Summer Internship Report

 A PROJECT REPORT ON

 AN ANALYSIS OF RECRUITMENT RECRUITMENT & SELECTION PROCESS  AT  AVIVA LIFE INSURANCE INSURANCE

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ACKNOWLEDGEMENT

I am deeply indebted to Mr.Ishan taneja for his constant support, guidance and inspiration in completion of the internship program and preparation of this document.

My sincere thanks to for finding time out of his busy schedule and giving us invaluable suggestions. I am also grateful to other employee em ployee of Aviva Life Insurance for their encouragement and help.

I would like to express my sincere gratitude to Aviva Life Insurance for giving me an opportunity to complete my summer internship program in their esteemed organization.

Last but not the least; I would like to thank my parents and friends for their moral support throughout the project.

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Executive Summary The project titled “RECRUITMENT AND SELECTION” Undertaken in AV IVA life insurance. AVIVA is a UK based insurance group. It has a long history dating back to 1834 and has a joint venture with DABUR groups. Aviva holds a 26 per cent stake in the joint venture and the Dabur group holds the balance 74 per cent share. It is one of the leading providers of life and pensions products to Europe and has Substantial businesses elsewhere around the world. The project report is about recruitment and selection process that‟s an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization. It gives a organizational structure of the company. It‟s a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career. There are two types of factors that affect the Recruitment of candidates for the company

The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.

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TABLE OF CONTENT 1.INTRODUCTION TO HUMAN RESOURCE………………………………….. 5 2.OBJECTIVE

OF STUDY…………………………………………………………7.

3.SCOPE……………………………………………………………………………..8 4.INTRODUCTION TO RECRUITMENT AND SELECTION………………..09 -30 RECRUITMENT……………………………………………………………………10 -RECRUITMENT…………………………………………………………………… 10 FEATURES…………………………………………………………………………12 -FEATURES………………………………………………………………………… 12 -OBJECTIVES…………………………………………………………………... OBJECTIVES…………………………………………………………………........13 .....13 -SELECTION……………………………………………………………………….. SELECTION………………………………………………………………………..14 14 PROCESS…………………………………………………………………………..15 -PROCESS………………………………………………………………………….. 15 5.COMPANY PROFILE………………………………………………………….17-30

HISTORY………………………………………………………………………….18 -HISTORY………………………………………………………………………… .18 VENTURE……………………………………………………… ………………………………………21 …………21 -JOINT VENTURE………………………… -COMPETITORS………………………………………………………………… COMPETITORS…………………………………………………………………...22 ...22 VISION&VALUES………………………………………………………………..24 -VISION&VALUES………………………………………………………………. .24 -PARTNERS………………………………………………………………………..25 -AVIVA GUIDING PRINCIPLES…………………… PR INCIPLES……………………………………………… …………………………...30 ...30

6.LITERATURE REVIEW…………………………………………………………31 -50 -HUMAN RESOURCE DEPARTMENT……………………… DEPARTMENT………………………………………….. ………………….....33 ...33 RECRUITMENT………………………………………………… ………………………………35 …35 -SOURCES OF RECRUITMENT…………………… RECR UITMENT………………………………………… ……………………………………….39 ………….39 -PROCESS OF RECRUITMENT…………… 7.MY

JOB PROFILE…………………………………………………………………54

8.RESEARCH METHODOLOGY………………………………………………….55-60 -RESEARCH DESIGN………………… DESIGN……………………………………………… ……………………………………………. ……………….56 56 DATA………………………………………………… ……………………………………… ……………..57 -SOURCES OF DATA……………………… ..57 INTERPERTATION……………………………………………. ……………………………….58 -ANALYSIS AND INTERPERTATION…………… 58 -DATA ANAYLSIS………………………… ANAYLSIS…………………………………………………… ……………………………………….. ……………..60 60 9.BIBLOGRAPHY………………………………………………………………….65 10.ANNEXURE……………………………………………………………………….67

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INTRODUCTION TO HUMAN RESOURCE

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INTRODUCTION

Human Resource is a basic need of any work to be done. According to ARTHUR LEWIS: “There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors” . The project report is all about recruitment and sele ction process that‟s an important part of any organization. Recruitment highlights each applicant‟s skills, talents and experience. Their selection involves developing a list of qualified candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate.

It is said if right person is appointed at right place the half work has been done. In this project I have tried to cover all the important point that should be kept in mind while recruitment and selection process and have conducted a research study through a questionnaire that I got it filled with all the sales managers of the AVIVA life insurance Delhi and tried to find out which methods and various other information related to recruitment and selection and tries to come to a conclusion at what time mostly the manpower planning is don‟t , what the various v arious method used for recruiting the candidates and on what basic the selections is done. Aviva India has a wellarticulated equal opportunity policy, which lays strong emphasis on hiring of individuals irrespective of age, race, caste or gender. As a best practice in recruitment.

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OBJECTIVE

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OBJECTIVE 1. To study the recruitment and selection procedure followed in AVIVA LIFE INSURANCE.

2: To study the various various sources of recruitment recruitment followed in AVIVA. AVIVA.

3.: To learn what is the process of recruitment recruitment and selection that should be followed.

4: To search search or headhunt people whose skill fits into the company’s values?

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SCOPE OF STUDY

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To recruit and retain the human resource of required quantity and quality.

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To foresee the impact of technology on work, existing employee and further human resource requirement.

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To minimize imbalances caused due to non-availability of human resources of right kind, right number in right time and right place.

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To identify and satisfy individual and group needs.

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To provide of facilities and condition of work and creation of favorable for maintaing stability of employment.

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To create facilities and opportunities for individual or group development.

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To consider and contribute to minimization of socio economic evil and to improve the welfare of society.

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Recruitment of right personnel possing requisition skills, knowledge and competence.

