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SUMMER TRAINING PROJECT REPORT

ON
RECRUITMENT AND SELECTION PROCESS
AT RELIGARE, GURGAON

DURATION- 21th JUNE TO 01 Aug 2019.

MASTER OF BUSINESS ADMINISTARTION


(2018-20)

(Shambhunath Institute of Engg. & Technology)

Under the Guidance Of SUBMITTED BY-:

MS. Apoorva Sharma Diksha Singh Rathore

(HEAD-TALENT AND ACQUISITION) Roll No. 1816270022

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DECLARATION

I hereby declare that this submission is our own work and that, to the best of our

knowledge and belief, it contains no material previously published or written by another

person nonmaterial which to a substantial extent has been accepted for the award of

any other degree or diploma of the university or other institute of higher learning, except

where due acknowledgment has been made in the text. It gives me immense pleasure

that I got an opportunity to work with Religare Health Insurance .and also to undertake

such a wonderful project. The professionalism and the great work environment has

helped me in shape-up my personality and enhance my knowledge. It was an educating

and enriching experience for me. Now that I have completed my project work, thus, it is

but natural to thank all those who made this project an outstanding experience.

Signature

Name- Diksha Singh Rathore

Roll No. 1816270022

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ACKNOWLEDGEMENT

This project aims at understanding the workings of an organization, its external and

internal process. .Religare Health Insurance Company has provided an in-depth

knowledge about how an organization functions, the challenges it faces and its earnest

endeavor to overcome them in its objective of becoming the no.1 Insurances Company.

I thank MS.RASHI RAMANI (AVP) for selecting me as a management trainee in her

organization. I would especially like to thank Ms. Aarti Anand & Ms Sakshi Nigam

(HR MANAGER) for her guidance and motivation in helping me to understand the

working environment of the organization and the challenges ahead in the organization

and the corporate world as a whole. She helped me for providing insight knowledge of

the organization and helped me clearing my doubts and problems.

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TABLE OF CONTENT

S.NO TITLE

Chapter 1 Executive Summary


Chapter 2 Significance of Study

Chapter 3 Company Profile

Chapter 4 Company Business Partners

Chapter 5 Policies of Religare

Chapter 6 SWOT Analysis

Chapter 7 Research Methodology

Chapter 8 Findings

Chapter 9 Suggestion & Recommendation

Chapter 10 Conclusion

Chapter 11 Bibliography

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CHAPTER -1

EXECUTIVE SUMMARY

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EXECUTIVE SUMMARY

This project provides an insight into the Human Resources Department of Insurance.

The project focuses on Recruitment and selection of a candidate provided by Religare.

The project also includes the services industry in which Religare plays an important

role. The organization structure, history of the company, ownership patterns, divisions

and branches and different departments in the organization are also mentioned.

The project provides an overall view on the Human Resources department of the

company.

Lastly the project involves an analysis and comparative study of the candidate of

Religare with two of its competitors and recommendations to provide a horizon of

improvement and growth.

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CHAPTER-2

SIGNIFICANCE OF STUDY

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PROJECT

SIGNIFICANCE OF THE STUDY


A research has its own importance in any business organization. It is a systematic and

scientific investigation of any idea either precise or abstract from continuous basis of

learning. As we know in present times, the modern world is progressing at a very high

pace. Due to high competition and increased expectations, every organization needs

effective recruitment and selection process. By this study new segments of recruitment

and selection has been discovered. This will help to enhance the capability of Religare

Life Insurance in using the recruitment and selection process more effectively.

This project would be significant for researcher because this is the opportunity for

putting theortical knowledge into practical application.

This project would be significant for the readers as it is providing them knowledge

about recruitment and selection process.

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CONCEPTUALIZATION

Recruitment

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

requirements of the staffing schedule and to employ effective measures for attracting

that manpower in adequate numbers to facilitate effective selection of an efficient

workforce.‖ Edwin B. Flippo defined recruitment as ―the process of searching for

prospective employees and stimulate them to apply for jobs in the organization.‖

Recruitment is a ‗linking function‘-joining cost effective, the recruitment process should

attract qualified applicants and provide enough information for unqualified persons to

self-select themselves out.together those with jobs to fill and those seeking jobs. It is a

‗joining process‘ in that it tries to bring together job seekers and employer with a view to

encourage the former to apply for a job with the candidate.

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

such a way that job seekers respond. To be

Recruitment is distinct from Employment and Selection. Once the required number and

kind of human resources are determined, the management has to find the potential Life

Advisors where the required human resources are/will be available and also find the

means of attracting them towards the organization before selecting suitable candidates

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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 are not 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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PURPOSES AND IMPORTANCE OF RECRUITMENT

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

qualified job candidates. Specifically, the purposes are to:

 Increase the pool of job candidates at minimum cost.

 Help increase the success rate of the selection process by reducing the number

of visibly, under qualified or overqualified job applicants.

 Help reduce the probability that job applicants, once recruited and selected, will

leave the organization only after a short period of time.

 Begin identifying and preparing potential job applicants who will be appropriate

candidates.

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

 Infuse fresh blood at all levels of the organization.

 Develop an organizational culture that attracts competent people to the company.

 Search or head hunt/head pouch people whose skills fit the company‘s values.

 Devise methodologies for assessing psychological traits.

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

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

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

 Increase organizational and individual effectiveness in the short term and long

term.

 Evaluate the effectiveness of various recruiting techniques and sources for all

types of job applicants.

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Recruitment represents the first contact that a company makes with potential

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

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

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

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

cannot be selected when better candidates do not know of job openings, are not

interested in working for the company and do not apply. The recruitment process should

inform qualified individuals about employment opportunities, create a positive image of

the company, provide enough information about the jobs so that applicants can make

comparisons with their qualifications and interests, and generate enthusiasm among the

best candidates so that they will apply for the vacant positions.

The negative consequences of a poor recruitment process speak volumes about its

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

qualified applicants can prove costly in several ways. It can greatly complicate the

selection process and may result in lowering of selection standards. The poor quality of

selection means extra cost on training and supervision. Furthermore, when recruitment

fails to meet the organizational needs for talent, a typical response is to raise entry-level

pay scales. This can distort traditional wage and salary relationships in the organization,

resulting in avoidable consequences. Thus, the effectiveness of a recruitment process

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

activities and their ultimate success

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Recruitment Process

The 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 organizations. Recruitment process involves a

systematic procedure from sourcing the candidates to arranging and conducting the

interviews and requires many resources and time. A general recruitment process is as

follows:

1. Identifying the vacancy-The recruitment process begins with the human resource

department receiving requisitions for recruitment from any department of the

company. These contain:

 Posts to be filled

 Number of persons

 Duties to be performed

 Qualifications required

 Preparing the job description and person specification.

 Locating and developing the sources of required number and type of

employees (Advertising etc).

 Short-listing and identifying the prospective employee with required

characteristics.

 Arranging the interviews with the selected candidates.

 Conducting the interview and decision making

2. Prepare job description and person specification

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3. Advertising the vacancy

4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the

final interviews and the decision making, conveying the decision and the appointment

formalities.

Recruitment process

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The recruitment procedure of health insurance is very easy. A person with high

educating and well experience can be recruited after a personal interview and group

discussion. After the training program is completed the Insurance Agent has to appear

for the pre-examination conducted by IRDA. As he clear the exam he provides a

license, which is the proof of a legalized insurance Agent, which permits him to deal in

his insurance business. Basically this process is for each and every profile.

SOURCES OF RECRUITMENT

Every organisation has the option of choosing the candidates for its recruitment

processes from two kinds of sources: internal and external sources. The sources within

the organisation itself (like transfer of employees from one department to other,

promotions) to fill a position are known as the internal sources of recruitment.

Candidates from all the other sources (like outsourcing agencies etc.) are known as the

external sources of recruitment.

