1

Introduction to HRM :-
Human Resource Management (HRM) is a relatively new approach to managing people in
any organisation. People are considered the key resource in this approach. it is concerned
with the people dimension in management of an organisation. Since an organisation is a body
of people, their acquisition, development of skills, motivation for higher levels of
attainments, as well as ensuring maintenance of their level of commitment are all significant
activities. These activities fall in the domain of HRM.
Human resource is an important corporate asset and the overall performance of company
depends on the way it is put to use. In order to realize company objectives, it is essential to
recruit people with requisite skills, qualification and experience. While doing so we need to
keep present and future requirements of company in mind.
Human Resource Management is a process, which consists of four main activities, namely,
acquisition, development, motivation, as well as maintenance of human resources.
Human Resource Management is responsible for maintaining good human relations in the
organisation. It is also concerned with development of individuals and achieving integration
of goals of the organisation and those of the individuals.
French Wendell, defines Human resource management as the recruitment, selection,
development, utilisation, compensation and motivation of human resources by the
organization.














2
Definition :-
According to Edwin B. Flippo,
Human resource management is the planning, organising, directing and controlling of the
procurement, development, resources to the end that individual and societal objectives are
accomplished.
This definition reveals that human resource (HR) management is that aspect of management,
which deals with the planning, organising, directing and controlling the personnel functions
of the enterprise.





















3
Importance of HRM :-
Human Resource Management has a place of great importance.
According to Peter F. Drucker, The proper or improper use of the different factors of
production depend on the wishes of the human resources. Hence, besides other resources human
resources need more development. Human resources can increase cooperation but it needs proper
and efficient management to guide it.
1. It helps management in the preparation adoption and continuing evolution of personnel and
policies.
2. It supplies skilled workers through scientific selection process.
3. It ensures maximum benefit out of the expenditure on training and development and
appreciates the human assets.
4. It prepares workers according to the changing needs of industry and environment.
5. It motivates workers and upgrades them so as to enable them to accomplish the organisation
goals.
6. Through innovation and experimentation in the fields of personnel, it helps in reducing casts
and helps in increasing productivity.
7. It contributes a lot in restoring the industrial harmony and healthy employer-employee
relations.
8. It establishes mechanism for the administration of personnel services that are delegated to the
personnel department.
Thus, the role of human resource management is very important in an organisation and it should
not be undermined especially in large scale enterprises. It is the key to the whole organisation
and related to all other activities of the management i.e., marketing, production, finance etc.
Scope of Human Resource Management
The Scope of HRM is in deed fast. All major activities in the working life of worker from time of
his entry in an organization until he / she leaves, come under the preview of HRM. Specifically, the
activities included are Human Resource planning, Job analysis and design, Recruitment, Selection,
Orientation and placement, Training and development, Performance appraisal and Job evaluation,
employee and executive remuneration and communication, employee welfare, safety and health,
industrial relations and the like. HRM is becoming a specialized branch giving rise to a number of
specialized areas like :
Staffing
Welfare and Safety
Wages and Salary Administration
Training and Development
Labour Relations

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RECRUITMENT
Recruitment means search of the prospective employee to suit the job requirements as
represented by job specificationa technique of job analysis. It is the first stage in selection
which makes the vacancies known to a large number of people and the opportunities that the
organisation offers. In response to this knowledge, potential applicants would write to the
organisation. The process of attracting people to apply in called recruitment.
Dale S. Beach has defined Recruitment as the development and maintenance of adequate
manpower resources. It involves the creation of a pool of available labour upon whom the
organisation can depend when it needs additional employees.
According to Edwin B. Flippo : Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the organisation.
Sources of Recruitment :
The various sources of recruitment are generally classified as internal source and external source.
(a) Internal Sources : This refers to the recruitment from within the company. The various
internal sources are promotion, transfer, past employees and internal advertisements.
(b) External Sources : External sources refers to the practice of getting suitable persons from
outside. The various external sources are advertisement, employment exchange, past employees,
private placement agencies and consultants, walks-ins, campus recruitment, trade unions, etc.


















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Factors Affecting


INTERNAL FACTORS EXTERNAL FACTORS
Recruiting policy Supply and Demand factors
Temporary and part-time employees Unemployment Rate
Recruitment of local citizens Labour-market conditions
Engagement of the company in HRP Political and legal considerations
Companys size Social factors
Cost of recruitment Economic factors
Companys growth and expansion Technological factors


Relationship of Recruitment with other Activities




6










SELECTION
To select means to choose. Selection is a part of the recruitment function. It is the process of
choosing people by obtaining and assessing information about the applicants (age, qualification,
experience and qualities) with a view of matching these with the job requirements and picking up
the most suitable candidates. The choices are made by elimination of the unsuitable at successive
stages of the selection process.
Purpose of Selection
The purpose of selection is to pick up the most suitable persons who would match the
requirements of the job and the organization. The emphasis in selection is, therefore, on the
optimal match between the person and the job. Now the question arises as to which is the
dependent variable? Person or job. Some organizations emphasize on selecting the Right Person
for the Right Job. Here the Job is usually considered constant (through Jobs and Job context do
undergo changes over time) and the person is sought to be fitted into the job. Creative and
innovative organizations, instead, seek to find the Right Job for Right Person.
A secondary objective in selection could be to choose the best person available. However, there
could be a real problem with such an objective if the Job is not appropriate for the person
concerned. It may become difficult for organizations to retain their best people in jobs that do not
offer pportunities for them to harness their potential; instead they may lead to problems of
monotony, boredom and frustration among Individuals and increased and increased turnover of
staff for the organization.
Criteria of Selection

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Selection decisions are usually based on how an applicant is rated (rather, predicted) in terms of
the likelihood of success on the job. The information used found in the application blanks,
performance in one or more tests and the interview(s).
The criteria of selection needs to be critical to the job. The key job dimensions identified in job
analysis and job description provide the basis for determining relevant criteria.
Frequently educational qualifications, technical skills and achievements are used as the basis for
selection. But is there a statistical relationship between such requirements and job performance?
It appears that certain job requirements can be measured more easily and accurately than certain
others. The core job skills like sensory motor skills and manipulative skills and achievement can
be measured relatively more accurately than ones aptitude, interest and personality traits.
Integrity loyalty, initiative/drive/resourcefulness and intelligence/mental alertness are the key
attributes influencing the selection of managerial employees. All these attributes being subjective
are hard to assess accurately, yet are widely attempted. Perhaps it is so because managements
and employers in India have relatively less pressure to defend the criteria.














