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A STUDYON

RECRUITMENT & SELECTIONAT

MET LIFE INSURANCE PVT.LTD

Hyderabad

Submitted In the Partial Fulfillment for the Award Of

MASTER OF BUSINESS ADMINISTRATION

Submitted ByK.PRATHIBHA

HT.NO: 130798044

Under the Guidance of

Mr.A. AMRUTH PRASAD REDDY M.COM., (Ph.D.)

ASSISTANT PROFESSOR

KANDULA SCHOOL OF MANAGEMENT

(AFFILIATED TO SRI VENKATESWARA UNIVERSITY, TIRUPATHI

AND APPROVED BY AICTE, NEW DELHI)

KADAPA, A.P. -INDIA

(For The Year 2006-2008)

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DECLARATION

I here by declare that the project report entitled A Study On EmployeesOpinion Towards Recruitment& Selection done at METLIFE INSURANCE

COMPANY, HYDERABAD submitted by partial fulfillment for the requirement ofMaster of Business Administration degree of Sri Venkateswara University, Tirupati

during the period 2006-2008.

PLACE: K.PRATHIBHA

DATE: (130798044)

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TABLE OF CONTENTS

Chapter Particulars Page No.

Executive Synopsis

1. Industry Profile2. Company Profile

3. Product Profile

4. Conceptual Frame Work 5. Research Methodology

6. Data Analysis And Interpretation

7. Findings

8. Suggestions

AppendixQuestionnaireBibliography

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EXECUTIVE SYNOPSIS

INDUSTRY PROFILE In India, insurance began in 1870 with life insurance being

transacted by an English company. The first Indian insurance company was the Bombay

Mutual Assurance Society Limited, formed in 1870. This was followed by the Oriental

Life Assurance Company in 1874, the Bharat in 1896 and the empire of India in 1897.

The Life Insurance business was nationalized in 1956, and the Life Insurance

Corporation (LIC) was formed on 1st September 1956, there were 170 companies & 75

provident fund societies transacting life insurance business in India.

COMPANY PROFILE

With over 137 years of experience, the Met Life

Companies serve millions of customers in America, Asia pacific and Europe with one

goal in mind to build financial for everyone.

In India, there are 14 other private companies are offering

life insurance with approval of IRDA. MetLife is one which was introduced in the year

2001 and occupied a dominant market share from the past 4 years among all the life

insurance companies. It was started with a capital base of Rs.3.25 crores and raised up to

64% for the year 2006. The head office is located at Bangalore.

OBJECTIVES OF THE STUDY

To know whether the employees are aware of the recruitment &

selection procedure adopted in the organization. To find the effectiveness of existing system of recruitment & selection

procedure, and

To offer suitable suggestions for recruitment & selection procedure.

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NEED FOR THE STUDY

Recruitment & Selection plays a vital role in attracting people with multi-

dimensional skills and experiences that suit the present and future organization

strategies. In order to achieve the targets of any organization skilled employees are

required. Hence, there is need on the part of the organizations to hire skilled

personnel to meet todays challenges. Hence, this study has been undertaken to

examine the existing recruitment and selection procedure of MetLife Insurance Pvt.

Ltd.

SCOPE OF THE STUDY

The study includes all the departments of employees in Met

Life. This study mainly focused on the sources and procedures of the recruitment &

selection at MetLife.

RESEARCH METHODOLOGY:

Research Design : Descriptive in nature

Research Method : Survey Method

Sampling procedure : Convenience sampling

Population : Employees of MetLife Company

Population size : 250

Sample Size : 100

Sampling Unit : Managerial & Non-Managerial

Research Instrument : Structured Questionnaire

Sources of data : Primary and Secondary Data

Primary data : Collected from Respondents through

Structured Questionnaire

Secondary data : Collected from company books and

Websites

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www.MetLife.co.in

Statistical tool : Simple Average method

FINDINGS

58% of the respondents opined that they are attracted by the

organization in this job, 16% of the respondents opined that they are

attracted by the salary and 26% of the respondents opined that they are

attracted by both.

14% of the respondents opined that the recruitment procedure is

regular, 64% of the respondents opined that it is periodical and 22% of

the respondents opined that based on vacancy in the organization.

62% of the respondents selected through merits/qualifications, 20% of

the respondents selected through experience and 18% of the

respondents selected through recommendation.

70% of the respondents are come across news papers through for the

vacancy, 30% of the respondents through friends/relatives and 0% of

the respondents through employee exchange.

