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    PREFACE

    Marketing should not be looked upon in a vacuum or in isolation. It

    is an essence taking a view of the whole business organization and its

    ultimate objective concern for marketing must penetrate all areas of the

    enterprise. Market survey in todays competitive world is a must for every

    organization.

    This project is a study of market potential of TATA !". The

    rational behind this particular study is to find out the present market

    scenario of various brands # to find out the corporate need and perception.

    It was a pleasurable e$perience to conduct a research on behalf of TATA

    !" pertaining to the study of the Tea ector.

    %onclusion and there by recommendation has been arrived at by

    proper and justified interpretation of the result derived from the above said

    analytical tools and techni&ues.

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    ACKNOWLEDGEMENT

    Preparing a project of this nature is an arduous task and I was

    fortunate enough to get support from a large number o persons. I wish to

    express my deep sense of gratitude to all those who generously helped in

    successful completion of this report by sharing their invaluable time and

    knowledge.

    It is my proud and previledge to express my deep regards to

    Respected , Head of epartment r.Pramesh !autam, "iss Preeti #hukla

    epartment of $usiness "anagement , #wami %ivekanand Institute of

    &echnology, 'ollege #agar for allowing me to undertake this project.

    I feel extremely exhilarated to have completed this project under the

    able and inspiring guidance of "iss Preeti #hukla "iss. Ritu (hatri He

    rendered me all ossible help me guidance while reviewing the manuscript

    in finalising the report.

    I also extend my deep regards to my teachers , family members ,

    friends and all those whose encouragement has infused courage in me to

    complete to work successfully.

    (PRATHAM THAKUR)

    B.B.A I Sem

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    DELCLARATION BY THE CANDIDATE

    I declare that the project report titled " Market Strategies o Tata

    Sk! " on Market egmentation is nay own work conducted under the

    supervision of MissPreeti S#$k%a 'epartment of (usiness Management )

    wami *ivekanand Institute of Technology %ollege) agar To the best of

    my knowledge the report does not contain any work ) which has been

    submitted for the award of any degree ) anywhere.

    ate

    +,-ATAM TA!/-0

    (.(.A I em

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    CERTIFICATE

    The project report titled " Market Strategies o Tata Sk! "

    been prepared by ,ratham Thakur ((A I emester ) under the guidance

    and supervision of Miss Preeti S#$k%a or the partial fulfillment of the

    'egree of (.(.A.

    Signature of the Signature of the Signature of the

    Supervisor Head of the

    epartment

    !"aminer

    CONTENTS

    TOPIC TITLE PAGE

    NO

    & I1T-2'/%TI21 23 T4 %2M,A1"

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    '

    2(54%TI*4 23 T4 T/'"

    ,-IMA-"

    4%21'A-"

    ( -44A-% M4T2'2627"

    ) '4I71ATI21 -. -46ATI21I, MA1A74-

    * '4*4' ,-23I64

    + %21%6/I21

    , /774TI21

    6IMITATI21

    INTROD-CTION

    In this project I have studied -ecruitment and election

    process of Ba.a. A%%ia/0 Lie I/s$ra/1e Co23a/! Li2ite4 and

    attempted to provide some ways so as to make recruitment more

    effective and to reduce the cost of hiring an employee.

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    I am privileged to be one of the students who got an

    opportunity to do my training with (ajaj Allianz 6ife Insurance

    %ompany 6imited My involvement in the project has been very

    challenging and has provided me a platform to leverage my potential

    in the most constructive way.

    (ajaj Allianz 6ife Insurance is one of India8s leading financial

    institutions offering complete financial solutions that encompass

    every sphere of life. In a short span of time) (ajaj Allianz has set an

    e$ample by having a steady and confident journey to growth and

    success.

    'uring the training period I have studied deeply the process of

    hiring in (ajaj Allianz 6ife Insurance and did a 92T analysis of

    (ajaj Allianz 6ife Insurance to find out the e$isting shortcomings

    and potential threats and thereby recommended suggestions.

    This project however is an attempt to share as best as possible

    my e$perience in corporate world with all my colleagues and my

    faculty.

    COMPANY PROFILE

    BA5A5 A%%ia/0 Lie I/s$ra/1e Co23a/! is a joint venture

    between two leading conglomerates) Ba.a. A$to Li2ite4) one of

    largest manufactures of motorcycles and scooters in the world) and

    A%%ia/0 AGof 7ermany one of the largest insurance companies.

