A PROJECT REPORT

ON

Recruitment and Selection at HDFC LIFE INSURANCE SUBMITTED TO UNIVERSITY OF PUNJAB(LPU)

BY

ANAMIKA M.B.A. _ IIIrd Semester (2010-12)

CERTIFICATE

This is to certify that ANAMIKA student of LPU has completed her field work

report at HDFC Life Insurance on the topic of _Recruitment and Selection_ and has

submitted the field work report in partial fulfillment of MASTER IN

MANAGEMENT of the UNIVERSITY OF PUNJAB for the academic year 2010-12

She has worked under our guidance and direction. The said report is based on bonafide

information.

DECLARATION
I hereby declare that the project titled _Recruitment and Selection_ is an original piece of research work carried out by me under the guidance and supervision of Mr. Anil Chand. The information has been collected from genuine & authentic sources. The work has been submitted in partial fulfillment of MASTER IN MANAGEMENT of Punjab University.

Place: Date: ANAMIAKA

ACKNOWLEDGEMENT

The joy of ingenuity!!! This is doubtlessly what this project is about. Before getting to

brass tacks of things. I would like to add a heartfelt word for the people who have helped me in bringing out the creativeness of this project.

To commence with things I would like to take this opportunity to gratefully and humbly

thank to Mr. manish Project guide, HDFC life, Kanpur, for being

appreciative enough by giving me an opportunity to undertake this project in HDFC Life

Respected guide MrS.Bhavana Ahikari mam Faculty, LPU (PUNJAB)

for his undeterred guidance for the complezion of the report.

My parent_s need special mentions here for their constant support and love in my life.

Executive Summary

The project titled _RECRUITMENT AND SELECTION_ Undertaken in HDFC life

insurance. HDFC STANDARD LIFE . It has a long history

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

Internal factors External factors

The objective of selection decision is to choose the individual who can most successfully

INDEX

Page number Topic Introduction

Objective 2-3 5

Research Methodology

6-7 10-24 26-55 57-58 60-65 67 69 71 73

Company Profile Literature Survey My job at HDFC Data Analysis Findings Conclusion Suggestions Bibliography Annexure

INTRODUCTION

Human Resource is a basic need of any work to be done.

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 selection process thats an important part of any organization.

Recruitment highlights each applicants 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 HDFC life insurance Kanpur 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 method used for recruiting the candidates and on what basic the selections is done.

HDFC 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.

OBJECTIVE

1. To study the recruitment and selection procedure followed in HDFC LIFE

INSURANCE

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

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

4: To search or headhunt people whose skill fits into the compans values.

REASERCH METHODOLOGY

In everyday life human being has to face many problems viz. social, economical, financial problems. These problems in life call for acceptable and effective solutions and

for this purpose, research is required and a methodology applied for the solutions can be

found out.

Research was carried out at HDFC LIFE INSURANCE Pvt .Ltd to find out the _Recruitment and selection process_.

DATA COLLECTION:

Primary Data:

Primary data was collected through survey method by distributing questionnaires to

branch manager and other sales manager. The questionnaires were carefully designed by

HISTORY

HDFC is largest and the world_s fifth 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, HDFC has a 40 million-

customer base worldwide. It has more than 377 billion of assets under management.

In India, HDFC has a long history dating back to 1834. At the time of nationalization it

was the largest foreign insurer in India in terms of the compensation paid by the

Government of India. HDFC was also the first foreign insurance company in India to set up its representative office in 1995.

In India, HDFC oldest, and

has a joint venture with Dabur, one of India's largest Group

of companies. A country's

professionally managed company, Dabur is the leading

producer of traditional health care products.

Fund, balanced Fund and Growth Fund.

HDFC has 176 Branches in India (including rural branches) supporting its distribution network. Through its Bancassurance partner locations, HDFC products are available

in close to 500 towns and cities across India

HDFC 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 the weaker sections of the society and provide life insurance to them.

