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INDEX PAGES

Chapter 1: Company Profile and General History


 Abstract
 Overview of Insurance
 General History
 Company Profile

Chapter 2: Research Objectives and Methodology


 Objective of the Project
 Data Collection
 Sources of Data Collection
Chapter 3: Recruitment
 Introduction
 Sources of Recruitment
 Process of Recruitment

Chapter 4: Selection
 Introduction
 Procedure
 Types of Interviews
Chapter 5: Questionnaire and Data Interpretation
 Data Interpretation
 Analysis
 Suggestions and Conclusions
ABSTRACT
The insurance industry of India consists of 51 insurance companies of which 24 are in life
insurance business and 27 are non-life insurers. Among the life insurers, Life Insurance
Corporation (LIC) is the sole public sector company. Apart from that, among the non-life
insurers there are six public sector insurers. In addition to these, there is sole national reinsurer,
namely, General Insurance Corporation of India. Other stakeholders in Indian Insurance market
include Agents (Individual and Corporate), Brokers, Surveyors and Third Party Administrators
Servicing Health Insurance claims. Out of 27 non-life insurance companies, 4 private sector
insurers are registered to underwrite policies exclusively in Health, Personal Accident and
Travel insurance segments. They are Star Health and Allied Insurance Company Ltd, Apollo
Munich Health Insurance Company Ltd, Max Bupa Health Insurance Company Ltd and Religare
Health Insurance Company Ltd. There are two more specialized insurers belonging to public
sector, namely, Export Credit Guarantee Corporation of India for Credit Insurance and
Agriculture Insurance Company Ltd for Crop Insurance penetration of India.
CHAPTER 1

OVERVIEW
OF
INSURANCE
What Is Insurance?
Insurance is a contract between two parties whereby one party agrees to undertake
the risk of another in exchange for a consideration known as premium.
Insurance is an economic device whereby the individual can substitute a small
relatively definite cost (premium) for a large financial loss (the contingency
insured against) that would have to be borne if insurance was not available.
The party which undertakes the risk is called insurer and the other one, whose risk
is transferred is known as the insured.
The insurer promises to pay a fixed sum of money to the insured on the happening
of an uncertain event (death) or after the expiry of a certain period in case of life
insurance.
The insurer agrees to indemnify the insured on the happening of an uncertain event
in case of non-life (general) insurance.

1.2 Basic Concepts


The concept behind insurance is that a group of people exposed to similar risk
come together and make contributions towards formation of a pool of funds.
In case a person actually suffers a loss on account of such risk, he is compensated
out of the same pool.
Insurance has two fundamental characteristics:
• Risk is transferred or shifted from one individual to a group.
• Losses are shared, on some equitable basis, by all members of the group.

1.3 Fundamental Principles of Insurance


Insurable Interest:
• Insurable Interest is defined as the legal right to insure arising out of a financial
relationship recognized under law, between the insured and the subject matter of
insurance.
• The Principle of Insurable Interest states that the insured must be in position to
lose financially if a loss occurs.
Utmost Good Faith:
• A positive duty voluntarily to disclose, accurately and fully, all facts material to
the risk being proposed, whether requested or not.
• Higher degree of honesty is imposed on both parties to an insurance contract than
any other contract, because- Insurance product is intangible one.

Principle of Indemnity:
• It states that the insurer agrees to pay no more than the actual amount of loss.
• In other words, the insured should not make profit from a loss.
• The principle applies to non-life (property and liability) insurance contracts only.

Principle of Subrogation:
• It is the right of one person, having indemnified another under a legal obligation
to do so, to stand in the place of that other and avail himself of all the rights and
remedies of that other.

• In other words, it is the substitution of the insurer in place of the insured for the
purpose of claiming indemnity from a third person for a loss covered by insurance.

• It avoids a situation where an insured might profit from an insured event.

1.4 History of Indian Insurance Industry


The business of life insurance in India in its existing form started in India in the
year 1818 with the establishment of the Oriental Life Insurance Company in
Calcutta.
The story of insurance is probably as old as the story of mankind. The same
instinct that prompts modern businessmen today to secure themselves against loss
and disaster existed in primitive men also. They too sought to avert the evil
consequences of fire and flood and loss of life and were willing to make some sort
of sacrifice in order to achieve security. Though the concept of insurance is largely
a development of the recent past, particularly after the industrial era – past few
centuries – yet its beginnings date back almost 6000 years.
Life Insurance in its modern form came to India from
England in the year 1818. Oriental Life Insurance Company started by Europeans
in Calcutta was the first life insurance company on Indian Soil. All the insurance
companies established during that period were brought up with the purpose of
looking after the needs of European community and these companies were not
insuring Indian natives. However, later with the efforts of eminent people like
Babu Mutty lal Seal, the foreign life insurance companies started insuring Indian
lives. But Indian lives were being treated as sub-standard lives and heavy extra
premiums were being charged on them. Bombay Mutual Life Assurance Society
heralded the birth of first Indian life insurance company in the year 1870, and
covered Indian lives at normal rates.

Starting as Indian enterprise with highly patriotic motives, insurance companies


came into existence to carry the message of insurance and social security through
insurance to various sectors of society.
Bharat Insurance Company (1896) was also one of such companies inspired by
nationalism. The Swadeshi movement of 1905-1907 gave rise to more insurance
companies. The United India in Madras, National Indian and National Insurance in
Calcutta and the Co-operative Assurance at Lahore were established in 1906. In
1907, Hindustan Co-operative Insurance Company took its birth in one of the
rooms of the Jorasanko, house of the great poet Rabindranath Tagore, in Calcutta.
The Indian Mercantile, General Assurance and Swadeshi Life (later Bombay Life)
were some of the companies established during the same period. Prior to 1912
India had no legislation to regulate insurance business. In the year 1912, the Life
Insurance Companies Act, and the Provident Fund Act were passed. The Life
Insurance Companies Act 1912 made it necessary that the premium rate tables and
periodical valuations of companies should be certified by an actuary. But the Act
discriminated between foreign and Indian companies on many accounts, putting
the Indian companies at a disadvantage.
The first two decades of the twentieth century saw lot of growth in insurance
business. From 44 companies with total business-in-force as Rs.22.44 crores, it
rose to 176 companies with total business-in-force as Rs.298 crores in 1938.
During the mushrooming of insurance companies many financially unsound
concerns were also floated which failed miserably. The Insurance Act 1938 was
the first legislation governing not only life insurance but also non-life insurance to
provide strict state control over insurance business.
The demand for nationalization of life insurance industry was made repeatedly in
the past but it gathered momentum in 1944 when a bill to amend the Life Insurance
Act 1938 was introduced in the Legislative Assembly. However, it was much later
on the 19th of January 1956 that life insurance in India was nationalized.
About 154 Indian insurance companies, 16 non-Indian companies and 75 provident
were operating in India at the time of nationalization. Nationalization was
accomplished in two stages; initially the management of the companies was taken
over by means of an Ordinance, and later, the ownership too by means of a
comprehensive bill. The Parliament of India passed the Life Insurance Corporation
Act on the 19th of June 1956, and the Life Insurance Corporation of India was
created on 1st September, 1956, with the objective of spreading life insurance
much more widely and in particular to the rural areas with a view to reach all
insurable persons in the country, providing them adequate financial cover at a
reasonable cost.
LIC had 5 zonal offices, 33 divisional offices and 212 branch offices, apart from its
corporate office in the year 1956. Since life insurance contracts are long-term
contracts and during the currency of the policy it requires a variety of services need
was felt in the later years to expand the operations and place a branch office at
each district headquarter. Re-organization of LIC took place and large numbers of
new branch offices were opened. As a result of re-organization servicing functions
were transferred to the branches, and branches were made accounting units. It
worked wonders with the performance of the corporation.