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    COMPANY HISTORY

    BA5A5 A%%ia/0 Lie I/s$ra/1e Co23a/! is a joint venture

    between two leading conglomerates) Ba.a. A$to Li2ite4) one of

    largest manufactures of motorcycles and scooters in the world) and

    A%%ia/0 AGof 7ermany one of the largest insurance companies.

    (ajaj Allianz 6ife Insurance %o. 6td. was incorporated on :;th

    March ;

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    ALLIAN9 AG

    3ounded in :DC< in (erlin) Allianz is now present in over E)>@B cr.

    =rd largest Assets /nder Management +A/M0 # largest amongst

    Insurance cos. A/M of -s.@:)C>)C@C cr.

    :;th largest corporation in the world

    BC.D ? of global business from 6ife Insurance

    4stablished in :DC

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    CHILD CARE

    Taking care of a child is perhaps the most important job a parent can

    have. It is but natural that you would like to give your child your

    best) and therefore) this is the time when careful financial planning

    can help you fulfill the aspirations that you have for your children.

    The (ajaj Allianz G%hild %areH olutions help you to enjoy the joys

    of parenthood responsibly) with the reassurance of a secure futurefor your child.

    CHILD CARE PLAN OFFERS

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    %hild %are plan is a children money back plan with profit. (ajaj

    Allianz %hild %are offers a wide array of solutions that allows you to

    plan for your childs future by providing you with as many as B

    distinct and uni&ue options.

    :. %hild %are ;:

    ;. %hild %are ;B

    =. %hild %are ;: ,lus

    B. %hild %are ;B ,lus

    START OF LIFE BENEFIT

    This is a uni&ue feature of (ajaj Allianz G%hild %areH ;: ,lus

    # ;B ,lus. These packages offer you the choice of providing a

    uni&ue tart of 6ife (enefit for your child. 3or a nominal amount) an

    additional um Assured subject to a ma$imum limit of -s.:< 6acks

    will become payable to enable the child start hiher professional life

    smoothly) in case of an unfortunate death or Accidental ,ermanent

    Total 'isability of the ,olicy holder during the term of the policy.

    This benefit will not be available in the event of accidental

    permanent total disability after age >@ of the policy holder.

    IN:B-ILT BENEFITS

    A; PREMI-M WAI

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    the event of accidental permanent total disability after age >@ of the

    policy holder.

    B; FAMILY INCOME BENEFIT=

    In case of death or accidental total permanent disability of the

    policy holder during the term of the policy) a monthly income

    benefit of :? of the sum assured +:;? per annum0 becomes payable

    till the end of the policy term +subject to a ma$imum of -s. :);

    O?.e1ti8e O T#e St$4!

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    ,-IMA-" 2(54%TI*4

    To know about financial position of (ajaj Aliance Insurance.

    To !now about 3inancial performance of (ajaj Aliance

    Insurance.

    4%21'A-" 2(54%TI*4

    To !now about the 4mploy Apportunity in (ajaj Aliance

    Insurance.

    RESEARCH METHODOLOGY

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    RESEARCH DESIGN

    A research design is a framework or blueprint for conducting the

    marketing research project. It specifies the details of the procedures

    necessary for obtaining the information needed to structure andor solve

    marketing research problem.

    2n the basis of fundamental objectives of the research we can classify

    research design into two general typesJ

    &; E@PLORATORY RESEARCH

    '; CONCL-SI

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    'escriptive study as the name implies is designed to describe something

    for e$ample the characteristics of users of a given product) the degree towhich the product use the varies with income) age) etc.

    SAMPLING TECHNI-E -SED=

    T#is resear1# #as $se4 1o/8e/ie/1e sa23%i/g te1#/i$e

    :0 %onvenience sampling te1#/i$e= %onvenience sampling is $se4 i/

    e3%orator! resear1# #ere t#e resear1#er is i/tereste4 i/ getti/g a/

    i/e3e/si8e a33roi2atio/ o t#e tr$t# As t#e /a2e i23%ies t#e

    sa23%e is se%e1te4 ?e1a$se t#e! are 1o/8e/ie/t

    SELECTION OF SAMPLE SI9E=

    3or the study) a sample size of @< has been taken into consideration.

