Project Saksham.docx
This document was uploaded by user and they confirmed that they have the permission to share it. If you are author or own the copyright of this book, please report to us by using this DMCA report form. Report DMCA
Overview
Download & View Project Saksham.docx as PDF for free.
More details
- Words: 4,801
- Pages: 45
CHAPTER 1 INTRODUCTION
1
1.1 Topic Recruitment forms the first in the process, which continues with selection and ceases with the placement of the candidate. It is the next step in the procurement function, the first being the manpower planning, Recruitment makes it possible to acquit the number and types of people necessary to ensure the continued operation of the organization.” Recruitment is the discovering of potential applicants for actual or anticipated organizational vacancies”. Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people is hired, even the best plans, organization charts and control systems would not do much good. DEFINITION: “Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate number to facilitate effective selection of an efficient working force”. “Recruitment is the process of searching the candidates for employment and stimulating them to apply for job in the organizations recruitment is the activity that links the employers and the job seekers”. RECRUITMENT PROCESS:
Planning Strategy development Searching Screening Evaluation and control
EMPLOYEE RECRUITMENT: In the working place is essential to a company’s long term success. By hiring correctly, an organization adds the talent it needs and can enjoy the benefits in increased productivity and morale. However this process is not simple and if the careful process of selection is not followed: you can be mired with poorly skilled, unmotivated and unloyal labor force which can impact future profits as well as other Employee behavior. Recruitment, Quite often this word stands alone when some gaming companies develop a human resources management strategy. An organization cannot develop a recruitment strategy without simultaneously for mulcting an Employee retention plan. Simply stated, it is one thing to attract workers, but quite another to retain them. FACTORS EFFECTING RECRUITMENT: All organizations whether small or large, do engage in recruiting activity, though not to the same extent. This differs with 1. The size of the organization. 2. The employment conditions in the community where the organization is located. 3. Working conditions, salary and benefit packages offered by the organization. 2
4. 5. 6. 7.
The rate of growth of the organization. Future expansion program of the organization. And Cultural and legal issues. Organization’s ability to find and retain good performing people.
Selection process: “Selection is the process of examining the applicants with regard to their suitability for the given job or jobs, and choosing the best candidate and rejecting the others.” Good recruitment practices are only one key to generating a pool of top job candidates. Equally important is having a strong basis from which to recruit. If an organization’s policies and practices are unattractive to candidates, the organization’s ability to generate good candidates will be limited regardless of the specific recruitment practices they employee. But what policies and practice do “good” applicants find attractive? Unfortunately, there is no easy answer to this question because not all “good” applicants are alike, and research shows that organization’s policies and the individual’s characteristics. Financial considerations, supply and demand, and other variables impact the recruitment process. Looking for a qualified person for the IT department is likely to require a broader and possibly more expensive search. Recruitment indicate that there is an increase in the use of the internet and interactive employment websites, such as searching web databases, placing online ads at various career sites, purchasing candidate information from resume services, sending recruitment materials, to targeted individuals, and placing ads in newspapers can all yield positive results. Selection is the process in which candidates for employment are divided in two classesthose application of these tools. Qualified applicants go on to the next hurdle, while the unqualified are eliminated”. Thus, an effective selection Program is a non-random process because those selected have been chosen on the bases of the assumption that they are more likely to be “better” employees than those who have been rejected. The organizations can make use of more than one source for carrying out the recruitment procedure. Once the recruiting sources are identified, suitable candidates are called for the selection process. SIGNIFICANCE OF SELECTION PROCESS: Definition: It is the process of differentiation between applicants in order to identify (and hire) those with a greater likelihood of success in a job. Selection of personnel to man the organization is a crucial, complex and continuing function. The ability of an organization to attain its goals effectively and to develop in a dynamic environment largely depends upon the effectiveness of its selection program. If right personnel is selected the remaining functions of personnel management becomes easier, the employee contribution and commitment will be at an optimum level and employee3
employer relations will be congenial. In an opposite situation where the right person is not selected, the remaining functions of personnel management, employee relations will not be effective. If the right person is selected, he becomes a valuable asset to the organization. In case of faulty selection, the employee will become a liability to the organization. Who are to be offered employment and those who are not. The process might be called rejection, since more candidates may be turned away than hired. For this reason, selection is frequently described as a negative process, in contrast with the positive program of recruitment. PRINCIPLES OF THE SCREENING: A fair set of screening criteria The criteria must be in line with the job content and appointment as well as advertised requirements Applicants should be clear on the criteria that apply The criteria should apply to all applicants in a consistent manner Any waivers should be fully motivated and approved Declarations should be made of whether any candidate is related to or friends of an official in the component where the vacancy exists The various activities of the screening process should be documented and put on record INITIAL REVIEWING AND TESTING:
Education and Experience Evaluation Letters Of Recommendation Elf-Assessment. Aptitude Andeneral Trait Test Performance Test for Specific Jobs Performance Test for Specific Jobs.
STEPS INVOLVED IN SELECTION PROCESS: A scientific selection procedure completes in 10 basic steps which are as follows: 1. Application Form. 2. Written Examination. 3. Preliminary Interview. 4. Group Discussion. 5. Tests. 6. Final Interview. 7. Medical Examination. 8. Reference Checks. 9. Line Manager’s Decision, and 10. Employment.
4
1.2 COMPANY Why Insurance sector? The service industry is one of the fastest growing sectors in India today. The upcoming sectors which are really showing the graph towards upwards are - Telecom, Banking, and Insurance. These sectors really have a lot of responsibility towards the economy. Amongst the above-mentioned areas insurance is one sector, which took a lot of time in positioning itself. The insurance business of non-life companies was not much in problems but the major problem was with life insurance. Life Insurance Corporation of India had monopoly for more than 45 years, but the picture then was completely different. Previously people felt that “Insurance is only for classes not for masses” but now the picture is vice-versa. The formation of IRDA, entrance of private life insurance companies into India with one foreign partner, compulsory training of Insurance agents etc. developments started to take place. And this was the time when these companies started searching for proper channel partners who can help the organization in expanding its network and business in India. After the Insurance Regulatory and Development Authority Act have been passed there has been establishment of many private insurance companies in India. Previously there was a monopoly business for Life Insurance Corporation of India (L.I.C.) who was the only life-insurance company for the people till 2000. L.I.C. still holds 71.4% of the market share in 2006. But after the introduction of private life insurance companies there is a great competition in Indian market now. Everyone is trying to capture the fresh market here and penetrate it with aggressive marketing strategies. In India only 25% of the population has life insurance. So Indian life-insurance market is the target market of all the companies who either want to extend or diversify their business. Insurance is such industry where labour turnover is the maximum than that of any other industry hence there is lot of scope for HR to work in recruitment and selection process. On the whole Bharti AXA life insurance is a good place to work at. Every new recruit is provided with extensive training on unit linked funds, financial instruments and the products of Bharti AXA. This training enables an advisor/sales manager to market the policies better. The company should try to create awareness about itself in India. In the global market it is already very popular. With an improvement in the sales techniques used, a fair bit of advertising and modifications to the existing product portfolio, Bharti AXA would be all set to capture the insurance market in India as it has around the globe.