It may be seen that from about 200.00 Crores of New Business in 1957 the
corporation crossed 1000.00 Crores only in the year 1969-70, and it took another
10 years for LIC to cross 2000.00 crores mark of new business. But with
reorganization happening in the early eighties, by 1985-86 LIC had already crossed
7000.00 crores Sum Assured on new policies.
Today LIC functions with 2048 fully computerized branch offices, 100 divisional
offices, 7 zonal offices and the corporate office. LIC’s Wide Area Network covers
100 divisional offices and connects all the branches through a Metro Area
Network.

LIC has tied up with some Banks and Service providers to offer on-line premium
collection facility in selected cities. LIC’s ECS and ATM premium payment
facility is an addition to customer convenience. Apart from on-line Kiosks and
IVRS, Info Centers have been commissioned at Mumbai, Ahmedabad, Bangalore,
Chennai, Hyderabad, Kolkata, New Delhi, Pune and many other cities. With a
vision of providing easy access to its policyholders, LIC has launched its
SATELLITE SAMPARK offices. The satellite offices are smaller, leaner and
closer to the customer. The digitalized records of the satellite offices will facilitate
anywhere servicing and many other conveniences in the future.
From then to now, LIC has crossed many milestones and has set unprecedented
performance records in various aspects of life insurance business. The same
motives which inspired our forefathers to bring insurance into existence in this
country inspire us at LIC to take this message of protection to light the lamps of
security in as many homes as possible and to help the people in providing security
to their families.

The Insurance Regulatory and Development Authority (IRDA)


The Insurance Act, 1938 had provided for setting up of the Controller of Insurance
to act as a strong and powerful supervisory and regulatory authority for insurance.
Post nationalization, the role of Controller of Insurance diminished considerably in
significance since the Government owned the insurance companies.
But the scenario changed with the private and foreign companies foraying in to the
insurance sector. This necessitated the need for a strong, independent and
autonomous Insurance Regulatory Authority was felt. As the enacting of
legislation would have taken time, the then Government constituted through a
Government resolution an Interim Insurance Regulatory Authority pending the
enactment of a comprehensive legislation.
The Insurance Regulatory and Development Authority Act, 1999 is an act to
provide for the establishment of an Authority to protect the interests of holders of
insurance policies, to regulate, promote and ensure orderly growth of the insurance
industry and for matters connected therewith or incidental thereto and further to
amend the Insurance Act, 1938, the Life Insurance Corporation Act, 1956 and the
General insurance Business (Nationalization) Act, 1972 to end the monopoly of the
Life Insurance Corporation of India (for life insurance business) and General
Insurance Corporation and its subsidiaries (for general insurance business).
The act extends to the whole of India and will come into force on such date as the
Central Government may, by notification in the Official Gazette specify. Different
dates may be appointed for different provisions of this Act.
The Act has defined certain terms; some of the most important ones are as follows:
Appointed day means the date on which the
Authority is established under the act.
Authority means the established under this Act.
Interim Insurance Regulatory Authority means the Insurance Regulatory
Authority set up by the Central Government through Resolution No. 17(2)/ 94-lns-
V dated the 23rd January, 1996.

Words and expressions used are not defined in this Act but defined in the
Insurance Act, 1938 or the Life Insurance Corporation Act, 1956 or the General
Insurance Business (Nationalization) Act, 1972 shall have the meanings
respectively assigned to them in those Acts
A new definition of "Indian Insurance Company" has been inserted. "Indian
insurance company" means any insurer being a company which is formed and
registered under the Companies Act, 1956
a) In which the aggregate holdings of equity shares by a foreign company, either
by itself or through its subsidiary companies or its nominees, do not exceed
twenty-six per cent. Paid up capital in such Indian insurance company.

b) Whose sole purpose is to carry on life insurance business, general insurance


business or reinsurance business.

1.8 LIST OF LIFE INSURERS


Apart from Life Insurance Corporation, the public sector life insurer, there are 20
other private sector life insurers, most of them joint ventures between Indian
groups and global insurance giants.
S.NO Insurers Foreign Registration Date of Year of
Partners No. Registration Operation

1. HDFC Standard Life Standard Life 101 23.10.2000 2000-01


Insurance Co. Ltd. Assurance,
UK
2. Max New York Life New York 104 15.11.2000 2000-01
Insurance Co. Ltd. Life, USA

3. ICICI Prudential Life Prudential , 105 24.11.2000 2000-01


Insurance Co. Ltd. UK

4. Kotak Life Insurance Old Mutual, 107 10.01.2001 2001-02


Co. Ltd South Africa

5. Birla Sun Life Sun Life, 109 31.01.2001 2000-01


Insurance Co. Ltd. Canada

6. Tata AIG Life American 110 12.02.2001 2000-01


Insurance Co. Ltd. International
Assurance
Co., USA
7. SBI Life Insurance BNP Paribas 111 29.03.2001 20001-02
Co. Ltd. Assurance SA,
France
8. ING Vyasa Life ING Insurance 114 02.08.2001 2001-02
Insurance Co. Ltd. International
B.V.,
Netherlands
9. Bajaj Allianz Life Allianz, 116 03.08.2001 2001-02
Insurance Co. Ltd. Germany

10. Metlife India Metlife 117 06.08.2001 2001-02


Insurance Co. Ltd. International
Holdings Ltd.,
USA
11. AVIVA Aviva 122 14.05.2002 2002-03
International
Holdings Ltd.,
UK
12. Sahara Life Insurance 127 06.02.2004 2004-05
Co. Ltd

