A Project Report

On

“A STUDY ON THE EFFECTIVENESS OF

SALES PROMOTION AND ADVERTISING
OF
ICICI PRUDENTIAL LIFE INSURANCE”

By
Kalpesh Patel

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ACKNOWLEDGEMENT

This project provided me with an opportunity to interact closely with the Insurance
industry and apply the concepts as well as the knowledge learned during distance studies
in real life practical situations. My project with ICICI Prudential Life Insurance has
been a knowledge enhancing experience, which gained me some valuable insight into the
Marketing inclusion domain of India and how Advertising plays a crucial role for the
overall development of the organization.
I would like to express my sincere thanks to Dr. Hitesh Ruparel, Director of N.R.
Institute Of Business Management (NRIBM) for assigning me such an opportunity to do
project which open my vision towards Marketing processes which is part of corporate
world.
I am also thankful to Prof. Pooja Shah for extending immense help, guidance and
encouragement throughout this summer internship project.
I would also like to thank Human Resource Manager Ms. Prerna Hajela and Mr. Ankit
Gandhi of ICICI Prudential Life Insurance who helped me to understand whole
recruitment process of the company and gave encouragement to learn new things.
I would also thank Employees and Managers of ICICI Prudential Life Insurance who
provided information which is helpful in conducting my analysis.

With sincere regards,

Mr. Kalpesh Patel

PLACE: Ahmedabad
DATE : 21/07/2021

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TABLE OF CONTENTS

Chapter.
Particulars Page No.
No.
Acknowledgement
Executive Summary
List of Charts & Graphs
1 Research Methodology 1-15
1.1 Literature Review 2
1.2 Problem Statement 5
1.3 Objective of Project 6
1.4 Scope of the Study 6
1.5 Research Design 6-7
1.6 Sampling 8-12
1.6.1 Sampling Unit 8
1.6.2 Population 8
1.6.3 Sample Size 8
1.6.4 Sampling Method 8-11
1.6.5 Research Instrument / Tools 11
1.6.6 Hypothesis 12
1.7 Data collection source 13-14
1.10 Beneficiaries of study 15
1.11 Limitation of the study 15
2 Industry Profile 17-23

2.1 Introduction 17

History of Life Insurance industry

2.2 18

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Chapter.
Particulars Page No.
No.

20
2.3 Market Size

2.4 Investments 21
2.5 Government Initiatives 22
2.6 Road Ahead 23
3 Company Profile 25-33
3.1 Introduction 25
3.2 Vision and Values 26
3.3 Promoters 27
3.4 HR Structure of the company 28
3.5 Corporate social responsibility 29-31
3.6 Awards and Recognition 32-33
4 Introduction of topic 35-48
4.1 Introduction 35-37
4.2 Interview Process at a Glance 38-40
4.3 Online on boarding Process at a Glance 41
4.4 Need of Online on boarding process 42
4.5 Queries in Online on boarding process 43

Solution of queries related with Online on boarding

4.6 44
process

4.7 Overview of Recruitment process Structure 45

4.8 Induction Program at a Glance 46

4.9 Need of Induction Program 47

4.10 SWOT Analysis of Recruitment Process 48

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 5 Analysis & Interpretation 50-69

5.1 Questionnaire Analysis 50-53

5.2 Hypothesis Analysis 54-69

6 Findings 71-73

6.1 Findings based on Observation 71

6.2 Findings based on Data Analysis 72-73

7 Recommendations 74-76

7.1 Recommendations 75-76

8 Conclusion 77-78

8.1 Conclusion 78

Bibliography 79-80

Appendix 81-86

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 Table of Charts

NO. TOPIC Pg No.

4.7 Overview of recruitment process structure 45
4.10 SWOT Analysis of Recruitment Process 48
5.1(1) Statistics of Age Group 50
5.1(1) Frequency of Age Group 50
5.1(2) 51
Statistics of years of working
5.1(2) Frequencies of years of working 51
5.1(3) Statistics of awareness about recruitment method 52
5.1(3) Frequencies of awareness about recruitment method 52
5.1(4) Statistics of HR department’s performance 53
5.1(4) Frequencies of HR department’s performance 53
5.2(2) Do you know how rejected candidate informed? * Is there 57
any other reason of candidate for not joining after
selection? Cross tabulation and Chi-Square Test
5.2(1.1) What is your designation? * How many rounds of 59
interviews are there? Cross tabulation and Chi-Square
Test
5.2(1.2) Does the HR team clearly explain about online on 61
boarding process? * Are you aware about online on
boarding process of the organization? Cross tabulation
and Chi-Square Test
5.2(1.3) Have you faced any query related with link opening? * 63
Have you faced any query related with any other option?
Cross tabulation and Chi-Square Test
5.2(1.4) Have you faced any query in online on boarding process of 65
the company? * If yes does HR team helped you in solving
the query? Cross tabulation and Chi-Square Test
5.2(1.5) Are you aware about the induction program? * Have you 67
attended organizations induction program? Cross tabulation
and Chi-Square Test

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 TABLE OF GRAPHS

No. Topic Pg No.

5.1(1) Graph of Age Group of the Employees 50

5.1(2) Graph of Years of Working 51

5.1(4) Graph of HR department’s performance 53

5.2(2) Graph of Do you know how rejected candidate informed? * 58

Is there any other reason of candidate for not joining after
selection? Cross tabulation

5.2(1.1) Graph of What is your designation? * How many rounds of 60

interviews are there? Cross tabulation

5.2(1.2) Graph of Does the HR team clearly explain about online on 62

boarding process? * Are you aware about online on
boarding process of the organization? Cross tabulation

5.2(1.3) Graph of Have you faced any query related with link 64
opening? * Have you faced any query related with any
other option? Cross tabulation

5.2(1.4) Graph of Have you faced any query in online on boarding 66

process of the company? * If yes does HR team helped you
in solving the query? Cross tabulation

5.2(1.5) Graph of Are you aware about the induction program? * 68

Have you attended organizations induction program? Cross
tabulation

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 Chapter 1
Research Methodology

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1.1) Literature Review:

1) (Diane,2007)
Recruitment and selection forms a core part of the central activities underlying human
resource management: namely, the acquisition development and reward of workers. It
frequently forms an important part of the work of human resource managers – or
designated specialists within work organizations. However, and importantly, recruitment
and selection decisions are often for good reason taken by non-specialists, by the line
managers. There is, therefore, an important sense in which it is the responsibility of all
managers, and where human resource departments exist, it may be that HR managers
play more of a supporting advisory role to those people who will supervise or in other
ways work with the new employee.

2) (Wood, 1998)
‘Recruitment is the process of generating a pool of capable people to apply for
employment to an organization. Selection is the process by which managers and others
use specific instruments to choose from a pool of applicants a person or persons more
likely to succeed in the job(s), given management goals and legal requirements.’ In
setting out a similar distinction in which recruitment activities provide a pool of people
eligible for selection, ‘although the two functions are closely connected, each requires a
separate range of skills and expertise, and may in practice be fulfilled by different staff
members. The recruitment activity, but not normally the selection decision, may be
outsourced to an agency. It makes sense, therefore, to treat each activity separately.’ We
have already referred to the potential importance of recruitment and selection as an
activity.

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3) (Murphy, 2011)
It would be prudent to argue that selection decisions should be based on a range of
selection tools as some have poor predictive job ability. While it is almost inconceivable
that employment would be offered or accepted without a face-to-face encounter, many
organisations still rely almost exclusively on the outcome of interviews to make selection
decisions. To have any value, interviews should be conducted or supervised by trained
individuals, be structured to follow a previously agreed set of questions mirroring the
person specification or job profile, and allow candidates the opportunity to ask questions.
The interview is more than a selection device. It is a mechanism that is capable of
communicating information about the job and the organization to the candidate, with the
aim of giving a realistic job preview, providing information about the process, and thus
can minimize the risk of job offers being rejected. Organizations seeking high
performance in their selection processes should therefore give considerable attention to
maximizing the uses of the interview and, ideally, combine this method with other
psychometric measures where appropriate. It is not always the case that selected
employees are immediately capable of performing to the maximum level on their allotted
jobs important stages in the resourcing cycle occur post-selection.

4) (Dr.P.C.Pardeshi,2005)
One of the last stages in recruitment and selection is selection itself, which includes the
choice of methods by which an employer reduces a short-listed group following the
recruitment stage, leading to an employment decision. For most people, this is the only
visible stage of the resourcing cycle because their experience of it is likely to be as a
subject – or candidate – rather than involvement in planning the entire process. While
recruitment can be perceived as a positive activity generating an optimum number of job-
seekers, selection is inherently negative in that it will probably involve rejection of
applicants.

