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1.
1 INTRODUCTION
Every organization has difficulty in finding good people, when it comes to the long-term
survival and prosperity of the firm. In simple terms, recruitment is the set of activities a firm
uses to attract job candidates possessing the abilities and attitudes necessary for the
enterprise to achieve its objectives. The recruitment process is a systematic, ongoing attempt
to find qualified prospects for existing or potential openings in the organization. All
organizations, whether large or small, do engage in recruiting activity, though not to the
same extent. This differs with:
The employment conditions in the community where the organization is located.
 The size of the organization.
 The effects of past recruiting efforts which shows the organization’s ability to locate and
keep good performing people.
 Working conditions and salary and benefit packages offered by the organization.
 The rate of growth of organization.
 Cultural, economic and legal factors etc.
“Recruitment is the process of searching for prospective employees and stimulating to apply for
jobs in the organization” Identifying the source of potential employees and encouraging them to
apply for jobs in the organizations. It is the “linking activity” Bringing together those with the
jobs and those seeking jobs. It aims at securing as many applications from qualified candidates as
possible for decreasing hiring ratio. When more Persons apply for jobs, and then there will be a
scope for recruiting better persons. Thus recruitment involves locating, maintains and contacting
the sources of manpower. Recruitment has been regarded as the most important function of
personnel Administration, because unless the right type of people is hired, even the best plans,
organization charts and control systems would not do much good. Though theoretically,
recruitment process is said to end with the receipt of applications, in Practice the activity extends
to the screening of applications so as to eliminate those who are not qualified for the job.
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Information Technology (IT) – a wonderful creation of man-brought significant shifts in
our day to day life. Software professionals are making significant strides in the information
technology industry. Employees may make the company into PROFIT or LOSS. So the
employees are the key assets of the company or organization. Thus, the employees make an
organization. These situations may rise to the few questions:
How to induce the people to make an organization but not to mar it? Every company or
organization is deeply interested in having an answer to this question. The answer to this
question centered on the following areas:
1 Getting the people who can make an organization.
2 Enabling those people to acquire required capabilities to make a successful organization.
3 Motivating them to contribute their resources continuously for running the organization
successfully.
We need to know an important concept i.e., human resources. People with required
skills to make an organization are generally referred to as human resources. Human resources
management means employing people, developing their resources, utilizing, maintaining and
compensating their services in tune with the job and organizational requirements with a view to
contribute to the goals of the organization, individual and the society.
Management should determine the kind of personnel required for a job and the number of
persons to be employed. The organization should also find out the “right man for the right
job”.
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1.2 INDUSTRY PROFILE
The insurance industry of India consists of 57 insurance companies of which 24 are in life
insurance business and 33 are non-life insurers. Among the life insurers, Life Insurance
Corporation (LIC) is the sole public sector company. Apart from that, among the non-life
insurers there are six public sector insurers. In addition to these, there is sole national re-insurer,
namely, General Insurance Corporation of India (GIC Re). Other stakeholders in Indian
Insurance market include agents (individual and corporate), brokers, surveyors and third party
administrators servicing health insurance claims.
Market Size
Government's policy of insuring the uninsured has gradually pushed insurance penetration in the
country and proliferation of insurance schemes.
Gross premiums written in India reached Rs 5.53 trillion (US$ 94.48 billion) in FY18, with Rs
4.58 trillion (US$ 71.1 billion) from life insurance and Rs 1.51 trillion (US$ 23.38 billion) from
non-life insurance. Overall insurance penetration (premiums as % of GDP) in India reached 3.69
per cent in 2017 from 2.71 per cent in 2001.
In FY19 (up to October 2018), premium from new life insurance business increased 3.66 per
cent year-on-year to Rs 1.09 trillion (US$ 15.46 billion). In FY19 (up to October 2018), gross
direct premiums of non-life insurers reached Rs 962.05 billion (US$ 13.71 billion), showing a
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year-on-year growth rate of 12.40 per cent.
Investments and Recent Developments
The following are some of the major investments and developments in the Indian insurance
sector.
 As of November 2018, HDFC Ergo is in advanced talks to acquire Apollo Munich Health
Insurance at a valuation of around Rs 2,600 crore (US$ 370.05 million).
 In October 2018, Indian e-commerce major Flipkart entered the insurance space in
partnership with Bajaj Allianz to offer mobile insurance.
 In August 2018, a consortium of WestBridge Capital, billionaire investor Mr Rakesh

Jhunjunwala announced that it would acquire India’s largest health insurer Star Health
and Allied Insurance in a deal estimated at around US$ 1 billion.
 In September 2018, HDFC Ergo launched ‘E@Secure’ a cyber insurance policy for
individuals.
 Insurance sector companies in India raised around Rs 434.3 billion (US$ 6.7 billion)
through public issues in 2017.
 In 2017, insurance sector in India saw 10 merger and acquisition (M&A) deals worth
US$ 903 million.
 India's leading bourse Bombay Stock Exchange (BSE) will set up a joint venture with
Ebix Inc to build a robust insurance distribution network in the country through a new
distribution exchange platform.
Government Initiatives
The Government of India has taken a number of initiatives to boost the insurance industry. Some
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of them are as follows:
 In September 2018, National Health Protection Scheme was launched under Ayushman
Bharat to provide coverage of up to Rs 500,000 (US$ 7,723) to more than 100 million
vulnerable families. The scheme is expected to increase penetration of health insurance in
India from 34 per cent to 50 per cent.
 Over 47.9 million famers were benefitted under Pradhan Mantri Fasal Bima Yojana
(PMFBY) in 2017-18.
 The Insurance Regulatory and Development Authority of India (IRDAI) plans to issue
redesigned initial public offering (IPO) guidelines for insurance companies in India,
which are to looking to divest equity through the IPO route.
 IRDAI has allowed insurers to invest up to 10 per cent in additional tier 1 (AT1) bonds
that are issued by banks to augment their tier 1 capital, in order to expand the pool of
eligible investors for the banks.
The Indian insurance industry:

The industry is on its way to development and a number of factors govern that growth. Some of
them are:
 Significantly untapped latent potential: India’s insurance industry has witnessed

rapid growth during the last decade. Consequently, many foreign companies have
expressed their interest in investing in domestic insurance companies, despite the
Government of India’s regulation, which mandates that the foreign shareholding limit is
fixed at 26% for the life as well as non-life insurance sectors. How can this potential be
tapped efficiently? This report analyzes the issues of the industry and suggests methods
to overcome them.
 Recent regulatory developments that govern the current market

state: The development of the insurance industry in India is likely to be critically
dependent on the nature and quality of regulation. Overall, the regulatory environment is
favorable and takes care that players maintain prudent underwriting standards, and
reserve valuation and investment practices. The primary objective for the current
regulations is to promote stability and fair play in the market place. Our report details
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some major regulations by the IRDA as well as those concerning ULIPS, IPOs, among
others.
What will drive market development in the Indian insurance industry?

