A Training Project Report Submitted in partial fulfillment of the requirements for the Award of the degree of Bachelor of Business Administration University Of Kota, Kota (Raj.). Academic Session 2008-2010 SUBMITED TO: SUBMITED BY: Miss. Salini Chhabra Vineet gautam HOD Of Mgmt. Dept. BBA : II Yr. IBB College
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A Training Project Report
Submitted in partial fulfillment of the requirements for the
Award of the degree of
Bachelor of Business Administration
University Of Kota, Kota (Raj.).Academic Session 2008-2010
SUBMITED TO: SUBMITED BY:Miss. Salini Chhabra Vineet gautamHOD Of Mgmt. Dept. BBA : II Yr.IBB College
INSTITUTE OF BUSINESS AND BIOSCIENCE(Affilated from University Of Kota,KotaRaj.)
CERTIFICATE
This is to certify that vineet gautam a student of BBA II Year at institute of business and bioscience , has completed Training Project Report entitled “vis-à-vis competitors & Mutual Fund” at Birla Sun Life Insurance Aerodram Circle , Kota.The project has been completed after study for one year in BBA course and for partially fulfilling the requirements for award of degree of Bachelor of Business Administration of University of Kota, Kota. The Tanning Project Report has been completed under the guidance of Miss. Nandani sharma of IBB and is as per norms and guidelines provided.
Mrs. Aruna vyas Miss. nandani Sharma
Principal Academic Guide
Kota
Date:
INSTITUTE OF BUSINESS AND BIOSCIENCE (Affiliated to University of Kota, Kota, Approved by
Government of Rajasthan)
CERTIFICATE
This is to certify that Vineet gautam a student of BBA II Year at , institute of business and bioscience , has completed Tanning Project Report entitled “vis-à-vis competitors & Mutual Fund” at BIRLA SUN LIFE Aerodram Circle ,Kota.The project has been completed after study for one year in BBA course and for partially fulfilling the requirements for award of degree of Bachelor of Business Administration of University of Kota, Kota. The Training Project Report has been evaluated and viva-voice conducted by the undersigned panel of examiners. The Training Project Report has been completed under the guidance of “Miss. Nandani sharma” of IBB and is as per norms and guideline provided.
……………………. ..…………………….
Internal Examiner External examiner
Kota:
Date:
DECLARATION
I hereby declare that the present report entitled Report
entitled “RECRUITMENT” at BIRLA SUN LIFE Aerodram
circle, Kota. Is based on my original work and
indebtedness to other work/publication has been duly
acknowledged at relevant places.
Submitted by:
Vineet gautam
BBA-II Year
Acknowledgement:-
At the outset , I would like to thank BIRLA SUN LIFE INSURACE for giving me the approval to do this project in the organization ,I am grateful to Mrs. Aruna vyas (Principal of IBB) for the moral support, encouragement and generous assistance .
No good work is complete unless and until it is guided by versed teacher. I wish my deep gratitude to my faculty guide Miss. Nandani Sharma whose able guidance helped me in all respects in presenting the report as best as can be. I am thankful to her for timely advices towards completions of this project.
I shall be failing in my duty if I not express my thanks to the company guide Mr.Gopal Agrawal (Trainer) who undoubtedly helped me and without whose help the project would not have been completed. I would like to give my deep gratitude to various personalities in the company Ms. Vijay Rathore.
Needless to mention again that I could complete my seminar report only because of the spirited guidance of the above persons who did not leave a single stone unturned in inspiring me during my project work .
VINEET GAUTAM
Introduction
Introduction:-
The purpose of the project is to know about the market for Birla Sun Life Insurace Company. Today overall market for insurance industry is consider as 100% than only 30% market has covered by insurance companies so there is 70% market is remaining for insurance companies. Birla Sun Life Insurace Company is growing very fast. In March month Birla Sun Life Insurace Company has maximum business from its competitors.
In future life insurance sector going to give thousands of vacancies to the students so there is lots of opportunities for MANAGEMENT students. Because capture to remaining 70% market they require lots of men over. Students have to give their full efforts or 100% target in their summer internship program for getting good placements in life insurance sector.
Objectives
Objectives:-
The prime objective of the study was to understand the market and analysis the competitors.
The survey was used to
Understand the type of Life Insurance Policies desired by the customer.
To find out the degree of awareness of life Insurance.
To study the consumer behavior.
To find out the market potential for life Insurance Policies in Kota.
To learn professionalism in market of financial product and services.
To find prospects for the institution.
To conduct the survey to know how many persons have Life Insurance Policies or how many don’t have.
Company Profile
Birla Sunlife Insurance:-
Established in 2000, Birla Sun Life Insurance Company Limited (BSLI) is a joint venture between the Aditya Birla Group, a well known and trusted name globally amongst Indian conglomerates and Sun Life Financial Inc, leading international financial services organization from Canada. The local knowledge of the Aditya Birla Group combined with the domain expertise of Sun Life Financial Inc., offers a formidable protection for its customers’ future.
With an experience of over 9 years, BSLI has contributed significantly to the growth and development of the life insurance industry in India and currently ranks amongst the top 5 private life insurance companies in the country.
Known for its innovation and creating industry benchmarks, BSLI has several firsts to its credit. It was the first Indian Insurance Company to introduce “Free Look Period” and the same was made mandatory by IRDA for all other life insurance companies. Additionally, BSLI pioneered the launch of Unit Linked Life Insurance plans amongst the private players in India. To establish credibility and further transparency, BSLI also enjoys the prestige to be the originator of practice to disclose portfolio on monthly basis. These category development initiatives have helped BSLI be closer to its policy holders’ expectations, which gets further accentuated by the complete bouquet of insurance products (viz. pure term plan, life stage products, health plan and retirement plan) that the company offers.
Add to this, the extensive reach through its network of 600 branches and 1,75,000 empanelled advisors. This impressive combination of domain expertise, product range, reach and ears on ground, helped BSLI cover more than 2 million lives since it commenced operations and establish a customer base spread across more than 1500 towns and cities in India. To ensure that our customers have an impeccable experience, BSLI has ensured that it has lowest outstanding claims ratio of 0.00% for FY 2008-09. Additionally, BSLI has the best Turn Around Time according to LOMA on all claims Parameters. Such services are well supported by sound financials that the Company has. The AUM of BSLI stood at Rs. 8165 crs as on February 28, 2009, while as on March
31, 2009, the company has a robust capital base of Rs. 2000 crs.
Vision:-
To be a leader and role model in a broad based and integrated financial services business.
Mission:-
To help people mitigate risks of life, accident, health, and money at all stages and under all circumstancesEnhance the financial future of our customers including enterprises
Values:-
IntegrityCommitmentPassionSeamlessnessSpeed
A US $28 billion corporation, the Aditya Birla Group is in the league of Fortune 500 worldwide. It is anchored by an extraordinary force of 100,000 employees, belonging to 25 different nationalities. The group operates in 25 countries across six continents – truly India's first multinational corporation.
Aditya Birla Group through Aditya Birla Financial Services Group (ABFSG), has a strong presence across various financial services verticals that include life insurance, fund management,
distribution & wealth management, security based lending, insurance broking, private equity and retail broking. The seven companies representing ABFSG are Birla Sun Life Insurance Company, Birla Sun Life Asset Management Company, Birla Sun Life Distribution Company, Birla Global Finance Company, Birla Insurance Advisory & Broking Services, Aditya Birla Capital Advisors and Apollo Sindhoori Capital Investment. In FY 2008-09, the consolidated revenues of ABFSG from these businesses crossed Rs. 4763 crores, registering a growth rate of 36%.
For more information please visit www.adityabirla.com
Sun Life Financial is a leading international financial services organization providing a diverse range of protection and wealth accumulation products and services to individuals and corporate customers. Chartered in 1865, Sun Life Financial and its partners today have operations in key markets worldwide, including Canada, the United States, the United Kingdom, Ireland, Hong Kong, the Philippines, Japan, Indonesia, India, China and Bermuda. As of December 31, 2008, the Sun Life Financial group of companies had total assets under management of $381 billion.
For more information please visit www.sunlife.com
About Aditya Birla Group:-
A US $29.2 billion corporation, the Aditya Birla Group is in the league of Fortune 500. It is anchored by an extraordinary force of 130,000 employees, belonging to 30 different nationalities. In India, the Group has been adjudged "The Best Employer in India and among the top 20 in Asia" by the Hewitt-Economic Times and Wall Street Journal Study 2007. Over 50 per cent of its revenues flow from its overseas operations.
The Group operates in 25 countries — India, UK, Germany, Hungary, Brazil, Italy, France, Luxembourg, Switzerland, Australia, USA, Canada, Egypt, China, Thailand, Laos, Indonesia, Philippines, Dubai, Singapore, Myanmar, Bangladesh, Vietnam, Malaysia and Korea.