8



Company Profile


ICICI Prudential Life Insurance Company is a joint venture between ICICI Bank, a premier
financial powerhouse and Prudential plc, a leading international financial services group
headquartered in the United Kingdom.
ICICI was established in 1955 to lend money for industrial development. Today, it has
diversified into retail banking and is the largest private bank in the country. Prudential plc was
established in 1848 and is presently the largest life insurance company in UK.
The Company recognizes that the driving force for gaining sustainable competitive advantage
in this business is superior customer experience and investment behind the brand. The Company
aims to achieve this by striving to provide world class service levels through constant innovation
in products, distribution channels and technology based delivery. The Company has already
taken significant steps to achieve this goal.
India's Number One private life insurer, ICICI Prudential Life Insurance Company is a joint
venture between ICICI Bank-one of India's foremost financial services companies-and Prudential
plc- a leading international financial services group headquartered in the United Kingdom. Total
capital infusion stands at Rs. 23.72 billion, with ICICI Bank holding a stake of 74% and
Prudential plc holding 26%.
ICICI Prudential was the first life insurer in India to receive a National Insurer Financial
Strength rating of AAA (Ind) from Fitch ratings. For three years in a row, ICICI Prudential has
been voted as India's Most Trusted Private Life Insurer, by The Economic Times - AC Nielsen
ORG Marg survey of 'Most Trusted Brands'.
ICICI Prudential's capital stands at Rs. 23.72 billion with ICICI Bank and Prudential plc
holding 74% and 26% stake respectively.



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Distribution
ICICI Prudential has one of the largest distribution networks amongst private life insurers in
India. It has a strong presence across India with over 680 branches and over 235,000 advisors.
The company has over 23 bancassurnace partners, having tie-ups with ICICI Bank, Federal
Bank, South Indian Bank, Bank of India, Lord Krishna Bank, Idukki District Co-operative Bank,
Jalgaon Peoples Co-operative Bank, Shamrao Vithal Co-op Bank, Ernakulam Bank, 9 Bank of
India sponsored Regional Rural Banks (RRBs), Sangli Urban Co-operative Bank, Baramati Co-
operative Bank, Ballia Kshetriya Gramin Bank, The Haryana State Co-operative Bank and
Imphal Urban Cooperative Bank Limited.

Insurance Solutions for Individuals
ICICI Prudential Life Insurance offers a range of innovative, customer-centric products that meet
the needs of customers at every life stage. Its products can be enhanced with up to 4 riders, to
create a customized solution for each policy holder.
Savings Solutions
Saven Protect is a traditional endowment savings plan that offers life protection along with
adequate returns.
CashBac is an anticipated endowment policy ideal for meeting milestone expenses like a
childs marriage, expenses for a childs higher education or purchase of an asset.
LifeTimeSuper offer customers the flexibility and control to customize the policy to meet the
changing needs at different life stages. Each offer 4 fund options Preserver, Protector,
Balancer and Maximiser.
LifeLink Super is a single premium Unit Linked Insurance Plan which combines life insurance
cover with the opportunity to stay invested in the stock market.
Premier Life Gold is a limited premium paying plan that offers customers life insurance cover
till the age of 75.
InvestShield Life New is a unit linked plan that provides premium guarantee on the invested
premiums and ensures that the customer receives only the benefits of fund appreciation without
any of the risks of depreciation.
InvestShield Cashbak is a unit linked plan that provides premium guarantee on the invested
premiums along with flexible liquidity options.

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Protection Solutions
Life Guard is a protection plan, which offers life cover at very low cost. It is available in 3
options level term assurance, level term assurance with return of premium and single premium.
HomeAssure is a mortgage reducing term assurance plan designed specifically to help
customers cover their home loans in a simple and cost-effective manner.

Child Plans
SmartKid education plans provide guaranteed educational benefits to a child along with life
insurance cover for the parent who purchases the policy. The policy is designed to provide
money at important milestones in the childs life. SmartKid plans are also available in unit-
linked form both single premium and regular premium.
Education Insurance Plans
Education insurance under the SmartKid brand provides guaranteed educational benefits to a
child along with life insurance cover for the parent who purchases the policy. The policy is
designed to provide money at important milestones in the child's life. SmartKid plans are also
available in unit-linked form - both single premium and regular premium
Retirement Solutions
ForeverLife is a retirement product targeted at individuals in their thirties.
Market-linked retirement products
LifeTime Super Pension is a regular premium market-linked pension plan.
Golden Years: is a limited premium paying retirement solution that offers tax benefits up to Rs
100,000 u/s 80C, with flexibility in both the accumulation and payout stages.
Health Solution
Health Assure and Health Assure Plus: Health Assure is a regular premium plan which
provides long term cover against 6 critical illnesses by providing policyholder with financial
assistance, irrespective of the actual medical expenses. Health Assure Plus offers the added
advantage of an equivalent life insurance cover
Cancer Care: is a regular premium plan that pays cash benefit on the diagnosis as well as at
different stages in the treatment of various cancer conditions.
Diabetes Care and Diabetes Care Plus: 1st ever critical illness insurance cover for diabetics.

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Hospital Care: Hospital Care offers a Cashless hospitalization facility in more than 3000
network hospitals
Crisis Cover : is a 360-degree product that will provide long-term coverage against 35 critical
illnesses, total and permanent disability, and death.
Group Insurance Solutions
ICICI Prudential also offers Group Insurance Solutions for companies seeking to enhance
benefits to their employees.
ICICI Pru Group Gratuity Plan: ICICI Prus group gratuity plan helps employers fund their
statutory gratuity obligation in a scientific manner. The plan can also be customized to structure
schemes that can provide benefits beyond the statutory obligations.
ICICI Pru Group Superannuation Plan: ICICI Pru offers a flexible defined contribution
superannuation scheme to provide a retirement kitty for each member of the group. Employees
have the option of choosing from various annuity options or opting for a partial commutation of
the annuity at the time of retirement.
ICICI Pru Group Term Plan: ICICI Prus flexible group term solution helps provide affordable
cover to members of a group. The cover could be uniform or based on designation/rank or a
multiple of salary. The benefit under the policy is paid to the beneficiary nominated by the
member on his/her death.