5
1.1: COMPANY PROFILE: Bharti AXA Life is a life insurance player that was started in 2006. It brings together strong financial expertise of the Paris-headquartered AXA Group, and Bharti Enterprises - one of India's leading business groups with interests in telecom, agricultural business, financial services, and retail. The joint venture has a 74% stake from Bharti and 26% stake from AXA Asia Pacific Holdings Ltd. (APH) .The Company launched national operations in December 2006. Bharti Enterprises is one of India’s leading business groups with interests in telecom, agri business, insurance and retail. Bharti has been a pioneering force in the telecom sector with many firsts and innovations to its credit. Bharti Airtel Limited, a group company, is one of India’s leading private sector providers of telecommunications services with an aggregate of 60 million customers, spanning mobile, fixed line, broadband and enterprise services. Bharti Airtel was ranked amongst the best performing companies in the world in the Business Week IT 100 list 2007. Bharti Teletech is the country’s largest manufacturer and exporter of telephone terminals. Bharti has a joint venture with ELRO Holdings India Ltd. – ‘Field Fresh Foods Pvt. Ltd’ - for global distribution of fresh fruits and vegetables. Bharti also has a joint venture - ‘Bharti AXA Life Insurance Company Ltd.’ - with AXA, world leader in financial protection and wealth management. Bharti has recently forayed into the retail business under a company called Bharti Retail Pvt. Ltd. It also has a joint venture – ‘Bharti Wal-Mart Private Limited’ – with Wal-Mart, for wholesale cash-and-carry and back-end supply chain management operations. AXA Group is a worldwide leader in Financial Protection. AXA's operations are diverse geographically, with major operations in Western Europe, North America and the Asia/Pacific area. AXA had Euro 1,315 billion in assets under management as of December 31, 2006. For full year 2006, IFRS revenues amounted to Euro 79 billion, IFRS underlying earnings amounted to Euro 4,010 million and IFRS adjusted earnings to Euro 5,140 million. The AXA ordinary share is listed and trades under the symbol AXA on the Paris Stock Exchange. The AXA American Depository Share is also listed on the NYSE under the ticker symbol AXA. We undertook an in-depth analysis wherein we identified the notion of preference was totally related to the trust granted to various names in insurance and financial services. The level of trust is very inadequate today, regardless of the brand considered. This is because the perception of consumers is that we are all evolving only in "a world of promises." And this is what we have to redefine. Beyond promises... proof We don't want to make promises any more. Instead, we want to demonstrate our ability to respond to client needs with real and tangible proof and, in so doing, to establish an authentic relationship of trust with our clients. These are the three attitudes that clients most expect from an insurance and financial services company in exchange for their vote of confidence. These three attitudes stood 6
out from the others in the consumer research we conducted across markets, regardless of their level of maturity. They are at the heart of our actions and our commitments to clients. 1.2: CORPORATE PROFILE: Bharti AXA Life Insurance is joint ventures between Bharti, one of India’s leading business groups with interests in telecom, agree business and retail, and AXA, world leader in financial protection and wealth management. The joint venture company has a 74% stake from Bharti and 26% stake of AXA. The company launched national operations in December 2006. Today, company has over 5200 employees across over 12 states in the country. Our business philosophy is built around the promise of making people "Life Confident". As company expand our presence across the country to cater to your insurance and wealth management needs with our product and service offerings, company continue to bring 'life confidence' to customers spread across India. Whatever your plans in life, you can be confident that Bharti AXA Life will offer the right financial solutions to help you achieve them. Company is working on the base of five core values-
Professionalism Innovation Team Spirit Pragmatism Integrity
Key features:
Using multi-distribution, multi product platform techniques. Adapting AXA's best practices as a sound platform for profitable growth. Leveraging Bharti's local knowledge, infrastructure and customer base. Delivering high levels of shareholder return. Building long term value with business partners by enhancing the proposition to their customers. Retaining the best talent in India.
7
CHAPTER 2 OBJECTIVES AND SCOPE
8
2.1 Objectives Objectives of the study are as follows:
Attract highly qualified and competent people Ensure that the selected candidates stay longer with the company Make sure that there is match between cost and benefit Help the firm create more culturally diverse work-force To study the recruitment and selection process of the company To study the satisfaction level of employees with respect to recruitment & Selection in Bhai AXA
9
CHAPTER 3 RESEARCH METHODOLOGY
10
Research Methodology 3.1 Data collection:To conduct the studies different methodologies have been adopted. Both and secondary data
are used. Primary data
primary
were collected by conducting personal
interviews with the departmental heads, casual talks with workers and secondary data were collected from the organization manuals. Primary sources Direct
interview with the departmental heads , detailed interview with the
divisional heads and by interaction with workers and customers of the company . The data is also collected by observing the functions of the organization. Secondary sources The secondary sources of data are: 1.
Organization documents.
2.
Departmental manuals.
3.
Annual reports
4.
Periodicals, books etc. published by the company.
5.
Proposals Forums.
3.2 Sample Design Sample Size: 50 Sampling Technique:- Closed end Questionnaire Statistical Tools: Pie chart
11
CHAPTER 4 DATA ANALYSES AND INTERPRETATION
12
Q1. To which age group do you belong? S. no.
Age group
No of respondents
Percentage Analysis
1.
18 -28
15
30
2.
28-38
20
40
3.
