hdfc recruitment report
TRANSCRIPT
-
7/30/2019 Hdfc Recruitment Report
1/41
A
PROJECT REPORT
ON
A STUDY OF SATISFACTION OF NEW RECRUITS
WITH RECRUITMENT AND INDUCTION AT
HDFC LIFE INSURANCE LTD
SUBMITTED BY
PRACHI.B. NARUTE
IN PARTIAL FULFILMENT OF POST GRADUATION
DIPLOMA IN MANAGEMENT
UNDER THE GUIDENCE OF
PROF ANAHAT HULYALKAR
CHETANA INSTITUTE OF MANAGEMENT &
RESEARCH
AUGUST 2012
-
7/30/2019 Hdfc Recruitment Report
2/41
DECLARATION
I hereby declare that the project entitled
A STUDY OF SATISFACTION OF NEW RECRUITS
WITH RECRUITMENT AND INDUCTION PROCESS
AT HDFC LIFE INSURANCE LTD
Submitted in partial fulfillment of the requirements for the Degree of post
graduation diploma in Management is my original work and the project has not
formed the basis for the award of any degree, diploma, associate ship,
fellowship or similar other titles. It has not been submitted to any other
university or institution for the award of any degree or diploma.
Place: Mumbai Name: Prachi Narute
Date: 13/08/2012 Roll No.: Pg c 153
-
7/30/2019 Hdfc Recruitment Report
3/41
ACKNOWLEDGEMENT
I express my sincere thanks to my project guide, Prof Anahat Hulyalkar,
Associate professor of Chetana Institute of Managment & Reasearch for
guiding me right form the inception till the successful completion of the project.
I sincerely acknowledge them for extending their valuable guidance, support for
literature, critical review of project and the report and above all the moral
support they had provided to me with all stages of this project.
I would like to express big thanks to Mr Rejoy Varghese my industry guide for
his all time support and time to time guidance. His experience, knowledge and
support lead me to complete my project timely and successfully.
My thanks are due to all those who have directly or indirectly helped me in
preparing this project report. However, I accept the sole responsibility for any
possible error of omission and would be extremely grateful to the readers of this
project report if they bring such mistakes to my notice.
Place: Mumbai Name: Prachi Narute
Date: 13/08/2012 Roll No.: pg c - 153
-
7/30/2019 Hdfc Recruitment Report
4/41
-
7/30/2019 Hdfc Recruitment Report
5/41
EXECUTIVE SUMMARY
Human Resource Management (hrm) is a function within organization that focus on
recruitment of , management of and providing direction. of the people, who work in the
organization. Human resource management is the organizational functional that deal with the
people who work in the organization. Human resource Management deals with the issue
related to people such as compensation, hiring performance management organization
development safety welfare employee motivation, communication, administration and
training.
The role of HR is thus a intricate web of hiring, recruiting, promoting and mentoring italso
involves activity like performance appraisal layoffs employee disciplining.since human
resource has to do everything to do with people related issues , hr professional also conductbehavioural assessment, leadership development, talent management and knowledge
management
People differ in the abilities and their aptitude. There is always a difference between the
quality and quantity of the same work on the same job being done by two different people.
Managing human resource in todaysdynamic world has become more and more complex as
well as important, recognition of people as a valuable resource in the organisation has led to
increases trends in employee maintenance, job security etc.
Finding the people is a make or break factor for success in business today.recruitning the toptalent for jab takes time and you have to attract quality candidate who has a knowledge and
skill needed to help your company grow.
For every organisation it is important to have a right person on a right job. recruitment and
selection plays a very important role in this situation. Shortage o skills an use of new
technology are putting considerable pressure on how employer go about recruiting and
selecting staff. Talent acquisition is a process to discover the sources of manpower to meet
the requirements of the staffing schedule and to effective measure off attracting the
manpower in aadequate number to facilitate effective selection of efficient personnel
Right person for the right job is the basic principle of everyrecruitment and selection ever
organizationshould give attention to the selection of itsmanpower, especially its managers
The operative manpower is equally important and essential for the orderly working of an
enterprise. Every business unit need manpower to carry out routine business activities
smoothly and efficiently and for its recruitment and selection of suitable candidate are
essential. Human resource management in an organisation will not be possible if suitable
person are selected and employed in a business unit. Report also includes research
methodology with the help of questioinnare .sample size of 30 employees of hdfc life
insurance.
