Sai Final 4th Sem Project 2003

EFFECTIVENESS OF RECRUITMENT AND SELECTION RELIANCE LIFE INSURANCE (P)
LTD
CHAPTER 1
INTRODUCTION
Recruitment and selection process
Recruitment is defined as a process to discover the sources of man power to meet the
requirements of the staffing of the schedule and to employ effective measures for attracting that
man power in adequate numbers to facilitate effective selection of an efficient work force.
Recruitment is the process of searching prospective employees and stimulating them to apply for
jobs in the organization.
Process of Recruitment and Selection
Recruitment & selection is a part of the first operative function of Human Resources
Management i.e., Employment. Employment is concerned with securing and employing people
possessing required kind and level of human resources necessary to achieve the organizational
objectives. It covers the functions such as job analysis human resource planning, recruitment,
selection, placement, induction and internal mobility.The Recruitment & selection process starts
with the function of Human Resource Planning.
Human Resources Planning
Organizational are composed of people, and these people represent one of the
organization’s most valuable assets. However, because the organization does not own people, as it
does capital and physical assets, this resource is seldom given proper attention.
Its supply of human resources must be sufficient to ensure the healthy operation of the
organization. Toward this objective of continuing healthy operations, the organization requires
human resource planning.
EAST POINT COLLEGE OF HIGHER EDUCATION 1

LTD
It is the process for determination and assuring that the organization will have an adequate
number of qualified persons, available at proper times, performing jobs which would meet the
needs of the organization and which would provide satisfaction for the individuals involved.
Human resource planning is the process by which an organization ensures that it has the right
number and kinds of people, at the right places, at the right time, capable of effectively and
sufficient completing those tasks that will help the organization achieve its overall objectives.
To ensure that people are available to provide the continued smooth development of an
organization, organizations engage in human resource planning. The purpose of human resource
planning is to assess where the organization is, where it is going, and what implications these
assessments have future supplies of and demands for human resources.
Recruitment
Recruitment is an important part of an organization’s human resource planning and their

competitive strength. Competent human resources at the right positions in the organization are a
vital resource and can be a core competency or a strategic advantage 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 organization to achieve its goals and objectives. With the
same objective, recruitment helps to create a pool of prospective employees for the organization
so that the management can 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 organization.
In this is competitive global world and increasing flexibility in the labor market,
recruitment is becoming more and more important in every business. Therefore, recruitment
serves as the first step in fulfilling the needs of organizations for a competitive, motivated and
flexible human resource that can help achieve its objectives.
 Reservation policy of govt. of India strictly followed
 Internal candidates considered subject to eligibility and suitability
 Need to compete with open market candidates

LTD
 Management trainees
 Strict medical tests conducted
 One year pre-absorption training
 Test and interview again at the end of training
 Bond to be executed by management trainees – 5 years
 Placed on regular scale from their date of joining.
 Supervisors and artisans
 Temporary period
 Short term training
 Medical test conducted
 Reporting at HR
 All rights of recruitment are invested with the board of directors.
 The company has good system of upgrading.
 Promotion is given on the basis of experience, qualification, for upgrading the work force
a committee of board of directors along with HR people of the company is decided to
appoint.
Hence focus of recruitment would be to recruit people with a combination of knowledge,

skill, experience and attitude in line with the organizational requirement through appropriate
manpower plan. As per Annual Performance report incompetent manpower had been identified
and given voluntary retirements. The workers and labors under disciplinary action have been
terminated after opportunity to explain.
All the departments have been fully computerized under MIS (Management Information
system). Looking to utility and use fullness of certain departments. Health of workers and labors
was given prime important.

LTD
Meaning of Recruitment
According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization”. Recruitment is the
activity that links the employers and the job seekers. A few definitions of recruitment are:
 A process of finding and attracting capable applicants for employment. The process
begins when new recruits are sought and ends when their applications are submitted. The
result is a pool of applications from which new employees are selected.
 It is the process to discover sources of manpower to meet the requirement of staffing

schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient working force.
Recruitment of candidates is the function preceding the selection, which helps create a pool
of prospective employees for the organisation so that the management can select the right
candidate for the right job from this pool. The main objective of the recruitment process is to
expedite the selection process.
Recruitment needs are of three types
 Planned
i.e. the needs arising from changes in organization and retirement policy.
 Anticipated
Anticipated needs are those movements in personnel, which an organization can predict
by studying trends in internal and external environment.
 Unexpected
Resignation, deaths, accidents, illness give rise to unexpected needs.

LTD
Purpose & Importance of Recruitment
 Attract and encourage more and more candidates to apply in the organization.
 Create a talent pool of candidates to enable the selection of best candidates for the
organization.
 Determine present and future requirements of the organization in conjunction with its
personnel planning and job analysis activities.
 Recruitment is the process which links the employers with the employees.
 Help increase the success rate of selection process by decreasing number of visibly under
qualified or overqualified job applicants.
 Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time.
 Meet the organizations legal and social obligations regarding the composition of its
workforce.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
 Increase organization and individual effectiveness of various recruiting techniques and

sources for all types of job applicants.
Recruitment Process
The recruitment and selection is the major function of the human resource department
and recruitment process is the first step towards creating the competitive strength and the
strategic advantage for the organizations. Recruitment process involves a systematic procedure
from sourcing the candidates to arranging and conducting the interviews and requires many
resources and time. A general recruitment process is as follows:

LTD
1. Identifying the vacancy:
The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These contain:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required
2. Preparing the job description and person specification.
3. Locating and developing the sources of required number and type of employees.
4. Short-listing and identifying the prospective employee with required characteristics.
5. Arranging the interviews with the selected candidates.
6. Conducting the interview and decision making.

LTD
Sources of Recruitment
Every organization has the option of choosing the candidates for its recruitment processes from
two kinds of sources: internal and external sources. The sources within the organisation itself
(like transfer of employees from one department to other, promotions) to fill a position are
known as the internal sources of recruitment. Recruitment candidates from all the other sources
(like outsourcing agencies etc.) are known as the external sources of recruitment.
SOURCES OF RECRUITMENT
Internal Sources of Recruitment
1. Transfers
The employees are transferred from one department to another according to their
efficiency and experience.
2. Promotions
The employees are promoted from one department to another with more benefits and
greater responsibility based on efficiency and experience.

LTD
3. Others are Upgrading and Demotion of present employees according to their performance.
4. Retired and Retrenched employees may also be recruited once again in case of shortage of
qualified personnel or increase in load of work. Recruitment such people save time and costs
of the organizations as the people are already aware of the organizational culture and the
policies and procedures.
5. The dependents and relatives of Deceased employees and Disabled employees are also done
by many companies so that the members of the family do not become dependent on the mercy
of others.
External sources of recruitment
1. Press Advertisements
Advertisements of the vacancy in newspapers and journals are a widely used source of
recruitment. The main advantage of this method is that it has a wide reach.
2. Educational Institutes
Various management institutes, engineering colleges, medical Colleges etc. are a good source
of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for
campus interviews and placements. This source is known as Campus Recruitment.
3. Placement Agencies
Several private consultancy firms perform recruitment functions on behalf of client

companies by charging a fee. These agencies are particularly suitable for recruitment of
executives and specialists. It is also known as RPO (Recruitment Process Outsourcing)
4. Employment Exchanges

LTD
Government establishes public employment exchanges throughout the country. These
exchanges provide job information to job seekers and help employers in identifying suitable
candidates.
5. Labour Contractors
Manual workers can be recruited through contractors who maintain close contacts with the
sources of such workers. This source is used to recruit labor for construction jobs.
6. Unsolicited Applicants
Many job seekers visit the office of well-known companies on their own. Such callers are
considered nuisance to the daily work routine of the enterprise. But can help in creating the talent
pool or the database of the probable candidates for the organization.
7. Employee Referrals/Recommendation
Many organisations have structured system where the current employees of the organization
can refer their friends and relatives for some position in their organization. Also, the office
bearers of trade unions are often aware of the suitability of candidates. Management can inquire
these leaders for suitable jobs. In some organizations these are formal agreements to give priority
in recruitment to the candidates recommended by the trade union.
8. Recruitment at Factory Gate
Unskilled workers may be recruited at the factory gate these may be employed whenever a
permanent worker is absent. More efficient among these may be recruited to fill permanent
vacancies.
Factors affecting recruitment
The recruitment function of the organizations is affected and governed by a mix of

various internal and external forces. The internal forces or factors are the factors that can be

LTD
controlled by the organization. And the external factors are those factors which cannot be
controlled by the organization. The internal and external forces affecting recruitment function of
an organization are:
FACTORS AFFECTING RECRUITMENT
Internal factors affecting recruitment
The internal forces i.e. the factors which can be controlled by the organization are
1. Recruitment policy: The recruitment policy of an organization specifies the objectives of

recruitment and provides a framework for implementation of recruitment programme. It

LTD
may involve organizational system to be developed for implementing recruitment
programmes and procedures by filling up vacancies with best qualified people.
2. Human resource planning: Effective human resource planning helps in determining the
gaps present in the existing manpower of the organization. It also helps in determining
the number of employees to be recruited and what qualification they must possess.
3. Size of the firm: The size of the firm is an important factor in recruitment process. If the
organization is planning to increase its operations and expand its business, it will think of
hiring more personnel, which will handle its operations.
4. Cost: Recruitment incur cost to the employer, therefore, organizations try to employ that
source of recruitment which will bear a lower cost of recruitment to the organization for
each candidate.
5. Growth and expansion: Organization will employ or think of employing more personnel
if it is expanding its operations.
External factors affecting recruitment
The external forces are the forces which cannot be controlled by the organization. The major
external forces are:
1. Supply and Demand
The availability of manpower both within and outside the organization is an important
determinant in the recruitment process. If the company has a demand for more professionals
and there is limited supply in the market for the professionals demanded by the company,
then the company will have to depend upon internal sources by providing them special
training and development programs.
2 . Labor market

LTD
Employment conditions in the community where the organization is located will influence
the recruiting efforts of the organization. If there is surplus of manpower at the time of
recruitment, even informal attempts at the time of recruiting like notice boards display of the
requisition or announcement in the meeting etc will attract more than enough applicants.
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
MBA’s 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 can’t 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 labor which in turn leads to unemployment.
6. Competitors

LTD
The recruitment policies of the competitors also affect the recruitment function of the
organisations. To face the competition, many a times the organisations have to change their
recruitment policies according to the policies being followed by the competitors.
Recruitment policy of the company
In today’s 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.
It specifies the objectives of recruitment and provides a framework for implementation of

recruitment programme. It may involve organizational system to be developed for implementing
recruitment programmes and procedures by filling up vacancies with best qualified people.
Components of the recruitment policy
• The general recruitment policies and terms of the organization
• Recruitment services of consultants
• Recruitment of temporary employees
• Unique recruitment situations
• The selection process
• The job descriptions
• The terms and conditions of the employment
A recruitment policy of an organization should be such that:

LTD
• It should focus on recruiting the best potential people.
• To ensure that every applicant and employee is treated equally with dignity and respect.
• Unbiased policy.
• To aid and encourage employees in realizing their full potential.
• Transparent, task oriented and merit based selection.
• Weight age during selection given to factors that suit organization needs.
• Optimization of manpower at the time of selection process.
• Defining the competent authority to approve each selection.
• Abides by relevant public policy and legislation on hiring and employment relationship.
• Integrates employee needs with the organizational needs.
Process of recruitment and selection
Recruitment & selection is a part of the first operative function of Human Resources
Management i.e., Employment. Employment is concerned with securing and employing people
possessing required kind and level of human resources necessary to achieve the organizational
objectives. It covers the functions such as job analysis human resource planning, recruitment,
selection, placement, induction and internal mobility. The Recruitment & selection process starts
with the function of Human Resource Planning.
Recruitment Techniques
Recruitment techniques are the means or media by which management contracts prospective
employees or provides necessary information or exchanges ideas or stimulations them to apply
for jobs. Management uses different types of techniques to stimulate internal and external
candidates.
Techniques useful to stimulate internal candidates are

LTD
a) Promotions: Most of the internal candidates would be stimulated to take up higher
responsibilities and express their willingness to be engaged in the higher level jobs.
b) Transfers: Employees will be stimulated to work in the new sections or places in
management wishes to transfer them to the places of their choice.
Techniques useful to stimulate external candidates are:
a) Recommendations of present employees: Management can contact, persuade the outsiders to

apply for job in the organization through the recommendations to the candidates by the present
employees.
b) Scouting: Scouting means sending the representation of the organizations to various sources
of recruitment with a view to persuading or stimulating the candidates to apply for jobs. The
representatives provide information about the company and exchange information and ideas
and clarity the doubts of the candidates.
Modern sources and techniques of recruitment
A number of modern recruitment sources and techniques are being used by the corporate
sector. They are:
• Walk-In
• Consult-In
• Business Alliances
• Tele-Recruitment

LTD
Selection Process

LTD
Reception
of
applicants
Preliminary
Interview
Applicants exit
Application blank process job or
organization is
Employment Tests not to their

liking.
Interview
Investigation of Waiting
previous history list of
desirable
applicant
Preliminary selection in s
employment department
Final selection
Physical examination
Rejection PLACEMENT
The selection process consists of seven steps

LTD
1. Initial screening interview
2. Completion of the Application form
3. Employment tests
4. Comprehensive interview
5. Background investigation
6. Physical examination and
7. Final employment.
Each of these steps represents a decision point requiring some affirmative feedback
for the process to continue. Each step in the process seeks to expand the organization’s
knowledge about the applicant’s background, abilities, and motivation, and it increases the
information from which decision makers will make their predictions and final choice.
Initial Screening
As a culmination of our recruiting efforts, we should be prepared to initiate a

preliminary review of potentially acceptable candidates. This screening is, in effect, a two-
step procedure
1. The screening of inquiries.