INTRODUCTION OF RECRUITMENT AND SELECTION

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RECRUITMENT

Recruitment and selection are the most important functions in an organization because with the help of these functions the management selects the best available candidate from a batch of them. The organizations, in this growing competitive world, need to have the best of the manpower so as to have an edge over its competitive.

According to Flippo, "Recruitment is the process of searching for prospective employees and  stimulating and encouraging them to apply for jobs in an organization." 

In the words of Yoder, "Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measured for attracting that  manpower in adequate numbers to facilitate effective selection of an efficient working force." 

The recruitment needs can be classified into

Planned.

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Anticipated.

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Unexpected.

Planned need arise from changes in the organization and retirement policy. These occur due the expected changes in the organization so the management can make a proper policy for it.

Anticipated need refer to the movements in personnel which an organization can predict by studying the trends in the internal and external environments.

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Resignations, deaths, accidents and illness result in to the unexpected needs.

FEATURES:

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Recruitment is a process or a series of activities rather than a single event.

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It is a linking activity as it brings together the employers and employees.

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It is positive process because in this activity the employers want to have the maximum number of job seekers so as to have a wider scope for choice ultimately leading in spotting right persons for job.

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It is an important function as it makes it possible to acquire the number and type of  persons required for the effective functioning of the organization.

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It is an on going function in all the organizations, but the volume and nature of  recruitment varies with the size, nature and environment of the organization.

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It is a complex process because a number of

factors affect it --the nature of the

 job offered, image of the organization, organization, organizational policies, policies, working conditions conditions etc.

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Objective of recruitment 1: To attract with multi dimensional skills and experience that suite the present and future organization strategies. 2: To induct outsider with new perspective to lead the company. company. 3: To infuse fresh blood at all levels of organization. 4: To develop an organizational culture that attracts competent people to the company. company. 5: To search or headhunt people whose skill fit the company’s company’s values. 6: To seek out non-conventional development grounds of talent 7: To devise methodology for assessing psychological psychological traits. 8: To search for talent globally not just within the company. 9: To design entry pay that competes on quality but not on quantum. 10: To anticipate and find people for position that doesn’t exists yet.

Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals come to know about the company and eventually decide whether they wish to work for it. The recruitment process should inform qualified individuals about the job so that applicant can make comparison with their qualification and interest.

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SELECTION

Selection is the process of choosing the best candidate out of the all the applicants. In this  process, relevant information about the applicants is collected through a series s eries of steps so s o as to evaluate their suitability for the job to be filled.

It is the process of matching the qualifications with those required for the job so that the candidate can be entrusted with the task that matches with his credibility. It is a process of weeding out unsuitable candidates and finally identifying the most suitable candidates.

This process divides the candidates into two categories-the suitable ones and the unsuitable ones. The suitable people prove to be the asset for the organization. Selection is a negative process because in this process the management tries to minimize the number of people at each step so that the final decision can be in the light of all the factors and at the end of it best candidate is selected. Selected candidate the has to pass through the following stages-

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Preliminary Interview.

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Application Form.

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Selection Test.

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Selection Interview.

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Physical Examination.

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Reference Check.

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Final Approval. 14

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Employment.

 PROCESS Preliminary Interview is the initial screening done to weed out the undesirable candidates.

This is mainly a sorting process in which the prospective candidates are given the necessary information about the nature of the job and the organization. Necessary information about the candidate is also taken. If the candidate is found suitable then he is selected for further screening else he is dropped. This stage saves the time and effort of both the company and the candidate. It avoids unnecessary waiting for the candidate and waste of money for further processing of an unsuitable candidate.

 Application Form is a traditional and widely used device for collecting information from

candidates. This form asks the candidates to fill up the necessary information regarding their basic information like name, address, references, date of birth, marital status, educational qualifications, experience, salary structure in previous organization and other such information. This form is of great help because the scrutiny of this form helps to weed out candidate who are lacking in education, experience or any other criterion provided by the organization. It also helps in formulation of questions, which will be asked in the interview. These forms can also be stored for future references thus maintaining a databank of the applicants. Selection Tests are being increasingly used in employee selection. Tests are sample of some

aspect of an individual's attitudes, behavior and performance. It also provides a systematic basis for comparing two or more persons. The tests help to reduce bias in selection by serving as a supplementary screening device. These are also helpful in better matching of  candidate and the job. These reveal the qualifications, which remain covered in application form and interview.

Selection Interview involves the interaction of the employer and the employee. Selection

involves a personal, observational and face-to-face appraisal of candidates for employment. 15

It is an essential element of the selection procedure. The information obtained through application form and test can be crosschecked in the interview.

The applicants who have crossed the above stages have to go through Physical Examination either by the company's physician or the medical officer approved for the purpose. The main aim is to ensure that the candidate is physically fit to perform the job. Those who are found physically unfit are rejected.

The next stage marks of  checking the references. The applicant is asked to mention in his application form the names and addresses of two or three person who know him well. The organization contacts them by mail or telephone. They are requested to provide their frank  opinion about the candidate without incurring any iability. The opinion of the references can be useful in judging the future behavior and performance of a candidate.

The executives of the concerned departments then  finally approve the candidates short-listed by the human resource department. Employment is offered in the form of an appointment letter mentioning the post, the rank, the salary grade, the date by which the candidate should  join and other other terms terms and conditions conditions in brief. brief. Appointment Appointment is generally generally made on a probation probation of  one or two years. After satisfactory performance during this period the candidate is finally confirmed in the job on permanent basis or regularized.

Selection is an important function as no organization can achieve its goals without selecting right persons for the required job. Faulty selection leads to wastage of time and money and spoils the environment of an organization. Scientific selection and placement of personnel can go a long way in building up a stable workforce. It helps to reduce absenteeism and labour turnover. Proper selection is helpful in increasing the efficiency and productivity of  the enterprise.

