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Summer Training Report On
STUDY AND ANALYSIS OF RECRUITMENT AND SELECTION PROCEDURE ON EMPLOYEE SATISFACTION AT BHARTI AXA LIFE INSURANCE COMPANY LIMITED, SHIMLA

INSTITUTE OF MANAGEMENT STUDIES, BADDI

Affiliated to Himachal Pradesh University, shimla In the partial fulfillment of the Degree of Master of Business Administration (Session 2009-11)-MBA 3rd Semester) Submitted by:
JYOTI SHARMA Class Roll No.-81/09 University Roll No.1531

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DECLARATION

I, Jyoti Sharma, Roll No ­ 81/09, MBA (Semester­III) of the Institute of  Management studies, Baddi hereby declare that the Summer Training  Report entitled  “Study and Analysis of Recruitment and Selection  Procedure on Employee satisfaction at Bharti Axa Life Insurance)  is an original work; And the same has not been submitted to any other  Institute for the award of any other degree.  

Jyo ti sharma

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ACKNOWLEDGEMENT
It gives me immense joy to have gained an everlasting experience through the  Training Programme that I had undergone (1st July’2010 to 17th August’2010)  at Bharti Axa Life Insurance Company Shimla. The Project would had not  been a success, without the mention of the ever ready and timely assistance of  many a people. At the outset, a sincere thanks giving to Mr. Nitin Bali, for being instrumental  in   providing   me   the   opportunity   to   undergo   the   training   programme   at   this  esteemed company. Apart from providing me with the requisite assistance in my  work, the support staff had been very cooperative and I thank them for providing  me the apt working atmosphere. The   training   would   not   have   been   a   reality,   without   the   guidance   of   the  Training   Deptt.   And   the   Faculty   members  of   the  Institute   of  Management Studies, Baddi. I shall remain indebted to the aforesaid for their  assistance in my training. Last but not the least, there has been the constant and undaunting support of  my  family  at every step during the training period, for which even words fall  short to express my gratitude to them.

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TABLE OF CONTENTS
1. Introduction
1.1

Company description of Bharti Axa life Insurance

1.2Introduction to Recruitment and Selection 2. Theoretical Framework 2.1Construct 2.2Independent and Dependent Variables 3. Literature Review 4. Research Objectives 5. Research Methodology a. Research Design i. ii. iii. iv. Type of Research Design Time Horizon Study Setting Measurement and scaling

b. Sample and Sampling Design c. Data Collection                      d.    Limitations of the Study 6.      Data Analysis 7.       Results and Findings 8.       Policy Implications 9.       Recommendations 10. Conclusion

11.     Bibliography 12.     Annexure a) Annexure  – Questionnaire

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5 .

Telecom. 50 MILLION (500 LAKHS CUSTOMERS) 130. Reliance. Life Insurance Corporation of India had monopoly for more than 45 years. The joint venture company has a 74% stake from Bharti and 26% stake of AXA. one of India’s leading business groups with interests in telecom. The upcoming sectors which are really showing the graph towards upwards are . but the picture then was completely different. 16.CRORE) ASSET UNDER MANAGEMENT Bharti AXA life insurance is advertising regularly and creating brand value for its products and services.300. company has over 5200 employees across over 12 states in the country.000 EMPLOYEES 72 BILLION EUROS (RS. and LIC Why Insurance sector? The service industry is one of the fastest growing sectors in India today.50 24. which took a lot of time in positioning itself. It has competitors like Aviva. ICICI. HDFC standard life. 6 . and Insurance. Amongst the above-mentioned areas insurance is one sector. The insurance business of non-life companies was not much in problems but the major problem was with life insurance. 500. and AXA. world leader in financial protection and wealth management. 4. These sectors really have a lot of responsibility towards the economy. Banking. agro business and retail. CRORE) REVENUE 869 BILLION EUROES (RS. Max. Previously people felt that “Insurance is only for classes not for masses” but now the picture is viceversa. The company launched national operations in December 2006. Our business philosophy is built around the promise of making people "Life Confident".INTRODUCTION Company profile: Bharti AXA Life Insurance is a joint venture between Bharti. Today.

entrance of private life insurance companies into India with one foreign partner.4% of the market share in 2006. L. financial instruments and the products of Bharti AXA. Previously there was a monopoly business for Life Insurance Corporation of India (L.) who was the only lifeinsurance company for the people till 2000. And this was the time when these companies started searching for proper channel partners who can help the organization in expanding its network and business in India.C. After the Insurance Regulatory and Development Authority Act have been passed there has been establishment of many private insurance companies in India.C. Insurance is such industry where labour turn over is the maximum than that of any other industry hence there is lot of scope for HR to work in recruitment and selection process. Bharti AXA would be all set to capture the insurance market in India as it has around the globe. 7 .I. still holds 71. developments started to take place. Every new recruit is provided with extensive training on unit linked funds. So Indian life-insurance market is the target market of all the companies who either want to extend or diversify their business. Objective to Study The aim of the present study is accomplishing the following objective: • • • • Why labour turn over rate is more in insurance sector? To understand the recruitment and selection procedure? What are the functions of HR other than recruitment? Over all understanding and brief knowledge of life insurance industry. In the global market it is already very popular.I. Everyone is trying to capture the fresh market here and penetrate it with aggressive marketing strategies. a fair bit of advertising and modifications to the existing product portfolio. But after the introduction of private life insurance companies there is a great competition in Indian market now. W improvement in the sales techniques used. The company should try to create awareness about itself in India. compulsory training of Insurance agents etc. In India only 25% of the population has life insurance. This training enables an advisor/sales manager to market the policies better. On the whole Bharti AXA life insurance is a good place to work at.The formation of IRDA.

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Indian Insurance Industry History:
Life insurance came to India from England in 1818 when oriental life insurance company started in Calcutta by Europeans. After this many insurance companies had been started in India. But these companies were looking after only the needs of European community established in India. Indian people were not being insured by these companies. First Indian life insurance company came as Bombay mutual life insurance assurance. Second company was Bharat Insurance Company came in 1896. After this the united India in madras, national Indian and national insurance in Calcutta and the co-operative assurance in Lahore were established in 1906. To regulate Indian insurance business first insurance act came in 1912 as life insurance company act and provident fund act. These acts consist of premium rates tables and periodical valuations of companies. In the first two decade of 20th century many life insurance companies were started. So the insurance act came in 1938 to governing life and non life insurance companies and to provide strict state control. In 1956 the life insurance business in India was nationalized. In 1956 life insurance corporation of India (LIC) was created to spreading life insurance much more widely particularly in rural areas. In that year LIC had 5 zonal offices, 33 divisional offices and 212 branch offices. In 1957 the business of LIC of sum assured of 200crores, 1000crores in 1970, and 7000 cores in 1986.

KEY MILESTONES
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 by the Insurance Act with the objective of protecting the interests of the insuring public. 1956 : 245 Indian and foreign insurers along with provident societies were taken over by the central government and nationalized. LIC was formed by an Act of Parliament- LIC Act 1956-with a capital contribution of Rs. 5 crore from the Government of India.

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Indian regulatory development authority:
In 1999, the Insurance Regulatory and Development Authority (IRDA) were constituted as an autonomous body to regulate and develop the insurance industry. The IRDA was incorporated as a statutory body in April, 2000. The key objectives of the IRDA include promotion of competition so as to enhance customer satisfaction through increased consumer choice and lower premiums, while ensuring the financial security of the insurance market. The IRDA opened up the market in August 2000 with the invitation for application for registrations. Foreign companies were allowed ownership of up to 26%. The Authority has the power to frame regulations under Section 114A of the Insurance Act, 1938 and has from 2000 onwards framed various regulations ranging from registration of companies for carrying on insurance business to protection of policyholders’ interests.

Role of IRDA:
• • • • • • • Protecting the interests of policyholders. Establishing guidelines for the operations of insurers, and brokers. Specifying the code of conduct, qualifications, and training for insurance intermediaries and agents. Promoting efficiency in the conduct of insurance business. Regulating the investment of funds by insurance companies. Specifying the percentage of business to be written by insurers in rural sectors. Handling disputes between insurers and insurance intermediaries.

