A

RESEARCH REPORT
ON
A COMPARATIVE STUDY OF RECRUITMENT & SELECTION PROCESS IN

(SUBMITTED FOR PARTIAL FULLFILMENT OF MBA DEGREE)

MASTER OF BUSINESS ADMINISTRATION

SESSION 2018-2020

SUBMITTED TO: SUBMITTED BY:

Ms. MEENAKASHI SHARMA SUNDARAM SINGH
(Assistant Professor) Roll No. 1838470044
(SHEAT, VARANASI) MBA 4 SEMESTER

SHEAT COLLEGE OF ENGINEERING & MANAGEMENT,

BABATPUR, VARANASI

AFFILIATED TO AKTU, LUCKNOW

1
 PREFACE

I am the student of MBA programme. It is necessary to have the knowledge and

managing skills of the business. I gain theoretical knowledge in college but are not enough for
development, but also to have the practical knowledge.

This report has all information hich starts from the origin to until the date. It helps in
better developing of knowledge about industrial management.

The main object of preparing this report is to develop the skill, practical knowledge about
industrial attitude and ability to perform specified job in industrial in systematic and modern
way.

What follows is a comprehensive analysis of the Company made possible due to joint of
our professors and a of us.

2
 DECLARATION

Mr. SUNDARAM SINGH, Roll No. 1838470044, a ful time bonafide student of Master
in Business Administration (MBA) programme of SHEAT College of Engineering &Management
Babatpur, Varanasi. I hereby certify that this Research report work carried out by him, Varanasi.
The report submitted in partial fulfillment of the requirements of the programme is an original
work of him under the guidance of Ms. Meenakashi Sharma.

___________________

Signature of candidate

MBA Date:

Roll No: 1838470044 Place: Varanasi

ACKNOWLEDGEMENT

3
“Gratitude is the hardest of emotions to express and one often does not find adequate words to
convey what one feels and trying to express it”

The present project file is an amalgamated of various thoughts and experiences .The successful
completion of this project report would have not been possible without the help and guidance of
number of people and specially to my project guide .I take this opportunity to thank all those who
have directly and indirectly inspired, directed and helped me towards successful completion of this
project report.

I am also immensely indebted to my project guide, Ms Meenakashi Sharma, for her illumining
observation, encouraging suggestions and constructive criticisms, which have helped me in
completing this research project successfully.

I also acknowledge with deep sense of gratitude and wholeheartedness to several other people who
also deserve much more than a mere acknowledgement for their exemplary help and cooperation
intended to me by them.

CONTENTS
Page no

4
CHAPTER-I 6-18

 INTRODUCTION

 OBJECTIVES OF THE STUDY

 COMPANY PROFILE

CHAPTER-2 19-39
RECRUITMENT AND SELECTION CONCEPTS

CHAPTER-3 40-44
 RESEARCH MEDHEDOLOGY
CHAPTER-4 45-61

 DATA ANALYSIS & INTERPRETATION `

CHAPTER-5 62-65
 FINDINGS & CONCLUSION

CHAPTER-6 66-68

 SUGGESTIONS

 LIMITATION

 BIBLIOGRAPHY 69

 ANNEXURES 70-73

5
CHAPTER-1

INTRODUCTION

6
 INTRODUCTION

This project is a study on the recruitment and selection practices followed in HDFC LIFE
INSURANCE. Since today the successful organizations are those who like to grow their
Human resources and build on their talent this project was chosen. Considering the fact
the Human resources function begins with a healthy recruitment process, which ensures
good efficiency and performance of the organization.

The project proceeds in a systematic manner.

It begins by defining the concepts involved in the recruitment and selection process by
any organization.

This is followed by overview of the Indian industry, pertaining to recruitment and selection
retention strategies, with inputs about the trends in the west.

The rationale to the study and the research methodology adopted is the defined.

The results of the survey are then analyzed and discussed for the company.

The limitations are given to towards the end followed by conclusion.

7
 Objective of the study

1. To study the concept of recruitment and selection process.

2. To understand the factors influencing about HDFC LIFE INSURANCE Employees.

8
COMPANY PROFILE

9
HDFC Life Insurance Company Limited (Formerly HDFC Standard Life Insurance
Company Limited) ('HDFC Life' / ‘Company’) is a joint venture between HDFC Ltd., one
of India’s leading housing finance institution and Standard Life Aberdeen, a global
investment company.

Established in 2000, HDFC Life is a leading long-term life insurance solutions provider in
India, offering a range of individual and group insurance solutions that meet various
customer needs such as Protection, Pension, Savings, Investment, Annuity and Health. As
on March 31, 2020 the Company had 37 individual and 11 group products in its portfolio,
along with 6 optional rider benefits, catering to a diverse range of customer needs.

HDFC Life continues to benefit from its presence across the country with 421 branches
and additional distribution touchpoints through several partnerships. The partnerships
comprise 270 bancassurance partners including NBFCs (Non-Life Insuranceing Financial
Companies), MFIs (Micro Finance Institutions), SFBs (Small Finance Life Insurances),
etc. and more than 40 new ecosystem partners. The Company is also strengthened by a
strong base of financial consultants.

