INTRODUCTION

SELECTION PROCESS:

It is a process of choosing best applicant among job seekers from the pool of
applicants.
In HDFC Standard Life Insurance all applicants should fill in the company prescribed
application format and sign a dated declaration present in the same. Reference to any
advertisement or web posting should be made in the application.

The HR dept will organize with the different Tests for certifying the offered
candidates.

RECRUITMENT PROCESS:

Successful human resources planning is designed to identify an

organizations human resource needs. Once these needs are known an organization
will want to do something about meeting them. The next step, then, in the staffing
function is assuming, of course, that demand for certain skills, knowledge, and
abilities is greater than the current supply in recruiting. This activity makes it
possible for a company to acquire the people necessary to ensure the continued
operation of the organization.

Recruiting is the process of discovering potential candidates for actual or

anticipated organizational vacancies. In simple terms, recruitment is understood as
the process of searching and obtaining applications for jobs from among whom the
right people can be selected.

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 Recruitment can be formally defined as the process of finding and attracting
capable applicants for employment. The process begins when new recruits are sought
and ends when their applications are submitted. The result is a pool of applicants
from which new employees are selected.

RECRUITING GOALS

For the recruiting process to work effectively there must be a significant pool
of candidates to choose from and the more diversity within that group, the better.

The first goal of recruiting is to communicate the position in such a way that
job seekers responds. The more applicants received, the better the recruiters chances
for finding an individual who is best suited to the job requirements.

The goal of recruiting program should attract the qualified and not the
unqualified. Meeting, this dual objective will minimize the cost processing
unqualified candidates.

RECRUITMENT PROCESS

The process comprises 5 interrelated stages:

(1) Planning.
(2) Strategy.
(3) Searching.
(4) Screening &
(5) Evaluation.

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There are several recruitment sources and they may be broadly categorized to

1. EXTERNAL SOURCES

2. INTERNAL SOURCES

1. INTERNAL SOURCES

(1) Present employees

(2) Employee Referrals

(3) Former employees

(4) Previous applicants

3. EXTERNAL SOURCES

(1) Professional or Trade Associations

(2) Advertisements

(3) Employment Agencies

(4) Campus Recruitment

(5) Walk-ins, write-ins, Talk-ins

(6) Consultants

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 (7) Contractors

(8) Internet Advertising and Sites

(9) Customers

(10)Unsolicited applicants

OBJECTIVES OF THE STUDY:

The following are the objective of the study.

1. To study the research and development practices in HDFC Standard life

insurance.
2. To elicit the opinion of respondents about the effective-ness of research
and development practices.
3. To study the internal and external sources in the company.

4. To study where the company is successful in adopting practices that are

cost effective and efficient.

5. To study the activities surrounding getting employees into the

organization and to know the reliability.

6. To study the existing recruitment policies in the company.

7. To offer suggestions to improve the practice

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NEED OF THE STUDY:

Recruitment and selection study is to recruit and retain the human resource of
required quantity and quality and this study involve the forecasting of human resource
needs in the organization in designing appropriate course of action for carrier
development based on the environment. Through the effective recruitment and
selection process the eligible and efficient manpower will existed in the correct time
and at the correct place.

SCOPE OF THE STUDY:

In HDFC Standard life insurance, the total number of Employees including

Technical associates and non technical employees is out of employees Onsite and
Offshore employees typically includes Team members/Project leaders/ Project
members/ Administration Staff were covered while doing the survey. The findings
arrived from the study are used with caution.

IMPORTANCE OF STUDY:

Recruitment and selection study is to recruit the human resource of required

quantity and quality and this study involve the forecasting of Human Resource needs
in the organization in designing appropriate course of action for carrier development
based on the Environment. Through the effective recruitment and selection process
the eligible and efficient manpower will existed in the correct time and at the correct
place.

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RESEARCH METHODLOGY:
Research Design:
Sample:

Stratified, Random sampling has been adopted and the size of the sample of
this study is 150 employees consisting of all the types of employees includes
‘technical Associates, Non-Technical Employees of both Permanent and Contract
employees and this sample also covers male and female employees.

Tools of Data Collection:

Primary Data:

Any research study for the collection for the primary data the methods like
Questionnaire, Interview and Observation methods has been used very frequently.
Among these methods the Questionnaire Technique being used as the most versatile
of all and capable of interacting opinion and interventions was used for the purpose of
data collection. The employees are the primary data.
Secondary Data:

The Secondary information will be collected in this category is as follows:

 By go through the intranet i.e., the part of 1-R.P. system in HDFC Standard
life insurance.
 By collecting information (through informal interaction) from the employees.
 By observing and studying the previous research studies.

The questions are prepared on Optional/choices based and these choices are:
 Strongly Agree
 Agree
 Disagree

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  Strongly Disagree

After taking the filled questionnaires from all the employees the data analysis and
interpretation part will be the next step, in this the whole data will be presented in
tabular form and also presented in Pi-diagrams or graphical representation.

LIMITATIONS OF STUDY:

 The study does not cover the entire organization.

 The respondent’s preferably Technical people are very busy with their
projects
 The preparation of the questionnaire is very difficult that some time it
may not suits for employees of all categories.

So there is a possibility of some extent for not getting the real information what the
respondent really feels.

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 REVIEW OF LITERATURE

Human Resource Management:

PROCUREMENT/MANPOWER PLANNING:
Drawing from the corporate business plan, the units will create an annual Business
plan for the forthcoming year and this would be used to develop a resource plan
specifying the staffing levels and core skill profiles.

This plan will take into account following things

 Project business trends and assumptions
 Numerical and qualitative gaps in current resources vs. future forecasts
 Outsourcing opportunities
 Projected attrition and promotion rates as per industry bench marks
 Redeployment/retooling of existing personnel.

The unit management will work out strategies under the following areas in meeting
the above planed requirements
 Resourcing
 Development (Training & Development)
 Career Management (Including succession planning , career progression norms,
role enhancement)

RECRUITMENT:
It is a process of searching perspective employees and stimulating them to apply for
jobs in the organization approved resource requisitions are given to the unit hr which
will acknowledge receipt of the same and work out with the requesting group head the
feasible time frame by which it can be met. The following are the sources of
manpower of the organization:
 web based recruitment- ([Link],[Link] etc)
 existing data base-( a separate data base is maintained by hr dept)
 employee referrals
 walk in advertisements

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 Placement agencies-(Adecco, Team lease etc.)
 campus recruitment
 transfers and promotions

SELECTION PROCESS:
It is a process of choosing best applicant among job seekers from the pool of
applicants.
In Hdfc standard life insurance all applicants should fill in the company prescribed
application format and sign a dated declaration present in the same. Reference to any
advertisement or web posting should be made in the application.

The HR dept will organize with the Hospitals /Medical Test centers for certifying
fitness of offered candidates.