13. Shriram Life Sanlam, South 128 17.11.2005 2005-06


Insurance Co. Ltd Africa

14. Bharti AXA Life AXA 130 14.07.2006 2006-07


Insurance Co. Ltd. Holdings,
France
15. Reliance Life 121 03.01.2002 2001-02
Insurance Co. Ltd.
(Earlier AMP Sanmar
Life Insurance Co.
from 3.1.02 to
29.9.05)
16. Future Generali India Pantaloon 133 04.09.2007 2007-08
Life Insurance Co. Retail Ltd.;
Ltd. Sain
Marketing
Network Pvt.
Ltd.
(SMNPL),
Generali, Italy
17. IDBI Fortis Life Fortis, 135 19.12.2007 2007-08
Insurance Co. Ltd. Netherlands

18. Canara HSBC OBC HSBC, UK 136 08.05.2008 2008-09


Life Insurance Co. Ltd

19. Aegon Religare Life Religare, 138 27.06.2008 2008-09


Insurance Co. Ltd. Netherlands

20. DLF Pramerica Life Prudential of 140 27.06.2008 2008-09


Insurance Co. Ltd. America, USA
 Types of insurance:
Generally, insurance is divided into two categories and is named as;
1. General Insurance
2. Life Insurance

Framework
Analysis of
Insurance

General
Life Insurance
Insurance

Individual Micro Insurance Group


Insurance

Health ULIPs Annuity Whole Life Endowment Term


Insurance Plans Insurance
List of General Insurers in India

Bajaj Allianz The New India TATA AIG Export Credit


Assurance Co. Guarantee

Future Generali ICICI Lombard Oriental Insurance United India


Insurance

Agricultural Universal Sompo IFFCO Tokio Reliance General


Insurance Co. Insurance

Cholamandalam Star Health and Shriram General National Insurance


Allied Insurance

Royal Sundaram HDFC Ergo Apollo Munich Religare Health


Alliance Health Insurance Insurance
1.10 What are the benefits one get from insurance:
Safeguards oneself and one's family for future requirements.
Life cover.
Peace of mind in case of financial loss.
Encourage saving.
Tax rebate.
Protection from the claim made by the creditors.
Security against a personal loan, housing loan or other types of loan.
Provide a protection cover to industries, agriculture, women and child.

1.11 Distribution Channels in Insurance


Introduction
An insurance cover is an intangible product evidenced by a written contract known
as the ‘policy’. Insurers market various insurance covers either directly or through
various distribution channels—individual agents, corporate agents (including Banc
assurance) and Brokers. The marketer in the distribution network is in direct
interface with the prospect and the customer.
Life insurance products are sold through individual agents and many of them have
this as their only career occupation. General insurance products are sold through
individual agents, corporate agents and brokers. Distribution channels such as
agents are licensed by the IRDA. To get an agency license, one has to have certain
minimum qualifications; practical training in insurance subjects and pass an
examination conducted by the Insurance Institute of India.
IRDA regulations on licensing of agents/brokers lay down the code of conduct for
individual agents, corporate agents and brokers.
Thus it is seen that the dos and don’ts for these intermediaries are given clearly at
the point of sale as well as in the event of a claim. Service does not end with the
customer receiving his document; it in fact only begins here. After sales service is
as important or even more important – like when a refund has to be made or when
a claim has to be made.
One of the issues that are of great concern affecting professionalism in insurance
activities is resorting rebating by intermediaries. Rebating is prohibited as per
Section 41 of the Insurance Act, 1938 and the public are advised not to deal with
intermediaries offering rebate of any kind.
Rebating means a share of commission receivable by the agent/broker is given to
the prospect/client. This is done to attract the client in the purchase of insurance
contract by offering cash. Competition among agents/brokers is so cut-throat, some
agents indulge in such unethical practices. Public are advised not to ask for any
prohibited rebates in premium since commission payment to an agent is the only
income for some to take care of their families. Similarly, agents are also advised
not to indulge in such practices which could cause them loss of agency income.

Alternate Distribution Channels:


The insurance marketplace is undergoing a transformation that may eventually lead
to significant changes in how consumers purchase insurance products. A variety of
distribution channels are currently used in this market place and some insurers
utilize a combination of distribution channels. Such as:
• Direct Sales
• Brokers
• Corporate Agents
• Telemarketing
• Online Marketing
• Retail Chains
• Franchisee
INTERNSHIP AT
OMNIS
Omnis Healthcare Services Private Limited is a Private incorporated on 16 October 2015. It is
classified as Non-govt company and is registered at Registrar of Companies, Kanpur. Its authorized
share capital is Rs. 100,000 and its paid up capital is Rs. 100,000.It is inolved in Business activities
n.e.c.

Omnis Healthcare Services Private Limited's Annual General Meeting (AGM) was last held on N/A
and as per records from Ministry of Corporate Affairs (MCA), its balance sheet was last filed on N/A.

Directors of Omnis Healthcare Services Private Limited are Kuldeep Singh, Dinesh Kumar Suri,
Sanjay Prasad and .

Omnis Healthcare Services Private Limited's Corporate Identification Number is (CIN)


U74900UP2015PTC073921 and its registration number is 73921.Its Email address is
CAHIMANSHUKUMAR@GMAIL.COM and its registered address is CHAMBER NO-10, UDAIGIRI
TOWER KAUSHAMBI GHAZIABAD Ghaziabad UP 201010 IN , - , .

Company Details

CIN U74900UP2015PTC073921

Company Name OMNIS HEALTHCARE SERVICES


PRIVATE LIMITED

Company Status Active

RoC RoC-Kanpur

Registration 73921
Number
CIN U74900UP2015PTC073921

Company Company limited by Shares


Category

Company Sub Non-govt company


Category

Class of Private
Company

Date of 16 October 2015


Incorporation

Age of Company 1 years, 11 month, 12 days

Activity Business activities n.e.c.

Click here to see other companies


involved in same activity.

Number of -
Members

Share Capital & Number of Employees

Authorised Capital ₹100,000

Paid up capital ₹100,000

Number of Employees Login to view

Listing and Annual Compliance Details


Listing status Unlisted

Date of Last Annual General Meeting N/A

Date of Latest Balance Sheet N/A

Legal Report

View all criminal and civil cases of OMNIS HEALTHCARE SERVICES


PRIVATE LIMITED

Purchase Legal Report

Financial Report -

Balance Sheet -

Paid-up Capital 100000

Reserves & Surplus -

Long Term Borrowings -

Short Term Borrowings -

Trade Payables -

Current Investments -

Inventories -
Trade Receivables -

Cash and Bank Balances -

Profit & Loss -

Total Revenue (Turnover) -

Total Expenses -

Employee Benefit Expenses -

Finance Costs -

Depriciation -

Profit Before Tax

Profit After Tax

Click here to view all available financial documents and regulatory filings of
OMNIS HEALTHCARE SERVICES PRIVATE LIMITED

Contact Details

Email ID: CAHIMANSHUKUMAR@GMAIL.COM

Website: Click here to add.