Changing perception of Indian customers :
Indian Insurance consumers are like Indian Voters, they are soft but when time is right and ripe, they demand and seek necessary changes. De-tariff of many Insurance Products are the reflection of changing aspirations and growing demand of Indian consumers. Indian customers have become very sensitive to Coverage/Premium as well as the Products (read Risk Solution), that is given to them. There are not ready to accept any product, no matter even if that is coming from the market leader, should that product is not serving the purpose. A case in point is ULIP Product/Group Life and Credit Life in Life Insurance
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segment and Travel/Family Floater Health and Liability Insurance in the Non-life segment are new age Avatar. The new products are constantly being demanded by Indian consumers, which is putting huge pressures on Insurance companies (Read Risk Under-writers) and Brokers to respond. Customers are looking at Insurance for covering Pure Risk now which I have covered in my next section. Another good reason why we are seeing quick changes in the buying behavior of Insurance from mere Investment to risk mitigation is the cost of Replacement of Goods (ROG) or Cost of Services (COS). Now Indian customers are aware of insurance industry and insurance products provided by companies. They have become more sensitive. They would not accept any type of insurance product unless it fulfills their requirements and needs. In historic day’s customers looking at insurance products as a life cover which can provide security against any unacceptable events, but now customers look at insurance products as an investment as well as life cover. So today’s customers wants good return from the insurance companies. The Indian customer’s forms the pivot of each company’s strategy.

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So Indian life-insurance market is the target market of all the companies who either want to extend or diversify their business. government and other securities. With the introduction of the unit linked insurance policies these companies are investing the money in different investment instruments like shares. Everyone is trying to capture the fresh market here and penetrate it with aggressive marketing strategies. pension solutions after retirement.C.CHANGING FACE OF INDIAN INSURANCE INDUSTRY: After the Insurance Regulatory and Development Authority Act have been passed there has been establishment of many private insurance companies in India. L. marriage. meeting daily financial needs of life. 12 . People are demanding for higher returns with the life risk cover and private companies are giving 30-40% average growth per annum. Rebate from government in the form of tax incentives to be insured.4% of the market share in 2006.I. Application of information technology for business. To tap the Indian market there has been tie-ups between the major Indian companies with other International insurance companies to start up their business. Growth of customer’s interest with an increasing demand for better insurance products. These companies have every aspects and needs of our life covered along with the death-benefit. The government of India has set up rules that no foreign insurance company can set up their business individually here and they have to tie up with an Indian company and this foreign insurance company can have an investment of only 24% of the total start-up investment. still holds 71. But after the introduction of private life insurance companies there is a great competition in Indian market now. These lifeinsurance companies have every kind of policies suiting every need right from financial needs of. his education. Indian insurance industry can be featured by: • • • • • Low market penetration.) who was the only lifeinsurance company for the people till 2000. bonds. In India only 25% of the population has life insurance.C. Previously there was a monopoly business for Life Insurance Corporation of India (L.I. debentures. giving birth and rearing up a child. Ever growing middle class component in population. Today life-insurance is not only limited up to just life risk cover and maturity period bonuses but changed to greater return from the investments.

Aviva.Bharti AXA Major international insurers are.400 shareholders. SBI life 6 independent insurers . customer focused service and professional advice has become the mainstay of the industry. ING Vysya. Birla sun life. Life insurance is also now being regarded as a versatile financial planning tool. Max New York life. the future and the opportunities in this industry will surely be exciting. Bajaj Allianz. LIC and GIC are its investors since IPO. listed in all major stock exchanges in India including Bombay Stock Exchange (BSE) and National Stock Exchange (NSE) since 1993 with an Investor base of 62. ICICI prudential. and realistic and sustain so people in better position to understand the risk and benefits of the product and they are accepting these innovative products. The success of their effort is that they have captured over 28% of premium income in five years. Several of private insurers have introduced attractive products to meet the needs of their target customers and in line with their business objectives. There are 12 private players in Indian life insurance market. but with the changes come a host of challenges and it is only the credible players with a long term vision and a robust business strategy that will survive. 6 bank owned insurers . So it is clear that the face of life insurance in India is changing. AIG. Now products are priced. flexible.Prudential and Standard life from UK. and the Indian customer’s forms the pivot of each company’s strategy. MetLife and New York life of the US. the Indian life insurance industry has a dozen private players. The company has an asset base of over USD 286 million and growing. Tata AIG. Whatever the developments. OM Kotak. Apart from the traditional term and saving insurance policies. introducing innovative products and increasing the penetration of life insurance in the vastly underinsured country. A wide range of products.HDFC standard life. each of which are making strides in raising awareness levels. Sun life of Canada. 13 . Top-notch financial institutions of the country like UTI. The biggest beneficiary of the competition among life insurers has been the customer. This provides market linked returns and is among the most flexible policies available today for investment. Penetration of life insurance is beginning to cut across socio-economic classes and attract people who have never purchased insurance before. MetLife. ANP sanmar. industry has seen the entry and growth of unit linked products.Today.

300. 500. one of India’s leading business groups with interests in telecom. company has over 5200 employees across over 12 states in the country. world leader in financial protection and wealth management. Today.000 Employees 72 Billion Euros (50 Million (500 Lakhes Customers) Rs. The company launched national operations in December 2006.50 24. As company expand our presence across the country to cater to your insurance and wealth management needs with our product and service offerings. The joint venture company has a 74% stake from Bharti and 26% stake of AXA. 4. Our business philosophy is built around the promise of making people "Life Confident". you can be confident that Bharti AXA Life will offer the right financial solutions to help you achieve them.CORPORATE PROFILE Bharti AXA Life Insurance is joint ventures between Bharti. and AXA. Crores) Revenue 869 Billion Euros (Rs.Crore) Asset Under Management 14 . Company is working on the base of five core values• • • • • Professionalism Innovation Team Spirit Pragmatism Integrity BHARTI ENTERPRISES BHARTI TELETECH BHARTI TELECOM BHARTI FOOD BHARTI SEYCHELLES BHARTI TELESOFT TELETECH SERVICES BHARTI TELEVENTURE 130. company continue to bring 'life confidence' to customers spread across India. Whatever your plans in life. 16. agree business and retail.

Delivering high levels of shareholder return. and professional code of ethics. Largest Insurer AXA Group has 120. Leveraging Bharti's local knowledge. Its flagship telecom brand 'Airtel'. Information Technology Driven Our commitment and continuous investment in Information Technology enables the Company to provide unparalleled customer service. 15 . Retaining the best talent in India.000 employees and is represented in over 60 countries worldwide Service Excellence Company stand by three main commitments to our customers and agents. multi product platform techniques. AXA is among Fortune Global 15 companies having 120. agree business. professional expertise. has over 60 million customers across the length and breadth of India. providing a supportive environment and a full range of adapted solutions. insurance and retail.Key features: • • • • • • Using multi-distribution.000 employees and is represented in over 60 countries worldwide. AXA Group is worldwide leader in Financial Protection. Building long term value with business partners by enhancing the proposition to their customers. Vision To be a leader and the preferred company for financial protection and wealth management in India. effective local service. Promoter's Strength: Bharti Enterprises is one of India’s leading business groups with interests in telecom. infrastructure and customer base. Company aim to build close and lasting relationships by offering expert advice. Adapting AXA's best practices as a sound platform for profitable growth.

self-motivated people who want to build a successful career in insurance sales and consultancy. We offer good financial rewards and recognition. • • 16 .Bharti AXA Club Member Become a Bharti AXA Club Member and enjoy additional benefits. infrastructure and customer base To deliver high levels of shareholder return To build long term value with our business partners by enhancing the proposition to their customers To be the employer of choice to attract and retain the best talent in India To be recognized as being close and qualified by our customers • • • • • • Strategic differentiators • Strong partner Bharti . Bharti AXA's Support for Our Agents Company is looking for bright. comprehensive training. products and business capability Strong AXA and Bharti brands which can be leveraged to attract and retain a high quality management team.provides access to customer base of more than 20 million • • Multi channel execution capability Current Asia product range which is a strong match to products sold to the mass and mass affluent Global scale providing cost effective and speedy re-use of systems. multi-product platform To adapt AXA's best practice blueprints as a sound platform for profitable growth To leverage Bharti's local knowledge. excellent back-up and the full support of a world-class organization. Strategy • To achieve a top 5 market position in India through a multi-distribution.

