SIP REPORT ON AN ANALYSIS OF RECRUITMENT & SELECTION PROCESS AT AVIVA LIFE INSURANCE

Submitted in partial fulfillment of requirement of Bachelor of Business Administration (B.B.A) General

BBA V Semester (MORNING) Batch 2011-2014

Submitted to: Ms.Shalini Agarwal Assistant. Professor

Submitted by: Shubhankar Rudra 14314101711

JAGANNATH INTERNATIONAL MANAGEMENT SCHOOL KALKAJI, NEW DELHI

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ACKNOWLEDGEMENT
I am deeply indebted to Mr.Ishan Taneja for his constant support, guidance and inspiration in completion of the internship program and preparation of this document.

My sincere thanks to him for finding time out of his busy schedule and giving us invaluable suggestions. I am also grateful to other employee of Aviva Life Insurance for their encouragement and help.

I would like to send my sincere thanks to Ms. Shalni Agarwal for her helpful hand in the completion of my project.

Last but not the least; I would like to thank my parents and friends for their moral support throughout the project.

SHUBHANKAR RUDRA (14314101711)

DECLARATION
I, SHUBHANKAR RUDRA student of Bachelor of Business Administration from Jagannath International Management School, GGSIP University hereby declare that I have completed Summer Internship project on An Analysis Of Recruitment And Selection Process At Aviva Life Insurance as part of the course requirement. I further declare that the information presented in this project is true and original to the best of my knowledge.

Ms. SHALINI AGARWAL (Assistant Professor)

SHUBHANKAR RUDRA (14314101711)

TABLE OF CONTENTS
EXECUTIVE SUMMARY INTRODUCTION TO HUMAN RESOURCE OBJECTIVE OF STUDY SCOPE INTRODUCTION TO RECRUITMENT AND SELECTION RECRUITMENT FEATURES OBJECTIVES SELECTION PROCESS LITERATURE REVIEW HUMAN RESOURCE DEPARTMENT SOURCES OF RECRUITMENT PROCESS OF RECRUITMENT COMPANY PROFILE HISTORY JOINT VENTURE COMPETITORS VISION&VALUES PARTNERS AVIVA GUIDING PRINCIPLES MY JOB AT AVIVA LIFE INSURANCE RESEARCH METHODOLOGY RESEARCH DESIGN SOURCES OF DATA ANALYSIS AND INTERPERTATION DATA ANAYLSIS FINDINGS LIMITATIONS SUGGESTIONS CONCLUSION ANNEXURE BIBLOGRAPHY 5 6 8 10 11 12 13 14 15 16 18 19 22 26 38 39 41 42 44 45 48 50 53 54 55 56 58 65 66 67 68 69 75

LIST OF FIGURES

S.NO.
1 2 3 4 5 6 7 8

TITLE
Sources of recruitment Process Of recruitment What are sources for recruitment and selection? Which method do you mostly prefer recruitment and selection? When do you prefer to go for manpower planning? What are the sources for external recruitment are preferred? What form of interview did you prefer? How do you rate the HR practices of the company? for

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EXECUTIVE SUMMARY
The project titled RECRUITMENT AND SELECTION Undertaken in AVIVA life insurance.

AVIVA is a UK based insurance group. It has a long history dating back to 1834 and has a joint venture with DABUR groups. Aviva holds a 26 per cent stake in the joint venture and the Dabur group holds the balance 74 per cent share.

It is one of the leading providers of life and pensions products to Europe and has substantial businesses elsewhere around the world. The project report is about recruitment and selection process thats an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization. It gives an organizational structure of the company. Its a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career.

There are two types of factors that affect the Recruitment of candidates for the company o Internal factors o External factors

The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.

INTRODUCTION TO HUMAN RESOURCE

INTRODUCTION
Human Resource is a basic need of any work to be done. According to ARTHUR LEWIS: There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors The project report is all about recruitment and selection process thats an important part of any organization. Recruitment highlights each applicants

skills,

talents

and

experience.

Their selection involves developing a list of qualified candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate.

It is said if right person is appointed at right place the half work has been done. In this project I have tried to cover all the important point that should be kept in mind while recruitment and selection process and have conducted a research study through a questionnaire that I got it filled with all the sales managers of the AVIVA life insurance Delhi and tried to find out which methods and various other information related to recruitment and selection and tries to come to a Conclusion at what time mostly the manpower planning is dont , what the various method used for recruiting the candidates and on what basic the selections is done. Aviva India has a well-articulated equal opportunity policy, which lays strong emphasis on hiring of individuals irrespective of age, race, caste or gender. As a best practice in recruitment.

OBJECTIVES

OBJECTIVES
1. To study the recruitment and selection procedure followed in AVIVA LIFE INSURANCE.

2. To study the various sources of recruitment followed in AVIVA.

3. To learn what is the process of recruitment and selection that should be followed. 4. To search or headhunt people whose skill fits into the companys values?