There are certain factors that need to be considered by the Indian insurance industry to ensure a
seamless growth in business. Our report analyzes these factors in detail. Some of these include:
 Distribution channels: The effectiveness and cost of diverse distribution strategies

of different players is crucial in ensuring the success of players in the insurance business,
particularly in the retail lines of business.
 Focus on financial inclusion: The approach to insurance must be in sync with the

evolving times. The mission of the insurance sector in India should be to extend the
insurance coverage over a larger section of the population and a wider segment of
activities.
 Consumer needs and preferences: The growth in insurance industry has been

spurred by product innovation, vibrant distribution channels, coupled with targeted
publicity and promotional campaigns by the insurers. Innovation has come not only in the
form of benefits attached to the products, but also in the delivery mechanism through
various marketing tie-ups. All these efforts have brought insurance closer to the customer
as well as made it more relevant
It’s now been more than a decade since the opening up of the insurance sector in India to the
private sector and for foreign players. The past decade has seen considerable growth in the
insurance sector and has seen the introduction of a large number of innovative products – a
natural and positive outcome of increasing competition. The insurance sector plays a very crucial
role in the economy of any country – it increases avenues for savings of individuals, protects the
future of individuals and spreads risks of institutions by forming a large pool of fund. The sector
also contributes significantly to the capital markets and assists in large capital infrastructure
developments of our country through their funds.
The insurance industry in India is divided into 2 basic sectors – Life Insurance and Non-life
Insurance (also called General Insurance and even called Property and Casualty or P&C ).
Both these sectors are governed by Insurance Regulatory and Development Authority
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(IRDA) of India which is a government body which frames the rules for the entire industry and
all insurance companies have to abide by them. IRDA is the policy maker for the entire
insurance industry in India and also serves as the custodian of consumers rights.
As the name suggests life insurance companies cover the risks associated with the life of a
person and non-life insurance companies cover other risks associated with our daily living like
health, our vehicles, travel and home insurance to name a few. Non-life insurance sector also
covers a lot of other risks in the corporate world – from simple office insurance to insuring entire
factories and industrial equipment’s. Over a period of time life insurance policies have started
incorporating an investment component along with the basic insurance cover so that your money
grows while it remains invested with the insurance companies – details about these types of
policies will be taken up in detail in the forthcoming posts in this series. But non-life insurance
companies have so far been restricted to pure risk cover itself.
History of insurance in India
There is a lot that can be written on the history of insurance in India, but it would take up a lot of
your time and make this a long article. Those interested may read it by . To put it in short, the
insurance sector had only government owned entities till a decade back. LIC (Life Insurance
Corporation of India) was the only life insurance provider. In the general insurance space there
were players like National Insurance, New India Assurance, Oriental Insurance and United India
Insurance which offered solutions. All this changed in the year 2000 when private players were
allowed to start operations. A host of private players entered this market and have been
aggressive ever since. As of now we have 23 life insurance companies and 24 general insurance
companies. There are a number of new players who are awaiting regulatory clearances and
approvals to start their business in India in both the life and general insurance sectors.
Current market Scenario
LIC is by far the biggest life insurance company in India both in terms of market share and their
presence in India – it is the only government owned entity. Most of the private players, in both
life and non-life sectors, have started business in India with the partnership of established
insurance players in the world. The expertise of these global players help the Indian insurance
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companies perform much better as they can replicate the learning gained from other markets over
a large period of time. The foreign partner in any insurance company in India is not allowed to
own more than 26% of the shares in Indian insurance company as per IRDA regulations. We
have seen big financial groups in India like SBI, ICICI and HDFC enter this pace and become
aggressive players. Other famous corporate groups like the Tata’s, Birla’s and the Ambani’s
have also formed insurance companies.
List of Life Insurance Companies
While LIC has been around for a long time and is an extremely profit making venture, some of
the private players have just about started making profits on a year-on-year basis. It will take
some time before most of them break even. The life insurance business has a long gestation
period and it may take more than a decade to break even – so all players would be ready for the
same.
1. Aegon Religare Private Player

2. Aviva India Private Player
3. Bajaj Allianz Life Insurance Private Player
4. Bharti Axa Life Insurance Private Player
5. Birla Sun Life Private Player
6. Canara HSBC Private Player
7. DLF PR America Private Player
8. Future Generally Life Private Player
9. HDFC Standard Private Player
10. ICICI Prudential Private Player
11. IDBI Fortis Private Player
12. India First Private Player
13. ING Vysya Private Player
14. Kotak Mahindra Old Private Player
Mutual
15. LIC GovernmentOwned
16. Max New York Private Player
17. Met Life Private Player
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18. Reliance Life Insurance Private Player
19. Sahara India Private Player
20. SBI Life Private Player
21. Sriram Life Insurance Private Player
22. Star Union Dai-ichi Private Player
23. Tata AIG Life Insurance Private Player
List of Non-Life Insurance Companies
The core business of almost all non-life insurance companies in India are loss making. It
is only through investment income that these companies report profits. This is not a desirable
scenario and we should see a lot of upward price revisions in the coming years – some this has
already started. With an entry of every new player we see a effort to grab market share and drop
premiums. This has been the status of the general insurance companies for quite a few years and
as a result the premium collected are not proportionate to the risks and claims are either greater
than the premium collected or very close to it. Gradually, we are witnessing some companies
taking steps to correct this anomaly.
1. Agriculture Insurance Company Government Owned
2. Apollo Munich Health Insurance Private Player
3. Bajaj Allianz General Insurance Private Player
4. Bharti AXA General Insurance Private Player
5. Cholamandalam MS Private Player
6. Export Credit Guarantee Corp Government Owned
7. Future Generally Private Player
8. HDFC Ergo Private Player
9. ICICI Lombard Private Player
10. Iffco Tokio Private Player
11.. L&T General Insurance Private Player
12. Max Bupa Private Player
13. National Insurance Government Owned
14. New India Assurance Government Owned
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15. Oriental Insurance Government Owned
16. Raheja QBE Private Player
17. Reliance General Insurance Private Player
18. Royal Sundaram Private Player
19. SBI General Insurance Private Player
20. Shriram General Insurance General Insurance
21. Star Health Insurance Private Player
22. Tata AIG General Insurance Private Player
23. United India Government Owned
24. Universal Sompo Private Player
1.2 COMPANY PROFILE

Bharti AXA Life is a life Insurance player that was started in 2006. It brings together
strong financial expertise of the Paris-headquartered AXA Group and Bharti Enterprises - one of
India's leading business groups with interests in telecom, agricultural business, financial services,
and retail. The joint venture has a 51% stake from Bharti and 49% stake from AXA. The
company launched national operations in December 2006. Today, Bharti AXA Life has a
national footprint of distributors trained to provide quality financial advice and insurance
solutions to the large Indian customer base.
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Bharti AXA Life offers a range of innovative products and services that cater to specific
insurance and wealth management needs of customers.
History
Bharti AXA General Insurance Company is a joint venture between Bharti Enterprises (a leading
business group with interests into telecom, agro business, financial services, manufacturing, and
retail sector) and AXA Group (an international insurance and asset management company
operating out of France). The company was incorporated on 13 July 2007 and commenced its
national operations in August 2008. It is headquartered in Mumbai and operates at 100 locations
around the country.
Products and services
Bharti AXA General Insurance Company Ltd is a general insurance company that primarily
offers over 50 products catering to retail, rural, and commercial clients. The primary general
insurance products in the domestic category include car insurance, two wheeler insurance, health
insurance, critical illness insurance, personal accidental insurance, home insurance, and travel
insurance. Bharti AXA General Insurance Company also offers commercial products such as
commercial vehicle insurance, third party motor liability insurance, commercial line, and SME
package.
STRATEGIC DIFFERENTIATORS
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A strong parentage of AXA and Bharti, both having long term commitment to the Indian
Insurance market supporting a strong capital solvency
 AXA, a global leader is world's No.1 insurer brand with strong presence in 57 countries
 Bharti is one of India’s leading and trusted business group with strong distribution
capabilities
Global scale of AXA provides cost-effective and speedy re-use of systems, products and
business capability resulting in local competitive advantage
 Product: Wealth management, protection and retirement solutions that meets the needs of
customers across segments
 Service: Best-in-class service guarantee at various points of customer lifecycle
 Training: Robust learning and development architecture for employees and distributors

