Project title

Project report submitted in the partial fulfillment of the requirement for the

Award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Of

Punjab technical university

Jalandhar

By

Sukhjeet kaur

90472233989

Under the guidance of

VIKAS GULATI

Lala lajpat rai institute of engineering &technologyMoga

(2009-2011)

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ACKNOWLEDGMENT

I am the student of L.L.R.I.E.T Moga under the M.B.A is highly thankful to our respected

VIKAS GULATI (Project Guided) and to the respected MAGER H.O.D SUBES

SEDDI. Because due to these respected persons I am able to choose this Research

Project. And now I am presenting the project report. Actually I have no words to explain

my pleasure on the completion of this project. It was not an easy matter for me to

complete this project.

In addition to this, I would like to thank all my respondents, who has spent their valuable

time with me and help me in getting the requested information for this project.

I would also offer my gratitude to my parents and friends for their help. Last but not the

least I am indebted to “Almighty” without whose blessings and grace this project would

not have reached where it is now.

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Declaration

I name of the student, herby declare that the research project entitled “EMOPLYEE ENGAGMENT” has been prepared by me as part of the requirement of the master of business administration Program of Punjab technical university Jalandhar .this is my original work and up to the Best of my knowledge.

I further declare that this project has not been submitted earlier to any other university or institute for the award of any degree of diploma

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EXECUTIVE SUMMARY

SBI life insurance is India's premier insurance enabling company. sbi Life

insurance is the one-stop-shop for requirements of services in the areas of

insurance, optimum investment, financial coverage and losses, mortality benefit,

and health option etc. This is backed by sbi life insurance service support

infrastructure - the widest in the country

The objective of the project was to understand how financial consultant

play important role for insurance company like SBI LIFE. To understand

the process of Recruitment of finanical consult in sbi life

The main objective of the project is to understand the recruitment and selection

of financial consultant more effectively and efficiently, because financial

consultant play most important role in business of insurance. Market in Pune city

was targeted. Various areas in city were selected. The data gave knowledge

about customer satisfaction, loyalty & their feel about the sbi Life Insurance.

Recruitment was conducted using questionnaire. The information about various

attributes & factors was collected about the financial consultant. All the data

collected, primary data was filtered & analyzed, represented in the form of graphs

& charts. Secondary data was also used in report such as company profile, on

the basis of analysis of data, conclusions were drawn. On the basis of findings &

conclusions, suggestions were given.

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RECRUITMENT AND SELE CTION

:

Recruitment is concerned with developing suitable techniques for attracting more

and more candidates. The aim of personnel planning is to determine the needs

for persons both in terms of number and type. For deciding about the number

both present and future requirements should be taken into account. If there are

expansion plans in near future then these requirements should also be

considered. Besides number, the type of persons needed is also important. The

educational and technical requirements to manage various jobs should e properly

analyzed so that right type of persons are employed.

Recruitment is sometimes confused with employment. The two are not one and

the same. Recruitment is just one step in the process of employment.

Recruitment is a linkage activity bringing together those with jobs and those

seeking jobs. When more persons apply for jobs then there will be scope for

recruiting better persons.

DEFINITION :

“Recruitment is the process of searching for

prospective employees and stimulatingand

encouraging them to apply for jobs in an

organization.”

Recruitment is defined as, “a process to discover the sources of manpower

to meet the requirements of the staffing schedule and to employ effective

measures for attracting that manpower in adequate numbers to facilitate effective

selection of an efficient workforce.” Edwin B. Flippo defined recruitment as “the

process of searching for prospective employees and stimulating them to apply for

jobs in the organization.” Recruitment is a ‘linking function’-joining together those

with jobs to fill and those seeking jobs. It is a ‘joining process’ in that it tries to

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bring together job seekers and employer with a view to encourage the former to

apply for a job with the latter

In order to attract people for the jobs, the organization must communicate

the position in such a way that job seekers respond. To be cost effective, the

recruitment process should attract qualified applicants and provide enough

information for unqualified persons to self-select themselves out.

Thus, the recruitment process begins when new recruits are sought and

ends when their applications are submitted. The result is a pool of applicants

from which new employees are selected

PURPOSES AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially

qualified job candidates. Specifically, the purposes are to:

• Determine the present and future requirements of the organization

in

conjunction with its personnel-planning and job-analysis activities.

• Increase the pool of job candidates at minimum cost.

• Help increase the success rate of the selection process by

reducing the

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.

• Begin identifying and preparing potential job applicants who will

be

appropriate candidates.

• Induct outsiders with a new perspective to lead the company.

• Infuse fresh blood at all levels of the organization.

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• Develop an organizational culture that attracts competent people

to the company.

• Search or head hunt/head pouch people whose skills fit the

company’s values.

• Devise methodologies for assessing psychological traits.

• Search for talent globally and not just within the company.

• Design entry pay that competes on quality but not on quantum.

• Anticipate and find people for positions that do not exist yet.

• Increase organizational and individual effectiveness in the short

term

and long term.

• Evaluate the effectiveness of various recruiting techniques and

sources for all types of job applicants.

