A

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 .

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

compulsory training of Insurance agents etc. a fair bit of advertising and modifications to the existing product portfolio.) who was the only lifeinsurance company for the people till 2000. 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. 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. L.C.The formation of IRDA. Bharti AXA would be all set to capture the insurance market in India as it has around the globe.4% of the market share in 2006. Previously there was a monopoly business for Life Insurance Corporation of India (L. In the global market it is already very popular. financial instruments and the products of Bharti AXA.I. entrance of private life insurance companies into India with one foreign partner. Everyone is trying to capture the fresh market here and penetrate it with aggressive marketing strategies. W improvement in the sales techniques used. After the Insurance Regulatory and Development Authority Act have been passed there has been establishment of many private insurance companies in India. The company should try to create awareness about itself in India. 7 . 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. still holds 71. In India only 25% of the population has life insurance.C. developments started to take place. Every new recruit is provided with extensive training on unit linked funds.I. But after the introduction of private life insurance companies there is a great competition in Indian market now. This training enables an advisor/sales manager to market the policies better. So Indian life-insurance market is the target market of all the companies who either want to extend or diversify their business. On the whole Bharti AXA life insurance is a good place to work at.

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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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meeting daily financial needs of life. Indian insurance industry can be featured by: • • • • • Low market penetration. Application of information technology for business. In India only 25% of the population has life insurance.C. 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. marriage.C. government and other securities. 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.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. Growth of customer’s interest with an increasing demand for better insurance products. People are demanding for higher returns with the life risk cover and private companies are giving 30-40% average growth per annum.I. These lifeinsurance companies have every kind of policies suiting every need right from financial needs of. 12 . bonds. giving birth and rearing up a child. debentures. his education. Rebate from government in the form of tax incentives to be insured. Previously there was a monopoly business for Life Insurance Corporation of India (L. Everyone is trying to capture the fresh market here and penetrate it with aggressive marketing strategies. But after the introduction of private life insurance companies there is a great competition in Indian market now.4% of the market share in 2006. 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.I. Ever growing middle class component in population. So Indian life-insurance market is the target market of all the companies who either want to extend or diversify their business. still holds 71.) who was the only lifeinsurance company for the people till 2000. These companies have every aspects and needs of our life covered along with the death-benefit. With the introduction of the unit linked insurance policies these companies are investing the money in different investment instruments like shares. L. pension solutions after retirement.

Tata AIG. 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. A wide range of products. and the Indian customer’s forms the pivot of each company’s strategy. Apart from the traditional term and saving insurance policies.Prudential and Standard life from UK. flexible. Bajaj Allianz. This provides market linked returns and is among the most flexible policies available today for investment. industry has seen the entry and growth of unit linked products. Max New York life. Top-notch financial institutions of the country like UTI. Now products are priced.Today. Whatever the developments. LIC and GIC are its investors since IPO.Bharti AXA Major international insurers are. ICICI prudential.Aviva. 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 . Sun life of Canada.400 shareholders. the Indian life insurance industry has a dozen private players. So it is clear that the face of life insurance in India is changing. introducing innovative products and increasing the penetration of life insurance in the vastly underinsured country. the future and the opportunities in this industry will surely be exciting. Several of private insurers have introduced attractive products to meet the needs of their target customers and in line with their business objectives. Birla sun life. MetLife and New York life of the US. ANP sanmar. 13 . Penetration of life insurance is beginning to cut across socio-economic classes and attract people who have never purchased insurance before. MetLife. The company has an asset base of over USD 286 million and growing. The biggest beneficiary of the competition among life insurers has been the customer. each of which are making strides in raising awareness levels. There are 12 private players in Indian life insurance market.HDFC standard life. AIG. OM Kotak. Life insurance is also now being regarded as a versatile financial planning tool. customer focused service and professional advice has become the mainstay of the industry. SBI life 6 independent insurers . ING Vysya. 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.