-
7/30/2019 Hdfc Recruitment Report
6/41
SR NO CONTENTS PG NO
1 Introduction
1.1 Company profile
1.2 Definition and purpose of the project
1.3 Scope and objective of the project
1.4 Salient contribution of the project
2 Review of literature
2.1 Theoretical framework, backgroundhistory
3 Research Methodology
3.1.1 Research design
3.1.2 Data Collection Source
3.1.3 Data Collection Method
3.1.4 Data CollectionInstrument(Questionnaire)
3.1.5 Sampling plan
3.1.6 Sampling
3.1.7 Data analysis technique
-
7/30/2019 Hdfc Recruitment Report
7/41
SRNO
CONTENT PG NO
3.2 Classification of data
3.3 Processing and Analysis of Data
4 Result and Interpretation
4.1 Details about the outcome andinterpretation of result
5 Conclusion
5.1 Salient conclusion from the work
6 Limitation of the project
7 Recommendation
7.1 Guidelines for implementation based onconclusion
7.2 Scope for future work
Bibliography
-
7/30/2019 Hdfc Recruitment Report
8/41
1. INTRODUCTION
1.1 INTRODUCTION TO HDFC LIFE INSURANCE
HDFC Life, one of India's leading private life insurance companies, offers a range ofindividual and group insurance solutions. It is a joint venture between HousingDevelopment Finance Corporation Limited (HDFC), India's leading housing financeinstitution and Standard Life plc, the leading provider of financial services in the UnitedKingdom.
HDFC Ltd. holds 72.37% and Standard Life (Mauritius Holding) Ltd. holds 26.00% ofequity in the joint venture, while the rest is held by others.
HDFC Life's product portfolio comprises solutions, which meet various customer needssuch as Protection, Pension, Savings, Investment and Health. Customers have the addedadvantage of customizing the plans, by adding optional benefits called riders, at a nominal
price. The company currently has 25 retail and 9 group products in its portfolio, along with10 optional rider benefits catering to the savings, investment, protection and retirementneeds of customers.
HDFC Life continues to have one of the widest reaches among new insurance companies
with about 500 branches in India touching customers in over 900 cities and towns.Thecompany has also established a liaison office in Dubai. HDFC Life has a strong presence inits existing markets with a strong base of Financial Consultants.
Our Vision & Values
Our Vision
'The most successful and admired life insurance company, which means that we are themost trusted company, the easiest to deal with, offer the best value for money, and set the
standards in the industry'.
'The most obvious choice for all'.
Our Values
Values that we observe while we work:
Integrity Innovation Customer centric People Care "One for all and all for one"
-
7/30/2019 Hdfc Recruitment Report
9/41
Team work Joy and Simplicity
HDFC Life believes that establishing a strong and ethical foundation is an essential
prerequisite for long-term sustainable growth. To ensure this, we have concentrated our
focus on expansion of branch network, organising an efficient and well trained sales force,
and setting up appropriate systems and processes with optimum use of technology. As all
these areas form the basic infrastructure for establishing the highest possible customer
service standards.
Our core values are drilled down to all levels of employees, as these are inviolable. We
continue to promote high integrity in business practices and shun short cuts and unethical
practices, as we wish to be perceived as an institution with high moral standing. Since our
inception in 2000, when the Indian insurance space was opened for private participation, we
have consistently focused on setting benchmarks in all aspect on insurance business. Beingthe first private player to be registered with the IRDA and the first to issue a policy on
December 12, 2000, our differentiators are
-
7/30/2019 Hdfc Recruitment Report
10/41
AWARDS AND RECOGNITIONS
BestPrax Benchmark 2012 Award
HDFC Life received the BestPrax Benchmark Award 2012 for Leadership Governance in theService category. BestPrax Benchmark is an annual award that recognizes organizations thathave best managerial practices. HDFC Life has been adjudged the winner by an eminent
panel for Scenario Planning, Assessment of Integrated Reality & risk (AIRr) andVision & Values Communication- GOAL.
