76551036 relaince life insurence new poonam
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A
PROJECT REPORT
ON
“Recruitment and
Selection Process”
In partial fulfillment
of
MASTER OF BUSINESS e!ree
"#$#%$$
Su&mitted B'
MBA ("#$#%$$)
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NARAINA *ROUP OF
INSTITUTION
ACKNOWLEDGEMENT
Behind every study there stands myriad of people whose help and
contribution make it successful.
It has been a remarkable experience of satisfaction and pleasure for
me to work out my project under the supervision..of ..the ( ) I
am really thankful to him for his valuable guidance and co-operation
during the project work.
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I had also benefited from discussions and would also take the
opportunity to thank the persons of the company for their valuable
support and assistance whenever and wherever needed. A cordial and
encouraging environment made it very easier for me to complete the
project.
So this acknowledgement is a humble attempt to earnestly thank him
and all those who were directly or indirectly involved in preparation of
this project.
OBJECTIVES
o enhance my knowledge about !ecruitment and Selection.
o convert my theoretical knowledge into practical knowledge.
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o prepare myself as a ".!. person who can easily identify the
training need through his experience which is very essential
#uality of a ".!. $erson % for the organi&ation as well.
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CHAPTER 1
INTRODUCTION
Recruite!t "!# $e%ecti&! 'r&ce$$
!ecruitment is defined as a process to discover the sources of
man power to meet the re#uirements of the staffing of the schedule
and to employ effective measures for attracting that man power in
ade#uate numbers to facilitate effective selection of an efficient work
force. !ecruitment is the process of searching prospective employees
and stimulating them to apply for jobs in the organi&ation.
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Pr&ce$$ & Recruite!t "!# Se%ecti&!
!ecruitment % selection is a part of the first operative function of
"uman !esources 'anagement i.e.( )mployment. )mployment is
concerned with securing and employing people possessing re#uired kind
and level of human resources necessary to achieve the organi&ational
objectives. It covers the functions such as job analysis human resource
planning( recruitment( selection( placement( induction and internal
mobility.he !ecruitment % selection process starts with the function of
"uman !esource $lanning.
Hu"! Re$&urce$ P%"!!i!
*rgani&ational are composed of people( and these people
represent one of the organi&ation+s most valuable assets. "owever(
because the organi&ation does not own people( as it does capital and
physical assets( this resource is seldom given proper attention.
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Its supply of human resources must be sufficient to ensure the healthy
operation of the organi&ation. oward this objective of continuing healthy
operations( the organi&ation re#uires human resource planning.
It is the process for determination and assuring that the
organi&ation will have an ade#uate number of #ualified persons(
available at proper times( performing jobs which would meet the needs
of the organi&ation and which would provide satisfaction for the
individuals involved. "uman resource planning is the process by which
an organi&ation ensures that it has the right number and kinds of people(
at the right places( at the right time( capable of effectively and sufficient
completing those tasks that will help the organi&ation achieve its overall
objectives.
o ensure that people are available to provide the continued
smooth development of an organi&ation( organi&ations engage in human
resource planning. he purpose of human resource planning is to
assess where the organi&ation is( where it is going( and what
implications these assessments have future supplies of and demands for
human resources.
Recruite!t
!ecruitment is an important part of an organi&ation+s human
resource planning and their competitive strength. ,ompetent human
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resources at the right positions in the organi&ation are a vital resource
and can be a core competency or a strategic advantage for it.
he objective of the recruitment process is to obtain the number
and #uality of employees that can be selected in order to help the
organi&ation to achieve its goals and objectives. ith the same
objective( recruitment helps to create a pool of prospective employees
for the organi&ation so that the management can select the right
candidate for the right job from this pool. !ecruitment acts as a link
between the employers and the job seekers and ensures the
placement of right candidate at the right place at the right time. sing
and following the right recruitment processes can facilitate the
selection of the best candidates for the organi&ation.
In this is competitive global world and increasing flexibility in the
labor market( recruitment is becoming more and more important in
every business. herefore( recruitment serves as the first step in
fulfilling the needs of organi&ations for a competitive( motivated and
flexible human resource that can help achieve its objectives.
!eservation policy of govt. of India strictly followed
Internal candidates considered subject to eligibility and
suitability
/eed to compete with open market candidates
'anagement trainees
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Strict medical tests conducted
*ne year pre-absorption training
est and interview again at the end of training
Bond to be executed by management trainees 0 1 years
$laced on regular scale from their date of joining.
Supervisors and artisans
emporary period
Short term training
'edical test conducted
!eporting at "!
All rights of recruitment are invested with the board of directors.
he company has good system of upgrading.
$romotion is given on the basis of experience( #ualification( for
upgrading the work force a committee of board of directors
along with "! people of the company is decided to appoint.
"ence focus of recruitment would be to recruit people with a
combination of knowledge( skill( experience and attitude in line with
the organi&ational re#uirement through appropriate manpower plan.
As per Annual $erformance report incompetent manpower had been
identified and given voluntary retirements. he workers and labors
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under disciplinary action have been terminated after opportunity to
explain.
All the departments have been fully computeri&ed under 'IS
2'anagement Information system3. 4ooking to utility and use fullness
of certain departments. "ealth of workers and labors was given prime
important.
Me"!i! & Recruite!t
According to )dwin B. 5lippo( 6!ecruitment is the process of
searching the candidates for employment and stimulating them to
apply for jobs in the organi&ation7. !ecruitment is the activity that links
the employers and the job seekers. A few definitions of recruitment
are8
A process of finding and attracting capable applicants for
employment. he process begins when new recruits are sought
and ends when their applications are submitted. he result is a
pool of applications from which new employees are selected.
It is the process to discover sources of manpower to meet the
re#uirement of staffing schedule and to employ effective
measures for attracting that manpower in ade#uate numbers to
facilitate effective selection of an efficient working force.
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!ecruitment of candidates is the function preceding the selection(
which helps create a pool of prospective employees for the
organisation so that the management can select the right candidate for
the right job from this pool. he main objective of the recruitment
process is to expedite the selection process.
Recruite!t !ee#$ "re & t*ree t+'e$
$lanned
i.e. the needs arising from changes in organi&ation and
retirement policy.
Anticipated
Anticipated needs are those movements in personnel( which an
organi&ation can predict by studying trends in internal and
external environment.
nexpected
!esignation( deaths( accidents( illness give rise to unexpected
needs.
Pur'&$e , I'&rt"!ce & Recruite!t
Attract and encourage more and more candidates to apply in
the organi&ation.
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,reate a talent pool of candidates to enable the selection of
best candidates for the organi&ation.
9etermine present and future re#uirements of the organi&ation
in conjunction with its personnel planning and job analysis
activities.
!ecruitment is the process which links the employers with the
employees.
"elp increase the success rate of selection process by
decreasing number of visibly under #ualified or over#ualified job
applicants.
"elp reduce the probability that job applicants once recruited
and selected will leave the organi&ation only after a short period
of time.
'eet the organi&ations legal and social obligations regarding
the composition of its workforce.
Begin identifying and preparing potential job applicants who will
be appropriate candidates.
Increase organi&ation and individual effectiveness of various
recruiting techni#ues and sources for all types of job applicants.
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Recruite!t Pr&ce$$
he recruitment and selection is the major function of the
human resource department and recruitment process is the first step
towards creating the competitive strength and the strategic advantage
for the organi&ations. !ecruitment process involves a systematic
procedure from sourcing the candidates to arranging and conducting
the interviews and re#uires many resources and time. A general
recruitment process is as follows8
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:- I#e!ti+i! t*e ."c"!c+/
he recruitment process begins with the human resource
department receiving re#uisitions for recruitment from any department
of the company. hese contain8
; $osts to be filled
; /umber of persons
; 9uties to be performed
; <ualifications re#uired
=. $reparing the job description and person specification.
>. 4ocating and developing the sources of re#uired number and type of
employees.
?. Short-listing and identifying the prospective employee with re#uired
characteristics.