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SOURCES OF RECRUITMENT

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FACTORS AFFECTING RECRUITMENT

Potential advantages

Internal

 Worker morale and motivation is enhanced

 Organization has a better opportunity to assess knowledge & skills of the

candidate

 Candidate has existing knowledge about the organization

 Less orientation may be needed

 May generate unhealthy competitiveness for promotions

 Additional training may be required

 Pool of candidates may be restricted

 Those not selected may feel rejected and discontented

External

 New ideas and insight

 New knowledge and experience

 Larger pool of talent to recruit from

 Recruiting and selecting may be more time-consuming

 Longer adjustment period may be needed

 Induction costs may be higher

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 Less opportunity to assess knowledge & skills

Please note that these pros and cons may or may not apply when recruiting for all

positions. Weigh up possible pros and cons for each recruitment situation before

making your decision regarding sources

Undesirable consequences of poor recruitment:

Poor recruitment choices (i.e., poor person-job fit t) can have a range of undesirable

consequences for the organization and the worker including:

• Higher rates of turnover

• Reduced performance effectiveness

• Lowered job satisfaction

• Reduced work motivation.

.Challenges to recruitment of effective staff includes:

 Lack of qualified applicants

 Inadequate salary packages

 Lack of resources (including funds)

 Limited scope for advancement and promotion

 Lack of job security

 Remoteness of services

 Stigma attached to working in the AOD field.

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Strategies for successful recruitment

Recruitment and selection is not only about choosing the most suitable candidate. The

recruitment and selection experience can also impact on the likelihood that a candidate

will accept a job offer and on their commitment to remaining with the organization.

Committing time and resources to develop a comprehensive recruitment strategy is a

worthwhile investment. Poor recruitment choices (i.e., poor person-job fit) can have a

range of undesirable consequences for the organization and the worker including:

 Higher rates of turnover

 Reduced performance effectiveness

 Lowered job satisfaction

 Reduced work motivation.

Effective recruitment process:

Step 1: Ensure an up-to-date job description

Step 2: Develop an effective recruitment strategy

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Step 3: Evaluate the recruitment strategy.

A clear, accurate and up-to-date job description is crucial to ensuring a good person-job

fit. It is worthwhile spending some time making sure that the job description matches the

everyday reality of the job.

A job description contains two types of information:

 Specific tasks and activities required for a particular job (e.g., conduct counseling

sessions, write client reports)

 The knowledge, skills and abilities required for effective performance by the job

incumbent (e.g., good communication skills, capacity to establish good client

rapport).

Most positions within the AOD field are complex, characterized by challenging work,

multiple roles and changing work demands. In these circumstances, the best person-job

fit t may be achieved by focusing on the tasks and activities as well as the knowledge,

skills and abilities of an effective performer.

The accuracy of a job description is likely to be improved by gathering information from

different sources. Different perspectives on the knowledge, skills, responsibilities,

challenges and demands of a position are likely to be provided by supervisors and

workers in the same or similar roles.

Useful information to gather from supervisors and coworkers includes:

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 What knowledge, skills, abilities and other personal characteristics (KSAOs) are

necessary for the position?

 What KSAOs can be practically and reasonably expected?

 What KSAOs are essential for effective job performance?

 What KSAOs distinguish between good and poor performers on the job?

 It may also be useful to consider whether the organization is willing to take on

less experienced workers and provide professional development activities (in-

house or external) to build up their knowledge and skills.

Step 2: Develop an effective recruitment strategy

Two important issues to consider when developing a recruitment strategy are:

• The source of recruitment (i.e., advertisements, personal referrals, employment

agencies, direct applications)

• The recruiter (i.e., the ―personal face‖ of the organization).

The source of recruitment

A range of strategies (e.g., newspaper advertisements, personal networks) can be used

to recruit new workers. There is evidence that hiring new staff through referrals from

existing staff or direct (unsolicited) applications is likely to result in lower turnover rates

and higher job satisfaction compared to more traditional avenues of recruiting (e.g.,

newspaper advertisements.)

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MODERN TECHNIQUES:

Walk-in: - As per this technique, the potential candidates are required to attend for an

interview directly and without a prior application on a specified date, time and at a

specified place.

Consult-in: - The busy and dynamic companies encourage the potential job seekers to

approach them personally and consult them regarding the jobs.

Head-hunting: - These are also known as search consultants. The companies request

the professional organizations to search for the best candidates particularly for the

senior executive positions.

Body Shopping: - Professional organizations and the hi-tech training institutes develop

the pool of human resources for the possible employment. The prospective employers

contact these organizations to recruit the candidates. These professional and training

institutions are called body shoppers and these activities are known as body shopping.

Business Alliances: - Business alliances like acquisitions, mergers and take-over help

in getting human resources. The company with surplus human resources offers the

services of their employees to other needy organizations.

Tele-Recruitment: - This technique involves the use of the Internet, to advertise job

vacancies and also for the candidates to apply online.

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Overview of selection techniques

Evidence-based best practice for three of the most commonly used selection techniques

is outlined below.

1. Curriculum vitas / résumés and written applications

A curriculum vitae (CV) / résumé provides valuable information relating to a person‘s

professional Qualifications and experience. All information in the CV should be verified

where appropriate (e.g., asking applicants to explain gaps in employment history).

Requesting job applicants to address specific c selection criteria (i.e., essential and

desirable) can improve the efficiency of reviewing CVs.

2. Conducting interviews

Structured interviews are recommended. A structured interview involves asking each

candidate the same set of questions and assessing their responses on the basis of pre-

determined criteria. Questions and assessment criteria should be based on accurate,

updated job descriptions. It is also helpful to develop criteria to categories responses

(e.g., as excellent, good, average and unsatisfactory). An interview panel consisting of a

representative selection of people may also be helpful. Two common types of structured

interview questions are:

• Situational questions which ask candidates about hypothetical scenarios that may be

encountered in the job and how they would respond in that situation

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• Experienced-based questions which focus on specific examples of the candidate‘s

prior work experiences and their responses to past situations that are relevant to the job

in question.

3. Reference checks

Referees are useful for identifying past employment problems and clarifying the

accuracy of information presented in an interview or CV. Only a small percentage of all

reference checks are negative, therefore, it is often difficult to differentiate between

candidates on the basis of reference checks alone.

Induction and orientation of new workers

An effective induction helps new workers understand their role and where they ―fit‖

within the organization. It also equips them with the tools they need to perform their

work role. Two useful induction tools are:

1. Induction manual / kits which may contain:

• An induction checklist

• Organizational philosophy / ethics / history

• Strategic values of the organization

• An organizational chart / structure

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• An employment manual on policies and procedures

• An orientation to the workplace (including parking and safety issues)

• Information about episodes of care, the duty system, supervision, staff meetings, etc.

2. Mentoring / ―buddy‖ system

New workers can be paired with experienced workers from a similar area to ―show them

the ropes‖.

Alternatively, a more formal / structured mentoring system can be a useful induction

strategy in

Which new workers are paired with a mentor who can assist them with their ongoing

professional development?

Best practice in selection techniques

A wide selection of techniques are available which range from intensive (and expensive)

activities (e.g., multi-day assessment centers), to the more commonly used interviews

and reference checks. Based on the evidence alone, best practice in selection requires

a comprehensive program that, Includes realistic tests of work practice and the use of

validated psychometric instruments. This is clearly an unrealistic expectation for most

AOD organizations.

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The next section describes evidence-based best practice for three of the most

commonly used selection techniques:

 Curriculum vitaes / résumés and written applications

 Conducting interviews

 Selection tests.

Curriculum vitas / resumes and written applications

Information about a person‘s professional qualifications and experience can be obtained

from their curriculum vitae (CV) / résumé and their written applications. This information

needs to be verified as far as possible before the person is hired. When reviewing the

CV / résumé and written application, look for items that may need further clarification

such as:

 Unexplained gaps in employment history

 Ambiguous wording

 Unanswered or partly answered questions

 Inconsistent information

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Consider requesting job applicants to address specific selection criteria (i.e., essential

and desirable) for the job position. The onus is then on the applicant to summarise their

work experience and qualifications and present it in an accessible manner. This makes

for a more efficient and time-saving

Process to find relevant information about each applicant that matches the criteria for

the job.

