Professional Documents
Culture Documents
1. INTRODUCTION
2. INTRODUCTION TO HRM
6. SUMMARY OF FINDINGS
ANNEXURES
QUESTIONNAIRE
BIBLIOGRAPHY
1
CHAPTER –1
INTRODUCTION
Introduction
Relevance of study
Objectives
Material and Methodology
Scope of study
Limitation
CHAPTER - 2
INTRODUCTION TO HRM
General Introduction to the HRM
Evolution of HRM
Meaning and Definition
Objectives
Scope
Importance
CHAPTER-3
PROFILE OF BAJAJ ALLIANZ
Introduction
History of Bajaj Allianz insurance company limited
Achievements of Bajaj Allianz life insurance company limited
Objectives of Bajaj Allianz life insurance company limited
CHAPTER-4
PROFILE OF THE ORGANISATION
Introduction to the branch
Span of Management
Organization Structure of Personnel Department
HRM in branch
Benefits to Employees
2
CHAPTER – 5
SURVEY ANALYSIS AND INTERPRETATION
CHAPTER-6
SUMMARY OF FINDINGS
General objectives of the survey
Suggestion
Conclusion
ANNEXURES
Questionnaire
Bibliography
3
CHAPTER –1
INTRODUCTION
Introduction
Relevance of study
Objectives
Material and Methodology
Scope of study
Limitation
4
Introduction
5
Relevance of Study:
one of the most important sources in the word the Bajaj Allianz
hand in hand.
proper utilization of the same the study give the solution for
insurance Company.
6
Objectives of Study
trained.
7
9. To study the role of higher rank employee in development
executive ranks.
How the copy act your way to wealth, most of the secondary
higher rank manage view points about the some excellent and
8
COLLECTION OF DATA:
Primary data:
Secondary data:
9
Scope:
and data the branch office shimoga and head office Bangalore.
man power.
Limitations:
project report.
the project
10
CHAPTER - 2
INTRODUCTION TO HRM
11
INTRODUCTION TO HRM
General Introduction
12
Evolution of HRM
during as early as the 4th century BC. The government then took
employer-employee relationships.
13
Elsewhere, human resources in organizations received the
growth of the subject only since the 1920’s. This was the period
each.
14
had its headquarters at Calcutta and NILM at Mumbai. These
15
bodies, IIPM and NILM, merged in 1980 to form the National
evolution of HRM
16
Evolution of H.R.M. In India.
17
MEANING AND DEFINITIONS OF HRM
Meaning:
Definitions:
18
make up an enterprise, enabling each to make his own best
19
relationship between employers and employees and
OBJECTIVES OF HRM
follows.
effectively.
20
(iii) To enhance job satisfaction and self-actualization of
21
(ix) To help maintain ethical policies and behavior inside and
monetary incentives.
SCOPE OF HRM
following aspects:
22
1. The Labour or Personnel aspect:
etc.
23
IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
national.
2. Professional significance:
3. Social Significance:
24
labour in providing suitable employment that provides social
4. National Significance:
25
CHAPTER-3
Introduction
26
PROFILE OF BAJAJ ALLIANZ
INTRODUCTION:
over 996 billion Euros (Rs. 53, 64,456 crores). At Bajaj Allianz,
27
HISTORY OF BAJAJ ALLIANZ INSURANCE COMPANY
LIMITED:
COMPANY LIMITED:
28
480 crores. Bajaj Allianz Life (premium income Rs. 220 crore)
fiscal with a premium income of Rs. 750 crore and occupy the
Bajaj Allianz Life and Birla Sun Life at the end of August 2004
29
accounted for Rs. 92.59 crore. Last year the company had to
holders.
LIMITED:
Rs. 7000 crores by next year from Rs. 1680 crores no “in fact by
30
not only with its increased presence, but also by hiking its share
Ltd:
appraises.
developments.
insurable person.
31
8. To meet the needs of expansion and diversification
programmes
FUNCTIONS :
terms.
may be applicable
consideration of a clients
32
6. Providing services related to insurance consultancy and risk
management.
33
CHAPTER-4
SPAN OF MANAGEMENT
DEPARTMENT
HRM IN BRANCH
BENEFITS TO EMPLOYEES
34
INTRODUCTION TO THE SHIMOGA SATELLITE
BRANCH
city.
35
which is having control of 12 branches all over Karnataka
branch. Then it will have the control over all satellite branches
grievances.
36
SPAN OF MANAGEMENT
MANAGING DIRETOR
BRANCH MANAGER
WORKERS
SALES TEAM MANAGER
INSURANCE SERVICE
CONSULTANT
ORGANISATION OF HR DEPARTMENT
37
department in the overall set-up, and (ii) composition of the HR
department itself.
Status of the HR department in the total organizational
structure depends on whether a unit is small or large. In most
of the small organizations, there is no separate department to
co-ordinate the activities relating to personnel. In fact, there
may not be any personnel manager at all. Services of outsiders
who specialize in maintaining accounts and records relating to
provident fund, pension and other statutory requirements are
retained for a fee. The following figure shows the structure of
this type.
