bharti axa recruitment and selection

8/18/2019 Bharti Axa Recruitment and Selection

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RESEARCH REPORT UNDER TAKEN

“BHARTI AXA Life Insurance

company Limited”STUDY AND ANALYSIS ! R"#RUIT$"NT AND S"L"#TIN

%R#"DUR"

Session&' ()*+,')*+-.

A Researc/ report prepared and su0mitted for t/e partia1 re2uirement and

fu1fi1ment of t/e $BA pro3ram at $AHARANA %RATA% "N4IN""RIN4

#LL"4" (Approved by AI#T", Govt.of India)

Su0mitted To& Su0mitted By&

Dr. Mamta Shukla Kavita Methiya

H..D (M.!.A Deptt.) M.!.A "th Sem.

M.#.$.% Kanpur &oll 'o.""*+


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A#5N6L"D4"$"NT

If -ord are /onidered to be i0n of 0ratitude then let thee -ord /onvey the very ame, my

in/ere 0ratitude to B/arti AXA Life Insurance for providin0 me an opportunity to -ork -ith

!harti A1A and 0ivin0 ne/eary dire/tion on doin0 thi pro2e/t to the bet of my abilitie.

I am hi0hly indebted to $r7 8eerendra %ratap ( Sr. !&A'%H SA3$S MA'AG$&) and

/ompany pro2e/t 0uide $r7 Ro/it Tomer (AGA'%4 MA'AG$&) , -ho ha provided me the

ne/eary information and alo for the upport e5tended in the /ompletion of thi report and

there valuable u00etion and /omment on brin0in0 out thi report in the bet -ay poible.

I have to thank alo my /lamate for upportin0 me for thi reear/h report.


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D"#LARATIN

I 5a9ita $et/iya: hereby de/lare that thi -ork entitled 6STUDY AND

ANALYSIS ! R"#RUIT$"NT AND S"L"#TIN %R#"DUR"” i my

-ork /arried out under the 0uidan/e of Dr7 $amta s/u;1a. 7hi report neither full

nor in part ha ever been ubmitted for a-ard of any other de0ree of either thi

8niverity or any other 8niverity.

5a9ita $et/iya

$BA < ,t/ Sem7

Ro11 No7' +,*,-=**+>


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Table of Contents

EXECUTIVE SUMMARY.............................................................................0

INTRODUCTION......................................................................................2

O!ECTIVE O"

STUDY######################################

######## $

COMPANY PRO"I%E&................................................................................'

CORPORATE PRO"I%E............................................................................()

HRM PO%ICY.........................................................................................20

PROMOTERS.........................................................................................2'

RESEARCH

METHODO%O*Y#################################

########...$(

SE%ECTION AND RECRUITMENT STEPS....................................................$'

RECRUITMENT PROCESS........................................................................$+

SE%ECTION PROCESS............................................................................$)

"INDIN*S AND SU**ESTIONS................................................................'+

RESEARCH ANA%YSIS............................................................................+)

CONC%USION........................................................................................+,

ANNEXURE...........................................................................................+-

INTERVIE EVA%UATION "ORM..............................................................+/

O""ER CHECK%IST................................................................................)0

RE"ERENCE CHECK "ORM......................................................................)(

EMP%OYEE RE"ERRA% "ORM..................................................................)$

O""ER %ETTER......................................................................................)+

I%IO*RAPHY.....................................................................................))


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PRE"ACE

7hi pro2e/t -a /arried out in the H& department of BHARTI AXA Lifeinsurance /o. 9ammu. B/arti AXA Life insurance i only /on/ern -ith life

inuran/e and General inuran/e.

7he ob2e/tive of thi pro2e/t i to tudy the entire &e/ruitment : Sele/tion

pro/ee at B/arti AXA Life insurance7 7he Human &eour/e Department of

B/arti AXA Life insurance /arrie out both thee fun/tion ;uite effe/tively.

Hen/e, the pro/edure of &e/ruitment i tudied thorou0hly and ome inferen/e

a//ordin0ly. 7he data and information /olle/ted i -ith repe/t to -orkin0

pro/edure pe/ifi/ally re0ardin0 re/ruitment pro/edure, the data referred for thi

tudy i for the year


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INTRODUCTION TO PRO!ECT

R"#RUIT$"NT? S"L"#TIN

&e/ruitment and ele/tion i the pro/e of identifyin0 the need for a 2ob, definin0

the re;uirement of the poition and the 2ob holder, advertiin0 the poition and

/hooin0 the mot appropriate peron for the 2ob. &etention mean enurin0 that

on/e the bet peron ha been re/ruited, they tay -ith the buine and are not

6poa/hed> by rival /ompanie.

8ndertakin0 thi pro/e i one of the main ob2e/tive of mana0ement. Indeed, the

u//e of any buine depend to a lar0e e5tent on the ;uality of it taff.

&e/ruitin0 employee -ith the /orre/t kill /an add value to a buine andre/ruitin0 -orker at a -a0e or alary that the buine /an afford, -ill redu/e

/ot.

7he term ?ele/tion ?denote a /hoi/e of one or ome from amon0t many. 7he

vital importan/e of makin0 the ri0ht ele/tion of taff for any enterprie /annot be

overemphai@ed. hile ele/tin0 employee, it hould be borne in mind that they

are the 0reatet our/e of an or0ani@ation. !uildin0 and money are al-ay

e/ondary. 7he /riti/al element i al-ay the pirit, team-ork and the kill of theor0ani@ationB peronnel. $verythin0 /an be bou0ht or reprodu/ed e5/ept killed

and dedi/ated ervi/e.

T/e process recruitment and se1ection of emp1oyees is not easy: it is

one of t/e most important aspects for runnin3 any 0usiness7 T/is is

meant to /e1p for p1annin3 recruitment and se1ection of emp1oyees7

2


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0@ecti9e to Study

7he aim of the preent tudy i a//omplihin0 the follo-in0 ob2e/tiveC

• 7o undertood labour turn over rate i more in inuran/e e/tor.

• 7o undertand the re/ruitment and ele/tion pro/edure.

• 7o kno- about the fun/tion of H& other than re/ruitment.

• ver all undertandin0 and brief kno-led0e of life inuran/e indutry.

• 7o enure all re/ruitment and ele/tion pro/edure

/omply -ith the %oun/ilB $;ual pportunity #oli/y.

• 7o enure that all appointment are made on merit

• 7o attra/t uffi/ient appli/ation from potential

/andidate for appointment -ith the kill, ;ualitie,

abilitie, e5perien/e and /ompeten/ie deemed a bein0

ne/eary to the 2ob

• 7o develop and maintain pro/edure -hi/h -ill ait in enurin0 the appointment of the mot uitable candidate

3


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COMPANY PROFILE

!harti A1A 3ife Inuran/ei a 2oint venture bet-een

!harti, one of IndiaB

leadin0 buine 0roup

-ith interet in tele/om,

a0ro buine and retail,

and A1A, -orld leader in

finan/ial prote/tion and -ealth mana0ement. 7he 2oint venture /ompany ha a +"

take from !harti and


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6/y Insurance sector

7he ervi/e indutry i one of the fatet 0ro-in0 e/tor in India today. 7he

up/omin0 e/tor -hi/h are really ho-in0 the 0raph to-ard up-ard are =

7ele/om, !ankin0, and Inuran/e. 7hee e/tor really have a lot of reponibility

to-ard the e/onomy.

Amon0t the above=mentioned area inuran/e i one e/tor, -hi/h took a lot of

time in poitionin0 itelf. 7he inuran/e buine of non=life /ompanie -a not

mu/h in problem but the ma2or problem -a -ith life inuran/e. 3ife Inuran/e

%orporation of India had monopoly for more than "E year, but the pi/ture then

-a /ompletely different. #reviouly people felt that 6Insurance is only for

classes not for masses” but no- the pi/ture i vi/e=vera.

7he formation of I&DA, entran/e of private life inuran/e /ompanie into India

-ith one forei0n partner, /ompulory trainin0 of Inuran/e a0ent et/.

development tarted to take pla/e. And thi -a the time -hen thee /ompanie

tarted ear/hin0 for proper /hannel partner -ho /an help the or0ani@ation in

e5pandin0 it net-ork and buine in India.

After the Inuran/e &e0ulatory and Development Authority A/t have been paed

there ha been etablihment of many private inuran/e /ompanie in India.

#reviouly there -a a monopoly buine for 3ife Inuran/e %orporation of India

(3.I.%.) -ho -a the only life=inuran/e /ompany for the people till


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In India only


12/74

Indian Insurance Industry History&

3ife inuran/e /ame to India from $n0land in -hen oriental life inuran/e

/ompany tarted in %al/utta by $uropean. After thi many inuran/e /ompanie

had been tarted in India. !ut thee /ompanie -ere lookin0 after only the need of

$uropean /ommunity etablihed in India. Indian people -ere not bein0 inured by

thee /ompanie. Jirt Indian life inuran/e /ompany /ame a !ombay mutual life

inuran/e auran/e. Se/ond /ompany -a !harat inuran/e /ompany /ame in

*. After thi the united India in madra, national Indian and national inuran/e

in %al/utta and the /o=operative auran/e in 3ahore -ere etablihed in *.

7o re0ulate Indian inuran/e buine firt inuran/e a/t /ame in < a life

inuran/e /ompany a/t and provident fund a/t. 7hee a/t /onit of premium rate

table and periodi/al valuation of /ompanie. In the firt t-o de/ade of


13/74

5"Y $IL"STN"S

++) & 7he Indian 3ife Auran/e %ompanie A/t ena/ted a the firt tatute to

re0ulate the life inuran/e buine.

+)> & 7he Indian Inuran/e %ompanie A/t ena/ted to enable the 0overnment to

/olle/t tatiti/al information about both life and non=life inuran/e buinee.

+C> & $arlier le0ilation /onolidated and amended by the Inuran/e A/t -ith the

ob2e/tive of prote/tin0 the interet of the inurin0 publi/.

+- &


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Indian re3u1atory de9e1opment aut/ority&

In , the Inuran/e &e0ulatory and Development Authority (I&DA) -ere

/ontituted a an autonomou body to re0ulate and develop the inuran/e indutry.

7he I&DA -a in/orporated a a tatutory body in April,


15/74

#/an3in3 perception of Indian customers&

Indian Inuran/e /onumer are like Indian oter, they are oft but -hen time i

ri0ht and ripe, they demand and eek ne/eary /han0e. De=tariff of many

Inuran/e #rodu/t are the refle/tion of /han0in0 apiration and 0ro-in0 demand

of Indian /onumer.