In Fiscal 2012, The Company established a wholly-owned subsidiary, HDFC Pension

Management Company Ltd., to operate its pension fund business under the National
Pension Scheme (NPS). And in Fiscal 2016, the Company established its first international
wholly-owned subsidiary in the UAE, HDFC International Life and Re Company Ltd., to
operate its reinsurance business.

10
 Vision & Values
Values are the most critical elements that reflect the conduct of an organisation. Below is our vision and
our values, the pillars that support the success of HDFC Life.

Vision
One of the most successful and admired life insurance company, which means that we are
the one of the most trusted company, the easiest to deal with, offer the best value for money
and set the standards in the industry.
'The most obvious choice for all'.

Values
Our vision and values that we observe at work

1. Excellence
2. People Engagement
3. Integrity
4. Customer Centricity
5. Collaboration

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 MANAGEMENT PROFILE

Board of Directors

Mr. Deepak S Parekh

Non-Executive Chairman
Mr. Deepak Parekh is a Nominee Director and the Chairman of our Company. He has been on our
Board since August 2000. He is also the chairman of our Promoter i.e., HDFC. Mr. Parekh is an
associate of the Institute of Chartered Accountants of England and Wales. He is a on the board of
several leading corporations across diverse sectors. He is the non-executive chairman of Siemens
Limited, GlaxoSmithkline Pharmaceuticals Limited and BAE Systems India (Services) Private
Limited. He is also on the boards of Indian Hotels Company Limited and Bangalore International
Airport Limited (BIAL). Mr. Parekh has won several awards, which includes Padma Bhushan
conferred by Government of India in 2006, ‘Bundesverdienstkreuz’, which is Germany’s Cross of
the Order of Merit, being one of the highest distinction by the Federal Republic of Germany, in
2014, “Knight in the Order of the Legion of Honour”, one of the highest distinction by the French
Republic, in 2010 and he was also the first international recipient of the Outstanding Achievement
Award by Institute of Chartered Accountants in England and Wales, in 2010.



Mr. Keki M Mistry

Non-Executive Director
Mr. Keki Mistry is a Nominee Director of our Company. He has been on our Board since
December 20, 2000. He is also the vice chairman and chief executive officer of our Promoter
i.e., HDFC. He is a Fellow of the Institute of Chartered Accountants of India. Mr. Mistry

12
 joined HDFC in 1981. He was appointed as the executive director of HDFC in 1993, as the
deputy managing director in 1999 and as the managing director in 2000. He was re-designated
as the vice chairman and managing director of HDFC in October 2007 and as the vice
chairman and chief executive officer, with effect from January 1, 2010.Some of Mr. Mistry's
recent recognitions include, being awarded “Best Independent Director Award 2014” by
Asian Centre for Corporate Governance & Sustainability, the Best CEO Financial Services
(Large Companies) 2014 by Business Today magazine, honored with the “CA Business
Achiever of the year” award in the Financial Sector by the Institute of Chartered Accountants
of India (ICAI) in 2011, CNBC TV18's - CFO of the Year for 2008. Mr. Mistry is the
chairman of the of CII National Council on Corporate Governance and a member of the
Committee on Corporate Governance set up by the Securities and Exchange Board of India.

Management Team
Our management team comprises of reputed members of the financial industry, who promote
high integrity in business practices.
Under their leadership HDFC Life has consistently focused on setting benchmarks in all aspect
of insurance business.

Ms. Vibha Padalkar

13
 Mr. Suresh Badami

Mr. Niraj Shah

Mr. Parvez Mulla

14
 Mr. Prasun Gajri

Mr. Srinivasan Parthasarathy

Mr. Pankaj Gupta

15
 Mr. Sanjay Vij

Mr. Vibhash Naik

16
CHAPTER-2

RECRUITMENT AND SELECTION

PROCESS

17
 CONCEPT – RECRUITMENT & SELECTION

RECRUITMENT–Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME.

Recruitment is a process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applications are submitted.
The result is a pool of applications from which new employees are selected.

Recruitment is an important part of an organization’s human resource planning and their

competitive strength. HRP helps determine the number and type of people an
organization needs. Job Analysis and Job Design specify the tasks and duties of jobs and
the qualifications expected from prospective jobholders.

Human Determine Job

Recruitment and Analysis
Resource
Selection needs
Planning

HR Planning is the process (including Job analysis may be understood as a

forecasting, developing and process of studying and collecting
controlling)by which a firm ensures that information relating to the operations
it has the right number of people and the and responsibilities of a specific job. The
right kind of people at the right time immediate products of this analysis are
doing work for which they are job descriptions and job specification.
economically most useful.

Job Description:Job descripti

on is a simple, concisely written statement explaining the contents and essential

needs of a job and a summary of the duties to be performed. It gives a precise

18
picture of features of each job in terms of task contents and occupational
requirements.

Job Specification: Job specification is a statement of the minimum acceptable

human qualities necessary to perform a job satisfactorily. It translate the job
description into terms of the human qualifications which are required for a
successful performance of a job.