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5) (Kulik, 2004)
The recruitment and selection of employees is fundamental to the functioning of an
organization, and there are compelling reasons for getting it right. Inappropriate selection
decisions reduce organizational effectiveness, invalidate reward and development
strategies, are frequently unfair on the individual recruit and can be distressing for
managers who have to deal with unsuitable employees.
‘If the HRM function is to remain effective, there must be consistently good levels of
teamwork, plus ongoing co-operation and consultation between line managers and the
HR manager.’ This is most definitely the case in recruitment and selection as specialist
HR managers (or even external consultants) can be an important repository of up-to-date
knowledge and skills, for example on the important legal dimensions of this area.

6) (IOS Journals)
Many organizations when selecting are making a longer-term prediction of a new
employee’s capability. This accounts for many organizations’ imposing a probationary
period in which employees’ performance and future potential can be assessed in the work
setting. The resourcing cycle extends into this post-selection phase and the induction
period and early phases of employment constitute a critically important part of both
successful integration into the workplace culture and development as a fully functioning
worker. The final stage of the resourcing cycle involves evaluation of the process and
reflection on lessons learned from the process and their implications for the future.

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1.2) Problem Statement:

To know the Effectiveness of recruitment life cycle which include interview,

selection criteria, online on boarding process, and induction program. To
understand candidate’s queries related with recruitment process.

To learn the recruitment process with depth study of interview, selection, online on
boarding, and induction program. The research aims to explore and understands the
different experiences with candidates while interviewing, to understand how different is
the organization’s online on boarding process in a growing digital world, the enriching
induction program.

Here the main focus is to understand about different queries which has been faced by
candidates at different level of recruitment process and also got the knowledge of how to
manage and solve those queries and make the recruitment process smoother and easier
for candidates which increases overall effectiveness.

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1.3) Objectives of Project:

 Primary Objectives
 The main objective of the project is to study and understand the working of
online on boarding system.
 To understand the interview process with different views of interviewer and
candidate.
 Secondary Objective
 To check awareness about online on boarding procedure in new generation
candidates.
 To check preference and views for online on boarding procedure among
candidates.
 To know the queries related with online on boarding procedure.
 To find the awareness about induction program among fresher candidates.
 To know the queries related with induction program.
 To learn the interview and selection criteria with different factors and views
regarding it.

1.4) Scope of the study:

Here in this research study only employees and managers of ICICI Prudential Life
Insurance are taken, hence further research study can be done taking other such
Organization.

1.5) Research Design:

Research design is the specification of methods and procedures for acquiring the
information needed. It is overall operation pattern or framework of the project that
stipulates what information is collected from which source by what procedure. It refers to
the blue print of the research process.

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Some Types of Research Designs are as follows:

 Descriptive Research Design:

It attempts to describe and explain conditions of the present by using many subjects and
questionnaires to fully describe a phenomenon. Survey research design/ survey
methodology is one of the most popular for dissertation research. There are many
advantages.

 Experimental Research Design:

This design is most appropriate in controlled settings such as laboratories. The design
assumes random assignment of subjects and random assignment to groups. It attempts to
explore cause and affect relationships where causes can be manipulated to produce
different kinds of effects. Because of the requirement of random assignment, this design
can be difficult to execute in the real world setting.

 Exploratory Research Design:

It is used to conduct a general explanation of the issue, gain some broad insights into the
phenomenon, and achieve a better ‘feel’ for the subject under investigation.

In case of this report research design applicable is Descriptive Research Design. As

in recruitment process case the main focus will be on getting in depth knowledge of
practices done for recruitment process structure that already exists in the company.
It is the research design which includes surveys and fact-finding enquiries of
different types.

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1.6) Sampling:

1.6.1 Sample Unit:

In sample unit employees and managers - 50

1.6.2 Population:
Here population is total number of employees of company, i.e. 100

1.6.3 Sample Size:

It will be - 50

1.6.4. Sampling Method:

Sampling may be defined as the selection of some part of an aggregate or totality on the
basis of which a judgement or inference about the aggregate or totality is made.It is the
process of obtaining information about an entire population by examining only part of it.

There are two types of sampling techniques:-

1) Non Probability Sampling Techniques
2) Probability Sampling Techniques.
Let us discuss them and also their sub techniques.

 Non Probability Sampling Techniques

Do not use chance selection procedures.

 Rely on personal judgement of researcher.

 Researcher arbitrarily or consciously decides the elements to be included in the
sample.

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Types of Non-Probability Sampling Techniques are as follows:-

1) Convenience Sampling attempts to obtain a sample of convenient elements.

Often, respondents are selected because they happen to be in the right place in the
right time.
Selection of sampling units is left primarily to the interviewer/ researcher.

 Examples include,
 Use of students and members of social organization
 Mall intercepts interviews without qualifying the respondents
 Department stores
 “people on the street” interviews

2) Judgement Sampling is a form of convenience sampling in which the population

elements are selected based on the judgement of the researcher.
 Common examples include
 Test markets selected to determine the potential of a new product.
 Purchase engineers selected in industrial marketing research.
 Expert witnesses used in court
 Department stores selected to test a new merchandising display system.

3) Quota Sampling may be viewed as two-stage restricted judgemental sampling.

 The first stage consists of developing control categories, or quotas of
population elements.
 In the second stage, sample elements are selected based on convenience or
judgement.

4) In Snowball Sampling an initial group of respondents is selected, usually at

random.
 After being interviewed, these respondents are asked to identify others who
belong to the target population.
 Subsequent respondents are selected based on the referrals.
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  The referrals will have demographic and psychographic characteristics that
are more similar to the persons referring them.
 Probability Sampling Techniques

These techniques vary in terms of sampling efficiency.

 More precise the sampling techniques less are the chances of sampling errors but
more will be the cost.
 Researcher must strive for the most efficient sampling design, subject to the
budget allocated.
 Efficiency of a probability sampling technique may be assessed by comparing it
to that simple random sampling.

Types of Probability Sampling Techniques are as follows:-

1) Simple Random Sampling: Each element in the population has a known and
equal probability of selection.
 Each possible sample of a given size (n) has a known and equal probability of
being the sample actually selected.
 This implies that every element is selected independent of every other
element.
 Sample is drawn by a random procedure from a sampling frame.
 It is similar to lottery system.

2) Systematic Sampling: The sample is chosen by dividing the population size N by

the sample size n and rounding to the nearest integer.
 The sampling interval is determined by dividing the population size N by the
sample size n and rounding to the nearest integer.

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  When the ordering of the elements is related to the characteristics of interest,
systematic sampling increases the representativeness of the sample.

3) Stratified Sampling: The elements within a stratum should be as homogeneous

as possible, but the elements in different strata should be as homogeneous as
possible.
 The stratification variables should also be closely related to the characteristics
of interest.
 Finally, t0he variables should decrease the cost of stratification process by
being easy to measure and apply.
 Variables commonly used for stratification include,
 Demographic characteristics,
 Type of customer (credit versus non-credit card)
 Size of firm, or
 Type of Industry

4) Cluster Sampling: The target population is first divided into mutually exclusive and
collectively exhaustive subpopulations or clusters.
 Then a random sample of clusters is selected, based on a probability sampling
technique such as RSS.
 For each selected cluster, either all the elements are included in the sample
(one-stage) or a sample of elements id drawn probabilistically (two-stage).

In this project the sampling technique will be Quota Sampling of Non-Probability

Sampling Technique for the topic.

1.6.4 Researcher’s Instruments/Tools:

The tool for data collection would be questionnaire filling and interview schedules as
body gestures and facial reactions too will play a major role in analysis.

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1.6.5 Hypothesis:

Main Hypothesis

1) H0: Candidates are not aware about recruiting process

H1: Candidates are aware about recruiting process.

2) H0: Employees are not aware about candidate’s rejection reasons.

H1: Employees are aware about candidate’s rejection reasons.

Sub Hypothesis

1) H0: Candidates are not aware about interview rounds.

H1: Candidates are aware about interview rounds.

2) H0: Candidates are not aware about online on boarding procedure.

H1: Candidates are aware about online on boarding procedure.

3) H0: Candidates do not face any query in online on boarding procedure.

H1: H0: Candidates do face any query in online on boarding procedure.