Address:
CHAMBER NO-10, UDAIGIRI TOWER KAUSHAMBI GHAZIABAD
Ghaziabad UP 201010 IN

Director Details
DIN DIRECTOR NAME DESIGNATION APPOINTMENT DATE

03391328 KULDEEP SINGH DIRECTOR 16 OCTOBER 2015

06668834 DINESH KUMAR SURI DIRECTOR 30 JANUARY 2016

07435663 SANJAY PRASAD DIRECTOR 30 JANUARY 2016


COMPANY
PROFILE

TATA AIG
Tata AIG General Insurance Company Limited is a joint venture between the Tata Group and the
American International Group (AIG). Tata AIG General Insurance Company Limited celebrated
16 years of service this year (2016) since it commenced operations on January 22, 2001. The
company has made a mark in the industry by launching several innovative products and services
over the years.

Under its two main business verticals ie Consumer Lines and Commercial Lines, Tata AIG
General Insurance Company Limited offers an extensive range of General Insurance covers that
cater to various individual and business insurance needs. The products range from Home
insurance, Motor Insurance, Travel Insurance, Health Insurance, Rural-Agriculture Insurance etc
for individuals under the Consumer Line vertical, and Property & Business Interruption
insurance; D&O, Professional and General Liability Insurance; and special products like Reps &
Warranties and Environmental Insurance under the Commercial Lines vertical. Each product
offering is backed by professional expertise to help the customer along the entire relationship
period. Tata AIG General Insurance Company Limited has an empowered claims team, with a
in-house capability of 400 plus experts spread across 90 office in India. The customer service
team too, which is the face of the company to the customer, comprises of 450 team members,
operating from various offices across India.

Today Tata AIG General Insurance Company Limited’s core strength lies in 3 product
categories, ie Travel Insurance, Marine Insurance and Liability and the company aims to be the
most preferred General Insurance Company in the industry. In order to achieve its vision of
being the most preferred general insurance company, Tata AIG General Insurance Company
Limited is increasing its general insurance penetration in India with various significant
partnerships with leading business names from varied industries.

Tata AIG General Insurance Company Limited has an Asset Under Management (AUM) of
approximate 0.6 billion USD (as of 30th June 2016) and a workforce of about 2833 employees
present in 152 branches across India. The company’s products are available through various
channels of distribution such as Agency which has a combined strength of 10,328 licensed
agents and a very strong Broking channel of 347 licensed brokers. The Bancassurance & Affinity
team is responsible for initiating and tapping partnerships with Banks, NBFC's, HFC's and other
affinity partners. Tata AIG General Insurance Company Limited is also increasing its online
presence and has a strategic initiative called ‘Go Digital’ that facilitates ease of buying Insurance
products in the digital world. It makes the process from sale to policy issuance effortless.
Our Vision
To be India's most preferred General Insurance Company.

Our Purpose

To create unmatched value for our customers, employees, business partners and shareholders by
delivering remarkable service that is consistent, fair and transparent.

Our Values
Our values represent the core, shared beliefs that guide how we act and work together to achieve
our goals. We share a set of 6 core values: Performance,Customer First, Integrity, People,
Passion, and Empathy.

 Performance: We must constantly accomplish the highest possible standards in our day
to day work and in the quality of services that we provide.

 Customer First: We must anticipate customer priorities and exceed their expectations.

 Integrity: We must conduct our business fairly, with honesty and transparency.
Everything we do must stand the test of public scrutiny.

 People: Develop true partnerships all around; with our colleagues across the company
and with our customers and associates around the world. We exist to build strong
relationships based on tolerance, understanding and mutual co-operation. We strive to
develop our diverse talent and reward excellence.

 Passion: Be committed to what we do. We must have a strong drive to meet goals, and a
relentless determination to solve customer problems. We must remember to be happy
about ourselves and the company we work for and represent.

 Empathy: We must always work for the benefit of the communities we serve by caring,
showing respect, and compassion to everything we touch.

Motor Insurance

A vehicle in today’s world is an inseparable part of life. It gives an exclusiveness & freedom to
your movement whether it is your day to day activity or going for a long drive with your family.
It may affect your livelihood if this is your source of income. To use your vehicle in any public
place it is mandatory to insure the same against minimum Third party liability as per the
provisions of Motor vehicle Act.

However Third party insurance alone will not protect from the financial losses which you may
incur because of an unfortunate situation of accident or theft of your vehicle. Hence it makes
sense to buy a comprehensive Motor Insurance Policy to give you complete protection.

Tata AIG General Insurance Company Limited understands these needs and offers Motor
Insurance policies that provide the added protection for the vehicle you love. Motor Insurance
Policies from Tata AIG General Insurance Company Limited insurance includes private car
insurance, two wheeler insurance, commercial vehicle insurance.

 Enhanced protection through unique add on covers


 Direct Settlement / cashless claims at garages
 Road Side Assistance Cover available for just Rs.116 exclusive of service tax for private
cars
 No deduction of salvage
 No Claim Bonus is unaffected even if one claim is paid for repair of
glass/fibre/plastic/rubber parts of the vehicle under the policy.

Travel Insurance

‘Business, sight-seeing, shopping are the things you usually plan for when you travel. What
about unforeseen emergencies like lost baggage (and passports), flight delays, personal
accidents, even a hospital stay in a strange unknown place while you are traveling?

Very few people plan for real risks like these. Travel Insurance policies from Tata AIG General
Insurance Company Limited, take care of emergencies during your travel, whether overseas or
domestic. Online Travel Insurance policies from Tata AIG General Insurance Company Limited
offer convenience of purchase.’

Health Insurance

Today health insurance is the need of the hour as it is not just an old age issue. Misfortunes also
never announce their arrivals. With our new age our susceptibility to risks has increased more
than ever. Some of these risks can often bring in unforeseen hospitalization causing a financial
burden on you and your family. With the escalating medical care costs the charges like Surgeon's
fees, diagnostic tests etc may turn out to be very expensive.

Tata AIG realizes your needs arising from such unforeseen situations and offers a range of
solutions health insurance policies that will help you preserve your savings.

Individual Personal Accident Insurance

Life's journey takes you through many twists and turns. You may not be prepared for it, but you
have to face it. Accidents, mishaps and other adverse situations bring along dire consequences.
They can leave a dent on your life both emotionally and financially, if you are not prepared for it.
Tata AIG General Insurance Company Limited's suite of personal accident products protects you
from unforeseen adversities ensuring total security & peace of mind. Our range of plans not only
protect self, but also for your spouse & children.

