ANALYSIS AND INTERPRETATION

DATA ANALYSIS AND INTERPRETATION OF DATA

TABLE-1

Table showing when the employees have joined HDFC Standard Life Insurance
Company.

Response No: of respondents Percentage

0-2 8 16%

2-4 11 22%

4-6 7 14%

6 & above 24 48%

Total 50 100%

Interpreted:

• It can be interpreted from the survey that 8% of employees have experience in

HDFC Standard Life Insurance Company below 2 years.
• About 16% of employees have experience in HDFC Standard Life Insurance
Company below 4 years
• About 8% of employees have experience in HDFC Standard Life Insurance
Company below 6 years.
• About 68% of employees have experience in HDFC Standard Life Insurance
Company more than 6 years.
GRAPH-1

Graph showing when the employees have joined HDFC Standard Life Insurance
Company.

Inference : Majority of the employees is in the organization from 6 years. This shows the loyalty
of the employees towards the company, which in turn reduces the company’s recruitment cost
of searching for suitable candidates.

TABLE-2

Table showing the awareness of employees about the Recruitment Policy of the HDFC
Standard Life Insurance Company.

Response No of respondents Percentage

Yes 28 56%

No 22 44%

Total 50 100%

Interpreted:
 • It can be interpreted from the survey that 52% of employees are aware of the
recruitment policy.
• About 48% of employees are not aware of the recruitment policy.

GRAPH-2

Graph showing the awareness of employees about the Recruitment Policy of the HDFC
Standard Life Insurance Company.

Inference: From the graph it can be inferred the HR regarecruitmepolicy ,which

effectiveness of the HR department in communicating the various policies of recruitment.

TABLE-3

Table showing how the candidate knows about the opening at HDFC standard lif

Response No: of respondents Percentage

Consultancy 13 26%

Advertisements 4 8%

Jobsites 20 40%

Employees 13 36%

Total 50 100%

Interpreted:

• It can be interpreted from the survey that 20% of employees got awareness about
the opening in HDFC standard life by Consultancy.
• It can be interpreted from the survey that 4% of employees got awareness about
the opening in HDFC standard life by Advertisements.
• It can be interpreted from the survey that 40% of employees got awareness about
the opening in HDFC standard life by Jobsites.
 • It can be interpreted from the survey that 36% of employees got awareness about
the opening in HDFC standard life by Employees referrals.

GRAPH-3

Graph showing how the candidate knows about the opening at HDFC standard life

Inference: It could be inferred that HDFC standard life recruits more from Jobsites and
referrals from employees, which shows the company’s belief about the Jobsites and
employee referrals towards recruitment of right candidates.

TABLE-4
 Table showing whether the employer has informed about the place and timing of
interview in advance.

Response No: of respondents Percentage

Yes 34 68%

No 16 32%

Total 50 100%

Interpreted:
• It can be interpreted from the survey that 64% of employees were informed about
the timings and place of interview in advance
• It can be interpreted from the survey that 36% of employees were not informed
about the timings and place of interview in advance
GRAPH-4

Graph showing whether the employer has informed about the place and timing of
interview in advance.

Inference : HR schedules intimates the interview timings in advance and maximum

of the employees are informed regarding the place of interview ,which shows that the
company’s high level of realizing its responsibilities.

TABLE-5
Table showing whether candidates known about Roles and Responsibility.

Response No: of respondents Percentage

Yes 35 70%

No 15 30%

Total 50 100%

Interpreted:
• It can be interpreted from the survey that 74% of employees awareness of their
roles and responsibility.
 • It can be interpreted from the survey that 28% of employees are not aware of their
roles and responsibility.
GRAPH-5

Graph showing whether candidates known about Roles and Responsibility.

Inference: Majority of employees are aware about their roles and responsibilities, which is
mutually beneficial to both the company and the employees, resulting in the increase of
performance level of the employees.

TABLE-6

Table showing the number of candidates who have been offered the same post or not for
which they were recruited for

Response No: of respondents Percentage

Yes 45 90%

No 5 10%

Total 50 100%

Interpreted:
• It can be interpreted from the survey that 92% of employees were offered the
same post for which they were interviewed.
• It can be interpreted from the survey that 28% of employees were not offered the
same post for which they were interviewed.
GRAPH-6

Graph showing the number of candidates who have been offered the same post or not
for which they were recruited for.

Inference: Majority of the candidates are being offered the same post they applied for
thus proving the recruitment and selection process excellent.
 TABLE-7

Table showing the candidates are satisfied with post offered.

Response No of respondents Percentage

Yes 38 76%

No 12 24%

Total 50 100%

Interpreted:
• It can be interpreted from the survey that 86% of employees are satisfied about
the post offered to the them.
• It can be interpreted from the survey that 14% of employees are not satisfied
about the post offered to them.
GRAPH-7

Graph showing the candidates are satisfied with post offered.

Inference: It can be interfered that majority of the respondents are satisfied regarding
the post offered to them, but HR has to make sure that all the candidates have a good
opinion about the post offered to them.
TABLE-8

Table showing the Source of Recruitment at HDFC standard life.

