Professional Documents
Culture Documents
Project title
Project report submitted in the partial fulfillment of the requirement for the
Sukhjeet kaur
90472233989
Under the guidance of
VIKAS GULATI
(2009-2011)
1
2
ACKNOWLEDGMENT
I am the student of L.L.R.I.E.T Moga under the M.B.A is highly thankful to our respected
VIKAS GULATI (Project Guided) and to the respected MAGER H.O.D SUBES
SEDDI. Because due to these respected persons I am able to choose this Research
Project. And now I am presenting the project report. Actually I have no words to explain
my pleasure on the completion of this project. It was not an easy matter for me to
complete this project.
In addition to this, I would like to thank all my respondents, who has spent their valuable
time with me and help me in getting the requested information for this project.
I would also offer my gratitude to my parents and friends for their help. Last but not the
least I am indebted to “Almighty” without whose blessings and grace this project would
not have reached where it is now.
2
3
Declaration
I name of the student, herby declare that the research project entitled “EMOPLYEE
ENGAGMENT” has been prepared by me as part of the requirement of the master of
business administration Program of Punjab technical university Jalandhar .this is my
original work and up to the Best of my knowledge.
I further declare that this project has not been submitted earlier to any other university or
institute for the award of any degree of diploma
3
4
EXECUTIVE SUMMARY
SBI life insurance is India's premier insurance enabling company. sbi Life
insurance is the one-stop-shop for requirements of services in the areas of
insurance, optimum investment, financial coverage and losses, mortality benefit,
and health option etc. This is backed by sbi life insurance service support
infrastructure - the widest in the country
The objective of the project was to understand how financial consultant
play important role for insurance company like SBI LIFE. To understand
the process of Recruitment of finanical consult in sbi life
The main objective of the project is to understand the recruitment and selection
of financial consultant more effectively and efficiently, because financial
consultant play most important role in business of insurance. Market in Pune city
was targeted. Various areas in city were selected. The data gave knowledge
about customer satisfaction, loyalty & their feel about the sbi Life Insurance.
Recruitment was conducted using questionnaire. The information about various
attributes & factors was collected about the financial consultant. All the data
collected, primary data was filtered & analyzed, represented in the form of graphs
& charts. Secondary data was also used in report such as company profile, on
the basis of analysis of data, conclusions were drawn. On the basis of findings &
conclusions, suggestions were given.
4
5
both present and future requirements should be taken into account. If there are
expansion plans in near future then these requirements should also be
considered. Besides number, the type of persons needed is also important. The
educational and technical requirements to manage various jobs should e properly
analyzed so that right type of persons are employed.
Recruitment is sometimes confused with employment. The two are not one and
the same. Recruitment is just one step in the process of employment.
Recruitment is a linkage activity bringing together those with jobs and those
seeking jobs. When more persons apply for jobs then there will be scope for
recruiting better persons.
DEFINITION :
“Recruitment is the process of searching for
prospective employees and stimulatingand
encouraging them to apply for jobs in an
organization.”
5
6
process of searching for prospective employees and stimulating them to apply for
jobs in the organization.” Recruitment is a ‘linking function’-joining together those
with jobs to fill and those seeking jobs. It is a ‘joining process’ in that it tries to
bring together job seekers and employer with a view to encourage the former to
apply for a job with the latter
In order to attract people for the jobs, the organization must communicate
the position in such a way that job seekers respond. To be cost effective, the
recruitment process should attract qualified applicants and provide enough
information for unqualified persons to self-select themselves out.
Thus, the recruitment process begins when new recruits are sought and
ends when their applications are submitted. The result is a pool of applicants
from which new employees are selected
6
7
appropriate candidates.
• Induct outsiders with a new perspective to lead the company.
• Infuse fresh blood at all levels of the organization.
• Develop an organizational culture that attracts competent people
to the company.
• Search or head hunt/head pouch people whose skills fit the
company’s values.
• Devise methodologies for assessing psychological traits.
• Search for talent globally and not just within the company.
• Design entry pay that competes on quality but not on quantum.
• Anticipate and find people for positions that do not exist yet.
• Increase organizational and individual effectiveness in the short
term
and long term.
• Evaluate the effectiveness of various recruiting techniques and
sources for all types of job applicants.