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VISION AND VALUES OF ICICI PRUDENTIAL :

VISION
To be the dominant Life, Health and Pensions player built on trust by world-class people and
service.
This we hope to achieve by:
Understanding the needs of customers and offering them superior products and service;
Leveraging technology to service customers quickly, efficiently and conveniently;
Developing and implementing superior risk management and investment strategies to offer
sustainable and stable returns to our policyholders;
Providing an enabling environment to foster growth and learning for our employees;
And above all, building transparency in all our dealings.
VALUES
The success of the company will be founded in its unflinching commitment to 5 core values --
Integrity, Customer First, Boundary-less, Humility and Passion. Each of the values describe what
the company stands for, the qualities of our people and the way we work. Every member of the
ICICI Prudential team is committed to the 5 core values and these values shine forth in all we do.
Boundary less I will treat organization agenda as paramount
Integrity What I do when nobody is watching me
Humility Openness to learn a change
Customer First Service excellence towards Internal and External Customers
Passion Demonstrates infectious energy and enthusiasm

We do believe that we are on the threshold of an exciting new opportunity, where we can play a
significant role in redefining and reshaping the sector. Given the quality of our parentage and the
commitment of our team, there are no limits to our growth.



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RECRUITMENT AND SELECTION PROCESS

Recruitment
The art of choosing men is not nearly as difficult as the art of enabling those one has chosen to
attain their full worth.
Recruitment is the process by which organizations locate and attract individuals to fill job
vacancies. Most organizations have a continuing need to recruit new employees to replace those
who leave or are promoted in order to acquire new skills and promote organizational growth.
Recruitment follows HR planning and goes hand in hand with selection process by which
organizations evaluate the suitability of candidates. With successful recruiting to create a
sizeable pool of candidates, even the most accurate selection system is of little use
Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. The
next step is careful examination of the job and enumeration of skills, abilities and experience
needed to perform the job successfully. Other steps follow:




Recruitment is the process of exploring the sources of supply of the required personnel and
stimulating the prospective employee to apply for job in the organization.
Recruitment is the first employees process, which aim to developing and maintaining manpower
resources for the organization.
Recruitment is a positive process because it attracts a large number of qualified people from
which the final selection can be made.
According to E. MC Farlan it is the process of attracting the potential employees to the
company. The aim of recruitment policy should be to attract good quality applicants and to
undertake reliable and cost effective selection decisions.
According to Flippo , recruitment is the process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organization.
Recruitment needs are of three types-
Planned
Anticipated
Unexpected

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Scope:
To define the process and flow of activities while recruiting, selecting and appointing personnel
on the permanent rolls of an organization.
Authorization:

S.No. Authorized Signatory

1 Head- Human resource
2 Managing director

Amendments and deviations:
Any amendments to and deviations from this policy can only be authorized by the Head-human
Resources and the Managing Director.
Exclusions:
The policy does not cover the detailed formalities involved after the candidate joins the
organization.

ACTIVITY FLOW
The organization philosophy should be kept in mind while formulating the recruitment
procedure.
The HR department would set the recruitment norms for the organization. However, the onus of
effective implementation and compliance with the process rests with the heads of the respective
functions and departments who are involved in the recruitment and selection process.
The process is aimed at defining the series of activities that needs to be performed by different
persons involved in the process of recruitment, the checks and control measures to be adopted
and information that has to be captured.
Recruitment and Selection is conducted by:
HR & Branch Manager





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SOURCES OF RECRUITMENT:

RECRUITMENT




INTERNAL SOURCES EXTERNAL SOURCES
1.Transfers 1. Press Advertisement
2.Promotions 2. Educational Institutions
3. Placement Agencies
4. Employment Exchanges
5. Labour Contractors
6. Recommendations
7. Unsolicited Applicants











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INTERNAL SOURCES:
Internal sources consist of the following:
1. Permanent, temporary and casual employees already on the pay of the organization are a
good source. Vacancies may be filled up from such employees through promotions,
transfers, and upgrading and even demotion.
2. Retired and retrenched employees who want to return to the company may be rehired.
3. Dependents and relatives of deceased and disabled employees.

EXTERNAL SOURCES:
External sources of recruitment lie outside the organization. These are as follows:
1. EDUCATIONAL AND TRAINING INSTITUTIONS:
Various institutes provide facilities for campus interviews and placement. Good institutions have
placement cells/officers to serves as liaison between the employers and the students. This source
is known as campus recruitment.
2. RECRUITING AGENCIES:
Several private consultancy firms e.g. A.F. ABC consultants etc. these agencies are particularly
suitable for recruitment of executives and specialists. They perform all the functions of
recruitment and selection so that the client is relieved of this burden. But the cost of recruitment
through these agencies is quite high.
3. EMPLOYMENT EXCHANGES:
Government of India has established public employment exchanges throughout the country.
These exchanges provide information about job vacancies to the jobseekers and help employers
in identifying suitable candidates. They contain a data bank of candidates for different types of
jobs.
4. CASUAL CALLERS:
Due to widespread unemployment in the country, many jobseekers visit the offices of well-
known companies on their own. Such caller is generally considered a nuisance to the daily work
routine of the enterprise. But a waiting list of such unsolicited visitors can be prepared to fill
temporary and lower level jobs. It is very expensive source of recruitment.


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5. LABOUR CONTRACTORS:
Manual workers can be recruited through contractors who maintain close links with the sources
of such workers. This source is often used to recruit labour for construction jobs.
6. GATE RECRUITMENT:
Unskilled workers may be recruited at the factory gate. In some industries like jute a large
number of workers works as badli or substitute workers. These may be employed whenever a
permanent worker is absent. More efficient among these badli worker may be recruited to fill
permanent vacancies.
7. SIMILAR ORGANISATION:
Experienced employees can be recruited by offering better benefits to the people working in
similar organizations. Newly established organizations of well-known business houses often lure
experienced executives and technical experts from the public sector.
8. RECOMMENDATIONS:
Office bearers of trade unions are often aware of suitability of candidates. Management can
enquire these leaders for suitable jobs. In some organizations there are formal agreements to give
priority in recruitment to the candidates recommended by the trade union.
9. PRESS ADVERTISEMENTS:
Advertisements in newspapers and journals are a widely used source of recruitment. The
advantage of this method is that it has a very reach. One advertisement in a leading daily can
cover millions of persons throughout the country. Cost per person is very low. This method can
be used for clerical, technical and managerial jobs.









