Chapter 4: Selection
Introduction
Procedure
Types of Interviews
Chapter 5: Questionnaire and Data Interpretation
Data Interpretation
Analysis
Suggestions and Conclusions
ABSTRACT
The insurance industry of India consists of 51 insurance companies of which 24 are in life
insurance business and 27 are non-life insurers. Among the life insurers, Life Insurance
Corporation (LIC) is the sole public sector company. Apart from that, among the non-life
insurers there are six public sector insurers. In addition to these, there is sole national reinsurer,
namely, General Insurance Corporation of India. Other stakeholders in Indian Insurance market
include Agents (Individual and Corporate), Brokers, Surveyors and Third Party Administrators
Servicing Health Insurance claims. Out of 27 non-life insurance companies, 4 private sector
insurers are registered to underwrite policies exclusively in Health, Personal Accident and
Travel insurance segments. They are Star Health and Allied Insurance Company Ltd, Apollo
Munich Health Insurance Company Ltd, Max Bupa Health Insurance Company Ltd and Religare
Health Insurance Company Ltd. There are two more specialized insurers belonging to public
sector, namely, Export Credit Guarantee Corporation of India for Credit Insurance and
Agriculture Insurance Company Ltd for Crop Insurance penetration of India.
CHAPTER 1
OVERVIEW
OF
INSURANCE
What Is Insurance?
Insurance is a contract between two parties whereby one party agrees to undertake
the risk of another in exchange for a consideration known as premium.
Insurance is an economic device whereby the individual can substitute a small
relatively definite cost (premium) for a large financial loss (the contingency
insured against) that would have to be borne if insurance was not available.
The party which undertakes the risk is called insurer and the other one, whose risk
is transferred is known as the insured.
The insurer promises to pay a fixed sum of money to the insured on the happening
of an uncertain event (death) or after the expiry of a certain period in case of life
insurance.
The insurer agrees to indemnify the insured on the happening of an uncertain event
in case of non-life (general) insurance.
Principle of Indemnity:
• It states that the insurer agrees to pay no more than the actual amount of loss.
• In other words, the insured should not make profit from a loss.
• The principle applies to non-life (property and liability) insurance contracts only.
Principle of Subrogation:
• It is the right of one person, having indemnified another under a legal obligation
to do so, to stand in the place of that other and avail himself of all the rights and
remedies of that other.
• In other words, it is the substitution of the insurer in place of the insured for the
purpose of claiming indemnity from a third person for a loss covered by insurance.
It may be seen that from about 200.00 Crores of New Business in 1957 the
corporation crossed 1000.00 Crores only in the year 1969-70, and it took another
10 years for LIC to cross 2000.00 crores mark of new business. But with
reorganization happening in the early eighties, by 1985-86 LIC had already crossed
7000.00 crores Sum Assured on new policies.
Today LIC functions with 2048 fully computerized branch offices, 100 divisional
offices, 7 zonal offices and the corporate office. LIC’s Wide Area Network covers
100 divisional offices and connects all the branches through a Metro Area
Network.
LIC has tied up with some Banks and Service providers to offer on-line premium
collection facility in selected cities. LIC’s ECS and ATM premium payment
facility is an addition to customer convenience. Apart from on-line Kiosks and
IVRS, Info Centers have been commissioned at Mumbai, Ahmedabad, Bangalore,
Chennai, Hyderabad, Kolkata, New Delhi, Pune and many other cities. With a
vision of providing easy access to its policyholders, LIC has launched its
SATELLITE SAMPARK offices. The satellite offices are smaller, leaner and
closer to the customer. The digitalized records of the satellite offices will facilitate
anywhere servicing and many other conveniences in the future.
From then to now, LIC has crossed many milestones and has set unprecedented
performance records in various aspects of life insurance business. The same
motives which inspired our forefathers to bring insurance into existence in this
country inspire us at LIC to take this message of protection to light the lamps of
security in as many homes as possible and to help the people in providing security
to their families.
Words and expressions used are not defined in this Act but defined in the
Insurance Act, 1938 or the Life Insurance Corporation Act, 1956 or the General
Insurance Business (Nationalization) Act, 1972 shall have the meanings
respectively assigned to them in those Acts
A new definition of "Indian Insurance Company" has been inserted. "Indian
insurance company" means any insurer being a company which is formed and
registered under the Companies Act, 1956
a) In which the aggregate holdings of equity shares by a foreign company, either
by itself or through its subsidiary companies or its nominees, do not exceed
twenty-six per cent. Paid up capital in such Indian insurance company.