Bharti AXA recognizes its employees as most important asset for its continued growth. societal. and national objective. skills and attitudes so as to secure super achievers and nurture them to excel in their performance. with continues improved performance for betterment of company. orientation and training so as to match the individual to taste and inculcate high sense of organizational loyalty.  Impart such induction. within organizational. HRM in Bharti AXA strives hard to ensure continuous organizational growth by nurturing strength of its employees and providing the environment & opportunity for every individual to raise his/her highest potential identity and achieve his/her personal goal.HRM POLICY The guiding Human Resources principles at Bharti AXA are: • Clearly define scope of responsibilities and empower people to deliver • • • • • Provide people with the means to develop their competencies Consider individual training and development a priority investment Build organizations that are conducive to teamwork and that involve everyone Promote ongoing dialogue between managers and the people who report to them Make cultural difference a key source of strength. SOME OTHER IMPORTANT POLICIES: • • • Data recording and preservation Communication policy Free and healthy working environment 17 . It shall endeavor to upload dignity of individuals by recognizing their worthy contribution and making them feel proud partners in progress through following measures:-  Ensuring high degree of selectivity in the recruitment of employees/trainees explicitly on criteria of knowledge.

re-orientation. The purposes and objectives of our communication policy are as under. seeking suggestions and involving them for improvements in the business related process so as to achieve the state of excellence. Foster close working relationships across the divisions and teamwork throughout the organization.” 2) Communication policyWe recognize the importance of the communication to anticipate.1) Data recording and preservation policy – Data of each department is recorded and preserved by responsible person of each department. • • • • • Collect. 18 . Appraisals of promotion shall be ethical and impartial. Therefore a strong emphasis is laid on communication as a process of sharing information. and most important record of HR Department in Bharti AXA is “WALK IN TRACKER. understand and fulfill the needs and expectations of the employees. bottom-up and horizontal channels of communication. mobility and self-development through selfmotivation. talent. store and manage information & knowledge. Recognitive worthy contribution is time and appropriately so as to maintain a high level of employee motivation and morale. Build teams and foster teamwork as primary instrument in all activities. creating awareness. 3) Free and healthy working environment• Provide facilities for all round growth of individual by training in and outside the organization. Develop & deploy systematically top-down. Share best practices and knowledge freely and provide easy access to relevant information. Communicate organization’s goals & objectives. • • • • Groom every individual to realize his/her potential in all facets while contributing to attempt higher organizational & personal goals. policies & strategies to all employees.

scientific and objective system of rewards.• • Implement equitable. Ltd’ . HR department takes care of the work environment and maintains a quality work culture in the organization. Bharti has been a pioneering force in the telecom sector with many firsts and innovations to its credit. Bharti has a joint venture with ‘Field Fresh Foods Pvt. a group company. Bharti Teletech is the country’s largest manufacturer and exporter of telephone terminals. Bharti also has a joint venture . agro business. fixed line.‘Bharti AXA Life Insurance Company Ltd.for global distribution of fresh fruits and vegetables. HR specialists contribute to the goals and mission of the firm. It also has a joint venture – ‘Bharti Wal-Mart Private Limited’ – with Wal-Mart. insurance and retail.with AXA. Contribute towards health & welfare of employees. Ltd. HRM uses performance appraisal techniques to measure and evaluate the performance of the employees and then suggest them how to improve it. HRM helps in proper recruitment and selection of the desired talent who can prove beneficial to the sector. PROMOTERS Bharti Enterprises Bharti Enterprises is one of India’s leading business groups with interests in telecom. broadband and enterprise services. world leader in financial protection and wealth management. spanning mobile. for wholesale cash-and-carry and back-end supply chain management operations.’ . 19 . Bharti Airtel was ranked amongst the best performing companies in the world in the Business Week IT 100 list 2007. is one of India’s leading private sector providers of telecommunications services with an aggregate of 60 million customers. Bharti Airtel Limited. incentives and control. Bharti has recently forayed into the retail business under a company called Bharti Retail Pvt.

and plans to grow to a total strength of 29 branches by the end of the first year of operations. Ahmadabad. IFRS revenues amounted to Euro 79 billion. The company was incorporate 13th July 2007 and plans to commence national operations in August 2008. The company will leverage the Bharti Group’s large customer pool and develop a strong multi channel distribution network in both urban and rural markets. AXA had Euro 1. backed by a robust IT platform. Mumbai. The AXA ordinary share is listed and trades under the symbol AXA on the Paris Stock Exchange. world leader in Financial Protection and Wealth Management. and AXA. Bharti AXA General Insurance offers its customers . Fair & Friendly service in all aspects of business. The AXA American Depository Share is also listed on the NYSE under the ticker symbol AXA. The Management team at Bharti AXA consists of experienced leaders who are passionate about their company’s vision and goals and are committed to the development of Bharti AXA General Insurance as the preferred company for Financial Protection in India. 2006. For full year 2006. IFRS underlying earnings amounted to Euro 4. The company’s claims philosophy is to offer prompt and hassle free claims service that deals with the claims process with empathy. Headquartered in Bangalore. the company currently has offices in 7 citiesBangalore. AXA's operations are diverse geographically. with major operations in Western Europe.140 million. North America and the Asia/Pacific area. With a vision to become the leader and preferred company for financial protection in India. Bharti AXA General Insurance is a joint venture between Bharti. the company offers transparency.individuals and businesses. Bharti Group holds 74% of equity and AXA holds 26% of the equity. Agri Business and Retail. ARS The HR Research HR Process" Process XE "The Research 20 A Research .315 billion in assets under management as of December 31. one of India’s leading business groups with interests in Telecom.AXA Group • AXA Group is a worldwide leader in Financial Protection. With a customer commitment to provide Fast.a wide range of products and services that meet their insurance needs. Delhi. Ludhiana and Chennai. structured customer support and trained manpower. and Hyderabad.010 million and IFRS adjusted earnings to Euro 5.

needs to be CORPORATE AGENCY AND BROKING CHANNEL.Design is the or framework plan for a study The HR Research Process which is used as a guide in A Research Design is the framework or plan for a study which is used as a guide in collecting collecting and and analyzing the data collected. research Marketing wing is divided into effectively. which and by methods. The marketing process has the of following steps: objective • • • • • • • Formulating the problems research be Exploration of the situation cannot attained without a proper Developing objectives of the research research design. 4. operational pattern of productive agency force. As HR research is a systemic and formalized process. and high quality recruitment. finance.planes forwhat developing strategic partnership with quality banks. information collected. in completing the As HR research is a systemic and formalized process. This wing needs high AGENCY-focus on building a highly the project that quality of training. It data collected. DIRECT SALES FORCE – Have two tired salaried adviser force to target the large the overall and diverse Bharti Airtel customer base. from sources what it .planes for developing strategic partnership. analyzing the The basic objective of research cannot be attained without a proper research design. information technology. It is the overall operational pattern of the project that stipulates what that is followed information needs to be collected. 3. It is 1. from which sources and by what methods. human resource. The basic research action. It is the blue print that is followed in completing the study. it follows a certain sequence of study. It specifies the methods and procedures for acquiring the information needed to conduct the is the blue print research effectively. stipulates BANK ASSURANCE. Designing an effective research plan the It specifies methods Data collection techniques and procedures for Analysis f the collected data acquiring the Evaluating the data and preparing a research report information needed conduct to the Organization Structure Works through many channels marketing. 21 2.

FO-D FA FE-D FE  HOM – Head of Marketing  ZSM – Zonal Sales Manager human resource.sequence The Direct Sales Force of research action.SM collected data Evaluating the data and SM-G preparing a research report SM SM-D SM FO Organization FO-G Structure Works through FE-G many channels marketing. finance. information technology. marketing process has the following steps: Formulating the HOM problems Exploration of ZSM the situation Developing objectives of the RSM research Designing an effective research plan AM AAM Data collection techniques Analysis f the SR. Marketing wing is divided in to 1) DIRECT SALES FORCE – Have two tired salaried the adviser and force to target 22 large  RSM – Regional Sales Manager  ARSM – Associate Regional Sales Manager  AAM – Associate Area Manager  SM – Sales Manager  FO – Financial Officer  FE – Financial Executive .