2. The provision of screening interviews.
Completion of Application Form
Once the initial screening has been completed, applicants are asked to complete the
organization’s application form. The application form gives a synopsis of what applicants
have been doing during their adult life, their skills, and their accomplishments.
Employment Tests

LTD
Organizations historically relied to a considerable extent on intelligence, aptitude,
ability, and interest tests to provide major input to the selection process. Even handwriting
analysis and lie detector tests have been used in the attempt to learn more about the
candidate-information that will supposedly lead to more effective selection.
Comprehensive Interview
These individuals who are still viable applicants after the initial screening, application
form, and required tests have been completed are then given a comprehensive interview.
The applicant may be interviewed by personnel department interviewers, executives within
the organization, a potential supervisor, potential colleagues, or some combination of these.
It is designed to probe into areas that cannot be addressed by the application form or tests.
Background Investigation
The next step in the selection is to undertake an investigation on those applicants who
appear to offer potential as employees. This may include contacting former employers to
confirm the candidate’s work record and to obtain their appraisal of his or her performance,
contacting other job-related and personal references, and varying the educational
accomplishments shown on the application.
Physical Examination
The last step prior to the final “go-on-go” decision may consist of having the
applicant take a physical examination.
CHAPTER 2

LTD
RESEARCH METHODOLOGY
Research methodology is a systematic and objective process of identifying and

formulating the problem by setting objective and methods for collecting, editing, tabulating,
evaluating, analyzing, interpreting and presenting data in order to find justified solution.
Research design and design adopted
A Research design is a purely and simply the framework or plan for a study that guides
the collection and analysis of data. It is a blue print that is followed in completing a study. The
research design undertaken by the researcher is descriptive research design. The methodology
involved in this design is mostly qualitative in nature. Descriptive research design is concerned
with the research studies with a focus on the portrayal of the characteristics of a group or an
individual or a situation. The main objective of such studies is to acquire knowledge. Similarly,
such studies are used to examine the characteristics of the corporate sector or consumer behavior
etc., The descriptive study is typically concerned with determining frequency with which
something occurs or how two variables vary together.
Objectives
Primary
 To discern and analyze the recruitment and selection strategies of Reliance life insurance
pvt ltd.
 To know the perception of employees on the recruitment and selection process of

Reliance life insurance pvt. ltd.
Secondary
 To examine the recruitment policy of the organization.
 To analyze the recruitment techniques employed by Reliance life insurance pvt ltd.
 The new trends in recruitment strategy followed in production based company.

LTD
 To analyze the training facilities offered by the company.
Sources of data collection
Data refers to the information or facts. Often researchers understand by the data only numerical
figures. It also includes descriptive facts, non-numerical information, qualitative and quantitative
information. The sources of data can be primary and secondary.
Primary data
Primary data are those data , which are collected as fresh and for the just time and thus
happen to be original primary data for this study was collected by preparing a well – structured
questionnaire.
Secondary data
Secondary data are those, which are collected from the already existing information
through reference. The secondary data are collected by analyzing various materials like
Company profiles, Magazines, Journals, Past records and reports and websites.
Questionnaire
A questionnaire is a schedule consisting of a number of coherent and formulated series of

questions related to the various aspects of the under study. In this method a pre-printed list of
questions arranged in sequence is used to elicit response from the informant. The questionnaire
has been framed by covering almost the key concepts to bring about lucid results.
Sampling method
Sampling method – Simple Random Sampling
When every individual has a chance of being selected in a population, it is known as

simple random sampling technique of survey. This type of sampling is used in cases where the
population is large and a limited sample size is used for the study in limited time.
Sample size

LTD
Sample size refers to the number of items selected from the universe to constitute a
sample. Sample size for this study is 70, which was drawn from the population 360.
Instrument design:
Questionnaire
A questionnaire is a schedule consisting of a number of coherent and formulated series of

questions related to the various aspects of the under study. In this method a pre-printed list of
questions arranged in sequence is used to elicit response from the informant. The questionnaire
has been framed by covering almost the key concepts to bring about lucid results.
Period of study
The Study was conducted for a period of 45 days
Statistical tools used for data analysis
Chi – square test
Chi square test is a non – parametric test which can be used to determine categorical data
shows dependency or that two classifications are independent. It can also be used to make
comparisons between the theoretical population and actual data, when categories are used. It is
used most frequently by marketing researchers to test hypothesis. This test is employed for
testing hypothesis when distribution of population is not known and when nominal data is to be
analyzed.
Chi-square aims at determining whether significant difference exists among graphs of

data or whether the differences are due to sampling. Chi-square analysis is used to find out
dependency between two different attributes. It can be calculated as follows,
Chi- square = ∑ (Oij – Eij) ²/ Eij --- Equation (1)
Where,
Oij = Observed frequency of the cell in the ith row and jth column
Eij= Expected frequency of the cell in the ith row and jth column

LTD
Eij = (Row Total *Column Total)/Grand Total ---- Equation (2)
The calculated value is compared with the table value for given degrees of freedom at
specified level of significance. It is accepted when the calculated value is lesser than the
tabulated value and rejected when the calculated value is greater than the tabulated value.
Limitations of the study
Time constraint: Since the project is for a limited duration more information could not be
collected from the company.
Human behavior constraint: One cannot judge the attitude of an individual to be always
constant. It is changed from time to time.
Data Constraint : Since the study is fully bases on primary data, the deficiencies attached
with already collected data will be reflected on the finding of the study.

LTD
CHAPTER 3
INDUSTRY PROFILE
The Reliance group founded by Dhirubhai H.Ambani(1932-2002) is India’s largest business

house with total revenue of over Rs 99,000 crores (US$ 22.6 billion), each profit of Rs. 12,500
crores(US$ 2.8 billion), net profit Of Rs. 6,200 crores(US$1.4 billion ) and exports of Rs.
15,000 crores (US$ 3.6 billion).
The Group’s activities span exploration and production of oil and gas, refining and
marketing, petrochemicals (polyester, polymers, and intermediates), textiles, financial services
and insurance, power, telecom and infocomm initiatives. The group exports its products to more
than 100 countries the world over .reliance emerged as India’s Most Admired Business House,
for the third successive year in a TNS mode survey for 2003.
Reliance Group revenue is equivalent to about 3.5% of India’s gdp. The Group
contributes nearly 10% of the countries indirect tax revenues and over 6% of the India’s exports.
Reliance is trusted by an investor family of over 3.1 million- India’s largest
India’s No. 1 Business Group
Founded as a textile mill in 1966 by Dhirubhai Ambani, the chairman of the Reliance
continued to be a textile company until early 1980s.However, seizing the opportunities
emanating from the growing Indian economy as well as the opening up of the regulation-driven
sectors of the economy such as petrochemicals, plastics etc., Reliance pursed the policy of
backward integration from textiles as well as diversification from the early 1980s onwards to set
up world-scale facilities for the manufacturing polyster and textile intermediates, detergent
intermediates etc.

LTD
Today, Reliance is India’s largest business house with total revenue of Rs 80,000 crores
(US$ 16.8 billion), cash profit of Rs 9,800 crores (US$ 2.1billion), net profit of over Rs
4,700 crores (US$990 million)and exports of Rs 11,900 crores (US$2.5 billion).
The reliance Group companies include: Reliance industries Limited, Reliance Capital
Limited, Reliance industrial infrastructure Limited, Reliance Telecom Limited, Reliance
infocomm Limited, Reliance General insurance company Limited, Indian Petrochemicals
Corporation Ltd. And Reliance Energy Limited.
Reliance Capital Limited
Reliance capital Ltd. (RCL), one of India’s leading private sector non-banking financial
services companies (NBFCs), has reported satisfactory financial and operating performance
during the period under review i.e. financial year 2001-02. Gross income for the year increased
11.46% to Rs.548.59 crores compared to Rs. 492.20 crores in the previous financial year. Net
profit also increased from Rs.93.45 crores to Rs.101.22 crores for the year 2001-02.
Reliance Industrial Infrastructure Limited
Reliance industrial infrastructure limited (RIL) IS AN EXISTING, DIVIDED PAYING

COMPANY. The Company is engaged in the business of construction setting up of industrial
infrastructure and project related activities. The company’s Registered Office is Located at the 5th
floor ,NKM international House , Back bay Reclamation, Babubhai chini Road, Mumbai 400
020 and with operations in the Mumbai- Rayayani belt, Hazira- Surat belt and other places in
India.
Reliance General Insurance Company Limited
Reliance General Insurance Company Limited (RGICL) is one of the first no –life
companies to get the license from the IRDA. The paid –up capital stands at Rs. 102 crores .it is
one of the few companies in the private sector to provide a complete insurance solution.

