Académique Documents
Professionnel Documents
Culture Documents
“It is the phase of management which deals with the effective control and use of
“Its objective is to understand what has happened and is happening and to be prepared
for what will happen in the area of the working relationships between the managers and
the managed.”
HRM may be defined as the organized function of planning for human resource need
to fill those needs. The HRM process is an on going function that aims to keep the
organization supplied with the right person, in the right position, in the right time. The
Staffing.
Performance appraisal.
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Compensation.
Human resource activities like selection, promotion and placement come into focus
when there is high demand for the supply of man power in the organization.
Consecutively, efforts are made to match the available man power with organizations
needs. When the supply of human resource is low and the demand is high, a different
emphasis is required.
The company can go in for internal promotions and should place special emphasis
on training and development to enlarge and improve the internal pool of man power.
However, this takes time and planning. Recruitment is another option. When there is
high demand for man power within the enterprise, it is likely that there is high demand
for such man power in external environment as well. Therefore, it is essential that the
already employed by the enterprise, and also for recruiting new man power.
Managers are responsible for optimizing of the resource available to them like
material, capital and human when it comes to managing people, however, all managers
Staffing.
Retention.
Development.
Adjustment.
2
Managing change.
However these activities can be carried out by the individuals, work team, or large
organizational unit level. Sometimes they are initiated by the organization and
sometimes they are initiated by the individuals or work team whatever the case, the
responsibilities for carrying out these activities are highly inter related. Together these
The objective of human resource is to maximize the return on investment from the
human resource manager to conduct these activities in an effective, legal, fair and
2. Hiring process.
4. Promotion.
5. Redundancy.
3
RECRUITMENT
bringing together prospective employees and employers with view to stimulate and
encourage the former to apply for a job with the later. The purpose of recruitment is to
prepare an inventory of people who meet the criteria laid down in the job specifications
so that the organization may choose those who are found most suitable for the positions
vacant.
RECRUITMENT PROCESS:
Job analysis.
Sourcing.
On boarding.
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Job analysis
captured in a job description and provides the recruitment effort with the boundaries
and objectives of the search. Many times a company will have job descriptions that
represent a historical collection of tasks performed in the past. These job descriptions
requirements. Starting recruitment with an accurate job analysis and job description
insures the recruitment effort starts off on a proper track for success.
Sourcing
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
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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.
Other resume screening criteria may include length of service, job titles and length of
time at a job. In some countries, employers are legally mandated to provide equal
agencies to automate the testing process. Many recruiters and agencies are using an
applicant tracking system to perform many of the filtering tasks, along with software
On boarding: "On boarding" is a term which describes the process of helping new
introduction helps new employees become fully operational quickly and is often
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recruitment process for retention purposes. Many companies have on boarding
campaigns in hopes to retain top talent that is new to the company, campaigns may last
1. Recruitment policy.
2. Recruitment organization.
3. Manpower forecasting.
4. Sources of recruitment.
1. RECRUITMENT POLICY:
• Organizational objectives.
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• The cost of recruitment and financial implementations of the same.
2. RECRUITMENT ORGANISATION:
furnished and have good ambience. It should have facilities to store employee data in
electronic form and retrieve at any wanted time. The functions of this office are:
• Testing.
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• Conducting physical examination.
• Record keeping.
3. MANPOWER FORECASTING:
• Receiving employee indent from line staff which contains vacant positions,
departments.
• Finally, authorizing the proposed recruitment with job specifications and salary
details.
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4. SOURCES OF RECRUITMENT:
INTERNAL SOURCE:
Advantages:
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• Provides opportunities for promotion within the business can be motivated.
Disadvantages:
• Inbreeding.
• Talented persons might not get the opportunity as seniority is considered for
promotion.
EXTERNAL SOURCE:
• Campus recruitment.
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• Private employment agencies/ consultants.
• Professional associations.
• Data bank.
• Casual applicants.
• Similar organization.
• Trade unions.
• Walk-in
• Consult-in.
Advantages:
• This will be economical in long run as potential people will be placed in the
jobs.
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Disadvantages:
• Longer process.
• Selection process may not be effective enough to reveal the best candidates.
RECRUITMENT METHODS:
1. Job centers:
These are paid for by the government and are responsible for helping the
unemployed find jobs or get training. They also provide a service for businesses
2. Job advertisements:
They can be found in many places (local and national newspapers, notice
relating to the job (job title, pay package, location, job description, how to
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will depend on the cost of advertising and the coverage needed (i.e. how far
3. Recruitment agency:
can sometimes be referred to as ‘head-hunters’. They work for a fee and often
teacher recruitment
4. Personal recommendation:
5. Campus method:
6. Job centers:
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Job centers often specialize in recruitment for specific sectors. They
usually provide a shortlist of candidates based on the people registered with the
7. Head hunting:
8. Advertisements:
•Newspaper
Company can buy data from job websites for a week or a month to
search candidates.
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This method often refers to as ‘word of mouth’ and can be a
OBJECTIVES OF RECRUITMENT:
To attract people with multi-dimensional skills and experience thus suits the
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To develop an organizational culture that attracts competent people of the
company.
To search or head hunt/ head pouch people whose skills fit the company’s
values.
To search for talent globally and not just within the company.
Insurance.”
17
STATEMENT OF PROBLEM: At HDFC Standard Life Insurance, the topic as
The selection of the topic was in order to know how do these companies generates
business through THE FINANCIAL CONSULTANTS and to know what is the criteria
Some criteria:
company who have their own relations and personal contacts among common
public that they use to generate business through. Company has certain criteria to
CONCEPTUAL DEFINITIONS:
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GENERAL INSURANCE:
A contract in which one party agrees to pay for another part’s financial loss
resulting from a specific event (for example, a collision, theft, or storm damage). Lease
agreement generally requires that you maintain vehicle collision and comprehensive
insurance as well as liability insurance for bodily injury and property damage.
LIFE INSURANCE:
certain sums of money, called premiums, to create a pool of money which will
guarantee that the individuals will be compensated for losses caused by events such as
19
Benefits of Insurance:
company as: -
Encourage savings.
Tax rebate.
and child.
investments.
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• To offer suggestions based on findings.
ADVANTAGES:
a rewarding career
Flexible work timings – You can work whenever you like. You can
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Certificate by IRDA- You will get world class training free of cost and
The study is based on survey technique. The study consists of analysis of recruitment
procedure of HDFC standard life. For the purpose of the study 50 candidates were
SOURCES OF DATA:
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SAMPLING PLAN:
Since it is not possible to study whole universe, it becomes necessary to take sample
Sampling size: A sample of 50candidates of HDFC standard life was chosen for
the purpose of the study. Sample considers of student, regular employee and job
seekers.
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sampling was chosen for the study.
LIMITATIONS
Every work has its own limitation. Limitations are extent to which the process should
Mindset of people may vary depending upon their age, gender, income etc.
People mind set about the survey was an obstacle in acquiring complete
Respondents were very busy in their schedule. So it was very time taken in
every
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OVERVIEW OF THE CHAPTER SCHEME
CHAPTER 1: INTRODUCTION
methods, objectives.
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Origin of the organization, business objectives, life insurance, incorporation of
CHAPTER 8: BIBLIOGRAPHY
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ORIGIN OF THE ORGANISATION: HDFC was incorporated in1977
housing needs. HDFC was promoted with an initial share capital of Rs. 100
million.
ABOUT HDFC:
• HDFC is India’s leading housing finance institution and has helped build more
• Rated ‘AAA’ by CRISIL and ICRA for the 10th consecutive year.
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• Stable and experienced management.
• Awarded The Economic Times Corporate Citizen of the year Award for its
Awards.
Business objectives:
GROUP COMPANIES:
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o HDFC Bank.
o HDFC Securities.
Company Ltd. is one of India's leading private insurance companies, which offers a
range of individual and group insurance solutions. It is a joint venture between Housing
finance institution and a Group Company of the Standard Life, UK. HDFC as on
March 31, 2007 holds 81.9 per cent of equity in the joint venture.
• The Standard Life group has been looking after the financial needs of
billion in assets
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• It is a leading pensions provider in the UK, and is rated by Standard &
Moody's
• Standard Life was awarded the 'Best Pension Provider' in 2004, 2005 and
2006 at the Money Marketing Awards, and it was voted a 5 star life and
pension’s provider at the Financial Adviser Service Awards for the last 10 years
running. The '5 Star' accolade has also been awarded to Standard Life
Investments for the last 10 years, and to Standard Life Bank since its inception in
1998. Standard Life Bank was awarded the 'Best Flexible Mortgage Lender' at
• Its business operates within six areas: UK Life & pensions, Bank,
THE PARTNERSHIP:
HDFC and standard life insurance first came together for a possible joint
venture, to enter life insurance market, in January 1995. It was clear from the
outset both companies shared values and beliefs and a strong relationship quickly
formed. In October 1995 the companies signed a 3-year joint venture agreement.