4) H0: Candidates do not get help from HR department in solving queries.

H1: Candidates do get help from HR department in solving queries.

5) H0: Candidates are not aware about induction program.

H1: Candidates are aware about induction program.

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1.7 DATA COLLECTION SOURCE:

Primary Data Collection Methods: This data can be collected through experiment or
through survey. The various method primary data collection are as follows:-

Observation: Used specifically in studies relating to behavioural sciences.

 Observation becomes a scientific tool.
 Observation is systematically planned and recorded.
 Subjected to checks and controls on validity and reliability.
 Information is sought by way of investigator’s own direct observation without
asking from the respondent.
Questionnaire: Popular method of data collection
 Used particularly in case of big enquiries.
 Most extensively employed in various economic and business surveys.
 Questionnaire is sent/ given to the persons concerned with a request to answer the
questions.
 It consists of a number of questions printed or typed in a definite order on a form
of set of forms.
 Respondents have to answer the questions on their own.

Interviewing:

Interviewing can be done with a structured framework or with an unstructured

framework.
 Involves presentation of oral-verbal stimuli and reply in terms of oral verbal
responses.

In project the main primary source of data collection will be Questionnaire and
observation for the topics.

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Secondary Data  The secondary data for this research has been collected through the
following:
 Reference Books: A book to which you can refer for authoritative facts; “he
contributed articles to the basic reference work on that topic.

 Records: The list of past event of particular event.

 Newspaper: Daily news of all around the world is printed on the paper.

 Internet: Article posted related to topic on internet.

Research articles by other researchers (journal): In previous author researched about

the topic or related to that and post the abstract they found during research.
 College Library Project: Projects of seniors or past year students of the
college.

In secondary sources all of the above sources will be used for the topic.

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1.8) BENEFICIARIES OF THE STUDY:

 As a Researcher I will be gaining deep and practical knowledge of overall

Recruitment process
 Most importantly this study will help the Human Resources Department as this
will serve as a guide for them.
 The research will be helpful for Candidates who will be able to know about
recruitment process.
 It will help Consultancy Agencies.
 It will help the future HR pursuing students as this will be a secondary source
for them.
 It will also help Researchers to understand the process to its last bone.
 It will also be help to Government, as they will know more about new methods
of recruitment process.

1.9) LIMITATIONS:

 The time period of the project is limited.

 Study is done only for ICICI Prudential and not of the whole insurance industry.
 There is no concrete basis to prove the response given is a true measure of the
opinion of all the employees and managers as a whole.
 Random sampling was used as the mode of conducting the research.
 The response of the respondents may not be accurate thinking that the
management might misuse the data.

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 Chapter 2
Industry Profile

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2.1) Introduction:

 The insurance industry of India consists of 52 insurance companies of which 24

are in life insurance business and 28 are non-life insurers. Among the life
insurers, Life Insurance Corporation (LIC) is the sole public sector company.
Apart from that, among the non-life insurers there are six public sector insurers.
In addition to these, there is sole national re-insurer, namely, General Insurance
Corporation of India. Other stakeholders in Indian Insurance market include
agents (individual and corporate), brokers, surveyors and third party
administrators servicing health insurance claims.
 Out of 28 non-life insurance companies, five private sector insurers are registered
to underwrite policies exclusively in health, personal accident and travel
insurance segments. They are Star Health and Allied Insurance Company Ltd,
Apollo Munich Health Insurance Company Ltd, Max Bupa Health Insurance
Company Ltd, Religare Health Insurance Company Ltd and Cigna TTK Health
Insurance Company Ltd. There are two more specialized insurers belonging to
public sector, namely, Export Credit Guarantee Corporation of India for Credit
Insurance and Agriculture Insurance Company Ltd for crop insurance.

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 2.2) History of Life Insurance Industry:

 The history of life insurance in India dates back to 1818 when it was conceived as
a means to provide for English Widows. Interestingly in those days a higher
premium was charged for Indian lives than the non-Indian lives as Indian lives
were considered more riskier for coverage.
 The Bombay Mutual Life Insurance Society started its business in 1870. It was
the first company to charge same premium for both Indian and non-Indian lives.
The Oriental Assurance Company was established in 1880. The General insurance
business in India, on the other hand, can trace its roots to the Triton (Tital)
Insurance Company Limited, the first general insurance company established in
the year 1850 in Calcutta by the British. Till the end of nineteenth century
insurance business was almost entirely in the hands of overseas companies.
 Insurance regulation formally began in India with the passing of the Life
Insurance Companies Act of 1912 and the provident fund Act of 1912. Several
frauds during 20's and 30's sullied insurance business in India. By 1938 there
were 176 insurance companies. The first comprehensive legislation was
introduced with the Insurance Act of 1938 that provided strict State Control over
insurance business. The insurance business grew at a faster pace after
independence. Indian companies strengthened their hold on this business but
despite the growth that was witnessed, insurance remained an urban phenomenon.
 The Government of India in 1956, brought together over 240 private life insurers
and provident societies under one nationalized monopoly corporation and Life
Insurance Corporation (LIC) was born. Nationalization was justified on the
grounds that it would create much needed funds for rapid industrialization. This
was in conformity with the Government's chosen path of State lead planning and
development.
 The (non-life) insurance business continued to thrive with the private sector till
1972. Their operations were restricted to organized trade and industry in large
cities. The general insurance industry was nationalized in 1972. With this, nearly

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 107 insurers were amalgamated and grouped into four companies- National
Insurance Company, New India Assurance Company, Oriental Insurance
Company and United India Insurance Company. These were subsidiaries of the
General Insurance Company (GIC).
 Indian federal government considers insurance as one of major sources of funds
for infrastructure development. The government has identified the following as
major thrust areas:
 Timely and reliable statistical data and information about policies and markets to
in still a degree of credibility
 A code of good practices based on international best practices to raise the
standard of Indian insurance sector
 Strengthening of supervision and regulation
 Market participation in decision-making 
 High solvency standard' and Developing alternative channels.
 Till end of 1999-2000 fiscal years, two state-run insurance companies, namely,
Life Insurance Corporation (LIC) and General Insurance Corporation (GIC) were
the monopoly insurance (both life and non-life) providers in India. Under GIC
there were four subsidiaries National Insurance Company Ltd, Oriental Insurance
Company Ltd, New India Assurance Company Ltd, and United India Assurance
Company Ltd. In fiscal 2000-01, the Indian federal government lifted all entry
restrictions for private sector investors. Foreign investment insurance market was
also allowed with 26 percent cap. GIC was converted into India's national reinsure
from December, 2000 and all the subsidiaries working under the GIC umbrella
were restructured as independent insurance companies.
 Indian Parliament has cleared a Bill on July 30, 2002 de-linking the
four subsidiaries from GIC. A separate Bill has been approved by Parliament to
allow brokers, cooperatives and intermediaries in the sector. Currently insurance
companies- both private and public-- have to cede 20 percent of its reinsurance
with GIC. GIC is planning to increase re-insurance premium by 20 percent which
works out at Rs 3000 cr. GIC is actively considering entry into overseas markets
including West Asia, South-east Asia and SAARC region.

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2.3) Market Size:

 India's life insurance sector is the biggest in the world with about 36 crore policies
which are expected to increase at a compound annual growth rate (CAGR) of 12-
15 per cent over the next five years. The insurance industry plans to hike
penetration levels to five per cent by 2020, and could top the US$ 1 trillion mark
in the next seven years.
 The total market size of India's insurance sector is projected to touch US$ 350-
400 billion by 2020 from US$ 66.4 billion in FY13.
 The general insurance business in India is currently at Rs 77,000 crore (US$
12.41 billion) premium per annum industry and is growing at a healthy rate of 17
per cent.
 The Rs12,606 crore (US$ 2.03 billion) domestic health insurance business
accounts for about a quarter of the total non-life insurance business in the country.
 Investment corpus in India's pension sector is anticipated to cross US$ 1 trillion
by 2025, following the passage of the Pension Fund Regulatory and Development
Authority (PFRDA) Act 2013, according to a joint report by CII-EY on Pensions
Business in India.
 Indian insurance companies are expected to spend Rs 117 billion (US$ 1.88
billion) on IT products and services in 2014, an increase of five per cent from
2013, as per Gartner Inc. Also, insurance companies in the country could spend
Rs 4.1 billion (US$ 66.11 million) on mobile devices in 2014, a rise of 35 per cent
from 2013.

