recruitment and selection process at metlife india

7/28/2019 Recruitment and selection process at metlife india

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INDEX

S.No: CONTENTSPAGE

1. INTRODUCTION 1-

4

Need for the study

Objectives of the Study

Scope of the Study

Research Methodology

Limitations of the Study

2. COMPANY PROFILE 5-

8

3. Overview of Recruitment and Selection Process

9-28

4. DATA ANALYSIS AND INTERPRETATION

29-42

5. FINDINGS & CONCLUSIONS

43-45

6. BIBLOGRAPHY 46-47

7. ANNEXURES

48-53

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CHAPTER-I

INTRODUCTION

Today, in every organization personnel planning as an activity is a

necessicity. Human Resource Planning is a vital ingredient for the

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success of the organization in the long run. There are certain ways

that are to be followed by every organization, which ensures that it

has right number and kind of people, at the right place and right

time, so that organization can achieve its planned objective.

The objectives of Human Resource Department are Human

Resource Planning, Recruitment and Selection, Training and

Development, Career planning, Transfer and Promotion, Risk

Management, Performance Appraisal and so on. Each objective

needs special attention and proper planning and implementation.

For every organization it is important to have a right personon a right job. Recruitment and Selection plays a vital role in this

situation. Shortage of skills and the use of new technology are

putting considerable pressure on how employers go about

Recruiting and Selecting staff. It is recommended to carry out a

strategic analysis of Recruitment and Selection procedure.

With reference to this context, this project is been prepared to

put a light on Recruitment and Selection process studying anorganization[met life insurance ltd]

Human resources planning is "a process by which an organization

should move from its current man power position to its desired

manpower position. Though planning management strives to

have the right number and right kind of people at the right place

at the right time, doing things, which result in both the

organization and the individual receiving maximum long run

benefit.

Once the required number and the kind of human resources

are determined, the management has to find places where required

human resources are or, will be available and also work out

strategies for attracting them towards the organization before

selecting suitable candidates for jobs. This process is generally

known as recruitment. Technically speaking the function

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recruitment precedes the selection function and it includes only

finding, developing the sources of prospective employees and

attracting them to apply for jobs in the organization.

NEED FOR THE STUDY:

Now more than ever, getting talent in the door is the key to

building a successful work force. With the labor market changes, it

can be seen and expected in the future that, companies find it

increasingly difficult to find resources it need to provide services.

In order to survive in the market and the society and to achieve

the goals, the organizations must have the adequate human

resources with the necessary qualification, skills, basic knowledge,

talent, work experience and attitude to work. The performance of

an organization in terms of productivity and in achieving the

objectives and aims is directly proportional to quality and quantity

of its human resources. This leads to the need for a study to be

done on such important resource and its planning which had not

been considered earlier. The project deals with the need for a good

recruitment and selection strategy to be followed.

OBJECTIVE OF THE STUDY :

The purpose of the study is to learn the practical applicability of the

theoretical knowledge gained about recruitment and selection

process.

To gain knowledge about the process of recruitment and

selection

To check the effectiveness or ineffectiveness of the process

of recruitment and selection

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To provide suggestions if any, to enable effective recruitment

and selection process.

SCOPE OF THE STUDY:

The study is made on the MetLife insurance ltd. taking into

consideration, the Hyderabad region.

RESEARCH METHODOLOGY:

The data for the study was collected through primary and

secondary methods.

Primary Data:

The Primary method followed was questionnaire method:

By this method the employees and managers of the MET LIFE

INSURANCE LTD. were asked questions regarding the recruitment

and selection process, its effectiveness and the relevant or required

changes they intended to have in the present recruitment andselection process of the company. The managers of different

departments were the majority to be interviewed in the entire

sample taken.

Secondary Data:

The information was mainly obtained from books and internet.

Sampling: Sampling technique is adopted in multi stages.

Sample is selected from particular region only (Hyderabad).

A Sample of 30 is selected through random sampling.

Sample Size: 30

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LIMITATIONS OF THE STUDY:

The scope is very much limited as the data is collected only

from a particular region (i.e., HYDERABAD)

The sample size is small with only 30 samples.

The project is mostly based on the employee feedback only.

CHAPTER-II

COMPANY

PROFILE6


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MetLife (India)MetLife India Insurance Company Limited (MetLife) is an affiliate of

MetLife, Inc. and was incorporated as a joint venture between

MetLife International Holdings, Inc., The Jammu and Kashmir Bank,

M. Pallonji and Co. Private Limited and other private investors.

MetLife is one of the fastest growing life insurance companies in the

country. It serves its customers by offering a range of innovative

products to individuals and group customers at more than 600

locations through its bank partners and company-owned offices.

MetLife has more than 50,000 Financial Advisors, who help

customers achieve peace of mind across the length and breadth of

the country.

MetLife, Inc., through its affiliates, reaches more than 70 million

customers in the Americas, Asia Pacific and Europe. Affiliated

companies, outside of India, include the number one life insurer in

the United States (based on life insurance inforce), with over 140

years of experience and relationships with more than 90 of the top

one hundred FORTUNE 500 companies. The MetLife companies

offer life insurance, annuities, automobile and home insurance, retail

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banking and other financial services to individuals, as well as group

insurance, reinsurance and retirement and savings products and

services to corporations and other institutions.