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STEPS IN RECRUITMENT PROCESS:
The recruitment process consists of the following steps :
1. Recruitment process generally begins when the personnel department receives requisitions for
recruitment from any department of the company.
2. Locating and development the sources of required number and type of employees.
3. Identifying the prospective employees with required characteristics.
4. Communicating in the information about the organization, the job and the conditions of
service.
5. Encouraging the identified candidates to apply for jobs in the organization.
6. Evaluating the effectives of recruitment process.

METHODS OF RECRUITMENT:
Recruitment methods are the means by which an organization establishes contact with potential
candidates, provide them necessary information and encourages them to apply for jobs.
Various methods employed for recruiting employees may be classified into the following
categories
1. DIRECT METHODS:
Under direct recruitment scouting, employee contacts, manned exhibits and waiting lists are
used. These include sending traveling recruiters to educational and professional institution;
employee contact with public and manned exhibits.
Most college recruiting is done co-operation help in attracting students, arranging interviews
furnishing spaces, and providing student resumes.
Other, direct method include sending recruiters to conventions and seminars, selling up exhibits
at fairs, and using mobile offices to go to the desired centers. Some organizations use waiting
lists of candidates who have indicated their interest in jobs in person, through mail or over
telephone.




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2. INDIRECT METHODS:
Advertisements in newspapers, journals, on the radio and television are used to publicist
vacancies. This method is appropriate when the organization wants to reach out of a large target
group scattered geographically.
Local newspaper can be a good source of blue-collar worker, clerical employee and low-level
administrative employee.
According to advertisement tactics and strategy in personal recruitment, three points need to be
born in mind before and advertisement is inserted.
FIRST, to visualize the type of application one is trying to recruit.
SECOND, to write a list of the advantages of the company offers in the other word, why the
reader should work for the company.
THIRD, to decide where to run the advertisement, not only in which area but in which
newspaper having a local, state or nation wide circulation.

3. THIRD PARTY METHODS:
Various agencies can be used to recruit personnel. In addition, friends and relations of existing
staff and deputation method can also be used.
These include the use of commercial or private employment agents, state agencies, placement
office of school colleges and professional association, casual labor or application at the gate etc.










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RECRUITMENT PLANNING
Recruitment planning on the basis of budget
A. The manpower planning process for the year would commence with the companys
budgeting activity. The respective Functional heads would submit the manpower requirements of
their respective functions/ departments to the board of Directors as part of the annual business
plan after detailed discussion with the head of human Resource Function along with detailed
notes in support of the projected numbers assumptions regarding the direct and indirect salary
costs for each position.
B. A copy of the duly approved manpower plan would be forwarded by the HR department
for their further actions during the course of the year. The annual budget would specify the
manpower requirement of the entire organization, at different levels, in various
functions/departments, at different geographical locations and the timing of the individual
requirements. It would also specify the requirement budget, which is the cost allotted towards the
recruitment of the budgeted staff and the replacement of the existing employees. The manpower
plan would also clearly indicate the exact time at which the incumbent should be on board in
such a way that the Regional HR has adequate notice for the time lapses involved in sourcing
any other activities.
C. The Regional HRs would undertake the planning activity and necessary preparations in
advance of the anticipated requirements, as monthly and quarterly activities on the basis of the
approved budget, estimated separations and replacements therefore.
D. The vacancies sought to be filled or being filled shall always be within the approved
annual manpower budget and no recruitment process shall be initiated without the formal
concurrence of the Head of the Regional HR under any circumstance. Head of the Regional HR
shall also have the responsibility to monitor the appointments being considered at any point of
time with specific respect to the duly approved manpower budgets.
Review of Manpower Plans and Additional Manpower
A. Review of manpower budgets shall take place on a quarterly basis. In the event of any
new position or any deviations to the original plans, details of the positions maybe
forwarded to the VP-HR along with the adequate supporting information. The
recommendations would normally require a formal approval of the Managing Director.
Alternately, VP-HR may record the summary of his discussion with the Managing
Director and the MDs approval on the recommendations, to signify the final decision
taken regarding the recommendations.



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SOURCING OF SUITABLE CANDIDATES
Selection of Sources
Regional HR would tap various sources/channels for getting the right candidate. Depending on
the nature of the position/grade, volumes of recruitment and any other relevant factors, the
Regional HR would use any one multiple sources such as:


net/newspapers/magazines/companys sites/job sites or any other
media;

positions;
Direct recruitment from campuses/academic institutes;


The norms for using any of the sources are not water tight. Number of positions, criticality of
positions and the urgency of the positions, confidentiality requirements, relative efficacy and cost
considerations would play a role in the choice of the appropriate sourcing mechanism.
ADVERTISEMENTS
KLI compliance norms and would not be released by any department or branch without the
approval of the VP-HR. depending on the specifics of each position for which recruitment
advertisements are to be released, Regional HR may obtain assistance from the companys
marketing department and/or any external advertising agencies for the preparation of the
contents. Key features of the positions as notified by the Functional Heads would normally form
a part of the advertisement text.
ertisement would depend on the level of the position being
considered and the urgency of the requirements.
depending on requirements), internet sites and business magazines.

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Placement Agencies/Headhunting Agencies
recruited from time to time, from academic institutes of appropriate standards/reputation/grade,
in the requisite numbers and at the compensation/stipend amounts to be formally approved of the
VP-HR. Plans for such recruitment need specific special approval of VP-HR. norms regarding
the identification of the appropriate institutes, constitution of the selection panels, timings of the
recruitment, number of candidates to be recruited into different positions, choice of the
appropriate selection process and the tools thereof shall be decided by the Head of the Regional
HR in consultation with the VP-HR, depending on the specific features of the position.
Screening the candidates
First level screening
The Candidates would be screened by the HR Manager/Branch Manager for the respective
locations. Screening would be on the basis of the profile of the candidate and the departmental
requirements.
This assessment will be with respect to:
a. The general profile of the candidate,
b. Personality fit of the candidate into the profile,
c. Aptitude/attitude of the candidate,
d. Motives of the person to join the company and whether focus is in the short term or is a
long term player,
e. Basic skill level on our set of requirements, say numerically ability, networking ability,
etc
f. Establish the annual guaranteed cash compensation of the individual and check whether
the person would fit into the system.
g. Explain the role of Sales manager to the applicant and check the acceptance of the
candidate for the same.
In case of need, the Regional HR may take a Tele interview of the candidate for further
assessment process.