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Around this time standard life purchased a 5% stake in HDF, further
The next three years were filled with uncertainty, due to changes in
government and ongoing delays in getting the IRDA (Insurance Regulatory and
In October 1998, the joint venture agreement was renewed and additional
resource made available. Around this time standard life purchased 2%of
started to use the services of the HDFC Treasury department to advise them upon
Towards the end of 1999, the opening of the market looked very
promising and both companies agreed the time was right to moves the operation
to the next level. Therefore in January 2000 an export team from the UK joined
pocked team from HDFC to r\from the core project team, based in Mumbai.
Around this time standard life purchased a further 5% stake in HDFC and 5%
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In a further development standard life agreed to participates in the Asset
Management Company promoted by HDFC to enter the mutual fund market. The
The company was incorporated on 14th August 2000 under the name of
far back as October 1995, was to be first private company to re-enter the life
insurance market in India. On the 23rd of October 2000, this ambition was
realized when HDFC Standard Life Insurance was the only life company to be
HDFC are the main shareholders HDFC Standard Life, with 81.4%while
standard Life owns 18.6% Given Standard Life’s existing investment in the
HDFC and standard life have a long and relationship built upon shared
values and trust. The ambition of HDFC Standard Life is to mirror the success of
the parent companies and be the yardstick by which all other insurance
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group insurance solutions. It is a joint venture between Housing Development
institution and a Group Company of the Standard Life Plc, UK. As on February
28, 2009 HDFC Ltd. Holds 72.43% and Standard Life (Mauritius Holding) 2006,
Ltd. holds 26.00% of equity in the joint venture, while the rest is held by others.
KEY STRENGTHS:
groups, HDFC Standard Life has the financial expertise required to manage your
solutions, which can be easily customized to specific needs. Our group solutions
have been designed to offer you complete flexibility combined with a low
charging structure.
Our Vision: 'The most successful and admired life insurance company,
which means that we are the most trusted company, the easiest to deal with, offer
the best value for money, and set the standards in the industry'.
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Our Values while we work:
Integrity
Innovation
Customer centric
Team –work
PRODUCTPROFILE:
HDFC offers products as per the life stages of the customers and their respective
needs.
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Your insurance need will change as your life does, from starting to work to
enjoying your golden years and all the stages in between. Each one of these stages may
pose a different insurance need/cover for you. In this section, we have drawn up the
basic life stages and help you analyze various insurance needs accordingly.
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INDIVIDUAL PRODUCT:
We at HDFC Standard Life realize that not everyone has the same kind of
needs. Keeping this in mind, we have a varied range of Products that you can
choose from to suit all your needs. These will help secure your future as well as
PROTECTION PLANS:
You can protect your family against the loss of your income or the burden
• Assurance Plan
INVESTMENT PLANS:
Our investment products are well suited to meet your long-term needs.
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PENSION PLANS:
Our Pension Plans help you secure your financial independence even after
retirement.
Our Immediate Annuity plan will aid you in receiving income post retirement and
SAVINGS PLAN:
Our Savings Plans offer you flexible options to build savings for your future
needs such as buying a dream home or fulfilling your children’s immediate and
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• Endowment Assurance Plan
• Children's Plan
HEALTH PLANS:
Our health plans provides you with timely support in case of any health related
emergencies and helps you and your family to remain financially independent in
difficult times
GROUP PRODUCTS:
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HDFC Standard Life has the most comprehensive list of products for progressive
employers who wish to provide the best and most innovative employee benefit
employers ranging from term insurance plans for pure protection to voluntary
We now offer the following group products to our esteemed corporate clients
SOCIAL PRODUCT:
members of a Development Agency for a term of one year. On the death of any
member of the group insured during the year of cover, a lump sum is paid to that
OTHER PRODUCTS:
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• Rural products
• Tax benefits
PRODUCT ANALYSIS:
You have given your family the very best. And there is no reason why
they shouldn't get the very best in the future too. As a judicious family man, your
priority is to secure the well-being of those who depend on you. Not just for
today, but also in the long term. More importantly, you have to guard your loved
ones against any eventuality. How will they sustain their way of life, so lovingly
With our HDFC Endowment Assurance Plan, you can ensure that your
family remains financially independent, even if you are not around. You can
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• Valuable protection to your family by way of lump sum payment in case
• Lump sum payment (basic Sum Assured plus any bonus additions) on
policy-holder. You have given your family the very best. And there is no reason
why they should not get the very best in the future too. With HDFC Unit Linked
Endowment plus II, you can ensure that your family remains financially
independent, even if you are not around. You can ensure that they live a life of
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Children’s plan:
As a parent, your priority is your child's future and being able to meet
even a modest wedding is expensive. Costs are increasing fast. Just imagine how
much you'll need when your child takes these important steps in life!