focused on superior service delivery and transparent dealing with customers
 Footprint: Comprehensive Pan-India presence through multi-city, multi-channel setup
 Digital paradigm: Seamless 'Anywhere' product and service experience for customers and
distributors through various e-initiatives (viz. online products, servicing portals, tablet-
based digital advisor, dematerialized policies)
OUR BRAND
Among the various life insurance companies in India, Bharti AXA Life was established in the
year 2006, with an aim to offer a number of innovative products and services that can help meet
specific insurance and wealth management needs of customers. It brings together the strong
financial expertise of the Paris-headquartered AXA Group along with that of Bharti Enterprises,
one of India’s leading business groups with interests in telecom, financial services, agricultural
business, and retail. The joint venture has a 51% stake from Bharti and 49% stake from AXA.
Why buy life insurance?
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The need for life insurance in India has dramatically increased over the years. People find ulip
and term plans as a great investment tool. Among the many insurance companies in India, Bharti
AXA Life has a national footprint of distributors trained to provide quality financial advice and
insurance solutions to Indians.
In this cluttered marketplace, it can get confusing for the consumers to choose the best insurance
company. More importantly, they find it challenging to choose a brand they would like to
associate with. The driving motivation for our consumers today is performance through real
delivery specially in the key areas of products and services. Keeping this in mind, we have
adopted the "Strategy of Proof" framework. The strategy of proof is a concept that focuses on
implementation of real and rational benefits that the consumer expects. This Strategy of Proof is
driven by tangible proof-points.
What is a proof?
A proof is a solution that:
 Answers a customer expectation,
 Is differentiated from competition,
 Is tangible and communicable.
Building the strategy of proof requires collecting and understanding customer insights at every
level of consumer engagement and providing solutions in form of proof-points.
Through this brand positioning, Bharti AXA Life differentiates itself from other insurance
companies in India by questioning the norms within the category. Within the strategy of proof
framework, we launched the new brand signature "jeevan suraksha ka naya nazariya"
(Redefining Life Insurance). We believed that it reflected the essence of the brand and answers
the consumer expectation.
Strategy of Proof Campaigns
48 Hours Fund Release Campaign
The Proof:
Bharti AXA Life guarantees the payment of the fund value in 48 hours post claim intimation,
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else we bear pay an additional interest of 1% of fund value for every day of delay
The Campaign Thought:
Why should your loved ones wait endlessly to claim what is rightfully theirs?
Bharti AXA Life provides Guaranteed Release of Fund Value within 48 hours of claim
intimation
Dedicated Claims Handler Campaign
Dedicated Claims Handler Campaign
The Proof:
Bharti AXA Life guarantees the payment of the fund value in 48 hours post claim intimation,
else we bear pay an additional interest of 1% of fund value for every day of delay
Why should you or your family go from pillar to post alone in their time of distress?
Bharti AXA Life provides a dedicated claims handler that will assist the claimant throughout the
claims process and update him at each milestone.
Secure Savings Campaign
The Proof:
Bharti AXA Life provides a Guaranteed Money Back Plan with dual benefit of protection and
lump sum returns that are tax free
Why should uncertain insurance returns come in the way of your dreams?
Bharti AXA Life Secure Savings Plan is a guaranteed plan that offers dual benefit of protection
and lump sum returns that are tax free.
Awards and recognition
2011
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 Personal Lines Growth Leadership Award 2011 at the India Insurance Awards 2011.
 Award for consistent performance and growth from the period of 2008 to 2011.
2012
 Best Product Innovation Award 2012 and Commercial Lines Growth Leadership Award
2012 at the India Insurance Awards 2012.
2013
 Finnoviti: Editor's choice award for service innovation 2013
 Outstanding Performance in Insurance Category Award 2013
2014
 Excellence Award by the Institute of Economic Studies in March 2014.
 Asia Insurance Industry Awards 2014 for Tech Initiative of the Year
 Proclaimed the 'Best Insurance Company in the Private Sector - General' by the World
HRD Congress at the BFSI Awards, 2014.
PROTECT YOUR LOVED ONE’S FUTURE
We understand that life is very unpredictable, nonetheless we can help you ensure that your
family is always financially secure. Even when you are not around, your family should be able to
pay for their daily living expenses. That’s why you need a monthly income plan. Take a look at
our Life Protection Plans that offer you a high life cover at affordable costs.
WHEN SHOULD I BUY A PROTECTION PLAN?
 When I am looking for a smart Term Plan to protect my family.

 When I need a Life Insurance cover or a good endowment policy.
 When I am looking for affordable Premium rates.
 When I am looking for Tax benefits.
LIFE PROTECTION PLANS WE OFFER
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BHARTI AXA LIFE
Flexi Term
 Best in class protection plan that offers both Life cover as well as protection against
Critical Illnesses till age 85 years
 Affordable Premium rates as low as 20 Rs/day
BHARTI AXA LIFE
Income Protection
 A plan where your family receives income in the form of annual instalments for a period
of 15 or 20 years in case of an unfortunate event of death.
BHARTI AXA LIFE
Secure Confident
 Protection for your family - complete protection for your family against the financial loss
or burden (such as repayment of mortgage for your house), with full Sum Assured
payment in case of an unfortunate death. You get to choose a good monthly income plan.
BHARTI AXA LIFE
Elite Secure
 A long-term Plan that covers you until the age of 75

 Affordable Premium rates
 Comprehensive financial protection against unfortunate events
SMART SAVINGS FOR A STRESS-FREE LIFE FOR YOUR FAMILY
It’s good to plan and save at every step of the way. Savings can help protect your loved ones in
their times of need. We, at Bharti AXA Life, understand your needs and offer a range of saving
and protection plans to help you meet your short and long-term goals. We make sure you choose
the best saving plan that will benefit you all the way.
WHEN SHOULD I BUY A SAVINGS PLAN?
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 When I am looking for the comfort of guaranteed benefits in a Plan.
 When I want both protection and savings combined under a single Plan.
 When I am looking for flexibility in terms of Premium Payment Terms, benefit pay-out

structures as well as potential upside through non-guaranteed bonuses.
 When I am looking for Tax benefits on the Premiums paid and benefits received.
SAVINGS PLANS WE OFFER
BHARTI AXA LIFE
Shining Stars
 A Non Linked and Non Participating Limited Pay Endowment Life Insurance Plan.
 The plan offers the flexibility to choose from multiple premium paying terms and policy
terms and allows you to choose the benefit payout options depending on your child's
needs.
BHARTI AXA LIFE
Assure Benefit Plan
 Get Guaranteed Additions as 3% of the Sum Assured accrued at the end of every Policy
year starting from the first policy year till maturity and is payable at the time of maturity.
The Guaranteed Maturity Addition will be payable on the date of Maturity as a
percentage of Sum Assured which can vary from 20% to 40%.
BHARTI AXA LIFE
POS Saral Bachat Yojana
 Comprehensive Protection Plan: Life Insurance cover in case of death and 2X Life
Insurance cover in case of death due to accident.
 Savings through Maturity Benefit: At the end of your policy term, you will get Sum
Assured on Maturity provided all due premiums have been paid and policy is in-force.
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BHARTI AXA LIFE
Super Endowment Plan
 Flexibility in Policy Term/Premium Paying terms: The product offers a choice of 3 policy
terms with limited premium paying terms for the policy terms.
 Option to choose Extended life cover at inception by paying additional premium