000 Employees 72 Billion Euros (50 Million (500 Lakhes Customers) Rs. Whatever your plans in life. Crores) Revenue 869 Billion Euros (Rs.50 24.CORPORATE PROFILE Bharti AXA Life Insurance is joint ventures between Bharti. agree business and retail.Crore) Asset Under Management 14 . Today. 16. The joint venture company has a 74% stake from Bharti and 26% stake of AXA.300. As company expand our presence across the country to cater to your insurance and wealth management needs with our product and service offerings. world leader in financial protection and wealth management. you can be confident that Bharti AXA Life will offer the right financial solutions to help you achieve them. 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. and AXA. The company launched national operations in December 2006. 500. company has over 5200 employees across over 12 states in the country. company continue to bring 'life confidence' to customers spread across India. Our business philosophy is built around the promise of making people "Life Confident". 4. one of India’s leading business groups with interests in telecom.

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

• • 16 . multi-product platform To adapt AXA's best practice blueprints as a sound platform for profitable growth To leverage Bharti's local knowledge. 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 . self-motivated people who want to build a successful career in insurance sales and consultancy. Strategy • To achieve a top 5 market position in India through a multi-distribution. comprehensive training.Bharti AXA Club Member Become a Bharti AXA Club Member and enjoy additional benefits. excellent back-up and the full support of a world-class organization. products and business capability Strong AXA and Bharti brands which can be leveraged to attract and retain a high quality management team. Bharti AXA's Support for Our Agents Company is looking for bright. We offer good financial rewards and recognition.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.

and national objective.  Impart such induction. orientation and training so as to match the individual to taste and inculcate high sense of organizational loyalty. 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. societal. with continues improved performance for betterment of company. Bharti AXA recognizes its employees as most important asset for its continued growth.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. within organizational. SOME OTHER IMPORTANT POLICIES: • • • Data recording and preservation Communication policy Free and healthy working environment 17 . skills and attitudes so as to secure super achievers and nurture them to excel in their performance. 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.

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

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

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

DIRECT SALES FORCE – Have two tired salaried adviser force to target the large the overall and diverse Bharti Airtel customer base. stipulates BANK ASSURANCE. information collected. which and by methods. The basic research action. 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. 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.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. in completing the As HR research is a systemic and formalized process. operational pattern of productive agency force. analyzing the The basic objective of research cannot be attained without a proper research design. information technology.planes forwhat developing strategic partnership with quality banks. As HR research is a systemic and formalized process. It is the blue print that is followed in completing the study. 3. 4. It data collected. 21 2. It specifies the methods and procedures for acquiring the information needed to conduct the is the blue print research effectively. needs to be CORPORATE AGENCY AND BROKING CHANNEL. it follows a certain sequence of study. from which sources and by what methods.planes for developing strategic partnership. This wing needs high AGENCY-focus on building a highly the project that quality of training. research Marketing wing is divided into effectively. from sources what it . finance. It is 1. and high quality recruitment. human resource. It is the overall operational pattern of the project that stipulates what that is followed information needs to be collected.

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. finance. FO-D FA FE-D FE  HOM – Head of Marketing  ZSM – Zonal Sales Manager human resource. information technology.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. 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 .

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

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

.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." 25 . The job-seekers too on the other hand." Recruitment is the process which prompts people to offer for selection in an organisation. i. 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. "It is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organisation. It is often termed positive in that it stimulates people to apply for jobs to increase the hiring ratio. are in search of organizations offering them employment Recruitment is a linkage activity bringing together those with jobs and those seeking jobs. the number of applicants for a job. This involves locating sources of manpower to meet job requirements. In his words.

Recruitment process passes through the following stages RECRUITMENT PROCESS 26 .

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. Hiring lead time : The normal lead time to fill up a requirement against the RRF is 8 weeks (56) days. 27 . 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. 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. Rehire : Bharti AXA life insurance company ltd.

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

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

Competitors 30 . Recruiting Agencies 13. religion or sex. In an organisation with a large number of employees.2. 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. 3. people who have left the company for some reason or the other are willing to come back and work. Advertisement 2. Casual Callers 8. this approach can provide quite a large pool of \potential organisational members. Walk-ins. Write-ins and Talk-ins 14. Professional Organisations 5. Displaced Persons 15. Labour Contractors 9. Campus Recruitment 12. External methods are discussed as follows: 1. Employment Exchanges 3. 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. Similar Organisations 7. Gate Recruitment 11. EXTERNAL SOURCES Every enterprise has to use external sources for recruitment to higher positions when existing are not suitable. Unsolicited Applicants 4. Trade Unions 10. Sometimes. More persons are needed when expansions are undertaken. Data Banks 6. A major limitation of employee referral is that it may lead to informal groups based on race.

