deepa garg project(1)
TRANSCRIPT
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TRAINING REPORT
ON
ANALYSING RECRUITMENT PROCESS
IN
SMC INDIA
Submitted to
MAHARSHI DAYANAND UNIVERSITY , ROHTAK
in partial fulfilment of the requirement for
the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
(INDUSTRY INTEGRATED) ( II SEMESTER )
Submitted By:
NAME:DEEPA GARG
ROLL NO.:- 54
DELHI INSTITUTE OF HIGHER EDUCATION
SEC 3, ROHINI (JULY 2011)
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CERTIFICATE
This is to certify that Deepa Garg, a student of the Maharshi Dayanand
University, Rohtak, has prepared her Training Report entitled Recruitment andSelection at SMC INSURANCE BROKERS PVT. LTD. under my guidance.
She has fulfilled all requirements leading to award of the degree of MBA
(Industry Integrated). This report is the record of bonafide training undertaken
by her and no part of it has been submitted to any other University or
Educational Institution for award of any other degree/ diploma/fellowship or
similar titles or prizes.
I wish her all success in life.
Neeru Choudhary
Asstt. Prof. Management
MBA (HR)
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STUDENTS DECLARATION
I hereby declare that the Training Report conducted at
SMC INSURANCE BROKERS PVT. LTD, Pratap Nagar, New Delhi
Under the guidance of
Ms. Neeru Choudhary
Submitted in Partial fulfilment of the requirements for the Degree of
MASTER OF BUSINESS ADMINISTRATION
(Industry Integrated)
To
MAHARSHI DAYANAND UNIVERSITY, ROHTAK
Is my original work and the same has not been submitted for the award of any
other Degree/diploma/ fellowship or other similar titles or prizes.
Place: Delhi Students signatureDate: NAME- DEEPA GARG
REGN NO.-1073901261
ROLL NO.-1090210009
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ACKNOWLEDGEMENT
On completing this report, it is my pleasure to thanks all those who have helped
me during the course of the project.
I humbly convey my sincere gratitude to SMC Insurance brokers Pvt. Ltd who
gave me the opportunity to get training under their direction and guidance
without which the project would not have been possible.
I am extremely thankful and indebted to my internal guide Mrs. SONIA
DALAL of SMC India, New Delhi, who extended their whole-hearted co-
operation, their valuable insight and advice from time to time. I owe my sincere
thanks to them for last minute indispensible contribution and patience during
the reviewing of the report again and again without this project would not have
been completed.
In no small measure, I would like express my gratitude to(Ms Sheelu Sharma)
Honourable Dean & Head of Department of DIHE giving me the opportunity to
work with the SMC India Pvt. Ltd.
to place a word of thanks for Ms. NEERU and all other SMC India staff
members, Personnel division who directly or indirectly helped me in successful
completion of the project.
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CONTENTS
1.
INTORODUCTION
1.1 General introduction about the sector
1.2 INDUSTRY PROFILE
Origin and development of the industry
Growth and present status of the industry
Future of the industry
2. PROFILE OF THE ORGANIZATION
2.1 origin of the organization
2.2 growth and development of the organization
2.3 present status of the organization
2.4 functional departments of the organization
2.5 organization structure and organization chart
2.6 product and service profile of the
organization/competitors
2.7 market profile of the organization
3. DISCUSSIONS ON TRAINING
3.1 students work profile(roles and responsibilities), tools
and techniques used.
3.2 key learning
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4. STUDY AND SELECTED RESEARCH PROBLEM
4.1 statement of research problem
4.2 statement of research objectives
4.3 research design and methodology
5. ANALYSIS
5.1 analysis of data
5.2 summary of findings
6. SUMMARY AND CONCLUSIONS
6.1 summary of learning experience
6.2 conclusions and recommendations
7. REFERENCES
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CHAPTER-1 INTRODUCTION
INTRODUCTION TO THE INSURANCE INDUSTRY
Insurance is a contract in which sum of money is paid to the assured in
consideration of insurers incurring risk of paying a large sum upon a given
contingency.
--- Justice
Tindall
Insurance is a contract by which one party for a compensation called in
the premium assumes particular risks of the other party and promises to pay to
him or his nominee a certain sum of money on a specified contingency.
---
E.W.Fitterson
Insurance may be described as social device whereby a large group of
individuals,
Through a system of equitable contribution, may reduce certain measurable risk
of economic
loss common to all members of the group.
---
Encyclopedia Britannica
History and Origin
The origin of insurance is very old .The time when we were not even
born; man has sought some sort of protection from the unpredictable calamities
of the nature. The basic urge in man to secure himself against any form of risk
and uncertainty led to the origin of insurance. The insurance came to India from
UK; with the establishment of the Oriental Life Insurance Corporation in 1818
The Indian life insurance company act 1912 was the first statutory body thatstarted to regulate the life insurance business in India. By 1956 about 154
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Indian, 16 foreign and 75 provident firms were been established in India. Then
the centralgovernment took over these companies and as a result the LIC was
formed. Since then LIC has worked towards spreading life insurance and
building a wide network across the length and the breath of the country. Afterthe liberalization the entrance of foreign players has added to the competition in
the market.