MetLife India is in the most exciting phase of its evolution in

India today. It is among the fastest growing insurance companies

and this translates into amazing opportunities for its associates.

MetLife says Our ultimate goal at MetLife India, simple in concept

and impressive in breadth, is to build financial freedom for our

customers. For our customers that means providing products and

services that allow them to enjoy life and trust in the fact that we

will be there for them.

METLIFES DEFINITION OF WORK:

Work shouldnt be something you do just to make ends meet.

It should provide satisfaction and an opportunity to make a

difference.

MetLifes HR requirement:

People who are ready to challenge assumptions and use

innovative thinking and produce solid results.

People who not only embrace change they effect change.

High performers who thrive in an environment that

acknowledges their energy, creativity and diligence.

People with good team playing ability.

.

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MANAGEMENT:

Rajesh Relan - Managing Director

MSVS Phanesh - Appointed Actuary

Sameer Bansal - Director Agency

Joydeep Mukherjee - Chief Financial Officer

Balachander Sekhar - Director Marketing

K R Anil Kumar - Director Legal & Risk , and

Company Secretary

P.S.Sankaran - Director Compliance& Internal

control

K S Raghavan - Chief Administrative Officer

Gaurav Sharma - Director Operations & Services

PARTNERS:

Geojit - Corporate Agent of MetLife India Insurance Co. Ltd.

J & K Bank

Karnataka Bank Ltd.

Mini Muthottu

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CHAPTER-IIIRECRUITMENT

&

SELECTION

PROCESS

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RECRUITMENT & SELECTION PROCESS

Better recruitment and selection strategies result in improved

organizational outcomes. The more effectively organizations recruit

and select candidates, the more likely they are to hire and retain

satisfied employees RIOUX & BERNTHAL

The first step involved in the procurement function is to plan

and aim the Human Resources of organization in terms of attracting

both right person and right kind. Once the determination of the

human resources, the plans and aims has been made, the process

of Recruitment and Selection forms the next phase of procurement

function. Although Recruitment and Selection is one of the most

routine, yet it is one of the most important functions of any

organization. Procurement of efficient and capable employees will

contribute to the success of an organization. In order to ensure

smooth implementation of plans and policies and to achieve the

success of an organization, a sound Recruitment and Selection

procedure has to be carried out by the personnel department of the

organization.

Meaning and Definition of Recruitment:

According to Edwin B. Flippo, Recruitment is the

process of searching the candidates for employment

and stimulating them to apply for jobs in the

organisation. Recruitment is the activity that links the

employers and the job seekers. It is to create an inventory of

the people who meet the criteria mentioned in job

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specifications so that the firm may choose the most suitable

candidate for the vacant positions.

GRAHAM & BENNETT defines Recruitment as the first

part of the process of filling a vacancy which includes

the examination of the vacancy, the consideration of

sources of suitable candidates, making contact with

those candidates and attracting applications from

them.

Recruitment is a program designed to attract

candidates for employment, to provide them withinformation regarding employment opportunities and

to assist them in applying for employment.

SLIPPERY ROCK UNIVERSITY

Recruitment is an important part of Human Resource Planning. In all

businesses organizations, people are a vital resource and they

need to be managed well. The overall aim of the Recruitment and

Selection process is to obtain the number and quality of employees

that are required in order for the business to achieve organizations

objectives and targets.

UNDERSTANDING RECRUITMENT PROCESS:

Recruitment is the phase, which immediately precedes selection. Its

purpose is to pave the way for the selection procedures by

producing, ideally, the smallest number of candidates who appear to

be capable either of performing the required tasks of the job from

the outset, or of developing the ability to do so within a-period of

time acceptable to the employing organization. The smallest

number of potentially suitable candidates can in theory, of course,

be any number. The main point that needs to be made about the

recruitment task is that the employing organization should not

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waste time and money examining the. Credentials of people

whose qualifications do not match the requirements of the job.

Apart from the methods used and the general administration

of task, the achievement of the objective will depend very much in

the end on how efficiently the basic tasks of manpower planning

and job analysis have been carried out and applied. In short,

efficient recruitment of staff may be described as knowing what

resources you want, what resources are available, where and how

they may be found.

The Objectives of Recruitment are:

To attract people with multi-dimensional skills and

experiences that suits the present and future organizational

strategies.

To induct outsiders with a new perspective to lead the

company.

To infuse fresh blood at all levels of the organization.

To develop an organizational culture that attracts competent

people to the Company.

To search or head hunt/ head pouch people whose skills fit the

. company's values.

To devise methodologies for assessing psychological traits

To seek out non-conventional development grounds of talent

To search for talent globally and not just within the company

To design entry pay that competes on quality but not on

quantum

To anticipate and find people for positions that does not exist

yet.

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COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the

organization

Recruitment services of consultants

Recruitment of temporary employees

Unique recruitment situations

The selection process

The job descriptions

The terms and conditions of the employment

A recruitment policy of an organisation should

be such that:

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated

equally with dignity and respect.