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COMPANY PROFILE

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HISTORY Aviva is UK‟s largest and the world’s fifth fi fth largest insurance Group. It is one of the Leading providers of life and pensions products to Europe and has substantial businesses elsewhere around the world. With a history dating back to 1696, Aviva has a 40 million customer base worldwide. It has more than £377 billion of assets under management. In India, Aviva has a long history dating back to 1834. At the ti me of nationalization it was the largest foreign insurer in India in terms of the compensation compensation paid by the Government of India. Aviva was also the first foreign insurance company in India to set up its representative office in 1995. In India, Aviva has a joint venture with Dabur, one of India's oldest, and largest Group of  companies. A professionally managed company, company, Dabur is the country's leading producer of  traditional health care products. In accordance with the government regulations Aviva holds a 26 per cent stake in the joint venture and the Dabur group holds the balance 74 per cent share.

With a strong sales force of over 28,000 Financial Planning Advisers (FPAs), Aviva has initiated an innovative and differentiated sales approach to the business. Through the “Financial Health Check” (FHC) Aviva’s sales force has been able to establish its credibility in the market. The FHC is a free service administered by the FPAs for a need based analysis of the customer’s long-term long-term savings and insurance needs. Depending on the life stage and earnings of the customer, the FHC assesses and recommends the right insurance product for them. Aviva pioneered the concept of Bancassurance in India, and has leveraged its global expertise in Bancassurance Bancassurance successfully in India. Currently, Aviva has Bancassurance Bancassurance tie ups with ABN Amro Bank, American Express Bank, IndusInd Bank, Centurion Bank of Punjab, The Lakshmi Vilas Bank Ltd. and Punjab & Sind Bank, Co-operative Banks in Gujarat, Rajasthan, Jammu & Kashmir, Bihar, West Bengal, Andhra Pradesh and Maharashtra and regional Banks. When Aviva entered the market, most companies were offering traditional life products. Aviva started by offering the more modern Unit Linked and Unitized with Profit products to the customers, creating a unique differentiation. Aviva’s products have been designed i n a manner to provide customers flexibility, transparency and value for money. It has been among the first companies to introduce the more modern Unit Linked 18

products in the market. Its products include: whole life (Lifelong), endowment (Lifesaver, Easy Life Plus, Lifesaver Plus), child policy (Young Achiever, Save Guard Junior, Aviva Little Master) single premium (Life Bond and Life Bond Plus), Pension (Pension Plus), Term (Life Shield), fixed term protection plan (Freedom Life Plan) and a Tax efficient investment plan with limited premium payment term (LifeBond5). (LifeBond5). Aviva Products are modern and contemporary unitized products that offer unique customer Benefits like flexibility to choose cover levels, l evels, indexation and partial withdrawals.

Aviva’s Fund management operation is one of its key differentiators. Operating from Mumbai, Aviva has an experienced team of fund managers and the range of fund options includes Unitized With-Profits Fund and four Unit Linked funds: - Protector Fund, secure Fund, balanced Fund and Growth Fund. Aviva has 176 Branches in India (including rural branches) supporting its distribution network. Through its Bancassurance partner locations, Aviva products are available in close to 500 towns and cities across India. Aviva is also keen to reach out to the underprivileged that have not had access to Insurance so far. Through its association with Basix (a micro financial institution) and other NGOs, it has been able to reach re ach the weaker sections of the society and provide life insurance to them.

Aviva India wins the ‘Out-of-the box PR idea’ award at the India PR & Corporate Communications Awards 2012. The award recognizes the Aviva Great Wall of Education as the most innovative conceptualization and implementation of a PR initiative that enhances brand recall. Aviva Great Wall of Education has been recognized yet again for the outstanding work that it has been doing towards the education of underprivileged children. The Bookwall won a Silver at Effies 2011 (Effective Advertising Awards) where it collected more than 9, 50,000 books impacting the lives of close to 500,000 children across the country. This is the second consecutive time that the mega book donation drive has won an Effies- one of the top award platforms for the advertising community in India and worldwide. Aviva has been felicitated with the "Bronze Award for Excellence in People Management" by Grow Talent Company Limited and Business world. This honour is given to Aviva based on the ranks received in top 25 lists of the Great Place to Work India studies conducted in the last four years.

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JOIN VENTURE Dabur

Founded in 1884, Dabur is one of India's oldest and largest groups of companies with consolidated annual turnover in excess of Rs 1,899 crores. A professionally managed company, company, it is the country's leading producer of traditional healthcare products.

Aviva

Aviva is UK‟s largest and the world’s fifth fi fth largest insurance Group. It is one of the leading providers of life and pensions products to Europe and has substantial businesses elsewhere around the world. With a history dating back to 1696, Aviva has a 40 million customer base worldwide. It has more than £377 billion of assets under management. management.

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Competitors of Aviva life insurance

1.Life Insurance Corporation of India (LIC)

LIC is the largest and is popular with over 2048 branches all over India. LIC still remains the top with new players entering with customized insurance products. It has gained credibility and consumers trust that it is able to sustain the insurance business having estimated assets worth Rs.8 trillion. 2. AIG Tata LIC Ltd AIG Tata offers various insurance plans for everyone, children to senior citizens. This LIC is a  joint venture venture with the Americ American an International International Group Group and Tata Tata Group. 3. HDFC life Insurance Co. Ltd (Standard) HDFC Life specializes in providing an array of solutions for individuals and groups. This is a  joint-venture  joint-vent ure between between UK based based Standard Standard Life and HDFC Ltd, Ltd, the leading leading finance finance institution. institution. 4. Birla Life Insurance Co. Ltd (Sun) Birla is the only and first insurance company initiating insurance business in association with Business Continuity Plan and helping small companies grow bigger. This is a life insurance that is collaboration between Sun Life Financial Inc and Aditya Birla Group. 5. SBI Life Insurance Co. Ltd SBI Life Insurance makes highest profit and is the life insurance offering plans matching different segments from urban to rural divisions. 6. ICICI Life Insurance Co. Ltd (Prudential) ICICI Prudential Life Insurance is India's trusted private sector insurance company having collaboration with UK based Prudential Group. 7. Bajaj Allianz Life-Insurance Co. Ltd Bajaj Allianz offers life and general insurances and is the largest insurers in the world. 8. Kotak Mahindra Old Mutual Life Insurance Limited Kotak Mahindra is committed to offer investment-based policies identical to mutual funds and ULIPs, to name a few.