The General insurance business in India, on the other hand, can trace its roots to
the Triton Insurance Company Ltd., the first general insurance company
established in the year 1850 in Calcutta by the British. In 1957 General
Insurance Council, a wing of the Insurance Association of India, frames a code
of conduct for ensuring fair conduct and sound business practices. In 1972 The
General Insurance Business (Nationalization) Act, 1972 nationalized the general
insurance business in India with effect from 1st January 1973.
It was after this that 107 insurers amalgamated and grouped into four
companies viz. the National Insurance Company Ltd., the New India Assurance
Company Ltd., the Oriental Insurance Company Ltd. and the United India
Insurance Company Ltd. GIC incorporated as a company.
Present Scenario
The government of India liberalized the insurance sector in March 2000
with the passage of the Insurance Regulatory and Development Authority
(IRDA) bill. Policies come under the purview of the government appointedTariff Agency Committee. The opening up of the sector is likely to lead to
greater spread and deepening of insurance in India and this may also
restructuring and revitalizing of the public sector companies. A host of private
insurance companies operating in both life and non life segments have started
selling their insurance policies since 2001.
Presently there are 12 general insurance companies with 4 public sector
companies and 8 private insurers. Although the public sector companies still
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dominate the generalinsurance business, the private insurance companies have
a 10 percent share of the market, up from 4 percent in 2001.
INTRODUCTION TO INSURANCE BROKERAGE
A broker is an individual or firm employed by others to plan and organize sales
or negotiate contracts for a commission.
A broker's function is to arrange contracts for property in which he or she has
no personal interest, possession, or concern. The broker is an intermediary ornegotiator in the contracting of any type of bargain, acting as an agent for
parties who wish to buy or sell stocks, bonds, real or Personal Property,
commodities, or services. Rules applicable to agency are generally relevant to
most transactions involving brokers. The client is considered the principal and
the broker acts as the client's agent. An agent's powers generally extend beyond
those of a broker. A distinguishing feature between an agent and a broker is that
a broker acts as a middleperson. When a broker arranges a sale, he or she is an
agent of both parties.
An insurance broker is an independent agent who represents the buyer, rather
than the insurance company, and tries to find the buyer the best policy by
comparison shopping.
An insurance broker is not committed to any particular insurance company and
therefore can compare and contrast the different policies, coverage and
premiums from a wide range of companies. The broker will do the shopping
around for you
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To run a brokerage firm one has to get registered with Insurance Regulatory and
Development Authority (IRDA). As PER the IRDA website a total 0f 299
brokerage firms are listed in India.
The various players in Insurance brokerage in our country are India Infoline,Unicon, SMC, HSBC Insurance broking, Marsh India broking Ltd., Bajaj
Capital Insurance broking Ltd., Mahindra Insurance Broking, Karvy Insurance
Broking, Religare Insurance broking and Reliance retail insurance broking etc.
There is also an association called Insurance Brokers Association of India
(IBAI) was formed on 25th
July 2001 with the main objective to promote
interaction among the Insurance/Re-insurance Broker members and to
encourage, promote, facilitate and protect the interests of the members of IBAI
and to provide an avenue to the members for further education, training and
research in all fields of insurance and re-insurance and represent the interests of
Brokers with other organizations. Currently 244 members are listed under this
association.
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CHAPTER-2 COMPANY PROFILE
SMC Group, a leading financial services provider in India is a vertically
integrated investment solutions company, with a pan-India presence. Over the
Years, SMC has expanded its domestic as well as international operations.
Existing network includes regional offices at Mumbai, Kolkata, Chennai,Bangalore, Cochin, Ahmedabad, Jaipur and Hyderabad plus a growing network
of more than 2000 offices across over 425 cities/towns in India. The company
has expanded internationally, and has established office in Dubai.
SMC has entered into a 50:50 joint venture with Sanlam Group, one of the
largest listed financial services group in South Africa for setting up wealth
Management and Asset Management business in India, Sanlam is operating in
over 30 countries globally including UK, USA, Switzerland, Luxembourg,
Dublin, Australia and others.
SMC Capitals is the SEBI registered Merchant Banking division of SMC group.
SMC Insurance is one of the leading Insurance brokers for both Life and
General insurance needs of both individuals as well as corporate clients.
Companys Vision
To be a global major in providing complete investment solutions, with relentlessfocus on investor care, through superior efficiency and complete transparency.
Core Values
Ethical deals: Honesty is the only policy.