Recruitment represents the first contact that a company makes with potential

employees. It is through recruitment that many individuals will come to know a

company, and eventually decide whether they wish to work for it. A well-planned

and well-managed recruiting effort will result in high- quality applicants, whereas,

a haphazard and piecemeal effort will result in mediocre ones. High-quality

employees cannot be selected when better candidates do not know of job

openings, are not interested in working for the company and do not apply. The

recruitment process should inform qualified individuals about employment

opportunities, create a positive image of the company, provide enough

information about the jobs so that applicants can make comparisons with their

qualifications and interests, and generate enthusiasm among the best candidates

so that they will apply for the vacant positions.

The negative consequences of a poor recruitment process speak volumes

about its role in an organization. The failure to generate an adequate number of

reasonably qualified applicants can prove costly in several ways. It can greatly

complicate the selection process and may result in lowering of selection

standards. The poor quality of selection means extra cost on training and

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supervision. Furthermore, when recruitment fails to meet the organizational

needs for talent, a typical response is to raise entry-level pay scales. This can

distort traditional wage and salary relationships in the organization, resulting in

avoidable consequences. Thus, the effectiveness of a recruitment process can

play a major role in determining the resources that must be expended on other

HR activities and their ultimate success

RECRUITMENT POLICY :

It specifies the objective of recruitment and provides a framework for

the

implementation of the recruitment programme. A recruitment policy

may involve

1) It should provide employees with job security and continuous

employment.

2) It should integrate organizational needs and employee needs.

3) It should match the qualities of the employees with the

requirements of the work for which they are employed.

4) It should highlight the necessity of establishing job analysis.

FACTORS AFFECTING RECRUITMENT :

Every organization, big or small has to engage in recruitment of

persons, recruitment has two aspects-

1) To find out the number of vacancies to be notified and the type of

applicants needed to fill them.

2) To approach the potential applicants to apply for such vacancies.

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No organization can recruit successfully without taking into

consideration the following factors –

1) The Economic Factors –

The economic conditions of a country influence the recruitment process in all

organization. The globalization and liberalization of Indian economies since 1991

onwards has resulted in a boom in financial services in India. As a result of the

new economic policy, the demands of well

2) The Social Factors –

These also affect the recruitment policy of an organization. Social

changes in the past two decades in India, have forced organization to

commitment to broad principles such as filling vacancies with the best-qualified

individuals. It may also involve the organizational system to be developed for

implementing recruitment programme and procedure to be employed.

ELEMENTS OF GOOD RECRUITMENT POLICY :

A good recruitment policy must contain the following elements:

1) Organizational objectives : Both short term and long term

organizational objectives must be taken into consideration into

consideration. Identification of recruitment needs :

2) Preferred sources of recruitment : The sources of recruitment should

be identified properly.

3) Monetary aspects : The cost of recruitment and financial

implications of the same have to be kept in mind also.

PRE-REQUISITES OF GOOD RECRUITMENT POLICY

1) It should be in conformity with the general personnel policies.

2) It should be flexible enough to meet the changing needs of the

organization.

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3) It should provide employees with job security and continuous

employment.

4) It should integrate organizational needs and employee needs.

5) It should match the qualities of the employees with the

requirements of the work for which they are employed.

6) It should highlight the necessity of establishing job analysis.

FACTORS AFFECTING RECRUITMENT :

Every organization, big or small has to engage in recruitment of

persons, recruitment

has two aspects-

1) To find out the number of vacancies to be notified and the type of

applicants needed to fill them.

2) To approach the potential applicants to apply for such vacancies.

No organization can recruit successfully without taking into

consideration the following factors –

1) The Economic Factors –

The economic conditions of a country influence the recruitment process in all

organization. The globalization and liberalization of Indian economies since 1991

onwards has resulted in a boom in financial services in India. As a result of the

new economic policy, the demands of well

2) The Social Factors – These also affect the recruitment policy of an

organization. Social changes in the past two decades in India, have

forced organization to place increasedemphasis on recruitment. The

mentality of modern employees has changed from just any job to a

satisfying career.

3) The Technological Factors – New technology have created new jobs

and existing jobs have undergone rapid changes. Several old jobs have

disappeared from the scene.

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4) The Legal Factors – The different legislative policies governing

child labour, night shifts, bonded labour etc. have brought legal

environment to a major factor.

PROCESS OF RECRUITMENT -

It passes through the following stages :

1) Recruitment process begins when personnel department receives

requisition for recruitment from any department of the company.

2) Locating and developing the sources of required number and type of

employees.

3) Identifying the prospective employees with required characteristics.

4) Developing the techniques to attract the desired candidates.

5) The next stage in the process is to stimulate as many candidates as

possible.

6) Evaluating the effectiveness of recruitment process.

PROCESS OF RECRUITMENT COMPANY ADOPTS : SOURCES OF

RECRUITMENT

Personnel

Planning

Job

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Analysis

Recruitment

Planning

Searching

Evaluation

and control

Strategy

Development

Selection

Screening

–

Before an organization actively begins to recruit applicants it should consider the

mostly likely source of the type of employee it needs. Some companies try to

develop new sources while most try to tackle the existing sources they have.