Framework
Analysis of
Insurance
General
Life Insurance
Insurance
Omnis Healthcare Services Private Limited's Annual General Meeting (AGM) was last held on N/A
and as per records from Ministry of Corporate Affairs (MCA), its balance sheet was last filed on N/A.
Directors of Omnis Healthcare Services Private Limited are Kuldeep Singh, Dinesh Kumar Suri,
Sanjay Prasad and .
Company Details
CIN U74900UP2015PTC073921
RoC RoC-Kanpur
Registration 73921
Number
CIN U74900UP2015PTC073921
Class of Private
Company
Number of -
Members
Legal Report
Financial Report -
Balance Sheet -
Trade Payables -
Current Investments -
Inventories -
Trade Receivables -
Total Expenses -
Finance Costs -
Depriciation -
Click here to view all available financial documents and regulatory filings of
OMNIS HEALTHCARE SERVICES PRIVATE LIMITED
Contact Details
Address:
CHAMBER NO-10, UDAIGIRI TOWER KAUSHAMBI GHAZIABAD
Ghaziabad UP 201010 IN
Director Details
DIN DIRECTOR NAME DESIGNATION APPOINTMENT DATE
TATA AIG
Tata AIG General Insurance Company Limited is a joint venture between the Tata Group and the
American International Group (AIG). Tata AIG General Insurance Company Limited celebrated
16 years of service this year (2016) since it commenced operations on January 22, 2001. The
company has made a mark in the industry by launching several innovative products and services
over the years.
Under its two main business verticals ie Consumer Lines and Commercial Lines, Tata AIG
General Insurance Company Limited offers an extensive range of General Insurance covers that
cater to various individual and business insurance needs. The products range from Home
insurance, Motor Insurance, Travel Insurance, Health Insurance, Rural-Agriculture Insurance etc
for individuals under the Consumer Line vertical, and Property & Business Interruption
insurance; D&O, Professional and General Liability Insurance; and special products like Reps &
Warranties and Environmental Insurance under the Commercial Lines vertical. Each product
offering is backed by professional expertise to help the customer along the entire relationship
period. Tata AIG General Insurance Company Limited has an empowered claims team, with a
in-house capability of 400 plus experts spread across 90 office in India. The customer service
team too, which is the face of the company to the customer, comprises of 450 team members,
operating from various offices across India.
Today Tata AIG General Insurance Company Limited’s core strength lies in 3 product
categories, ie Travel Insurance, Marine Insurance and Liability and the company aims to be the
most preferred General Insurance Company in the industry. In order to achieve its vision of
being the most preferred general insurance company, Tata AIG General Insurance Company
Limited is increasing its general insurance penetration in India with various significant
partnerships with leading business names from varied industries.
Tata AIG General Insurance Company Limited has an Asset Under Management (AUM) of
approximate 0.6 billion USD (as of 30th June 2016) and a workforce of about 2833 employees
present in 152 branches across India. The company’s products are available through various
channels of distribution such as Agency which has a combined strength of 10,328 licensed
agents and a very strong Broking channel of 347 licensed brokers. The Bancassurance & Affinity
team is responsible for initiating and tapping partnerships with Banks, NBFC's, HFC's and other
affinity partners. Tata AIG General Insurance Company Limited is also increasing its online
presence and has a strategic initiative called ‘Go Digital’ that facilitates ease of buying Insurance
products in the digital world. It makes the process from sale to policy issuance effortless.
Our Vision
To be India's most preferred General Insurance Company.
Our Purpose
To create unmatched value for our customers, employees, business partners and shareholders by
delivering remarkable service that is consistent, fair and transparent.
Our Values
Our values represent the core, shared beliefs that guide how we act and work together to achieve
our goals. We share a set of 6 core values: Performance,Customer First, Integrity, People,
Passion, and Empathy.
Performance: We must constantly accomplish the highest possible standards in our day
to day work and in the quality of services that we provide.
Customer First: We must anticipate customer priorities and exceed their expectations.
Integrity: We must conduct our business fairly, with honesty and transparency.
Everything we do must stand the test of public scrutiny.