Globally the Aditya Birla Group is:-
:: A metals powerhouse, among the world's most cost-efficient aluminum and copper producers. Hindalco-Novelis is the largest aluminum rolling company. It is one of the three biggest producers of primary aluminum in Asia, with the largest single location copper smelter
:: No.1 in viscose staple fiber
:: The fourth largest producer of insulators
:: The fourth largest producer of carbon black
:: The 11th largest cement producer globally, the seventh largest in Asia and the second largest in India
:: Among the world's top 15 BPO companies and among India's top four
:: Among the best energy efficient fertilizer plants
In India:-
:: A premier branded garments player
:: The second largest player in viscose filament yarn
:: The second largest in the chloral-alkali sector
:: Among the top five mobile telephony companies
:: A leading player in life insurance and asset management
:: Among the top three supermarket chains in the retail business
Rock solid in fundamentals, the Aditya Birla Group nurtures a culture where success does not come in the way of the need to keep learning afresh, to keep experimenting.
Beyond business — the Aditya Birla Group is:-
:: Working in 3,700 villages
:: Reaching out to seven million people annually through the Aditya Birla Centre for Community Initiatives and Rural Development, spearheaded by Mrs.Rajshree Birla
:: Focusing on: health care, education, sustainable livelihood, infrastructure and espousing social causes
:: Running 42 schools and 18 hospitalsTranscending the conventional barriers of business to send out a message that "We care".
About Sun Life Financial:-
Sun Life Financial is a leading international financial services organization providing a diverse range of protection and wealth accumulation products and services to individuals and corporate customers. Chartered in 1865, Sun Life Financial and its partners today have operations in key markets worldwide, including Canada, the United States, the United Kingdom, Ireland, Hong Kong, the Philippines, Japan, Indonesia, India, China and Bermuda. As of December 31, 2008, the Sun Life Financial group of companies had total assets under management of $381 billion.
Management Team
Mr. Ajay SrinivasanManaging Director
Mr. Srinivasan holds a Bachelor of Arts degree with Honors in Economics from St. Stephens College, University of Delhi and an MBA from the Indian Institute of Management, Ahmadabad. He is the Chief Executive, Financial Services and Director, Corporate Strategy and Business Development at the Aditya Birla Group since July 2007.
In his role as Chief Executive, Financial Services, Aditya Birla Group, he sets the strategic direction and vision and provides operational leadership for the Group’s Financial Services business. In his role as Director, Corporate Strategy and Business Development, he directs and strategies on business portfolio issues for the Aditya Birla Group focusing on the long-term sustainability, profitability and value creation of the Group’s businesses.
Prior to joining the Aditya Birla Group, Mr. Ajay Srinivasan was associated with Prudential Corporation Asia, Thread needle Asset Management, etc. at senior levels. With a proven track record for building successful businesses, his experience in the financial services industry spans almost two decades.
Mr. Mayank BathwalChief Financial Officer
Mr. Amitabh VermaChief Operating Officer
Mr. Fabien JeudyChief Actuarial Officer & Appointed Actuary
Mr. Vikram KotakChief Investment Officer
Mr. Chander ChellaniChief Distribution Officer
Mr. Rahul SinhaChief Marketing Officer
Ms. Vinni SoniHead Group Business
Ms. Anjana GrewalSenior Vice President Health Business
Mr. Saurov Ghosh Vice President Human Resources
Mr. Lalit VermaniVice President Risk and Internal Audit functions
Mr. Bhalachandra NayakVice President Strategy & Projects
Mr. Puneet BansalLegal & Company Secretary
Board of Directors:-
Mr. Kumar Mangalam BirlaChairman, The Aditya Birla Group
Mr. Birla is a Chartered Accountant and has also earned an MBA (Masters in Business Administration) from the London Business School, London. He is the Chairman of the Aditya Birla Group, which is among India's largest business houses. Among its major companies in India are Grasim, Hindalco, UltraTech Cement, Aditya Birla Nuvo and Idea Cellular and globally — Novelis, Minacs, Aditya Birla Minerals, Aditya Birla Chemicals. Its JV operations include Birla Sun Life Asset Management Company, Birla Sun Life Distribution Co. Ltd and Birla Sun Life Insurance Co. Ltd. The media has showered various accolades on him. Between 1997 to-date, India Today has named him among the top 5 in their "High and Mighty" Power List and The Economic Times among the top 10 most influential Leaders. The NDTV, Star Plus "India Business Week" designated him as "The Businessman of the Year". Global Finance has cited him among the 10 Super Stars of Corporate Finance. Business World ranked him among the top 10 of India's most admired and respected CEOs and the top CEO of the coming millennium, and Hindustan Times named
him as "The Businessman of the Year" as well. He is also on the Board of various companies.