    SO-RCES OF DATA COLLECTION=

    -search will be based on two sourcesJ

    :. ,rimary data

    ;. econdary data

    '; SECONDARY DATA=

    econdary data will consist of different literatures like books which are

    published) articles) internet and websites.

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    In order to reach relevant conclusion) research work needed to be designed

    in a proper way.

    STATISTICAL TOOLS -SED

    The main statistical tools used for the collection and analyses of data in

    this project areJ

    Kuestionnaire

    ,ie %harts

    (ar %harts

    6ine %harts

    %olumn %harts

    7ender L M3

    Area L -ural /rban

    Age L

    Income

    EMPLOYMENT GRADE

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    Department heads

    Regional/sales heads

    Functional/sr. managers

    Managers/supervisory roles

    Executives/customer support executives

    DEPARTMENT HEAD

    Job DescriptionRoles & Responsibilities / KRA:

    Recruitment & servicing of agents

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    Premium generation through agentsBand movement of agentsRelationship Management

    Salary:

    nsurance!area:

    !inancial Services" Ban#ing" nvestments" nsuranceRole $ategory:

    %perations/ProcessesRole:

    $RM/$ustomer Service 'ecutive

    Desired Candidate Profile

    ducation:

    () * Any )raduate * Any Speciali+ation

    P) * Any Postgraduate * Any Speciali+ation

    ,octorate * ,octorate -ot Re.uired

    Should be a )raduate/Post )raduate

    Minimum 'perience 0

    Ma'imum 'perience 1

    2ocation 3est ,elhi4Motinagar5" -ehru Place" $onnaught Place & -oida

    Administration SupportbyBa6a6 Allian+ )eneral nsurance $ompany 2td7 in8ana#puri

    'perience:9 to 1 yrs7 %pening4s5:9Posted on:;< Mar

    http://jobsearch.naukri.com/insurance-jobshttp://jobsearch.naukri.com/financial-services-jobshttp://jobsearch.naukri.com/banking-jobshttp://jobsearch.naukri.com/investments-jobshttp://jobsearch.naukri.com/insurance-jobshttp://jobsearch.naukri.com/insurance-jobshttp://jobsearch.naukri.com/financial-services-jobshttp://jobsearch.naukri.com/banking-jobshttp://jobsearch.naukri.com/investments-jobshttp://jobsearch.naukri.com/insurance-jobs
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    Job DescriptionRoles & Responsibilities / KRA:

    %ffice (p#eep & Maintenance

    )eneral Administration=andling of >al#*in*customers and calls?endors Management2iaison >ith legal and other dept7 for rene>al & registration of leaseagreement and other legal formalities7

    Salary:

    -ot ,isclosed by Recruiterndustry:

    nsurance!area:

    =R" Recruitment"Administration" RRole $ategory:

    Administration/!acility ManagementRole:

    'ecutive/ Sr 'ecutive * Administration

    Keys#ills:

    Desired Candidate Profile

    ducation:

    () * Any )raduate * Any Speciali+ationP) * Any Postgraduate * Any Speciali+ation" Post )raduation -ot Re.uired,octorate * ,octorate -ot Re.uiredShould be a )raduate

    Minimum 'perience 9Ma'imum 'perience 1

    Sales ExecutivebyBa6a6 Allian+ )eneral nsurance $ompany 2td7 inRanchi" Kol#ata"

    Bhubanesh>ar" Patna" 8amshedpur" ,hanbad" Sreerampore

    http://jobsearch.naukri.com/insurance-jobshttp://jobsearch.naukri.com/hr-jobshttp://jobsearch.naukri.com/recruitment-jobshttp://jobsearch.naukri.com/administration-jobshttp://jobsearch.naukri.com/ir-jobshttp://jobsearch.naukri.com/insurance-jobshttp://jobsearch.naukri.com/hr-jobshttp://jobsearch.naukri.com/recruitment-jobshttp://jobsearch.naukri.com/administration-jobshttp://jobsearch.naukri.com/ir-jobs
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    'perience:; to @ yrs7 %pening4s5:Posted on:; Mar