Conducting interviews

In order to obtain the best person-job fit (i.e., matching the right person for the right job),

a Structured interview format is recommended. A structured interview involves asking

each candidate the same set of questions and assessing their responses on the basis

of pre-determined criteria. The questions and assessment criteria are based on an

accurate, updated job description.

The more common types of structured interview questions are situational

and experience-based.

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Situational questions

Situational questions ask candidates about hypothetical scenarios that may be

encountered in the job and how they would respond in that situation.The questions

directly tap into the work related experience and problem-solving style of the candidate.

For example, situational interview questions may include:

 Your case load has increased to the point of being unmanageable - how would

you address this?

 What would you do if a client did not attend an appointment?

 You are the team leader and two team members have had an argument with one

another about the way the work tasks should be assigned. How would you

handle this?

 If you disagreed with the work practices of a coworker or team member, how

would you deal with this situation?

 A client arrives to a session intoxicated. How would you manage this?

 A client complains to you that another staff member has acted inappropriately.

What would you do?

 During a counselling session, it becomes apparent that a client has problems to

manage that are beyond your skill level (e.g., mental health issues or abuse).

How would you handle this?

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Experience-based questions

Experience-based questions focus on specific c examples of the candidate‘s prior work

experiences and their responses to past situations that are relevant to the job in

question. One advantage of experience-based questions is the opportunity to tap into

actual behavior and feelings rather than hypothetical ones.

Examples of experience-based questions include:

1) Please describe a situation where you had to deal with an aggressive client and

outline how you dealt with this. What were some of the strengths and weaknesses in

your approach?

2) Can you give an example of when you had to manage a complex project and

describe the strategies you used to do this?

 Developing criteria to assess candidates‘ responses

 To effectively distinguish between candidates, it is recommended that structured

questions are accompanied by a pre-determined scoring key. The scoring key

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should contain examples of excellent, good, average, and unsatisfactory answers

against which candidates‘ answers can be compared. Advantages of pre-

determined scoring criteria include:

 • Reduced Religare on interviewers‘ memory or written notes

 Increased • candidates criteria against which candidates are assessed (i.e., what

is a ―good‖ answer?)

 • Consistency of assessment across candidates and between interviewers (if a

panel is used).

Interview panels

It is recommended that an interview panel, rather than a single interviewer, is used.

Using a panel of interviewers can help to minimize potential biases, as well as provide

the opportunity to compare evaluations of the candidate before a final decision is made.

Where appropriate, the panel should be representative of gender and professions.

Representation on an interview panel can provide frontline workers / team members

with an opportunity to participate in the recruitment and selection process.

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E-R ECRUITMENT

The buzzword and the latest trends in recruitment is the ―E-Recruitment‖. Also known as

―Online recruitment‖, it is the use of technology or the web based tools to assist the

recruitment process. The tool can be either a job website like naukri.com, the

organization‘s corporate web site or its own intranet. Many big and small organizations

are using Internet as a source of recruitment.

The two kinds of e-recruitment that an organization can use is:


1. Job Portals:

Posting the position with the job description and the job specification on the job

portal and also searching for the suitable resumes posted on the site corresponding to

the opening in the organization.

2. Creating a complete online recruitment/application section in the

company’s own website.

Companies have added an application system to its website, where the ‗passive‘

job seekers can submit their resumes into the database of the organization for

consideration in future, as and when the roles become available.

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RESUME SCANNER
Resume scanner is one major benefit provided by the job portals to the organizations. It

enables the employees to screen and filter the resumes through pre-defined criteria‘s

and requirements (skills, qualifications, experience, payroll etc.) of the job.

Job sites provide a 24 x 7 access to the database of the resumes to the employees

facilitating the just-in-time hiring by the organizations. Also, the jobs can be posted on

the site almost immediately and is also cheaper than advertising in the employment

newspapers.

Sometimes companies can get valuable references through the ―passers-by‖ applicants.

Online recruitment helps the organizations to automate the recruitment process, save

their time and costs on recruitments.

Online Recruitment Techniques:


a. Giving a detailed job description and job specifications in the job postings to attract

candidates with the right skill sets and qualifications at the first stage.

b. E-recruitment should be incorporated into the overall recruitment strategy of the

organization.

c. A well defined and structured applicant tracking system should be integrated and the

system should have a back-end support.

d. Along with the back-office support a comprehensive website to receive and process

job applications (through direct or online advertising) should be developed.

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Therefore, to conclude, it can be said that e-recruitment is the ―Evolving face of

recruitment.‖

Advantages of E-Recruitment are:

a. Lower costs to the organization. Also, posting jobs online is cheaper than advertising
in the newspapers.

b. No intermediaries.

c. Reduction in the time for recruitment (over 65 percent of the hiring time).

d. Facilitates the recruitment of right type of people with the required skills.

e. Improved efficiency of recruitment process.

f. Gives a 24 X 7 access to an online collection of resumes.

g. Online recruitment helps the organisations to weed out the unqualified candidates in

an automated way.

h. Recruitment websites also provide valuable data and information regarding the

compensation offered by the competitors etc. which helps the HR managers to take

various HR decisions like promotions, salary trends in industry etc

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Disadvantages of E-Recruitment:
Screening and checking the skill mapping and authenticity of millions of resumes is a problem
and time consuming exercise for organization.

a. b. There is low Internet penetration, no access and lack of awareness of internet

in many locations across India.

b. c. Organizations cannot depend solely on the online recruitment methods.

c. d. In India, the employers and the employees still prefer a face-to-face interaction

rather than sending e-mails.

2.1.3 RECENT TREND IN RECRUITMENT AND


SELECTION

1. It is all about the candidate experience


As outlined above, unfortunately many experiences of candidates are still poor.

Designing an attractive and relevant candidate experience, as the first step in the longer

employee journey, is very important. As we described in our article ―Where to start when

you want to improve the employee experience ―, not all the elements of the employee

journey are easy to change. Redesigning the recruitment process is probably one of the

easier ones. Recruitment is often a high priority (―We need new people, fast‖), and

recruitment is a process that many people understand. The big consultancy firms

generally do a good job in the initial phases of recruitment: their attractive business

courses for talented students, taking place at nice locations, are well known (and

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expensive). Designing a business course that is attractive is relatively easy, it is more

difficult to make sure all employees (and ex-employees) contribute to a positive

candidate experience.

Some interesting service providers in this area (and there are many more): Betagig

(―Beta test your next career with job shadowing opportunities‖), Jibe (―Build a better

talent pipeline with Jibe‘s candidate experience platform‖) and Meetandengage (group

and ono-to-one chats, also for candidates).

2. Semi-automatic referrals
Recruiting via referrals is increasingly important for organisations. Where initially referral

programs worked mainly with money as a reward, you now see more game-like rewards

as well (points, leaderboards, badges)

3. AI powered search (or: from active to passive


candidates)
The candidate search software is quickly becoming more powerful (all of them are ―AI

powered‖, of course). If you give the machine an indication of the type of candidates you

are looking for, it will start a broad search, and deliver a long-list of potential candidates

quickly. You can feed the machine with a list of requirements, but also with the profiles

of people who are already successful in your organisations (or other organisations) in

the domain where you are looking for candidates. This development will probably also

mean the end of the traditional job boards, where you can post vacancies. Why would

you need a job board, if your machine can search almost everywhere? Of course,

candidates need to be visible online, but today most candidates are visible. The

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software will also look at the personality profile of potential candidates, to check if there

is a match between the personality of the candidate and the ‗personality‘ of the

organisation.

4. From fixed jobs to fluid roles


Organisations are more creatively using the opportunities of a more flexible workforce. It

helps to think less in terms of jobs and more in terms of assignments. There is an

assignment to be done, and how can we quickly find the best possible people who can

(and want to) do the assignment?

Organisations are less organised around fixed jobs, and more around flexible teams,

that look for suitable candidates in the internal- and external talent pool. Candidates are

recruited to strengthen a pool. It is important they have the right skills, and that they fit

well culturally in the organisation.