People: Develop true partnerships all around; with our colleagues across the company
and with our customers and associates around the world. We exist to build strong
relationships based on tolerance, understanding and mutual co-operation. We strive to
develop our diverse talent and reward excellence.
Passion: Be committed to what we do. We must have a strong drive to meet goals, and a
relentless determination to solve customer problems. We must remember to be happy
about ourselves and the company we work for and represent.
Empathy: We must always work for the benefit of the communities we serve by caring,
showing respect, and compassion to everything we touch.
Motor Insurance
A vehicle in today’s world is an inseparable part of life. It gives an exclusiveness & freedom to
your movement whether it is your day to day activity or going for a long drive with your family.
It may affect your livelihood if this is your source of income. To use your vehicle in any public
place it is mandatory to insure the same against minimum Third party liability as per the
provisions of Motor vehicle Act.
However Third party insurance alone will not protect from the financial losses which you may
incur because of an unfortunate situation of accident or theft of your vehicle. Hence it makes
sense to buy a comprehensive Motor Insurance Policy to give you complete protection.
Tata AIG General Insurance Company Limited understands these needs and offers Motor
Insurance policies that provide the added protection for the vehicle you love. Motor Insurance
Policies from Tata AIG General Insurance Company Limited insurance includes private car
insurance, two wheeler insurance, commercial vehicle insurance.
Travel Insurance
‘Business, sight-seeing, shopping are the things you usually plan for when you travel. What
about unforeseen emergencies like lost baggage (and passports), flight delays, personal
accidents, even a hospital stay in a strange unknown place while you are traveling?
Very few people plan for real risks like these. Travel Insurance policies from Tata AIG General
Insurance Company Limited, take care of emergencies during your travel, whether overseas or
domestic. Online Travel Insurance policies from Tata AIG General Insurance Company Limited
offer convenience of purchase.’
Health Insurance
Today health insurance is the need of the hour as it is not just an old age issue. Misfortunes also
never announce their arrivals. With our new age our susceptibility to risks has increased more
than ever. Some of these risks can often bring in unforeseen hospitalization causing a financial
burden on you and your family. With the escalating medical care costs the charges like Surgeon's
fees, diagnostic tests etc may turn out to be very expensive.
Tata AIG realizes your needs arising from such unforeseen situations and offers a range of
solutions health insurance policies that will help you preserve your savings.
Life's journey takes you through many twists and turns. You may not be prepared for it, but you
have to face it. Accidents, mishaps and other adverse situations bring along dire consequences.
They can leave a dent on your life both emotionally and financially, if you are not prepared for it.
Tata AIG General Insurance Company Limited's suite of personal accident products protects you
from unforeseen adversities ensuring total security & peace of mind. Our range of plans not only
protect self, but also for your spouse & children.
Home Insurance
You worked harder, longer and saved every penny to give yourself and your loved ones the
security of a home. A home that they could call their own. It’s only understandable that you
should want to secure your most important asset from any possible kind of natural or man-made
catastrophe. Tata AIG General Insurance Company Limited realises the need and has designed a
variety of home insurance products that cater to everyone’s home insurance needs. After all,
homes are not built everyday.
Personal Extended Protection Policy (PEPP)
As lifestyles change with time and age, individual needs evolve too. Just look at your lifestyle
and you’ll notice how your needs have changed too. Shopping, new purchases, credit and debit
cards, new cars, foreign travel and short holidays are an integral part of every successful
lifestyle. Products and services that were non-existent a decade ago have now become our
lifelines. At Tata AIG General Insurance Company Limited, we realize this need for protection
solutions that help you secure and let you enjoy your changing lifestyle needs.
Presenting PEPP, a range of 10 innovative, new-age insurance solutions that are designed for
today’s lifestyle, to help you live worry free at all stages of your life. From credit card fraud
protection to cover for your stolen wallet and much more, these products take care of your daily
worries.
CHAPTER 2
RESEARCH
OBJECTIVES AND
METHODOLOGY
OBJECTIVE
The main objective of the project is to understand the recruitment and selection of
employees at TATA AIG. This is backed by TATA AIG Health insurance service
support infrastructure - the widest in the country. The objective of the project is to
understand how Human Resource Department play an important role for insurance
company like TATA AIG Health insurance in recruiting good employees. So to
understand the process of Recruitment of financial consultant in TATA AIG
Health insurance. This project enlightens the management skills used for the
advancement of the employees. It brings out the lowest input and maximum output
to give maximum efficiency.