Home Insurance
You worked harder, longer and saved every penny to give yourself and your loved ones the
security of a home. A home that they could call their own. It’s only understandable that you
should want to secure your most important asset from any possible kind of natural or man-made
catastrophe. Tata AIG General Insurance Company Limited realises the need and has designed a
variety of home insurance products that cater to everyone’s home insurance needs. After all,
homes are not built everyday.
Personal Extended Protection Policy (PEPP)
As lifestyles change with time and age, individual needs evolve too. Just look at your lifestyle
and you’ll notice how your needs have changed too. Shopping, new purchases, credit and debit
cards, new cars, foreign travel and short holidays are an integral part of every successful
lifestyle. Products and services that were non-existent a decade ago have now become our
lifelines. At Tata AIG General Insurance Company Limited, we realize this need for protection
solutions that help you secure and let you enjoy your changing lifestyle needs.

Presenting PEPP, a range of 10 innovative, new-age insurance solutions that are designed for
today’s lifestyle, to help you live worry free at all stages of your life. From credit card fraud
protection to cover for your stolen wallet and much more, these products take care of your daily
worries.
CHAPTER 2

RESEARCH
OBJECTIVES AND
METHODOLOGY
OBJECTIVE
The main objective of the project is to understand the recruitment and selection of
employees at TATA AIG. This is backed by TATA AIG Health insurance service
support infrastructure - the widest in the country. The objective of the project is to
understand how Human Resource Department play an important role for insurance
company like TATA AIG Health insurance in recruiting good employees. So to
understand the process of Recruitment of financial consultant in TATA AIG
Health insurance. This project enlightens the management skills used for the
advancement of the employees. It brings out the lowest input and maximum output
to give maximum efficiency.
The Other objectives are:-
 To find out the sources of recruitment
 The process of recruitment and the
 To know the Selection process at HDFC life.
 To identify the segment of people for recruitment.
 To find out the different ways to find the prospects for recruitment.
 To find the reason behind individual decisions in joining life insurance
company.
 To find probable individual for recruitment for the organization.
 To know difficulties in recruitment

DATA COLLECTION METHODS


Market research requires two types of data i.e. secondary data and primary data.
Primary data has been used abundantly for the study. Well-structured
questionnaires
were prepared & the survey was undertaken. Feedback for the display has been tak
en by askingquestions & observation has also done to gather primary information.
There is also a use of secondary data, collected from the various journals, books,
and websites & from Store managers.

Primary data - Field Survey and Questionnaire


Secondary data- Company websites and blogs.
SOURCES OF DATA COLLECTION :
 Primary Data: Primary data is information that you collect specifically
for the purpose of your research project. An advantage of primary
data is that it is specifically tailored to your research needs. A
disadvantage is that it is expensive to obtain.
 Secondary Data: Secondary data refers to data that was collected by
someone other than the user. Common sources of secondary
data for social science include censuses, information collected by
government departments, organisational records and data that was
originally collected for other research purposes.
CHAPTER : 3

RECRUITMENT
INTRODUCTION
The acquisition of human resources for the organisation takes place through the
process of recruitment and selection. After the human resource needs of the
organisation are identified through human resource planning, the next step is that
of recruitment and selection. One of the most difficult tasks of the human resource
manager is that of recruiting and selecting the right kind of people for the
organisation.
Recruitment is the first step towards procuring qualified manpower for the
organisation. The process of acquiring human resources begins with recruitment,
continues with selection and ceases with placement.
Recruitment is the process of identifying and attracting potential candidates from
within and outside an organization to begin evaluating them for future
employment. Once candidates are identified, an organization can begin the
selection process. This includes collecting, measuring, and evaluating information
about candidates’ qualifications for specified positions. Organizations use these
processes to increase the likelihood of hiring individuals who possess the right
skills and abilities to be successful at their jobs.

2.2 Sources of recruitment


The various sources of recruitment may be broadly classified in two broad
categories: Internal and External sources. Some organizations draw their human
resources internally i.e. from within the organisation while others draw externally
i.e. from outside the organization. Both the sources have their advantages and
limitations.
2.2) A) Internal Sources of recruitment
The internal sources of recruitment focus on finding qualified applicants within the
organization. The organization itself is the best source of applicants for positions
above the entry level. The internal sources of recruitment may be of the following
type:
(1) Promotions:

Vacancies in the organization may be filled by promoting qualified and


experienced employees. Promotion refers to shifting an employee to a higher
position carrying higher status, responsibilities and pay. Promotions may be based
on performance or seniority depending upon the organization’s promotional
policies.
(2) Transfers:
Another common way of filing up vacancies is through internal transfers. An
existing employee who is experienced and capable is transferred from one
department in the organization to another. In transfers, the shifting of the employee
occurs without any major changes in his status and responsibilities.

(3) Job postings (internal advertisements):


A popular method of finding applicants is through job postings or internal
advertisements. Job posting involves announcing job opening to all current
employees through notices on the bulletin boards or through the company
newsletters. Some organizations have developed computerized job posting systems
so that employees can obtain information on their computer screens.
Job postings carry information about the nature of the position and qualifications
needed, and any employee who is interested in the job may apply for the same.
Job announcements ensure that employees are aware of opportunities to move up
in the organization.
(4) Recall of retired and ex-employees:

When an organization is not able to find a suitable candidate for a vacancy, former
employees of the organization who have retired or had quit the organization may
be recalled.
(5) Skills Inventories:

Many firms have developed computerized skills inventories of their employees.


Information on every employee’s skills, educational background, work history, and
other important factors is stored in the organization’s database. The skills
inventory is used to identify employees with the attributes needed for a particular
job.
A new development in this area is the Human Resource Information System
(HRIS). It is a computerized system that assists in processing of HRM information.
It provides skill inventory information.
The HRIS is designed to quickly fulfil the personnel information needs of the
organization. It permits the organization to track most information about an
employee and about jobs and retrieve that when it is needed. HRIS is extremely
useful for storing employment, training and compensation information on each
employee.

2.3) B) External Sources of Recruitment


Organization turn to external sources of recruitment when the internal sources fall
short. New organization rely largely on external sources to meet their recruitment
needs. However even well-established organizations turn to external sources when
candidates with the desired skills, knowledge and qualifications are not available in
the organization or in order to introduce new blood in the organization.
The external sources of recruitment are:
(1) Campus recruitment:

Educational and training institutions like the IIMs, IITs and other professional
colleges are a good source of recruitment qualified and trained personnel. Many
educational institutions have placement departments who forward the names of
graduating students to interested organization and invite them to conduct campus
interviews.
(2) Advertisements:

Advertisements in journals, newspapers and magazines with wide circulation is a


very popular source of recruitment. However care should be taken in preparing the
advertisements so that only qualified applicants respond.
The advantage of this method is that:
A single advertisement can reach millions of potential recruits.
The cost per person is very low.
As more and more people surf the internet, the internet as a medium of
advertising is becoming increasingly popular.