9. Max New York Life Insurance Co. Ltd Max New York Life Insurance offers outstanding combination covers. It has ISO: 9001:2000 certifications. 10. Future Generali Life Insurance Future Generali is offering comprehensive plans for groups and individuals and is becoming more competitive.

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VISION

Aviva - where exceeding expectations through innovative solutions is "our" way of life. This is the compelling vision that Aviva India has created through the active contribution of its employees. These lines not only define the way they live and work but also serve as a reminder to deliver the best to their customers, shareholders, colleagues, partners & employees at all times. Embedded in this vision are the core values of Integrity, Customer centricity, Passion for winning, Innovation and Empowered team that they have collectively defined and committed to working towards.

VALUES Our values are integral to the way we conduct our business and shape the Experiences of our clients and employees. We value integrity, teamwork, innovation and performance. Integrity is the Cornerstone of our business. Through global and local teams we innovate,

And through our performance we deliver results .

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PARTNERS

Aviva has committed to help its customers get 'Kal par Control' and make the most out of their lives. It is their constant endeavor to ensure that their customers have easy access to AVIVA products and services at all times. Aviva has pioneered bancassurance in the country through its tie-ups with 22 leading private and nationalized Banks in the country. Aviva also focuses on bancassurance worldwide and has a proven track record of successful bancassurance relationships. It has 40 major partnerships with leading banks across the globe. Aviva is a leading bancassurer in countries such as France, Italy, Spain, Australia and New Zealand.

ABN AMRO is a prominent international bank with European roots and a clear focus on consumer and commercial banking gaining a competitive edge on the chosen markets and client segments. Aviva's relationship with ABN India commenced in June 2002 under which the bank introduces its customers to Aviva for insurance and provides access to its affluent customer base across the country through its operations in 21 branches at 14 locations.

Aviva Life Insurance entered into a strategic alliance with American Express for distribution of Life Insurance in June 2002 to offer top-of the line saving-cumprotection plans to Amex bank and card customers. Aviva offers tailor-made investment solutions to the high net worth clients of the Wealth Management channel. The retail card segment is being tapped through outbound calling

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to the Amex card holders. The American Express Inbound call centre also pitches Aviva products to its callers.

The Lakshmi Vilas Bank Ltd

The Lakshmi Vilas Bank Ltd, based out of Karur, is among the top private banks in India. It has 221 branches with a customer base of 1.2 million, across 10 states. Currently Aviva products are sold across 204 branches of LVB.

CANARA BANK

Canara Bank is one of the largest retail banks in India with 2,513 branches spread across 25 States and 4 Union Territories. The customer base of Canara Bank exceeds 27 million. With a net profit of INR 1110 Crores, deposits of over INR 96,908 Crores, 47389 employees for the year ending Mar 2005, Canara Bank is truly a Bank to be reckoned with for the sheer magnitude of coverage it offers its clients. Canara Bank has tied up with Aviva as a Corporate Agent for its Life Insurance Products. Aviva products are currently offered in 1030 Canara Bank branches in 103 Cities.

PUNJAB AND SIND BANK Punjab & Sind Bank was established in the year 1908. Based on the principles of social commitment to the people, help the farmers, and the weaker sections of the society to raise their standard of living and play a significant role in the development of the country. Even after 96 years of its inception, Punjab & Sind Bank stands committed to honor the high ideals of its founding fathers. Punjab and Sindh Bank has a network of  759 branches and 132 extension counters all over the country with close to 9,765 employees. 42 per cent of its branches are in the rural and semi urban areas. 24

CENTURION BANK OF PUNJAB Centurion Bank of Punjab is a new generation private sector bank offering a wide spectrum of retail and corporate banking products and services. It has been among the earliest banks to offer a technology-enabled customer interface

that provides easy access and superior customer service. RBI has approved the merger between Centurion Bank and Bank of Punjab effective from October 1st, 2005. The merged entity, named Centurion Bank of Punjab, has a strong nationwide franchise of 241 branches and extension counters and 389 ATMs.

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AVIVA GUIDING PRINCIPLES

responsibility

Recruit the best Aviva India has a well-articulated equal opportunity policy, which lays strong emphasis on hiring of individuals irrespective of age, race, caste or gender. As a best practice in recruitment, they deploy identified psychometric tools such as SHL and Belbin and designate ability tests to eliminate any biases in the resourcing process and facilitate hiring of diverse profiles (vis-à-vis gender, background, experience levels and competencies). The focus is on competence-based credentials rather than past experience or length of service.

“AVIVA does not follow a very descriptive hierarchy – you have transparency at each level, unlike most other organizations, where managers and senior  management don’t „look‟ don’t „look‟ after their subordinates. Here you feel comfortable talking  with your seniors” At Aviva they have an Employee Referral Programme, which seeks to encourage employees to be brand ambassadors of the Company and actively contribute to the resourcing process by recommending candidates with relevant competencies and potential, thereby facilitating in strengthening domain expertise within the Organization.

They have a robust Campus Programme, which is aimed at hiring students fresh from key B-Schools and providing them with structured inputs and an environment for their personal and professional growth. The Summer Trainee Program is designed to expose people to the vibrancy of a complex and competitive business environment, challenge you intellectually and encourage people to find innovative solutions.