Unbiased policy.

To aid and encourage employees in realizing their full

potential.

Transparent, task oriented and merit based selection.

Weightage during selection given to factors that suit

organization needs.

Optimization of manpower at the time of selection

process.

Defining the competent authority to approve each

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selection.

Abides by relevant public policy and legislation on hiring

and employment relationship.

Integrates employee needs with the organisational

needs.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives

Personnel policies of the organization and its

competitors.

Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications

SOURCES:

Every organisation has the option of choosing the candidates

for its recruitment processes from two kinds of sources: internal and

external sources. The sources within the organisation itself (like

transfer of employees from one department to other, promotions) to

fill a position are known as the internal sources of recruitment.

Recruitment candidates from all the other sources (like outsourcing

agencies etc.) are known as the external sources of recruitment.

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INTERNAL SOURCES:

1. Employee referrals:

Present employees are well aware of the qualifications,

attitudes, experience and emotions of their friends and relatives.

They are also aware of the job requirements and organizational

culture of their company. As such, they can make preliminary

judgments regarding the match between the job and their friends or

relatives. Hence, the HR Managers of the company depend on the

present employees for reference of the candidates for various jobs.

This source reduces the cost and the time required for recruitment.

Further this source enhances the effectiveness of recruitment.

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2.Transfers:

The employees are transferred from one department to

another according to their efficiency and experience.

3.Promotions:

The employees are promoted from one department to another

with more benefits and greater responsibility based on efficiency

and experience.

4.Upgrading and Demotion of present employees according to

their performance.

5. Retired and Retrenched employees:

They may also be recruited once again in case of shortage of

qualified personnel or increase in load of work. Recruitment such

people save time and costs of the organisations as the people are

already aware of the organisational culture and the policies and

procedures.

6.The Dependents and relatives ofDeceased employees and

Disabled employees are also done by many companies so that

the members of the family do not become dependent on the mercy

of others.

External sources:

External sources are sources outside organizational pursuits.

Organizations search for the required candidates from these sourcesfor the following reasons:

The suitable candidates with skill, knowledge, talent etc., are

generally available.

Cost of employees can be minimized because employees

selected from this source are generally organization.

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Human resources mix can be balanced with different

background, experience, skills etc.,

Latest knowledge, skill, innovative or creative talent can also

be flowed into the organization.

Long run benefit to the organization in the sense that

qualitative human resources can be brought. Placed in the

minimum pay scale.

Different kinds of External sources are:

1. Campus recruitment:

Different types of organizations like industries, business firms,

service organizations, social or religious organizations can get fresh

candidates for different types of jobs from various educational

institutions like colleges and universities imparting education in

science, commerce, arts, engineering and technology, agriculture,

medicine, management studies etc.,

2.Private employment agencies/consultants:

Public employment agencies or consultants like ABC

consultants in India perform recruitment functions on behalf of a

client company by charging fees These organizations do not utilize

the human resources instead they supply HRs to various companies

based on their needs on temporary or ad-hoc basis.. Line managers

are relieved from recruitment functions so that they can

concentrate on their operational activities and recruitment functions

are entrusted to a private agency or consultants.

3. Professional associates:

Professional organizations or associates maintain complete

bio-data of their members and provide the same to various

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organizations on requisition. They also act as exchange between

their members and recruiting firms in exchanging information,

clarifying doubts etc. organizations find this source more useful to

recruit the experienced and professional employees like executives,

managers, engineers.

4. Walk in interviews and tests:

The busy and rapidly changing organizations do not find time to

perform various functions of recruitment. Therefore, they advice the

potential candidates to attend for an interview directly and without

a prior application on specified date, time and at a specified place.

5. E-Recruitment:

The technological revolution in telecommunications helped

the organizations to use Internet as a source of recruitment.

Organizations advertise the job vacancies through the world wideweb (www). The job seekers send their applications through e-mail

using Internet. Alternatively job seekers place their CV's in the

worldwide web/ Internet, which can be drawn by the prospective

employers depending upon their requirements. For eg:

Monsterindia.com, timesjobs.com, naukri.com, Chckjobs.com

SELECTION

To select means to choose. Selection is a process by which the

qualified persons or candidates are chosen from the applicants by

collecting and assessing the information about them. It is the

process in which candidates for employment are divided into two

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classes those who will be offered employment and those who will

not be (i.e., those who will be rejected). Since more candidates may

be turned away than hired, selection is frequently described as a

negative process, in contrast with the positive program of

recruitment.

Thus, unlike recruitment, selection is usually more of an elimination

process. In this phase the least promising candidates are eliminated

and those that appear most likely to succeed are found. This

process essentially selects the most suitable candidates. Thedecisions are made by elimination of the most unsuitable

candidates at successive stages of the selection process.

Meaning and Definition Selection:

After identifying the source of human resources and attracting

the capable candidates, the management performs the process of

choosing the right employees at the right time. The intention of the

Selection policy is to choose the best - qualified and suitable

candidate for each unfilled job. The objective of the selection

decision is to choose from the pool of qualified candidates, who can

most successfully perform the job, which results in choosing the

suitable candidate to achieve the companys goals.

