Project Report (Rec.)

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A STUDY OF RECRIUTMENT AND SELECTION PROCESS OF FINANCIAL CONSULTANT A SUMMER TRAINING REPORT SUBMITTED IN FULFILLMENT OF THE REQUIREMENT FOR THE AWARE OF THE DEGREE OF MASTERS OF BUSINESS
ADMINISTRATION
submitted to
MISS DALJEET KAUR
submitted by
MOHD MURTUZA MALIK M.B.A 4TH Roll No:-95272239399
DEPARTMENT OF MANAGMENT PUNJAB TECHNICAL UNIVERSITY JALANDHAR PUNJAB

St. Soldier Management And technical Institute jalandhar
CERTIFICATE
This is to certify that the project report titled, A study of recruitment and selection process of financial consultant is a benefice work carried by a student of MBA 4th of our institute for the partial fulfillment of MBA degree of the PUNJAB TECHNICAL UNIVERSITY. HE has worked under our guidance and supervision.
M.DIVAKAR JOSHI (H.O.D)
DECLARATION
I hereby state that this project title A study of recruitment and selection process of financial consultant is a genuine work carried out entirely by myself, except otherwise mentioned, student of MBA 4th of ST.SOLDIER MANAGEMENT AND TECHNICAL INSTITUTE JALANDHAR in partial fulfillment of MBA degree of PUNJAB TECHNICAL UNIVERSITY. I have worked under the guidance and supervision of Mr. Nazir Ahmad And Ms Rehana
Mohd. Murtuza Malik
ACKNOWLEDGEMENT The period of summer training is the foundation to a successful carrier of every student. I am thankful to the management of Met Life insurance for giving me an opportunity to do my summer training in there esteemed organization. During this training period, I gained valuable knowledge and experience on a wide range of Human resource- related topics. Met life insurance poised to provide a cutting edge in developing the competency of its human resources. It has a friendly working environment and it provides opportunities to promising management trainees. This project is the outcome of the timeless efforts, inspiration and guidance of many. I would like to express my profound gratitude to Mr. NAZIR AHMAD, sales manager Met Life Insurance, Head office JAMMU AND KASHMIR, for his valuable guidance and precious time, without whose unending support, this project would never have been completed on time. I am also thankful to Mrs. REHANA, Mr. GULL MOHD DAR, HR officials of MetLife Insurance, JAMMU AND KASHMIR for cooperating with me by providing details about recruitment and selection policies. I sincerely thank Dr. AMARNATH, Director of ST.SOLDIER MANAGEMENT AND TECHNICAL INSTITUTE JALANDHAR, and Mr. DEVAKAR JOSHI, my internal guide for there precious help and constant inspiration during my project and for reviewing my project from time to time. They steered me through this project with ease by making complicated concepts, crystal clear.I am highly obliged to MR. DEVAKAR JOSHI. of ST.SOLDIER MANAGEMENT AND TECHNICAL
INSTITUTE JALANDHARs and friends who brought to me the opportunity to work.
INDEX
S.NO
CONTENTS
PAGE NO
1. 2. 3. 4. 5. 6. 7. 8. 9.
INTRODUCTION COMPANY PROFILE OBJECTIVE REVIEW OF LITERATURE REASERCH METHADOLOGY DATA ANALYSIS & INTERPRETATION OBSERVATION & FINDINGS
07 12 19 22 32 39 53
SUGGESTION,RECOMMENDATION&CONCLUSION 57 QUESTIONNAIRE
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CHAPTER I Introduction to study
CHAPTER 1
INTRODUCTION TO THE STUDY:Introduction Problems Scope of Study Limitations
Introduction
My project is based on the concept related to tools that aid in the recruitment process of financial consultant. The topic of my project, Study of recruitment and selection process of financial consultant. Aim of my study is to analyze the process of recruitment of financial consultant in MetLife insurance. The purpose of my project was to improve the process of recruitment of financial consultant. The research includes preparing job descriptions, designing tools for evaluation, developing tools for data analysis and recruitment. The process of recruitment of financial consultant in MetLife insurance is year long process in which efficient persons are recruited. The purpose of recruitment is to attract the quantity and quality of personnel needed. It is done in order to fill the gap between current personnel and forecasted personnel needs. Recruitment ought to be done from external supply but the gap can be filled through internal means (transfer, promotion, development or improved utilization). In order to decide the recruitment policy, procedures, plans, etc, human resource planning is needed. Recruitment involves job analysis, searching for potential candidates, creating a pool of such candidates and convincing these candidates to come over for interview. Recruitment and selection forms the most important part of human resource management. Selection is the process of checking whether an applicant meets the qualification of specific job and to choose the applicant who is most suitable to do the job by making him undergo several interviews and tests.
Importance of Recruitment in the field of Human Resource Management: Attract and encourage more and more candidates to apply in the organization.
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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. Increase the pool of job candidates at minimum cost.
Importance of Selection in the field of Human Resource Management: Selection helps to select individuals who possess the greatest degree of qualities required for effective job performance Through techniques such as interviews, tests, group discussion, etc. Only the crme among the candidates are selected. Through selection process the company obtains and assesses the information about the candidates needs and checks how well they match with the job profile. This is very important to know how satisfied the candidate will be with the job. Selection helps screen out the unsuitable candidates.
Scope of the Study:-
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Every research project, however small or large has to be significant. This project was limited to the recruitment and selection of the financial consultant for MetLife insurance India Ltd. And this study was limited to JAMMU AND KASHMIR city only. The study covers the Financial Consultant recruited, selected and placed by the MetLife insurance limited. During last one year 2007-2008. Limitations of the Study:-
The study was formulated and conducted under the following limitations: Time constraint was major limitation for me. The time duration for the project was limited to 8 weeks, so a detail study was not possible. It was very difficult to over the entire recruitment and selection activity of the financial consultant of MetLife insurance ltd.
The study may suffer from biasness due to personal relationships to a certain extend. I have to put best of my ability in order to minimize the limitation by methods of counseling and have not detected any biasness during my intervention. Since, I have not completed the course on management studies, I feel handicapped by paucity of knowledge. Perhaps with more knowledge and time, this could have been carried out in a more professional way.
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CHAPTER II COMPANY PROFILE
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CHAPTER 2
COMPANY PROFILE
History: About MetLife Insurance Birth Of the Company Trade Marks Vision of MetLife Insurance Organizational Structure
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Company Profile
MetLife MetLife India Insurance Company Limited (MetLife) is an affiliate of MetLife, Inc. and was incorporated as a joint venture between MetLife International Holdings, Inc., The Jammu and Kashmir Bank, M. Pallonji and Co. Private Limited and other private investors. MetLife is one of the fastest growing life insurance companies in the country. It serves its customers by offering a range of innovative products to individuals and group customers at more than 600 locations through its bank partners and company-owned offices. MetLife has more than 32,000 Financial Advisors, who help customers achieve peace of mind across the length and breadth of the country. For more information about MetLife, please visit the companys website at www.metlife.co.in. MetLife, Inc., through its affiliates, reaches more than 70 million customers in the Americas, Asia Pacific and Europe. Affiliated companies, outside of India, include the number one life insurer in the United States (based on life insurance in force), with over 140 years of experience and relationships with more than 90 of the top one hundred FORTUNE 500 companies. The MetLife companies offer life insurance, annuities, automobile and home insurance, retail banking and other financial services to individuals, as well as group insurance, reinsurance and retirement and savings products and services to corporations and other institutions. Its first name stands for "metropolitan," but the company may be found in villages, towns, and huge cities coast-to-coast and then some. MetLife is one of the US's largest insurers; its flagship insurance subsidiary is Metropolitan Life Insurance Company. MetLife's Institutional segment offers group benefits products (life and disability
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insurance, retirement products, prepaid legal plans); its Individual segment offers consumers many of the same types of products, while its International segment offers the same to groups and individuals in the Asia/Pacific region, Europe, and Latin America.
MetLife Insurance Key Strengths:-
Financial Expertise:
As a joint venture of leading financial services group, Metropolitan Life Insurance Company and Banco Santander Central Hispano announced that an agreement has been reached that will restructure their insurance joint venture, Seguros Genesis, in Spain. As a vital channel for MetLifes products, they have tied up with some leading banks and financial institutions as business partners. These serve as interface between their customers and us, to aid us in understanding their unique needs and aspirations. J & K Bank Axis Bank Karnataka Bank