These sources accordingly may be termed as internal and external.

Internal Sources –

This is one of the important sources of recruitment. The employees

already working in the organization may be more suitable for higher jobs than

those recruited outside. Internal sources consist of the following :

1) Present employee: Promotions and transfers among the present employees

can be a good source of internal recruitment.

2) Employee Referrals: In an organization with a large number of

employees referrals can

provide quite a large pool of potential organizational members.

3) Former Employee : These are another internal source of

recruitment. Some retired employees may be willing to come back to

work.

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4) Previous Employees : Those who have previously applied for jobs

can be contacted bymail.

External Sources :

These are as follows –

1. Advertisement

2ProfessionanOrganization

3.DataBank

4.Walkin

5.RecruitingAgencies

6.Competitors

7.DisplacedPersons

8. E-recruitment

12. Cold calling

RECRUITMENT PROCESS COMPANY ADOPTS–

1) Internalsource

2)Advertisement

3)Consultants

4) Data banks

INDUCEMENTS

Organizational inducements are all the positive features and benefits offered

by an organization that serves to attract job applicants to the organisation. Three

inducements need specific mention here, they are:-

.Compensation: Starting salaries, frequency of pay increases,

incentives and fringe benefits can all serve as inducements to potential

employees.

Career Opportunities: These help the present employees to grow

personally and professionally and also attract good people to the organization.

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The feeling that the company takes care of employee career aspirations serves

as a powerful inducements to potential employees.

Image or Reputation: Factors that affect an organisation’s

reputation

include its general treatment of employees, the nature and quality of its products

and services and its participation in worthwhile social endeavors.

CONSTRAINTS

If a firm has a poor image in the market, many of the prospective

candidates may not even apply for vacancies advertised by the firm. If the job is

not attractive, qualified people may not even apply. Any job that is viewed as

boring, hazardous, anxiety producing, low-paying, or lacking in promotion

potential seldom will attract a qualified pool of applicants. Recruiting efforts

require money. Sometimes because of limited resources, organizations may not

like to carry on the recruiting efforts for long periods of time, this can, ultimately,

constrain a recruiter’s effort to attract the best person for the job. Government

policies often come in the way of recruiting people as per the rules of the

company or on the basis of merit/seniority, etc. For example, reservations to

specific groups (such as scheduled castes, scheduled tribes, backward castes,

physically handicapped and disabled persons, ex-servicemen, etc.) have to be

observed as per constitutional provisions while filling up vacancies in government

corporations, departmental undertakings, local bodies, quasi-government

organizations, etc.

CORPORATE MISSION, OBJECTIVES, STRATEGIES AND TACTICS

(MOST)

Corporations have started linking their Mission, Objectives, Strategies and

Tactics (MOST) to the functions of recruitment and selection. The economic

liberalizations and consequent competition through quality and services

necessitated the companies to search for and attract competent human

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resources. Corporations focusing on new business development will have to

seek entrepreneurial abilities, companies planning to withdraw from

diversifications must look for pragmatists and companies chasing growth

alliances should employ people comfortable in different cultural backgrounds.

Above all, companies must hire for the future, anticipating jobs that may not be in

existence yet. Recruitment managers must focus for attitudes and approaches

that fit the corporate goals and culture

CENTRALISED V/s DECENTRALISED RECRUITMENT

Recruitment practices vary from one organization to another. Some

organizations like commercial banks resort to centralized recruitment while some

organizations like the Indian Railway resort to decentralized recruitment

practices. Personnel department at the central office performs all the functions of

recruitment in case of centralised recruitment and personnel

Departments at unit level/zonal level perform all the functions of

recruitment

Concerning to the jobs of the respective unit or zone.

MERITS OF CENTRALISED RECRUITMENT

• Average cost of recruitment per candidate/unit should be relatively

less due to economies of scale.

• It would have more expertise available to it.

• It can ensure broad uniformity among human resources of various

Units/zones in respect of education, skill, knowledge, talent, etc.

• It would generally be above malpractices, abuse of powers,

favoritism, bias, etc.

• It would facilitate interchangeability of staff among various

units/zones.

• It enables the organization to have centralized selection procedure,

promotional and transfer procedure, etc.

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• It ensures the most effective and suitable placement to

candidates.

• It enables centralized training programmed which further brings

Uniformity and minimizes average cost of staff.

MERITS OF DECENTRALISED RECRUITMENT

1 The unit concerned concentrates only on those sources/places

wherein

Normally gets the suitable candidates. As such the cost of

recruitment

would be relatively less.

2 The unit gets most suitable candidates as it is well aware of the

requirements of the job regarding culture, traditional, family

background aspects, local factors, social factors, etc.

• Units can recruit candidates as and when they are required

without any delay.

• The units would enjoy freedom in finding out, developing the

sources, in selecting and employing the techniques to stimulate the

candidates.

• The unit would relatively enjoy advantage about the availability of

information, control and feedback and various functions/processes of

recruitment.

• The unit would enjoy better familiarity and control over the

employees it recruits rather than on employees selected by the central

recruitment agency.

