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Tata AIG General Insurance

Tata AIG General Insurance Company Limited (Tata AIG General) is a joint venture company, formed by the Tata Group and American International Group, Inc. (AIG).

The Tata Group holds 74 per cent stake in the insurance venture with AIG holding the balance 26 percent.

INTRODUCTION

Tata AIG General Insurance Company, which started its operations in India on January 22, 200i.

provides insurance solutions to individuals and corporates.

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INTRODUCTION

VISION

MISSION

To be the first choice As a responsible, insurer for customers customer focused To be the preferred market leader, we employer for staff in the will strive to insurance industry understand the To be the number one insurance needs of Click to edit Master insurer for creating subtitle style the consumers and shareholder value translate it into affordable products that deliver value for money.
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ORGANIZATION STRUCTURE

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ORGANIZATION STRUCTURE

DEPARTMENTS

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HUMAN RESOURCES employee strength

Employee strength ranging from 300 to 900 (depending upon the market size) Main branch- 400 employees Mumbai TATA AIG 11/12/12 employee strength:

RECRUITMENT

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FACTORS AFFECTING RECRUITMENT

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FACTORS AFFECTING RECRUITMENT

First level screening The candidates would be screened by the HR manager/ Branch manager. Screening would be on the basis of

The general profile of the candidate

RECRUITMENT PROCEDURE

Personality fit of the candidate into the profile Aptitude/attitude of the candidate Motives of the person to join our company and whether focus is on short term or long term stay Basic skill level on our set of requirements, networking ability , etc. 11/12/12

RECRUITMENT PROCEDURE

Second level screening If the first assessment is positive ,the candidates will give the aptitude test. Selected candidates called for an interview. Here we see the proof of the claims made by the candidate regarding qualifications, experience and other achievements. Ratings on various 11/12/12 attributes of the candidates

RECRUITMENT PROCEDURE

THIRD LEVEL SCREENING

Employee services team will issue the offer letter. Send the same to the concerned HR manager. A copy of the appointment letter duly signed will be sent to the candidate with a request to join our company on a given date.

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RECRUITMENT PROCEDURE

After the final round , if the Recruitment manager is fully satisfied about the selection of the right candidate ,he/she will forward the complete set of papers along with the interviewers recommendations to the Recruitment head.

SELECTION

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Employee referral; Advertisement in internet/newspapers/magaz ines/job sites or any other media; Placement Agencies;

SOURCES OF selection

Headhunting firms particularly for senior positions, specialist positions and critical 11/12/12 positions;

SOURCES OF selection

Existing database;

COMPLETE PROCESS OF SELECTION

PRELIMENIARY SELECTION OF CONTAINING ALL INVITING THE APPLICANT DATA THE SCANNED CV, INTERVIEW ASSESSMENT SHEET &THROUGH INTERVIEWHEAD OFFICE OF THE HR & SALES RECEIVAL OF APPROVAL FROM BY SUCCESSFUL IN THE THE DETAILS OF THE CANDIDATE SEND TO HEAD OFFICE ALONG WITH CANDIDATE DIFFERENT SOURCES. AFTER BEING 11/12/12 REGIONAL MANAGER FOR THE THE REGIONAL MANAGERS APPROVAL DEPARTMENT. INTERVIEW

ISSUE OF APPOINTMENT LETTER FOR THE CANDIDATE

TRAINING & DEVELOPMENT

Employee training procedure Executive development program Huge training and learning & development centre 11/12/12

EMPLOYEE POLICY

Transfers are conducted depending upon the vacancies in the company. Will, of the employee is taken into consideration for final decision, regarding the transfer. Employee loans are provided at a low rate of interest initiated by the companys financial tie ups with HDFC, Axis, Saraswat, PNB & DLB. Good canteen facilities and picnics and trips are conducted. PARIVARTAN COMMITTEE organizes cricket 11/12/12

Tie up with Symbiosis (Pune) to fund the employees for E-MBA program. Employee bonding sessions and work appraisal and recognition to juniors and fresher employees are provided for better performance and motivation.

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OTHER HR POLICIES Tata AIG is an equal opportunity employer and does not discriminate on the basis of race, caste, religion, colour, ancestry, marital status, sex, age or nationality.

The Company's AffirmativeAction Policy promotes equal access to its employment and opportunities and all decisions are merit based. The HR Policy and Affirmative Action Policy are monitored by the Ethics Counsellor and supported byan effectivegrievanceredressal mechanism.

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PERFORMANCE APPRAISAL

Promotions and Bonus Perks - Annual process. Transfers according to employee requests. No force transfer. Appraisals - 2 times in the year Employee motivation by provision of discounted gift vouchers and domestic/international trips and awards for exceptional performance.

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CURRENT COMPANY HR REQUIREMENTS

Today the company has its presence in 200 major towns with more than 1,000 offices. It is the leading and largest assets manager in the world. Job Profile: To support Business sales and local leadership in terms of recruitment of Sales front line Managers. Should provide guidance/support to the HR whenever is required. Strong interpersonal skills Effective communication skills both written as well as oral Good proficiency in local language Strong competence in computers especially in MS Office.

Educational Qualifications: The candidate must have Post Graduation Degree (MBA or PGDM) in HRM from a reputed B-school with minimum 60% aggregate marks. 11/12/12

FULL AND FINAL SETTLEMENT

1.

Full And Final Settlement Of Employees -Calculation of amount payable and amount recoverable by the employee -Voluntary exit -Calculated by human resource department of an organization

2.

Process Of Full And Final Settlement 11/12/12 In TATA AIG

CONCLUSION

Satisfactory recruitment process Employee turnover ration should be tried and minimized Both short as well as long term objectives should be taken into consideration
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THANK YOU

Ronak Saluja 115 Varun Murpana 68 Lakshay Rohra 80 Yash Nahata 70 Aman Takhtani 110 Pratik Rijhwani - 79
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