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Experience and trust: Over 20 years of experience has made SMC earn the trust
of more than 5, 75,000 Investors.
Expertise: Know-how and skills to provide investors an edge.
Personalised Solutions: Every investor is unique. Every solution is unique.
Products and Services
1. Broking
Equities, Derivatives, Currency, Commodities, Online Trading,
Commodities trading
in international market through DGCX
2. Investment Banking
IPOs, Follow on offers, M andA, Private equity, Debt syndication, ESOP,
valuation, etc.
3. Distribution of Financial Products
Insurance broking for life and Non-Life products, Distribution of IPOs
and Mutual
Funds (with web based capabilities) Mobilization of company fixed
deposits and non
convertible debentures, Distribution of bond products- Capital gain/taxsaving bonds,
Govt. of India 8% taxable bonds, etc.
4. Depository and Clearing Services
Depository Services for shares and commodities, Clearing Services in
NSE (F and
O, Currency), BSE (FandO, Currency) MCX (Commodities, Currency)
and DGCX.
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5. Wealth Management
Wealth Advisory and Arbitrage Management for HNIs and Corporate
6. NRI and Institutional Desk
Dedicated team for NRI and Institutional Desk
7. Research
Research support to clients through intraday SMS and E-mails, Weekly
research
magazineWise Moneycovering wide range of asset classes and Wise
Fund Focus
a monthly magazine on mutual funds, Regular investor education
programme
8. Margin Funding
Expertise in Financial short term loan facility to buy securities fromCapital market
9. Insurance Brokerage
For Both Life and General Insurance.
SMC offers risk management services and a complete range of insurance
solutions through
its subsidiary company SMC Insurance Brokers Pvt. Ltd. The company holds a
Direct
Insurance Broker's license from Insurance Regulatory and Development
Authority (IRDA)
and provides a wide array of Life Insurance and General Insurance productsunder
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professional guidance of experts in the field. SMC provides customized
solutions to
individual clients, small and medium enterprises as well as to the leading
corporate houses
and institutions across the country. Our philosophy We believe that "a
transaction is for a
moment but a relationship is forever". Hence we give all transactions equal
importance
and strive to offer our esteemed clientele an unmatched service. Our edge
Pan India presence with own branches in over 48 locations and 2000+
offices of group companies
3000+ strong team of employees
1,00,000+ customers
1500+ man years of General Insurance experience
Robust IT Infrastructure with over 1 lakh Sq. ft. office space
Widest possible product range
A team of passionate professionals with strong Domain knowledge and
expertise
Flexibility to choose product of any insurance company
Quality of services
Customized solutions
Value addition for customers
Comprehensive Risk Portfolio Management including identification,
measurement, assessment and handling of the risk, of which insurance is
an integral part.
Designing of customized and qualitative insurance programmeOffer of choices while recommending suitable insurance policies
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Assistance in deciding sum insured to avoid under-insuranceDue to our volume of business, knowledge of market and expertise, we
are able to obtain the best possible premium rates.
Selection of Policy wording and clauses where choice is available
Assistance in processing of claims to obtain fair and prompt settlement
from Insurance Companies
Extensive rapport and liaison with insurance companies
Outsourcing of major part of insurance function
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Recruitment @ SMC Insurance
SMC Insurance division employs more than 5000 employees
and currently is in the state of expansion. The branch at which this project was
carried out had around 750 employees working there.
There are two basic categories of insurance:
Life Insurance
General Insurance
SMC insurance deals in both the categories and is the service provider to
various players like Max Newyork Life insurance, Tata AIG, ICICI Prudential,
ICICI Lombard, Reliance, Bharti Future, Birla Sunlife Insurance etc.
Now this task is done through three different business verticals:
Customer Interaction Department
Direct Sales
Marketing Associates
There is not much difference in the hierarchy of the marketing associates
department and direct sales department but the Customer Interaction department
differs significantly than other two in terms of hierarchy and functioning.
Basically the major chunk of recruitment in this branch is done for the
Customer Interaction Department for the particular branch itself. Other than that
various other profiles are also taken care of such as Zonal Head, Cluster
Manager Area Manager, Senior Sales Manager, Sales Manager, Relationship
Manager etc for PAN India Locations such as Mumbai, Pune, Guragaon etc.
To have a better understanding about the Customer Interaction Department few
facts about it are given below:
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\LEAD HANDLING IN TELE MARKETING
GROUP
LEADER
SLOTTER
SALESMAN
MAKE CALLS AND SEND IT
TO THE GROUP LEADER
FOR VERIFICATION
HE VERIFIES THE CALL
AND SENDS IT TO THE
SLOTTER
HE SELECTS THE
SALESMAN ACCORDING
TO THE CALL AND THE
CUSTOMER
FINALLY SELLS THE
SERVICE.
