bharti axa recruitment and selection
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RESEARCH REPORT UNDER TAKEN
“BHARTI AXA Life Insurance
company Limited”STUDY AND ANALYSIS ! R"#RUIT$"NT AND S"L"#TIN
%R#"DUR"
Session&' ()*+,')*+-.
A Researc/ report prepared and su0mitted for t/e partia1 re2uirement and
fu1fi1ment of t/e $BA pro3ram at $AHARANA %RATA% "N4IN""RIN4
#LL"4" (Approved by AI#T", Govt.of India)
Su0mitted To& Su0mitted By&
Dr. Mamta Shukla Kavita Methiya
H..D (M.!.A Deptt.) M.!.A "th Sem.
M.#.$.% Kanpur &oll 'o.""*+
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A#5N6L"D4"$"NT
If -ord are /onidered to be i0n of 0ratitude then let thee -ord /onvey the very ame, my
in/ere 0ratitude to B/arti AXA Life Insurance for providin0 me an opportunity to -ork -ith
!harti A1A and 0ivin0 ne/eary dire/tion on doin0 thi pro2e/t to the bet of my abilitie.
I am hi0hly indebted to $r7 8eerendra %ratap ( Sr. !&A'%H SA3$S MA'AG$&) and
/ompany pro2e/t 0uide $r7 Ro/it Tomer (AGA'%4 MA'AG$&) , -ho ha provided me the
ne/eary information and alo for the upport e5tended in the /ompletion of thi report and
there valuable u00etion and /omment on brin0in0 out thi report in the bet -ay poible.
I have to thank alo my /lamate for upportin0 me for thi reear/h report.
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D"#LARATIN
I 5a9ita $et/iya: hereby de/lare that thi -ork entitled 6STUDY AND
ANALYSIS ! R"#RUIT$"NT AND S"L"#TIN %R#"DUR"” i my
-ork /arried out under the 0uidan/e of Dr7 $amta s/u;1a. 7hi report neither full
nor in part ha ever been ubmitted for a-ard of any other de0ree of either thi
8niverity or any other 8niverity.
5a9ita $et/iya
$BA < ,t/ Sem7
Ro11 No7' +,*,-=**+>
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Table of Contents
EXECUTIVE SUMMARY.............................................................................0
INTRODUCTION......................................................................................2
O!ECTIVE O"
STUDY######################################
######## $
COMPANY PRO"I%E&................................................................................'
CORPORATE PRO"I%E............................................................................()
HRM PO%ICY.........................................................................................20
PROMOTERS.........................................................................................2'
RESEARCH
METHODO%O*Y#################################
########...$(
SE%ECTION AND RECRUITMENT STEPS....................................................$'
RECRUITMENT PROCESS........................................................................$+
SE%ECTION PROCESS............................................................................$)
"INDIN*S AND SU**ESTIONS................................................................'+
RESEARCH ANA%YSIS............................................................................+)
CONC%USION........................................................................................+,
ANNEXURE...........................................................................................+-
INTERVIE EVA%UATION "ORM..............................................................+/
O""ER CHECK%IST................................................................................)0
RE"ERENCE CHECK "ORM......................................................................)(
EMP%OYEE RE"ERRA% "ORM..................................................................)$
O""ER %ETTER......................................................................................)+
I%IO*RAPHY.....................................................................................))
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PRE"ACE
7hi pro2e/t -a /arried out in the H& department of BHARTI AXA Lifeinsurance /o. 9ammu. B/arti AXA Life insurance i only /on/ern -ith life
inuran/e and General inuran/e.
7he ob2e/tive of thi pro2e/t i to tudy the entire &e/ruitment : Sele/tion
pro/ee at B/arti AXA Life insurance7 7he Human &eour/e Department of
B/arti AXA Life insurance /arrie out both thee fun/tion ;uite effe/tively.
Hen/e, the pro/edure of &e/ruitment i tudied thorou0hly and ome inferen/e
a//ordin0ly. 7he data and information /olle/ted i -ith repe/t to -orkin0
pro/edure pe/ifi/ally re0ardin0 re/ruitment pro/edure, the data referred for thi
tudy i for the year
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INTRODUCTION TO PRO!ECT
R"#RUIT$"NT? S"L"#TIN
&e/ruitment and ele/tion i the pro/e of identifyin0 the need for a 2ob, definin0
the re;uirement of the poition and the 2ob holder, advertiin0 the poition and
/hooin0 the mot appropriate peron for the 2ob. &etention mean enurin0 that
on/e the bet peron ha been re/ruited, they tay -ith the buine and are not
6poa/hed> by rival /ompanie.
8ndertakin0 thi pro/e i one of the main ob2e/tive of mana0ement. Indeed, the
u//e of any buine depend to a lar0e e5tent on the ;uality of it taff.
&e/ruitin0 employee -ith the /orre/t kill /an add value to a buine andre/ruitin0 -orker at a -a0e or alary that the buine /an afford, -ill redu/e
/ot.
7he term ?ele/tion ?denote a /hoi/e of one or ome from amon0t many. 7he
vital importan/e of makin0 the ri0ht ele/tion of taff for any enterprie /annot be
overemphai@ed. hile ele/tin0 employee, it hould be borne in mind that they
are the 0reatet our/e of an or0ani@ation. !uildin0 and money are al-ay
e/ondary. 7he /riti/al element i al-ay the pirit, team-ork and the kill of theor0ani@ationB peronnel. $verythin0 /an be bou0ht or reprodu/ed e5/ept killed
and dedi/ated ervi/e.
