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SEMINAR REPORT
ON
CERTIFICATE
Miss
Prof. N. H. Deshpande
Internal Guide
Vice-President
(Faculty of Management)
(Faculty of Management)
DECLARATION
I Ms. TUSI LUNIA hereby declare that this seminar report on Recruitment
Process Of Bajaj Allianz for Sales Cader is the record of authentic work
carried out by me during the academic year 2008-2009
(TUSI LUNIA)
Name of the student
ACKNOWLEDGEMENT
I would like to warmly thank to all my colleagues and faculties Of Disha
Institute of Management And Technology who have been enormously helpful
in guiding and assisting in the preparation of this project and helping me to
develop, my skill and knowledge as without their support this project would have
not have been accomplished.
I admit my sincere thanks to Dr. J.H Vyas faculty of DIMAT Raipur who guided
me to carry out this study. I would also like to thank him for his important
guidance and support during the course of this project.
My sincerest thanks to all my friends who gave their precious time to answer my
questions and give me required data for my project.
Place: Raipur
Date:
I NDEX
S.No.
Pt.
No.
Particular
Abstract
Page
No.
i
Acknowledgement
ii
List of figures
iii
INTRODUCTION
1.1
Objective of Study
2.1
2.1.1
2.1.2
2.3
IRDA Certificate
11
2.4
11
2.5
12
2.6
Vision
12
10
2.7
Mission
13
11
2.8
13
12
2.9
15
13
2.10
16
14
17
15
3.1
Meaning of Recruitment
18
16
3.2
20
17
3.3
21
18
3.4
24
19
3.5
25
20
3.6
27
21
3.7
28
22
3.8
30
23
3.9
34
24
3.10
36
25
37
26
Bibliography
37
List of figures
2-1-1
2.1.2
2.1.3
2.1.4
Title
Bajaj allianz
Manager level
structure
Recruitment policy
Page no.
13
15
16
28
1.INTRODUCTION
1.1 OBJECTIVE OF THE STUDY
Insurance Industry is the fastest growing sector at a rapid pace in India. In this
industry every company wants to the best employees in its organization. As there
is great competition in Indian market, the every company has its own recruitment
process to increase the performance of the organization for profit maximization.
The Recruitment process plays very Important role in Insurance Industry as in
this industry human resource is the main part of the organization. In this report
we will study the RECURITMENT PROCESS OF BAJAJ ALLIANZ LIFE
INSURANCE CO. LTD.. To get the knowledge about the Insurance Industry I
have chosen Bajaj Allianz Life Ins. Co. Ltd., Raipur Branch. In this training I have
tried to find the Importance of Recruitment Process in Insurance Industry.
In the upcoming future of Insurance industry, H R Department have to emphasis
more & more on there Recruitment Process activities as the no. of companies is
increasing & the competition in the market too, in the upcoming future, So, in the
future H R Department will play an important role in recruiting the best employee
in the organization.
The Bajaj Group is amongst the top 10 business houses in India. Its footprint
stretches over a wide range of industries, spanning automobiles (two-wheelers
and three-wheelers), home appliances, lighting, iron and steel, insurance, travel
and finance. The groups flagship company, Bajaj Auto, is ranked as the worlds
fourth largest two- and three- wheeler manufacturer and the Bajaj brand is wellknown in over a dozen countries in Europe, Latin America, the US and Asia.
Founded in 1926, at the height of India's movement for independence from the
British, the group has an illustrious history. The integrity, dedication,
resourcefulness and determination to succeed which are characteristic of the
group today, are often traced back to its birth during those days of relentless
devotion to a common cause. Jamnalal Bajaj, founder of the group, was a close
confidant and disciple of Mahatma Gandhi. In fact, Gandhiji had adopted him as
his son. This close relationship and his deep involvement in the independence
movement did not leave Jamnalal Bajaj with much time to spend on his newly
launched
business
venture.
His son, Kamalnayan Bajaj, then 27, took over the reins of business in 1942. He
too was close to Gandhiji and it was only after Independence in 1947, that he
was able to give his full attention to the business. Kamalnayan Bajaj not only
consolidated the group, but also diversified into various manufacturing activities.