TELECALLERS
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Sources Of Recruitment @ Smc Insurace:
Job Portals: Naukri.com and Monster.com These are the two job portals
which are used extensively by the Recruitment department at SMC Insurance.
Different jobs are posted though the Job Posting feature of the job Portals and
resumes are received. Otherwise keeping the job description in mind resumes
are searched using different keywords and then on the selected resumes callingis done.
Employee Referral Programmes: As the customer interaction department
demands bulk hiring various employee referral programmes are launched in the
company in which employees whose references are selected are given a certain
amount of money at a certain time interval. Under this initiative various special
schemes are being launched such as Referral week or Refer whom youprefer etc.
Consultants: The process is also outsourced to various consultants at PAN
India locations with different rates, depending upon the region for which the
service is taken and the respective job profile. Presently they are taking services
from many consultants to name a few Shomuk consultancy services, Aithents
Services, V serve, Pearl Consultancy Services, GRD InfoTech etc.
For senior profiles the commission is usually on the percentage basis i.e. a fixed
percentage of the CTC offered to the selected candidate, whereas for entry level
profiles especially those of customer interaction department it is on fixed
amount payment terms.
For senior profiles the applicants are sent to the respective office directly but for
bulk hiring sometimes applicants are sent to the office and sometimes HR
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executive and a person from sales are sent to the consultancy itself to speed up
the process.
Newspaper Advertisements: Attractive advertisements are given in
various newspapers for example Times of India (TOI) at regular intervals
depending upon the requirement of the company.
Institutes, Small Placement Agencies and NGOs: For the tele-calling
profiles different English speaking coaching institutes, call centre training
institutes and small sized placement agencies are also targeted. The advantage
of these tie-ups is that they work for the company free of cost or on very low
commission basis.
Various NGOs running for women or the needy are also contacted and this waycompany along with fulfilling their own requirement does something for the
society as well.
Self Sourcing: Anyone who works in the Recruitment department can rope in
candidates through personal contacts or resources. Any such resource is termed
as Self Sourcing.
Walk-In: A lot of job applicants come to know about the job from the people
who presently do not work in the company or because they live in the nearby
area of respective offices, or for that matter any candidate whose source cannot
be traced are kept under the category of Walk-In.
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CHAPTER 3: DISCUSSIONS ON TRAINING
WORK DONE AT SMC:
Line Up Of Candidates:Lining up of candidates was a multistep process:
Firstly the confirmations regarding the number of positions, job
responsibilities, salary and timings etc are to be made from the respective
requisition owners.
After the confirmations are made relevant resumes are searched / jobs are
posted/ or the requirement is to be intimidated to the consultant.
When resumes are selected, the calls are made to those applicants and
they are convinced and an interest is aroused in them for the respective
job. Finally, those who show interest are lined up for the interviews. If therequirement is outsourced to the consultant then a lot of coordination
work is done.
Interviews:To coordinate and also conduct the interviews.
Firstly it was observed how interviews are taken by the respective HR
manager and what are those KSAs which are sought for the respective
profiles.
After that an in-depth study of the job descriptions of few profiles such as
Tele Marketing Executives (TME), Group Leader (GL) and Team Leader
(TL) was done.
Then for a week interviews were taken.
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For further improvement Expert Interviews were taken those of the salesmanagers and trainers in the sales department and also of Quality Control
experts to understand the minute details of their requirements.
Also at regular intervals a feedback was also taken from the sales people
that why a particular candidate was selected or rejected so that the
wastage of time and resources could be minimized in future.
As a result after two weeks the percentage of candidates selected in the
second round out of those who were shortlisted in the HR round reached
up to 90 percent.
Once candidates were selected they were informed about the salary
packages and in a number of cases a lot of convincing was done to
convert them with the salary offered by the company. Also they were told
about all the various documents they were supposed to bring on the
joining day and in addition to this one day before the joining dates the
confirmation calls used to be made to all the selected employees of that
batch to remind them about the timings and the documents.
There were visits made to different consultancies along with a sales
manager to coordinate and conduct interviews for bulk hiring. The
biggest advantage of this method was that it was time saving.
Maintaining Database: A database file named Master MIS was
maintained under which there were various sheets such as Recruitment
Tracker and Training Status etc in which the data was entered on the daily
basis to keep the records of the candidates interviewed, selected, rejected,
source of the candidate that whether he/she had come through a consultancy or
employee reference etc, interview date, joining date, contact no., training status
that whether they qualified training or not, etc.
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Uses of this Database:
Firstly a record of each and every activity of the recruitment department
was at hand for any kind of reference.
It also helped in showing that how much targets are being achieved by the
recruitment department.
It became the source to make the monthly reports which are to be sent to
the directors of the company that in a particular month :
How many candidates were interviewed? What is the selection- rejection ratio? How many out of selected joined the training? How many out of those qualified the training and joined the
floor?
