SUMMER INTERNSHIP PROJECT

REPORT
ON “STUDY OF RECRUITMENT AND SELECTION IN CARE
HEALTH INSURANCE PVT. LTD.”

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS

FOR THE AWARD OF THREE-YEAR FULL TIME DEGREE

PROGRAMME

IN

BACHELOR OF BUSINESS ADMINISTRATION (BBA)

AFFILIATED WITH CCS UNIVERSITY, MEERUT

SESSION: BBA 2020-23

SUBMITTED BY UNDER THE SUPERVISION OF

BHAWNA SHARMA PROF. INDRANI BHATTACHARJEE

BBA - V SEMESTER FACULTY – MANAGEMENT DEPARTMENT

ROLL NO. R20935105100

1
 IMS Ghaziabad (University Courses Campus) NH-09, Adhyatmik Nagar, Ghaziabad (NCR) - 201015Ph.: 0120-4980000 (30
Lines), Email: director@imsuc.ac.in www.imsuc.ac.in

CERTIFICATE

This is to certify that Ms. Bhawna Sharma a student of BBA (Batch

2020-23), at IMS Ghaziabad, University Courses Campus, has
undertaken the project on “Recruitment and Selection Process in Care
Health Insurance Pvt. Ltd”. The survey, data collection, & analysis
work for preparing the project has been carried out by the student in
partial fulfilment of the requirements for the Award of BBA Degree
under my guidance and supervision.

I am satisfied with the work of Bhawna Sharma.

Mentor’s Name

Prof. Indrani Bhattacharjee

(Signature)

2
 PREFERENCE

With the help of this project, I have come to know that my knowledge is not
enough to understand human behavior and how companies recruit and search for
talent to perform the job in their organization The summer training project has
helped me to understand a few very important concepts that in today’s world are
required and make businesses do well.

The whole project is divided into the following segments:

 First segment consists of the introduction, objectives of studies, research

methodology, the scope of the study
 Second segment consists of industrial profile, company profile
 Third segment consists of exit interviews, recruitment, and selection
 Fourth segment consists of data analysis and interpretation and finding
 Fifth segment consists of recommendations and suggestion

3
 DECLARATION

This project has been undertaken in partial fulfillment of the requirement for the
award of the degree of bachelor in business administration of (CCSU) Chaudhary
Charan Singh University.

This project was executed during the fifth semester under the supervision of Prof.
Indrani Bhattacharjee.

Further, I declare that this project is my original work, and the analysis and
findings are for academic purposes only. This project has not been presented in my

seminar or submitted elsewhere for the award of any degree or diploma.

(Bhawna Sharma)

4
 ACKNOWLEDGEMENT

The exchange of ideas generates a new object to work in a better way. Whenever a
person is helped and co-operated by others, his heart is bound to pay gratitude and
obligation to them. Next to care health insurance, Gurugram for giving me this
opportunity to do my summer training project there. The employee and the staff
were very supportive and helped me in every possible way to finish the project. I
would like to thank Ms. Aarti Anand (HR Head) and Ms. Sapna Chaudhary (HR
Head) who is in care health insurance (Gurugram) for guiding me and spending
time with me on this project.

The project has helped me clear human resource fundamentals and taught me some
very important concepts about the recruitment and selection process in industries.
It also taught me how to conduct exit interviews and why it is important for an
organization, which no book could have given me. Training in care health
insurance was very good, a learning experience for my professional career and it
will always help me in the future.

5
I would also like to thank my faculties, parents, brothers, seniors, teachers, and
well-wishers who contributed to and encourage me in the development of this
project.

Name- Bhawna Sharma

BBA- Vth Semester
Roll No. 200935105100

INDEX
Sr. No. Particulars Page No.
Introduction
1. Introduction to the topic
2. About Company: Care Health Insurance
1. 3. Scope and importance of the study
4. Literature Review

Research Methodology
1. Objectives of the study
2. Research Design
2. 1. Sample design
2. Sources of data collection
3. Data collection techniques
4. Analytical tools used

Analysis and findings

1. Analysis of data
3. 2. Summary of findings

Summary and conclusions

1. Conclusion and recommendations
4.

5. Annexure 
6

6. Bibliography
CHAPTER 1

7
 ABOUT COMPANY

Keep Your Loved Ones Safe with Care Health Insurance

In today's world, health insurance is required for all age groups, and by paying a standard
manageable premium, you can guard yourself against exorbitant medical bills.

Thanks to the rapid adaptation other if internet and mobile technologies, individuals and families
can now compare, access, and purchase multiple products in just a few clicks.

The process of buying health insurance online has been simplified by digitization. Purchasing
health insurance online is less expensive because there are no intermediaries involved and most
insurers offer online discounts to their customers.

It is also very convenient for customers to compare multiple insurance plans based on features
and premium to choose the option that is best suited to their specific needs.

 Care Health Insurance plans (formerly known as Religare Health Insurance) online to get
unique health benefits. Care health policy (Religare health policy) offers exclusive health
plans that give maximum coverage at an affordable premium. We can compare multiple
features of the Care health plan (Religare health plan) like inclusions and exclusions, the
number of ailments covered, age criteria, etc., while purchasing online.

8
  We can also check for the list of network hospitals on the Care insurance website and
know your nearest cashless healthcare provider. We can also renew our health plan online
from the comfort of our own home or anywhere else. This allows us saving time and
effort. Secure payment gateways ensure the privacy and confidentiality of personal data
from end to end.

Besides that, the time it takes to access insurance is reduced because individuals can respond to
queries instantly and insurers can verify provided information the real-time.

 Care Health Insurance is a specialized health insurer offering products in the retail
segment for Health Insurance, Top-up Coverage, Personal Accident, Maternity,
International Travel Insurance, and Critical Illness along with Group Health Insurance
and Group Personal Accident Insurance for Corporates, Micro Insurance Products for the
Rural Market and a Comprehensive Set of Wellness Services. With its operating
philosophy being based on the principal tenet of ‘consumer-centricity’, the company has
consistently invested in the effective application of technology to deliver excellence in
customer servicing, product innovation, and value-for-money services.