Airtel base. 4) MOA CORPORATE AGENCY AND BROKINGCH for ANNEL.  MOA – Agency Manager M  BSM – Branch Sales Manger Advisor developing 23 . 3) planes developing strategic BANK for BSM ARSM ASSURANCE- partnership with quality banks. This wing needs high quality of training. customer Agency Structure 2) AGENCY-focus on building a highly agency productive Agency Head force.planes strategic partnership. high RSM and quality recruitment.

the procedure of Recruitment is studied thoroughly and some inferences accordingly. Hence. the data referred for this study is for the year 2009-10. 24 . for giving me this exposure. Bharti AXA Life insurance is only concern with life insurance and General insurance. I would like to thank whole heartedly to Bharti AXA and CMRD. The research work really has poured of immense learning for me. The data and information collected is with respect to working procedure specifically regarding recruitment procedure. I have applied the concept and gained knowledge learned during the course in at CMRD In practical business situation and understood these concepts in better way.EXECUTIVE SUMMARY This project was carried out in the HR department of BHARTI AXA Life insurance co. Shimla. The Human Resources Department of Bharti AXA Life insurance carries out both these functions quite effectively. The objective of this project is to study the entire Recruitment & Selection processes at Bharti AXA Life insurance.

" 25 . It is often termed positive in that it stimulates people to apply for jobs to increase the hiring ratio.. the number of applicants for a job. i. "It is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organisation. According to Yoder "Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employees effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. In his words. The job-seekers too on the other hand. are in search of organizations offering them employment Recruitment is a linkage activity bringing together those with jobs and those seeking jobs. This involves locating sources of manpower to meet job requirements." Recruitment is the process which prompts people to offer for selection in an organisation.e.INTRODUCTION TO RECRUITMENT AND SELECTION Recruitment is the process of searching for prospective employees and stimulating then to apply for jobs in the organization when more persons apply for job then there will be a scope for recruiting better persons.

Recruitment process passes through the following stages RECRUITMENT PROCESS 26 .

This is calculated from the date of receipt of RRF by HR with due approvals to the date selected candidate joint Bharti AXA Life insurance company ltd. Hiring against the replacement : The same process is required for hiring new position that are budgeted needs to be followed for hiring against a replacement.HIRING NEW POSITIONS (BUDGETING) For all planed positions Resource Request Form (RRF) will be raised by the hiring manager and set to HR. Hiring new positions (non budgeted) For any non budgeted recruitment that is over and above the Operational plan approval from CEO is required. Allows rehiring of ex employees subjected to availability of suitable vacancy/opening and past performance of the employee. Resource request form will be raised by the hiring manager and set to HR after the required approvals. 27 . Rehire : Bharti AXA life insurance company ltd. Hiring lead time : The normal lead time to fill up a requirement against the RRF is 8 weeks (56) days.

3. companies have to step up their recruitment efforts to compete successfully for a small number of suitable candidates. skills and experience. Technological changes have led to a chronic shortage of people with requisite skills and knowledge. The organisations have to be aware of and sensitive to the prevailing social values and norms.SITUATIONAL FACTORS AFFECTING RECRUITMENT Every organisation.. THE POLITICAL FACTORS18.Social changes in the past two decades in India. big or small has to engage in recruitment of persons. based solely on qualifications. electronics. No organisation can recruit successfully without taking into consideration the following factors : Recruitment-Matching the Organisation's and Applicants' Requirements 1. software and pharma industries. THE ECONOMIC FACTORS :. recommendations of friends and relatives of management. otherwise their recruitment efforts could go off the track. 28 . Recruitment has two important aspects (i) to find out the number of vacancies to be notified and the type of applicants needed to fill them and (ii) to approach the potential applicants to apply for such vacancies. automobiles. have forced organisations to place increased emphasis on recruitment.Economic conditions of a country influence the recruitment process in all the organisations. also play an important role in recruitment policies followed by a concern. THE SOCIAL FACTORS:. 2. political compulsions and constitutional provisions covering reservations for special groups. New technologies have created new jobs and existing jobs have undergone rapid changes. The organisations should emphasis opportunities for training and development and progression through a series of jobs within the same organisation. 4. In such a scenario. Influence of unions. The mentality of modern employees has changed from 'just any job' to a 'satisfying career'. THE TECHNOLOGICAL FACTORS:-The globalisation and liberalisation of economy since 1991 has brought about rapid changes in the fields of banking. telecommunications. come in the way of recruiting people. political leaders etc.

5. bonded labour. Promotions refer to shifting of persons to positions carrying better prestige. THE LEGAL FACTORS. These do not involve any change in rank. The Factories Act. Sources may be termed as-internal and external. The different legislative policies governing child labour. 2. • TRANSFER :. PRESENT EMPLOYEES:Promotions and transfers from among the present employees can be a good source of recruitment. the number of persons do not increase with transfers but vacant posts may be attended to. A promotion does not increase the number of persons in the organisation. 1986 SOURCES OF RECRUITMENT Before an organisation actively begins to recruit applicants. 1976 The Child Labour Act. Some of the important legislations affecting recruitment are : 1. 1970 Bonded Labour System (Abolition) Act. The higher positions falling vacant may be filled up from within the organisation. higher responsibilities and more salaries. contract labour etc. 4. it should consider the most likely source of the type of employee it needs. 5. have brought the legal environment to be a major factor to be looked into carefully by all companies intending to recruit people for various positions. 29 . 1961 The Employment Exchanges Act. 6.Transfer involves shifting of persons from present jobs to other similar places. INTERNAL SOURCES 1. responsibility and prestige. 1948 The Apprentices Act. 1959 The Contract Labour Act. A person going to get a higher position will vacate his present position. night shifts. 3. • PROMOTION.

FORMER EMPLOYEES:Some retired employees may be willing to come back to work on a part time basis or recommend someone who would be interested in working for the company. Campus Recruitment 12. religion or sex. In an organisation with a large number of employees. Displaced Persons 15. Data Banks 6. Write-ins and Talk-ins 14. EMPLOYEES REFERRALS:Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company furnishing letters of introduction and even encouraging them to apply. Professional Organisations 5. EXTERNAL SOURCES Every enterprise has to use external sources for recruitment to higher positions when existing are not suitable. A major limitation of employee referral is that it may lead to informal groups based on race. this approach can provide quite a large pool of \potential organisational members. Casual Callers 8. Labour Contractors 9. Trade Unions 10. Walk-ins. Competitors 30 . Recruiting Agencies 13. Gate Recruitment 11. 3. External methods are discussed as follows: 1. More persons are needed when expansions are undertaken. people who have left the company for some reason or the other are willing to come back and work. Similar Organisations 7. Sometimes. Employment Exchanges 3. Unsolicited Applicants 4.2. Advertisement 2.

who came for the interview. According to Dale Yoder "Selection is the process in which candidates for employment are divided into two classes-those who are to be offered employment and those who are not". The Assessment (Evaluation sheet) is used at Bharti-Axa to assess the candidates. The interview done with respect to • • • Qualification Communication skills Experience 31 . So it required different eligibility criteria for selection of the candidate. Bharti-Axa takes care of interview as well as takes care of the payroll of selected candidates as it believes in permanent recruitment only.SELECTION Selection is the process of picking up individuals with requisite qualifications and competence to fill jobs in the organization. SELECTION PROCEDURE :The selection procedure consists of a series of methods or steps or stages by which additional information is secured about an applicant. SELECTION PROCESS Bharti-Axa Life Insurance Company has different functions.

Screening of resumes: once the candidates are outsourced they are called as for a screening round where HR assesses the candidates in areas of interpersonal skills. It gives firm database for the user.• • Job knowledge and personality Details of current salary and current employer Recruitment Trackers The tracker is a tool to find out the status of line-up done by the consultant. Advantages 1. It is sent to HR (RO) of the company after every 15 days. 3.Human Resource Department looks the following process • Defining the job description: a job description is a list of general tasks. Once the candidates lined up . It allows user to check how many candidates are lined-up. Employee reference and walk-in with respect to names of candidates lined up. 32 . personal sourcing by Human Resource Department. It also helps the user to keep tracks of the line-up(means how many candidates come from BFSI and Non-BFSI sector) Recruitment and Selection process at Bharti-Axa Life Insurance. or function and responsibilities of position. communication skills and general attitude of candidates as a whole. 2.