Options No: of respondents Percentage

Internal 39 78%

External 11 22%

Total 50 100%

Interpreted:
 • It can be interpreted from the survey that 46% of candidates are recruited
internally.
• It can be interpreted from the survey that 54% of candidates are recruited
externally
GRAPH-8

Graph showing the Source of Recruitment at HDFC standard life.

Inference: HDFC standard life HR keeps a right match in the selection and recruitment of
candidates from internal and external sources. It has realized the importance of both internal
and external source of recruitment

TABLE-9

Table showing the internal recruitment of HDFC standard life

Response No: of respondents Percentage

Employee referral 10 20%

Ex Employee 0 0

Internal Job Posting 15 30%

Others 25 50%

Total 50 100%

Interpreted:

• It can be interpreted from the survey that 20% of candidates chosen internally are
selected from employee’s referrals.
• It can be interpreted from the survey that 0% of candidates chosen internally are
selected from ex employee’s referrals.
• It can be interpreted from the survey that 22% of candidates chosen internally job
are selected from Internal Job posting.
• It can be interpreted from the survey that 58% of candidates chosen internally are
selected from others sources.
GRAPH-9

Graph showing the internal recruitment of HDFC standard life

Inference: Majority of internal recruitment is through internal job postings and employee
referrals whereas giving less importance to Ex-employees.
 TABLE-10

Table showing external sources of Recruitment.

Response No: of respondents Percentage

Campus 0 0%

Consultancy 35 70%

Advertisements 3 6%

Casual calls 0 0%

Others 12 24%

Total 50 100%

Interpreted:

• It can be interpreted from the survey that 0% of candidates chosen externally are
selected from Campus interview.
• It can be interpreted from the survey that 50% of candidates chosen externally are
selected from Consultancy.
• It can be interpreted from the survey that 4% of candidates chosen externally job
are selected from Casual calls.
• It can be interpreted from the survey that 46% of candidates chosen externally are
selected from others source.

GRAPH-10
Graph showing external sources of Recruitment.

Inference: Major part of external recruitment is from consultancy and a mere percentage from
advertisements and giving no importance for campus recruitment and casual calls which needs
to be improved.
 TABLE-11

Table showing the HR updates on the status of referrals

Response No: of respondents Percentage

Yes 28 56%

No 22 44%

Total 50 100%

Interpreted:
• It can be interpreted from the survey that 56% of candidates are updated
regarding the Status of the employee’s referrals.
• It can be interpreted from the survey that 44% of candidates are updated
regarding the Status of the employee’s referrals.
GRAPH-11

Graph showing the HR updates on the status of referrals

Inference: Even though half the employees are being updated regarding the status of employee
referrals the rest are not satisfied regarding the status of employee referrals, which the HR
needs to take care.

TABLE-12

Table showing the Internal Job Postings and referrals advertisements give you a clear
idea about the Job specification

Response No: of respondents Percentage

Yes 42 84%

No 8 16%

Total 50 100%
Interpreted:
• It can be interpreted from the survey that 88% of candidates recruited by Internal
Job Postings and referrals advertisements give a clear idea about the Job
specification
• It can be interpreted from the survey that 12% of candidates are recruited by
Internal Job Postings and referrals advertisements does not give a clear idea
about the Job specification
GRAPH-12

Graph showing the Internal Job Postings and referrals advertisements give you a clear
idea about the Job specification.

Inference: Even though major part advertisements HR has to take care that the
meaning reaches to all the employees in the required manner for a better recruitment

TABLE-13

Table showing the internal source of recruitment in a scale.

Response No: of respondents Percentage

Poor 0 0%

Satisfactory 3 6%

Good 15 30%

Very Good 20 40%

Excellent 12 24%

Total 50 100%

Interpreted:

• It can be interpreted from the survey that 0% of employees feel that the internal
source recruitment is Poor.
 • It can be interpreted from the survey that 6% of employees feel that the internal
source recruitment is only satisfactory.
• It can be interpreted from the survey that 30% of employees feel that the internal
source recruitment is Good
• It can be interpreted from the survey that 34% of employees feel that the internal
source recruitment is Very Good
• It can be interpreted from the survey that 30% of employees feel that the internal
source recruitment is Excellent.

GRAPH-13

Graph showing the internal source of recruitment in a scale.

Interence: It can be interpreted HR is doing a good job in terms of internal recruitment

but a mere percentage of employees responded as satisfactory which the HR has to be
taken care.
 TABLE-14

Table showing the external sources of recruitment followed at HDFC STANDARD LIFE

Options No: of respondents Percentage

Poor 0 0%

Satisfactory 10 20%

Good 15 30%

Very Good 20 40%

Excellent 5 10%

Total 50 100%

Interpreted:

• It can be interpreted from the survey that 0% of employees feel that the external
source recruitment is Poor.
• It can be interpreted from the survey that 24% of employees feel that the external
source recruitment is only satisfactory.
• It can be interpreted from the survey that 32% of employees feel that the external
source recruitment is Good
• It can be interpreted from the survey that 36% of employees feel that the external
source recruitment is Very Good
• It can be interpreted from the survey that 8% of employees feel that the external
source recruitment is Excellent.