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They aim at providing a business perspective and Summer Trainees work on live projects, which form the core of our business strategy. Not only do they get the freedom to experiment and make decisions, but also spend quality time with their Project Guide or mentor, who provides them the perspective of the 'bigger picture'. The programme thus gives them a unique opportunity to integrate their classroom learning with the realities of  real business, in a live yet safe environment. Accept Personal Responsibility “Apart from professional development, AVIVA also looks after the personal  development of employees” They believe that dealing with diversity is an ongoing phenomenon that facilitates the process for a Company to adapt to and capitalize on today's increasingly complex marketplace. Specific action plans have been formulated to ensure the mandated gender ratio is achieved at the recruitment stage for a new position or through job enhancement/   job rotation rotation opportunities opportunities for existing existing roles. roles.

“The organization has tremendous respect for the individual - which it  demonstrates by doing what it says” Build an Empowered Team To institutionalize an open and honest environment with shared goals and participative decision-making, they have various open forums, one such initiative being the Town Hall(s). These are conducted on a monthly basis by the Managing Director and designate leadership team members. To share information on celebrations, events and people across locations, a quarterly newsletter Buzz is circulated to all members of the Aviva team. It features a message from the Managing Director, celebrates achievements and Milestones of individuals and teams and updates employees on new and ongoing initiatives and highlighting news of  past and futures events

“Employees are not working with AVIVA, they are living in AVIVA ” In line with their vision statement and o ne of Avivas key values Innovation, the Company introduced the popular Ideas 4 Aviva scheme. This is an enriching programme in which every member of Aviva has an open invitation to influence any aspect of business by giving suggestions and ideas on how to work smarter and better. Build Shared Vision and Purpose “You feel as if you are part of the system when you are included in all the

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 Decisions being made for your function.” As a Company, they encourage self-starters. Given their dynamic environment, one is expected to deliver from day one. Somewhere between adjusting to the new environment .

About the facilities, infrastructure, processes, key people and dynamics of the Organization etc. Information, which if provided on time can be very useful. This is how the “Buddy Programme” was envisaged. Launched in July 2003, it addresses the need of  a new employee in terms of extending a friendly hand apart from the support provided by the Line and HR managers. The objective is simple: To facilitate a seamless transition of  the new hire into the Aviva family.

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LITERATURE REVIEW

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Human Resource department at

AVIVA LIFE INSURANCE

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Human resource development This department looks after the needs and Requirement the present employees. This Department includes number of function which are as Follows:

1. Training and Development –  Development  – it it includes technical, soft skills and process related to training. 2. Process and policies –  policies  – it it contains all the rule and regulations that need to be followed by the employees. 3: Appraisal and increment- it is in the formal feedback to the employees about their performance and the conduct of work. 4: Induction-involves the information to the new employees about the company, job, departments etc 5: Motivational activities and entertainment- involves motivating the employees to Improve their productivity. 6: Roles and responsibilities-that every individual employee needs to fulfill. 7: Joining formalities- take place when a new employee joins the company. 8: Computerization 09: Helpdesk  10: Employee verification-take verification -take place at the time of joining of the new employee. 11: Surveys 12: Project trainees 13: Counseling and grievance handling-both are different as counseling is basically Helping out in personal problems whereas, grievances handling involves the handling of Complains that the employees has towards the management.

All the above head are included in the human resource development and involves the overall development of individual employees which in turn increases the overall profit of the company. Planned need arise from changes in the organization and retirement policy. These occur due the expected changes in the organization so the management can make a proper policy for it.

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Anticipated need refer to the movements in personnel which an organization can predict by studying the trends in the internal and external environments. Resignations, deaths, accidents and illness result in to the unexpected needs. 

It is a complex process because a number of

factors affect it --the nature of the

 job offered, image of the organization, organizational organizational policies, policies, working conditions etc.

SOURCES OF RECRUITMENT:

Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organization 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.

SOURCES OF RECRUITMENT

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INTERNAL SOURCE

1.TRANSFERS-The 1.TRANSFERS-The employees are transferred from one department to another according to their efficiency and experience. 2.PROMOTIONS-The 2.PROMOTIONS -The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 3. Others are Upgrading and Demotion of present employees according to their performance. 4. Retired and Retrenched employees 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 organizations as the people are already aware of the organizational culture and the policies and procedures. of  Deceased employees and Disabled employees are also done 5. The dependents and relatives of Deceased by many companies so that the members of the family do not become dependent on the mercy of  others.

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EXTERNAL SOURCE OF RECRUITMENT 1. PRESS ADVERTISEMENTS Advertisements of the vacancy in newspapers and journals are a widely used source of  recruitment. The main advantage of this method is that it has a wide reach. 2. EDUCATIONAL INSTITUTES Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. 3. PLACEMENT AGENCIES Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. 4.EMPLOYMENT EXCHANGES Government establishes public employment exchanges throughout the country. These exchanges provide  job information information to job seekers and help employers employers in identifying identifying suitable candidates candidates .

5.LABOUR CONTRACTORS Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs.

6.UNSOLICITED APPLICANTS Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization.

7.EMPLOYEE REFERRALS / RECOMMENDATIONS Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union.

35

8.RECRUITMENT AT FACTORY GATE Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies.

36

PROCESS

37

38

RECRUITMENT PROCESS

DETERMINING MANPOWER REQUIREMENT A Recruitment analysis is conducted depending on the job profile. A well- designed and comprehensive recruitment analysis is invaluable to an

organization‟s well being. Recruitment analysis basically ensures the availability of the right resources in the right place to match the future organizational needs. Recruitment analysis can be defined as the process of ensuring the right number of qualified people, into the right job at the right time to deliver the results in an efficient and effective manner. Recruitment is the process of searching for and attracting qualified candidates to apply for the positions that are available. Whether your company is heavily recruiting or in the midst of a hiring freeze, you should always have a recruiting plan. Plans will vary based on hiring volume and type of position, but you should articulate a standard strategy of how you recruit and fill positions. A well-defined recruiting strategy will help ensure that the right employees are in place when needed.