Recruitment represents the first contact that a company makes with potential
employees. It is through recruitment that many individuals will come to know a
company, and eventually decide whether they wish to work for it. A well-planned
and well-managed recruiting effort will result in high- quality applicants, whereas,
a haphazard and piecemeal effort will result in mediocre ones. High-quality
employees cannot be selected when better candidates do not know of job
openings, are not interested in working for the company and do not apply. The
recruitment process should inform qualified individuals about employment
opportunities, create a positive image of the company, provide enough
information about the jobs so that applicants can make comparisons with their
qualifications and interests, and generate enthusiasm among the best candidates
so that they will apply for the vacant positions.
7
8
RECRUITMENT POLICY :
8
9
9
10
10
11
PROCESS OF RECRUITMENT -
It passes through the following stages :
1) Recruitment process begins when personnel department receives
requisition for recruitment from any department of the company.
2) Locating and developing the sources of required number and type of
employees.
3) Identifying the prospective employees with required characteristics.
4) Developing the techniques to attract the desired candidates.
5) The next stage in the process is to stimulate as many candidates as
possible.
6) Evaluating the effectiveness of recruitment process.
11
12
Personnel
Planning
Job
Analysis
Recruitment
Planning
Searching
Evaluation
and control
Strategy
Development
Selection
Screening
–
Before an organization actively begins to recruit applicants it should consider the
mostly likely source of the type of employee it needs. Some companies try to
develop new sources while most try to tackle the existing sources they have.
These sources accordingly may be termed as internal and external.
Internal Sources –
This is one of the important sources of recruitment. The employees
already working in the organization may be more suitable for higher jobs than
those recruited outside. Internal sources consist of the following :
12
13
INDUCEMENTS
13
14
Organizational inducements are all the positive features and benefits offered
by an organization that serves to attract job applicants to the organisation. Three
inducements need specific mention here, they are:-
.Compensation: Starting salaries, frequency of pay increases,
incentives and fringe benefits can all serve as inducements to potential
employees.
CONSTRAINTS
If a firm has a poor image in the market, many of the prospective
candidates may not even apply for vacancies advertised by the firm. If the job is
not attractive, qualified people may not even apply. Any job that is viewed as
boring, hazardous, anxiety producing, low-paying, or lacking in promotion
potential seldom will attract a qualified pool of applicants. Recruiting efforts
require money. Sometimes because of limited resources, organizations may not
like to carry on the recruiting efforts for long periods of time, this can, ultimately,
constrain a recruiter’s effort to attract the best person for the job. Government
policies often come in the way of recruiting people as per the rules of the
company or on the basis of merit/seniority, etc. For example, reservations to
specific groups (such as scheduled castes, scheduled tribes, backward castes,
14
15
15
16
16
17
Both the systems of recruitment would suffer from their own demerits. Hence, the
management has to weigh both the merits and demerits of each system before
making a final decision about centralizing or decentralizing the recruitment.
Alternatively management may decentralize the recruitment of certain categories
of employees preferably middle and top level managerial personnel and
centralize the recruitment of other categories of employee’s preferably lower level
positions in view of the nature of the jobs and suitability of those systems for
those categories of positions. The management has to find out and develop the
sources of recruitment after deciding upon centralizing or decentralizing the
recruitment function
INTRODUCTION SELECTION
The size of the labour market, the image of the company, the place of
posting, the nature of job, the compensation package and a host of other factors
influence the manner of aspirants are likely to respond to the recruiting efforts of
the company. Through the process of recruitment the company tries to locate
prospective employees and encourages them to apply for vacancies at various
levels. Recruiting, thus, provides a pool of applicants for selection.
17
18
Definition
To select mean to choose. Selection is the process of picking individuals
who have relevant qualifications to fill jobs in an organisation. The basic purpose
is to choose the individual who can most successfully perform the job from the
pool of qualified candidates.
Purpose
The purpose of selection is to pick up the most suitable candidate who
would meet the requirements of the job in an organisation best, to find out which
job applicant will be successful, if hired. To meet this goal, the company obtains
and assesses information about the applicants in terms of age, qualifications,
skills, experience, etc. the needs of the job are matched with the profile of
candidates. The most suitable person is then picked up after eliminating the
unsuitable applicants through successive stages of selection process. How well
an employee is matched to a job is very important because it is directly affects
the amount and quality of employee’s work. Any mismatched in this regard can
cost an organisation a great deal of money, time and trouble, especially, in terms
of training and operating costs. In course of time, the employee may find the job
distasteful and leave in frustration. He may even circulate ‘hot news’ and juicy
bits of negative information about the company, causing incalculable harm to the
company in the long run. Effective election, therefore, demands constant
monitoring of the ‘fit’ between people the job.