ON BOARDING PROCESS;

1. The decision to offer a selected candidate will be made by city HR on basis of the
interview panel’s inputs, technical reviews, reference checks and other relevant
criteria.

2. Offers should be made as per the compensation guidelines, exceptions need to be

dealt with in consultation with HR. Offer letters formats are enclosed.

3. The offer decision will be influenced by Current compensation- component wise

like
 Excepted compensation (CTC)
 Comparison with like profiles within the city or comparable city
 Any industry benchmarks
 Specific items of offer like joining period, relocation frame and expenses, notice
pay reimbursement, role agreed upon tentative locations, commitment to review
compensation after a time frame and any other specific assistance to be provided
on joining

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 The compensation structure of existing personnel taken from the same
company/organization in which the candidate is working

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PREJOINING PROCESS:
The pre-joining process includes following
 Antecedent verification: verification of residence proofs, experience
certificates and educational certificates.
 Pre-employment medical: The minimum lists of tests and acceptable
levels are enclosed.
 Reference checks: A minimum two references should be received from the
candidate for conducting reference check.
 Induction: It is a process of receiving and welcoming and employee when he
first joins the Company and giving him basic information he needs to settle
down quickly and start work. Induction to trainees should be organized in
batches

Based on the joining date specified by the offered candidate, the HR dept should
ensure the following:
1. Setting up necessary environment

2. Intimation to the candidate’s likely functional heads or basic force

head

3. Drawing up the list of city leadership team members who should meet
the candidate

4. Orientation checklist

On the date of joining or immediately thereafter, the candidate

should be made to attend a group/unit orientation including the
following;
 Corporate values and culture
 Business objectives and stated values of the organization
 Company and organizational structure

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  The city business plans and activities
 the group’s business plans and activities
 salient features of applicable policies
 employee benefits and services
 computing and information facilities, and other appropriate issues

JOINING FORMALITIES – when a candidate joins the company, there will be

official forms that will be required to be filled in, such as

 Joining report (j1)

 Personal history form(j2)
 Personal data input form (j3)
 Medical and hospitalization insurance scheme (j4)
 Group personal accident insurance scheme (j5)
 Health declaration form (j6)
 Personal accident nomination form (j7)
 Superannuation scheme – application form (j8) (where applicable)
 Superannuation scheme – nomination form (J9)
 Superannuation scheme – transfer form (j10)
 Gratuity nomination form (j11)
 Self declaration form for income-tax (j12)
 Bank Account
 Visiting card (where applicable)
 Telephone extension connection form
 PC indent form
 Internet access registration form

STATUTORY FORMALITIES:
 EPF – form 2 (nomination & declaration)
 NSSN Form
 EPF/EPS transfer form (form 13) (If Required)
 ESI Declaration Form (If Required)

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DOCUMENTS TO BE VERIFIED: Collect a set of copies and verify with
the originals, the following records:-

 last drawn salary slip

 relieving letter / copy of duly accepted, resignation letter – from employee
 certificates pertaining to educational qualifications, proof of age
 service certificates of all previous employment

HUMAN RESOURCE DEVELOPMENT

HRD it is the act of increasing the knowledge and skill of an employee for doing a
particular job. It is a planned programme designed to improve performance and bring
about measurable changes in knowledge, skills attitude and social behavior of
employees it involves following issues:
 Identifying the Areas of training Knowledge, technical skills, social
skills, and techniques.
 Methods of training On the job Training and off the job Training.
 Training Content for different category of employees
Process of training:
The process of training will includes following steps
1. Identifying or determine training needs:
a) Organizational analysis
b) Manpower analysis
c) Task or role analysis
2. Identifying training objectives: (set objectives to meet the training needs)
a) Basic training through orientation
b) Problem solving
c) Innovation
3. Select training methods
4. Conduct training
5. compare training out comes against criteria. (To know the feedback about the
training programme)

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TALENT MANAGEMENT:
Talent management includes the following Key issues
 Allotting him employee ID Card and Mail Ids
 Maintaining employee details
 Orientation about access ESS and Portals like Gyanmandir Portal etc
 Maintaining the RMATRIX (Report matrix)
 Incase of employee unable to swipe the card updating the attendance through SAP
 Updating The employee data
 Medical / Welfare benefits
 Handling PMS Process

Meaning of recruitment:

Once the required number and kind of human resources are determined the
management has to find the places where required human resources are/will be
available and also find the means of attracting them towards the organization before
selecting suitable candidates for jobs. All this process is generally known as
recruitment, some people use the term ‘recruitment’ for employment. These two are
not one and the same. Recruitment is only one of the steps in the entire employment
process. Some others use the term recruitment for selection. These two terms are not
one and the same either.

Technically speaking the function of recruitment precedes the selection function

and it includes only finding, developing the sources of prospective employees and
attracting them to apply for jobs in an organization, whereas the selection is the
process of finding out the most suitable candidate to the job out of the candidates
attracted (i.e., recruited).formal definition of recruitment would give clear cut idea
about the function of recruitment.

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Definition:

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

meet the requirements of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of an
efficient workforce”.

Edwin [Link] defined recruitment as “the process of searching for prospective

employees and stimulating them to apply for jobs the organization.” Those
definitions can be analyzed by discussing the processes of recruitment through
systems approach.

Objectives of recruitment:

The objectives of recruitment are:

 To attract people with multi-dimensional skills and experiences that suits

 the present and future organizational strategies
 To induct outsiders with a new perspective to lead the company
 To infuse fresh blood at all levels of the organization
 To develop an organizational culture that attracts competent people to the
company
 To search or head hunt/head pouch people whose skills fit the company’s
values
 To devise methodologies for assessing psychological traits
 To seek out non-conventional development grounds of talent
 To search for talent globally and not just within the company
 To design entry pay that competes on quality but not on quantum
 To anticipate and find people for positions that does not exist yet

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Factors affecting recruitment:

Both internal and external factors affect recruitment. The external factors
include supply of and demand for human resources, employment opportunities and/or
unemployment rate, labour market conditions, political, legal requirement and
government policies, social factors, information system etc.
The internal factors include the company’s pay package including salary,
fringe benefits and incentives, quality of work life, organizational culture, career
planning and growth opportunities, size of the company, company’s product/services,
geographical spread of the company’s operations viz., local, national or global,
company’s growth rate, and role of trade unions and cost of recruitment.

Recruitment policy:

Recruitment policy of any organization is derived from the personnel policy of

the same organization. In other words the former is a part of the latter. However,
recruitment policy by itself should take into consideration the government’s
reservation policy, policy regarding sons of soil etc., personnel policies of other
organizations regarding merit, internal sources, social responsibility in absorbing
minority sections, women etc.

Recruitment policy should commit itself to the organization’s personnel policy lied
enriching the organization’s human resources or serving the community by absorbing
the weaker sections and disadvantaged people of the society, motivating the
employees through internal promotions, improving the employee loyalty to the
organization by absorbing the retrenched or laid-off employees or casual/temporary
employees or dependents of present/former employees etc. The following factors
should be taken into consideration in formulating recruitment policy.

