deepa garg project(1)

8/3/2019 Deepa Garg Project(1)

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TRAINING REPORT

ON

ANALYSING RECRUITMENT PROCESS

IN

SMC INDIA

Submitted to

MAHARSHI DAYANAND UNIVERSITY , ROHTAK

in partial fulfilment of the requirement for

the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

(INDUSTRY INTEGRATED) ( II SEMESTER )

Submitted By:

NAME:DEEPA GARG

ROLL NO.:- 54

DELHI INSTITUTE OF HIGHER EDUCATION

SEC 3, ROHINI (JULY 2011)
http://smcindiaonline.com/home.aspx


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CERTIFICATE

This is to certify that Deepa Garg, a student of the Maharshi Dayanand

University, Rohtak, has prepared her Training Report entitled Recruitment andSelection at SMC INSURANCE BROKERS PVT. LTD. under my guidance.

She has fulfilled all requirements leading to award of the degree of MBA

(Industry Integrated). This report is the record of bonafide training undertaken

by her and no part of it has been submitted to any other University or

Educational Institution for award of any other degree/ diploma/fellowship or

similar titles or prizes.

I wish her all success in life.

Neeru Choudhary

Asstt. Prof. Management

MBA (HR)


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STUDENTS DECLARATION

I hereby declare that the Training Report conducted at

SMC INSURANCE BROKERS PVT. LTD, Pratap Nagar, New Delhi

Under the guidance of

Ms. Neeru Choudhary

Submitted in Partial fulfilment of the requirements for the Degree of

MASTER OF BUSINESS ADMINISTRATION

(Industry Integrated)

To

MAHARSHI DAYANAND UNIVERSITY, ROHTAK

Is my original work and the same has not been submitted for the award of any

other Degree/diploma/ fellowship or other similar titles or prizes.

Place: Delhi Students signatureDate: NAME- DEEPA GARG

REGN NO.-1073901261

ROLL NO.-1090210009


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ACKNOWLEDGEMENT

On completing this report, it is my pleasure to thanks all those who have helped

me during the course of the project.

I humbly convey my sincere gratitude to SMC Insurance brokers Pvt. Ltd who

gave me the opportunity to get training under their direction and guidance

without which the project would not have been possible.

I am extremely thankful and indebted to my internal guide Mrs. SONIA

DALAL of SMC India, New Delhi, who extended their whole-hearted co-

operation, their valuable insight and advice from time to time. I owe my sincere

thanks to them for last minute indispensible contribution and patience during

the reviewing of the report again and again without this project would not have

been completed.

In no small measure, I would like express my gratitude to(Ms Sheelu Sharma)

Honourable Dean & Head of Department of DIHE giving me the opportunity to

work with the SMC India Pvt. Ltd.

to place a word of thanks for Ms. NEERU and all other SMC India staff

members, Personnel division who directly or indirectly helped me in successful

completion of the project.


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CONTENTS

1.

INTORODUCTION

1.1 General introduction about the sector

1.2 INDUSTRY PROFILE

Origin and development of the industry

Growth and present status of the industry

Future of the industry

2. PROFILE OF THE ORGANIZATION

2.1 origin of the organization

2.2 growth and development of the organization

2.3 present status of the organization

2.4 functional departments of the organization

2.5 organization structure and organization chart

2.6 product and service profile of the

organization/competitors

2.7 market profile of the organization

3. DISCUSSIONS ON TRAINING

3.1 students work profile(roles and responsibilities), tools

and techniques used.

3.2 key learning


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4. STUDY AND SELECTED RESEARCH PROBLEM

4.1 statement of research problem

4.2 statement of research objectives

4.3 research design and methodology

5. ANALYSIS

5.1 analysis of data

5.2 summary of findings

6. SUMMARY AND CONCLUSIONS

6.1 summary of learning experience

6.2 conclusions and recommendations

7. REFERENCES


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CHAPTER-1 INTRODUCTION

INTRODUCTION TO THE INSURANCE INDUSTRY

Insurance is a contract in which sum of money is paid to the assured in

consideration of insurers incurring risk of paying a large sum upon a given

contingency.

--- Justice

Tindall

Insurance is a contract by which one party for a compensation called in

the premium assumes particular risks of the other party and promises to pay to

him or his nominee a certain sum of money on a specified contingency.

---

E.W.Fitterson

Insurance may be described as social device whereby a large group of

individuals,

Through a system of equitable contribution, may reduce certain measurable risk

of economic

loss common to all members of the group.