 Care Health Insurance was awarded ‘Smart Insurer of the Year’ and ‘Sales Champion of
the Year’ at The Economic Times Insurance Summit & Awards 2022. The company was
also conferred the ‘Best Health Insurance Product’ and ‘Best Health Insurance Agents’ at
the Insurance Alerts Awards, 2021, and was adjudged the ‘Best Medical/Health
Insurance Product Award’ at FICCI Healthcare Excellence Awards 2019.

9
VISION - Being the most preferred health service provider, which is caring, cost-effective,
innovative, and reachable.

MISSION

To deliver solutions, beneficial to all stakeholders: our customers, our distributors, our

employees, and our shareholders.

To ensure, as part of the above, that all parts of society benefit from our developments

and proposition e.g. rural areas, and the social sector.

To become an exemplary health insurance company, setting industry benchmarks in the

area of customer care, products offering, communication clarity, along with customer

treatment and engagement.

To build enduring and profitable relationships with our agents and distribution partners

who share our vision.

As we guide our customers to their Health needs, we ensure that both our services and

relationships hold value for a lifetime.

To provide leading solutions for employers, so they can ensure better health for their

staff.

Respect: We treat all our stakeholders the way we want to be treated,

with consideration and respect.

10
 Trust: We build long term relationship with employees, customers
and distributors honouring our commitments.
Customer Excellence: We offer finest products and services to the
customers by being refreshingly different and innovative.

Care Health Insurance Ltd has adopted the QMS (Quality

Management System) framework inline with ISO 9001:2015
standards. Our Quality Policy is attached herewith:

11
12
 RECRUITMENT AND SELECTION

Introduction

According to Edwin B. Filippo, Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization Recruitment is the
activity that links employers and seekers.

A few definitions of recruitment are:

A process of finding and attracting capable applicants for employment. The process begins when
new recruits are sought and end when their applications are submitted. The result is a pool of
applications from which new employees are selected.

It Is the process to discover sources of manpower to meet the requirement of staffing schedule
and employing effective measures for attracting that manpower in adequate numbers to facilitate
the effective selection of an efficient working force. Recruitment of candidates is the function
preceding the selection, which helps create a pool of prospective employees for the organization
so that the management can select the right candidate for the right job from this pool. The main
objective of the recruitment process is to expedite the selection process.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for future human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manager initiates an employee requisition for a
specific vacancy or an anticipated vacancy.

13
 RECRUITMENT NEEDS ARE OF THREE TYPES:

PLANNED

Let the needs arise from changes in organization and retirement policy.

ANTICIPATED

Anticipated needs are those movements in personnel, which an organization can predict by
studying trends in internal and external environments.

UNEXPECTED

Deaths, accidents, and illness give rise

Purpose & Importance of Recruitment

Attract and encourage more and more candidates to apply to the organization.

Create a talent pool of candidates to enable the selection of the best candidates for the
organization.

Determine present and future requirements of the organization in conjunction with its personnel
planning and job analysis activities

Recruitment is the process that links employers with employees. increases the pool of job
candidates at minimum cost.

14
Help increase the success rate of the selection process by decreasing the number of visibly under
qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time.

Meet the organization’s legal and social obligations regarding the composition of its workforce
begin identifying and preparing potential job applicants who will be appropriate candidates.

Increase organization and individual effectiveness of various recruiting techniques and sources
for all types of job applicants

Recruitment Process:

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

RECRUITMENT PROCESS

1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making

15
Sources Of Recruitment
Every organization has the option of choosing the candidates for its recruitment processes from
two kinds of sources: internal and external sources. The sources within the organization itself
(like transfer of employees from one department to another, promotions) to fill a position are
known as the internal sources of recruitment. Recruitment candidates from all the other sources
(like outsourcing agencies etc.) are known as the external sources of recruitment

INTERNAL

 Transfers Promotions
 Upgrading
 Demation
 Retired employees Retrenched employees
 Dependents and relatives of deceased employees

EXTERNAL

Press advertisements • Educational institutes

Placement agencies/ outsourcing

Employment exchanges

.Labour contractors

Unsolicited applicants

• Employee referrals

• Recruitment at the factory gate

16
The recruitment function of the organizations is affected and governed by a mix of various
internal and external forces. The internal forces or factors are the factors that can be controlled
by the organization. And the external factors are those factors that cannot be controlled by the
organization. The internal and external forces affecting the ecruitment function of an
organization are -

FACTORS AFFECTING RECRUITMENT

EXTERNAL FACTORS

 Supply and demand

 Labor market
 Image/ Goodwill
 Political-Social- Legal Environment
 Unemployment rate
 Competitors

INTERNAL FACTORS

 Recruitment policy
 Human resource planning
 Size of the firm
 Cost of recruitment
 Growth and expansion
 Recruitment Policy of a Company

17
In today’s rapidly changing business environment, a well-defined recruitment policy is necessary
for organizations to respond their human resource requirements in time. Therefore, it is
important to have a clear and concise recruitment policy in place, which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A
clear and concise recruitment policy helps ensure a sound recruitment process.

It specifies the objectives of recruitment and provides a framework for the implementation of
recruitment programs. It may involve an organizational system to be developed for implementing
recruitment program procedures by filling up vacancies with the best qualified.

COMPONENTS OF THE RECRUITMENT POLICY

 The general recruitment policies and terms of the organization

 Recruitment services of consultants
 Recruitment of temporary employees
 Unique recruitment situations

18
The Selection Process

 The job descriptions

 The terms and conditions of the employment
 A recruitment policy of an organization should be such that:
 It should focus on recruiting the best potential people.
 To ensure that every applicant and employee is treated equally with dignity and respect

Unbiased policy

 To aid and encourage employees in realizing their full potential.

 Transparent, task-oriented, and merit-based selection.
 Weightage during selection given to factors that suit organization needs.
 Optimization of manpower at the time of the selection process.
 Defining the competent authority to approve each selection.
 Abides by relevant public policy and legislation on hiring and employment relations
 Integrates employee needs with organizational needs.