Mr. Ajay SrinivasanChief Executive – Financial Services Aditya Birla Group
Mr. Bishwanath PuranmalkaDirector – Financial Services Aditya Birla Group
Mr. Donald StewartChief Executive Officer Sun Life Financial
Mr. Venkatesh MysoreCountry Head – India Sun Life Financial, Asia
Mr. Gian Gupta
Mr. Stephan RajottePresident –Sun Life Financial, Asia
Mr. Suresh Talwar
INTRODUCTION TO INSURANCE:-
“Life Insurance is about living happily with financial peace in mind”
The business of insurance is related to the protection of the
economies of asset every asset has value & is expected to last for
a certain period of time during which it will perform after that the
benefit may not be available but sometime after may get lost
earlier, an accident or some other unfitness may destroy it or
make it non functional and deprive of the benefits. Which may
give to an adverse situation is a mechanism that helps to reduce
the effect of such adverse situation.
Insurance does not protect the asset. It does not prevent its loss
due to the peril. The petil can not be avoided through insurances.
The peril can sometime avoid. Through better safety and damage
control management. Insurances only tries to reduce the impact
of the risk on those who depends on that asset it only
compensates the losses and that too, not fully only economic
consequences insured. if the loss is not financial, insurance may
not be possible.
There are certain principles, which make it possible for instanced
to remain a fair arrangement. It is difficult for any one individual
to bear the consequences of the risk that he is exposed to it will
become bearable when the community shared the burden. The
second is that peril should occur in accidental manner. Insurance
is done
Against the contingency that may happen in the case of human
being, death is certain but the time of death is not uncertain in
the person who is terminally ill. The time of death is not
uncertain. Through not exactly known not be insured.
A human being is an income-generating asset. One’s manual labour, professional skill and business acumen are the asset. This asset also can be lost through unexpectedly early death or through sickness and disabilities caused by accidents. So life insurance is necessary to help those who depend on the income which is lost due to accident.
Basics of insurance
Meaning of Insurance:-
Insurance provides financial protection against a loss arising out of happening of an uncertain event. A person can avail this
protection by paying premium to an insurance company.
A pool is created through contributions made by persons seeking to protect themselves from common risk. Premium is collected by insurance companies which also act as trustee to the pool. Any loss to the insured in case of happening of an uncertain event is paid out of this pool.
Insurance works on the basic principle of risk-sharing. A great advantage of insurance is that it spreads the risk of a few people over a large group of people exposed to risk of similar type.
Definition:-
Insurance is a contract between two parties whereby one party agrees to undertake the risk of another in exchange for consideration known as premium and promises to pay a fixed sum of money to the other party on happening of an uncertain event (death) or after the expiry of a certain period in case of life insurance or to indemnify the other party on happening of an uncertain event in case of general insurance. The party bearing the risk is known as the 'insurer' or 'assurer' and the party whose risk is covered is known as the 'insured' or 'assured'.
Concept of Insurance / How Insurance Works:-The concept behind insurance is that a group of people exposed to similar risk come together and make contributions towards formation of a pool of funds. In case a person actually suffers a loss on account of such risk, he is compensated out of the same pool of funds. Contribution to the pool is made by a group of people sharing common risks and collected by the insurance companies in the form of premiums.
Brief history of Life Insurance Sector:-
The insurance sector in India has come a full circle from being an open competitive market to nationalization and back to a liberalized market again. Tracing the developments in the Indian insurance sector reveals the 360-degree turn witnessed over a period of almost 190 years. The business of life insurance in India in its existing form started in India in the year 1818 with the establishment of the Oriental Life Insurance Company in Calcutta.
Some of the important milestones in the life insurance business in India are: 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 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. 5 crore from Government of India.
The General insurance business in India, on the other hand, can trace its roots to the Triton Insurance Company Ltd., the first general insurance company established in the year 1850 in Calcutta by the British.
Some of the important milestones in the general insurance
business in India are:
1907 - The Indian Mercantile Insurance Ltd. set up, the first company to transact all classes of general insurance business.
1957 - General Insurance Council, a wing of the Insurance Association of India, frames a code of conduct for ensuring fair conduct and sound business practices.
1968 - The Insurance Act amended to regulate investments and set minimum solvency margins and the Tariff Advisory Committee set up.
1972 - The General Insurance Business (Nationalization) Act, 1972 nationalized the general insurance business in India with effect from 1st January 1973.
107 insurers amalgamated and grouped into four companies’ viz. the National Insurance Company Ltd., the New India Assurance Company Ltd., the Oriental Insurance Company Ltd. and the United India Insurance Company Ltd. GIC incorporated as a company.
Overview of Life Insurance:-Insurance Overview will try to do a serious attempt of describing the meaning of insurance and the terms associated with it. Many people do have heard about the term “Insurance” but don't have a clear idea about it. Again many might not be conversant with the different entities of this huge market of insurance.