SAT (Sales Aptitude Test) Aptitude test is the next part of the process. 1 Prejoining kits:This is done to release the offer letter where candidates has to submit the following details Experience a. It consist of three section. Interviews are taken by the respective functions manager and the best candidates are selected as per the requirements and perception. Part 2 Logical Reasoning: In this section reasoning ability of the candidates is being tested where they have to opt the most feasible option. CV 2 reference number CTC details (three months salary slip/six months bank statement). It is usually done to check candidates’ logical reasoning skills. This is to check the candidate’s decision making power as well as how they handle in certain situation. 33 . Part 1 Decision making: background is given and on that basis they have to solve.If the candidates is on off role it is necessary for them to produce the offer letter of previous company. Candidates who have qualified the test is short listed for personal interview to respective function (higher authority). Here negotiation of the salary is being discussed and if he feel comfortable to the said amount he becomes the part of Bharti. Part 3 Numerical Ability: In the last section numerical ability of the candidates is tested. analytical thinking and decision making. Completing formalities by HR section For completion of formalities candidates has to fill up the following two kits. c. b.Axa. The function reporting manager then informs the HRD as to which candidates are selected.

12th graduation certificates and mark sheets(photocopy +original) 7. So here the recruitment and selection process is completed once the offer letter is issued and accepted Joining kits As soon as the offer letter is being release the final process of joining formalities is joining kits. 1. Reference check . PAN card/Driving licence 10. Signing of the offer letter would imply that the candidate has accepted the job offer. Reference check is done with prior consent of the candidate and needs to be done with someone who the candidate has to be done with is at level of manager and above is not a relative. 10th. Address proof 8. 2. Birth details of the family members 11. Blood group of the applicant The documents cited above are to be duly signed and handed over to Bharti Axa Life Insurance Company Basic norms: Qualification – minimum graduation For fresher hiring – 60% and above in all exams starting from the class 10th for any change / modification in percentage requirement special approval would be required from HR. 6 passport size photograph 6. Letter of appointment and acceptance from the candidates Associate manual PF Form IT declaration 5. Birth proof 9. 4.External reference (minimum 2) is carried out for each selected candidate. 34 . Incase selected candidate is from the insurance industry one internal reference check has to be conducted and appropriately documented.Offer acceptance and reporting When joining formalities is completed Bharti Axa issues two copies of offer letter of appointment which should be duly signed and one copy has to be returned to HR department.The reporting date and time is communicated to the candidate. 3.

Acceptance Of Resume Walk-in HR Consultancy Reference Call for Interview DSF Agency BancaAssurance 1st Round HR Screening HR Screening HR Screening 2nd Round *(SM) Sales Interview *(BSM) Sales Interview *(ARM) Sales Interview 3rd Round Area Manager *(ARSM) 35 .

This form is to be filled by line manager (interviewer).EVALUATION FORM : The form which is to be filled by interviewers. retail. For the fresher – Project guide College professors For the experience holder 36 . is counted. insurance. and he has to sign that form with date. financial services. (For the candidates who were working previously. FMCG. telecom. pharmacy. direct selling. personality. etc. confidence level. Then interviewer judges the candidate with overall rating– • Excellent • Very good • Good • Average • Bellow average PROCESS TO GENERATE THE OFFER LETTER After the interview short listed candidates are asked to submit following documents: 1) A copy of resume 2) Salary proof (For the candidates who were working previously. communication skill. Job experience of only banking.) 4) Reference numbers.) 3) Offer letter of the previous company. which contains the remarks given by them to the candidates on various criteria such as previous experience.

) PRE-JOINING PROCESS First step: Resume + evaluation sheet + salary proof + Reference check form + Pass port size photo Second step: Pre joining kit + resume + salary proof + resignation letter (of previous company) To send all these documents to Regional Office Regional Office will Generate the Offer Letter Candidate has to sign and accept the offer letter and copy of his offer letter has submitted to HR. graduation certificates.) Address proof Id proof (PHOTO COPY OF PAN CARD. ETC. 1) 2) 3) All educational details (10th. Then after that he gets company “ID card”. he becomes the employee of the company. and company ‘e-mail id’. On the date of joining candidates are required to submit remaining documents.) After submission of all these documents.Previous employer Reporting manager Colleague (No reference number of relative and friends is allowed. When candidate gets the employee code. Head Office will generate candidates Employee Code. and one copy he can retain with him. 12th. 37 . DRIVING LICENSE.

Such training program includes: Company knowledge Norms and etiquettes of the company. FE. financial officers. Company has team of trainers. Product knowledge. FO.TRAINING Training for sales persons. 38 .) is compulsory. and such trainer gives training to such new employee for 7 days. Each newly joined such candidate has to undergo training program. agency manager. MOA (Financial executive.

VARIABLES:Dependent:• Employee satisfaction Independent:• • • • • • • • Recruitment policy Selection policy Communication Process Working Ambience Challenging job Compensation Empowerment Teamwork.THEORETICAL FRAMEWORK: CONSTRUCT OF THE STUDY: Study and Analysis of Recruitment and Selection Procedure on employee satisfaction. 39 .

“Human Resource Management”: (The ideal recruitment program is the one that attracts a relatively large number of qualified applicants who will survive the screening process and accept positions with the organization when offered. “ Human Resource Management”: (Recruitment is the process of searching for prospective employees and stimulating then to apply for jobs in the organization when more persons apply for job then there will be a scope for recruiting better persons) • Saini S. (2) Developing in him a favourable attitude towards the company.R (Second edition).M (2005). The candidate is asked to supply 2-3 names of persons.Subha (4th edition).) • Rao P.C (Sixth edition). “ Human Resource Management” (The reference check as yet another step in the selection process used for the purpose of verifying information and also obtaining additional feedback on an application. systematic. Flippo. undertaken with the purpose of finding answers or solutions to it. This should take into account two major objects: (1)Familarising the new employee with his new surroundings and company’s rule and regulation. data base. Debi(2004). “Human Resource Management Development”: (Induction is the process of accilimating a new employee to the new social setting of his work.) • Khanka S. scientific enquiry or investigation into a specific problem.“ The process of searching for prospective employees and stimulating them to apply for jobs in the organization”) • Kothari C. critical.(2009). “Human Resource Management” (Every organisation. Recruitment has two important aspects (i) to find out the number of vacancies to be notified and the 40 . big or small has to engage in recruitment of persons. “Essentials of Human Resource Management and Industrial Relations”: (According to Edwin P. ”Research Methodology-Methods & Techniques”: (The business research may be defined as an organised. objective.) • Prasad L.S.LITERATURE REVIEW BOOKS • Tripathi P.) • Ashwathapa K (fifth edition).

) 41 .type of applicants needed to fill them and (ii) to approach the potential applicants to apply for such vacancies.

) • Simlai Diptendu(2009). increasing competition and diversity in the workplace has compelled the organization to hold on to their top performers at whatever cost they have to pay.JOURNALS • Punia B.) • Sen Kakoli(2008). “ Management and Labour Studies” (Work conditions have impact upon labor productivity and hence upon labor cost. and Sharma Priyanka(2008). “Paradigm.The Journal of Business Perspective” (Staffing needs to move through the interview and offer process quickly and thoroughly and needs to be proved in seeking the passive job seeker by identifying creative ways to source candidates. This study relates to the work conditions of factories of different manufacturing industries.) • Pearson Cecil(2008).) • Singh Manjari and Dhiman Amit (2007). It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of that person's parent. By good work condition the researcher mean that standard work conditions as described in the Indian Factories act of 1948.K. “Vikalpa The Journal of Decision Making” (Advantages which can be obtained from the effective performance management system are taken from here. “IJIR” (Employee retention is the biggest challenge that human resource management is facing today.) 42 .) • Rao T V (2008). “VISION. “Vikalpa The Journal of Decision Makers” (Employee satisfaction describes how content an individual is with his or her job. also the factors which affect the performance of the individuals in the organizations are taken from the same. The uncertainty of a changing economy.The research Journal of Institute of Management Technology” ( Changing aspiration of contemporary employees is compelling employers to facilitate corporate frameworks enhancing employee retention rate.

edu. •   www.future­   recruitment   .php  The   different   methods   of   selecting   the   competent   person   and   these  methods are taken in different organization to select the candidate.pathways.co.WEBSITES •   http://www.the   resource   that   fulfill   the   requirement   of   demand   of  various sector •   www.www.bharti-axalifeinsurance.resources.com/Competency­Based­   Recruitment     ­Selection   Today selection of candidate not only depend upon their experience but also  on  various  competency   that   a   individual  posses   which   is   helpful   for  organization to achieve their objective.accel­team.talents of  employees •   www.com/motivation/index.  •   http.com/topic/   recruitment   selection   +&+   .   •   www.net.unimelb. • www.au/ppp/docs/2.bnet.com 43 .au/   recruitment      .html   The different methods of survey by which an organization can search  the perspective employees and to stimulate them to apply for job.html     The ways by which  the environment of organization make comfort for  the human resource that reduce the stress and use the skills.   It   also   describes   how   job   design   and   motivation   of  employees is related to each other.amazon.html   This website gives information about how motivation is the key to job  performance.uk/html/frames/clientsrv.asp   The   requirement   of   human   resource   in   macro   as   well   as   micro  perspective.