The Process
Selection is usually a series of hurdles or steps. Each one must be
successfully cleared before the applicant proceeds to the next one. The time and
emphasis place on each step will definitely vary from one organisation to another
and indeed, from job to job within the same organisation. The sequence of steps
18
19
may also vary from job to job and organisation to organisation. For example
some organisations may give more importance to testing while others give more
emphasis to interviews and reference checks. Similarly a single brief selection
interview might be enough for applicants for lower level positions, while
applicants for managerial jobs might be interviewed by a number of people.
Reception
A company is known by the people it employs. In order to attract people with
talents, skills and experience a company has to create a favourable impression
on the applicants’ right from the stage of reception. Whoever meets the applicant
initially should be tactful and able to extend help in a friendly and courteous way.
Employment possibilities must be presented honestly and clearly. If no jobs are
available at that point of time, the applicant may be asked to call back the
personnel department after some time.
the management has to perform the function of selecting the right employees at
the right time. The obvious guiding policy in selection is the intention to choose
the best person who have good social contact. The objective of the selection
decision is to choose the individual who can most successfully perform the job
19
20
from the pool of qualified candidates. The selection procedure is the system of
functions and devices adopted in a given company to ascertain whether the
candidate specifications are matched with the job specifications and
requirements or not.
The selection process can be successful if the following
requirements are satisfied:
Someone should have the authority to select. This authority
comes
from the employment requisition, as developed by an analysis
to the
workload and work force.
There must be some standard of personnel with which a
prospective
employee may be compared, i.e. a comprehensive job
description and
job specification should be available before hand.
There must be a sufficient number of applicants from whom
the
required number of employees may be selected.
.SELECTION PROCEDURE:
Selection procedure employs several methods of collecting information about
the candidates qualifications, experience, physical and mental ability, nature and
behavior, knowledge and aptitude for judging whether a given applicant is
suitable or not for the job. Therefore the selection procedure is not a single act
20
21
(c) RECRUITMENT:
Recruitment refers to the process of searching for prospective employees and
stimulating them to apply for jobs in an organization. It is the basis for the
remaining technologies of the screening the candidates in order to select the
appropriate candidates for the jobs
.
(D) DEVELOPMENT OF BASES FOR SELECTION:
The company has to select the appropriate candidates from the pool of
applicants. The company develops or borrows the appropriate bases/techniques
for screening the candidates in order to select the appropriate candidates for the
jobs.
(E) APPLICATION FORM:
21
22
22
23
23
24
Types of test:
Tests are classified into six classes, each class is again divided into different
types of tests. They are:
APTITUDE TESTS:
These tests measure whether an individual has the capacity or latent ability to
learn a given job if given adequate training. Aptitudes can be divided into general
and mental ability or intelligence and specific aptitudes such as mechanical,
clerical, manipulative capacity etc. General aptitude test is of two types namely
intelligence quotient (IQ) and emotional quotient (EQ).
24
25
ACHIEVEMENT TESTS:
These tests are conducted when applicants claim to know something as these
tests are concerned with what one has accomplished. These tests are more
useful to measure the value of a specific achievement when an organization
wishes to employ experienced candidates. These tests are classified into (a) job
knowledge test and (b) work sample test. Thus, the candidate s achievement in
his career is tested regarding his knowledge about the job and actual work
experience.
SITUATIONAL TESTS:
This test evaluates a candidate s in a similar real life situation. In this test the
candidate is asked either to cope with the situation or solve critical situations of
the job.
(2) In basket:
25
26
INTEREST TESTS:
These tests are inventories of the likes and dislikes of candidates in relation to
work, job, occupations, hobbies and recreational activities. The purpose of this
test is to find out whether a candidate is interested or disinterested in the job for
which he is a candidate and to find out in which area of the job range/occupation
the candidate is interested. The assumption of this test is that there is a high
correlation between the interest of a candidate in a job and job success. Interest
inventories are less faked and they may not fluctuate after the age of 30
.
PERSONALITY TESTS:
These tests prove deeply to discover clues to an individual s value system, his
emotional reactions and maturity and characteristic mood. They areexpressed in
such traits like self-confidence, tact, distrust, initiative, emotional control,
optimism, decisiveness, sociability, conformity,objectivity, patience, fear,
judgment dominance or submission, impulsiveness, sympathy, integrity, stability
and self-confidence.
(1) Objective tests: Most personality tests are objective tests as
they are suitable for group testing and can be scored objectively.