SELECTION PROCEDURE :The selection procedure consists of a series of methods or steps or stages by which additional information is secured about an applicant. The Assessment (Evaluation sheet) is used at Bharti-Axa to assess the candidates. SELECTION PROCESS Bharti-Axa Life Insurance Company has different functions. The interview done with respect to • • • Qualification Communication skills Experience 31 . 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". 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. So it required different eligibility criteria for selection of the candidate. who came for the interview.

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. 32 . or function and responsibilities of position. 2. Employee reference and walk-in with respect to names of candidates lined up. It allows user to check how many candidates are lined-up. communication skills and general attitude of candidates as a whole. personal sourcing by Human Resource Department. Advantages 1. 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. 3. It is sent to HR (RO) of the company after every 15 days. 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. Once the candidates lined up .Human Resource Department looks the following process • Defining the job description: a job description is a list of general tasks.

b.Axa. It consist of three section. 1 Prejoining kits:This is done to release the offer letter where candidates has to submit the following details Experience a. Part 2 Logical Reasoning: In this section reasoning ability of the candidates is being tested where they have to opt the most feasible option. 33 .If the candidates is on off role it is necessary for them to produce the offer letter of previous company. 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. Part 3 Numerical Ability: In the last section numerical ability of the candidates is tested. 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. The function reporting manager then informs the HRD as to which candidates are selected. c. Part 1 Decision making: background is given and on that basis they have to solve.SAT (Sales Aptitude Test) Aptitude test is the next part of the process. Interviews are taken by the respective functions manager and the best candidates are selected as per the requirements and perception. Completing formalities by HR section For completion of formalities candidates has to fill up the following two kits. analytical thinking and decision making.

Birth details of the family members 11. Signing of the offer letter would imply that the candidate has accepted the job offer. 4. 34 .The reporting date and time is communicated to the candidate. 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. 1. 2. 6 passport size photograph 6. Letter of appointment and acceptance from the candidates Associate manual PF Form IT declaration 5. 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. 12th graduation certificates and mark sheets(photocopy +original) 7.External reference (minimum 2) is carried out for each selected candidate. PAN card/Driving licence 10. 3. 10th. Birth proof 9. 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. Address proof 8. Reference check . 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.

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 .

communication skill. which contains the remarks given by them to the candidates on various criteria such as previous experience.) 4) Reference numbers. etc.) 3) Offer letter of the previous company. is counted. direct selling. pharmacy. personality. This form is to be filled by line manager (interviewer). For the fresher – Project guide College professors For the experience holder 36 . telecom. Job experience of only banking. FMCG. financial services.EVALUATION FORM : The form which is to be filled by interviewers. and he has to sign that form with date. confidence level. insurance. retail. 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. (For the candidates who were working previously.

ETC. 12th. On the date of joining candidates are required to submit remaining documents.Previous employer Reporting manager Colleague (No reference number of relative and friends is allowed.) Address proof Id proof (PHOTO COPY OF PAN CARD. When candidate gets the employee code. graduation certificates. and one copy he can retain with him.) 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. 37 . Head Office will generate candidates Employee Code. he becomes the employee of the company. 1) 2) 3) All educational details (10th. Then after that he gets company “ID card”. and company ‘e-mail id’. DRIVING LICENSE.) After submission of all these documents.

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

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

Recruitment has two important aspects (i) to find out the number of vacancies to be notified and the 40 .R (Second edition).Subha (4th edition). systematic. This should take into account two major objects: (1)Familarising the new employee with his new surroundings and company’s rule and regulation. “Human Resource Management Development”: (Induction is the process of accilimating a new employee to the new social setting of his work. The candidate is asked to supply 2-3 names of persons. objective. big or small has to engage in recruitment of persons.) • Ashwathapa K (fifth edition).S. “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.) • Prasad L.M (2005).) • Khanka S.C (Sixth edition). Flippo. ”Research Methodology-Methods & Techniques”: (The business research may be defined as an organised. (2) Developing in him a favourable attitude towards the company. critical. “ 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. “ 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. scientific enquiry or investigation into a specific problem. “Essentials of Human Resource Management and Industrial Relations”: (According to Edwin P.“ The process of searching for prospective employees and stimulating them to apply for jobs in the organization”) • Kothari C.LITERATURE REVIEW BOOKS • Tripathi P. data base. Debi(2004). “Human Resource Management” (Every organisation. undertaken with the purpose of finding answers or solutions to it.(2009).) • Rao P.