To know about the image of the organization in the minds of the employees. To know about the reaction of the employees towards the different phases of recruitment and selection process.RESEARCH OBJECTIVE RESEARCH OBJECTIVES: 1. REASEARCH QUESTIONNAIRE:1. 44 . 4. 3. To study the reasons why the employees are attracted toward the organization. 2. 2. To know about the satisfaction level of the employees towards the salary mechanism and working conditions provided by the organization. To study the selection process of the organization. To know the reasons as to why the workers leave the organization. 5. To study the recruitment process of the organization.

The objective of this section is to describe the research procedure and methods that have been adopted for the achievement of the project objectives.RESEARCH METHODOLOGY Research methodology may be understood as the science of study how research is done significantly and scientifically. collection. “Marketing Research is the systematic design. analysis and reporting of data and findings relevant to a specific marketing situation or problem”. Research Process:1 OBSERVATION Broad area of research interest identified 3 PROBLEM DEFINITION Research Problem Delineated 4 THEORETICAL FRAMEWORK Variables clearly identified and labeled 5 GENERATION OF HYPOTHESES 6 SCIENTIFIC RESEARCH DESIGN 7 DATA COLLECTION. ANALYSIS AND INTERPRETATION 2 PRELIMINARY DATA GATHERING Interviewing Literature Survey 8 DEDUCTION Hypotheses substantiated? Research question answered? NO Yes 11 Manager ial decision making 9 Report writing 10 Report Presentat ion 45 .

by what means concerning an enquiry or a research study constitute a research design.  There is no pre-planned design for the analysis. RESEARCH DESIGN Decisions regarding what. when.PROBLEM STATEMENT The research problems.  The sampling design used is Probability Sampling design. The present project has been undertaken to study and analyse the recruitment and selection procedure on employee satisfaction. time and money.  There is no structured instrument for the collection of the data.  No fixed decisions about the operational procedures. where. The research design must be flexible enough to permit the consideration of many different aspects of a phenomenon. thereby making the research as efficient as possible yielding maximal information with minimal expenditure of effort. by BHARTI AXA LIFE INSURANCE. how much.  The research design used here is “Exploratory Research Design”. The important features of this research design are listed as follows:  The overall design is flexible in nature. 46 .  A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure  It is needed for the smooth sailing of the various research operations. Since the major emphasis is on the discovery of satisfaction and insights into the employees satisfaction regarding policies . in general refers to some difficulty with a researcher experience in the contest of either a particular a theoretical situation and want to obtain a salutation for same.

PURPOSE OF THE STUDY Exploratory TYPE OF INVESTIGATION Causal STUDY SETTING Non contrived TIME HORIZON Cross-Sectional 47 .RESEARCH DESIGN The research design used here is Exploratory Research Design. The research design most appropriate must be flexible enough to permit the consideration of many different aspects of a phenomenon.

SCALE & MEASUREMENT:The scaling used for the study is five point rating scale for conducting the survey to analyze the various dimensions impact on the organizational commitment. perhaps over a period of days or week or months in order to answer a research question. TIME HORIZON:• Cross-sectional study:-A study can be done in which data are gathered just once. • Such studies are called one-shot or cross sectional study. LIKERT SCALE will be used for the study . It means the most rigorous causal studies are done in non contrived study. 48 .STUDY SETTING:• Non Contrived study:-The causal study done in the field in which the employees working.

Determining the size of the sample: Taking into consideration the size of the population.SHIMLA. 49 . Sampling procedure: This refers to the procedure by which respondents should be chosen. the population variance. The sampling design used is Non-Probability Sampling Design. representative ness reliability. Identification of the Universe: The universe to be studied is finite and includes the employees of BHARTI AXA LIFE INSURANCE COMPANY. 3. The sampling procedure to be followed is as follows: 1. 2.SAMPLING AND SAMPLING DESIGN Sampling may be defined as the selection of some part of an aggregate or totality on the basis of which a judgment or inference about the aggregate or totality is made. In simple words. the sample size selected was 100. cost involved and the requirements of efficiency. 4. flexibility. Defining a Sampling unit: Here the sampling unit is an individual buyer (or consumer). it is the process of obtaining information about the population by examining only a part of it. and the parameters of interest in the research.

• • 50 . magazines.DATA COLLECTION After the research methodology. There are two types of data collection method – primary data and secondary data. journals and daily newspapers for collecting information regarding project under study. research problem in HR has been identified and selected. books. broachers various websites. Primary data collection method for observing working of company and approaching various persons of the HR Department and asking them questions and notes written down while observing and assisting HR persons in their work. files. the next step is to gather the requisite data. Secondary data collection method was used by referring to company records. and journals.

So if more time had been provided. some biasness on the part of researcher may have crept into the duty. 4. 51 . Despite of these difficulties.LIMITATIONS OF STUDY However the researcher has tried her best in collecting the relevant information for research report.33% of the target population due to which the findings can not be generalized. Limited area for research: The area for study has been only branch located in Chandigarh. 2. yet there have been some problems faced by the researcher. Time Constraint: The time period for carrying out the research has been limited as a result of which many facts have been left unexplored. The respondent would have been given more time to fill the questionnaire. data collected may have been affected which further reduces the credibility of the findings. Unwillingness of respondents: While collection of the data many employees were unwilling to fill the questionnaire. the sample size would have been increased. Limited sample size: The sample size was only 13. Researcher’s bias: While analyzing the data. 3. The prime difficulties which researcher has faced in collection of information are discussed below: 1. 6. best efforts have been put to do the full justice with the subject matter and in the completion of report. 5. Respondents were having a feeling of wastage of time. which is quite a small area to represent job satisfaction level of whole of the population. Respondents’ bias: Due to the biasness on the part of respondents.

OF RESPONSES 93 PERCENTAGE 93 % 2% 1% 4% 100 % references/friends/relatives Advertisements 2 Employment agencies 1 Recruitment survey by the 4 organization TOTAL 100 SOURCE: PRIMARY DATA ANALYSIS:. 2% by the advertisements and 1% by the employment agencies.93 % of the respondents were employed through personal references / friends / relatives. 4 % by the recruitment survey by the organization. What was the source of information from which you came to know about the vacancy in “BHARTI AXA LIFE INSURANCE”? RESPONSES Personal NO.QUESTIONNAIRE 1. 52 .

Why did you join “BHARTI AXA LIFE INSURANCE COMPANY”? RESPONSES Personal reasons Good facilities Good salary Ease of mobility TOTAL NO.63 % 9.2.10 % 10 % 100 % SOURCE: PRIMARY DATA ANALYSIS:- 64 % of the workers join “BHARTI AXA LIFE INSURANCE COMPANY” because of good facilities approximately . 10 % because of ease of mobility and 9 % because of good salary 53 . 17 % join because of personal reasons. OF RESPONSES 19 70 10 11 110 PERCENTAGE 17.27 % 63.

Before joining “BHARTI AXA LIFE INSURANCE COMPANY”. 54 .3. 17 % had very good image and 12% of workers had an average image and 3% of workers had bad image of the company before joining. what kind of image of company you had in your mind? RESPONSES Very good Good Average Bad TOTAL NO. OF RESPONSES 17 67 12 3 100 PERCENTAGE 17 % 68 % 12 % 3% 100 % SOURCE:PRIMARY DATA ANALYSIS:- 68 % of the workers had good image.

Why you want to work? RESPONSES NO. 18 % due to their personal reasons and 6% to have freedom. OF RESPONSES PERCENTAGE Personal reasons Money Freedom Independent TOTAL 18 39 6 37 100 18 % 39 % 6% 37 % 100 % ANALYSIS:- 39 % of the respondents wanted to work because of money. 55 .4. 37 % of the respondents wanted to be independent.