Insurance Overview would try to give a bird's eye view on the different sectors of the insurance industry such as insurance company, insurance broker, etc. Insurance also has certain concepts attached with it like insurance premium, insurance rates, etc. before buying a insurance a customer must be
conversant with the benefits and risks associated with it. They must be aware of the extent of the regular payment of the premium to the insurance company.
Insurance Overview also tries to give the best insurances available in the market. The selection of the best insurance is based on certain parameters and becomes a bit difficult and cumbersome for a particular individual to choose from the whole array of available insurance offers. But now-a-days the insurances are available online just like the credit cards and mutual funds where one could select, compare and apply for the same.
Terms and conditions of specific insurances are written in the application forms where all the particulars including rules, fees structure, etc are written with minute details. Hence a insurance customer must go through all these before applying for the same. Policies of insurance companies differ from each other. Thats why reading the terms of the insurance companies become so much important.
Insurance Overview thus has tried to point out the important points which a insurance customer should know.Tried to point out the important points which a insurance customer should know.
As we all know that now day’s ‘life Insurance’ is not only to secure the life. It is also an investment phase.
Now life insurance is not only……..
To secure the life To investment To get the benefits in the future To get tax benefits
But also………
Today you can get return on your invested money in the plan With the risk cover.
Now days life insurance is not only a risk cover instrument, it is also a Investment instrument.
The processing of current life insurance companies is like a mutual fund.
The fund managers are here to take responsibility of your money.
Major Competitors:-
Major Competitors Of Life Insurance Companies In Investment Instrument is
MUTUAL FUNDS
Mutual Funds:-A security that gives small investors access to a well-diversified portfolio of equities, bonds and other securities. Each shareholder participates in the gain or loss of the fund. Shares are issued and can be redeemed as needed.
The fund's net asset value (NAV) is determined each day. Each mutual fund portfolio is invested to match the objective stated in the prospectus.
It has been shown in study after study that a majority of mutual funds fail to beat the market. Also, picking mutual funds purely on the basis of past performance usually does not work.
As you probably know, mutual funds have become extremely popular over the last 20 years. What was once just another obscure financial instrument is now a part of our daily lives. More than 80 million people, or one half of the households in America, invest in mutual funds. That means that, in the United States alone, trillions (yes, with a "T") of dollars are invested in mutual funds.
In fact, too many people, investing means buying mutual funds. After all, its common knowledge that investing in mutual funds is (or at least should be) better than simply letting your cash waste away in a saving account, but, for most people, that's where the understanding of funds ends. It doesn't help that mutual fund salespeople speak a strange language that, sounding sort of like English, is interspersed with jargon like MER, NAVPS, load/no-load, etc.
Originally mutual funds were heralded as a way for the little guy to get a piece of the market. Instead of spending all your free time buried in the financial pages of the Wall Street Journal, all you have to do is buy a mutual fund and you'd be set on your way to financial freedom. As you might have guessed, it's not that easy. Mutual funds are an excellent idea in theory, but, in reality, they haven't always delivered. Not all mutual funds are created equal, and investing in mutual isn't as easy as throwing your money at the first salesperson who solicits your business.
Certain Mutual Funds Terms:-
Net assets value (NAV).
Tactical assets allocations
Portfolio
Portfolio turnover
No- load fund
NAV per share
Non-taxable dividends
Open-end fund
Strategic assets allocation
Trust deed
Vulture fund
Weighted average credit rating
Recruitment
Recruitment:-
Introduction:-
After the required number and kind of human resources are
determined, the
Next step in the procurement function is to locate the sources
wherefrom the required human resources can be available and to
attract then towards the organization. This is known as
“recruitment’.
Meaning of Recruitment:-
According to Flippo, Recruitment is the process of searching for
prospective employees and stimulating and encouraging them to
apply for jobs in an organization. In the words of Yoder.
“Recruitment is a process to discover the sources of manpower to
meet the requirement of the staffing schedule and to employ
effective measures for attracting that manpower in adequate
number.”2 Recruitment needs are of there types – planned,
anticipated and unexpected, Planned needs arise from change in
organization. An analysis of these definitions reveals the following
features:
(1) Recruitment is a process or a series of activities rather than a
single act or event. (2) Recruitment is a linking activity as it
brings together those with jobs (employer) and those seeking
jobs. (Prospective employees)
(3) Recruitment is a positive function as it seeks to develop a pool
of eligible person from which most suitable ones can be selected.
(4) The basic purpose of recruitment is locate the sources of
people required persons to meet job requirement and attractive
such people to offer them selves for employment in the
organization.
