &
Oriental bank of Commerce. The Company got its approval from IRDA in June 2008 and
from that commencing its business. They have more than 4100 branches all over India.
DLF pramerica Life Insurance Company Ltd. is a joint venture between DLF Limited
& Prudential International Insurance Holdings Limited. DLF Pramerica believes in
delivering a secure & enrich life to there customers.
MetLife One of the fastest growing insurance company in India is MetLife. The
company started its operations in between 2000-2001. They have a range of various
products to offer.
ICICI Prudential ICICI Bank with Prudential plc, both well known & strong financial
institutions came together in December 2000 to form an insurance company - ICICI
Prudential Life Insurance.

Max New York Life Max Indias leading multi business corporation & New York Life
joined there hands in 2000.The company started there operations in 2001. The company
is involved in Life & health products.
Bajaj Allianz Bajaj who are into iron & steel, finance, insurance & etc and Allianz who
provides financial services when came together they formed Bajaj Allianz Life Insurance
Company.
Bharti AXA Bharti AXA Life Insurance is a joint venture between Bharti & AXA. The
company started its functionality in December 2006 and they always believe to be a
strong financial institute.
HDFC Standard Life HDFC Standard Life Insurance is a joint venture between Housing
Development Finance Corporation Limited & a Group of Standard Life Plc.The
Company started commencing its business in December 2000.
AEGON Religare AEGON Religare Life Insurance Company Ltd is a joint venture with
AEGON, Religare and Bennett, Coleman & Company a part of Times Group. AEGON
Religare Life Insurance company was launched in July 2008.
Kotak Mahindra A joint venture of Kotak Mahindra group & Old Mutual plc is known
as Kotak Mahindra Old Mutual Funds. The Company started commencing its business in
2001. The company aim is to help customers in making there financial decisions.
Future Generali Life Future Generali is a joint venture between Future Group of India
& Italy based Generali Group.Future Generali in India is into both Life & Non Life
businesses in India. The company wants to provide a financial security to all.
SBI Life SBI Life Insurance Company Limited is a joint venture between State Bank of
India and BNP Paribas Assurance. It is present in more than 41 countries across the
world. SBI Life offers a variety of plans in life insurance and pension.

Shriram Life Shriram Life Insurance Company is a joint venture between Shriram
Group and Sanlam Group.Shriram Group is one of Indias most esteemed financial
services & Sanlam Group is one of the largest life insurance providers of South Africa.
TATA AIG The TATA Group and American International Group Inc together formed Tata
AIG Life Insurance Co. Ltd.Tata Group holds 74% stake in the insurance venture with
AIG holding the balance 26%. They started their operations in April 2001.
Aviva Aviva, one of UK's largest insurance company and world's 5th largest insurance
group. It was one of the first international insurance company to set up its office in India
in the year 1995. They introduced the concept of banc assurance in India.
IDBI Fortis IDBI Fortis Life Insurance Co. Ltd is a joint venture between three financial
institutes; they are IDBI Bank, Federal Bank and Fortis. They introduced there plans in
March 2008. IDBI owns 48% equity while Federal Bank and Fortis own 26% equity
each.
Sahara The Sahara Pariwar stepped into the insurance business by launching Sahara
India Life Insurance Co. Ltd. They received the IRDA license in February 2004 and
started their operations in October 2004. They are the first solely owned private sector
insurance company in India.
ING VYSYA ING Life was established in 2001 as a joint venture between ING
Insurance International B.V. (INGI), ING Vysya Bank Limited and GMR Industries
Limited. At present, INGI, Exide Industries Limited, Ambuja Cement Ltd, Enam Group
are the joint venture partners.
Star Union Star Union Dai-ichi Life Insurance Co.Ltd. is formed by three various
financial institutions. Bank of India, Union Bank of India and Dai-ichi Mutual Life
Insurance Company This firm was incorporated in the year 2007 and got their IRDA
license on the 26th Dec 2008.
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 nationalised. LIC formed by an Act of Parliament, viz. LIC Act,
1956, with a capital contribution of Rs. 5 crores from the Government of India.

THE INSURANCE REGULATORY AND DEVELOPMENT AUTHORITY

(IRDA)
A faster development and wider impact of the insurance industry were to be
achieved through a process of insurance reforms resulting in the liberalization of the
market and in the passage of the Insurance Regulatory and Development Authority
(IRDA) Act, 1999. The reforms procedures recognized simultaneously the need for
development of the sector in addition to the traditional concept of regulation and thus
conferred on the Authority the obligation to develop the sector as well.