Best Product Innovation Award at Indian Insurance Award2012
Received the Best Product Innovation Award for its product - SampoornSamriddhi.Thecompany has received Award for the second consecutive year. This award seeks to honour alife insurer that has launched an innovative product that has set the benchmark in terms offulfilling an un-met customer need in the domain. The product innovation, besides being anindustry first, should have been well-received by the target audience. The jury, through thisaward compliments the product development thought-leadership of the recipient.
Bloomberg UTV Financial Leadership Awards
Conferred with the 'Life Insurer of the Year' Award at the Bloomberg UTV FinancialLeadership Awards 2012. Bloomberg UTV Financial Leadership Awards have beeninstituted to acknowledge extraordinary contribution of Indias financial leaders and
visionaries.
Celent Model Insurer Global Award
HDFC Life has been selected, among the 23 Insurance Companies Worldwide, as a ModelInsurer 2012, for the use of Enterprise Wide Learning via the Internet by Celent USA. HDFCLife has also won the Celent Model Insurer Asia 2012 award.
5th Loyalty Awards 2012 - Insurance Sector (Life)
Declared as the winner for Customer & Brand Loyalty in 'Insurance Sector - Life. Theseawards recognize Customer loyalty efforts of Companies across various sectors. The Themeof this year's Summit was 'Driving Loyalty through Customer Experience Management'
-
7/30/2019 Hdfc Recruitment Report
11/41
Century International Quality ERA Award
Received the award in Gold Category. Century International Quality ERA is based onExcellence in Leadership and Business Management, Quality and Excellence, Business andBrandname Prestige, and Technology, Innovation and Expansion.
My FM Star of the Industry Awards Excellence in Life Insurance
HDFC Life won the Silver award for Excellence in Life Insurance.The Stars of the Industry
Awards recognises individual and corporate excellence across the banking and financialservices sector. These Awards were decided by an eminent Jury comprising seniorprofessionals. The Awards were given away in 17 categories.
CFO100 Roll of Honour
A tribute to exceptional contribution to corporate finance
Best Marketing Strategy - Asian Leadership Awards
The Asian Leadership Awards is about Achievers, Super Achievers and Future BusinessLeaders. It recognizes and rewards their ability to steer their businesses through turbulenttimes, applying the best of business modules to manage and keep their missions afloat.
India's Most Trusted Service Brand 2011
Ranked India's Most Trusted Private Life Insurance Brand in 2011 in a survey conducted byEconomic Times-Brand Equity and the Nielsen Company.
Golden Peacock HR Excellence Award
Received the Golden Peacock HR Excellence Award for the year 2011 in the 'BankingFinancial & Insurance Sector. This award acknowledges HDFC Lifes efforts towards
innovative people management processes and talent engagement and development initiatives
in the highly dynamic Indian life insurance industry.
-
7/30/2019 Hdfc Recruitment Report
12/41
HR ORGANISATION STRUCTURE AT HDFC LIFE INSURANCE
( REGIONAL OFFICE )
ASSOCIATE VICE PRESIDENT
HUMAN RESOURCES
HUMAN RESOURCE MANAGER
REGIONAL HUMAN RESOURCES
(DADAR)
REGIONAL HUMANRESOURCES
(VASHI)
REGIONAL HUMAN RESOURCES
(ANDHERI)
-
7/30/2019 Hdfc Recruitment Report
13/41
-
7/30/2019 Hdfc Recruitment Report
14/41
1.3 SALIENT CONTRIBUTION OF PROJECT
The information used in this project is collected from employees . So this project
describes various hidden views of what employees think of the HR recruitment and selection
process Following are some contribution of the project.
1. Overview of recruitment and selection process adapted by HDFC LIFE
2. Identify the factors which affect the organization reputation and How to deal
With them.
3. Employees feedback about interview process and what changes they need it.
4. New method that company should adapted inorder to save the time of candidate
-
7/30/2019 Hdfc Recruitment Report
15/41
2. REVIEW OF LITERATURE
2.1 INSURANCE INDUSTRY IN INDIA
Indian Insurance Industry is one of the booming Industries of the economy and is growing at
the rate of 15-20 % per annum. Insurance is being a federal subject in India and which is
governed by Insurance Act, 1938, the Life Insurance Corporation Act, 1956 and GeneralInsurance Business (Nationalization) Act, 1972, Insurance Regulatory and Development
Authority (IRDA) Act, 1999 and other related Acts.