How many out of those left the job in first one week?To analyse the sourcing mix i.e. how much recruitment is done from
which source out of consultants, employee referral schemes, job portals,
walk in etc.
To determine the Return On Investment (ROI) of different sources such
as advertisements or referral programmes which in turn helped in finding
out which ways are more cost effective and what should be the optimum
Sourcing Mix.
To make the list of payments this included the amount and the due date to
different consultants and employees under referral schemes.
It was also used to make everyday report which is to be sent to the
directors stating the number of selections of that particular day and their
source as well. Along with this everyday attrition from floor was also
reported.
Note: The task of maintaining such a database was huge and it could only be
made possible with the help from various departments such as Sales and
Training etc. The sample of the database and all the various reports can be seenin the Annexure.
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Formalizing Structure:To provide formal structures for various things
formats were made and revised for the following
News paper advertisement
Interview Assessment Sheets for various profiles.
Manpower Requisition Form
Proposal to be sent to consultants, placement agencies etc.
Attendance sheet for the training batches.
Mapping of Institutes and Small placement Agencies:In NCR region
there are thousands of English speaking coaching institutes, Call centre training
agencies and small level placement agencies.
These coaching institutes and training centres send the candidates for free as for
them it counts as the placement assistance for their own students. Other than
that some of these small sized placement agencies work without any cost to the
company because they charge commission from the candidates and some of
them work on a very low commission as compared to full time consultants.
To map such institutes, training centres and placement agencies, a lot of field
work was done in the areas like Laxmi Nagar, Rohini and Shahadra etc. These
areas were selected on the basis of factors like high density of such institutes
and agencies in these areas, optimum distance from the office and easy
commutation through metro.
As a result of this field work few tie-ups were made and candidates were
received with the help of these tie-ups.
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Learn everything you can, anytime you can, from anyone you can -there will always come a time when you will be grateful you did.
-Sarah Caldwell
(American Impresario)
LEARNINGS:
Use of Job portals: How are the jobs posted, how are the resumes searched,while putting the keywords how to use the competitors name, how to shortlist
the resume and how to make the search more accurate, etc.
Honing the Convincing Skills:At many steps of recruitment, especially
when the recruitment is done for a voice process, a lot of convincing skills are
required, As a lot of calling was done in the pursuit of lining up people, over
time an expertise was developed due to practice and feedback about how to getpeople to first talk to you and then convince them with your proposal.
An important learning was how to strike deals with the consultants, placement
agencies, etc. at your terms and conditions by convincing them.
Interviewing Skills:During interviews-
o How to observe
http://thinkexist.com/quotation/learn-everything-you-can-anytime-you-can-from/391885.htmlhttp://thinkexist.com/quotation/learn-everything-you-can-anytime-you-can-from/391885.htmlhttp://thinkexist.com/quotation/learn-everything-you-can-anytime-you-can-from/391885.htmlhttp://thinkexist.com/quotation/learn-everything-you-can-anytime-you-can-from/391885.html -
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o How to probeo How to put the candidate under stresso How to put the candidate at easeo How to guide the candidateo How to give feed-back
Other than the mentioned above there was one more thing which was learnt
during the process i.e. Interview with an open mind and information about all
the various openings.
For example: Many times it had happened that while interviewing anyone it was
realized that the person is not appropriate enough for the profile for which he/
she has applied. If the interviewer just knows about that particular position then
he/she will reject the candidate. Now if the interviewer knows about what are
the other openings and what are KSAs required for those jobs he/she can probe
further to find out more about the candidates profile.
At SMC Insurance other than the constant openings of telesales profile- Tele
Marketing Executive (TME), Group Leader (GL), Team Leader (TL) etc. Few
other openings used to come in voice process such as Customer Care Executive
(CCE), Welcome Caller, so it used to be the job of the interviewer to find out
which candidate is more appropriate for these profiles rather than what he has
applied for.
Communication: How to communicate a message without spoiling the
relations.
A situation, rather a problem, is worth mentioning here. What was happening in
the organization was that the attrition was very high from the customer
interaction department due to which in spite of bulk hiring the recruitment
department did not seem to be completing the targets. Even after
communicating a number of times, the sales department did not bother to
ponder upon this.
So to solve this problem the format of every day report to be sent to the director
regarding the everyday selection was revised. A column was added in it to show
the directors the attrition on the floor. It worked in two ways: it stopped the
underrepresentation of the performance of the recruitment department and
secondly it made the directors intimate to the sales department that attrition
needs to be controlled.
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Relevance of database management: Any kind of analysis can be done if
the relevant data is available. There were many kinds of reports made from the
database.
o Calculation of ROIo Bottlenecks in the recruitment processo Payment Lists, etc.