(3) Employment agencies:

Private consulting firms carry out recruiting functions on behalf of the


organizations. Firms of such kinds are also referred to as head hunting firms. These
firms carry out all the functions of recruitment and selection and provide
organizations with candidates as per their requirements. The employment agencies
charge a fee for their services. S. B. Billimoria, ABC consultants, Personnel Search
are some of the top employment consultants in India.

(4) Employee recommendations:

A very good external source of recruitment is a recommendation from a current


employee. An employee will rarely recommend someone unless he is certain that
the individual will perform adequately. This is because recommendations reflect on
the recommender and his reputation is at stake.
(5) Professional Bodies:

Professional bodies like the institution of Chartered Accountants, Institute of


Company Secretary maintain a record of qualified persons in their specialized
fields. Organizations can approach such bodies to meet their specific needs.
(6) Deputation:

In deputation the services of an experienced employee of another organization are


borrowed for a fixed period of time. This source of recruitment is usually for senior
positions in the organization. The person on deputation serves the borrower for a
period of time and returns to lender organization.
(7) Poaching:

Poaching involves attracting talented and competent persons from rival


organization by offering better terms and conditions of employment with regard to
salary, designations, working conditions, additional perks and benefits. Poaching is
considered to be unethical as employees often carry with them sensitive
information that could hurt the interests of their former organization. 29 | P a g e
(8) Unsolicited or casual applications:

Often organizations receive unsolicited applications for jobs in the form of


telephone calls, letters, e-mail or walk-ins. Organizations do not throw such
application but maintain a record of these applications as they serve as a
prospective source of manpower.
(9) E-recruitment /Online recruitment:

Online recruitment has seen explosive growth in recent years. The internet has
become an extremely important and useful tool of recruitment. The internet allows:
(A) Employees to post or advertise vacancies on their own website or specialist
online recruitment sites

(B) Prospective employees with information about employer’s recruitment policies


and jobs.

(C) Database searches matching employer’s requirements and job seeker’s CV’s.
Recruitment Process

Personal Planning Job Analysis

Recruitment
Planning

Strategy
Development

Searching

Screening

Evaluation and Selection


Control
PROCESS OF RECRUITMENT -
It passes through the following stages:
1) Recruitment process begins when personnel department receives requisition for
recruitment from any department of the company.
2) Locating and developing the sources of required number and type of employees.
3) Identifying the prospective employees with required characteristics.
4) Developing the techniques to attract the desired candidates.
5) The next stage in the process is to stimulate as many candidates as possible.
6) Evaluating the effectiveness of recruitment process.
CHAPTER : 4

SELECTION
INTRODUCTION
The size of the labour market, the image of the company, the place of posting, the
nature of job, the compensation package and a host of other factors influence the
manner of aspirants are likely to respond to the recruiting efforts of the company.
Through the process of recruitment the company tries to locate prospective
employees and encourages them to apply for vacancies at various levels.
Recruiting, thus, provides a pool of applicants for selection.

3.1 Definition
To select mean to choose. Selection is the process of picking individuals who have
relevant qualifications to fill jobs in an organisation. The basic purpose is to
choose the individual who can most successfully perform the job from the pool of
qualified candidates.

3.2 Purpose
The purpose of selection is to pick up the most suitable candidate who would meet
the requirements of the job in an organisation best, to find out which job applicant
will be successful, if hired. To meet this goal, the company obtains and assesses
information about the applicants in terms of age, qualifications, skills, experience,
etc. the needs of the job are matched with the profile of candidates.
The most suitable person is then picked up after eliminating the unsuitable
applicants through successive stages of selection process. How well an employee is
matched to a job is very important because it is directly affects the amount and
quality of employee’s work.
Any mismatched in this regard can cost an organisation a great deal of money, time
and trouble, especially, in terms of training and operating costs.
In course of time, the employee may find the job distasteful and leave in
frustration. He may even circulate ‘hot news’ and juicy bits of negative
information about the company, causing incalculable harm to the company in the
long run. Effective election, therefore, demands constant monitoring of the ‘fit’
between people the job.
3.3 Selection Procedure:
Selection procedure employs several methods of collecting information about the
candidates 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
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
• Tests
• Medical examination
• Reference checks
• Line manager s decision
(A) Job Analysis:
Job analysis is the basis for selecting the right candidates. Every organization
should finalize the job analysis, job description, job specification and employee
specifications before proceeding to the next step of selection.

(B) Human Resource Plan:


Every company plans for the required number of and kind of employees for a
future date. This is the basis for recruitment function.
(C) RECRUITMENT:
Recruitment refers to the process of searching for prospective employees and
stimulating them to apply for jobs in an organization. It is the basis for the
remaining technologies of the screening the candidates in order to select the
appropriate candidates for the jobs.
(D) DEVELOPMENT OF BASES FOR SELECTION:
The company has to select the appropriate candidates from the pool of applicants.
The company develops or borrows the appropriate bases/techniques for screening
the candidates in order to select the appropriate candidates for the jobs.

(E) 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 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
• References
(F) 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.
(G) 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 by the 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 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 workers
are not eliminated. This interview is also useful to provide the basic information
about the company to the candidate.
(H) BUSINESS GAMES:

Business games are widely used as a selection technique for selecting management
trainees, executive trainees and managerial personnel at junior, middle and top
management positions.

Business games help to evaluate the applicants in the areas of decision-making,


identifying the potentialities, handling the situations, problem solving skills,
human relations skills etc. participants are placed in a hypothetical work situation
and are required to play the role situations in the game. The hypothesis is that the
most successful candidate in the game will be most successful one on the job.
GROUP DISCUSSION is used in order to secure further information regarding
the suitability of the candidate for the job. Group discussion is a method where
groups of the successful applicants are brought around a conference table and are
asked to discuss either a case study or subject matter. The candidates in the group
are required to analyze, discuss, find alternative solutions and select the sound
solution. A selection panel then observes the candidates in the areas of initiating
the discussion, explaining the problem, soliciting unrevealing information based on
the given information and using common sense, keenly observing the discussion of
others, clarifying controversial issues, influencing others, speaking effectively,
concealing and mediating arguments among the participants and summarizing or
concluding aptly.
The selection panel, based on its observation, judges the candidate s skill and
ability and ranks them according to their merit.
In some cases, the selection panel may also ask the candidates to write the
summary of the group discussion in order to know the candidate s writing ability as
well.

