ORGANISATIONAL STUDY ON STAFFING IN BAJAJ ALLIANZ LIFE INSURANCE.

INTRODUCTION:
Cognizant Technology Solutions Corp. is an American multinational provider of custom information technology, consulting and business process outsourcing (BPO) services. It is headquartered in Teaneck, Bergen County, New Jersey, USA. Cognizant is included in the NASDAQ-100 and theS&P 500 indices. Cognizant saw a period of fast growth during the 2000s, becoming a Fortune 500 company in [2] 2011. In 2011, the Fortune magazine named it as the world's third most admired IT services [3] [1] company after Accenture and IBM. In 2012,Cognizant has around 150,400 employees. India currently is the single largest employee base for Cognizant , with the headcount more than 100,000 in March 2012. The company that is now called Cognizant has its roots in The Dun & Bradstreet Corporation, an [5] India-based joint venture between Dun & Bradstreet(76%) and Satyam Computers (24%). Srini [6] Raju was the CEO of this company established in 1994. Kumar Mahadeva played a major role in convincing D&B to invest $2 million in the joint venture. DBSS was set up as an in-house technology unit, and focused on implementing large-scale IT projects for the D&B businesses In addition to its headquarters and delivery center in Teaneck, N.J., Cognizant has five additional delivery centers in the United States of America: Bentonville, Arkansas; Bridgewater, New Jersey;Chicago, Illinois; Holliston, Massachusetts; and Phoenix, Arizona. The company has more than 150,000 employees globally, of which over 100,000 are in India across 10 locations with a major chunk in Chennai. The other centres of the company are [41] in Bangalore, Coimbatore, Gurgaon, Hyderabad, Kochi, Kolkata, Mangalore (CoreLogic), Mumbai a nd Pune. The company also has local, regional and global delivery centers in the UK, Europe, China, The Philippines, Canada, Argentina, and Mexico. The leadership is mainly based in the United States.

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Cognizant (NASDAQ: CTSH) is a leading provider of information technology, consulting, and business process outsourcing services, dedicated to helping the world's leading companies build stronger businesses. Headquartered in Teaneck, New Jersey (U.S.), Cognizant combines a passion for client satisfaction, technology innovation, deep industry and business process expertise, and a global, collaborative workforce that embodies the future of work. With over 50 delivery centers worldwide and 130,000 employees as of September 30, 2011, Cognizant is a member of the NASDAQ-100, the S&P 500, the Forbes Global 2000, and the Fortune 500 and is ranked among the top performing and fastest growing companies in the world.

MEANING OF STAFFING:
training and development is the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups inorganizational settings. It has been known by several names, including human resource development, and learning and development. Training and development (T&D) encompasses three main activities: training, education, and development. Garavan, Costine, and Heraty, of the Irish Institute of Training and Development, note that these ideas are often considered to be synonymous. However, to practitioners, they encompass [1][2][3] three separate, although interrelated, activities:

Training: This activity is both focused upon, and evaluated against, the job that an individual [3] currently holds. Education: This activity focuses upon the jobs that an individual may potentially hold in the [3] future, and is evaluated against those jobs.

Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate the process of changing an organization, its employees, its stakeholders, and groups of people within it, using planned and unplanned learning, in order to achieve and maintain a competitive advantage for the organization

The staffing process consists of following steps:1. Employee performs a job. 2. Employee leaves the organization they work for. 3. A need is identified (to replace the individual). 4. The need is structured (define what the organization needs). 5. Find and identify individuals that may meet said need. 6. Interview those individuals. 7. Select the right candidate. 8. On boarding process for the new employee. 9. Employee performs a job... (Process continues). SOURCES OF RECRUITMENT: When organization is needed to fill a vacant organizational position, the individual may come from inside or outside the organization. There are two source of recruitment as follows: 1. Internal sources 2. External sources. The Internal source of recruitment means promotion of worker or employee from lower level to higher level. The recruitment process is carried within the organization. Mostly this process is used to fill vacancies of middle and top level personnel. The External source of recruitment is used to fill vacancies at lowest level or at the time of expansion of the organization of the firm or where job specification cannot meet by present employees. The commonly used outside sources are as follows: 1. Contact through present employees. 2. Former employees. 3. Intermediaries. 4. Recruitment at gate. 5. Unsolicited Application. 6. Advertisement. 7. School, College, University and Technical Institution. 8. Employment Exchange. 9. Private Agencies. 10.Professional Bodies. 11.Personnel Consultant. 12.Part time employee.

RECRUITMENT PROCESS
Manpower Plan Position Description Manpower Requisition Blank Application Preliminary Interview Application Form Personal Test a) Intelligence test b) Aptitude test c) Personality test Employment Interview Selection Medical Examination Innovative Approaches: When the company finds out an employee to be an under performer, who is not Appointment letter contributing to value addition in the company, Bajaj Allianz proposes that the employee can be placed in any other company which is in accordance to his calibre. Hence the company helps candidates to find other avenues for growth prospects. It also adds value to the company as it normally never fires but helps in developing favour banks for those individuals who can be tapped later. Next it also keeps record of individuals who have left the company for any reason. They keep them in good contact, so that if and when they wish to return, they can do so without any hesitations.
References:

Bajaj Allianzs Corporate Newsletter NEWSTRACK Personal Interviews with Manish Mausam, HR Manager, Bajaj Allianz. Patna Main Branch. http://www.ecornell.com/assets/PDFs/Enterprise/HR-Cert-Staffing-Process.pdf

Group 1

SUNESIS Amrita Kumari Dinman Pratap

Girijanand Choudhary Romal Kr. Sinha Soni Kumari Vivek Mitra