    Apply and Register

    Share

    Job Description,esignation: : Sales 'ecutive

    ,epartment: %il vertical 4Motor dealer5

    $ollecting data follo> up and close case from petrol pump7Relationship management >ith head of petrol pump7Rene>al follo>*up

    $over note control

    Salary:

    Based on e'perience and .ualificationndustry:

    nsurance!area:

    !inancial Services" Ban#ing" nvestments" nsurance

    Role $ategory:

    %perations/ProcessesRole:

    Claims Executive

    http://jobsearch.naukri.com/insurance-jobshttp://jobsearch.naukri.com/financial-services-jobshttp://jobsearch.naukri.com/banking-jobshttp://jobsearch.naukri.com/investments-jobshttp://jobsearch.naukri.com/insurance-jobshttp://jobsearch.naukri.com/insurance-jobshttp://jobsearch.naukri.com/financial-services-jobshttp://jobsearch.naukri.com/banking-jobshttp://jobsearch.naukri.com/investments-jobshttp://jobsearch.naukri.com/insurance-jobs
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    Desired Candidate Profile

    ducation:

    () * Any )raduate * Any Speciali+ation" )raduation -ot Re.uired

    P) * Any Postgraduate * Any Speciali+ation" Post )raduation -ot Re.uired

    ,octorate * ,octorate -ot Re.uired-o7 of Positions: 4Ranchi*9" Kol#ata*0" Sreerampore*9" Bhubnesh>ar*9"

    Patna*9" 8amshedpur*9" ,hanbad*95

    ducational Cualification: =7S/ graduate7

    Dears of 'perience: ; to @ Dears from any industry74 )eneral nsurance >ill

    be preferred5

    %ther Cualities: )ood $ommunication S#ills" nglish 4Spo#en & 3ritten5"

    Basic nglish" =indi

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    Assistant Manager/ Deputy Manager TP Claimsn ! "ouse Doctor

    byBa6a6 Allian+ )eneral nsurance $ompany in$hennai

    'perience:1 to @ yrs7Posted on:0E !eb

    Apply and Register

    Job Description*F2iasioning >ith advocates & legal officers at location in handling of caseseffectively in terms of medical frauds7*Fdentifying the medical fraud" e'aggeration of in6uries" disability" falsifyingthe cause of death etc7

    *F=elping the legal team in establishing the fraud by guiding them in findingthe source & obtain documents from various sources7*Fducating legal %fficers and advocates on assessment of disability" Medicalthics and conse.uences of violation7*F?isiting various locations and revie>ing files" finding out possible frauds andsuggesting means and methods to establish them and continue to guide themtill the end7*FAttending courts >hen the doctor is cross e'amined to be of assistance tothe counsel conducting the case" deposing on behalf of company before courton medical fraud" assessment of disability etc7

    *FAssisting the locations in compromising in6ury claims by scrutini+ing themedical documents and guiding them on disability to be considered7*FGa#ing the erring professionals to the medical council for violation of ethicsand professional misconduct7

    Salary:

    nsurance!area:

    !inancial Services" Ban#ing" nvestments" nsuranceRole $ategory:

    %perations/ProcessesRole:

    http://jobsearch.naukri.com/insurance-jobshttp://jobsearch.naukri.com/financial-services-jobshttp://jobsearch.naukri.com/banking-jobshttp://jobsearch.naukri.com/investments-jobshttp://jobsearch.naukri.com/insurance-jobshttp://jobsearch.naukri.com/insurance-jobshttp://jobsearch.naukri.com/financial-services-jobshttp://jobsearch.naukri.com/banking-jobshttp://jobsearch.naukri.com/investments-jobshttp://jobsearch.naukri.com/insurance-jobs
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    #elations$ip %fficer ! &anc AssurancebyBa6a6 Allian+ )eneral nsurance $ompany 2td7 inrna#ulam / Kochi/

    $ochin" Kollam / Cuilon" Kottayam" Ko+hi#ode / $alicut" Malappuram"

    Ghrissur / Grichur" Grivandrum" Pathanamthitta

    'perience:; to 1 yrs7 %pening4s5:illing to do sales

    )ood communication s#ills" strong convincing ability7

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    Senior Executive TP ClaimsbyBa6a6 Allian+ )eneral nsurance $ompany inMadurai