Selection is the process by which managers and

others use specific instruments to choose from a pool

of applicants a person (or) persons most likely to

succeed in the job(s), given management goals and

legal requirements. JEFFREY GOLD

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According to GRAHAM & BENNETT, Selection is the next

stage to Recruitment, i.e., assessing the candidates by

various means and making a choice followed by an

offer of employment.

Selection is a commonly used term, but probably a misnomer for

what the organization attempts to accomplish during this stage of

the employment process. Selection is the process used to choose

individuals with the right qualifications to fill job openings in the

organization. The more strategic term is placement, which means

the process of ensuring that the right person is placed in the right

job. Placement includes two separate but integrated concepts:

Person-job fit: This is the process of ensuring that the

knowledge, skills, and abilities of the individual match the

requirements of the essential functions of the job.

Person-organization fit: This is the process of ensuring that

the personality and value system of the individual match the

culture and objectives of the organization.

Person-job fit is especially critical when jobs and organizations are

stable and the emphasis is on quality, productivity, and efficiency. If

the nature of the job is constantly changing and the goals of the

organization are flexible and fluid, person-job fit does not provide

the workforce flexibility needed. In such situations, person-

organization fit becomes increasingly important and facilitates

creativity, innovation, and organizational and workforce flexibility

and adaptability. In reality, both are important and the relative

importance of each in the placement process depends on the

situation.

UNDERSTANDING SELECTION PROCESS:

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Recruitment function helps the organization to develop a pool

of prospective human resources. It is difficult for the HR manager to

employ the suitable people out of the pool. In fact, many

organizations face critical problems in choosing the people.

Selection techniques and methods reduce the complexities in

choosing the right candidates for the job.

After identifying the sources of human resources, searching

for prospective employees and stimulating them to apply for jobs in

an Organization, the management has to perform the function of

selecting the right employees at the right time. The obvious guiding

policy in selection is the intention to choose the best qualifies and

suitable job candidate for each unfilled job.

The objective of the selection decision is to choose the

individual who can most successfully perform the job from the pool

of qualified candidates. The selection procedure is the system of

functions and devices adopted in a given company to ascertain

whether the candidate's specifications are matched with the job

specifications and requirements or not.

The selection process can be successful if the following

requirements are satisfied:

Someone should have the authority to select. This authority

comes from the employment requisition, as developed by an

analysis to the workload and work force.

There must be some standard of personnel with which a

prospective employee may be compared, i.e. a

comprehensive job description and job specification should be

available before hand.

There must be a sufficient number of applicants from whom

the '' required number of employees may be selected.

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Selection of personnel to man the organization is a crucial, complex

and continuing function. The ability of an organization to attain its

goal effectively and to develop in a dynamic environment largely

depends upon the effectiveness of its selection programmer. If the

right person is selected, he is valuable asset to the organization.

SELECTION PROCEDURE:

Selection procedure employs several methods of collecting

information about the candidate's qualifications, experience,

physical and mental ability, nature and behavior, knowledge and

aptitude for judging whether a given applicant is suitable or not for

the job. Therefore the selection procedure is not a single act but is

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essentially a series of methods or stages by which different types of

information can be secured through various selection techniques. At

each step facts may come to light, which are useful for comparison

with the job requirement and employee specifications.

Steps in Scientific Selection Procedure:

Job analysis

Recruitment

Application form

Written examination

Preliminary interview

Final & Panel interviews

Medical examination

Reference checks

INDETAIL EXPLANATION:

JOB ANALYSIS:

Job analysis is the basis for selecting the right candidates.

Every organization should finalize the job analysis.

APPLICATION FORM:

Application form is also known as application blank. The

techniques of application blank are traditional and widely accepted

for securing information from the prospective candidates. It can also

be used as a device to screen the candidates at the preliminary

level. Many companies formulate their own style of application

forms depending upon the requirement of information based on the

size of the company, nature of business activities, type and level of

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the job etc. Information is generally required on the following items

in the application forms:

Personal background information

Educational qualifications

Work experience

Salary (drawing and expecting)

Personal attainments including likes and dislikes

WRITTEN EXAMINATION:

Organizations have to conduct written examination for the

qualified candidates after they are screened on the basis of the

application blanks so as to measure the candidate's ability in

arithmetical calculations, to know the candidate's attitude towards

the job, to measure the candidate's aptitude, reasoning, knowledge

in various disciplines, general knowledge and English language.

PRELIMINARY INTERVIEW:

The preliminary interview is to solicit necessary information

from the prospective applications and to assess the applicant's

suitability to the job. An assistant in the personnel department may

conduct this preliminary interview. The information thus provided bythe candidate may be related to the job or personal specifications

regarding education, experience, salary expectations, attitude

towards job, age, physical appearance and other requirements etc.

Thus, preliminary interview is useful as a process of eliminating the

undesirable and unsuitable candidates. If a candidate satisfies the

job requirements regarding most of the areas, he may be selected

for further process. Preliminary interviews are short and known as

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stand up interviews or sizing up of the applicants or screening

interviews. However, certain required amount of care is to be taken

to ensure that the desirable

TESTS:

Psychological tests play a vital role in employee selection. A

psychological test is essentially an objective and standardized

measure of sample of behavior from which inferences about future

behavior and performance of the candidate can be drawn.