26
27
MULTI-DIMENSIONAL TESTING:
However, the need for multi-skills is being felt be most of the companies
consequent upon globalization, competitiveness and the consequent customer-
centered strategies. Organization have to develop multidimensional testing in
order to find out whether the candidates possess a variety of skills or not,
candidate s ability to integrate the multi-skills and potentiality to apply them
based on situational and functional requirement.
J) INTERVIEW:
Final interview follows after tests. This is the most essential step in the process of
selection. In this step the interviewer matches the information obtained about the
candidate through various means to the job requirements and to the information
obtained through his own observation during the interview. The different types of
interviews are:
27
28
PRELIMINARY INTERVIEW:
(1) Informal interview:
This is the interview, which can be conducted at any place by the person to
secure the basic and non-job related information. The interaction between the
candidate and the personnel manager when the former meets the latter to
enquire about the vacancies or additional particulars in connection with the
employment advertisement is an example of the informal interview.
2) Unstructured interview:
In this interview, the candidate is given the freedom to tell about himself by
revealing his knowledge on various items/areas, his background, expectations,
interest etc. Similarly, the interviewer also provides information on various items
required by the candidate.
CORE INTERVIEW:
It is normally the interaction between the candidates and the line executive or
experts on various areas of job knowledge, skill, talent etc. This interview may
take various forms like:
(1)Background information interview This interview is intended to
collect the information which is not available in the application blank and to check
that information provided in the application blank regarding education, place of
domicile, family, health, interest, hobbies, likes, dislikes and extra curricular
activities of the applicant.
28
29
This interview aims at testing the candidate s job behavior and level of
understanding during the period of stress and strain. The interviewer tests
candidate by putting him under stress and strain by interrupting the applicant
from answering, criticizing his opinions, asking questions pertaining to unrelated
areas, keeping silent for unduly long periods after he has finished
speaking etc. Stress during the middle portion of the interview gives effective
results. Stress interview must be handled with utmost care and skills. This type of
interview is often invalid, as the interviewer s need for a job and his previous
experience in such type of interviews may inhibit his actual behavior under such
situations.
(4) Group discussion interview: There are 2 methods of conducting group
discussion interviews, viz. group interview method and discussion interview
method. All the candidates are
brought into one room and are interviewed one by one under group interview.
This method helps a busy executive to save valuable time and gives a fair
account of the objectivity of the interview to the candidates. Under the discussion
interview method, one topic is given for discussion to the candidates who
assemblein one room and they are asked to discuss the topic in detail.
This type of interview helps the interviewer in appraising certain skills of
the candidates like initiative, inter-personal skills, dynamism, presentation,
leading, comprehension, collaboration etc. Interviewers are at ease in this
category of interview because of its informality and flexibility.
(5) Formal and structured interview:
In this type of interview, all the formalities, procedures like fixing the value, time,
panel of interviewers, opening and closing, intimating the candidates officially etc.
are strictly followed in arranging and conducting interview. The course of the
interview is preplanned and structured, in advance, depending on job
requirements
29
30
DECISION-MAKING INTERVIEW:
After the experts including the line managers of the organization in the core
areas of the job examine the candidates, the head of the department/section
concerned interviews the candidates once again, mostly through informal
discussion. The interviewer examines the interest of the candidate in the job,
organization
Reaction adaptability to the working complaining, promotional
opportunities, work adjustment and allotment etc. The personnel manger also
interviews the candidates with a view to find out his reaction/acceptance
regarding salary, allowances, benefits, promotions, opportunities etc. The head
of the department and the personnel manager exchange the view and then they
jointly inform their decision to the chairman of the interview board, which finally
makes the decision about the candidate s performance and their ranks in the
interview. Most of the organizations have realized that employee s positive
attitude matters much rather than employee s skill and knowledge. Employees
with positive attitude contribute much to the organization. Hence, interviewers
look for the candidates with the right attitude while making final decision.
30
31
31
32
However, a personal visit is superior to the mail and telephone methods and is
used where it is highly essential to get the detailed, actual
information, which can also be secured by observation. Reference checks are
taken as a matter of routine and treated casually or omitted entirely in many
organizations. But a good reference check used sincerely will fetch useful and
reliable information to the organization.
Thus, after taking the final decision, the organization has to intimate this decision
to the successful as well as unsuccessful candidates. The organization offers the
job to the successful candidates either immediately or after some time depending
upon its time schedule. The candidate after receiving job offer communicates his
acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer.