    'perience:0 to yrs7Posted on:91 !eb

    Apply and Register

    Job Description97 =andling of 2egal matters & GP $laims7

    07 Revie> & maintain consumer & ombudsman matters7

    17 Building database & analysis7

    7 =andling of 2egal compliance & property issues of Branch & satelliteoffices7

    @7 Addressing to legal notices & recovery issues7

    ledge from time to time7

    Salary:

    As per industry standardsndustry:

    !area:

    Role $ategory:

    %perations/ProcessesRole:

    $laims 'ecutiveKeys#ills:

    Senior 'ecutive GP $laimsSenior 'ecutiveGP $laims$laims2egal

    Desired Candidate Profile

    ducation:

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    () * 22B * 2a>

    P) * 22M * 2a>

    ,octorate * ,octorate -ot Re.uired

    S#ills Re.uired:

    $andidate should be 227B7 / 227M7 degree holder from any recogni+ed

    university7

    Must be having actual professional e'perience upto @ years or had >or#ed in

    similar industry at similar profile for at least 0 years7

    !luent in nglish" Gamil4Read / 3rite/ Spea#5

    3ell conversant >ith MS %ffice

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    FINAL PLACEMENT

    %recer 3inancial ervices ,vt. 6td. is pleased to offer you 3inal placement

    in Marketing fields) with a designation as enior -elationship Manager.,ackage will be of ;.B lakhs per annum.

    D$ties a/4 res3o/si?i%ities i/1%$4e=

    Market research

    Marketing strategies and planning

    Training of company ,roduct +,M) Trading) 3inancial planning) #

    4tc.0

    6aunching of a product

    ,romotional activities

    6ead generation

    ,roducts feedback from clients

    -esponse of our ,roducts +its totally based on sales0

    ave to achieve target.

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    E@CELLENT OPPORT-NITY

    5oi/ Ba.a. A%%ia/0 as a A48isorand earn a rewarding career

    F%ei?%e ork ti2i/gs "ou can work whenever you like. "ou

    can work fulltime or parttime) depending on your convenience.

    owever) the time you invest will determine your success

    A/! o/e 1a/ .oi/ "oung graduates) ousewives) -etired

    ,ersonnel) elfemployed or 9orking ,rofessionals.

    9ero I/8est2e/t There is no startup capital re&uired. (e your

    own boss with fle$ible working environment) unlimited earning

    potential and opportunities to be part of a world class sales team.

    Attra1ti8e Re2$/eratio/ %ompany offers e$cellent

    commissions) award and rewards for the performers.

    "ou have unlimited earning potential. %ommission structure is

    pretty handsome and is :@B

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    Certii1ate ?! IRDA "ou will get world class training free of

    cost and certification by Insurance -egulatory 'evelopment

    Authority.

    TRAINING ,erfects your knowledge about the insurance

    industry as well as our products.

    IRDA Trai/i/g

    ,repares you for your career as a 3inancial %onsultant and enables

    you to pass the I-'A e$amination easily

    Dis#a Trai/i/g

    ones your selling skills) enables you to understand customer needs

    and provide needbased insurance solutions

    A48a/1e4 Trai/i/g

    /pgrades your capability and knowledge through sophisticated

    training programs customised for the changing world of financial

    products and markets

    Desire4 Proi%e=

    AgeJ :D "rs to >@ "rs

    4ducationJ Intermediate or more

    4$perienceJ 1ot Mandatory

    Type of 5obJ 3ull Time or ,art Time

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    Do1$2e/ts Re$ire4=

    D photograph

    Age proof +passport) (irthcertificate) %ollege 6eaving %ertificate) 'riving

    6icense0

    Address proof

    4ducation proof

    %opy of ,A1 %ard

    'uely igned %ancelled %he&ue of self

    A candidate needs to bring a '' of -s. C;@ in case of offline training.

    RECR-ITMENT PROCESS OF AD

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    It means identify the right person through observation. 3or e.g. a

    person residing in your locality and very famous in taking initiative in

    social activities can be a good prospect.

    No2i/ator Ca%%=

    A nominator is a person who is very much influential in the market

    as

    well as in societies. 1ame gathering and identification is easy in this

    case) but these people are highly unapproachable. These people can

    be very productive in giving references of the prospect. They are not

    prospect by default.