Objectivity of tests refers to the validity and reliability of the

instruments in measuring the ability of the individuals. Objectivity

provides equal opportunity to all the job seekers without any

discriminating against sex; caste etc. standardization of test refers

to uniformity of procedure in conducting the tests for all the

candidates. Sample behavior refers to the sample of the total

behavior of the prospective employee on the job.

TYPES OF TEST:

Tests are classified into six classes, each class is again divided into

different types of tests. They are:

APTITUDE TESTS:

These tests measure whether an individual has the capacity or

latent ability to learn a given job if given adequate training.

Aptitudes can be divided into general and mental ability or

intelligence and specific aptitudes such as mechanical, clerical,

manipulative capacity etc. General aptitude test is of two types

namely intelligence quotient (IQ) and emotional quotient (EQ).

CLERICAL APTITUDE TESTS:

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These types of tests measure specific capacities involved in

office work. Items of this test include spelling, computation,

comprehension, copying, word measuring etc.

ACHIEVEMENT TESTS:

These tests are conducted when applicants claim to know

something- as these tests are concerned with what one has

accomplished. These tests are more useful to measure the value of

a specific achievement when an organization wishes to employ

experienced candidates.

SITUATIONAL TESTS:

This test evaluates a candidate's in a similar life situation. In

this test the candidate is asked either to cope with the situation or

solve clerical situations of the job.

INTEREST TESTS:

These tests are inventories of the likes and dislikes of

candidates in relation to work, job, occupations, hobbies and

recreational activities. The purpose of this test is to find out whether

a candidate, is interested or disinterested in the

Job for which he is a candidate and to find out in which area of the

job range/occupation the candidate is interested. The assumption of

this test is that there is a high correlation between the interest of a

candidate in a job and job success. Interest inventories are less

faked and they may not fluctuate after the age of 30.

MULTI-DIMENSIONAL TESTING:

However, the need for multi-skills is being felt be most of the

companies consequent upon globalization, competitiveness and the

consequent customer-centered strategies. Organization have to

develop multidimensional testing in order to find out whether the

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candidates possess a variety of skills or not, candidate's ability to

integrate the multi-skills and potentiality to apply them based on

situational and functional requirement.

PRELIMINARY INTERVIEW:

(1)Informal interview:

This is the interview, which can be conducted at any place by the

person to secure the basic and non-job related information. The

interaction between the candidate and the personnel manager whenthe former meets the latter to enquire about the vacancies or

additional particulars in connection with the employment

advertisement is an example of the informal interview.

(2) Unstructured interview:

In this interview, the candidate is given the freedom to tell about

himself by revealing his knowledge on various items/areas, his

background, expectations, interest etc. Similarly, the interviewer

also provides information on various items required by the

candidate.

(3)Core Interview:

It is normally the interaction between the candidates and the

line executive or experts on various areas of job knowledge, skill,

talent etc. This interview may take various forms like:

(4) Back ground information interview:

This interview is intended to collect the information, which is not

available inThe application blank and to check that information

provided in the Application blank regarding education, place of

domicile, family, health, interest, hobbies, likes, dislikes and

extracurricular activities of the applicant.

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(5) Job and probing interview:

This interview aims at testing the candidate's job knowledge about

duties, activities, methods of doing the job, critical/problematic

areas, methods of handling those areas etc.

(6) Stress interview:

This interview aims at testing the candidate's job behavior and level

of understanding during the period of stress and strain. The

interviewer tests candidate by putting him under stress and strain

by interrupting the applicant from, areas, keeping silent for unduly

long periods after he has finished speaking etc.

(7) Group discussion interview:

There are 2 methods of conducting group discussion interviews, viz.

group interview method and discussion interview method. All the

candidates are brought into one room and are interviewed one by

one under group interview. This method helps a busy executive to

save valuable time and gives a fair account of the objectivity of the

interview to the candidates.

(8) Formal and structured interview:

In this type of interview, all the formalities, procedures like fixing

the value, time, panel of interviewers, opening and closing,

intimating the candidates officially etc. are strictly followed in

arranging and conducting interview. The course of the interview is

preplanned and structured, in advance, depending on job

requirements

(9) Panel interview:

A panel of experts interviews each candidate, judges his

performance individually and prepares consolidated judgment. This

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type of interview is known as panel interview. Interviewers for

middle level and senior level managers are normally conducted are

the panel of experts.

DECISION-MAKING INTERVIEW:

After the experts including the line managers of the

organization in the core areas of the job examine the candidates,

the head of the department/section concerned interviews the

candidates once again, mostly through informal discussion. The

interviewer examines the interest of the candidate in the job,

organization, reaction/adaptability to the working conditions, career

planning, promotional opportunities, work adjustment and allotment

etc. The personnel manger also interviews the candidates with a

view to find out his reaction/acceptance regarding salary,

allowances, benefits, promotions, opportunities etc..