5. Clever and automatic candidate selection


Humans are not very good at selection. The combination human and machine can

improve the quality of selection a lot. especially in areas where performance can be

clearly shown and measured, developments are going fast. If you are coding software,

you feed the machine with a piece of code you have written, and then the machine will

determine how good you are, and in what type of team you will fit and add value, as

teams have different coding styles. No cv, no diploma, just some of the work you have

done.

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6. Chat bots to improve communication, and to
improve the recruitment process
Chatbots are in increasingly used in recruitment, to have conversations with candidates.

They can save recruiters a lot of time, by answering the first questions of candidates,

and helping to make the first selection. The chatbots can talk with applicants on the

website of organisations, but also through the various social media (Facebook chat,

WhatsApp , WeChat, Slack).

Guidelines for Recruitment and Selection

So Your Employee has Given Notice

1. Submit Recruiting Documents

2. Selection Process

3. Search Committee/Interview Panel

4. Interviewing

5. During the Interview

6. Reference Checks

7. Making Hiring Decision

8. Documention

Don't let panic set in. Whether your departing employee was a strong or mediocre

performer, this is your opportunity to analyze and revise the position description, and

determine the qualifications, both technical skills and behavioral factors, you will seek in

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a new employee. Is this a time to reorganize, reclassify, or make other major changes?

Perhaps the position description needs only a few adjustments. Once you are sure that

the position description reflects accurately the responsibilities of the position, consider

the qualifications you will seek in a new employee. What technical skills will the

employee need to carry out their job duties? What type of job behaviors will they need?

Think about past employees in the position. If they were outstanding, what made them

outstanding. If they were marginal employees, identify their weaknesses. Talk with co-

workers or other managers. What skills and qualities do they value in this position?

Make a list. This information should guide you (and the Employment Manager) in

preparing job postings, newspaper advertisements, and planning the overall selection

process. Time invested in thoughtfully planning the recruitment and selection process

can make the difference between a good or poor hiring decision.

Submit Recruiting Documents

The Employment Manager in Human Resources coordinates the hiring process for

classified employees; to initiate a search, you must submit a Request to Hire form and

an updated position description. The Employment Manager will prepare a job posting

and a newspaper ad for your review based on information from the job description, and

can advise you on other parts of the recruitment and selection process.

If you have an unclassified vacancy, you should follow the academic appointment

process

39
Selection tests

Purpose

 To judge potential ability/job related problems

 To eliminate the possibility of biasness on the part of interviewer

 To uncover talents not identifiable by interviewer.

Types

There are mainly four kind of tests:-

1. Achievement test (proficiency test): to test the skills or knowledge acquired

by the candidate due to his training and achievement for example typing test,

shorthand test, operating calculators etc.

2. Aptitude test(Potential test): to judge latent ability to learn a new job, in order

to judge memory, speed of perception fluency in language, to judge the capacity

to learn a particular type of mechanical work etc.

3. Psychomotor or skill test: measure to ability to do a specific job

4. Personality test: to judge individual value system, emotional reaction, maturity,

confidence, to judge the dominance, self confidence, self sufficiency etc.

40
Selection Process

Once you have identified the technical skills and job attributes you are seeking in a new

employee, you should consider the most effective way to identify and assess these in

candidates. Go over the position description, point by point, and ask yourself, "How best

can I learn about the applicant's ability to perform this function?"

The job interview will be a primary source of information about applicants. However, it

may not be the best source for some information. A job reference may be the most

effective way to learn about dependability, follow through, and ability to get along with

coworkers. Written application materials may provide insight into educational

background and general written communication skills.

Consider using work samples to ascertain specific job skills. For an office position,

applicants can be asked to complete a word processing exercise in which they prepare,

edit, and/or print documents. The supervisor evaluates and documents the quality and

quantity of work completed in the time allotted. Other examples include setting up a

spread sheet, creating a database, preparing correspondence, or prioritizing a list of

tasks to complete a project. For maintenance positions, applicants could be asked to

identify repairs needed in a room or to actually perform a repair. One supervisor, hiring

a Plasterer, asked applicants to mix and apply plaster to a wall. The supervisor

evaluated and documented the results and used this information in determining the

most qualified candidate.

41
42
FOCUS OF THE PROBLEM

The insurance industry is expanding very fast and there is big scope in this sector in

future, insurance companies recruit efficient candidates and take work from them on

commission or performance bases. The whole growth of company depends upon the

capability of candidate.So the main problem is to recruit and select the capable

candidates.

43
OBJECTIVES OF THE STUDY

 To study and understand the process of recruitment and selection of a new

candidate at Religare health Insurance

 To find out the different sources of recruitment.

 To study the effectiveness of Recruitment and Selection process.

 To know the various profiles for getting capable Religare health Insurance

 To know what are the qualification they need in particular candidate for different

profile .

44
LIMITATIONS OF THE STUDY

 Time was the biggest limitation. The project requires a thorough study which

requires a considerable amount of time.

 The study is based on both primary as well as secondary data and has the

limitationspertaining to the usage of both kinds of data.

 Respondents may be biased while filling the questionnaire.

 Questionnaire includes 12 question in which 7 was asked from the new comers

and rest 4 were asked to HR.

 The research area was restricted only within the religare company .

45
Chapter-3
INDUSTRY PROFILE

46
INDUSTRY PROFILE

History of insurance sector in India

In India, insurance has a deep-rooted history. It finds mention in the writings of Manu (

Manusmrithi ), Yagnavalkya ( Dharmasastra ) and Kautilya ( Arthasastra ). The writings

talk in terms of pooling of resources that could be re-distributed in times of calamities

such as fire, floods, epidemics and famine. This was probably a pre-cursor to modern

day insurance. Ancient Indian history has preserved the earliest traces of insurance in

the form of marine trade loans and carriers‘ contracts. Insurance in India has evolved

over time heavily drawing from other countries, England in particular.

1818 saw the advent of life insurance business in India with the establishment of

the Oriental Life Insurance Company in Calcutta. This Company however failed in 1834.

In 1829, the Madras Equitable had begun transacting life insurance business in the

47
Madras Presidency. 1870 saw the enactment of the British Insurance Act and in the last

three decades of the nineteenth century, the Bombay Mutual (1871), Oriental (1874)

and Empire of India (1897) were started in the Bombay Residency. This era, however,

was dominated by foreign insurance offices which did good business in India, namely

Albert Life Assurance, Royal Insurance, Liverpool and London Globe Insurance and the

Indian offices were up for hard competition from the foreign companies.

In 1914, the Government of India started publishing returns of Insurance Companies in

India. The Indian Life Assurance Companies Act, 1912 was the first statutory measure

to regulate life business. In 1928, the Indian Insurance Companies Act was enacted to

enable the Government to collect statistical information about both life and non-life

business transacted in India by Indian and foreign insurers including provident

insurance societies. In 1938, with a view to protecting the interest of the Insurance

public, the earlier legislation was consolidated and amended.

48
INTRODUCTION TO THE INDUSTRY

1.1 Introduction

The insurance sector was opened up in the year 1999 facilitating the entry of

private players into the industry. With an annual growth rate of 24.31 percent and the

largest number of life insurance policies in force, the potential of the Indian insurance

industry is huge. The year 1999 saw a revolution in the Indian insurance sector, as

major structural changes took place with the ending of Government monopoly and the

passage of the Insurance Regulatory and Development Authority (IRDA) Bill, lifting

entry restrictions for private players and allowing foreign players to enter the market with

some limits on direct foreign ownership.

According to the CSO, the insurance and banking services‘ contribution to the

country‘s GDP is 7.1 percent out of which the gross premium collection forms a

significant part. Life insurance penetration in India was less than 1 percent till 1990-91.

During the ‗90s, it was between 1 and 2 percent and from 2001 it was over 2 percent. In

2003-04 it was 2.4 percent. In 2007-08 it was 14percent.