Owner /manager
38
arrangement holds well when the company has a single unit.
39
Chairman and Managing Director
40
ORGANISATIONAL STRUCTURE
CHIEF EXECUTIVE
PERSONNEL MANAGER
41
MANAGEMENT STRUCTURE
BRACH MANAGER
ADMINISTRATIVE OFFICERS
42
HRM MODEL
NATURE OF HRM
E
COMMUNICATION G
WORK-
N SAFETY AND HEALTH FORCE
T WELFARE
PROMOTIONS, etc
INDUSTRIAL RELATIONS
TRADE UNIONSM Organizational
DISPUTESAND THEIR SETTLEMENT Goals
FUTURE OF HRM
43
internal forces like economic, technological, political, legal,
RECRUITMENT:
44
SELECTION:
1. Preliminary interview
2. Blank application
3. Tests
4. Interview
5. Medical examination
6. Final selection.
TRAINING:
45
After an employee has been selected placed and inducted,
organization’s hierarchy.
46
Under the Bajaj Allianz promotions can be made only on
4. To improve productivity.
5. To control costs.
47
7. To improve union management relations.
BENEFITS TO EMPLOYEES
insurable person.
so as to increase sales.
employees.
48
They help in providing good method of training to increase
employees.
49
BENEFITS TO ITS CLUB MEMBERS FOR 2009-10
50
NOTE:
1) All the regular premiums will be having a crore of 100% & all
51
CHAPTER – 5
52
Analysis of collected data
53
1) Table showing employees age group:
54
2. Table showing the educational qualification of employees.
55
Graph showing the educational qualification of employees
56
3. Table showing employees working under different levels:
company.
57
Graph showing employees working under different levels
58
4. Table showing employees earning different amount of salaries.
salaries
59
5. Table showing number of employees recruited through different sources.
Source of Recruitment No. of employees %
Recruiting Agencies 10 33.34
Employment exchange 7 23.34
Casual callers 3 10.00
Recommendations 2 6.66
Press Advertisement 8 26.66
Total 30 100.00
60
6. Table showing employees transferred , promoted , demoted.
changes.
61
Graph showing employees transferred , promoted , demoted.
62
7.1 Table showing number of employees having life insurance
policy
Ltd.,
63
Graph showing number of employees having life insurance
policy under Bajaj Allianz
64
8. Table showing employees having different policies under
Bajaj Allianz.
unit gain plan, 33.34% of pure term plan and 38.09% of perm
65
Graph showing employees having different policies under
Bajaj Allianz.
66
9. Relationship between employee & employer satisfaction
67
10. Training given through
68
ANALYSIS AND INTERPRETATION:
In the first table 1.1 one can know how many employees
is abundant.
69
are working as administrative assistant, development officer,
this graph only 4 managers earning more than Rs. 25000 and 3
M.B.A holders earning more Rs. 20000. Rests of all are earning
Recruiting agencies.
70
Table no. 8 shows the number of employees having life
having.
return of premium.
71
CHAPTER-6
SUMMARY OF FINDINGS
SUGGESTION
CONCLUSION
72
SUMMARY OF FINDINGS
The depth and complete study of the employees attitudes and their
recent year.
73
5. To know cooperation of employees through motivation, grievance
handling etc.,
SUGGESTONS
as follows.
to employees.
personnel.
employees.
not be affected.
74
7. Education scholarship of employees’ children may be
provided.
communicative.
75
CONCLUSION
resources are well utilized and well benefited. The facilities like
crèches and rest room, are given under the branch which
perquisites given under the branch are more beneficial for the
76
ANNEXURES
o QUESTIONNAIRE
o BIBLIOGRAPHY
77
QUESTIONAIRE
Dear Sir/Madam,
and give valuable suggestions for the study. The data that is
Faithfully
Nagaraj Padiyar
1. Name :
2. Address _________________________________
4. Age
78
a) 18-20 b) 25-30
5. Educational qualification
a) Up to PUC ( ) b) Graduate ( )
6. Level of working
a) Administrative Assistant ( )
b) Development Officer ( )
c) Business Executive ( )
d) Manager ( )
7. Monthly Salary
Below 10,000 ( ) Below 15,000 ( )
Below 20,000 ( ) Bellow 25,000 ( )
Above 25,000 ( )
8. Recruited through
Recruiting Agencies ( )
Employment Exchange ( )
Casual callers ( )
Recommendations ( )
Press Advertisement ( )
79
Transferred ( )
Promoted ( )
Demoted ( )
10.Benefits receiving
Satisfaction ( )
Not satisfactory ( )
Lectures ( )
Conference ( )
Audio visuals ( )
Management games ( )
13.Training given
80
Good ( )
Poor ( )
Too Good ( )
Yes ( ) No ( )
81
BIBLIOGRAPHY
JOURNALS:
82
INDEX
Co. Company
FY Financial Year
Ltd. Limited
PF Provident Fund
PM Personnel Management
83