Significance of Follow Up and Coordination: Though the task identity
of work like follow up and coordination might seem low but it was realized that
they are an integral part of any work system.
Targets can only be achieved in the competitive world by following up. A lot of
efforts put in to build a contact can get wasted if the follow is not substantial
enough.
Coordination Is the key to efficiency, one can be effective with the lack of
coordination but efficiency can never be achieved without coordination.
Importance of Feedback: Feedback is the backbone of improvement
Feedback is a very essential activity. Both giving and receiving of feedback are
equally important.
While working in Recruitment department there were few observations made
which are not directly related to the Recruitment but surely gives a good
exposure in the HR domain.
The concept of Third Party Rolls was observed and understood. In a third partyroll system the employees are on the rolls of some other party. They just work
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in the premises of the company and mark their attendance. This attendance is
sent to the third party and the salary is processed by them.
Companies are in this practice because it saves a lot of work and the company is
also free from any kind of legal bindings related to those employees. This is avery common practice in BPO sector.
Another practice which was observed was the outsourcing of work within the
organization. SMC Insurance has a department called Insurance Support which
does the following activities related to HR:
Request forward to HR by Insurance Support:
Offer letter request forward to HR after getting the approval from Head of
Department (HOD).
Letter Of Intent (LOI)request forward to HR.
Employee Code request forward to HR.
Email Id/Password reset request forward to HR.
Appointment letter forward to HR.Id Cards forms given to HR.
Dispatch and Forward:
Offer letters/LOIs/Appointment letter received by HR and same
dispatched by Insurance Support.
Employee codes and Email ids forward to branch coordinators by
Insurance Support.
Id Cards dispatched by Insurance Support.Receiving of Offer letter/LOIs/Appointment letter received by Branches
and same forward to HR.
Salary Cheques/Incentive Cheques/Arrear Cheques received by HR and
same dispatched by Insurance Support.
Joining Kit handover to HR by Insurance Support:
Joining kits received by the branches and handover to HR after checking.
Pendency in joining kit cleared by Insurance Support.
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Modification and correction request in joining details forward to HR aftergetting approval on the same.
Bank Account Updation:
Bank account Updation details forward to HR.
Monthly Attendance:
Attendance sheet forward to HR.
Receiving of Salary cheques received by branches and same forward to
HR.
Full and Final Settlement request forward to HR by Insurance Support:
Employee Clearance Forms (ECFs) handed over to HR.
Exit Employees Id Cards hand over to HR.
Full and Final settlement cheques dispatched by Insurance Support.
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CHAPTER 4:STUDY OF SELECTED RESEARCH
PROBLEM
PURPOSE
The basic purpose was to make the recruitment department more efficient and
more effective.
OBJECTIVES
To understand and work in the Recruitment department of SMC
Insurance.
To provide formalized structure to various activities in the Recruitmentdepartment.
To maintain the database for analysing the effectiveness of current
Recruitment strategy.
To map some institutes and small sized placement agencies for the
development of cost effective source of recruitment.
Research Methodology
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Projects research methodology is concerned about primary as well as
secondary data, and the details of the data are as follows: -
The research methodology adopted for the present study will consist of the
following
Steps:-
- Data collection- The questionnaire- Sample size- Survey Method- Technique of analysis
Data Collection
For the purpose of this study, a combination of secondary and primary data has
been used.
Primary Data Source:
The primary data collected through:
Cold Calling
References
Database Job-adds in job portals Walk-ins
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Secondary Data Source:
Internet
Sampling
Sampling is the process of selecting units (e.g., people, organizations) from a
population of interest so that by studying the sample we may fairly generalize
our results back to the population from which they were chosen.
Sample Size of Primary Data: 20
Type of Sampling : Simple Random Sampling
Area of Sampling : Delhi (CPM India Office)
Research Design
A Research Design is the specification of methods and procedure for acquiring
the formulation needed. If it is a good design, it will ensure that the information
obtained is relevant to the research questions and that it was collected byobjective and economical procedures.
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Types of Researches
Exploratory Research Constructive Research Empirical Research Descriptive Research Conceptual Research Quantitative Research
This research is an Exploratory and Descriptive Research. Exploratory research
is concerned with analyzing primary as well as secondary data. This research
involves getting the questionnaire filled with the individuals and then analyzing
them. It also involves supplementing the results from web sources.
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CHAPTER 5 : Data Analysis
1)What according to you Recruitment is: Positive process Negative process
Interpretation:- Recruitment is considered to b a positive process bymost of the employees. More than one third of the total respondents
consider it as a positive process.
Positive 76%
Negative 24%
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2) The most efficient source of Recruitment.
Job hunting Employee reference Job portal Consultant manpower
Interpretation: The employees consider the efficient and best suited source
of recruitment is to be the Consultant Manpower, after this the next most voted
source is to be the internal reference from existing employees.
