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Summary
 A

SUMMER INTERNSHIP REPORT

ON

“Recruitment and Onboarding”

5
SUBMITTED IN PARTIAL FULFILLMENT OF THE
Masters
FOR THEin business (MBA)
AWARD OF THE DEGREE

SUBMITTED
Areeba siddiqui

ENROLLMENT – A0102322080

(MBA 3RD SEMESTE

GUIDED
Shweta Awasthi

(2022 - 2024)

AMITY BUSINESS SCHOOL

Dr
Sector -125, Gautam Buddha Nagar

Noida, Uttar Pradesh

i
 DECLARATION

3
I Areeba Siddiqui hereby declare that the Project Work with the title “Recruitment and
Onboarding” submitted by me for the partial fulfillment of the degree MBA is my
original work and has not been submitted earlier to any other University /Institution for the
fulfillment of the requirement for any course of study.
I also declare that no chapter of this thesis in whole or in part has been incorporated in this
report from any earlier work done by others or by me. However, extracts of any literature
which has been used for this report have been duly acknowledged providing details of such
literature in the references.

Areeba Siddiqui
ENROLLMENT NO - A0102322080

i
 4
CERTIFICAT

This is to certify Areeba Siddiqui student Master of Business Administration

Amity Business School, Amity University

““Recruitment Uttar Pradesh
and Onboarding ”, has completed the
internship Report under my
The report has been checked for Plagiarism and is within limits of

Sweta Awasthi

Dr Profess
Amity Business School

i
INDUSTRY CERTIFICATE

i
 ACKNOWLEDGEMENT

Gratitude is the hardest of feelings to express and frequently doesn't detect acceptable words
to convey that exclusive one feels. It has been my good fortune to come across consequently
numerous good- hearted people during my design exertion. Although it's as good as
insolvable to carry the names of each of them then, I gratefully thank them for their
inestimable help and guidance in adding a deposit of specialized as well as general
knowledge. I express my sincere thanks to my Reporting Guide Mr. Junaid Khan not only
for guiding me through my design, but also for being my motivator and tutor throughout the
design period at Care Health Insurance bow. He helped me with all the coffers and
information needed for the design and handed me with the ultrapractical artificial experience,
which will be of immense help for me in my future. I profusely thank my internal Guide Dr.
Sweta Awasthi for his expensive and timely guidance and suggestions. Eventually, I express
my gratefulness towards all those people who directly or laterally helped me to complete this
design. Without the brace of all those people, completion of this design would not have been
practicable. Eventually, I thank God for enduing me this occasion of working out on similar
special design.

AREEBA SIDDIQUI

v
 TABLE OF CONTENTS
S.NO PARTICULARS PAGE NO.

1 DECLARATION
2 INDUSTRY CERTIFICATE

3 CERTIFICATE
4 ACKNOWLEDGEMENTS
6
5 TABLE OF CONTENTS
6 ABSTRACT
7 CHAPTER 1: INTRODUCTION
8 CHAPTER 2: LITERATURE REVIEW
9 CHAPTER 3:
RESEARCH METHODOLOGY

10 CHAPTER 4: DATA AND ANALYSIS AND

INTERPRETATION

11 CHAPTER 5: CONCLUSIONS,
RECOMMENTATIONS & LIMITATIONS

12 REFERENCES
ANNEXURE- A
ANNEXURE- B

v
 ABSTRACT

This project report mainly deals with the evaluation and improvement of hiring and onboarding
processes at Care Health Insurance Company, a major player in the health insurance sector. In
addition to emphasizing the essential part that successful onboarding plays in fostering employee
engagement and long-term success, the study attempts to identify the current problems and
opportunities in attracting and retaining top talent. This study offers invaluable knowledge and
useful ideas suited to the requirements of Care Health Insurance Company through a thorough
investigation of industry-specific literature, internal data, and expert interviews.

The research paper begins with a review of the sector's evolving recruitment methods,
considering industry-specific elements like legal requirements, specialized skill sets, and
customer-centric rules. It focuses on innovative trends in hiring, such as using digital platforms,
concentrating marketing efforts, and working with educational institutions to bring in skilled
workers who share the company's objectives and values.

Furthermore, the study looks at the importance a well-organized onboarding process is in the
context of Care Health Insurance Company. It analyses the essential elements of a successful
onboarding process, such as compliance training, product understanding, customer service
abilities, and the creation of a strong company culture. In order to encourage a seamless
transition for new workers and secure their long-term commitment, the research highlights the
need of matching the onboarding process with the company's unique values and goals.