19
FACTORS AFFECTING RECRUITMENT POLICY

 Organizational objectives
 Personnel policies of the organization and its competitors.
 Government policies on reservations.
 Preferred sources of recruitment.
 Need of the organization.
 Recruitment costs and financial
 Implications Recent Trends in Recruitment

The following trends are being seen in recruitment:

OUTSOURCING:

In India, HR processes have been outsourced for more than a decade now. A company may draw
required personnel from outsourcing firms. Outsourcing firms help the organization by the initial
screening of the candidates according to the needs of the organization and creating a suitable
pool of talent for the final selection by the organization. Outsourcing firms develop their human
resource pool by employing people for them and making available personnel to various
companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the
organizations for their services. Outsourcing the human resource (HR) processes is the latest
practice being followed by middle and large-sized organizations. It is being witnessed across all
industries. In India, the HR processes have been outsourced for nearly a decade at high.

Now, Outsourcing industry rate.

20
Growing

Human Resource Outsourcing refers to the process in which an organization uses the expert
services of a third party (generally professional consultants) to take care of its HR functions
while HR managers can focus on the strategic dimension of its function. The functions that are
typically outsourced are the functions that need expertise, relevant experience, knowledge and,
best methods and practices. This has given rise to outsourcing the various HR functions of an
organization. HR Consultancies such as Ma Foi and Planman Consulting provides such services
through expert professional consultants. Human resources business process outsourcing (HR
BPO) is a major component of the worldwide BPO market. Performance management
outsourcing involves all the performance monitoring, measurement, and management being
outsourced from a third party or an external organization.

Many organizations have started outsourcing their recruitment process i.e. transferring all or
some part of their recruitment process to an external consultant providing the recruitment
services. It is commonly known as RPO in. recruitment process outsourcing. More and more
medium and large- sized organizations are outsourcing their recruitment process right from
entry-level jobs to C-level jobs.

The present value of the recruitment process outsourcing industry (RPO) in India is estimated to
be $2.5 billion and it is expected to grow at the annual rate of 30-40 percent for the next couple
of years. According to a recent survey, only 8-10 per cent of the Indian companies complete
recruitment processes. However, the number of companies outsourcing their recruitment
processes is increasing at a very fast rate and so is the percentage of their total recruitment
processes being outsourced.

21
Outsourcing organizations strive for providing cost saving benefits to their clients. One of the
major advantages to organizations, who outsource their recruitment process, is that it helps to
save up to as much as 40 per cent of their recruitment costs. With the experience, expertise and
economies of scale of the third party, organizations are able to improve the quality of the recruits
and the speed of the whole process. Also, outsourcing enables the human resource professionals
of organizations to focus on the core and other HR and strategic issues.

Outsourcing also gives a structured approach to the whole process of recruitment, with the
ultimate power of decision making of recruiting with the organization itself. The portion of the
recruitment cycle that is outsourced ranges from preparing job descriptions to arranging
interviews, the activities that consume almost 70 per cent of the time of the whole recruitment
process.

Outsourcing the recruitment processes for a sector like BPO, which faces an attrition of almost
50-60 percent, can help the companies in the BPO sector to save costs tremendously and focus
on other issues like retention. The job seekers are also availing the services of the third parties
(consultants) for accessing the latest job opportunities.

In India, the trend of outsourcing recruitment is also catching up fast. For example: Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider). Wipro
has outsourced its recruitment process to MeritTrac. Yes bank is also known to outsource 50
percent of its recruitment processes. Traditionally, recruitment is seen as the ccost-
incurringprocess in an organization. HR outsourcing helps the HR professionals of the
organizations to concentrate on the strategic functions and processes of human resource
management rather than wasting their efforts, time and money on the routine work Outsourcing
the recruitment process helps to cut the recruitment costs to 20% and also provide economies of
scale to the large sized organizations.

22
The major advantages of outsourcing performance management are:

Outsourcing is beneficial for both the corporate organizations that use the outsourcing services as
well as the consultancies that provide the service to the corporations. Apart from increasing their
revenues, outsourcing provides business opportunities to the service providers, enhancing the
skill set of the service providers and exposure to different corporate experiences thereby
increasing their expertise.

 The advantages accruing to the corporates are:

 Turning the management’s focus to strategic level processes of HRM

 Accessibility to the expertise of the service providers

 Freedom from red tape and adhering to strict rules and regulations

 Optimal resource utilization

 Nstructured and fair performance management.

 A satisfied and, hence, highly productive employees

 Value creation, operational flexibility and competitive advantage

23
Therefore outsourcing helps both the organizations and the consultancies to grow and perform
better.

RECENT TREND:

 Companies need not plan for human resources much in advance.

 Value creation, operational flexibility and competitive

 Advantage turning the management’s focus to strategic level

 Processes of HRM

 Company is free from salary negotiations, weeding the unsuitable

 Resumes/candidates. Company can save a lot of its resources and time

24
POACHING/RAIDING:

“Buying talent” (rather than developing it) is the latest mantra being followed by organizations
today. Poaching means employing a competent and experienced person already working with
another reputed company in the same or different industry; the organization might be a
competitor in the industry. A company can attract talent from another firm by offering attractive
pay packages and other terms and conditions, better than the current employer of the candidate.
But it is seen as an unethical practice and not openly talked about. Indian software and the retail
sector are the sectors facing the most severe brunt of poaching today. It has become a challenge
for human resource managers to face and tackle poaching, as it weakens the competitive strength
of the firm.

E-RECRUITMENT:

Many big organizations use Internet as a source of recruitment. E- recruitment is the use of
technology to assist the recruitment process. They advertise job vacancies through the world
wide web. The job seekers send their applications or curriculum vitae i.e. CV through email
using the Internet. Alternatively job seekers place their CV’s in the worldwide web, which can
be drawn by prospective employees depending upon their requirements.