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2.4) Investments:

Insurance sector of India needs capital infusion of Rs 50,000 crore (US$ 8.06 billion) to
expand, maintain a healthy capital base and improve solvency standards, according to
Insurance Regulatory Development Authority (IRDA).
The following are some of the major investments and developments in the Indian
insurance sector:
 Life Insurance Corp of India (LIC) has earmarked a total of around Rs 1 trillion
(US$ 16.12 billion) for investments in bonds, including non-convertible
debentures (NCDs), certificates of deposit (CDs), commercial papers (CPs) and
collateralized borrowing and lending obligations (CBLOs) with primary focus on
infrastructure and real estate in the year to March 31, 2015.
 Aditya Birla Financial Services Group has signed an agreement to form a health
insurance joint venture (JV) with MMI Holdings of South Africa. The two will
enter into a formal JV in which the foreign partner will hold a 26 per cent stake.
 South African financial services group Sanlam plans to increase stake in its Indian
JV Shriram Life Insurance from 26 per cent to 49 per cent.
 JLT Independent plans to develop India as a service hub for all countries that are
a part of South Asian Association for Regional Cooperation (SAARC), according
to Mr. Sanjay Radhakrishnan, CEO, JLT Independent.
 Kotak Mahindra Bank became the first bank to get the permission from Reserve
Bank of India (RBI) to set up a wholly-owned non-life insurance company.

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2.5) Government Initiatives:

The Government of India has taken a number of initiatives to boost the insurance
industry. Some of them are as follows:

 The Reserve Bank of India (RBI) has allowed banks to become insurance brokers,
permitting them to sell policies of different insurance firms subject to certain
conditions.
 The select committee of the Rajya Sabha gave its approval, permitting 49 per cent
composite foreign equity investment in insurance companies. A broad agreement
has also been achieved with the states on most of the issues concerning the
implementation of the single goods and services tax (GST), which is scheduled to
be rolled out from April 1, 2016.
 The Government of India plans to implement a Rs 1,900 crore (US$ 306.41
million) e-governance project called ‘Panch Deep’ to automate transactions of the
Employees State Insurance Corporation (ESIC), said Mr. Bandaru Dattatreya,
Union Minister for Labour and Employment with Independent Charge,
Government of India. Under the project, enterprise resource planning (ERP)
solution would be installed across the country which will give a unique card to the
employees and facilitate clearance of third party bills.
 The Government of India plans to launch a new insurance scheme to protect
farmers and their incomes against production and price risks.
 Under the Pradhan Mantri Jan Dhan Yojana, it has been decided that even those
accounts which had been opened prior to August 28, 2014 and have zero balance
will get Rs 100,000 (US$ 1,612.55) insurance cover.

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2.6) Road Ahead:

 India's insurable population is anticipated to touch 75 crore in 2020, with life

expectancy reaching 74 years. Furthermore, life insurance is projected to
comprise 35 per cent of total savings by the end of this decade, as against 26 per
cent in 2009-10.
 The future looks interesting for the life insurance industry with several changes in
regulatory framework which will lead to further change in the way the industry
conducts its business and engages with its customers.
 Demographic factors such as growing middle class, young insurable population
and growing awareness of the need for protection and retirement planning will
support the growth of Indian life insurance.

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 Chapter 3
Company Profile

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3.1) Introduction of ICICI Prudential Life Insurance :

ICICI Prudential Life Insurance Company (ICICI Prudential Life) is a joint venture
between ICICI Bank Ltd., India's largest private sector bank, and prudential plc, a leading
international financial services group headquartered in the United Kingdom. ICICI
Prudential Life was amongst the first private sector life insurance companies to begin
operations in December 2000 after receiving approval from Insurance Regulatory
Development Authority of India (IRDAI).

ICICI Prudential Life's capital infused stands at Rs. 48.16 billion (as of March 31, 2015)
with ICICI Bank Ltd. For FY2015, the company garnered a total premium of Rs. 153.07
billion. The company has assets under management in excess of Rs. 1001.83 billion as on
March 31, 2015.

For over a decade, ICICI Prudential Life has maintained its dominant position (on new
business retail weighted basis) amongst private life insurers in the country, with an array
of products to match the different life stage requirements of customer and enable them to
achieve their long term financial goals.

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3.2) Vision and Values:

Vision:
To be the dominant Life, Health and Pensions player built on trust by world-class people
and service.
This we hope to achieve by:
 Understanding the needs of customers and offering them superior products and
service
 Leveraging technology to service customers quickly, efficiently and conveniently
 Developing and implementing superior risk management and investment
strategies to offer sustainable and stable returns to our policyholders
 Providing an enabling environment to foster growth and learning for our
employees
 And above all building transparency in all our dealings

Values:
The success of the company will be founded in its unflinching commitment to 5 core
values -- Integrity, Customer First, Boundary-less, Humility and Passion. Each of the
values describes what the company stands for, the qualities of our people and the way we
work. Every member of the ICICI Prudential team is committed to the 5 core values and
these values shine forth in all we do.
 Boundaryless – I will treat organization agenda as paramount
 Integrity – What I do when nobody is watching me
 Humility – Openness to learn a change
 Customer First – Service excellence towards Internal and External Customers
 Passion – Demonstrates infectious energy and enthusiasm
We do believe that we are on the threshold of an exciting new opportunity, where we can
play a significant role in redefining and reshaping the sector. Given the quality of our
parentage and the commitment of our team, there are no limits to our growth.
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3.3) Promoters:

 ICICI Bank

ICICI Bank Limited (NYSE:IBN) is India's leading private sector bank, with
consolidated total assets of Rs 8260.79 bn. as at March 31, 2015. ICICI Bank's
subsidiaries include India's leading private sector insurance companies, the largest online
retail brokerage and among its largest mutual funds and private equity firms. ICICI
Bank's presence currently spans 17 countries, including India.

 Prudential Plc

Prudential plc is a company incorporated and with its principal place of business in
England and its affiliated companies constitutes one of the world's leading financial
services groups. It provides insurance and financial services through its subsidiaries and
affiliates throughout the world. It has been in existence for more than 166 years and has
￡496 billion in assets under management (as at 31 December 2014). Prudential plc is not
affiliated in any manner with Prudential Financial, Inc., a company whose principal place
of business is in the United States of America.

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3.4) HR Structure of company:

Chief Human Resource

Two Vice President and

Four Assistant Vice President

State Human Resource

Regional Human Resource

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3.5) Corporate Social Responsibility:

The Company’s primary focus areas for CSR activities are:

1. Education
Education represents a critical area of action to realize India’s growth potential as also
make it inclusive, by enabling children from all sections of society to have access to
quality basic education that equips them for taking up higher education or job-oriented
skill training. At the same time India’s institutions of higher learning also require
investment in capacity building to support India’s growing and evolving needs and
become global centres of excellence. The Company, both directly and through ICICI
Foundation will continue to work with state governments and other not-for-profit
organizations to improve the quality of education in government and municipal schools,
which account for the vast majority of school-going children in the country. The
Company will continue to work with institutes of higher education for focused capacity-
building in specified disciplines, particularly life insurance, finance & management.
With the growth and rising complexity of financial needs and available products &
services, financial education and counselling along with life insurance and retirement
planning is a key area requiring attention. The Company will continue to work on
initiatives that guide individuals in understanding financial products including increasing
awareness of life insurance, health insurance and pension products as a long term tool for
protection and wealth creation.

2. Health care
The healthcare challenge in India spans a number of dimensions, including access to
affordable healthcare for the poor; awareness of health issues & available facilities/
benefits among the less privileged segments of society and specific vulnerable sections of
the population; and child
malnutrition, which impairs the capacity of a child to lead a healthy and productive life.
Addressing this challenge is essential to achieve the objective of inclusive growth.The
Company and ICICI Foundation will continue to focus on developing innovative models
with the potential to scale up and bring about improvements in the delivery of healthcare

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to the marginalized segments of society. These will seek to enhance the availability of
affordable healthcare to low income households, improve health seeking behaviour
among low-income and vulnerable groups through higher awareness and improve child
nutrition. Initiatives to promote access to healthcare backed by insurance will continue to
be a focus area. The Company and ICICI Foundation will support initiatives to make
available clean and safe drinking water. Sanitation and hygiene being a key enabler for
public health, the Company will extend support for advocacy as well as for projects that
improve and enhance overall sanitation and cleanliness.