38% of the respondents said that they are coming from the internal

source in this organization and 45% of the respondents from external

source and 17% from both.

73% of the respondents opined that they are aware about the

recruitment and selection process and 27% of the respondent are

unaware before joining the job.

63% of the respondents opined that the best pattern conducted by the

organization is objective type, 17% of the respondents opined that they

re descriptive/essay and 20% both.

72% of the respondents said that communication is important for an

interview and 11% of respondents subject knowledge and 17% both.

82% of the respondents felt satisfied by recruitment and selection

procedure and 18% are not satisfied.

http://www.metlife.co/http://www.metlife.co/

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63% of the respondents opined that they are undergone training

programme and 37% are not.

58% of the respondents said that the time period between application

and interview call is 1-3 days, 26% is 3-10 days and 16% are above 10

days.

79% of the respondents opined that they got monetary designation

benefits after training and 21% of the respondents are not.

SUGGESTIONS

The organization may use other sources of recruiting employees from

colleges,

consultancies etc.

The organization may give preference to the external employees.

While recruiting candidates, organization must check Arithmetic

ability and basic

computer knowledge.

The company should implement sectioned bargaining system while

deciding salary for the experienced candidates.

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THE INSURANCE INDUSTRY

The insurance industry provides protection against financial losses resulting

from a variety of perils. By purchasing insurance policies, individuals and

businesses can receive reimbursement for losses due to car accident, theft or

property, and fire & storm damage. Medical expenses, losses of income due

to recibility or death.

The word insurance creates a sense of security in the minds of people. it is a

part of financial system, the takes care of the financial consequences of

certain specific contingencies both in case of individuals and corporate

bodies.

There are 2 types of insurance

1) Life insurance

2) General insurance

Life insurance: - it is the contract providing for payment a sum of money to

the person assured are following him to the person entitled to the receive the

same, on the happening of a specific uncertain event. it is the good method

to protect the family financial, in case of the death by providing funds for the

losses of the income.

General insurance - It is also a contract between the insured property and the

insurer, where the insurer provides the financial support to the property

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insured or the person entitled to receive the sum of the money in the

happening of a specific uncertain event as it is non life insurance it includes

the insurance of property against the perils of fire, riots, cyclones, etc,

HISTORY OF INSURANCE

The business of insurance started with marine business. Traders who gather

in the coffee-house in London agreed to share the losses to their goods by

being carried by ships. The losses used to occur because of pirates who

robbed on the high seas or because of bad whether spoiling the goods are

sinking the ship. The first insurance policy was issued in 1583 in England.

In India, insurance began in 1870 with life insurance being transacted by an

English company, the European and the Albert. The first Indian insurance

company was the Bombay mutual assurance society limited, formed in 1870.

This is was followed by the oriental life assurance co. In 1874, the Bharat in

1896 and the empire of India 1897.

The life insurance business was nationalised in 1956, and the life insurance

Corporation (LIC) was formed on 1st September 1956, there were 170

companies &75 provident fund societies transacting life insurance business

in India. By 31st march 2002, 11 insure had been registered and had begun

to transact life insurance business in India.

INVESTMENT IN PRIVATE INSURANCE FIRMS

In the first year of the millennium a new era began in the countries insurance

sector as the government private players to set up insurance business. The

response has been tremendous with 9 new private players having entered the

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life insurance business. The private sector players (and a LIC) are all

governed by a detailed stringent regulatory framework set up by insurance

regulatory and development authority (IRDA).

PRIVATE SECTOR

For the last 45 years, the LIC was the only life insurance company in the

country and though it has done good job so far and it is difficult for one

company to reach out to the huge insurable population of the country .as a

result penetration of life insurance is one of the lowest in the world.Only

8% of the countries one billion population today have life insurance policies.

The insurance premium percentage of gross saving is barely 6% in India as a

compared to 52% in the UK. The insurance premium in India account for

just 1.4 of the GDP where as the world average is around 8%. This clearly

shows why there is such a huge potential for business and this was one of

the reasons why private3 players were allowed to enter the sector.

Entry norms:-

Before issuing a licence to a private group, the IRDA looks in to 3 important

aspects of the applicants- character, creditability and commencement. New

entrance must belongs to a well -known large business group, there should

be financially credible and must have financial capability for a long haul.