The present Chairman of the group, Rahul Bajaj, took charge of the business in
1965. Under his leadership, the turnover of the Bajaj Auto the flagship company
has gone up from Rs.72 million to Rs.100.76 billion (USD 2.3 billion), its product
portfolio has expanded from one to and the brand has found a global market. He
is one of Indias most distinguished business leaders and internationally
respected for his business acumen and entrepreneurial spirit.
Bajaj Auto is the flagship of the Bajaj group of companies. The group comprises
of 27 companies and was founded in the year 1926. The companies in the group
are:
Bajaj Auto Ltd.
Mukand Ltd.
Jeevan Ltd.
managers, with third-party assets of 765 billion euros under management at year
end 2007.
In 2006 Allianz SE, the parent company, became the first company in the Dow
Jones EURO STOXX 50 Index to adopt the legal form of a Societas Europaea,
which is a new European legal form for stock corporations. Allianz SE is
headquartered in Munich, Germany.
Beyond the quality of our financial performance, a number of other activities and
factors are important for the sustainable growth of our competitive strength and
company value. These include, but are not limited to, our global diversification,
the reduction of complexity, our value-based management approach, and our
crucially important employees.
10
Accelerated Growth
Fiscal year
2001-2002(6
21,376
2002-2003
1,15,965
69
2003-2004
1,86,443
180
2004-2005
2,88,189
857
2005-2006
7,81,685
2717
2006-2007
20,79,217
4270
mths)
11
12
deliver
value
for
money.
13
should
in
the
be
spirit
of
relationship building
Organization Above
Self: We
14
competencies and ideas and constructive action results only when opinions are
aired and understood
ACHIEVEMENTS
Bajaj Allianz has received "iAAA rating, from
ICRA Limited, an associate of
CEO
(KAMAL
GOYAL)
Moody's Investors Services, for Claims
Paying
Ability.This rating indicates
highest claims paying ability and a fundamentally strong position.
ZONAL
MANAGER (ZM)
REGIONAL
MANAGER (RM)
MANAGER
2.9 . ORGANISATION STRUCTURE STATE
AT MANAGEMENT
LEVEL
(SM)
DIVISIONAL
MANAGER (DM)
BRANCH
MANAGER (BM)
MARKETING
DEPARTMENT
MANAGER
HUMAN
RESOURCE
DEPARTMENT
MANAGER
SALES
MANGERS
15
INSURANCE
CONSULTANT
ADMINISTRATI
ONDEPARTMEN
T MANAGER
BajajAllianz
AllianzLife
Life
Bajaj
Insurance
Insurance
DistributionNetwork
Network
Distribution
2.10. NETWORK FOR REACHING CUSTOMERS
AgencyChannel
Channel
Agency
Bancassurance
assurance
Banc
Group&
&Alternate
Alternate
Group
Channel
Channel
Standard Chartered
Bank
170+ Bancassurance Partners across the Bank
country
Branches(257)
(257)
Branches
EmployeeBenefit
Benefit
Employee
SyndicateBank
Bank
brokers & 28 direct marketing branches
Syndicate
CorporateAgents
Agents
Corporate
Satellites(643)
(643)
Satellites
GEMoney
Money
GE
Over2,00,000
2,00,000Strong
Strong
Over
TiedAgency
Agencyforce
force&
&
Tied
growingrapidly
rapidly
growing
everyday
day
every
UrbanCo-op.
Co-op.Bank
Bank
Urban
Dist.Co.-op.
Co.-op.Bank
Bank
Dist.
RegionalRural
RuralBanks
Banks
Regional
Cateringto
tomass
mass&
&
Catering
16
ruralmarkets
markets
rural
Franchisees
Franchisees
DirectMarketing
Marketing
Direct
Brokers
Brokers
3.
RECRUITMENT
PROCESS
AT
BAJAJ
ALLIANZ
LIFE
for
it.
The objective of the recruitment process is to obtain the number and quality of
employees that can be selected in order to help the organisation to achieve its
goals and objectives. With the same objective, recruitment helps to create a pool
of prospective employees for the organisation so that the management can
17
select the right candidate for the right job from this pool. Recruitment acts as a
link between the employers and the job seekers and ensures the placement of
right candidate at the right place at the right time. Using and following the right
recruitment processes can facilitate the selection of the best candidates for the
organisation.
In this is competitive global world and increasing flexibility in the labour market,
recruitment is becoming more and more important in every business. Therefore,
recruitment serves as the first step in fulfilling the needs of organisations for a
competitive, motivated and flexible human resource that can help achieve its
objectives.
Employee attrition and retention of talented employees has been a significant
issue not only for your Company but for all companies in the corporate and noncorporate sectors. Never before in recent history has it been more difficult to
attract and retain talent. The insurance industry, post liberalization in 2001, is
also in a nascent stage and people with specialized skills in insurance are no
longer available in the market in the numbers required to meet demands of
growth. The emergence of new companies into the general insurance space in
India is expected to keep attrition at high levels.
In a scenario like this, your Company has focused on creating and sustaining a
culture, which is transparent and performance driven. Aligned with this is also a
dedicated focus on investing in training and development of employees so that
they acquire skills relevant to the business. Your company continues to have an
excellent brand image amongst prospective employees due to its reputation for
fairness. Several initiatives of your company for development of the employees
have been well accepted by existing as well as potential employees. The Young
18
19
20
These people like to be with big brands. Importance is given to brands. They are
not bothered about work ethic, culture mission etc.
3. I will do you what you want
These people are concerned about how meaningful the job is and they define
meaning
parameters
criteria
known
by
previous
job.
establishes
accountability.
of
that
which
exceeds
the
ordinary.
is
how
we
convey
clear
conviction.
22
Competency Building
Bajaj Auto has a very flat organisation structure with three management levels.
Each level represents a specific role and hence needs relevant competencies.
Competency building at Bajaj Auto is a combination of development for current
and future roles.
We cater to these needs by using interventions like development centres, needbased training and job-rotation plans. We use different methods of imparting
training like lectures, group-discussions, role-plays, seminars, outbound training,
assignments and on-the-job tasks.
Compensation Philosophy
We strive to be amongst the top quartile in our compensation structure.
Competence and performance are the key drivers of our compensation policy. A
significant part of the compensation is in the form of variable pay linked to the
individuals and the organisations performance.
In todays rapidly changing business environment, a well defined recruitment
policy is necessary for organizations to respond to its human resource
requirements in time. Therefore, it is important to have a clear and concise
recruitment policy in place, which can be executed effectively to recruit the best
talent pool for the selection of the right candidate at the right place quickly.
Creating a suitable recruitment policy is the first step in the efficient hiring
process. A clear and concise recruitment policy helps ensure a sound
recruitment
process.
23
24
The
major
external
forces
are:
25
3. IMAGE / GOODWILL
Image of the employer can work as a potential constraint for recruitment. An
organization with positive image and goodwill as an employer finds it easier to
attract and retain employees than an organization with negative image. Image of
a company is based on what organization does and affected by industry. For
example finance was taken up by fresher MBAs when many finance companies
were coming up.
4. POLITICAL-SOCIAL- LEGAL ENVIRONMENT
Various government regulations prohibiting discrimination in hiring and
employment have direct impact on recruitment practices. For example,
Government of India has introduced legislation for reservation in employment for
scheduled castes, scheduled tribes, physically handicapped etc. Also, trade
unions play important role in recruitment. This restricts management freedom to
select those individuals who it believes would be the best performers. If the
candidate cant meet criteria stipulated by the union but union regulations can
restrict recruitment sources.
5. UNEMPLOYMENT RATE
One of the factors that influence the availability of applicants is the growth of the
economy (whether economy is growing or not and its rate). When the company is
not creating new jobs, there is often oversupply of qualified labour which in turn
leads to unemployment.