HDFC has been felicitated with the "Bronze Award for Excellence in People

Management" by Grow Talent Company Limited and Businessworld. This honour is

given to HDFC based on the ranks received in top 25 list of the Great Place to Work India studies conducted in the last four years. HDFC was ranked 12th in 2003, 14th in 2004 and

13th in the year 2005.

HDFC

HDFC is UK_s largest and the world_s fifth 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, HDFC has a 40 million

customer base worldwide. It has more than 377 billion of assets under management.

Competitors of HDFC LIFE INSURANCE

LIC

ICICI PRUDENTIAL.

BIRLA SUN LIFE

BAJAJ.ALLIANZE

S.B.I LIFE INSURANCE

AVIVA STANDARD LIFE

TATA AIG
22%

MAX

NEWYORK
78%

LIC Private Players

MET LIFE

Comparison between the share of LIC and other Private Players in Indian Market

Management team

Bert Paterson Managing Director Ph: + 91 124 2709000-01 Fax: + 91 124 2571201-02 Kewal Krishan Wadhwa Chandan Khasnobis Director, Acturial Appointed Actuary Ph: + 91 124 2709000-01 + 91 124 2709000-01 Ph: Fax: + 91 124 2571203 + 91 124 2571213-14 Fax: Vivek Khanna Shoumitro Roye Director, Marketing Director, Sales Ph: + 91 124 2709000-01 + 91 124 2709000-01 Ph: Fax: + 91 124 2571213-14 + 91 124 2571213-14 Fax: Anil Sahgal Abhay Johorey Director, Strategy andDirector, Transformation and Services Chief Investment Officer Ph: +91 124 2709000-01 Ph: + 91 124 2709000-01 +91 124 2571205-06 Fax: Fax: + 91 124 2571203 Chirag Jain Rajeev Arora Director, Director, Finance and Acturial Operations Ph: Ph: + 91 124 2709000-01 + 91 124 2709000-01 Fax: Fax: + 91 124 2571203 + 91 124 2571209-10 Sumit Behl Mohammad Sahber Associate Director, Associate Director, Human Resources Business Risk & Internal Audit124 2709000-01 Ph: + 91 Ph: + 91 124 2709000-01 + 91 124 2571215 Fax: Fox: + 91 124 2571203 Ajay Patil Jyoti Vaswani Associate Director, Associate Director, Fund Management Information Technology Ph: + 91 022 66627801 Ph: Fax: +91 022 66627829 + 91 124 2709000-01 Fax: + 91 124 2571209-10

HDFC_s Vision

HDFC - where exceeding expectations through innovative solutions is "our" way of life

This is the compelling vision that HDFC 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.

Partners

HDFC 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 HDFC products and services at all times.

.HDFC has pioneered bancassurance in the country through its tie-ups with 22 leading

private and nationalised Banks in the country. HDFC 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. HDFC is a leading bancassurer

in countries such as France, Italy, Spain, Australia and New Zealand.

ABN AMRO Bank

American Express Bank

The Lakshmi Vilas Bank Ltd

Locations

EAST _ 27

WEST- 29

NORTH _ 26

SOUTH _ 21

HDFC GUIDING PRINCIPLES

Recruit the best

Accept personal responsibility

Build an empowered team Building a shared vision and purpose

Leadership Development

Reward and Recognition

Recruit the best

HDFC 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

and senior management don_t _look_ after their subordinates. Here you feel comfortable talking with your seniors_

At HDFC 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.

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

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 opportunities for existing 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

In line with their vision statement and one of HDFC_s key values -

Innovation, the Company introduced the popular _Ideas 4 HDFC_ scheme. This is an

enriching programme in which every member of HDFC 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 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

and proving their worth they forget to ASK. Ask basic questions

Career Management

Campus Programme

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 Programme is designed to expose

them to the vibrancy of a complex and competitive business environment, challenge intellectually and encourage them to find innovative solutions.