CAPITAL

The next important safe guard under the new policy is the requirement of

large capital base rs/- 100 crores to start with and further additions in future

IRDA has also stipulated a stiff solvency margin of 6% of sum assured.

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ACTUARYUnder the IRDA regulation all insurance companies will have to appoint

IRDA approved actors who are experts in designing ad pricing of insurance products they must have full assessed to all information regarding the

business and are responsible for reporting to the regulator, on regular base,

about the solvency of the company.

RESTRICTIONS ON INVEST ON IRDA

Has stipulated very structured norms, for investment by insurance

companies. They will have to invest minimum of 25% of funds in

government securities and another 25% securities backed by government

guaranties like debenture of MTNL or NTPC. Another 15% will have to be

invested in Indian structured bonds floated by railways. Telecom companies,

ports and air ports and of the balance 35%, 20% can be invested in the bonds

of profit making AAA rated companies and the balance as the company

wishes.

CONTROL ON THE PRODUCT DESIGNING AND

ADVERTISEMENT

To make sure that insurance companies do not under price the product to

capture the market IRDA says that all the products will have to get IRDA

approval before they are sold in the market similarly to make sure that the

customer are not taken for a ride by miss leading advertisement and claims,

all advertisements and promotional material will have to add here to the

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detail guide lines prescribed by IRDA.

REPORTING

To make sure that insurance companies follow the guidelines in total IRDAhas asked them to file detail report all the crucial aspects on regular bases.

They have to do this on prescribed from and at regular intervals.

LIFE INSURANCE IN INDIA

LIFE INSURANCE: -

There is common question. While 1 need insurance? If simply put, life

brings with it many surprises some pleasant and some not so and a life

insurance plan insures that are better prepare to face uncertainties. In a

number of ways:

Protection: - one need life insurance to be there and protect the people they

love, making sure that there family has a means to look after it self after they

are gone. It is a thoughtful business concept designed to protect the

economic value of a human life for the benefit of those financially

dependent on him. Thats a good reason.

Supposing one suffer an injury that keeps them from earning. Wouldanybody like to be a financial burden on their family, already losing out on

their salary? With a life insurance policy, one is protected. Their family is

protected.

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SAVINGS &INVESTMENTSInsurance is a means to save and invest. Once periodic premiums are like

saving and one are assured of a lump sum amount on maturity . a policy can

come in really handy at the time of their Childs education or marriage !TAX BENEFITS

Life insurance is one of the best tax saving options today. Once tax can be

saved twice on a life insurance policy - once when they pay their premiums

and once when they receive maturity benefits.

SOME OF THE IMPORTANT MILESTONES IN THE LIFE

INSURANCE BUSINESS IN INDIA ARE:

1818: Oriental Life Insurance Company, the first life insurance

company on Indian soil started functioning.

1870: Bombay Mutual Life Assurance Society, the first Indian life

insurance company started its business.

1912: The Indian Life Assurance Companies Act enacted as the first

statute to regulate the life insurance business.

1928: The Indian Insurance Companies Act enacted to enable the

government to collect statistical information about both life and

non-life insurance businesses.

1938: Earlier legislation consolidated and amended to by the

Insurance Act with the objective of protecting the interests of

the insuring public.

1956: 245 Indian and foreign insurers and provident societies are

taken over by the central government and nationalized. LIC

formed by an Act of Parliament, viz. LIC Act, 1956, with a

capital contribution of Rs. 50 million from the Government of

India

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THE BENEFITS OF LIFE INSURANCE

RISK COVER: -Life Insurance contracts allow an individual to have a risk

cover against any unfortunate event of the future.

TAX DEDUCTION: - Under section 80C of the Income Tax Act of 1961

one can get tax deduction on premiums up to one hundred thousand rupees.

Life Insurance policies thus decrease the total taxable income of an

individual.

LOANS: - An individual can easily access loans from different financial

institutions by pledging his insurance policies.

RETIREMENT PLANNING: - What had provided protection against the

financial consequences of premature death may now be used to help them

enjoy their retirement years. Moreover the cash value can be used as an

additional income in the old age.

EDUCATIONAL NEEDS: - Similar to retirement planning the cash values

that flow from ones life insurance schemes can be utilized for educational

needs of the insurer or his children.