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Second Level Screening
Aptitude Test
If the first assessment is positive, the candidates will give the aptitude test, once such test is
selected approved by the company. The scoring, interpretation and the generation of interview
probes from that test will also be done at this time. People who qualify the minimum criteria on
this test will be put up on to the Functional Head (VPs in case of HO) for functional assessment
and suitability into the role.
Tied Agency Sales Manager candidates short listed by the BM have will then take sales Aptitude
test, once such a test is finalized. For the final selection, the regional Manager (Business Heads
for HO) will meet the candidates short listed by the branch manager/VP. The chart specifying the
Minimum approval level for each level of recruitment is specified below:
Category Branch Manager/Chief Manager Area Manager/AVP/VP Business
Heads Managing Director
CSE/ADVISORS Yes No No No
BIC Yes Yes No No
BM/CM Yes Yes Yes No
SM Yes Yes Yes Yes
General Norms regarding interview Process:
A. Interviews should consider the entire data provided by the candidate either through the
formal CV or otherwise before coming to a conclusion about the candidate. They may insist on
seeing the proof of the claims made by the candidate regarding qualifications, experience and
other achievements. They may, at their discretion, decide to meet the candidate on more than one
occasion or to refer the candidate to another panel.
B. Ratings on various attributes of the candidates shall be recorded in the interview
evaluation sheet, soon after the interview is over. Along with these numerical ratings, qualitative
observations about the candidate and overall decision regarding selection or otherwise (including
a decision to defer the induction, referral to another panel, considering for another position) shall
be forwarded to the associated Recruitment Manager/ Head of Regional HR. Individual panel
members have the option of appending their additional remarks/observations. No selection will
be treated as final unless the IES form is filled comprehensively. Suitably appropriate IES
formats may be created for specific positions.

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C. Any discrepancies noticed by the panel members regarding the authenticity of the data
provided by the candidate should be specifically and formally recorded on the IES form and
suitably high lightened.
D. Specific points to be probed during the reference check process, if any, must also be
clearly recorded and high lightened on the IES forms.
Administrative Actions Regarding Interviews
A. Scheduling and the venue of the interviews would be handled by the recruitment team in
consultation with the short listed candidate and the selection panel members, after taking mutual
convenience into account. For field positions, respective branch/regional heads would undertake
this co-ordination.
B. After the final round, if the candidate is selected, the complete set of papers Personal
Data Form, CV, job requisition no., Interview evaluation sheet ,reference check details,
educational details, along with the interviewers recommendations and Reference check form
should be forwarded by the recruitment managers to recruitment head. Fitment of the candidate
into a grade and compensation fitment shall be on the assumption of authenticity of the
information provided in the CV/application form.
C. An appropriate formal communication shall be sent to the candidate whose candidature is
not being taken forward, or details of the verbal/telephonic communications provided to the
candidate shall be recorded on the candidates papers, by the recruitment team/associated line
managers. In the case of interviews taking place at the branch/regional levels, similar noting
should be recorded on the individual candidates papers.
Negotiations of the terms and conditions and other pre-appointment formalities
A. In the case of sales-Tied Agency functions, the branch managers will be allowed to fix
the salary and grade of the incoming sales manager, provided the compensation does not exceed
20% of the candidates current cash salary. Any fitment beyond this norms will need the approval
of Head-HR. HR will forward a worksheet to support the BMs to evaluate the appropriate cash
CTC of the incumbent. For all other functions, the compensation and grade would be fixed post a
discussion between the Head of the Regional HR and the associated AVP/VP. Any candidate
being offered a CTC of more than 4lacs will need the sign off from HEAD-HR. In appropriate
cases, at the discretion of the VP-HR, a deviation may be referred to the Managing Director, for
the MDs formal approval.
B. Responsibility for negotiations and finalization of the terms shall rest with the best
Branch Manager/Associated Manager. They may seek the assistance of the recruitment
managers, whenever required. Reference checks process should not normally be initiated unless
the candidate has indicated his firm acceptance of the offer being made by us.

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Reference checks
A. Normal, reference checks should be undertaken with at least one reference. A second
reference check will be done if considered necessary. Responsible officials from the former
employers, academic institutes and/or any other eminent personalities can be considered as
appropriate references. Close relatives and friends cannot be considered as references. Wherever
feasible and considered appropriate, a reference should be made with a senior official of the
candidates current employer. In case the candidate is currently un-employed, reference should
be made with the latest employer. The format of reference check is to be used as a framework for
conducting the process.
B. Where the minimum two reference checks are not possible (particularly with the current
employer) or where there is a mixed response from different sources, the matter may be to the
VP-HR for a final decision. Depending on the seniority and any other considerations about the
positions, VP-HR would normally consult the functional head concerned, before coming to
conclusions. Any candidate whose credentials are doubtful shall not be recruited.
C. In case of recruitment of Management trainees, fresher and life advisors as sales Managers
no reference checks will be required.
Employment offer letter
A. When a recruitment Manager is fully satisfied about the selection of the right candidate
and about completion of all the formalities connected with the appointment of candidate
including requisite documentation, satisfactory reference check reports and medical fitness,
he/she would forward the relevant papers listed below to the head of recruitment.


his/her comments.
ed resume of the candidate






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B. Document check list for every grade is as follows:






Letter of last Employment.