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Range of Solutions:
They have a range of individual and group solutions, which can be easily customized to specific needs. Their group solutions have been designed to offer you complete flexibility combined with a low charging structure.
MetLife offers a range of employee/member benefit solutions: Protection Products Met Loan Assure Met Group Life Met Group Life in lieu of EDLI Met Group Riders Fund Products Met Gratuity
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Track record as far:
Financial Highlights Fiscal Year End: Revenue (2007): Revenue Growth (1 yr): Employees (2007): Employee Growth (1 yr): December 53007.00 M 9.50% 49,000 4.30%
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ORGANISATION STRUCTURE OF METLIFE INSURANCE
CEO
DIRECTORS
REGIONAL MANAGERS ZONAL MANAGERS
BRANCH MANAGERS
FINANCE MANAGERS FINANCE EXECUTIV E
SALES MANAGERS ASSISTANT SALES MANAGER FINANCIAL CONSULTANT
ADMINISTRATI ON AND HR MANAGERS ADMINISTRATIO N AND HR EXECUTIVES
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CHAPTER III OBJECTIVES
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CHAPTER 3
OBJECTIVES OF THE STUDY
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Objectives of the Study
1) To study the concept of recruitment and selection activities in depth.
2) To study the recruitment and selection process carried out at MetLife insurance for financial consultant.
3) To identify the drawbacks, if any, in the recruitment and selection process at MetLife insurance.
4) To provide effective solutions to remove the drawbacks and make the system more effective.
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CHAPTER IV REVIEW OF LITERATURE
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CHAPTER 4
REVIEW OF LITERATURE
RECRUITMENT WHAT IT IS? Importance of recruitment Need for basic purpose of recruitment and selection Conclusion
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REVIEW OF LITERATURE
Recruitment: Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within an organization. Though individuals can undertake individual components of the recruitment process, mid- and large-size organizations generally retain professional recruiters. These are the main recruiting stages. Sourcing Sourcing involves: 1) advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) Recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done in #1. This initial research for so-called passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened (see below).
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Screening & selection Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through resumes, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. In some countries, employers are legally mandated to provide equal opportunity in hiring. On boarding A well-planned introduction helps new employees become fully operational quickly and is often integrated with the recruitment process Advantages of Recruitment 1. The company would have more expertise available to it. 2. It can assure broad uniformity among human resource of various areas in respect to education, skill, knowledge, etc. 3. It would facilitate interchangeably of staff among various units. 4. It enables line of managers of various units to concentrate on their operational activities by relieving them of recruitment functions. 5. It ensures the most effective and suitable placement to candidates. 6. The organization gets the most suitable candidates as well as it is well aware of the jobs regarding cultural, traditional, family background aspects, local factors, etc. 7. Organizations can recruit candidates as and when they require.
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8. The units enjoy the freedom in finding out, developing the sources, in selecting and employing the techniques to stimulate the candidates. 9. The units would relatively enjoy the advantage about the availability of the in formation, control and feedback and various functions/process of recruitment.
Factors Affecting Recruitment Process: All organizations, whether large or small, do engage in recruitment activity, though not to the same extent. This differs with: The size of the organization. The employment conditions in the community where the organization is located. The effect of the past recruiting efforts which show the organization ability to locate and keep the good performing people. Working condition and salary and the benefit packages offered by the organization, this may influence turnover and necessitate future recruiting. The level of seasonality of operation and future expansion and production programmers and cultural, economies and legal factors.
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RECRUITMENT PROCESS
Selection The selection procedure is concerned with securing relevant information about an applicant. The objective of selection process is to determine whether an applicant meets the qualifications for a specific job and to choose the applicant who is most likely to perform well in that job. The selection procedure is the system of functions and device adopted in a given company to ascertain whether the candidates specifications are matched with the job specifications and requirements or not. Selection is long process commencing from the initial interview and concluding with the final employment decision. There is no short cut to an accurate evaluation of a candidate. The hiring procedures are therefore, long and complicated. Importance of Selection: Selection through various techniques that are reliable and proper ensures a better choice of employee. Systematic and well planned selection helps an organization to drive certain following advantages which may clear the importance of selection. It becomes possible for an organization to build a desirable culture and norms in the organization through proper selection of newcomers. The employee get satisfied when they feel their capabilities, skills, etc are properly utilized when selection is done through internal sources. Right candidate at the right place helps to increase productivity and reduce the cost of production and make organization successful. It influences the shape of an organizations future.
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Proper selection facilitates optimum use of available resources- both the physical as well as human resources. When proper candidates are selected, various resources are handled and utilized properly. Proper selection makes proper placement. This result in job satisfaction and improved morale of the employees. Employees feel a sense of responsibility towards their organization Proper selection helps reduce the labor turnover. When candidates are selected properly, they may get adjusted easily to the new environment in an organization and hence, do not wish to leave it. Selecting The Right Employees Is Important For The Following Reasons: Employees with the right skills and attributes will do a better job for you and the company. Employees without these skills, who are abrasive or obstructionists wont perform effectively. Your own performance and the companies performance will suffer. The time to screen out undesireable is before they are in the door and not after. It is important because its costly to recruit and hire employees It is important because of the legal implications of incompetent hirings.Courts will find employers liable when employees are discover to have criminal records or other problems. Lawyers will call hiring workers with such background, negligent hiring
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SELECTIONPROCESS
POOL OF CANDIDATE FORMED THROUGH RECRUITMENT
SCREENING INTERVIEW
VARIOUS APPTITUDE TESTS AND OTHER
GROUP DISCUSSIONS
MEDICAL TESTS
CHECKING REFERENCES
FINAL INTERVIEW BY SUPERVISOR OR MANAGER SELECTION OF CANDIDATE
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Difference between recruitment and selection process. Recruitment is the process of searching for respective and it helps to create a pool of applicants from which certain required number is selected while as selection is the process of choosing the most suitable candidates, from those who apply for the job. It is a process of offering jobs to desired candidates. Recruitment precedes selection while as selection follows recruitment. Recruitment is a positive activity while as selection is a negative activity. Specification of job requirements, identification of target population, etc. are the steps involved in recruitment process while as screening interviews, aptitude tests, medical checking, reference checking, etc are the steps involved in selection process. For Recruitment, internal and external sources are available for target population while as selection of the candidates is done from the target population. The main aim of Recruitment is to attract as many candidates as possible while as the main aim of selection is to select the most suitable candidates amongst the applicant. Recruitment is a less time consuming process compared to selection. Recruitment is less expensive compared to selection. Recruitment is more objective in nature while as selection is subjective as there can be favoritism and bias in selecting the candidates.
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RECRUTMENT AND SELECTION PROCESS
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CHAPTER V RESEACH METHODOLOGY
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CHAPTER 5
RESEARCH METHODOLOGY
Theories Of Research Methodology Research Methodology of My Study
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RESEARCH METHODOLOGY
The Theory of Research Methodology