6. COMPETITORS
The recruitment policies of the competitors also effect the recruitment function of
the organisations. To face the competition, many a times the organisations have
26
27
28
interface
between
the
online
application
system,
the
29
BAJAJ
ALLIANZ
LIFE
Identify vacancy
Prepare job description and person specification
Advertising the vacancy
Managing the response
Short-listing
Arrange interviews
Conducting interview and decision making
30
Conducting
interview and
decision making
Identify vacancy
Prepare job
description and
person Specification
Arrange
interviews
Advertising the
vacancy
Short-listing
Managing the
response
SHORT LISTING
31
Short listing in Bajaj Allianz on the basis of some points:After receiving the application form candidates will short listed.
Candidate should be graduate.
Should have the experience of working in any sales.
Should be 18yrs above.
If he/she has the all requirements then he/she will be short listed for further
process.
3.8. ARRANGE & CONDUCTING INTERVIEW
The Interview Process
Many
job
applicants
misrepresent
their
true
status,
32
considered:
Have
Allow
company
plenty
information
of
time
33
available
for
for
the
candidates.
interview.
5)
Have
detailed
information
about
the
candidate.
Interview
the
person,
not
the
skill
set.
clear,
Be
Tell
open
the
understood
and
candidate
honest
what
to
&
with
expect
in
related.
the
the
candidate.
hiring
process.
the
direction
the
department
is
headed
in.
5) Show the candidate where they would fit into the organization.
6)
Don't
talk
money.
Ask
if
she/he
has
any
other
questions.
3) At the end of the interview, if you are interested in the candidate, let them
know.
4) Review the next steps with a clear and honest timetable (and stick to it).
5) Be friendly and honest to the end of the interview; don't give false
encouragement
or
go
into
details
for
rejection.
34
35
If a person is ready then he/she will have to face the interview with the branch
manager.
Eligibility for agents.
If the candidate is from country side then:1) He/she should be 18 yrs above.
2) He/she should be 10th pass.
3) If he/ she from city should be 12th pass.
4) He/she should fill the examination form of IRDA of III.
5) He/she should attend the 50hrs or 9 days training.
After all these they have to take a written exam. After this exam he/she
considered worthy of the licence and then only they are allowed to sell the
policy. To selling these policies agent gets commission with different plan.
The commission may swing from 5-40%. They get the renewal commission
on the payed renewal in coming years.
3.9. TRAINING & DEVELOPMENT
Human Resource Management (HRM), a relatively new term, that emerged
during the 1930s. Many people used to refer it before by its traditional titles, such
as Personnel Administration or Personnel Management. But now, the trend is
changing. It is now termed as Human Resource Management (HRM). Human
36
Human Resource Management is defined as the people who staff and manage
organization. It comprises of the functions and principles that are applied to
retaining, training, developing, and compensating the employees in organization.
It is also applicable to non-business organizations, such as education,
healthcare, etc Human Resource Management is defined as the set of activities,
programs, and functions that are designed to maximize both organizational as
well
as
employee
effectiveness.
Scope of HRM without a doubt is vast. All the activities of employee, from the
time of his entry into an organization until he leaves, come under the horizon of
HRM.
The divisions included in HRM are Recruitment, Payroll, Performance
Management, Training and Development, Retention, Industrial Relation, etc. Out
of all these divisions, one such important division is training and development.
or
behavioral
change
takes
37
place
in
structured
format.
Strengths
First entrant advantage in Raipur.
Well equipped store with latest technologies (SAP).
Discount offers through out the year.
Strong supply chain Management.
Weaknesses
Market not well protected due to the local market.
Consumer awareness about the hyper market
38
Opportunities
A large market with a good potential for retailing.
Consumers can be tapped through proper education about hyper
market.
A wide range of private brands in each particular segment
They can attract more consumers by proper promotion activities.
Threats
Establishment of more private organized players in retail sector.
Flexible Trade Policies of Local vendors
8. BIBLIOGRAPHY
Kothari, C.R., Wishwa Prakashan, New Delhi.
Shiffman, Lion. G., and Kanuk, L. L.; Consumer Behaviour,
Pearson Education (Singapore) Pvt. Ltd., (Pg. No. 251-280).
Eighth Edition.
URLs Visited
39
profile
http://www.google.co.in for searching history of insurance
sector
40