PARTICIPATIVE MANAGEMENT

BY –ANTRIKSH BAJAJ – ( 5 )

SUVEER MALHOTRA – ( 28 )KUSHAL MANSUKHANI – ( 30 )

VIKRAMADITYA MURALIDHARAN – ( 37 )SHARAN SANIL – ( 43 )

WHAT IS PARTICIPATIVE MANAGEMENT?

CHARACTERISTICS OF PARTICIPATIVE MANAGEMENT

It is a method, which gives employees responsibility,

accountability, and authority over their work.It provides simple tools for employees

to improve their work performance

and positively impact the bottom

line.

It provides an environment to make employee

needs known and creates a vehicle

for improved communication

between all areas of the organization.

PARTICIPATIVE MANAGEMENT

Increasing job satisfaction by encouraging participation

Team management represents a growing trend

SATISFIED EMPLOYEES ARE MORE PRODUCTIVE AND COMMITTEDJob Satisfaction:

Degree of enjoyment employees derive from doing their jobs

High Morale: An overall positive employee attitude toward the workplace

Low Turnover: A low percentage of employees leave each year

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HOW TO IMPLEMENT PARTICIPATIVE MANAGEMENT ?

Rely on workers

knowledge

To find out what went

wrong and then to get it fixed

‘Multiple supervisor

s’

Challenge the process Inspire a shared vision Enable others to act Model the way Encourage the heart

FIVE FUNDAMENTALS OF PARTICIPATIVE MANAGEMENT

ELEMENTS OF PARTICIPATIVE MANAGEMENT

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Group problem solving

Group discussion

IMPORTANCE OF PARTICIPATIVE MANAGEMENTRemove conditions of powerlessness

•Changes

•Leadership

•Reward & job

Enhance job-related self efficiency

•Job mastery

•Role models

•Reinforcement

•support

Perception of empowerment

•Competence

•High value

•Job meaning

•Increased use of talent

performance

WHAT PARTICIPATIVE MANAGEMENT IS “ NOT “

• It is not permissiveness. • It is not weakness. • It is not involvement in trivia. • It does not mean giving up authority• It does not mean giving up all decision

making. • It does not mean postponing action 

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AVIVA LIFE INSURANCE COMPANYCOMPANY PROFILE • Aviva is UK‟s largest and the world‟s fifth

largest insurance Group. • In India, Aviva has a long history dating back

to 1834.• Aviva was also the first foreign insurance

company in India to set up its representative office in 1995.

• In India, Aviva has a joint venture with Dabur, one of India's oldest, and largest Group of companies.

JOINT VENTURE BETWEEN AVIVA AND DABUR

74%

26%

STAKE

DABURAVIVA

SCOPE OF PARTICIPATIVE MANAGEMENT AT AVIVA LIFE INSURANCETo short up the process of selecting the

candidates recognising most preferred and appropriate candidates for the necessary job.

To identify the job’s requirement, to identify the candidate profile and to help them find each other with best matching.

Human Resource is the backbone of every organisation so strengthening is essential identify potential human resource from a vast multitude of people akin to finding a needle in a haystack.

AVIVA’S GUIDING PRINCIPLESRecruit the best Accept personal responsibility Build an empowered team Building a shared vision and purpose Leadership DevelopmentReward and Recognition

HUMAN RESOURCE DEPARTMENT AT AVIVA LIFE INSURANCE

Human resource development

Recruitment and selection

Resource allocation

Training and development

METHODS OF RECRUITING AT AVIVA LIFE INSURANCEDirect method

Indirect method

Third party method

AVIVA – SOURCES OF RECRUITMENT

PROCESS

OBJECTIVE RECRUITMENT PROCESS AND USE OF PARTICIPATIVE MANAGEMENT IN GETTING THE BEST OUT OF THEIR EMPLOYEES

Personnel Planning

Job Vacancies

Job Analysis

Recruitment Planning-Numbers-Types

Employee Requisition

Searching Activation“Selling”-Message-Media

Screening Potential Hires

Applicant Pool Selection

Evaluation & Control

Strategy Development-Where-How-When

Applicant Population

Recruitment Process Map

Name gatheringInitial screening interview Selection interview

Purpose: To build steady pipelineOutcome: rule of 31

Purpose: Does he meet the initial targetOutcome: fill in interview file sell the career

Purpose: Testing the conviction & sustainability of a careerOutcome: short listing

NAT & reference check Career seminarP-200

Purpose: screen the candidate and to fit him to the closest successful profileOutcome: profile of the candidate and list of probes

ration) Purpose: get him to feel his initial marketOutcome: list of probable buyers

Evaluate P-200/market survey Career interview

Application formPurpose: candidate to assess his market and get referred leads Outcome: readiness to accept this career

Purpose: review of all which has been done and check on motivation, dream & longevityOutcome: candidate ready to join

Purpose: evangelize insurance and sell it as a careerOutcome: I want to do it higher conversion

FINDINGS In AVIVA life insurance most of the employees feel that‟s the HR

department is good. About 75% of the managers says that they prefer both internal as well as external source for recruitment and selection. About 65% of the mangers go for direct recruitment and selection and less number for mangers prefer indirect or third party. Mostly the manpower planning is done Quarterly and 20 % do not follow any pattern they don‟t have any fixed time. Aviva prefers to go for campus interviews and even casual application that are received for recruitment but they hardly prefer placement agencies.

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

CONCLUSION This presents the summary of the study and survey done in relation to

the Recruitment and Selection in AVIVA life insurance. The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there.

The recruitment process at AVIVA life insurance to some extent is not done objectively and therefore lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the company‟s values.

Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company.

Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved.

 

BIBLIOGRAPHY

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

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

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

C.B Gupta (2005)

www.avivaindia.com

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