25
The advantages of recruitment are:

1. Low cost.

2. No intermediaries

3. Reduction in time for recruitment.

4. Recruitment of the right type of people.

5. Efficiency of the recruitment process.

Changing Role of Recruitment

Intermediaries:

Recruitment consultancies, and agencies for intermediaries are witnessing a boom in the demand
for their services, both by employers and seekers. With an already saturated job market,
recruitment intermediaries have gained a vital position acting as a link between job seekers and
employers.

But at the same time, one of the major threats faced by this industry is the growing popularity of
e-recruitment. With the changing demand, technologies, and the penetration and increasing use
of the internet, recruitment consultancies or intermediaries are facing tough competition. To
retain and maintain their position in the recruitment market, the recruitment intermediaries or
consultants (as they are commonly known) are witnessing and incorporating various changes in
terms of their roles, functions, and services.

26
According to a survey among top employers, most of them agree with the growing influence of
technology and the Internet on the recruitment processes. 70 percent of employers reported the
use of an application portal on their company’s official website. Apart from that, the emerging
popularity of job portals is also growing.

But the fact that the intermediaries or the counts are able to provide their expert services,
economies of scale, up to 40 percent savings in the recruitment costs, and knowledge of the
market. The candidates, understanding of the requirements, and most importantly, the access to
suitable and talented candidates and the structured recruitment processes. The recruitment
intermediaries save the organizations from the tedious of weeding out unsuitable resumes, co-
coordinating interviews, posting vacancies, etc. giving them an edge over the other sources of
recruitment.

To retain their position as service providers in the recruitment market, the recruitment
intermediaries are providing value-added services to the organizations. They are incorporating
the use of the internet and job portals, making their services more efficient.

Despite the growing use of the internet, recruitment intermediaries are predicted to continue
dominating the recruitment market in the anticipated future.

27
 Outsourcing Process

BREIF ABOUT PROFILE TO CONSULTANT

SHORTLIST THE GOOD CV’S RECIVED FROM

CUSTOMER

CONSULTANTS CO-ORDINATE THE INTERVIEW

INTERVIEW AT
COMPANY LOOK FOR SOME OTHER PERSON
(Profile Match)

CALL THEM FOR FINAL NEGOTIATION AND

OFFER

OFFER ACCEPTED
LOOK FOR SOME OTHER PERSON

ASK THE PERSON TO JOIN

28
SELECTION

Selection is defined as the process of differentiating between applicants in order to identify (and
hire).

Those with a greater likelihood of success in a job.

Selection is basically picking an applicant from (a pool of applicants) who has the appropriate
qualification and competency to do the job.

The difference between recruitment and selection:

Recruitment is identifying and encouraging prospective employees to apply for a job and
selection is selecting the right candidate from the pool of applicants.

SELECTION PROCESS

Selection is a long process, commencing from the preliminary interview of the applicants and
ending with the contract of employment. The following chart gives an idea about the selection
process:

Environment Factor affecting selection:

Selection is influenced by several factors. More prominent among them are supply and demand
of specific skills in the labor market, unemployment rate, labor-market conditions, legal and
political considerations, company’s image, company’s policy, human resources planning and
cost of hiring. The last three constitute the internal environment and the remaining from the
external environment of the selection process.

29
 STEP 1: PRELIMINARY INTERVIEW

The applicants received from job seekers would be subject to scrutiny so as to eliminate
unqualified applicants. This is usually followed by a preliminary interview the purpose of which
is more or less the same as scrutiny of the application, that is, elimination of unqualified
applicants.

Scrutiny enables HR specialists to eliminate unqualified jobseekers based the on information

supplied in their application forms. A preliminary interview, on the other hand, helps reject
misfits for reasons, which did not appear in the application forms. A preliminary interview-
often called a “courtesy interview”, is a good public relations exercise.

STEP 2: SELECTION TEST

Job seekers who pass the screening and the preliminary interview are called for tests. Different
types of tests may be administered, depending on the job and the company. Generally, tests are
used to determine the applicant’s ability, aptitude, and personality.

The following are the types of tests taken:

Ability Test Personality Test Medical Test

Aptitude Test Selection Test Perception Test

Test Projective Test Polygraph Test

30
Ability Test:

Assist in determining how well an individual can perform tasks related to the job. An excellent
illustration of this is the typing test given to a prospective employer for a secretarial job. Also
called “ACHIEVEMENT TESTS” It is concerned with what one has accomplished. When an
applicant claims to know something, an achievement test is taken to measure how well they
know it. Trade tests are the most common type of achievement test given. Questions have been
prepared and tested for such trades as asbestos workers, punch-press operators, electricians, and
machinists. There are, of course, many unstandardized achievement tests given in industries,
such as typing or dictation tests for an applicant for a stenographic position.

Aptitude Test:

Aptitude tests measure whether an individual’s has the capacity or latent ability to learn a given
job if given adequate training. The use of aptitude test is advisable when an applicant has had
little or no experience along.

The line of the job opening. Aptitude tests help determine a person’s potential to learn in a given
area. An example of such a test is the general management aptitude test (GMAT), which many
business students take prior to gaining admission to a graduate business school programme.

An aptitude test indicates the ability or fitness of an individual to engage successfully in any
number of specialized activities. They cover such areas clerical aptitude, numerical aptitude,
mechanical aptitude, motor coordination, finger dexterity and manual dexterity. These tests help
to detect positive negative points in a person’s sensory or intellectual ability. They focus
attention on a particular field of work.

31
Forms of aptitude test:

Mental or intelligence tests: They measure the overall intellectual ability of a person and enable
them to know whether the person has the mental ability to deal with

Mechanical aptitude test: They measure the ability of a person to learn a particular type of
mechanical work. These tests help to measure specialized technical knowledge and problem
solving abilities if the candidate. They are useful in the selection of mechanics, maintenance
workers, etc.

Psychomotor or skills tests: They are those, which measure a person’s ability to do a specific job.
Such tests are conducted in respect of semi-skilled and repetitive jobs such as packing, testing
and inspection, etc.