1. Arranging the interviews with the selected candidates.
@. ,onducting the interview and decision making.
S&urce$ & Recruite!t
)very organi&ation has the option of choosing the candidates for its
recruitment processes from two kinds of sources8 internal and external
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sources. he sources within the organisation itself 2like transfer of
employees from one department to other( promotions3 to fill a position
are known as the internal sources of recruitment. !ecruitment
candidates from all the other sources 2like outsourcing agencies etc.3
are known as the external sources of recruitment.
SOURCES O0 RECRUITMENT
I!ter!"% S&urce$ & Recruite!t
1- Tr"!$er$
he employees are transferred from one department to another
according to their efficiency and experience.
- Pr&&ti&!$
he employees are promoted from one department to another
with more benefits and greater responsibility based on efficiency and
experience.
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>. *thers are pgrading and 9emotion of present employees
according to their performance.
?. !etired and !etrenched employees may also be recruited once
again in case of shortage of #ualified personnel or increase in load
of work. !ecruitment such eople save time and costs of the
organi&ations as the people are already aware of the organi&ational
culture and the policies and procedures.
1. he dependents and relatives of 9eceased employees and 9isabled
employees are also done by many companies so that the members
of the family do not become dependent on the mercy of others.
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E2ter!"% $&urce$ & recruite!t
1- Pre$$ A#.erti$ee!t$
Advertisements of the vacancy in newspapers and journals are a
widely used source of recruitment. he main advantage of this
method is that it has a wide reach.
- E#uc"ti&!"% I!$titute$
arious management institutes( engineering colleges( medical
,olleges etc. are a good source of recruiting well #ualified executives(
engineers( medical staff etc. hey provide facilities for campus
interviews and placements. his source is known as ,ampus
!ecruitment.
3- P%"cee!t Ae!cie$
Several private consultancy firms perform recruitment functions on
behalf of client companies by charging a fee. hese agencies are
particularly suitable for recruitment of executives and specialists. It is
also known as !$* 2!ecruitment $rocess *utsourcing3
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4- E'%&+e!t E2c*"!e$
overnment establishes public employment exchanges throughout
the country. hese exchanges provide job information to job seekers
and help employers in identifying suitable candidates.
5- L"6&ur C&!tr"ct&r$
'anual workers can be recruited through contractors who maintain
close contacts with the sources of such workers. his source is used to
recruit labor for construction jobs.
7- U!$&%icite# A''%ic"!t$
'any job seekers visit the office of well-known companies on their
own. Such callers are considered nuisance to the daily work routine of
the enterprise. But can help in creating the talent pool or the database
of the probable candidates for the organi&ation.
8- E'%&+ee Reerr"%$9Rec&e!#"ti&!
'any organisations have structured system where the current
employees of the organi&ation can refer their friends and relatives for
some position in their organi&ation. Also( the office bearers of trade
unions are often aware of the suitability of candidates. 'anagement
can in#uire these leaders for suitable jobs. In some organi&ations
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I!ter!"% "ct&r$ "ecti! recruite!t
he internal forces i.e. the factors which can be controlled by the
organi&ation are
1. !ecruitment policy8 he recruitment policy of an organi&ation
specifies the objectives of recruitment and provides a framework
for implementation of recruitment programme. It may involve
organi&ational system to be developed for implementing
recruitment programmes and procedures by filling up vacancies
with best #ualified people.
2. "uman resource planning8 )ffective human resource planning
helps in determining the gaps present in the existing manpower
of the organi&ation. It also helps in determining the number of
employees to be recruited and what #ualification they must
possess.
3. Si&e of the firm8 he si&e of the firm is an important factor in
recruitment process. If the organi&ation is planning to increase
its operations and expand its business( it will think of hiring more
personnel( which will handle its operations.
4. ,ost8 !ecruitment incur cost to the employer( therefore(
organi&ations try to employ that source of recruitment which will
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bear a lower cost of recruitment to the organi&ation for each
candidate.
5.rowth and expansion8 *rgani&ation will employ or think of
employing more personnel if it is expanding its operations.
E2ter!"% "ct&r$ "ecti! recruite!t
he external forces are the forces which cannot be controlled by
the organi&ation. he major external forces are8
:. Su''%+ "!# De"!#
he availability of manpower both within and outside the
organi&ation is an important determinant in the recruitment process.
If the company has a demand for more professionals and there is
limited supply in the market for the professionals demanded by the
company( then the company will have to depend upon internal
sources by providing them special training and development
programs.
- L"6&r "r;et
)mployment conditions in the community where the organi&ation is
located will influence the recruiting efforts of the organi&ation. If
there is surplus of manpower at the time of recruitment( even
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informal attempts at the time of recruiting like notice boards display
of the re#uisition or announcement in the meeting etc will attract
more than enough applicants.
3- I"e 9 &&#<i%%
Image of the employer can work as a potential constraint for
recruitment. An organi&ation with positive image and goodwill as an
employer finds it easier to attract and retain employees than an
organi&ation with negative image. Image of a company is based on
what organi&ation does and affected by industry. 5or example
finance was taken up by fresher 'BA+s when many finance
companies were coming up.
+, P&%itic"% $&ci"%= %e"% e!.ir&!e!t
arious government regulations prohibiting discrimination in hiring
and employment have direct impact on recruitment practices. 5or
example( overnment of India has introduced legislation for
reservation in employment for scheduled castes( scheduled tribes(
physically handicapped etc. Also( trade unions play important role
in recruitment. his restricts management freedom to select those
individuals who it believes would be the best performers. If the
candidate can+t meet criteria stipulated by the union but union
regulations can restrict recruitment sources.
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5- U!e'%&+e!t r"te
*ne of the factors that influence the availability of applicants is the
growth of the economy 2whether economy is growing or not and its
rate3. hen the company is not creating new jobs( there is often
oversupply of #ualified labor which in turn leads to unemployment.
7- C&'etit&r$
he recruitment policies of the competitors also affect the
recruitment function of the organisations. o face the competition(
many a times the organisations have to change their recruitment
policies according to the policies being followed by the competitors.
Recruite!t '&%ic+ & t*e c&'"!+
In today+s rapidly changing business environment( a well
defined recruitment policy is necessary for organi&ations to respond to
its human resource re#uirements in time. herefore( it is important to
have a clear and concise recruitment policy in place( which can be
executed effectively to recruit the best talent pool for the selection of
the right candidate at the right place #uickly. ,reating a suitable
recruitment policy is the first step in the efficient hiring process. A clear
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and concise recruitment policy helps ensure a sound recruitment
process.
It specifies the objectives of recruitment and provides a
framework for implementation of recruitment programme. It may
involve organi&ational system to be developed for implementing
recruitment programmes and procedures by filling up vacancies with
best #ualified people.
C&'&!e!t$ & t*e recruite!t '&%ic+
• he general recruitment policies and terms of the organi&ation
• !ecruitment services of consultants
• !ecruitment of temporary employees
• ni#ue recruitment situations
• he selection process
• he job descriptions
• he terms and conditions of the employment
A recruitment policy of an organi&ation should be such that8
• It should focus on recruiting the best potential people.
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• o ensure that every applicant and employee is treated e#ually
with dignity and respect.
•
nbiased policy.
• o aid and encourage employees in reali&ing their full potential.
• ransparent( task oriented and merit based selection.
• eight age during selection given to factors that suit
organi&ation needs.
• *ptimi&ation of manpower at the time of selection process.
• 9efining the competent authority to approve each selection.
• Abides by relevant public policy and legislation on hiring and
employment relationship.
• Integrates employee needs with the organi&ational needs.
Pr&ce$$ & recruite!t "!# $e%ecti&!
!ecruitment % selection is a part of the first operative function of
"uman !esources 'anagement i.e.( )mployment. )mployment is
concerned with securing and employing people possessing re#uired kind
and level of human resources necessary to achieve the organi&ational
objectives. It covers the functions such as job analysis human resource
planning( recruitment( selection( placement( induction and internal
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mobility. he !ecruitment % selection process starts with the function of
"uman !esource $lanning.