The report identifies specific challenges and opportunities in the recruitment and onboarding
procedures at Care Health Insurance Company through a thorough investigation. The need to
adjust to developments in technology, a competitive talent market, and high staff turnover
rates are a few examples of these challenges. The paper offers helpful recommendations to
deal with these difficulties by drawing on successful case studies and industry best practices.
These ideas cover topics such as company branding, employee referral programs, concentrated
recruitment
strategies, customized onboarding schedules, and using technology to create an effortless process
for onboarding.

12
1
CHAPTER 1:

2
 CHAPTER 1- INTRODUCTION

Care Health Insurance

T success of any company depends largely on its recruitment and onboarding processes, and
the healthcare sector is no exception. When it comes to luring and keeping top personnel,
Care Health Insurance Company, an important player in the health insurance business, faces
specific challenges and opportunities. To ensure that the organization can hire skilled people
who are in accordance with the business' objective, values, and customer-centric approach, a
well- structured and effective hiring and onboarding process is essentialia, a member of the
Fortune Global 500, has constantly proven that it is dedicated to excellence, innovation, and
sustainable development. The company, which serves a variety of sectors like transportation,
power, industry, and agriculture, is vital to tackling the country's energy needs. Due to its
strong infrastructure, modern refineries, and extensive distribution network, IOCL can
provide its clients a variety of premium petroleum goods and services.

Top health insurance company Care Health Insurance understands the importance of
assembling a talented and dedicated employees for providing its policyholders with high-
quality services. The hiring procedure in the healthcare sector includes a thorough evaluation
of specific skills, adherence to regulations, and an in-depth understanding of the intricacies of
health insurance. Identifying people who not only have the required skills but also strongly
show a dedication to excellence in healthcare services is essential.

After the recruitment process has found qualified applicants, it is essential to facilitate a fast
and effective onboarding process. Providing fresh hires, the knowledge and skills required to
successfully travel the healthcare sector landscape is an important part of a successful
onboarding process at Care Health Insurance Company. This involves providing
comprehensive instruction on product knowledge, legal compliance, customer service
methods and building a strong company culture.

3
The unique features of the health care industry, like its evolving regulatory environment, use of
modern technology, and a focus on customer service, necessitate a particular approach to hiring
and onboarding. In order to effectively attract, engage, and retain top individuals, Care Health
Insurance Company must stay up to date with current market conditions and best practices. For
the company to gain access to a varied pool of qualified individuals, the company must also
modify its recruitment method by making the most of digital methods, build strong employer
brands, and forge alliances with educational institutions.

Care Health Insurance Company may establish itself as an outstanding employer in the
healthcare sector through developing an efficient but customized recruitment and onboarding
process. As a result of this, the organization will see greater employee engagement, lower
turnover rates, and overall success. To achieve these goals, this research aims to offer a thorough
analysis of Care Health Insurance Company's current hiring and onboarding procedures,
highlight areas for development, and provide practical recommendations to improve these
processes.

Care Health Insurance Company could establish itself as one of the best employers in the
healthcare sector by creating an efficient but personalized recruitment and onboarding process.
As a result of this, the organization will see higher engagement among staff members, decreased
turnover rates, and overall success. To achieve these goals, this study aims to offer a thorough
analysis of Care Health Insurance Company's current recruitment and onboarding procedures,
identify areas for growth, and provide practical recommendations to improve these processes.

4
Key Functions & Features of Recruitment & Onboarding

The Care Health Insurance Company's recruitment and onboarding processes include a number
of critical duties and aspects that are important to attraction and retention of top talent. These
features and functionalities are intended to facilitate a smooth and successful transition for new
hires, aligning them with the mission, values, and goals of the company. Some of the primary
features and functions are as follows:

 Job Analysis and Description: Care Health Insurance does comprehensive job
assessments to pinpoint the precise skills, expertise, and credentials needed for each
position inside the company. This method aids with developing precise job descriptions
that bring in the right candidates.
 Talent sourcing and Acquisition: Care Health Insurance uses a variety of talent
9
sourcing strategies to identify and hire skilled candidates. This involves usingjob
online
social media platforms, professional networks, and partnerships with educational
institutio to target candidates with the necessary skill sets and industry knowledge.
 Screening and Selection: To identify the best individuals, Care Health Insurance
employs a strict screening and selection process. This include analysing resumes,
evaluating people, and assessing them according to skill tests, behavioural evaluations,
and background checks. Candidates must satisfy the organization's requirements for
experience, training, and cultural fit, and this is ensured during the selection process.
 Employer Branding: Care Health Insurance develops an excellent employer brand by
emphasizing its principles, company culture, benefits for employees, and opportunities
for professional advancement. It helps in drawing in top talent who shares the objectives
and values of the company.
 Onboarding Planning and Preparation: Care Health Insurance offers a structured
onboarding strategy based on the responsibilities and needs of each new hire. This
include getting the required paperwork ready, planning the logistics, and putting together
a thorough timeline of the onboarding operation.
 Orientation and Introduction: An orientation session that introduces new hires about
Care Health Insurance's organizational structure, policies, and procedures marks the start
of the onboarding process. This creates a sense of purpose and belonging by providing a
broad overview of the company's purpose, values, and strategic goals.

5
 Training and Development: For fresh hires, Care Health Insurance emphasizes
continuous training and development. It provides thorough training courses that include a
range of topics related to the health insurance sector, such as product knowledge, legal
compliance, client relations, and the development of soft skills. Employees receive
training in order to provide them with the abilities and knowledge they need to flourish in
their positions.
 Mentorship and Buddy Programs: New hires are assigned with mentors or buddies by
Care Health Insurance to help facilitate an effortless integration into the organization.
These mentors make new employees feel welcomed and engaged immediately through
providing guidance, support, and support while also building connections within the
company.
 Ongoing support and buddy programs: During the onboarding procedure, Care Health
Insurance maintains the lines of communication open with new hires. Regular check-ins,
performance evaluations, and feedback sessions enable ongoing support and give new
employees an opportunity to express their worries, address difficulties, and receive
helpful criticism.
 Cultural integration: During onboarding, Care Health Insurance places a lot of focus on
cultural integration. This involves offering opportunities for fresh hires to network with
current employees, take part in team-building exercises, and attend business events. As a
result, it is easier to fit in with the organizational culture and to feel a sense of
togetherness.

6
Role of HR Recruiter

The selection of the most qualified and suitable individuals to join the company is made possible
by the essential role played by an HR recruiter at Care Health Insurance Company. The HR
recruiter is a key player throughout the recruitment procedure and makes an important
contribution to the company's talent acquisition efforts. The following are some of the primary
responsibilities and duties of an HR recruiter.

 Workforce Planning: To understand the organization's talent requirements, HR recruiters

work in collaboration with hiring managers and department heads. They take part in
strategic deliberations and workforce planning exercises to identify the abilities,
credentials, and professional knowledge required for specific jobs.
 Job Analysis and Position Description: To identify the essential responsibilities,
credentials, and competences needed for each position, HR recruiters undertake thorough
job analyses. They collaborate closely with hiring managers to develop accurate and
thorough position descriptions that draw in the right applicants.

 Talent Sourcing: To draw in prospective employees, HR recruiters use a variety of

sourcing methods. Through platforms like work portals, social media, professional
networks, and alliances with educational institutions, they actively engage in the
acquisition of talent. They also take part in campus recruiting efforts and employment
fairs to find and meet exceptional people.

 Candidate screening: HR recruiters look over applications and resumes to find

applicants who have the necessary training and experience. They examine candidate
profiles, gauge their abilities, and shortlist suitable candidates for further evaluation.

 Assessment & Interviewing: HR recruiters’ interview and evaluate prospects to

determine their suitability for care health. To assess candidates' communication abilities,
technical understanding, and general fit with the company, they may conduct initial phone
or video interviews. In addition, they may organize and take part in panel or in-person
interviews with hiring managers and subject matter experts.

7
 Candidates are evaluated and selected by HR recruiters based on how well they do in
tests, interviews, and other selection processes. In order to discuss candidate feedback and
select the most suitable candidates, they work with recruiting managers. They guarantee
that the hiring procedure is impartial, consistent, and in accordance with company’s
principles and standards.

 On behalf of IOCL, HR recruiters issue job offers to be selected candidates by offer

management and negotiation. They address pay scales, perks, and other job conditions. In
order to reach a deal that complies with IOCL's compensation policy and market norms,
they may negotiate with candidates.
 The recruitment process is designed to give applicants an excellent candidate experience,
according to HR recruiters. Candidates are regularly updated on the status of their
applications and the next steps through their continuous communication with them. They
swiftly respond to candidate questions and concerns and promise professionalism and
openness in all interactions.