Plan today to ensure a bright future for your child. Start building savings
So that your child is able to lead a life of respect and dignity with a
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Unit linked young star plan:
As a parent, your priority is your children’s future and being able to meet
fast. Just imagine how much you will need when your children take these
Plan today to ensure a bright future for your children. Start building
savings today with our HDFC Unit Linked Young Star Champion so that your
child is able to lead a life of respect and dignity with a secured financial future.
will do!
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Money Back Plan:
You have always believed in living life on your own terms. So why let the
changing realities of everyday life overwhelm you and make your aspirations
take a back seat? You can plan now to ensure that you have the necessary funds
The HDFC Money Back Plan is a ‘With Profit’ Plan that gives you:
year intervals within the policy term (see the table given below) an ideal
The well-informed rightly said and proves how important investments are
in today’s date and age. The question that we all fear is – What about the risks
attached?
HDFC Standard Life Insurance brings to you a safe investment plan that
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HDFC Single Premium Whole of Life Insurance Plan is a tailor-made plan well
suited to meet your long-term investment needs. This participating plan offers
money
participating (‘With Profits’) insurance plan will pay your family the Sum
help secure your family's financial needs. The plan does this by providing a lump
sum to the family of the life assured in case of death or critical illness (if option is
chosen) of the life assured during the term of the contract. One can choose the
lump sum that would replace the income lost to one's family in the unfortunate
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Loan Cover Term Assurance Plan:
This Plan provides a lump sum on the unfortunate death of the life
assured within the policy term. If you are taking a loan to buy a house for your
family, this plan can help you ensure that life's uncertainties do not affect their
shelter. It is an affordable plan that has been designed to help your family repay
Future:
resource mobilization as wall its lending programmed. This renders it more than
capable to meet the new challenges that have emerged. Over the years, HDFC has
hopes of capitalize on this loyal and satisfied client base for future growth.
some of the best institutions in the world, for providing specialized financial
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TABLE 1:
1. 18 - 24 30 60%
2. 25 - 35 10 20%
3. 35 - 40 5 10%
Total 50 100%
ANALYSIS:
years, 10% are aged between 35 – 40 and 10% are of 40 years and above.
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GRAPH 1:
INTERPRETATION:
From the above table and graph it’s understood that majority, i.e. 60%, are between
18 – 24 years and very less respondents, i.e. 10% of them are between 35-40 years &
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TABLE 2:
1. Female 20 40%
2. Male 30 60%
Total 50 100%
ANALYSIS:
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GRAPH 2:
INTERPRETATION:
From the above table and graph it can be understood that majority of respondents are
male.
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TABLE 3:
2. Graduation 10 20%
3. PG 5 10%
Total 50 100%
ANALYSIS:
Out of 50 respondents 50% of them are qualified with 2nd PUC, 20% are graduates,
10% are post graduates and 20% are qualified with others including 2nd PUC.
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GRAPH 3:
INTERPRETATION:
From the above table and graph it can be understood that majority are qualified with 2 nd
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TABLE 4
1. Student 25 50%
2. Professional/agent 15 30%
3. Housewife 5 10%
4. Retired 5 10%
Total 50 100%
ANALYSIS:
Out of 50 respondents 50% of them are students, 30% are professional/ agents, 10% are
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GRAPH 4:
INTERPRETATION:
From the above table and graph it can be understood that majority of the respondents,
i.e. 50% are students and housewives and retired respondents form less and equal
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TABLE 5:
1. Yes 25 50%
2. No 25 50%
Total 50 100%
ANALYSIS:
Out of 50 respondents 50% of them are pursuing additional course and 50% of them
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GRAPH 5:
INTERPRETATION:
From the above table and graph 50% of the respondents are pursuing other courses/
programs.
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TABLE 6
1. Yes 35 70%
2. No 15 30%
Total 50 100%
ANALYSIS:
Out of 50 respondents 70% of them knew about HDFCSLIC and 30% of them dint
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GRAPH 6:
INTERPRETATION:
From the above table and graph majority, i.e. 70% of the respondents knew about
HDFCSLIC.