LTD
Indian Petrochemicals Cooperation Limited
Indian petrochemicals cooperation Limited (IPCL) is the pioneering petrochemical

company in India. It was established on march 22, 1969 (Chitra, Shukla Pakesh, saka 1891).
Today, IPCL is one of the Leading Petrochemical companies. It’s business comprises of
polymers, Synthetic fiber, fiber intermediates, Solvents, Surfactants, industrial chemicals,
catalysts and absorbents. Backed by strong research Center, Product Application Center’s
Technology Management Centers and customer Relations Centers of the company is
continuously innovating its processes and products. The company owns and operates three
petrochemical complexes, a naphtha based complex at vadodara and gas based complexes, a
nagothane near Mumbai and at dahej on Narmada estuary in bay of Khambhat. The company
also owns a catalyst manufacturing facility at Rabale, Navi Mumbai. The Company produces
over one million tons at merchant Products and has turnover close to US$ two billion.
Reliance Energy Limited
Reliance Energy is Indian’s leading private sector utility group, with aggregate group
revenues of Rs.7,700 crores (US$ 1.8 BILLION), AND TOTAL ASSETS OF Rs.9800 crores
(US$ 2.2 billion). The group distributes nearly 16,000 million units of power to over 5 million
consumers in Mumbai, Delhi, Orissa and Goa, across an area covering 1, 24,300 sq.Kms
Reliance Energy Generates 941 MW of power, through its power plants located in
Maharastra, Andhrapradesh, Kerala, Karnataka and Goa.
Reliance Telecom Limited
Reliance Telecom Limited (RTL) is promoted by the Reliance Group.

RTL Provides cellular services in 7Telecom Circles encompassing 10States of India. RTL’s
subscriber base increased by 46 percent during the FY 2003-04 TO 7.9 LAKH. International
Roaming was implemented from 1st December 2003 in all RTL circles, except Assam and north

LTD
east where is a restriction on international roaming. Roaming with more than 300 operators
across the globe has been opened up through sponsor network using the signaling and billing
solution from Roam ware.
Reliance Infocomm Limited
Reliance infocomm (RIC) is India’s largest mobile service provider with over 7 million
customers. Reliance infocomm has established a pan-India, high-capacity, integrated (wireless
and wire line) and convergent (voice, data and video) digital network, to offer services spanning
the entire infocomm value chain – infrastructure, services for enterprises and individuals,
applications and consulting.
Reliance Infocomm
Reliance India mobile, the first of infocomm’s initiatives was launched on December 28,
2002, the 70th birthday of the Reliance group founder, Shri. Dhirubhai H.Ambani. This marks the
beginning of Reliance’s dream of ushering in a digital revolution in India by becoming a major
catalyst in improving quality of life and changing the face of India. It aims to achieve this by
putting the power of information and communication in the hands of the people of India at
affordable costs. Reliance infocomm will extend its efforts beyond the traditional value chain to
develop and deploy telecom solutions for Indian’s farmers, businesses, hospitals, government
and republic sector organizations.
Reliance Infocomm-Business
In December 2002, Reliance infocomm ushered a digital revolution in India. The

company’s catch line ‘A new Way of Life’ reflects the dream of reliance Founder-chairmen
Dhirubhai ambani to place the power of information and communication in the hands of common
of people at an affordable cost.

LTD
Reliance infocomm has created an overarching digital infrastructure using state-of-the-art

technology on the strength of a 60,000 Km terabit capacity optic fibre network linking more than
600 cities and towns in India. The goal of Reliance infocomm is to progressively expand its optic
fiber network and eventually cover 116,000Km, with the ability to seamlessly connect every
individual, home, and office in all 640,000 villages and 2,500 towns and cities of India. Reliance
infocomm will offer revolutionary data, video and value-added services in the largest nad most
complex rollout in the global history of information technology and communication. The
services are being launched in three phases.
The first phase will trigger a mobile revolution in the orm of Reliance India Mobile
services through a nationwide wireless network that will reach out to 90per cent of Indian’s
population. Eventually, the communication wave will reach every Indian. This revolution will
enable every individual to talk, shop, and bank, transact, entertain and be informed, while on the
movie.
The second phase will usher an enterprise net way revolution by initially providing
100mbps Ethernet links to every desktop and device in half a million enterprise buildings. This
will eventually extend to 10 million buildings. This revolution will empower every enterprise by
making transactions efficient, functions, seamless and new economic opportunities abundant.
In the third phase, Reliance infocomm will launch a consumer convergence revolution by
providing high speed Ethernet links to 80 million
homes initially and eventually to every home. This revolution will provide every home with a
range of television channels, high speed telephony, audio conferencing, video conferencing and
video on demand.
The Reliance India Mobile service is revolutionalising the mobile experience of Indian
consumers by offering a host of applications on the mobile phone such as enhanced messaging in
Indian languages, email access, internet surfing, access t real time political, financial and sports
news ,games and video streaming.

LTD
COMPANY PROFILE
Reliance Life Insurance, one of the leading life insurance companies of India, today
announced it First Year Premium (FYP) income for financial year ended March 2009. During the
year the company has recorded a growth of 70 per cent in individual first year premium adjusted
for single pay. The adjusted individual FYP for FY 2009 stood at Rs.1,308 crore as compared to
Rs.769 crore during previous financial year.
During the last quarter of the financial year (January-March 09), the company grew by 95
per cent over the corresponding period last year. The adjusted individual FYP for quarter ended
March 2009 stood at Rs.471 crore as compared to Rs.241 crore for quarter ended March
2008.The Reliance Life Insurance has built a robust and values driven business model. The
Company as the best in class agent advisors who are acknowledged for their quality of advice.
It has a strong focus on customer needs and during past one year we further sharpened
our customer centricity. This reflects in our entry into new product segments like health
insurance and retirement planning and superior customer service and claims record. These efforts
are reflected in our financial performance for the year and will help us continue on this growth
trend, he added.Reliance Life Insurance sold 8.7 lakh policies during the financial year 2009, an
increase of 58 per cent over 5.5 lakh policies sold during financial year 2008.
The company has acquired around 23 lakh policies since inception. In the financial Year
2009 the assets under management also doubled to over Rs.3, 600 crore as compared to Rs.1,800
crore as at the end of previous financial year.
During the Financial Year 2009, Reliance Life Insurance further strengthened its
distribution network. The company launched 55 new offices and now has presence in 157 cities
across the country through 200 offices. Reliance Life Insurance offers you products that fulfill
your savings and protection needs. Our aim is to emerge as a transnational Life Insurer of global