Intelligence test: This test helps to evaluate traits of intelligence. Mental ability, presence of
mind (alertness), numerical ability, memory and such other aspects can be measured. Intelligence
is probably the most widely administered standardized test in industry. It is taken to judge
numerical skills, reasoning, memory and other abilities.

Interest Test: This is conducted to find out the likes and dislikes of candidates towards
occupations, hobbies, etc. such tests indicate which occupations are more in line with a
person’s interest. Such tests also enable the company to provide vocational guidance to
the selected candidates and even to the existing employees. These tests are used to
measure an individual’s activity preferences. These tests are particularly useful for
students considering many careers or employees deciding upon career changes.

32
Personality Test

The importance of personality to job success is undeniable. Often an individual who possesses
the intelligence, aptitude, and experience for certain has failed because of an inability to get
along with and motivate other people. It is conducted to judge maturity, social or interpersonal
skills, behavior under stress and strain, etc. this test is very much essential in case of selection of
sales force, public relation staff, etc. where personality plays an important role.

Projective Test:

This test requires the interpretation of problems or situations. For example, a photograph or a
picture can be shown to the candidates and they are asked to give their views, and opinions about
the picture.

Perception Test:

At times perception tests can be conducted to find out beliefs, attitudes, and mental sharpness.
Etc.

Polygraph Test:

Polygraph is a lie detector, which is designed to ensure the accuracy of the information given in
the applications. Department stores, banks, treasury offices jewelry shops, that is, those highly
vulnerable to theft or swindling may find polygraph tests useful.

33
Medical Test:

It reveals the physical fitness of a candidate. With the development of technology, medical has
become diversified. Medical servicing helps measure and monitor a candidate’s physical
resilience upon exposure to hazardous chemicals.

Choosing Test:

The test must be chosen in the criteria of reliability, validity, objectivity, and standardization.
They are:

1. Reliability:

It refers to the standardization of the procedure of administering and scoring the test results. A
person who takes tests one day and makes a certain score should be able to take the same test the
next day or the next week and make more or less the same score. An individual’s intelligence,
for example, is generally a stable characteristic. So if we administer an intelligence test, a person
who scores 110 in march would score close to 110 if tested in July. Tests, which produce wide
variations in results, serve little purpose in selection.

2. Validity:

It is a test, which helps predict whether a person will be successful in a given job. A test that has
been validated can be helpful in differentiating between prospective employees who will be able
to perform the job well and those who will not. Naturally, no test will be 100% accurate in
predicting job success. A validated test increases the possibility of success.

34
There are three ways of validating a test. They are as follows:

1) Concurrent Validity: this involves determining the factors that are characteristics of
successful employees and then using these factors as the Yardsticks.

2) Predictive Validity: it involves using a selection test during the selection process and then
identifying the successful candidates. The characteristics of both successful and less successful
candidates are then identified.

3) Synthetic Validity: it involves taking parts of several similar jobs rather than one complete
job to validate the selection test.

3. Objectivity

When two or more people can interpret the result of the same test and derive the same
conclusion, the test is said to be objective. Otherwise, the test evaluator’s subjective opinions
may render the test useless.

4. Standardization

A test that is standardized is administered under standard conditions to a large group of people
who are representatives of the individuals for whom it is intended. The purpose of
standardization is to obtain norms or standards, so that a specific test score can be meaningful
when compared to other scores in the group.

35
STEP 3 INTERVIEW

The next step in the selection process is an interview. The interview is a formal, in-depth
conversation conducted to evaluate the applicant’s acceptability. It is an excellent selection
device. It is s face-to-face exchange of views, ideas, and opinions between the candidates and
interviewers. Basically, an interview is nothing but an oral examination of candidates. Interviews
can be adapted to unskilled, skilled, managerial, and professional employees.

Types of Interviews:

Interviews can be of different types. There are interviews employed by the companies. Following
are the various types of interviews.

Informal Interview:

An informal interview is an oral interview and may take place anywhere. The employee or the
manager or the personnel manager may ask a few almost inconsequential questions like name,
place of birth, names of relatives, etc. either in their respective offices or anywhere outside the
plant of the company. It was not planned and nobody prepared for it. This is used widely when
the labor market is tight and when you need workers badly.

36
Formal Interview:

Formal interviews may be held in the employment office by the employment office in a more
formal atmosphere, with the help well-structured questions, the time and place of the interview
will be stipulated by the employment office.

Non-directive Interview-

A non-directive interview or unstructured interview is designed to let the interviewee speak his
mind freely. The interviewer has no formal or directive questions, but his all attention is on the
candidate. He encourages the candidate with a little prodding whenever he is silent e.g. “Miss
Bhawna, please tell us about yourself after you graduated from high school”.

It is designed to intensely examine the candidate’s background and thinking and to go into
considerable detail on particular subjects of an important nature and of special interest to the
candidates. For example, if the candidate says that he is interested in tennis, a series of questions
may be asked to test the depth of understanding and interest of the candidate. These probing
questions must be asked with tact and through exhaustive analysis; it is possible to get a good
picture of the candidate.

Stress Interview-

It is designed to test the candidate and his conduct and behavior by him under conditions of
stress and strain. The interviewer may start with “Miss. Bhawna, we do not think your
qualifications and experience are adequate for this position,” and watch the reaction of the

37
candidates. A good candidate will not yield, on the contrary, he may substantiate why he is
qualified to handle the job.

This type of interview is borrowed from the military organization and this is very useful to test
the behavior of individuals when they are faced with disagreeable and trying situations.

Group Interview:

It is designed to save a busy executive’s time and to see how the candidates may be brought
together in the employment office and they may be interviewed.

Panel Interview-

A panel or interviewing board or selection committee may interview the candidate, usually in the
case of supervisory and managerial positions. This type of interview pools the collective
judgment and wisdom of the panel in the assessment of the candidate and also in questioning the
faculties of the candidate.

Structures Interview-

In a structured interview, the interviewer uses preset standardized questions, which are put to all
the interviewees. This interview is also called a “Guided “or “patterned” interview. It is useful
for valid results, especially when dealing with a large number of applicants.