The most efficient source
of recruitment
Job hunting 8%
Employee Referance 27%
Job Portal 25%
Consultant Manpower
40%
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3)Satisfy with the turnover of the candidate on the date ofinterview.
Highly satisfied Satisfied Somewhat satisfy Strongly dissatisfied
Interpretation:- The turnover of candidates on the date of interview is always
been at the satisfactory side, as nearly 70% of responses are in favour of it,
which is a very strong ratio to show the satisfaction level of the employees with
this.
Highly Satisfied 20%
Satisfied 30%
Some What Satisfied 40%
Strongly Dissatisfied 10%
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4)Time taken while Recruitment 1 to 7 days 7 to 15 days 15 to 30 days
More than 30 days
Interpretation: The recruitment process normally took only 1-7 days in all,
which is even more preferable, but in some cases it may extend to even more
than 30 days.
1-7days 57%
7-15days 22%
15-30days 11%
More than 30 days 10%
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5)What source of recruitment is relied upon when immediaterequirement arises?
Internal External
Interpretation: Maximum number of companies thinks that internal source
of recruitment is relied upon at the time of urgency. The respondents results
shows that Internal sources of recruitment are always preferred in most of the
companies.
Internal 90%
External 10%
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6)The ESI forms are pending from. 0 to 7 days 7 to 15 days 15 to 30 days More than 30 days
Interpretation: The ESI forms are considered to be pending for 0-7 days by
almost half of the respondents, and remaining forms are being processed only
within next 30 days time period.
0-7days 50%
7-15days15-30days 33%
more than 30days 17%
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7)I am paid fairly for my job Highly satisfactory Agree Somewhat agree Disagree
Interpretation: The respondents shows a strong side of satisfaction with the
salary or remuneration they are paid by the company for their services, more
than 80% of respondents are satisfied with what they receive.
Highly Satisfactory 28%
Agree 52%
Some What Agree 7%
Disagree 13%
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8)Which of the following constitutes panel for employmentinterviews in SMC?
HR Department
Department heads Departmental Heads Departmental heads + HRD Department HR Department + CEO
Interpretation: It shows a mixed response from the employees, but stillhighest no. of employees likes to see Departmental heads in the interview panel.
HR department 17%
Department Heads 13%
Departmental heads 33%
Departmental Heads+
HRD 17%
HR department CEO 10%
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9)What is various methods adopted by CPM India for thepurpose of Recruitment?
Advertisement
Employment exchanges Campus on recruitment Recruitment consultants Any other, please specify
Interpretation: The company has a balanced method of selection as it
includes different ways and all are considered to be almost equally satisfactory
for the employees.
Advertisement 25%
Employement Exchange
15%
Campus on recruitment
28%
Recruitmet Consultant
22%
Any other 10%
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FINDINGS
1. Expense on InterviewPanel expenses
Rejectionlowering reputation
Calling expenses
Time expenses
Reimbursement expenses
Stationary expenses
Hidden expenses
2. Employer needs to take care of candidatesTea/coffee arrangements
Water for drinking
Sitting arrangements
Giving them right information
Taking care of time of candidates
3) No or minimum advertisement
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CHAPTER 6: RECOMMENDATIONS
1. Interview conductPlace advertisement in newspaper.
Get Resumes/CVs through whatever means
2. Due care should be taken for candidatesHospitality arrangements like proper room for sitting.
Inform exact time of his/her interview.
Ensure for comfort & privacy.
3. Create winning impression even on those who are not selected.4. Build and manage your candidate pool as a precious resource.5. Various MBA institutes should be targeted to get people
with good marketing as well as interpersonal skills.
6. Organization should form a grievance cell which should makeemployees feel at ease to make use of it. Timely grievance of
employees should be done by management.
7. Pay packages should be improved.
8. The organization ensures that the orientation program is carried outwith new employees on their first day, where possible or, alternatively,
in the first week.
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APPENDICES
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INTERVIEW ASSESSMENT SHEET (FOR TL and GL)
NAME : CURRENT ORGANISATION:
AGE(Yrs) : DATE :
POST APPLIED FOR: REFERRED BY :
FOR OFFICE USE ONLY
S No. PARAMETER ROUND HR ROUND 2 (DEPT.)
(SCALE 1 TO 5) INTERVIEWED BY INTERVIEWD BY
1 Communication
Skills
2 Personality
3 Leadership skills
4 Attitude
5 Subject Knowledge
6 Relevant Experience
7 IQ Level8 Analytical skills
9 Stress handling
Ability
10 Cultural Fitment
Total
Signature of the
interviewer
(Minimum 50% criteria for selection)
FOR HR USE ONLY
RESULT
DATE OF JOINING
SALARY
OFFERED
DESIGNATION
OFFERED
DEPARTMENT
HEAD
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HR Signature Sales Signature
INTERVIEW ASSESSMENT SHEET(FOR TME)
NAME : CURRENT ORGANISATION:
AGE(Yrs) : DATE :
POST APPLIED: REFERRED BY :
FOR OFFICE USE ONLY
S No. PARAMETER ROUND HR ROUND 2 (DEPT.)