T/e process recruitment and se1ection of emp1oyees is not easy: it is
one of t/e most important aspects for runnin3 any 0usiness7 T/is is
meant to /e1p for p1annin3 recruitment and se1ection of emp1oyees7
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0@ecti9e to Study
7he aim of the preent tudy i a//omplihin0 the follo-in0 ob2e/tiveC
• 7o undertood labour turn over rate i more in inuran/e e/tor.
• 7o undertand the re/ruitment and ele/tion pro/edure.
• 7o kno- about the fun/tion of H& other than re/ruitment.
• ver all undertandin0 and brief kno-led0e of life inuran/e indutry.
• 7o enure all re/ruitment and ele/tion pro/edure
/omply -ith the %oun/ilB $;ual pportunity #oli/y.
• 7o enure that all appointment are made on merit
• 7o attra/t uffi/ient appli/ation from potential
/andidate for appointment -ith the kill, ;ualitie,
abilitie, e5perien/e and /ompeten/ie deemed a bein0
ne/eary to the 2ob
• 7o develop and maintain pro/edure -hi/h -ill ait in enurin0 the appointment of the mot uitable candidate
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COMPANY PROFILE
!harti A1A 3ife Inuran/ei a 2oint venture bet-een
!harti, one of IndiaB
leadin0 buine 0roup
-ith interet in tele/om,
a0ro buine and retail,
and A1A, -orld leader in
finan/ial prote/tion and -ealth mana0ement. 7he 2oint venture /ompany ha a +"
take from !harti and
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6/y Insurance sector
7he ervi/e indutry i one of the fatet 0ro-in0 e/tor in India today. 7he
up/omin0 e/tor -hi/h are really ho-in0 the 0raph to-ard up-ard are =
7ele/om, !ankin0, and Inuran/e. 7hee e/tor really have a lot of reponibility
to-ard the e/onomy.
Amon0t the above=mentioned area inuran/e i one e/tor, -hi/h took a lot of
time in poitionin0 itelf. 7he inuran/e buine of non=life /ompanie -a not
mu/h in problem but the ma2or problem -a -ith life inuran/e. 3ife Inuran/e
%orporation of India had monopoly for more than "E year, but the pi/ture then
-a /ompletely different. #reviouly people felt that 6Insurance is only for
classes not for masses” but no- the pi/ture i vi/e=vera.
7he formation of I&DA, entran/e of private life inuran/e /ompanie into India
-ith one forei0n partner, /ompulory trainin0 of Inuran/e a0ent et/.
development tarted to take pla/e. And thi -a the time -hen thee /ompanie
tarted ear/hin0 for proper /hannel partner -ho /an help the or0ani@ation in
e5pandin0 it net-ork and buine in India.
After the Inuran/e &e0ulatory and Development Authority A/t have been paed
there ha been etablihment of many private inuran/e /ompanie in India.
#reviouly there -a a monopoly buine for 3ife Inuran/e %orporation of India
(3.I.%.) -ho -a the only life=inuran/e /ompany for the people till
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In India only
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Indian Insurance Industry History&
3ife inuran/e /ame to India from $n0land in -hen oriental life inuran/e
/ompany tarted in %al/utta by $uropean. After thi many inuran/e /ompanie
had been tarted in India. !ut thee /ompanie -ere lookin0 after only the need of
$uropean /ommunity etablihed in India. Indian people -ere not bein0 inured by
thee /ompanie. Jirt Indian life inuran/e /ompany /ame a !ombay mutual life
inuran/e auran/e. Se/ond /ompany -a !harat inuran/e /ompany /ame in
*. After thi the united India in madra, national Indian and national inuran/e
in %al/utta and the /o=operative auran/e in 3ahore -ere etablihed in *.
7o re0ulate Indian inuran/e buine firt inuran/e a/t /ame in < a life
inuran/e /ompany a/t and provident fund a/t. 7hee a/t /onit of premium rate
table and periodi/al valuation of /ompanie. In the firt t-o de/ade of
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5"Y $IL"STN"S
++) & 7he Indian 3ife Auran/e %ompanie A/t ena/ted a the firt tatute to
re0ulate the life inuran/e buine.
+)> & 7he Indian Inuran/e %ompanie A/t ena/ted to enable the 0overnment to
/olle/t tatiti/al information about both life and non=life inuran/e buinee.
+C> & $arlier le0ilation /onolidated and amended by the Inuran/e A/t -ith the
ob2e/tive of prote/tin0 the interet of the inurin0 publi/.
+- &
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Indian re3u1atory de9e1opment aut/ority&
In , the Inuran/e &e0ulatory and Development Authority (I&DA) -ere
/ontituted a an autonomou body to re0ulate and develop the inuran/e indutry.
7he I&DA -a in/orporated a a tatutory body in April,
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#/an3in3 perception of Indian customers&
Indian Inuran/e /onumer are like Indian oter, they are oft but -hen time i
ri0ht and ripe, they demand and eek ne/eary /han0e. De=tariff of many
Inuran/e #rodu/t are the refle/tion of /han0in0 apiration and 0ro-in0 demand
of Indian /onumer.