They are as follows:

(a) Government policies
(b) Personnel policies of other competing organizations

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 (c) Organization’s personnel policies
(d) Recruitment sources
(e) Recruitment needs
(f) Recruitment cost
(g) Selection criteria and preference etc.

Sources of recruitment:

Where are suitable candidates available in required number? How can they be
informed about the availability of jobs and about the jobs and organization? Now we
Sal with first question as the answer to it deal with the techniques of stimulating the
prospective candidates (or techniques of recruitment).

Generally, the learners of human resources management may feel that sources
and techniques of recruitment are one and the time. But they are different. Sources
are those where prospective employees are available like employment exchanges
while techniques are those which stimulate the respective employees to apply for jobs
like nomination by employees, advertising, promotion etc. Now we discuss the
sources of recruitment. Management has to find out and develop sources of
recruitment as early as possible because of high rate of me-lapse.

The sources of recruitment are broadly divided into internal sources and external
sources. Internal sources are the sources within an organization pursuit. External
sources outside organizational pursuits.

Internal sources:

Internal sources include:

 Present permanent employees,

 Present temporary/casual employees
 Retrenched or retired employees

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  Dependents of decreased
 Disabled, retired and present employees.
(a) Present permanent employees: Organization consider the candidates
from its source for higher-level jobs due to:
(i) Availability of most suitable candidates forbs relatively or equally
To the external source
(ii) Meet the trade union demands
(iii) To the policy of the organization to motivate the present
employees.
(b) Present temporary or casual employees: Organizations find this source
to the vacancies relatively at the lower level owing to the availability of suitable
candidates or trade and pressures or in order to motivate them on the present job.

(c) Retrenched or retired employees: Generally a particular organization

‘trenches the employees due to lay-off. The organization takes the candidates for
employment from the retrenched employees due to obligation, trade union
pressure and the like. Sometimes the organizations prefer to re-employ their
retired employees as a token of their loyalty to the organization or to postpone
some inter-personal conflicts for promotion etc.

(d) Dependents of deceased, disabled, retired and present employees :

Some organizations with a view to developing the commitment and loyalty of not
only the employee but also his family members and to build up image provide
employment to the dependent(s) of deceased, disabled and present employees.
Such organizations find this source as an effective source of recruitment.

Organizations prefer internal source:

Organizations prefer this source to some extent for the following reasons:

 Internal recruitment can be used as techniques of motivation.

 Morale of the employees can be improved

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  Suitability of the internal candidates can be judged ’better’ than’ the
external candidates as “known devils are better than unknown angles.”
 Loyalty, commitment, a sense of belongingness, and security of the
present employees can be enhanced.
 Employees’ psychological needs can be met by providing an opportunity
for advancement.
 Employee’s economic needs for promotion, higher income can be
satisfied.
 Cost of selection can be minimized.
 Cost of training, induction, orientation, period of adaptability to the
organization can be reduced.
 Trade unions can be satisfied.
 Social responsibility towards employees may be discharged.
 Stability of employment can be ensured.

But organizations do not excessively rely on internal source as too much

consumption of even sugar tastes bitter. The excessive dependence on this source
results in in-breeding, discourages flow of new blood into the organization,
organization would become dull and back number without innovations, new ideas,
excellence and expertise. Hence, organizations depend on internal source to the
extent of motivating and then depend on external sources.
External sources:

External sources are those which are outside the organizational pursuits.
Organizations search for the required candidates from these sources for the following
reasons:

 The suitable candidates with skill, knowledge, talent etc., are generally
available.
 Candidates can be select without any pre-conceived notion or reservations.
 Expertise, excellence and experience in other organizations can be easily
brought into the organization.

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 Cost of employees can minimized because employees selected from this source
are generally placed in minimum pay scale.
 Human resources mix can be balanced with different background, experience,
skill etc.
 Latest knowledge, skill, innovative or creative talent can also be flowed into the
organization.
 Existing will also broadens their personality.
 Long-run benefit to the organization in the sense that qualitative human
resources can be brought.

External sources include:

 Campus recruitment
 Public employment exchanges
 Private employment agencies/consultants
 Professional Associations
 Data banks, casual applicants
 Similar organizations
 Trade unions

(a) Campus recruitment: Different types of organizations lied industries,

business firms, service organizations, social or religious organizations can get
inexperienced candidates of different types from various educational institutions
like colleges and universities imparting education in science, commerce, Arts,
engineering and technology, agriculture, medicine, management studies etc., and
trained candidates in different disciplines like vocational, engineering, medicine
from the training institutes like vocational training institutes for engineers etc.
Most of the universities and institutes imparting technical education in
various disciplines like engineering, technology, and management studies provide
facilities for campus recruitment and section. They maintain the bio-data and
performance required of the candidates. Organizations seeking to recruit the
candidates from this source can directly contact the institutes either in person or
by post and stimulate the candidates to apply for jobs. Most of the organizations

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 using this source perform the selection after completing recruitment in the campus
of the institute itself with a view to minimizing time lapse and to securing the
cream before it is attracted by some other organizations present the process of
campus recruitment.
Campus recruitment techniques:
Companies realize that campus recruitment is one of the best sources for recruiting
the cream of the new blood. The techniques of campus recruitment include:
(i) Short listing the institutes based on the quality of students intake, faculty
facilities and past track record.
(ii) Selecting the recruiting team carefully
Recruitment Practices:

Finding of the various surveys conducted in foreign countries reveals that

various organizations use the following sources of recruitment in the order of the
relative practice: employment referrals, casual applicants, advertising, local
educational institutions, public employment exchange, private employment agencies
and unions.
Industries in India depend on the following sources :
 Internal sources.
 Lists of a central pool of candidates from which vacancies are filled.
 Public employment exchanges.
 Casual laborers.
 Labor contractors.
 Candidates introduced by friends and relatives.
 Private employment agencies/consultants.
 Campus recruitment like Indian institutes of management, Indian institutes
of Technology, Indian institute of science, national Institute for Training
Industrial Engineers.
 Sons of the soil: Recently there has been a move in India that the
vacancies at the lower level should be filled by the local people (sons of
soil). Some organizations including public sector organizations have
started providing jobs to sons of sol on priority basis. The national

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 committee on Labor, in this connection, recommended for providing
employment to the local persons.
Further, the Government of India issued directives to public sector
enterprises to recruit local candidates on priority basis.

 Specified Communities and Categories: According to the

Government directives the organizations, particularly public sector have to
recruit candidates to the specified extent from the schedule castes,
schedule tribes, backward communities and from specified classes like
physically handicapped, ex-servicemen and the like.