56 . . 19% were average aware and 30% were little aware about the work and working conditions. 21% were aware up to a great extent. OF RESPONSES 30 21 19 10 20 100 PERCENTAGE 30% 21 % 19% 10 % 20 % 100 % SOURCE: PRIMARY DATA ANALYSIS:.5. Before joining “”BHARTI AXA LIFE INSURANCE COMPANY were you aware of the work and working conditions? RESPONSES very much Upto a great extent Average Very little Not at all TOTAL NO.30% of the respondents were very much aware.

OF RESPONDENTS 9 11 40 26 14 100 PERCENTAGE 9% 11% 40 % 26% 14 % 100 % Very Complex complex Average Simple Very simple TOTAL SOURCE: PRIMARY DATA ANALYSIS:- 20% of the respondents found the process as complex. 57 . 40% found it average. While applying in the company how did you find the recruitment process? RESPONSES NO. 26% found it simple.6.

19% found the interview as difficult. 13% found the form filling as a difficult task.7. Which process did you find the most difficult during the selection procedure? RESPONSES Form Filling Medical checkup Interview Orientation Program None TOTAL NO. 58 . 8% found Medical Checkup as difficult and only 3% felt the Orientation programme as difficult. OF RESPONDENTS 13 8 19 3 57 100 PERCENTAGE 13 % 8% 19 % 3% 57 % 100 % SOURCE: PRIMARY DATA ANALYSIS:- 57% of the respondents did not found the selection procedure as difficult.

23 % adopts averagely.8. 31% of workers take more time 59 . OF RESPONDENTS 20 26 23 13 18 100 PERCENTAGE 20 % 26% 23% 13 % 18% 100 % SOURCE: PRIMARY DATA ANALYSIS:- 46% of the workers early adopt in environment. After placement how early you were comfortable with the environment of the company? RESPONSES Very early early averagely lately Long timely TOTAL NO.

• REASON FOR LEAVING STUDIES: .55% respondents found it easy.40% respondents felt it was easy. 60 .20 % felt it was average and 40 % felt it was difficult to state the reason for leaving studies. While filling the recruitment form how you found the following sections? RESPONSES Family Information Reason for leaving studies Address Information about the reference Finger Prints Previous Experience Very easy 20 16 43 38 40 21 Easy 35 24 26 18 27 29 NO.9. OF RESPONDENTS Average Difficult 22 10 20 18 19 12 38 17 11 15 8 14 Very difficult 3 23 2 10 3 3 SOURCE: PRIMARY DATA ANALYSIS:• FAMILY INFORMATION: . 22 % found it average and 13 % found it difficult to fill the family information.

• INFORMATION ABOUT THE REFERENCE:. 19% found it average and 25% found it difficult to fill the information about the reference.• ADDRESS (PERMANENT AND TEMPORARY):-69% respondents it was an average. 38% respondents says it was average and 17% respondents says it was difficult to give information about the previous experience 61 . • FINGER PRINTS:. for 12 % it was an average task and for 11 % it was a difficult task. for 18% respondents it was average and for 13% respondents it was difficult to give information related to their address. • PREVIOUS EXPERIENCE:.for 67 % respondents it was an easy.50% respondents says it was easy.56% respondents found it difficult.

How was the interview process? RESPONSES Very rude Rude Average Easy Very easy TOTAL NO. 40% found it average and 20% found interview was easy. 62 .10. OF RESPONDENTS 18 22 40 11 9 100 PERCENTAGE 18 % 22% 40 % 11 % 9% 100 % SOURCE: PRIMARY DATA ANALYSIS:- 40% respondents found interview rude.

11. How would you define the information asked in the interview process? RESPONSES Very high High Average Low Very low TOTAL NO. OF RESPONDENTS 21 18 27 19 5 100 PERCENTAGE 21 % 18 % 27% 19% 5% 100 % SOURCE: PRIMARY DATA ANALYSIS:- 39% respondents felt that information asked in the interview was of high level. 27% respondents felt it was of good level and 24% respondents felt it was low 63 .

18% said their department is average and 6% said it is interesting to work in the department. 64 . How do you feel while working in your department? RESPONSES Very good Good Average Difficult Very difficult TOTAL NO.12.76% respondents said their department is good . OF RESPONDENTS 14 62 18 5 1 100 PERCENTAGE 14 % 62 % 18 % 5% 1% 100 % SOURCE: PRIMARY DATA ANALYSIS:.

30% respondents had just had an idea about wages. 65 . 30% said they knew completely about wages.13. OF RESPONDENTS 8 21 30 27 23 100 PERCENTAGE 8% 21% 30 % 27% 23% 100 % SOURCE: PRIMARY DATA ANALYSIS:- 50% respondents said that they know very less about wages. Were you aware of the wages before joining “BHARTI AXA LIFE INSURANCE COMPANY”? RESPONSES Very much Much Average less Very less TOTAL NO.

66 . OF RESPONDENTS 7 20 18 35 20 100 PERCENTAGE 7% 20 % 18 % 35% 20% 100 % SOURCE: PRIMARY DATA ANALYSIS:- 55% respondents felt their wages are not equivalent to the work they perform.14. Do you think that the wages offered to you are accordance with your job ? RESPONSES Strongly agree Agree Neutral Disagree Strongly disagree TOTAL NO. 18% felt it is just satisfactory and 27% felt it fully matches with their job profile.

OF RESPONDENTS 51 26 16 5 2 100 PERCENTAGE 51% 21 % 16% 5% 2% 100 % SOURCE: PRIMARY DATA ANALYSIS:- 77% respondents said their job matches with the job profile at the time of placement. 67 .15. How much do you think your job matches with the job profile told to you at the time of placement? OBJECTIVE:-To know how much the placement match with the original task that workers perform. RESPONSES Fully match Match Average Not properly match Not match at all TOTAL NO. 16% said it partially matches and 7% said it does not match at all.

5Outstanding) a) b) c) d) e) Portals Advertisement Consultancy Headhunting Internal reference f) Campus ANALYSIS:- 77% people referring consultancy is good source for getting good profiles. 4-Excellent.Good.Average. campus and advertisement as good source. 3% are referring job portal.16. 68 . 3-Very good. 14% people referring internal reference is good for getting good profiles. 2. What are the sources of getting maximum and good quality profiles? Kindly rate them in scale of 1-5 (1.

94% have said decline ratio is below 10%.17. 6% have said decline ratio is 20%. What is the percentage of abort level (Decline) of candidate who has been offered by you? a) Below 10% b) 20% c) 30% d) 60% ANALYSIS:. 69 .

After selection of candidates what is the TAT (Turn around time) for offer release? a) Same day b) 1-2 days c) 3-5 days d) seven days ANALYSIS:- 67% people saying BAL releases offer on same day.18. 70 . 27% saying BAL releases offer in between 1-2 days. 3% saying BAL releases offer in between 3-5 and Seven days respectively.

20% people are telling BAL targets on non BFSI sectors for hiring. only 6% have said company targets on Non Of the above.19. Which are the major sectors we target for hiring? a) BFSI b) Non BFSI c) None of the above ANALYSIS:- 74% people are telling BAL targets on BFSI sectors for hiring. 71 .

OF RESPONDENTS Managed Average 21 29 32 30 37 29 27 29 23 20 Not properly managed 18 9 8 18 13 Not managed at all 7 4 3 8 3 SOURCE: PRIMARY DATA ANALYSIS:• ABOUT ESI CARD:56% feel it is properly recorded and updated.20. 25% feel that it is not properly recorded & updated. • ABOUT LEAVE RECORDS:72 . How do you feel about the management of the following? RESPONSES Very well ESI Card Leave Records Attendance Records PF/ Bonus records Promotion Records managed 35 31 28 21 27 NO. 29% don’t know.

13% don’t know. • ABOUT PROMOTION RECORD:64% feel it is properly recorded and updated. • ABOUT ATTENDENCE RECORD:60% feel it is properly recorded and updated 29% feel that it is not properly recorded & updated. 20% don’t know. 11% don’t know.60% feel it is properly recorded and updated 27% feel that it is not properly recorded & updated. 73 . 26% feel that it is not properly recorded & updated. 23% don’t know. 16% feel that it is not properly recorded & updated. • ABOUT PF/BONUS RECORD:51% feel it is properly recorded and updated.

