13-06-2013, 04:53 PM
A PROJECT REPORT ON Recruitment and Selection at AVIVA LIFE INSURANCE
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Executive Summary
The project titled “RECRUITMENT AND SELECTION” Undertaken in AVIVA life insurance.
AVIVA is a UK based insurance group. It has a long history dating back to 1834 and has a joint venture with DABUR groups. Aviva holds a 26 per cent stake in the joint venture and the Dabur group holds the balance 74 per cent share.
It is one of the leading providers of life and pensions products to Europe and has substantial businesses elsewhere around the world.
The project report is about recruitment and selection process that‟s an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization. It gives a organizational structure of the company. It‟s a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career.
INTRODUCTION
Human Resource is a basic need of any work to be done. According to ARTHUR LEWIS:
“There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors”
The project report is all about recruitment and selection process that‟s an important part of any organization.
Recruitment highlights each applicant‟s skills, talents and experience. Their selection involves developing a list of qualified candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate.
It is said if right person is appointed at right place the half work has been done. In this project I have tried to cover all the important point that should be kept in mind while recruitment and selection process and have conducted a research study through a questionnaire that I got it filled with all the sales managers of the AVIVA life insurance Kanpur and tried to find out which methods and various other information related to recruitment and selection and tries to come to a conclusion at what time mostly the manpower planning is don‟t , what the various method used for recruiting the candidates and on what basic the selections is done.
REASERCH METHODOLOGY
In everyday life human being has to face many problems viz. social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out.
Research was carried out at AVIVA LIFE INSURANCE Pvt .Ltd to find out the “Recruitment and selection process”.
COMPANY PROFILE
HISTORY
Aviva is UK‟s largest and the world‟s fifth largest insurance Group. It is one of the leading providers of life and pensions products to Europe and has substantial businesses elsewhere around the world. With a history dating back to 1696, Aviva has a 40 million-customer base worldwide. It has more than £377 billion of assets under management. In India, Aviva has a long history dating back to 1834. At the time of nationalization it was the largest foreign insurer in India in terms of the compensation paid by the Government of India. Aviva was also the first foreign insurance company in India to set
up its representative office in 1995.
In India, Aviva has a joint venture with Dabur, one of India's oldest, and largest Group of companies. A professionally managed company, Dabur is the country's leading producer of traditional health care products.
In accordance with the government regulations Aviva holds a 26 per cent stake in the joint venture and the Dabur group holds the balance 74 per cent share.
DIRECT METHOD
The direct method includes sending of the recruiters to different educational and professional institutions, employees contact with public, and mannered exhibits. One of the widely used methods is sending the recruiters to different colleges and technical schools. This is mainly done with the cooperation of the placement office of the college. Sometimes, firms directly solicit information form the concerned professors about student with an outstanding records.
THRID PARTY
These include the use of commercial or private employment agencies, state agencies, and placement offices of schools colleges and professional associations recruiting firms, management consulting firms, indoctrination seminars for college professors, and friends and relatives.
Private employment agencies are the most widely used sources. They charge a small fee from the applicant. They specialize in specific occupation; general office help, salesmen, technical workers, accountant, computer staff, engineers and executives.
State or public employment agencies are also known as the employment or labour exchanges, are the main agencies for the public employment. Employers inform them of their personnel requirement, while job seekers get information for them about the type of job are referred by the employer.
Schools and colleges offer opportunities for recruiting their student. They operate placement services where complete biodata and other particular of the student are available.
Professional organization or recruiting firms maintain complete information records about employed executive. These firms maintain complete information records about employed executives. These firms are looked upon as the „head hunters‟ , „raiders‟, and „pirates‟ by organization which loose their personnel through their efforts.
CONCLUSION
This presents the summary of the study and survey done in relation to the Recruitment and Selection in AVIVA life insurance. The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there.
The recruitment process at AVIVA life insurance to some extent is not done objectively and therefore lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the company‟s values.
Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company.
Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved.