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ACKNOWLEDGEMENT
Any accomplishment requires the effort of many people and this work is no different. It has been
my proud privilege to be attached with BAJAJ ALLIANZ, a highly professional Insurance
company with a modern outlook.
The experience I gained out of learning new things, the zeal during the project and the satisfaction
of making this report is incomplete without mentioning a few names.
I take this opportunity to express my deep gratitude to Mrs. Kirti Sehgal, Senior Executive HR;
Miss Minal Bonde {HR} at BALIC Head Office, Pune for accommodating me as a project
trainee. Her valuable guidance and support in providing information throughout the project work
was unforgettable and will help me in my future endeavors as well.
I would like to extend my deepest regards to the entire Talent Acquisition Team and all the
managers and AVPs of BALIC.
I am highly indebted to my project guide Dr.Amit Mohindroo for his guidance, constant
supervision and valuable inputs.
Finally I thank my family, friends and co-interns at BALIC who have contributed a lot to make
this project a success.
Swati Sood
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PREFACE
In todays competitive world, people are a companys most important asset and placing the right
person in the right position is very critical for the success of the organization.
Recruitment represents the first contact that a company makes with the personnel having potential
to be employed. Recruitment and selection is a multifaceted concept. Recruitment is the next step
in the procurement function, the first being manpower planning. The HR proceeds with the
identification of sources of recruitment and finding suitable candidates for employment. Both
internal and external sources of manpower are used depending upon the types of personnel
needed.
In this project I have encapsulated Recruitment and Selection process of BAJAJ ALLIANZ
LIFE INSURANCE COMPANY. My involvement in this project has been challenging and has
provided me a platform to leverage my potential in the most constructive way.
Bajaj Allianz Life Insurance Company is one of Indias leading financial institutions. It has
achieved a steady and confident growth to success in a short span of 10 years.
This project is an honest effort aimed at understanding the process of Recruitment and Selection at
Bajaj Allianz Life Insurance Company.
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CONTENTS
Sr. No. Description Page No.1 Introduction to recruitment and selection 5-15
2 Organizational Profile 16-27
3 Project Profile 28-31
4 Weekly Report 32-36
5 Human Resource Management 37-41
6 Research Methodology 42-45
7 Analysis of Data 46-69
8 Observations And Findings 70-74
9 Conclusion and Recommendation 75-77
10 Bibliography 78-79
11 Annexure 70-89
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1. INTRODUCTION TO
RECRUITMENT & SELECTION
RECRUITMENT AND SELECTION
Human Resource is a basic need of any work to be done. According to ARTHUR LEWIS:
There are great differences in development between countries which seem to have roughly equal
resources, so it is necessary to enquire into the difference in human behaviors
After the identification of need for the number and types of personnel as indicated by human
resource planning and the types of jobs that personnel will perform and the qualities that these
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personnel should have as indicated by job analysis, the process of undertaking such personnel
should be undertaken by the organization.
This acquisition involves:
Location of these personnel
Attracting them to offer them for selection
Making selection of the suitable personnel who may be able to perform the assigned
jobs effectively.
Thus, there are two distinct activities involved in acquisition process
Recruitment and Selection.
The total process of acquiring and placing human resources in the organization can be shown as
follows:
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Human resource
planning
Job analysis
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Concept of Recruitment
Recruitment is the process concerned with the identification of sources from where the personnel
can be employed and motivated to offer themselves for employment.
Werther and Davis have defined this as follows
Recruitment is the process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applications are submitted. The
result is a pool of applicants from which new employees are selected.
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Placement
Selection
Recruitment
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Purpose and Importance
Recruitment represents the first contact that the company makes with the personnel having
potential to be employed. From the point of view of the potential candidates, recruitment is the
process through which they come to know about the company and nature of jobs that are being
offered.
Therefore, if recruitment process is carried on successfully, it serves the following purposes :
It determines the present and future human resource requirements of the organization in
conjunction with human resource planning activities and job analysis activities.
It helps to increase the pool of potential personnel and the organization has a number of
options to choose from.
It helps in increasing the success rate of the selection process by filtering the number of
under qualified or overqualified job applicants
It helps in evaluating the effectiveness of various recruitment techniques and sources of
recruitment.
It helps to meet the organizations legal and social obligations regarding composition of its
workforce.
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Recruitment Process
This process includes recruitment planning, identification of recruitment sources, contacting
those sources and receiving applications from prospective employees. These applications are
then passed on to the selection process.