FEATURES

 Recruitment is a process or a series of activities rather than a single act or

event.

 Recruitment is a linking activity as it brings together those with jobs

(Recruiter) and those seeking jobs (prospective employees).

 Recruitment is a positive function as it seeks to develop a pool of eligible

persons from which most suitable ones can be selected.

 Recruitment is an important function as it makes it possible to acquire the

number and type of persons necessary for continued function of the
organization.

 Recruitment is a pervasive function.

 Recruitment is a two way process-recruiter chooses whom to recruit,

prospective employee chooses where to apply

 Recruitment is a complex job as many factors affect it, e.g. image of the
organization, nature of jobs offered, organizational policies etc.

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RECRUITMENT NEEDS ARE OF THREE TYPES

 Planned:
i.e. the needs arising from changes in organization and retirement policy.
 Anticipated:
Anticipated needs are those movements in personnel, which an organization can
predict by studying trends in internal and external environment.
 Unexpected:
Resignation, deaths, accidents, illness give rise to unexpected needs.

PURPOSE AND IMPORTANCE OF RECRUITMENT

 Attract and encourage more and more candidates to apply in the organization.
 Create a talent pool of candidates to enable the selection of best candidates for the
organization.
 Determine present and future requirements of the organization in conjunction with
its personnel planning and job analysis activities.
 Recruitment is the process which links the employers with the employees.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants.
 Help reduce the probability that job applicants once recruited and selected will leave
the organization only after a short period of time.
 Meet the organizations legal and social obligations regarding the composition of its
workforce.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.

20
  Increase organization and individual effectiveness of various recruiting techniques
and sources for all types of job applicants.
RECRUITMENT PROCESS Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the interviews and requires many
resources and time.

A general recruitment process is as follows:

1) Identify vacancy
2) Prepare job description and person specification
3) Advertising the vacancy
4) Managing the response
5) Short-listing
6) Arrange interviews
7) Conducting interview and decision making

Personnel Job Employee

To
Planning Analysis Requisition
Selection

Job Recruitment Searching Applicant Screening Potential

Planning Activation
Vacancies Pool Hires
- Numbers “Selling”

- Types - Message

Strategy
Development
Applicant Evaluation
- Where
Population And Control
- How
21
- When
 Recruitment Process

FACTORS AFFECTING RECRUITMENT : Recruitment is naturally subject to influence of

several factors. These include external as well internal forces.

Internal Factors External Factors

RECRUITMENT
 Recruitment Policy  Supply and demand
 HRP  Unemployment rate
 Size of the firm  Labor market
 Cost  Political- Social
 Growth and Expansion  Image
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 to fill a position are known as the INTERNAL
SOURCES of recruitment.
 Recruitment candidates from all the other sources are known as the EXTERNAL
SOURCES of recruitment.

SOURCES OF RECRUITMENT

Internal Sources External Sources

 Transfers  Press Advertisement

 Promotions  Educational Institutes
 Upgrading  Placement Agencies /
 Demotion Outsourcing
 Retired Employees  Employment Exchanges
 Retrenched Employees  Labor Contractors
 Dependents and relatives of  Unsolicited applications
22
deceased employees  Employee Referrals
 Recruitment at factory gate
 COMPARATIVE ADVANTAGES AND DISADVANTAGES OF RECRUITMENT SOURCES

Advantages Disadvantages

INTERNAL RECRUITMENT

It perpetuates the old concept of doing

1. It is less costly.
things.

Candidates are already oriented towards

2. It abets raiding.
organization.

Organizations have better knowledge

3. Candidate’s current work may be affected.
about the internal candidates.

Enhancement of employee morale and

4. Politics play greater role.
motivation.

5. Good performance is rewarded. Morale problem for those not promoted.

EXTERNAL RECRUITMENT

Better morale and motivation associated

Benefits of new skills, new talents and
1. with internal recruiting is denied to the
new experiences to organizations.
organization.

Compliance with reservation policy

2. It is costly.
becomes easy.

Scope for resentment, jealousies and Chances of creeping in false positive and
3.
heartburn are avoided. false negative errors.

Adjustment of new employees to the

4. It could help in injection of fresh blood.
organizational culture takes longer time.

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RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment:

 Outsourcing
In India, the HR processes are being outsourced from more than a decade now. A
company may draw required personnel from outsourcing firms. The outsourcing firms
help the organization by the initial screening of the candidates according to the needs of
the organization and creating a suitable pool of talent for the final selection by the
organization. Outsourcing firms develop their human resource pool by employing people
for them and make available personnel to various companies as per their needs. In turn,
the outsourcing firms or the intermediaries charge the organizations for their services.
Poaching / Raiding
“Buying talent” (rather than developing it) is the latest mantra being followed by the
organizations today. Poaching means employing a competent and experienced person
already working with another reputed company in the same or different industry; the
organization might be a competitor in the industry.

E-Recruitment
Many big organizations use Internet as a source of recruitment. E- recruitment is the use
of technology to assist the recruitment process. They advertise job vacancies through
worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through
e mail using the Internet.

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CONCEPT - SELECTION

It is the process of differentiating between applicants in order to identify and hire

those with a greater likelihood of success in a job.