OBJECTIVES:
To protect the interest of and secure fair treatment to policyholders:
To bring about speedy and orderly growth of the insurance industry, for the
benefit of the common man, and to provide long terms funds for accelerating
growth of the economy;
To set, promote, monitor and enforce high standards of integrity, financial
soundness, fair dealing and competence of those it regulates:
To ensure that insurance customers receive precise, clear and correct
information about products and services and make them aware of their
responsibilities and duties in this regard;
To ensure speedy settlement of genuine claims, to prevent insurance frauds and
other malpractices and put in place effective grievances redressed machinery;
To promote fairness, transparency and orderly conduct in financial markets dealing
with insurance and build a reliable management information system to enforce high
standards of financial soundness amongst market players.
IRDA POWERES AND FUNCTIONS:
Subject to the provisions of IRDA Act (1990), IRDA will: regulate, promote and
ensure orderly growth of the insurance business and re-insurance business, which will
include the following main functions (excerpts):
Issue to the applicant a certificate of registration, renew, modify, withdraw,
suspend or cancel such registration;

 Protection of the interest of the policy holders in matters concerning assigning

off policy, nomination by policy holders, insurable interest, settlement of
insurance claim, surrender value of policy and others terms and conditions of
contracts of insurance;
Specifying requisite qualifications, code of conduct and practical training for
intermediary or insurance intermediaries and agents.
Promoting and regulation professional organizations connected with the
insurance and re-insurance business;
Levying fees and other charges for carrying out the purposes of the Act;
Calling for information from, undertaking inspection of, conducting enquiries
and investigations including audit of the insurers, intermediaries, insurance
intermediaries and other organizations connected with the insurance business;
Specifying the percentage of life insurance and general insurance business to
be undertaken by the insurer in the rural or social sector.
IRDA has so far granted registration to 12 private life insurance companies and 9 general
insurance companies. If the existing public sector insurance companies are included,
there are currently 13 insurance companies in the life side and 13 companies operating in
general insurance business. General Insurance Corporation has been approved as the
"Indian rein surer" for underwriting only reinsurance.

PROTECTION OF THE INTEREST OF POLICY HOLDERS:

IRDA has the responsibility of protecting the interest of insurance policyholders.
Towards achieving this objective, the Authority has taken the following steps:
IRDA has notified Protection of Policyholders Interest Regulations 2001 to
provide for: policy proposal documents in easily understandable language; claims

procedure in both life and non-life; setting up of grievance redress machinery; speedy
settlement of claims; and policyholders' servicing.
The insurers are required to maintain solvency margins so that they are in a
position to meet their obligations towards policyholders with regard to payment of
claims.

COMPANY PROFILE
Established in 2000, Birla Sun Life Insurance Company Limited (BSLI) is a joint
venture between the Aditya Birla Group, a well known and trusted name globally
amongst Indian conglomerates and Sun Life Financial Inc, leading international financial
services organization from Canada. The local knowledge of the Aditya Birla Group
combined with the domain expertise of Sun Life Financial Inc., offers a formidable
protection for its customers' future.
With an experience of over 10 years, BSLI has contributed significantly to the
growth and development of the life insurance industry in India and currently ranks
amongst the top 6 private life insurance companies in the country.
Known for its innovation and creating industry benchmarks, BSLI has several
firsts to its credit. It was the first Indian Insurance Company to introduce "Free Look
Period" and the same was made mandatory by IRDA for all other life insurance
companies.
Additionally, BSLI pioneered the launch of Unit Linked Life Insurance plans
amongst the private players in India. To establish credibility and further transparency,
BSLI also enjoys the prestige to be the originator of practice to disclose portfolio on
monthly basis.
These category development initiatives have helped BSLI be closer to its policy
holders' expectations, which gets further accentuated by the complete bouquet of

insurance products (viz. pure term plan, life stage products, health plan and retirement
plan) that the company offers.
Add to this, the extensive reach through its network of 600 branches and 1, 47,900
empanelled advisors. This impressive combination of domain expertise, product range,
reach and ears on ground, helped BSLI cover more than 2.4 million lives since it
commenced operations and establish a customer base spread across more than 1500
towns and cities in India.
To ensure that our customers have an impeccable experience, BSLI has ensured
that it has lowest outstanding claims ratio of 0.00% for FY 2010-11. Additionally, BSLI
has the best Turn Around Time according to LOMA on all claims Parameters. Such
services are well supported by sound financials that the Company has. The AUM of BSLI
stood at 19725 crs as on April 30, 2011, while the company has a robust capital base of
Rs. 2450 crs.
VISION:
To be a leader and role model in a broad based and integrated financial services
business.
MISSION:
To help people mitigate risks of life, accident, health, and money at all stages and
under all circumstances
Enhance the financial future of our customers including enterprises
Values
Integrity
Commitment
Passion

 Seamlessness
Speed

COMPANY OVERVIEW:
Birla Sun Life Insurance Company Limited operates as a private life insurance
company in India. It provides various individual solutions, including protection,
childrens future, health and wellness, retirement, and riders solutions; group solutions
comprising protection and retirement solutions, rural solutions and NRI solutions.
It markets its products through individual advisors, corporate advisors, banks,
brokers, and other intermediaries to individual, health, and group businesses.
The company was founded in 2000 and is headquartered in Mumbai, India. Birla
Sun Life Insurance Company Limited is a subsidiary of Aditya Birla Nuvo Limited.