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Recruitment
Planning
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Sources of Recruitment
An organization can look for filling the vacancies through either Internal or External sources.
INTERNAL SOURCES
o Present Personnel (Promotions and Transfers)
o Employee Referrals
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Sources of
Recruitment
Contacting
Sources
To Selection
Process
ApplicationPool
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EXTERNAL SOURCES
o Advertisements
o Campus Interview
o Management Consultants
o Government and Private Employment Exchanges
o Labor or Trade Unions
o Professional Organizations
o Casual Applicants
o Job Fairs
o Poaching and Raiding
o Walk in Interviews
o Recruiting on internet (Job Portals)
Concept of Selection
Selection is the most crucial stage in the process of acquiring human resources in an organization.
After building the application pool through the process of recruitment, the next step is the
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selection of the personnel who can fit the overall job requirements in the light of job description,
role analysis and job specification.
It can be conceptualized in terms of either choosing the fit candidates or rejecting the unfit
candidates, or a combination of both.
A more formal definition of selection is as follows:
Selection is the process of differentiating between applicants in order to identify (and hire) those
with a greater likelihood of success in the job.
Selection Process
A selection process involves a number of steps screening of application forms, selection tests,
selection interviews, checking of references, Physical examination and approval by appropriate
authority and handing over the selected candidates to orientation and placement section.
However, it is not necessary that all these steps are involved in every selection process.
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The basic idea is to solicit maximum possible information about the candidates to ascertain their
suitability for employment.
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Application Pool from
Recruitment Process
Screening of Application
Forms
Selection Tests
Selection Interviews
Approval by Appropriate
Authorit
Physical Examination
Checking of References
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Selection Interview
Selection interview, also known as employment interview, is a formal, in-depth conversation
conducted to evaluate the acceptability of candidates for employment.
Its aim is to discover those aspects of an applicant which may not be disclosed by other methods.
Interview can be used as tool for giving information about the organization , its policies , nature of
job to be performed , salary and other benefits to be offered etc.
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Employment Contract
Final Selection
Evaluation
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TYPES OF INTERVIEW
ON THE BASIS OF CONTACT
One-to-One Interview
Panel Interview
ON THE BASIS OF INTERACTION PATTERN
Structured Interview
Unstructured Interview
Depth Interview
Stress Interview
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2. ORGANIZATIONAL PROFILE
Bajaj Allianz Life Insurance Company Limited
Bajaj Allianz Life Insurance Company Limited is a joint venture between Allianz SE of Germany,
one of the worlds largest Life Insurance companies and Bajaj Finserv Limited.
BALIC came into being on 12th March 2001.
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The company received IRDA (Insurance Regulatory & Development Authority) Certificate of
Registration on 3rd August 2001 to conduct Life Insurance Business in India.
Allianz SE is a leading insurance conglomerate globally and one of the largest asset managers in
the world, managing assets worth over a Trillion Euros (Over R. 55,00,000 crores). Allianz SE
has over 115 years of financial experience in over 70 countries. From Surat to Siliguri and Jammu
to Thiruvananthapuram, all the offices are interconnected with the head office at pune
Bajaj Auto is one of the most trusted name is Indian auto for over 55 years.
At Bajaj Allianz customer delight is the guiding principle.
Ensuring world-class solutions by offering customized products with transparent benefits,
supported by best technology is the business philosophy.
Specialties
One of the market leaders in terms of customer satisfaction and quality processing.
Today Bajaj Allianz is one of the Indias Leading and Fastest Growing Insurance Companies.
Currently it has presence over 550 locations with over 60,000 Insurance Consultants.
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In June 2008 Bajaj Allianz entered into partnership with Thomas Cook India to provide travel
Finance. Bajaj Alliance Life insurance ensures excellent insurance and investment solutions, by
providing customized Products, supported by best technology.
NATIONAL NETWORK
BALIC has a Pan India presence with
The Corporate Office located at Pune
8 Zonal Offices located at Delhi , Bhilwara , Kolkatta , Indore , Pune , Bangalore and
Chennai
700+ branches
6 hubs Pune , Chandigarh , Bhilwara , Kolkata , Salem and Coimbatore
Over 10,000 Sales Managers
Over 3,00,000 Insurance Consultants
More than 10 Banc assurance partners across country
Strong Alternate Channel with about 1900+ Franchisees , over 250 corporate agents , more
than 35 brokers , and 6 co op banks
Over 80 Direct Marketing Branches operating nationwide.