38-48
13
26
4.
48-58
2
4
5.
58 years & 0
0
above Total
50
100
AGE GROUP 48-58 4%
58 & above 0% 18-28 30%
38-48 26%
28-38 40%
Interpretation:- Majority of the respondents were of age group 28-38, i.e. 40%
13
Q2. What is your Gender?
S. no.
Gender
No of respondents
Percentage Analysis
1.
Male
44
88
2.
Female
6
12
Total
50
100
GENDER Female 12%
Male 88%
Interpretation:- Majority of the respondents were male, i.e. 88%
14
Q3. Recruitment and selection is effective for the organization.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
10
20
3.
Neutral
8
16
4.
Agree
12
24
5.
Strongly agree
20
40
Total
50
100
Strongly disagree 0% Disagree 20% Strongly agree 40%
Neutral 16%
Agree 24%
Interpretation:- Majority of the respondents strongly agree that Recruitment and selection is effective for the organization.i.e.40%
15
Q4. Recruitment and selection process differs according to sources of recruitment.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
0
0
4.
Agree
0
0
5.
Strongly agree
50
100
Total
50
100
Strongly disagree Agree 0% 0%
Neutral 0% Disagree 0%
Strongly agree 100%
Interpretation:- Majority of the respondents strongly agree that Recruitment and selection process differs according to sources of recruitment..i.e.100%
16
Q5. Interviews are important for effective Recruitment and selection..
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
13
26
4.
Agree
32
64
5.
Strongly agree
5
10
Total
50
100
Strongly agree 10%
Strongly disagree 0% Disagree 0%
Neutral 26%
Agree 64%
Interpretation:- Majority of the respondents agree that Interviews are important for effective Recruitment and selection.i.e.64%
17
Q6. Different methods of interviews should be used for Recruitment and selection. .
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
18
36
3.
Neutral
12
24
4.
Agree
20
40
5.
Strongly agree
0
0
Total
50
100
Strongly agree Strongly disagree 0% 0%
Agree 40%
Disagree 36%
Neutral 24%
Interpretation:- Majority of the respondents agree that Different methods of interviews should be used for Recruitment and selection .i.e.40%
18
Q7. Recruitment and selection process depends upon recruiters.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
20
40
3.
Neutral
5
10
4.
Agree
15
30
5.
Strongly agree
0
0
Total
50
100
Strongly agree Strongly disagree 0% 0%
Agree 44% Disagree 45%
Neutral 11%
Interpretation:- Majority of the respondents disagree that Recruitment and selection process depends upon recruiters .i.e.45%
19
Q8. Recruiter should be knowledgeable and experienced..
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
20
40
3.
Neutral
5
10
4.
Agree
15
30
5.
Strongly agree
0
0
Total
50
100
Strongly agree 24%
Disagree 0%
Strongly disagree 0%
Neutral 20%
Agree 56%
Interpretation:-
Majority of the respondents agree that Recruiter should be
knowledgeable and experienced. i.e.56%
20
Q9. External Recruitment brings out the desirable employees in the organisation.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
20
40
2.
Disagree
15
30
3.
Neutral
5
10
4.
Agree
7
14
5.
Strongly agree
3
6
Total
50
100
Strongly agree 6% Agree 14% Strongly disagree 40%
Neutral 10%
Disagree 30%
Interpretation:-
Majority of the respondents strongly disagree that External
Recruitment brings out the desirable employees in the organisation .i.e.40%
21
Q10. Company follows different recruitment methods for different grades of employees.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
27
54
3.
Neutral
0
0
4.
Agree
17
34
5.
Strongly agree
6
12
Total
50
100
Strongly agree 12%
Strongly disagree 0%
Disagree 54%
Agree 34%
Neutral 0%
Interpretation:- Majority of the respondents disagree that Company follows different recruitment methods for different grades of employees.i.e.54%
22
Q11. Innovative techniques like stress test, psychometric test and personality test should be used for selection..
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
3
6
4.
Agree
17
34
5.
Strongly agree
30
60
Total
50
100
Strongly disagree 0%
Disagree 0%
Neutral 6%
Agree 34% Strongly agree 60%
Interpretation:- Majority of the respondents strongly agree that Innovative techniques like stress test, psychometric test and personality test should be used for selection.i.e.60%
23
Q12. Video conferencing tools are used for interviews..
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
0
0
4.
Agree
20
40
5.
Strongly agree
30
60
Total
50
100
Strongly disagree 0%
Disagree Neutral 0% 0%
Agree 40%
Strongly agree 60%
Interpretation:- Majority of the respondents strongly agree that Video conferencing tools are used for interviews.i.e.60%
24
Q13. Aptitude tests are relevant according to job levels.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
10
20
4.
Agree
23
46
5.
Strongly agree
17
34
Total
50
100
Strongly disagree 0%
Disagree 0%
Neutral 20%
Strongly agree 34%
Agree 46%
Interpretation:- Majority of the respondents agree that Aptitude tests are relevant according to job levels.i.e.46%
25
Q14. HR practices of the company are modern..
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
10
20
4.
Agree
23
46
5.
Strongly agree
17
34
Total
50
100
Strongly disagree 0%
Disagree 0%
Neutral 20%
Strongly agree 34%
Agree 46%
Interpretation:- Majority of the respondents agree that HR practices of the company are modern.i.e.46%
26
Q15. Merit and experience are considered before selection.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
18
36
4.
Agree
22
44
5.
Strongly agree
10
20
Total
50
100
Disagree 0%
Strongly agree 20%
Strongly disagree 0%
Neutral 36%
Agree 44%
Interpretation:- Majority of the respondents agree that Merit and experience are considered before selection. i.e.44%
27
Q16. Organisation does timely recruitment and selection process.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
0
0
4.
Agree
22
44
5.
Strongly agree
28
56
Total
50
100
Disagree Neutral 0% 0%
Strongly disagree 0%
Agree 44% Strongly agree 56%
Interpretation:- Majority of the respondents strongly agree that Organisation does timely recruitment and selection process.i.e.56%
28
Q17. Organisation does timely recruitment and selection process.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
10
20
4.
Agree
23
46
5.