---

Encyclopedia Britannica

History and Origin

The origin of insurance is very old .The time when we were not even

born; man has sought some sort of protection from the unpredictable calamities

of the nature. The basic urge in man to secure himself against any form of risk

and uncertainty led to the origin of insurance. The insurance came to India from

UK; with the establishment of the Oriental Life Insurance Corporation in 1818

The Indian life insurance company act 1912 was the first statutory body thatstarted to regulate the life insurance business in India. By 1956 about 154


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Indian, 16 foreign and 75 provident firms were been established in India. Then

the centralgovernment took over these companies and as a result the LIC was

formed. Since then LIC has worked towards spreading life insurance and

building a wide network across the length and the breath of the country. Afterthe liberalization the entrance of foreign players has added to the competition in

the market.

The General insurance business in India, on the other hand, can trace its roots to

the Triton Insurance Company Ltd., the first general insurance company

established in the year 1850 in Calcutta by the British. In 1957 General

Insurance Council, a wing of the Insurance Association of India, frames a code

of conduct for ensuring fair conduct and sound business practices. In 1972 The

General Insurance Business (Nationalization) Act, 1972 nationalized the general

insurance business in India with effect from 1st January 1973.

It was after this that 107 insurers amalgamated and grouped into four

companies viz. the National Insurance Company Ltd., the New India Assurance

Company Ltd., the Oriental Insurance Company Ltd. and the United India

Insurance Company Ltd. GIC incorporated as a company.

Present Scenario

The government of India liberalized the insurance sector in March 2000

with the passage of the Insurance Regulatory and Development Authority

(IRDA) bill. Policies come under the purview of the government appointedTariff Agency Committee. The opening up of the sector is likely to lead to

greater spread and deepening of insurance in India and this may also

restructuring and revitalizing of the public sector companies. A host of private

insurance companies operating in both life and non life segments have started

selling their insurance policies since 2001.

Presently there are 12 general insurance companies with 4 public sector

companies and 8 private insurers. Although the public sector companies still


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dominate the generalinsurance business, the private insurance companies have

a 10 percent share of the market, up from 4 percent in 2001.

INTRODUCTION TO INSURANCE BROKERAGE

A broker is an individual or firm employed by others to plan and organize sales

or negotiate contracts for a commission.

A broker's function is to arrange contracts for property in which he or she has

no personal interest, possession, or concern. The broker is an intermediary ornegotiator in the contracting of any type of bargain, acting as an agent for

parties who wish to buy or sell stocks, bonds, real or Personal Property,

commodities, or services. Rules applicable to agency are generally relevant to

most transactions involving brokers. The client is considered the principal and

the broker acts as the client's agent. An agent's powers generally extend beyond

those of a broker. A distinguishing feature between an agent and a broker is that

a broker acts as a middleperson. When a broker arranges a sale, he or she is an

agent of both parties.

An insurance broker is an independent agent who represents the buyer, rather

than the insurance company, and tries to find the buyer the best policy by

comparison shopping.

An insurance broker is not committed to any particular insurance company and

therefore can compare and contrast the different policies, coverage and

premiums from a wide range of companies. The broker will do the shopping

around for you


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To run a brokerage firm one has to get registered with Insurance Regulatory and

Development Authority (IRDA). As PER the IRDA website a total 0f 299

brokerage firms are listed in India.

The various players in Insurance brokerage in our country are India Infoline,Unicon, SMC, HSBC Insurance broking, Marsh India broking Ltd., Bajaj

Capital Insurance broking Ltd., Mahindra Insurance Broking, Karvy Insurance

Broking, Religare Insurance broking and Reliance retail insurance broking etc.

There is also an association called Insurance Brokers Association of India

(IBAI) was formed on 25th

July 2001 with the main objective to promote

interaction among the Insurance/Re-insurance Broker members and to

encourage, promote, facilitate and protect the interests of the members of IBAI

and to provide an avenue to the members for further education, training and

research in all fields of insurance and re-insurance and represent the interests of

Brokers with other organizations. Currently 244 members are listed under this

association.


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CHAPTER-2 COMPANY PROFILE

SMC Group, a leading financial services provider in India is a vertically

integrated investment solutions company, with a pan-India presence. Over the

Years, SMC has expanded its domestic as well as international operations.

Existing network includes regional offices at Mumbai, Kolkata, Chennai,Bangalore, Cochin, Ahmedabad, Jaipur and Hyderabad plus a growing network

of more than 2000 offices across over 425 cities/towns in India. The company

has expanded internationally, and has established office in Dubai.

SMC has entered into a 50:50 joint venture with Sanlam Group, one of the

largest listed financial services group in South Africa for setting up wealth

Management and Asset Management business in India, Sanlam is operating in

over 30 countries globally including UK, USA, Switzerland, Luxembourg,

Dublin, Australia and others.

SMC Capitals is the SEBI registered Merchant Banking division of SMC group.

SMC Insurance is one of the leading Insurance brokers for both Life and

General insurance needs of both individuals as well as corporate clients.

Companys Vision

To be a global major in providing complete investment solutions, with relentlessfocus on investor care, through superior efficiency and complete transparency.