C. Regional HR manager will take the signature of Head-HR on the employee requisition
form and forward the papers to the employee service team for issuance of the offer letter.
D. Employee services team will issue offer letter, to be signed by the National Recruitment
Manager or Chief Manager-HR, and send the same to the concerned Branch Manager/ HR
Manager.
E. It would be the responsibility of the Branch Manager/HR Manager to ensure that the
accepted copy of the offer letter is forwarded to the employee service team within a week of
receipt of the offer letter. Till this letter is issued, the offer has not taken place in formal sense.
A copy of the offer letter shall be duly signed and returned to the candidate. Candidate would be
expected to fulfill various joining formalities, which are also formally communicated to him/her
in the form of a checklist that is attached to the letter of offer. The Regional HR head shall have
the overall responsibility and accountability to maintain the templates of the offer letters and also
for drafting of suitable non-standard terms to any specific candidate.
F. The employee service team will follow up Branch Manager/Regional HR Manager for
the joining of the candidate and will collect all relevant documents from the candidate including
the joining report, before issuing the appointment letter. The employee service team may enlist
the help of the Branch Manager to ensure that all necessary documents within ten days o the
person joining. After the of all necessary documents, the employee service team will send the
appointment letter to the new joinee.

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G. Once the documentation is complete for the new joinee (including the accepted
appointment letter), people who may have joined before 20th of the month but have not been
included in the payroll for the month because of delay in receipt of papers will be given ad-hoc
salary advance (up to maximum of 65% of the pro rated salary). This advance will be adjusted
once the person gets included in the subsequent months payroll.
H. If the person does not submit the relieving letter from the previous organization, where
required to be submitted as per the table given above, within three months of joining, the
employee service manager can put their salary on hold till such time as the said documents are
received.
Key tasks of Regional HR Head
Regional HR Head will have the authority and responsibility to administer/implement the
recruitment and selection process as outlined. An illustrative list of the key deliverables of these
incumbents is listed below.
accordance with the approved manpower budget.
mechanisms.

consultants, academic/professional institutes and any other including the custody of the formal
agreements , tracking timely payments and adjusted thereto
other mechanisms to ensure smooth execution of the process requirement, along with timely
improvements thereto
support, scheduling etc.
with user departments and line managers including
making the standard recruitment formats and other templates easily available to such users and
notifying the modifications to such formats and templates.
mation base regarding candidates, placement
agencies, campuses, institutes, and any other employment-market information.

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-quality MIS for current and future needs
of the organization, including publication/circulation of appropriate reports there from to the
relevant users within the company.

retrieval in a readily auditable format
candidates
probation periods/training period, etc for the purpose of improvement to recruitment and
selection process.

areas for improvement in the formal recruitment and selection process document.


SELECTION PROCESS
Selection is the process of choosing the most suitable persons out of all the applicants. In this
process relevant information about applicants is collected through a series of steps so as to
evaluate their stability for the job to be filled. Selection is the process of matching the
qualifications of applicants with the job requirements; selection divides all the applicants into
two categories
Suitable
Unsuitable
The purpose of selection is to pick up the right person for every job. Selection is an important
function as no organization can achieve its goals without selecting the right people. Faulty
selection leads to wastage of time and money and spoils the environment of an organization.
Scientific selection and placement personnel can go a long way in building up a stable work
force. It helps to reduce absenteeism and labour turnover. Proper selection is helpful in
increasing the efficiency and productivity of the enterprise.
The selection process can be successful if the following conditions are satisfied.

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1. Some one should have the authority to select. This authority comes from the employment
requisition as developed through an analysis of the workload or work force.
2. There must be some standard of personnel with which applicant can be compared.
3. There must be a sufficient number of applicants from whom the required number of
employees may be selected.
The selection procedure consists of a series of steps. Steps involve in employee selection may be
described as under:
PRELIMINARY INTERVIEW
First of all, initial screening is done to weed out totally undesirable/unqualified candidates at the
outset. Preliminary interview is essentially assorting process in which prospective candidates are
given the necessary information about the nature of job and the organization.
Preliminary interview saves time and efforts both the company and candidate. It avoids
unnecessary waiting for a rejected candidate and waste of money on further processing of an
unsuitable candidate. Preliminary interview helps to determine whether it is worthwhile for a
candidate to fill up application form. Preliminary interview is the first contact of an individual
with the organization.

APPLICATION BLANK
Application from is a traditional and widely used device for collecting information from
candidates. Small firms design no application from and ask the candidates to writ details about
their age, marital status, education, work experience, etc. On a plain sheet of paper. But big
companies use different types of application forms for different jobs.
Generally, an application form contains the following information:
Identifying information name, address, telephone no, etc
Personal information- age, sex, place of birth, martial status, dependents, etc
Physical characteristics- height, weight, eye sight, etc
Family background
Education- academic, technical and professional
Experience- job held, employers, duties performed, salary drawn, etc.
References

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Miscellaneous- extra curricular activities, hobbies, games and sports, membership of
professional bodies, etc.
SELECTION TEST
Psychological tests are being increasingly used in employee selection. A test is a sample of some
aspect of an individuals attitudes, behavior and performance. It also provides a systematic basis
for comparing the behavior, performance and attitudes of two more persons. Test are based on
assumption that individual differ in their in their job related traits which can be measured. Test
helps to reduce bias in the selection by serving as a supplementary screening device. Tests are
useful when the number of applicants is large.

EMPLOYMENT INTERVIEW
An interview is a conversation between two persons. In selection it involves a personal,
observational and face to face appraisal of candidates for employment.
A selection interview serves three purposes
Obtaining information about the background, education, training, work history and interests of
the candidate,
Giving information to candidates about the company, the specific job and personnel policies
Establishing a friendly relationship between the employer and the candidate so as to motivate the
successful applicant to work for the organization.

MEDICAL EXAMINATION
Such examination serves the following purposes
It determines whether the candidate is physically fit to perform the job. Those who are physically
unfit are rejected. It reveals existing disabilities and provides a record of the employees health at
the time of selection. It prevents the employment of people suffering from contagious diseases.

REFERENCE CHECKS
If an applicant is declared successful, some personal information is collected about the candidate
from those persons who have been entered in the form as reference. This information is chiefly

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connected with the character of the applicant, his social relations background etc. The opinion
of referees can be useful in judging the future behavior and performance of a candidate.

FINAL APPROVAL
The final interview is usually conducted in two stages.
FIRSTLY, the personnel manager gets detailed information about the applicant and after they are
found competent after his assessment, they are send to department manager concerned for
interviews. SECONDLY, the department managers satisfy themselves after a tete-a-tete in
detail about the nature of work and then they are declared successful.