It is a scientific and systematic search for pertinent information on specific topic. Research comprises defining and redefining problems, formulating hypothesis or suggested solutions, collecting, organizing and evaluating data, making deductions and making conclusions and at last carefully testing a conclusions to determine whether they fit the formulating hypothesis
Meaning of Research Methodology Research methodology is ways to systemetically solve the research problem. It may be understood as a science of studying how research is done systematically. In simple words, all those methods that are used by the researchers during the course of study his research problems are termed as Research methodology. Research Process Before embarking on the details of Research methodology and Research techniques, it seems appropriate to present a brief overview of the research process. A research process consists of series of actions or steps necessary to carry out research and the desired sequencing of these steps.
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THE RESEARCH METHODOLOGY OF MY PROJECT DATA COLLECTION Sources of Data The required primary data was collected through recruitment forms distributed. Primary data was also collected through informal talks with the officers and an executive of departments also helps to form a clear picture about the recruitment activity of the office. Method Used for Data Collection There are two types of data used for research purpose 1. Primary Data Primary data is that data which is collected directly from people and organizations via questionnaires or surveys.The primary data available to me was in the form of: Questionnaire Employees already working Observation method 2. Secondary DataSecondary data is that data which is already available from different sources like internet job portals, newspaper ads, company manuals and books.
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TYPE OF RESEARCH The primary aim of this research was to identify the recruitment activity \of the MetLife Insurance. The type of research conducted in this regards was analytical and descriptive by nature. Descriptive research is characterized by a preplanned and structured research design. For this type of research sufficient time and care had to be implied for framing the research tools, the type of data to be collected and procedures to be used for this purpose. RESEARCH APPROACH Depending on the nature of the study, the approach for the collection of the data was field survey as per the objective of the study required to study the targeted respondents and elicit their response, which would be fairly representative of the targeted population.
Boundary of Study:The study was conducted within the premises of MetLife insurance Ltd. Maulana Azad College Road branch at JAMMU AND KASHMIR city. The study was to identify the recruitment process.
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Sample: Sample is the size of population on which you have done your survey. The sample size in my project were 93. The Research Problems The main aim or objective of this project is to gain in-depth knowledge about the recruitment and selection process by studying the various recruitment and selection procedures of MetLife Insurance to recruit Financial Consultant Research Design: Research Design aims at data collection and analysis methods to combine relevance to the research purpose with economy in procedure. The main objective of undertaking this project was to study the recruitment and selection procedures that are carried out at MetLife Insurance. Recruitment enables an organization to find out the right kind of candidates who will fulfill their expectations and prove an asset to the organization.
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Flow Chart of Research Process
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CHAPTERVI DATA ANALYSIS AND INTERPRETATION
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CHAPTER 6
DATA ANALYSIS AND INTERPRETATION
Theories Of Analysis Overall ANALYSIS AND INTERPRETATION Individual ANALYSIS AND INTERPRETATION
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DATA ANALYSIS
Data analysis and interpretation is a process by which one analysis the data that has collected during the project period so that he is able to reach a conclusion to the desired project. The process of data analysis and inter operation is done in form of tables and charts. I had to find out the success factor of the sources of recruitment by studying how many candidates from each sources turned up. The data analysis and interpretation was done by questionnaire which was filled by the Financial Consultant who had joined Met Life Insurance ltd. The purpose behind this questionnaire is to know the view of the employees in respect of recruitment process in the company. While conducting this survey, I find out how the companys employees thought about the recruitment process prevailing at Met Life Insurance ltd. I really appreciate the fact they were frank at giving their views. It takes me feel that my questionnaire is a true representation of their views.
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Data Analysis and Interpretation:

In order to analysis and inter operation of the data to find out the data which would be useful for the analysis of my project, I have undergoing analysis of the data. Firstly, I have attempted to find out the best source of Recruitment. Secondly, I prepared a questionnaire and gave it to a number of people randomly selected among the Financial Consultant who had joined in the past year in order to know their opinion about the current Recruitment and Selection process carried out at Met Life insurance. The questions that were present in the questionnaire are analyzed in form of table and chart as under:
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Table 1: Reference used by the Financial Consultant Referen ce Used Number of Employe es 10 7 10 3 18 4 Newspaper Inter s net Employee Reference Walk Tele-in calling Oth ers
Data Analysis Q1 How did you find about the job?
10%
17%
internet employee reference walk-in tele-calling others
42% 7%
24%
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Interpretation
From the above chart it is clear that maximum of the recruitment was done by the help of tele-calling. Rest of the recruitment was done by the rest categories. Table 2: Status of Financial Consultant undergone written test:
Financial Consultant undergone written test Yes No
Number of Employees
31
21
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Data Analysis:
Q2 Have you given written test?
38% Yes No 62%
Interpretation According to the survey maximum of the Financial Consultant have gone under any sort of written test i.e. they have gone only through verbal interview. Table 3: Interview rounds an Financial Consultant undergoes through. No. Of Rounds Number of Employees 5 35 10 2 1 2 3 More
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Data Analysis:
Q3 Have many round of interview did you gone through?
4% 19%
10%
1 2 3 more
67%
Interpretation According to the survey, it was found that maximum percentage of employee have gone through two rounds of interview. Table 4: Duration for communicating interview results Interview results communic ated Number of Employee s 17 27 2 6 Same day One day Two day More than two days
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Data Analysis: Q4 when were you informed about interview results?
12% 4% 33% Same day One day Two day More than two days 51%
Interpretation
According to the survey, it is clear that maximum number of Financial Consultant were informed on the next day and were informed on the same day while a few were informed either after two days. Table 5: Total duration of recruitment process More than 4-8 Duration Number of Employee s 15 23 12 2 1-3 days days 8-15 days 15 days
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Data Analysis: Q5 How many days did the selection procedure takes?
4% 23% 29% 1-3 days 4-8 days 8-15 days More than 15 days
44%
Interpretation Like mentioned earlier in the project that the selection procedure took a lot of time, so according to the survey, 44% of Financial Consultant got recruited during 4-8 days while 29% got recruited during 1-3 days. Table 6: Opinion of Financial Consultant about recruitment and selection process recruitment and selection process is fare Number of Financial Consultant 28 21 3 yes No Cant say
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Data Analysis: Q6 Do you think recruitment and selection procedure used by the company is biased?
6%
yes No 40% Cant say 54%
Interpretation According to the survey 54% say that the requirement process of MetLife Insurance is biased while 40% say no and rest didnt commit on it. Table 7: Opinion about methodology used in recruitment process recruitment and selection process is fare Number of Financial Consultant Data Analysis: Q7 what is your opinion about recruitment methodology used in the recruitment process?
Needs Effective Ineffective improvement
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50
21%
Effective Ineffective 8% 71% Needs improvement
Interpretation According to the survey 71% of the Financial Consultant that the methodology used in the recruitment process is effective and 21% say it needs improvement and rest say it is ineffective. Table 8: Current job status C. Accountant Hou or job status No. Of Financi al Consult ant 12 8 15 10 7 se F. Already a agent Unemplo yed Else
wife Consultant
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Data Analysis: Q8 What is your current job status?
13% 19%
house wife 23% C. accountant or F. Consultant Already a agent Unemployed Else
15% 30%
Interpretation
According to the survey 30% of the Financial Consultant are already agents and 23% are house wives, 15% are charted accountants or financial consultants while as 19% are unemployed and rest are related to other fields.
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Table 9: Rating for recruitment procedure Excel Rating No. Of Financia l Consulta nt Data Analysis: Q9 How would you rate the recruitment procedure? 9 21 20 2 lent Good Fair Bad
4%
17% Excelent Good Fair Unemployed 41%
38%
Interpretation According to the survey 41 of the Financial Consultant say that the recruitment procedure is good, 385 say its fair, while as 17% say it is excellent and rest of 4% say its bad.
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CHAPTER VII OBSERVATION & FINDINGS
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CHAPTER 7
OBSERVATIONS AND FINDINGS
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OBSERVATIONS AND FINDINGS