Jor hitori/al year, Indian /onumer -ere at re/eivin0 end. Inuran/e #rodu/t

-a under-ritten and -a pra/ti/ally for/ed onto /onumer on a 67ake=it=A=it=

bai>. All that 0ot /han0ed -ith paa0e of I&DA a/t in . 'e- inuran/e

/ompanie have /ome into e5iten/e leadin0 to open /ompetition and hen/e better

produ/t for /utomer.

Indian /utomer have be/ome very enitive to %overa0e#remium a -ell a the

#rodu/t (read &ik Solution), that i 0iven to them. 7here are not ready to a//ept

any produ/t, no matter even if that i /omin0 from the market leader, hould that

produ/t i not ervin0 the purpoe. A /ae in point i 83I# #rodu/tGroup 3ife and

%redit 3ife in 3ife Inuran/e e0ment and 7ravelJamily Jloater Health and

3iability Inuran/e in the 'on=life e0ment are ne- a0e Avatar. 7he ne- produ/t

are /ontantly bein0 demanded by Indian /onumer, -hi/h i puttin0 hu0e

preure on Inuran/e /ompanie (&ead &ik 8nder=-riter) and !roker to

repond.

%utomer are lookin0 at Inuran/e for /overin0 #ure &ik no- -hi/h I have

/overed in my ne5t e/tion. Another 0ood reaon -hy -e are eein0 ;ui/k /han0e

in the buyin0 behavior of Inuran/e from mere Invetment to rik miti0ation i the

/ot of &epla/ement of Good (&G) or %ot of Servi/e (%S).

10


16/74

'o- Indian /utomer are a-are of inuran/e indutry and inuran/e produ/t

provided by /ompanie. 7hey have be/ome more enitive. 7hey -ould not a//ept

any type of inuran/e produ/t unle it fulfill their re;uirement and need. In

hitori/ dayB /utomer lookin0 at inuran/e produ/t a a life /over -hi/h /an

provide e/urity a0aint any una//eptable event, but no- /utomer look at

inuran/e produ/t a an invetment a -ell a life /over. So todayB /utomer

-ant 0ood return from the inuran/e /ompanie. 7he Indian /utomerB form the

pivot of ea/h /ompanyB trate0y.

In9estment of Indian House/o1d Sa9in3s

(As a E in different sector.

!A'K D$#SI7S CE

%. !A'KS )E

SHA&$S A'D D$!$'78&$S +E

M878A3 J8'DS )E

'!J%BS CE

G7. !'DS +CE

I'S8&A'%$ +CE

#J &$7I&$ J8'DS )+E

%8&&$'%4 -E

11


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12


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#/an3in3 !ace of Indian Insurance Industry&

After the Inuran/e &e0ulatory and Development Authority A/t have been paed

there ha been etablihment of many private inuran/e /ompanie in India.

#reviouly there -a a monopoly buine for 3ife Inuran/e %orporation of India

(3.I.%.) -ho -a the only life=inuran/e /ompany for the people till


19/74

up -ith an Indian /ompany and thi forei0n inuran/e /ompany /an have an

invetment of only


20/74

3ife inuran/e i alo no- bein0 re0arded a a veratile finan/ial plannin0 tool.

Apart from the traditional term and avin0 inuran/e poli/ie, indutry ha een the

entry and 0ro-th of unit linked produ/t. 7hi provide market linked return and

i amon0 the mot fle5ible poli/ie available today for invetment. 'o- produ/t

are pri/ed, fle5ible, and realiti/ and utain o people in better poition to

undertand the rik and benefit of the produ/t and they are a//eptin0 thee

innovative produ/t.

So it i /lear that the fa/e of life inuran/e in India i /han0in0, but -ith the

/han0e /ome a hot of /hallen0e and it i only the /redible player -ith a lon0

term viion and a robut buine trate0y that -ill urvive. hatever the

development, the future and the opportunitie in thi indutry -ill urely be

e5/itin0.

7here are < private player in Indian life inuran/e market.

6 bank owned insurers = HDJ% tandard life, I%I%I prudential, I'G yya,

Met3ife, M Kotak, S!I life

6 independent insurers = Aviva, A'# anmar, !irla un life, !a2a2 Allian@, Ma5

'e- 4ork life, 7ata AIG, !harti A1A

Ma2or international inurer are= #rudential and Standard life from 8K, Sun life of

%anada, AIG, Met3ife and 'e- 4ork life of the 8S.

15


21/74

Increasin3 3roFt/ since 1i0era1iGation&

4$A& 3I% (in bn r.) #&IA7$ #3A4$&

J4

J4"


22/74

Co1oate Pole

B/arti AXA Life Insurance i 2oint venture bet-een !harti, one of IndiaB

leadin0 buine 0roup -ith interet in tele/om, a0ree buine and retail, and

A1A, -orld leader in finan/ial prote/tion and -ealth mana0ement. 7he 2ointventure /ompany ha a +" take from !harti and


23/74

.

E Million (E 3akhe %utomer)

, $mployee

+< !illion $uro (&. ", *,. %rore) &evenue

* !illion $uro (&.E


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V3s3on

7o be a leader and the preferred /ompany for finan/ial prote/tion and -ealth

mana0ement in India.