The Other objectives are:-
To find out the sources of recruitment
The process of recruitment and the
To know the Selection process at HDFC life.
To identify the segment of people for recruitment.
To find out the different ways to find the prospects for recruitment.
To find the reason behind individual decisions in joining life insurance
company.
To find probable individual for recruitment for the organization.
To know difficulties in recruitment
RECRUITMENT
INTRODUCTION
The acquisition of human resources for the organisation takes place through the
process of recruitment and selection. After the human resource needs of the
organisation are identified through human resource planning, the next step is that
of recruitment and selection. One of the most difficult tasks of the human resource
manager is that of recruiting and selecting the right kind of people for the
organisation.
Recruitment is the first step towards procuring qualified manpower for the
organisation. The process of acquiring human resources begins with recruitment,
continues with selection and ceases with placement.
Recruitment is the process of identifying and attracting potential candidates from
within and outside an organization to begin evaluating them for future
employment. Once candidates are identified, an organization can begin the
selection process. This includes collecting, measuring, and evaluating information
about candidates’ qualifications for specified positions. Organizations use these
processes to increase the likelihood of hiring individuals who possess the right
skills and abilities to be successful at their jobs.
When an organization is not able to find a suitable candidate for a vacancy, former
employees of the organization who have retired or had quit the organization may
be recalled.
(5) Skills Inventories:
Educational and training institutions like the IIMs, IITs and other professional
colleges are a good source of recruitment qualified and trained personnel. Many
educational institutions have placement departments who forward the names of
graduating students to interested organization and invite them to conduct campus
interviews.
(2) Advertisements:
Online recruitment has seen explosive growth in recent years. The internet has
become an extremely important and useful tool of recruitment. The internet allows:
(A) Employees to post or advertise vacancies on their own website or specialist
online recruitment sites
(C) Database searches matching employer’s requirements and job seeker’s CV’s.
Recruitment Process
Recruitment
Planning
Strategy
Development
Searching
Screening
SELECTION
INTRODUCTION
The size of the labour market, the image of the company, the place of posting, the
nature of job, the compensation package and a host of other factors influence the
manner of aspirants are likely to respond to the recruiting efforts of the company.
Through the process of recruitment the company tries to locate prospective
employees and encourages them to apply for vacancies at various levels.
Recruiting, thus, provides a pool of applicants for selection.
3.1 Definition
To select mean to choose. Selection is the process of picking individuals who have
relevant qualifications to fill jobs in an organisation. The basic purpose is to
choose the individual who can most successfully perform the job from the pool of
qualified candidates.
3.2 Purpose
The purpose of selection is to pick up the most suitable candidate who would meet
the requirements of the job in an organisation best, to find out which job applicant
will be successful, if hired. To meet this goal, the company obtains and assesses
information about the applicants in terms of age, qualifications, skills, experience,
etc. the needs of the job are matched with the profile of candidates.
The most suitable person is then picked up after eliminating the unsuitable
applicants through successive stages of selection process. How well an employee is
matched to a job is very important because it is directly affects the amount and
quality of employee’s work.
Any mismatched in this regard can cost an organisation a great deal of money, time
and trouble, especially, in terms of training and operating costs.
In course of time, the employee may find the job distasteful and leave in
frustration. He may even circulate ‘hot news’ and juicy bits of negative
information about the company, causing incalculable harm to the company in the
long run. Effective election, therefore, demands constant monitoring of the ‘fit’
between people the job.
3.3 Selection Procedure:
Selection procedure employs several methods of collecting information about the
candidates qualifications, experience, physical and mental ability, nature and
behavior, knowledge and aptitude for judging whether a given applicant is suitable
or not for the job. Therefore the selection procedure is not a single act but is
essentially a series of methods or stages by which different types of information
can be secured through various selection techniques.
At each step facts may come to light, which are useful for comparison with the job
requirement and employee specifications.
Steps in Scientific Selection Procedure:
• Job analysis
• Recruitment
• Application form
• Written examination
• Preliminary interview
• Tests
• Medical examination
• Reference checks
• Line manager s decision
(A) Job Analysis:
Job analysis is the basis for selecting the right candidates. Every organization
should finalize the job analysis, job description, job specification and employee
specifications before proceeding to the next step of selection.