3. Skill development and sustainable livelihoods

Enabling India’s youth to gain skills that can provide employment is key to realizing the
potential of India’s demographic dividend and driving inclusive growth. Improving
employability of the youth from lower-income sections of society is hence an important
focus area.
The ICICI Academy for Skills has been set up across the country to provide job-oriented
skill training to youth. Several centres have been set up across the country. In this
initiative, ICICI Foundation is also leveraging the skills and training capabilities of large
corporate in developing training modules in their respective domains. ICICI Foundation
is also liaising with corporate and businesses to get the trained youth employed, through a
job portal.

4. Financial inclusion
The Company strongly believes that to improve the overall economic condition of the
low income population and to empower them with means to overcome adversities or
inequalities, access to financial services is an important factor. Increasing the
participation of the rural population as well as the urban poor and migrant workers in the
economic mainstream and the formal financial system is imperative for India to leverage
its growth potential. The Company recognizes the need for critical interventions in
promoting rural development and will initiate programs that would empower the rural
people.
The Company will continue to provide micro-insurance to India’s low-income
population, as part of its commitment to make life insurance accessible to low income
groups and rural population, including the urban poor and migrant workers. The
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Company will focus on further expanding its reach using distribution channels, branches
and leveraging technology to make life insurance available to rural and under penetrated
segments of society.

5. Support employee engagement in CSR activities

The Company supports the involvement of its employees in CSR activities. The
Company will encourage employees to participate in CSR activities of the Company and
ICICI Foundation. The ongoing initiatives by the Company for its employees are Payroll
giving program; Employee volunteering program, including Teach for India program and
Marathon.

6. Capacity building for corporate social responsibility

The Company and ICICI Foundation will continue to promote incubation of expertise for
implementing corporate social responsibility initiatives. It will also work towards
providing a platform for organizations engaged in social initiatives, and discussion &
thought leadership on critical challenges to inclusive growth. The Company and ICICI
Foundation will continue to support initiatives that promote individual and corporate
philanthropy.

7. Other areas
The Company will continue to provide support to specific needs such as during natural
disasters, through financial as well as logistical support.

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3.6) Awards and Recognition:

For the year 2014,

 For the project on Digitization, ICICI Prudential Life Insurance has won the 1st Prize
for Innovation at the Qimpro Awards 2014.

 ICICI Prudential Life featured as the top Life Insurance Brand in the “BrandZ Top 50
Most Valuable Indian Brands 2014” study conducted by the global research agency
Millward Brown & WPP. This study recognizes India’s most outstanding brands
across categories that have built a good reputation for themselves over the years.

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For the year 2013,

 Silver EFFIE in the Financial services category for the campaign "Achche Bandeh".

For the year 2012,

 ICICI Prudential Life Insurance has been pronounced winner in the 2nd Excellence
Awards and Recognition for Shared Services, 2012. We won the award in the
category - Shared Services in India - Insurance Domain. 

These awards have been instituted by All India Management Association (AIMA) &
Delhi Management Association (DMA), in collaboration with Rvalue Consulting as
knowledge partners, to honour, recognize & promote transformative strategies for
shared services.

 Bronze Effie in the Financial services category for the campaign "Life Insurance in

just 10 Minutes"

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 Chapter 4
Introduction of the Topic

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4.1) Introduction:

Definition of recruitment
Recruitment refers with the overall process of attracting, selecting and appointing suitable
candidates for jobs (either permanent or temporary) within an organization. Recruitment
can also refer to processes involved in choosing individuals for unpaid positions, such as
voluntary roles or unpaid trainee roles. Managers, human resource generalists and
recruitment specialists may be tasked with carrying out recruitment, but in some cases
public-sector employment agencies, commercial recruitment agencies, or specialist
search consultancies are used to undertake parts of the process. Internet-based
technologies to support all aspects of recruitment have become wide spread.

Various methods of recruitment

 In-house
 Many employers undertake their own in-house recruitment, using their human
resources department, front-line hiring managers and recruitment personnel who
handle targeted functions and populations. In addition to coordinating with the
agencies mentioned above, in-house recruiters may advertise job vacancies on
their own website and other job boards, coordinate internal employee referrals,
target and headhunt external candidates (much like an external agency or search
firm), work with external associations, trade groups and/or focus on
campus graduate recruitment.

 Internal recruitment
 Internal recruitment refers to the process of a candidate being selected from the
existing workforce to take up a new job in the same organization, perhaps as a
promotion, or to provide career development opportunity, or to meet a specific or
urgent organizational need. Advantages include the organization's familiarity with
the employee and their competencies insofar as they are revealed in their current
job, and their willingness to trust said employee. It can be quicker and have a
lower cost to hire someone internally. An employer may choose to advertise a job

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 both externally and internally simultaneously, or only externally or only
internally.
 A temporary internal appointment for a period of a few months sometimes occurs,
after which the employee would normally be expected to return to their previous
job. This is known as a secondment; someone on a secondment is said to be
seconded to the new team. Secondment may also take place between related
organizations.
 Lateral hire may refer to the hiring of someone into a position that is at the same
organizational level or salary from another, similar organization or to an
employee moving from one position to another within the same organization,
possibly luring them with a better salary and the promise of better career
opportunities.

 Employee referral
 An employee referral program is a system where existing employees recommend
prospective candidates for the job offered, and in some organizations if the
suggested candidate is hired, the employee receives a cash bonus. Job seekers
may also be referred or recommended by a third-party affiliate within a particular
field based on certain criteria resulting in a lead or interview with a potential
future employer. In some cases the organization provides the employee referral
bonus only if the referred employee stays with the organization for stipulated time
duration (in most cases, 3–6 months). The referral bonus depends on the grade of
the referred employee - the higher the grade, the higher the bonus; however, this
method is not used for senior-level hiring.

 Outsourcing
 An external recruiter may suit small organizations without the facilities to recruit.
Typically, a formal contract for services is negotiated, known in the industry
as Recruitment Process Outsourcing. It may involve strategic consulting for talent
acquisition, sourcing for select departments or skills, or total outsourcing of the
recruiting function.

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Man Power Planning

Definition

According to Gorden MacBeath, manpower planning involves two stages. The first stage
is concerned with the detailed “planning of manpower requirements for all types and
levels of employees throughout the period of the plan,” and the second stage is concerned
with “planning of manpower supplies to provide the organisation with the right types of
people from all sources to meet the planned requirements.”

According to Vetter, the process by which management determines how the organisation
should move from its current manpower position to its desired manpower position.
Through planning, management strives to have the right number and the right kinds of
people, at the right places, at the right time, doing things which result in both the
organisation and the individual receiving maximum long-run benefit.

Coleman has defined human resource or manpower planning as “the process of

determining manpower requirements and the means for meeting those requirements in
order to carry out the integrated plan of the organisation.”

Stainer defines manpower planning as “Strategy for the acquisition, utilisation,

improvement, and preservation of an enterprise’s human resources. It relates to
establishing job specifications or the quantitative requirements of jobs determining the
number of personnel required and developing sources of manpower.”

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4.2) Interview process at a Glance:

Definition of Interview
A formal meeting in which one or more persons question, consult, or evaluate another
person is known as a job interview.
The interview is the single most important step in the selection process. It is the
opportunity for the employer and prospective employee to learn more about each other
and validate information provided by both. By following these interviewing guidelines,
you will ensure you have conducted a thorough interview process and have all necessary
data to properly evaluate skills and abilities.

Two rounds of interview

1) Line Interview
2) HR Interview

“The Line interview and the HR interview will likely be looking for different qualities
and assessing candidate on different criteria, so candidate need to be prepared for both.”

1) The line interview

Line managers will expect that candidate to be prepared for curve ball questions,
as well as to demonstrate their technical capabilities and where they can bring real
commercial value to the role. These interviews will likely cover all bases
including
 Technical questions
 The knowledge and technical skills you can bring from outside of the organization
 A considered and unbiased summary of your strengths and limitations
 Your personal qualities, why you want the role and your fit within the
organization

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 2) The HR interview
While candidate’s interview with the line manager is usually a ‘make or break’
interview, candidate will often have to first pass interviews with Line manager.
HR professionals will typically delve deeper into the human elements of the role,
candidate’s ability to satisfy these and where they will fit within the structure of
the team. They will focus on candidate’s motivations and cultural fit, however
they will also look at candidate’s fit within the team, including

 Your leadership potential

 Your capacity to engage in team work
 How you might communicate and engage with people across the business
 Your ability to learn and mentor others

HR interviews will also gauge candidate’s commitment to joining the business.