3.4 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).
(1) Skill tests:

These tests measure the candidate s ability to do a job perfectly and intelligently.
These tests are useful to select the candidates to perform artistic jobs, product
design, design of tools, machinery etc. The candidates can be selected for assembly
work, testing and inspection also.
(2) Mechanical aptitude tests:

These tests measure the capabilities of spatial visualization, perceptual speed and
knowledge of mechanical matter. These tests are useful for selecting apprentices,
skilled, mechanical employees, technicians etc.

(3) Psychomotor tests:

These tests measure abilities like manual dexterity, motor ability and eyehand
coordination of candidates. These tests are useful to select semi-skilled workers
and workers for repetitive operations like packing and watch assembly.
(4) Clerical aptitude tests:

These types of tests measure specific capacities involved in office work. Items of
this tests 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. These tests are classified into (a) job knowledge
test and (b) work sample test. Thus, the candidate s achievement in his career is
tested regarding his knowledge about the job and actual work experience.
SITUATIONAL TESTS:
This test evaluates a candidate s in a similar real life situation. In this test the
candidate is asked either to cope with the situation or solve critical situations of the
job.
(1) Group discussion:

This test is administered through the group discussion approach to solve a problem
under which candidates are observed in the areas of initiating, leading, proposing
valuable ideas, conciliating skills, oral communicating skills, coordinating and
concluding skills.
(2) In basket:

Situational test is administered through in basket method. The candidate in this test
is supplied with actual letters, telephone and telegraphic message, reports and
requirements by various officers of the organization, adequate information about
the job and organization. The candidate is asked to take decisions on various items
based on the in basket information regarding requirements in the memoranda.
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.
PERSONALITY TESTS:
These tests prove deeply to discover clues to an individual s value system, his
emotional reactions and maturity and characteristic mood. They are expressed in
such traits like self-confidence, tact, distrust, initiative, emotional control,
optimism, decisiveness, sociability, conformity, objectivity, patience, fear,
judgment dominance or submission, impulsiveness, sympathy, integrity, stability
and self-confidence.

(1) Objective tests:

Most personality tests are objective tests as they are suitable for group testing and
can be scored objectively.
(2) Projective tests:

Candidates are asked to project their own interpretation of certain standard


stimulus basing on ambiguous pictures, figures etc. under these tests. Personality
tests have disadvantages in the sense that sophisticated candidates can fake them
and most candidates give socially acceptable answers. Further, personality
inventories may not successfully predict job success.
A number of corrective measures tried as personality inventories are widely subject
to faking. They are:
• Forced choice of Edward s personnel preference schedule.
• Gordon personal profile.
• The Minnesota Multi-phasic Inventory offers different methods for identifying
faking. The faking can be countered by repeating the same question in different
parts to measure consistency.

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 multi-dimensional testing in
order to find out whether the 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.
Types of Interviews
Decision
Preliminary Core Making
Interview

Background
Informal Information
Interview

Job and
Unstructured Probing
Interview

Stress
Interview

The Group
Discussion
Interview

Formal and
Structured
Interview

Panel and
Depth
Interview
INTERVIEW:
Final interview follows after tests. This is the most essential step in the process of
selection. In this step the interviewer matches the information obtained about the
candidate through various means to the job requirements and to the information
obtained through his own observation during the interview. The different types of
interviews are:
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 when the 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.
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:
(1) Back ground information interview:

This interview is intended to collect the information which is not available in the
application blank and to check that information provided in the application blank
regarding education, place of domicile, family, health, interest, hobbies, likes,
dislikes and extra-curricular activities of the applicant.
(2) 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.
(3) 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
answering, criticizing his opinions, asking questions pertaining to unrelated areas,
keeping silent for unduly long periods after he has finished speaking etc. Stress
during the middle portion of the interview gives effective results. Stress interview
must be handled with utmost care and skills. This type of interview is often invalid,
as the interviewer s need for a job and his previous experience in such type of
interviews may inhibit his actual behavior under such situations.
(4) 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. Under the discussion interview
method, one topic is given for discussion to the candidates who assemble in one
room and they are asked to discuss the topic in detail. This type of interview helps
the interviewer in appraising certain skills of the candidates like initiative, inter-
personal skills, dynamism, presentation, leading, comprehension, collaboration etc.
Interviewers are at ease in this category of interview because of its informality and
flexibility.
(5) 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.
(6) Panel interview:

A panel of experts interview each candidate, judges his performance individually


and prepares consolidated judgements. This type of interview is known as panel
interview. Interviewers for middle level and senior level managers are normally
conducted are the panel of experts.

(7) Depth interview:


In this interview, the candidate would be examined extensively in core areas of job
skills and knowledge. Experts test the candidate s knowledge in depth. Depth
interviews are conducted for specialist jobs.

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 manager also
interviews the candidates with a view to find out his reaction/acceptance regarding
salary, allowances, benefits, promotions, opportunities etc. The head of the
department and the personnel manager exchange the view and then they jointly
inform their decision to the chairman of the interview board, which finally makes
the decision about the candidate s performance and their ranks in the interview.
Most of the organizations have realized that employee s positive attitude matters
much rather than employee s skill and knowledge. Employees with positive
attitude contribute much to the organization. Hence, interviewers look for the
candidates with the right attitude while making final decision.

(K) 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.
The offer. Whether the applicant suffers from bad health which should be
corrected before he can work satisfactorily It reveals the applicant s physical
measurements and It is used to check the special senses of the candidates.’
(L) REFERENCE CHECKS:

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 coworkers. In case the reference check is from
the previous employer; information for the following areas may be obtained.
They are job title, job description, and period of employment, pay and allowances,
gross emoluments, benefits provided, rate of absence, willingness of the previous
employer to employ the candidate again and soon. Further, information regarding
candidate s regularity at work, character, progress etc. can be obtained.
Often a telephone call is much quicker. The method of mail provides detailed
information about the candidate s performance, character and behavior. However, a
personal visit is superior to the mail and telephone methods and is used where it is
highly essential to get the detailed, actual information, which can also be secured
by observation. Reference checks are taken as a matter of routine and treated
casually or omitted entirely in many organizations. But a good reference check
used sincerely will fetch useful and reliable information to the organization.

(M) 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. 50 | P a g e
(N) JOB OFFER:

Thus, after taking the final decision, the organization has to intimate 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.

(O) EMPLOYMENT:
The company may modify the terms and conditions of employment as requested by
the candidate. 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.
3.6 Problems in Selection Process
Barriers to Effective Recruitment and Selection
Respondents were asked to choose five factors that present the largest barriers to
effectively recruiting and selecting candidates for employment.
Finding and competing for qualified applicants are the main barriers to
effective recruiting and selection practices.
It appears that there are fewer qualified candidates available for organizations to
choose from. First, as the baby boom generation approaches retirement, fewer
applicants are in the job market; second, those who are available might lack the
skills organizations are looking for. Thus, it is difficult for organizations to identify
and eventually hire potential qualified candidates.