Jor hitori/al year, Indian /onumer -ere at re/eivin0 end. Inuran/e #rodu/t
-a under-ritten and -a pra/ti/ally for/ed onto /onumer on a 67ake=it=A=it=
bai>. All that 0ot /han0ed -ith paa0e of I&DA a/t in . 'e- inuran/e
/ompanie have /ome into e5iten/e leadin0 to open /ompetition and hen/e better
produ/t for /utomer.
Indian /utomer have be/ome very enitive to %overa0e#remium a -ell a the
#rodu/t (read &ik Solution), that i 0iven to them. 7here are not ready to a//ept
any produ/t, no matter even if that i /omin0 from the market leader, hould that
produ/t i not ervin0 the purpoe. A /ae in point i 83I# #rodu/tGroup 3ife and
%redit 3ife in 3ife Inuran/e e0ment and 7ravelJamily Jloater Health and
3iability Inuran/e in the 'on=life e0ment are ne- a0e Avatar. 7he ne- produ/t
are /ontantly bein0 demanded by Indian /onumer, -hi/h i puttin0 hu0e
preure on Inuran/e /ompanie (&ead &ik 8nder=-riter) and !roker to
repond.
%utomer are lookin0 at Inuran/e for /overin0 #ure &ik no- -hi/h I have
/overed in my ne5t e/tion. Another 0ood reaon -hy -e are eein0 ;ui/k /han0e
in the buyin0 behavior of Inuran/e from mere Invetment to rik miti0ation i the
/ot of &epla/ement of Good (&G) or %ot of Servi/e (%S).
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'o- Indian /utomer are a-are of inuran/e indutry and inuran/e produ/t
provided by /ompanie. 7hey have be/ome more enitive. 7hey -ould not a//ept
any type of inuran/e produ/t unle it fulfill their re;uirement and need. In
hitori/ dayB /utomer lookin0 at inuran/e produ/t a a life /over -hi/h /an
provide e/urity a0aint any una//eptable event, but no- /utomer look at
inuran/e produ/t a an invetment a -ell a life /over. So todayB /utomer
-ant 0ood return from the inuran/e /ompanie. 7he Indian /utomerB form the
pivot of ea/h /ompanyB trate0y.
In9estment of Indian House/o1d Sa9in3s
(As a E in different sector.
!A'K D$#SI7S CE
%. !A'KS )E
SHA&$S A'D D$!$'78&$S +E
M878A3 J8'DS )E
'!J%BS CE
G7. !'DS +CE
I'S8&A'%$ +CE
#J &$7I&$ J8'DS )+E
%8&&$'%4 -E
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#/an3in3 !ace of Indian Insurance Industry&
After the Inuran/e &e0ulatory and Development Authority A/t have been paed
there ha been etablihment of many private inuran/e /ompanie in India.
#reviouly there -a a monopoly buine for 3ife Inuran/e %orporation of India
(3.I.%.) -ho -a the only life=inuran/e /ompany for the people till
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up -ith an Indian /ompany and thi forei0n inuran/e /ompany /an have an
invetment of only
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3ife inuran/e i alo no- bein0 re0arded a a veratile finan/ial plannin0 tool.
Apart from the traditional term and avin0 inuran/e poli/ie, indutry ha een the
entry and 0ro-th of unit linked produ/t. 7hi provide market linked return and
i amon0 the mot fle5ible poli/ie available today for invetment. 'o- produ/t
are pri/ed, fle5ible, and realiti/ and utain o people in better poition to
undertand the rik and benefit of the produ/t and they are a//eptin0 thee
innovative produ/t.
So it i /lear that the fa/e of life inuran/e in India i /han0in0, but -ith the
/han0e /ome a hot of /hallen0e and it i only the /redible player -ith a lon0
term viion and a robut buine trate0y that -ill urvive. hatever the
development, the future and the opportunitie in thi indutry -ill urely be
e5/itin0.
7here are < private player in Indian life inuran/e market.
6 bank owned insurers = HDJ% tandard life, I%I%I prudential, I'G yya,
Met3ife, M Kotak, S!I life
6 independent insurers = Aviva, A'# anmar, !irla un life, !a2a2 Allian@, Ma5
'e- 4ork life, 7ata AIG, !harti A1A
Ma2or international inurer are= #rudential and Standard life from 8K, Sun life of
%anada, AIG, Met3ife and 'e- 4ork life of the 8S.
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Increasin3 3roFt/ since 1i0era1iGation&
4$A& 3I% (in bn r.) #&IA7$ #3A4$&
J4
J4"
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Co1oate Pole
B/arti AXA Life Insurance i 2oint venture bet-een !harti, one of IndiaB
leadin0 buine 0roup -ith interet in tele/om, a0ree buine and retail, and
A1A, -orld leader in finan/ial prote/tion and -ealth mana0ement. 7he 2ointventure /ompany ha a +" take from !harti and
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.
E Million (E 3akhe %utomer)
, $mployee
+< !illion $uro (&. ", *,. %rore) &evenue
* !illion $uro (&.E
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V3s3on
7o be a leader and the preferred /ompany for finan/ial prote/tion and -ealth
mana0ement in India.