The impetus for increase is due to the active role played by IRDA in licensing

private players and taking positive steps in increasing the insurance awareness among

49
the people. Besides, the insurance companies in general and private insurance

companies in particular, are reaching out to untapped potential in rural areas with

aggressive campaigns.

Innovative products, smart marketing, and aggressive distribution have enabled

fledgling private insurance companies to sign up Indian customers faster than anyone

expected. Life insurance is viewed as a tax saving device. People are now turning to the

private sector for providing them with new products and greater variety for their choice.

The improvement in FDI flows reflected the impact of recent initiatives aimed at creating

an enabling environment for FDI and for encouraging infusion of new technologies and

management practices. The Government‘s proposal to increase the FDI cap in the

insurance sector from thepresent 26 percent to 49 percent has raised expectations

among the international insurance companies.

1.1.1 Definition

―Insurance is a contract in which sum of money is paid to the assured in

consideration of insurer‘s incurring risk of paying a large sum upon a given

contingency.‖ ---Justice Tindal

―Insurance is a contract by which one party for a compensation called in the

premium assumes particular risks of the other party and promises to pay to him or his

nominee a certain sum of money on a specified contingency.‖

--- E.W.Fitterson

―Insurance may be described as social device whereby a large group of

individuals, through a system of equitable contribution, may reduce certain measurable

50
risk of economic loss common to all members of the group.‖

---Encyclopedia Britannica

The above definitions clearly shows that insurance is a cooperative device to

spread the loss caused by a particular risk over a member of persons who are exposed

to it and who agree to insure themselves against risk. Insurance does not eliminate risk

but only reduces the financial burden, which may be very heavy.

1.1.2 Evolution of Insurance

In the days of yore insurance was in its crude form and was cooperative and

voluntary in nature. When, where and how it originated is still a matter of research in

one way or the other was prevalent in olden days. We can trace its history from the

evolution society from hunting stage to the modern industrial age. A word

―YAGCHHEM‖ occurs in the world‘s most ancient Hindu Scripture Rig Veda.

The word ―YAGCHHEM‖ means insurance. It clearly indicated that about four

thousand years ago insurance was prevalent in its crude form. It was cooperative and

voluntary in nature. People formed different groups of organizations to share the loss

among themselves in case of a particular risk. Each member contributed some amount

to a common fund to meet the unforeseen losses. Sometimes they also contributed

equally to compensate person as and when he suffered a loss. Traces of insurance in

51
the ancient world are also found in the form of marino trade loans or carriers contracts

which included an element of insurance.

Evidence is on records that arrangements embodying the idea of insurance were

made in Babylonia and India at quite an early period. References were made to the

concept of insurance in Manu‘s code ―Manu Smithy‖. It was akin to ―Yagakshemo‖ of

Rig-Veda in which the well being and security of the community was aimed at. However,

there is no evidence that insurance in its present farm was practiced prior to twelfth

century.

1.1.3 Nature of Insurance


The insurance has the following characteristics which are observed in cases of

life, marine, fire and general insurance.

1. Sharing of risks: Insurance is a cooperative device to share the financial losses

which might befall on an individual or his facility on the occurrence of specified

event such as sudden death of the bread winner, marine perils in marine

insurance, fire in the fire insurance and theft insurance etc. in the case of general

insurance.

2. Cooperative device: A large number of persons agree to share the loss arising

sue to a particular risk. Thus, insurance is a cooperative device.

3. Value of risk: The risk is evaluated before insuring to charge the amount of

share called premium.

52
4. Payment made at contingency: The payment is made at a certain contingency

insured. The Contingency may be death, fire, marine perils etc.

5. Amount of payment: The amount of payment depends upon policy insured.

Functions of Insurance

A) Primary Functions-

1) Insurance provides certainty: Insurance provides certainty of payments at the

uncertainty of losses. The element of uncertainty is reduced by better planning and

administration.

2) Insurance provides protection: The risk will occur or not, when will occur and how

much loss will be there. There are uncertainties of happening of time and amount of

losses. The main function of the insurance is to provide protection against the

losses.

3) Risk sharing: Risk is uncertain and therefore, the loss arising from the risk is also

uncertain. All business concern faces the problem of the risk and if the concern is

big enough the handling of risk becomes a specialized function. Insurance, as a

device is the outcome of the existence of various risks in our day to day life. It

spreads the whole losses over a large number of persons who are exposed by a

particular risk.

53
B) Secondary Functions-

1) Prevention of loss: Prevention is always better than cure. Prevention is by far the

best solution to the problem of risk. It is more effective and cheapest method to avoid

the unfortunate consequence. But sometimes prevention is not always possible and

Effective.

2) Provides capital: It provides the capital to the society. For plan development of

country there is a great need for huge amount of capital. Now days, the insurance

companies are rendering positive help in the development of trade, commerce and

industry of the country.

3) Improves efficiency: Achievement of goals, it improves not only his efficiency of the

masses is also advanced. The insurance eliminates worries and miseries of losses as

death and destruction of property care free person can devote his energies for better.

4) Ensures the welfare of society: ―Insurance is a saga of service and security‖ to thee

society. Security of the life and property given by insurance bring peace of mind to

the insured. The investment in LIC in welfare schemes like electricity, housing, water

supply, agro industry estates are able to solve many problems in India.

5) Helps in economic progress: Insurance provides an initiative to work hard for the

betterment of the masses. Life insurance involves the element of saving investment

through small savings. And which has been growing in recent years at an annual

rate of about Rs. 400 crs. Life insurance is not a mere business organization; it has

nobler welfare responsibilities in the development of the economy.

54
Insurance Industry

1.1.4 Introduction

With an annual growth rate of 15-20% and the largest number of life insurance policies

in force, the potential of the Indian insurance industry is huge. Total value of the Indian

insurance market (2016-17) is more than Rs.450 billion (US$10 billion). According to

government sources, the insurance and banking services‘ contribution to the country's

gross domestic product (GDP) is 6% out of which the gross premium collection forms a

significant part.

The funds available with the state-owned Life Insurance Corporation (LIC) for

investments are 8% of GDP. Till date, only 20% of the total insurable population of India

is covered under various life insurance schemes, the penetration rates of health and

other non-life insurances in India is also well below the international level. These facts

indicate the of immense growth potential of the insurance sector.

The year 1999 saw a revolution in the Indian insurance sector, as major structural

changes took place with the ending of government monopoly and the passage of the

Insurance Regulatory and Development Authority (IRDA) Bill, lifting all entry restrictions

for private players and allowing foreign players to enter the market with some limits on

direct foreign ownership.

Though, the existing rule says that a foreign partner can hold 26% equity in an

insurance company, a proposal to increase this limit to 49% is pending with the

55
government. Since opening up of the insurance sector in 1999, foreign investments of

Rs. 8.7 billion have poured into the Indian market and 21 private companies have been

granted licenses.

Innovative products, smart marketing, and aggressive distribution have enabled

fledgling private insurance companies to sign up Indian customers faster than anyone

expected. Indians, who had always seen life insurance as a tax saving device, are now

suddenly turning to the private sector and snapping up the new innovative products on

offer.

The life insurance industry in India grew by an impressive 36%, with premium income

from new business at Rs. 253.43 billion during the fiscal year 2016-2017, braving stiff

competition from private insurers. RNCOS‘s report, ―Indian Insurance Industry: New

Avenues for Growth 2012‖, finds that the market share of the state behemoth, LIC, has

clocked 21.87% growth in business at Rs.197.86 billion by selling 2.4 billion new

policies in 2016-17. But this was still not enough to arrest the fall in its market share, as

private players grew by 129% to mop up Rs. 55.57 billion in 2017-18 from Rs. 24.29

billion in 2016-17.

Though the total volume of LIC's business increased in the last fiscal year (2016-17)

compared to the previous one, its market share came down from 87.04 to 78.07%. The

14 private insurers increased their market share from about 13% to about 22% in a

year's time. The figures for the first two months of the fiscal year 2018-19 also speak of

the growing share of the private insurers. The share of LIC for this period has further

come down to 75 percent, while the private players have grabbed over 24 percent.