• A major source of recruitment used by the company is through reference of people already working in the company and it is followed by a very small ratio of workers through recruitment survey which is mostly done for the female workers • The main attraction for the workers to join BHARTI AXA LIFE INSURANCE COMPANY” is good facilities which is followed by their personal reason. A major ratio of workers adapts themselves within 3 months in the conditions while only one fourth of the respondents were not aware. of them environment of company and this includes a small percentage of workers who take less than 15 days. ease of mobility and good salary. 74 . while some work due to their personal reasons and a very less ratio of the workers work for freedom • • • • • Majority of the respondents were aware about the work and working Majority of the respondents found the process simple and only few of them Majority of the respondents did not found any process as difficult while a few Checkup and orientation programme as difficult.RESULTS AND FINDINGS: • There is positive correlation between employees satisfaction and recruitment process and there is a moderate degree of positive correlation between two variables. • • Majority of the workers had a good image of the company and none thought of Majority of the respondents work because of money and to be independent the company as bad or worse. had difficulty.

2. To attract more potential workers company should improve the wage patterns of the organization. gate recruitments . 13. 3. 12. 4. A crèche should b provided to facilitate the female workers. Unnecessary personal information like reasons for leaving studies should be avoided as such questions has no relevance while performing work. The supervisors should have a friendly and cooperative attitude towards their workers. 8. recruitment surveys. Workers should be made aware about the medical checkup process to have their full cooperation and to clear all the doubts in their minds. The company should focus on recruitment of more labour from states other than HIMACHAL PRADESH.RECOMMENDATIONS These are just indicative recommendations on the part of researcher: 1. 5. 7. 11. private employment agencies etc. A major chunk of the workers come only from the references of the existing workers so company should also focus on other sources like employment exchanges. 10. 9.Formal counseling schemes must be introduced by the organizations ti handle different problems being faced by the employees. Female workers should not be forced to work overtime as it may affect their personal family life. The monotonous work should be made more interesting. which may 75 . salary and good working conditions. The form filling and interview process should be further simplified. COUNSELLING:. 6. The working environment should be made more friendly and cooperative so that workers could adapt themselves accordingly. The company should not only focus on workers but should also devise methods for retaining employees by providing better facilities.

dedication and concentration toward work. most of the workers of local residence. 14. The following must be taken in to care while organizing the training programme: Proper identification of training needs. 16. which can reduce turnover and increase the recruitment. Following steps should be taken to improve this:Try to make workers aware towards their duties. A worker who is punctual and sincere in his duties should be rewarded because that will be a morale booster for others. IMPROVING EMPLOYEES MORALE:A lower level of job satisfaction and employee’s morale is a matter of concern. The bus facility should be introduced for safety purpose.result in the improvement. The officer’s and supervisors should have a more human attitude toward the workers. so organization should provide transport facilities during shifts. Punitive action should however be adopt with great care and caution because sometime application of rigorous discrepancies misses the mark of accomplish neither the prevention nor to control turnover 15. Turnover could effectively control by introducing rewards and incentive schemes.  Self-Appraisal & identification should be the basis of the selection for different training programme in accordance with the organization needs offesionalism. TRANSPORT FACILITY:Since. TRAINING:Organization should try to restructure the training programme to bring in competitive attitude within the workers /employees. 76 .

77 . o Employees must be treated as important asset of the organization by which employees will feel themselves as important part of the organization which will results in increase in organization commitment. Researcher has given following policy implications: o Employees should be given good working environment so that they can work efficiently and feel satisfied with the working environment. o Organization must ensure appropriate integration of individual and organization goals which will enhance the quality of work life of employees.POLICY IMPLICATIONS Policy implications are the probable outcomes resulting from the implementation of recommendations. To increase employee satisfaction and to reduce attrition.

It was found that the recruitment and selection process of Bharti AXA is efficient and effective in recruitment of the Financial Executive. in the form of suggestions and policy implications. It was also found that placement agencies are the preferred source of recruitment in Bharti AXA. and Agency Manager etc. Based upon which.CONCLUSION The objective of the project of studying the “Recruitment & Selection Process” has been achieved during the course of time. The entire process is crucial and of vital importance for the recruitment of candidates. The study has shown that utmost cooperation was availed from the respondent which has added the weight to the findings of the study. I have arrived at the aforesaid conclusion. 78 . were an integral part of the study. The usage of tools such as the Questionnaires. Financial Officer.

VISION.55 4. Vikas Publishing House Pvt.Vol. PP. 31 5. 3.34 Rao T V (2008). Organisational Behaviour. PP. 13. (fifth edition). Anderson. Luthans Fred (Ninth Edition).The Journal of Business Perspective. Vikalpa The Journal of Decision Makers”. Chand and co. “Career Development. Vol.R (Second edition). Vol. ”Research Methods”. Paradigm. 11. PP. Vikalpa The Journal of Decision Making”. job satisfaction and career commitment”. New Delhi.The research Journal of Institute of Management Technology. New Delhi.160 Ashwathapa K.S. Tathman. 12. Human Resource Management Development. PP. Multivariate Data Analysis. Tata McGraw Hill publishing co. Human Resource Management.”Working conditions in manufacturing industries”.BIBLIOGRAPHY BOOKS: 1. “Sources of Recruitment”. PP. and Sharma Priyanka(2008). 12. 7.S.95 Singh Manjari and Dhiman Amit (2007). Research Methodology-Methods & Techniques”. Management and Labour Studies. PP. Vol. “Factors affecting procurement policies”. Essentials of Human Resource Management and Industrial Relations”. Vol.”Induction (Orientation)”.K. PP. PP. Vol. 31 8. Galgotia Publishing Company. New Delhi. 15.48 Resource 2. 15.”Employee Perspective on Human Resource Procurement Practices”.44. 14. ”Research Process”.168-169 JOURNALS 10. New Delhi. Tripathi P. 12. Ltd. 31 79 . Human Management. PP.34. 58 Sen Kakoli(2008).C (Sixth edition). 14 Simlai Diptendu(2009). PP. Himalaya publishing house. Sekaran Uma (Fourth edition). PP.(2009).“Selection”. Publisher. “Procurement Policies”. Prasad L. New age international publisher.21 6. ltd.83 9. Research Methods for Business. Sultan Chand and sons Publication. “Relationship between job satisfaction and job stress”.IJIR. Rao P. Khanka S.”Reference check and physical examination”.M (2005). PP. ”Recruitment Process”.31 Kothari C. PP.PP. PP.63 Pearson Cecil(2008).Subha (4th edition). “Data Analysis”. Black and Hair (Sixth Edition). Babin. 24. Human Resource Management. Punia B. “Definition of Placement”.

6.ANNEXURE QUESTIONNAIRE Demographic Information 1. 5. Vice President CEO/ President 80 . 2. Name of the Respondent Age ____________________________________________ (Mark at the appropriate place) < 20 20-29 30-39 40-49 50-59 > 60 3. 7. Gender (Mark at the appropriate place) Male Female ______________________________________________ _______________________________________________ _______________________________________________ ________________________________________________ 4. 8. Highest Education Name of the Industry Name of the Organization Designation Organizational Level (Mark at the appropriate place) Entry Level Middle Level Senior Management Executive/ Sr.

1 Statements Source of information which you come to know about vacancy in Bharti Axa Life Insurance. Awareness of work and working condition before joining. No. Reason to join Bharti Axa Life Insurance. While applying in company how did you find the recruitment process.STUDY AND ANALYSIS OF RECRUITMENT AND SELECTION PROCEDURE ON EMPLOYEE SATISFACTION Sr.. After placement how early you were comfortable with the environment of the company. How would you define the information asked in interview process 1 2 3 4 5 2 3 4 5 6 7 8 9 10 11 81 . Most difficult process during selection procedure. Reason to work in the company. Image of company before joining. While filling recruitment form how do you found various sections How was the interview process.

leave record.Sr. Management of ESI cards. How much do you think your job matches with job profiles told you at the time of placement. Percentage of abort level 1 2 3 4 5 16 17 (decline) of candidate. Major sectors targeting for hiring . Statements How do you feel while working in our Awareness of wages before joining. bonus and promotion records 18 19 20 82 . Kindly read the sources of getting maximum good quality job profile. No. Do you think that the wages offered to you are accordance with your job. 12 13 14 15 department. Turn Around Time for offer release.