%romoters Stren3t/&
B/arti "nterprises i one of IndiaB leadin0 buine 0roup -ith interet in
tele/om a0ree buine, inuran/e and retail. It fla0hip tele/om brand LAirtelL,
ha over * million /utomer a/ro the len0th and breadth of India.
AXA 4roup i -orld-ide leader in Jinan/ial #rote/tion. A1A i amon0 Jortune
Global E /ompanie havin0
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Information Tec/no1o3y Dri9en
ur /ommitment and /ontinuou invetment in Information 7e/hnolo0y enable
the %ompany to provide unparalleled /utomer ervi/e.
B/arti AXA #1u0 $em0er
!e/ome a !harti A1A %lub Member and en2oy additional benefit.
B/arti AXAs Support for ur A3ents
%ompany i lookin0 for bri0ht, elf=motivated people -ho -ant to build a
u//eful /areer in inuran/e ale and /onultan/y. e offer 0ood finan/ial
re-ard and re/o0nition, /omprehenive trainin0, e5/ellent ba/k=up and the full
upport of a -orld=/la or0ani@ation.
Strate3y
• 7o a/hieve a top E market poition in India throu0h a multi=ditribution,
multi=produ/t platform
• 7o adapt A1AL bet pra/ti/e blueprint a a ound platform for profitable
0ro-th
• 7o levera0e !hartiL lo/al kno-led0e, infratru/ture and /utomer bae
• 7o deliver hi0h level of hareholder return
• 7o build lon0 term value -ith our buine partner by enhan/in0 the
propoition to their /utomer• 7o be the employer of /hoi/e to attra/t and retain the bet talent in India
• 7o be re/o0ni@ed a bein0 /loe and ;ualified by our /utomer
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State435 637eent3atos
• Stron0 partner !harti = provide a//e to /utomer bae of more than
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0ro-th by nurturin0 tren0th of it employee and providin0 the environment :
opportunity for every individual to raie hiher hi0het potential identity and
a/hieve hiher peronal 0oal, -ithin or0ani@ational, o/ietal, and national
ob2e/tive. It hall endeavor to upload di0nity of individual by re/o0ni@in0 their
-orthy /ontribution and makin0 them feel proud partner in pro0re throu0h
follo-in0 meaureC=
$nurin0 hi0h de0ree of ele/tivity in the re/ruitment of employeetrainee
e5pli/itly on /riteria of kno-led0e, kill and attitude o a to e/ure uper
a/hiever and nurture them to e5/el in their performan/e.
Impart u/h indu/tion, orientation and trainin0 o a to mat/h the individual
to tate and in/ul/ate hi0h ene of or0ani@ational loyalty, -ith /ontinue
improved performan/e for betterment of /ompany.
S$" TH"R I$%RTANT %LI#I"S&
• Data re/ordin0 and preervation
• %ommuni/ation poli/y
• Jree and healthy -orkin0 environment
+. Data recordin3 and preser9ation po1icy
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e re/o0ni@e the importan/e of the /ommuni/ation to anti/ipate, undertand and
fulfill the need and e5pe/tation of the employee. 7herefore a tron0 emphai i
laid on /ommuni/ation a a pro/e of harin0 information, /reatin0 a-arene,
eekin0 u00etion and involvin0 them for improvement in the buine related
pro/e o a to a/hieve the tate of e5/ellen/e.
7he purpoe and ob2e/tive of our /ommuni/ation poli/y are a under.
• %olle/t, tore and mana0e information : kno-led0e.
• %ommuni/ate or0ani@ationB 0oal : ob2e/tive, poli/ie : trate0ie to all
employee.
• Joter /loe -orkin0 relationhip a/ro the diviion and team-ork
throu0hout the or0ani@ation.
• Develop : deploy ytemati/ally top=do-n, bottom=up and hori@ontal
/hannel of /ommuni/ation.
• Share bet pra/ti/e and kno-led0e freely and provide eay a//e to
relevant information.
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C. !ree and /ea1t/y For;in3 en9ironment'
• #rovide fa/ilitie for all round 0ro-th of individual by trainin0 in and
outide the or0ani@ation, re=orientation, talent, mobility and elf=
development throu0h elf=motivation.
• Groom every individual to reali@e hiher potential in all fa/et -hile
/ontributin0 to attempt hi0her or0ani@ational : peronal 0oal.
• !uild team and foter team-ork a primary intrument in all a/tivitie.
• &e/o0nitive -orthy /ontribution i time and appropriately o a to maintain
a hi0h level of employee motivation and morale.
• Appraial of promotion hall be ethi/al and impartial.
• Implement e;uitable, /ientifi/ and ob2e/tive ytem of re-ard, in/entive
and /ontrol.
• %ontribute to-ard health : -elfare of employee.
H& pe/ialit /ontribute to the 0oal and miion of the firm.
H&M ue performan/e appraial te/hni;ue to meaure and evaluate the
performan/e of the employee and then u00et them ho- to improve it.
H&M help in proper re/ruitment and ele/tion of the deired talent -ho /an
prove benefi/ial to the e/tor.
H& department take /are of the -ork environment and maintain a ;uality -ork
/ulture in the or0ani@ation.