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There are presently 12 general insurance companies with four public sector companies

and eight private insurers. According to estimates, private insurance companies

collectively have a 10% share of the non-life insurance market.

Though the focus of this market research report is on the potential growth on the Indian

Insurance Sector, it also talks about the market size, market segmentation, and key

developments in the market after 1999. The report gives an instant overview of the

Indian non-life insurance market, and covers fire, marine, and other non-life insurance.

The data is supplied in both graphical and tabular format for ease of interpretation and

analysis. This report also provides company profiles of the major private insurance

companies.

1.1.5 Report Highlights

 Gains of liberalization in Indian insurance sector

 Indian insurance market segmentation by products

 Size of the market and market share of life insurers, in INR (crore)

 Market share of non-life insurers

 Forecast of life insurance growth up to 2012

 Forecast of non-life insurance growth up to 2012

57
COMPANY PROFILE
ABOUT RELIGARE HEALTH INSURANCE
COMPANY:-

58
Religare Health Insurance (RHI), the health insurance arm of Religare Enterprises

Limited (REL), is a specialized Health Insurer offering health insurance services to

employees of corporate , individual customers and for financial inclusion as well.

Launched in July‘12, Religare Health Insurance has made significant progress within a

short span of time, and is already operating out of 54 offices with an employee strength

of 1200, servicing more than 2.6 million lives across 300+ locations, including over

1100 corporate.

Besides REL, the other shareholders of Religare Health Insurance are Union Bank of

India & Corporation Bank. With RHI‘s operating philosophy being based on the principal

tenet of ‗consumer-centricity‘, the company has consistently invested in the effective

application of technology to deliver excellence in customer servicing, product innovation

and value-for-money services.

Religare Health Insurance currently offers products in the retail segment for Health

Insurance, Critical Illness, Personal Accident, Top-up Coverage, International Travel

Insurance and Maternity along with Group Health Insurance and Group Personal

Accident Insurance for corporates.

The company has been awarded for ‗Best Technology Innovation‘ at The Indian

Insurance Awards 2013 and also received the ‗Editor‘s Choice Award for Best Product

59
Innovation‘ at Finnoviti 2013; it was recently conferred the ‗Rising Star Insurer Award‘ at

The Indian Insurance Awards 2014.

Religare Enterprises Limited (REL) is the holding company for one of India‘s leading

diversified financial services groups. REL offers an integrated suite of financial services

through its underlying subsidiaries and operating entities, including loans to SMEs,

Affordable Housing Finance, Health Insurance and Capital Markets. REL is listed on the

Bombay Stock Exchange (BSE) and National Stock Exchange (NSE) in India.

As a group, Religare caters to almost every segment of the market from mass retail to

affluent, HNIs, mid-size corporates, SMEs to large corporates and institutions. With over

7000 employees, the group has a presence across more than 1450 locations pan India.

Corporate Structure & Operating Businesses

Religare Enterprises Limited

Lending

Health Insurance

Capital Markets

60
Philosophy & Values

Religare is a Latin word that means to bind together. We chose this name to reflect the

integrated nature of our services. Our name is paired with the symbol of a four-leaf

clover. Traditionally, it is considered good fortune to find a four-leaf clover as there is

only one four-leaf clover for every 10,000 three-leaf clovers found.

Each leaf of the Religare clover has a special meaning. It is a symbol of Hope, Trust,

Care and Good Fortune.

The first leaf of the clover represents Hope

The aspirations to succeed. The dream of becoming. Of new possibilities. It is the

beginning of every step and the foundation on which a person reaches for the stars.

The second leaf of the clover represents Trust

The ability to place ones own faith in another. To have a relationship as partners in a

team. To accomplish a given goal with the balance that brings satisfaction to all, not in

the binding, but in the bond that is built.

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The third leaf of the clover represents Care

The secret ingredient that is the cement in every relationship. The truth of feeling that

underlines sincerity and the triumph of diligence in every aspect. From it springs true

warmth of service and the ability to adapt to evolving environments with consideration to

all.

The fourth and final leaf of the clover represents Good Fortune

Signifying that rare ability to meld opportunity and planning with circumstance to

generate those often looked for remunerative moments of success.

Our Values

Passion - To demonstrate tremendous energy and enthusiasm at all times and act

entrepreneurially to achieve organizational objective.

Innovation - To constantly challenge the status quo and to look beyond mundane ways

of working and think out of the box.

Ambition – To think big: Aspire to achieve seemingly impossible and to set highest

standards of performance.

Diligence – To make constant and earnest efforts to accomplish whatever is undertaken

62
and to adhere to defined processes and systems.

Team Work – To build relationships to ensure collaboration and integration across

business groups / boundaries and to act to build a positive spirit, morale and co-

operation within and across teams, take action to resolve team conflict.

Staffing Agencies

Process for empanelment

A staffing agency that wishes to partner with us has to provide the necessary details

through this link. Registered agencies would be short listed by us on a periodic basis

for further evaluation. The evaluation process will consist of a multi-phase assessment

by our Recruitment Team and may comprise an interactive presentation by the

partnering agency, office premise inspection, and verification of documents/information

After completion of the document review and assessment based on various parameters

as applicable, a pilot agreement will be signed for a specific period with the qualified

Partners. On signing the agreement, the partner will be provided with a username and

63
Password that would enable access to our recruitment portal. The partners would be

Subjected to constant evaluation during the pilot period to ensure that all our partners

are committed to actively delivering our requirements. The agency‘s performance

during this period will govern the decision regarding the extension of the agreement.

Parameters for empanelment

 The consultant should have worked on recruitment for more than 2 years.

 Should be able to provide on-time resources for various skills and have a

proven record for the same with other organizations across locations and

geographies.

 Should maintain an active and updated database of candidates for any

seasonal and immediate requirements. And Should maintain a dedicated

team for Religare.

64
Chapter 4
Company Business Partners

65
Union Bank of India

Religare Health Insurance Company Ltd (RHICL) is exploring distribution tie-ups with

several banks as part of its attempts to expand its banc assurance channel, Managing

Director and CEO, Anuj Gulati, said.

The standalone health insurer, which began operations in 2012, recently tied up with the

Union Bank of India as its first banc assurance partner.

Banc assurance is the distribution of insurance products through a bank‘s network.

―We are in talks with multiple banks, both public and private sector,‖ Gulati

told Business Line.

He expects RHICL to breakeven in 2017-18.

Asked if the company will accept a bank taking up the role of a broker for Religare‘s

health insurance products, Gulati said it was for the bank concerned to take a call .

*Economics Times

66
Punjab National Bank:-

Religare Health Insurance Company announced on 3 rd August 2017 to be Tie up with

Punjab national bank regarding bancassurance channel.

Punjab National Bank is among the largest and most respected bank in India with a 123

year old tradition of bringing value for money and convient banking solution to its

customers.

With the bank 7000 odd branches in India Religare will expands its footprints across the

country .Meanwhile PNB also reported a 12% rise in net profits at Rs.343.40 crore for

the June quarter against Rs 306.4 crore in the year ago period

*Indian Express

67
Corporation Bank Of India

Religare is also a partner of corporation Bank Of India for providing the company

internet trading services platform to the bank customer

This alliance is in the line with the strategy of increasing its reach and penetration

across the country.

Corparation Bank Of Indai Facilities the Company customers as well as the Bank also

facilitates the Religare employees and customers so this tie up will going to be fruitful

for the both the parties.

The internet trading facility or online trading services will be a part of a value added 3-in-

1 offering for the banks saving accounts customers and other facility enhances the

business policy of Reigare Health Insurance Company.

*Economics Times

68
Chapter 5

Best Policies of Religare Health


Insurance Company

69
1. Care Freedom – Health Insurance without medical check –up.