    Ce/tre o I/%$e/1e CoI; Ca%%=

    A centre of influence person is people who are influential and you

    know them personally. They are approached for giving references of

    the client.

    SHORT LISTING

    (ajaj Allianz follows some process regarding

    the short listing the people. %ompany can judge the prospective

    person. The basic objective of this selection is to have good retention and

    greater effectiveness in the delivery of service. -egarding this issue

    company has some parameters) it called C points criteria .

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    ,arameters are followingJ

    AGE

    N;@ : ,2I1T

    ;@=@ ; ,2I1T

    =@O = ,2I1T

    GENDER

    MA64 ; ,2I1T

    34MA64 = ,2I1T

    -ALIFICATION

    /1'4- 7-A'/ATI21 : ,2I1T

    ,2T 7-A'/ATI21 ; ,2I1T

    MARITAL SAT-S

    MA--I4' ; ,2I1T

    /1MA--I4' : ,2I1T

    LI

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    Ge/4er:Ma%e '

    $a%ii1atio/:Gra4$atio/ &

    Marita% Stat$s:Marrie4 '

    Li8i/g i/ t#e 1it!:For &*!rs '

    TOTAL

    This person will eligible for advisor in (ajaj Allianz. (ecause he has

    fulfilled the

    C marks criteria. In this way when a persons every criteria will give the

    net

    result of C points then he or she will eligible for agent.

    CONTACTING

    %andidates are called either as nominator) ,rospective Agents and a

    meeting is fi$ed with them according to the convenience of both the party.

    ere script plays very important role in fi$ing appointment with the

    prospect.

    INITIAL SCREENING

    Initial screening is taken if candidate is found eligible using B point

    model. In intial screening) a sales manager first gives the introduction

    about the

    company. Then several &uestions such as his family background) his

    natural

    market) traits for a sales person) and his present and past e$periences of his

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    jobs are &uestioned.

    4very candidate is re&uired to get at least = points in eligibility model the

    company. The eligibility standards for AA selection are as follows. In case

    of

    score less than =) special zonal head approval is re&uired.

    FI

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    CAREER INTER

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    Fi/a/1ia% Be/eitsJ

    %ommission on issuance of every policy.

    %ommission directly credited to bank account of Advisors within :@ days.

    These commission varies from E.@B

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    source such as newspaper advertisement) employment e$changes) internal

    promotion) etc.are used.

    In the recruitment) a pool of eligible and interested candidates is createdfor selection of most suitable candidates. -ecruitment represents the first

    contact that a company makes with potential employees According to

    4'9I1 36I,,2)H-ecruitment is the process of searching for prospective

    employees and stimulating them to apply for jobs in the organization.H

    Nee4 or re1r$it2e/tJ

    The need for recruitment may be due to the following reasons situationJ

    a0 *acancies due to promotions) transfer) retirement) termination)

    permanent disability) death and labour turnover. b0 %reation of new

    vacancies due to the growth) e$pansion and diversification of business

    activities of an enterprise. In addition) new vacancies are possible due to

    job specification.

    P$r3ose a/4 i23orta/1e o Re1r$it2e/tJ

    :. 'etermine the present and future re&uirements of the organization on

    conjunction

    with its personnelplanning and job analysis activities.

    ;. Increase the pool of job candidates at minimum cost.

    =. elp increase the success rate of the selection process by reducing the

    number of visibly under &ualified or over&ualified job applicants.

    B. elp reduce the probability that job applicants) once recruited and

    selected) will leave the organization only after a short period of time.

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    @. Meet the organizations legal and social obligations regarding the

    composition of its work force.

    >. (egin identifying and preparing potential job applicants who will beappropriate candidates.

    E. Increase organizational and individual effectiveness in the short term

    and long term.

    D. 4valuate the effectiveness of various recruiting techni&ues and sources

    for all types of job applicants.

    -ecruitment is a positive function in which publicity is given to the jobs

    available in the organization and interested candidates are encouraged to

    submit applications for the purpose of selection.

