PRESENTED TO: VINIT SIR PRESENTED BY: 21- MEHTA KHUSHBOO 23- MONDKAR AKSHAY 25- NEGI SHIKHA

27- PARSANA PINAL 29- PATEL MANISHA

INTRODUCTION:
Life Insurance Corporation of India (LIC) is an Indian state-owned insurance group and investment company headquartered in Mumbai. Over 245 insurance companies and provident societies were merged to create the state owned Life Insurance Corporation.

HUMAN RESOURCE PLANNING IN LIC:

MANPOWER PLANNING:
Understaffing loses the business economies of scale and specialization, orders, customers and profits. Overstaffing is wasteful and expensive, if sustained, and it is costly to eliminate .

RECRUITMENT OF STAFF SHOULD BE PRECEDED BY:

In the case of replacement staff a critical questioning of the need to recruit at all. Effectively, selection is 'buying' an employee hence bad buys can be very expensive. Equally some small organizations exist to 'head hunt.

EMPLOYEE MOTIVATION:
To retain good staff and to encourage them to give of their best while at work requires attention to the financial and psychological and even physiological rewards. As staffing needs will vary with the productivity of the workforce so good personnel policies are desirable.

EMPLOYEE EVALUATION:
To improve organizational performance To identify potential To provide an equitable method of linking payment Advising top management

Developing systems appropriately

Assistance in the setting of objective standards Publicizing the purposes of the exercise and explaining Organizing and establishing the necessary training Monitoring the scheme

INDUSTRIAL RELATIONS:
Good industrial relations, while a recognizable and legitimate objective for an organization, are difficult to define since a good system of industrial relations involves complex relationships between: Workers Employers The government and legislation and government agencies

PROVISION OF EMPLOYEE SERVICES:

Attention to the mental and physical well-being of employees is normal in many organizations as a means of keeping good staff and attracting others. The forms this welfare can take are many and varied, from loans to the needy to counseling in respect of personal problems.

EMPLOYEE EDUCATION, DEVELOPMENT:

TRAINING

AND

Develop workers to undertake higher-grade tasks Provide the conventional training of new and young workers Raise efficiency and standards of performance. Meet legislative requirements Inform people From time to time meet special needs arising from technical, legislative, and knowledge need changes.

CONCLUSION:
The department and HR have to change in many ways. The rate of change is likely to Increase quickly and public and political expectations of service levels will continue to rise.

Good leadership is essential for effective change, and this is one of the main themes of this strategy.
We need to involve staff to change and improve our business and service delivery.

REFERENCES:
http://www.newsorganizer.com/search/LIC-check/
http://www.com/HRM http://www.cracked.com/funny-6135-free-Training/

http://www.hrm.com/free-content/policies/
http://en.wikipedia.org/wiki/promotion