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SCOPE OF STUDY
To recruit and retain the human resource of required quantity and quality. To foresee the impact of technology on work, existing employee and further human resource requirement. To minimize imbalances caused due to non-availability of human resources of right kind, right number in right time and right place. To identify and satisfy individual and group needs. To provide of facilities and condition of work and creation of favorable for maintain stability of employment. To create facilities and opportunities for individual or group development. To consider and contribute to minimization of socio economic evil and to improve the welfare of society. Recruitment of right personnel possing requisition skills, knowledge and competence.

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INTRODUCTION OF RECRUITMENT AND SELECTION

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RECRUITMENT
Recruitment and selection are the most important functions in an organization because with the help of these functions the management selects the best available candidate from a batch of them. The organizations, in this growing competitive world, need to have the best of the manpower so as to have an edge over its competitive.

According to Flippo, "Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization." In the words of Yoder, "Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measured for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force."

The recruitment needs can be classified into: Planned Anticipated. Unexpected.

Planned need arise from changes in the organization and retirement policy. These occur due the expected changes in the organization so the management can make a proper policy for it.

Anticipated need refer to the movements in personnel which an organization can predict by studying the trends in the internal and external environments.

Resignations, deaths, accidents and illness result in to the unexpected needs.

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FEATURES
Recruitment is a process or a series of activities rather than a single event.

It is a linking activity as it brings together the employers and employees.

It is positive process because in this activity the employers want to have the maximum number of job seekers so as to have a wider scope for choice ultimately leading in spotting right persons for job.

It is an important function as it makes it possible to acquire the number and type of persons required for the effective functioning of the organization.

It is an ongoing function in all the organizations, but the volume and nature of recruitment varies with the size, nature and environment of the organization.

It is a complex process because a number of factors affect it --the nature of the job offered, image of the organization, organizational policies, working conditions etc.

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OBJECTIVE OF RECRUITMENT
1. To attract with multi dimensional skills and experience that suite the present and future organization strategies.

2. To induct outsider with new perspective to lead the company.

3. To infuse fresh blood at all levels of organization.

4. To develop an organizational culture that attracts competent people to the company. 5. To search or head hunt people whose skill fit the companys values.

6. To seek out non-conventional development grounds of talent.

7. To devise methodology for assessing psychological traits.

8. To search for talent globally not just within the company.

9. To design entry pay that competes on quality but not on quantum.

Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals come to know about the company and eventually decide whether they wish to work for it.

The recruitment process should inform qualified individuals about the job so that applicant can make comparison with their qualification and interest.

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SELECTION
Selection is the process of choosing the best candidate out of the all the applicants. In this process, relevant information about the applicants is collected through a series of steps so as to evaluate their suitability for the job to be filled.

It is the process of matching the qualifications with those required for the job so that the candidate can be entrusted with the task that matches with his credibility. It is a process of weeding out unsuitable candidates and finally identifying the most suitable candidates. This process divides the candidates into two categories - the suitable ones and the unsuitable ones. The suitable people prove to be the asset for the organization. Selection is a negative process because in this process the management tries to minimize the number of people at each step so that the final decision can be in the light of all the factors and at the end of it best candidate is selected. Selected candidate has to pass through the following stages:

Preliminary Interview.

Application Form.

Selection Test.

Selection Interview.

Physical Examination.

Reference Check.

Final Approval Employment.

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PROCESS

Preliminary Interview is the initial screening done to weed out the undesirable candidates. This is mainly a sorting process in which the prospective candidates are given the necessary information about the nature of the job and the organization. Necessary information about the candidate is also taken. If the candidate is found suitable then he is selected for further screening else he is dropped. This stage saves the time and effort of both the company and the candidate. It avoids unnecessary waiting for the candidate and waste of money for further processing of an unsuitable candidate.

Application Form is a traditional and widely used device for collecting information from candidates. This form asks the candidates to fill up the necessary information regarding their basic information like name, address, references, date of birth, marital status, educational qualifications, experience, salary structure in previous organization and other such information. This form is of great help because the scrutiny of this form helps to weed out candidate who are lacking in education, experience or any other criterion provided by the organization. It also helps in formulation of questions, which will be asked in the interview. These forms can also be stored for future references thus maintaining a databank of the applicants.

Selection Tests are being increasingly used in employee selection. Tests are sample of some aspect of an individual's attitudes, behavior and performance. It also provides a systematic basis for comparing two or more persons. The tests help to reduce bias in selection by serving as a supplementary screening device. These are also helpful in better matching of candidate and the job. These reveal the qualifications, which remain covered in application form and interview.

Selection Interview involves the interaction of the employer and the employee. Selection involves a personal, observational and face-to-face appraisal of candidates for employment. It is an essential element of the selection procedure. The information obtained through application form and test can be crosschecked in the interview.