LTD
scale and standard. Reliance Life Insurance is an associate company of Reliance Capital Ltd., a
part of Reliance - Anil Dhirubhai Ambani Group. Reliance Capital is one of India’s leading
private sector financial services companies, and ranks among the top 3 private sector financial
services and banking companies, in terms of net worth. Reliance Capital has interests in asset
management and mutual funds, stock broking, life and general insurance, proprietary
investments, private equity and other activities in financial services. The rural business Reliance
Life Insurance started in 2003 its hub and spoke operations in Mumbai after witnessing
stupendous success in Maharashtra. Reliance Life Insurance launched 13 new products during
the financial year and now has a portfolio of 38 products and eight riders for individuals. The
company entered the health insurance segment with the launch of Lifeline Health Insurance
Plans in February 2008. It also strengthened its ULIP portfolio through launch of like maker
range of products and retirement portfolio through Smart Invest.
Reliance Life Insurance has a strong growth focus. The company plans to significantly
expand its distribution footprint by opening more than 100 new offices every year for next 3-4
years. The number of agent advisors is expected to touch 2, 00,000 from current 36,500.
The growth in agency distribution will be complemented by strong growth in partnership

distribution. The company currently has an equity base of Rs.1, 032 crores. To support this
growth plan, the shareholders are committed to increase the capital base to Rs. 2,650 crores over
the next 3-4 years. (ANI)
The company has positioned itself on the quality platform. In line with its vision to be the
Most Admired Life Insurance Company in India, it has developed a strong corporate governance
model based on the core values of excellence, honesty, knowledge, caring, integrity and
teamwork.
Reliance Life Insurance Company Ltd. a Fortune 100 company one of India's leading
business corporations. The company has positioned itself on the quality platform. In line with its
vision to be the most admired life insurance company in India, it has developed a strong
corporate governance model based on the core values of excellence, honesty, knowledge, caring,
integrity and teamwork. The strategy is to establish itself as a trusted life insurance specialist
through a quality approach to business.

LTD
The first Insurance in Private sector without any Foreign Collaboration to start in India
after LIC.In line with its values of financial responsibility, Reliance Life has adopted prudent
financial practices to ensure safety of policyholder's funds. The Company's paid up capital is Rs.
907.4 core, which is more than the norm laid down by IRDA.
Reliance Life has identified individual agents as its primary channel of distribution. The
Company places a lot of emphasis on its selection process, which comprises four stages -
screening, psychometric test, career seminar and final interview. The agent advisors are trained
in-house to ensure optimal control on quality of training. Reliance Life invests significantly in its
training programmed and each agent is trained for 152 hours as opposed to the mandatory 100
hours stipulated by the IRDA before beginning to sell in the marketplace. Training is a
continuous process for agents at Reliance Life and ensures development of skills and knowledge
through a structured programmed spread over 500 hours in two years. This focus on continuous
quality training has resulted in the company having amongst the highest agent pass rate in IRDA
examinations and the agents have the highest productivity among private life insurers.
450 agent advisors have qualified for the Million Dollar Round Table (MDRT)
membership in 2009. MDRT is an exclusive congregation of the world’s top selling insurance
agents and is internationally recognized as the standard of excellence in the life insurance
business. Having set a best in class agency distribution model in place, the company is
spearheading a major thrust into additional distribution channels to further grow its business. The
company is using a five-pronged strategy to pursue alternative channels of distribution. These
include the franchisee model, rural business, direct sales force involving group insurance and
telemarketing opportunities, banc assurance and corporate alliances.
Vision
“Empowering everyone live their dreams”

LTD
Mission
Create unmatched value for everyone through dependable, effective, transparent and
profitable life insurance and pension plans.
Goal
Reliance Life Insurance would strive hard to achieve the 3 goals mentioned below:
• Emerge as transnational Life Insurer of global scale and standard
• Create best value for Customers, Shareholders and all Stake holders
• Achieve impeccable reputation and credentials through best business practices
Knowledge
Knowledge leads to expertise; and our expertise is in helping people protect them.
Perfectly combining global expertise with local knowledge, we are India's life insurance
specialist. Reliance Life believes that for knowledge to be of value it must be focused, current,
tested and shared.
Caring
Reliance Life is redefining the life insurance paradigm by focusing on customers first.
The service process is responsive, personalized, humane and empathetic. Every individual who
represents the company is for our brand champion
Honesty
Honesty is the heart of the life insurance business. It is all about trust. Transparency,
integrity and dependability form the cornerstones of the Reliance Life experience. The company
ensures that everyone who represents the brand carries a promise: we care in word as well as
deed.

LTD
Product Profile
Insurance Plan
Protection Plan
Five Year Renewable and Convertible Term Insurance
Reliance Life Insurance Five Year Renewable and Convertible Term Insurance (Non-
Participating) plan not only provide you with a low cost insurance cover during its tenure of five
years, it also helps you plan in advance for various future needs and your family's financial
security, should anything unfortunate happen to you. Offering a guaranteed Death Benefit, this
plan is particularly useful as a short-term protection plan. An important feature of this policy is
that it allows the insured to convert the policy to a regular policy during the tenure of the policy.
Level Term (Non Participating) Policy
Reliance Life Insurance Level Term (Non Participating) Policy is a plan that covers your life at a
very low cost and reduces the consequent hardship your family may have to bear in the
unfortunate event of your death. Incase of the unfortunate death of the policy holder during the
term of the plan, an amount equal to the sum assured is paid to the nominee.

LTD
Children Plan
Children's Endowment to 18 (Par) Plan

Reliance Life Insurance presents Children's Endowment Participating Insurance to age 18 with
an option to buy a permanent life insurance policy without medical underwriting (irrespective of
his/her health at that time). This policy which is especially designed to enable you to provide for
higher education of your child and take care of your child’s future needs in case of spiraling
costs.
Children's Endowment to 24 (Par) Plan

Reliance Life Insurance Children's Endowment Participating Insurance to age 24 provides an
option to buy a permanent life insurance policy without medical underwriting (irrespective of
his/her health at that time). This policy enables you to provide for various events in your child’s
life such as a grand wedding of your child. This excellent plan is a participating plan, which is
also eligible for bonuses and Reliance Life may declare these bonuses from time to time and
from the third policy year. An important feature of this plan is that the entire sum assured is paid
out on maturity and the plan automatically vests when the child turns 18.
Stepping Stones™ (Par) Plan
Reliance Life Insurance Stepping Stones™ is a smart way to plan your children’s education and
their future irrespective of whether you are there or not. It provides you with regular money
when it is required. This policy also builds cash value, which you can use during your lifetime to

LTD
fund any unforeseen needs by surrendering accumulated PUAs. This policy also entitles you to
make partial withdrawals for various unplanned expenses in the future.
SMART Steps™ Plan
Introducing Reliance Life Insurance regular premium unit linked life insurance children’s plan
SMART Steps™, which will help you plan for your child's future in a SMART way and takes
your worries away. This plan offers the required financial protection for your loved ones if you
are not alive and provides an unmatched investment opportunity by way of well managed
investment funds. This policy also entitles you to make partial withdrawals for various
unplanned expenses in the future.
SMART Steps ™ Plus

A regular premium unit linked life insurance plan, Reliance Life Insurance SMART Steps™ plus
will help you plan for your child's higher education, marriage, and financial security. This plan
offers no-compromise 360 degree protection to your children even if you are not alive and
provides an unmatched investment opportunity by way of well managed investment funds. This
policy also entitles you to make partial withdrawals for various unplanned expenses in the future.
SMART Steps ™ Single Premium Plan

Reliance Life Insurance SMART Steps™ Single Premium policy will help you plan for your
child's future in a SMART and organized manner. Apart from offering 360 degree protection to
your child if you are not alive, this plan also provides an unmatched investment opportunity by
way of well managed investment funds. This policy also entitles you to make partial withdrawals
for various unplanned expenses in the future.