GRAPH-14
Graph showing the external sources of recruitment followed at HDFC standard life

Inference: it can be interpreted that majority of the respondents have good opinion regarding
external recruitment with a significant percentage responding as excellent.
 TABLE-15

Table showing the place and environment during recruitment

Response No: of respondents Percentage

Poor 9 18%

Satisfactory 13 26%

Good 23 46%

Excellent 5 10%

Total 50 100%

Interpreted:

• It can be interpreted from the survey that 6% of employees feel that the place and
environment during recruitment is Poor.
• It can be interpreted from the survey that 30% of employees feel that the place
and environment during recruitment is satisfactory.
• It can be interpreted from the survey that 52% of employees feel that the place
and environment during recruitment is good.
• It can be interpreted from the survey that 14% of employees feel that the place
and environment during recruitment is Excellent.
GRAPH-15

Graph showing the place and environment during recruitment

Inference: It can be inferred that majority of the respondents are satisfied regarding the place of
recruitment but HR has to make sure that all the candidates have a good opinion regarding the
place of recruitment
 TABLE-16.

Table showing the satisfaction with the internal job posting.

Response No: of respondents Percentage

Good 35 70%

Bad 15 30%

Total 50 100%

Interpreted

• It can be interpreted about 90% of the employees have good opinion regarding the
internal job postings.
• About 10% of the employees have bad opinion regarding the internal job postings.
GRAPH-16

Graph showing the satisfaction with the internal job posting.

Inference: HR’s way of recruitment through internal job postings is well appreciated among the
employees which shows any further creative improvements towards internal recruitment will be
well appreciated

TABLE-17

The Table showing the rounds of screening experience

Response No: of respondents Percentage

One 5 10%

Two 8 16%

Three 10 20%

Four & more 27 54%

Total 50 100%
Interpreted:

• It can be interpreted from the survey that 8% of employees had experienced one
round of screening during their recruitment process.
• It can be interpreted from the survey that 30% of employees had experienced two
rounds of screening during their recruitment process.
• It can be interpreted from the survey that 52% of employees had experienced
three rounds of screening during their recruitment process.
• It can be interpreted from the survey that 14% of employees had experienced four
and more rounds of screening during their recruitment process.
GRAPH-17

The Graph showing the rounds of screening experience

Inference: it could be interpreted that a majority of respondents have undergone 4 & more
rounds of interview sessions whereas a minor percentage has to undergo 2 or 3 rounds.
 TABLE-18

Table showing the rounds of screening are relevant to the post applied

Response No: of respondents Percentage

Yes 47 94%

No 3 6%

Total 150 100%

Interpreted:
• It can be interpreted from the survey that 94% of employees feel the rounds of
screening are relevant to the post you have applied.
• It can be interpreted from the survey that 30% of employees feel the rounds of
screening are not relevant to the post you have

GARPH-18

Graph showing the rounds of screening are relevant to the post applied

Inference: It can be interpreted that HR is doing an excellent job in framing the

different rounds of screening as per the requirement of the jobs. This shows the effectiveness of
the HR department of the company.

TABLE-19

Table showing the information were you not informed during the Pre-placement Talk

Response No: of respondents Percentage

Company Profile 0 0%

Job specification 5 10%

Salary 13 26%

Future Prospects 10 20%

None of the above 22 44%

Total 150 100%

Interpreted:

• It can be interpreted from the survey that 0% of candidates were you not informed
about the Company profile during the Pre-placement Talk.
• It can be interpreted from the survey that 8% of candidates were you not informed
about the Job specification during the Pre-placement Talk.
• It can be interpreted from the survey that 30% of candidates were you not
informed about the Salary during the Pre-placement Talk.
• It can be interpreted from the survey that 10% of candidates were you not
informed about the Future Prospects during the Pre-placement Talk.
• It can be interpreted from the survey that 40% of candidates were you not
informed about none of the above during the Pre-placement Talk.
GRAPH-19

Graph showing the information were you not informed during the Pre-placement Talk

Inference: It can be interpreted that HR is doing a great job in terms of the Pre
placement talk but a mere percentage of people is unaware of the future prospects of
the company.
 TABLE-20

Table showing the selection process followed by HDFC standard life

Response No: of respondents Percentage

Poor 2 4%

Satisfactory 8 16%

Good 5 10%

Very Good 20 40%

Excellent 15 30%

Total 50 100%

Interpreted:

• It can be interpreted from the survey that 2% of candidates feel that the selection
process followed at HDFC standard life is Poor
• It can be interpreted from the survey that 10% of candidates feel that the selection
process followed at HDFC standard life is satisfactory
• It can be interpreted from the survey that 10% of candidates feel that the
selection process followed at HDFC standard life is good
• It can be interpreted from the survey that 40% of candidates feel that the selection
process followed at HDFC standard life is very good
• It can be interpreted from the survey that 38% of candidates feel that the selection
process followed at HDFC standard life is excellent.

GRAPH-20

Graph showing the selection process followed by HDFC standard life

Inference: it can be inferred that majority of the respondents have a good or excellent opinion
regarding the overall recruitment and selection process giving praises to the HR