Recruite!t Tec*!i>ue$
!ecruitment techni#ues are the means or media by which
management contracts prospective employees or provides necessary
information or exchanges ideas or stimulations them to apply for jobs.
'anagement uses different types of techni#ues to stimulate internal
and external candidates.
Tec*!i>ue$ u$eu% t& $tiu%"te i!ter!"% c"!#i#"te$ "re
a3 $romotions8 'ost of the internal candidates would be stimulated
to take up higher responsibilities and express their willingness to
be engaged in the higher level jobs.
b3 ransfers8 )mployees will be stimulated to work in the new
sections or places in management wishes to transfer them to the
places of their choice.
Tec*!i>ue$ u$eu% t& $tiu%"te e2ter!"% c"!#i#"te$ "re/
a3 !ecommendations of present employees8 'anagement can contact(
persuade the outsiders to apply for job in the organi&ation through
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the recommendations to the candidates by the present employees.
c) Scouting8 Scouting means sending the representation of the
organi&ations to various sources of recruitment with a view to
persuading or stimulating the candidates to apply for jobs. he
representatives provide information about the company and
exchange information and ideas and clarity the doubts of the
candidates.
M&#er! $&urce$ "!# tec*!i>ue$ & recruite!t
A number of modern recruitment sources and techni#ues are being
used by the corporate sector. hey are8
• alk-In
• ,onsult-In
• Business Alliances
• ele-!ecruitment
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Reception
of
applicants
Preliminary
Interie!
"pplication #lan$
Employment Tests
Interie!
Inesti%ation of
preio&s 'istory
Preliminary selection inemployment (epartment
inal selection
P'ysical e*amination
Re+ection P,"CE-ENT
"pplicants e
process +o#
or%aniation
not to t'eir
li$in%.
/aitin%
list of
(esira#le
applicant
s
Se%ecti&! Pr&ce$$
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T*e $e%ecti&! 'r&ce$$ c&!$i$t$ & $e.e! $te'$
:. Initial screening interview
=. ,ompletion of the Application form
>. )mployment tests
?. ,omprehensive interview
1. Background investigation
@. $hysical examination and
C. 5inal employment.
)ach of these steps represents a decision point re#uiring
some affirmative feedback for the process to continue. )ach step
in the process seeks to expand the organi&ation+s knowledge
about the applicant+s background( abilities( and motivation( and it
increases the information from which decision makers will make
their predictions and final choice.
I!iti"% Scree!i!
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As a culmination of our recruiting efforts( we should be
prepared to initiate a preliminary review of potentially acceptable
candidates. his screening is( in effect( a two-step procedure
:. he screening of in#uiries.
=. he provision of screening interviews.
C&'%eti&! & A''%ic"ti&! 0&r
*nce the initial screening has been completed( applicants
are asked to complete the organi&ation+s application form. he
application form gives a synopsis of what applicants have been
doing during their adult life( their skills( and their
accomplishments.
E'%&+e!t Te$t$
*rgani&ations historically relied to a considerable extent on
intelligence( aptitude( ability( and interest tests to provide major
input to the selection process. )ven handwriting analysis and lie
detector tests have been used in the attempt to learn more about
the candidate-information that will supposedly lead to more
effective selection.
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C&'re*e!$i.e I!ter.ie<
hese individuals who are still viable applicants after the
initial screening( application form( and re#uired tests have been
completed are then given a comprehensive interview. he
applicant may be interviewed by personnel department
interviewers( executives within the organi&ation( a potential
supervisor( potential colleagues( or some combination of these. It
is designed to probe into areas that cannot be addressed by the
application form or tests.
B"c;r&u!# I!.e$ti"ti&!
he next step in the selection is to undertake an
investigation on those applicants who appear to offer potential as
employees. his may include contacting former employers to
confirm the candidate+s work record and to obtain their appraisal
of his or her performance( contacting other job-related and
personal references( and varying the educational
accomplishments shown on the application.
P*+$ic"% E2"i!"ti&!
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he last step prior to the final 6go-on-go7 decision may
consist of having the applicant take a physical examination.
CHAPTER
INDUSTR? PRO0ILE
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he !eliance group founded by 9hirubhai ".Ambani2:D>=-=E::3 is
India+s largest business house with total revenue of over !s DD(EEE
crores 2SF ==.@ billion3( each profit of !s. :=(1EE crores2SF =.G
billion3( net profit *f !s. @(=EE crores2SF:.? billion 3 and exports of
!s. :1(EEE crores 2SF >.@ billion3.
he roup+s activities span exploration and production of oil and
gas( refining and marketing( petrochemicals 2polyester( polymers( and
intermediates3( textiles( financial services and insurance( power(
telecom and infocomm initiatives. he group exports its products to
more than :EE countries the world over .reliance emerged as India+s
'ost Admired Business "ouse( for the third successive year in a /S
mode survey for =EE>.
!eliance roup revenue is e#uivalent to about >.1H of India+s
gdp. he roup contributes nearly :EH of the countries indirect tax
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revenues and over @H of the India+s exports. !eliance is trusted by an
investor family of over >.: million- India+s largest
India+s /o. : Business roup
5ounded as a textile mill in :D@@ by 9hirubhai Ambani( the
chairman of the !eliance continued to be a textile company until early
:DGEs."owever( sei&ing the opportunities emanating from the growing
Indian economy as well as the opening up of the regulation-driven
sectors of the economy such as petrochemicals( plastics etc.( !eliance
pursed the policy of backward integration from textiles as well as
diversification from the early :DGEs onwards to set up world-scale
facilities for the manufacturing polyster and textile intermediates(
detergent intermediates etc.
oday( !eliance is India+s largest business house with total revenue of
!s GE(EEE crores 2SF :@.G billion3( cash profit of !s D(GEE crores
2SF =.:billion3( net profit of over !s ?(CEE crores 2SFDDE million3and
exports of !s ::(DEE crores 2SF=.1 billion3.
he reliance roup companies include8 !eliance industries
4imited( !eliance ,apital 4imited( !eliance industrial infrastructure
4imited( !eliance elecom 4imited( !eliance infocomm 4imited(
!eliance eneral insurance company 4imited( Indian $etrochemicals
,orporation 4td. And !eliance )nergy 4imited.
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Re%i"!ce C"'it"% Liite#
!eliance capital 4td. 2!,43( one of India+s leading private sector
non-banking financial services companies 2/B5,s3( has reported
satisfactory financial and operating performance during the period
under review i.e. financial year =EE:-E=. ross income for the year
increased ::.?@H to !s.1?G.1D crores compared to !s. ?D=.=E crores
in the previous financial year. /et profit also increased from !s.D>.?1
crores to !s.:E:.== crores for the year =EE:-E=.
Re%i"!ce I!#u$tri"% I!r"$tructure Liite#
!eliance industrial infrastructure limited 2!I43 IS A/ )ISI/(
9II9)9 $AJI/ ,*'$A/J. he ,ompany is engaged in the
business of construction setting up of industrial infrastructure and
project related activities. he company+s !egistered *ffice is 4ocated
at the 1th floor (/K' international "ouse ( Back bay !eclamation(
Babubhai chini !oad( 'umbai ?EE E=E and with operations in the
'umbai- !ayayani belt( "a&ira- Surat belt and other places in India.
Re%i"!ce Ge!er"% I!$ur"!ce C&'"!+ Liite#
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!eliance eneral Insurance ,ompany 4imited 2!I,43 is one
of the first no 0life companies to get the license from the I!9A. he
paid 0up capital stands at !s. :E= crores .it is one of the few
companies in the private sector to provide a complete insurance
solution.