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The applicants who have crossed the above stages have to go through Physical Examination either by the company's physician or the medical officer approved for the purpose. The main aim is to ensure that the candidate is physically fit to perform the job. Those who are found physically unfit are rejected.

The next stage marks of Checking the references The applicant is asked to mention in his application form the names and addresses of two or three person who know him well. The organization contacts them by mail or telephone. They are requested to provide their frank opinion about the candidate without incurring any ability. The opinion of the references can be useful in judging the future behavior and performance of a candidate.

The executives of the concerned departments then Finally approve the candidates shortlisted by the human resource department. Employment is offered in the form of an appointment letter mentioning the post, the rank, the salary grade, the date by which the candidate should join and other terms and conditions in brief. Appointment is generally made on probation of one or two years. After satisfactory performance during this period the candidate is finally confirmed in the job on permanent basis or regularized.

Selection is an important function as no organization can achieve its goals without selecting right persons for the required job. Faulty selection leads to wastage of time and money and spoils the environment of an organization. Scientific selection and placement of personnel can go a long way in building up a stable workforce. It helps to reduce absenteeism and labour turnover. Proper selection is helpful in increasing the efficiency and productivity of the enterprise.

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LITERATURE REVIEW

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Human Resource Department at AVIVA LIFE INSURANCE

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Human resource development

This department looks after the needs and Requirement the present employees. This Department includes number of function which are as Follows:

1. Training and Development- It includes technical, soft skills and process related to training. 2. Process and policies- It contains all the rule and regulations that need to be followed by the employees 3. Appraisal and increment- It is in the formal feedback to the employees about their performance and the conduct of work. 4. Induction- Involves the information to the new employees about the company, job, departments etc 5. Motivational activities and entertainment- Involves motivating the employees to Improve their productivity. 6. Roles and responsibilities-That every individual employee needs to fulfill. 7. Joining formalities- Take place when a new employee joins the company. 8. Computerization 9. Helpdesk 10. Employee verification-Take place at the time of joining of the new employee.

All the above head are included in the human resource development and involves the overall development of individual employees which in turn increases the overall profit of the company. Planned need arise from changes in the organization and retirement policy. These occur due the expected changes in the organization so the management can make a proper policy for it.

Anticipated need refer to the movements in personnel which an organization can predict by studying the trends in the internal and external environments.

Resignations, deaths, accidents and illness result in to the unexpected needs.

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It is a complex process because a number of factors affect it --the nature of the job offered, image of the organization, organizational policies, working conditions etc.

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SOURCES OF RECRUITMENT

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INTERNAL SOURCE
1. TRANSFERS- The employee are transferred from one department to another according to their efficiency and experience.

2. PROMOTIONS- The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience.

3. UPGRADING AND DEMOTION- UPGRADING AND DEMOTION of present employees according to their performance.

4. RETIRED AND RETRENCHED EMPLOYEES- may also recruited once again in case of shortage of qualified personnel or increase in load of work.

5. The dependents and relatives of DECEASED EMPLYEESAND

DISABLED EMPLOYEES are also done by many companies so that

the members of the family do not become dependent on the mercy of others.

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EXTERNAL SOURCE OF RECRUITMENT

1. PRESS ADVERTISEMENTS
Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach.

2. EDUCATIONAL INSTITUTES
Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment.

3. PLACEMENT AGENCIES
Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee.

4. EMPLOYMENT EXCHANGES
Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in

identifying suitable candidates

5. LABOUR CONTRACTORS
Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs.

6. UNSOLICITED APPLICANTS
Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the data base of the probable candidates for the organization.
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7. EMPLOYEE REFERRALS / RECOMMENDATIONS Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union.

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PROCESS

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RECRUITMENT PROCESS
DETERMINING MANPOWER REQUIREMENT
A Recruitment analysis is conducted depending on the job profile. A well- designed and comprehensive recruitment analysis is invaluable to an organizations well being. Recruitment analysis basically ensures the availability of the right resources in the right place to match the future organizational needs. Recruitment analysis can be defined as the process of ensuring the right number of qualified people, into the right job at the right time to deliver the results in an efficient and effective manner.

SHORT LISTING
Short listing is the transition phase between recruitment and selection. It is the stage where the total number of applicants is reduced to select the group the employer wishes to carry on to the selection phase. Short listing may comprise of several stages depending on the number of application received, the complexity of the job requirements and sophistication of the selection process used by the organization.

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FILTERING
Filtering techniques are used to reduce the number of applicants and also gather relevant information needed before conducting the interview. Filtering techniques involve different methods, such as

Knowledge Based Filtering Skill Based Filtering Attitudinal/Behavioral Filtering

INTERVIEWING
An interview is a procedure designed to obtain information from a persons oral responses to oral enquiries. Interview is by far the most widely used personnel selection procedure. The interview is the focal point of the recruiting process. Part of the selection process, usually the final portion of an examination, for the purpose of valuating education, experience, and personal qualifications of the candidates, also known as oral interview. It is a meeting between an eligible and an appointing power in order to discuss appointment to a specific vacancy.