Vision
To be the BEST Life Insurance Company in India
To Buy From,
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Work For &
Invest In
Mission
As a responsible, customer focused market leader, BALIC will strive to understand the insurance
needs of the consumers and translate it into affordable products that deliver value for money.
Culture at Bajaj Allianz
Bajaj Allianz will be:
A winning team
Have passion for excellence and hate bureaucracy
Be empowered , have the confidence to take decisions quickly and be accountable
Be driven to achieve results , to deliver
Be professional and socially committed
Be open to ideas , sharing , transparent and trusting
Make BALIC a great place to work
Have a sense of humor
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The Bajaj Allianz Way
Invest in people Pay/develop/career planning
Dominate your market Be decisive/communicate clear goals
Never sit still change continually/revolutionize
Think service ; service ; service continuous improvement
Learn and lead be prepared to listen
Tell the facts as they are clear communication
Kill bureaucracy boundary less/ideas not management layers/informality/speed
Manage the business like a corner shop customer satisfaction/employee satisfaction/cash
flow.
PRODUCTS OFFERED BY BALIC -
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A comprehensive list of policies and product offered by Bajaj Allianz insurance company is
limited is as follows.
Unit Gain Plan
New unit gain super
Unit gain plus gold
New unit gain plus
New unit gain
Young care
Young care plus
New family gain-R
Single premium
Unit gain premium SP
New unit gain SP
Pension plans
Annuity
Pension guarantee
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New risk care
Women insurance plans
House wife
Working women
Health plan
Care first
Health care
Family care first
Children plans
Child gain
Non employer employee
Credit shield
Group term life (Non employer employee)
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Group sureksha
Swayam Shakti suraksha
Group income protection
Employer Employee
Group term life (employer employee)
New group gratuity care
New group annuation care
Group save plus
Group term life in lieu of EDLI
Group leave encashment scheme
Group annuity
Group super annuation gold
Group gratuity gold
Micro insurance
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Alp Nivesh Yogana
Jana Vikas Yojana
Saral Sureksha Yogana
Other plans
Family assure
Fortune plus
Capital shield
Century plus II
HIERARCHY OF SALES DEPARTMENT
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STRUCTURE OF TALENT ACQUISITION DEPARTMENT IN BALIC
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Head of Sales
Regional Manager
Insurance Consultants
Zonal Manager
Divisional Manager
Sales Manager
Branch Manager
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HEAD OF DEPARTMENT
Training & HR Operations Talent Acquisition Business HR Performance & talent
Development Management
(AVP) (AVP) (HEAD) (AVP)
Asst. Manager Asst. Manager Asst. Manager Asst. Manager
Deputy Manager Deputy Manager Deputy Manager Deputy Manager
Sr. Executive
Executive
Jr. Executive
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3. PROJECT PROFILE
OBJECTIVES
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To study the entire process of recruitment and selection at Bajaj Allianz Life Insurance
Company.
1. To understand and analyze the various functions of the Talent Acquisition team at Bajaj
Allianz.
2. To study the various sources of recruitment followed in Bajaj Allianz.
3. To headhunt personnel whose skill fits in the companys values.
4. Take an overview of the recruitment challenges faced by the company.
5. To find out the shortcomings in the recruitment process if any.
SCOPE
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The scope of the project covers the Recruitment and Selection process carried out by
the Talent Acquisition Team of Bajaj Allianz Life Insurance Company, Head Office;
Pune.
The project encompasses the working of the Talent Acquisition Team comprising of
13 members including the TA Head.
It also considers the responses from the Talent Acquisition Department members who
were asked to give their opinions.
LIMITATIONS
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There were some constraints during the project because of which perfection cannot be
ensured out of total findings.
Limitations:
1. Time constraint: The time period of 6 weeks was too short to understand the
Recruitment and Selection of different levels of employees.
2. Confidential information was not revealed according to the rules and conditions of
the organization.
3. The interaction was limited to the Talent Acquisition Team in the Head Office,
Pune.
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4. WEEKLY REPORT
WEEK: 1 & 2
I was working as an HR Project Trainee. My job profile was to handle RECRUITMENT in my
project. The HR Executive narrated me the whole procedure. My job profile was to generate
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resumes from the various job sites such as Naukri.com, Timesjobs.com & Monster.com etc.
according to the requirements of the company. After generating the resumes from the sites the
next step was to shortlist the resume which best suite the requirements. Now the short-listed
candidates had to be given a phone call in order to find out their interests and schedule them for
interview.