%romoters Stren3t/&

B/arti "nterprises i one of IndiaB leadin0 buine 0roup -ith interet in

tele/om a0ree buine, inuran/e and retail. It fla0hip tele/om brand LAirtelL,

ha over * million /utomer a/ro the len0th and breadth of India.

AXA 4roup i -orld-ide leader in Jinan/ial #rote/tion. A1A i amon0 Jortune

Global E /ompanie havin0


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Information Tec/no1o3y Dri9en

ur /ommitment and /ontinuou invetment in Information 7e/hnolo0y enable

the %ompany to provide unparalleled /utomer ervi/e.

B/arti AXA #1u0 $em0er

!e/ome a !harti A1A %lub Member and en2oy additional benefit.

B/arti AXAs Support for ur A3ents

%ompany i lookin0 for bri0ht, elf=motivated people -ho -ant to build a

u//eful /areer in inuran/e ale and /onultan/y. e offer 0ood finan/ial

re-ard and re/o0nition, /omprehenive trainin0, e5/ellent ba/k=up and the full

upport of a -orld=/la or0ani@ation.

Strate3y

• 7o a/hieve a top E market poition in India throu0h a multi=ditribution,

multi=produ/t platform

• 7o adapt A1AL bet pra/ti/e blueprint a a ound platform for profitable

0ro-th

• 7o levera0e !hartiL lo/al kno-led0e, infratru/ture and /utomer bae

• 7o deliver hi0h level of hareholder return

• 7o build lon0 term value -ith our buine partner by enhan/in0 the

propoition to their /utomer• 7o be the employer of /hoi/e to attra/t and retain the bet talent in India

• 7o be re/o0ni@ed a bein0 /loe and ;ualified by our /utomer

20


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State435 637eent3atos

• Stron0 partner !harti = provide a//e to /utomer bae of more than


27/74

0ro-th by nurturin0 tren0th of it employee and providin0 the environment :

opportunity for every individual to raie hiher hi0het potential identity and

a/hieve hiher peronal 0oal, -ithin or0ani@ational, o/ietal, and national

ob2e/tive. It hall endeavor to upload di0nity of individual by re/o0ni@in0 their

-orthy /ontribution and makin0 them feel proud partner in pro0re throu0h

follo-in0 meaureC=

$nurin0 hi0h de0ree of ele/tivity in the re/ruitment of employeetrainee

e5pli/itly on /riteria of kno-led0e, kill and attitude o a to e/ure uper

a/hiever and nurture them to e5/el in their performan/e.

Impart u/h indu/tion, orientation and trainin0 o a to mat/h the individual

to tate and in/ul/ate hi0h ene of or0ani@ational loyalty, -ith /ontinue

improved performan/e for betterment of /ompany.

S$" TH"R I$%RTANT %LI#I"S&

• Data re/ordin0 and preervation

• %ommuni/ation poli/y

• Jree and healthy -orkin0 environment

+. Data recordin3 and preser9ation po1icy


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e re/o0ni@e the importan/e of the /ommuni/ation to anti/ipate, undertand and

fulfill the need and e5pe/tation of the employee. 7herefore a tron0 emphai i

laid on /ommuni/ation a a pro/e of harin0 information, /reatin0 a-arene,

eekin0 u00etion and involvin0 them for improvement in the buine related

pro/e o a to a/hieve the tate of e5/ellen/e.

7he purpoe and ob2e/tive of our /ommuni/ation poli/y are a under.

• %olle/t, tore and mana0e information : kno-led0e.

• %ommuni/ate or0ani@ationB 0oal : ob2e/tive, poli/ie : trate0ie to all

employee.

• Joter /loe -orkin0 relationhip a/ro the diviion and team-ork

throu0hout the or0ani@ation.

• Develop : deploy ytemati/ally top=do-n, bottom=up and hori@ontal

/hannel of /ommuni/ation.

• Share bet pra/ti/e and kno-led0e freely and provide eay a//e to

relevant information.

23


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C. !ree and /ea1t/y For;in3 en9ironment'

• #rovide fa/ilitie for all round 0ro-th of individual by trainin0 in and

outide the or0ani@ation, re=orientation, talent, mobility and elf=

development throu0h elf=motivation.

• Groom every individual to reali@e hiher potential in all fa/et -hile

/ontributin0 to attempt hi0her or0ani@ational : peronal 0oal.

• !uild team and foter team-ork a primary intrument in all a/tivitie.

• &e/o0nitive -orthy /ontribution i time and appropriately o a to maintain

a hi0h level of employee motivation and morale.

• Appraial of promotion hall be ethi/al and impartial.

• Implement e;uitable, /ientifi/ and ob2e/tive ytem of re-ard, in/entive

and /ontrol.

• %ontribute to-ard health : -elfare of employee.

H& pe/ialit /ontribute to the 0oal and miion of the firm.

H&M ue performan/e appraial te/hni;ue to meaure and evaluate the

performan/e of the employee and then u00et them ho- to improve it.

H&M help in proper re/ruitment and ele/tion of the deired talent -ho /an

prove benefi/ial to the e/tor.

H& department take /are of the -ork environment and maintain a ;uality -ork

/ulture in the or0ani@ation.