 Collaboration and Coordination: To ensure a smooth hiring process, HR recruiters

interact with a variety of stakeholders, including hiring managers, HR business partners,
and other HR functions. They organize interview times, check references, and expedite
the background investigation procedure. Additionally, they collaborate closely with hiring
managers to offer guidance and help during the last stages of applicant selection and offer
management.

 Compliance and Data Management: During the recruitment process, HR recruiters

make sure all the legal and regulatory criteria are met. They ensure the security and
privacy of candidate information through keeping accurate and private candidate records.
Additionally, they produce metrics and reports on recruitment to track activity, spot
trends, and encourage data-driven decision-making.

 HR recruiters at care health are extremely important in attracting, assessing, and choosing
the best staff for the company. Their duties encompass every stage of the hiring process,

8
 from workforce planning to onboarding, and they help care health insurance achieve its
strategic goals by creating a talented and diverse staff.

Care Health Profile

Care
for Health Insurance
Insurance,isTop-up
a specialized health
Coverage, insurerAccident,
Personal offering products in International
Maternity, the retail
Insurance and Critical Illness along with Group Health Insurance and Group Personal
Insurance for Corporates, Micro Insurance Products for the Rural Market and a
Set of Wellness Services. With its operating philosophy being based on the principal tenet
‘consumer-centricity’, the company has consistently invested in the effective application
technology to deliver excellence in customer servicing, product innovation and value-for-
service
Care Health Insurance was awarded ‘Smart Insurer of the Year’ and ‘Sales Champion of
Year’ at The Economic Times Insurance Summit & Awards 2022. The company was
conferred the ‘Best Health Insurance Product’ and ‘Best Health Insurance Agents’ at
InsuranceAlerts Awards, 2021, and was adjudged ‘Best Medical/Health Insurance Product
Award’ at FICCI Healthcare Excellence Awards
The Company is governed by the Board , in accordance with applicable laws.
2
Being the most preferred health service provider, which is caring, cost effective, innovative and
reachabl
 To deliver solutions, beneficial to all stakeholders: our customers, our
 our employees and our
Todevelopments and
ensure, as part of proposition e.g.,all
the above, that rural areas,
parts and thebenefit
of society socialfrom
 To become an exemplary health insurance company, setting industry benchmarks
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
partners who share our
 As we guide our customers to address their Health needs, we ensure that both
 To provide
services andleading solutions
relationships holdforvalue
employers,
for a so they can ensure better health for
sta .

9
CHAPTER 2: LITERATURE REVIEW

1
 CHAPTER 2- LITERATURE REVIEW

Introduction:

For companies to attract and keep talented insurance workers, recruitment and onboarding are
crucial activities in healthcare businesses. The recruitment and onboarding processes used in
healthcare companies are examined in this overview of the relevant literature. This research
wants to offer an in-depth understanding of effective strategies for luring and integrating
healthcare professionals into businesses by combining significant research and highlighting
trends and best practices.

Recruitment Practices:

In order to meet the challenges faced by the business, such as the demand for specialized
skills, regulatory compliance, and customer-centric values, health insurance organizations
need to create recruitment strategies. According to research, business image and employer
branding have a big impact on hiring choices. Qualified applicants are more likely to be
drawn to organizations that effectively convey their values, mission, and commitment to
customer service (Jiang et al., 2019). In addition, utilizing social media and digital platforms
to engage with passive job seekers and access a wider range of candidates has become
essential (Koeleman et al., 2017).

Recruitment in the health insurance industry has grown in importance. Research demonstrates
that diverse teams contribute a range of viewpoints and insights, which improves decision-
making and boosts customer satisfaction (Hunt et al., 2015). Diversity initiatives, such as
focused recruitment tactics and inclusive policies, are more effective at bringing diverse
talent to organizations (Meyers et al., 2018).

1
Onboarding Processes:

The integration and engagement of new hires is greatly aided by the onboarding process in
health insurance firms. In order to facilitate a seamless transfer into the business, effective
onboarding programs place a strong emphasis on providing thorough orientation, training,
and support. Based to research (Snellman et al., 2016), structured orientation programs are
important for introducing new hires to the company's culture, policies, and processes.
Additionally, it has been shown that mentorship programs, in which experienced workers
provide guidance and encouragement to new hires, improve their performance and job
satisfaction (Chen et al., 2017).

The use of technology-enabled onboarding systems is increasing amongst insurance firms.

These platforms improve the onboarding process by providing centralized access to
information, training modules, and interactive features (Cramm et al., 2019). To boost
engagement and information retention during onboarding, gamification approaches like
quizzes and interactive simulations are also being used (Hansen et al., 2020).