(5) Recruitment is an important function as it makes it possible to
acquire the number and type of persons necessary for the
continued functioning of the organization. Careful recruitment of
employees is particularly important in India because the chances
of mismatching the job and the person are greater
(6) Recruitment is a pervasive function as all organization
engages recruiting activity.
(7) Recruitment is a two-way process.
(8) Recruitment is a complex job because too many factors affect it. E.g. image of the organization, nature of jobs offered organizational policies, working conditions and compensations levels in the organization, rate of growth of the organization, past recruitment record, employment conditions in the community.
STEPS IN RECRUITMENT PROCESS:-The recruitment process consists of the following Steps:
Recruitment process generally begins when the personnel
department receives requisitions for recruitment from any
department of the company. The personnel requisitions
contain details about the position to be filled, number of
persons to be recruited, the duties to be performed,
qualifications required from the candidate, terms and
conditions of employment and the time by which the person
should be available for appointment etc. locating and
developing the sources of required number and type of
employees.
Identifying the prospective employees with required
characteristics.
Communicating the information about the organization, the
job and the terms and conditions of service.
Encouraging the identified candidates to apply for jobs in the organization.
Evaluating the effectiveness of recruitment process.
According the Famulrao, recruitment process consists of five elements, namely a recruitment policy, a recruitment organization, developing sources of recruitment, techniques used to tap these sources and a method of assessing the recruitment programmer. Fig. 2.9 depicts the elements of recruitment process along with place of recruitment in the procurement function.
Encouraging the identified candidates to apply for jobs in the
organization.
Evaluating the effectiveness of recruitment process.
According the Famulrao, recruitment process consists of five elements, namely a recruitment policy, a recruitment organization, developing sources of recruitment, techniques used to tap these sources and a method of assessing the recruitment programmer. Fig. 2.9 depicts the elements of recruitment process along with place of recruitment in the procurement function.
Recruitment Policy:-
Recruitment policy specifies the objectives of recruitment and
provides a framework for the implementation of the recruitment
programmer. It may involve commitment to principles such as
enriching the organization’s human resources by filling vacancies
with the best qualified people, attitudes towards recruiting
handicaps, minority groups, woman, friends and relatives of
present employees, promotion from within. It may also involve
the organizational system to be developed for implementing the
recruitment programmer and procedures to be employed.
Recruitment policy should be based on the recognition that it is
hard to find qualified executives.
A recruitment policy involves the employer’s commitment to such
general principles as –
(a) To find and employ the best qualified persons for each
job:
(b) To retain the most promising of those hired ;
(c) To offer promising opportunities for life time working
careers;
(d) To proved facilities and opportunities for personal growth
on the bob;
A properly planned and systematic recruitment policy is
necessary to minimize disruption of the work due to changes in
employment opportunities. A well-considered and per-planned
recruitment policy based on the goals, needs and environment of
the organization will help to avoid hasty or ill-conceived decisions
and help to man the organization with the right kind of personnel.
The factors affecting recruitment policy include organization
objectives, personnel policies of the organization and of its
competitors, government policies on reservation and sons of the
soil, preferred sources of recruitment, organization’s recruitment
need, recruitment costs and financial implications, selection
criteria and preferences, etc.
There are several per-requisites of a good recruitment policy.
It should:
Abide by the relevant public and legislation on hiring and
employment relationship.
Provide employees with job security needs and continuous
employee.
Integrate organization need and employee needs;
Provide each employee with freedom and opportunity to
utilize and develop knowledge and skill to the maximum
possible extent ;
Treat a employees fairly and equitably relation ships.
provide suitable jobs and protection to handicapped, women
and minority groups ;
Encourage responsible trade unions
Be flexible enough to meet the changing need of the organization.
Recruitment Organization:-
Recruitment practices differ from one organization to another.
Some Organizations like public sector banks adopt centralized
recruitment whereas other organization resorts to decentralized
recruitment. Under centralized recruitment personal department
at the hade office performs all the functions of recruitment. Every
operating department sends requisitions or indents for
recruitment to there central office. On the other hand, each
department / unite carries out case of decentralized recruitment.
Centralized recruitment offers the following advantages:-
1. It reduces the administrative cost by consolidation all
recruitment activities at one place.
2. It helps in better utilization of specialist.
3. It ensures uniformity in recruitment and selection of all
types of employees.
4. It facilitates interchangeability of staff between different
units / zones.
5. It relives the line executives of recruitment problem
thereby enabling them to concentrate on their operational
activities.
6. It tends to reduce favoritism in recruitment and make
the recruitment process mort scientific.
7. Centralized recruitment suffer from the following
disadvantages.
