Summer training project

Recruitment procedure in Bajaj Allianz life insurance

Presented by :vijendra kumar meena 11 !"

inde#
Acknowledgement Company Profile Industry Profile Code of Conduct Human Resource Department Recruitment Organizational Strength Organizational acks Suggestions !y Respondents Sources of Data Collection earning "#perience Conclusion

Acknowledgement
$ %ould like to t&ank:S&ilpum S&arma 'ijay S&arma (an%ar tan%ar

Company Profile
Bajaj Allianz )ife $nsurance *ompany )imited is a +nion

bet%een Allianz S, - Bajaj auto $ision .o be t&e best insurance co/ in $ndia to buy from0 %ork for - invest in
$ncorporated: 11 2arc& 1 1 $n )ife $nsurance $ndustry and amongst private sector

players t&ey are t&e ranked 3o1/%it& 1"/45 market s&ares/ $t &as more t&an " offices in 4" to%ns continued666

continued
Products% &

'( Indi)idual plans% & +nit )inked insurance plans .raditional insurance plans Pension plans .erm plans *( +roup ife Plans% 7roup *redit S&ield 7roup .erm )ife 7roup .erm )ife Sc&eme in lieu of ,8)$ 7roup 7ratuity *are 7roup Superannuation *are Small 7roup .erm )ife

$ndustry profile
9orld:s )argest $nsurance co/ by revenue ; Rs 40

1 0<4< *r =,uro >"/> billion? 9orld%ide 1nd by 7ross 9ritten Premiums ; Rs !0 @@0>< *r =,uro A> billion? 11t& largest corporations in t&e %orld 2ore t&an @ countries0 1@<0@4 employees %orld%ide

3et%ork for reac&

Strong Branc& 3et%ork of 1

B Branc&es and

gro%ing//// Cver 1 B Sales .erm 2anagers < 0 B $nsurance *are *onsultants 1@ B Bancassurance partners across t&e country Strong alternate c&annel %it& 11 Dranc&isees0 1 corporate agents0 @! brokers and 1A direct marketing branc&es/

8istribution net%ork

Bajaj Allianz Life Insurance - Distribution Network

Agency Channel Branches (2 !" Bancassurance #tan'ar' Chartere' Bank #yn'icate Bank Cor*orate Agents /0 2oney 1ranchisees )3er 24554555 strong 6ie' Agency 1orce an' growing ,a*i'ly e3ery'ay (rban Co-)* Banks Direct 2ktg Dist+ Co-)* Bank Brokers ,egional ,ural Banks Catering to -ass . rural -arkets /rou* . Alternate Channel 0-*loyee Benefit

#atellites ($%&"

*ode of conduct
Principle: Dair and Regulator *onduct of Business Professional 8evelopment: based upon Performance and Potential Professional 8evelopment: based upon Performance and Potential 3o $nsider .rading or Recommendation *ommunication0 Professional $ndependence of Eournalists and 2edia "/ *ustomer $nformation and Advice @/ Potential *onflicts of $nterest %it& *lients and Business Partners A/ *omplaints 2anagement >/ Dinancial Reporting 1 / 3o *orruption or Bribery 11/ / Acceptance of 7ifts and ot&er Benefits
1/ 1/ </ !/ 4/

*ontinued/
11/ 7ratuities to Representatives of Public $nstitutions 1</ Political and *&aritable *ontributionsF Sponsors&ip 1!/ 7ranting of 7ifts and ot&er BenefitsF $nvitations to ,ntertainment 14/ Potential *onflicts bet%een Private $nterests of ,mployees and Allianz 7roupF C, $nterests 1"/ )icenses and Registration 1@/ Acceptance and Gandling of *lient:s Dunds and 'aluables 1A/ Protection of 7roup Property and of 3atural Resources 1>/ Prevention of 2oney )aundering and Dinancing of .errorism0 no $llegal Activities 1 /,t&ical *onduct of Business 11/ *onseHuences of 3on-*ompliance 11/ Protection of ,mployees in *ase of *ommunication about $llegal or Iuestionable Activities