Integration of recruitment and onboarding:

In order to effectively attract talent and engage employees, recruiting and onboarding
procedures must be integrated. According to studies, firms with coordinated recruitment and
onboarding processes perform better overall (Bauer et al., 2018). They also report lower
turnover rates and higher employee satisfaction. Based to research by Munyon et al. (2017),
creating individualized onboarding plans that match the company's hiring practices and
consider each employee's unique needs improves employee outcomes.

1
 1

CHAPTER 3: RESEARCH
METHODOLOG

1
 CHAPTER 3- RESEARCH METHODOLOGY

3.1 PROBLEM

A Qualitative Analysis of Recruiting and Onboarding Process Challenges and Best Practices in
the Context of an Organization

3.2 OBJECTIVES

 The study intends to accomplish the following goals to answer the research problem:

 To pinpoint and assess the unique difficulties organizations have during the hiring and
onboarding processes within the context of an organization.

 To investigate the elements—such as a talent scarcity, compliance with regulations,

or corporate culture—that contribute to the challenges in hiring and onboarding.

 To investigate the viewpoints and experiences of important participants in hiring and

onboarding, such as human resources professionals, hiring managers, and recently
hired employees.

 To identify and examine solutions that organizations have found to be most

effective in overcoming difficulties with hiring and onboarding.

 To comprehend how efficient hiring and onboarding processes affect employee

happiness, engagement, and retention.

3.3 RESEARCH DESIGN

A qualitative method will be used in the research design for this study, specifically semi-
structured interviews and thematic analysis. Participants in semi-structured interviews can
express their experiences, viewpoints, and thoughts on recruiting and settling in while still
providing flexibility in the data collection process. In order to provide a structured framework for
analysis and interpretation, thematic analysis will be used to identify common themes and trends
in the data.

1
 Research Instrument:

Secondary data has been collected form the experts in the industry to know how it functions
and the challenges faced and how it is to be resolved.

Sample Size and Composition:

1
The sample population belongs to the age group of 25to 60 years.

Sampling Area:

The area of research covered has been in Delhi NCR region Only.

Data Collection Technique:

The main method of collecting information will be semi-structured interviews with the
chosen participants. To preserve privacy, the interviews will be audio recorded, verbatim
transcribed, and anonymised. The interview questions aim to gather their views on hiring and
onboarding procedures as well as their experiences, difficulties they have encountered, and
any noteworthy best practices they may have seen or used.

Review of the Literature: A comprehensive examination of the body of knowledge on health

insurance hiring practices and employee relations will be done. We will look at academic
journals, research papers, business reports, and pertinent literature to learn more about the
state of advancement in this field.

Interviews: Major members of the care health insurance human resources team, hiring
managers, and staff members involved in the hiring process will all be subjected to semi-
structured interviews. These interviews will provide insightful first-hand information on the
organization's hiring procedures, employee relations policies, and their efficacy.

Document Analysis: To gain a thorough understanding of care health's hiring process and
how it aligns with employee relations practices, relevant paperwork like recruiting policies,
job advertisements, internal communications, and employee feedback reports will be studied.

1
 7

CHAPTER
DAT AND ANALYSIS
INTERPRETATIO

1
CHAPTER 4 - DATA ANALYSIS AND INTERPRETATION

1. How did you learn about the job opening?

1
2. Were the application instructions easy to follow? If not, please
provide details on the challenges you faced.

1
3. Rate the clarity of the job description and requirements on a scale of 1 to 5 (1 being
unclear, 5 being very clear.

1
 8
4. Rate the communication and responsiveness of the recruitment team during
application process on a scale of 1 to (1 being poor, 5 being excellent)

2
5. Were you kept informed about the status of your application throughout the process?

6. How satisfied are you with the interview scheduling process? Please share any
suggestions for improvement.

2
7. Rate the professionalism and friendliness of the interviewers on a scale of 1 to 5 (1
being unprofessional, 5 being very professional and friendly.

8. Did the interviewers provide a clear overview of the company culture and values?

2
9. Did you receive timely and constructive feedback after the interviews?

10. Do you have any suggestions or improvements to share for our recruitment process ?

2
CHAPTER 5: CONCLUSIONS, RECOMMENTATIONS
& LIMITATIONS

2
 CHAPTER 5- CONCLUSIONS, RECOMMENDATIONS AND
LIMITATIONS

CONCLUSIONS

This NTCC report has investigated the subject of hiring and onboarding procedures in the context
of an organization. The study's objective was to find best practices to improve these processes
and acquire understanding of the issues faced by companies through a qualitative analysis. The
research's conclusions shed light on the challenges of hiring and onboarding, highlighting crucial
elements and tactics that can boost efficiency.