8. There is delay in recruitment as operating units cannot
recruit staff as and when required.
9. The central office may not be fully familiar with job
requirements of different units and the most suitable
sources for the required staff.
10. Recruitment is not flexible because operating units lose
control over the recruitment process.
Both centralized recruitment and decentralized recruitment have their own merits. The choice between the two will depend on the management philosophy and need of the particular organization. In some cases a combination of both the system is used. Lower level staff is recruited centrally whereas middle and top level executives are recruited in a decentralized manner.
Sources Of Recruitment:-
Various sources of recruitment may be classified in two broad categories, namely internal sources and external sources.
Internal Sources:-Internal sources consist of the following:-
Present employee – Permanent, temporary and casual
employees already on the pay of the organization are a
good source. Vacancies my be filled up form such
employees through promotions transfers, upgrading and
even demotion. Transfer implies shifting on employee
from one job to another without any major change in the
status and responsibilities of the employee. On the other
hand, promotion refers to shifting of an employee to a
higher position carrying higher status responsibilities and
pay.
Retired and retrenched employee who wants to return to
the company may be rehired.
Dependents and relatives of deceased and disabled
employees.
Internal sources have the following merits:-
Morale and motivation of employees improve when they
are assured
That they would be preferred in filling up vacancies at
higher levels. A sense of security is created among
employees.
Suitability of existing employees can be judged batter as
record of their qualification and performance is already
available in the organization.
Present employees are already familiar with the
organization and its Policies. Therefore, time and costs of
orientation and training are low.
The time and expenditure of recruitment are reduced as
there is little Need for advertising vacancies or arranging
rigorous tests and interviews.
Filling of higher level jobs through promotions within the
organization helps to retain talented and ambitious
employees. Labour turnover is reduced.
Internal sources however have some
demerits:-
It may lead to inbreeding.
It discourages flow of new blood in to the organization.
If promotion is based on seniority really capable persons
may be left out.
The choice in selection is restricted. More talented
outsiders may not be employed
All vacancies cannot be filled up from within the
organization.
This source of recruitment is not available to a newly established enterprise.
External Sources:-External sources of recruitment lie outside the organization. These are as follows: -
Education and Training Institutions
Recruiting Agencies.
Employment Exchanges
Labour Contractors.
Gate Recruitment
Similar Organizations
Recommendations
Press advertisements
External Sources Of Recruitment Offer The Following Advantage: -
People having the requisite skill, education and training can
be obtained.
As recruitment is done from a wider market, best selection
can be made irrespective of caste, sex or religion.
Expertise and experience from other organizations can be
brought.
It helps to bring new blood and new ideas into the
organization.
This source of recruitment never ‘dries up’. It is available to
even new enterprises.
External sources are best when suitable people from within
are not available and when the organization is diversifying or
merging with other organizations.
External sources, however, suffer from the following disadvantages:-
It is more expensive and time-consuming to recruit people
from outside. Detailed screening is necessary as very little is
known about the candidate.
The employees being unfamiliar with the organization, their
orientation and training is necessary.
If higher level jobs are filled from external sources, motivation and loyalty of existing staff are affected.
Methods Of Recruitment:-
Recruitment methods or techniques are the means by which an
organization establishes contact with potential candidates,
provides them necessary information and encourages them to
apply for jobs. These methods are different from the sources of
recruitment. Sources are the locations where prospective
employees are available. One the other hand, methods are ways
of establishing links with the prospective employees. Various
methods employed for recruiting employees may be classified
into the following categories:-
1. Direct Methods:-Under direct recruitment scouting,
employee contacts, manned exhibits and waiting lists are use. In
scouting representatives of the organization are sent to education
and training institution. These traveling recruiters exchange
information with the students clarify their doubts; stimulate them
to apply for jobs, conduct campus interviews and shirt list
candidates for further screening. They act in cooperation with the
placement office/head of the institution. Another direct method is
to ask employee of the organization to contact the public and tell
about the vacancies. Manned exhibits involve sending recruiters
to seminars and convention, setting up exhibits at fairs and using
mobile offices to go to the desired centers. Some organization use
waiting lists of candidates who have indicated their interest in
jobs in person, through mail or over telephone.
2. Indirect Methods:- Advertisements in newspapers, journals,
on the radio and television are used to publicize vacancies. A well
throughout and clear advertisement enables candidates to assess
their suitability so that only those possessing the requisite
qualifications will apply. This method is appropriate when the
organization wants to reach out to a large target group scattered
geographically. Whenever necessary a blind advertisement can
be given in which only box no is given without identifying the
firm. Considerable details about jobs to be filled and qualification
required can be given in the advertisement. But a large number
of applicants may be unsuitable.