24


30/74

Po:otes

B/arti "nterprises

!harti $nterprie i one of IndiaB leadin0 buine 0roup -ith interet in

tele/om, a0ro buine, inuran/e and retail. !harti ha been a pioneerin0 for/e in

the tele/om e/tor -ith many firt and innovation to it /redit. !harti Airtel

3imited, a 0roup /ompany, i one of IndiaB leadin0 private e/tor provider of

tele/ommuni/ation ervi/e -ith an a00re0ate of * million /utomer, pannin0

mobile, fi5ed line, broadband and enterprie ervi/e. !harti Airtel -a ranked

amon0t the bet performin0 /ompanie in the -orld in the !uine eek I7

lit


31/74

7he A1A ordinary hare i lited and trade under the ymbol A1A on the

#ari Sto/k $5/han0e. 7he A1A Ameri/an Depoitory Share i alo lited on

the '4S$ under the ti/ker ymbol A1A.

B/arti AXA 4enera1 Insurance i a 2oint venture bet-een B/arti, one of IndiaB

leadin0 buine 0roup -ith interet

in 7ele/om, A0ri !uine and &etail and AXA, -orld leader in Jinan/ial

#rote/tion and ealth Mana0ement. !harti Group hold +" of e;uity and A1A

hold


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T/e HR Researc/ %rocess

A &eear/h Dei0n i the frame-ork or plan for a tudy -hi/h i ued a a 0uide in

/olle/tin0 and analy@in0 the data /olle/ted. It i the blue print that i follo-ed in

/ompletin0 the tudy. 7he bai/ ob2e/tive of reear/h /annot be attained -ithout a

proper reear/h dei0n. It pe/ifie the method and pro/edure for a/;uirin0 the

information needed to /ondu/t the reear/h effe/tively. It i the overall operational

pattern of the pro2e/t that tipulate -hat information need to be /olle/ted, from

-hi/h our/e and by -hat method.

A H& reear/h i a ytemi/ and formali@ed pro/e, it follo- a /ertain e;uen/e

of reear/h a/tion. 7he marketin0 pro/e ha the follo-in0 tepC

• Jormulatin0 the problem

• $5ploration of the ituation

• Developin0 ob2e/tive of the reear/h

• Dei0nin0 an effe/tive reear/h plan

• Data /olle/tion te/hni;ue

• Analyi of the /olle/ted data

• $valuatin0 the data and preparin0 a reear/h report

27


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r3aniGation Structure

ork throu0h many /hannel marketin0, human reour/e, finan/e, information

te/hnolo0y,

Marketin0 -in0 i divided in to =

) DIR"#T SAL"S !R#" N Have t-o tired alaried advier for/e to tar0et

the lar0e and divere !harti Airtel /utomer bae.


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Direct Sa1es !orce

HM N Head of Marketin0

OSM N Oonal Sale Mana0er

&SM N &e0ional Sale Mana0er

A&SM N Ao/iate &e0ional Sale Mana0er

AAM N Ao/iate Area Mana0er

SM N Sale Mana0er

J N Jinan/ial ffi/er

J$ N Jinan/ial $5e/utive

29

HOM

ZSM

RSM

ARSM

AAM

SR.SM

SM SM-G SM-D

FO FO-G FO-D

FE FE-G FE-D

FA

SM

AM


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A3ency Structure

MA N A0en/y Mana0er

!SM N !ran/h Sale Man0er

30

A3ency Head

RS$

ARS$

BS$

$A

Ad9isor


36/74

Human Resource Structure

&H& N &e0ional H&

!DH& N !ran/h Development H&

31

Head HR

Organization

Development

Compensation

Benefit

Recruitment

Staffing

Dypt.

Head

HR

BDHR (10-12)

HR

Executive

RHR WEST RHR SOUTHRHR NORTHRHR EAST

BDHR (10-12) BDHR (10-12) BDHR (10-12)

HR

Executive

HR

Executive

HR

Executive


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&$S$A&%H

M$7HD3G4

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TYPES OF DATA

DATA #LL"#TIN

After the reear/h methodolo0y, reear/h problem in H& ha been identified and

ele/ted the ne5t tep i to 0ather the re;uiite data. 7here are t-o type of data

/olle/tion method N primary data and e/ondary data.

•

%rimary data co11ection met/od for obervin0 -orkin0 of /ompany andapproa/hin0 variou peron of the H& Department and akin0 them

;uetion and note -ritten do-n -hile obervin0 and aitin0 H& peron

in their -ork.

• Secondary data co11ection met/od -a ued by referrin0 to /ompany

re/ord, file, and 2ournal, broa/her variou -ebite, book, ma0a@ine,

2ournal and daily ne-paper for /olle/tin0 information re0ardin0 pro2e/t

under tudy.

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Recruitment and Se1ection %o1icy

%urpose

7o hire the ri0ht /andidate for the ri0ht 2ob -ith the ri0ht kill et, -ithin the

a0reed time period, at optimum /ot -hile follo-in0 pro/ee and /omplyin0 -ith

frame -ork to-ard providin0 e;ual opportunity to appli/ant baed on merit.

%o1icy

Deliverin0 the total reour/e re;uirement i the firt tep in the taffin0 pro/e and

/ompriin0 of the follo-in0 tepC

) !aed on the buine plan for the /ompany, fun/tion -ie head/ount tren0th

re;uired -ill be /al/ulated for ea/h ;uarter year, by the repe/tive %$. n/e

approved by the %1 and %37. 7hen thi -ould be buine operatin0 plan.