I!#i"! Petr&c*eic"%$ C&&'er"ti&! Liite#
Indian petrochemicals cooperation 4imited 2I$,43 is the
pioneering petrochemical company in India. It was established on
march ==( :D@D 2,hitra( Shukla $akesh( saka :GD:3. oday( I$,4 is
one of the 4eading $etrochemical companies. It+s business comprises
of polymers( Synthetic fiber( fiber intermediates( Solvents( Surfactants(
industrial chemicals( catalysts and absorbents. Backed by strong
research ,enter( $roduct Application ,enter+s echnology
'anagement ,enters and customer !elations ,enters of the company
is continuously innovating its processes and products. he company
owns and operates three petrochemical complexes( a naphtha based
complex at vadodara and gas based complexes( a nagothane near
'umbai and at dahej on /armada estuary in bay of Khambhat. he
company also owns a catalyst manufacturing facility at !abale( /avi
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'umbai. he ,ompany produces over one million tons at merchant
$roducts and has turnover close to SF two billion.
Re%i"!ce E!er+ Liite#
!eliance )nergy is Indian+s leading private sector utility group(
with aggregate group revenues of !s.C(CEE crores 2SF :.G BI44I*/3(
A/9 *A4 ASS)S *5 !s.DGEE crores 2SF =.= billion3. he group
distributes nearly :@(EEE million units of power to over 1 million
consumers in 'umbai( 9elhi( *rissa and oa( across an area covering
:( =?(>EE s#.Kms
!eliance )nergy enerates D?: ' of power( through its power
plants located in 'aharastra( Andhrapradesh( Kerala( Karnataka and
oa.
Re%i"!ce Te%ec& Liite#
!eliance elecom 4imited 2!43 is promoted by the !eliance
roup.
!4 $rovides cellular services in Celecom ,ircles encompassing
:EStates of India. !4+s subscriber base increased by ?@ percent
during the 5J =EE>-E? * C.D 4AK". International !oaming was
implemented from :st 9ecember =EE> in all !4 circles( except Assam
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and north east where is a restriction on international roaming. !oaming
with more than >EE operators across the globe has been opened up
through sponsor network using the signaling and billing solution from
!oam ware.
Re%i"!ce I!&c& Liite#
!eliance infocomm 2!I,3 is India+s largest mobile service provider
with over C million customers. !eliance infocomm has established a
pan-India( high-capacity( integrated 2wireless and wire line3 and
convergent 2voice( data and video3 digital network( to offer services
spanning the entire infocomm value chain 0 infrastructure( services for
enterprises and individuals( applications and consulting.
Re%i"!ce I!&c&
!eliance India mobile( the first of infocomm+s initiatives was
launched on 9ecember =G( =EE=( the CEth birthday of the !eliance
group founder( Shri. 9hirubhai ".Ambani. his marks the beginning of
!eliance+s dream of ushering in a digital revolution in India by
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becoming a major catalyst in improving #uality of life and changing the
face of India. It aims to achieve this by putting the power of information
and communication in the hands of the people of India at affordable
costs. !eliance infocomm will extend its efforts beyond the traditional
value chain to develop and deploy telecom solutions for Indian+s
farmers( businesses( hospitals( government and republic sector
organi&ations.
Re%i"!ce I!&c&=Bu$i!e$$
In 9ecember =EE=( !eliance infocomm ushered a digital
revolution in India. he company+s catch line LA new ay of 4ife+
reflects the dream of reliance 5ounder-chairmen 9hirubhai ambani to
place the power of information and communication in the hands of
common of people at an affordable cost.
!eliance infocomm has created an overarching digital
infrastructure using state-of-the-art technology on the strength of a
@E(EEE Km terabit capacity optic fibre network linking more than @EE
cities and towns in India. he goal of !eliance infocomm is to
progressively expand its optic fiber network and eventually cover
::@(EEEKm( with the ability to seamlessly connect every individual(
home( and office in all @?E(EEE villages and =(1EE towns and cities of
India. !eliance infocomm will offer revolutionary data( video and value-
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added services in the largest nad most complex rollout in the global
history of information technology and communication. he services are
being launched in three phases.
he first phase will trigger a mobile revolution in the orm of
!eliance India 'obile services through a nationwide wireless network
that will reach out to DEper cent of Indian+s population. )ventually( the
communication wave will reach every Indian. his revolution will
enable every individual to talk( shop( and bank( transact( entertain and
be informed( while on the movie.
he second phase will usher an enterprise net way revolution by
initially providing :EEmbps )thernet links to every desktop and device
in half a million enterprise buildings. his will eventually extend to :E
million buildings. his revolution will empower every enterprise by
making transactions efficient( functions( seamless and new economic
opportunities abundant.
In the third phase( !eliance infocomm will launch a consumer
convergence revolution by providing high speed )thernet links to GE
million
homes initially and eventually to every home. his revolution will
provide every home with a range of television channels( high speed
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telephony( audio conferencing( video conferencing and video on
demand.
he !eliance India 'obile service is revolutionalising the
mobile experience of Indian consumers by offering a host of
applications on the mobile phone such as enhanced messaging in
Indian languages( email access( internet surfing( access t real time
political( financial and sports news (games and video streaming.
CHAPTER 3
COMPAN? PRO0ILE
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!eliance 4ife Insurance( one of the leading life insurance
companies of India( today announced it 5irst Jear $remium 25J$3
income for financial year ended 'arch =EED. 9uring the year the
company has recorded a growth of CE per cent in individual first year
premium adjusted for single pay. he adjusted individual 5J$ for 5J
=EED stood at !s.:(>EG crore as compared to !s.C@D crore during
previous financial year.
9uring the last #uarter of the financial year 2Manuary-'arch ED3(
the company grew by D1 per cent over the corresponding period last
year. he adjusted individual 5J$ for #uarter ended 'arch =EED stood
at !s.?C: crore as compared to !s.=?: crore for #uarter ended 'arch
=EEG.he !eliance 4ife Insurance has built a robust and values driven
business model. he ,ompany as the best in class agent advisors who
are acknowledged for their #uality of advice.
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It has a strong focus on customer needs and during past one
year we further sharpened our customer centricity. his reflects in our
entry into new product segments like health insurance and retirement
planning and superior customer service and claims record. hese
efforts are reflected in our financial performance for the year and will
help us continue on this growth trend( he added. !eliance 4ife
Insurance sold G.C lakh policies during the financial year =EED( an
increase of 1G per cent over 1.1 lakh policies sold during financial year
=EEG.
he company has ac#uired around => lakh policies since
inception. In the financial Jear =EED the assets under management
also doubled to over !s.>( @EE crore as compared to !s.:(GEE crore as
at the end of previous financial year.
9uring the 5inancial Jear =EED( !eliance 4ife Insurance further
strengthened its distribution network. he company launched 11 new
offices and now has presence in :1C cities across the country through
=EE offices. !eliance 4ife Insurance offers you products that fulfill your
savings and protection needs. *ur aim is to emerge as a transnational
4ife Insurer of global scale and standard. !eliance 4ife Insurance is an
associate company of !eliance ,apital 4td.( a part of !eliance - Anil
9hirubhai Ambani roup. !eliance ,apital is one of India+s leading
private sector financial services companies( and ranks among the top >
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private sector financial services and banking companies( in terms of
net worth. !eliance ,apital has interests in asset management and
mutual funds( stock broking( life and general insurance( proprietary
investments( private e#uity and other activities in financial services.
he rural business !eliance 4ife Insurance started in =EE> its hub and
spoke operations in 'umbai after witnessing stupendous success in
'aharashtra. !eliance 4ife Insurance launched :> new products
during the financial year and now has a portfolio of >G products and
eight riders for individuals. he company entered the health insurance
segment with the launch of 4ifeline "ealth Insurance $lans in 5ebruary
=EEG. It also strengthened its 4I$ portfolio through launch of like
maker range of products and retirement portfolio through Smart Invest.
!eliance 4ife Insurance has a strong growth focus. he
company plans to significantly expand its distribution footprint by
opening more than :EE new offices every year for next >-? years. he
number of agent advisors is expected to touch =( EE(EEE from current
>@(1EE.
he growth in agency distribution will be complemented by
strong growth in partnership distribution. he company currently has
an e#uity base of !s.:( E>= crores. o support this growth plan( the
shareholders are committed to increase the capital base to !s. =(@1E
crores over the next >-? years. 2A/I3
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he company has positioned itself on the #uality platform. In line
with its vision to be the 'ost Admired 4ife Insurance ,ompany in India(
it has developed a strong corporate governance model based on the
core values of excellence( honesty( knowledge( caring( integrity and
teamwork.