PSYCHOLOGICAL TESTS
Psychological tests are being increasingly used in selecting employees. These tests provide a
systematic procedure for sampling human behavior. Psychological tests are based on assumption
that no two individual are equal in term of intelligence, attitudes, personality and other traits.
Psychological tests help to predict the success of a candidate on the jobs. They help to reduce
bias and subjective judgment in the selection process. They are more useful for identifying and
screening out unsuitable candidates. Tests are also critised for invading the privacy of
candidates.
TYPES OF TESTS

1. APPTITUDE OR POTENTIAL ABILITY
These tests measure the latent ability or potential of a candidate to learn a new job or skill.
Such tests are of the following types:
o Mental Or Intelligence Tests
The assumption behind this test is that a more intelligent person can easily and quickly learn any
job and the enterprise do not have to spend more on their training.
o Mechanical Aptitude Test
These tests are measure a persons capacity to learn a particular type of mechanical work.
Capacity for spatial visulation, perceptual speed etc. these are useful for selecting apprentices
maintenance workers and mechanical technicians.

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o Skill Test
These tests measure a persons ability to perform a specific job. These are primarily used for
selecting worker who have to perform semi-skilled and repetitive jobs.

2. ACHIEVEMENT OR PROFICIENCY TEST
These tests are measure what a person can do. Their tests are of two types
o Job Knowledge Test
Such tests are useful in the selection of stenographers, typist, office worker etc.
o Work Sample
In these tests a candidate is given a piece of work to how efficiently he does it.




3. PERSONALITY TEST
These tests are used to select supervisors and executives and for counseling people. These are
widely used in industry as these provide an all round picture of a candidates personality.
These are of three types
o Objective Tests
These tests measure neurotic tendencies, self-sufficiency and self-confidence.
o Projective Tests
The way in which he responds to these stimuli reflect his own values and motives and
personality.
o Situation Tests
Group discussion and basket methods are used to administer these test these test measure a
candidates reactions when placed in a particular situation.


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4. INTEREST TESTS
These test are inventories of a candidates like and dislikes in relation to work. There are used to
discover a area of interest and to identify the kind of work that will satisfy him.











RECURITMENT AND SELECTION PROCESS AT ICICI

o When vacancy arises in any department
In ICICI the procedure of selection and recruitment starts by the availability of vacancy in any
department.
The head of the related department consult with the HR Manager in case of vacancy and than
process starts.
o Find out external or internal member
The nature of vacancy is main aim of dependence an internal and external source of member.
The internal members are those members who are already on the payroll.
First preference should be given to internal employees. After that external should be taken if
internal not find out suitable. If the post is vacant promotion is done or the post is merged and the
power and duties of that post are given to its relative post holder.

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o Advertising in the newspaper or consultant
After that the advertising for vacancy is given in the newspaper or some consultant by the
permission of general manager (HR and ADM.) the no of vacancies, qualification, work
experience are mentioned in the advertisement and the last date for submission of the
application.]
o Recovery of application
When the advertisement is published in the newspaper, the applications are received against the
advertisement and against some private agencies.
Unconsolidated applications are also received from the applicants, who mark direct esquires
from the company time to time for the vacancies. These applications are put up into the live bio-
data bank for consideration.
o Suitable application of candidate
A pool of application is received and than suitable application of the candidate is selected. Only
those applications are selected who satisfy all the requirement of the desired vacancies end other
are rejected by the panel, left applications are put into application blank.


o Call for interview
After selection of applicant the selected applicant informed to face the interview. They are
informed about the data, time and venue of the interview and they are asked to bring their
qualification certificate and additional certificate if needed.
The candidate who applies for the post of managers and above is given traveling allowances by
the company.
o Interview panel
The candidates who are selected for the interview have to face the panel of members.
This panel includes
HR Manager
G.M (manufacturing)
G.M (HRD& ADM.)
HOD

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If the vacancy is some technical job then the panel includes
G.M (engg.) for technical job
G.M (fin.) for commercial job
Each member of penal has an assessment sheet containing 100 marks and these are as follows
S.NO particulars total marks obtained
Academic record 20
Subject knowledge 40
General knowledge 20
Overall personality 10
Overall suitability 10
100


After passing the panel interview if the panel member thinks the candidate is suitable for the job
he is send to MD for final interview.
o Office letter
After the selection of candidate the offer letter is provided to the candidate, which includes all
the rules and regulations of the company.
The salary is also mentioned in offer letter.
o Appointment letter
The appointment letter is given to the candidate, which mentions the post and date of meeting
with the GM regarding the joining date.
o Joining letter
When the candidate go in the company after getting the appointment letter and satisfy all the
terms and condition of the company, he gives a written letter that I have joined the post from this
particular date and time.


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Recruitment and Selection of Insurance Advisors:

As we know that Recruitment involves seeking and attracting a pool of people, from which
qualified candidates for job vacancies can be chosen. Recruitment sets out the necessary stages
to clarify what kind of person is required, where he/she might be found and how to make the
right choice.

Recruitment of Life insurance agent is also a very impressive criterion because in this process we
need to recruit and select those persons who bear some special characteristics, which are very
necessary to sell insurance. Life insurance is an intangible product and it needs those insurance
advisors who are having tremendous skills to sell an intangible product.


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The key to good selection is preparation. So many people are proud of their ability to pick a good
sales person and so often, that person is good but not at the particular job which needs to be
done. It is vital to be clear about what job needs doing and what kind of person would do it best;
and then to find that person (or person. Once the plan has been decided, the choice of candidate
should be made carefully.

The effectiveness of the unit manager is dependent to a great extent on the effectiveness of the
team of advisors supporting him, because an advisor works under a unit manager. So it is very
important to recruit a very good team of Life insurance advisors who can give their best to
increase the effectiveness and the profit of the company. ICICI prudential give very much stress
on it and try to recruit only those persons as a life insurance advisor who is having some key
skills specifies by the company.

Further we will show the recruitment and selection procedure of life insurance advisor in ICICI
prudential insurance company ltd, and try to analyze whether it is the best process of recruitment
or company can do certain new modifications to enhance their recruitment processor for the
increment of companys effectiveness. From the next page, we will see the recruitment and
selection procedure of life insurance advisors.