ABOUT ADITYA BIRLA GROUP:

A US $30 billion corporation, the Aditya Birla Group is in the league of Fortune
500 worldwide. It is anchored by an extraordinary force of130,000 employees, belonging
to 40 different nationalities. The group operates in 27 countries across six continents
truly India's first multinational corporation.
Aditya Birla Group through Aditya Birla Financial Services Group (ABFSG), has
a strong presence across various financial services verticals that include life insurance,
fund management, distribution & wealth management, security based lending, insurance
broking, private equity and retail broking.

The seven companies representing Aditya Birla Financial Services Group are Birla
Sun Life Insurance Company Ltd., Birla Sun Life Asset Management Company Ltd.,
Aditya Birla Finance Ltd., Aditya Birla Capital Advisors Pvt. Ltd., Aditya Birla Money
Ltd., Aditya Birla Money Mart Ltd, and Aditya Birla Insurance Brokers Ltd. In FY 200910, ABFSG reported consolidated revenue from these businesses at Rs. 5871 Cr.,
registering a growth of 43%.

ABOUT SUN LIFE FINANCIAL:

Sun Life Financial is a leading international financial services organization providing a
diverse range of protection and wealth accumulation products and services to individuals
and corporate customers. Chartered in 1865, Sun Life Financial and its partners today
have operations in key markets worldwide, including Canada, the United States, the
United Kingdom, Ireland, Hong Kong, the Philippines, Japan, Indonesia, India, China
and Bermuda. As of March 31, 2011, the Sun Life Financial group of companies had total
assets under management of $469 billion.
Mr.Jayant Due is the Managing Director at Birla Sun Life Insurance. He is a
Chemical Engineer from IIT Delhi and an MBA from IMI, Delhi. He also holds an
Advanced Management Program (AMP) from Harvard Business School, USA. He has
joined Birla Sun Life Insurance in July 2010.
In his role as Managing Director, he provides Birla Sun Life Insurance a strategic
direction and leads the insurance team towards achieving rapid growth and profitability.
He focuses on long term sustainability while being nimble footed and using the multifaceted regulatory environment to business advantage.
Prior to this, Jayant spearheaded Aditya Birla Insulators (ABI) in the capacity of
President & CEO and was responsible for expanding ABI's customer base nationally and
internationally while positioning the organization as a leader globally.

He has been associated with the group for the last 14 years and as CEO of ABI, he
has been instrumental in making the ABI business the fourth largest in its segment
globally. Prior to his appointment with the Insulators Business, Mr.Dua spent close to a
decade in Groups' Cement Business in capacities as diverse as Marketing, IT and
Strategy.

BOARD OF DIRECTORS:
Donald A. Stewart is Chief Executive Officer of Sun Life Financial Inc. Born in
1946, Mr. Stewart holds a degree in Natural Philosophy from the University of Glasgow,
graduating in 1968 with first class honours. He became a Fellow of the Canadian Institute
of Actuaries in 1972, and attended the Advanced Management Program of the Harvard
Business School in 1991.
A native of Scotland, Mr. Stewart joined Sun Life Assurance Company of Canada
in London, England in 1969 and emigrated to Montreal in 1972.
In 1974, Mr. Stewart left the Company to work as a consultant in Toronto. He
returned in 1980 to lead the Canadian Group Retirement Services Division. From 1986 to
1998 he held successive leadership positions in mutual funds, information technology,
trust services, actuarial and worldwide operations. In 1998 he was appointed Chief
Executive Officer .
Mr. Stewart is a director of the Canadian Life and Health Insurance Association,
the American Council of Life Insurers and international aluminum products company
Novelis Inc. He is a member of the Board of The Geneva Association, an international
insurance think tank and research institution. In 2009, Mr. Stewart was appointed
Chairman of Canada's National Task Force on Financial Literacy.
Mr. Kumar Mangalam Birla
Mr. Ajay Srinivasan

Mr. Jayant Dua

Mr. Bishwanath Puranmalka
Mr. Dikran Ohannessian
Mr. Gian Gupta
Dr. Rakesh Jainv
Mr. Suresh Talwar

Mr. Jayant Dua Managing Director

Mr.Mayank Bathwal CFO & Head of Institutional Sales

SWOT ANALYSIS OF BSLI:

STRENGTH:
Multi-channel distribution and one of the largest distribution networks in India.
1 Million Policies sold within 3 and half years.
Training process of the company is very strong.
According to the change in surrounding environment like changes in customer
requirement.