According to the Life Insurance Council, the Indian life insurance industry is considered the
fifth largest life insurance market with US$ 41-billion & growing at a rapid pace of 32-34%
annually. In March 2010 the Life Insurance Corporation of India (LIC) registered an 83%
increase in new business income, while private players posted a 47% growth in new business
premium. According to IRDA, the insurers in the year 2009-2010 sold 10.55 million new
policies with LIC selling 8.52 million and private companies 2.03 million policies. In the year
March 2010, LIC held 65% market share in terms of new business income collection with the
private sector contributing the remaining 35% share in 2009-10.
The life insurance industry in India grew by an impressive 36%, with premium income fromnew business at Rs. 253.43 billion during the fiscal year 2004-2005, braving stiff
competition from private insurers. RNCOSs report, Indian Insurance Industry:
NewAvenues for Growth 2012, finds that the market share of the state behemoth, LIC, has
clocked 21.87% growth in business at Rs.197.86 billion by selling 2.4 billion new policies
in 2004-05. But this was still not enough to arrest the fall in its market share, as private
players grew by 129% to mop up Rs. 55.57 billion in 2004-05 from Rs. 24.29 billion in
2003-04.
-
7/30/2019 Hdfc Recruitment Report
16/41
Though the total volume of LIC's business increased in the last fiscal year (2004-2005)
compared to the previous one, its market share came down from 87.04 to 78.07%. The 14
private insurers increased their market share from about 13% to about 22% in a year's time.The figures for the first two months of the fiscal year 2005-06 also speak of the growing
share of the private insurers. The share of LIC for this period has further come down to 75
percent, while the private players have grabbed over 24 percent.
There are presently 12 general insurance companies with four public sector companies and
eight private insurers. According to estimates, private insurance companies collectively have
a 10% share of the non-life insurance market.
Though the focus of this market research report is on the potential growth on the Indian
Insurance Sector, it also talks about the market size, market segmentation, and key
developments in the market after 1999. The report gives an instant overview of the Indian
non-life insurance market, and covers fire, marine, and other non-life insurance.
-
7/30/2019 Hdfc Recruitment Report
17/41
-
7/30/2019 Hdfc Recruitment Report
18/41
-
7/30/2019 Hdfc Recruitment Report
19/41
-
7/30/2019 Hdfc Recruitment Report
20/41
RECRUITMENT PROCESS AT HDFC LIFE INSURANCE
The insurance sector is marked with a high level of attrition and therefore recruitment
process becomes a crucial function of the organization. At HFDC Life Insurance,
recruitment is all time high during May-June and Oct-Nov. The attrition is high among the
sales managers, mostly in the sales profile. The recruitment is high during these months
due to the fact that March and September are half year closing and business is high during
Jan-Mar. Thus it is only after March that people move out of the companies.
NEED IDENTIFICATION
The 1st step toward the recruitment process is the regional HR gets an man power budget
related to how much number of employee is to be filled for a given month. Man power
budget is based on the number of requirement , the number of attrition rate.
The another way of filling the vacancy is through the L1 managers, Every L1 manager
handles 10 sales development manager, as in case if there is any absconding related to this
sales development managers, the L1 manger can directly report it to the regional managers
in order to the the vacancy for the same.
FINDING THE RIGHT SOURCE
Major sourcing of the candidate at HDFC is done through
1. Employee referral policy (PARICHAY)2. Job portals3. Campus recruitment4. Consultancy5. Walk ins
-
7/30/2019 Hdfc Recruitment Report
21/41
EMPLOYEE REFERRAL
Employee referral is an internal recruitment method employed by organizations to identify
potential candidates from their existing employees' social networks. An employee referral scheme
encourages a company's existing employees to select and recruit the suitable candidates from theirsocial networks. As a reward, the employer typically pays the referring employee a referral bonus.
Recruiting candidates using employee referral is widely acknowledged as being the most cost
effective and efficient recruitment method to recruit candidates and as such, employers of all sizes,
across all industries are trying to increases the volumes they recruit through this channel.