!eliance 4ife Insurance ,ompany 4td. a 5ortune :EE company
one of IndiaNs leading business corporations. he company has
positioned itself on the #uality platform. In line with its vision to be the
most admired life insurance company in India( it has developed a
strong corporate governance model based on the core values of
excellence( honesty( knowledge( caring( integrity and teamwork. he
strategy is to establish itself as a trusted life insurance specialist
through a #uality approach to business.
he first Insurance in $rivate sector without any 5oreign
,ollaboration to start in India after 4I,.In line with its values of financial
responsibility( !eliance 4ife has adopted prudent financial practices to
ensure safety of policyholderNs funds. he ,ompanyNs paid up capital is
!s. DEC.? core( which is more than the norm laid down by I!9A.
!eliance 4ife has identified individual agents as its primary
channel of distribution. he ,ompany places a lot of emphasis on its
selection process( which comprises four stages - screening(
psychometric test( career seminar and final interview. he agent
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advisors are trained in-house to ensure optimal control on #uality of
training. !eliance 4ife invests significantly in its training programmed
and each agent is trained for :1= hours as opposed to the mandatory
:EE hours stipulated by the I!9A before beginning to sell in the
marketplace. raining is a continuous process for agents at !eliance
4ife and ensures development of skills and knowledge through a
structured programmed spread over 1EE hours in two years. his focus
on continuous #uality training has resulted in the company having
amongst the highest agent pass rate in I!9A examinations and the
agents have the highest productivity among private life insurers.
?1E agent advisors have #ualified for the 'illion 9ollar !ound
able 2'9!3 membership in =EED. '9! is an exclusive
congregation of the world+s top selling insurance agents and is
internationally recogni&ed as the standard of excellence in the life
insurance business. "aving set a best in class agency distribution
model in place( the company is spearheading a major thrust into
additional distribution channels to further grow its business. he
company is using a five-pronged strategy to pursue alternative
channels of distribution. hese include the franchisee model( rural
business( direct sales force involving group insurance and
telemarketing opportunities( banc assurance and corporate alliances.
Vi$i&!
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6)mpowering everyone live their dreams7
Mi$$i&!
,reate unmatched value for everyone through dependable(
effective( transparent and profitable life insurance and pension
plans.
G&"%
!eliance 4ife Insurance would strive hard to achieve the >
goals mentioned below8
• )merge as transnational 4ife Insurer of global scale and
standard
• ,reate best value for ,ustomers( Shareholders and all Stake
holders
• Achieve impeccable reputation and credentials through best
business practices
K!&<%e#e
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Knowledge leads to expertiseO and our expertise is in helping
people protect them. $erfectly combining global expertise with local
knowledge( we are IndiaNs life insurance specialist. !eliance 4ife
believes that for knowledge to be of value it must be focused( current(
tested and shared.
C"ri!
!eliance 4ife is redefining the life insurance paradigm by
focusing on customers first. he service process is responsive(
personali&ed( humane and empathetic. )very individual who
represents the company is for our brand champion
H&!e$t+
"onesty is the heart of the life insurance business. It is all about
trust. ransparency( integrity and dependability form the cornerstones
of the !eliance 4ife experience. he company ensures that everyone
who represents the brand carries a promise8 we care in word as well
as deed.
Pr&#uct Pr&i%e
Insurance $lan
$rotection $lan
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0i.e ?e"r Re!e<"6%e "!# C&!.erti6%e Ter I!$ur"!ce
!eliance 4ife Insurance 5ive Jear !enewable and ,onvertible erm
Insurance 2/on-$articipating3 plan not only provide you with a low cost
insurance cover during its tenure of five years( it also helps you plan in
advance for various future needs and your familyNs financial security(
should anything unfortunate happen to you. *ffering a guaranteed
9eath Benefit( this plan is particularly useful as a short-term protection
plan. An important feature of this policy is that it allows the insured to
convert the policy to a regular policy during the tenure of the policy.
Le.e% Ter (N&! P"rtici'"ti!) P&%ic+
!eliance 4ife Insurance 4evel erm 2/on $articipating3 $olicy is a plan
that covers your life at a very low cost and reduces the conse#uent
hardship your family may have to bear in the unfortunate event of your
death. Incase of the unfortunate death of the policy holder during the
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term of the plan( an amount e#ual to the sum assured is paid to the
nominee.
C*i%#re! P%"!
,hildrenNs )ndowment to :G 2$ar3 $lan
!eliance 4ife Insurance presents ,hildrenNs )ndowment $articipating
Insurance to age :G with an option to buy a permanent life insurance
policy without medical underwriting 2irrespective of hisPher health at
that time3. his policy which is especially designed to enable you to
provide for higher education of your child and take care of your child+s
future needs in case of spiraling costs.
C*i%#re!@$ E!#&<e!t t& 4 (P"r) P%"!
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!eliance 4ife Insurance ,hildrenNs )ndowment $articipating Insurance
to age =? provides an option to buy a permanent life insurance policy
without medical underwriting 2irrespective of hisPher health at that
time3. his policy enables you to provide for various events in your
child+s life such as a grand wedding of your child. his excellent plan is
a participating plan( which is also eligible for bonuses and !eliance
4ife may declare these bonuses from time to time and from the third
policy year. An important feature of this plan is that the entire sum
assured is paid out on maturity and the plan automatically vests when
the child turns :G.
Ste''i! St&!e$ (P"r) P%"!
!eliance 4ife Insurance Stepping StonesQ is a smart way to plan your
children+s education and their future irrespective of whether you are
there or not. It provides you with regular money when it is re#uired.
his policy also builds cash value( which you can use during your
lifetime to fund any unforeseen needs by surrendering accumulated
$As. his policy also entitles you to make partial withdrawals for
various unplanned expenses in the future.
SMART Ste'$ P%"!
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Introducing !eliance 4ife Insurance regular premium unit linked life
insurance children+s plan S'A! StepsQ( which will help you plan for
your childNs future in a S'A! way and takes your worries away. his
plan offers the re#uired financial protection for your loved ones if you
are not alive and provides an unmatched investment opportunity by
way of well managed investment funds. his policy also entitles you to
make partial withdrawals for various unplanned expenses in the future.
SMART Ste'$ P%u$
A regular premium unit linked life insurance plan( !eliance 4ife
Insurance S'A! StepsQ plus will help you plan for your childNs
higher education( marriage( and financial security. his plan offers no-
compromise >@E degree protection to your children even if you are not
alive and provides an unmatched investment opportunity by way of
well managed investment funds. his policy also entitles you to make
partial withdrawals for various unplanned expenses in the future.
SMART Ste'$ Si!%e Preiu P%"!
!eliance 4ife Insurance S'A! StepsQ Single $remium policy will
help you plan for your childNs future in a S'A! and organi&ed
manner. Apart from offering >@E degree protection to your child if you
are not alive( this plan also provides an unmatched investment
opportunity by way of well managed investment funds. his policy also
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entitles you to make partial withdrawals for various unplanned
expenses in the future.
I!.e$te!t P%"!
Lie M";er Preiu I!.e$te!t P%"!
he latest 4ife 'akerQ $remium Investment $lan gives you a lot of
choices - especially when you are looking for reat life style( Big
"ome( your own well established Business and top of all $rotection for
your family. *ur nit linked 4ife Insurance plan can be the financial
cornerstone for your objectives. !eliance 4ife Insurance provides you a
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powerful investment-cum-insurance plan where you can direct your
investments in the customi&ed unit linked funds such as e#uities(
money market instruments( investment grade corporate bonds( and
government securities. hese funds offer a wide range of returns basis
market returns. Jou can choose to invest your premiums in one or
more of these funds( basis your risk taking ability.