According to the research, obstacles to recruiting and integrating employees include a talent
scarcity, compliance with regulations, corporate culture, and the demand for diversity and
inclusion. These difficulties may make it more difficult for the company to properly attract and
integrate elite people. However, the survey also uncovered a number of best practices that
businesses may use to handle these difficulties. Creating a strong employer brand is one of them,
along with using digital platforms for hiring, promoting diversity, offering comprehensively
orientation and training, and using tech-enabled onboarding systems.

RECOMMENDATION

Strengthen Employer Branding: Invest in creating a powerful employer brand that clearly
communicates the company's values, mission, and dedication to the personal development of
employees. This will draw candidates who are in line with the objectives and culture of the
company.

Utilize Digital Platforms: To expand the reach and engagement with potential customers, utilize
digital platforms and social media. Use tailored recruitment tactics to reach out to passive job
seekers and access a wide range of talent.

2
  Take steps to promote diversity and inclusion to create a workforce that reflects the
demographics of the company's clients. This can be accomplished by focusing on hiring,
enacting inclusive policies, and encouraging an inclusive culture.
 Improve Onboarding Programs: Create thorough onboarding initiatives that cover
orientation, instructions, mentoring, and going on support. Use technology-enabled
onboarding solutions that speed up the procedure and offer simple access to tools and
information.

 Continuously Evaluate and Improve: Consistently assess the efficiency of hiring and
onboarding processes using data analysis and feedback methods. Continually hone and
enhance these procedures in light of input from new hires, recruiting managers, and HR
specialists.

FUTURE SCOPE FOR RESEARCH

Future research may focus on the long-term effects of hiring practices and employee relations on
organizational outcomes like staff retention, productivity, and organizational performance to
increase comprehending in this topic. Furthermore, comparative studies can be conducted to
examine the parallels and discrepancies in employee relations and hiring processes across other
companies and sectors.

Overall, care health insurance and other firms can establish a great work environment, draw in
top people, and experience long-term success by putting the recommendations for methods into
practice and continuing to prioritize employee relations and recruitment.

2
 LIMITATIONS

 Although the research offers helpful details on hiring and onboarding procedures, it is
vital to recognize its limits. First off, the study's emphasis on qualitative analysis could
make it harder to generalize its findings to other businesses or sectors. Quantitative
methods could be used in subsequent studies to strengthen the validity and
generalizability of the findings.

 since the research was done in the organization's particular context, the organization's
specific characteristics and the dynamics of the industry may have influenced the results.
When applying the guidelines to other companies, care should be taken because they
might need to be customized based on their unique requirements and circumstances.

2
 CHAPTER 6 – REFERENCES

1. Human Resource Development and Its Productivity Enhancement And Achieving the
Competitive Advantage in Indian Oil Corporation JAWAD IGUBARI ABDAL1 ,
AHMED KADHIM HUSSEIN2 1 PG Scholar, Dept of MBA, Joseph School of Business
Studies, SHIATS, Allahabad ,UP, India. 2 PG Scholar, Dept of MBA, Joseph School of
Business Studies, SHIATS, Allahabad ,UP, India

2. A Study on Employee’s Perception Towards Human Resource Development Practices (A

Case Study of Indian Oil Corporation Limited). PAPER/ARTICLE INFO RECEIVED
ON: 14/02/2019 ACCEPTED ON: 22/06/2019 Pankaj Yadav*

3. A STUDY OF EMPLOYEES WELFARE SCHEMES WITH A SPECIAL REFERENCE

TO IOCL EMPLOYEE Bhawna Mishra*1 , Sunil Kumar2 1Assistant Professor, R.B.
Institute of Technology, Agra, UP. 2 Sr. Lecturer, Amity Business School, Amity
University Haryana, Manesar, Gurgaon, Haryana.

WEBLINKS:
https://www.careinsurance.com/about-care-health-insurance.html

https://www.researchgate.net/publication/328988602_An_Analysis_of_the_New_Employ

ee_Onboarding_Process_in_Startup

2
 Similarity Report ID: oid:16158:39590708

12% Overall Similarity

Top sources found in the following databases:
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Crossref database Crossref Posted Content database
10% Submitted Works database

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bfsi.economictimes.indiatimes.com
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Amity University on 2016-07-12

Submitted works
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