WEAKNESS:
Company does not penetrate on the rural market at a time.
There is no plan for the low income group.
Fees for the advisor is high than the other companies.

OPPORTUNITY:
Insurance market is very big, where company can expand its business easily.
It has many ULIP plans so it can grow in near future.

THREATS:
OLD HABITS DIE HARD: Its still difficult task to win the confidence of public
towards private company.

 The company is facing major threats from LIC etc. -which is an government
company.
Plans for all income groups are not available which can create adverse effect later
on the market share of the company.

ACHIEVEMENTS OF BSLI:
1st to introduce ULIP fund options.
1st to launch illustrations so that customers understand the products better before
they buy.
1st to issue NAVs of funds for better transparency.
1st to disclose portfolio on a monthly basis.
1st to introduce Free Look Period and the same was made mandatory by IRDA
for all other Life Insurance Companies.

THEORITICAL FRAME WORK

MEANING OF RECRUITMENT:
According to Edwin B. Flippo, Recruitment is the process of searching the
candidates for employment and stimulating them to apply for jobs in the 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.
It is the process to discover sources of manpower to meet the requirement of
staffing schedule and to employ effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of an efficient working force.
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 ARE OF THREE TYPES:

PLANNED:
i.e. the needs arising from changes in organisation and retirement policy.
ANTICIPATED:
Anticipated needs are those movements in personnel, which an organisation 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.
Determine present and future requirements of the organisation 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 organisation only after a short period of time.

RECRUITMENT PROCESS:
The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the competitive
strength and the strategic advantage for the organisations. Recruitment process involves a
systematic procedure from sourcing the candidates to arranging and conducting the
interviews and requires many resources and time. A general recruitment process is as
follows:

IDENTIFYING THE VACANCY:

The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These contain:
Posts to be filled
Number of persons
Duties to be performed
Qualifications required

PREPARING THE JOB DESCRIPTION AND PERSON SPECIFICATION:

 Locating and developing the sources of required number and type of

employees (Advertising etc).
Short-listing and identifying the prospective employee with required
characteristics.
Arranging the interviews with the selected candidates.
Conducting the interview and decision making

1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy

4. Managing the response

5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making
The recruitment process is immediately followed by the selection process i.e.
the final interviews and the decision making, conveying the decision and the appointment
formalities.

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.

SOURCES OF RECRUITMENT:

INTERNAL SOURCES OF RECRUITMENT:

1. Transfers:
The employees are transferred from one department to another according to their
efficiency and experience.

2. Promotions:
The employees are promoted from one department to another with more benefits
and greater responsibility based on efficiency and experience.

3. Upgrading and Demotion:

Others are Upgrading and Demotion of present employees according to their
performance.
4. Retired and Retrenched employees:
Retired and Retrenched employees may also be recruited once again in case of
shortage of qualified personnel or increase in load of work.
Recruitment such people save time and costs of the organisations as the people
are already aware of the organisational culture and the policies and procedures.
5. The dependents and relatives of Deceased employees and Disabled employees are
also done by many companies so that the members of the family do not become
dependent on the mercy of others.

EXTERNAL SOURCES OF RECRUITMENT:

1. Press advertisements:
Advertisements of the vacancy in newspapers and journals are a widely used
source of recruitment. The main advantage of this method is that it has a wide reach.

2. Educational Institutes
Various management institutes, engineering colleges, medical Colleges etc. are a
good source of recruiting well qualified executives, engineers, medical staff etc. They
provide facilities for campus interviews and placements. This source is known as Campus
Recruitment.

3. Placement agencies
Several private consultancy firms perform recruitment functions on behalf of
client companies by charging a fee. These agencies are particularly suitable for

recruitment of executives and specialists. It is also known as RPO (Recruitment Process

Outsourcing)

4. Employment exchanges
Government establishes public employment exchanges throughout the country.
These exchanges provide job information to job seekers and help employers in
identifying suitable candidates.

5. Labour contractors
Manual workers can be recruited through contractors who maintain close contacts
with the sources of such workers. This source is used to recruit labour for construction
jobs.

6. Unsolicited applicants
Many job seekers visit the office of well-known companies on their own. Such
callers are considered nuisance to the daily work routine of the enterprise. But can help in
creating the talent pool or the database of the probable candidates for the organisation.

7. Employee referrals / Recommendations

Many organisations have structured system where the current employees of the
organisation can refer their friends and relatives for some position in their organisation.
Also, the office bearers of trade unions are often aware of the suitability of candidates.
Management can inquire these leaders for suitable jobs. In some organisations these are
formal agreements to give priority in recruitment to the candidates recommended by the
trade union.