An interview is a conversation between two or more people where questions are asked to obtain information from the interviewee. Interviews can be divided into two rough types, interviews of assessment and interviews for information.

ASSESSMENT
The most common type of interview for assessment is job interview between an employer and an applicant. The goal of such an interview is to assess a potential employee to see if he/she has the social skills and intelligence suitable for the workplace. Similar interviews are also

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used for admissions to schools, allotment of grants, and other areas. In most developed countries, rules and regulations govern what can be asked in these interviews.

Highly personal questions and those unrelated to the job at hand are forbidden, as are questions which invite discrimination ("do you plan to start a family?"). However some interviewers tend to ask such questions in order to see how the interviewee reacts and if (s) he is able to elegantly avert the question. Such interviews can be brief fifteen-minute affairs or they can stretch for many hours even over a series of days. Another important type of interview is the psychological one that can be divided into three forms: structured, semi-structured and non-structured.

INFORMATION
These interviews are used by journalists, law enforcement, and private investigators. A recent technological trend in journalism interviewing has been the rise of e-mail interviews. These interviews differ from traditional telephone and face-to-face interviews in those interviewees can have more time to formulate a written response.

A good interview results from Proper preparation. Identifying the candidates abilities before discussing the position. Asking a series of open ended questions. Evaluating interviewing results.

Good interview questions start with job description (analysis).The job description includes tasks, responsibilities and requirements. Those who currently perform the job should create it. This will reduce the inaccuracies and increase the interviewers awareness of the actual job duties. It should further:

Determine the competencies needed for successful performance in the job and then ran k them respectively. Prepare questions that measure each defined competency.
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KEY INTERVIEWER SKILLS

LISTENING BODY LANGUAGE SENSTIVITY COMMUNICATION STYLE QUESTIONING

1. LISTENING
Most people arent good listeners. A good listener encourages positive results. We listen best when there is a pay-off or a penalty. Personal listening awareness is the key to constructive change. It should be kept in mind that work and listening are inseparable and lazy listening is hidden cost in business. We tend to equate listening with hearing and that is simply not the c ase. Good listening implies heightened awareness of what you hear, accurate reception of the information presented to you and integration of information in such a way that it is useful.

Four key elements of listening Focus Empathy Emotionalism must be avoided. Feedback

2. BODY LANGUAGE
Some common aspects of nonverbal communication (Body Language) Include following which can help in knowing what signals you are giving or you can deliberately send the signals you want to.

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Arm Barriers
The most common of these is when the arms are folded across the chest, thus protecting the bodys vital organs and consequently signifying a defensive action. If the fists are clenched, the person is holding him/herself back (temporarily). A disguised arm fold is when one hand moves across the body unnecessarily to adjust a watchstrap or cuff.

Hand to Face Gestures

A very common hand to face gesture is when the speaker places a finger or fingers in front of the mouth when speaking which is interpreted as an untruth being told when the speaker is rather embarrassed about speaking it. The movement may be traced to an action of wanting to say the words but at the same time, hold them back with the hand. The result is incongruence and rising of suspicion.

If the hand is placed to the cheek, with the forefinger pointing up, often accompanied by a slight tilting of the head, this suggests that the listener is in fact listening and taking account of what is said normally a good sign.

Postures
The set of body whether rigid or relaxed gives immediate signals of reaction and can be accompanied by other non-verbal signals. A forward facing posture with hand obviously placed in the pockets deliberately suggests a power approach.

Sitting and Sitting Postures

How the other person is sitting can give us some good indications of their attitudes. Reversing the chair and sitting, leaning over the back can indicate power and control; slumping (with arms folded or clasped in the lap) may suggest dejection or submissiveness. The square-on position

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behind the desk, with the person leaning forward on the desk with the hands placed downwards on the desk and a stern look on the face must signify an aggressive attitude. This is the most consciously noted non-verbal signal.

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INTERNAL FACTORS AFFECTING RECRUITMENT

The internal forces i.e. the factors which can be controlled by the organization are:

1. RECRUITMENT POLICY
The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment programmed. It may involve organizational system to be developed for implementing recruitment programmers and procedures by filling up vacancies with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.

2. HUMAN RESOURCE PLANNING

Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess.

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3. SIZE OF THE FIRM

The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.

4. COST
Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.

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EXTERNAL FACTORS AFFECTING RECRUITMENT

The external forces are the forces which cannot be controlled by the organisation. The major external forces are:

1. SUPPLY AND DEMAND

The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs.

2. LABOUR MARKET
Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants.

3. IMAGE/GOODWILL
Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBAs when many finance Companies were coming up.

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4. POLITICAL-SOCIAL-LEGAL-ENVIRONMENT
Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate cant meet criteria stipulated by the union but union regulations can restrict recruitment sources.