Guman resource department

.raining Skill development and up gradation o kno%ledge and

skills of employees/ 2otivating t&e employees/ ,ffective utilization of employeeJs skills and capabilities/ Attracting t&e personnel and t&eir retention/ 9ages0 salaries and re%ards/ 2onitoring and controlling t&e employeeJs performance/

*ontinued6//
,o! Description% & Eob .itle Eob Summary Eob Activities ,o! Specification% ,ducational Iualification ,#perience Skills (no%ledge Ability

Recruitment
Recruitment is a Klinking function: ; L-oining

together those with -o!s to fill and those seeking -o!s(. $t is t&e process of finding and attracting capable applicants for employment .&e process begins %&en ne% recruits are soug&t and ends %&en t&eir applications are submitted .&e result is a pool of applicants from %&ic& ne% employees are selected/

Purpose of Recruitment
1/ 1/ </ !/ 4/

"/ @/

8etermine t&e present and future reHuirements of t&e organization $ncrease t&e pool of &ob candidates at minimum cost/ Gelp increase t&e success rate of t&e selection process $ncrease organizational and individual effectiveness in t&e s&ort term and long term/ Gelp reduce t&e probability t&at &ob applicants0 once recruited and selected0 %ill leave t&e organization only after a s&ort period of time/ Begin identifying and preparing potential &ob applicants %&o %ill be appropriate candidates/ 2eet t&e organization:s legal and social obligations regarding t&e composition of its %ork force/

,mployee grade

/ )! )< )1 )1

Department heads

RegionalFsales &eads

DunctionalFsr/ managers

2anagersFsupervisory roles

,#ecutivesFcustomer support e#ecutives

R"CR0I12"31&4ROAD P"RSP"C1I$"
Job Analysis Personal Planning

3ature - reHuirement of specific jobs

3o/ of specific jobs to be filled

Recruitment Constraints Poor Image Unattractive job Government policy Selection Inducements

Pool of Qualified applicants

Compensation Career Opportunities Image Reputation

2"1HODS O5 R"CR0I12"31
'( Internal methods a( Promotion and 1ransfers !( Posting c( "mployee Referrals a/ *ampus Recruitment a/ Advertisements b/ 3e%spapers ads c/ $nternet ads a/ b/ c/ d/ Private employment searc& firms ,mployment e#c&anges 7ate &iring - contractors +nsolicited applicantsF%alk-ins

1/ 8irect met&ods </ $ndirect met&ods

!/ .&ird Party 2et&ods

4/ Alternatives to recruitment

a/ Cvertime b/ *ontracting c/ .emporary leasing

"6IS1I3+ R"CR0I12"31 PROC"SS

MA PO!"R R"#UIR"M" $S I %I&&"R" $ %"PARM" $

HUMAN RESOURCE DEPARTMENT

STRATEGY %"'"(OPM" $ !)"R" )O! !)"

IMP EMENTING THE STRATEGIES

Receipts o* applicants

+eneral Recruitment Process of 4a-aAllianz

1/ 1/ </ !/ 4/ "/ @/

*/'/ is collected t&roug& internal sources or e#ternal sources *':s are as per t&e reHuirement or not/ 3ormal caliber test or normal aptitude test is &eld/ $ntervie% assessment s&eet is generated $ntervie% is taken by t&e intervie%er After t&e approval t&e letter is sent to t&e 2umbai &ead office/ Drom &ere0 appointment letter is generated and t&ey:ll get back to t&e concerned location %it&in !-" days/ .&is is approved by t&e G/C/8/ of Bajaj Allianz0 2r/ Moges& 7upta and t&e G/R/ Gead0 2r/ Eaydeep *&aure