The objectives are: 1. To maintain the required quantity and quality of human resources required. 2. To forecast the turnover/attrition rates. 3. To plan to meet organizational human resource needs at the time of expansion or diversification. To make contingent plans to handle sudden requirements and situations of shortfall.

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SHORT – LISTING:

Short listing is the transition phase between recruitment and selection. It is the stage where the total number of applicants is reduced to select the group the employer wishes to carry on to the selection phase. Short listing may comprise of several stages depending on the number of application received, the complexity of the job requirements and sophistication of the selection process used by the organization. Short listing comprises of:

1.

KNOWLEDGE OF MATCHING CV’s:

First of all the candidates are short listed on the basis of 

matching the CV‟s. The CV‟s or curriculum vitae are un iversally used and their form is standardized. Typically a CV comprises of: 

Evidence of Skills, Abilities and Achievements



Employment History



Experience



Education



Languages

2. METHODS OF SHORT LISTING: The most common way to reduce the number of applications by

short-listing them by categorizing them to various departments first. Then asking the department heads to shortlist the appropriate candidates accordingly.

3. SHORT – LISTING LISTING – THE PROCESS: 

Short listing must be carried out independently by at least two people and ideally, as many of the

interview panel as possible.  

Any member of staff, who may prejudice the outcome, should be excluded from short listing. Short listing should always be carried out using the person specification so that applications can be

measured and assessed against criteria and be made on the basis of fact and not assumptions. 40



The use of short-listing form is recommended. The short-listing panel to record individual assessment of 

each candidate and provide feedback can use short-listing form. 

Short-listing form must be used at the interview stage. Short-listing decisions must be based only on the

information contained in the application form and any other supporting information supplied by the candidate. Irrelevant information in the application form should be disregarded. 

The attributes in the person specification must be consistently applied to all candidates irrespective of 

their gender, ethnic origin, age, socio-economic background, disability, religious or political beliefs, family circumstances, sexual orientation or other irrelevant factors. 

Some information can only be determined at interview stage or as group exercises, presentation, tests,

etc. 

After individual assessment of each application, decision of whom to short list must be taken.

Once a short list has been drawn up, candidates should be invited for interview. In the short listing of  candidates the following things should be kept in mind: o

Evidence of skills, abilities and achievements that match the criteria that have been specified as essential for the job as closely as possible.

o

Consistency of employment (look for unexplained gaps).

o

Qualifications compatible with the dates given.

o

Evidence of career development.

o

Evidence of industry knowledge.

o

Previous employer.

FILTERING Filtering techniques are used to reduce the number of applicants and also gather relevant information needed before conducting the interview. Filtering techniques involve different methods, such as: 

Knowledge Based Filtering



Skill Based Filtering



Attitudinal/Behavioral Filtering

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

KNOWLEDGE BASED FILTERING: This method is used when the number of 

applications is more like in Campus recruitment. The evaluation is done based on candidate‟s academic qualification, percentage of marks scored and experience level or through simple written tests.



SKILL BASED FILTERING: The tasks and skills that may be assessed using simulation

exercises are varied. Different types of simulation exercise include: 

In-trays: In-trays or in- baskets involve working from the contents of a

manager‟s in-tray, in-tray, which

typically consist of letters, memos and background information. You may be asked to deal with paperwork and make decisions, balancing the volume of work against a tight schedule. 

Test of productive thinking: The tests look at the volume, diversity and originality of your ideas. You are presented with open-ended questions relating to various problems and situations and are asked to generate responses within a time limit.



Group exercises: Group exercises are timed discussions, where a group of participants work  together to tackle a work-related problem. Sometimes you are given a particular role within a team, for example the sales manager or personnel manager. There would be assessors, who are not looking for right or wrong answers, but for how you interact with your colleagues within the team.



Presentation: You may be asked to make a formal presentation to a number of assessors either on a topic given in advance or in some cases to interpret and analyze given information and present a case to support a decision.



Fact-Finding Exercises: In a fact-finding exercise, you may be asked to reach a destination starting from only a partial knowledge. Your task is to decide what additional information you need to make the decision and sometimes also to question the assessor to obtain this information.



Role-Plays: In a role-play, you are given a particular role to assume for a certain task. The task 

will involve dealing with a role player in a certain way and there will be an assessor watching the role-play. 

Social Events: From the moment you report to reception until you leave, participant will be  –  so the way he behaves at all times is important. under scrutiny as part of the selection procedure  – so He will be expected to cope with general socializing amongst other candidates as well as with the management and will be observed at meal times. This gives an opportunity to find out as much 42

informally about the organization as he can. 

Ability Tests: Ability tests attempt to measure awareness, knowledge and other such aspects. They also measure simple skills like problem solving. Each test is presented under exam conditions with a strict time limit. Employers use aptitude test either as a small part of the interviewing process or to determine whom they will interview i.e. those who achieve a certain mark. Tests are of different types like Language Usage, Spelling, Numerical Ability, Reasoning, etc.

INTERVIEWING:

n interview is a procedure designed to obtain information from a person‟s oral responses to oral enquiries. nterview is by far the most widely used personnel selection procedure. The interview is the focal point of the ecruiting process. Part of the selection process, usually the final portion of an examination, for the purpose of  valuating education, experience, and personal qualifications of the candidates, also known as oral interview. t is a meeting between an eligible and an appointing power in order to discuss appointment to a specific acancy. An interview is a conversation between two or more people where questions are asked to obtain information from the interviewee. Interviews can be divided into two rough types, interviews of assessment and interviews for information.