MEDICAL EXAMINATION:

Certain jobs require certain physical qualities like clear, vision,

perfect hearing unusual stamina; tolerance of hardworking

conditions, clear tone etc. Medical examination reveals whether or

not a candidate possesses these qualities. Medical examination can

give the following information:

Whether the applicant is medically suited for the specific job

Whether the applicant has health problems or psychological

attitudes likely to interfere with work efficiency or future

attendance.

REFERENCE CHECKS:

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After completion of the final interview and medical

examination, the personnel department will engage in checking

references. Candidates are required to give the names of references

in their application forms. These references may be from the

individuals who are familiar with the candidate's academic

achievement or form the applicant's previous employer, who is well

versed with the applicant's job performance, and sometimes from

co-workers.

FINAL DECISION BY THE LINE MANAGER:

The line manager concerned has to make the final decision

whether to select or reject a candidate after soliciting the required

information through techniques discussed earlier. The line manager

has to take much care in taking the final decision not only because

of economic implications but also because of behavioral and social

implications. A careless decision of rejecting would impair the

morale of the people and they would suspect the selection

procedure and the basis of selection of this organization. A true

understanding between line managers and personnel managers

should be established to take proper decisions.

JOB OFFER:

Thus, after taking the final decision, the organization has tointimate this decision to the successful as well as unsuccessful

candidates. The organization offers the job to the successful

candidates either immediately or after some time depending upon

its time schedule. The candidate after receiving job offer

communicates his acceptance to the offer or requests the company

to modify the terms and conditions of employment or rejects the

offer.

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EMPLOYMENT:

The company may modify the terms and conditions ofemployment as requested by the candidate. However the alteration

is purely depends on the sole discretion of the Management /

company. The company employs those candidates who accept the

job offer with or without modification of terms and conditions of

employment and place them on the job.

With the employment of the candidate the recruitment and

selection process is completed.

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CHAPTER-IV

DATAANALYSIS

&INTERPRETATI

ON34


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(1)How do you find the recruitment process in Met Life?

Excelle

nt

Very

good

Goo

d

Avera

ge

Tota

l

No. of Respondents 21 6 2 1 30

% of the total

Respondents

70% 20% 6.7

%

3.3% 100

%

Interpretation: The above data shows that the recruitment

process is excellent in the opinion of the employees.

Recruitment Process

0

5

10

15

20

25

Excellent Very good Good Average

(2) Fitness test is necessary for all the employees at regular

intervals?

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Strongly

agree

Agre

e

Disagr

ee

Strongly

disagree

No.ofrespondents

24 6 0 0

% of

respondents

80% 20% 0 0

Interpretation: The above data shows that fitness test is

necessary for the employees.

Fitness test

05

1015202530

Strongly agree Agree Disagree Stronglydisagree

3) The screening process of candidates is very impressive?

Strongly

agree

Agree Disagree Strongly

disagree

No. of

respondents

15 12 3 0

% of

respondents

50% 40% 10% 0

Interpretation: The above data shows that screening process is

impressive

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Screening Process of Candidates

0

5

10

15

20

Strongly agree Agree Disagree Strongly

disagree

(4) The general intelligence level of each individual during selection

is tested?

Yes No

No. of

Respondents

30 0

% of Respondents 100% 0

Interpretation: The above data shows that the general intelligence

of the individual is tested during selection process.

Intelligence level of testing

0

10

20

30

40

Yes No

(5)Internal employees are given more preference for referring

candidates?

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Yes No

No. of

Respondents

22 8

% of Respondents 73.33% 26.67%

Interpretation: the employees are given preference for referring

the candidates. Referring Candidates

0

10

20

30

Yes No

(6)The recruitment process helps to maintain adequate manpower

to fill up the vacancies?

Strongly

agree

Agree Disagr

ee

Strongly

disagree

No. of

respondents

20 8 2 0

% of

respondents

66.67% 26.67

%

6.66% 0

Interpretation: The above data shows that the recruitment process

helps to maintain adequate manpower.

Adequate manpower

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0

10

20

30

Strongly agree Agree Disagree Strongly disagree

(7) Interviews are conducted by panel from different departments?

Yes No

No. of

Respondents

13 17

% of Respondents 43.33% 56.67%

Interpretation: The above data shows that the interviews are

conducted in different ways at different levels of employees.

People from different department

0

5

10

15

20

Yes No

No of Res ondents

(8) Do you agree that a good recruitment policy plays a key factor in

the working of an organization?

Strongly

agree


disagree

No.of 19 8 3 0

39


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respondents

% of

respondents

63.33% 26.67

%

10% 0

Interpretation: The above data shows that the recruitment policy

plays a key factor in the working of an organization

Recruitment policy

05

101520

Strongly

agree


disagree

No of

(9) Rate the process of recruitment and selection in this

organization?

Excelle

nt

Goo

d

Satisfact

ory

Not

Satisfactory

No. of

Respondents

21 6 3 0

% of

Respondents

70% 20

%

10% 0

Interpretation: The above data shows that the recruitment and

selection process are good at Met Life

Rating the process of recruitment and

selection

40


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05

10152025

Excellent Good Satisfactory Not

satisfactory

No of Respondents

(10) Which of the following attracted you to apply for the Job at Met

Life?