    -ecruitment 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 decided whether they wish to work for it. A well

    planned and wellmanaged recruiting effort will result in high &uality

    applicants) whereas) a

    haphazard and piecemeal efforts will result in mediocre ones. ,reviously)

    the selection of candidates was influenced by superstitions) beliefs)

    personal prejudices of managers looking after the recruitment and

    selection of the staff. The net result of such unscientific recruitment and

    selection areJ

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    +a0 6ow productivity of labour

    +b0 igh turnover

    +c0 4$cessive wastage of raw materials

    +d0 More accidents and corresponding loss to the organization

    +e0 Inefficient working of the whole organization and finally

    +f0 Ineffective e$ecutive of training and management development

    programs

    cientific recruitment and selection The importance of selection

    recruitment and selection of staff is now accepted in the business world.

    election is important as it has its impact on work performance and

    employee cost. As result scientific methods of recruitment and selection

    are e$tensively for the selection of managers and the supervisory staff. The

    assistance of e$perts such as industrial psychologist and management

    consultants are also taken for the purpose of scientific selection. As a

    result) the objective of Gright man for the right jobH is achieved in many

    rganizations. Moreover) Gright jobH is the basic principle in manpower

    procurement.

    -ecruitment and selection are two of the most important functions ofpersonnel management. -ecruitment precedes selection and helps in

    selecting a right candidate. -ecruitment is a process to discover the

    sources of manpower to meet the re&uirement of the staffing schedule and

    to employ effective measures for attracting that manpower in ade&uate

    numbers to facilitate effective selection of efficient personnel. taffing is

    one basic function of management. All managers have responsibility of

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    staffing function by selecting the chief e$ecutive and even the foremen and

    supervisors have a staffing responsibility when they select the rank and file

    workers. owever) the personnel manager and his personnel department is

    mainly concerned with the staffing function.

    4very organisation needs to look after recruitment and selection in the

    initial period and thereafter as and when additional manpower is re&uired

    due to e$pansion and

    development of business activities. Q-ight person for the right job is the

    basic principle in recruitment and selection. 4ver organization should give

    attention to the selection of its manpower) especially its managers. The

    operative manpower is e&ually important and essential for the orderly

    working of an enterprise. 4very business organisationunit needs

    manpower for carrying different business activities smoothly and

    efficiently and for this recruitment and selection of suitable candidates are

    essential. uman resource management in an organisation will not be

    possible if unsuitable persons are selected and employment in a business

    unit.

    JI/ter/a% Re1r$it2e/t

    Internal recruitment seeks applicants for positions from within thecompany.

    The various internal sources includeJ

    JPro2otio/s a/4 Tra/sers

    ,romotion is an effective means using job posting and personnel records.

    5ob posting re&uires notifying vacant positions by posting notices)

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    circulating publications or announcing at staff meetings and inviting

    employees to apply.

    ,ersonnel records help discover employees who are doing jobs below theireducational &ualifications or skill levels. ,romotions has many advantages

    like it is good public relations) builds morale) encourages competent

    individuals who are ambitious) improves the probability of good selection

    since information on the individuals performance is readily available) is

    cheaper than going outside to recruit) those chosen internally are familiar

    with the organization thus reducing the orientation time and energy and

    also acts as a training device for developing middlelevel and toplevel

    managers. owever) promotions restrict the field of selection preventing

    fresh blood # ideas from entering the organization. It also leads to

    inbreeding in the organization. Transfers are also important in providing

    employees with a broadbased view of the organization) necessary for

    future

    promotions

    JReerra%sBri/g Yo$r B$44!

    4mployees can develop good prospects for their families and friends by

    ac&uainting them with the advantages of a job with the company)furnishing them with introduction and encouraging them to apply. This is a

    very effective means as many &ualified people can be reached at a very

    low cost to the company. The other advantages are that the employees

    would bring only those referrals that they feel would be able to fit in the

    organization based on their own e$perience. The organization can be

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    assured of the reliability and the character of the referrals. In this way) the

    organization can also fulfill social obligations and create goodwill.

    JI/ter/a% /otii1atio/ a48ertise2e/t;= :

    ometimes) management issues an internal notification for the benefit of

    e$isting employees. Most employees know from their own e$perience

    about the re&uirement of the job and what sort of person the company is

    looking for. 2ften employees have friends or ac&uaintances who meet

    these re&uirements. uitable persons are appointed at the vacant post

    JEter/a% Re1r$it2e/t

    4$ternal recruitment seeks applicants for positions from sources outside

    the company. They have outnumbered the internal methods. The various

    e$ternal sources include

    JProessio/a% or Tra4e Asso1iatio/s =:

    Many associations provide placement service to its members. It consists of

    compiling job seekers lists and providing access to members during

    regional or national conventions. Also) the publications of these

    associations carry classified advertisements from employers interested in

    recruiting their members. These are particularly useful for attracting highly

    educated) e$perienced or skilled personnel. Also) the recruiters can zero on

    in specific job seekers) especially for hardtofill technical posts.