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

and Sharma Priyanka(2008). This study relates to the work conditions of factories of different manufacturing industries. 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.) • 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. also the factors which affect the performance of the individuals in the organizations are taken from the same.) • Pearson Cecil(2008).) 42 .JOURNALS • Punia B. “ Management and Labour Studies” (Work conditions have impact upon labor productivity and hence upon labor cost. By good work condition the researcher mean that standard work conditions as described in the Indian Factories act of 1948.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.) • Rao T V (2008). “Vikalpa The Journal of Decision Making” (Advantages which can be obtained from the effective performance management system are taken from here.K.) • Simlai Diptendu(2009).) • Sen Kakoli(2008). “VISION. “IJIR” (Employee retention is the biggest challenge that human resource management is facing today. The uncertainty of a changing economy. “Paradigm. “Vikalpa The Journal of Decision Makers” (Employee satisfaction describes how content an individual is with his or her job.The research Journal of Institute of Management Technology” ( Changing aspiration of contemporary employees is compelling employers to facilitate corporate frameworks enhancing employee retention rate.

au/   recruitment      .html   This website gives information about how motivation is the key to job  performance.talents of  employees •   www.www.edu.pathways.  •   http.html     The ways by which  the environment of organization make comfort for  the human resource that reduce the stress and use the skills.com/topic/   recruitment   selection   +&+   .resources.net.   •   www.   It   also   describes   how   job   design   and   motivation   of  employees is related to each other.bharti-axalifeinsurance. • www.com/motivation/index.co.WEBSITES •   http://www.uk/html/frames/clientsrv.the   resource   that   fulfill   the   requirement   of   demand   of  various sector •   www.amazon. •   www.com 43 .au/ppp/docs/2.future­   recruitment   .unimelb.accel­team.asp   The   requirement   of   human   resource   in   macro   as   well   as   micro  perspective.php  The   different   methods   of   selecting   the   competent   person   and   these  methods are taken in different organization to select the candidate.bnet.html   The different methods of survey by which an organization can search  the perspective employees and to stimulate them to apply for job.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.

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

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 . The objective of this section is to describe the research procedure and methods that have been adopted for the achievement of the project objectives. 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.RESEARCH METHODOLOGY Research methodology may be understood as the science of study how research is done significantly and scientifically.

The present project has been undertaken to study and analyse the recruitment and selection procedure on employee satisfaction. by BHARTI AXA LIFE INSURANCE. RESEARCH DESIGN Decisions regarding what. when.  No fixed decisions about the operational procedures. where.  The research design used here is “Exploratory Research Design”. 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.  The sampling design used is Probability Sampling design. how much. 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. by what means concerning an enquiry or a research study constitute a research design.  There is no pre-planned design for the analysis. time and money. The research design must be flexible enough to permit the consideration of many different aspects of a phenomenon. Since the major emphasis is on the discovery of satisfaction and insights into the employees satisfaction regarding policies . thereby making the research as efficient as possible yielding maximal information with minimal expenditure of effort.  There is no structured instrument for the collection of the data.PROBLEM STATEMENT The research problems.

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. PURPOSE OF THE STUDY Exploratory TYPE OF INVESTIGATION Causal STUDY SETTING Non contrived TIME HORIZON Cross-Sectional 47 .

perhaps over a period of days or week or months in order to answer a research question. 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.STUDY SETTING:• Non Contrived study:-The causal study done in the field in which the employees working. • Such studies are called one-shot or cross sectional study. TIME HORIZON:• Cross-sectional study:-A study can be done in which data are gathered just once. It means the most rigorous causal studies are done in non contrived study. LIKERT SCALE will be used for the study . 48 .

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

magazines. 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. books. There are two types of data collection method – primary data and secondary data. and journals. research problem in HR has been identified and selected.DATA COLLECTION After the research methodology. broachers various websites. files. Secondary data collection method was used by referring to company records. journals and daily newspapers for collecting information regarding project under study. • • 50 . the next step is to gather the requisite data.