8. Recruitment at factory gate

Unskilled workers may be recruited at the factory gate these may be employed
whenever a permanent worker is absent. More efficient among these may be recruited to
fill permanent vacancies

9. 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:

INTERNAL FACTORS AFFECTING RECRUITMENT:

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

1. Recruitment policy:
The recruitment policy of an organisation specifies the objectives of
recruitment and provides a framework for implementation of recruitment programme. It
may involve organisational system to be developed for implementing recruitment
programmes and procedures by filling up vacancies with best qualified people.

2. Human resource planning:

Effective human resource planning helps in determining the gaps present in
the existing manpower of the organisation. It also helps in determining the number of
employees to be recruited and what qualification they must possess.

3. Size of the firm:

The size of the firm is an important factor in recruitment process. If the

organisation is planning to increase its operations and expand its business, it will think of
hiring more personnel, which will handle its operations.

4. Cost:
Recruitment incur cost to the employer, therefore, organisations try to employ
that source of recruitment which will bear a lower cost of recruitment to the organisation
for each candidate.

5. Growth and expansion:

Organisation will employ or think of employing more personnel if it is
expanding its operations.

EXTERNAL FACTORS AFFECTING RECRUITMENT

The external forces are the forces which cannot be controlled by the organisation.
The major external forces are:

1. Supply and demand:

The availability of manpower both within and outside the organisation is
an important determinant in the recruitment process. If the company has a demand for
more professionals and there is limited supply in the market for the professionals
demanded by the company, then the company will have to depend upon internal sources
by providing them special training and development programs.

2. Labour Market:
Employment conditions in the community where the organisation is
located will influence the recruiting efforts of the organisation. If there is surplus of
manpower at the time of recruitment, even informal attempts at the time of recruiting like

notice boards display of the requisition or announcement in the meeting etc will attract
more than enough applicants.

3. Image / Goodwil:
Image of the employer can work as a potential constraint for recruitment. An
organisation with positive image and goodwill as an employer finds it easier to attract and
retain employees than an organisation with negative image. Image of a company is based
on what organisation does and affected by industry. For example finance was taken up by
fresher MBAs when many finance companies were coming up.

4. Political-Social- Legal Environment:

Various government regulations prohibiting discrimination in hiring and
employment have direct impact on recruitment practices.
For example, Government of India has introduced legislation for reservation in
employment for scheduled castes, scheduled tribes, physically handicapped etc. Also,
trade unions play important role in recruitment. This restricts management freedom to
select those individuals who it believes would be the best performers. If the candidate
cant meet criteria stipulated by the union but union regulations can restrict recruitment
sources.

5. Unemployment Rate:
One of the factors that influence the availability of applicants is the growth
of the economy (whether economy is growing or not and its rate). When the company is
not creating new jobs, there is often oversupply of qualified labour which in turn leads to
unemployment.

6. Competitors:
The recruitment policies of the competitors also effect the recruitment function
of the organisations. To face the competition, many a times the organisations have to

change their recruitment policies according to the policies being followed by the
competitors.

RECRUITMENT POLICY OF A COMPANY:

In todays rapidly changing business environment, a well defined recruitment
policy is necessary for organisations to respond to its human resource requirements in
time. Therefore, it is important to have a clear and concise recruitment policy in place,
which can be executed effectively to recruit the best talent pool for the selection of the
right candidate at the right place quickly. Creating a suitable recruitment policy is the first
step in the efficient hiring process.
A clear and concise recruitment policy helps ensure a sound recruitment process.
It specifies the objectives of recruitment and provides a framework for implementation of
recruitment programme.

COMPONENTS OF THE RECRUITMENT POLICY:

The general recruitment policies and terms of the organisation
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organisation should be such that:
It should focus on recruiting the best potential people.
To ensure that every applicant and employee is treated equally with dignity and
respect.

 Unbiased policy.
To aid and encourage employees in realizing their full potential.
Transparent, task oriented and merit based selection.
Weightage during selection given to factors that suit organisation needs.
Optimization of manpower at the time of selection process.
Defining the competent authority to approve each selection.
Abides by relevant public policy and legislation on hiring and employment
relationship.
Integrates employee needs with the organisational needs.

FACTORS AFFECTING RECRUITMENT POLICY:

Organisational objectives
Personnel policies of the organisation and its competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organisations
Recruitment costs and financial implications.

DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:

Both recruitment and selection are the two phases of the employment process.
The differences between the two are:
1.

Recruitment is the process of searching the candidates for employment and

stimulating them to apply for jobs in the organisation where as selection involves the

series of steps by which the candidates are screened for choosing the most suitable
persons for vacant posts.
2. The basic purpose of recruitments is to create a talent pool of candidates to enable the
selection of best candidates for the organisation, by attracting more and more employees
to apply in the organisation where as the basic purpose of selection process is to choose
the right candidate to fill the various positions in the organisation.
3. Recruitment is a positive process i.e. encouraging more and more employees to apply
where as selection is a negative process as it involves rejection of the unsuitable
candidates.
4. Recruitment is concerned with tapping the sources of human resources where as
selection is concerned with selecting the most suitable candidate through various
interviews and tests.
5. There is no contract of recruitment established in recruitment selection results in a
contract of service between the employer and the selected employee.