Designation of the Required Position
Sales Manager/Assistant Sales Manager
Job Profile
The Sales Manager has to work under an agency channel. He has to recruit around 15-20
Insurance Advisors by himself. He has to give guidance and support to his team. He basically, has
to work as a Team Leader, wherein he has to manage a team of agents under him.
Qualifications & Requirements
The candidate has to be between the age group of 20-30. He must have completed a basic
Graduation Degree in any field. He must be ready to work for the salary package we were offering
him. Even freshers were applicable for the post.
We as PROJECT TRAINEES had to prepare data base for the everyday Conversions we make.
Conversions means- The ratio of candidates we call and the number of candidates who are
interested in the job profile.
At the end of every day, we had to send a list of the copies of the Resumes of the interested
candidates to the Zonal Manager, 1 HR executive & 1 Management Trainee.
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WEEK: 3
During the 3rd week I was explained about the various documents that the shortlisted
candidates were asked to submit with the Zonal Branch Manager for further verification.
Documents Required
Identity Proof
HSC Qualification Certificate.
SSC Qualification Certificate.
Graduation and Post Graduation Mark Sheet.
Residential Proof.
Relieving Letter & 3 Months Salary Slip of Previous Organization.
6 Passport Size photos.
If the documents were incomplete or unclear the candidates were given a call and asked to
submit so with the Zonal Branch Managers.
Once the documents were correctly filed, the appointment letters were sent to the Candidates.
WEEK: 4
In the 4th, week of my training I was asked to check the documents of the New Joinees of the
company, where I had to call and check whether the Candidates has correctly filled and
submitted the JIR(Joinee Information Report).
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Along with handling JIR calls I was also asked to cross check the Reimbursement Claims of
various employees of the company.
During the month, New Management Trainees Program was being conducted, where I assisted
my Senior Executive Ms. Sunaina Checker in the induction. I was asked to prepare the invites
for gala dinner, Prepared questions for the MT test and also checked and scored the answer
sheets.
WEEK: 5 & 6
In the last 2 weeks of my training I had taken few Interviews of the candidates as Round 1, of the
interview procedure. Where walk in interview was being conducted for the Back- Office and
Voice Profile.
Interview Process
The company had posted on its website opening for back-office and Voice and walk in interviews
were held. I was handling Round 1 of the interview, where I had to collect the CVs of the
candidates and process them to ensure that the candidates were eligible for the interview.
Now shortlisted candidates were interviewed by me where I checked their communication and
overall personality. For Back office position, candidates were supposed to have basic knowledge
of MS. Excel and its various tools and for Voice the communication should be excellent.
The selected candidates were then sent to different departments and Bajaj Finserv Office for
further rounds of interviews.
The above mentioned activities were carried out by me, as a Project Trainee in Bajaj Allianz.
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5. HUMAN RESOURCE
MANAGEMENT
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Functions of HUMAN RESOURCE MANAGEMENT
Administration:
Strategic planning, organizational evaluation, County Board relations, policy recommendations,
supervision of department staff
Benefits:
Health insurance, dental insurance, life insurance, disability insurance, retirement benefits,
vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive,
uniform allowance, and others.
Compensation:
Salary and benefit surveys, job evaluation, job descriptions evaluation, job descriptions
Employee relations:
Disciplinary processes, incident investigations, complaint/grievance procedures, labor-
management relations.
Employee services:
Enrollment in benefits, employee discounts for recreational spots, resolution of enrollment or
claim problems, employee newsletter. Educational assistance, employee service awards
Fiscal:
Staffing budgets, departmental budget, accounts payable, insurance receivables, insurance fund
management, total package costing. Insurance receivables, insurance fund management, total
package costing.
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Health and safety:
Employee assistance, workers compensation claims, drug testing, safety compliance and training.
Leaves of absence:
State and/or Federal Family and Medical Leave rights, County approved leaves of absence, rights
upon return to work, light duty assignments for temporary periods.
Payroll administration:
Computer-based or manual evaluation systems, supervisory training, compliance with timeliness
standards
Performance appraisal:
Employee files, litigation files, payroll records, safety records and other administrative files
Record-keeping:
Job posting, advertising, testing administration, employment interviews, background
investigations, post-offer employment testing.
Recruitment:
Recruitment is defined as a process to discover the sources of manpower to meet the requirement
of the staffing schedule and to employ effective measures fir meet the requirement of the staffing
schedule and to employ to employ effective measures for attracting the manpower in adequate
numbers to facilitate effective selection of an effective workforce.