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TABLE 7:
Table showing how the respondents got to know about the job in HDFC SLIC.
2. Internet 10 20%
3. Agency 5 10%
4. others 30 60%
Total 50 100%
ANALYSIS:
Out of 50 respondents 10% of the respondents got to know about HDFC SLIC through
ads in news paper, 20% through internet, 10% through agency and 60% through other
sources.
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GRAPH 7:
Graph showing how the respondents got to know about the job in HDFC SLIC.
INTERPRETATION:
From the above table and graph majority, i.e. 60% of the respondents got to know
about HDFCSLIC through other sources and 10% each trough agency and ads in
newspaper.
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TABLE 8:
4. No idea 20 40%
Total 50 100%
ANALYSIS:
Out of 50 respondents 20% think insurance sector is hard and lucrative, 30% think it is
hard but not rewarding, 10% think it is smooth and rewarding and 40% have no idea
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GRAPH 8:
INTERPRETATION:
From the above table and graph majority, i.e. 40% of them have no idea about the
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TABLE 9
1. Yes 5 10%
2. No 45 90%
Total 50 100%
ANALYSIS:
Out of 50 respondents 10% of them hold license from other company and 90% of them
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GRAPH 9:
INTERPRETATION:
From the above table and graph majority, i.e. 90% of the respondents do not hold
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TABLE 10:
2. Location 10 20%
4. others 15 30%
total 50 100%
ANALYSIS:
Out of 50 respondents 10% of them chose HDFCSLIC for its pay scale, 20% for its
location, 40% for working hours and 30% for other reasons.
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GRAPH 10:
INTERPRETATION:
From the above table and graph majority, i.e. 40% of the respondents chose
HDFCSLIC for its working hours and only 10% of them chose for its pay scale.
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TABLE 11:
Total 50 100%
ANALYSIS:
Out of 50 respondents 80% of them prefer part time job and 20% of them prefer full
time job.
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GRAPH 11:
INTERPRETATION:
From the above table and graph it is understood that majority of the respondents, i.e.
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TABLE 12:
Table showing the respondents’ reasons for preferring part time job.
4. Others 12 30%
Total 40 100%
ANALYSIS:
Out of 40 part time job seekers 10% prefer part time as they are working elsewhere,
40% as they are studying or planning to pursue other course, 20% for more income and
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GRAPH 12:
Graph showing the respondents’ reasons for preferring part time job.
INTERPRETATION:
From the above table and graph majority, i.e. 40% prefer part time job as they are
studying or wanting to pursue other course and very less respondents are working
elsewhere.
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TABLE 13:
1. Online 35 70%
2. Offline 15 30%
Total 50 100%
ANALYSIS:
Out of 50 respondents 70% of them prefer online training and 30% of them prefer
offline training.
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GRAPH 13:
INTERPRETATION:
From the above table and graph it is understood that majority, i.e. 70% of the
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TABLE 14:
1. Excellent 10 20%
2. Good 25 50%
3. Average 15 30%
4. Below average 0 0%
Total 50 100%
ANALYSIS:
Out of 50 respondents 20% of them tell that the recruitment process was excellent.
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50% of them tell it was good 30% of them tell it was average and none say it was
below average.
GRAPH 14:
INTERPRETATION:
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From the above table and graph it can be understood that majority, i.e. 50% of the
respondents say that the recruitment process was good and none of them said it was
below average.
TABLE 15:
Table showing the information that was not informed during the pre-placement talks.
Total 50 100%
ANALYSIS:
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Out of 50 respondents 60% of the respondents say that they were not informed about
the company profile, 10% say that they were not informed about the job profile, 20%
say that they were not informed about the job salary and 10% of the respondents say
GRAPH 15:
Graph showing the information that was not informed during the pre-placement talks.
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INTERPRETATION:
From the above table and graph majority, i.e. 60% of the respondents were not
informed the company profile and 10% each about the job salary and all the above.
TABLE 16:
Table showing the respondents’ rating about the place and environment of the office
during recruitment.
1. Excellent 10 20%
2. Good 35 70%
3. Average 5 10%
4. Below average 0 0
Total 50 100%
ANALYSIS:
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Out of 50 respondents 20% of them said that the office environment was excellent
during recruitment, 70% said it was good, 10% said it was average and none said it was
below average.
GRAPH 16:
Graph showing the respondents’ rating about the place and environment of the office
during recruitment.