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Po:otes
B/arti "nterprises
!harti $nterprie i one of IndiaB leadin0 buine 0roup -ith interet in
tele/om, a0ro buine, inuran/e and retail. !harti ha been a pioneerin0 for/e in
the tele/om e/tor -ith many firt and innovation to it /redit. !harti Airtel
3imited, a 0roup /ompany, i one of IndiaB leadin0 private e/tor provider of
tele/ommuni/ation ervi/e -ith an a00re0ate of * million /utomer, pannin0
mobile, fi5ed line, broadband and enterprie ervi/e. !harti Airtel -a ranked
amon0t the bet performin0 /ompanie in the -orld in the !uine eek I7
lit
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7he A1A ordinary hare i lited and trade under the ymbol A1A on the
#ari Sto/k $5/han0e. 7he A1A Ameri/an Depoitory Share i alo lited on
the '4S$ under the ti/ker ymbol A1A.
B/arti AXA 4enera1 Insurance i a 2oint venture bet-een B/arti, one of IndiaB
leadin0 buine 0roup -ith interet
in 7ele/om, A0ri !uine and &etail and AXA, -orld leader in Jinan/ial
#rote/tion and ealth Mana0ement. !harti Group hold +" of e;uity and A1A
hold
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T/e HR Researc/ %rocess
A &eear/h Dei0n i the frame-ork or plan for a tudy -hi/h i ued a a 0uide in
/olle/tin0 and analy@in0 the data /olle/ted. It i the blue print that i follo-ed in
/ompletin0 the tudy. 7he bai/ ob2e/tive of reear/h /annot be attained -ithout a
proper reear/h dei0n. It pe/ifie the method and pro/edure for a/;uirin0 the
information needed to /ondu/t the reear/h effe/tively. It i the overall operational
pattern of the pro2e/t that tipulate -hat information need to be /olle/ted, from
-hi/h our/e and by -hat method.
A H& reear/h i a ytemi/ and formali@ed pro/e, it follo- a /ertain e;uen/e
of reear/h a/tion. 7he marketin0 pro/e ha the follo-in0 tepC
• Jormulatin0 the problem
• $5ploration of the ituation
• Developin0 ob2e/tive of the reear/h
• Dei0nin0 an effe/tive reear/h plan
• Data /olle/tion te/hni;ue
• Analyi of the /olle/ted data
• $valuatin0 the data and preparin0 a reear/h report
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r3aniGation Structure
ork throu0h many /hannel marketin0, human reour/e, finan/e, information
te/hnolo0y,
Marketin0 -in0 i divided in to =
) DIR"#T SAL"S !R#" N Have t-o tired alaried advier for/e to tar0et
the lar0e and divere !harti Airtel /utomer bae.
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Direct Sa1es !orce
HM N Head of Marketin0
OSM N Oonal Sale Mana0er
&SM N &e0ional Sale Mana0er
A&SM N Ao/iate &e0ional Sale Mana0er
AAM N Ao/iate Area Mana0er
SM N Sale Mana0er
J N Jinan/ial ffi/er
J$ N Jinan/ial $5e/utive
29
HOM
ZSM
RSM
ARSM
AAM
SR.SM
SM SM-G SM-D
FO FO-G FO-D
FE FE-G FE-D
FA
SM
AM
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A3ency Structure
MA N A0en/y Mana0er
!SM N !ran/h Sale Man0er
30
A3ency Head
RS$
ARS$
BS$
$A
Ad9isor
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Human Resource Structure
&H& N &e0ional H&
!DH& N !ran/h Development H&
31
Head HR
Organization
Development
Compensation
Benefit
Recruitment
Staffing
Dypt.
Head
HR
BDHR (10-12)
HR
Executive
RHR WEST RHR SOUTHRHR NORTHRHR EAST
BDHR (10-12) BDHR (10-12) BDHR (10-12)
HR
Executive
HR
Executive
HR
Executive
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&$S$A&%H
M$7HD3G4
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TYPES OF DATA
DATA #LL"#TIN
After the reear/h methodolo0y, reear/h problem in H& ha been identified and
ele/ted the ne5t tep i to 0ather the re;uiite data. 7here are t-o type of data
/olle/tion method N primary data and e/ondary data.
•
%rimary data co11ection met/od for obervin0 -orkin0 of /ompany andapproa/hin0 variou peron of the H& Department and akin0 them
;uetion and note -ritten do-n -hile obervin0 and aitin0 H& peron
in their -ork.
• Secondary data co11ection met/od -a ued by referrin0 to /ompany
re/ord, file, and 2ournal, broa/her variou -ebite, book, ma0a@ine,
2ournal and daily ne-paper for /olle/tin0 information re0ardin0 pro2e/t
under tudy.
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Recruitment and Se1ection %o1icy
%urpose
7o hire the ri0ht /andidate for the ri0ht 2ob -ith the ri0ht kill et, -ithin the
a0reed time period, at optimum /ot -hile follo-in0 pro/ee and /omplyin0 -ith
frame -ork to-ard providin0 e;ual opportunity to appli/ant baed on merit.
%o1icy
Deliverin0 the total reour/e re;uirement i the firt tep in the taffin0 pro/e and
/ompriin0 of the follo-in0 tepC
) !aed on the buine plan for the /ompany, fun/tion -ie head/ount tren0th
re;uired -ill be /al/ulated for ea/h ;uarter year, by the repe/tive %$. n/e
approved by the %1 and %37. 7hen thi -ould be buine operatin0 plan.