Frequency

Decent Salary 16

Opportunity for growth 20

Job security 10

Company reputation 15

Interpretation: The above data shows that the employees are

attracted to apply for the Job at MetLife for various reasons. But

maximum feel that opportunity for growth is one factor.

Reasons attracted to apply for job

05

10

15

20

25

Decent salaryOpportunities

for growth

Job security company

reputation

No of Respondents

(11) In your view, which source is more reliable for the recruitment?

External Internal Mix of both

No. of 6 9 15

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responden

ts

% ofresponden

ts

20% 30% 50%

Interpretation: The above data shows that the most of the

employees support for a mix of both the internal & external sources

Sources of

recruitment

0

5

10

15

20

Internal External Mix of both

No of

(12) Which of these was a part of your recruitment and selection

process?

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Interpretation:The above data shows that the written test, group

discussion and interview are the part of recruitment and selection

process.

Recruitment and selection process

0

5

10

15

20

25

Written test and

interview

Group discussion

and interview

Interview All of the above

43

No. of

respondent

s

% of

Respondents

Written test and

interview 0 0

Group discussion and

interview 0 0

Interview 9 30%

All of the above 21 70%


44/60

(13) During the interview process, what is valued the most in your profile?

No.Of

Responden

ts

% of

Respondents

Qualification 3 10%

Experience 4 13.33%

Personal traits 7 23.33%

All of the above 16 53.34%

Interpretation: The above data shows that the qualification,

experience and personal traits are valued in profile during

interview process.

Interview process

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Qualification Experience Personal traits All of the

above

No of

(14) What was the time taken for the entire recruitment and

selection process?

Within 1

week

Within 2

weeks

Within 3

weeks

More than

3 weeks

No.of

Respondents

14 9 4 3

%of

Respondents

46.67% 30% 13.33% 10%

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Interpretation: The above data shows that the most of the

employees says it takes more than three weeks for the entire

recruitment and selection process.

Time taken for the

process

0

2

4

6

8

10

12

14

16

Within one

weeks

Within two

weeks

Within three

weeks

More then

three weeks

No of

\

(15) Kind of the interview undergone?

Formal

&

structural

interview

Informal

&

unstructured

interview

Stress

interview

Board

interview

No. of

Respondents

24 2 0 4

% of

Respondents

80% 6.67% 0% 13.33%

Interpretation:The above data shows that most of employees had

undergone formal and structural interview.

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Kind of the interview

0

5

10

15

2025

30

Formal and

structural

informal and

unstructured

stress interview Board interview

(16) What is important for an employee before recruiting into thejob?

Communicat

ion

skills

subject

knowledge

Both of

the

above

None of

the

above

No.of

Respondents

10 6 14 0

% of

Respondent

s

33.33% 20% 46.67% 0%

Interpretation: The above data shows that Communication and

Subject knowledge are important for an employee before recruiting

into the job.

Employee before recruiting

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0

5

10

15

Communication

Subject

knowledge

Both (a)&(b) None of these

No of

(17) Have you gone through the induction program?

Yes No

No. of

Respondents

30 0

% of

Respondents

100% 0%

Interpretation:The above data shows that all the employeesgone

through the induction program.

Inductionprogram

0

10

20

30

40

Yes No

(18) What is the impact of induction in your work life?

Excellent Good Satisfacto

ry

Not

Satisfactory

No. of

Responde

nts

6 20 4 0

47


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% of

Responde

nts

20% 66.67% 13.33% 0

Interpretation:The above data shows that the impact of induction

in work life is good.

Impact of induction in work life

0

5

10

15

20

25

Excellent Good Satisfactory Not

satisfactory

No of

(19) What was your source of recruitment?

Employee

reference

Through

consultancy

Campus

recruitment

Job

portals

No. of

Respondent

s

20 6 0 4

% of

Respondent

s

66.67% 20% 0% 13.33

%

Interpretation:The above data shows that employee reference is

the most significant source opted by MetLife.

48


49/60

0

5

10

15

20

25

employee

reference

consultancies campus

recruitments

job portals

No of

49


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Chapter-v

FINDINGS

&

CONCLUSION

FINDINGS

50


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Qualification, Experience &Personal traits are the things which

are valued the most in the applied Candidates profile during the

interview.

Time taken for the entire recruitment and selection process in

MetLife varies with the job profiles .

Communication skills and subject knowledge are important

attributes of an employee before recruiting into the job.

Internal employees are given more preference for filling the

vacancies.

The impact of induction in employees life is good.

Interviews are conducted by panel from different departments for

higher level jobs.

The Recruitment and selection process in this organization is

good enough to meet the requirements of the company and

maintain adequate manpower.

Employee reference is the most significant source for recruiting

in MetLife.

Fitness tests for MetLife employees is necessary .

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SUGGESTIONS

Suggestions regarding development of the Recruitment and

Selection procedures in an organization:

1. Interviewed and Selected candidates should be asked to give

suggestions by the management to improve the Recruitment and

Selection process.

2. Management should try to make induction program lively to

build a strong, cordial relationship with the inductees and provide

them all the information needed.