2. Student Explore – International travel and Health Insurance for Student.

3. Explore – Travel Insurance.

4. Enhance –Super top up Insurance.

5. Joy – Maternity and new born cover with health Insurance.

6. Assure – Critical Illness & personal accident Insurance.

7. Group Health Insurance.

8 Secure – Personal Accident Insurance.

70
CHAPTER -6
SWOT ANALYSIS OF RELIGARE
HEALTH INSURANCE COMPANY

71
STRENGTH  High profitability and revenue

 Existing distribution and sales network

 Reduced lobor cost

 High growth rate

 Barriers of market entry

 Religare has over 10,000 employees

across multiple geographies , religare

serves over a million clients

WEAKNESS  Less penetration in rural areas

 Future profitability

OPPORTUNITY  Income level is at a constant increase

 Growing demand

 Global markets

 Growing economy

 Earning urban youth

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THREAT  Rising cost of raw material

 Financial capacity

 Increase in lobor costs

 Increasing costs stringent economic

measures by government and RBI

STP

SEGMENT Personal and institutional insurance

TARGETING

Urban and rural investors

POSIONING Complete insurance and financial

solutions

73
Chapter -7
Research Methodology

74
REVIEW OF EXISTING LITETRATURE

Philip G. Swaroff, Lizabeth A. Barclay, Alan R. Bass(2006) has written in his article

relations between recruiting source, employee tenure and productivity were examined

for a sample of 618 technical salespersons over a 2-year period. Unlike earlier

research, a relation between recruitment source and job tenure was not found, nor was

recruiting source found to be related to employee productivity. Explanations for

differences between the present findings and earlier research include: characteristics of

this particular job; the fact that multiple jobs and levels were not always considered; and

the turnover rate of the sample job. Additional findings lent some support to Schwab's

(1982) suggestion that recruiting sources may be differentially effective to the extent

that they reach different populations. A comparison of research results with text book

presentations and practitioner articles is also provided, with a discussion of the gap

between research and practice.

Charieoliver(2008) has said on her research paper that the key to successful

recruitment is to ensure that the criteria of suitability are overt and relevant to the job

itself. Once these criteria are agreed and shared it is possible to make more rational

decisions about someone's suitability for a job, based on evidence rather than ‗gut

75
feeling‘ or instinct. Effective recruitment and selection should not be about the luck of

the draw. Systematic planning and preparation will increase the likelihood of taking on

the right person. The key to effective recruitment is preparation: knowing the job and

what is required of someone to perform it well. The costs of recruiting the wrong person

can be significant. The cost of employing someone may be at least twice their salary

when factors such as training, expenses and employer's contributions to their pension

are added.

Rakesh sharma(2008) has written in his book that a company's success begins in the

recruitment process during which the screening and vetting procedures shape and

convey the company's demands to aspiring candidates. Therefore, it is essential for an

organization to construct an explicit and standardized mode by which skills,

qualifications and personal attributes are illuminated and used in the decision-making

process leading to employment. The author discusses a dual interview and

supplementary self-evaluation process to be used to fill a new position of print media

editor.

Robert P. Vecchio(2004) Selection is the process of choosing from a group of

applicants the individual best suited for a particular position based on conventional and

non-conventional methods . Therefore, the effectiveness of recruitment has a

significant impact on the efficiency of the selection process. The selection process

76
should provide as much reliable and valid information as possible about applicants so

that their qualifications may be carefully matched with the job requirements.

Advisorckman (2002) said in his book interviews are used widely for selection

purposes at senior or executive level (Campion, Palmer, & Campion, 1997; Garman,

2005). Research shows that to increase their reliability, validity and feasibility, interviews

should be based on a thorough job analysis and selection criteria, they should be semi-

structured and scored according to a behaviourally anchored rating scale. Multiple

interviews are often favoured over panel interviews, the modality of the interview should

be standardised across all candidates, and assessors should be trained .

77
RESEARCH METHODOLOGY

3.1 Title of the Study

―Recruitment & Selection Process in Insurance Company‖. The study is showing

recruitment process of any candidate in insurance company. This research is done at

Gurugram. This study also shows why people join insurance sector.

3.2 Duration of the Project

In June 2017, I have been assigned a project on recruitment and selection

process at Religare health Insurance as a part of our course curriculum. The duration

of the research is 45 days.

3.3 Objective of Study

The objective of the recruitment process is to obtain the number and quality of

employees that can be selected in order to help the organization to achieve its goals

and objectives.

Following are other objectives of recruitment process-

 Support the organization ability to acquire, retain and develop the best talent and

skills.

78
 Increase the effectiveness of various recruiting techniques

 To study the recruitment and selection process at religare health insurance

 To know What are the qualities they are finding in a particular candidate for the

different profile

 To study the different modes of recruitment and selection

Research problem: Why candidates are leaving the organization after accepting

the offer letter?

Research design: .Research design is the framework that has been created to

seek answers to Research questions. Study is descriptive because it describes

the process of recruitment and selection.

Sample size;- Religare health Insurance Gurugram.

New candidates /new comers: 90

Sampling technique:

Convenience sampling is a non-probability sampling technique where subjects are

selected because of their convenient accessibility and proximity to the researcher

Sources of data collected:

Primary source.

Primary data is original research that is obtained through first-hand investigation.

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Data collection procedure – Survey

Sample area –work done in guru gram in Religare Health Insurance Company.

PROJECT SCHEDULE:-

First week:-Training program of the company.

Second week :-collecting the primary and secondary data

Third fourth week:- study Recruitment and selection process

Fifth week:- designing the questionnaire .

Sixth week:-conducting the survey and analysis of data collection.

Analysis pattern:- pie chart and bar chart were used for analysis.

80
CHAPTER -8
DATA ANALYSIS AND
INTERPRETATION

81
1) What is the average time spent by the executive during recruitment (each

candidate)?

more, 12%

10 to 15 min, 1 to 5 min, 45%


18%

5 to 10 min,
25%

INTERPRETATION

The pie chart represent that result of question asked to the HR and candidates about

recruitment and selection of Religare Health Insurance Company 45% HR said that they

devote 1min to 5 min for those person who comes for the training purpose 25 % HR

said that they devote 5 min to 10 min for those candidate who come for the lower post

like BPO ,agents ,brokers.18% HR said that they devote 10min to 15 min for those

candidate who come for the executive profile ,bancca profile ,CRM.12% HR said they

take more time for the higher profile like managers, Senior executive .

82
2) Which is the best sources for recruitment and selection process?

print media others


2% 4%
internal
14%

electronic
media
36%
consultant
44%

Figure:2

INTERPRETATION

The pie chart represent that result of question asked to the HR and candidates about

recruitment and selection of Religare Health Insurance Company 44% HR said that they

take help of consultant for recruiting the candidates.36% HR take help of electronic

media like Naukari.com , LinkedIn. 14% HR use internal references for the different

profile like CRM, Customer executive, online sales. 4% HR use other sources like

references from the outsiders like relatives or friend . 2% HR use print media like

newspaper they advertise the different post in the newspaper.

83
3) Better result of recruitment and selection process can be increase by

interview?

case study
question
2% others
problem 11%
question
13%
structured
54%
unstructured
20%

Figure 3

INTERPRETATION

The pie chart represent that result of question asked to the HR and candidates about

recruitment and selection of Religare Health Insurance Company 54% HR concerned

with the structured pattern like why you preferred this company , Tell me about yourself

etc.20% HR use unstructured pattern they usually they usually asked whatever they

want to. 13% HR asked problem solving question like they create some situation and

ask them to solve it or tell them how can you handle them .2% HR ask case study

question like give them KNACK game and tell them to play by this they check the

behavior ,patience and various other things .

84
4) What form of interview did you prefer?

video others
conferencing 5%
12%

telephonic
interview personal
25% interview
58%

Figure 4

INTERPRETATION

The pie chart represent that result of question asked to the HR and candidates about

recruitment and selection of Religare Health Insurance Company 58%HR take personal

interview as they think it‘s a good method to analyze the candidate, 25% HR take

telephonic interview for those candidate who are far away from the corporate office

12%HR prefer video conferencing who are far away from the location but they use this

method for the higher post like HR (AVP) .5% HR use other method like panel interview.