Core Values

Ethical deals: Honesty is the only policy.


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Experience and trust: Over 20 years of experience has made SMC earn the trust

of more than 5, 75,000 Investors.

Expertise: Know-how and skills to provide investors an edge.

Personalised Solutions: Every investor is unique. Every solution is unique.

Products and Services

1. Broking

Equities, Derivatives, Currency, Commodities, Online Trading,

Commodities trading

in international market through DGCX

2. Investment Banking

IPOs, Follow on offers, M andA, Private equity, Debt syndication, ESOP,

valuation, etc.

3. Distribution of Financial Products

Insurance broking for life and Non-Life products, Distribution of IPOs

and Mutual

Funds (with web based capabilities) Mobilization of company fixed

deposits and non

convertible debentures, Distribution of bond products- Capital gain/taxsaving bonds,

Govt. of India 8% taxable bonds, etc.

4. Depository and Clearing Services

Depository Services for shares and commodities, Clearing Services in

NSE (F and

O, Currency), BSE (FandO, Currency) MCX (Commodities, Currency)

and DGCX.


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5. Wealth Management

Wealth Advisory and Arbitrage Management for HNIs and Corporate

6. NRI and Institutional Desk

Dedicated team for NRI and Institutional Desk

7. Research

Research support to clients through intraday SMS and E-mails, Weekly

research

magazineWise Moneycovering wide range of asset classes and Wise

Fund Focus

a monthly magazine on mutual funds, Regular investor education

programme

8. Margin Funding

Expertise in Financial short term loan facility to buy securities fromCapital market

9. Insurance Brokerage

For Both Life and General Insurance.

SMC offers risk management services and a complete range of insurance

solutions through

its subsidiary company SMC Insurance Brokers Pvt. Ltd. The company holds a

Direct

Insurance Broker's license from Insurance Regulatory and Development

Authority (IRDA)

and provides a wide array of Life Insurance and General Insurance productsunder


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professional guidance of experts in the field. SMC provides customized

solutions to

individual clients, small and medium enterprises as well as to the leading

corporate houses

and institutions across the country. Our philosophy We believe that "a

transaction is for a

moment but a relationship is forever". Hence we give all transactions equal

importance

and strive to offer our esteemed clientele an unmatched service. Our edge

Pan India presence with own branches in over 48 locations and 2000+

offices of group companies

3000+ strong team of employees

1,00,000+ customers

1500+ man years of General Insurance experience

Robust IT Infrastructure with over 1 lakh Sq. ft. office space

Widest possible product range

A team of passionate professionals with strong Domain knowledge and

expertise

Flexibility to choose product of any insurance company

Quality of services

Customized solutions

Value addition for customers

Comprehensive Risk Portfolio Management including identification,

measurement, assessment and handling of the risk, of which insurance is

an integral part.

Designing of customized and qualitative insurance programmeOffer of choices while recommending suitable insurance policies


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Assistance in deciding sum insured to avoid under-insuranceDue to our volume of business, knowledge of market and expertise, we

are able to obtain the best possible premium rates.

Selection of Policy wording and clauses where choice is available

Assistance in processing of claims to obtain fair and prompt settlement

from Insurance Companies

Extensive rapport and liaison with insurance companies

Outsourcing of major part of insurance function


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Recruitment @ SMC Insurance

SMC Insurance division employs more than 5000 employees

and currently is in the state of expansion. The branch at which this project was

carried out had around 750 employees working there.

There are two basic categories of insurance:

Life Insurance

General Insurance

SMC insurance deals in both the categories and is the service provider to

various players like Max Newyork Life insurance, Tata AIG, ICICI Prudential,

ICICI Lombard, Reliance, Bharti Future, Birla Sunlife Insurance etc.

Now this task is done through three different business verticals:

Customer Interaction Department

Direct Sales

Marketing Associates

There is not much difference in the hierarchy of the marketing associates

department and direct sales department but the Customer Interaction department

differs significantly than other two in terms of hierarchy and functioning.

Basically the major chunk of recruitment in this branch is done for the

Customer Interaction Department for the particular branch itself. Other than that

various other profiles are also taken care of such as Zonal Head, Cluster

Manager Area Manager, Senior Sales Manager, Sales Manager, Relationship

Manager etc for PAN India Locations such as Mumbai, Pune, Guragaon etc.

To have a better understanding about the Customer Interaction Department few

facts about it are given below:


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\LEAD HANDLING IN TELE MARKETING

GROUP

LEADER

SLOTTER

SALESMAN

MAKE CALLS AND SEND IT

TO THE GROUP LEADER

FOR VERIFICATION

HE VERIFIES THE CALL

AND SENDS IT TO THE

SLOTTER

HE SELECTS THE

SALESMAN ACCORDING

TO THE CALL AND THE

CUSTOMER

FINALLY SELLS THE

SERVICE.