Leadership Development

To strengthen entrepreneurial capabilities required to operate in a fiercely competitive

and dynamic insurance market environment and plan effective succession planning by

building futuristic leadership competencies, various initiatives are taken by the HDFC

Group

Products & Services

They have a full range of transparent, flexible and value for money products that include

whole life (LifeLong), endowment (LifeSaver, EasyLife Plus, LifeSaver Plus), child policy (Young Achiever, SaveGuard Junior, HDFC Little Master) single premium

(LifeBond, LifeBond Plus), Pension (PensionPlus), Term (LifeShield), fixed term

protection plan (Freedom LifePlan) and a 5 year recurring premium investment cum

protection plan (LifeBond5). HDFC products are modern and contemporary unitised

products that offer unique customer benefits like flexibility to choose cover levels, indexation and partial withdrawals.

They also offer customer a choice of investment options. They can choose between their

unit linked fund or our with profit fund.

With Profits Fund guarantees that the selling price of the units will never fall. The unit

value of this fund is increased by crediting bonuses on a daily compounding basis. The

fund provides investment security to the capital.

The Unit Linked Fund is designed to provide relatively more progressive capital growth

Meaning of HUMAN RESORCE MANAGEMENT

Human Resource plays a crucial role in the development process of the modern

economics. ARTHUR LEWIS observed

_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_

Human resource management is the management of employee_s skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting

Human Resource Management. They are labour management, labour administration,

labour management relationship, employee _employer relationship, industrial

relationship, human capital management, human assent management etc. Though these terms can be used differently widely, the basic nature of distinction lies in the scope or

coverage and evolutionary stage. In simple sence, human resource management means

Functions of HUMAN RESOURCE MANAGEMENT

Administration:

Strategic planning, organizational evaluation, County Board relations, policy recommendations, supervision of department staff

Benefits:

Health insurance, dental insurance, life insurance, disability insurance, retirement

benefits, vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive, uniform allowance, and others.

Compensation:

Disciplinary processes, incident investigations, complaint/grievance procedures, labor-management relations.

Employee services:

Enrollment in benefits, employee discounts for recreational spots, resolution of

enrollment or claim problems, employee newsletter. Educational assistance, employee

service awards

Fiscal:

Staffing budgets, departmental budget, accounts payable, insurance receivables,

insurance fund management, total package costing. Insurance receivables, insurance fund

management, total package costing.

Health and safety:

Payroll administration:

Computer-based or manual evaluation systems, supervisory training, compliance with

timeliness standards

Performance appraisal:

Employee files, litigation files, payroll records, safety records and other administrative

files

Record-keeping:

Job posting, advertising, testing administration, employment interviews, background

investigations, post-offer employment testing.

Selection:

After identifying the sources of human resources, searching for prospective employees

and stimulation helps too apply for jobs in an organization, the management has to perform the function of selecting the right man at right job and at the right time.

Separations and terminations:

Rights upon termination of employment, severance benefits, unemployment

compensation, exit interviews.

Training and development:

County-wide needs assessment, development of supervisory and management skills, employee training and workshops. Benefits orientation for new and transferring

employees, Supervisory newsletter.

Salary and benefits:

Importance of Human Resource Management

1: Attract highly qualified and competent people

2: Ensure that_s the selected candidate stays longer with the company.

3: Make sue that there is match between cost and benefit.

4: Helps the organization to create more culturally diverse workforce

Whereas, the poor quality of selection means extra cost on training and supervision.

Furtherionmore , when recruitment fails to meet organizational needs for talent, a

typically response is to raise entry level pay scales . This can distort traditional wages and

salary relationship in organization, resulting in unavoidable consequences. Thus the

effectiveness of the recruitment process can play a major role in determining the resources that must be expended on other HR activates and their ultimate success.

Scope of HRM at organisational level

Human Resource department at

HDFC LIFE Recruitment and

selection Human resource department Resource allocation

Training and development

INSURANCE

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 _it includes technical, soft skills and process related to

training

2. Process and policies _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.

8: Employee separation-includes resignation and dismissal.

9: Joining formalities- take place when a new employee joins the company.

10: Computerization

12: Helpdesk

13: Employee verification-take place at the time of joining of the new employee.

14: Surveys

15: Project trainees

16: Counselling and grievance handling-both are different as counselling is basically

helping out in personal problems whereas, grievances Handling involves the handling of

complains that the employees has towards the management.