4ife 'akerQ $latinum - a nit 4inked Investment $lan
ith the 4ife 'akerQ $latinum a nit 4inked Investment $lan( you can
meet all your financial needs( without the tedium of managing multiple
products. In this plan( you can direct your investments in the
customi&ed unit linked funds such as e#uities( money market
instruments( investment grade corporate bonds( and government
securities. hese funds offer a wide range of returns basis market
returns. Jou can also choose to invest your premiums in one or more
of these funds( basis your risk taking ability.
Lie M";er G&%# P%"!
his plan enables you to choose an attractive investment fund( enjoy
free loyalty units and tax benefits on premiums and maturity value. 4ife
'akerQ old $lan also provides you insurance cover( in which( your
nominee will get the Sum Assured plus the 5und alue to your
nominee2s3( in case of unfortunate event of your death. *ur $lan also
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offers you the flexible investment feature( where you can choose one
out of four attractive funds options and also change your risk return
profile of your existing investments by switching across funds with our
high customi&ation feature.
Lie I!.e$t P%"!
his policy will provides you comprehensive protection from > 9s i.e.
9eath( 9isease and 9isability. Apart from loyalty units and tax benefits(
the maturity feature of this policy will also pay you the fund value.
5lexible Investment with choice of four attractive fund options( lump
sum investment in your plans through top ups as per your cash flow(
increasing death benefits( flexibility to choose premium payment terms
are few of the benefits you can enjoy through this policy.
SMART A$$ure P%"!
*ur smart assure plan also enables you to make partial withdrawals at
the time of unexpected expenses. he switching feature of this policy
provides you the facility to change the investment pattern by moving
from one fund to other fund2s3 amongst the funds offered under this
contract
Retiree!t P%"!
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E"$+ Lie Retiree!t (P"r) P%"!
,atering to the diverse set of needs of various customers looking for
retirement planning( !eliance 4ife Insurance offers some splendid
retirement plans( which would suit their budget and lifestyle. !eliance
4ife Insurance )asy 4ifeQ !etirement $lan !egular $remiumPSingle
$remium 2$articipating3 $olicy is designed to help you save money for
your retirement. It also provides you with an opportunity to take home a
regular retirement income 2i.e. pension3.
SMART I!.e$t Pe!$i&! P%"!
*ffering competitive returns to secure the golden years of your life(
!eliance 4ife Insurance S'A! InvestQ $ension $lan is a
comprehensive unit linked pension plan to meet your post retirement
financial needs( ensuring you complete peace of mind. *ne-third of the
corpus can be commuted at vesting age the amount commuted are
eligible for tax exemption uPs :EA.
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CHAPTER 4
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RESEARCH METHODOLOG?
!esearch methodology is a systematic and objective process of
identifying and formulating the problem by setting objective and
methods for collecting( editing( tabulating( evaluating( analy&ing(
interpreting and presenting data in order to find justified solution.
!esearch design and design adopted
A !esearch design is a purely and simply the framework or
plan for a study that guides the collection and analysis of data. It is a
blue print that is followed in completing a study. he research design
undertaken by the researcher is descriptive research design. he
methodology involved in this design is mostly #ualitative in nature.
9escriptive research design is concerned with the research studies
with a focus on the portrayal of the characteristics of a group or an
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individual or a situation. he main objective of such studies is to
ac#uire knowledge. Similarly( such studies are used to examine the
characteristics of the corporate sector or consumer behavior etc.( he
descriptive study is typically concerned with determining fre#uency
with which something occurs or how two variables vary together.
O6ecti.e$
Pri"r+
o discern and analy&e the recruitment and selection strategies
of !eliance life insurance pvt ltd.
o know the perception of employees on the recruitment and
selection process of !eliance life insurance pvt. ltd.
Sec&!#"r+
o examine the recruitment policy of the organi&ation.
o analy&e the recruitment techni#ues employed by !eliance
life insurance pvt ltd.
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he new trends in recruitment strategy followed in production
based company.
o analy&e the training facilities offered by the company.
S&urce$ & #"t" c&%%ecti&!
9ata refers to the information or facts. *ften researchers understand
by the data only numerical figures. It also includes descriptive facts(
non-numerical information( #ualitative and #uantitative information. he
sources of data can be primary and secondary.
Pri"r+ #"t"
$rimary data are those data ( which are collected as fresh and
for the just time and thus happen to be original primary data for this
study was collected by preparing a well 0 structured #uestionnaire.
Sec&!#"r+ #"t"
Secondary data are those( which are collected from the already
existing information through reference. he secondary data are
collected by analy&ing various materials like ,ompany profiles(
'aga&ines( Mournals( $ast records and reports and websites.
ue$ti&!!"ire
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A #uestionnaire is a schedule consisting of a number of coherent
and formulated series of #uestions related to the various aspects of the
under study. In this method a pre-printed list of #uestions arranged in
se#uence is used to elicit response from the informant. he
#uestionnaire has been framed by covering almost the key concepts to
bring about lucid results.
S"'%i! et*&#
S"'%i! et*&# Si'%e R"!#& S"'%i!
hen every individual has a chance of being selected in a
population( it is known as simple random sampling techni#ue of
survey. his type of sampling is used in cases where the population is
large and a limited sample si&e is used for the study in limited time.
S"'%e $ie
Sample si&e refers to the number of items selected from the
universe to constitute a sample. Sample si&e for this study is CE( which
was drawn from the population >@E.
I!$true!t #e$i!/
ue$ti&!!"ire
A #uestionnaire is a schedule consisting of a number of coherent
and formulated series of #uestions related to the various aspects of the
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under study. In this method a pre-printed list of #uestions arranged in
se#uence is used to elicit response from the informant. he
#uestionnaire has been framed by covering almost the key concepts to
bring about lucid results.
Peri&# & $tu#+
he Study was conducted for a period of ?1 days
Statistical tools used for data analysis
C*i $>u"re te$t
,hi s#uare test is a non 0 parametric test which can be used to
determine categorical data shows dependency or that two
classifications are independent. It can also be used to make
comparisons between the theoretical population and actual data( when
categories are used. It is used most fre#uently by marketing
researchers to test hypothesis. his test is employed for testing
hypothesis when distribution of population is not known and when
nominal data is to be analy&ed.
,hi-s#uare aims at determining whether significant difference
exists among graphs of data or whether the differences are due to
sampling. ,hi-s#uare analysis is used to find out dependency between
two different attributes. It can be calculated as follows(
,hi- s#uare R 2*ij 0 )ij3 TP )ij --- )#uation 2:3
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here(
*ij R *bserved fre#uency of the cell in the ith row and jth
column
)ijR )xpected fre#uency of the cell in the ith row and jth column
)ij R 2!ow otal U,olumn otal3Prand otal ---- )#uation 2=3
he calculated value is compared with the table value for given
degrees of freedom at specified level of significance. It is accepted
when the calculated value is lesser than the tabulated value and
rejected when the calculated value is greater than the tabulated value.
Liit"ti&!$ & t*e $tu#+
ime constraint8 Since the project is for a limited duration more
information could not be collected from the company.
"uman behavior constraint8 *ne cannot judge the attitude of an
individual to be always constant. It is changed from time to time.
9ata ,onstraint 8 Since the study is fully bases on primary data(
the deficiencies attached with already collected data will be
reflected on the finding of the study.
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CHAPTER 5
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D"t" A!"%+$i$ A!# I!ter'ret"ti&!