TELECALLERS


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Sources Of Recruitment @ Smc Insurace:

Job Portals: Naukri.com and Monster.com These are the two job portals

which are used extensively by the Recruitment department at SMC Insurance.

Different jobs are posted though the Job Posting feature of the job Portals and

resumes are received. Otherwise keeping the job description in mind resumes

are searched using different keywords and then on the selected resumes callingis done.

Employee Referral Programmes: As the customer interaction department

demands bulk hiring various employee referral programmes are launched in the

company in which employees whose references are selected are given a certain

amount of money at a certain time interval. Under this initiative various special

schemes are being launched such as Referral week or Refer whom youprefer etc.

Consultants: The process is also outsourced to various consultants at PAN

India locations with different rates, depending upon the region for which the

service is taken and the respective job profile. Presently they are taking services

from many consultants to name a few Shomuk consultancy services, Aithents

Services, V serve, Pearl Consultancy Services, GRD InfoTech etc.

For senior profiles the commission is usually on the percentage basis i.e. a fixed

percentage of the CTC offered to the selected candidate, whereas for entry level

profiles especially those of customer interaction department it is on fixed

amount payment terms.

For senior profiles the applicants are sent to the respective office directly but for

bulk hiring sometimes applicants are sent to the office and sometimes HR


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executive and a person from sales are sent to the consultancy itself to speed up

the process.

Newspaper Advertisements: Attractive advertisements are given in

various newspapers for example Times of India (TOI) at regular intervals

depending upon the requirement of the company.

Institutes, Small Placement Agencies and NGOs: For the tele-calling

profiles different English speaking coaching institutes, call centre training

institutes and small sized placement agencies are also targeted. The advantage

of these tie-ups is that they work for the company free of cost or on very low

commission basis.

Various NGOs running for women or the needy are also contacted and this waycompany along with fulfilling their own requirement does something for the

society as well.

Self Sourcing: Anyone who works in the Recruitment department can rope in

candidates through personal contacts or resources. Any such resource is termed

as Self Sourcing.

Walk-In: A lot of job applicants come to know about the job from the people

who presently do not work in the company or because they live in the nearby

area of respective offices, or for that matter any candidate whose source cannot

be traced are kept under the category of Walk-In.


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CHAPTER 3: DISCUSSIONS ON TRAINING

WORK DONE AT SMC:

Line Up Of Candidates:Lining up of candidates was a multistep process:

Firstly the confirmations regarding the number of positions, job

responsibilities, salary and timings etc are to be made from the respective

requisition owners.

After the confirmations are made relevant resumes are searched / jobs are

posted/ or the requirement is to be intimidated to the consultant.

When resumes are selected, the calls are made to those applicants and

they are convinced and an interest is aroused in them for the respective

job. Finally, those who show interest are lined up for the interviews. If therequirement is outsourced to the consultant then a lot of coordination

work is done.

Interviews:To coordinate and also conduct the interviews.

Firstly it was observed how interviews are taken by the respective HR

manager and what are those KSAs which are sought for the respective

profiles.

After that an in-depth study of the job descriptions of few profiles such as

Tele Marketing Executives (TME), Group Leader (GL) and Team Leader

(TL) was done.

Then for a week interviews were taken.


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For further improvement Expert Interviews were taken those of the salesmanagers and trainers in the sales department and also of Quality Control

experts to understand the minute details of their requirements.

Also at regular intervals a feedback was also taken from the sales people

that why a particular candidate was selected or rejected so that the

wastage of time and resources could be minimized in future.

As a result after two weeks the percentage of candidates selected in the

second round out of those who were shortlisted in the HR round reached

up to 90 percent.

Once candidates were selected they were informed about the salary

packages and in a number of cases a lot of convincing was done to

convert them with the salary offered by the company. Also they were told

about all the various documents they were supposed to bring on the

joining day and in addition to this one day before the joining dates the

confirmation calls used to be made to all the selected employees of that

batch to remind them about the timings and the documents.

There were visits made to different consultancies along with a sales

manager to coordinate and conduct interviews for bulk hiring. The

biggest advantage of this method was that it was time saving.

Maintaining Database: A database file named Master MIS was

maintained under which there were various sheets such as Recruitment

Tracker and Training Status etc in which the data was entered on the daily

basis to keep the records of the candidates interviewed, selected, rejected,

source of the candidate that whether he/she had come through a consultancy or

employee reference etc, interview date, joining date, contact no., training status

that whether they qualified training or not, etc.


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Uses of this Database:

Firstly a record of each and every activity of the recruitment department

was at hand for any kind of reference.

It also helped in showing that how much targets are being achieved by the

recruitment department.

It became the source to make the monthly reports which are to be sent to

the directors of the company that in a particular month :

How many candidates were interviewed? What is the selection- rejection ratio? How many out of selected joined the training? How many out of those qualified the training and joined the

floor?