Selection:
After identifying the sources of human resources, searching for prospective employees and
stimulation helps to apply for jobs in an organization, the management has to perform the function
of selecting the right man at right job and at the right time.
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Separations and terminations:
Rights upon termination of employment, severance benefits, unemployment compensation, exit
interviews.
Training and development:
County-wide needs assessment, development of supervisory and management skills, employee
training and workshops. Benefits orientations for new and transferring employees, Supervisory
newsletter.
Salary and benefits:
Salary/wage plans, employee benefits
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Importance of Human Resource Management -
1: Attract highly qualified and competent people
2: Ensure that the selected candidate stays longer with the company
3: Make sure that there is match between cost and benefit
4: Helps the organization to create more culturally diverse workforce
Whereas, the poor quality of selection means extra cost on training and supervision. Furthermore,
when recruitment fails to meet organizational needs for talent, a typical response is to raise entry
level pay scales. This can distort traditional wages and salary relationship in organization,
resulting in unavoidable consequences. Thus the effectiveness of the recruitment process can play
a major role in determining the resources that must be expended on other HR activates and their
ultimate success.
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6. RESEARCH METHODOLOGY
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RESEARCH METHODOLOGY
Research Methodology
Research is a structured enquiry that utilizes acceptable scientific methodology to
solve problems and create new knowledge that is generally applicable.
Scientific methods consist of systematic observation, classification and interpretation
of data.
It is the science of dealing with principles of procedure in research and study
Research was carried out at Bajaj Allianz Life Insurance Company to find out the
process of Recruitment and Selection.
Research Design
Research Designs are concerned with turning the research question into a testing
project.
The research design can be considered as a blueprint prepared by the researcher
before the actual research work.
The best design depends on the research questions. It includes:
1. What questions to study?
2. What data are relevant?
3. What data to collect?
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4. How to analyze the results?
Sample Size
The sample size is an important feature of any empirical study in which the goal is
to make inferences about a population from a sample.
The sample size for this research was 12 employees of the Talent Acquisition
Team who are directly involved in the Recruitment process.
Sources of Data Collection
The task of data collection is the actual first step in the process of carrying out the
research.
In this particular report two types of sources of data have been used :
Primary Data
This type of data is collected afresh and for the first time and thus happens
to be original in character.
In the case of this report, ways of collecting primary data were :
Questionnaire to Talent Acquisition Team
Formal and Informal Interaction
Observation
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Secondary Data
It is the data which has been collected by individual or someone else for the
purpose of other than those of a particular research study. Or in other words
we can say that secondary data is the data used previously for the analysis
and the results are undertaken for the next process.
In the case of this report, ways of collecting secondary data were:
Books & Journals
Magazines
Websites
Records of the organization
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7. ANALYSIS OF DATA
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ANALYSIS OF DATA
Questionnaire for Talent Acquisition Team
Q.1. Which recruitment channel does Bajaj Allianz use for recruitment process?
a. Employee referral
b. Campus recruitment
c . Advertising
d . Recruitment agencies
e. Job portals
f. Other, please specify
Options Respondents
Employee referral 2Campus recruitment 1
Advertising 1
Recruitment agencies 0
Job portals 8
Other 0
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Q.2. How do you come to know about vacancy in company?
Through the requisitions received by the concerned departments.
Q.3. How many stages are involved in selecting the candidate?
a . 1
b . 2
c. 3
d. 4
e. More
Options Respondents
1 0
2 0
3 10
4 2
More 0
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Q.4. Potential Candidates in the Organization are generated through which of the following
recruitment sources:
(Tick and rank them based on the number and quality of candidates generated. Also roughly
specify the percentage mix of each of the following sources adopted.)
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Sr. No. Sources Ranking Percentages
1 Direct applicants
2 Placement Consultants
3 Job portals
4 Employee referral
5 Through temporary staffing
6 Campus recruitment
7 Advertising
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Options Respondents Ranking
Direct Applicants 2
Placement Consultants 7
Job portals 1
Employee Referral 3
Temporary Staffing 6
Campus Recruitment 4
Advertising 5
Q.5. Are you happy with your current online recruitment channel?
a. Yes
b. No
If No. Why?
Options RespondentsYes 12
No 0
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Q.6.How is the performance of Online Recruitment over all return on investment?