There are three types of methods in the recruitment they are:

DIRECT METHOD:
One of the widely used direct methods is that of sending of recruiters to the
colleges and technical schools. Most college recruitment is done in cooperation with the
placement officer usually provides help in attracting students, arranging interviews,
furnishing space, and providing student resumes
Campus recruiting is an extensive, operation for direct method. They carefully
prepare brochures, describing the organisation and the jobs it offers, are distributed
among students, before the interviewer arrives.
Other direct methods include sending recruiters to conventions and seminars,
setting up exhibits at fairs and using mobile officers to go to the desired centers

INDIRECT METHODS:
Indirect methods involve mostly advertising in newspaper, on the radio, in trade
and professionals journals, technical magazines and brochures.
Advertising in newspaper and for trade journals and magazines is the most
frequently used methods, when qualified or experienced personnel are not available from
other sources. Senior Posts are largely filled by such methods when they cannot be filled
by such methods when they cannot be filled by promotions with in.
According to advertisement tactics and strategy in personnel recruitment, three points
need to be borne in mind before an advertisement is inserted.
1. To visualize the type of applicant one is trying to recruitment.
2. To write out a list of the advantages a company offers, in other words, why the
reader should work for the company.
3. To decide where to run the advertisement, not only in which area but also in which
newspaper having a local, state or nation-wide circulation.

THIRD PARTY METHOD:

All organisations whether large or small, do engage in recruiting activity though not
to the same extent. This differs in:
1. The size of the organisation.
2. The employment conditions in the community where the organisation is
located.

3. The effects of past recruiting efforts, which show the organisations ability to
locate and keep good performing people.
4. Working conditions and salary and benefit packages offered by the
reorganisations, this may influence turnover and necessitate future recruiting
5. The rate of growth of organisation.
6. The level of seasonality of operations and future expansion and Production
programs.
7. Cultural, economic, and legal factors etc.

SELECTION PROCESS:
Choosing the Right Candidate
Selecting a suitable candidate can be the biggest challenge for any organisation.
According to Dale Yoder - "Selection is the process in which candidates for employment
are divided into 2 classes - those who are to be offered employment and those who are
not." The success of a sales organisation largely depends on its staff. Selection of the
right candidate builds the foundation of any organisation's success and helps in reducing
turnovers.
Though there is no fool proof selection procedure that will ensure low turnover
and high profits, the following steps generally make up the selection process for the right
sales personnel Pre Interview Screening & Preliminary Interview
This is generally the starting point of any employee selection process. Pre
Interview Screening eliminates unqualified applicants and helps save time. Applications

received from various sources are scrutinized and irrelevant ones are discarded. A
preliminary Interview may be conducted as well.
Application Form
A candidate who passes the preliminary interview and is found to be eligible for
the job is asked to fill in a formal application form. Such a form is designed in a way that
it records the personal as well professional details of the prospective sales employee.
Personal Interview
Most sales managers believe that the personal interview is an absolute 'MUST'.
It helps them in obtaining more information about the prospective employee. It also helps
them in interacting with the candidate and judging his communication abilities, his ease
of handling pressure etc. In some Companies, the selection process comprises only of the
Interview.
Checking References
Most application forms include a section that requires prospective candidates to
put down names of a few references. References can be classified into - former employer,
former customers, business references, reputable persons. Such references are contacted
to get a feedback on the person in question including his behaviour, skills, conduct etc.
Credit Checks
Many Companies check the financial condition of a prospective employee. If a
person faces the burden of heavy loan or debt, a prospective employer would want to
know that.
Tests
Different types of tests are conducted to evaluate the capabilities of an applicant,
his behavior, special qualities etc. Separate tests are conducted for various types of jobs.

 Physical Examination
If all goes well, then at this stage, a physical examination is conducted to make
sure that the candidate enjoys sound health and does not suffer from any serious ailment.
Job Offer
A candidate who clears all the steps is finally considered right for a particular job
and is presented with the job offer. An applicant can be dropped at any given stage if
considered unfit for the job. Only after successfully clearing all the hurdles, an applicant
can enjoy the feeling of being selected for a particular job.

DATA ANALYSIS AND INTERPRETATION

Table 4.1: Density of human resource forecasting
Parameters

No. of respondents

% of Responses

Monthly

Quarterly

100

100

Annually

Not fixed

100

100

Total

Graph :4.1

INTERPRETATION:
From the above table 4.1 it is inferred that density of human resources is
forecasted for every quarter as per the rules and regulations of the organisation.