How many out of those left the job in first one week?To analyse the sourcing mix i.e. how much recruitment is done from

which source out of consultants, employee referral schemes, job portals,

walk in etc.

To determine the Return On Investment (ROI) of different sources such

as advertisements or referral programmes which in turn helped in finding

out which ways are more cost effective and what should be the optimum

Sourcing Mix.

To make the list of payments this included the amount and the due date to

different consultants and employees under referral schemes.

It was also used to make everyday report which is to be sent to the

directors stating the number of selections of that particular day and their

source as well. Along with this everyday attrition from floor was also

reported.

Note: The task of maintaining such a database was huge and it could only be

made possible with the help from various departments such as Sales and

Training etc. The sample of the database and all the various reports can be seenin the Annexure.


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Formalizing Structure:To provide formal structures for various things

formats were made and revised for the following

News paper advertisement

Interview Assessment Sheets for various profiles.

Manpower Requisition Form

Proposal to be sent to consultants, placement agencies etc.

Attendance sheet for the training batches.

Mapping of Institutes and Small placement Agencies:In NCR region

there are thousands of English speaking coaching institutes, Call centre training

agencies and small level placement agencies.

These coaching institutes and training centres send the candidates for free as for

them it counts as the placement assistance for their own students. Other than

that some of these small sized placement agencies work without any cost to the

company because they charge commission from the candidates and some of

them work on a very low commission as compared to full time consultants.

To map such institutes, training centres and placement agencies, a lot of field

work was done in the areas like Laxmi Nagar, Rohini and Shahadra etc. These

areas were selected on the basis of factors like high density of such institutes

and agencies in these areas, optimum distance from the office and easy

commutation through metro.

As a result of this field work few tie-ups were made and candidates were

received with the help of these tie-ups.


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Learn everything you can, anytime you can, from anyone you can -there will always come a time when you will be grateful you did.

-Sarah Caldwell

(American Impresario)

LEARNINGS:

Use of Job portals: How are the jobs posted, how are the resumes searched,while putting the keywords how to use the competitors name, how to shortlist

the resume and how to make the search more accurate, etc.

Honing the Convincing Skills:At many steps of recruitment, especially

when the recruitment is done for a voice process, a lot of convincing skills are

required, As a lot of calling was done in the pursuit of lining up people, over

time an expertise was developed due to practice and feedback about how to getpeople to first talk to you and then convince them with your proposal.

An important learning was how to strike deals with the consultants, placement

agencies, etc. at your terms and conditions by convincing them.

Interviewing Skills:During interviews-

o How to observe
http://thinkexist.com/quotation/learn-everything-you-can-anytime-you-can-from/391885.htmlhttp://thinkexist.com/quotation/learn-everything-you-can-anytime-you-can-from/391885.htmlhttp://thinkexist.com/quotation/learn-everything-you-can-anytime-you-can-from/391885.htmlhttp://thinkexist.com/quotation/learn-everything-you-can-anytime-you-can-from/391885.html


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o How to probeo How to put the candidate under stresso How to put the candidate at easeo How to guide the candidateo How to give feed-back

Other than the mentioned above there was one more thing which was learnt

during the process i.e. Interview with an open mind and information about all

the various openings.

For example: Many times it had happened that while interviewing anyone it was

realized that the person is not appropriate enough for the profile for which he/

she has applied. If the interviewer just knows about that particular position then

he/she will reject the candidate. Now if the interviewer knows about what are

the other openings and what are KSAs required for those jobs he/she can probe

further to find out more about the candidates profile.

At SMC Insurance other than the constant openings of telesales profile- Tele

Marketing Executive (TME), Group Leader (GL), Team Leader (TL) etc. Few

other openings used to come in voice process such as Customer Care Executive

(CCE), Welcome Caller, so it used to be the job of the interviewer to find out

which candidate is more appropriate for these profiles rather than what he has

applied for.

Communication: How to communicate a message without spoiling the

relations.

A situation, rather a problem, is worth mentioning here. What was happening in

the organization was that the attrition was very high from the customer

interaction department due to which in spite of bulk hiring the recruitment

department did not seem to be completing the targets. Even after

communicating a number of times, the sales department did not bother to

ponder upon this.

So to solve this problem the format of every day report to be sent to the director

regarding the everyday selection was revised. A column was added in it to show

the directors the attrition on the floor. It worked in two ways: it stopped the

underrepresentation of the performance of the recruitment department and

secondly it made the directors intimate to the sales department that attrition

needs to be controlled.


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Relevance of database management: Any kind of analysis can be done if

the relevant data is available. There were many kinds of reports made from the

database.

o Calculation of ROIo Bottlenecks in the recruitment processo Payment Lists, etc.