5. UNEMPLOYMENT RATE
One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labour which in turn leads to unemployment

6. COMPETITORS
The recruitment policies of the competitors also effect the recruitment function of the organisations. To face the competition, many a times the organisations have to change their recruitment policies according to the policies being followed by the competitors

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COMPANY PROFILE

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HISTORY
Aviva is UKs largest and the worlds fifth largest insurance Group. It is one of the Leading providers of life and pensions products to Europe and has substantial businesses elsewhere around the world. With a history dating back to 1696, Aviva has a 40 million customer base worldwide. It has more than 377 billion of assets under management.

In India, Aviva has a joint venture with Dabur, one of India's oldest, and largest Group of companies. A professionally managed company, Dabur is the country's leading producer of traditional health care products.

In accordance with the government regulations Aviva holds a 26 per cent stake in the joint venture and the Dabur group holds the balance 74 per cent share. With a strong sales force of over 28,000 Financial Planning Advisers (FPAs), Aviva has initiated an innovative and differentiated sales approach to the business. Through the Financial Health Check (FHC) Avivas sales force has been able to establish its credibility in the market. The FHC is a free service administered by the FPAs for a need based analysis of the customers long term savings and insurance needs. Depending on the life stage and earnings of the customer, the FHC assesses and recommends the right insurance product for them.

When Aviva entered the market, most companies were offering traditional life products.

Aviva started by offering the more modern Unit Linked and Unitized with Profit products to the customers, creating a unique differentiation. Avivas products have been designed in a manner to provide customers flexibility, transparency and value for money. It has been among the first companies to introduce the more modern Unit Linked products in the market. Its products include: whole life
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(Lifelong), endowment (Lifesaver, Easy Life Plus, Lifesaver Plus), child policy (Young Achiever, Save Guard Junior, Aviva Little Master) single premium (Life Bond and Life Bond Plus), Pension (Pension Plus), Term (Life Shield), fixed term protection plan (Freedom Life Plan) and a Tax efficient investment plan with limited premium payment term (LifeBond5). Aviva Products are modern and contemporary unitized products that offer unique customer Benefits like flexibility to choose cover levels, indexation and partial withdrawals.

Aviva has 176 Branches in India (including rural branches) supporting its distribution network. Through its Banc assurance partner locations, Aviva products are available in close to 500 towns and cities across India.

Aviva is also keen to reach out to the underprivileged that have not had access to Insurance so far. Through its association with Basix (a micro financial institution) and otherNGOs, it has been able to reach the weaker sections of the society and provide life insurance to them.

Aviva has been felicitated with the "Bronze Award for Excellence in People Management" by Grow Talent Company Limited and Business world. This honor is given to Aviva based on the ranks received in top 25 lists of the Great Place to Work India studies conducted in the last four years.

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JOIN VENTURE
Dabur
Founded in 1884, Dabur is one of India's oldest and largest groups of companies with consolidated annual turnover in excess of Rs 1,899 crores. A professionally managed company, it is the country's leading producer of traditional healthcare products.

Aviva
Aviva is UKs largest and the worlds fifth largest insurance Group. It is one of the leading providers of life and pensions products to Europe and has substantial businesses elsewhere around the world. With a history dating back to 1696, Aviva has a 40 million customer base worldwide. It has more than 377 billion of assets under management.

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Competitors of Aviva life insurance

1. Life Insurance Corporation of India (LIC) LIC is the largest and is popular with over 2048 branches all over India. LIC still remains the top with new players entering with customized insurance products. It has gained credibility and consumers trust that it is able to sustain the insurance business having estimated assets worthRs.8 trillion

2. AIG Tata LIC Ltd AIG Tata offers various insurance plans for everyone, children to senior citizens. This LIC is a joint venture with the American International Group and Tata Group.

3. HDFC life Insurance Co. Ltd (Standard) HDFC Life specializes in providing an array of solutions for individuals and groups. This is a joint-venture between UK based Standard Life and HDFC Ltd, the leading finance institution.

4. Birla Life Insurance Co. Ltd (Sun) Birla is the only and first insurance company initiating insurance business in association with Business Continuity Plan and helping small companies grow bigger. This is life insurance that is collaboration between Sun Life Financial Inc and Aditya Birla Group.

5. SBI Life Insurance Co. Ltd SBI Life Insurance makes highest profit and is the life insurance offering plans matching different segments from urban to rural divisions.

6. ICICI Life Insurance Co. Ltd (Prudential) ICICI Prudential Life Insurance is India's trusted private sector insurance company having collaboration with UK based Prudential Group.

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7. Bajaj Allianz Life-Insurance Co. Ltd Bajaj Allianz offers life and general insurances and is the largest insurers in the world.

8. Kotak Mahindra Old Mutual Life Insurance Limited Kotak Mahindra is committed to offer investment-based policies identical to mutual funds and ULIPs, to name a few.