Business games are widely used as a selection technique for selecting management
trainees, executive trainees and managerial personnel at junior, middle and top
management positions.
These tests measure the candidate s ability to do a job perfectly and intelligently.
These tests are useful to select the candidates to perform artistic jobs, product
design, design of tools, machinery etc. The candidates can be selected for assembly
work, testing and inspection also.
(2) Mechanical aptitude tests:
These tests measure the capabilities of spatial visualization, perceptual speed and
knowledge of mechanical matter. These tests are useful for selecting apprentices,
skilled, mechanical employees, technicians etc.
These tests measure abilities like manual dexterity, motor ability and eyehand
coordination of candidates. These tests are useful to select semi-skilled workers
and workers for repetitive operations like packing and watch assembly.
(4) Clerical aptitude tests:
These types of tests measure specific capacities involved in office work. Items of
this tests include spelling, computation, comprehension, copying, word measuring
etc.
ACHIEVEMENT TESTS:
These tests are conducted when applicants claim to know something as these tests
are concerned with what one has accomplished. These tests are more useful to
measure the value of a specific achievement when an organization wishes to
employ experienced candidates. These tests are classified into (a) job knowledge
test and (b) work sample test. Thus, the candidate s achievement in his career is
tested regarding his knowledge about the job and actual work experience.
SITUATIONAL TESTS:
This test evaluates a candidate s in a similar real life situation. In this test the
candidate is asked either to cope with the situation or solve critical situations of the
job.
(1) Group discussion:
This test is administered through the group discussion approach to solve a problem
under which candidates are observed in the areas of initiating, leading, proposing
valuable ideas, conciliating skills, oral communicating skills, coordinating and
concluding skills.
(2) In basket:
Situational test is administered through in basket method. The candidate in this test
is supplied with actual letters, telephone and telegraphic message, reports and
requirements by various officers of the organization, adequate information about
the job and organization. The candidate is asked to take decisions on various items
based on the in basket information regarding requirements in the memoranda.
INTEREST TESTS:
These tests are inventories of the likes and dislikes of candidates in relation to
work, job, occupations, hobbies and recreational activities. The purpose of this test
is to find out whether a candidate is interested or disinterested in the job for which
he is a candidate and to find out in which area of the job range/occupation the
candidate is interested. The assumption of this test is that there is a high correlation
between the interest of a candidate in a job and job success. Interest inventories are
less faked and they may not fluctuate after the age of 30.
PERSONALITY TESTS:
These tests prove deeply to discover clues to an individual s value system, his
emotional reactions and maturity and characteristic mood. They are expressed in
such traits like self-confidence, tact, distrust, initiative, emotional control,
optimism, decisiveness, sociability, conformity, objectivity, patience, fear,
judgment dominance or submission, impulsiveness, sympathy, integrity, stability
and self-confidence.
Most personality tests are objective tests as they are suitable for group testing and
can be scored objectively.
(2) Projective tests:
MULTI-DIMENSIONAL TESTING:
However, the need for multi-skills is being felt be most of the companies
consequent upon globalization, competitiveness and the consequent customer-
centered strategies. Organization have to develop multi-dimensional testing in
order to find out whether the candidates possess a variety of skills or not, candidate
s ability to integrate the multi-skills and potentiality to apply them based on
situational and functional requirement.
Types of Interviews
Decision
Preliminary Core Making
Interview
Background
Informal Information
Interview
Job and
Unstructured Probing
Interview
Stress
Interview
The Group
Discussion
Interview
Formal and
Structured
Interview
Panel and
Depth
Interview
INTERVIEW:
Final interview follows after tests. This is the most essential step in the process of
selection. In this step the interviewer matches the information obtained about the
candidate through various means to the job requirements and to the information
obtained through his own observation during the interview. The different types of
interviews are:
PRELIMINARY INTERVIEW:
(1) Informal interview:
This is the interview, which can be conducted at any place by the person to secure
the basic and non-job related information. The interaction between the candidate
and the personnel manager when the former meets the latter to enquire about the
vacancies or additional particulars in connection with the employment
advertisement is an example of the informal interview.
(2) Unstructured interview:
In this interview, the candidate is given the freedom to tell about himself by
revealing his knowledge on various items/areas, his background, expectations,
interest etc. Similarly, the interviewer also provides information on various items
required by the candidate.