M"%e , e"%e
AB4) .?.: 'ale % female
ender /umber of
respondents
$ercentage of
respondents
'ale ?= @E
5emale =G ?E
*A4 CE :EE
Gr"'* 1 Perce!t"e O M"%e$ A!# 0e"%e$ I! T*e C&'"!+
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A!"%+$i$
5rom the above chart ( it is clear that around @EH of workers are male
and remaining ?EH are females
Interpretation
In this survey we came to know that around @EH of the staff are male .
so that is easy to obtain candidates as per the job re#uirements of the
organi&ation
*pinion of employees regarding recruitment and selection process
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AB4) ?.= opinion of employees regarding recruitment and selection
process
*pinion/umber of
respondent
$ercentage of
respondents
)xcellent1G
G=.G@
ood D :=.G@
Average = =.G@
$oor : :.?=
*A4 CE :EE
raph = *pinion *f )mployees !egarding !ecruitment And Selection
$rocess
A!"%+$i$
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5rom the above chart it is evident that G=.G@H of employees feels that
recruitment and selection is excellent( :=.G@H feels that it is good (
=.G@H are average and :.?= are felt that it is poor.
Interpretation
!ecruitment and selection is necessary in every aspects of the
organi&ation in order to ensure better productivity so that selection
process depends on the nature of the job
I nformation regarding vacancies in reliance life insurance pvt. 4td
AB4).?.> I nformation regarding vacancies in reliance life insurance
pvt. 4td
Sources
/umber of
respondents
$ercentage of
respondents
Advertisement =E =G.@
)mployment
exchangeE E
ord of mouth 1E C:.?
*A4 CE :EE
Gr"'* 3 I!&r"ti&! Re"r#i! V"c"!cie$ I! Re%i"!ce Lie
I!$ur"!ce
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A!"%+$i$
5rom the above chart around =G.@H of the applicants came to know
about the vacancy through advertisement and around C:.?H getting
the information from word of mouth.
Interpretation
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Information regarding the vacancies needs to be presented through
other sources such as consultancies( and other recruiting agencies so
as to get the desired number of applicants for the vacancies
Attributes which attracts you to apply for the job
AB4).?.? Attributes which attracts you to apply for the job
Attributes/umber of
respondents
$ercentage of
respondents
9ecent salary >= ?1.C
*pportunity to growth =E =G.@
Mob security G ::.?
Identification with
company:E :?.>
otal CE :EE
raph ? Attributes hich Attracts Jou o Apply 5or he Mob
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A!"%+$i$
5rom the above chart around ?1.CH of applicants feels decent salary
makes them apply for the job(=G.@H feels that opportunity for growth (
::.?H feels job security and :?.>H feels that identification with the
company makes them to apply for the job
Interpretation
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!ecruitment activities should be in such a manner that it should attract
more candidates for the job so it is necessary to have better
advertisement to attract candidates
Information which is provided by the recruiter to attract the candidates
AB4) ?.1 Information which is provided by the recruiter to attract the
candidates
Attributes/umber of
respondents
$ercentage of
respondents
Mob description == >:.?
Salary package >> ?C.=
Additional facilities :1 =:.?
/one E E
otal CE :EE
raph 1 Information hich Is $rovided By he !ecruiter o Attract
he ,andidates
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A!"%+$i$
5rom the above chart in order to attract candidates around >:.?H are
attracted on the basis of job description ( ?C.=H on salary package and
=:.?H on additional facilities
Interpretation
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!ecruiter should provide different attributes like job description in order
to attract the candidates to apply for the job . candidates must also
know about facilities which enables them to apply for the job to have
better prospects.
W&r; "$ 'er +&ur >u"%iic"ti&!
AB4) ?.@ ork as per your #ualification
*pinion /umber of respondents$ercentage of
respondentsJes 1? CC.:
/o :@ ==.D
otal CE :EE
?.@ ,hart Showing he ork As $er Jour <ualifications
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A!"%+$i$
5rom the above table ( it is evident that majority of the employees feel
that their academic study is related to the work they perform( and
==.DH say that their academic study is not related to the work they
perform.
I!ter'ret"ti&!
he applicant should have re#uired #ualification in order to ensure
better productivity .5or that recruiter should clearly mention the
academic status of the candidates.
9ifferences of job description and actual work of the employees
AB4) ?.C 9ifferences of job description and actual work of the
employees
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*pinion/umber of
respondents
$ercentage of
respondents
Both are same ?E 1C.:
Slightly different =1 >1.C
Significantly different 1 C.=
otal CE :oo
,hart ?.C 9ifferences *f Mob 9escription And Actual ork *f
)mployees
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A!"%+$i$
5rom the above chart majority of the employees feel that job
description provided by the company is similar to the role they play in
the company with a 1C.:H response. hile >1.CH of the employees
feel slightly different and C.= H feel a significant different response.
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Interpretation
Mob description is essential to have clear cut re#uirement of
appropriate candidate to enable better performance by the employees
other than this job evaluation and job specification should also be
taken into consideration
*pinion of the employees to recommend their friends and relatives to
the organi&ation
AB4) ?.G opinion of the employees to recommend their friends and
relatives to the organi&ation
*pinion/umber of
respondents
$ercentage of
respondents
Jes 1G G=.D
/o := :C.:
otal :EE :EE
,hart ?.G *pinion *f )mployees o !ecommend heir 5riends And
!elatives o he ,ompany
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A!"%+$i$
5rom the above chart it is clear that around G=.DH of responses of
employees recommend their relatives and friends to join the
organisation and :C.:H have opposite opinion on this statement
Interpretation Internal recruitment is important to have highly
competent employees with reference to person who works in the
organi&ation but it should be for a certain extend . he recruiter should
recruite candidate from other sources also.
5actors that the employee rate related to their job
AB4) ?.D 5actors that the employee rate related to their job
5actors/umber of
respondents
$ercentage of
respondents$ride in work => >=.G
Mob security:D =C.=
!ecognition :C =?.>
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Acceptance :: :1.C
otal CE :EE
,hart ?.D 5actors hat he )mployee !ate !elated o heir Mob
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A!"%+$i$
5rom the above chart >=.GH employees feel that pride in work( =C.=H
employees feels job security( =?.>H employees feel recognition %
:1.CH employees feels acceptance in their job
Interpretation
All these features like pride in work( job security( recognition and
acceptance is essential for every employees to have loyalty towards
their work
)mployee+s awareness about company+s vision( mission % goals
AB4). ?.:E )mployee+s awareness about company+s vision( mission
% goals
*pinion
/umber of
respondents
$ercentage of
respondents
Jes @? D:.?
/o @ G.@
otal CE :EE
,hart ?.:E )mployees Awareness About ,ompany+s ision( 'ission
And oals
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A!"%+$i$
5rom the above table( D:.?H of employees are aware of company+s
vision( mission and goals and G.@H are not aware of it.
Interpretation
,ompany+s vision( mission and goals must be known to each every
employees to accomplish organi&ational objectives
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Satisfaction of employees with their present salary % incentives
AB4) ?.:: Satisfaction of employees with their present salary %
incentives
*pinion/umber of
respondents
$ercentage of
respondents
Jes ?1 @?.>
/o =1 >1.C
otal CE :EE
?.:: ,hart Showing Satisfaction *f )mployees ith heir $resent Mob
Salary And Incentives
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A!"%+$i$
5rom the above chart( @?.>H of employees are satisfied with their
present salary and incentives and >1.CH employees is not satisfied
with their present salary
Interpretation
Satisfaction of employees towards their work depends on their salary
and incentives to a large extend besides other factors like better
working condition ( job security etc(
Awareness of recruitment strategy and procedure in reliance life
insurance
AB4) ?.:= Awareness of recruitment strategy and procedure in
reliance life insurance
*pinion/umber of
respondents
$ercentage of
respondents
Jes ?D CE
/o =: >E
otal CE :EE
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,hart ?.:= Awareness *f !ecruitment Strategy And $rocedure In
!eliance 4ife Insurance
A!"%+$i$
5rom the above table( CEH of the employees are aware about the
recruitment strategies and procedure in the organi&ation and >EH of
employees are unaware of it
Interpretation
$roper recruitment strategies and procedures should enhance the
recruitment of competent employees with respect to the re#uirement
of the job.
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*pinion of the employees regarding the concerned location of work
AB4).?.:> *pinion of the employees regarding the concerned
location of work
*pinion/umber of
respondents
$ercentage of
respondents
Jes 1E C:.?