RecruitmentProcedure overview

Manpower Requisition Form

Recruitment Plan

Budget

Sourcing

Selection Process

Joining

RECRUITMENT

Recruitment is _hiring_ of employees from outside. Recruitment has been regarded as the

most important function of the HR department , because unless the right type of people are hired, even the best plans, organization chart and control system would not do much

good.

Recruitment is the discovering of potential applicant for actual or anticipated

organizational vacancies. Accordingly the purpose of recruitment is to locate sources of

manpower to meet the job requirements and job specification. It is defined as _ a process to discover the sources of manpower to meet the requirements

of staffing schedule and to apply effective measures for attracting the manpower to

adequate number to facilitate effective selection of an effective workforce_

Yoder points out that recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employee effective measures to

attracting that manpower in adequate number to facilitate effective selection of an

effective workforce.

Edwin B Flippo defines recruitment as _the process of searching for prospective

Methods of Recruitment

Dunn and Stephens summaries the possible recruiting methods into three categories,

namely

1: Direct method 2: Indirect method 3: Third party method

DIRECT METHOD

The direct method includes sending of the recruiters to different educational and professional institutions, employees contact with public, and mannered exhibits. One of

the widely used methods is sending the recruiters to different colleges and technical

schools. This is mainly done with the cooperation of the placement office of the college.

Sometimes, firms directly solicit information form the concerned professors about student with an outstanding records.

Advertisements in newspapers and or trade journals and magazines are the most

frequently used methods. Senior post is largely filled with such methods. Advertising is a

very useful for recruiting blue color and hourly worker, as well as scientific, professional, and technical employees.

Local newspaper can be good sources of blue collar workers, clerical employees, and

lower level administrative employees.

The main point is that the higher the position in the organization the more dispersed

advertisement is likely to be. The search for the top executive might include advertisement in a national periodical, whereas the advertisement of the blue color jobs

usually confine to the daily newspaper.

According to the Advertisement tactic and strategy in personnel Recruitment, three

main points need to be borne in the mind before an advertisement in inserted. First, to visualize the type of applicants one is trying to recruit.

Second, to write out a list of advantages the company offers, or why should the reader

join the company.

Third, to decide where to run the advertisement , not only in which area, but also in which newspaper having a local, state or a nation- wide circulation.

State or public employment agencies are also known as the employment or labour

exchanges, are the main agencies for the public employment. Employers inform them of

their personnel requirement, while job seekers get information for them about the type of job are referred by the employer.

Schools and colleges offer opportunities for recruiting their student. They operate

placement services where complete biodata and other particular of the student are

available.

Professional organization or recruiting firms maintain complete information records about employed executive. These firms maintain complete information records about

employed executives. These firms are looked upon as the _head hunters_ , _raiders_, and

_pirates_ by organization which loose their personnel through their efforts.

Evaluation of the recruitment method

The following are the evaluation of the recruitment method

1: Number of initial enquires received which resulted in completed application forms

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.

3: To infuse fresh blood at all levels of organization.

4: To develop an organizational culture that attracts competent people to the company.

5: To search or headhunt people whose skill fit the company_s values.

6: To seek out non-conventional development grounds of talent

7: To devise methodology for assessing psychological traits.

Factors affecting Recruitment

There are two types of factors that affect the Recruitment of candidates for the company.

1: Internal factors: These includes

- Company_s pay package - Quality of work life

- Organizational culture

- Company_s size

- Company_s product - Growth rate of the company

- Role of trade unions

- Cost of recruitment

Factors to be undertaken while formulating recruitment policies

The following factors should be undertaken while formulating the policies -

- Government polices

- Recruitment sources - Recruitment needs

- Recruitment cost

- Organizational and personal policies

Theories Regarding Recruitment

Recruitment is two way street: it takes a recruiter has a choice whom to recruit, same

The objectives theory views that the process of organizational choice as being one of

weighing and evaluating set of measurable characteristic of employment offers, such

pay, benefits , location, opportunity for advancement, the nature of job to performed, and education opportunities.