Strongly agree
17
34
Total
50
100
Strongly disagree 0%
Disagree 0%
Neutral 20%
Strongly agree 34%
Agree 46%
Interpretation:- Majority of the respondents agree that Organisation does timely recruitment and selection process..i.e.46%
29
Q18. HR team act as a consultant to enhance the quality of the pre-screening process.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
13
26
4.
Agree
32
64
5.
Strongly agree
5
10
Total
50
100
Strongly agree 10%
Strongly disagree 0%
Disagree 0%
Neutral 26%
Agree 64%
Interpretation:- Majority of the respondents agree that HR team act as a consultant to enhance the quality of the pre-screening process.i.e.64%
30
Q19. HR department is efficient in selection policy of the employees.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
0
0
4.
Agree
20
40
5.
Strongly agree
30
60
Total
50
100
Strongly disagree 0%
Disagree Neutral 0% 0%
Agree 40%
Strongly agree 60%
Interpretation:- Majority of the respondents strongly agree that HR department is efficient in selection policy of the employees.i.e.60%
31
CHAPTER 5 FINDINGS
32
5.1 Findings 1. Majority of the respondents were of age group 28-38, i.e. 40% 2. Majority of the respondents were male, i.e. 88% 3. Majority of the respondents strongly agree that Recruitment and selection is effective for the organization.i.e.40% 4. Majority of the respondents strongly agree that Recruitment and selection process differs according to sources of recruitment..i.e.100% 5. Majority of the respondents agree that Interviews are important for effective Recruitment and selection.i.e.64% 6. Majority of the respondents agree that Different methods of interviews should be used for Recruitment and selection .i.e.40% 7. Majority of the respondents disagree that Recruitment and selection process depends upon recruiters .i.e.45% 8. Majority of the respondents agree that Recruiter should be knowledgeable and experienced. i.e.56% 9. Majority of the respondents strongly disagree that External Recruitment brings out the desirable employees in the organisation .i.e.40% 10. Majority of the respondents disagree that Company follows different recruitment methods for different grades of employees.i.e.54% 11. Majority of the respondents strongly agree that Innovative techniques like stress test, psychometric test and personality test should be used for selection.i.e.60% 12. Majority of the respondents strongly agree that Video conferencing tools are used for interviews.i.e.60% 13. Majority of the respondents agree that Aptitude tests are relevant according to job levels.i.e.46% 14. Majority of the respondents agree that HR practices of the company are modern.i.e.46% 15. Majority of the respondents agree that Merit and experience are considered before selection. i.e.44% 16. Majority of the respondents strongly agree that Organisation does timely recruitment and selection process.i.e.56% 17. :- Majority of the respondents agree that Organisation does timely recruitment and selection process..i.e.46%
33
18. Majority of the respondents agree that HR team act as a consultant to enhance the quality of the pre-screening process.i.e.64% 19. Majority of the respondents strongly agree that HR department is efficient in selection policy of the employees.i.e.60%
34
CHAPTER 6 LIMITATIONS
35
6.1 Limitations 1. In the given short time it is very difficult to cover all departments. 2. Only the overall recruitment and selection of the organisation is studied. The firm’s overall performance cannot be evaluated in the study. 3. Departments keep some data confidential due to risk & trust issues. 4. Not all personnel of different departments bother to give serious read to the questions. 5. This study is only limited to this company.
36
Chapter7 Conclusions and Recommendations
37
Conclusion This presents the summary of the study and survey done in relation to the Recruitment and Selection in BHARTI AXA. The conclusion is drawn from the study and survey of the company regarding the recruitment and selection process carried out there. The recruitment process is not done objectively, that is why the search and headhunt of people is of those whose skills fits into the company’s values. Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new ideas enter in the company. Selection process is satisfactory but it should also be modified according to the requirements and job profile so that the main objective of selecting the candidate could be achieved.
38
Recommendation 1. HR department must have independence so that it can work efficiently for the welfare of the employees. 2. HR department must work towards the betterment of advertisements for the jobs. 3. Manpower requirement for each department should be identified well in advance. 4. If the manpower requirement is high and the recruitment team of the HR department alone cannot satisfy it, then help from the placement agencies is needed. 5. Time management is very essential and it should not be ignored at any level of the process. 6. The recruitment and selection through placement agencies as the last resort and is utilised only when needed. 7. The recruitment and selection procedure should not to lengthy and time consuming. 8. The candidates called for interview should be allotted timings and it should not overlap with each other.
39
BIBLIOGRAPHY
40
Following books were used as reference to carry out this project: HUMAN RESOURCE AND PERSONNEL MANAGEMENT. (K.ASWATHAPPA) HUMAN RESOURCES MANAGEMENT. (PEARSON EDITION 9TH EDITION)
41
ANNEXURE
42
QUESTIONNAIRE Recruitment and Selection a Case Study of BHARTI AXA LIFE INSURANCE, JAMMU I Saksham Duggal of B.B.A Semester Vth is undertaking my project report of B.B.A degree from INSTITUTE OF MANAGEMENT & SCIENCE affiliated with University of Jammu. In view of this, I am conducting a survey towards Recruitment and Selection a Case Study of BHARTI AXA LIFE INSURANCE, JAMMU The contents of this questionnaire are only for the academic purposes and information provided by you will be kept confidential. Personal Information 1. Name: 2. Age: (a) 18-28 (b) 28-38 years (c) 38-48 years (d) 48-58 years (e) 58 years & above 3. Gender: (a) Male (b) Female
43
S.no. Statement 1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12. 13.
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Recruitment and selection is effective for the organization. Recruitment and selection process differs according to sources of recruitment. Interviews are important for effective Recruitment and selection. Different methods of interviews should be used for Recruitment and selection. Recruitment and selection process depends upon recruiters. Recruiter should be knowledgeable and experienced. External Recruitment brings out the desirable employees in the organisation. Company follows different recruitment methods for different grades of employees. Innovative techniques like stress test, psychometric test and personality test should be used for selection. Video conferencing tools are used for interviews. Aptitude tests are relevant according to job levels. HR practices of the company are modern. Merit and experience are considered before selection. 44
14.
15.
16.
Organisation does timely recruitment and selection process. HR team act as a consultant to enhance the quality of the prescreening process. HR department is efficient in selection policy of the employees.