Both the systems of recruitment would suffer from their own demerits. Hence, the

management has to weigh both the merits and demerits of each system before

making a final decision about centralizing or decentralizing the recruitment.

Alternatively management may decentralize the recruitment of certain categories

of employees preferably middle and top level managerial personnel and

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centralize the recruitment of other categories of employee’s preferably lower level

positions in view of the nature of the jobs and suitability of those systems for

those categories of positions. The management has to find out and develop the

sources of recruitment after deciding upon centralizing or decentralizing the

recruitment function

INTRODUCTION SELECTION

The size of the labour market, the image of the company, the place of

posting, the nature of job, the compensation package and a host of other factors

influence the manner of aspirants are likely to respond to the recruiting efforts of

the company. Through the process of recruitment the company tries to locate

prospective employees and encourages them to apply for vacancies at various

levels. Recruiting, thus, provides a pool of applicants for selection.

Definition

To select mean to choose. Selection is the process of picking individuals

who have relevant qualifications to fill jobs in an organisation. The basic purpose

is to choose the individual who can most successfully perform the job from the

pool of qualified candidates.

Purpose

The purpose of selection is to pick up the most suitable candidate who

would meet the requirements of the job in an organisation best, to find out which

job applicant will be successful, if hired. To meet this goal, the company obtains

and assesses information about the applicants in terms of age, qualifications,

skills, experience, etc. the needs of the job are matched with the profile of

candidates. The most suitable person is then picked up after eliminating the

unsuitable applicants through successive stages of selection process. How well

an employee is matched to a job is very important because it is directly affects

the amount and quality of employee’s work. Any mismatched in this regard can

cost an organisation a great deal of money, time and trouble, especially, in terms

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of training and operating costs. In course of time, the employee may find the job

distasteful and leave in frustration. He may even circulate ‘hot news’ and juicy

bits of negative information about the company, causing incalculable harm to the

company in the long run. Effective election, therefore, demands constant

monitoring of the ‘fit’ between people the job.

The Process

Selection is usually a series of hurdles or steps. Each one must be

successfully cleared before the applicant proceeds to the next one. The time and

emphasis place on each step will definitely vary from one organisation to another

and indeed, from job to job within the same organisation. The sequence of steps

may also vary from job to job and organisation to organisation. For example

some organisations may give more importance to testing while others give more

emphasis to interviews and reference checks. Similarly a single brief selection

interview might be enough for applicants for lower level positions, while

applicants for managerial jobs might be interviewed by a number of people.

Reception

A company is known by the people it employs. In order to attract people with

talents, skills and experience a company has to create a favourable impression

on the applicants’ right from the stage of reception. Whoever meets the applicant

initially should be tactful and able to extend help in a friendly and courteous way.

Employment possibilities must be presented honestly and clearly. If no jobs are

available at that point of time, the applicant may be asked to call back the

personnel department after some time.

SELECTION OF FINANCIAL CONSULTANT UNDERSTANDING

SELECTION PROCESS

Recruitment function helps the organization to develop a pool of prospective

human resources. It is difficult for the HR manager to employ the suitable people

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out of the pool. Infact, many organizations face critical problems in choosing the

people. Selection techniques and methods reduce the complexities in choosing

the right candidates for the job. After identifying the sources of human resources,

searching for prospective employees and stimulating them to apply for jobs in an

organization,

the management has to perform the function of selecting the right employees at

the right time. The obvious guiding policy in selection is the intention to choose

the best person who have good social contact. The objective of the selection

decision is to choose the individual who can most successfully perform the job

from the pool of qualified candidates. The selection procedure is the system of

functions and devices adopted in a given company to ascertain whether the

candidate specifications are matched with the job specifications and

requirements or not.

The selection process can be successful if the following

requirements are satisfied:

Someone should have the authority to select. This authority

comes

from the employment requisition, as developed by an analysis

to the

workload and work force.

There must be some standard of personnel with which a

prospective

employee may be compared, i.e. a comprehensive job

description and

job specification should be available before hand.

There must be a sufficient number of applicants from whom

the

required number of employees may be selected.

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The ability of an organization to attain its goal effectively and to develop in a

dynamic environment largely depends upon the effectiveness of its selection

programme. If the right person is selected, he is valuable asset to the

organization

.SELECTION PROCEDURE:

Selection procedure employs several methods of collecting information about

the candidates qualifications, experience, physical and mental ability, nature and

behavior, knowledge and aptitude for judging whether a given applicant is

suitable or not for the job. Therefore the selection procedure is not a single act

but is essentially a series of methods or stages by which different types of

information can be secured through various selection techniques. At each step

facts may come to light, which are useful for comparison with the job requirement

and employee specifications

IN DETAIL EXPLANATION:

(A) JOB ANALYSIS:

Job analysis is the basis for selecting the right candidates. Every organization

should finalize the job analysis, job description, job specification and employee

specifications before proceeding to the next step of selection

essentially a series of methods or stages by which different types of information

can be secured through various selection techniques. At each step facts may

come to light, which are useful for comparison with the job requirement and

employee specifications.

(B) HUMAN RESOURCE PLAN:

Every company plans for the required number of and kind of

employees for a future date. This is the basis for recruitment function.