Once the recruiting effort has developed a pool of candidates, the next step in the HRM
process is to determine who is best qualified for the job. This step is called the selection
process. The enterprise decides whether to make a job offer and how attractive the offer
should be. The job candidate decides whether the enterprise and the job offer fit his or
her needs and personal goals. The process also seeks to predict which applicants will be
successful if hired. Success, in this case, means performing well on the criteria the
enterprise uses to evaluate employees.

OUTCOMES OF THE SELECTION DECISION

Selection Decision

Accept Reject
Job Performance

Unsuccessful Successful

Correct Decision Reject Error

Accept Error Correct Decision

Correct Selection Decisions are those where the candidate was predicted to be successful
in advance and prove to be successful on the job. At times the applicant is predicted to
be unsuccessful and, as expected, performs unsatisfactorily after getting selected. While

25
in the first case, the worker is successfully accepted; in the later the worker is successfully
rejected.

Errors arise when we reject a candidate who would have performed successfully on the
job. This is termed as reject error. In certain situations a worker is accepted ultimately
and performs unsatisfactorily. This is called accept error.

SELECTION PROCESS

Selection is a long process, commencing from the preliminary interview of the applicants
and ending with the contract of employment.

26
SELECTION PROCESS

27
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION

Difference between Recruitment and Selection

S.No. Recruitment Selection

Recruitment is the process of Selection involves the series of steps by

searching the candidates for which the candidates are screened for
1
employment and stimulating them to choosing the most suitable persons for
apply for jobs in the organization. vacant posts.

The basic purpose of recruitments is to

create a talent pool of candidates to The basic purpose of selection process
enable the selection of best candidates is to choose the right candidate to fill
2
for the organization, by attracting the various positions in the
more and more employees to apply in organization.
the organization.

Recruitment is a positive process i.e. Selection is a negative process as it

3 encouraging more and more involves rejection of the unsuitable
employees to apply. candidates.

Selection is concerned with selecting

Recruitment is concerned with tapping
4 the most suitable candidate through
the sources of human resources.
various interviews and tests.

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 Selection results in a contract of service
There is no contract of recruitment
5 between the employer and the selected
established in recruitment.
employee.

HUMAN RESOURCE DEVELOPMENT

Human Resources Development (HRD) as a theory is a framework for the expansion of human
capital within an organization through the development of both the organization and the
individual to achieve performance improvement. Adam Smith states, “The capacities of
individuals depended on their access to education” . The same statement applies to organizations
themselves, but it requires a much broader field to cover both areas.

Human Resource Development is the integrated use of training, organization, and career
development efforts to improve individual, group and organizational effectiveness. HRD develops
the key competencies that enable individuals in organizations to perform current and future jobs
through planned learning activities. Groups within organizations use HRD to initiate and manage
change. Also, HRD ensures a match between individual and organizational needs.

ROLE OF HRD IN HDFC LIFE INSURANCE

FACILITATION
 Nurturing the future

 Strategic interventions for organisational growth

FUNCTIONAL
 Identifying skill gap

 Designing training interventions

 Internal consultant

 Management research, publication and documentation

 Develop the HRD function

29
HRD AT HDFC LIFE INSURANCE

HR DEPARTMENT

Recruitment Training MIS

E-Relations
And And And
Compensation
Selection Development

STRUCTURE OF HR DEPARTMENT:

RECRUITMENT POLICY

Recruitment policy of HDFC LIFE INSURANCE consists of

 Objectives

 Scope

 Sources of recruitment

 Recruitment plan

 Job specifications

 Requisitions

 Mode of selection
30
  Selection committee

 Final selection

RECRUITMENT STRATEGY

Recruitment strategies of the companies are:

 At least 50% of the vacancies occurring during a year at induction level/grades are
filled up through direct recruitment from external sources.

 Recruitment of executives from external sources will be made through open

advertisement in the press.

 Higher managerial grades/positions such as ASSISTANT MANAGER, MANAGER,

SENIOR MANAGER, AGM DGM GM DP AND EXECUTIVE MANAGER are done through
Direct Recruitment.

 Direct recruitment to the following will be centralised and done on all India level
basis at the Corporate Office for the entire company including its Plants/Units .i.e.

 ASST.GENERAL MANAGER, DYP.GENERAL MANAGER,GENERAL MANAGER

,EXECUTIVE MANAGER.

 MANAGEMENT TRAINEES (TECHNICAL AND ADMN.)

 JUNIOR MANAGER

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RECRUITMENT SOURCES OF HDFC LIFE INSURANCE

INTERNAL SOURCES:-

1. PROMOTIONS:-HDFC LIFE INSURANCEpromotes the employees from one department

to another with more benefits and greater responsibility based on efficiency and
experience.

2. EMPLOYEE REFERRALS:- Swastika Invest mart has structured system where the
current employees of the organization refer their friends and relatives for some position
in the organization.

EXTERNAL SOURCES:-

1. PRESS ADVERTISEMENTS:- Advertisements of the vacancy in newspapers and

journals are a widely used source of recruitment.