For them, candidate will need to demonstrate a strong understanding of the
company and its operations, where it currently fits within the market as well as
what they consider may affect the business over the coming years.

Likewise, one should be prepared to discuss how they feel about their career
progression to date, including where one feel their strengths lie and where one
would like to continue their development.

Once interview rounds are over shortlisted candidates are further checked for final
selection for which company has some basic criteria which are explain further.

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Selection criteria for candidate
1) Age
The candidate should be above 20 or 21 years.
If the candidate is above 35 years he/she have to go through medical check up
procedure.
2) Educational Qualification
For the junior level minimum graduation is required.
For the middle or senior level minimum post graduation is mandatory.
3) Work Experience
If candidate has work experience previous two companies offer letters and
relieving letter is mandatory.
If candidate has past experience of the ICICI Prudential Life Insurance than rehire
check is mandatory.

Once the candidate has been done with interview and selection process he/she has to go
through online on boarding procedure of the company which has explained further.

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4.3) Online on boarding process at a Glance:

The time between an offer and start date can be anxiety-filled for candidates – the best
way to avoid a slow start is to keep them engaged during this gap. Taking the time to get
your new starter really enthused about your company, department and team will benefit
both parties. Designing an online on boarding process is an effective way of doing this.
 
What is online on boarding?
 Instead of spending the first few days filling out forms with new starter, why not get
them to do all this before they start, Online on boarding allows company to communicate
with their new hire, via an online hub, without having to take time of both candidate and
company out of their crucial first day. This isn’t restricted to before employment
commences, it might also continue well into their first month at company. There’s no
need to make it role specific, keeping the information general (HR matters, health and
safety etc) means HR only need to create one resource for every person that joins.
However, a more in-depth process, aimed at each new starter’s role will eliminate any
confusion over their responsibilities.

 The benefits
 To avoid lengthy meetings and paper handouts, online on boarding:
 Brings new hires up to speed quickly on the history of the organization, the
company’s vision and its values
 Can be delivered in bite-size, digestible chunks
 Will prepare the new starter to start their role straight away 
The results
Company’s employees are their best brand ambassadors, so making their first encounter
of company’s business a positive impression is vital.
Many candidates feel that during the gap between their offer and start date they have lost
touch of what the organization and role is about, mainly due to a lack of communication.
On boarding processes that begin before the start date help to ease the new employee into
the business, so they’re more confident and have an immediate impact when they do start.

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4.4) Need for Online on boarding procedure:

1) Paperless on boarding
Online on boarding makes completely paperless on boarding simple with automated,
online delivery, tracking, collection and storage of all on boarding forms and documents.
It’ll save time, money and eliminate errors by using smart forms that put an end to
redundant data entry by pre-filling previously entered information and validate data for
formatting and accuracy.

2) One-Stop Checklist
Easily automate and track critical new employee on boarding tasks with a streamlined,
paperless process in Company. We’ll help HR stop chasing paperwork and checklist
items so they can spend more time with their new hires. 
Positive Business Impact
Elevate the value of new employee on boarding with software by automating
administrative task & form tracking so HR can invest more time in the critical human
elements of on boarding new hires instead of spending all the time making sure the right
forms are filled out.

3) Elevate Company’s on boarding Value

Automating the administrative side of on boarding a new hire creates exponential returns
from new hire, managers, and HR staff alike. With paperwork and data entry out of the
way, new hires can spend less time filling out forms and more time doing what you
actually hired them to do, getting them to full productivity sooner and more efficiently.

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4.5) Queries in Online on boarding Process:

Mainly there are two types of queries which are in general most of the candidate faces.

1) Link Problem
In this type of query link which has been sent on candidate’s email id may not open.
When any candidate got selected he/she has to upload the necessary documents on the
link sent to them.
Most of the time if candidates are not tech savvy they may get confuse with the link.
Some candidates do not follow the pre described procedure they also faces the link
problem.

2) Documents Upload Problem

In this type of problem candidate forgets to upload one or other document.
Sometimes they do not remember to scan the documents.
If any candidate faces the query in link; they may again face the problem in documents
uploading.
Few candidates forgets the instruction given by HR team and came with the problem.

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4.6) Solution of queries related with online on boarding procedure:

At the time of selection HR team provides adequate information about how to complete
the online on boarding procedure still if any candidate faces the problem HR team always
help them to solve it and makes their joining quicker and easier.
Below are some points which solves both type of queries related with link and documents
uploading.

 Candidate must open the link in Internet Explorer because the link do not support
any other search engines.
 Candidate should use only Alphabetical and Numerical characters, the link will
freeze if they will use any other character than these.
 Candidate have to go step by step they cannot skip any of the step otherwise they
will face query.
 Candidate have to mention correct email id in the CV if there is any correction in
email id they should inform HR team otherwise they will not get the link.
 Candidate has to keep size of the document smaller than 2mb otherwise it will not
upload on the link.
 Candidate should not keep any space between two characters if they keep space
they will not be able to do further process.

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 4.7) Overview of Recruitment Process Structure:

Interview Selection

Uploading of Link
documents Generation

Offer letter Offer letter

Generation acceptance

Induction Batch
Program scheduling

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4.8) Induction Program at a Glance:

Definition of Induction

First step towards gaining an employees' commitment, it is aimed at introducing

the job and organization to the recruit and him or her to the organization. It
involves orientation and training of the employee in the organizational culture, and
showing how he or she is interconnected to (and interdependent on) everyone else in the
organization.

Each induction program should be specific to the needs of the organisation and the new
employee. However, the following is usually covered in an induction program:
 Introduction to team leader or direct manager
 Performance standards and expectations of new employee
 Work times
 Introduction to team members
 Team roles and responsibilities
 Introduction to other employees
 Organisational chart
 Layout of office(s)
 Security issues and access to the office
 Safety procedures

Induction at ICICI Prudential

The induction program of company includes the following:
 Introduction of every employee in a creative way
 Understanding of company’s vision and values in a creative way
 Video of company’s journey
 Video of company’s culture
 Video of company’s department
 Understanding of HR Policies

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4.9) Need of Induction Program:

Induction into the job for which the individual has been employed is an essential part of
the induction process and complements the probation process. Activities carried out
during job induction may be used by managers to document an individual’s performance
during the probationary period.

Job induction needed for the individual:

 To consolidate their understanding of the duties and responsibilities of the role.

 To understand the expectations of them in the form of standards, objectives or a
work portfolio, set with their line manager.
 To understand how their work performance will be monitored (including
probation and performance review processes).
 To discover the information and support that is available to them, including
mentoring and key contacts.
 To highlight areas where training and development would be appropriate.
 To apply their skills and knowledge to performing the job and demonstrate that
they successfully meet probation requirements.
 To get the knowledge about HR policies which help them to work properly and
smoothly.
 To have a good interaction with their colleagues and also with the HR manager.
 To understand company’s culture and work environment to fit into it.
 To know about the various departments to get help in their work if they stuck up
sometime.

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4.10) SWOT Analysis of Recruitment Process:

                  Strengths                Weaknesses

 Proper reference checks to ensure that  Pre assessment tests are costly.
only bonafide candidates are
appointed.  Conversion of footfalls is low.

 Adequate number of channel partners  Lengthy pre-offer formalities.

to generate footfalls for each location.
 Huge employee turnover.
 Footfall MIS being maintained at each
branch locally by Admin.  

 
                      Threats

            Opportunities Increasing number of private players in

insurance sector creates ample choices,
Campus recruitments have huge frequent and easy mobility for
potential for fulfilling manpower employees.
requirements cost effectively.
Same channel partners are handling all
Tie up with recruitment agencies on insurance companies. This leads to same
supplying fixed number of footfalls pool of candidates being circulated to all
week on week. partners.
Develop exclusive contract with Increasing spill over as a candidate has
channel partners to meet the more than one offer at the time of making
manpower requirements. a job shift.
Reduce turnaround time of making an As the insurance industry is small, senior
offer. level candidates hesitate to meet HR of
other companies for the fear of grapevine.

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 Chapter 5
Data Analysis

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5.1) Questionnaire Analysis:
1) What is your Age?
Statistics
What is your age?

Valid 50
N
Missing 0

What is your age?

Frequency Percent Valid Percent Cumulative

Percent

20-30 28 56.0 56.0 56.0

30-40 17 34.0 34.0 90.0

Valid
40-50 5 10.0 10.0 100.0

Total 50 100.0 100.0

Interpretation:
As per the frequency chart we come to know that,
56% of the employees are between 20-30 years age group
34% of the employees are between 30-40 years age group
10% of the employees are between 40-50 years age group

So, we can conclude that 90% of the employees are of young generation, 10% of
the employees are above 40 years.