45
1
1.1 Topic Recruitment forms the first in the process, which continues with selection and ceases with the placement of the candidate. It is the next step in the procurement function, the first being the manpower planning, Recruitment makes it possible to acquit the number and types of people necessary to ensure the continued operation of the organization.” Recruitment is the discovering of potential applicants for actual or anticipated organizational vacancies”. Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people is hired, even the best plans, organization charts and control systems would not do much good. DEFINITION: “Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate number to facilitate effective selection of an efficient working force”. “Recruitment is the process of searching the candidates for employment and stimulating them to apply for job in the organizations recruitment is the activity that links the employers and the job seekers”. RECRUITMENT PROCESS:
Planning Strategy development Searching Screening Evaluation and control
EMPLOYEE RECRUITMENT: In the working place is essential to a company’s long term success. By hiring correctly, an organization adds the talent it needs and can enjoy the benefits in increased productivity and morale. However this process is not simple and if the careful process of selection is not followed: you can be mired with poorly skilled, unmotivated and unloyal labor force which can impact future profits as well as other Employee behavior. Recruitment, Quite often this word stands alone when some gaming companies develop a human resources management strategy. An organization cannot develop a recruitment strategy without simultaneously for mulcting an Employee retention plan. Simply stated, it is one thing to attract workers, but quite another to retain them. FACTORS EFFECTING RECRUITMENT: All organizations whether small or large, do engage in recruiting activity, though not to the same extent. This differs with 1. The size of the organization. 2. The employment conditions in the community where the organization is located. 3. Working conditions, salary and benefit packages offered by the organization. 2
4. 5. 6. 7.
The rate of growth of the organization. Future expansion program of the organization. And Cultural and legal issues. Organization’s ability to find and retain good performing people.
Selection process: “Selection is the process of examining the applicants with regard to their suitability for the given job or jobs, and choosing the best candidate and rejecting the others.” Good recruitment practices are only one key to generating a pool of top job candidates. Equally important is having a strong basis from which to recruit. If an organization’s policies and practices are unattractive to candidates, the organization’s ability to generate good candidates will be limited regardless of the specific recruitment practices they employee. But what policies and practice do “good” applicants find attractive? Unfortunately, there is no easy answer to this question because not all “good” applicants are alike, and research shows that organization’s policies and the individual’s characteristics. Financial considerations, supply and demand, and other variables impact the recruitment process. Looking for a qualified person for the IT department is likely to require a broader and possibly more expensive search. Recruitment indicate that there is an increase in the use of the internet and interactive employment websites, such as searching web databases, placing online ads at various career sites, purchasing candidate information from resume services, sending recruitment materials, to targeted individuals, and placing ads in newspapers can all yield positive results. Selection is the process in which candidates for employment are divided in two classesthose application of these tools. Qualified applicants go on to the next hurdle, while the unqualified are eliminated”. Thus, an effective selection Program is a non-random process because those selected have been chosen on the bases of the assumption that they are more likely to be “better” employees than those who have been rejected. The organizations can make use of more than one source for carrying out the recruitment procedure. Once the recruiting sources are identified, suitable candidates are called for the selection process. SIGNIFICANCE OF SELECTION PROCESS: Definition: It is the process of differentiation between applicants in order to identify (and hire) those with a greater likelihood of success in a job. Selection of personnel to man the organization is a crucial, complex and continuing function. The ability of an organization to attain its goals effectively and to develop in a dynamic environment largely depends upon the effectiveness of its selection program. If right personnel is selected the remaining functions of personnel management becomes easier, the employee contribution and commitment will be at an optimum level and employee3
employer relations will be congenial. In an opposite situation where the right person is not selected, the remaining functions of personnel management, employee relations will not be effective. If the right person is selected, he becomes a valuable asset to the organization. In case of faulty selection, the employee will become a liability to the organization. Who are to be offered employment and those who are not. The process might be called rejection, since more candidates may be turned away than hired. For this reason, selection is frequently described as a negative process, in contrast with the positive program of recruitment. PRINCIPLES OF THE SCREENING: A fair set of screening criteria The criteria must be in line with the job content and appointment as well as advertised requirements Applicants should be clear on the criteria that apply The criteria should apply to all applicants in a consistent manner Any waivers should be fully motivated and approved Declarations should be made of whether any candidate is related to or friends of an official in the component where the vacancy exists The various activities of the screening process should be documented and put on record INITIAL REVIEWING AND TESTING:
Education and Experience Evaluation Letters Of Recommendation Elf-Assessment. Aptitude Andeneral Trait Test Performance Test for Specific Jobs Performance Test for Specific Jobs.
STEPS INVOLVED IN SELECTION PROCESS: A scientific selection procedure completes in 10 basic steps which are as follows: 1. Application Form. 2. Written Examination. 3. Preliminary Interview. 4. Group Discussion. 5. Tests. 6. Final Interview. 7. Medical Examination. 8. Reference Checks. 9. Line Manager’s Decision, and 10. Employment.
4
1.2 COMPANY Why Insurance sector? The service industry is one of the fastest growing sectors in India today. The upcoming sectors which are really showing the graph towards upwards are - Telecom, Banking, and Insurance. These sectors really have a lot of responsibility towards the economy. Amongst the above-mentioned areas insurance is one sector, which took a lot of time in positioning itself. The insurance business of non-life companies was not much in problems but the major problem was with life insurance. Life Insurance Corporation of India had monopoly for more than 45 years, but the picture then was completely different. Previously people felt that “Insurance is only for classes not for masses” but now the picture is vice-versa. The formation of IRDA, entrance of private life insurance companies into India with one foreign partner, compulsory training of Insurance agents etc. developments started to take place. And this was the time when these companies started searching for proper channel partners who can help the organization in expanding its network and business in India. After the Insurance Regulatory and Development Authority Act have been passed there has been establishment of many private insurance companies in India. Previously there was a monopoly business for Life Insurance Corporation of India (L.I.C.) who was the only life-insurance company for the people till 2000. L.I.C. still holds 71.4% of the market share in 2006. But after the introduction of private life insurance companies there is a great competition in Indian market now. Everyone is trying to capture the fresh market here and penetrate it with aggressive marketing strategies. In India only 25% of the population has life insurance. So Indian life-insurance market is the target market of all the companies who either want to extend or diversify their business. Insurance is such industry where labour turnover is the maximum than that of any other industry hence there is lot of scope for HR to work in recruitment and selection process. On the whole Bharti AXA life insurance is a good place to work at. Every new recruit is provided with extensive training on unit linked funds, financial instruments and the products of Bharti AXA. This training enables an advisor/sales manager to market the policies better. The company should try to create awareness about itself in India. In the global market it is already very popular. With an improvement in the sales techniques used, a fair bit of advertising and modifications to the existing product portfolio, Bharti AXA would be all set to capture the insurance market in India as it has around the globe.