9. Max New York Life Insurance Co. Ltd

Max New York Life Insurance offers outstanding combination covers. It has ISO: 9001:2000certifications.

10. Future Generali Life Insurance Future Generali is offering comprehensive plans for groups and individuals and is becoming more competitive.

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VISION
Aviva - where exceeding expectations through innovative solutions is "our" way of life.

This is the compelling vision that Aviva India has created through the active contribution of its employees. These lines not only define the way they live and work but also serve as a reminder to deliver the best to their customers, shareholders, colleagues, partners & employees at all times.

Embedded in this vision are the core values of Integrity, Customer centricity, Passion for winning, Innovation and Empowered team that they have collectively defined and committed to working towards.

VALUES
Our values are integral to the way we conduct our business and shape the Experiences of our clients and employees.

We value integrity, teamwork, innovation and performance. Integrity is the Cornerstone of our business. Through global and local teams we innovate, And through our performance we deliver results

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PARTNERS
Aviva has committed to help its customers get 'Kal par Control' and make the most out of their lives. It is their constant endeavor to ensure that their customers have easy access to AVIVA products and services at all times. Aviva has pioneered bancassurance in the country through its tie-ups with 22 leading private and nationalized Banks in the country. It has 40 major partnerships with leading banks across the globe.

ABN AMRO is a prominent international bank with European roots and a clear focus on consumer and commercial banking gaining a competitive edge on the chosen markets and client segments. Aviva's relationship with ABN India commenced in June 2002 under which the bank introduces its customers to Aviva for insurance and provides access to its affluent customer base across the country through its operations in 21 branches at 14 locations.

Aviva Life Insurance entered into a strategic alliance with American Express for distribution of Life Insurance in June 2002 to offer top-of the line saving-cum-protection plans to Amex bank and card customers.

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Aviva offers tailor-made investment solutions to the high net worth clients of the Wealth Management channel. The retail card segment is being tapped through outbound calling to the Amex card holders. The American Express Inbound call centre also pitches Aviva products to its callers.

The Lakshmi Vilas Bank Ltd, based out of Karur, is among the top private banks in India. It has 221 branches with a customer base of 1.2 million, across 10 states. Currently Aviva products are sold across 204 branches of LVB.

Canara Bank is one of the largest retail banks in India with 2,513 branches spread across 25 States and 4 Union Territories. The customer base of Canara Bank exceeds 27 million. With a net profit of INR 1110 Crores, deposits of over INR 96,908 Crores, 47389 employees for the year ending Mar 2005, Canara Bank is truly a Bank to be reckoned with for the sheer magnitude of coverage it offers its clients. Canara Bank has tied up with Aviva as a Corporate Agent for its Life Insurance Products. Aviva products are currently offered in 1030 Canara Bank branches in 103 Cities.

Punjab & Sind Bank was established in the year 1908. Based on the principles of social commitment to the people, help the farmers, and the weaker sections of the society to raise their standard of living and play a significant role in the development of the country. Even after 96
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years of its inception, Punjab & Sind Bank stands committed to honor the high ideals of its founding fathers.

Centurion Bank of Punjab is a new generation private sector bank offering a wide spectrum of retail and corporate banking products and services. It has been among the earliest banks to offer a technology-enabled customer interface that provides easy access and superior customer service. RBI has approved the merger between Centurion Bank and Bank of Punjab effective from October 1st, 2005. The merged entity, named Centurion Bank of Punjab, has a strong nationwide franchise of 241 branches and extension counters and 389 ATMs.

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AVIVA GUIDING PRINCIPLES

Recruit the best Accept personal Build an empowered team Building a shared vision and purpose Leadership Development Reward and Recognition

Recruit the best

Aviva India has a well-articulated equal opportunity policy, which lays strong emphasis on hiring of individuals irrespective of age, race, caste or gender. As a best practice in recruitment, they deploy identified psychometric tools such as SHL and Belbin and designate ability tests to eliminate any biases in the resourcing process and facilitate hiring of diverse profiles (vis--vis gender, background, experience levels and competencies). The focus is on competence-based credentials rather than past experience or length of service.

Accept Personal Responsibility

Apart from professional development, AVIVA also looks after the personal development of employees They believe that dealing with diversity is an ongoing phenomenon that facilitates the process for a Company to adapt to and capitalize on today's increasingly complex marketplace. Specific action plans have been formulated to ensure the mandated gender ratio is achieved at the
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recruitment stage for a new position or through job enhancement/ job rotation opportunities for existing roles. The organization has tremendous respect for the individual - which it demonstrates by doing what it says

Build an Empowered Team

To institutionalize an open and honest environment with shared goals and participative decisionmaking, they have various open forums, one such initiative being the Town Hall(s). These are conducted on a monthly basis by the Managing Director and designate leadership team members.