Selection:

Meaning and definition:

After identifying the sources of human resources, searching for prospective

employees and stimulating them to employee for jobs in an organization, the
management has to perform the function of selecting the right employees at the right
time. The obvious guiding policy in selection is the intention to choose the qualified
and suitable job candidates for each unfilled job. The objective of selection decision
is to choose the individual who can most successfully perform the job from the pool
of qualifies candidates. The selection procedure is the system of function from device
adopted in a given company to ascertain whether the candidate’s specifications are
matched with his job specification and requirements are not.

Essentials of selection procedure:

The selection process can be successful if the following requirements are satisfied:
1. Some one should have authority to select. This authority comes from the
employment requisition, as developed by an analysis of the word-load and
work –force.

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 2. There must be standard of personnel with whom a prospective employee may
be compared, i.e. a comprehensive job description and job specification should
be available beforehand.
3. There must be a sufficient number of applicants from whom the required
number of employees may be selected.
Significance of Selection Process:

Selection of personnel to man organization is a crucial, complex and continuing

function. The ability of an organization to attain its goals effectively and to develop
in a dynamic environment largely depends upon the effectiveness of its selection
programme. If right personnel are selected, the remaining functions of personnel
management become easier, the employee contribution and commitment will be at
optimum level and employee-employer relations will be congenial. In an opposite
situation where the right person is not selected, the remaining functions of personnel
management, employee-employer relations will not be effective. If the right person is
selected, he is a valuable asset to the organization and if faulty selection is made, the
employee will become a liability to the organization.

Using Selection Agencies/Consultants:

Some private agencies/consultants in India perform the function of recruitment and

selection so as to enable the organizations to concentrate on their main functions, they
advertise, conduct tests and interview and provide a short list. Some companies have
started using started using the services of these agencies as they provide expertise and
reduce work load. The organization has to take these following factors into
consideration in selecting an agency or a consultant:

(i) Reputation, effectiveness, sincerity and punctuality of the organization;

(ii) Advertisement copy, design and media plans of various agencies;
(iii) Amount of fee, payment period and mode;
(iv) Objectivity, fair and justice in selection;
(v) Selection techniques to be adopted, particularly psychological tests,
interview methods etc;

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 (vi) Competence of the human resources of the agency/consulting firm. The
company has to do the following in case of using an agency or a
consultant:
(i) Brief the agency about the requirements, terms and conditions and
employment;
(ii) Providing job and employee specifications and helping the consultant in
modifying them;
(iii) Checking and reviewing the draft of the advertisement;
(iv) Ensuring that all arrangements are made for conducting test and
interview.

Factors Affecting Selection Decisions:

The goal of selection is to sort out or eliminate those judged unqualified to meet the
job and organizational requirements, whereas the goal of recruitment is to create a
large pool of persons available and willing to work. Thus, it is said that recruitment
tends to be positive while selection tends to be somewhat negative. A number of
factors affect the selection decision of candidates. The important among them are:
(i) Profile matching.
(ii) Organizational and social environment.
(iii) Successive hurdles.
(iv) Multiple correlations.

Steps in Scientific Selection Process:

 Job Analysis
 Recruitment
 Application Form
 Written Examination
 Preliminary Interview
 Business Games
 Tests
 Final Interview

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 Medical Examination
 Reference Checks
 Line Manager’s Decision
 Employment

Job Analysis: job analysis is the basis for selecting the right candidate. Every
organization should finalize the job analysis, job description, job specification and
employee specifications before proceeding to the step of selection.

(1) Recruitment: Recruitment refers to the process of searching for prospective

employees and stimulating them to apply for jobs in an organization. It is the
basis for the remaining techniques of the selection and the latter varies depending
upon the former.

Application Form:
(a) Application form is also known as application blank. The technique of
application blank is traditional and widely accepted for securing be used by the
management to know the suitability of the candidate regarding his socio-economic
background, neighborhood, family
status and background, sociological outlook, impact of these factors on employee
behavior etc.
(b) Educational Attainments: These include list of schools, colleges,
institutions attended, period of study, major subjects, class, percentage of marks,
rank secured, extra-curricular activities, positions and membership held during
educational career, hobbies, and interests, study either through regular course, or
correspondence course or through private study etc. This is the major area of
information gathered by the organization through application forms.
(c) Work Experience: It covers experience in all previous jobs with greater
particulars about the nature and quantum of work handled, period of experience in
each job, reasons for leaving the past employers, duties and responsibilities
involved, name of the immediate supervisor, salary drawn etc. This information
enables the organization to know the stability of the employee, his aptitude for the
nature of work, nature of relationship he maintained with the past employers etc.

25
(iii) Salary: Salary drawn in the present employment and salary and benefits
etc.
(iv) Personal Items: Association membership, personal likes and dislikes,
hobbies etc
(v) References: Organizations ask candidates to send the names and
addresses of persons who can contract for reference purposes. Evaluation
of Application Forms

There are two methods of evaluating an application form, viz, clinical and method
and weighted method.
Clinical Methods: The clinical method takes the help of the psychology.
Under the clinical method the application forms will be analyzed in detail,
drawing all possible inferences, projecting the applicant’s personality and
forecasting future job success. A properly designed form can provide clues to a
person’s leadership ability, emotional stability, assertiveness, writing ability,
attitude towards his supervisors etc.
Weighted method: under the second method, a certain points or weights are
weighted application form it is necessary to identity” those items of personal
history of the employees. Assigning weights to the responses in an application
gives certain amount of objectivity to this device. But this approach requires a
different application blank for each occupation group as it is a statistical
technique.
Biographical Inventories: In some cases, management may wish to select
the existing employees for the higher positions. In such a case the employee is
asked to submit for up-to-date bio-data which include name, address, educational
qualifications, martial status, habits and attitudes, health, human relations, parental
home, childhood, personal attitudes, present home, spouse and children self-
impression, recreation hobbies, interests, values, openings and preferences etc.
(4) Written Examination: The organizations have to conduct written
examination for the qualified candidates after they are screened on the basis of the
app0lication blanks so as to measure the candidate’s ability in arithmetic
calculations, to know the candidates’ attitude towards the jobs, to measure the

26
 candidates’ aptitude, reasoning, knowledge in various disciplines, General
knowledge and English language.
(5) Preliminary Interview: The preliminary interview is to solicit necessary
information from the prospective applicants and to assess the applicant’s suitability to
the job. This may be conducted by an assistant in the personnel department. The
information thus provided by the candidate may be related to the job or personal
specifications regarding education, experience, salary expected, aptitude towards the
job, age, physical appearance and other physical requirements etc. Thus, preliminary
interview is useful as a process of eliminating the undesirable and unsuitable
candidates. If a candidate satisfied the job requirements regarding most of the areas,
he may be selected for further process.
Preliminary interviews are short and known as stand-up interviews
or sizing-up of the applicants or screening interviews. However, certain required
amount of care is to be taken to ensure that the desirable workers are not
eliminated. This interview is also useful to provide the basic information about
the company to the candidate.