38
Unstructured Interview-

It is also known as an unpatterned” interview, the interview is largely unplanned and the
interviewee does most of the talking. An unguided interview is advantageous in as much as it
leads to a friendly conversation between the interviewer and the interviewee, and the latter
reveals more of his or her desire and problems. But the unpatterned interview lacks uniformity
and worse, this approach may overlook key areas of the process, the applicant’s skills, or
background. It is useful when the interviewer tries to probe the personal details of the candidate
and analyze why they are not for the job.

STEP 4: REFERENCE CHECK

Many employers request names, addresses, and telephone numbers of references for the purpose
of verifying information and perhaps, gaining additional background information on an
applicant. Although listed on the application form, references are not usually checked until an
applicant has successfully reached the fourth stage of a sequential selection process. When the
labor market is very tight, organizations sometimes hire applicants before checking references.

Previous employers, known as public figures, university professors, neighbors or friends can act
as references. Previous employees are preferable because they are already aware of the
applicant’s performance. But, the problem with his reference is the tendency on the part of the
previous employers to over-rate the applicant’s performance just to get rid of

The person. Organizations normally seek letters of reference or telephone references. The latter
is advantageous because of its accuracy and low cost. The telephone reference also has the

39
advantage of soliciting immediate, relatively candid comments and attitude can sometimes be
inferred from hesitations and inflections in speech.

STEP 5- SELECTION DECISION

After obtaining information through the preceding steps, the most critical of all the steps must be
made. The other stages in the selection process have been used to narrow the number of
candidates. The final decision has to be made by the pool of individuals who paas the tests,
interviews, and reference checks.

The view of the line manager will be generally considered in the final selection because it is
he/she who is responsible for the performance of the new employee. The HR manager plays a
crucial role in the final selection.

STEP 6- PHYSICAL EXAMINATION

After the selection decision and before the job offer is made, the candidate is required to undergo
a physical fitness test. A job offer is, often, contingent upon the candidate being declared fit after
the physical examination. The results of the medical fitness test are recorded in a statement and
are preserved in personnel records. There are several objectives behind a physical test.

Obviously, one reason for a physical test is to detect if the individual carries any infectious
disease. Secondly, the test assists in determining whether an applicant is physically fit to perform
the work. Thirdly, the physical examination information can be used to determine if there are
certain physical capabilities, which differentiate successful and less successful employees,

Fourth, medical check-up protects applicants with health defects from undertaking work that
could be detrimental to them or might otherwise endanger the employer’s property. Finally, such

40
an examination will protect the injuries and or illnessesss that were present when the employee
was hired.

STEP 7- JOB OFFER

The next step in the selection process is a job offer to those applicants who have crossed all the
previous hurdles. Job offer is made through a letter of appointment. Such a letter Generally
contains a date by which the appointee must report on duty. The appointee must be given
reasonable time for reporting. This is particularly necessary when he or she is already in
employment, in which case the appointee is required to obtain a relieving certificate from the
previous employer. Again, a new job may require moving to another city, which means
considerable preparation, and movement of property.

The company may also want the individual to delay the date of reporting on duty. If the new
employee’s first job upon joining the company is to go on the company until perhaps a week
before such training begins. Naturally, this practice cannot be abused, especially if the individual
is unemployed and does not have sufficient finances.

Decency demands that the rejected applicants be informed about their non-selection. Their
applicants may be preserved for future use- if any. It needs no emphasis that the applications of
selected candidates must also be preserved the future reference.

STEP 8: CONTRACT OF EMPLOYMENT

There is also a need for preparing a contract of employment. The basic information that should
be included in a written contract of employment. The basic information that should be included
in a written contract of employment will vary according to the level of the job, but the following
checklist sets out he typical headings

41
  Job title

 Duties, including a phrase such as “The employee will perform such duties and will be

responsible to such a person, as the company may from time to time direct.”

 Date when continuous employment starts and the basis for calculating service.

 Rate of pay, allowance, overtime, and shift rates, and method of payments. Hours of

work including lunch break and overtime and shift arrangements.

 Holiday arrangements

 Public holidays.

 Length of notice due to and from the employee.

 Paid holidays per year

 Grievances procedure

 Special terms relating to rights to patents and designs, confidential information, and

restraints on trade after the termination of employment.

 Employer’s right to vary terms of the contract subject to proper notification being given.

The drawback with the contract is that it is almost impossible to enforce them. A determined
employee is bound to leave the organization, contract, or no contract. The employee is prepared
to pay the penalty for breaching the agreement or the new employer will provide compensation.
It is the reason that several companies have scrapped the contracts altogether.

42
STEP 9: CONCLUDING THE SELECTION PROCESS-

Contrary to popular perception, the selection process will not end with executing the
employment contract. There is another step – more sensitivity reassuring those candidates who
have been selected, not because of any serious deficiencies in their personality, but because their
profile did not match the requirement of the organization. They must be told that those selected
were done purely on relative merit.

STEP 10: EVALUATION OF SELECTION PROGRAMME-

The broad test of the effectiveness of the selection process is the quality of the personnel hired.
An organization must have competent and committed personnel. The selection process, if
properly done, will ensure the availability of such employees. How to evaluate the effectiveness
of a select program? A periodic audit is an answer.

Four Approaches to Selection

1. Ethnocentric Selection
2. Polycentric Selection
3. Regio-centric Selection
4. Geocentric Staffing

43
Ethnocentric Selection- In this approach, staffing decisions are made at the organization’s
headquarters. Subsidiaries have limited autonomy, and the employees from the headquarters at
home and abroad fill key jobs. Nationals from the country dominate the organizations at home
and abroad

Polycentric Selection- In polycentric selection, each subsidiary is treated as a national entity

with local control, key financial targets, and investment decisions. Local citizens manage

subsidiaries, but the key jobs remain with staff from the parent country. This is the approach,

which is largely practiced in our country.

Regio-centric Selection- Here, control within the group and the movements of staff are
managed on a regional basis, reflecting the disposition and operations within the group. Regional
managers have greater discretion in decisions.