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7hi pro/e involve identifi/ation of a/tual number of va/an/ie and kind of
va/an/ie, ettin0 the tar0et of total number of peron to be re/ruited in parti/ular
department.
Jo0 ana1ysis&
Settin0 up the pre/ribed ;ualifi/ation, -ork kill, and e5perien/e for parti/ular 2ob
or pot in a parti/ular department.
Sourcin3 strate3y&
- Internal our/in0= it may be promotin0 e5itin0 employee to upper pot, or
may be ele/tin0 the /andidate of employee referen/e.
- $5ternal our/in0=it involve the ele/tin0 /andidate from pla/ement
a0en/ie, private /onultan/ie, employee e5/han0e.
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Re593t:ent Po5ess
HIRIN4 N"6 %SITINS (BUD4"TIN4.
!or a11 p1aned positions Resource Re2uest !orm (RR!. Fi11 0e raised 0y t/e /irin3
mana3er and set to HR7
Hirin3 neF positions (non 0ud3eted.
!or any non 0ud3eted recruitment t/at is o9er and a0o9e t/e perationa1 p1an appro9a1
from #" is re2uired7
Resource re2uest form Fi11 0e raised 0y t/e /irin3 mana3er and set to HR after t/e
re2uired appro9a1s7
Hirin3 a3ainst t/e rep1acement &
T/e same process is re2uired for /irin3 neF position t/at are 0ud3eted needs to 0e fo11oFed
for /irin3 a3ainst a rep1acement7
Hirin3 1ead time &
T/e norma1 1ead time to fi11 up a re2uirement a3ainst t/e RR! is > Fee;s (-. days7 T/is is
ca1cu1ated from t/e date of receipt of RR! 0y HR Fit/ due appro9a1s to t/e date se1ected
candidate @oint B/arti AXA Life insurance company 1td7
Re/ire &
B/arti AXA 1ife insurance company 1td7 A11oFs re/irin3 of e emp1oyees su0@ected to
a9ai1a0i1ity of suita01e 9acancyKopenin3 and past performance of t/e emp1oyee7
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Sele5t3on 1o5ess
!harti=A5a 3ife Inuran/e %ompany ha different fun/tion. So it re;uired
different eli0ibility /riteria for ele/tion of the /andidate.
!harti=A5a take /are of intervie- a -ell a take /are of the payroll of ele/ted
/andidate a it believe in permanent re/ruitment only.
7he Aement ($valuation heet) i ued at !harti=A5a to ae the /andidate,
-ho /ame for the intervie-.
7he intervie- done -ith repe/t to
• Qualifi/ation
• %ommuni/ation kill
• $5perien/e
• 9ob kno-led0e and peronality
• Detail of /urrent alary and /urrent employer
Recruitment Trac;ers
7he tra/ker i a tool to find out the tatu of line=up done by the /onultant, peronal our/in0 by Human &eour/e Department, $mployee referen/e and -alk=
in -ith repe/t to name of /andidate lined up.
It i ent to H& (&) of the /ompany after every E day.
Ad9anta3es
.It 0ive firm databae for the uer.
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a% e&nin$ the 'o( description) a 'o( description is a list o" $eneraltas!s *or "unction and responsi(ilities o" position.
(% +creenin$ o" resumes) once the candidates are outsourced the,are called as "or a screenin$ round #here HR assesses thecandidates in areas o" interpersonal s!ills* communication s!illsand $eneral attitude o" candidates as a #hole.
SAT ;Sales A1t3t96e Test<
ptitude test is the net part o" the process. it consist o" threesection. /t is usuall= done to chec! candidates lo$ical reasonin$ s!ills* anal,tical thin!in$ and decision ma!in$.
art 1
ecision ma!in$) (ac!$round is $ien and on that (asis the, haeto sole. his is to chec! the candidates decision ma!in$ po#eras #ell as ho# the, handle in certain situation.
art 2
o$ical Reasonin$) /n this section reasonin$ a(ilit, o" thecandidates is (ein$ tested #here the, hae to opt the most
"easi(le option.
art 3
umerical (ilit,) /n the last section numerical a(ilit, o" thecandidates is tested.
andidates #ho hae uali&ed the test is short listed "or personalinterie# to respectie "unction hi$her authorit,%.
/nterie#s are ta!en (, the respectie "unctions mana$er and the(est candidates are selected as per the reuirements andperception.
he "unction reportin$ mana$er then in"orms the HR as to #hichcandidates are selected. Here ne$otiation o" the salar, is (ein$
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discussed and i" he "eel com"orta(le to the said amount he(ecomes the part o" harti- a.
Co:1let3n4 fo:al3t3es b= HR se5t3on
:or completion o" "ormalities candidates has to &ll up the"ollo#in$ t#o !its.
1 re'oinin$ !its)his is done to release the o;er letter #herecandidates has to su(mit the "ollo#in$ details
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!o3n3n4 >3ts
s soon as the o;er letter is (ein$ release the &nal process o" 'oinin$ "ormalities is 'oinin$ !its.