Significance of Follow Up and Coordination: Though the task identity

of work like follow up and coordination might seem low but it was realized that

they are an integral part of any work system.

Targets can only be achieved in the competitive world by following up. A lot of

efforts put in to build a contact can get wasted if the follow is not substantial

enough.

Coordination Is the key to efficiency, one can be effective with the lack of

coordination but efficiency can never be achieved without coordination.

Importance of Feedback: Feedback is the backbone of improvement

Feedback is a very essential activity. Both giving and receiving of feedback are

equally important.

While working in Recruitment department there were few observations made

which are not directly related to the Recruitment but surely gives a good

exposure in the HR domain.

The concept of Third Party Rolls was observed and understood. In a third partyroll system the employees are on the rolls of some other party. They just work


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in the premises of the company and mark their attendance. This attendance is

sent to the third party and the salary is processed by them.

Companies are in this practice because it saves a lot of work and the company is

also free from any kind of legal bindings related to those employees. This is avery common practice in BPO sector.

Another practice which was observed was the outsourcing of work within the

organization. SMC Insurance has a department called Insurance Support which

does the following activities related to HR:

Request forward to HR by Insurance Support:

Offer letter request forward to HR after getting the approval from Head of

Department (HOD).

Letter Of Intent (LOI)request forward to HR.

Employee Code request forward to HR.

Email Id/Password reset request forward to HR.

Appointment letter forward to HR.Id Cards forms given to HR.

Dispatch and Forward:

Offer letters/LOIs/Appointment letter received by HR and same

dispatched by Insurance Support.

Employee codes and Email ids forward to branch coordinators by

Insurance Support.

Id Cards dispatched by Insurance Support.Receiving of Offer letter/LOIs/Appointment letter received by Branches

and same forward to HR.

Salary Cheques/Incentive Cheques/Arrear Cheques received by HR and

same dispatched by Insurance Support.

Joining Kit handover to HR by Insurance Support:

Joining kits received by the branches and handover to HR after checking.

Pendency in joining kit cleared by Insurance Support.


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Modification and correction request in joining details forward to HR aftergetting approval on the same.

Bank Account Updation:

Bank account Updation details forward to HR.

Monthly Attendance:

Attendance sheet forward to HR.

Receiving of Salary cheques received by branches and same forward to

HR.

Full and Final Settlement request forward to HR by Insurance Support:

Employee Clearance Forms (ECFs) handed over to HR.

Exit Employees Id Cards hand over to HR.

Full and Final settlement cheques dispatched by Insurance Support.


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CHAPTER 4:STUDY OF SELECTED RESEARCH

PROBLEM

PURPOSE

The basic purpose was to make the recruitment department more efficient and

more effective.

OBJECTIVES

To understand and work in the Recruitment department of SMC

Insurance.

To provide formalized structure to various activities in the Recruitmentdepartment.

To maintain the database for analysing the effectiveness of current

Recruitment strategy.

To map some institutes and small sized placement agencies for the

development of cost effective source of recruitment.

Research Methodology


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Projects research methodology is concerned about primary as well as

secondary data, and the details of the data are as follows: -

The research methodology adopted for the present study will consist of the

following

Steps:-

- Data collection- The questionnaire- Sample size- Survey Method- Technique of analysis

Data Collection

For the purpose of this study, a combination of secondary and primary data has

been used.

Primary Data Source:

The primary data collected through:

Cold Calling

References

Database Job-adds in job portals Walk-ins


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Secondary Data Source:

Internet

Sampling

Sampling is the process of selecting units (e.g., people, organizations) from a

population of interest so that by studying the sample we may fairly generalize

our results back to the population from which they were chosen.

Sample Size of Primary Data: 20

Type of Sampling : Simple Random Sampling

Area of Sampling : Delhi (CPM India Office)

Research Design

A Research Design is the specification of methods and procedure for acquiring

the formulation needed. If it is a good design, it will ensure that the information

obtained is relevant to the research questions and that it was collected byobjective and economical procedures.


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Types of Researches

Exploratory Research Constructive Research Empirical Research Descriptive Research Conceptual Research Quantitative Research

This research is an Exploratory and Descriptive Research. Exploratory research

is concerned with analyzing primary as well as secondary data. This research

involves getting the questionnaire filled with the individuals and then analyzing

them. It also involves supplementing the results from web sources.


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CHAPTER 5 : Data Analysis

1)What according to you Recruitment is: Positive process Negative process

Interpretation:- Recruitment is considered to b a positive process bymost of the employees. More than one third of the total respondents

consider it as a positive process.

Positive 76%

Negative 24%


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2) The most efficient source of Recruitment.

Job hunting Employee reference Job portal Consultant manpower

Interpretation: The employees consider the efficient and best suited source

of recruitment is to be the Consultant Manpower, after this the next most voted

source is to be the internal reference from existing employees.