2.E-RECRUITMENT:- HDFC LIFE INSURANCEuses Internet as a source of recruitment. E-

Recruitment is the use of technology to assist the recruitment process

SKILL SETS REQUIREMENT

As the organization grows the need for professionalism in the organization increases
and so does the pay package.

The requirements have changed in terms of:

 Role
 Profile
 Traits
Even the HR department focus on two areas:
1. Strategic policies planning and implementation
2. Activities to make the work of the people in the organization interesting.

32
There is a personalized position created for each and every individual from the top to the
lowest level in the organization.

 In HDFC LIFE INSURANCEHR Department can be categorized according to the

personalized positions :-
HR

Head
Managerial
Positions
HR and Admin

Manager

Sr. HR Executive

Sr. Level
Positions
Sr. Purchase
Executive
HR AND
ADMIN

HR

Executive

Admin

Executive
Jr. Level
Positions

Store

Executive

Front Desk

Executive
33
RECRUITMENTS FOR MANAGERIAL POSITIONS IN HDFC LIFE INSURANCE

Recruitment for managerial positions is done through interview & written test .

ELIGIBILITY:-

 The educational qualification, experience etc

 Their role in the organization in respect of their position, job responsibility, key areas
of performance.
 The pay structure along with the various facilities offered by the company.

RECRUITMENTS FOR SENIOR AND JUNIOR LEVEL POSITIONS

Main sources of recruitment here are:

 Newspaper Advertisements
 Internal employee reference
 Recruiting IT Management trainees

34
 SELECTION PROCESS IN HDFC LIFE INSURANCE:-

 Initially HR specialists conduct the PRELIMINARY INTERVIEW to eliminate unqualified

job seekers based on the information supplied in their application forms.

 Then HR specialist conducts different types of SELECTION TESTS, depending on the

job to determine the applicant’s ability, aptitude and personality.

SELECTION TESTS

Ability Test This assist in determining how well an individual can

perform tasks related of the job.

Aptitude Test This assist in determining a person’s potential to learn in

a given area.

Personality Test This test is given to measure a prospective employee’s

motivation to function in a particular working

Interest Test This test is used to measure an individual’s activity

preferences.

Medical Test
This test reveals physical fitness of a candidate.

 Then HR specialists conduct the EMPLOYMENT INTERVIEW.

35
 TYPES OF EMPLOYMENT INTERVIEW

1. One-to-one Interview

Candidate Interviewer

2. Sequential Interview

1 2

Candidate Interviewers Candidate Interviewers

36
 3. Panel Interview

Candidate Interviewers

37
CHAPTER-3

Research Methodology

38
 RESEARCH METHODOLOGY:-

The study will be conducted to achieve the aforesaid objectives including

both exploratory and descriptive in nature and involve personal interviews that will be
based on the questionnaire format. A Research Methodology defines the purpose of the
research, how it proceeds, how to measure progress and what constitute success with
respect to the objectives determined for carrying out the research study.

 The research methodology for the present study has been adopted to reflect these
realties and help reach the logical conclusion in an objective and scientific manner.
 The present study contemplated an Exploratory Research.

The appropriate research design formulated is detailed below.

RESEARCH DESIGN: Exploratory Research

A research design is the specification of methods and procedures for acquiring the
information needed to structure or solve the problem. It is the overall operational pattern
or framework of the project that stimulates what information is to be collected from
which source and by what procedure. On the basis of major purpose of our investigation
the EXPLORATORY RESEARCH was found to be most suitable. This kind of research has the
primary objective of development of insights into the problem. It studies the main area
where the problem lies and also tries to evaluate some appropriate courses of action.

39
DATA COLLECTION SOURCES:

Primary data: The data that is collected first hand by someone specifically for the purpose
of facilitating the study is known as primary data. So in this research the data is collected
from respondents through QUESTIONNAIRE.

PRIMARY SOURCES

The data required for the study has been collected from-

QUESTIONNAIRE survey among the officials and employees of HDFC LIFE

INSURANCE

PERSONAL INTERVIEWS with the company representatives regarding

recruitment and selection practices in organization.

Advantages of the Primary data collection method

1 Primary data can be collected from a number of ways.

Primary data is current and it can better give a realistic view to the researcher about
2
the topic under consideration. It provides unbiased information.

3 It is relatively cheap and no prior arrangements are required.

40
Secondary data: Secondary data refer to information gathered by someone other than
the researcher conducting the current study. Such data can be internal or external to the
organization and accessed through the Internet or perusal of recorded or published
information.
Secondary sources of data provide a lot of information for research and problem solving.
Such data are as we have seen mostly qualitative in nature.

SECONDARY SOURCES:

The secondary data has been collected from:

 Internet, websites
 Organizational Reports
 Case Studies
 Business magazines
 Books
 Journals on e-learning Industry.

Advantages to the secondary data collection method

1 It saves time that would otherwise be spent collecting data.

It provides a larger database (usually) than what would be possible to collect on ones
2
own.

41
SAMPLING METHOD

Survey was done by QUESTIONNAIRE method.