throughout the premium paying term.
BHARTI AXA LIFE
Guaranteed Income Plan
 Flexibility in Policy Term/Premium Payment Terms - The product offers the

choice of 4 policy terms with limited premium payment terms for the Policy Terms
 Increasing Survival Payouts: On Survival of the Life Assured
BHARTI AXA LIFE
Serv Suraksha
 Protection for your family - Sum Assured is paid in case of an unfortunate event of
death of the policyholder.
 Maturity Benefit: On maturity, you will receive 110% of the single premium.
 Single Premium: You need to pay only a one-time premium.
BHARTI AXA LIFE
Monthly Advantage
 Receive Monthly Income either on survival/any untoward event like disability or death
 Get additional financial returns by way of accrued bonuses, if declared
 Enjoy Tax Benefits on the Premiums paid and benefits received
BHARTI AXA LIFE
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Super Series
 Flexibility to choose between Super 6 and Super 10
 Annual cash pay-outs from the end of Premium Payment Term till Policy Maturity
 Maturity Benefit + Guaranteed Maturity Addition
BHARTI AXA LIFE
Dhan Varsha
 Flexible premium paying terms
 Annual benefits in the form of non-guaranteed cash bonuses and Guaranteed* survival
benefits.
 Option for benefits to continue even after the death of the life insured (when premium
waiver rider is opted)
BHARTI AXA LIFE
Samriddhi
 Choose from 8 different Premium Payment Terms
 Lump sum benefit at Maturity
 Non-guaranteed bonuses
BHARTI AXA LIFE
Elite Advantage
 Regular guaranteed benefits
 Lump sum benefit at Maturity
 Choose from different Premium Payment Terms
BHARTI AXA LIFE
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Aajeevan Sampatti+
 Cover up to age 100
 Annual guaranteed benefit after the end of 10th policy year
 Upside through bonus, if declared, after end of 6th policy year
BHARTI AXA LIFE
Secure Savings Plan
 Guaranteed additions of up to 10% p.a.
 Lump sum Maturity benefit
 Life cover
BHARTI AXA LIFE
Monthly Income Plan+
 Guaranteed Monthly income
 Potential upside through non-guaranteed bonus
 Tax benefits
BHARTI AXA LIFE
Secure Income Plan
 Guaranteed tax-free Monthly income
 Guaranteed additions of up to 10%
 Guaranteed Maturity benefit
 Tax benefit
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BHARTI AXA LIFE
Flexi Save
 Flexibility of modifying Policy Term while in force
 Potential upside through non-guaranteed bonuses
 Choose between 3 Premium payment Terms
BHARTI AXA LIFE
Invest Once
 Single Premium Payment Plan
 Guaranteed additions as high as 9% p.a.
 Flexibility to choose between two plan terms – 5 years and 10 years
 Save tax
BHARTI AXA LIFE
Child Advantage
 Choose between Money back or Endowment pay-out options based on your child's needs
 Built-in Premium waiver benefit
 Flexibility to choose Policy Term
BHARTI AXA LIFE
eAajeevan Sampatti+
 Online savings plan that offers coverage up to age 100

 Annual guaranteed pay-out after the end of 10th policy year
 Potential upside through bonuses, if declared, after end of 6th policy year
BHARTI AXA LIFE
Smart Jeevan
 Product with easy affordable premiums
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 The product offers 100% return of premiums paid till end of Policy Term as maturity
benefit
 Life Insurance cover to ensure that you are adequately protected
REAP THE BENEFITS OF YOUR INVESTMENTS
Planning is an important step towards making wise investment decisions that maximise your
gains. Here at Bharti AXA Life, we offer some of the best Investment plans that can help you
live out your aspirations. Depending on your requirement, we offer long-term and short-term
investment plans to meet your needs.
WHEN SHOULD I BUY A INVESTMENT PLAN?
 When you are looking for good returns on investments over the Policy Term.
 When you are looking for protection along with investment returns.
 When you are looking for low charges on the money investment plans.
 When you are looking for Tax benefits on the Premiums paid and benefits received.
BEST INVESTMENT PLANS WE OFFER
BHARTI AXA LIFE
Grow Wealth Plan
 Flexibility in Investment Tenure

 Grow your wealth further with Loyalty Additions
 Tax benefits
BHARTI AXA LIFE
Future Invest Plan
 Limited Premium payment plan
 Zero allocation charges
 Pay for 5 years and accrue benefits for 10
BHARTI AXA LIFE
eFuture Invest
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 Affordable online Investment Plan
 Pay for 5 years and accrue benefits for 10
 Zero allocation charges
SAFEGUARD YOUR HEALTH WITH US
A health insurance plan that supports you by helping you manage expenses incurred towards
health, making it easy for you to get the perfect care when in despair.
WHEN SHOULD I BUY A HEALTH PLAN?
 When I am looking to protect myself against rising medical costs.
 When I am looking for a comprehensive Health Plan solution.
 When I am looking for Tax benefits on the premiums paid and benefits received.
CHAPTER-2
RESEARCH METHODOLOGY AND OBJECTIVES
2.1 NEED FOR THE STUDY

Man power requirements are to be estimated for beyond the actual requirements. Recruitment &
Selection plays a vital role in attracting people with multidimensional skills and experiences
that suit the present and future organization strategies. Large corporations on every where are
realizing the advantage of choosing an effective employee. Under this requirement, this study
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has been undertaken to understand the recruitment & selection at Bharathi axa private limited
2.2 SCOPE OF THE STUD

 This system deals with the whole process of Recruitment. It contains differen Methods followed
by the company.
 This study has been confined to the employees of different departments at Bharati AXA.
 This study mainly focuses on the sources and procedures of Recruitment and Selection at Bharati
AXA.
24
2.3. OBJECTIVES OF THE STUDY
1. To study the present Recruitment & Selection procedure at Bharati AXA.
2. To evaluate the present Recruitment and Selection procedure and effectiveness of

Existing Recruitment and Selection procedure at Bharati AXA.
3. Suggest measures to improve Recruitment and Selection procedures.
4. To analyze the best suitable media for Recruitment.
25
5. To find out the motivational factors to apply for the job in Bharati AXA
2.4 RESEARCH METHODOLOGY
“Research” may be defined as the systematic investigation into the Study of