Rewards is given to the referring employee based on the designation of the referred
employeeDuring the month of May, June and July, candidates are majorly recruited through
employee referral
2) JOB PORTALS
HDFC recruit candidate through job portal like naukri .com, monster.com. Candidates are shortlisted through this job portals . HDFC create an job description on the this portals based onvacancy to be filled.. Candidate are suppose to mail there resume in the link which is specified inthe job description.
3)CAMPUS RECRUITMENT
Campus recruitmentare the good source of hiring the candidate.Campus Recruitmnet isdone where by candidates fromvarious colleges of Mumbai were short listed by HDFC forthe designation of Sales Development Managers.most preference where given to youngfreshers for this designation.
4) PLACEMENT AGENCY
Hdfcgives more preference to consultancy for hiring employees.HDFC has tie up withmore than 35 consultancy for sourcing the candidate.ofdiferrent designations like salesdevelopment managers, sales development nanager-corporate agency, corporate agencymanager, senior corporate agency managers,hdfc gets minimum 15 candidates from eachconsultancy. The rate which the consultancy charge there commission is 8.33% of the ctcofthe employee plus 12.36 % service tax. The consultancy charge there commission afterone week of joining of the employee.
-
7/30/2019 Hdfc Recruitment Report
22/41
5) WALK INS
A walk-in interview occurs when an individual can interview for a job position withouthaving a pre-scheduled appointment. In some cases, attending a job fair may qualify forthis type of interview
HDFC has its 3 hr region i.eVashi, Dadar, Andheri..Each region conduct various walk indrives for various designation. Its the responsibility of the particular regionalhr to conductthe hr round of interview
STEP 2
HDFC LIFE APTITUDE TEST (HAT)
Candidate has to undergo and aptitude test in order to clear for the basic round. Candidateis judged in different parameter like Analytical test, Reasoning ability and mathematics.Once the candidate is clear in the aptitude test than only he is eligible for the hr round ofinterview.
1ST
ROUND INTERVIEW
This process is very important as it gives the first hand information of the candidate, The1st round of interview is conduction by the regional hr where by initial screening of the
candidate is done , where in potential of the candidate is observed . Being an insurance
industry the HR judge how much potential does the candidate has in order to perform the
sales job.The regional hr goes through the resume and ask general questions like
The qualification of the candidate
The interest in the sales profile of the candidate
Other areas of interest
Hobbies, skills
The rounds of interview is different for different designation
For eg : For sales development managers the there are 3 three rounds of interview
For trainers there are 4 round including one presentation of 10-15 minutes infront of the
HR manager and the company trainers.
-
7/30/2019 Hdfc Recruitment Report
23/41
Second round of interview for SDM is conducted by the circle manager wherein the
potential of the candidate is judged E.g. is the candidate is comfortable for the sales job,
different parameter are judged, the third round is conducted by the branch manager. But the
1st hr round has to be conducted in the regional office.
Rounds of interview For the designation of trainers,
1st round is of hr round where initial screening of the candidate is done,
2ndround by Hr manager
3rd round by trainer of hdfclife
4th round the candidate has to give the presentation on the topic like contribution of
insurance sector to the Indian economy, the presentation will for 10-15 min which will be
judged by the regional hr , hr manager and trainer.
In the interview round trainer judged how knowledge the candidate has regarding the
insurance industry and insurance product, doest he/she has an experience as a trainer, or
he/she has an sales experience, how well he can give training to the newly recruited
candidates of hdfc life regarding how to generate sales for hdfc.
Once the candidate is selected he will receive an email regarding his selection and
informationregarding documents which he is supposes to submit for the processing of the
offer letter.
OFFER LETTER PROCESSING
A job offer is given by the hr manager and it is a document that confirms the detail of an
offer of employment .The job offer letter includes details such as job description reportingrelationship, salary , provident fund detail, gratuity details and more. The job offer letter
generally confirms the term the employer and the candidate have agreed to for this
employment during negotiation
Offer letter is send to the candidates respective email id along with details of document
which is required for joining, candidate mail the required document to the respective e-
mail id of the hr department
-
7/30/2019 Hdfc Recruitment Report
24/41
JOINING FORMALITIES
Once he offer letter is given to and accepted by the applicant thejoing formalities are
explain to him. The candidate has to fill the joining kit, wherein has to fill the entiredetails mentioned in that joining kit He has given a list of document which he has to
submit to the hr department who then maintain a file with his record in it and allots him an
employee code, the list of document is as follows
Copies of educational qualification Copies of pan card Address proof Leave certificate from the prior employer
Photo identity proof Experience certificate if any 6 passport size photos
Once the joining of the candidate is done hr maintain the joining traker wherein the details
to the joined candidate is maintained, this tracker contain the personal details of candidate
Eg: name, address, contact details email id etc.