SAMPLE AREA
Varanasi

SAMPLE UNIT
Officials and employees of HDFC LIFE INSURANCE

42
CHAPTER-4

“Data Interpretation &

Analysis”

43
 ANALYSIS AND INTERPRETATION OF DATA

1) Is there a well-defined Recruitment Policy in your organization?

S.No. Options No.

Strongly
1 Agree 10
Moderately
2 Agree 9
3 Disagree 1
4 Can't Say 0

CONCLUSION
An organization must have a well-defined recruitment policy corresponding to the
company and vacancy requirements. Existing employees can give a fair feedback on the
suitability of the policy. 50% employees feel that the organization’s recruitment policy
is stronge & well defined. And 45% employee feel that the organization recruitment
policy is moderately agree . Majority of employees feels that policy is well defined which
is a great morale victory on the part of management.

44
Q2) Principle of right man on the right job is strictly followed/a detailed job- analysis
is done prior recruitment?

S.No. Options No.

1 Strongly Agree 9
Moderately
2 Agree 10
3 Disagree 1
4 Can't Say 0

CONCLUSION

Job Analysis is the process of studying and collecting information relating to the
operations and responsibilities of a specific job. The immediate products of this analysis
are job descriptions and job specifications. Recruitment needs to be preceded by job
analysis. The objective of employee hiring is to match the right people with the right jobs.
The objective is too difficult to achieve without having adequate job information.

Responding to detail job analysis prior recruitment, 45 % employees say that the principle
of right man on the right job is strictly followed prior to recruitment.

Job Analysis is useful for overall management of all personnel activities. In present
scenario company should focus on job analysis as around 5% employees believes that
detailed job analysis is not being done prior recruitment which in future affects
performance of new recruit.

45
Q3) Do you think the need for manpower planning is given due consideration in your
organization and the manpower requirement is identified well in advance?

S.No. Options No.

1 Strongly Agree 4
Moderately
2 Agree 8
3 Disagree 2
4 Can't Say 1

CONCLUSION
Human Resource Planning is understood as the process of forecasting an organization’s
future demand for, and supply of, the right type of people in the right number.

27% say that manpower planning is given due importance and manpower requirement is
identified in advance. 13% employees disagree. They think that no due consideration is
given to manpower planning in advance.

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(Q4) Which internal source of recruitment is followed by the company and given more
priority?

S.No. Options No.

Internal
1 Promotion 11
Employee
2 Referral 0
3 Transfer 1
4 Job Posting 3

CONCLUSION

Internal Recruitment seeks applicants for positions from those who are currently
employed. Responding to above asked question, 73% employees tell that company

prefers internal promotion as internal source of recruitments. And rest 20% say that Job
posting is preferred. Majority of employees actually thinks that internal promotion is
given priority and followed by company as internal source of recruitment.

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Q5) Which external source of recruitment is followed by the company and given more
priority?

S.No. Options No.

1 Advertisement 13
2 Online Job Portals 0
3 Consultancy 1
Employment
4 Exchange 1

CONCLUSION

External Sources of recruitment lie outside the organization

87% employees think that Advertisement source is given more priority and 7%
employees tell that consultancy is preferred .

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Q6) Which source of recruitment is relied upon when immediate requirement arises?

S.No. Options No.

1 Internal 9
2 External 6

CONCLUSION

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

Responding to recruitment source question, almost all the employees tell that internal
sources are relied upon when there is any immediate manpower requirement in
company.

Analysis clearly represents that 80% say that internal sources are better to be opted for
immediate opening in organization as company can have sufficient knowledge about the
candidate and it is less costly.

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Q7) Do you think succession planning is done in advance in your organization?

S.No. Options No.

1 Strongly Agree 5
Moderately
2 Agree 4
3 Disagree 4
4 Can't say 2

CONCLUSION

Succession Planning is the process of identifying, developing, and tracking key individuals
so that they may eventually assume top-level positions.

In respond to Succession Planning question, almost 27% employees actually believe that
no succession planning is done in advance in organization.

Only 33% employees think that succession planning is done in advance.

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Q8) The sorting of candidate applications is done by some pre set criteria?

S.No. Options No.

1 Strongly Agree 6
Moderately
2 Agree 6
3 Disagree 1
4 Can't say 2

CONCLUSION

Majority of employees, 40% believe that there is some pre-set criteria according to which
sorting of candidate application is done. 7% feel that sorting is not done by any pre set
criteria. Rest 13% can’t say about it.

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Q9) Which are the parameters on which candidates are evaluated (give ratings out of
10)?

S.No. Options No.

1 Intelligence 4
2 Aptitude 4
3 Skills 5
4 Experienced 10

CONCLUSION

Responding to this question, 22% weightage is given to experience first then second most
weighted parameter is skills then process knowledge and aptitude and lastly attainments
are considered.

Above analysis represents that employees believe that experience and skills are mostly
preferred parameter for evaluating candidates.

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Q10) To identify the employee’s capabilities and aptitude, psychological testing is done.
Do you think it is a useful technique?

S.No. Options No.

1 Strongly Agree 9
Moderately
2 Agree 5
3 Disagree 1
4 Can't say 1

CONCLUSION

Responding to this question, there is approximately same percentage of opposite opinion

of employees regarding psychological testing.