ASSESSMENT

The most common type of interview for assessment is a  job interview interview between an employer and an applicant. The goal of such an interview is to assess a potential employee to see if he/she has the social skills and intelligence suitable for the workplace. Similar interviews are also used for admissions to schools, allotment of grants, and other areas. In most developed countries, rules and regulations govern what can be asked in these interviews. 43

Highly personal questions and those unrelated to the job at hand are forbidden, as are questions which invite discrimination ("do you plan to start a family?"). However some interviewers tend to ask such questions in order to see how the interviewee reacts and if (s) he is able to elegantly avert the question. Such interviews can be brief fifteen-minute affairs or they can stretch for many hours even over a series of days. Another important type of interview is the psychological one that can be divided into three forms: structured, semi-structured and non-structured. 

INFORMATION

These interviews are used by journalists, law enforcement, and private investigators. A recent technological trend in journalism interviewing has been the rise of  e-mail interviews. These interviews differ from traditional telephone and face-to-face interviews in that interviewees can have more time to formulate a written response. A good interview results from 

Proper preparation.



Identifying the candidate‟s abilities before discussing the position.



Asking a series of open –  open  – ended ended questions.



Evaluating interviewing results.

Good interview questions start with job description (analysis).The job description includes tasks, responsibilities and requirements. Those who currently perform the job should create it. This will reduce the inaccuracies inaccuracies and increase the interviewer‟s awareness of the actual jo b duties. It should further: 

Determine the competencies needed for successful performance in the job and then

rank them

respectively. 

Prepare questions hat measure each defined competency.



Establish an evaluation method for the results.

KEY INTERVIEWER SKILLS: 

LISTENING



BODY LANGUAGE SENSTIVITY 44



COMMUNICATION STYLE



QUESTIONING

1. LISTENING: Most people aren‟t good listeners. A good listener encourages positive results. We listen best when there is a pay-off or a penalty. Personal listening awareness is the key to constructive change. It should be kept in mind that work and listening are inseparable and lazy listening is hidden cost in  business. We tend to equate “listening” with “hearing” and that is simply not the case. Good listening implies heightened awareness of what you hear, accurate reception of the information presented to you and integration of information in such a way that it is useful. Four key elements of listening: a.Focus a. Focus b.Empathy b.Empathy c.Emotionalism c. Emotionalism must be avoided d.Feedback  d.Feedback 

 – verbal communication (Body Language) include 2. BODY LANGUAGE: Some common aspects of non  – verbal following which can help in knowing what signals you are giving or you can deliberately send the signals you want to.



Arm Barriers: The most common of these is when the arms are folded across the chest, thus

 protecting the body‟s vital organs and consequently signifying a defensive action. If the fists are clenched, the person is holding him/herself back (temporarily). A disguised arm fold is when one hand moves across the body unnecessarily to adjust a watchstrap or cuff. 45



Hand to Face Gestures: A very common hand to face gesture is when the speaker places a finger or

fingers in front of the mouth when speaking which is interpreted as an untruth being told when the speaker is rather embarrassed about speaking it. The movement may be traced to an action of wanting to say the words but at the same time, hold them back with the hand. The result is incongruence and rising of suspicion.

If the hand is placed to the cheek, with the forefinger pointing up, often accompanied by a slight tilting of  the head, this suggests that the listener is in fact listening and taking account of what is said normally a good sign.



Postures: The „set‟ of body whether rigid or relaxed gives immediate signals of reaction and can be

accompanied by other non-verbal signals. A forward facing posture with hand obviously placed in the pockets deliberately suggests a power approach.



Sitting and Sitting Postures: How the other person is sitting can give us some good indications of 

their attitudes. Reversing the chair and sitting, leaning over the back can indicate power and control; slumping (with arms folded or clasped in the lap) may suggest dejection or submissiveness. The square-on position behind the desk, with the person leaning forward on the desk with the hands placed downwards on the desk and a stern look on the face must signify an aggressive attitude. This is the most consciously noted non-verbal signal

INTERNAL FACTORS AFFECTING RECRUITMENT

The internal forces i.e. the factors which can be controlled by the organization are:

46

1. RECRUITMENT POLICY The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment programmed. It may involve organizational system to be developed for implementing recruitment programmers and procedures by filling up vacancies with best qualified people. 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. 2.HUMAN RESOURCE PLANNING Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess. 3.SIZE OF THE FIRM The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations. 4.COST Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.

5.GROWTH AND EXPANSION Organization will employ or think of employing more personnel if it is expanding it‟s operations.

EXTERNAL FACTORS AFFECTING RECRUITMENT The external forces are the forces which cannot be controlled by the organisation. The major external forces are:

1. SUPPLY AND DEMAND The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs. 47

2. LABOUR MARKET Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants.

3.IMAGE/GOODWILL Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBA‟s when many finance companies were coming up.

POLITICAL-SOCIAL-LEGAL-ENVIRONMENT 4.POLITICAL-SOCIAL-LEGAL-ENVIRONMENT 4. Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate can‟t meet criteria stipulated by the union but union regulations can restrict recruitment sources.

5.UNEMPLOYMENT RATE One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labour which in turn leads to unemployment .

6.COMPETITORS 6. COMPETITORS The recruitment policies of the competitors also effect the recruitment function of the organisations. To face the competition, many a times the organisations have to change their recruitment policies according to the policies being followed by the competitors

48

My Job at AVIVA LIFE INSURANCE I started my job as HR Trainee. My job profile was to handle RECRUITMENT in my project. The senior sales manager narrated me the whole procedure. . There are 2 forms of interview that a candidate can appear for: 1. Personal Interview. 2. Telephonic Interview.

PERSONAL INTERVIEW This is regarded to be the BEST FORM of interview. In such form of an interview the candidate personally appears in front of the interviewer and gives his interview. This is regarded to be the best form of interview as the interviewee has the best chances of making his points clear in front of the interviewer.

TELEPHONIC INTERVIEW Sometimes an interview is taken on the phone. A telephonic conversation is done Between the interviewer and the interviewee where the interviewer calls up the candidate via phone and conducts the interview.

The Job profile Selling insuarance and building customer relations.