During my project in the MetLife Insurance Ltd, I observed various facts which could have a positive effect on the recruitment and selection process of financial consultant. Various observations and findings are mentioned as under: 1. It is being observed that half of the recruitment was done by the help of talecalling and rest of the recruitment was done by rest of the categories so there should be more emphasis on other categories. 2. According to the survey maximum of the Financial Consultant have gone through written test while rest has been selected only by verbal interview. 3. According to the survey, it was found that maximum percentage of employees have gone through two round of interview. 4. It was observed maximum no of Financial Consultant were informed on the next day and some were informed about the selection on the same day while few ware informed after two days. 5. Like mentioned earlier in the project that the selection procedure took some time so according to the survey , maximum of Financial Consultant got recruited during 4-8 days while as few got recruited during 1-3 days . 6. According to the survey maximum say that the recruitment process of Met Life Insurance is biased while as rest say no while as few didnt commented on it. 7. According to the survey maximum of the Financial Consultant that methodology used in the recruitment process is effective and rest say it needs improvement and few say it is ineffective. 8. According to the survey maximum of the Financial Consultant are already agents and some are house wives and few are Charter Accountants or
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Financial consultant few are unemployed and rest are related to other field so there is a vast marker for recruitment activity of financial consultant. 9. According to the survey maximum of the financial consultant say that the recruitment process is good, some say its fair while as few say it is excellent.
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CHAPTER VIII CONCLUSION & SUGGESTION
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CHAPTER 8
CONCLUSION & SUGGESTIONS
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CONCLUSION & SUGGESTIONS