Cost Time Technology Search Response Support
Number of Respondents
Very Good 0 2 4 1 1 1
Good 9 7 8 2 7 8
Ok 3 3 0 9 4 3
Bad 0 0 0 0 0 0
Very Bad 0 0 0 0 0 0
Performance of online recruitment on overall investment
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0
1
2
3
4
5
6
7
8
9
10
Cost Time Technology Search Response Support
very good
good
ok
bad
very bad
Q.7.Do you think Bajaj Alliance should outsource the recruitment needs?
a.Yes
b.No
If Yes / No. Why?
Options Respondents
Yes 2
No 10
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17%
83%
Need for outsourcing recruitment
Yes
No
Q.8.Would you like to increase or decrease the use of onlinerecruitment channel?
a.Yes
b.No
If Yes / No Why?
Options Respondents
Increase 8
Decrease 4
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Q.9.Do you use any of the following tests during the process of recruitment?
a. Written
b. Aptitude
c. Group Discussion
d. Personal Interview
e. Psychometric test
f. Other, please specify
(Multiple Selection)
Options Respondents
Written 7
Aptitude 10
Group Discussion 1
Personal interview 12
Psychometric test 0
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Other 2
10. How do you track the source of candidate?
a. Manual
b. Software
c. Online
d. Windows. Xls
(Multiple Selection)
Options Respondents
Manual 0Software 10
Online 12
Windows.Xls 1
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Q.11.What is the average time spent by HR dept. during recruitment (each candidate)?
a. 10 to 20mins.
b. 20 to 30mins.
c. More than 30 mins.
Options Respondents
10 to 20 mins 020 to 30 mins 2
More than 30 mins 10
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10 to 20 mins0%20 to 30 mins
17%
More than 30 mins83%
Average time spent by HR dept. for eachrecruitment
Q.12.Do you follow different recruitment process for different grades of employees?
a. No
b. Yes
Options Respondents
Yes 12
No 0
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Q.13. What is the back out percentage of candidates after being offered?
a.1%-5%
b.5%-10%
c.10%-15%
d. 15%-20%
Options Respondents
1%-5% 1
5%-10% 6
10%-15% 2
15%-20% 3
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100%
0%
Different Recruitment process for differentgrades of employees
Yes
No
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1%-5%
5%-10%
10%-15%
15%-10%
Q.14. Out of total recruitment in a year, what is the percentage of internal recruitment?
a. 0% - 5%
b. 5% - 10%
c. 10% - 15%
d. 15% - 20%
e. 20% - 25%
f. More than 25%
g. Not at all
Options Respondents
0% - 5% 1
5% - 10% 0
10% - 15% 0
15% - 20% 0
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20% - 25% 9
More than 25% 2
Not at all 0
Q.15. Do you take any technological support for the process of recruiting?
a. Telephone
b. Video conferencing
c. Online support
d. Other, pls specify
(Multiple Selection)
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Q.16. In how much time does the whole process generate results?
(Time taken in the whole process i.e. from tests, personal interviews to final list of selected
candidates)
5 6 hour
Q.17. Do you do the Employment Eligibility Verification? Yes/No If yes, then, what
method you take up to perform it?
a. Internally
b. Through agencies
61
Options Respondents
Telephone 12
Video conferencing 12
Online support 1
Other 0
Options Respondents
Internally 0
Through agencies 12
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0%
100%
Method used for employee verification
Internally
Through agencies
Q.18 What kind of verifications you do?
a. Educational qualifications
b. Legal background check
c. Professional background check
d. Reference check
e. Family background check
(Multiple Selection)
Options Respondents
Educational qualifications 12
Legal background check 12
Professional background check 12
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Reference check 12
Family background check 12
20%
20%
20%
20%
20%
Verifications of candidates
Educational qualifications
Legal background check
Professional background check
Reference check
Family background check
19. What source has provided you with highest performers?
(Both quantity wise and quality wise)
The top sources found are
1. Job Portals
2. Employee Referrals
Options Respondents
Job Portals 7
Employee Referrals 5
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20. Have you outsourced any of the recruitment activities? Yes/No
If yes, then pls specify which one?