Qualification Entry level opening: Graduates in any stream preferred can be 10thor 12th standard pass, according to the IRDA stipulation, depending on region of operation. 49

Additional communication skills and ability to interact with people will help. Middle level opening: Professional in finance or marketing with the experience in service industry. (As asst sales manager) Senior sales openings: Senior professional with experience of handling junior staff preferred (CEP/Senior consultant)

RESEARCH METHODOLOGY

50

RESEARCH DESIGN

Decision regarding what, where, how, when, how much, by what means concerning an inquiry in a research design. It is the arrangement of conditions for collection for collection of data in a manner that aims to combine relevance to the research purpose with economy in procedure. The plan is the overall scheme or program of research. In other words, scheme or strategy implies how the research on objectives will be reached and how the problems in the research can be tackled. Research related to human behavior is a systematic design, collection, and analysis, reporting of data and finding relevant situations to the problems faced by the company.

In short the study endeavors to describe “Recruitment and Selection” situation prevailing at Aviva Life Insurance, Delhi with the help of the opinions cherished by the respondents.

Research Methodology

The questionnaires were prepared for the employees to know their opinion about the recruitment and selection process of the company and the field form were collected and analyzed.

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Sources of data: Primary Data- are those which are collected for the first time for a certain investigation. These

are original and essential raw data. No doubt this is very time consuming but nevertheless, the results are accurate and reliable. In the study, the primary data is collected through schedules. Schedules may be defined as a Performa that contains a set of questions, which are asked and filled by the interviewers in face to face situation.

Secondary Data: are those information or facts already collected. Such data are collected with

the objective of understanding the past status of any variable. Study have been undertaken by collecting the published data about profile of the company, its recruitment and Selection process.

Data Collection:

When planning was completed, the survey moved into the field and undertook the fieldwork that is distribution and collection of facts. The total numbers of questionnaires distributed were 35 out of which only 30 were considered for analysis, few were not considered due to incomplete

data entry and few questionnaires were not filled.

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ANALYSIS & INTREPRETATION OF DATA

53

Analysis & Interpretation of Data

It is the last stage of survey. Through good presentation, significant facts and comparisons are highlighted. The presentation of facts done by preparing charts like bar charts, pie charts etc.

The following interpretation has been done on the basis of the questionnaires filled up the recruiters of Aviva Life Insurance. The main aim behind this interpretation is to show how effectively recruitment is done by the recruiters of Aviva Life Insurance. and their opinions regarding the recruitment process

54

DATA ANALYSIS

55

QUESTION: What are the sources for recruitment and selection?

bad average good

About 75% of the manager say that t hat they prefer both internal as well as external source for recruitment and selection where as only 9% go for internal source and 18% go for external sources.

Question: Which method do you mostly prefer for recruitment and selection? Preferred way of recruitment?

56

10%

bad average

30%

good 20%

About 65% of the mangers go for direct recruitment and selection and 32% go for indirect and only 3 % go for third t hird party recruitment way.

Question: When do you prefer to go for manpower planning?

35% 30% 25% 20% Series1

15% 10% 5% 0% bad

average

good

Around 50% of the managers go for Quarterly manpower planning and 20 % do not follow any pattern they don‟t have any fixed time where as 20% go for yearly Question: What are the sources for external recruitment are preferred?

57

10%

40%

20%

bad average good very good

30%

In AVIVA 34% of manager go for campus interviews, 33% go for data bank, 25% from the casual application that are received and only 8% go for any placement agencies. Question: What What form of interview did you prefer?

10%

40%

20%

bad average good very good

30%

Most of the manager Prefer Personal interviews, 30% prefer to take t elephonic interviews where as only 20% go for video conferencing and rest 1 0% adopt some other means of  interviews

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Question: How do you rate the HR practices of the company?

bad average good very good

50% of the managers feel that HR department is good where and 30%say that‟s its very good where as 20% says its average and only 10% manager feel it‟s bad.

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BIBLOGRAPHY

60

BIBLOGRAPHY

 C.B Mamoria and S.V. Gankar Personal Management Text and Cases.  K.Aswahthappa,Human Resource and Personnel Management  Human Resource Management, Dr.P.C. Pardeshi  C.B Gupta  www.avivaindia.com  www.google.com

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ANNEXURE

62

QUESTIONNAIRE FOR THE RESEARCH

1: When are the resources need and forecasted?

fixed 2: How is the resource need forecasted?

……………………………………………………………………………………………… ……………………………………………………………………………………………… ……………………………………………………………………………………………… ………………………………………………………. 3: How do you rate the recruitment procedure?

Long

4: What is the process you follow for recruitment and selection? People explain the same in brief? ……………………………………………………………………………………………… ……………………………………………………………………………………………… 63

……………………………………………………. 5: Which method do you mostly prefer from the following for recruitment and selection?

6: What sources you prefer for recruitment recruitment and selection?

7: What are the sources for internal sourcing among the following -:

8: What are the sources for external recruitment recruitment among the following

agencies

64

…… 9: Which is the most successful method for recruitment? …………………………………………………………………………………………… …… 10: How many rounds of interviews are conducted? -3 -5

11: Are you satisfied with round of interviews conducted?

12: What form of interview did you prefer? rsonal Interview

13: Are you satisfied with the interview process?

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14: If no then what is the reason? And suggest the measures to be taken for improvement? ……………………………………………………………………………………………… ……………………………………………………………………………………………… ……………………………………………………………………………………………… ……………………………………………………… 15: Are you satisfied with the present method being followed by the company for recruitment and selection?

16: If no, what steps would you prefer, to make improvement? ……………………………………………………………………………………………… ……………………………………………………………………………………………… ……………………………………. 17: Are the aptitud

18: If yes then it is for

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………………… 19: Do you conduct any of these test?

st check

……………………………………………………………………………………… …………………………………… 20: How do you rate the HR practices of the company?

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