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7hi pro/e involve identifi/ation of a/tual number of va/an/ie and kind of

va/an/ie, ettin0 the tar0et of total number of peron to be re/ruited in parti/ular

department.

Jo0 ana1ysis&

Settin0 up the pre/ribed ;ualifi/ation, -ork kill, and e5perien/e for parti/ular 2ob

or pot in a parti/ular department.

Sourcin3 strate3y&

- Internal our/in0= it may be promotin0 e5itin0 employee to upper pot, or

may be ele/tin0 the /andidate of employee referen/e.

- $5ternal our/in0=it involve the ele/tin0 /andidate from pla/ement

a0en/ie, private /onultan/ie, employee e5/han0e.

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Re593t:ent Po5ess

HIRIN4 N"6 %SITINS (BUD4"TIN4.

!or a11 p1aned positions Resource Re2uest !orm (RR!. Fi11 0e raised 0y t/e /irin3

mana3er and set to HR7

Hirin3 neF positions (non 0ud3eted.

!or any non 0ud3eted recruitment t/at is o9er and a0o9e t/e perationa1 p1an appro9a1

from #" is re2uired7

Resource re2uest form Fi11 0e raised 0y t/e /irin3 mana3er and set to HR after t/e

re2uired appro9a1s7

Hirin3 a3ainst t/e rep1acement &

T/e same process is re2uired for /irin3 neF position t/at are 0ud3eted needs to 0e fo11oFed

for /irin3 a3ainst a rep1acement7

Hirin3 1ead time &

T/e norma1 1ead time to fi11 up a re2uirement a3ainst t/e RR! is > Fee;s (-. days7 T/is is

ca1cu1ated from t/e date of receipt of RR! 0y HR Fit/ due appro9a1s to t/e date se1ected

candidate @oint B/arti AXA Life insurance company 1td7

Re/ire &

B/arti AXA 1ife insurance company 1td7 A11oFs re/irin3 of e emp1oyees su0@ected to

a9ai1a0i1ity of suita01e 9acancyKopenin3 and past performance of t/e emp1oyee7

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Sele5t3on 1o5ess

!harti=A5a 3ife Inuran/e %ompany ha different fun/tion. So it re;uired

different eli0ibility /riteria for ele/tion of the /andidate.

!harti=A5a take /are of intervie- a -ell a take /are of the payroll of ele/ted

/andidate a it believe in permanent re/ruitment only.

7he Aement ($valuation heet) i ued at !harti=A5a to ae the /andidate,

-ho /ame for the intervie-.

7he intervie- done -ith repe/t to

• Qualifi/ation

• %ommuni/ation kill

• $5perien/e

• 9ob kno-led0e and peronality

• Detail of /urrent alary and /urrent employer

Recruitment Trac;ers

7he tra/ker i a tool to find out the tatu of line=up done by the /onultant, peronal our/in0 by Human &eour/e Department, $mployee referen/e and -alk=

in -ith repe/t to name of /andidate lined up.

It i ent to H& (&) of the /ompany after every E day.

Ad9anta3es

.It 0ive firm databae for the uer.


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a% e&nin$ the 'o( description) a 'o( description is a list o" $eneraltas!s *or "unction and responsi(ilities o" position.

(% +creenin$ o" resumes) once the candidates are outsourced the,are called as "or a screenin$ round #here HR assesses thecandidates in areas o" interpersonal s!ills* communication s!illsand $eneral attitude o" candidates as a #hole.

SAT ;Sales A1t3t96e Test<

ptitude test is the net part o" the process. it consist o" threesection. /t is usuall= done to chec! candidates lo$ical reasonin$ s!ills* anal,tical thin!in$ and decision ma!in$.

art 1

ecision ma!in$) (ac!$round is $ien and on that (asis the, haeto sole. his is to chec! the candidates decision ma!in$ po#eras #ell as ho# the, handle in certain situation.

art 2

o$ical Reasonin$) /n this section reasonin$ a(ilit, o" thecandidates is (ein$ tested #here the, hae to opt the most

"easi(le option.

art 3

umerical (ilit,) /n the last section numerical a(ilit, o" thecandidates is tested.

andidates #ho hae uali&ed the test is short listed "or personalinterie# to respectie "unction hi$her authorit,%.

/nterie#s are ta!en (, the respectie "unctions mana$er and the(est candidates are selected as per the reuirements andperception.

he "unction reportin$ mana$er then in"orms the HR as to #hichcandidates are selected. Here ne$otiation o" the salar, is (ein$

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discussed and i" he "eel com"orta(le to the said amount he(ecomes the part o" harti- a.

Co:1let3n4 fo:al3t3es b= HR se5t3on

:or completion o" "ormalities candidates has to &ll up the"ollo#in$ t#o !its.

1 re'oinin$ !its)his is done to release the o;er letter #herecandidates has to su(mit the "ollo#in$ details


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!o3n3n4 >3ts

s soon as the o;er letter is (ein$ release the &nal process o" 'oinin$ "ormalities is 'oinin$ !its.