LTD
Investment Plan
Life Maker™ Premium Investment Plan
The latest Life Maker™ Premium Investment Plan gives you a lot of choices - especially when
you are looking for Great life style, Big Home, your own well established Business and top of all
Protection for your family. Our Unit linked Life Insurance plan can be the financial cornerstone
for your objectives. Reliance Life Insurance provides you a powerful investment-cum-insurance
plan where you can direct your investments in the customized unit linked funds such as equities,
money market instruments, investment grade corporate bonds, and government securities. These
funds offer a wide range of returns basis market returns. You can choose to invest your
premiums in one or more of these funds, basis your risk taking ability.
Life Maker™ Platinum - a Unit Linked Investment Plan
With the Life Maker™ Platinum a Unit Linked Investment Plan, you can meet all your financial
needs, without the tedium of managing multiple products. In this plan, you can direct your
investments in the customized unit linked funds such as equities, money market instruments,
investment grade corporate bonds, and government securities. These funds offer a wide range of
returns basis market returns. You can also choose to invest your premiums in one or more of
these funds, basis your risk taking ability.
Life Maker™ Gold Plan

LTD
This plan enables you to choose an attractive investment fund, enjoy free loyalty units and tax
benefits on premiums and maturity value. Life Maker™ Gold Plan also provides you insurance
cover, in which, your nominee will get the Sum Assured plus the Fund Value to your
nominee(s), in case of unfortunate event of your death. Our Plan also offers you the flexible
investment feature, where you can choose one out of four attractive funds options and also
change your risk return profile of your existing investments by switching across funds with our
high customization feature.
Life Invest™ Plan
This policy will provides you comprehensive protection from 3 Ds i.e. Death, Disease and
Disability. Apart from loyalty units and tax benefits, the maturity feature of this policy will also
pay you the fund value. Flexible Investment with choice of four attractive fund options, lump
sum investment in your plans through top ups as per your cash flow, increasing death benefits,
flexibility to choose premium payment terms are few of the benefits you can enjoy through this
policy.
SMART Assure Plan
Our smart assure plan also enables you to make partial withdrawals at the time of unexpected
expenses. The switching feature of this policy provides you the facility to change the investment
pattern by moving from one fund to other fund(s) amongst the funds offered under this contract

LTD
Retirement Plan
Easy Life™ Retirement (Par) Plan

Catering to the diverse set of needs of various customers looking for retirement planning,
Reliance Life Insurance offers some splendid retirement plans, which would suit their budget and
lifestyle. Reliance Life Insurance Easy Life™ Retirement Plan Regular Premium/Single
Premium (Participating) Policy is designed to help you save money for your retirement. It also
provides you with an opportunity to take home a regular retirement income (i.e. pension).
SMART Invest™ Pension Plan

Offering competitive returns to secure the golden years of your life, Reliance Life Insurance
SMART Invest™ Pension Plan is a comprehensive unit linked pension plan to meet your post
retirement financial needs, ensuring you complete peace of mind. One-third of the corpus can be
commuted at vesting age the amount commuted are eligible for tax exemption u/s 10A.

LTD
CHAPTER 5
Data Analysis And Interpretation
Male & female
TABLE .4.1 Male & female
Number of Percentage of
Gender
respondents respondents
Male 42 60
Female 28 40
TOTAL 70 100
Graph 1 Percentage Of Males And Females In The Company
Analysis
From the above chart , it is clear that around 60% of workers are male and remaining 40% are
females
Interpretation

LTD
In this survey we came to know that around 60% of the staff are male . so that is easy to obtain
candidates as per the job requirements of the organization
Opinion of employees regarding recruitment and selection process
TABLE 4.2 opinion of employees regarding recruitment and selection process
Opinion
respondent respondents
Excellent 58 82.86
Good 9 12.86
Average 2 2.86
Poor 1 1.42
TOTAL 70 100
Graph 2 Opinion Of Employees Regarding Recruitment And Selection Process
Analysis
From the above chart it is evident that 82.86% of employees feels that recruitment and selection
is excellent, 12.86% feels that it is good , 2.86% are average and 1.42 are felt that it is poor.
Interpretation

LTD
Recruitment and selection is necessary in every aspects of the organization in order to ensure
better productivity so that selection process depends on the nature of the job
I nformation regarding vacancies in reliance life insurance pvt. Ltd
TABLE.4.3 I nformation regarding vacancies in reliance life insurance pvt. Ltd
Sources
respondents respondents
Advertisement 20 28.6
Employment exchange 0 0
Word of mouth 50 71.4
TOTAL 70 100
Graph 3 Information Regarding Vacancies In Reliance Life Insurance
Analysis
From the above chart around 28.6% of the applicants came to know about the vacancy through
advertisement and around 71.4% getting the information from word of mouth.
Interpretation
Information regarding the vacancies needs to be presented through other sources such as
consultancies, and other recruiting agencies so as to get the desired number of applicants for the
vacancies

LTD
Attributes which attracts you to apply for the job
TABLE.4.4 Attributes which attracts you to apply for the job
Attributes Number of respondents Percentage of respondents
Decent salary 32 45.7
Opportunity to growth 20 28.6
Job security 8 11.4
Identification with company 10 14.3
Total 70 100
Graph 4 Attributes Which Attracts You To Apply For The Job
Analysis
From the above chart around 45.7% of applicants feels decent salary makes them apply for the
job,28.6% feels that opportunity for growth , 11.4% feels job security and 14.3% feels that
identification with the company makes them to apply for the job
Interpretation

LTD
Recruitment activities should be in such a manner that it should attract more candidates for the
job so it is necessary to have better advertisement to attract candidates
Information which is provided by the recruiter to attract the candidates
TABLE 4.5 Information which is provided by the recruiter to attract the candidates
Attributes Number of respondents Percentage of respondents
Job description 22 31.4
Salary package 33 47.2
Additional facilities 15 21.4
None 0 0
Total 70 100
Graph 5 Information Which Is Provided By The Recruiter To Attract The

Candidates
Analysis
From the above chart in order to attract candidates around 31.4% are attracted on the basis of
job description , 47.2% on salary package and 21.4% on additional facilities
Interpretation

LTD
Recruiter should provide different attributes like job description in order to attract the candidates
to apply for the job . candidates must also know about facilities which enables them to apply for
the job to have better prospects.
Work as per your qualification
TABLE 4.6 Work as per your qualification
Opinion Number of respondents Percentage of respondents
Yes 54 77.1
No 16 22.9
Total 70 100
4.6 Chart Showing The Work As Per Your Qualifications
Analysis
From the above table , it is evident that majority of the employees feel that their academic study
is related to the work they perform, and 22.9% say that their academic study is not related to the
work they perform.
Interpretation