materials and sources in order to establish facts and reach new Conclusion.
1.A research design involves the complete process of planning and operation of the research.
2.A research design is an instrument, which helps in achieving scientific accuracy of the study
26
under consideration.
3.How many observations should be made from each unit in the study?
4.The research has covered all the levels of the employees.
Type of Research - Descriptive Research
Sampling Technique - Convenience and Random Sampling
Sampling size - 130
Sample Element - BHARATI AXA
Sampling unit - Employees of the Bharati AXA
Sampling Area - Tirupati
Research Instrument - Structured Questionnaire and Personal Interview
Statistical Methods - Percentage method
DEFINITION:
Percentage is a special kind of ratio used in marketing research. It can be used to compare two
or more series of the data with clear percentage and tells about relationship between the
variables.
To analyze such large size of data, we change into percentages. To change that the Formula is,
No. of respondents
---------------------------------- *100
Total No. of sample size
Research is to see what every body has seen and thinking what nobody has thought
“Albert Szent –Gyorgyi.”
This is a systematic way to solve the research problem and it is an important component
for the study without which researcher may not able to obtain the facts and figures from the
employees.
27
Research Types:
The Research conducted was descriptive in nature. The data were collected through a
field survey using questionnaires.
Descriptive Research, mainly involves surveys and fact findings enquiries of different
kinds. The main objective of descriptive research is, “to describe the state of affairs as it exists
at present”. Here, the researcher has no control over thee variables. He can only report what has
happened or what is happening. But, the Researchers discover causes even when they cannot
control the variables.
The research tools used in descriptive research are survey methods of all kinds, including
comparative and correlation methods.
Data sources:
1 Primary Data sources:
The primary data are that information which are collected a fresh for the first
time, and thus happen to be original in character. These data are publish by researchers who
themselves are responsible for data collection.
Primary data can be collected in market by three basis methods:
 Experimental method
 Observation method
 Survey method
2.5 LIMITATIONS OF THE STUDY
1. The study was restricted to the employees of Bharati AXA. The result cannot be
generalized to employees of other organization.
2. The information from the lower level employees could not able to collect since they
were busy.
28
3. Some of the respondents were hesitated to give the necessary Information about my
study, because of the fear of the management.
4. Some of the respondents were not interested to express their views freely; this may lead
to biased information.
5. The process followed in other branches of the same company was not able to cover
because of its location in different regions.
6. Those data which are collected from the questionnaire may not be 100% right data.
CHAPTER-3
THEORETICAL BACKGROUND
3.1 MEANING OF THE RECRUITMENT AND SELECTION
Meaning:
29
Recruitment and Selection is an important step in the Human resources management.
Recruitment forms the first stage in the process which continues with selection and ceases with
the placement of the candidate. It is the next step in the procurement function, the first being the
manpower planning. Recruitment makes it possible to acquire the number and types of people
necessary to ensure the continued operation of the organization.
Recruitment is the discovering of potential applicants for actual or anticipated

organizational vacancies. In other words, it is a “linking activity” bringing together those with
jobs and those seeking jobs.
Recruitment is a process to discover the sources of Manpower to meet the requirements

of the staffing schedule and to employ the effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of efficient working force.
Once the required number and the kind of human Resources are determined, the
management has to find the places where human resources will be available and also workout
strategies for attracting them towards the organization before selecting suitable candidates for the
jobs. This process is generally known as “Recruitment”. Some people use the term
“recruitment” for Employment”. These two are not one and the same. Recruitment is only one
of the steps in the entire employment process.
Some others use the term recruitment for selection. These two terms are different.
Technically speaking the function of recruitment precedes the selection function and it includes
only finding, developing the source of prospective employees and attracting them to apply for
jobs in an organization.
Recruitment function helps the organization to develop a pool of prospective human

resources. It is difficult for the HR manager to employ the suitable people out of the pool. In fact,
many organizations face critical problems in choosing the people. Selection techniques and
methods reduce the complexities in choosing the right candidates for the job.
After identifying the source of human resources, searching for prospective employees and
stimulating them to apply for jobs in an organization, here the management performs a vital role.
3 NEED AND IMPORTANCE OF RECRUITMENT
30
Selection is the process of finding out the most suitable candidate to the job out of the
candidates recruited. The selection procedure is concerned with securing relevant information
about an applicant. This information is secured in number of steps or stages. The objective of
selection process is to determine whether an applicant who is most likely to perform well in that
job.
The selection procedure is the system of functions and devices. Adopted in a given
company to ascertain whether the candidate’s specifications are matched with the job
specifications or not. The selection procedure will not be effective until and unless job analysis,
employee specifications and candidates for screening have been attracted.
Selection is long process, commencing from the preliminary Interview of the applicants
and ending with the contract of the employment. The hiring procedure is not a single act but it is
essentially a series of steps or methods by which additional information is secured.
DEFINITIONS OF RECRUITMENT & SELECTION:
1. Recruitment is a process of searching for a prospective employee for stimulating them

into the job within the organization. –Edwin B. Flippo.
2. Recruitment is a process to discover the sources of manpower to meet the requirements of

the staffing schedule and to employ effective selection of an efficient working force.-
Yoder.
3. Recruitment is the process of finding and attracting capable applicants for employment.
4. Selection is the process of selecting the candidates from the pool of applicants for
attainment of the required job within the organization.
OBJECTIVES:
1. To attract the people with multi-dimensional skills.
2. To induct outsiders with a new perspective to lead the company.
3. To infuse fresh blood at all levels of the organization.
4. To search or head hunt people whose skills fit the company values.
5. To search for talent globally and not just within the company.
31
6. To develop an organizational culture that attracts competent people within the company.
3.3 METHODS OF RECRUITMENT AND SELECTION
FACTORS:
All the organizations, whether large or small, do engage in recruiting activity, though not
the same extent. This differs with
1. Size of the organization.
2. The employment conditions in the community where the organization is located.
3. Working conditions, salary benefit packages.
4. Rate of the growth of the organization.
5. Cultural, economic and legal factors etc.
Factors governing recruitment may be broadly divided into internal and external sources.
INTERNAL FACTORS: -
1. Recruiting policy of the organization.
2. Human resource planning strategy of the company.
3. Size of the organization and the number of employees employed.
EXTERNAL FACTORS: -
1. Supply and demand of specific skills in the labors market.
2. Political and legal considerations such as reservation of jobs for SC’s, ST’s, and so
on.
3. Company’s image-perception of the job seekers about seekers about the company.
Sources of recruitment:
RECRUITMENT
INTERNALSOURCES EXTERNAL SOURCES
32
CONSULTANTS
INTERNET
RETIRED EMPLOYEES
JOB CENTERS
NEWSPAPER
PRESENT EMPLOYEES
RECRUITMENT SOURCES:
 Internal sources
 External sources
INTERNAL SOURCES:
Internal sources are the most obvious sources. These include personnel already on the
pay-roll of an organization, i.e., its present working force. Whenever any vacancy occurs,
somebody from within the organization is upgraded, Transferred, promoted or sometimes
demoted. This source also includes personnel who were once on the pay-roll of the company but
who plan to return or whom the company. Would like to rehire, such as those on leave of
absence, those who quit voluntary or those on production lay-offs. Under this,
 Present permanent employees

 Present temporary or casual employees
 Retrenched or retired employees
 Dependents of deceased, disabled, retired and present employees
PRESENT PERMANENT EMPLOYEES:
Organizations consider the candidates from the source for higher level jobs due to:
 Availability of most suitable candidates for jobs
33
 To meet the trade union demands
 Policy of the organization
PRESENT TEMPORARY OR CASUAL EMPLOYEES :
Organizations find this source to fill the vacancies relatively at the lower level
owing to the availability of suitable candidates or trade union pressures or in order to motivate
them on the present job.
RETRENCHED OR RETIRED EMPLOYEES:
The organization takes the candidates for employment from the retrenched
employees due to obligation, trade union pressures. The organization prefers to re-employ the
retired employees as a token of their loyalty to the organization.
DEPENDENTS OF DECEASED, DISABLED, RETIRED & PRESENT