    JA48ertise2e/ts

    It is a popular method of seeking recruits) as many recruiters prefer

    advertisements because of their wide reach. 9ant ads describe the job

    benefits) identify the employer and tell those interested how to apply.

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    1ewspaper is the most common medium but for highly specialized

    recruits) advertisements may be placed in professional or business

    journals.

    Advertisements must contain proper information like the job content)

    working conditions) location of job) compensation including fringe

    benefits) job specifications) growth aspects) etc. The advertisement has to

    sell the idea that the company and job are perfect for the candidate.

    -ecruitment advertisements can also serve as corporate advertisements to

    build company image. It also cost effective

    JCa23$s:

    %olleges) universities) research laboratories) sports fields and institutes are

    fertile ground for recruiters) particularly the institutes. %ampus

    -ecruitment is going global with companies like 66) %itibank) %6,)

    A1 7rindlays) 6#T) Motorola and -eliance looking for global markets.

    ome companies recruit a given number of candidates from these institutes

    every year. %ampus recruitment is so much sought after that each collegeF

    university department or institute will have a placement officer to handle

    recruitment functions. owever) it is often an e$pensive process) even if

    recruiting process produces job offers and acceptances eventually. A

    majority leave the organization within the first five years of their

    employment. "et) it is a major source of recruitment for prestigious

    companies.

    JWa%k:i/s Write:i/s a/4 Ta%k:i/s:

    The most common and least e$pensive approach for candidates is directapplications) in which job seekers submit unsolicited application letters or

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    resumes. 'irect applications can also provide a pool of potential

    employees to meet future needs. 3rom employees viewpoint) walkins are

    preferable as they are free from the hassles associated with other methods

    of recruitment. 9hile direct applications are particularly effective in filling

    entrylevel and unskilled vacancies) some organizations compile pools of

    potential employees from direct applications for skilled positions.9r i t e

    i n s are those who send written

    en&uiries. These jobseekers are asked to complete application forms for

    further

    processing.Ta l k i n s involves the job aspirants meeting the recruiter +on

    an

    appropriated date0 for detailed talks.

    JCo/s$%ta/ts=:

    They are in the profession for recruiting and selecting managerial and

    e$ecutive personnel. They are useful as they have nationwide contacts and

    lend professionalism to the hiring process. They also keep prospective

    employer and employee anonymous. owever) the cost can be a deterrent

    factor.

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    S-GGESTION

    :. 2ther methods of selection like ,sychometric and written tests should be

    introduced in the selection tests because these tests are vital in choosing the best

    candidate.

    ;. %ost of recruitment can be reduced by the help of erecruiting and by

    employees referral as this practice of recruitment is considered the least in the

    company.

    =. As company considers mostly e$perienced people for the job) a look on

    fresher should also be given because they can be recruited at a less salary

    offered to the e$perienced and they can also give good results by giving proper

    training and guidance by the seniors in the company.

    B. 2n campus recruitment should also be considered for recruitment of

    personnel from various colleges and business school.

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    CONCL-SION

    :. The study of recruitment and selection policies of (ajaj Allianz Insurance

    %ompany hows a small but systematic procedure

    ;. 2verall employees are satisfied with this recruitment process as they dont

    have to go through different test and this ease their tensions.

    =. It is observed that the best source of recruitment is through consultancies

    B. 4mployees are treated well and they are satisfied

    @. All the employees get the recreational facilities

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    LIMITATION

    The research area was restricted only within the agar city. This may

    not reflect the e$act position of the total market.

    ample size was also so less) limitation of time means and resource

    forced for small size.

    Kuestionnaire includes :> &uestions) which affects the mentality of

    respondents that is time consuming.

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    WEBSITES

    www.bajajallianzlife.co.in

    www.google.com

    http://www.bajajallianzlife.co.in/http://www.google.com/http://www.bajajallianzlife.co.in/http://www.google.com/