(c) RECRUITMENT:

Recruitment refers to the process of searching for prospective employees and

stimulating them to apply for jobs in an organization. It is the basis for the

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remaining technologies of the screening the candidates in order to select the

appropriate candidates for the jobs

.

(D) DEVELOPMENT OF BASES FOR SELECTION:

The company has to select the appropriate candidates from the pool of

applicants. The company develops or borrows the appropriate bases/techniques

for screening the candidates in order to select the appropriate candidates for the

jobs.

(E) APPLICATION FORM:

Application form is also known as application blank. The techniques of

application blank are traditional and widely accepted for securing information

from the prospective candidates. It can also be used as a device to screen the

candidates at the preliminary level. Many companies formulate their own style of

application forms depending upon the requirement of

information based on the size of the company, nature of business activities, type

and level of the job etc. Information is generally required on the following items in

the application forms:

Personal background

Educational qualifications

Work experience

Salary (drawing and expecting)

Personal attainments including likes and dislikes

References

F) WRITTEN EXAMINATION:

Organizations have to conduct written examination for the qualified candidates

after they are screened on the basis of the application blanks so as to measure

the candidate s ability in arithmetical calculations, to know the candidate s

attitude towards the job, to measure the candidate s aptitude, reasoning,

knowledge in various disciplines, general knowledge and English language.

(G) PRELIMINARY INTERVIEW:

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The preliminary interview is to solicit necessary information from the prospective

applications and to assess the applicant s suitability to the job. An assistant in the

personnel department may conduct this preliminary interview. The information

thus provided by the candidate may be related to the job or personal

specifications regarding education, experience, salary expectations, attitude

towards job, age, physical appearance and other requirements etc. Thus,

preliminary interview is useful as a process of eliminating the undesirable and

unsuitable candidates. If a candidate satisfies the job requirements regarding

most of the areas, he may be selected for further process. Preliminary interviews

are short and known as stand up interviews or sizing up of the applicants or

screening interviews. However, certain required amount of care is to be taken to

ensure that the desirable workers are not eliminated. This interview is also useful

to provide the basic information about the company to the candidate.

(H) BUSINESS GAMES:

Business games are widely used as a selection technique for selecting

management trainees, executive trainees and managerial personnel at junior,

middle and top management positions. Business games help to evaluate the

applicants in the areas of decision-making, identifying the potentialities, handling

the situations, problem- solving skills, human relations skills etc. participants are

placed in a hypothetical work situation and are required to play the role situations

in the game. The hypothesis is that the most successful candidate in the game

will be most successful one on the job

.

GROUP DISCUSSION is used in order to secure further information regarding

the suitability of the candidate for the job. Group discussion is a method where

groups of the successful applicants are brought around a conference table and

are asked to discuss either a case study or subject

matter. The candidates in the group are required to analyze, discuss, find

alternative solutions and select the sound solution. A selection panel then

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observes the candidates in the areas of initiating the discussion, explaining the

problem, soliciting unrevealing information based

on the given information and using common sense, keenly observing the

discussion of others, clarifying controversial issues, influencing others, speaking

effectively, concealing and mediating arguments among the participants and

summarizing or concluding aptly.

The selection panel, based on its observation, judges the candidate s skill and ability and ranks them according to their merit. In some cases, the selection panel may also ask the candidates to write the summary of the group discussion in order to know the candidate s writing ability as well.

Types of test:

Tests are classified into six classes, each class is again divided into different

types of tests. They are:

APTITUDE TESTS:

These tests measure whether an individual has the capacity or latent ability to

learn a given job if given adequate training. Aptitudes can be divided into general

and mental ability or intelligence and specific aptitudes such as mechanical,

clerical, manipulative capacity etc. General aptitude test is of two types namely

intelligence quotient (IQ) and emotional quotient (EQ).

(1) Skill tests:

These tests measure the candidate s ability to do a job perfectly and intelligently.

These tests are useful to select the candidates to perform artistic jobs, product

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design, design of tools, machinery etc. The candidates can be selected for

assembly work, testing and inspection also.

(2) Mechanical aptitude tests:

These tests measure the capabilities of spatial visualization, perceptual speed

and knowledge of mechanical matter. These tests are useful for selecting

apprentices, skilled, mechanical employees, technicians etc. (3) Psychomotor tests:

These tests measure abilities like manual dexterity, motor ability and eyehand

coordination of candidates. These tests are useful to select semi-skilled workers

and workers for repetitive operations like packing and watch assembly. (4) Clerical aptitude tests:

These types of tests measure specific capacities involved in office work. Items of

this tests include spelling, computation, comprehension, copying, word

measuring etc.

ACHIEVEMENT TESTS:

These tests are conducted when applicants claim to know something as these

tests are concerned with what one has accomplished. These tests are more

useful to measure the value of a specific achievement when an organization

wishes to employ experienced candidates. These tests are classified into (a) job

knowledge test and (b) work sample test. Thus, the candidate s achievement in

his career is tested regarding his knowledge about the job and actual work

experience.

SITUATIONAL TESTS:

This test evaluates a candidate s in a similar real life situation. In this test the

candidate is asked either to cope with the situation or solve critical situations of

the job.