1.etter o" appointment and acceptance "rom the candidates 2.ssociate manual

3.: :orm

4. / declaration

5.6 passport si@e photo$raph

6.10th* 12th $raduation certi&cates and mar! sheetsphotocop,Aori$inal%

7.ddress proo"

8.irth proo"

9. card>riin$ licence

10.irth details o" the "amil, mem(ers

11.lood $roup o" the applicant

he documents cited a(oe are to (e dul, si$ned and handedoer to hartia i"e /nsurance ompan,

Basic norms&

Qualification N minimum 0raduation

For fresher hiring N * and above in all e5am tartin0 from the /la th for any

/han0e modifi/ation in per/enta0e re;uirement pe/ial approval -ould be

re;uired from H&.

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&eferen/e /he/k = $5ternal referen/e (minimum


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42

Acceptance Of Resume

Walk-in HR Consultancy Reference

Call for Interview

DSF Agency BancaAssurance

HR Screening HR Screening HR Screening

*(SM) Sales

Interview

*(BSM) Sales

Interview

*(ARM) Sales

Interview

3rd Round Area Manager *(ARSM)

1st Round

2nd Round


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"8ALUATIN !R$ &

T/e form F/ic/ is to 0e fi11ed 0y inter9ieFers: F/ic/ contains t/e remar;s

3i9en 0y t/em to t/e candidates on 9arious criteria suc/ as pre9ious

eperience: confidence 1e9e1: communication s;i11: persona1ity: etc7

Jo0 eperience of on1y 0an;in3: financia1 ser9ices: insurance: retai1: !$#4:

p/armacy: te1ecom: direct se11in3: is counted7

T/is form is to 0e fi11ed 0y 1ine mana3er (inter9ieFer.: and /e /as to si3n t/at

form Fit/ date7

T/en inter9ieFer @ud3es t/e candidate Fit/ o9era11 ratin3


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%R#"SS T 4"N"RAT" TH" !!"R L"TT"R

After the intervie- hort lited /andidate are aked to ubmit follo-in0

do/umentC

) A /opy of reume


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Second step&

%andidate ha to i0n and a//ept the offer letter and /opy of hi offer letter ha ubmitted to H&,

and one /opy he /an retain -ith him.

n the date of 2oinin0 /andidate are re;uired to ubmit remainin0 do/ument.

) All edu/ational detail

(th,


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Su/h trainin0 pro0ram in/ludeC

- %ompany kno-led0e- 'orm and eti;uette of the /ompany.- #rodu/t kno-led0e.

#ampus recruitment process&

• #la/ement /oordinator to approa/h H& mana0er.

• H& Mana0er to fill the repone form if intereted.

• Area mana0er and H& mana0er viit intitute for re/ruitment, durin0 /ampu pla/ement.

• 7here i no ale intervie- durin0 /ampu, 2ut H& and Area mana0er /ondu/t intervie-

at on/e and ele/t the /andidate.

• &emainin0 pro/edure for re/ruitment i ame.

Generally there are three round for the /andidate to /ra/k the ele/tion pro/edure, but here

there i 2ut one intervie-.

%ompany 0enerally prefer the /ampu re/ruitment be/aue C

) %ompany /an /ut do-n the /ommiion of pla/ement /onultan/y.


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/) %onultan/y

d) Headhuntin0

e) Internal referen/e

f) %ampu

Inrepretation out of ampleC

R++ people referrin0 /onultan/y i 0ood our/e for 0ettin0 0ood profile.


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InterpretationC

R people ayin0 /onverion ratio at !A3 i !elo- E.


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InterpretationC

R " people ayin0 that our or0ani@ation i plannin0 the &e/ruitment

#oli/y.


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a) Same day

b) !et-een < and day.

/) Above day.

Interpretation

R


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E) hi/h are the ma2or e/tor !HA&7I A1A 3IJ$ I'S8&A'%$

tar0et for hirin0P

a) !JSI

b) 'on !JSI

/) 'one of the Above

Interpretation C=

R "E people ayin0 our ma2or e/tor i !JSI .


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*) hat /riteriaB do you /onider -hile /reenin0 a profileP

• A0e

• Qualifi/ation

• ork $5perien/e

• &eferen/e if any

Interpretation C=

R people ayin0 -hile /reenin0 a profile, A0e i our ma2or /onideration.


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"R E people ayin0 -hile /reenin0 a profile, ork $5perien/e i our ma2or

/onideration.

+) hat i the per/enta0e of /andidate -ho /lear the Aptitude 7etP

a) !et-een and E

b) !et-een E and

/) Above

Interpretation C=

R people ayin0 the per/enta0e of /andidate -ho /lear theaptitude tet i !et-een and E .


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R


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R %ompanie ayin0 our evaluation of %andidate i baed on Salary

'e0otiation.

) hat i the per/enta0e of abort level (De/line) of /andidate -ho ha

been offered by youP

a) !elo-

b) !et-een


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"R " people ayin0 the reaon for /andidate -ho donBt 2oin i 'o reaon /ommuni/ated.

) Do you think the preent &e/ruitment #oli/y i helpful in a/hievin0

the Goal of the %ompanyP

a) 4$S.

b) '.

/) 7 SM$ $17$'7

Interpretation C=

R " people ayin0 our &e/ruitment #oli/y i helpful in a/hievin0 our

Goal.


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Resea58 Anal=s3s

!harti A1A re/ruited ma5imum /andidate from the pla/ement /onultan/ie proportion

of -alk In and employee referral /andidate i very mall.