56% of employees believe that to identify employee’s capabilities and aptitude,

psychological testing is done and 6% think that no psychological testing is carried out. 6%
employees can’t give opinion on asked question.

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Q11) what type of interview is taken while selection?

S.No. Options No.

1 Patterned 8
2 Stressed 2
3 Depth 5
4 Others 0

CONCLUSION

The PATTERNED INTERVIEW format has, a structure to it. There is a set of pre-determined
questions that will be asked from each candidate for a position. The STRESS INTERVIEW
is the interview in which the interviewers try to 'discomfort' the candidates in various
ways and observe how they react to various difficult situations. An IN-DEPTH INTERVIEW
is a qualitative research technique that allows person to person discussion. It can lead to
increased insight into people's thoughts, feelings, and behavior on important issues. This
type of interview is often unstructured.

Responding to the type of interview 53% employees think that patterned interviews are
generally taken. 33% employees have the opinion that depth interviews are often used.
Rest believes that stress or any other type of interview is being taken.
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Q12) The view of the concerned department head is given special attention while
selecting the employee of the department?

S.No. Options No.

1 Strongly Agree 6
Moderately
2 Agree 8
3 Disagree 0
4 Can't say 1

CONCLUSION

Above analysis clearly shows that almost all the employees believe that the views of
concerned department head is given special attention while selecting the employee of
the department.

Only 40% employees agree for giving due consideration to concernd departmental head
opinion.

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Q13) Is the physical examination necessary after final interviews?

S.No. Options No.

1 Strongly Agree 9
Moderately
2 Agree 2
3 Disagree 4
4 Can't say 0

CONCLUSION

Most of the employees think that physical examination is necessary after final interview.

27% employees feels that it is not so important and rest 60% employees feel that
physical examination is important.

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Q14) What is the weight age given to the following (out of 100%)?

S.No. Options No.

1 Written Test 55
Group
2 Discussion 15
3 Final Interview 30

CONCLUSION

Responding to this question, maximum weight age is given to Written Test. Group
Discussion is given the least weight age among the three available options.

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Q15) Is Induction as well as a training program conducted after joining of employees?

S.No. Options No.

1 Yes 14
2 No 1

CONCLUSION

Induction is planned introduction of employees to their jobs, their co-workers and the
organization.

Almost all the employees admit that induction as well as training program is conducted
after joining of employees. It is healthy sign for any organization.

7% employees tell that no orientation programme is conducted in company for new

joiners.

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Q16) Do you think the present selection process is feasible for selecting the employees?

S.No. Options No.

1 Strongly Agree 6
Moderately
2 Agree 8
3 Disagree 1
4 Can't say 0

CONCLUSION
Selection is a long process, commencing from the preliminary interview of the applicants
and ending with the contract of employment.

Responding to selection process, 7% employees think that the present selection process
is not feasible for selecting the employees. 40% employees believe that there exists a
feasible and adaptable selection procedure in company.

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CHAPTER-5

“FINDINGS”&
Conclusions

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 FINDINGS

 Internal Promotions and Job Portals are mostly used recruitment source.
 Written test is given weight age during selection process.
 To some extent company has pre set-criteria for sorting the candidate’s applications.
 Concerned departmental head is given special attention while selecting a candidate
of the department.
 Employees are in the favour of physical examination and reference check after
selection of candidate.
 Orientation is given to new joiner; still employees are in favour of its improvement.
 Present selection process need improvement in terms of its procedure, tests and
interview type.

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 CONCLUSION

Every company looks for an employee, who can work effectively. They are in search of a
person who has the maximum skills required for the job. After selecting the right person,
the company’s main aim is to place that person at the right job. The main strength of any
company is its employees. Effective workers are the best route to success. For this reason,
company's strives to attract and hire the best, and to provide the best place to work.

Some of the biggest and most constant challenges that plague organization is people
related because they don’t place more emphasis on getting the recruitment process right.
If they get the right person in the right job at the right time, bottom-line and many other
business benefits are immediate, tangible and significant. If they get the wrong person in
the wrong job, then productivity, culture and retention rates can all take a hit in a big way.

HDFC LIFE INSURANCE Limited has competent and committed workforce, still there are
scope for more improvements. To ensure that company recruits the right people, it has
to identify essential skills and behaviors that applicants should demonstrate. For each
position there should be a job description outlining typical duties and responsibilities and
a person specification defining personal skills and competences. The emphasis should be
on matching the needs of the company to the needs of the applicants. This would
minimize employee turnover and enhance satisfaction.

It is important for the company to have a clear and concise recruitment policy in place,
which can be executed effectively to recruit the best talent pool for the selection of the
right candidate at the right place quickly. Creating a suitable recruitment policy is the first
step in the efficient hiring process. A clear and concise recruitment policy helps ensure a
sound recruitment process.

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Management should structure and systematically organize the entire recruitment
processes. It should Offers tolls and support to enhance productivity, solutions and
optimizing the recruitment processes to ensure improved ROI. The Recruitment
Management System (RMS) should be such that it helps to save the time and costs of the
HR recruiters in company and improving the recruitment processes.