1.etter o" appointment and acceptance "rom the candidates 2.ssociate manual
3.: :orm
4. / declaration
5.6 passport si@e photo$raph
6.10th* 12th $raduation certi&cates and mar! sheetsphotocop,Aori$inal%
7.ddress proo"
8.irth proo"
9. card>riin$ licence
10.irth details o" the "amil, mem(ers
11.lood $roup o" the applicant
he documents cited a(oe are to (e dul, si$ned and handedoer to hartia i"e /nsurance ompan,
Basic norms&
Qualification N minimum 0raduation
For fresher hiring N * and above in all e5am tartin0 from the /la th for any
/han0e modifi/ation in per/enta0e re;uirement pe/ial approval -ould be
re;uired from H&.
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&eferen/e /he/k = $5ternal referen/e (minimum
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42
Acceptance Of Resume
Walk-in HR Consultancy Reference
Call for Interview
DSF Agency BancaAssurance
HR Screening HR Screening HR Screening
*(SM) Sales
Interview
*(BSM) Sales
Interview
*(ARM) Sales
Interview
3rd Round Area Manager *(ARSM)
1st Round
2nd Round
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"8ALUATIN !R$ &
T/e form F/ic/ is to 0e fi11ed 0y inter9ieFers: F/ic/ contains t/e remar;s
3i9en 0y t/em to t/e candidates on 9arious criteria suc/ as pre9ious
eperience: confidence 1e9e1: communication s;i11: persona1ity: etc7
Jo0 eperience of on1y 0an;in3: financia1 ser9ices: insurance: retai1: !$#4:
p/armacy: te1ecom: direct se11in3: is counted7
T/is form is to 0e fi11ed 0y 1ine mana3er (inter9ieFer.: and /e /as to si3n t/at
form Fit/ date7
T/en inter9ieFer @ud3es t/e candidate Fit/ o9era11 ratin3
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%R#"SS T 4"N"RAT" TH" !!"R L"TT"R
After the intervie- hort lited /andidate are aked to ubmit follo-in0
do/umentC
) A /opy of reume
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Second step&
%andidate ha to i0n and a//ept the offer letter and /opy of hi offer letter ha ubmitted to H&,
and one /opy he /an retain -ith him.
n the date of 2oinin0 /andidate are re;uired to ubmit remainin0 do/ument.
) All edu/ational detail
(th,
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Su/h trainin0 pro0ram in/ludeC
- %ompany kno-led0e- 'orm and eti;uette of the /ompany.- #rodu/t kno-led0e.
#ampus recruitment process&
• #la/ement /oordinator to approa/h H& mana0er.
• H& Mana0er to fill the repone form if intereted.
• Area mana0er and H& mana0er viit intitute for re/ruitment, durin0 /ampu pla/ement.
• 7here i no ale intervie- durin0 /ampu, 2ut H& and Area mana0er /ondu/t intervie-
at on/e and ele/t the /andidate.
• &emainin0 pro/edure for re/ruitment i ame.
Generally there are three round for the /andidate to /ra/k the ele/tion pro/edure, but here
there i 2ut one intervie-.
%ompany 0enerally prefer the /ampu re/ruitment be/aue C
) %ompany /an /ut do-n the /ommiion of pla/ement /onultan/y.
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/) %onultan/y
d) Headhuntin0
e) Internal referen/e
f) %ampu
Inrepretation out of ampleC
R++ people referrin0 /onultan/y i 0ood our/e for 0ettin0 0ood profile.
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InterpretationC
R people ayin0 /onverion ratio at !A3 i !elo- E.
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InterpretationC
R " people ayin0 that our or0ani@ation i plannin0 the &e/ruitment
#oli/y.
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a) Same day
b) !et-een < and day.
/) Above day.
Interpretation
R
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E) hi/h are the ma2or e/tor !HA&7I A1A 3IJ$ I'S8&A'%$
tar0et for hirin0P
a) !JSI
b) 'on !JSI
/) 'one of the Above
Interpretation C=
R "E people ayin0 our ma2or e/tor i !JSI .
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*) hat /riteriaB do you /onider -hile /reenin0 a profileP
• A0e
• Qualifi/ation
• ork $5perien/e
• &eferen/e if any
Interpretation C=
R people ayin0 -hile /reenin0 a profile, A0e i our ma2or /onideration.
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"R E people ayin0 -hile /reenin0 a profile, ork $5perien/e i our ma2or
/onideration.
+) hat i the per/enta0e of /andidate -ho /lear the Aptitude 7etP
a) !et-een and E
b) !et-een E and
/) Above
Interpretation C=
R people ayin0 the per/enta0e of /andidate -ho /lear theaptitude tet i !et-een and E .
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R
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R %ompanie ayin0 our evaluation of %andidate i baed on Salary
'e0otiation.
) hat i the per/enta0e of abort level (De/line) of /andidate -ho ha
been offered by youP
a) !elo-
b) !et-een
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"R " people ayin0 the reaon for /andidate -ho donBt 2oin i 'o reaon /ommuni/ated.
) Do you think the preent &e/ruitment #oli/y i helpful in a/hievin0
the Goal of the %ompanyP
a) 4$S.
b) '.
/) 7 SM$ $17$'7
Interpretation C=
R " people ayin0 our &e/ruitment #oli/y i helpful in a/hievin0 our
Goal.
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Resea58 Anal=s3s
!harti A1A re/ruited ma5imum /andidate from the pla/ement /onultan/ie proportion
of -alk In and employee referral /andidate i very mall.