32
33
required post mentioning the name of the post, qualifications required, place of
posting etc. the advertisement is released in all major and national newspaper
across the country. Not only print media, but other media like internet is also
used for posting the advertisement. Placement agencies and educational
institutions are considered if the requirements are for fresh graduates. Employee
references by are also encouraged. After receiving the applications, it is initially
screened by HR division based on minimum requirements and qualifications
prescribed for the post. Screened applications from HR division are sent to
respective divisional heads for their screening in case of applications for higher
posts. Selection is the process of selecting right candidates from the list of
prospective candidates. Selection process involves tests, interviews, group
discussions, psychometric tests or a combination of these depending on the
nature or sensitivity of the level and the post. For technical posts, tests are used
as elimination means while for some other posts like management trainee, tests
are not used as elimination means. The shortlisted candidates are called for the
final interview. Regret letters are sent to those who are not shortlisted.
Background checking of the shortlisted candidates is done to ensure that they
will fit with the culture of the organization. Job offers are made to the selected
candidates and they are asked to give their confirmation that they accept the job
offer. On receiving their confirmation, appointment letter is prepared by personnel
and administration division and given to the candidate at the time of joining.
Salary offer is a part of Human resource division while personnel and
administration division handles salary administration.
57
33
34
CHAPTER :3
RESEARCH METHODOLOGY
The current chapter deals with the research methodology adopted In present study
indicates the selection of sample respondents, collection of data. choice of statistical tools
for analysis of data, in addition to pointing out limitations’ of the study.
Methodology adopted:
The research is aimed at to evaluate employee engagement at SBI bank. The city will
cover under the research Moga.,Bagha purna
Research design:
The design for this study is descriptive.
Sampling unit:
34
35
Sampling is an effective step in collection of primary data that influence the quality and
correctness of the result.
Sampling size:
The sample size is selected to give the true picture. The size is
through
advertisement.
market and
consultants.
35
36
increase the
Most of the recruited people are aware of the insurance sector and
the person
who are not aware of the insurance sector are made aware through the
training
It has been found through the studies that most of the candidate
recruited
belongs the banking and insurance sector . It means that they are
having some
problem. As
the timings for the training are full time 10:30 am to 5.00 p.m.
For most of the prospects they join SBI LIFEINSURANCE for the
extra
income.
36
37
Advisor.
37
38
LIMITATIONS
38
39
1. It is found that in the last five years the Indian economy has progressed, which
has increased the average purchasing power & the insurance sector has
contributed significantly in this.
2. Since last five to six years many Private Company has entered in insurance
sectors & because of which the Indians are having number of options in front of
them investing their money & to safeguard the life.
3. While doing this project it is found that recruiting of the advisor is done by the Unit
Manager, and the parameters on which the advisors are to be recruited are :
industry
background i.e. their work experience and the age wise distribution.
39
40
5. The level of awareness of the prospects about the private insurance company has
increased because of the heavy advertising ad marketing by the companies over
the period of time.
65
6. It important to appoint only those prospects as financial advisor, who can give &
generate long term business for the company, so to analyze the prospects &
study their status is very important thingd
7. Most of the prospects to join, as their first preference to earning extra money,
second to start business with no capita investment, third to Association with the
No. 1 Private Life Insurance Company.
Based on the findings in the Research following suggestions
are made –
Company should go for regular Market Survey for finding out the
smart
worker who can stay under the Managers Sales Team, and will
generate long
term business.
Branch Manager should take the feedback from the existing
advisors so that he can easily understand the advisors problem as
well s he can recommend new changes.
The company should concentrate on the rural part so that they can
compete with LIC India, and can generate some business from there
as it is found that most of the Private Life Insurance companies are
targeting the urban market. Company should follow the pull strategy
where it can use advertising media, by preparing attractive Ads,
through Newspaper, T.V. , and radio can increase the awareness about
the company & will help in improving the market share.
40
41
Most of the Indian families still believe in the LIC. They don’t feel
comfortable with other brands. In such cases ICICI Prudential can optfor
descriptive advertisements how our solutions are better than the traditional
business solutions.
BIBLIOGRPHAY
WEBSITES :
www.sbilife.com in
www.insuranceguide.com
www.economictimes.com
BOOKS :
1) HUMAN RESOURCE MANAGEMENT
:
SHASHI K. GUPTA
2) PERSONNEL MANAGEMENT
:
C. B. MAMORIAL
JOURNALS & ARTICLES :
1) IRDA JOURNAL
2) BROUCHERS & REPORTS OF COMPANY
41
42
42