Most candidates who refuse job offers do so for reasons related to


compensation.
Once an organization has identified a strong candidate and made a job offer, there
is still no guarantee that the candidate will accept. When asked to indicate the most
common reasons why candidates refuse offers, most respondents cited problems
with compensation. However, this does not mean that candidates are interested
only in compensation. Previous research has shown that individuals who leave
their positions often do so for reasons other than money (Bernthal & Wellins,
2001). However, one’s starting salary can have major implications for long-term
earning potential, and candidates often use salary to help decide among similar
competing offers.

Organizational Performance in Past Year Response (%)


Barriers
Hard to find candidates with specialized skill 68.4%
sets.
Other organizations competing for the same 64.7%
applicants.
Difficulty in finding and identifying applicants. 49.0%
Fewer qualified applicants available. 45.6%
Job roles are increasing in scope. 42.3%
Selection process is slow or cumbersome. 37.8%
Obtaining management buy-in for selection 25.2%
systems or tools.
Insufficient number of human resource staff. 23.3%
Developing or choosing valid selection tools. 22.6%
Other reason (miscellaneous). 12.9%
CHAPTER 5

QUESTIONNAIRE
AND DATA
INTERPRETATION
Questionnaire for Recruitment and Selection
Recruitment and Section can be evaluated by using the following questionnaire :
Q1. Since how many years have you been working with this organization?
a. 0-5 Years
b. 5-10 Years
c. 10 to 15 Years
d. More than 15 Years

Q2. Does the organization clearly define the position objectives, requirements and candidate specifications in the
recruitment process ?
a. Yes
b. No

Q3. How well are the organization’s affirmative action needs clarified and supported in the selection process?
a. Poor
b. Adequate
c. Excellent

Q4. Is the organization doing timeliness recruitment and Selection process.


a. Yes
b. No

Q5. Does HR provides an adequate pool of quality applicants ?


a. Yes
b. No

Q6. Rate the effectiveness of the interviewing process and other selection instruments, such as testing?
a. Poor
b. Adequate
c. Excellent

Q7. Does the HR team act as a consultant to enhance the quality of the applicant pre-screening process?
a. Yes
b. No

Q8. Does HR train hiring employees to make the best hiring decisions?
a. Yes
b. No

Q9. Rate how well HR finds good candidates from non-traditional sources when Necessary?
a. Poor
b. Adequate
c. Excellent
Q10. How would you rate the HR department’s performance in recruitment and selection?
a. Poor
b. Adequate
c. Excellent

Q11. Does the HR Department is efficient in Selection Policy of the employees ?


a. Yes
b. No

Q12. Does the HR maintains an adequate pool of quality “protected class” applicants?
a. Yes
b. No
DATA INTERPRETATION
Q1. No. of respondents working with the organisation.

YEARS No. of respondents


0-5 25
5-10 22
10-15 33
More than 15 20

Respondents

0 to 5 5 to 10 10 to 15 More than 15
Q2. No. of respondents who feel that their organisation clearly
define the position objectives, requirements and candidate
specification in the recruitment process?
TYPE OF RESPONDENTS PERCENTAGE
YOUNGSTERS 50
ADULTS 50

TYPE OF RESPONDENTS

YOUNGSTERS ADULTS

Print
Q3. Opinion regarding the affirmative action needed in
selection process.
OPINION NO. OF RESPONDENTS
POOR 55
EXCELLENT 32
ADEQUATE 13

No. of respondents

Opinion Poor Excellent Adequate


Q4. No. of respondents and their opinion regarding
punctuality of the procedure of recruitment and selection of
the organisation.
Opinion of punctuality No. of respondents
Yes 57
No 43

No. of respondents

Opinion Yes No
Q5. Quality of pool of candidates provided by HR.
Quality of candidates Type of candidates
Yes 44
No 66

Type of candidates

Quality of candidates Yes No


Q6. Effectiveness of interviewing process.
Effectiveness Respondents opinion
Poor 45
Adequate 23
Excellent 32

Respondents opinion

Effectiveness Poor Adequate Excellent


Q7. Representation of hr team as a consultant in selection
process.
Representation of hr team No. of respondents
Yes 66
No 44

No. of respondents

Represntation of hr team Yes No


RECOMMENDATIONS/CONCLUSION

 RECOMMENDATIONS
In view of the above conclusions drawn from the findings, the following recommendations
were made to contribute to the practices of recruiting and selecting of construction workers by
contractors. The integral benefits of the identified recruitment and selection practices cannot be
overlooked; nevertheless, the following recommendations must be well noted.

 Although a good number of the respondents did not have recruitment and selection policy, to
those who had it, a policy requiring recruitment and selection processes to engage the best
person for the job on merit must be put in place. Ensure that workers of your organisation or
any person engaged in recruitment or selection is aware of the policies and trained in how to
interview and select in an unbiased fashion. Organizations with no policy should adopt formal
recruitment and selection policies in a better way. Formal recruitment and selection policies
would help the firms in attracting internal and external candidates in filling any vacant position.
Existence of formal policies can also improve the transparency and accountability in
recruitment and selection. Policies should also be changed in course of time.

 Before any recruitment and selection method will be adopted, employers should conduct job
analysis to determine job description, job specification, and job evaluation. Through proper job
analysis, firms will be able to fix up the specific duties and responsibilities of 64 every
employee. Job analysis will help in determining skills and knowledge to be possessed by the
employees to hold various positions. It will also facilitate in providing effective compensation
packages to the employees.

 In situations of internal recruitment, ensure that the job vacancy is communicated to all
divisions of the workplace, intranet, notice boards, newsletter, team meetings etc. and include
communication to those on leave to avoid any perception that the internal recruitment process
is a formality – that is a preferred candidate has already been identified.
 CONCLUSION

With introduction of the foreign sector in the field of Insurance, it has become extremely
competitive. Insurance involves tiring field work and tele-contacting, the prospective customers –
to persuade them and convince them about future benefits of the insurance scheme. The HDFC
Life, a multinational insurance concern, is busy in recruiting and selecting employees tactfully,
skillfully and with expertise. In view of the competition, especially in the private sector, the HDFC
Life, makes efficient sales team effort with expertise and acumen to create excellent customer
relationship management with great online support and personal contacts. The HDFC Life is one of
the most prominent insurance companies with international expertise and experience.

After doing this project I learned about the different customers that are in the market and what
brand they prefer if they don’t get their brand that what other brand they opt. different brand
awareness and how different factors pricing strategies can enhance or change the mind of
customer satisfaction and how brand awareness and customer satisfaction go hand in hand.
REFERNCES AND
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