(SCALE 1 TO 5) INTERVIEWED BY INTERVIEWD BY
1 Communication
Skills
2 Voice clarity
3 Confidence/Energy
4 Attitude
5 Education
6 Product Knowledge
7 Relevant experience8 Selling skills
9 Stress handling
Ability
10 Cultural Fitment
Total
Signature of the
interviewer
(Minimum 50% criteria for selection)
FOR HR USE ONLY
RESULT
DATE OF JOINING
SALARY
OFFERED
DESIGNATION
OFFERED
DEPARTMENT
HEAD
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HR Signature Sales Signature
PROPOSAL TO BE SENT TO CONSULTANTS/PLACEMENT AGENCIES
SMC Insurance Brokerage Pvt.Ltd
Pratap Nagar, Parsavnath Mall Metro Mall, New Delhi.
Phone:011-66222266
Website:www.smcindiaonline.com
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JOB DESCRIPTION
Job Title: Telemarketing Executive / Sr. Telemarketing Executive
Eligibility: 10+2 / Graduates (Freshers may also apply)
Location: Delhi (Pratap Nagar) (Near Pratap nagar Metro station)
Experience: 6 Months and above experience in Tele sales
Timing : 10 am to 7 pm
JOB DESCRIPTION-
1. Should be confident, aggressive.
2. Should have flair for sales and marketing.
3. Should be very convincing with positive attitude.
4. Eager to take challenge.
SALARY
Fixed Salary - (60007500) + leave encashment + TA + meal + Incentives.
Skill Set: Incumbent should have good communication skill, No Stammering, MTI or
any voice related issue, should be patient and confident at the same time.
CONTACT PERSON: Sonia Dalal
PHONE NO. : 011-66377777
Unlimited job opportunities foraspiring and deserving
candidates
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9311291260
email [email protected]
MONTHLY REPORTS TO BE SENT TO THE DIRECTORS
168
278
Since 5/4/10 till 30-4-10
Total Interviews= 446
Selection
s
Rejected
mailto:[email protected]:[email protected]:[email protected]:[email protected] -
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121
47
FROM 5-4-10 TILL 30-4-10
JOINED
TRAINING-121
DID NOT JOIN
TRAINING-47
121
92
9
614
5/4/10 TILL 26/4/10
JOINEDTRAINING-121
HAND OVER-92
DECERTIFIED-9
RTH-6
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FORMAT FOR RECRUITMENT MIS
Name of the
Candidate
Contact Father Name Position
Status-HR Status-OPS Source Source Name
Salary Month Date of Interview Date of Joining
Department Concerned Head Final Status Remarks
121
77
29
92
From 5/4/10 till 30/4/10
JOINED
TRAINING
ATTRITION FROM
FLOOR
ATTRITION FROM
TRAINING
HANDED OVER
TO FLOOR
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FORMAT FOR TRAINING MIS
Trainee Name Contact No. Position Date of Training
Month Trainer Batch No. Certified /
Decertified
DAILY HIRING STATUS
Active
Left
today Selected today Current Proposed
Cons Walkin Portal Ref Batch Batch
6th April 216 0 0 3 0 3 27 6
7th April 213 3 4 0 0 4 24 8
8th April 210 4 2 0 0 4 24 69th April 207 3 6 0 0 1 19 7
10th
April 204 3 1 0 0 1
Batch Handover-
18 2
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Manpower Requisition Form (MRF)
General Information
Requisition Owner: Date of Requisition: _______________
Designation: Department: _____________________
Location: _____________________
Nature of Requirement New Budget / Replacement ________________
Fresher / Experienced / MT_________________
Position Information
Job Title: No of Positions:
Salary Range:Educational
Qualification:
ExperienceRange:
Job Description:
Location:
Any SpecificProfessional
Qualification :
Remarks(If Any)
Primary Recruiting Contact (All applications / resumes will be forwarded to this person)
Name: Contact Details: ______________________
* Only completed MRF form with required approval will be considered for further
perusal.
Thanks & Regards
Human Resources
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ROI ON NEWPAPAER ADVERTISMENT
Cost of advertisement=12000(tied up with third party i.e. shoumuk).
No. of candidates hired through advertisement= 35
Per candidate cost = 12000/35
= 340(approx)
As compared to Consultant & Reference schemes in whichPer candidate cost = 1500
Thus we have saved = (1500-350)*35
= 40000(approx)
In addition High Candidate turnover give boost to friends and familyreferences.
Brand Awareness is increased.