After the joining, very next day the andidate gets his employee code, which will help hi to
mark his attendance.
INDUCTION
AFTER the joining of the candidate ,he has to undergo for training for seven days, wherein
various information of the product is give by the trainer, how to boost up the sales, how tomeet the targets, within this seven days, the regional hr gives induction,wherein he explain
all the rules and regulation, its policies to employees where in regional hr tries to motivates
the newly joined candidates through his presentation. Candidates ae made aware of evry
small aspects and rule of the organisation.
-
7/30/2019 Hdfc Recruitment Report
25/41
CONFIRMATION POLICY
For the designation of sales development managers After the joining of the employee, he
gets confirm after six month in hdfc, during this six month he has to achieve the target
stated by hdfc life.
-
7/30/2019 Hdfc Recruitment Report
26/41
3. RESEARCH METHODOLOGY
The study will be conducted to achieve the aforesaid objectives including both exploratory
and descriptive in nature and involve personal interviews that will be based on the
questionnaire format. A Research Methodology defines the purpose of the research, how itproceeds, how to measure progress and what constitute success with respect to the objectives
determined for carrying out the research study.
The research process that will be adopted in the present study consists of the following
stages:-
3.1.1 RESEARCH DESIGN
A research design is the specification of methods and procedures for acquiring the
information needed to structure or solve the problem. It is the overall operational pattern or
framework of the project that stimulates what information is to be collected from which
source and by what procedure. On the basis of major purpose of our investigation the
EXPLORATORY RESEARCH was found to be most suitable. This kind of research has the
primary objective of development of insights into the problem. It studies the main area where
the problem lies and also tries to evaluate some appropriate courses of action.
3.1.2 DATA COLLECTION SOURCES:
PRIMARY SOURCES-The data required for the study has been collected from-
QUESTIONNAIRE survey among the officials employees.
PERSONAL INTERVIEWS with the company employees
regarding Recruitment and Selection.
SECONDARY SOURCES-The secondary data has been collected from:
Internet, websites Business magazines Books
-
7/30/2019 Hdfc Recruitment Report
27/41
3.1.4 SAMPLING METHOD
Survey was done by random sampling method.
3.1.5 SAMPLE SIZE
Sample size can be 30.
3.1.6 SAMPLE AREA
HDFC LIFE INSURANCE REGIONAL OFFICE
3.1.7 MODE OF ANALYSIS
The instrument used for data collection was in the form of questionnaire. The questionnaire
was used as it facilitates the tabulation and analysis of the data to be collected. The data
collected was subjected to simple frequency distribution and percentage analysis.
-
7/30/2019 Hdfc Recruitment Report
28/41
DATA COLLECTION INSTRUMENT (QUESTIONNAIRE)
Q1) . Does the Job Responsibilities and Job Description are clearly defined to the candidates
appearing for selection process ?
a. Yes
b. No
Q2) Is the organization doing timeliness recruitment and Selection process.
a. Yes
b. No
Q3) . Does the HR team act as a consultant to enhance the quality of the newly joined employees?
a. Yes
b. No
Q4) Which is the most important quality the organization looks for in a candidate?
a. Knowledge
b. Past Experience
c. Optimistic Nature
d. Discipline
e. Team Work Ability
f. Other
Q5) Do you think organization is using satisfactory methods of interview?
a. yes
b. no
-
7/30/2019 Hdfc Recruitment Report
29/41
Q6) How will you rate the selection policy of the human resouces
a) Good
b) Average
c) Poor
Q7) Do you think there hr need to improve the interview process
a) yes
b) no
Q8. Does the organization do proper Job Analysis before Selection Process begins?