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COMPANY PROFILE

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__________COMPANY PROFILE__________

The Hyderabad Stock Exchange

Origin:

Rapid growth in the industries is the previous Hyderabad state saw effort for the

starting of stock exchange. In November 1941 some trading bankers and brokers formed

the stock and share brokers Association. In 1942,Mr.Gulab Mohammed, The Finance

Minister of the state Hyderabad formed a committee for the purpose of constructing rules

and regulations of the Stock Exchange in 1942.

Sri Purushotthamdas Thakurdas founder member of HSE on 14th November 1943

under Hyderabad Companies Act.Mr.Kamal Ya Jung Bahadur was the president of the

Exchange. The HSE started functioning under Hyderabad Security Contract Act. of 21

in 1952.Under HEH Nizam's government as a company LTD by guarantee.

It was the 6th stock exchange, recognized under securities contract Act. After the

premier stock exchange, Ahmadabad, Bombay, Calcutta, Madras and Bangalore stock

exchange.

Recognition:

The 95 securities contract (Regulation) rules 1957, passed by the government of

India came into force from 21stFeb 1957. The provision of the Act and rules were applied

in twin cities of Hyderabad and Secundrabad from 29th Sep 1958 and government of

India from that data recognized the HSE Ltd.The Stock Exchange division. Government

of India also approved the rules, by laws and regulations framed as per the provision of

Act. From these data a new chapter started in the history of Exchange.

It has significant share achievements of crores, while state of Andhra Pradesh

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toits present state in the matter of industrial development. In view of substantial growth

in trading activities and for the service rendered.The exchange was bestowed with

permanent recognition with effect 19th 1983

SThe History of Hyderabad Stock Exchange

1943: Formation of HSE.

1958: First recognition was accorded on renewable basis for every year.

1968: Silver Jubilee for HSE.

1983: Bestowed in to the present and fully mechanized own building on on 23 Sep.

1993: Golden jubilee celebration on 18th Oct 1993.

1994: Purchase of "NAVBHARAT PLAZA" a new building computer for the Exchange

from 117 to 300

1995: Appointment of first Executive Director in April, Sri M.Subrahmaniyam.

1995: Inauguration of new trading hall at Somajiguda, Hyderabad by the Honorable

Chief Minister of A.P.Sri N.T.Ramarao.

_______OBJECTIVES_________

The Exchange was established on 18th Oct 1943 with its main objective to create,protect and develop a healthy capital market in the state of Andhra Pradesh to serve

effectively towards the public and investor's interest.

The Property, Capital and Income of the Exchange, As per the memorandum and

Articles of Association of the Exchange, shall have to be applied solely towards the

promotion of the objects of the Exchange. Even in case of dissolution, the surplus funds

shall have to be devoted to any activity having the some objects, as the high court ofjudication. Thus in short, it is a charitable Institution.

The Hyderabad Stock Exchange limited is now on its stride of completing its62nd year in the history of capital markets serving the cause of saving and investments.

The Exchange has made its beginning in 1943 and today occupies a prominent place

among the regional stock exchange in India.

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The Hyderabad stock Exchange has been promoting the mobilization of funds in

the industrial for the development of industrialization in the state of Andhra Pradesh.

_________FUNCTIONS AND SERVICES OF STOCK

EXCHANGE________

The stock market occupies in the financial system, it performs severaleconomic functions and vendors invaluable services to the investors companies and to the

economy as a whole, they may be summarized as follows:

Liquidity and Marketability of securities.

Supply of long term funds.

Flow of capital to profitable ventures.

Motivation for improved performance.

Promotion of investment.

Reflection of business cycle.

Marketing of new issues.

Miscellaneous services.

The stock exchange business operations are equipped with modern communicationsystem. Online computerization for simultaneously carrying out the whole trading

transactions.

The exchange has been displaying various quotations that takes place in the screen

in trading flower.

Growth:

The Hyderabad Stock Exchange Ltd.established in 1943 as a non-profit

making organization,catering to the needs of investing population started its operation in

a small way in a rented building in Koti area. It has shifted to Aiyanagar plaza, Bank

Street in 1987. In Sep.1989, the Vice-President of India, Honorable Shankar Dayal

Sharma had inaugurated the own building of the Stock Exchange at Himayathnagar.

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Later, in order to bring all the trading members under on roof, the exchange still a

larger premises situated 6-3-65/A,Somajiguda,Hyderabad-82,with a six stored building

and a constructed area of about 4,86,842 sft.Considerable there has been a tremendous

perceptible growth which could be observed from the statistics. The number of members

of the Exchange was 65 in 1943,117in 1993 and increased to 300 with 869 listed

companies having paid up capital is Rs.1236.52crores in 1999-2000.