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 2) Since how many years you have been working in this organization?
Statistics
Since how many years you have
been working in the
organization?

Valid 50
N
Missing 0

Since how many years you have been working in the organization?

Frequency Percent Valid Percent Cumulative

Percent

0-5 years 36 72.0 72.0 72.0

5-10 years 9 18.0 18.0 90.0

Valid
10-15 years 5 10.0 10.0 100.0

Total 50 100.0 100.0

Interpretation:
From the above pie chart we came to know that,
72% of the employees have been working from past 0-5 years,
18% of the employees have been working from past 5-10 years,
10% of the employees have been working from past 10-15 years.

So, we can conclude that 72% of the employees has less experience of this company in
comparison with other 28% of the employees they have experience of more than 5 years.

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 3) Does your company choose campus recruitment?
Does your company choose campus recruitment method?

Frequency Percent Valid Percent Cumulative

Percent

yes 31 62.0 62.0 62.0

Valid no 19 38.0 38.0 100.0

Total 50 100.0 100.0

Interpretation:
Out of 50 employees 62% knows about campus recruitment method while 38% do not
know about campus recruitment method.

4) Does your company choose any other recruitment method?

Does your company choose any other recruitment method?

Frequency Percent Valid Percent Cumulative

Percent

yes 26 52.0 52.0 52.0

Valid no 24 48.0 48.0 100.0

Total 50 100.0 100.0

Interpretation:
Out of 50 employees 26% know about other methods of recruitment while 48% do not
know about other methods of recruitment.

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5) How is overall HR department’s performance?

How is overall HR department’s performance?

Frequency Percent Valid Percent Cumulative

Percent

highly satisfied 26 52.0 52.0 52.0

Valid satisfied 24 48.0 48.0 100.0

Total 50 100.0 100.0

Interpretation:

From the above frequency chart and bar diagram, we can know that 52% of the
employees are highly satisfied with working of HR department and other 42% of the
employees are also satisfied with the working of the HR department.

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5.2) Hypothesis Analysis:

Null Hypothesis (H0):

The H0 hypothesis is the supposition that there is no change in a value from same pre
existing, historical or expected value. The null hypothesis literally supposes that the
change is null.

Alternative Hypothesis (H1):

The H1 hypothesis is the supposition that there is change in a value from pre existing,
historical or expected value. The H1 hypothesis does not say the ‘new’ value is the
correct value.

Independent Sample T-Test:

A t-test asks whether a difference between two groups’ averages is unlikely to have
occurred because of random chance in sample selection. A difference is more likely to be
meaningful and “real” if

1) The difference between the averages is large

2) The sample size is large, and
3) Responses are consistently close to the average values and not widely spread out
(The standard deviation is low).

The t-test’s statistical significance and the t-test’s effect size are the two primary outputs

of the t-test. Statistical significance indicates whether the difference between sample
averages is likely to represent an actual difference between populations (as in the
example above), and the effect size indicates whether that difference is large enough to
be practically meaningful.

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Definition of Chi-Square Test:

A chi-square test is a statistical test commonly used for testing independence and
goodness of fit. Testing independence determines whether two or more observations
across two populations are dependent on each other (that is, whether one variable helps to
estimate the other). Testing for goodness of fit determines if an observed frequency
distribution matches a theoretical frequency distribution. In both cases the equation to
calculate the chi-square statistic is

Here, ‘O’ equals the observed frequency and ‘E’ the expected frequency. The results of a
chi-square test, along with the degrees of freedom, are used with a previously calculated
table of chi-square distributions to find a p-value. The p-value can then be used to
determine the significance of the test.

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Main Hypothesis

1) H0: Candidates are not aware about recruiting process

H1: Candidates are aware about recruiting process.

For this hypothesis we have to get statistics and calculations from sub hypothesis, as this
hypothesis includes many results which can not define through only one hypothesis.

Interpretation:

As per the acceptance rule of chi-square of significance level should be more than 0.05 to
accept the null hypothesis.

Here the sub hypothesis has significance the value is less than 0.05 so we reject the null
hypothesis.

So we can conclude that Candidates are not aware about recruitment process. Thus HR
department has to give more specific details regarding recruitment process to each
selected candidates.

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2) H0: Employees are not aware about candidate’s rejection reasons.
H1: Employees are aware about candidate’s rejection reasons.

Do you know how rejected candidate informed? * Is there any other reason of
candidate for not joining after selection? Cross tabulation
Count

Is there any other reason of Total

candidate for not joining after
selection?

yes no

Do you know how rejected yes 1 4 5

candidate informed? no 13 32 45
Total 14 36 50

Chi-Square Tests

Value df Asymp. Sig. (2- Exact Sig. (2- Exact Sig. (1-
sided) sided) sided)

Pearson Chi-Square .176a 1 .675

b
Continuity Correction .000 1 1.000
Likelihood Ratio .187 1 .665
Fisher's Exact Test 1.000 .567
N of Valid Cases 50

a. 2 cells (50.0%) have expected count less than 5. The minimum expected count is 1.40.
b. Computed only for a 2x2 table

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Interpretation:

As per the acceptance rule of chi-square of significance level should be more than 0.05 to
accept the null hypothesis.

Here as seen in the table of significance the value is 0.675 i.e. less than 0.05 so we reject
the null hypothesis.

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Sub Hypothesis

1) H0: Candidates are not aware about interview rounds.

H1: Candidates are aware about interview rounds.

What is your designation? * How many rounds of interviews are there? Cross tabulation
Count

How many rounds of interviews are there? Total

one two three more than three

Senior level 0 5 1 0 6

What is your designation? Middle level 4 11 5 2 22

Junior level 0 15 6 1 22
Total 4 31 12 3 50

Chi-Square Tests

Value df Asymp. Sig. (2-

sided)
a
Pearson Chi-Square 7.213 6 .302
Likelihood Ratio 9.010 6 .173
N of Valid Cases 50

a. 8 cells (66.7%) have expected count less than 5. The minimum

expected count is .36.

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Interpretation:

As per the acceptance rule of chi-square of significance level should be more than 0.05 to
accept the null hypothesis.

Here as seen in the table of significance the value is 0.302 i.e. less than 0.05 so we reject
the null hypothesis.

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2) H0: Candidates are not aware about online on boarding procedure.
H1: Candidates are aware about online on boarding procedure.

Does the HR team clearly explain about online on boarding process? * Are you
aware about online on boarding process of the organization? Cross tabulation
Count

Are you aware about online on Total

boarding process of the
organization?

yes no

Does the HR team clearly yes 38 1 39

explain about online on
no 0 11 11
boarding process?
Total 38 12 50

Chi-Square Tests

Value df Asymp. Sig. (2- Exact Sig. (2- Exact Sig. (1-
sided) sided) sided)

Pearson Chi-Square 44.658a 1 .000

b
Continuity Correction 39.476 1 .000
Likelihood Ratio 45.807 1 .000
Fisher's Exact Test .000 .000
N of Valid Cases 50

a. 1cells (25.0%) have expected count less than 5. The minimum expected count is 2.64.
b. Computed only for a 2x2 table

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Interpretation:

As per the acceptance rule of chi-square of significance level should be more than 0.05 to
accept the null hypothesis.

Here as seen in the table of significance the value is 0 i.e. less than 0.05 so we reject the
null hypothesis.

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3) H0: Candidates do not face any query in online on boarding procedure.
H1: Candidates do face any query in online on boarding procedure.

Have you faced any query related with link opening? * Have you faced any query
related with any other option? Cross tabulation
Count

Have you faced any query related Total

with any other option?

yes no

Have you faced any query yes 10 3 13

related with link opening? no 3 34 37
Total 13 37 50

Chi-Square Tests

Value df Asymp. Sig. (2- Exact Sig. (2- Exact Sig. (1-
sided) sided) sided)

Pearson Chi-Square 23.677a 1 .000

b
Continuity Correction 20.236 1 .000
Likelihood Ratio 22.437 1 .000
Fisher's Exact Test .000 .000
N of Valid Cases 50

a. 1 cells (25.0%) have expected count less than 5. The minimum expected count is 3.38.
b. Computed only for a 2x2 table

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Interpretation:

As per the acceptance rule of chi-square of significance level should be more than 0.05 to
accept the null hypothesis.