CORE INTERVIEW:
It is normally the interaction between the candidates and the line executive or
experts on various areas of job knowledge, skill, talent etc. This interview may
take various forms like:
(1) Back ground information interview:
This interview is intended to collect the information which is not available in the
application blank and to check that information provided in the application blank
regarding education, place of domicile, family, health, interest, hobbies, likes,
dislikes and extra-curricular activities of the applicant.
(2) Job and probing interview:
This interview aims at testing the candidate s job knowledge about duties,
activities, methods of doing the job, critical/problematic areas, methods of
handling those areas etc.
(3) Stress interview:
This interview aims at testing the candidate s job behavior and level of
understanding during the period of stress and strain. The interviewer tests
candidate by putting him under stress and strain by interrupting the applicant from
answering, criticizing his opinions, asking questions pertaining to unrelated areas,
keeping silent for unduly long periods after he has finished speaking etc. Stress
during the middle portion of the interview gives effective results. Stress interview
must be handled with utmost care and skills. This type of interview is often invalid,
as the interviewer s need for a job and his previous experience in such type of
interviews may inhibit his actual behavior under such situations.
(4) Group discussion interview:
In this type of interview, all the formalities, procedures like fixing the value, time,
panel of interviewers, opening and closing, intimating the candidates officially etc.
are strictly followed in arranging and conducting interview. The course of the
interview is preplanned and structured, in advance, depending on job requirements.
(6) Panel interview:
DECISION-MAKING INTERVIEW:
After the experts including the line managers of the organization in the core areas
of the job examine the candidates, the head of the department/section concerned
interviews the candidates once again, mostly through informal discussion. The
interviewer examines the interest of the candidate in the job, organization,
reaction/adaptability to the working conditions, career planning, promotional
opportunities, work adjustment and allotment etc. The personnel manager also
interviews the candidates with a view to find out his reaction/acceptance regarding
salary, allowances, benefits, promotions, opportunities etc. The head of the
department and the personnel manager exchange the view and then they jointly
inform their decision to the chairman of the interview board, which finally makes
the decision about the candidate s performance and their ranks in the interview.
Most of the organizations have realized that employee s positive attitude matters
much rather than employee s skill and knowledge. Employees with positive
attitude contribute much to the organization. Hence, interviewers look for the
candidates with the right attitude while making final decision.
Certain jobs require certain physical qualities like clear vision, perfect hearing
unusual stamina, tolerance of hardworking conditions, clear tone etc. Medical
examination reveals whether or not a candidate possesses these qualities. Medical
examination can give the following information:
Whether the applicant is medically suited for the specific job
Whether the applicant has health problems or psychological attitudes likely to
interfere with work efficiency or future attendance.
The offer. Whether the applicant suffers from bad health which should be
corrected before he can work satisfactorily It reveals the applicant s physical
measurements and It is used to check the special senses of the candidates.’
(L) REFERENCE CHECKS:
After completion of the final interview and medical examination, the personnel
department will engage in checking references. Candidates are required to give the
names of references in their application forms. These references may be from the
individuals who are familiar with the candidate’s academic achievement or form
the applicant s previous employer, who is well versed with the applicant s job
performance, and sometimes from coworkers. In case the reference check is from
the previous employer; information for the following areas may be obtained.
They are job title, job description, and period of employment, pay and allowances,
gross emoluments, benefits provided, rate of absence, willingness of the previous
employer to employ the candidate again and soon. Further, information regarding
candidate s regularity at work, character, progress etc. can be obtained.
Often a telephone call is much quicker. The method of mail provides detailed
information about the candidate s performance, character and behavior. However, a
personal visit is superior to the mail and telephone methods and is used where it is
highly essential to get the detailed, actual information, which can also be secured
by observation. Reference checks are taken as a matter of routine and treated
casually or omitted entirely in many organizations. But a good reference check
used sincerely will fetch useful and reliable information to the organization.