Build Shared Vision and Purpose

You feel as if you are part of the system when you are included in all the decisions being made for your function. As a Company, they encourage self-starters. Given their dynamic environment, one is expected to deliver from day one. Somewhere between adjusting to the new environment, About the facilities, infrastructure, processes, key people and dynamics of the Organization etc. Information, which if provided on time can be very useful. This is how the Buddy Programme was envisaged. Launched in July 2003, it addresses the need of a new employee in terms of extending a friendly hand apart from the support provided by the Line and HR managers. The objective is simple: To facilitate a seamless transition of the new hire into the Aviva family.

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MY JOB AT AVIVA LIFE INSURANCE

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My Job at Aviva Life Insurance

I started my job as HR Trainee. My job profile was to handle RECRUITMENT in my project. The senior sales manager narrated me the whole procedure.

There are 2 forms of interview that a candidate can appear for 1. Personal Interview. 2. Telephonic Interview.

PERSONAL INTERVIEW
This is regarded to be the BEST FORM of interview. In such form of an interview the candidate personally appears in front of the interviewer and gives his interview. This is regarded to be the best form of interview as the interviewee has the best chances of making his points clear in front of the interviewer.

TELEPHONIC INTERVIEW
Sometimes an interview is taken on the phone. A telephonic conversation is done Between the interviewer and the interviewee where the interviewer calls up the candidate via phone and conducts the interview.

The Job profile

Selling insurance and building customer relations.

Qualification
Entry level opening: Graduates in any stream preferred can be 10th or 12th standard pass, according to the IRDA stipulation, depending on region of operation.
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Additional communication skills and ability to interact with people will help.

Middle level opening: Professional in finance or marketing with the experience in service industry. (As asst sales manager)

Senior sales openings: Senior professional with experience of handling junior staff preferred (CEP/Senior consultant)

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RESEARCH METHODOLOGY

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RESEARCH DESIGN
Decision regarding what, where, how, when, how much, by what means concerning an inquiry in a research design. It is the arrangement of conditions for collection for collection of data in a manner that aims to combine relevance to the research purpose with economy in procedure. The plan is the overall scheme or program of research. In other words, scheme or strategy implies how the research on objectives will be reached and how the problems in the research can be tackled. Research related to human behavior is a systematic design, collection, and analysis, reporting of data and finding relevant situations to the problems faced by the company. In short the study endeavors to describe Recruitment and Selection situation prevailing at Aviva Life Insurance, Delhi with the help of the opinions cherished by the respondents.

Research Methodology

The questionnaires were prepared for the employees to know their opinion about the recruitment and selection process of the company and the field form were collected and analyzed.

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SOURCES OF DATA
Primary Data
Primary Data are those which are collected for the first time for a certain investigation. These are original and essential raw data. No doubt this is very time consuming but nevertheless, the results are accurate and reliable. In the study, the primary data is collected through schedules. Schedules may be defined as a Performa that contains a set of questions, which are asked and filled by the interviewers in face to face situation.

Secondary Data
Secondary Data are those information or facts already collected. Such data are collected with the objective of understanding the past status of any variable. Study have been undertaken by collecting the published data about profile of the company, its recruitment and Selection process.

Data Collection

When planning was completed, the survey moved into the field and undertook the fieldwork that is distribution and collection of facts. The total numbers of questionnaires distributed were 35out of which only 30 were considered for analysis few were not considered due to in complete data entry and few questionnaires were not filled.

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ANALYSIS & INTREPRETATION OF DATA

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ANALYSIS AND INTERPRETATION OF DATA

It is the last stage of survey. Through good presentation, significant facts and comparisons are highlighted. The presentation of facts is done by preparing charts like bar charts, pie charts etc.

The following interpretation has been done on the basis of the questionnaires filled up the recruiters of Aviva Life Insurance. The main aim behind this interpretation is to show how effectively recruitment is done by the recruiters of Aviva Life Insurance and their opinions regarding the recruitment process.

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DATA ANALYSIS

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Question: What are the sources for recruitment and selection?

About 75% of the manager say that they prefer both internal as well as external source for recruitment and selection where as only 9% go for internal source and 18% go for external sources.

Question: Which method do you mostly prefer for recruitment and selection? Preferred way of recruitment?

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About 65% of the mangers go for direct recruitment and selection and 32% go for indirect and only 3 % go for third party recruitment way.

Question: When do you prefer to go for manpower planning?

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Around 50% of the managers go for Quarterly manpower planning and 20 % do not follow any pattern they dont have any fixed time where as 20% go for yearly.

Question: What are the sources for external recruitment are preferred?

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In AVIVA 34% of manager go for campus interviews, 33% go for data bank, 25% from the casual application that are received and only 8% go for any placement agencies.

Question: What form of interview did you prefer?

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Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where as only 20% goes for video conferencing and rest 10% adopt some other means of interviews

Question: How do you rate the HR practices of the company?