$5perien/ed /andidate (from the ame field) -ere 0iven preferen/e, rather than freher,

but the pot for -hi/h the /andidate i to be re/ruited -a alo makin0 differen/e.

Intervie- pro/edure i bit len0thy, intead of havin0 three different round by three different

peron it /an be a in0le panel intervie- three u/h peron. Hen/e -e /an ave time and /an

make -orkin0 bit fater.

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LI$ITATINSC

• r0ani@ation did not di/loe full information.

• Data /olle/ted in thi field are not uffi/ient

• 7ime limitation

• Some of the repondent -ere not forth/omin0 -ith

information a they thou0ht it to be a -ate of time.

• %onvenien/e amplin0 ha been ued, o the data may not be of that ;uality level a obtained by /omplete

enumeration.

• &epondentB la/k of time to 0ive information and their

/aual attitude -a a bi0 hindran/e in the tudy

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Conclusion

7he ob2e/tive of the pro2e/t of tudyin0 the 6&e/ruitment : Sele/tion #ro/e> ha been

a/hieved durin0 the /oure of time. It -a found that the re/ruitment and ele/tion pro/e of

!harti A1A i effi/ient and effe/tive in re/ruitment of the Jinan/ial $5e/utive, Jinan/ial ffi/er,

and A0en/y Mana0er et/.

7he entire pro/e i /ru/ial and of vital importan/e for the re/ruitment of /andidate.

It -a alo found that pla/ement a0en/ie are the preferred our/e of re/ruitment in !harti A1A.

Annexure) Intervie- evaluation form


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Inte?3e@ E?al9at3on "o:

O7e C8e5>l3st

O7e C8e5>l3st

Na:e of t8e E:1lo=ee &

Des34nat3on &

Re9est fo O7e "o:

CV

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Inte?3e@ E?al9at3on "o:

Refeen5e C8e5> "o: B ;2nos<

CTC Deta3ls Sala= Sl31

Ta5>e U16ate

CV DatabaseTa5>e

MIS Ta5>e

MPo@e Conta5t I6.

O7e %ette No.

RR" No.

Do59:ent Ma6e b= Do59:ent C8e5>e6 b=

%o5at3on &

DO! &

E B Co6e &

Refeen5e C8e5> "o:

:B>HRR>07>03>1

EMPLOYMENT REFERENCE CHECK

Applicant’s Name:

Department & Functin:

Psitin Applie! Fr:

Lcatin

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Ref Check done with: Currently with:

Duration of professional acquaintance:

Nature of acquaintance:

Name of the Company:

What are the key professional accomplishments of the applicant, according to your

knowledge of the person?

In your opinion, what is the applicants significant strength? !"lease highlight#

$ow would you rate his%her professional and personal competencies for the position applied for?

What do you think are the areas of impro&ement for the applicant?

'ny other information, which you would like to share, that will help us in taking a

decision to employ the applicant

In your &iew, what do you think was the reason of his%her lea&ing the (o)?

Would you consider re*employing this person? If not, why?

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$ow would you rate the applicant on:

Interpersonal relations + ow -ed $igh

a)ility to work in team

Integrity ow -ed $igh

Name & "i#nature: Date:

E:1lo=ee Refeal "o:

EMP%OYEE RE"ERRA% "ORM

N'-. ////////////////////////// Date/////////////////

.C0D. ////////////////////////// D01 /////////////////

I am referring !please fill all information#

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Name ///////////////////////////// "hone No2://///////////////

"osition 'pplied 3or///////////////////// Current 0rgani4ation/////////////////

Current Designation //////////////////////

"lease comment on the following for your referral:

"i#ni$icant "tren#t%s *

///////////////////////////////////////////////////////

Pr$essinal & Persnal Cmpetencies *

////////////////////////////////////////

Areas $ mpr'ement *

//////////////////////////////////////////////////////

I understand that:

If I am the first to refer this person and he%she is hired, I will recei&e this employee referral)onus5

3or all entry le&el sales positions at .6ecuti&e and 7enior .6ecuti&e

le&el !3., 30, -0', 7- etc# across all sales channels, a one*time payout is madethrough payroll after the new (oinee completes 8 months with 9harti*'' ife

3or all other positions, a one*time payout is made through payroll after

the new (oinee completes ; months with 9harti*'' ife


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7ignature///////////////////////////////

$uman Resources >se 0nly:

Date Recei&ed/////////////////////////// Resume 7hortlisted: es C No C

Inter&iew Date /////////////////////////// 7tatus: 7elected % Re(ected %

$old:

If 7elected, Date of $iring //////////////////

'ppro&ed for "ayment //////////////////////!es % No#

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O7e %ette

67


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Bibliography

• Reference to a 0oo; C

•

&.S. D-ivedi, Mana0in0 human reour/e #eronnel mana0ement, <

nd

edition.• K. Ah-athapa, Human reour/e and peronal mana0ement.

• Reference to 6e0sitesC

- ---.bharti=a5alife./om - ---.avivaindia./om

- ---.0oo0le./o.in - ---.irda.or0.in

• t/er

!harti A1A manual.

68

http://www.bharti-axalife.com/http://www.avivaindia.com/http://www.google.co.in/http://www.irda.org.in/http://www.bharti-axalife.com/http://www.avivaindia.com/http://www.google.co.in/http://www.irda.org.in/


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