Organizational Strengths
,mployees &ave positive vie% to%ards management/ People are satisfied %it& GR practices/ People are nurtured carefully as t&ey are key assets/ )ess absenteeism/ Performance Appraisal is adopted/ People feel enjoy to %ork &ere/ Aimed to%ards t&e overall development of individual/ 3o place for inter or intra departmental conflicts/ *ustomer delig&ted is more emp&asized/ Problems are taken as opportunity and solved %it& team

efforts

Organizational acks
,mployee turnover rate is very &ig&/ Gierarc&y level is &ig&/ 9orking Process is very complicated0 so its not easily

understandable/ Sometimes customers are not in favor of t&e company policy/ Dormal environment of t&e organization0 employees canJt do t&eir %ork according to t&em/

Suggestions !y Respondents
GR s&ould co-ordinate %it& more people/ GR s&ould concern about t&e employees/ 2ore responsibilities s&ould be given to individual and to

give more space to %ork/ Along %it& discipline and entertainment0 games activities are to be increased to keep team member &appy and fres&/ Select rig&t person for rig&t job/ S&ould understand peopleJs %ant and career plan/ Plan more activities for personnel development/ .eam spirit among team members s&ould be encouraged/

*ontinued66//
Arrange training for development of people in

supervisory skills0 leaders&ip0 management and ,nglis& speaking/ Send staff for more and more e#posure training/ .&ey need to allocate more funds for 9elfare ,#penses and Recruitment A close vie% to%ards competitors GR practices s&ould be given and t&ey s&ould be adopted in t&e department/ 9orkerJs participation in management s&ould be encouraged to a large e#tent and not only for decisions related to t&em/ GR practices like Performance Appraisal etc/ are reHuired to be more emp&asis

SI101IO3A A0DI1 5OR R"CR0I12"31

Potential applicants Organi+ation need &or ,ig, #uality employees

Internal Applica nts

eed *or suitable Job

"conomic Social $ec,nological Political

SO0RC"S O5 Data Collection

I31"R3A

SO0RC"S Primary sources Secondary sourcesN

a? Retrenc&ed employees b? Retired employees c? 8ependent of deceased employees

.raining 2anagers *olleagues and Driends Personal .alk

*ontinued 6//
"61"R3A SO0RC"S a? ,mployees %orking in ot&er organizations/ b? Eob aspirants registered %it& employment e#c&anges/ c? Students from reputed educational institution/ d? *andidates for%arded by searc& firms and contractors/ e? *andidates responding to t&e advertisements0 issued by t&e organization/ f? +nsolicited applicationsF%alk-ins/ g? $nternet &? )iterature of Bajaj Allianz *o/ )td i? )iterature of GR department j? Bajaj Allianz magazines k? Relevant Books l? Product Broc&ures m? Ct&ers Sources

earning "#perience
Lproblem is a problem only %&en perceived it as a

problemO/ $Jve learned to take problems as opportunities and tried to overcome t&at t&ings like &o% to talk in a formal settings or &o% to react0 &o% to &andle t&ings0 %&ic& really added to improve my personality/

*ontinued6
$ learned &o% %e %ill c&eck t&e attendance of

employee and &o% %ould regularize t&e attendance/ *' scanning is very important in selection of employee/ Go% %e do intervie% assessment in organization/ Performance management is very important in organization/

Conclusion
Bajaj Allianz is a joint venture of Bajaj Auto and Allianz S,/

Bajaj Auto is one of t&e largest 1 and < %&eeler manufacturing in t&e %orld and Allianz S, is %orldJ s largest insurance company by revenue ; Rs/40 1 0<4< *r =,uro >"/> billion? .&e corporate staff is eHuipped %it& t&e latest tec&nology as laptops0 intranet0 data cards etc and is surrounded by t&e congenial environment .&e employees are being provided %it& t&eir variable payouts t%ice in a year and t&e consultant %it& 2+DA$0 %&ic& is AsiaJ s second largest consultant company/ .&e all GR practices0 %&ic& follo%ed0 are suitable and adaptable by t&e employees/

.&ank you

78A