Whereas, the critical contact theory suggests that the typical candidates is unable to

make a meaningful differentiation of organization_s offers in terms of objective or

subjective factors, because of his limited or very short contact with the organisation. Choice can be made only when applicant can readily perceive the factors such as the

behaviour of the recruiters, the nature of the physical facilities, and such as the

efficiency in processing paper work association with the application.

On the other hand, the subjective theory emphasizes the congruence. Here the choices are made on highly personal and emotional basis.

Recruitment Process

 Engineer/MBA_s

NO simple graduates Stable work retention history Salary hike 15-20 % Age as per average team age

Entity HR discusses with Business Head

Corporate HR for approval Approval for Hiring: Preparation starts Sourcing Employee Referrals indicating Employee ID, Designation Minor deviations to be indicated in the interview assessment sheet comment box in BOLD. # Salary less than 50 % of minimum salar. Short-listing of profiles Timesjobs.com Naukri.com

Preliminary interview circle HR and at circle level Final interview at DAKC

Major deviation to be indicated separately as a non-hiring condition

Compensations & job offers recommended by Circle to DAKC joining reference & medical checks

Pre

1. Qualifications not as per laid norms. 2. Salary expected higher than max band. 3. Experience less than laid norms.

Job offer, Appointment letter & Confirmation letter

Evaluation of recruitment process

The following are the evaluation of the recruitment process:

1: Return rate of application sent out.

2: Number of suitable candidates for selection.

3: Retention and performance of the candidate selection. 4: Cost of recruitment

5: Time lapsed data.

6: Comments on image projected.

PHILSOPHIES OF RECRUITEMT

Basically there are two Philosophies of recruitment. These are as follows:

1: REALISTIC JOB PREVIEWS (RJP)

Realistic Job Previews provides complete job related information to the applicants so that they can make the right decision before taking up the jobs. It includes positive and the

negative aspects of the job.

2: JOB COMPATIBILITY QUESTIONNAIRE: (JCQ)

Job compatibility Questionnaire was developed to determine whether an applicant_s

preference for the work match the characteristic of the job. The JCQ is designed to collect

information on all aspects of the job which have a bearing in on employee performance .absenteeism, turnover and job satisfaction. The underlying assumption of JCQ is that,

greater the compatibility between an applicant_s preference for the job and characteristic

SELECTION

Selection is a negative process and involves the elimination of candidates who do not

have the required skills and qualification for the job proposed. Also it is a process of

differentiating between applicants in order to identify and hire those with grater

likelihood of success in job.

The objective of selection decision is to choose the individual who can most successfully

perform the job from the pool of qualified candidates. It is the system of function and

devise adopted in a given company to ascertain whether the candidate_s specifications are matched with the job specifications and recruitment or not.

Selection process or activities typically follow a standard patter, beginning with an initial

screening interview and concluding with final employment decision. The traditional selection process includes: preliminary screening interview, completion of application

form, employment test, comprehensive interview, background investigation, physical

But now selection is centralized and handled by the Human Resource Department. This

type of arrangement is also preferred due to some of these advantages:

- It is easier for the application because they can send their applications to a single

centralized department.

- It facilitates contact with applicants because issues pertaining to employment can

be cleared through one central location.

- It helps operating managers to concentrate on their operating responsibilities. This is especially helpful during the chief hiring period.

- It can provide for better selection because hiring is done by specialist trained in

staffing techniques.

- The applicant is better assured of consideration for a greater variety of jobs.

- Hiring cost is cut because duplication of efforts is reduced. - With increased governmental regulation on selection process, it is important that

people who know about these rules handle a major part of the selection process.

Ideally, a selection process involves mutually decision making. The organization decides whether or not to make a job offer and how attractive the job offer should be.

1: Perception or the Halo effect: Many a times the interviewer selects a candidate
according to the perception he has or he made up while talking or looking at the individual. This way he does not see through the caliber or the efficiency of the

individual and many times it leads to the selection of the wrong candidates.

2: Fairness: During the selection process the interviewer does not select the individual

on the basis of his knowledge and hence the right type of the candidates is not selected.