EMPLOYEES:
Some organizations function with a view to develop the commitment and loyalty and to
build up image and provide the employment to the dependents of deceased, disabled and present
employees.
EXTERNAL SOURCES:
External sources lie outside the organization.
1. New entrants to the labor force i.e., young people.
2. The unemployed with a wide range of skills.
3. Retired experienced persons.
Under this,
 Campus Recruitment
 Private employment agencies
 Public employment exchanges
34
 Professional associations
 Data banks
 Casual Applicants
 Trade unions
 Employee referrals
 Walk –ins
 Consult-ins
 Head hunting
 Body shopping
Factors affecting recruitment:
Internal External
Recruitment policy Supply and demand
HR planning Labour market
Size of the firm Socio, political and legal factors
Growth and expansion Competitors
CAMPUS RECRUITMENT:
Different types of organizations like industries, business, Service organizations

can get inexperienced candidates from various educational institutions. They maintain BIO-
DATA and performance of each candidate. Organizations seeking to recruit in these institutions
can directly contact the institution either in person or by post and stimulate the candidates to
apply for the job.
EMPLOYMENT AGENCIES:
Private employment agencies or consultants perform the recruitment function on

behalf of the client company by charging fee. Most of the organizations depend on this source
35
for highly specialized positions and executive positions.
EMPLOYMENT EXCHANGES:
These provide information about vacancies to the candidates to help the

organizations in finding out the suitable candidates.
PROFESSIONAL ORGANIZATIONS:
They maintain complete bio-data of their members and provide the same to the
various organizations.
DATA BANKS:
The management collects the bio-data of the candidates from different sources
and feed them in the computer.
CASUAL APPLICANTS:
Candidates apply casually for the jobs through mail or hand over the applications
in the personnel department.
TRADE UNIONS:
Unemployed or employees seeking change in employment they form as trade

unions and they solve the problems.
EMPLOYEE REFERRALS:
This makes the company to reduce the cost and time required for employment.
WALK-IN:
The busy organizations do not find time to perform various functions. So, they
advise the candidates to attend for the interview directly.
CONSULT-IN:
The company encourages the potential job seekers to approach them personally
and consult them regarding their jobs.
HEAD HUNTING:
36
They search for the best candidates particularly for the executive Positions.
BODY SHOPPING:
The professional and training institutions used for computer professionals.
SELECTION PROCESS:
Selection process begins with an initial screening interview and concluding with
the final employment decision. The process includes:
1 Preliminary screening interview
2 Business games
3 Tests
4 Final interview
5 Medical examination
6 Reference checks
7 Line manager’s decision
8 Job offers
9 Employmen
CHAPTER-4
DATA ANALYSIS AND INTERPRETATION
1. Which of the following made you to apply for this company?
Table:4.1
37
Salary Image Management Others
Efficiency
Employee 45 25 55 5
Percentage 35% 19% 42% 4%
Graph:4.1
Employees
4%
35% Salary
Image
42% Management Efficiency
Others
19%
INFERENCE:
From the above table 35% of the respondents said salary, 19% of the respondents
said that image,42% of the respondents said that management efficiency and 4% of the
respondents said that others.
2. What is main objective of Recruitment procedure followed in your organization?
Table:4.2
Opinion No. of Respondents Percentage

To attract people with 35 27%
multidimensional Skills
To attract Competent People 10 8%
38
To develop an 85 65%
organizational culture
Graph:4.2
Objective of Recruitment
65%
90
80
70
60
50 27%
40
30 8%
20
10
0
To attract people with To attract Competent To develop an
multidimensional Skills People organizational culture
INFERENCE:
From the above table, it is evident that 27% of the respondents said that, the main
objective of the recruitment procedure is to attract multidimensional skill 8% said that to attract
competent people and 65% of the respondents said that the main objective of recruitment
procedure is to develop an organizational culture.
3. What sources of Recruitment?

Table:4.3
External Sources 15 12%

Internal Sources 20 15%
Both 95 73%
39
Graph:4.3
Sources of Recruitment
73%
100
90
80
70
60
50
40
30 15%
20 12%
10
0
External Sources Internal Sources Both
INFERENCE:
From the above table, it is evident that 12% of the respondents said that the
company prefer external sources, 15% of the respondents said that the company prefer internal
sources and 73% of the respondents said that the company prefer both internal and external
sources.
4. If internal, what is the source of recruitment?
Table:4.4
40
Employee Referrals 15 12%
Internal Promotion 29 22%
Transfers 16 12%
All the above 70 54%
Graph:4.4
Internal Sources of Recruitment
12%
Employee Referrals
22%
Internal Promotion
54% Transfers
All the above
12%
INFERENCE:
From the above table, it is evident that 12% of the respondents said that employee
referrals, 22% of the respondent’s id that internal promotion, 12% of the respondents said that
transfers, 54% of the respondents said that all the above are the internal sources of recruitment.
5. If external, what is the source of recruitment?
Table:4.5

Private Consultancy 21 16%
Campus Recruitment 10 8%
41
Advertising 60 46%
Employment agencies 39 30%
Graph:4.5
External sources of Recruitment
70
60 46%
50
40 30%
16%
30
20
10 8%
0
Private Consultancy Campus Advertising Employment
Recruitment agencies
INFERENCE:
From the above table, it is evident that 16% of the respondents said that private
consultancy, 8% of the respondents said that campus recruitment, 46% of the respondents said
that advertisement, 30% of the respondents said that employment agencies.
6. Do you feel that the organization follows definite recruitment procedure?
Table:4.6

Strongly Agree 25 19%
Agree 80 61%
Can’t Say 14 11%
42
Disagree 11 9%
.
Graph:4.6
Employees
100 61%
80
60
19%
40
11% 9%
20
0
Strongly Agree Agree Can’t Say Disagree
INFERENCE:
From the above table, it is evident that 19% of the respondents said that they
strongly agree, 61% of the respondents said that they agree, 11% of the respondents said that
they can’t say, 9%of the respondents said that they disagree the procedure.
7. What are the recruitment sources that are used for the skilled employees in your
Organization?
Table:4.7

Walk in Interview 69 53%
Informal Contacts 17 13%
43
Want Ads 36 28%
Public Employment 8 6%
Agencies
Graph:4.7
Number of Respondents
53%
60% 28%
50%
40% 13%
30% 6%
20%
10%
0%
Walk in Informal Want Ads Public
Interview Contacts Employment
Agencies
INFERENCE:
From the above table, it is evident that 53% of the respondents said that they prefer
walk-in interviews,13% of the respondents said that they prefer informal contacts, 28% of the
respondents said that they prefer want ads, 6% of the respondents said that they prefer public
employment agencies.
8. What are the recruitment sources that are used for professional employees in
Your organization?
Table:4.8

Internal Search 14 11%
44
Want Ads 73 56%
Graph:4.8
N u m b e r o f R e s p o n d e n ts
W a lk in I n t e r v ie w
8%
25% Inte rna l S e a rc h
W a nt A d s
11% Info rm a l C o nta c ts
56%
INFERENCE:
walk- ins, 11% of the respondents said that they prefer internal search, 56% of the respondents
said that they prefer adds, 8% of the respondents said that they prefer in informal contacts.
9. What are the Recruitment sources that are used for managerial level in your
Organization?
Table:4.9

Internal Search 15 12%
Want Ads 29 22%
45
Graph:4.9
Employees
9%
Walk in Interview
22%
Internal Search
57% Want Ads
Informal Contacts
12%
INFERENCE:
walk-ins,12% of the respondents said that they prefer internal search,22% of the respondents said
that they prefer in adds, 9% of the respondents said that they prefer in informal contacts.
10. Which media is highly suitable for Recruitment in your company?
Table:4.10