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INTERPRETATION:
From the above table and graph it can be understood that majority, i.e. 70% of them
said that the office environment was good during recruitment and none said it was
below average.
TABLE 17:
Table showing the respondents’ interest areas for making their career.
Total 50 100%
ANALYSIS:
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Out of 50 respondents 20% of them want to make their career in Indian banks, 60% in
GRAPHS 17:
Graph showing the respondents’ interest areas for making their career.
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INTERPRETATION:
From the above table and graph it is understood that majority, i.e. 60% of the
respondents want to make their career in MNC banks and 10% each in investment
TABLE 18:
Table showing the respondents’ opinion about making their career in HDFCSLIC.
1. Yes 40 80%
2. No 10 20%
Total 50 100%
ANALYSIS:
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Out of 50 respondents 80% have an opinion that they can make a career in HDFCSLIC
and 20% have an opinion that they cannot make a career in HDFC SLIC.
GRAPH 18:
Graph showing the respondents’ opinion about making their career in HDFCSLIC.
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INTERPRETATION:
From the above table and graph it is understood that majority, i.e. 80% of the
SUMMARY:
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• Out of 50 respondents majority, i.e. 60%, are between 18 – 24 years and very
less respondents, i.e. 10% of them are between 35-40 years & 10% are above 40
years.
retired respondents.
• Most of them, i.e. 40% have no idea about the insurance sector and only 10%
working hours and only some, about 10% of them chose for its pay scale.
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• Out of 50 respondents majority, i.e. 40% prefer part time job as they are
studying or wanting to pursue other course and very less respondents are
working elsewhere.
• Out of 50 respondents half of them say that the recruitment process was good
• Most, i.e. 60% of the respondents were not informed the company profile and
equal number of them were not informed about the job salary and all the above.
• Majority of them, i.e. 70% said that the office environment was good during
• Majority of the respondents have an opinion that, they can make their career in
HDFCSLIC.
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SUGGESTIONS:
Company should have unique profiles for married women, students and retired
Company should promise more benefits to attract more people towards the job
of financial consultants.
Company can make people aware of the existence of financial consultant job
through:
(ii) Banners
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Company can recruit people who are really efficient in making business
Company can place stalls in trade fares to make people aware of the
Company can announce more rewards and fixed monthly salary to financial
consultants who reach the target. This can bring confidence in people & attract
Company can give free life cover or discount on life cover to active financial
consultants.
Company can avail discount rate premium for the family members of the
financial consultants.
People get attracted when there is a word mentioned FREE. Hence company
can give free policies if certain fixed policies or plans are taken. Thus lessening
the burden for the financial consultants and encouraging people especially the
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Company can assure a career to the people who want to make career in this
Company can open branches in rural areas, as there are many aspiring and
CONCLUSION:
contribute to the success of the business. Most of the consultants feel that the
recruitment process is satisfactory and that they prefer building their careers with
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HDFC. Most of the consultants prefer this as a part time job. The company should try
Dear sir/Madam,
I, Rohini. C of Sree Cauvery Management College, kindly request you to answer the
following questionnaire, this in return will help me assess the effectiveness of current
recruitment and selection system in your organization. I would be grateful if you could
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QUESTIONNAIRE:
Name: _________________________
Address: _________________________
18-22 [ ] 23-27 [ ]
2. Gender?
Male [ ] Female [ ]
II PUC [ ] Graduation [ ]
PG [ ] Others [ ]
4. Are you a
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Student [ ] Professional/An agent [ ]
Yes [ ] No [ ]
Yes [ ] No [ ]
7. How did you get to know about the job in HDFC Standard Life Insurance?
Agency [ ] Others [ ]
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Hard and lucrative [ ]
No idea [ ]
Yes [ ] No [ ]
12. If your priority is part time, please tell me the reason for this preference.
Working elsewhere [ ]
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Studying/ plan to pursue other course [ ]
Others [ ]
13. Can I know the training you preferred for obtaining license?
Online [ ] Offline [ ]
Excellent [ ] Good [ ]
15. What of the below information was NOT informed during the pre-placement
talks?
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16. How would you rate the place and environment of the office during
Recruitment?
Excellent [ ] Good [ ]
18. Do you think you can make a career in HDFC Standard Life Insurance ?
Yes [ ] No [ ]
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BIBLIOGRAPY
WEBSITES:
www.google.com
www.hdfcinsurance.com
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BOOKS:
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