5
1.1: COMPANY PROFILE: Bharti AXA Life is a life insurance player that was started in 2006. It brings together strong financial expertise of the Paris-headquartered AXA Group, and Bharti Enterprises - one of India's leading business groups with interests in telecom, agricultural business, financial services, and retail. The joint venture has a 74% stake from Bharti and 26% stake from AXA Asia Pacific Holdings Ltd. (APH) .The Company launched national operations in December 2006. Bharti Enterprises is one of India’s leading business groups with interests in telecom, agri business, insurance and retail. Bharti has been a pioneering force in the telecom sector with many firsts and innovations to its credit. Bharti Airtel Limited, a group company, is one of India’s leading private sector providers of telecommunications services with an aggregate of 60 million customers, spanning mobile, fixed line, broadband and enterprise services. Bharti Airtel was ranked amongst the best performing companies in the world in the Business Week IT 100 list 2007. Bharti Teletech is the country’s largest manufacturer and exporter of telephone terminals. Bharti has a joint venture with ELRO Holdings India Ltd. – ‘Field Fresh Foods Pvt. Ltd’ - for global distribution of fresh fruits and vegetables. Bharti also has a joint venture - ‘Bharti AXA Life Insurance Company Ltd.’ - with AXA, world leader in financial protection and wealth management. Bharti has recently forayed into the retail business under a company called Bharti Retail Pvt. Ltd. It also has a joint venture – ‘Bharti Wal-Mart Private Limited’ – with Wal-Mart, for wholesale cash-and-carry and back-end supply chain management operations. AXA Group is a worldwide leader in Financial Protection. AXA's operations are diverse geographically, with major operations in Western Europe, North America and the Asia/Pacific area. AXA had Euro 1,315 billion in assets under management as of December 31, 2006. For full year 2006, IFRS revenues amounted to Euro 79 billion, IFRS underlying earnings amounted to Euro 4,010 million and IFRS adjusted earnings to Euro 5,140 million. The AXA ordinary share is listed and trades under the symbol AXA on the Paris Stock Exchange. The AXA American Depository Share is also listed on the NYSE under the ticker symbol AXA. We undertook an in-depth analysis wherein we identified the notion of preference was totally related to the trust granted to various names in insurance and financial services. The level of trust is very inadequate today, regardless of the brand considered. This is because the perception of consumers is that we are all evolving only in "a world of promises." And this is what we have to redefine. Beyond promises... proof We don't want to make promises any more. Instead, we want to demonstrate our ability to respond to client needs with real and tangible proof and, in so doing, to establish an authentic relationship of trust with our clients. These are the three attitudes that clients most expect from an insurance and financial services company in exchange for their vote of confidence. These three attitudes stood 6
out from the others in the consumer research we conducted across markets, regardless of their level of maturity. They are at the heart of our actions and our commitments to clients. 1.2: CORPORATE PROFILE: Bharti AXA Life Insurance is joint ventures between Bharti, one of India’s leading business groups with interests in telecom, agree business and retail, and AXA, world leader in financial protection and wealth management. The joint venture company has a 74% stake from Bharti and 26% stake of AXA. The company launched national operations in December 2006. Today, company has over 5200 employees across over 12 states in the country. Our business philosophy is built around the promise of making people "Life Confident". As company expand our presence across the country to cater to your insurance and wealth management needs with our product and service offerings, company continue to bring 'life confidence' to customers spread across India. Whatever your plans in life, you can be confident that Bharti AXA Life will offer the right financial solutions to help you achieve them. Company is working on the base of five core values-
Professionalism Innovation Team Spirit Pragmatism Integrity
Key features:
Using multi-distribution, multi product platform techniques. Adapting AXA's best practices as a sound platform for profitable growth. Leveraging Bharti's local knowledge, infrastructure and customer base. Delivering high levels of shareholder return. Building long term value with business partners by enhancing the proposition to their customers. Retaining the best talent in India.
7
CHAPTER 2 OBJECTIVES AND SCOPE
8
2.1 Objectives Objectives of the study are as follows:
Attract highly qualified and competent people Ensure that the selected candidates stay longer with the company Make sure that there is match between cost and benefit Help the firm create more culturally diverse work-force To study the recruitment and selection process of the company To study the satisfaction level of employees with respect to recruitment & Selection in Bhai AXA
9
CHAPTER 3 RESEARCH METHODOLOGY
10
Research Methodology 3.1 Data collection:To conduct the studies different methodologies have been adopted. Both and secondary data
are used. Primary data
primary
were collected by conducting personal
interviews with the departmental heads, casual talks with workers and secondary data were collected from the organization manuals. Primary sources Direct
interview with the departmental heads , detailed interview with the
divisional heads and by interaction with workers and customers of the company . The data is also collected by observing the functions of the organization. Secondary sources The secondary sources of data are: 1.
Organization documents.
2.
Departmental manuals.
3.
Annual reports
4.
Periodicals, books etc. published by the company.
5.
Proposals Forums.
3.2 Sample Design Sample Size: 50 Sampling Technique:- Closed end Questionnaire Statistical Tools: Pie chart
11
CHAPTER 4 DATA ANALYSES AND INTERPRETATION
12
Q1. To which age group do you belong? S. no.
Age group
No of respondents
Percentage Analysis
1.
18 -28
15
30
2.
28-38
20
40
3.
38-48
13
26
4.
48-58
2
4
5.
58 years & 0
0
above Total
50
100
AGE GROUP 48-58 4%
58 & above 0% 18-28 30%
38-48 26%
28-38 40%
Interpretation:- Majority of the respondents were of age group 28-38, i.e. 40%
13
Q2. What is your Gender?
S. no.
Gender
No of respondents
Percentage Analysis
1.
Male
44
88
2.