The experience that I gained by working in Met Life Insurance was incredible. I learned lot of things which wrought be useful in my career. My experience at Met Life was of duration 2 months. These two months were great learning experience for me. I dealt with various aspects of HR and gained a lot of practical knowledge which will come in use for me when I start my professional career. As HR is a field which requires constant interaction with various types of people, I learned that each had to be handled carefully and appropriately. In these two months I developed very good interpersonal skills, which I never knew I possessed. During my project in Met Life some of the conclusions and suggestions that I think will have an effect in the recruitment and selection activity of the financial consultant are as under:
1. There should be an improved in the Human Resource department in Met Life as there are very few people to take care of HR in this branch.
2. Market should be targeted separately so that knowledge of Financial Consultant should be clear to common people.
3. There should be an improvement in the communication skills of the Financial Consultant with help of effective tools like group discussion presentation etc.
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4. Recruitment and selection procedure should be short as compared to prevailing time. 5. There was some sort of biased practice of recruitment in Met Life so they need to show improvement in recruitment activity of financial consultant so that continues its reputation its reputation in the market. 6. As maximum of the financial consultant recruited through tale-calling but it seems to be time consuming process, instead of that more emphasis should be made on effective advertisement in news papers and on internet sites.
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CHAPTER IX QUESTIONAIRE
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Questionnaire
Name: Address: Contact Number: Age: Sex: Educational Qualification: Designation: Work Experience: Working As:
Q1. How did you find about the job? Internet Employee Reference Walk-in Tele-Calling Others
Q2. Have you given written Test? Yes No
Q3. How many Interview rounds have you gone through? 1 2 3 more
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Q4. When were you informed about your interview results? Same Day One Day Two Day More than two days
Q5. How many days did the selection procedure take? 1-3 Days 4-8 Days 8-15 Days More than 15 Days
Q6. Do you think Recruitment and Selection procedure used by the company is baised? Yes No Can't Say
Q7. what is your opinion about the Recruitment Methodology used in the Recruitment process? Effective Ineffective Needs Improvement
Q8. What is your current job status?
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House Wife Charted Accountant or F. Already Agent Unemployed Else Consultant
Q9. How would you rate the Recruitment Procedure? Excellent Good Fair Bad