Movement of staff is largely restricted to specific geographical regions and promotions to the
jobs continue to be dominated by managers from the parent company.

Geocentric Selection- In this case, business strategy is integrated thoroughly on a global

basis. Staff development and promotion are based on ability, not nationality. The broad and other
parts of the top management structure are thoroughly international in composition. Such
organizations are uncommon.

44
 PROBLEMS WITH INEFFECTIVE SELECTION

The main objective of selection is to hire people having competence and commitment. This
objective is often defeated because of certain barriers. The impediments, which check the
effectiveness of selection, are percept fairness, validity, reliability, and the pressure.

 Perception: Our inability to understand others accurately is probably the most

fundamental barrier to selecting the right candidate.
 Selection demands an individual or a group of people to assess and compare the
respective competencies of others, with the aim of choosing the right persons for the jobs.
But our views are highly personalized.
 Fairness in selection requires that no individual should be discriminated against on the
basis of religion, region, race, or gender. But the low numbers of women and other less
privileged sections of society in middle and senior management positions and open
discrimination based on age in job advertisements and the selection, the process would
suggest that all the efforts to minimize inequity have not been effective.
 The validity, as explained earlier, is a test that helps predict the job performance of an
incumbent. A test that has been validated can differentiate between the employees who
perform well and those who will not. However, a validated test does not predict job
success accurately. It can only increase the possibility of success.
 Reliability: A reliable method is one, which will produce consistent results when repeated
in similar situations. Like a validated test, a reliable test may fail to predict job
performance with precision.
 Pressure: pressure is bought on the selectors by politicians, bureaucrats, relatives, friends,
and peers to select particular candidates. Candidates selected because of compulsions are
obviously not the right ones. Appointments to public sector undertakings generally take
place under such pressures.

45
 Difference between Recruitment and Selection
1. Recruitment is the process of searching for prospective candidates and motivating them

to apply for jobs in the organization. Whereas, the selection is a process of choosing most

suitable candidates out of those, who are interested and qualified for the job.

2. In the recruitment process, vacancies available are finalized, publicity is given to them

and applications are collected from interested candidates. In the selection process,

available applications are scrutinized, and Tests, interviews, and medical examinations

are conducted in order to select the most suitable candidates.

3. In recruitment the purpose is to attract the maximum number of suitable and interested

candidates through applications. In the selection, process the purpose is that the best

candidate out of those qualified and interested in the appointment

4. Recruitment is prior to selection. It creates a proper base for actual selection. Selection is

next to recruitment. It Is out of candidates available/ interested.

5. Recruitment is a positive function in which interested candidates are encouraged to

submit applications. Selection is a negative function in which unsuitable candidates are

eliminated and the best one is selected.

46
 6. Recruitment is the short process. In recruitment publicity is given to vacancies and

applications are collected from different sources. Selection is a lengthy process. It

involves scrutiny of applications, giving tests, arranging interviews and medical

examinations.

7. In recruitment services of experts are not required whereas, in the selection, services of

experts are required.

8. Recruitment is not costly. Expenditure is required mainly for advertising the posts.

Selection is a costly activity, as expenditure is needed for testing candidates and conduct

of interviews.

SCOPE OF STUDY

1. It provides useful information for the research and also introduces the researcher to the
particle problem faced in a company.

2. This project work is very important to the management student to gain experience.

3. This project work also provides useful information about the company.

4. This project is based on human resource management, so its benefit for human resource
students.

47
CHAPTER 2

48
 RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem and consider the kg
behind the method and tools used that we applied for research. This project is based on direct
interviews and secondary data.

For the research, I collected data from both primary and secondary data collection methods. For
primary data collection, I made a questionnaire and data collected from the employees. For
secondary data collection, I took the help of Parle library and various magazines and books.

TYPES OF RESEARCH

For my project I have chosen an exploratory type of research because I have simply explained
the recruitment and selection of Care Health Insurance.

OBJECTIVE OF THE STUDY

The project “Recruitment and Selection process in Care Health Insurance” to fulfill the following
objective:

o To understand the recruitment & selection process of the company.

o To search the company’s performance and talent pool requisition
o To understand the employees thinking towards the present recruitment policies of the
company.

49
RESEARCH DESIGN

Overall research design is exploratory in which the following is included.

 Sampling Design- Non probably sampling design

 Statistical Design- It is based on percentage Sampling Design

METHOD OF DATA COLLECTION

A. Primary data-
1. Questionnaire
2. Observation

B. Secondary data-
1. Journals
2. Magazines
3. Books
4. Annual Reports of the Company

50
CHAPTER 3

51
DATA ANALYSIS
Ques.1: Are you satisfied with the present recruitment process adopted by the company?

(a) Yes
(b) No
(c) Some
(d) Cannot Say

Ques. 2: How were you recruited in this company?

(a) Internally
(b) By test and Interview
(c) By the Reference
(d) On Gate

Ques. 3: In the whole recruitment process which part do you feel is very interesting?

(a) Written Test

(b) GD
(c) Interview
(d) All

Ques. 4: In the recruitment process which part do you feel is lengthy?

(a) Written Test

(b) GD
(c) Interview
(d) All

52
 SWOT ANALYSIS

The SWOT ANALYSIS summarizes the internal factor of the firm as a list of its strength and
weakness and the opportunity and threats it faces from its external environment.

INTERNAL ANALYSIS:

The internal analysis comprehensive evaluation of the internal environment’s potential strengths
and weaknesses.

Company image: A closely held company of Care Health Insurance product Limited
headquartered in Gurugram: “CARE PARIVAR”- a family-oriented work culture that provides
flexibility and discretion in one’s key resources area.

Organizational Structure: A flat organizational structure with minimum overhead, mainly

dependent on direct communication with colleagues and superiors. No succession policy.

KEY STAFF: The general manager.