85
5) How many stages are involved in selecting the candidate?

more two
4% 2%
three
12%
five
37%

four
45%

Figure 5

INTERPRETATION

The pie chart represent that result of question asked to the HR and candidates about

recruitment and selection of Religare Health Insurance Company 45% of the HR prefer

four rounds of interview 37%,HR refer five rounds for those who came for the executive

post or others 12% HR prefer three rounds 2% HR prefer two rounds and rest 4% prefer

more rounds.

86
6) What is the reason behind candidates not going to join after selection?

what is the
reason behind
candidates not personal
going to join got another 8%
after selection? opportunity
0% 35%

salary problem
45%
not intresred
12%

Figure 6

INTERPRETATION

The pie chart represent that result of question asked to the HR about recruitment and

selection of Religare Health Insurance Company 45% HR said that they leave the

organization due to salary problem , 12 % HR said that they leave they organization due

to not interested in a particular profile ,35% HR said they got the opportunity in other

organization 8% leave due to personal problem.

87
7) Are rejected candidate informed by

SMS Are rejected


2% candidate
E-mail informed by
10% 0%

Phone
Not informed 34%
54%

Figure7

INTERPRETATION

The pie chart represent that result of question asked to the HR about recruitment and

selection of Religare Health Insurance Company 54% candidates are not informed by

the HR , 34% candidates ate informed by the phone 10% candidates are informed by E-

Mail 2 % candidates are informed by SMS.

88
8) What are the sources for external recruitment are preferred ?

what are
thesources for
external are
preffered ?
casual
applicants campus 0%
25% interview
34%

Data bank
33%

Placement
agencies
8%

Figure 8

INTERPRETATION

The pie chart represent that result of question asked to the HR about recruitment and

selection of Religare Health Insurance Company 34 % they do campus interview for the

online sales and customer service profile 33% they follow the data bank 25% they follow

the casual applicants and 8% they follow the placement agencies .

89
9) What are the various job sites from which you source resumes?

Monster.com what job sites


Indeed.com 7% from which you
4% source
resumes?
0%

linkedin.com
30% Naukari .com
59%

Figure 9

INTERPRETATION

The pie chart represent that result of question asked to the HR about recruitment and

selection of Religare Health Insurance Company 59% HR preferred naukari.com ,30%

prefer linkedin.com 7% HR prefer monster .com and 4% HR prefer indeed.com in case

when Naukari and linkedin sites are unavailable due to unavailable of the respective

profile .

90
10) Which method do you mostly prefer for recruitment and selection preferred

way of recruitment?

what you prefer Third party


for recruiting ? 3%
0% Refrence
10% Indirect
22%

Direct
65%

Figure 10

INTERPRETATION

The pie chart represent that result of question asked to the HR about recruitment and

selection of Religare Health Insurance Company 65% HR direct recruit the candidates

22% HR indirect method to recruit the candidates 10% HR recruit through reference

and 3% through third party .

91
FINDINGS

 The procedure of interview


 The procedure of Selection
 The procedure of offer Issuance
 The procedure of joining formalities
 The procedure of giving the identity to the new employee regarding its Employee
code to his / her salary process

 The procedure of induction of New Employee


 The procedure of Back Ground verification
 The procedure of accessing & Working on three different reports regarding
background verification

 Procedure of resolving the queries of employees


 Procedure of making/issuing the different letter like transfer letter, internship
letter, Address proof letters, Bank letter etc.

92
CHAPTER-9

SUGGESTION AND RECOMMENDATION

93
RECOMMENDATION AND SUGGESTION:-

A) Compress the ―white space ―in your hiring process- white space are the delays in

hiring process that are unproductive, waste time and virtually assure you will lose

talented candidate.

Here at Religare health insurance company ,delays are occur when outstation

candidate are called for interviews at corporate office i.e. Guru gram .sometime of busy

schedule senior manager and sometime tight schedule of candidates the interview has

to be postponed .this delays can be minimized by scheduling interviews at different

locations.

B) Tie up with the good consultant- As there are so many consultant attached to the

company but less are the resulting one and others usually take the things lightly and

come up with the negative results.so they should tie up with the productive consultant .

C)Know what you are looking for in candidate- it is observed that the candidates

sourced by placement agencies and send for further rounds for interviews are rarely

found suitable by hiring the managers.

D) Blend technology into every aspect of your recruitment and hiring process—Web

based technology lets you increase hiring speed and quality while reducing cost

.companies have begun to use the web to collect and instantly match data on candidate

skills and motivation and expectation.

94
E) Create winning impression even those who are not selected—it is very important to

create the favorable impression of your organization on those who come for interview

.Those who are not selected in the first round of personal interview should also carry

this impression that they have missed the opportunity to work in a great company .for

this there must a proper coordination of the interview of the candidate and greater

degree of professionalism .interview should be conducted on a scheduled time leaves

the good impression on the candidate even they are not selected for the respected

profile .

F) Delaying in background verification of the employees which create problem in

resolving the discrepancy because sometime employee failed to provide the documents

and get surprised that he/she working in the company from last 1-2 years and now they

are verifying their background which also creates embarrassment among them.

G) Somehow loopholes create from the starting when offer issuance request occur and

employee come for the joining , at that time HR Department should have to do the

proper documentation so that in future the BGV report will not be present and burden

automatically comes down.

H) The procedure of background verification should be done after the joining of the

candidate or within the one month after joining because sometimes employee working

from last two years and during verification Red report found for the employee which is

very disappointing for the company because when you terminate that person he/she will

take away all your company procedure and uniqueness.

95
I) Day before joining HR Department should make sure that all the related documents

procedure has been delivered to the candidate so that none of the pendency would

occur at the time of creating the employee code.

J) The HR Department should have to focus on the point that person belongs from local

place or belongs from outside doesn‘t justify that who works better or who gives more

time to company because efficiency cannot be judge by the hometown.

K) HR Department should have to ensure the Line managers that if any of the new

employee give the resignation within the two months of joining no replacement can be

done because it will take plenty of time and energy of HR Department to shortlist the

candidate and when he/she resigned again it is the responsibility of the HR Department

to complete the exit formality.

H) HR Department also have to take the measurable steps regarding no hiring will take

place from the line mangers side.

K) The top level management also have to focus that all the burden will not come on the

low level management from the side of superiors because they will get their

performance bonus but the off role employee has to suffer a lot so it would be

responsibility of the Head of the Department to evaluate the output on equal basis either

he/she is off role employee or off role employee.

96
CHAPTER-10

CONCLUSION

97
CONCLUSION

This presents the summary of the study and survey done in relation to the

recruitment and selection in Religare Health Insurance Company .The conclusion

is drawn from the study and survey of the company regarding the Recruitment

and selection process carried out there.

The recruitment process at Religare Health Insurance Company to some extent

is not done objectively and therefore lot of bias hampers the future of the

employees .That is why the search or headhunt of people should be of those

whose skill fits into the company‘s values .

Insurance is confronted with high attrition rayed therefore it makes recruitment a

critical function in the organization. In order to grow and sustain in the

completive environment it is important for an organization to continuously

develop and bring out innovations in all it activities .it is only when organization is

recognized for its quality that it can build a stability with its customers . Thus an

organization must be able to stand out in the crowd .

The first step in this direction is to ensure competitive people come in the

organization. Therefore recruitment in this regard becomes an important

function. The organization must constantly improves in its recruitment process

so that it is able to attract best in the industry in order to serve the best.

98
CHAPTER-11

BIBLIOGRAPHY

99
BIBLIOGRAPHY

BOOKS :

 C.B. Gupta,(1996) Human Resources Management , sultan Chand.

 K. Ashwathapa , (1997) Human Resources and Personnel Management , Tata

McGraw Hall.

 Dr. C.R. Kothari, (2008) Research Methodology

 Chris Duke, (2001) Recruiting the right Staff

WEBSITES

 WWW.google.com

 WWW.en.wikipedia.org

 WWW.religare.in

 WWW.citehr.com

 WWW.scribd.com

 WWW.hrschool.com

 WWW.hrtrendsinsitute.com

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