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(1) Group discussion:

This test is administered through the group discussion approach to solve a

problem under which candidates are observed in the areas of initiating, leading,

proposing valuable ideas, conciliating skills, oral communicating skills,

coordinating and concluding skills.

(2) In basket:

Situational test is administered through in basket method. The candidate in this

test is supplied with actual letters, telephone and telegraphic message,reports

and requirements by various officers of the organization, adequate information

about the job and organization. The candidate is asked to take decisions on

various items based on the in basket information regarding requirements in the

memoranda.

INTEREST TESTS:

These tests are inventories of the likes and dislikes of candidates in relation to

work, job, occupations, hobbies and recreational activities. The purpose of this

test is to find out whether a candidate is interested or disinterested in the job for

which he is a candidate and to find out in which area of the job range/occupation

the candidate is interested. The assumption of this test is that there is a high

correlation between the interest of a candidate in a job and job success. Interest

inventories are less faked and they may not fluctuate after the age of 30

. PERSONALITY TESTS:

These tests prove deeply to discover clues to an individual s value system, his

emotional reactions and maturity and characteristic mood. They areexpressed in

such traits like self-confidence, tact, distrust, initiative, emotional control,

optimism, decisiveness, sociability, conformity,objectivity, patience, fear,

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judgment dominance or submission, impulsiveness, sympathy, integrity, stability

and self-confidence. (1)Objective tests: Most personality tests are objective tests as

they are suitable for group testing and can be scored objectively.

(2) Projective tests:

Candidates are asked to project their own interpretation of certain standard

stimulus basing on ambiguous pictures, figures etc. under these tests.

Personality tests have disadvantages in the sense that sophisticated candidates

can fake them and most candidates give socially acceptable

answers. Further, personality inventories may not successfully predict job

success. A number of corrective measures tried as personality inventories are

widely subject to faking. They are:

Forced choice of Edward s personnel preference schedule.

Gordon personal profile.

The Minnesota Multi-phasic Inventory offers different methods

forIdentifying faking. The faking can be countered by repeating the

same question in different parts to measure consistency.

MULTI-DIMENSIONAL TESTING:

However, the need for multi-skills is being felt be most of the companies

consequent upon globalization, competitiveness and the consequent customer-

centered strategies. Organization have to develop multidimensional testing in

order to find out whether the candidates possess a variety of skills or not,

candidate s ability to integrate the multi-skills and potentiality to apply them

based on situational and functional requirement.

J) INTERVIEW:

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Final interview follows after tests. This is the most essential step in the process of

selection. In this step the interviewer matches the information obtained about the

candidate through various means to the job requirements and to the information

obtained through his own observation during the interview. The different types of

interviews are:

PRELIMINARY INTERVIEW: (1) Informal interview:

This is the interview, which can be conducted at any place by the person to

secure the basic and non-job related information. The interaction between the

candidate and the personnel manager when the former meets the latter to

enquire about the vacancies or additional particulars in connection with the

employment advertisement is an example of the informal interview. 2) Unstructured interview:

In this interview, the candidate is given the freedom to tell about himself by

revealing his knowledge on various items/areas, his background, expectations,

interest etc. Similarly, the interviewer also provides information on various items

required by the candidate.

CORE INTERVIEW:

It is normally the interaction between the candidates and the line executive or

experts on various areas of job knowledge, skill, talent etc. This interview may

take various forms like:

(1)Background information interview This interview is intended to

collect the information which is not available in the application blank and to check

that information provided in the application blank regarding education, place of

domicile, family, health, interest, hobbies, likes, dislikes and extra curricular

activities of the applicant.

(2) Job and probing interview:

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This interview aims at testing the candidate s job knowledge about duties,

activities, methods of doing the job, critical/problematic areas, methods of

handling those areas etc.

(3) Stress interview:

This interview aims at testing the candidate s job behavior and level of

understanding during the period of stress and strain. The interviewer tests

candidate by putting him under stress and strain by interrupting the applicant

from answering, criticizing his opinions, asking questions pertaining to unrelated

areas, keeping silent for unduly long periods after he has finished

speaking etc. Stress during the middle portion of the interview gives effective

results. Stress interview must be handled with utmost care and skills. This type of

interview is often invalid, as the interviewer s need for a job and his previous

experience in such type of interviews may inhibit his actual behavior under such

situations.

(4) Group discussion interview: There are 2 methods of conducting group

discussion interviews, viz. group interview method and discussion interview

method. All the candidates are

brought into one room and are interviewed one by one under group interview.

This method helps a busy executive to save valuable time and gives a fair

account of the objectivity of the interview to the candidates. Under the discussion

interview method, one topic is given for discussion to the candidates who

assemblein one room and they are asked to discuss the topic in detail.