a. Yes
b. No
Q9) How do you find the behaviour of the regional hr at the time of recruitment process
a. good
b. average
c. poor
-
7/30/2019 Hdfc Recruitment Report
30/41
3.2 CLASSIFICATION OF DATA
Sample size- 30 employees
Q1. Does the organization do proper Job Analysis before Selection Process begins?
a. Yes
b. No
Yes the organization do proper job analysis before selection process, as during the time of interview
they have to be very clear about the job profile
Q2. Does the Job Responsibilities and Job Description are clearly defined to the candidates
appearing for selection process ?
a. Yes
b. No
80
20
YES
NO
-
7/30/2019 Hdfc Recruitment Report
31/41
Majority of the candidate says that at the timeof interview candidates are not given complete
information of the job profile at the time of interview, and because of which there is high level of
attrition in this industry
Q3. Is the organization doing timeliness recruitment and Selection process.
a. Yes
b. No
Majority of the candidate says that they have been called at a particular date and time for the
interview process, the only days on which they are not called is Saturday
Q4. Should the HR team act as a consultant to enhance the quality of the newly joined employees?
a. Yes
b. No
70
30
YES
NO
30
70
NO
YES
-
7/30/2019 Hdfc Recruitment Report
32/41
Majority of the candidate says yes, hr should give motivation at the time of induction, so thenew employee in order to work hard and achieve the targets
Q5. Which is the most important quality the organization looks for in a candidate?
a. Knowledge
b. Past Experience
c. Optimistic Nature
d. Discipline
e. Team Work Ability
f. Other
Hr gives more importance to team work as sales development managers has to work in team andknowledge because candidate of sales profile have to have knowledge of sales and also of discipline
because he is representing hdfc life
83
17
YES
NO
30
236
3
33
3KNOWLEDGE
DISCIPLINE
PAST EXPERIENCE
OPTIMISTIC NATURE
TEAM WORK
OTHERS
-
7/30/2019 Hdfc Recruitment Report
33/41
Q6. Do you think organization is using satisfactory methods of interview?
a. Yes
b. No
Yes hdfc uses satisfactory level of interview, as there are total three round of interview
1st human resources round
2nd and 3rd with circle manger and branch manager
Q7) How will you rate the selection policy of the human resources
a) Good
b) Average
c) Poor
83
17
YES
NO
10
80
10
GOOD
AVERAGE
POOR
-
7/30/2019 Hdfc Recruitment Report
34/41
-
7/30/2019 Hdfc Recruitment Report
35/41
-
7/30/2019 Hdfc Recruitment Report
36/41
4. RESULTS AND INTERPRETATION
4.1 DETAILS ABOUT THE OUTCOME AND INTERPRETAION OF
THE RESEARCH
The out come of the research are as follows
The organization do proper job analysis before selection process, as during the time of
interview they have to be very clear about the job profile yet there is a high level of
attriton.and more over still Majority of the candidate says that at the time of interview
candidates are not given complete information of the job profile at the time of interview,
and because of which there is high level of attrition in this industry
Majority of the candidate says yes, hr should give motivation at the time of induction, to
the new employee in order to work hard and achieve the targets
Hr gives more importance to team work as sales development managers has to work in
team and knowledge because candidate of sales profile have to have knowledge of sales
and also of discipline because he is representing hdfc life
Majority of the candidates says hr should give more importance to the selection process,
they should not be keep waiting or a long time at the time of interview.
44% of the employees says the behaviour of the hrs is average, because hr should give
more importance to the candidate valuable time, more over competency round of
interview round should be given more importance by the HR department.eg hr should
give more importance to the exit interview
Hr gives more importance to team work as sales development managers has to work in
team and knowledge because candidate of sales profile have to have knowledge of sales
and also of discipline because he is representing hdfc life.
-
7/30/2019 Hdfc Recruitment Report
37/41
5. CONCLUSION
Recruitment and selection is a day to day process is carried out in hdfc lifeinsurance as there is high amount of attrition in this industry It is a greatresponsibility of the regional hr to hire right person for the right designation
Recruitment and selection is a strategic and long term policy that focus on selectingtalent the best talent that is available
Regional hr has to be very particular regarding the hiring of an candidate
Due to attrition the opening are available in a large number, do to which there hasbeen misplace of lot of documents due to which the joining of the candidate isdelayed
During the time of interview proper time should be allotted to the candidate, due towhich the crucial time of the candidate may get wasted
A proper excel tracker is maintained by the hr of the candidate who are rejected inthe interview round
Candidate do proper observation o the HR department behaviour.