Limited area for research: The area for study has been only branch located in Chandigarh. Limited sample size: The sample size was only 13. 3. the sample size would have been increased. which is quite a small area to represent job satisfaction level of whole of the population. some biasness on the part of researcher may have crept into the duty. data collected may have been affected which further reduces the credibility of the findings. Despite of these difficulties. 6. 4. 51 . Respondents’ bias: Due to the biasness on the part of respondents.LIMITATIONS OF STUDY However the researcher has tried her best in collecting the relevant information for research report. Respondents were having a feeling of wastage of time. The respondent would have been given more time to fill the questionnaire. best efforts have been put to do the full justice with the subject matter and in the completion of report. yet there have been some problems faced by the researcher. So if more time had been provided. 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 prime difficulties which researcher has faced in collection of information are discussed below: 1.33% of the target population due to which the findings can not be generalized. 5. Researcher’s bias: While analyzing the data. 2. Unwillingness of respondents: While collection of the data many employees were unwilling to fill the questionnaire.

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

OF RESPONSES 19 70 10 11 110 PERCENTAGE 17. 10 % because of ease of mobility and 9 % because of good salary 53 . Why did you join “BHARTI AXA LIFE INSURANCE COMPANY”? RESPONSES Personal reasons Good facilities Good salary Ease of mobility TOTAL NO.10 % 10 % 100 % SOURCE: PRIMARY DATA ANALYSIS:- 64 % of the workers join “BHARTI AXA LIFE INSURANCE COMPANY” because of good facilities approximately .2.63 % 9. 17 % join because of personal reasons.27 % 63.

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

Why you want to work? RESPONSES NO. 18 % due to their personal reasons and 6% to have freedom.4. 37 % of the respondents wanted to be independent. 55 . 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.

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. 56 . . OF RESPONSES 30 21 19 10 20 100 PERCENTAGE 30% 21 % 19% 10 % 20 % 100 % SOURCE: PRIMARY DATA ANALYSIS:. 19% were average aware and 30% were little aware about the work and working conditions. 21% were aware up to a great extent.30% of the respondents were very much aware.

While applying in the company how did you find the recruitment process? RESPONSES NO. 26% found it simple. 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 .6. 40% found it average.

7. 13% found the form filling as a difficult task. 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. 19% found the interview as difficult. Which process did you find the most difficult during the selection procedure? RESPONSES Form Filling Medical checkup Interview Orientation Program None TOTAL NO.

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. 23 % adopts averagely.8. After placement how early you were comfortable with the environment of the company? RESPONSES Very early early averagely lately Long timely TOTAL NO.

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. 60 . • REASON FOR LEAVING STUDIES: .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: .20 % felt it was average and 40 % felt it was difficult to state the reason for leaving studies.40% respondents felt it was easy. 22 % found it average and 13 % found it difficult to fill the family information.55% respondents found it easy.

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

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

11. 27% respondents felt it was of good level and 24% respondents felt it was low 63 . 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. How would you define the information asked in the interview process? RESPONSES Very high High Average Low Very low TOTAL NO.

How do you feel while working in your department? RESPONSES Very good Good Average Difficult Very difficult TOTAL NO.76% respondents said their department is good . 64 . OF RESPONDENTS 14 62 18 5 1 100 PERCENTAGE 14 % 62 % 18 % 5% 1% 100 % SOURCE: PRIMARY DATA ANALYSIS:.12. 18% said their department is average and 6% said it is interesting to work in the department.

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.13. Were you aware of the wages before joining “BHARTI AXA LIFE INSURANCE COMPANY”? RESPONSES Very much Much Average less Very less TOTAL NO. 30% said they knew completely about wages. 30% respondents had just had an idea about wages. 65 .

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. 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.14.

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. 16% said it partially matches and 7% said it does not match at all. RESPONSES Fully match Match Average Not properly match Not match at all TOTAL NO. 67 . 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.15.

What are the sources of getting maximum and good quality profiles? Kindly rate them in scale of 1-5 (1. 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. 68 .16. 4-Excellent.Good. 14% people referring internal reference is good for getting good profiles. 3% are referring job portal. 2.Average. 3-Very good. campus and advertisement as good source.