Options Respondents
Yes 0
No 12
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0%
100%
Outsourcing recruitment activities
Yes
No
21. What is the percentage of NO SHOWS? (Scheduled candidates not turning up for
joining the job)
a. 0% - 5%
b. 5% - 10%
c. 10% - 15%
d. More than 15%
e. Not at all
Options Respondents
0% - 5% 0
5% - 10% 8
10% - 15% 3
More than 15% 1
Not at all 0
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0
8
3
100
1
2
3
4
5
6
7
8
9
5%-10% 10%-15%More than 15%Not at all
Percentage of candidates not turning up forinterviews
Sales
22. How do you plan and avoid NO SHOWS. (Scheduled candidates not turning up for
joining the job)
Response
1. Constant communication with the candidate
2. Transparency between the employer and proposed employee
3. Empathetic nature
Response Respondents
Constant communication 10
Transparency 1
Empathetic nature 1
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83%
9%8%
Ways to avoid No Shows
Conatant communucation
Tranparency
Empathetic nature
23. Which is the biggest challenge that you face in the whole process of recruitment?
Response
1. Retaining Candidates
2. Documentation
3. Sourcing
Response Respondents
Retaining Candidates 4
Documentation 3
Sourcing 5
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33%
25%
42%
Biggest challenge faced in recruitment process
Retaining candidates
Documentation
Sourcing
8. OBSERVATIONS & FINDINGS68
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OBSERVATIONS & FINDINGS
Findings from Questionnaire:
After analyzing the questionnaires filled by the Talent Acquisition Team of Bajaj Allianz Head
Office, Pune, it appears that :
1. Bajaj Allianz uses job portals, employee referrals, campus recruitments and Advertising as
channels for the recruitment process.
2. Job portals and Employee referral are the most preferred sources of recruitment.
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3. During the Recruitment and Selection process, generally three rounds of interviews are
held
4. The TA team is satisfied with the current online recruitment channel.
5. Performance of online recruitment over return on investment is GOOD with regards to
Cost, Time, Technology, Search, Response and support.
6. Bajaj Allianz does not outsource their recruitment needs.
The reasons being :
Availability of talented and skilled HR recruiters who continuously map the need
of all the departments and current market conditions.
Reduction of costs.
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7. The use of online recruitment channels is preferred to be increased since it increases the
pool of applicants who can be tapped irrespective of the geographical boundaries, with
minimum cost and less time.
8. Source of candidates are tracked through software and online resources.
9. Written and Aptitude tests are conducted during the process of recruitment.
10. Generally, the average time spent by the HR department during Recruitment of each
candidate is more than 30 minutes.
11. Different recruitment processes are followed for different grades of employees.
12.The back out percentage of candidates after being offered ranges between 5% to 10%.
13.Out of the total recruitment in a year, the percentage of Internal Recruitment ranges
between 20% to 25%.
14. Telephones and Video conferencing are mainly used for recruitment process.
15.Time taken in the whole process i.e. from tests, personal interviews to final list of selected
candidates is about 5 to 6 hours.
16. Bajaj Allianz conducts Employment Eligibility Verification for all its employees.
This verification is done through an external vendor and the report is got in 15 days.
17. Type of verifications done include
a. Educational Qualifications
b. Legal background check
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c. Professional background check
d. Reference check
e. Family background check
18. The percentage of scheduled candidates not turning up for the job is in the range from 5%
to 10 %.
19. The methods followed to avoid NO SHOWS include :
Constant communication with the candidate
Empathetic nature more than behaving professionally
Transparency between the employer and the proposed employee
20.The challenges faced by the TA team include retaining the candidates and making them
join the organization, sourcing and documentation.
Behavior of candidates:
1. Candidates were reluctant to talk at times
2. Candidates who were contacted were not interested in insurance on many occasions
3. Candidates who were scheduled for interviews would not turn up
4. Mostly freshers were willing to take up the job in this project (recruitment of sales managers)
5. Female candidates were reluctant to attend interview because of sales profile
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6. Experienced candidates refused to attend interview as they did not find the pay package
satisfactory.
9. CONCLUSION &
RECOMMENDATIONS
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CONCLUSION
Insurance is confronted with high attrition rate. Therefore, it makes recruitment a critical function
in the organization.
In order to grow and sustain in the competitive environment it is important for an organization to
continuously develop and bring out innovations in all its activities.
It is only when organization is recognized for its quality that it can build a stability with its
customers .An organization must be able to stand out in the crowd.
The first step in this direction is to ensure competitive people come in the organization .Therefore,
recruitment in this regard becomes an important function. The organization must constantly
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improvise in its recruitment process so that it is able to attract best in the industry in order to serve
the best.
The search or headhunt of people should be of those whose skill fits into the companys 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 and as a fresh blood
enters, new ideas enter in the company.