The Exchange has got a very smooth settlement system.

Departments in HSE:

1. Listing Department.

2. Marketing Operation Department.

3. Electronic Data Processing Department.

4. Accounts department.

5. Administrative Department.

6. Surveillance Department.

7. Investor Services and Education Committee Department.

8. Screen Based Department.

Settlement Department:

All transaction entered in exchange are on the basis of cash. The settlement for

the month will be notified in advance and circulated to all members. The exchange has

weekly settlement or several years. The settlement period is Monday to Friday. All

transactions are to be completed within 14 days, in case of first date of transaction.

To assist the management of the exchange, the settlement committee shall hear

and settle the disputes arising between members in respect of non-delivery.

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Listing Department:

Listing is primarily the formal approval of Stock Exchange for trading the securities

concerned on its trading floor. The main functions of listing department are:

To provide a ready marketability to the securities of the company preliminary

screening of memorandum of association, Articles of Association, Prospectus.

Maintenance of listing files of all companies to see that company fulfills the pre-issue

formalities which knave to come from public issue.

Surveillance Department

Surveillance department of HSE started functioning from the year 1995.

The department is actively engaged in discharging the following functions.

Monitoring the price movements.

Checking of price rigging and manipulations.

Applying of circuit breakers where ever required.

Imposing special margins.

Payments of margins.

Suspension and revocation.

Monitoring of violations of trading restrictions and limits.

Monitoring of broker's net position.

Administration Department

Administration Department of HSE looks after the overall administration mattersof the exchange. Therefore one of its main functions is general administration. It also

deals with staff members related to appointment, pay scale and payroll to staff.

It also looks into the

Appointment of members

Appointment of sub works

To maintain the list of active members

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ORGANIZATIONAL STRUCTURE OF THE STOCK EXCHANGE

Board of Director

|Chief executive Officer

| | |

Secretary Dgm (Accounts) EDP SR ProgrammerSurvey Department |

Accounts Officer HW Engineer

| | |Steno SR Assistants Data entry operator

| | |

Office boy Assistant Assistant

|

Data entry operatorsOffice boys

| | | |

Administration (Dept) Listing (Dept) Investor service cell library (Dept)

| | |Main Officer Sr. Assistant Sr. Assistant

| | |

Stenos Assistants Office boysSr. Assistants Office boys

|

Office boys|

Drivers

CONCEPTUAL FRAMEWORK

RECRUITMENT

Planning for human resource is more than any other resource.

Recruitment has been regarded as the most important function of the personnel

administration, because unless the right type of people are hired, even the best plans,

organization charts and control system would not do much good. So once required

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To develop an organizational culture that attract

competent people to the company,

To head/hunt/pouch who skills fit the company values,

To device methodologies for accessing physiological traits, To seek out non-conventional development grounds of

talent,

To search for talent globally and not just within the

company,

To design entry pay that competes on quality but not on

quantum,

To anticipate and find people for position that does notexist yet.

FACTORS AFFECTIVE RECRUITMENT

Both internal and external factors affect recruitment.

The external factors include supply of and demand for human

resources, employment opportunities and/or unemployment rate,

labour market conditions, political, legal recruitment and governmentpolicies, social factors, information systems etc.,

The internal factors include companies pay package including

salary, fringe benefits and incentives, quality of work life, organizational culture, career

planning and growth opportunities, size of the company, companies product services,

geographical spread of the companies operations viz., local, national or global companies

growth rate, role of trade unions and cost of recruitments.

RECRUITMENT POLOCY

Recruitment policy of any organization is derived from the

personnel policy of the same organization, however recruitment policy by itself should

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PRESENT EMPLOYEE

Some organizations with a view to developing the

commitment and loyalty of not only the employment to the dependent

of deceased, disabled and present employees. Such organizations find

the source as an effective source of recruitment.

MeritsThe use of internal sources has some merits. They are

1. It improves the morale of the employees.

2. The employer is in a better position to evaluate those

presently employed than outside candidates.

3. It promotes loyalty among employees.

4. They are tried people and can therefore be relied upon.

5. It is less costly than going outside to recruit.

6. Internal recruitment can be used as a technique of

motivation.

7. Employees psychological needs can be met by providingan opportunity for advancement.

De-merits

1. It often leads to inbreeding and discourage new

blood from entering an organization.