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 CHAPTER: 6

RECOMMENDATIONS

After analyzing the collected data, the following recommendations were made to improve
the present recruitment and selection scenario in the organization.

 First of all the management should review their recruitment policy and look for the
areas of improvement for ensuring the best hiring.

 Management should structure and systematically organize the entire recruitment

processes.

 Recruitment management system should facilitate faster, unbiased, accurate and

reliable processing of applications from various applications.

 Recruitment management system should helps to reduce the time-per-hire and cost-
per-hire.

 Recruitment management system should helps to incorporate and integrate the

various links like the application system on the official website of the company, the
unsolicited applications, outsourcing recruitment, the final decision making to the main
recruitment process.

 Recruitment management system should maintain an automated active database of

the applicants facilitating the talent management and increasing the efficiency of the
recruitment processes.

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 Recruitment management system should provides and a flexible, automated and
interactive interface between the online application system, the recruitment department
of the company and the job seeker.

 Management should offers tolls and support to enhance productivity, solutions and
optimizing the recruitment processes to ensure improved ROI.

 Recruitment management system should helps to communicate and create healthy

relationships with the candidates through the entire recruitment process.

 Management should follow a systematic process for HR Planning.

 Present employee should be encouraged to refer their friends and relatives. This
source is usually one of the most effective methods of recruiting because many qualified
people are reached at a very low cost to the company. And referred individuals are likely
to be similar in type to those who are already working for the company. Management can
propose a scheme for EMPLOYEE REFERING.

 Internal Promotions should be done on regular basis during specified time-period.

 All selection tests i.e. Ability tests, Aptitude tests, Personality tests, Interest tests,
written tests, should be given equal weightage during selection process.

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 Salary structure should be in match with company’s same level present employee and
market value.

 Physical examination and reference check should be given due consideration after
selecting a candidate.

 Induction should be properly done for selected candidate. The idea is to make the
new selected employee feel at home in the new environment.

 Effectiveness of the selection process should evaluate on regular basis for ensuring
availability of competent and committed personnel. In order to do so, a periodic audit can
be done.

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 LIMITATIONS OF THE SURVEY

 As the sample size was small, hence conclusions cannot be generalized.

 Unwillingness and inability of respondents to provide information.
 Due to time constraint in-depth study could not be carried out.
 As the strength of the company is big, it was not possible to draw sample from
each and every department.

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 BIBIOLOGRAPGY

BOOKS REFERRED
 Human Resource and Personnel Management, K. Aswathappa,
 Human Resource Management , Khanka

WEBSITES REFERRED
 www.mbdalchemie.com
 www.google.com
 www.recruitment.naukrihub.com
 www.citehr.com
 www.hrmguide.co.uk
 www.oneclickhr.com
 www.wikipedia.com

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 ANNEXURE

Questionnaire
Recruitment & Selection Process in HDFC Life Insurance
1. Identify the source from where you came to know about the job?

Advertisement [ ]

Consultant [ ]

Personal Reference [ ]

Campus [ ]

E -recruitment [ ]

Other [ ]

2. Are you satisfied with recruitment process by which you are selected?

Yes [ ] No [ ]

3. You ever met with your interviewer before your interview?

Yes [ ] No [ ]

4. Were you comfortable with your interviewer while interviewed?

Yes [ ] No [ ]

5. Do you feel that your colleagues have been undergone similar process?

Yes [ ] No [ ]

6. In public would you like to talk about this organization?

Yes [ ] No [ ]

6. Would you like to refer your relatives/friends for the job in this organization?

Yes [ ] No [ ]

7 a. You are interested to perform the job which is:

(i)Routine in nature [ ] (ii) Demand creative thinking [ ]

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(iii)Demand new ideas [ ] (iv) Finding methods [ ]

(v)Challenging in nature [ ] (vi) Participation in decision making [ ]

b. Your job meet you’re above stated interest?

Yes [ ] No [ ]

8. Have you been assigned the job what was explained to you at the time of selection?

Yes [ ] No [ ]

9. How long will you like to continue with this organization?

Yes [ ] No [ ]

10. How long will you like to continue with this organization?

(i) 0-3 yrs. (ii)3-6 yrs.

(iii) 6-10 yrs. (iv) Till Retirement

11. What could be the only one reason of your leaving the job?

(i)With an increase in designation

(ii)With more freedom in use of authority

(iii)With an increase in designation

(iv)To work with friendly and helping people

12. Your organization is considered as :

(i)People oriented Yes [ ] No [ ]

(ii)Task oriented Yes [ ] No [ ]

(iii)Combination of both Yes [ ] No [ ]

13. You ever get advice from your seniors or your colleagues to improve your performance?

Yes [ ] No [ ]

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14. Do you have the clarity of your roles and responsibility?

Yes[ ] No [ ]

16.Your suggestions for improvement in recruitment and selection process,(if any)

…………………………………………………………………………………………………………………………….......

…………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………….

………………………………………………………………………………………………………………………………….

…………………………………………………………………… Thank You

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