Time factor is not taken into consideration by the HR department, due to whichcandidates are getting frustrated
Candidates are getting more pressure from the line managers, due to which there islot of attrition from the middle level employees
-
7/30/2019 Hdfc Recruitment Report
38/41
-
7/30/2019 Hdfc Recruitment Report
39/41
7. RECOMMENDATIONS
7.1 GUIDELINES FOR THE IMPLEMENTATION FOR FUTURE
WORK
Candidate should not be kept waiting for a long time during the time of interview,more importance should be given for candidate valuable time.
During the time of walk-ins candidate should not be called at the same time, HRshould see to it that the respective manager is available at that point of time to carryout the second round of interview
A good impression should be created by the hr on the mind of the candidate Asfirst impression is the last impression, if the candidate is rejected he should fill thathe has missed an important opportunity of not been selection in the interview round
During the time of walk in and processing the offer letter, proper documentationshould not be misplaced by the hr department due to which there is an delay inthe interview as well as joining process
Competency based interview round should be made the regional hr, by which itwould be easier for the manager to conduct the second round of interview
HR should give clear idea of the profile for the which the candidate has applied
As there is lot of attrition going on in hfdc life, more importance should be givenon employee motivation, exit interviews and more consulting should be given bythe hr department
There should be more friendly environment should be created b the line managerswith the candidate, by which the employee will fill motivated to work in the sales
job.
Hr should give more importance to induction session by which he could motivatethe newly joined candidates, especially fresher who do not have sales experience,
by which attrition will reduced to some extend.
-
7/30/2019 Hdfc Recruitment Report
40/41
7.2 SCOPE FOR FUTURE WORK
Insurance industry has a high amount of attrition rate, especially in the middle levelmanagers, in that case, human resources has to be very particular regarding therecruitment and selection process,
HR should see to it that more competency based interview round should be conducted atthe time of interview
At the time of Walk ins proper time should be allotted by the hr, candidates should not bekept waiting for long period of time
HR should see to it that wrong impression is not being created in the mind of thecandidates
If proper motivation is given to the employees at the time of induction by HR as well as bythe line managers than attrition will be reduced to a large extend
If such above things are taken into consideration by the hr department then attrition rate ofhfdc life will reduce to a large extend
-
7/30/2019 Hdfc Recruitment Report
41/41
BIBLIOGRAPHY
http://recruitment.naukrihub.com/meaning-of-recruitment.html http://www.hdfclife.com/ http://www.rncos.com/Report/FM033.htm http://www.moneycontrol.com/news/insurance/outlook-
forinsurance-sector2012_661546.html
http://www.citehr.com/ Times of India (ascent)
http://recruitment.naukrihub.com/meaning-of-recruitment.htmlhttp://recruitment.naukrihub.com/meaning-of-recruitment.htmlhttp://www.hdfclife.com/http://www.hdfclife.com/http://www.rncos.com/Report/FM033.htmhttp://www.rncos.com/Report/FM033.htmhttp://www.moneycontrol.com/news/insurance/outlook-forinsurance-sector2012_661546.htmlhttp://www.moneycontrol.com/news/insurance/outlook-forinsurance-sector2012_661546.htmlhttp://www.moneycontrol.com/news/insurance/outlook-forinsurance-sector2012_661546.htmlhttp://www.moneycontrol.com/news/insurance/outlook-forinsurance-sector2012_661546.htmlhttp://www.moneycontrol.com/news/insurance/outlook-forinsurance-sector2012_661546.htmlhttp://www.citehr.com/http://www.citehr.com/http://www.citehr.com/http://www.moneycontrol.com/news/insurance/outlook-forinsurance-sector2012_661546.htmlhttp://www.moneycontrol.com/news/insurance/outlook-forinsurance-sector2012_661546.htmlhttp://www.rncos.com/Report/FM033.htmhttp://www.hdfclife.com/http://recruitment.naukrihub.com/meaning-of-recruitment.html