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50% of the managers feel that HR department is good where and 30%say thats its very good where as 20% says its average and only 10% manager feel its

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FINDINGS
In AVIVA life insurance most of the employees feel that the HR department is good. About 75% of the managers say that they prefer both internal as well as external source for recruitment and selection. About 65% of the managers go for recruitment and selection and less number of managers prefer indirect or third party. Mostly the manpower planning is done Quarterly and 20% do not follow any pattern they dont have any fixed time. Aviva prefers to go for campus interviews and even casual application that are received for recruitment but they hardly prefer placement agencies.

Most of the manager prefer Personal interviews, 30% prefer to take telephonic interviews where as only 20% for video conferencing and rest 19% adopt other means of interviews.

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LIMITATIONS

The data collection was little bit tough because latest data is not available on the internet. Finding the data of Insurance sector is very difficult. Problem occurred due to lack of time and facility of internet

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SUGGESTIONS

Manpower requirement for each department in the company is identified well in advance.

If the manpower requirement is high and the recruitment team of HR department alone cannot satisfy it, then help from the placement agencies is needed.

Time management is very essential and it should not be ignored at any level of the process.

The recruitment and selection through placement agencies as the last resort and is utilized when is needed

The recruitment and selection procedure should not be lengthy and time consuming

The candidate called for interviews should e allotted timings and it should not overlap each other.

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CONCLUSION
This presents the summary of the study and survey done in relation to the Recruitment and Selection at Aviva life Insurance. The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there.

The Recruitment process at Aviva life Insurance to some extent is not done objectively and therefore lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the companys values.

Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters into the company.

Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the employee could be achieved.

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ANNEXURE

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QUESTIONNAIRE FOR THE RESEARCH

1. When are the resources need and forecasted o QUATERLY o ANNUALY o MONTHLY o NOT FIXED

2. How is the resource need forecasted?

3. How do you rate the recruitment procedure o SHORT o AVERAGE o LONG o VERY LONG o CANT SAY

4. What is the process you follow for recruitment and selection? People explain the same in brief ?

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5. Which method do you mostly prefer from the following for recruitment and selection? o DIRECT METHOD o INDIRECT METHOD o THIRD PARTY

6. What sources you prefer for recruitment and selection? o INTERNAL SOURCES o EXTERNAL SOURCES o BOTH

7. What are the sources for internal sourcing among the following -: o PRESENT PERMANENT EMPLOYEES o PRESENT TEMPORARY EMPLOYEES o RETRENCHED/RETIRED EMPLOYEES o DECEASED/DISABLED EMPLOYEE

8. What are the sources for external recruitment among the following agencies o CAMPUS INTERVIEWS o PLACEMENT AGENCIES o PRIVATE EMPLOYMENT AGENCIES o PUBLIC EMPLOYMENT AGENCIES o DATA BANK o IF OTHERS, PLEASE MENTION

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9. Which is the most successful method for recruitment?

10. How many rounds of interviews are conducted? o 1-3 o 3-5 o MORE THAN 5

11. Are you satisfied with round of interviews conducted o YES o NO o TO SOME EXTENT o CANT SAY

12. What form of interview did you prefer? o PERSONAL INTEERVIEW o TELEPHONIC INTERVIEW o VIDEO CONFERENCING o ALL THE ABOVE

13. Are you satisfied with the interview process? o YES o NO o TO SOME EXTENT

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14. If no then what is the reason? And suggest the measures to be taken for improvement?

15. Are you satisfied with the present method being followed by the company for recruitment and selection? o YES o NO

16. If no, what steps would you prefer to make improvement?

17. Are the aptitude test conducted? o YES o NO o TILL SOME EXTENT o CANT SAY

18. If yes then it is for o FRESHER o EXECUTIVE o OTHERS (SPECIFY)

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19. Do you conduct any of these test? o PSYCHOMETRIC TEST o MEDICAL TEST o REFERENCE TEST CHECK o OTHERS (SPECIFY)

20. How do you rate the HR practices of the company? o VERY GOOD o GOOD o AVERAGE o BAD

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BIBLOGRAPHY

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BIBLOGRAPHY

Articles
http://articles.economictimes.indiatimes.com/2013-0803/news/41034416_1_integrated-insurance -pharande-spaces-anilpharande http://articles.timesofindia.indiatimes.com/2013-0708/internet/40442721_1_insurance companies market-sudhir-pai http://articles.economictimes.indiatimes.com/2013-0624/news/40166820_1_slowdown-insurance-sector-dtz-india

Books
Malhotra, Naresh, HUMAN RESOURCE, 5th edition, Pearson education, 2008 C.B. GUPTA, HUMAN RESOURCE, 3rd edition, sultan and sons, 2009. P. SUBBA RAO, PERSONNEL AND HUMAN RESOURCE MANAGEMENT, 2nd edition, Himalaya Publishing House

Websites
http://www.avivaindia.org/download/brouchre-March-220313.pdf http://www.kotakmahindra.com/ http://www.dabur.in/ http://www.orientalinsurance.com/ http://www.licindia.com/

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