The line manager concerned has to make the final decision whether to select or
reject a candidate after soliciting the required information through techniques
discussed earlier. The line manager has to take much care in taking the final
decision not only because of economic implications but also because of behavioral
and social implications. A careless decision of rejecting would impair the morale
of the people and they would suspect the selection procedure and the basis of
selection of this organization. A true understanding between line managers and
personnel managers should be established to take proper decisions. 50 | P a g e
(N) JOB OFFER:
Thus, after taking the final decision, the organization has to intimate this decision
to the successful as well as unsuccessful candidates. The organization offers the
job to the successful candidates either immediately or after some time depending
upon its time schedule. The candidate after receiving job offer communicates his
acceptance to the offer or requests the company to modify the terms and conditions
of employment or rejects the offer.
(O) EMPLOYMENT:
The company may modify the terms and conditions of employment as requested by
the candidate. The company employs those candidates who accept the job offer
with or without modification of terms and conditions of employment and place
them on the job.
With the employment of the candidate the recruitment and selection process is
completed.
3.6 Problems in Selection Process
Barriers to Effective Recruitment and Selection
Respondents were asked to choose five factors that present the largest barriers to
effectively recruiting and selecting candidates for employment.
Finding and competing for qualified applicants are the main barriers to
effective recruiting and selection practices.
It appears that there are fewer qualified candidates available for organizations to
choose from. First, as the baby boom generation approaches retirement, fewer
applicants are in the job market; second, those who are available might lack the
skills organizations are looking for. Thus, it is difficult for organizations to identify
and eventually hire potential qualified candidates.
QUESTIONNAIRE
AND DATA
INTERPRETATION
Questionnaire for Recruitment and Selection
Recruitment and Section can be evaluated by using the following questionnaire :
Q1. Since how many years have you been working with this organization?
a. 0-5 Years
b. 5-10 Years
c. 10 to 15 Years
d. More than 15 Years
Q2. Does the organization clearly define the position objectives, requirements and candidate specifications in the
recruitment process ?
a. Yes
b. No
Q3. How well are the organization’s affirmative action needs clarified and supported in the selection process?
a. Poor
b. Adequate
c. Excellent
Q6. Rate the effectiveness of the interviewing process and other selection instruments, such as testing?
a. Poor
b. Adequate
c. Excellent
Q7. Does the HR team act as a consultant to enhance the quality of the applicant pre-screening process?
a. Yes
b. No
Q8. Does HR train hiring employees to make the best hiring decisions?
a. Yes
b. No
Q9. Rate how well HR finds good candidates from non-traditional sources when Necessary?
a. Poor
b. Adequate
c. Excellent
Q10. How would you rate the HR department’s performance in recruitment and selection?
a. Poor
b. Adequate
c. Excellent
Q12. Does the HR maintains an adequate pool of quality “protected class” applicants?
a. Yes
b. No
DATA INTERPRETATION
Q1. No. of respondents working with the organisation.
Respondents
0 to 5 5 to 10 10 to 15 More than 15
Q2. No. of respondents who feel that their organisation clearly
define the position objectives, requirements and candidate
specification in the recruitment process?
TYPE OF RESPONDENTS PERCENTAGE
YOUNGSTERS 50
ADULTS 50
TYPE OF RESPONDENTS
YOUNGSTERS ADULTS
Print
Q3. Opinion regarding the affirmative action needed in
selection process.
OPINION NO. OF RESPONDENTS
POOR 55
EXCELLENT 32
ADEQUATE 13
No. of respondents
No. of respondents
Opinion Yes No
Q5. Quality of pool of candidates provided by HR.
Quality of candidates Type of candidates
Yes 44
No 66
Type of candidates
Respondents opinion
No. of respondents
RECOMMENDATIONS
In view of the above conclusions drawn from the findings, the following recommendations
were made to contribute to the practices of recruiting and selecting of construction workers by
contractors. The integral benefits of the identified recruitment and selection practices cannot be
overlooked; nevertheless, the following recommendations must be well noted.
Although a good number of the respondents did not have recruitment and selection policy, to
those who had it, a policy requiring recruitment and selection processes to engage the best
person for the job on merit must be put in place. Ensure that workers of your organisation or
any person engaged in recruitment or selection is aware of the policies and trained in how to
interview and select in an unbiased fashion. Organizations with no policy should adopt formal
recruitment and selection policies in a better way. Formal recruitment and selection policies
would help the firms in attracting internal and external candidates in filling any vacant position.
Existence of formal policies can also improve the transparency and accountability in
recruitment and selection. Policies should also be changed in course of time.