17. 6% have said decline ratio is 20%.94% have said decline ratio is below 10%. 69 . 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:.

18. 70 . 3% saying BAL releases offer in between 3-5 and Seven days respectively. 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. 27% saying BAL releases offer in between 1-2 days.

only 6% have said company targets on Non Of the above.19. 71 . 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. 20% people are telling BAL targets on non BFSI sectors for hiring.

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. 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. • ABOUT LEAVE RECORDS:72 . 25% feel that it is not properly recorded & updated. 29% don’t know.20.

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

ease of mobility and good salary. A major ratio of workers adapts themselves within 3 months in the conditions while only one fourth of the respondents were not aware. • • 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. • 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. of them environment of company and this includes a small percentage of workers who take less than 15 days. 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. had difficulty.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. 74 .

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

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. The following must be taken in to care while organizing the training programme: Proper identification of training needs. 76 . 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. which can reduce turnover and increase the recruitment. The officer’s and supervisors should have a more human attitude toward the workers. TRAINING:Organization should try to restructure the training programme to bring in competitive attitude within the workers /employees. most of the workers of local residence. Following steps should be taken to improve this:Try to make workers aware towards their duties.result in the improvement. dedication and concentration toward work. 16. TRANSPORT FACILITY:Since.  Self-Appraisal & identification should be the basis of the selection for different training programme in accordance with the organization needs offesionalism. 14. Turnover could effectively control by introducing rewards and incentive schemes. The bus facility should be introduced for safety purpose.

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. 77 . 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 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.

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

Vol. Tripathi P.PP. 12. 12. Prasad L. Paradigm. PP.”Employee Perspective on Human Resource Procurement Practices”. 12. 31 79 . PP.Subha (4th edition). PP. 15. New age international publisher. Rao P. Research Methods for Business. New Delhi. Human Resource Management. Publisher. Punia B. 7.21 6. 31 5. 11. “Sources of Recruitment”. ”Research Process”.The research Journal of Institute of Management Technology. Multivariate Data Analysis. Sultan Chand and sons Publication. Chand and co. New Delhi.Vol. Himalaya publishing house. Khanka S.160 Ashwathapa K. “Relationship between job satisfaction and job stress”. PP.”Reference check and physical examination”. Human Resource Management.”Induction (Orientation)”. 13. PP.95 Singh Manjari and Dhiman Amit (2007).BIBLIOGRAPHY BOOKS: 1. ”Research Methods”. ltd. PP.R (Second edition). PP.S.IJIR.K.The Journal of Business Perspective. “Procurement Policies”. Management and Labour Studies. PP. PP. Essentials of Human Resource Management and Industrial Relations”. Tata McGraw Hill publishing co. 14 Simlai Diptendu(2009). Vol. job satisfaction and career commitment”.(2009). PP. PP. New Delhi. “Definition of Placement”. Black and Hair (Sixth Edition).C (Sixth edition). PP.34. PP. Ltd.63 Pearson Cecil(2008). (fifth edition).M (2005). Galgotia Publishing Company. Anderson.S. Vol. Vol. 3.55 4.83 9. 31 8. “Data Analysis”. 24.”Working conditions in manufacturing industries”.44. Luthans Fred (Ninth Edition). Vikalpa The Journal of Decision Makers”. Vikas Publishing House Pvt.168-169 JOURNALS 10. Vikalpa The Journal of Decision Making”. ”Recruitment Process”. 15. Human Resource Management Development. Research Methodology-Methods & Techniques”. “Career Development. “Factors affecting procurement policies”.31 Kothari C. Vol. Tathman. PP.VISION. New Delhi. and Sharma Priyanka(2008).34 Rao T V (2008). 58 Sen Kakoli(2008). Human Management.“Selection”. Babin. 14.48 Resource 2. Organisational Behaviour. Sekaran Uma (Fourth edition).

6. Name of the Respondent Age ____________________________________________ (Mark at the appropriate place) < 20 20-29 30-39 40-49 50-59 > 60 3. Vice President CEO/ President 80 . 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. Gender (Mark at the appropriate place) Male Female ______________________________________________ _______________________________________________ _______________________________________________ ________________________________________________ 4. 5.ANNEXURE QUESTIONNAIRE Demographic Information 1. 7. 2.

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

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

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