/o =E =G.@
otal CE :EE
,hart ?.:> *pinion *f )mployees !egarding he ,oncerned 4ocation
*f ork
A!"%+$i$
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5rom the above chart( it is clear that C:.?H of the applicant are very
much concerned about the location and =G.@H of then does not
concern about the location.
I!ter'ret"ti&!
4ocation of the organi&ation plays vital factor for the applicant to apply
for the job rather than the salary and other features of the organi&ation.
*pinion of selection conducted in company
AB4).?.:? *pinion of selection conducted in company
*pinion/umber of
respondents
$ercentage of
respondents
5air 1: C=.G
nfair :D =C.=
otal CE :EE
,hart ?.:? *pinion *f Selection ,onducted In ,ompany
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A!"%+$i$
In the above chart( about C>H of the employees have fair opinion on
selection and =CH of them have opposite opinion regarding selection.
Interpretation
Selection process should be impartial to have better selection of
candidates for the job. /ew selection techni#ues should be conducted
to have better human resources in the organisation.
?.:1 Identifying the !elationship between Mob 9escription and Actual
ork of the )mployees
"E-hereVis no significant difference between job description and
actual work of the employees
":-here is a significant difference between job description and actual
work of the employees.
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*pinion /umber of respondents
Both are same ?E
Slightly different =1
Significantly different 1
otal CE
O E (O=E) (O=E) (O=E) 9E
?E =>.>> :@.@C =CC.GD ::.D:
=1 =>.>> :.@C =.CD E.:=
1 =>.>> :G.>> >>1.DD :?.?E
*A4 =@.?=
,alculated value R =@.?=
9egree of freedomW 1H level of significance
R n-:
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R >-:R=
abulated value is 1.DD:
So( the ,alculated value X abulated value
So we accept the alternate hypothesis i.e. L":+
"ence it can be inferred that there is a significant difference between
job description and actual work of the employees.
?.:@ Identifying the !elationship between Mob 5actors affecting work
and the actual job
"E-here is no significant relation between job factors and actual work
of the employees
":-here is a significant relation between job factors and actual work
of the employees.
5actors /umber of respondents
$ride in work =>
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Mob security :D
!ecognition :C
Acceptance ::
otal CE
O E (O=E) (O=E) (O=E) 9E
=>:C.1 1.1 >E.=1 :.C=G
:D :C.1:.1 =.=1 E.:=G
:C :C.1-E.1 E.=1 E.E:?
:: :C.1-@.1 ?=.=1 =.?:?
*A4?.=G?
,alculated value R ?.=G?
9egree of freedomW 1H level of significance
R n-:
R ?-:R>
abulated value is 1.DD
So( the ,alculated value Y abulated value
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So we accept the /44 hypothesis i.e. L"E+
Z
here is no significant relation between job factors and actual work of
the employees
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:. In !eliance 4ife Insurance $vt. 4td is the one and only private
sector insurance company in India.
=. In !eliance 4ife Insurance $vt. 4td have the highest branch
offices and staff than other competitors.
>. In !eliance 4ife Insurance $vt. 4td is the insurance company
which has various and large no of policies than other competitors.
?. It is found that out of the :EE respondents( GEH are males and
the rest =EH are females. So( majority of the respondents are
males and the rest are females.
1. 5rom the study( it is seen that out of :EE respondents( CEH
opined the procedure of In !eliance 4ife Insurance $vt. 4td
recruitment as external recruitment and >EH of the respondents
opined the procedure of In !eliance 4ife Insurance $vt. 4td
recruitment as internal recruitment.
@. It is found that out of :EE respondents( majority 1EH of the
respondents felt that recruitment of insurance advisors is done
through advertisement( =1H opined it is done through walk in
interviews( :1H through personal reference and :EH through
placement agencies.
C. It is found that out of :EE respondents( 11H of the respondents
felt that media used for advertising to recruit insurance is
newspaper(=1H opined advertising is done through internet(:1H
opined it is television and 1H felt it is done through other media.
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G. 5rom the study( out of :EE respondents( majority ?1H opined that
the reason as to why people are interested to join In !eliance 4ife
Insurance $vt. 4td as to establish himself(=1H felt that it is for
attractive package(=EH opined for brand name and :1H opined
for other reasons.
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SUGGESTIONS
1. In !eliance 4ife Insurance $vt. 4td should recruit more
through placement agencies. By practicing this In !eliance
4ife Insurance $vt. 4td will get more capable persons who can
work efficiently.
2. In !eliance 4ife Insurance $vt. 4td should recruit people who
are committed( honest( and hardworking and are able to
attract the customers easily.
>. he fee charged as application money should be reduced so
that it will be helpful for the candidates.
?. he incentive system should be more attractive to motivate
more and more people for becoming insurance advisors.
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5. !eliance 4ife Insurance $vt. 4td should concentrate more on
rural market. It can introduce some special policies for the
farmers to tap the rural market( and pricing for these kinds of
products should be less so farmers can easily afford to take
policies.
0. In !eliance 4ife Insurance $vt. 4td should concentrate on
marketing along with the other types of marketing used it.
C. 'ore and more promotional activities should be held for
developing brand
awareness among the people which will lead to increased
satisfaction leading to
customer retention in the long run.
. A properly managed performance appraisal system is
needed that would contribute to the measurement of the
performance of the insurance advisors and their effective
retention.
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CONCLUSION
raining enables students to get them ac#uainted with the job
and also to increase their aptitude and skills. hese project works help
us to get exposed to the modern competitive ,orporate orld. Such
training gives the student an opportunity to get the knowledge imparted
internally. Since theoretical knowledge without practical knowledge is
meaningless( such training plays an important role.
he study was done to find out the effectiveness of recruitment
and selection in !eliance 4ife Insurance $vt. 4td.
he study was done among CE customers and the data was
collected by means of a #uestionnaire. *n whole it is found that the
most of the employees are satisfied with the present process.
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BIBLIOGRAPH?
B&&;$
:. $hilip Kotler 'arketing 'anagement
=. !esearch methodology by ,.!.K*"A!I
M""i!e$
:. Auto India - ,ar % Bike 'aga&ine
=. *verdrive - ,ar % Bike 'aga&ine
We6$ite$
www.relianceindia.com
www.wikipedia.com
www.google.com
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www.reliancelifeinsurance.com
ANNEFURE
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UESTIONNAIRE
Survey on the !ecruitment and Selection $rocess of !eliance life
insurance $ ltd8
/ame8
ender8 male
5emale
2:3 hat is your opinion on the recruitment and selection process in
!eliance life insurance pvt ltd[
a3 )xcellent b3 ood c3 Average d3 Bad
2=3 "ow did you come to know about the vacancy( when applying at
!eliance life insurance pvt ltd[
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a3 Advertisement b3 )mployment exchange c3 ord of 'outh
2>3 hich of the following attracted you to apply for the job at !eliance
life insurance pvt ltd[
a3 9ecent salary b3 *pportunity for growth
c3 Mob security d3 Identification with the company
2?3 hat information does the recruiter provides to attract the
candidates[
a3 Mob description b3 Salary package
c3 Additional facilities d3 /one
213 Are your academic studies related to the work you perform[
a3 Jes b3 /o
2@3 "ow is your job description different from your role played in
!eliance life insurance pvt ltd[
a3 Both are the same b3 Slightly different c3 significantly
different
2C3 ould you recommend your relatives and friends to join the
organi&ation[
a3 Jes b3 /o
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2G3 hich factor would you rate highly related to your job in !eliance
life insurance pvt ltd[
a3 $ride in the work b3 Mob security c3 !ecognition
d3 Acceptance
2D3 Are you aware of the company+s mission( vision and goals[
a3 Jes b3 /o
2:E3 Are you satisfied with your present drawing salary and incentives[
a3 Jes b3 /o
2::3 Are you aware of the recruitment strategy and procedure followed
in !eliance life insurance pvt ltd[
a3 yes b3 /o
2:=3 ere you really concerned about the location you will be placed[
Jes P /o
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