LTD
The applicant should have required qualification in order to ensure better productivity .For that
recruiter should clearly mention the academic status of the candidates.
Differences of job description and actual work of the employees
TABLE 4.7 Differences of job description and actual work of the employees
Both are same 40 57.1
Slightly different 25 35.7
Significantly different 5 7.2
Total 70 1oo
Chart 4.7 Differences Of Job Description And Actual Work Of Employees
Analysis
From the above chart majority of the employees feel that job description provided by the
company is similar to the role they play in the company with a 57.1% response. While 35.7% of
the employees feel slightly different and 7.2 % feel a significant different response.
Interpretation

LTD
Job description is essential to have clear cut requirement of appropriate candidate to enable
better performance by the employees other than this job evaluation and job specification should
also be taken into consideration
Opinion of the employees to recommend their friends and relatives to the

organization
TABLE 4.8 opinion of the employees to recommend their friends and relatives to
the organization
Yes 58 82.9
No 12 17.1
Total 100 100
Chart 4.8 Opinion Of Employees To Recommend Their Friends And Relatives To

The Company
Analysis
From the above chart it is clear that around 82.9% of responses of employees recommend their
relatives and friends to join the organisation and 17.1% have opposite opinion on this statement
Interpretation

LTD
Internal recruitment is important to have highly competent employees with reference to person
who works in the organization but it should be for a certain extend . The recruiter should recruite
candidate from other sources also.
Factors that the employee rate related to their job
TABLE 4.9 Factors that the employee rate related to their job
Factors Number of respondents Percentage of respondents

Pride in work 23 32.8
19 27.2
Job security
Recognition 17 24.3
Acceptance 11 15.7
Total 70 100
Chart 4.9 Factors That The Employee Rate Related To Their Job
Analysis
From the above chart 32.8% employees feel that pride in work, 27.2% employees feels job
security, 24.3% employees feel recognition & 15.7% employees feels acceptance in their job
Interpretation
All these features like pride in work, job security, recognition and acceptance is essential for
every employees to have loyalty towards their work

LTD
Employee’s awareness about company’s vision, mission & goals
TABLE. 4.10 Employee’s awareness about company’s vision, mission & goals
Yes 64 91.4
No 6 8.6
Total 70 100
Chart 4.10 Employees Awareness About Company’s Vision, Mission And Goals
Analysis
From the above table, 91.4% of employees are aware of company’s vision, mission and goals
and 8.6% are not aware of it.
Interpretation
Company’s vision, mission and goals must be known to each every employees to accomplish
organizational objectives

LTD
Satisfaction of employees with their present salary & incentives
TABLE 4.11 Satisfaction of employees with their present salary & incentives
Yes 45 64.3
No 25 35.7
Total 70 100
4.11 Chart Showing Satisfaction Of Employees With Their Present Job Salary And
Incentives
Analysis
From the above chart, 64.3% of employees are satisfied with their present salary and incentives
and 35.7% employees is not satisfied with their present salary
Interpretation
Satisfaction of employees towards their work depends on their salary and incentives to a large
extend besides other factors like better working condition , job security etc,

LTD
Awareness of recruitment strategy and procedure in reliance life insurance
TABLE 4.12 Awareness of recruitment strategy and procedure in reliance life

insurance
Yes 49 70
No 21 30
Total 70 100
Chart 4.12 Awareness Of Recruitment Strategy And Procedure In Reliance Life

Insurance
Analysis
From the above table, 70% of the employees are aware about the recruitment strategies and
procedure in the organization and 30% of employees are unaware of it
Interpretation

LTD
Proper recruitment strategies and procedures should enhance the recruitment of competent
employees with respect to the requirement of the job.
Opinion of the employees regarding the concerned location of work
TABLE.4.13 Opinion of the employees regarding the concerned location of work
Yes 50 71.4
No 20 28.6
Total 70 100
Chart 4.13 Opinion Of Employees Regarding The Concerned Location Of Work
Analysis
From the above chart, it is clear that 71.4% of the applicant are very much concerned about the
location and 28.6% of then does not concern about the location.
Interpretation

LTD
Location of the organization plays vital factor for the applicant to apply for the job rather than
the salary and other features of the organization.
Opinion of selection conducted in company
TABLE.4.14 Opinion of selection conducted in company
Fair 51 72.8
Unfair 19 27.2
Total 70 100
Chart 4.14 Opinion Of Selection Conducted In Company
Analysis
In the above chart, about 73% of the employees have fair opinion on selection and 27% of them
have opposite opinion regarding selection.
Interpretation

LTD
Selection process should be impartial to have better selection of candidates for the job. New
selection techniques should be conducted to have better human resources in the organisation.
4.15 Identifying the Relationship between Job Description and Actual Work of the
Employees
H0-There`is no significant difference between job description and actual work of the employees
H1-There is a significant difference between job description and actual work of the employees.
Opinion Number of respondents

Both are same 40
Slightly different 25
Significantly different 5
Total 70
O E (O-E) (O-E)2 (O-E)2/E
40 23.33 16.67 277.89 11.91
25 23.33 1.67 2.79 0.12
5 23.33 18.33 335.99 14.40
TOTAL 26.42
Calculated value = 26.42
Degree of freedom@ 5% level of significance
= n-1
= 3-1=2
Tabulated value is 5.991

LTD
So, the Calculated value > Tabulated value
So we accept the alternate hypothesis i.e. ‘H1’
Hence it can be inferred that there is a significant difference between job description and actual
work of the employees.
4.16 Identifying the Relationship between Job Factors affecting work and the
actual job
H0-There is no significant relation between job factors and actual work of the employees
H1-There is a significant relation between job factors and actual work of the employees.
Factors Number of respondents

Pride in work 23
Job security 19
Recognition 17
Acceptance 11
Total 70
O E (O-E) (O-E)2 (O-E)2/E
23
17.5 5.5 30.25 1.728
19 17.5
1.5 2.25 0.128
17 17.5
-0.5 0.25 0.014
11 17.5
-6.5 42.25 2.414
TOTAL
4.284
Calculated value = 4.284

LTD
Degree of freedom@ 5% level of significance
= n-1
= 4-1=3
Tabulated value is 5.99
So, the Calculated value < Tabulated value
So we accept the NULL hypothesis i.e. ‘H0’

[
There is no significant relation between job factors and actual work of the employees
1. In Reliance Life Insurance Pvt. Ltd is the one and only private sector insurance
company in India.
2. In Reliance Life Insurance Pvt. Ltd have the highest branch offices and staff than other
competitors.
3. In Reliance Life Insurance Pvt. Ltd is the insurance company which has various and
large no of policies than other competitors.
4. It is found that out of the 100 respondents, 80% are males and the rest 20% are females.
So, majority of the respondents are males and the rest are females.
5. From the study, it is seen that out of 100 respondents, 70% opined the procedure of In
Reliance Life Insurance Pvt. Ltd recruitment as external recruitment and 30% of the

LTD
respondents opined the procedure of In Reliance Life Insurance Pvt. Ltd recruitment as
internal recruitment.
6. It is found that out of 100 respondents, majority 50% of the respondents felt that
recruitment of insurance advisors is done through advertisement, 25% opined it is done
through walk in interviews, 15% through personal reference and 10% through placement
agencies.
7. It is found that out of 100 respondents, 55% of the respondents felt that media used for
advertising to recruit insurance is newspaper,25% opined advertising is done through
internet,15% opined it is television and 5% felt it is done through other media.
8. From the study, out of 100 respondents, majority 45% opined that the reason as to why
people are interested to join In Reliance Life Insurance Pvt. Ltd as to establish
himself,25% felt that it is for attractive package,20% opined for brand name and 15%
opined for other reasons.
SUGGESTIONS
1. In Reliance Life Insurance Pvt. Ltd should recruit more through placement agencies.
By practicing this In Reliance Life Insurance Pvt. Ltd will get more capable persons
who can work efficiently.
2. In Reliance Life Insurance Pvt. Ltd should recruit people who are committed, honest,
and hardworking and are able to attract the customers easily.