Before any recruitment and selection method will be adopted, employers should conduct job
analysis to determine job description, job specification, and job evaluation. Through proper job
analysis, firms will be able to fix up the specific duties and responsibilities of 64 every
employee. Job analysis will help in determining skills and knowledge to be possessed by the
employees to hold various positions. It will also facilitate in providing effective compensation
packages to the employees.
In situations of internal recruitment, ensure that the job vacancy is communicated to all
divisions of the workplace, intranet, notice boards, newsletter, team meetings etc. and include
communication to those on leave to avoid any perception that the internal recruitment process
is a formality – that is a preferred candidate has already been identified.
CONCLUSION
With introduction of the foreign sector in the field of Insurance, it has become extremely
competitive. Insurance involves tiring field work and tele-contacting, the prospective customers –
to persuade them and convince them about future benefits of the insurance scheme. The HDFC
Life, a multinational insurance concern, is busy in recruiting and selecting employees tactfully,
skillfully and with expertise. In view of the competition, especially in the private sector, the HDFC
Life, makes efficient sales team effort with expertise and acumen to create excellent customer
relationship management with great online support and personal contacts. The HDFC Life is one of
the most prominent insurance companies with international expertise and experience.
After doing this project I learned about the different customers that are in the market and what
brand they prefer if they don’t get their brand that what other brand they opt. different brand
awareness and how different factors pricing strategies can enhance or change the mind of
customer satisfaction and how brand awareness and customer satisfaction go hand in hand.
REFERNCES AND
BIBLIOGRAPHY
https://www.google.co.in/url?sa=t&rct=j&q=&esrc=s&source=web&cd=4&cad=rja&uac
t=8&ved=0ahUKEwiVxIGjz93WAhXDuY8KHfvfBYQQFgg3MAM&url=https%3A%2
F%2Fwww.wetfeet.com%2Farticles%2Findustry-overview-
insurance&usg=AOvVaw3ndN5ZFvC3Ohv-VD2YOmAW
https://www.google.co.in/url?sa=t&rct=j&q=&esrc=s&source=web&cd=3&cad=rja&uac
t=8&ved=0ahUKEwiUvPW-
z93WAhWJu48KHYT8DsUQFggyMAI&url=https%3A%2F%2Fwww.irdai.gov.in%2F
ADMINCMS%2Fcms%2FNormalData_Layout.aspx%3Fpage%3DPageNo264%26mid%
3D3.2.10&usg=AOvVaw2mOCwgF5WCQ3AFC-uXD5e-
https://www.google.co.in/url?sa=t&rct=j&q=&esrc=s&source=web&cd=1&cad=rja&uac
t=8&ved=0ahUKEwiHzsnQz93WAhWGpI8KHZ9GArgQFggnMAA&url=https%3A%2
F%2Fwww.zaubacorp.com%2Fcompany%2FOMNIS-HEALTHCARE-SERVICES-
PRIVATE-
LIMITED%2FU74900UP2015PTC073921&usg=AOvVaw3XuymqYgt30FsfKgeIfQ5b
https://www.google.co.in/url?sa=t&rct=j&q=&esrc=s&source=web&cd=5&cad=rja&uac
t=8&ved=0ahUKEwj2l-
jdz93WAhWLP48KHUVoD_gQjBAILzAE&url=https%3A%2F%2Fwww.tataaiginsuran
ce.in%2Fhealth-insurance&usg=AOvVaw2sTq8ZbbJXXp5GCs61a6zE
https://www.google.co.in/url?sa=t&rct=j&q=&esrc=s&source=web&cd=6&cad=rja&uac
t=8&ved=0ahUKEwjTqtn2z93WAhWKsI8KHRrGCrQQFghFMAU&url=https%3A%2F
%2Fwww.scribd.com%2Fdoc%2F80455682%2FMBA-PROJECT-ON-
RECRUITMENT-SELECTION&usg=AOvVaw04sUY9HgWhytHecgq2byQJ
https://www.google.co.in/url?sa=t&rct=j&q=&esrc=s&source=web&cd=5&cad=rja&uac
t=8&ved=0ahUKEwisk8i60N3WAhXLro8KHQT8CusQFghEMAQ&url=https%3A%2F
%2Fwww.scribd.com%2Fdoc%2F135885650%2Fquestionnaire-on-recruitment-and-
selection&usg=AOvVaw3CT8cilXYMoJmHXbJQ1H7s