Female
6
12
Total
50
100
GENDER Female 12%
Male 88%
Interpretation:- Majority of the respondents were male, i.e. 88%
14
Q3. Recruitment and selection is effective for the organization.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
10
20
3.
Neutral
8
16
4.
Agree
12
24
5.
Strongly agree
20
40
Total
50
100
Strongly disagree 0% Disagree 20% Strongly agree 40%
Neutral 16%
Agree 24%
Interpretation:- Majority of the respondents strongly agree that Recruitment and selection is effective for the organization.i.e.40%
15
Q4. Recruitment and selection process differs according to sources of recruitment.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
0
0
4.
Agree
0
0
5.
Strongly agree
50
100
Total
50
100
Strongly disagree Agree 0% 0%
Neutral 0% Disagree 0%
Strongly agree 100%
Interpretation:- Majority of the respondents strongly agree that Recruitment and selection process differs according to sources of recruitment..i.e.100%
16
Q5. Interviews are important for effective Recruitment and selection..
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
13
26
4.
Agree
32
64
5.
Strongly agree
5
10
Total
50
100
Strongly agree 10%
Strongly disagree 0% Disagree 0%
Neutral 26%
Agree 64%
Interpretation:- Majority of the respondents agree that Interviews are important for effective Recruitment and selection.i.e.64%
17
Q6. Different methods of interviews should be used for Recruitment and selection. .
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
18
36
3.
Neutral
12
24
4.
Agree
20
40
5.
Strongly agree
0
0
Total
50
100
Strongly agree Strongly disagree 0% 0%
Agree 40%
Disagree 36%
Neutral 24%
Interpretation:- Majority of the respondents agree that Different methods of interviews should be used for Recruitment and selection .i.e.40%
18
Q7. Recruitment and selection process depends upon recruiters.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
20
40
3.
Neutral
5
10
4.
Agree
15
30
5.
Strongly agree
0
0
Total
50
100
Strongly agree Strongly disagree 0% 0%
Agree 44% Disagree 45%
Neutral 11%
Interpretation:- Majority of the respondents disagree that Recruitment and selection process depends upon recruiters .i.e.45%
19
Q8. Recruiter should be knowledgeable and experienced..
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
20
40
3.
Neutral
5
10
4.
Agree
15
30
5.
Strongly agree
0
0
Total
50
100
Strongly agree 24%
Disagree 0%
Strongly disagree 0%
Neutral 20%
Agree 56%
Interpretation:-
Majority of the respondents agree that Recruiter should be
knowledgeable and experienced. i.e.56%
20
Q9. External Recruitment brings out the desirable employees in the organisation.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
20
40
2.
Disagree
15
30
3.
Neutral
5
10
4.
Agree
7
14
5.
Strongly agree
3
6
Total
50
100
Strongly agree 6% Agree 14% Strongly disagree 40%
Neutral 10%
Disagree 30%
Interpretation:-
Majority of the respondents strongly disagree that External
Recruitment brings out the desirable employees in the organisation .i.e.40%
21
Q10. Company follows different recruitment methods for different grades of employees.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
27
54
3.
Neutral
0
0
4.
Agree
17
34
5.
Strongly agree
6
12
Total
50
100
Strongly agree 12%
Strongly disagree 0%
Disagree 54%
Agree 34%
Neutral 0%
Interpretation:- Majority of the respondents disagree that Company follows different recruitment methods for different grades of employees.i.e.54%
22
Q11. Innovative techniques like stress test, psychometric test and personality test should be used for selection..
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
3
6
4.
Agree
17
34
5.
Strongly agree
30
60
Total
50
100
Strongly disagree 0%
Disagree 0%
Neutral 6%
Agree 34% Strongly agree 60%
Interpretation:- Majority of the respondents strongly agree that Innovative techniques like stress test, psychometric test and personality test should be used for selection.i.e.60%
23
Q12. Video conferencing tools are used for interviews..
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
0
0
4.
Agree
20
40
5.
Strongly agree
30
60
Total
50
100
Strongly disagree 0%
Disagree Neutral 0% 0%
Agree 40%
Strongly agree 60%
Interpretation:- Majority of the respondents strongly agree that Video conferencing tools are used for interviews.i.e.60%
24
Q13. Aptitude tests are relevant according to job levels.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
10
20
4.
Agree
23
46
5.
Strongly agree
17
34
Total
50
100
Strongly disagree 0%
Disagree 0%
Neutral 20%
Strongly agree 34%
Agree 46%
Interpretation:- Majority of the respondents agree that Aptitude tests are relevant according to job levels.i.e.46%
25
Q14. HR practices of the company are modern..
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
10
20
4.
Agree
23
46
5.
Strongly agree
17
34
Total
50
100
Strongly disagree 0%
Disagree 0%
Neutral 20%
Strongly agree 34%
Agree 46%
Interpretation:- Majority of the respondents agree that HR practices of the company are modern.i.e.46%
26
Q15. Merit and experience are considered before selection.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
18
36
4.
Agree
22
44
5.
Strongly agree
10
20
Total
50
100
Disagree 0%
Strongly agree 20%
Strongly disagree 0%
Neutral 36%
Agree 44%
Interpretation:- Majority of the respondents agree that Merit and experience are considered before selection. i.e.44%
27
Q16. Organisation does timely recruitment and selection process.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
0
0
4.
Agree
22
44
5.
Strongly agree
28
56
Total
50
100
Disagree Neutral 0% 0%
Strongly disagree 0%
Agree 44% Strongly agree 56%
Interpretation:- Majority of the respondents strongly agree that Organisation does timely recruitment and selection process.i.e.56%
28
Q17. Organisation does timely recruitment and selection process.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
10
20
4.
Agree
23
46
5.
Strongly agree
17
34
Total
50
100
Strongly disagree 0%
Disagree 0%
Neutral 20%
Strongly agree 34%
Agree 46%
Interpretation:- Majority of the respondents agree that Organisation does timely recruitment and selection process..i.e.46%
29
Q18. HR team act as a consultant to enhance the quality of the pre-screening process.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
13
26
4.
Agree
32
64
5.
Strongly agree
5
10
Total
50
100
Strongly agree 10%
Strongly disagree 0%
Disagree 0%
Neutral 26%
Agree 64%
Interpretation:- Majority of the respondents agree that HR team act as a consultant to enhance the quality of the pre-screening process.i.e.64%
30
Q19. HR department is efficient in selection policy of the employees.