Table 4. 2: Widely used sources of recruitment

Parameters

No. of respondents

% of Responses

20

20

10

10

Advertisements

50

50

Tele recruitment

20

20

Total

100

100

Employee Referrals
Employment
Exchanges

Graph 4.2

INTERPRETATION:
From the above table 4.2, it is inferred that 50% of employees choose
advertisements and 20% of employees choose employees referrals, 20% of employees
choose tele recruitment and 10% employees choose employment exchanges are the best
sources for recruitment process.

Table 4.3: Types of Recruitment

Parameters

No. of respondents

% of Responses

Internal Sources

External Sources

18

18

Both

73

73

Total

100

100

Graph 4.3

INTERPRETATION:
From the above table about 73% of the respondents said that they prefer both
internal as well as external sources for recruitment and selection and where as 18% of
respondents are go for external sources and only 9% of respondents go for internal
sources for recruitment and selection process.

Table 4.4: Internal sources of recruitment

Parameters

No. of respondents

% of Responses

50

50

employees

10

10

Retrenched / Retired

40

40

Employees
Total

100

100

Present permanent
employees
Present temporary

Graph 4.6

INTERPRETATION:
From the above table 50% of emloyees are respondents to the present perminent
employees and 40% are responds to the retrenched or retired employees and finally 10%
of the employees are responds to the present temporary employees
Table 4.5: Sources of external recruitment
Parameters

No. of respondents

% of Responses

Campus Interviews
Placement Employment
Agencies
Public employment
agencies
Casual applicants
Total

40

40

32

32

24

24

100

100

Graph 4.5

INTERPRETATION:
In BSLI 40% of Middle Management go for campus interviews, 32% go for
placement agencies, 24% go for Public employment agencies, only 4% go for casual
application that are received.
Table 4.6: Opinion of the employees about recruitment procedure meeting the
manpower requirements

Parameters

No. of respondents

% of Responses

60

60

Greater extent

20

20

To some extent

10

10

To little extent

10

10

Total

100

100

Complete extent

Graph 4.6

INTERPRETATION:
From the above table it is observed that 60% of employees are opined that
to complete extent, 20% of employees opined to greater extent, 10% of employees are
opined to some extent and 10% of employees opined to little extent, about the
recruitment procedure meeting the man power requirement.
Table 4.7: Opinion of the employees about the priority given in during selection process

Parameters
Experience

No. of respondents

% of Responses

40

40

Aggregate Marks

40

40

Technical Qualification

10

10

Depends on the need

10

10

Total

100

100

Graph 4.7

INTERPRETATION:
From the above table 40% of employees opined that the organisation
give priority to experience, 40% of employees opined that organisation give priority to
aggregate marks, 10% employees opined that the organisation give priority to technical
qualification and another 10% of employees opined that the organisation give priority to
depends on the need.
Table: 4.8: Process of recruitment is Centralized or Decentralized

Parameters

No. of respondents

% of Responses

Centralized

27

27

Decentralized

65

65

Cant say

100

100

Total

Graph:4.8

INTERPRETATION:
From the above table 4.8 it is observed that 65% of employees opined that the
organisation give priority to decentralized process of recruitment, 27% of employees
choose centralized process and only 9% of employees says cant say.

Table 4.9: Form of interviews followed by the company

Parameters

No. of respondents

% of Responses

Personal Interview

40

40

Telephonic Interview

28

30

Stress interview

22

20

Group interview

10

10

Total

100

100

Graph 4.9

INTERPRETATION
By the above table 40% of the manager Prefer Personal interviews, 28% prefer to
take telephonic interviews where as only 22% go for video conferencing and rest 10%
adopt some other means of interviews.
Table 4.10: Number of rounds conducted in the interview

Parameters

No. of respondents

% of Responses

1-3

23

23

3-5

77

77

More than 5

100

100

Total

Graph: 4.10

INTERPRETATION:
From the above table 4.10 it is observed that 77% of respondents are preferred 3-5
rounds of interview, 23% of respondents are preferred 1-3 rounds of interview.
Table.4.11: Preliminary rounds are conducted in selection process

Parameters

No. of respondents

% of Responses

Written test

67

67

Group discussion

23

23

Physical test

10

10

100

100

Non-preliminary rounds
are conducted
Total
Graph:4.11

INTERPRETATION:
From the above table 4.11 it is inferred that 67% of respondents said that written
test, 23% of respondents said group discussions and only 10% said non-preliminary
rounds are conducted.
Table.4.12. how much time is provided for a selected candidate

Parameters

No. of respondents

% of Responses

1 week

13

13

2 weeks

54

54

more than 2 weeks

15

15

cant say

18

18

Total

100

100

Graph: 4.12

INTERPRETATION:
From the above table 4.12 it is observed that about the time given by the company
to a selected candidate, the % of response is 54% for 2weeks, 15% for more than 2
weeks, 13% for 1 week and 18% of respondents said that cant say.
Table 4.13: Employees opinion on quality of the selection process in the organisation

Parameters

No. of respondents

% of Responses

Excellent

60

60

Good

30

30

Average

10

10

Poor

Total

100

100

Graph 4.13

INTERPRETATION
From the above table it is observed 60% of the employees have rated
the quality of selection as excellent, 30% of the employees have rated it as good, 10% of
the employees have rated it as average none have rated it as poor.