3. Various ratings should be given to experience knowledge,

supplementary and interpersonal skills, merit, ability, intelligence,

back ground and so forth. The candidate should be selected taking

into consideration all the factors into account.

4. Applicants can be attracted by a wide range of media, but all

advertising requires effective back-up recruitment administration,

including the short listing and reference processes.

Suggestions for METLIFE in particular:

1. Internal sources of recruitment and employee referrals are

given more importance which restricts new blood and new

talent from being utilized.

2. Induction process of the company may be improved to

motivate the employees.

3. The findings indicate that the company do not follow a unique

policy. Instead the company follows different ways of

recruitment for different levels and sometime different for the

same kind of job too.

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BIBLOGRAPHY

53


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WEBSITES:

www.wikipedia.com

www.hrm.com

www.books.google.co.in

www.metlife.co.in

Books:

HUMAN RESOURCES MANAGEMENT, H.T. Graham &

Roger Bennett.

HUMAN RESOURCE MANAGEMENT by K.Ashwattapa

PERSONNEL AND HUMAN RESOURCE

MANAGEMENT by

P.SubbaRao.

54
http://www.wikipedia.com/http://www.hrm.com/http://www.books.google.co.in/http://www.metlife.co.in/http://www.wikipedia.com/http://www.hrm.com/http://www.books.google.co.in/http://www.metlife.co.in/


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ANNEXURES

55


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RECRUITMENT AND SELECTION PROCESS

Dear Sir/Madam,

The following questionnaire is administered to you as a part offield work on the above topic. The data collected from this questionnaire

will be kept highly confidential and used only for academic purpose. I

thank you in advance for your valuable time in filling this questionnaire.

-Thank you

(Please tick whichever is appropriate)

Name of the employee:

Gender:

Designation:

Age group: (a) 18-25 years [ ]

(b) 26-35 years [ ]

(c) 36-45 years [ ]

(d) Above 45 years [ ]

1) How do you find the recruitment process in your organization?

(a) Excellent [ ]

(b) Very good [ ]

(c) Good [ ]

(d) Average [ ]

2) Fitness test is necessary for all the employees at regular intervals?

(a)Strongly agree [ ]

(b) Agree [ ]

(c) Disagree [ ]

(d) Strongly disagree [ ]

3) The screening process of candidates is very impressive?

56


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(a) Strongly agree [ ]

(b) Agree [ ]

(c) Disagree [ ]


4) The general intelligence level of each individual during selection is tested?

(a)Yes [ ] (b) No [ ]

5) Internal employees are given more preference for referring candidates?

(a)Yes [ ] (b) No [ ]

6) The recruitment process helps to maintain adequate manpower to fill up the

vacancies?


(b) Agree [ ]

(c) Disagree [ ]


7) Interviews are conducted by a panel from different departments?

(a)Yes [ ] (b) No [ ]

8) Do you agree that a good recruitment policy plays a key factor in the working

of an organization?


(b) Agree [ ]

(c) Disagree [ ]


9) Rate the process of recruitment and selection in this organization?

(a) Excellent [ ]

(b) Good [ ]

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(c) Satisfactory [ ]

(d) Not Satisfactory [ ]

10) Which of the following attracted you to apply for the Job at met life?

(a) Decent salary [ ]

(b) Opportunity for growth [ ]

(c) Job security [ ]

(d) Company reputation [ ]

(e) Good working conditions [ ]

11) In your view, which source is more reliable for the recruitment?

(a) Internal [ ]

(b) External [ ]

(c) Mix of both [ ]

12) Which of these was a part of your recruitment and selection process?

(a) Written test and interview [ ](b) Group discussion and interview [ ]

(c) Interview [ ]

(d) All of the above [ ]

13) During the interview process, what do you think is valued the most in your

profile?

(a) Qualification [ ]

(b) Experience [ ]

(c) Personal traits [ ]

(d) All the above [ ]

14) What was the time taken for the entire recruitment and selection process?

(a) Within one week [ ]

(b) Within two weeks [ ]

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(c) Within three weeks [ ]

(d) More than three weeks [ ]

15) What kind of the interview did you undergo?

(a) Formal and structural interview [ ]

(b) Informal and unstructured interview [ ]

(c) Stress interview [ ]

(d) Board interview [ ]

16) What is important for an employee before recruiting into the job?

(a) Communication [ ]

(b) Subject knowledge [ ]

(c) Both a & b [ ]

(d) None of these [ ]

17) Have you gone through the induction program?

(a) Yes [ ] (b) No [ ]

18) What is the impact of induction in your work life?

(a) Excellent [ ]

(b) Good [ ]

(c) Satisfactory [ ]

(d) Not Satisfactory [ ]

19) What was your source of recruitment?

(a)Employee reference [ ]

(b)Through consultancy [ ]

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(c)Campus recruitment [ ]

(d)Job portals (web consultancies) [ ]

20) Could there be any suggestions, from your end on the recruitment process taken

up by your Organisation, you may please submit the same in the space below

Thank you for giving your valuable time and filling the above questionnaire

*********************************************************************

*******

recruitment and selection process at metlife india

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