Business Games: Business games are widely used as a selection technique for
selecting management trainee’s executive trainees, and managerial personnel at
junior, middle and top management positions. Business games help to evaluate
the applicants in the areas of decision-making, identifying the potentialities,
handling the situations, problem-solving skills, human relations skills etc.

Participants are placed in a hypothetical work situation and are required

to play the role situations in the game. The hypothesis is that the most successful
candidate in the game will be the most successful one on the job. Presents the
types of the business games and the skills that are evaluated by each game.

6) Group Discussion: The technique of group discussion is used in order to

secure further information regarding the suitability of the candidates for job.
Group discussion is a method where groups of the successful applicants are
brought around a conference table and are asked to discuss either a case study or a

27
subject-matter. The candidates in the group are required to analyze, discuss, find
alternative solutions and select the sound solution.
A selection panel then observes the candidates in the areas of
initiating the discussion, explaining the problem, soliciting unrevealing
information basing on the given information and using common sense, keenly
observing the discussion of others, clarifying controversial issues, influencing
others, speaking effectively, concealing and mediating arguments among the
participants and summarizing or concluding aptly. The selection panel basing on
its observation judges the candidates’ skill and ability and ranks them according to
their merit. In some cases the selection panel may also ask the candidates to write
the summary of the group discussion in order to know the candidates’ writing
ability as well.

7) Tests: The next stage in the selection process is conducting different tests as
given below. The objective of tests is to solicit further information to assess the
employee suitability to the job.

The important tests are:

The most vital technique of selection which gained significance in
recent years is testing. It would be difficult for the organizations to evaluate the
candidate’s performance only on the basis of application blank and/or interviews.
Employment-tests help the management in evaluating the candidate’s suitability to
the job. These tests are also called psychological test.
Employment test is an instrument designed to measure the nature and degree of
one’s psychological potentialities, based on psychological factors, essential to
perform a given job efficiently. The purpose of these tests is to help in judging
the ability of a candidate in a given job-situation. The tests help in ranking
candidates and are valuable in determining subsequent success on the job. Thus,
tests are useful in selection, placement, promotions performance appraisal and
potential appraisal.

28
 INDUSTRY PROFILE

The insurance sector in India has come a full circle from being
an open competitive market to nationalization and back to a liberalized
market again. Tracing the developments in the Indian insurance sector
reveals the 360 degree turn witnessed over a period of almost two
centuries.

A brief history of the Insurance sector

The business of life insurance in India in its existing form started
in India in the year 1818 with the establishment of the Oriental Life
Insurance Company in Calcutta.

Some of the important milestones in the life insurance

business in India are:

1912: The Indian Life Assurance Companies Act enacted as the first
statute to regulate the life insurance business.

1928: The Indian Insurance Companies Act enacted to enable the

government to collect statistical information about both life and non-
life insurance businesses.
1938: Earlier legislation consolidated and amended to by the Insurance
Act with the objective of protecting the interests of the insuring public.

1956: 245 Indian and foreign insurers and provident societies taken
over by the central government and nationalized. LIC formed by an Act
of Parliament, viz. LIC Act,1956, with a capital contribution of Rs. 5
crore from the Government of India.

29
 The General insurance business in India, on the other hand, can
trace its roots to the Triton Insurance Company Ltd., the first general
insurance company established in the year 1850 in Calcutta by the
British.
Insurance sector reforms

In 1993, Malhotra Committee headed by former Finance

Secretary and RBI Governor R.N. Malhotra was formed to evaluate the
Indian insurance industry and recommend its future direction.

The Malhotra committee was set up with the objective of

complementing the reforms initiated in the financial sector.

The reforms were aimed at “creating a more efficient and competitive

financial system suitable for the requirements of the economy keeping
in mind the structural changes currently underway and recognizing that
insurance is an important part of the overall financial system where it
was necessary to address the need for similar reforms…”

In 1994, the committee submitted the report and some of

the key recommendations included:

i) Structure
 Government stake in the insurance Companies to be brought down to
50%
 Government should take over the holdings of GIC and its
subsidiaries so that these subsidiaries can act as independent
corporations.
 All the insurance companies should be given greater freedom to
operate

ii) Competition

30
 Private Companies with a minimum paid up capital of Rs.1bn should
be allowed to enter the industry.
 No Company should deal in both Life and General Insurance through
a single entity.
 Foreign companies may be allowed to enter the industry in
collaboration with the domestic companies.
 Postal Life Insurance should be allowed to operate in the rural
market.
 Only one State Level Life Insurance Company should be allowed to
operate in each state

iii) Regulatory Body

 The Insurance Act should be changed

 An Insurance Regulatory body should be set up
 Controller of Insurance (Currently a part from the Finance Ministry)
should be made independent

iv) Investments

 Mandatory Investments of LIC Life Fund in government securities

to be reduced from 75% to 50%
 GIC and its subsidiaries are not to hold more than 5% in any
company (There current holdings to be brought down to this level
over a period of time)

v) Customer Service

 LIC should pay interest on delays in payments beyond 30 days

 Insurance companies must be encouraged to set up unit linked
pension plans

31
 Computerization of operations and updating of technology to be
carried out in the Insurance industry.

Hence, it was decided to allow competition in a limited way by

stipulating the minimum capital requirement of Rs.100 crore. The
committee felt the need to provide greater autonomy to insurance
companies in order to improve their performance and enable them to
act as independent companies with economic motives. For this purpose,
it had proposed setting up an independent regulatory body.

The Insurance Regulatory and Development Authority

(IRDA)

Reforms in the Insurance sector were initiated with the passage

of the IRDA Bill in Parliament in December 1999. The IRDA since its
incorporation as a statutory body in April 2000 has fastidiously stuck
to its schedule of framing regulations and registering the private sector
insurance companies.

The other decision taken simultaneously to provide the

supporting systems to the insurance sector and in particular the life
insurance companies was the launch of the IRDA’s online service for
issue and renewal of licenses to agents.

The approval of institutions for imparting training to agents has

also ensured that the insurance companies would have a trained
workforce of insurance agents in place to sell their products, which are
expected to be introduced by early next year.

Since being set up as an independent statutory body the IRDA

has put in a framework of globally compatible regulations. In the

32
private sector 12 life insurance and 6 general insurance companies have
been registered.