Position on the experience curve: Good Experience in Market. (More than 11 years of
experience)

53
 EXTERNAL ANALYSIS

An opportunity is a chance to introduce a new product or service that can generate superior
returns. Opportunities can arise when changes occur in an external environment. Many positions
of existing products may necessitate a change in product specifications or developments of new
products related in order for the firm to remain competitive Changes in the environment may be

Customers: Customers’ expectations have increased over the years; Care needs to evolve with
the changing environment and focus on R&D and advertising Competitors: the competitive
scenario at the national level is more of a disguised duopoly than a real one. A closer look at the
market players such as Aditya Birla Sun Life Insurance, Bajaj Allianz Life Insurance, etc.

New technology: Companies are now trying to differentiate their brands to reflect their superior
quality through superior packaging. Being a national player. Care can afford to concentrate on
continuous technological updates.

Care offers the biggest cumulative bonus in the industry, up to 600%, to boost the sum insured
(SI). So, if you buy a 10 Lakhs SI Care Supreme, the Sum Insured increases to 70 Lakhs over 5
years. We don't have sub-limits or caps on hospitalization, AYUSH treatment, domiciliary
hospitalization, or organ donor cover. In addition to these advantages, your policy’s SI gets
recharged unlimited number of times in case of multiple claims to ensure you never run out of
cover.

54
 CARE HEALTH INSURANCE – THE EVOLUTION

Care Health Insurance Limited (formerly Religare Health Insurance Company

Limited) is an Indian health insurance company established in July 2012. It is part
of the Religare Group and a direct subsidiary of Religare Enterprises. Kedaara
Capital is a co-promoter of the company. Care Health Insurance is headquartered
in Gurgaon, Haryana, and operates out of 158 offices across India with 8500+
employees.

Deals With: Care Health Insurance currently offers products in the retail segment
for Health Insurance, Top-up Coverage, Personal Accident, Maternity,
International Travel Insurance, and Critical Illness along with Group Health
Insurance and Group Personal Accident Insurance for Corporates, Micro Insurance
Products for Rural Market and a Comprehensive Set of Wellness Services.

55
 CONCLUSION AND RECOMMENDATION

Care Health Insurance no doubt is the world India’s best Insurance company. It has
a unique place in every Indian. By strong financial and structural, position it is top
of its competitor. In an era of globalization, the company’s growth and features are
safe. The price policies followed by the company are separate from its competitor.
The recruitment and selection policies are very good. Talent search in rural areas
is, in my concerned the first time adopted by any company in India.

In the whole training period I learn a lot about Care and find that some of the areas
where the company required improvement like

INDUCTION PROCESS:

It has been rightly said that if the beginning of a new voyage in our lives is good, all goes well
after that. This is true in many organizations, which go the extra mile when they have new
employees on board. If a new hire gets inducted into the organization in a proper manner, he/she
feels more connected to the organization, and eventually, loyalty and long-term association
follow.

After joining an organization, many of us find ourselves thrown into a new environment, with a
lot of apprehensions. This is where an induction trainee can help familiarize us with the
organization’s philosophy, along with key business processes and our work responsibilities. It is
necessary to unlock the door to international business customs and practices so as to enable
international managers to conduct business successfully around the world.

56
CROSS-CULTURE ISSUES:

Today, when a business has become global, to achieve success, one not only needs to
communicate in a language that can be understood but also needs to know the customs and non-
verbal practices of every culture.

IN THE AREA OF TALENT SEARCH:

Organizations recognized the need for maintaining reserve talent to fill a vacancy as and when it
arises. But the whole process of talent acquisition, i.e., how to fix and select talent for the
organization remains largely undefined and is often left to the discretion of the individual
managers hiring them. As a result of this, the p is highly undesirable. For example, some process
varies from one manager to another which

Managers adopt the procedure of posting their job requirements on major websites and
newspapers or search for suitable resumes available on different job sites, while some others
prefer an internal recruiter, a search firm, attending job fairs, or hiring known people.

57
The following basic steps can be taken in developing the process of
talent acquisition.

 Defining talent acquisition strategy.

 Advertising about the openings in the medium never tried before and building

 Contacts with people.

 Creating a referral network comprising newly selected employees, retirees and

 Also the previous employees who have left the organizations.

 Interacting with prospective job-seekers regularly.

58
 QUESTIONNAIRE
I am Bhawna Sharma conducting a survey research on STUDY OF
RECRUITMENT AND SELECTION IN CARE HEALTH INSURANCE
PVT. LTD. I assure you that the data given by you will be used on for
academic purpose. This questionnaire is made to ensure the smooth
recruitment as this will help in finding the right person.

 Name:-
 Address:-
 Contact no:-
 Email Id:-
 Qualification:-

Q1. From where did you get to know about the company?

Q2. Do you have any prior experience in the related field?

Q3. Why do you want to join us?

Q4. Explain yourself in 200 words?

59
Q5. What was your yearly CTC?

Q6. How much CTC do you expect?

Q7. What are your weakness and strengths?

Q8. How will you contribute to company’s growth?

Q9. Describe your achievements?

Q10. Are you willing to relocate?

60
 BIBLIOGRAPHY

1. Singh AK. Human Resource Management

2. Filippo Edwin B., Human Resource Management
3. Jha A.K., Management of Human Resource
4. https://r.search.yahoo.com/
_ylt=AwrKBOpCpxJkMJ8BOSa7HAx.;_ylu=Y29sbwNzZzMEcG9zAzEEd
nRpZAMEc2VjA3Ny/RV=2/RE=1678972866/RO=10/RU=https%3a%2f
%2fwww.careinsurance.com%2f/RK=2/
RS=.bCl9u315wFAapaCn0kI_Kd0PaI-
5. https://r.search.yahoo.com/
_ylt=AwrKBOpCpxJkMJ8BQSa7HAx.;_ylu=Y29sbwNzZzMEcG9zAzIEdn
RpZAMEc2VjA3Ny/RV=2/RE=1678972866/RO=10/RU=https%3a%2f
%2fwww.careinsurance.com%2fabout-care-health-insurance.html/RK=2/
RS=gFkdvXcmIgcktO2NTbgxHLJ2kV8-

61