3. Third Party Methods:- Various agencies can be used to recruit personnel. Public employment exchanges, management consulting firms, professional societies, temporary help societies, trade unions, labour contractors are the main agencies. In addition, friends and relations of existing staff and deputation method can be used.
Procedure For Becoming An Advisor:-
The insurance act 1938 lies down that an insurance agent must
possess a license under section 42 of that Act. The licensed to be
issued by the IRDA. The IRDA has authorized designated persons,
in each insurance company to issue the licensed on behalf of the
IRDA. The free for the licenses of making an applicant etc. Have
describe in the IRDA regulations. A license issued by the IRDA will
be valid for three years. The license may act an agent for a life
insurer for a general or a “composite insurance agent” working
for a life insurer as well as general insurer. No agent is allowed to
work for more then one life insurance or more then one general
life insurance company. The qualification necessary before a
license can be given is that the person (individual or corporate
insurance executive) must.
Be at least 18 years old
Have passed at least the xii standard or equivalent
examination. If he is to be appointed in a place with a
population of 5000 or more or 10th std otherwise.
Have under gone practical training for at least 100 hours in
life or general insurance business. As the case may be , from
an institution, approved and notified by IRDA in the case of
a person wanting to become a composite insurance agent,
the applicant should have completed 150 hours practical
training in life and general insurance business, which may be
spread over six to eight weeks.
Have passed the pre recruitment examination conducted by
the insurance institute of India or any other examination
body recognized by the IRDA
A person with the following disqualification in debarred from
holding a license.
He has been found to be unsound mind by a court of competent jurisdiction.
He has been found guilty of criminal of trust, misappropriation, cheating, forgery or abetment or attempt pt commits any such offence.
The license once issued can be cancelled whenever the person acquires a disqualification. Application for renewal have to made at least thirty day before the expiry of the license, along with the renewal fee of Rs. 250. If the application is not made at least thirty day before the expiry. But is made before the date of expiry of license. An additional fee of Rs 100 is payable. If the application made after date of expiry, it would be normal be refunded. Prior to renewal of the license, the agent should have completed at least 25 hrs practical, training in life or general insurance business or at least 50 hrs practical in life and general insurance business in the case of composite insurance agent. To know the acceptability of private insurance sector we interviewed the agent of various private insurance companies and they are the person who is in contact with the consumers and best to tell about accept ability.
Selection and Training of Agents:-
The NGO partner is enlisted on the basis of recommendations
from donor agencies and others in the Indian development
community. Once the NGO partner is selected, Birla Sunlife asks
then GO to draw a list of appropriate persons based on a Birla
Sunlife’s profile of ideal microagents.For example, the criteria for
the selection of a CRIG leader include:
1. Must be a resident of the community in which she will sell and
service policies.
2. Preferably having passed the 12th school year or at least the
10th—this is to insure that she is eligible to be licensed (an IRDA
requirement).
3. Married: Since MI is long-term commitment to policyholders, an
unmarried Ringleader may migrate to her (future) husband’s
village, leaving the CRIG and the policyholders in the lurch.
4. Ability to write English: Since the underwriting at the head
office is in English, it is imperative that the proposal forms are
filled in English.
5. Good track record of integrity: Money handling is integral part
of her duty as a leader.
6. Effective leadership qualities: She has to manage a group of 4
other women.
7. Public speaking ability: She will be required to address large
gatherings to promote Birla Sunlife’s products.
8. Training skills: Since she is the only one trained on insurance,
she has to train the other four.
9. Must have a positive influence among the target market. Each
leader, in her area, should preferably be a woman who is admired
for her integrity, forward looking, and progressive nature, and
must be able to use this influence to enable her CRIG members to
achieve their targets.
10. Preferably, she should have some previous work experience in
the social sector.
This profile is constantly updated to reflect new learning from
operations across the country. On reflection, the skills required to
become a CRIG leader are considerable and may restrict the
replication of the model in states with a scarcity of such skills
among the rural poor, especially women.
Once Birla Sunlife has a list of candidates, they take a written test
to assess whether they have the comprehension and analytical
skills required for the job. This examination is mandated by the
regulator and it’s conducted by an external examiner. The
successful candidates then go through three days of micro
insurance product training where they learn about administrative
processes.
After being licensed and forming their CRIGs, the agents start
selling. Three months into their insurance careers, most agents
qualify for a soft skills development programmed that
Birla Sunlife refers to as the retraining module. There are three
retraining modules held over a period of a year and each lasts
three days. These modules impart basic knowledge on retail
finance including insurance, analyzing company data, advice on