$5perien/ed /andidate (from the ame field) -ere 0iven preferen/e, rather than freher,
but the pot for -hi/h the /andidate i to be re/ruited -a alo makin0 differen/e.
Intervie- pro/edure i bit len0thy, intead of havin0 three different round by three different
peron it /an be a in0le panel intervie- three u/h peron. Hen/e -e /an ave time and /an
make -orkin0 bit fater.
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LI$ITATINSC
• r0ani@ation did not di/loe full information.
• Data /olle/ted in thi field are not uffi/ient
• 7ime limitation
• Some of the repondent -ere not forth/omin0 -ith
information a they thou0ht it to be a -ate of time.
• %onvenien/e amplin0 ha been ued, o the data may not be of that ;uality level a obtained by /omplete
enumeration.
• &epondentB la/k of time to 0ive information and their
/aual attitude -a a bi0 hindran/e in the tudy
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Conclusion
7he ob2e/tive of the pro2e/t of tudyin0 the 6&e/ruitment : Sele/tion #ro/e> ha been
a/hieved durin0 the /oure of time. It -a found that the re/ruitment and ele/tion pro/e of
!harti A1A i effi/ient and effe/tive in re/ruitment of the Jinan/ial $5e/utive, Jinan/ial ffi/er,
and A0en/y Mana0er et/.
7he entire pro/e i /ru/ial and of vital importan/e for the re/ruitment of /andidate.
It -a alo found that pla/ement a0en/ie are the preferred our/e of re/ruitment in !harti A1A.
Annexure) Intervie- evaluation form
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Inte?3e@ E?al9at3on "o:
O7e C8e5>l3st
O7e C8e5>l3st
Na:e of t8e E:1lo=ee &
Des34nat3on &
Re9est fo O7e "o:
CV
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Inte?3e@ E?al9at3on "o:
Refeen5e C8e5> "o: B ;2nos<
CTC Deta3ls Sala= Sl31
Ta5>e U16ate
CV DatabaseTa5>e
MIS Ta5>e
MPo@e Conta5t I6.
O7e %ette No.
RR" No.
Do59:ent Ma6e b= Do59:ent C8e5>e6 b=
%o5at3on &
DO! &
E B Co6e &
Refeen5e C8e5> "o:
:B>HRR>07>03>1
EMPLOYMENT REFERENCE CHECK
Applicant’s Name:
Department & Functin:
Psitin Applie! Fr:
Lcatin
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Ref Check done with: Currently with:
Duration of professional acquaintance:
Nature of acquaintance:
Name of the Company:
What are the key professional accomplishments of the applicant, according to your
knowledge of the person?
In your opinion, what is the applicants significant strength? !"lease highlight#
$ow would you rate his%her professional and personal competencies for the position applied for?
What do you think are the areas of impro&ement for the applicant?
'ny other information, which you would like to share, that will help us in taking a
decision to employ the applicant
In your &iew, what do you think was the reason of his%her lea&ing the (o)?
Would you consider re*employing this person? If not, why?
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$ow would you rate the applicant on:
Interpersonal relations + ow -ed $igh
a)ility to work in team
Integrity ow -ed $igh
Name & "i#nature: Date:
E:1lo=ee Refeal "o:
EMP%OYEE RE"ERRA% "ORM
N'-. ////////////////////////// Date/////////////////
.C0D. ////////////////////////// D01 /////////////////
I am referring !please fill all information#
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Name ///////////////////////////// "hone No2://///////////////
"osition 'pplied 3or///////////////////// Current 0rgani4ation/////////////////
Current Designation //////////////////////
"lease comment on the following for your referral:
"i#ni$icant "tren#t%s *
///////////////////////////////////////////////////////
Pr$essinal & Persnal Cmpetencies *
////////////////////////////////////////
Areas $ mpr'ement *
//////////////////////////////////////////////////////
I understand that:
If I am the first to refer this person and he%she is hired, I will recei&e this employee referral)onus5
3or all entry le&el sales positions at .6ecuti&e and 7enior .6ecuti&e
le&el !3., 30, -0', 7- etc# across all sales channels, a one*time payout is madethrough payroll after the new (oinee completes 8 months with 9harti*'' ife
3or all other positions, a one*time payout is made through payroll after
the new (oinee completes ; months with 9harti*'' ife
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7ignature///////////////////////////////
$uman Resources >se 0nly:
Date Recei&ed/////////////////////////// Resume 7hortlisted: es C No C
Inter&iew Date /////////////////////////// 7tatus: 7elected % Re(ected %
$old:
If 7elected, Date of $iring //////////////////
'ppro&ed for "ayment //////////////////////!es % No#
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O7e %ette
67
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Bibliography
• Reference to a 0oo; C
•
&.S. D-ivedi, Mana0in0 human reour/e #eronnel mana0ement, <
nd
edition.• K. Ah-athapa, Human reour/e and peronal mana0ement.
• Reference to 6e0sitesC
- ---.bharti=a5alife./om - ---.avivaindia./om
- ---.0oo0le./o.in - ---.irda.or0.in
• t/er
!harti A1A manual.
68
http://www.bharti-axalife.com/http://www.avivaindia.com/http://www.google.co.in/http://www.irda.org.in/http://www.bharti-axalife.com/http://www.avivaindia.com/http://www.google.co.in/http://www.irda.org.in/
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han!
Dou
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