The most efficient source

of recruitment

Job hunting 8%

Employee Referance 27%

Job Portal 25%

Consultant Manpower

40%


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3)Satisfy with the turnover of the candidate on the date ofinterview.

Highly satisfied Satisfied Somewhat satisfy Strongly dissatisfied

Interpretation:- The turnover of candidates on the date of interview is always

been at the satisfactory side, as nearly 70% of responses are in favour of it,

which is a very strong ratio to show the satisfaction level of the employees with

this.

Highly Satisfied 20%

Satisfied 30%

Some What Satisfied 40%

Strongly Dissatisfied 10%


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4)Time taken while Recruitment 1 to 7 days 7 to 15 days 15 to 30 days

More than 30 days

Interpretation: The recruitment process normally took only 1-7 days in all,

which is even more preferable, but in some cases it may extend to even more

than 30 days.

1-7days 57%

7-15days 22%

15-30days 11%

More than 30 days 10%


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5)What source of recruitment is relied upon when immediaterequirement arises?

Internal External

Interpretation: Maximum number of companies thinks that internal source

of recruitment is relied upon at the time of urgency. The respondents results

shows that Internal sources of recruitment are always preferred in most of the

companies.

Internal 90%

External 10%


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6)The ESI forms are pending from. 0 to 7 days 7 to 15 days 15 to 30 days More than 30 days

Interpretation: The ESI forms are considered to be pending for 0-7 days by

almost half of the respondents, and remaining forms are being processed only

within next 30 days time period.

0-7days 50%

7-15days15-30days 33%

more than 30days 17%


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7)I am paid fairly for my job Highly satisfactory Agree Somewhat agree Disagree

Interpretation: The respondents shows a strong side of satisfaction with the

salary or remuneration they are paid by the company for their services, more

than 80% of respondents are satisfied with what they receive.

Highly Satisfactory 28%

Agree 52%

Some What Agree 7%

Disagree 13%


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8)Which of the following constitutes panel for employmentinterviews in SMC?

HR Department

Department heads Departmental Heads Departmental heads + HRD Department HR Department + CEO

Interpretation: It shows a mixed response from the employees, but stillhighest no. of employees likes to see Departmental heads in the interview panel.

HR department 17%

Department Heads 13%

Departmental heads 33%

Departmental Heads+

HRD 17%

HR department CEO 10%


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9)What is various methods adopted by CPM India for thepurpose of Recruitment?

Advertisement

Employment exchanges Campus on recruitment Recruitment consultants Any other, please specify

Interpretation: The company has a balanced method of selection as it

includes different ways and all are considered to be almost equally satisfactory

for the employees.

Advertisement 25%

Employement Exchange

15%

Campus on recruitment

28%

Recruitmet Consultant

22%

Any other 10%


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FINDINGS

1. Expense on InterviewPanel expenses

Rejectionlowering reputation

Calling expenses

Time expenses

Reimbursement expenses

Stationary expenses

Hidden expenses

2. Employer needs to take care of candidatesTea/coffee arrangements

Water for drinking

Sitting arrangements

Giving them right information

Taking care of time of candidates

3) No or minimum advertisement


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CHAPTER 6: RECOMMENDATIONS

1. Interview conductPlace advertisement in newspaper.

Get Resumes/CVs through whatever means

2. Due care should be taken for candidatesHospitality arrangements like proper room for sitting.

Inform exact time of his/her interview.

Ensure for comfort & privacy.

3. Create winning impression even on those who are not selected.4. Build and manage your candidate pool as a precious resource.5. Various MBA institutes should be targeted to get people

with good marketing as well as interpersonal skills.

6. Organization should form a grievance cell which should makeemployees feel at ease to make use of it. Timely grievance of

employees should be done by management.

7. Pay packages should be improved.

8. The organization ensures that the orientation program is carried outwith new employees on their first day, where possible or, alternatively,

in the first week.


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APPENDICES


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INTERVIEW ASSESSMENT SHEET (FOR TL and GL)

NAME : CURRENT ORGANISATION:

AGE(Yrs) : DATE :

POST APPLIED FOR: REFERRED BY :

FOR OFFICE USE ONLY

S No. PARAMETER ROUND HR ROUND 2 (DEPT.)

(SCALE 1 TO 5) INTERVIEWED BY INTERVIEWD BY

1 Communication

Skills

2 Personality

3 Leadership skills

4 Attitude

5 Subject Knowledge

6 Relevant Experience

7 IQ Level8 Analytical skills

9 Stress handling

Ability

10 Cultural Fitment

Total

Signature of the

interviewer

(Minimum 50% criteria for selection)

FOR HR USE ONLY

RESULT

DATE OF JOINING

SALARY

OFFERED

DESIGNATION

OFFERED

DEPARTMENT

HEAD


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HR Signature Sales Signature

INTERVIEW ASSESSMENT SHEET(FOR TME)

NAME : CURRENT ORGANISATION:

AGE(Yrs) : DATE :

POST APPLIED: REFERRED BY :

FOR OFFICE USE ONLY

S No. PARAMETER ROUND HR ROUND 2 (DEPT.)