COMPANY PROFILE

COMPANY PROFILE OF HDFC - STANDARD LIFE

A) Background and inception of the company

HDFC Standard Life Insurance Company Limited 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
Development Finance Corporation Limited (HDFC Limited), India's
leading housing finance 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.
HDFC Limited
HDFC Limited , India’s premier housing finance institution has
assisted more than 3.3 million families own a home, since its inception
in 1977 across 2400 cities and towns through its network of over 250
offices. It has international offices in Dubai, London and Singapore
with service associates in Saudi Arabia, Qatar, Kuwait and Oman to
assist NRI’s and PIO’s to own a home back in India. As of December
2008, the total asset size has crossed more than Rs. 95,000 crores
including the mortgage loan assets of more than Rs. 82,800 crore. The
corporation has a deposit base of Rs. 17,551 crore, earning the trust of
more than 9, 00,000 depositors. Customer Service and satisfaction has
been the mainstay of the organization. HDFC has set benchmarks for
the Indian housing finance industry. Recognition for the service to the
sector has come from several national and international entities
including the World Bank that has lauded HDFC as a model housing

33
finance company for the developing countries. HDFC has undertaken a
lot of consultancies abroad assisting different countries including
Egypt, Maldives, and Bangladesh in the setting up of housing finance
companies.
Standard Life Group (Standard Life plc and its subsidiaries)
The Standard Life Group has been looking after the financial
needs of customers for over 180 years. It currently has a customer base
of around 7 million people who rely on the company for their
insurance, pension, investment, banking and health-care needs. Its
investment manager currently administers £125 billion in assets. It is a
leading pensions provider in the UK, and is rated by Standard & Poor's
as 'strong' with a rating of A+ and as 'good' with a rating of A1 by
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 the Mortgage Magazine
Awards in 2006.
B) Nature of the business carried

HDFE standard life is on the business of life insurance. But HDFC is in

diversified business like banking, housing finance, securities etc…….

C) Vision, Mission and quality policy

Vision

“The most successful and admired life insurance company, which mean
that we are the most trusted company, the easiest to deal with, offer the

34
best value for money, and set the standards in the industry. In short,
“The most obvious choice for all”.

Mission

We aim to be the top new life insurance company in the market. This
does not just mean being the largest or the most productive company in
the market, rather it is a combination of several things like-

 Customer service of the highest order

 Value for money for customers
 Professionalism in carrying out business
 Innovative products to cater to different needs of different
customers
 Use of technology to improve service standards
 Increasing market share

Values

 Integrity
 Innovation
 Customer centric
 People Care “One for all and all for one”
 Team work
 Joy and Simplicity

35
 o Quality policy

Quality road map – time lines

Phase-1 to phase-3 should run simultaneously

Phases Objectives Visible proof When

Phase-5 Business BE award (external)/service 12-24

excellence guarantee months and
Improve
levels

Phase-4 Value stream 6 sigma processes, SLA, 6-8 months

map projects financial benefit. and improve
Process Process complaint functions 8-12 months
Phase-3 maturity and
sustenance
Organized Zone/region/branch/location 6-10 months
Phase-2 work places certification and
sustenance
Current Completion of projects and 4-6 months
Phase-1 business benefits derived and and
improvement sustenance sustenance
programs

36
 D) Product/service profile
1. Protection Plans

 HDFC Term Assurance Plan : This plan is designed to help

secure family’s financial needs in case of uncertainties. 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 event of one’s death.

 HDFC Loan Cover Term Assurance Plan : This plan aims

to protect family from loan liabilities in case of unfortunate demise
within the policy term. It provides the beneficiary with a lump sum
amount, which is a decreasing percentage of the initial Sum
Assured. This means that as the outstanding loan decreases as per
the loan schedule, the cover under the policy also decreases as per
the policy schedule.

 HDFC Home Loan Protection Plan : This plan aims to protect

family from loan liabilities in case of unfortunate demise within the
policy term. It ensures that family does not lose the dream house
that person have purchased for them, in case person is not around to
repay the outstanding monthly installments on their housing loan.

2. Children's Plans

37
 HDFC Children's Plan : As a parent, everyone priority is their
child’s future and being able to meet their child’s dreams and
aspirations. With HDFC Children’s Plan, they can start building
their savings today and ensure a bright future for their child.

 HDFC Young Star Super : This Plan provides valuable

protection to insured person child in case his/her is not around and
gives them an outstanding investment opportunity to maximize their
savings by providing them a choice of thoroughly researched and
selected investments. This plan also gives Bumper Addition to the
fund value at Maturity.

 HDFC Young Star Super Suvidha : It is a convenient plan,

which saves insured person from the need of going for Medicals.
This Unit Linked Plan provides valuable protection to his/her child
in case he is not around and gives him with an outstanding
investment opportunity to maximize their savings by providing them
a choice of thoroughly researched and selected investments. This
plan also gives Bumper Addition to the fund value at Maturity.

 HDFC Young Star Supreme Suvidha : This Plan provides

valuable protection to insured person child in case he is not around
and gives him an outstanding investment opportunity to maximize
his savings by providing him a choice of thoroughly researched and
selected investments. This plan also gives Bumper Addition to the
fund value at Maturity.

 HDFC SL Young Star Champion Suvidha : This is a

convenient plan, which saves him from the need of going for
Medicals. This Unit Linked Plan gives him with an outstanding
investment opportunity to maximize his savings by providing you a

38
 choice of thoroughly researched and selected investments. This plan
also gives Bumper Addition to the fund value at Maturity.

3. Retirement Plans
 HDFC Personal Pension Plan : The HDFC Personal Pension Plan is a
‘With Profits’ insurance policy that is designed to provide a post-
retirement income for life with the freedom to choose your
retirement date.

 HDFC Pension Super : The HDFC Personal Pension Plan is a

‘With Profits’ insurance policy that is designed to provide a post-
retirement income for life with the freedom to choose your
retirement date.

 HDFC Pension Supreme : The HDFC Pension Supreme is Unit

Linked plan, designed to provide a post-retirement income for life
with the freedom to choose their retirement date. This plan gives
them with an outstanding investment opportunity to maximize their
savings by providing them a choice of thoroughly researched and
selected investments. This plan also gives Bumper Addition to the
fund value at vesting.

 HDFC SL Pens\ion Champion : The HDFC SL Pension

Champion is Unit Linked plan, designed to provide a post-retirement
income for life with the freedom to choose their retirement date.
This plan gives them with an outstanding investment opportunity to
maximize their savings by providing them a choice of thoroughly
researched and selected investments. This plan also gives Bumper
Addition to the fund value at vesting.

39
 HDFC SL Unit Linked Pension Maximiser II : HDFC SL
Unit Linked Pension Maximiser II is a unique Single Premium unit
linked plan, designed to provide a post-retirement income for life
with the freedom to maximize their investment returns. This plan
also gives Bumper Addition* of 5% of initial single premium at
vesting and on death.

 HDFC Immediate Annuity : The HDFC Immediate Annuity is a

contract that uses investor capital to provide them with a guaranteed
gross income throughout their lifetime or over a period of their
choice. The income is guaranteed and is unaffected by the rise and
fall of interest rates. This means the investor can plan their life the
way they want it to be, safe in the knowledge that their gross
income will not fall during the period they have selected. The HDFC
Immediate Annuity offers a number of options to meet all their
income needs.

4. Savings & Investment Plans

 HDFC Endowment Super : With HDFC Endowment Super,

investors can start building their savings and it ensures that their
family remains financially independent, even when they are not
around. This Unit Linked Plan also gives them with an outstanding
investment opportunity to maximize their savings by providing them
a choice of thoroughly researched and selected investments.