News Papers 63 48%
Television 21 16%
Internet 34 27%
Radio 12 9%
Graph:4.10
46
Employees
60%
50% 48%
40% News Papers
Television
30%
27% Internet
20% Radio
16%
10% 9%
0%
0 0.2 0.4 0.6 0.8 1 1.2
INFERENCE:
newspapers, 16% of the respondents said that they prefer televisions, 27% of the respondents
said that they prefer internets, 9% of the respondents said that they prefer radios.
11. What is the basis for Recruitment in your organization?
Table:4.11

Experience 21 16%
Qualification 12 9%
Skills and Knowledge 29 22%
All the above 68 53%
Graph:4.11
47
B a s is f o r R e c r u it m e n t
E x p e ri e n c e
16%
9% Q u a li fi c a ti o n
53% S k i lls a n d
K n o w le d g e
22%
A ll th e a b o v e
INFERENCE:
experience, 9% of the respondents said that they prefer qualification, 22% of the respondents
said that they prefer skills and knowledge, 53% of the respondents said that they prefer all the
above are the basis for recruitment.
12. Are you satisfied by the Recruitment Procedure in your organization?
Table:4.12

Highly Satisfied 38 29%
Satisfied 79 61%
Neutral 5 4%
Dissatisfied 8 6%
Graph:4.12
48
R e c r u it m e n t P r o c e d u r e
6%
4%
29%
H i g h ly S a ti s fi e d
S a ti s fi e d
N e u tra l
D i s s a ti s fi e d
61%
INFERENCE:
From the above table, it is evident that 29% of the respondents said that they are highly
satisfied, 61% of the respondents said that they are satisfied, 4% of the respondents said that they
are neutral, 6% of the respondents said that they are dissatisfied with the recruitment procedure.
13. Do you think that the Recruitment procedure is free and fair?
Table:4.13
Agree 75 57%
Can't say 10 8%
Disagree 15 12%
49
Graph:4.13
Recruitment Process
57%
60%
50%
40%
23%
30%
8% 12%
20%
10%
0%
Strongly Agree Can't say Disagree
Agree
INFERENCE:
From the above table, it is evident that 23% of the respondents said that they strongly
agree, 57% of the respondents said that they agree, 8% of the respondents said that they cannot
say, 12% of the respondents said that they disagree the recruitment process.
14. In your opinion, who will be efficient?
Table4.14

Educational Institutions 10 8%
Good Academic record 20 15%
Good Experience 96 74%
All the Above 4 3%
Graph:4.14
50
Efficient Candidates
74%
80%
Educational Institutions
60%
Good Academic record
40% 3% Good Experience
8%
15% All the Above
20%
0%
Percentage
INFERENCE:
From the above table, it is evident that 8% of the respondents said that they prefer the
candidates from the educational institutions, 15% of the respondents said that they prefer the
candidates with good academic record, 74% of the respondents said that they prefer the
candidates with good experience, 3% of the respondents said they select the candidates with all
the above options.
15. In your opinion training is essential after selection?
Table:4.15

Agree 79 60%
Disagree 15 12%
Strongly Disagree 8 6%
51
Graph:4.15
E m p lo y e e s
12% 6% 22%
S tr o n g ly A g r e e
A g re e
D is a g re e
S tr o n g ly D i s a g r e e
60%
INFERENCE:
strongly agree, 60% of the respondents said that they agree, 12% of the respondents disagree,6%
of the respondents said that they strongly disagree the training is essential after selection.
16. How do you communicate the short listed candidates?
Table:4.16

By Post 75 58%
52
E-mail 20 15%
Telephone 23 18%
Others 12 9%
Graph:4.16
Short listed Candidates

58%
60%
50%
40%
15% 18%
30%
9%
20%
10%
0%
By Post E-mail Telephone Others
INFERENCE:
prefer the method of posting,15% of the respondents said that they prefer by e-mail, 18% of the
respondents said that they prefer telephone, 9% of the respondents said that they follow the other
methods of communication.
17. What is the method adopted by you, to scrutinize the application form?
Table:4.17

Short list the form 35 27%
Written Test 68 52%
53
Personal Interviews 15 12%
All the above 12 9%
Graph:4.17
Methods adopted to scrutinize the application form
60%
50% 52%
40%
30%
27%
20% 12%
9%
10%
0%
Short list the form Written Test Personal All the above
Interviews
INFERENCE:
From the above table, it is evident that 27% of the respondents prefer short listed forms,
52% of the respondents prefer written tests,12% of the respondents prefer personal interviews,
9% of the respondents prefer all the above options.
18. Which type of written tests would you prefer?
Table:4.18

Intellectual ability test 26 20%
Performance simulation test 20 15%
Technical test 72 56%
Other type of test 12 9%
54
Graph:4.18
Type of Written Test

56%
60%
50%
40%
20% 15%
30%
9%
20%
10%
0%
Intellectual Performance Technical Other type of
ability test simulation test test
test
INFERENCE:
intellectual ability tests, 15% of the respondents said that they prefer performance simulation
tests, 56% of the respondents said that they prefer technical tests, 9% of the respondents said that
they prefer other types of tests.
19. Which type of Interview would you prefer?
Table:4.19

Personal Interview 89 67%
Technical Interview 15 12%
Stress Interview 2 2%
Group Interview 12 9%
Panel Interview 10 8%
Telephone Interview 2 2%
55
Graph:4.19
T y p e o f In te r v ie w s
P e rs o n a l In t e rvie w
8% 2%
9% T e c h n ic a l In t e r vie w
S t re s s In t e r vie w
2%
G ro u p In t e r vie w
12% P a n e l In t e r vie w
67% T e le p h o n e In t e rvie w
INFERENCE:
From the above table, it is evident that 67% of the respondents prefer personal
interview, 12% of the respondents prefer technical interview, 2% prefer stress interview, 9%
prefer group interview, 8% prefer panel interview, 2% of the respondents prefer telephone
interview.
3.1FINDINGS
1. From the above study, 35% of the respondents are of the opinion that salary is the key factor that
encourages the candidates to apply for the BHARATI AXA Company and 42% of the
respondents are of the opinion that management efficiency is the key factor for the same.
2. It is found that 65% of the respondent’s opinion the main objective of recruitment procedure is to
develop an organizational culture.
3. In this study majority (i.e., 73%) of the respondents said that the company prefers both external
and internal sources.
4. In the present study, 54% of the respondent’s opinion about the internal sources of recruitment is
through employee referrals, internal promotion and transfers.
5. 46% of the respondents said that advertising is the external source of recruitment and 30% of
56
the respondents said that employment agencies are the external source of recruitment.
6. It is found that 61% of the respondents agree and they follow specific recruitment procedure.
7. Majority (i.e., 53%) of the respondents are of the opinion that walk-in interview is the main
source of recruitment procedure for skilled employees.
8. 56% of the respondents are of the opinion that advertisement is the source of recruitment for
professional employees.
9. 57% of the respondents are of the opinion that walk in interview is the source of recruitment for
managerial employees.
10. From the study it is found that 48% of the respondents are highly satisfied with newspaper as
media for recruitment in BHARATI AXA .
11. From the study, 53% of the respondents are of the opinion that experience, qualification, skills
and knowledge are the basic requirements of the candidates to apply for the company.
12. It is found that 61% of the respondents are satisfied with the present recruitment procedure.
13. 57% of the respondents agree that the recruitment process is transparent, free and fair.\
14. Majority (i.e.,74) of the respondents are of the opinion that the candidates with good experience
are the efficient candidates for recruitment.
15. Majority (i.e., 60%) of the employees are of the opinion that training is essential after selection
as they can match their skill with job requirements effectively.
16. 58% of the respondents said that short listed candidates are communicated through post.
17. 52% of the respondent’s opinion is to conduct written test in the selection process.
18. 56% of the respondents preferred technical test for selection.
19. 67% of the respondents preferred personal interview.
57
5.2 SUGGESTIONS
From the study it is suggested that:
1. Most of the respondents said that, the present recruitment procedure is good. So the company has
to maintain the present recruitment procedure to attract people with multidimensional skills and
experience.
2. Bharati AXA Limited is following both internal and external sources to recruit and select. The
management follows internal sources for recruitment which helps the company to reduce training
cost, time consumption and consultancy fees and at the same time to improve the employee morale.
3. Present recruitment and selection is based on experience. The company may consider the skills,
qualifications and knowledge of fresh candidates to encourage fresh blood with innovative and
creative ideas.
4. Most of the respondents said that, the company has to communicate the short listed candidates by
58
post. It is expensive, cost consuming and possibility of delay to reach the incumbent.
5. The company may use different categories of test to select the candidates based on their
performance in the tests like intellectual ability test, performance simulation test and technical test
etc.
6. The company may follow clear a clear interview process for selecting a right candidate for the
right job. The panel of examiners, type of interview and structure of interview etc.
7. The organization has to improve the interview process rating based on candidate’s skills and
knowledge, abilities, attitudes, qualifications and experience by conducting written test, technical
test and personal interviews.
5.3 CONCLUSION
From the above Findings, the following Conclusion can be drawn:
1 Most of the respondents said that the Recruitment and Selection process at
Bharati AXA is good.
2 The company has to focus on Sources and Methods of Recruitment, Communication to