LTD
3. The fee charged as application money should be reduced so that it will be helpful for
the candidates.
4. The incentive system should be more attractive to motivate more and more people for
becoming insurance advisors.
5. Reliance Life Insurance Pvt. Ltd should concentrate more on rural market. It can
introduce some special policies for the farmers to tap the rural market, and pricing for
these kinds of products should be less so farmers can easily afford to take policies.
6. In Reliance Life Insurance Pvt. Ltd should concentrate on marketing along with the
other types of marketing used it.
7. More and more promotional activities should be held for developing brand
awareness among the people which will lead to increased satisfaction leading to
customer retention in the long run.
8. A properly managed performance appraisal system is needed that would contribute to

the measurement of the performance of the insurance advisors and their effective
retention.
CONCLUSION
Training enables students to get them acquainted with the job and also to increase their
aptitude and skills. These project works help us to get exposed to the modern competitive
Corporate World. Such training gives the student an opportunity to get the knowledge imparted
internally. Since theoretical knowledge without practical knowledge is meaningless, such
training plays an important role.

LTD
The study was done to find out the effectiveness of recruitment and selection in Reliance
Life Insurance Pvt. Ltd.
The study was done among 70 customers and the data was collected by means of a
questionnaire. On whole it is found that the most of the employees are satisfied with the present
process.
BIBLIOGRAPHY
Books
1. Philip Kotler Marketing Management
2. Research methodology by C.R.KOTHARI

LTD
Magazines
1. Auto India - Car & Bike Magazine
2. Overdrive - Car & Bike Magazine
Websites
www.relianceindia.com
www.wikipedia.com
www.google.com
www.reliancelifeinsurance.com
ANNEXURE
QUESTIONNAIRE
Survey on the Recruitment and Selection Process of Reliance life insurance PVT
ltd:
Name:
Gender: male
Female

LTD
(1) What is your opinion on the recruitment and selection process in Reliance life
insurance pvt ltd?
a) Excellent b) Good c) Average d) Bad
(2) How did you come to know about the vacancy, when applying at Reliance life
insurance pvt ltd?
a) Advertisement b) Employment exchange c) Word of Mouth
(3) Which of the following attracted you to apply for the job at Reliance life
insurance pvt ltd?
a) Decent salary b) Opportunity for growth
c) Job security d) Identification with the company
(4) What information does the recruiter provides to attract the candidates?
a) Job description b) Salary package
c) Additional facilities d) None
(5) Are your academic studies related to the work you perform?
a) Yes b) No
(6) How is your job description different from your role played in Reliance life
insurance pvt ltd?
a) Both are the same b) Slightly different c) significantly different
(7) Would you recommend your relatives and friends to join the organization?

LTD
a) Yes b) No
(8) Which factor would you rate highly related to your job in Reliance life
insurance pvt ltd?
a) Pride in the work b) Job security c) Recognition
d) Acceptance
(9) Are you aware of the company’s mission, vision and goals?
a) Yes b) No
(10) Are you satisfied with your present drawing salary and incentives?
a) Yes b) No
(11) Are you aware of the recruitment strategy and procedure followed in Reliance
life insurance pvt ltd?
a) yes b) No
(12) Were you really concerned about the location you will be placed?
Yes / No
(13) In your opinion, selection was conducted in a
a) Fair manner
b) Unfair manner

LTD

Sai Final 4th Sem Project 2003

Enviado por

Dados do documento

Descrição original:

Direitos autorais

Formatos disponíveis

Compartilhar este documento

Compartilhar ou incorporar documento

Opções de compartilhamento

Você considera este documento útil?

Este conteúdo é inapropriado?

Direitos autorais:

Formatos disponíveis

Sai Final 4th Sem Project 2003

Enviado por

Direitos autorais:

Formatos disponíveis

EFFECTIVENESS OF RECRUITMENT AND SELECTION RELIANCE LIFE INSURANCE (P)

Recruitment and selection process

Process of Recruitment and Selection

Human Resources Planning

EAST POINT COLLEGE OF HIGHER EDUCATION 1

Recruitment is an important part of an organization’s human resource planning and their

 Reservation policy of govt. of India strictly followed

 Internal candidates considered subject to eligibility and suitability

 Need to compete with open market candidates

EAST POINT COLLEGE OF HIGHER EDUCATION 2

 Strict medical tests conducted

 One year pre-absorption training

 Test and interview again at the end of training

 Bond to be executed by management trainees – 5 years

 Placed on regular scale from their date of joining.

 Supervisors and artisans

 Short term training

 Medical test conducted

 All rights of recruitment are invested with the board of directors.

 The company has good system of upgrading.

Hence focus of recruitment would be to recruit people with a combination of knowledge,

EAST POINT COLLEGE OF HIGHER EDUCATION 3

 It is the process to discover sources of manpower to meet the requirement of staffing

Recruitment needs are of three types

EAST POINT COLLEGE OF HIGHER EDUCATION 4

 Increase organization and individual effectiveness of various recruiting techniques and

EAST POINT COLLEGE OF HIGHER EDUCATION 5

1. Identifying the vacancy:

2. Preparing the job description and person specification.

4. Short-listing and identifying the prospective employee with required characteristics.

5. Arranging the interviews with the selected candidates.

6. Conducting the interview and decision making.

EAST POINT COLLEGE OF HIGHER EDUCATION 6

Internal Sources of Recruitment

EAST POINT COLLEGE OF HIGHER EDUCATION 7

External sources of recruitment

Several private consultancy firms perform recruitment functions on behalf of client

EAST POINT COLLEGE OF HIGHER EDUCATION 8

8. Recruitment at Factory Gate

Factors affecting recruitment

The recruitment function of the organizations is affected and governed by a mix of

EAST POINT COLLEGE OF HIGHER EDUCATION 9

FACTORS AFFECTING RECRUITMENT

Internal factors affecting recruitment

1. Recruitment policy: The recruitment policy of an organization specifies the objectives of

EAST POINT COLLEGE OF HIGHER EDUCATION 10

External factors affecting recruitment

1. Supply and Demand

EAST POINT COLLEGE OF HIGHER EDUCATION 11

4. Political social- legal environment

Various government regulations prohibiting discrimination in hiring and employment have

EAST POINT COLLEGE OF HIGHER EDUCATION 12

Recruitment policy of the company

In today’s rapidly changing business environment, a well defined recruitment policy is

It specifies the objectives of recruitment and provides a framework for implementation of

Components of the recruitment policy

• The general recruitment policies and terms of the organization

• Recruitment services of consultants

• Recruitment of temporary employees

• Unique recruitment situations

• The selection process

• The job descriptions

• The terms and conditions of the employment