 HDFC Endowment Supreme : With HDFC Endowment

Supreme, investors can start building their savings today and it
ensures that their family remains financially independent, even
when they are not around. It is a convenient plan, which saves them
from the need of going for Medicals. This Unit Linked Plan gives
them with an outstanding investment opportunity to maximize their
savings by providing them a choice of thoroughly researched and

40
 selected investments. This plan also gives Bumper Addition to the
fund value at Maturity.

 HDFC SimpliLife : It is a convenient plan, which saves investors

from the need of going for Medicals. This Unit Linked Plan gives
them with an outstanding investment opportunity to maximize their
savings by providing them a choice of thoroughly researched and
selected investments.

 HDFC Endowment Super Suvidha : It is a convenient plan,

which saves investors from the need of going for Medicals. This
Unit Linked Plan gives them with an outstanding investment
opportunity to maximize their savings by providing you a choice of
thoroughly researched and selected investments. This plan also
gives Bumper Addition to the fund value at Maturity.

 HDFC Endowment Supreme Suvidha : It is a convenient

plan, which saves insured person from the need of going for
Medicals. This Unit Linked Plan gives them with an outstanding
investment opportunity to maximize their savings by providing them
a choice of thoroughly researched and selected investments. This
plan also gives Bumper Addition to the fund value at Maturity.

 HDFC Wealth Builder : HDFC Wealth Builder is an exclusive

plan crafted for elite achievers. An investment cum insurance plan
that will actively help in building investor wealth and give them
twin advantage of exclusive funds (actively managed ) along with
choice of limited premium payment term . This plan provides the
financial protection to their loved ones and builds up their wealth
effortlessly. This plan also gives Bumper Addition to the fund value
at Maturity.

41
 HDFC Endowment Assurance Plan : With HDFC
Endowment Assurance Plan, investors can start building their
savings today and ensure that their family remains financially
independent, even when they are not around. This ‘With Profits’
plan is designed to secure their family’s future by giving their
family a guaranteed lump sum on maturity or in case of their
unfortunate demise, early into the policy term.

 HDFC Single Premium Whole of Life Insurance Plan :

HDFC Single Premium Whole of Life Plan is a tailor made plan well
suited to meet investors long-term investment needs and help them
to maintain their family’s financial independence. This single
premium investment plan is a Whole of Life plan aimed at providing
long-term real growth of their money.

 HDFC Assurance Plan : HDFC Assurance Plan helps investors

conveniently build their long-term savings while keeping their
family’s future protected. This ‘With Profits’ savings plan helps
them to build their long-term savings while securing their family’s
future.

 HDFC Savings Assurance Plan : HDFC Savings Assurance

Plan is a ‘With Profits’ savings plan which helps investors
conveniently build their long-term savings and ensure that their
family is protected even if they are not around.

5. Health Plans
 HDFC Critical Care Plan : HDFC Critical care plan provides
for a lump sum payment on survival post diagnosis of a critical
illness, so that in the event a critical illness strikes, investors don’t
have to dig into those precious savings of them.

42
 HDFC SurgiCare Plan : HDFC SurgiCare Plan provides
investors with timely support in case they have to undergo a major
surgery and hospitalization, as the case maybe, ensuring their
financial independence at all times.
6. Rural Products

 H D F C G r a m i n B i m a K a l y a n Yo j a n a

 H D F C G r a m i n B i m a M i t r a Yo j a n a

 H D F C B i m a B a c h a t Yo j a n a

7. Social Products

 HDFC Development Insurance Plan

D) Area of operation

HDFC STANDARD LIFE is operating internationally, that means all

over INDIA and outside India; it is rendering its insurance services
including rural places.

F) Ownership pattern

It is a joint venture between Housing Development Finance

Corporation Limited (HDFC Limited), India's leading housing
finance 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.

Associate Companies:

 HDFC Limited

43
 HDFC Bank
 HDFC Mutual Fund
 HDFC Sales
 HDFC ERGO General Insurance

DATA ANALYSIS AND INTERPREATION

1Q. By which source of recruitment you have applied for job in HDFC STANDARD
LIFE INSURANCE?

Internal Campus
Responses Consultants Media
References Recruitments
No. of
65 10 50 25
Respondents
% 45 5 30 20

70

60

50

40

No of Respondents
%
30

20

10

0
Consultants Media Internal References Compus recruitment

Inference:

44
45% of the respondents through consultants and 5% are recruited through media and
30% are recruited through internal reference and 20% of through campus recruitment.

2Q. which among the tests are mostly used by HDFC STANDARD LIFE?

Aptitude Psychometric Technical

Responses Others
Test Test Interview
No. of
40 45 35 25
Respondents
% 40 30 25 5

60

50

40

No of Respondents
30
%

20

10

0
Aptitude Test Psychometric Test Technical Interview Others

Inference:
40% of respondents said the aptitude test 30% of respondents said
Psychometric test and 25% said Technical interview and 5% others

45
3Q. Is HDFC STANDARD LIFE giving more opportunities for the fresher?

Strongly Strongly
Responses Agree Disagree
Agree Agree
No. of
70 50 20 10
Respondents

% 50 35 10 5

80

70

60

50

No of Respondents
40
%

30

20

10

0
Agree Strongly Agree Disagree Strongly disagree

Inference:
50% of respondents agree and 35% of respondents are strongly Agree and
10% of respondents are disagree and 5% of respondents are strongly
Disagree

46
4Q. Does HDFC STANDARD LIFE follows the process of recruitment?

Strongly Strongly
Responses Agree Disagree
Agree Disagree
No. of
90 40 20 0
Respondents

% 60 30 10 0

100

90

80

70

60

No of Respondents
50
%

40

30

20

10

0
Agree strongly Agree Disagree Strongly disagree

Inference
30% of respondents strongly agree 60% respondents agree and 10% are Disagree that
process of recruitment
.

47
5Q. The selection process in HDFC STANDARD LIFE is fair?

Strongly
Responses Agree Strongly Disagree
Disagree
No. of
60 80 10 0
Respondents
% 30 65 5 0

100

90

80

70

60

No of Respondents
50
%

40

30

20

10

0
Agree strongly Agree Disagree Strongly disagree

Inference:
5% of respondents disagree and 30% of respondents are Agree and Agree and 65%
of respondents feel it is fair

48
6Q. Are interviews conducted based on requirements form different verticals of the
company?
Very
Responses Good Poor Average
Good
No. of
60 0 80 10
Respondents
% 30 0 65 5

90

80

70

60

50
No of Respondents
%
40

30

20

10

0
Agree Strongly Agree Disagree Strongly disagree

Inference:
30% of respondents agree and 65% of respondents strongly agree and 5%
of respondents are gives its average

49
7Q. Time allotted for the interview is sufficient

Responses Sufficient Not Sufficient

No. of
125 25
Respondents

% 84 16

90

80

70

60

50
No Of Respondents
%
40

30

20

10

0
Good Poor Very Good Average

Inference:
84% of respondents feel that the time allocated for interview is sufficient
And 16% are not satisfied.