2. There is a possibility that internal source may

dryup and it may be difficult to find therequisite personnel from within the organization.

3. As promotion is based on seniority, the danger is

that real capable in hands may not be chosen.

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discuss the problem of companies and employees. Professors are

invited to take part of these seminars. Visits to plants and banquets

are arranged so that participant professors may be favorably

impressed. They may later speak well of the company and help in it

getting the required personnel.

Employee referrals

Friends and relatives of present employees are also a good source

from which employee may be drawn. When the labor market is a very tight, large

employer frequently offer their employees bonuses or prizes for any referrals that are

hired and stay with the company for a specific period of time. This method of recruitment

however suffers from a serious defect that it encourages nepotism i.e. persons of ones

community or caste of employed, who may or may not be fit for the job.

Trade unions

They also provide manual and skill workers in sufficient numbers.

Under agreement, they many agree as to who is to be given preference. But in case of

adverse industrial relations this technique may create difficulties.

Casual labor or applicant at the gate

Most industrial units relay to some extent on the casual labor that

presents itself daily at the factory or at the employment office however this source is

uncertain and the candidates cover a wide range of abilities. Even then, many of our

industries make uses source to fill up casual vacancies.

Voluntary organizations

Such as private clubs, social organizations might also

provide employees-handicapped, widowed or married women, old

persons, retired etc., in response to advertisements.

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DATA ANALYSIS

&INTERPRETATION

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Table 6.4This table shows that how did you come across this vacancy?

Option No of respondents % Of respondents

News papers 70 70%Friends/relatives 30 30%

Employee exchange 0 0%

Total 100 100%

Fig 6.4

70

30

00

10

20

30

40

50

60

70

News papers

Friends/relatives

Employeeexchange

interpretation:- 70% of the respondents are come across news papers through for the

vacancy,30% of the respondents through friends/relatives and 0% of the respondents

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Table6.9

This table shows that are you satisfied by recruitment and selection procedure?

Option No of respondents % of respondents

Yes 82 82%

No 18 18%

Total 100 100%

Fig 6.9

82

18

Yes

No

interpretation:- 82% of the respondents felt satisfied by recruitment and selection

procedure and 18% are not satisfied.

Table 6.10

This table shows that have you undergone any training program?

Option No of respondents % of respondents

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Yes 63 63%

No 37 37%

Total 100 100%

Fig 6.10

63

37

Yes

No

interpretation:- 63% of the respondents opined that they are undergone training program

and 37% are not.

Table 6.11

This table shows that what was the time period between application and interview call?

Option No of respondents % Of respondents

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1. What attracted you in this job?

a. Organization b. Salary c. Both

2. Is there any recruitment procedure in your organization? If so recruitment is?

a. Regular b. Periodical c. Based on vacancy

3. On what basis you had been selected for this job?

a. Merits/Qualification b. Experience c. Recommendation

4. How did you come across this vacancy?

a. News papers b. Friends/Relatives c. Employee exchange

5. In your organization you are coming from which source?

a. Internal b. External c. Both

6. Are you aware about the recruitment and selection process before joining the job?

a. Yes b. No

7. Which is the best pattern should be conducted?

a. Objective type b. Essay/Descriptive c. Both

8. What according to you is important for an interview?

a. Communication b. Subject knowledge c. Both

9. Are you satisfied by recruitment and selection procedure?

a. Yes b. No

10.Have you undergone any training program?

a. Yes b. No

11.What was the time period between application and interview call?

8/3/2019 130798044

60/65

8/3/2019 130798044

61/65

8/3/2019 130798044

62/65

8/3/2019 130798044

63/65

8/3/2019 130798044

64/65

8/3/2019 130798044

65/65

9. Are you satisfied by recruitment and selection procedure?

b. Yes b. No

10.Have you undergone any training program?

a. Yes b. No

11.What was the time period between application and interview call?

a.1-3 days b.3-10 days c. above 10 days

12.After training have you got any monetary designation benefits?

a. Yes b.no

9. Which is the best pattern should be conducted?

a. Objective type b. Essay/Descriptive c. Both

10. Are you aware about the recruitment and selection process before joining the job?

a. Yes b. No

11. On what basis you had been selected for this job?

a. Merits/Qualification b. Experience c. Recommendation

12. In your organization you are coming from which source?

a. Internal b. External c. Both

13.Suggest any new methods for recruitment and selection procedure?