(SCALE 1 TO 5) INTERVIEWED BY INTERVIEWD BY

1 Communication

Skills

2 Voice clarity

3 Confidence/Energy

4 Attitude

5 Education

6 Product Knowledge

7 Relevant experience8 Selling skills

9 Stress handling

Ability

10 Cultural Fitment

Total

Signature of the

interviewer

(Minimum 50% criteria for selection)

FOR HR USE ONLY

RESULT

DATE OF JOINING

SALARY

OFFERED

DESIGNATION

OFFERED

DEPARTMENT

HEAD


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HR Signature Sales Signature

PROPOSAL TO BE SENT TO CONSULTANTS/PLACEMENT AGENCIES

SMC Insurance Brokerage Pvt.Ltd

Pratap Nagar, Parsavnath Mall Metro Mall, New Delhi.

Phone:011-66222266

Website:www.smcindiaonline.com


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JOB DESCRIPTION

Job Title: Telemarketing Executive / Sr. Telemarketing Executive

Eligibility: 10+2 / Graduates (Freshers may also apply)

Location: Delhi (Pratap Nagar) (Near Pratap nagar Metro station)

Experience: 6 Months and above experience in Tele sales

Timing : 10 am to 7 pm

JOB DESCRIPTION-

1. Should be confident, aggressive.

2. Should have flair for sales and marketing.

3. Should be very convincing with positive attitude.

4. Eager to take challenge.

SALARY

Fixed Salary - (60007500) + leave encashment + TA + meal + Incentives.

Skill Set: Incumbent should have good communication skill, No Stammering, MTI or

any voice related issue, should be patient and confident at the same time.

CONTACT PERSON: Sonia Dalal

PHONE NO. : 011-66377777

Unlimited job opportunities foraspiring and deserving

candidates


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9311291260

email [email protected]

MONTHLY REPORTS TO BE SENT TO THE DIRECTORS

168

278

Since 5/4/10 till 30-4-10

Total Interviews= 446

Selection

s

Rejected
mailto:[email protected]:[email protected]:[email protected]:[email protected]


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121

47

FROM 5-4-10 TILL 30-4-10

JOINED

TRAINING-121

DID NOT JOIN

TRAINING-47

121

92

9

614

5/4/10 TILL 26/4/10

JOINEDTRAINING-121

HAND OVER-92

DECERTIFIED-9

RTH-6


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FORMAT FOR RECRUITMENT MIS

Name of the

Candidate

Contact Father Name Position

Status-HR Status-OPS Source Source Name

Salary Month Date of Interview Date of Joining

Department Concerned Head Final Status Remarks

121

77

29

92

From 5/4/10 till 30/4/10

JOINED

TRAINING

ATTRITION FROM

FLOOR

ATTRITION FROM

TRAINING

HANDED OVER

TO FLOOR


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FORMAT FOR TRAINING MIS

Trainee Name Contact No. Position Date of Training

Month Trainer Batch No. Certified /

Decertified

DAILY HIRING STATUS

Active

Left

today Selected today Current Proposed

Cons Walkin Portal Ref Batch Batch

6th April 216 0 0 3 0 3 27 6

7th April 213 3 4 0 0 4 24 8

8th April 210 4 2 0 0 4 24 69th April 207 3 6 0 0 1 19 7

10th

April 204 3 1 0 0 1

Batch Handover-

18 2


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Manpower Requisition Form (MRF)

General Information

Requisition Owner: Date of Requisition: _______________

Designation: Department: _____________________

Location: _____________________

Nature of Requirement New Budget / Replacement ________________

Fresher / Experienced / MT_________________

Position Information

Job Title: No of Positions:

Salary Range:Educational

Qualification:

ExperienceRange:

Job Description:

Location:

Any SpecificProfessional

Qualification :

Remarks(If Any)

Primary Recruiting Contact (All applications / resumes will be forwarded to this person)

Name: Contact Details: ______________________

* Only completed MRF form with required approval will be considered for further

perusal.

Thanks & Regards

Human Resources


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ROI ON NEWPAPAER ADVERTISMENT

Cost of advertisement=12000(tied up with third party i.e. shoumuk).

No. of candidates hired through advertisement= 35

Per candidate cost = 12000/35

= 340(approx)

As compared to Consultant & Reference schemes in whichPer candidate cost = 1500

Thus we have saved = (1500-350)*35

= 40000(approx)

In addition High Candidate turnover give boost to friends and familyreferences.

Brand Awareness is increased.

deepa garg project(1)

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