50
8Q. candidates are given Briefed about job description adequate and reliable

Strongly Strongly
Responses Agree Disagree
Agree Disagree
No. of
50 80 20 10
Respondents
% 30 55 10 5

90

80

70

60

50
No of respondents
%
40

30

20

10

0
Agree Strongly Agree Disagree Strongly disagree

Inference:
30% of respondents are agree and 55% of respondents are strongly agree
And 10% are disagree and remaining 5% are strongly disagree about the
Company is giving reliable information about the job profile

51
[Link] potential employees are been given equal opportunities in HDFC
STANDARD LIFE?

Strongly Strongly
Responses Agree Disagree
Agree Disagree
No. of
60 70 20 10
Respondents
% 35 50 10 5

80

70

60

50

No of Respondents
40
%

30

20

10

0
Agree Strongly Agree disagree Strongly disagree

Inference:
35% of respondents agree and 50% of respondents are strongly are strongly Agree
That company is giving more opportunity for experienced people and 10% are
Disagreed and 5% of respondents disagreed to this.

52
10 Q. is panel interview practiced by High level?

Strongly Strongly
Respondents Agree Disagree
Agree Disagree

75 40 25 10

Responses 60 25 10 5

No. of
Respondents

80

70

60

50

No of Respondents
40
%

30

20

10

0
Agree strongly Agree Disagree Strongly disagree

Inference:
60% of respondents agree and 25% of respondents strongly Agreed to this
And 10% are disagreeing and 5% are strongly disagreed for this.

53
11Q. The methods followed for recruitment on HDFC STANDARD LIFE are good
and efficient?

Very
Responses Good Poor Average
Good
No. of
75 65 0 10
Respondents
% 60 35 0 5

80

70

60

50

No of Respondents
40
%

30

20

10

0
Good Very good Poor Average

Inference:
60% of the respondents are thinking its good and 35% are thinking its Very Good
And remaining 5% are thinking its Average

54
12Q. Comment on selection process in HDFC STANDARD LIFE?

Very
Responses Good Poor Average
Good
No. of
65 45 10 30
Respondents
% 45 35 5 15

70

60

50

40
No of respondents
%
30

20

10

0
Good Very good Poor Average

Inference:
45% of employees agreed and 35% are strongly Agree to this and 5% of
Employees disagree and 15% of employees think its Average to this

55
FINDINGS:

 45% of the respondents through consultants and 5% are recruited through

media and 30% are recruited through internal reference and 20% of through
campus recruitment.

 40% of respondents said the aptitude test 30% of respondents said

Psychometric test and 25% said Technical interview and 5% others

 50% of respondents agree and 35% of respondents are strongly Agree and
10% of respondents are disagree and 5% of respondents are strongly Disagree

 30% of respondents strongly agree 60% respondents agree and 10% are
Disagree that process of recruitment

 5% of respondents disagree and 30% of respondents are Agree and Agree and
65%
of respondents feel it is fair

 30% of respondents agree and 65% of respondents strongly agree and 5% of

respondents are gives its average

 84% of respondents feel that the time allocated for interview is sufficient and
16% are not satisfied.

 30% of respondents are agree and 55% of respondents are strongly agree and
10% are disagree and remaining 5% are strongly disagree about the Company
is giving reliable information about the job profile

 35% of respondents agree and 50% of respondents are strongly are strongly
Agree that company is giving more opportunity for experienced people and
10% are disagreed and 5% of respondents disagreed to this.

56
 60% of respondents agree and 25% of respondents strongly Agreed to this and
10% are disagreeing and 5% are strongly disagreed for this.

 60% of the respondents are thinking its good and 35% are thinking it’s Very
Good and remaining 5% are thinking its Average

 45% of employees agreed and 35% are strongly Agree to this and 5% of
Employees disagree and 15% of employees think its Average to this

57
 SUGGESTION AND CONCLUSION

Nothing is static in the contemporary world like to business practices, attitudes and
ambitions of the employees. To perform and on the top among competitors, the
organizations are adopting a wide variety of strategies and policies.

Hdfc standard life insurance company Ltd., is one of those organizations, which always
thrive ensure customer satisfaction and become a global leader. To become a leader in
the business, the organization not only needs dedicated workforce but also efficient
panning and strategies that support planning. The human resources are very tangible
and best people with skills and through knowledge should be recruited as it has become
very vital to not only recruit the best bin also to retain them. Some of the conclusions
based on the analysis of recruitment process at Hdfc standard life insurance.

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BIBLIOGRAPHY
1. Kothari.C.R., Research methodologies, Wishwa prakasham publishers,
New
2. Prasad.L.M., Human resource management,
3. French, Windell., Human resource management, All India publishers
and distributors, Chennai, 2000.
4. Subba Rao. P., Human Resource Management and Industrial Relation,
Himalaya publishers, Mumbai 2004
5. Decenzo and Robbins., Personnel / Human Resource Management,
Prentice hall of India [Link].,2003
6. Flippo Edwin B., Personnel Management, McGraw Hill Book co. Ltd.,
Tokyo.
7. Aswathappa. K., Human Resource and Personnel Management, Tata
McGraw Hill Publication [Link]. New Delhi.
8. Human Resource Management, Biswajeet Pattanayak

WEBSITES:
[Link]
[Link]

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QUESTIONNAIRE
1Q. By which source of recruitment you have applied for job in HDFC STANDARD
LIFE?
 Consultants
 Media
 Internal References
 Campus Recruitments

2Q. which among the tests are mostly used by HDFC STANDARD LIFE?
 Aptitude Test
 Psychometric Test
 Technical Test
 Others

3Q. Is HDFC STANDARD LIFE giving more opportunities for the fresher?
Agree Strongly Agree Disagree Strongly Disagree

4Q. Does HDFC STANDARD LIFE follows the process of recruitment?

Agree Strongly Agree Disagree Strongly Disagree

5Q. The selection process in HDFC STANDARD LIFE is fair?

Agree Strongly Agree Disagree Strongly Disagree

6Q. Are interviews conducted based on requirements form different verticals of the
company?
 Good  Poor Very good Average

7Q. Time allotted for the interview is sufficient

Sufficient Insufficient

8Q. candidates are given Briefed about job description adequate and reliable?
Agree Strongly Agree Disagree Strongly Disagree

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[Link] potential employees are been given equal opportunities in HDFC
STANDARD LIFE?
Agree Strongly Agree Disagree Strongly Disagree

10Q. is panel interview practiced by High level?

Agree Strongly Agree Disagree Strongly Disagree

11Q. The methods followed for recruitment on HDFC STANDARD LIFE are good
and efficient?
Good Poor Very good Average

12Q. Comment on selection process in HDFC STANDARD LIFE?

Good Poor Very good Average

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