This type of interview helps the interviewer in appraising certain skills of

the candidates like initiative, inter-personal skills, dynamism, presentation,

leading, comprehension, collaboration etc. Interviewers are at ease in this

category of interview because of its informality and flexibility. (5) Formal and structured interview:

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In this type of interview, all the formalities, procedures like fixing the value, time,

panel of interviewers, opening and closing, intimating the candidates officially etc.

are strictly followed in arranging and conducting interview. The course of the

interview is preplanned and structured, in advance, depending on job

requirements

(6) Panel interview:

A panel of experts interviews each candidate, judges his performance individually

and prepares consolidated judgment. This type of interview is known as panel

interview. Interviewers for middle level and senior level mangers are normally

conducted are the panel of experts. (7) Depth interview:

In this interview, the candidate would be examined extensively in core areas of

job skills and knowledge. Experts test the candidate s knowledge in depth. Depth

interviews are conducted for specialist jobs.

DECISION-MAKING INTERVIEW:

After the experts including the line managers of the organization in the core

areas of the job examine the candidates, the head of the department/section

concerned interviews the candidates once again, mostly through informal

discussion. The interviewer examines the interest of the candidate in the job,

organization

Reaction adaptability to the working complaining, promotional

opportunities, work adjustment and allotment etc. The personnel manger also

interviews the candidates with a view to find out his reaction/acceptance

regarding salary, allowances, benefits, promotions, opportunities etc. The head

of the department and the personnel manager exchange the view and then they

jointly inform their decision to the chairman of the interview board, which finally

makes the decision about the candidate s performance and their ranks in the

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interview. Most of the organizations have realized that employee s positive

attitude matters much rather than employee s skill and knowledge. Employees

with positive attitude contribute much to the organization. Hence, interviewers

look for the candidates with the right attitude while making final decision.

(K) MEDICAL EXAMINATION:

Certain jobs require certain physical qualities like clear vision, perfect hearing

unusual stamina, tolerance of hardworking conditions, clear tone etc. Medical

examination reveals whether or not a candidate possesses these qualities.

Medical examination can give the following information: Whether the applicant is medically suited for the specific job Whether the applicant has health problems or psychological attitudes likely to interfere with work efficiency or future attendance. The offer. Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily It reveals the applicant s physical measurements and It is used to check the special senses of the candidates.

(L) REFERENCE CHECKS:

dition,careerAfter completion of the final interview and medical examination, the

personnel department will engage in checking references. Candidates are

required to give the names of references in their application forms. These

references may be from the individuals who are familiar with the candidates

academic achievement or form the applicant s previous employer, who is well

versed with the applicant s job performance, and sometimes from coworkers.

Incase the reference check is from the previous employer; information for the

following areas may be obtained. They are job title, job description, and period of

employment, pay and allowances, gross emoluments, benefits provided, rate of

absence, willingness of the previous employer to employ the candidate again and

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soonFurther, information regarding candidate s regularity at work, character,

progress etc. can be obtained.

Often a telephone call is much quicker. The method of mail provides detailed

information about the candidate s performance, character and behavior.

However, a personal visit is superior to the mail and telephone methods and is

used where it is highly essential to get the detailed, actual

information, which can also be secured by observation. Reference checks are

taken as a matter of routine and treated casually or omitted entirely in many

organizations. But a good reference check used sincerely will fetch useful and

reliable information to the organization.

(M) FINAL DECISION BY THE LINE MANAGER:

The line manager concerned has to make the final decision whether to select or

reject a candidate after soliciting the required information through techniques

discussed earlier. The line manager has to take much care in taking the final

decision not only because of economic implications but alsobecause of

behavioral and social implications. A careless decision of rejecting would impair

the morale of the people and they would suspect the selection procedure and the

basis of selection of this organization. A true understanding between line

managers andpersonnel managers should be established to take

proper decisions.

(N) JOB OFFER:

Thus, after taking the final decision, the organization has to intimate this decision

to the successful as well as unsuccessful candidates. The organization offers the

job to the successful candidates either immediately or after some time depending

upon its time schedule. The candidate after receiving job offer communicates his

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acceptance to the offer or requests the company to modify the terms and

conditions of employment or rejects the offer.

RECRUITMENT AND SELECTION AT SBI LIFE INSURANCE

Recruitment is the process of attracting prospective candidates who are likely to

get selected. Recruitment process starts with the drafting of advertisement for the

required post mentioning the name of the post, qualifications required, place of

posting etc. the advertisement is released in all major and national newspaper

across the country. Not only print media, but other media like internet is also

used for posting the advertisement. Placement agencies and educational

institutions are considered if the requirements are for fresh graduates. Employee

references by are also encouraged. After receiving the applications, it is initially

screened by HR division based on minimum requirements and qualifications

prescribed for the post. Screened applications from HR division are sent to

respective divisional heads for their screening in case of applications for higher

posts. Selection is the process of selecting right candidates from the list of

prospective candidates. Selection process involves tests, interviews, group

discussions, psychometric tests or a combination of these depending on the

nature or sensitivity of the level and the post. For technical posts, tests are used

as elimination means while for some other posts like management trainee, tests

are not used as elimination means. The shortlisted candidates are called for the

final interview. Regret letters are sent to those who are not shortlisted.

Background checking of the shortlisted candidates is done to ensure that they

will fit with the culture of the organization. Job offers are made to the selected

candidates and they are asked to give their confirmation that they accept the job

offer. On receiving their confirmation, appointment letter is prepared by personnel

and administration division and given to the candidate at the time of joining.