Table 4.14: Opinion of the employees on the executives involved in recruitment and
selection process
Parameters

No. of respondents

% of Responses

10

10

Technical Department

58

58

HR Department

32

32

Total

100

100

Top officials of the

company

Graph 4.14

INTERPRETATION
From the above table 58% of the employees responded for Technical Department,
32% for HR Department, only 10% of the employees responded that recruitment and
selection programmers were conducted by the officials of the company.

Table 4.15: Opinion of the employees about the need to make changes in the existing
selection process
Parameters

No. of respondents

% of Responses

Yes

40

40

No

60

60

Total

100

100

Graph 4.15

INTERPRETATION
From the above table 60% of the employees felt that there is no need to make
changes in the existing selection process and 40% of the employees feel that there is a
need to make changes in the existing selection process.

FINDINGS
Majority of the respondents have said that the recruitment is quarterly conducted
by the organisation.
Majority of the respondents felt that advertisements and employee referrals are the
best source for recruitment.
Majority of the respondents have said that selection process of organisation is
useful to select right person for the right job and more number of respondents felt
that quality of the selection in the organisation is excellent.
All the respondents felt that officials of the concerned unit are needed human
resource then they must conduct recruitment and selection programmed in the
organisation.
Most of the employees were satisfied with the selection process.

SUGGESTIONS
Time management is very essential and it should not be ignored at any level of the
process.
Manpower requirement for each department in the company is identified well in
advance.
The recruitment and selection procedure should not too lengthy and time
consuming.
The candidates informed for interview should be allotted timings and it should not
be overlap.
It is suggested that Management may conduct frequent feedback programs to
avoid communication based problems.

CONCLUSION
This presents the summary of the study and survey done in relation to the
Recruitment and Selection in BIRLA SUNLIFE INSURANCE. The conclusion is drawn
from the study and survey of the company regarding the Recruitment and Selection
process carried out there.

QUESTIONNAIRE
1. When are the human resources need forecasted?
a) Quarterly
b) Monthly
c) Annually
d) Not fixed
2. Which of the following sources widely used for recruitment?
a) Employee referrals
b) Employment exchanges
c) Advertisements
d) Tele recruitment
3. What sources you prefer for recruitment?
a) Internal source
b) External sources
c) Both
4. What are the sources for internal sourcing among the following?
a) Present permanent employees
b) Present temporary employees
c) Retrenched / Retired / employees

5. What are the sources for external sourcing among the following?
a) Campus interviews
b) Placement agencies
c) Public employment agencies
d) Casual applicants
6. To what extent the recruitment procedure meeting the manpower requirements of the
organisation?
a) Complete extent
b) Greater extent
c) To some extent
d) To little extent
7. Which of the following is given top priority during selection?
a) Experience
b) Aggregate marks
c) Technical qualification
d) Depends on the need
8. Is recruitment process in BSLI is centralized or decentralized?
a) Centralized
b) Decentralized
c) Cant say

9. Which type of Interview Company follows? (Tick the appropriate one)

a) Personal Interview
b) Telephonic Interview
c) Stress interview
d) Group interview
10. How many rounds of interviews are conducted?
a) 1 to 3 rounds
b) 3 to 4 rounds
c) More than 4 rounds
11. What sort of preliminary rounds are conducted in selection process?
a) Written test
b) Group discussion
c) Physical test
d) Non-preliminary rounds are conducted
12. How much time is provided for a selected candidate to join in your organisation?
a) 1 week
b) 2 weeks
c) more than 2 weeks
d) cant say

13. What is the quality of the selection in the organisation?

a) Excellent
b) Good
c) Average
d) Poor
14. Who conduct the recruitment and selection programme?
a) Top officials of the company
b) Technical Department
c) HR Department
15. Is any need to make changes in the existing selection process?
a) Yes
b) No
If yes suggest

BIBLIOGRAPHY
Books referred:
C.B Mamoria and S.V. Gankar (2004),
Personal Management Text and Cases. Himalaya Publication.
K.Aswahthappa (2001),Human Resource and Personnel Management
Human Resource Management, (2005), Dr.P.C. Pardesh
Human Resource Management,(2005) P.Subbarao
C.B Gupta (2005)

Websites:
www.birlasunlife.com
google search
www.general life insurance.com