Here as seen in the table of significance the value is 0 i.e. less than 0.05 so we reject the
null hypothesis.

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4) H0: Candidates do not get help from HR department in solving queries.
H1: Candidates do get help from HR department in solving queries.

Have you faced any query in online on boarding process of the company? * If yes does HR team
helped you in solving the query? Cross tabulation
Count

If yes does HR team helped you in Total

solving the query?

yes no

Have you faced any query in yes 34 1 35

online on boarding process
no 0 15 15
of the company?
Total 34 16 50

Chi-Square Tests

Value df Asymp. Sig. (2- Exact Sig. (2- Exact Sig. (1-
sided) sided) sided)

Pearson Chi-Square 45.536a 1 .000

b
Continuity Correction 41.181 1 .000
Likelihood Ratio 53.605 1 .000
Fisher's Exact Test .000 .000
N of Valid Cases 50

a. 1cells (25.0%) have expected count less than 5. The minimum expected count is 4.80.
b. Computed only for a 2x2 table

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Interpretation:

As per the acceptance rule of chi-square of significance level should be more than 0.05 to
accept the null hypothesis.

Here as seen in the table of significance the value is 0 i.e. less than 0.05 so we reject the
null hypothesis.

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5) H0: Candidates are not aware about induction program.
H1: Candidates are aware about induction program.

Are you aware about the induction program? * Have you

attended organizations induction program? Cross tabulation
Count

Have you Total

attended
organizations
induction
program?

yes

Are you aware about the yes 49 49

induction program? no 1 1
Total 50 50

Chi-Square Tests

Value

Pearson Chi-Square .a
N of Valid Cases 50

a. No statistics are computed

because Have you attended
organizations induction program? is
a constant.

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Interpretation:

As per the acceptance rule of chi-square of significance level should be more than 0.05 to
accept the null hypothesis.

Here the chi square calculation cannot be executed because every employee are aware
about induction and have attended induction program.

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 Chapter 6
Findings

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6.1) Findings based on Observation:

 Candidate should be clear with job profile including the challenges and
opportunities of the role and the sector.
 Candidate should be aware about incentive based earning potential.
 Every candidate entering the branch is a brand ambassador even if not selected;
hence minimise the waiting time for interview; ensure the waiting experience is
good.
 Do not compromise on quality of talent.
 Be in touch with selected candidate till he/she joins the organization to ensure
minimum dropouts.
 Every employee should attend induction program before joining.
 All the softcopies of documents should properly check to avoid any queries.

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 6.2) Findings based on the Data Analysis:

Findings based on questionnaire analysis:

 We can conclude that 90% of the employees are of young generation, 10% of the
employees are above 40 years so, company have more youth power.

 We can conclude that 72% of the employees has less experience of this company
in comparison with other 28% of the employees they have experience of more
than 5 years. Here we can say that company have less number of employees who
can work for them for a long period of time.

 As per the calculation 62% of the employees know about campus recruitment
method while 38% of the employees do not know about campus recruitment
method. Here the situation is many employees have knowledge about the campus
recruitment method.

 As per the calculation 26% of the employees know about other methods of
recruitment while 48% of the employees do not know about other methods of
recruitment. Here the situation is many employees do not know about other
recruitment methods of the company.

 From the statistics we can know that 52% of the employees are highly satisfied
with working of HR department and other 42% of the employees are also satisfied
with the working of the HR department. The percentage of satisfaction clearly
shows the very good working of HR department of the company.

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 Findings based on hypothesis analysis:

 The HR department should increase the awareness regarding online on boarding

procedure in new joiners to have faster joining process.

 The HR department should provide written list of things to take care during online
procedures so number of queries related with it will reduce.

 The HR department should follow up within one day so selected candidate will do
their work on time and can complete every step easily and speedily.

 The candidates are aware about the induction program which shows the regularity
of HR department towards their work.

 The current employees and HR department should improve their knowledge

regarding candidate’s reason for not joining after selection. To reduce the number
of drop outs.

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 Chapter 7
Recommendations

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 7.1) Recommendations:

Following are some Recommendations Suggested by me as a researcher with the help of

statistics and calculations which shows the management knowledge of employees about
recruitment process.

The following is the list of actions needs to be accepted by company which can help them
manage the recruitment process.

 The company should make their current working little faster so that they can
cover the gap between new candidate’s selection and joining.

 The HR department of the company should increase their work efficiency in

factors like Job Knowledge, Communication, Productivity and Dependability to
get smoother process.

 The company should improve their policy regarding documentation procedure.

 The company can also increase Technological aspect and also it should increase
access to Social Media for employees.

 The company should conduct specialised Training Programs which are designed
only for new candidates.

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Below are some specifications for designing specialized training program regarding for
new candidates.

 Discussion forums, instant messaging, blogging and emailing must be in

training design.

 If the course or workshop is to be taught face to face, then create a mixed

mode of delivery by storing supplemental exercises, assignments or
information on a web site.

 The design can include pre or post work such as an email writing
assignment, online quiz or internet research project.

 Create modules and sub-modules to ensure that the information is

delivered in bites. Allow for review and for modules to be taken out of
sequence for best results.

 Discussions and group projects will appeals to new employees.

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 Chapter 8
Conclusion

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8.1) Conclusion:

Insurance is confronted with high attrition rate. Therefore it makes recruitment a critical

function in the organization. In order to grow and sustain in the competitive 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 improvise in its recruitment process so that it is able to attract best in the
industry in order to serve the best. Thus the organization must look out for methods that
can enable it to adopt best recruitment practices.

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 Bibliography

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  (n.d.). Retrieved july 15, 2015, from IOS Journals: http://iosrjournals.org

 Diane, A. (2007). Recruiting,Interviewing,Selecting and orienting new employees.

Professional Titles.

 Dr.P.C.Pardeshi. (2005). Humon Resource Management.

 Kulik. (2004). Human Resources for the Non-HR Manager.

 Murphy. (2011). Hiring for Attitude: A Revolutionary Approach to Recruiting

and Selecting People with Both Tremendous Skills and Superb Attitud. Mcgraw
Hill.

 Wood, R. (1998). Competency-Based Recruitment & Selection (Strategic human

resource management. John Wiley & sons.

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 Appendix

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 QUESTIONNAIRE

Dear Sir/Madam,
I am student of N.R.Institute of Business Management doing MBA. This survey is part of
my summer internship program. I assure you that the information given by you will not
be disclose. It will be in use only for my project.

1) Name :
2) Designation :

 Senior level

 Middle level

 Junior level

3) Age :

 20-30

 30-40

 40-50

4) Income :

 Below 2,00,000

 2,00,000 - 5,00,000

 Above 5,00,000

5) Since how many years you have been working in this organization?

 0-5 years

 5-10 years

 10-15 years

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  More than 15 years

6) Which of the following methods does your company choose for recruiting? ( Mark all
that apply )

 Campus

 Employee Referrals

 Walk IN

 Outsourcing

 Portals

 Job Fairs

 Others

7) How many rounds of interviews are conducted before offered employment?

 One

 Two

 Three

 More than three

8) Is there a reward for referring employees?

 Yes

 No

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9) Does the organization clearly define the job description and job specification in the
recruitment process?

 Yes

 No

10) Are you aware about online on boarding process of the organization?

 Yes

 No

11) Does the HR team clearly explain about online on boarding procedure?

 Yes

 No

12) Have you faced any query in online procedure?

 Yes

 No

If yes, Does HR team helped you in solving query?

 Yes

 No

13) What kind of query you have faced in online procedure?

 Link opening

 Documents Upload
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  Other

14) Are you aware about the induction program?

 Yes

 No

15) Have you attended organization’s induction program?

 Yes

 No

16) How many days induction program is there in your organization?

 1 day

 2 days

 3 days

 More than 3 days

17) Does the HR team provide adequate information about the organization in induction
program?

 Yes

 No

18) Do you know how rejected candidates are informed in your organization?

 Email

 Phone

 Not informed

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  Don’t know

19) What can be the reason behind candidate’s not joining after selection in your
organization?

 Personal

 Salary Problem

 Not interested

 Get another opportunity

 Other

20) Rate the following Attributes.

Attributes Highly- Satisfied Neutral Dissatisfied Highly

Satisfied Dis-
satisfied
Effectiveness of
Interviewing Process

Effectiveness of
Recruitment Process
Effectiveness of
Online on boarding
Process
Effectiveness of
Induction program
Overall HR

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department’s
performance

Thank you for providing your valuable time and feedback.

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