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Salary offer is a part of Human resource division while personnel and

administration division handles salary administration. 57

CHAPTER :3

RESEARCH METHODOLOGY

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The current chapter deals with the research methodology adopted In present study

indicates the selection of sample respondents, collection of data. choice of statistical tools

for analysis of data, in addition to pointing out limitations’ of the study.

Methodology adopted:

The research is aimed at to evaluate employee engagement at SBI bank. The city will

cover under the research Moga.,Bagha purna

Research design:

The design for this study is descriptive.

Sampling unit:

Sampling is an effective step in collection of primary data that influence the quality and

correctness of the result.

Sampling size:

The sample size is selected to give the true picture. The size is

.

ANLAYSIS AND FINDINGS

From the analyzed data I could find that –

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The main source of the recruitment is through external sources i.e.

through

advertisement.

The other source of recruitment is through references , natural

market and

consultants.

Maximum prospects fulfils all the criteria prescribed by the IRDA.

Research shows that the Financial Advisors generally belong to the

age of 30- 50 years

It is found that the company provides both types of training and

mainly prospects goes for the online training.

Every year company recruits as many as 50 Advisors in order to

increase the

sales force of the company.

Most of the recruited people are aware of the insurance sector and

the person

who are not aware of the insurance sector are made aware through the

training

before sitting for the test.

It has been found through the studies that most of the candidate

recruited

belongs the banking and insurance sector . It means that they are

having some

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knowledge about the insurance sector.

For most of the prospects attending 21 days training is a major

problem. As

the timings for the training are full time 10:30 am to 5.00 p.m.

For most of the prospects they join SBI LIFEINSURANCE for the

extra

income.

Most of the recruited people continue working as a Financial

Advisor.

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LIMITATIONS

1) This Project Report is restricted only for the interviewed people.

2) Biased reply of the respondents like giving wrong information.

3) Non availability of the data or the relevant information of the respondent.

4) Sometimes it happens that the respondent was busy so as to get the information it becomes difficult

5) The project is done in near by areas of the Aundh Branch of the company & therefore findings of it may not be applicable in other areas.

6) Time Constraints – The duration of the project is only 2 months. In this duration

we have to finish the project so the sample size considered for this project is also

limited which may give some misleading outputs.

7) Although ICICI Prudential is a well known brand, it invests heavily in the

advertisements, but somehow the concept of financial advisor was not known to

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the customers and it requires great amount of efforts to convince the various

benefits to them.

CONCLUSION AND SUGGESTION

1. It is found that in the last five years the Indian economy has progressed, which

has increased the average purchasing power & the insurance sector has

contributed significantly in this.

2. Since last five to six years many Private Company has entered in insurance

sectors & because of which the Indians are having number of options in front of

them investing their money & to safeguard the life.

3. While doing this project it is found that recruiting of the advisor is done by the Unit

Manager, and the parameters on which the advisors are to be recruited are :

• Income Level – 1.2lacs to 2 lacs per annum

• Marital Status – Married

• Age – above 25 years

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• Minimum Education – Graduation

• Staying in the same city for more than 5 years

4 . The study of the profile of the advisor is depending on their

industry background i.e. their work experience and the age wise distribution.

5. The level of awareness of the prospects about the private insurance company has

increased because of the heavy advertising ad marketing by the companies over

the period of time. 65

6. It important to appoint only those prospects as financial advisor, who can give &

generate long term business for the company, so to analyze the prospects &

study their status is very important thingd

7. Most of the prospects to join, as their first preference to earning extra money,

second to start business with no capita investment, third to Association with the

No. 1 Private Life Insurance Company.

Based on the findings in the Research following suggestions

are made –

Finding new prospects is like breathing, so Unit Manager should be in regular touch with the market so that he will gets some good prospects.

Company should go for regular Market Survey for finding out the smart worker who can stay under the Managers Sales Team, and will generate long term business. Branch Manager should take the feedback from the existing advisors so that he can easily understand the advisors problem as well s he can recommend new changes.

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The company should concentrate on the rural part so that they can compete with LIC India, and can generate some business from there as it is found that most of the Private Life Insurance companies are targeting the urban market. Company should follow the pull strategy where it can use advertising media, by preparing attractive Ads, through Newspaper, T.V. , and radio can increase the awareness about the company & will help in improving the market share.

Unit Manager should meet regularly with the existing advisors so that he can find out their problems & also take their suggestions. Most of the Indian families still believe in the LIC. They don’t feel comfortable with other brands. In such cases ICICI Prudential can optfor descriptive advertisements how our solutions are better than the traditional business solutions.

BIBLIOGRPHAY WEBSITES : www.sbilife.com inwww.insuranceguide.com www.economictimes.com BOOKS : 1) HUMAN RESOURCE MANAGEMENT :

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SHASHI K. GUPTA 2) PERSONNEL MANAGEMENT : C. B. MAMORIAL JOURNALS & ARTICLES : 1) IRDA JOURNAL 2) BROUCHERS & REPORTS OF COMPANY

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