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1

DEPARTMENT OF MANAGMENT PUNJAB TECHNICAL UNIVERSITY JALANDHAR PUNJAB

M.DIVAKAR JOSHI (H.O.D)

St. Soldier Management And technical Institute jalandhar

Mohd. Murtuza Malik

St. Soldier Management And technical Institute jalandhar

INSTITUTE JALANDHARs and friends who brought to me the opportunity to work.

St. Soldier Management And technical Institute jalandhar

St. Soldier Management And technical Institute jalandhar

CHAPTER I Introduction to study

St. Soldier Management And technical Institute jalandhar

St. Soldier Management And technical Institute jalandhar

INTRODUCTION TO THE STUDY:Introduction Problems Scope of Study Limitations

St. Soldier Management And technical Institute jalandhar

Scope of the Study:-

St. Soldier Management And technical Institute jalandhar

St. Soldier Management And technical Institute jalandhar

CHAPTER II COMPANY PROFILE

St. Soldier Management And technical Institute jalandhar

St. Soldier Management And technical Institute jalandhar

MetLife Insurance Key Strengths:-

St. Soldier Management And technical Institute jalandhar

St. Soldier Management And technical Institute jalandhar

Track record as far:

St. Soldier Management And technical Institute jalandhar

ORGANISATION STRUCTURE OF METLIFE INSURANCE

REGIONAL MANAGERS ZONAL MANAGERS

FINANCE MANAGERS FINANCE EXECUTIV E

SALES MANAGERS ASSISTANT SALES MANAGER FINANCIAL CONSULTANT

ADMINISTRATI ON AND HR MANAGERS ADMINISTRATIO N AND HR EXECUTIVES

St. Soldier Management And technical Institute jalandhar

CHAPTER III OBJECTIVES

St. Soldier Management And technical Institute jalandhar

OBJECTIVES OF THE STUDY

St. Soldier Management And technical Institute jalandhar

Objectives of the Study

1) To study the concept of recruitment and selection activities in depth.

St. Soldier Management And technical Institute jalandhar

CHAPTER IV REVIEW OF LITERATURE

St. Soldier Management And technical Institute jalandhar

St. Soldier Management And technical Institute jalandhar

St. Soldier Management And technical Institute jalandhar

St. Soldier Management And technical Institute jalandhar

St. Soldier Management And technical Institute jalandhar

St. Soldier Management And technical Institute jalandhar

St. Soldier Management And technical Institute jalandhar

VARIOUS APPTITUDE TESTS AND OTHER

FINAL INTERVIEW BY SUPERVISOR OR MANAGER SELECTION OF CANDIDATE

St. Soldier Management And technical Institute jalandhar

St. Soldier Management And technical Institute jalandhar

RECRUTMENT AND SELECTION PROCESS

St. Soldier Management And technical Institute jalandhar

CHAPTER V RESEACH METHODOLOGY

St. Soldier Management And technical Institute jalandhar

St. Soldier Management And technical Institute jalandhar

The Theory of Research Methodology

St. Soldier Management And technical Institute jalandhar

St. Soldier Management And technical Institute jalandhar

St. Soldier Management And technical Institute jalandhar

St. Soldier Management And technical Institute jalandhar

Flow Chart of Research Process

St. Soldier Management And technical Institute jalandhar