Selection process is good but it should also be modified according to the requirements and the job
profile so that the main objective of selecting the candidate can be achieved.
RECOMMENDATIONS
Time management is very essential and it should not be ignored at any level of the process.
The delays in the hiring process should be minimized.
Though the Background verification is very essential, it is a cause of delay sometimes and
it needs to be modified so that these processes do not increase the cycle time.
Create winning impression even on those who are not selected .A candidate when invited
for an interview must be attended as soon as possible and not made to wait for hours
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together .Interviews conducted on a the scheduled time leave a good impression on the
candidate. Even if the candidate is not selected, a good impression will make him
recommend the name to others. They should carry the impression that they have missed
the opportunity to work in a great company.
The candidate pool should be built and managed as a precious resource.
10. BIBLIOGRAPHY
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Books Referred:-
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Websites:
11. ANNEXURE
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ANNEXURE
Questionnaire for Recruitment Team
PLEASE FILL FOLLOWING DETAILS:
1.Organization Name:
2. Strength of the Organization (Less than 50, 50-100, More than 100):
3. Address of the Organization:
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4. Name of the Respondent:
5. Designation of the Respondent:
6. Total number of people in HR department:
7. Total number of people involved in Recruitment and Selection:
Note Please tick the appropriate option.
1. Which recruitment channel does Bajaj Allianz use for recruitment process?
a. Employee referral
b. Campus recruitment
c. Advertising
d. Recruitment agencies
e. Job portals
f. Other, pls specify
2. How do you come to know about vacancy in company?
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3. How many stages are involved in selecting the candidate?
a. 1
b. 2
c. 3
d. 4
e. More
4. Potential Candidates in the Organization are generated through which of the following
recruitment sources:
(Tick and rank them based on the number and quality of candidates generated. Also roughly
specify the percentage mix of each of the following sources adopted.)
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82
Sr. No. Sources Ranking Percentages
1 Direct applicants
2 Placement Consultants
3 Job portals
4 Employee referral
5 Through temporary staffing
6 Campus recruitment
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5. Are you happy with your current online recruitment channel?
a.Yes
b.No
If No. Why?
6. How is the performance of Online Recruitment on over all return on investment ?
Cost Time Technology Search Response Support
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Very
Good
Good
Ok
Bad
Very Bad
7. Do you think Bajaj Alliance should outsource the recruitment needs?
a. Yes
b. No
If Yes / No. Why?
8. Would you like to increase or decrease the use of onlinerecruitment channel?
a. Yes
b. No
If Yes / No Why?
9. Do you use any of the following tests during the process of recruitment?
a. Written84
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b. Aptitude
c. Group Discussion
d. Personal Interview
e. Psychometric test
f. Other, please specify
10. How do you track the source of candidate?
a. Manual
b. Software
c. Online
d. Windows. Xls
11. What is the average time spent by HR dept. during recruitment (each candidate)?
a. 10 to 20mins.
b. 20 to 30mins.
c. More than 30mins.
12. Do you follow different recruitment process for different grades of employees?
a. No
b. Yes
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13. What is the back out percentage of candidates after being offered?
a. 1%-5%
b. 5%-10 %
c.10%-15%
d. 15%-20 %
14. Out of total recruitment in a year, what is the percentage of internal recruitment?
a. 0% - 5%
b. 5% - 10%
c. 10% - 15%
d. 15% - 20%
e. 20% - 25%
f. More than 25%
g. Not at all
15. Do you take any technological support for the process of recruiting?
a. Telephone
b. Video conferencing
c. online support
d. Other, please specify
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16. In how much time does the whole process generate results?
(Time taken in the whole process i.e. from tests, personal interviews to final list of selected
candidates)
17. Do you do the Employment Eligibility Verification? Yes/No
If yes, then, what method you take up to perform it?
a. Internally
b. Through agencies
18. What kind of verifications you do?
a. Educational qualifications
b. Legal background check
c. Professional background check
d. Reference check
e. Family background check
19. What source has provided you with highest performers?
(Both quantity wise and quality wise)
20. Have you outsourced any of the recruitment activities?
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Yes/No
If yes, then pls specify which one?
21. What is the percentage of NO SHOWS? (Scheduled candidates not turning up for
joining the job)
a. 0% - 5%
b. 5% - 10%
c.10% - 15%
d. More than 15%
e. Not at all
22. How do you plan and avoid NO SHOWS. (Scheduled candidates not turning up for
joining the job)
23. Which is the biggest challenge that you face in the whole process of recruitment?