3: Pressure: The people from the HR department and also have a lot of pressure from

the top management and from other top class people for selecting the candidates they

want. This ways the purpose of effective selection process of effective selection process

is defeated as they have to select that individual whether or not he is capable of the job.

that is being offered.

ESSENTIAL OF SELECTION PROCEDURE

FACTORS EFFECTING SELECTION DECISION

Includes:

- Profile matching

- Organization and social environment

- Multi correlations

- Successive hurdles

My Job at HDFC 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. My job profile was to generate resumes from the various job sites such as Naukri.com, Timesjobs.com etc. according to the requirements of the company. After generating the resumes from the sites the next step is to shortlist the resume which best suite the requirements. Now the short-listed candidates have to be given a phone call in order to find out their interests and schedule them for interview. 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. 10th or 12th
standard pass, according to the irda stipulation, depending on region of operation.

Additional communication skills and ability to interact with people will help.

DATA ANALYSIS

QUESTION: What are the sources for recruitment and selection? Internal 9%

External 18%

Both 73%

About 75% of the manager say that 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?

Third party 3%

Indirect 32%

Direct 65%

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

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

20% 30 % Yearl y Quaterly No fixed Time

50%

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?

25 %

34%

Campus interviews Placement agencies Data bank Casual applicants

33%

8%

In HDFC 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 form of interview did you prefer?

10 % 20% 40%

Personal Interviews Telephonic interview Video Confrencin g Other

30%

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where as only 20% go for video conferencing and rest 10% adopt some other means of interviews

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

10 % 30% 20% Very Good Good Average Bad

40%

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.

FINDINGS

In HDFC life insurance most of the employees feel that_s the HR department is good.

About 75% of the managers says that they prefer both internal as well as external source

for recruitment and selection. About 65% of the mangers go for direct recruitment and

selection and less number for mangers prefer indirect or third party. Mostly the manpower planning is done Quarterly and 20 % do not follow any pattern they don_t

have any fixed time. HDFC prefers to go for campus interviews and even casual

application that are received for recruitment but they hardly prefer placement agencies.

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where as only 20% go for video conferencing and rest 10% adopt some other means of

interviews

CONCLUSION

This presents the summary of the study and survey done in relation to the Recruitment and Selection in HDFC life insurance. The conclusion is drawn from the study and

survey of the company regarding the Recruitment and Selection process carried out there.

The recruitment process at HDFC life insurance to some extent is not done objectively

and therefore lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the company_s values.

Most of the employees were satisfied but changes are required according to the changing

scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company.

Selection process is good but it should also be modified according to the requirements

and should job profile so that main objective of selecting the candidate could be achieved.

SUGGESION

Manpower requirement for each department in the company is identified well in advance.

If the manpower requirement is high and the recruitment team of the HR department alone cannot satisfy it, then help from the placement agencies is needed.

Time management is very essential and it should not be ignored at any level of the process..

The recruitment and selection through placement agencies as the last resort and is utilised only when need.

The recruitment and selection procedure should not to lengthy and time consuming.

The candidates called for interview should be allotted timings and it should not overlap with each other.

BIBLOGRAPHY

C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases. Himalaya Publication.

K.Aswahthappa (2001),Human Resource and Personnel Management

Human Resource Management, (2005), Dr.P.C. Pardeshi

C.B Gupta (2005)

www.HDFCindia.com

www.google.com

ANNEXURE

QUESTIONNAIRE FOR THE RESEARCH

1: When are the resources need and forecasted?

Quarterly

Monthly

Annually

Not fixed

2: How is the resource need forecasted?

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

Direct Method

Indirect Method

Third Party

6: What sources you prefer for recruitment and selection?

Internal sources

External sources

Both

 Professional associations

Data bank

Casual applicants

Other, if any please mention

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9: Which is the most successful method for recruitment?

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10: How many rounds of interviews are conducted?

1-3

3-5

More than 5

 Yes

No

Till some extent

Cant say

18: If yes then it is for

Fresher

Executives

Other (specify)

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19: Do you conduct any of these test?

Psychometric test

 Average

Bad