Sequence of recruitment process of advisors in ICICI Prudential:

Before an organization begins recruiting applicants, it should form a checklist of questions,
which outline a chronological sequence for the recruitment and selection process. Same is to be
done with the ICICI prudentials recruitment and selection procedure, it also forms a checklist of
questions, which are termed as the initial starter for the recruitment procedure. The questions are
given below with the specifications along with them:

1. What kind of job is to be filled?
This question has a wide spectrum of answers. Hence, to answer this question in to tally
following sub-questions are to be answered.

Name of the job: Life Insurance Advisor

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Who is the boss: No Boss

Job objective: To sell Life Insurance policies or product and achieve sales targets.

How far the job holder is personally responsible for achieving results : job holder will not be
responsible for achieving the sales targets because in this kind of job there is no salary paid, no
boss over them and it is totally commission based job, so it is on the advisor whether he think
himself responsible or not.

This job is principally dealing with the end users who are interested to be insured.
ICICI Prudential looking for the persons who fulfill this job for life long because life insurance
business is a life long business and will not end till the human being is their on the earth.

Salary and Remuneration: it is totally commission-based job and 1CICI do not provide any
fixed salary for this. There is much scope of getting a huge collection of incentives in the form of
gifts, trips and other services.

After getting the answer of these questions, we will move towards next question.

4. What sort of person would do the job successfully?
It is very important to know that what sort of person would do this job of Life insurance advisor
successfully. ICICI prudential specifies some qualities, which must be there in a Life insurance
advisor. These qualities suggest some skills that are listed below:
Confidence: This is the main skill, which an advisor must contain because till he will not
confident, he would not be able to convince the different kind of people.

Self-Motivation: Self-motivation is an essential quality, which must be, possess by an insurance
advisor because in this job, rejection is much more than acceptance, so an advisor has to be very
strong from heart and should not depressed soon.

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Persuasion: It is one of the very effective qualities, which must be there in an insurance advisor.
It shows the perceiving ability of an advisor for his job.

Urge to be financially independent: for a job which is commission based, an urge should be
their in an advisor to become financially independent, then only he would be able to generate
more money for himself and for the company.

Relationship Skills: this is a very necessary element of quality shown in an advisor by the
ICICI prudential because this skill helps the advisor to make good relation from his customers
which is very necessary for the future of the company.


3. Where will this person be found?

Now, we know what the job is and what kind of person is required for the job-only we need to
find this person. The persons for this kind of job of an life insurance advisor can be found at
many places through many resources hut most of the insurance agents chosen from the relations
and with direct contacts. The following are the sources from where we can found out the persons
who can become good life insurance agent:
Employment agencies: Employment agencies can be used as a wide source for the persons to
this job.
Advertising: It also plays a very effective role in finding of the persons for becoming an
insurance agent. ICICI prudential also use this source.
Educational institutes: They are one of the main sources for the company to find out the
person as an advisor.
Direct contact with people: ICICI prudential also uses direct contacts with the people and
offers business opportunity to them, company representatives contact to the persons and
explains business opportunity presentation to them.


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5. Which person is to be recruited?

The simple answer to this is that the one who best fits the specification and who has the essential
characteristics as defined should be recruited. This implies a structured approach of three steps.
These are:
First, compare companys specification for an advisor with that of the prospects specifications
and remove all those who do not meet the essential criteria.
Secondly, move on to those areas where the Measuring Instruments and an assessment at
interview are needed. For instance,

o Education: which should be at least 12th pass.
o Age: above 18 years.
o Work history: fresher can also apply.
o Family background: does not matter but it should be Indian.
o Ambitions and Future plans: should possess high ambitions and zeal to become
financially independent.

Thirdly, involves the identification pattern of behavior, which will help in forming
judgments.

After all the three steps have been followed and care has been taken to see that the candidate fits
into the specific job requirements one can be sure of choosing the right candidate for the right
job.


Selection and Placement of Insurance Advisors:


41
A selection system is a set of successive screens at any of which an applicant may be dropped
from further consideration. The process of selection of insurance advisors differs from
companies to company depending upon the requirements. In ICICI prudential the applicant goes
through various stages, the chances of selection get better as more and more stages are cleared.

Selection procedure: The following selection procedure is used by for the selection of Life
insurance advisor in ICICI prudential company.

Preliminary interview: In this interview the applicant have face-to-face interaction with the
respective Unit Manager and clear out all his queries and doubts about the job. After this
interview session, the prospect gives his confirmation whether he is interesting to join the
organization or not.

Formal application after the confirmation of the prospect the next step is to filling up of
application form with the submission of all the necessary documents that are listed below:

- Birth certificate (10th class passing certificate, driving license, etc)
- Address proof (ration card, voter id card, telephone bill, etc)
- 6 passport size colour photographs
- Highest qualification certificates (Mark sheets)
- A demand draft of Rs. 1000 on the favor of ICICI Prudential company
ltd, payable at Mumbai

After checking the form and all documents the operations department give its confirmation that
the prospect is genuine and is subject for further process.

Declaration of date of training and venue: After the previous step, operation department give
the details about the details about training date and about the venue of the training. The training
is a necessary part of the selection procedure. This

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Training is under the curriculum of Insurance Regulatory and Development Authority (IRDA).
The duration of this training is 100 hours and it can he get in three ways:

- Full-time training (10:00 AM to 05:00 PM)
- Part-time training (06:00 PM to 09:00 PM)
- Online training

Testing: After completing the training conducted by IRDA, a test is conducted on the same
venue. This test is taken based on training and contains the syllabus, which is prescribed by the
IRDA. This test and previous training is necessary for every body who wants to become an
insurance advisor.

Issue of License: after passing out the test conducted by IRDA, a license is issued from the
IRDA. This license is the proof for the insurance advisor and an advisor can start his work just
after getting this license. Getting the license is the last step in selection process.

Assignment to the Unit Manager: The following advisor is assigned to a unit manager to whom
he has to report about his work and about any query concerning about insurance and about the
company.

The above are the following steps which are use to select an Insurance advisor/agent. The license
issued by the IRDA is the only authorized power. Which gives the person a right to do insurance.
This license is supposed to renew after every three years.