the short listed candidates, Types of tests and interview process.
The aim of the system is to reduce the work of human resources department in Recruitment.
The main aim is to make proper selection of the persons for the right job that is to make right
decision at right job for the right person. The system “Recruitment” mainly overcomes all these
loop holes that has been there in the company recruitment. Finally concluding as “one known no
59
system is Ideal”.
1. Which of the following made you to apply for this company?

a) Salary b) Image c) Management Efficiency d) Others
2. What is main objective of Recruitment procedure followed in your organization?
a) To attract people with multidimensional Skills
b) To attract Competent People
c) To develop an organizational culture
3. What sources of Recruitment
a) External Sources b) Internal Sources c) Both
4. If internal, what is the source of recruitment?
a) Employee Referrals b) Internal Promotion c) Transfers d) All the above
5. If external, what is the source of recruitment?
a) Private Consultancy
60
b) Campus Recruitment
c) Advertising
d) Employment agencies
6. Do you feel that the organization follows definite recruitment procedure?
a) Agree c) Strongly Agree
b) Can’t Say d) Disagree
7. What are the recruitment sources that are used for the skilled employees in your
Organization?
a) Walk in Interview c) Want Ads

b) Public Employment Agencies d) Informal Contact
8. What are the recruitment sources that are used for professional employees in Your
organization?
b) Informal Contact d) Public Employment Agencies
9. What are the Recruitment sources that are used for managerial level in your
Organization?
b) Informal Contact d) Public Employment Agencies
10. Which media is highly suitable for Recruitment in your company?

a) Television c) News Papers
b) Internet d) Radio
11. What is the basis for Recruitment in your organization
a) Experience c) Skills and Knowledge
b) Qualification d) All the above
12. Are you satisfied by the Recruitment Procedure in your organization
a) Highly Satisfied c)Neutral
b) Satisfied d) Dissatisfied
13. Do you think that the Recruitment procedure is free and fair?
a) Strongly Agree c) Agree
61
14. In your opinion, who will be efficient?
a) Educational Institutions c)Good Experience
b) Good Academic record d) All the Above
15. In your opinion training is essential after selection?
a) Strongly Agree c) Strongly Agree
16. How do you communicate the short listed candidates?
a) By Post b) E-mail c) Telephone d) Others
17. What is the method adopted by you, to scrutinize the application form?
a) Short list the form b) Written Test c) Personal Interviews d ) All the above
18. Which type of written tests would you prefer?
a) Intellectual ability test c) Technical test
b) Performance simulation test d) Other type of test
19. Which type of Interview would you prefer?
a) Personal Interview d) Group Interview
b) Technical Interview e) Panel Interview
c) Stress Interview f) Telephone Interview
BIBLIOGRAPHY
BOOKS AUTHORS
1. Human resource management ASHWATHAPPA
2. Research methodology KOTHARI
3. Human resource management BISWAJEETH PATNAIK
4. Personal & human resource management P.SUBBA RAO
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WEB ADDRESS:
Web sites:
www.Bharati AXA industries.com
www.Bharati AXA .co.in
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1.

 The size of the organization.

 The rate of growth of organization.

 Cultural, economic and legal factors etc.

1 Getting the people who can make an organization.

2 Enabling those people to acquire required capabilities to make a successful organization.

Investments and Recent Developments

 In August 2018, a consortium of WestBridge Capital, billionaire investor Mr Rakesh

The Indian insurance industry:

 Significantly untapped latent potential: India’s insurance industry has witnessed

 Recent regulatory developments that govern the current market

What will drive market development in the Indian insurance industry?

 Distribution channels: The effectiveness and cost of diverse distribution strategies

 Focus on financial inclusion: The approach to insurance must be in sync with the

 Consumer needs and preferences: The growth in insurance industry has been

History of insurance in India

Current market Scenario

List of Life Insurance Companies

1. Aegon Religare Private Player

2. Apollo Munich Health Insurance Private Player

3. Bajaj Allianz General Insurance Private Player

4. Bharti AXA General Insurance Private Player

5. Cholamandalam MS Private Player

6. Export Credit Guarantee Corp Government Owned

7. Future Generally Private Player

8. HDFC Ergo Private Player

9. ICICI Lombard Private Player

10. Iffco Tokio Private Player

11.. L&T General Insurance Private Player

12. Max Bupa Private Player

13. National Insurance Government Owned

14. New India Assurance Government Owned

16. Raheja QBE Private Player

17. Reliance General Insurance Private Player

18. Royal Sundaram Private Player

19. SBI General Insurance Private Player

20. Shriram General Insurance General Insurance

21. Star Health Insurance Private Player

22. Tata AIG General Insurance Private Player

23. United India Government Owned

24. Universal Sompo Private Player

1.2 COMPANY PROFILE

Products and services

 Service: Best-in-class service guarantee at various points of customer lifecycle

 Training: Robust learning and development architecture for employees and distributors

 Footprint: Comprehensive Pan-India presence through multi-city, multi-channel setup

Why buy life insurance?

A proof is a solution that:

 Answers a customer expectation,

 Is differentiated from competition,

 Is tangible and communicable.

Strategy of Proof Campaigns

48 Hours Fund Release Campaign

The Campaign Thought:

Dedicated Claims Handler Campaign

The Campaign Thought:

Secure Savings Campaign

The Campaign Thought:

Awards and recognition

 Finnoviti: Editor's choice award for service innovation 2013

 Outstanding Performance in Insurance Category Award 2013

 Excellence Award by the Institute of Economic Studies in March 2014.

PROTECT YOUR LOVED ONE’S FUTURE

WHEN SHOULD I BUY A PROTECTION PLAN?