S. no.
Particulars
No
of Percentage
respondents
Analysis
1.
Strongly disagree
0
0
2.
Disagree
0
0
3.
Neutral
0
0
4.
Agree
20
40
5.
Strongly agree
30
60
Total
50
100
Strongly disagree 0%
Disagree Neutral 0% 0%
Agree 40%
Strongly agree 60%
Interpretation:- Majority of the respondents strongly agree that HR department is efficient in selection policy of the employees.i.e.60%
31
CHAPTER 5 FINDINGS
32
5.1 Findings 1. Majority of the respondents were of age group 28-38, i.e. 40% 2. Majority of the respondents were male, i.e. 88% 3. Majority of the respondents strongly agree that Recruitment and selection is effective for the organization.i.e.40% 4. Majority of the respondents strongly agree that Recruitment and selection process differs according to sources of recruitment..i.e.100% 5. Majority of the respondents agree that Interviews are important for effective Recruitment and selection.i.e.64% 6. Majority of the respondents agree that Different methods of interviews should be used for Recruitment and selection .i.e.40% 7. Majority of the respondents disagree that Recruitment and selection process depends upon recruiters .i.e.45% 8. Majority of the respondents agree that Recruiter should be knowledgeable and experienced. i.e.56% 9. Majority of the respondents strongly disagree that External Recruitment brings out the desirable employees in the organisation .i.e.40% 10. Majority of the respondents disagree that Company follows different recruitment methods for different grades of employees.i.e.54% 11. Majority of the respondents strongly agree that Innovative techniques like stress test, psychometric test and personality test should be used for selection.i.e.60% 12. Majority of the respondents strongly agree that Video conferencing tools are used for interviews.i.e.60% 13. Majority of the respondents agree that Aptitude tests are relevant according to job levels.i.e.46% 14. Majority of the respondents agree that HR practices of the company are modern.i.e.46% 15. Majority of the respondents agree that Merit and experience are considered before selection. i.e.44% 16. Majority of the respondents strongly agree that Organisation does timely recruitment and selection process.i.e.56% 17. :- Majority of the respondents agree that Organisation does timely recruitment and selection process..i.e.46%
33
18. Majority of the respondents agree that HR team act as a consultant to enhance the quality of the pre-screening process.i.e.64% 19. Majority of the respondents strongly agree that HR department is efficient in selection policy of the employees.i.e.60%
34
CHAPTER 6 LIMITATIONS
35
6.1 Limitations 1. In the given short time it is very difficult to cover all departments. 2. Only the overall recruitment and selection of the organisation is studied. The firm’s overall performance cannot be evaluated in the study. 3. Departments keep some data confidential due to risk & trust issues. 4. Not all personnel of different departments bother to give serious read to the questions. 5. This study is only limited to this company.
36
Chapter7 Conclusions and Recommendations
37
Conclusion This presents the summary of the study and survey done in relation to the Recruitment and Selection in BHARTI AXA. The conclusion is drawn from the study and survey of the company regarding the recruitment and selection process carried out there. The recruitment process is not done objectively, that is why the search and headhunt of people is of those whose skills fits into the company’s values. Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new ideas enter in the company. Selection process is satisfactory but it should also be modified according to the requirements and job profile so that the main objective of selecting the candidate could be achieved.
38
Recommendation 1. HR department must have independence so that it can work efficiently for the welfare of the employees. 2. HR department must work towards the betterment of advertisements for the jobs. 3. Manpower requirement for each department should be identified well in advance. 4. If the manpower requirement is high and the recruitment team of the HR department alone cannot satisfy it, then help from the placement agencies is needed. 5. Time management is very essential and it should not be ignored at any level of the process. 6. The recruitment and selection through placement agencies as the last resort and is utilised only when needed. 7. The recruitment and selection procedure should not to lengthy and time consuming. 8. The candidates called for interview should be allotted timings and it should not overlap with each other.
39
BIBLIOGRAPHY
40
Following books were used as reference to carry out this project: HUMAN RESOURCE AND PERSONNEL MANAGEMENT. (K.ASWATHAPPA) HUMAN RESOURCES MANAGEMENT. (PEARSON EDITION 9TH EDITION)
41
ANNEXURE
42
QUESTIONNAIRE Recruitment and Selection a Case Study of BHARTI AXA LIFE INSURANCE, JAMMU I Saksham Duggal of B.B.A Semester Vth is undertaking my project report of B.B.A degree from INSTITUTE OF MANAGEMENT & SCIENCE affiliated with University of Jammu. In view of this, I am conducting a survey towards Recruitment and Selection a Case Study of BHARTI AXA LIFE INSURANCE, JAMMU The contents of this questionnaire are only for the academic purposes and information provided by you will be kept confidential. Personal Information 1. Name: 2. Age: (a) 18-28 (b) 28-38 years (c) 38-48 years (d) 48-58 years (e) 58 years & above 3. Gender: (a) Male (b) Female
43
S.no. Statement 1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12. 13.
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Recruitment and selection is effective for the organization. Recruitment and selection process differs according to sources of recruitment. Interviews are important for effective Recruitment and selection. Different methods of interviews should be used for Recruitment and selection. Recruitment and selection process depends upon recruiters. Recruiter should be knowledgeable and experienced. External Recruitment brings out the desirable employees in the organisation. Company follows different recruitment methods for different grades of employees. Innovative techniques like stress test, psychometric test and personality test should be used for selection. Video conferencing tools are used for interviews. Aptitude tests are relevant according to job levels. HR practices of the company are modern. Merit and experience are considered before selection. 44
14.
15.
16.
Organisation does timely recruitment and selection process. HR team act as a consultant to enhance the quality of the prescreening process. HR department is efficient in selection policy of the employees.
45
Related Documents
Project
May 2020 27
Project
June 2020 23
Project
November 2019 40
Project
November 2019 45
Project
December 2019 44
Project
November 2019 44More Documents from ""
Questionnaire .docx
June 2020 2
Archit Complete Project.docx
June 2020 1
Project Saksham.docx
June 2020 0
Project.docx
June 2020 0
Anish.docx
June 2020 1