A PROJECT REPORT
A PROJECT REPORT
ON
ON
AN ANALYSIS OF REC
AN ANALYSIS OF RECRUITMENT & SELECTION
RUITMENT & SELECTION
PROCESS
PROCESS
AT
AT
AVIVA LIFE INSUR
ACKNOWLEDGEMENT
ACKNOWLEDGEMENT
I am deeply indebted to Mr.Ishan taneja
I am deeply indebted to Mr.Ishan taneja for his constant support, guidance and inspiration infor his constant support, guidance and inspiration in completion of the internship program and preparation of this document.
completion of the internship program and preparation of this document.
My sincere thanks to for finding time out of his busy schedule and giving us invaluable suggestions. I My sincere thanks to for finding time out of his busy schedule and giving us invaluable suggestions. I am also grateful to other em
am also grateful to other employee of Aviva Life Insurance for their encouragement ployee of Aviva Life Insurance for their encouragement and help.and help.
I would like to express my sincere gratitude to Aviva Life Insurance for giving me an opportunity I would like to express my sincere gratitude to Aviva Life Insurance for giving me an opportunity to complete my summer internship program in their esteemed organization.
to complete my summer internship program in their esteemed organization.
Last but not the least; I would like to thank my parents and friends for their moral support Last but not the least; I would like to thank my parents and friends for their moral support throughout the project.
Executive Summary
Executive Summary
The project titled “RECRUITMENT AND SELECTION” Undertaken in AV
The project titled “RECRUITMENT AND SELECTION” Undertaken in AV IVA life insurance.IVA life insurance. AVIVA is a UK based insurance group. It has a long history dating back to 1834 and has a joint 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 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.
group holds the balance 74 per cent share.
It is one of the leading providers of life and pensions products to Europe and has It is one of the leading providers of life and pensions products to Europe and has Substantial businesses elsewhere around the world.
Substantial businesses elsewhere around the world. The project report is about recruitment and selection
The project report is about recruitment and selection process that‟s an important part of anyprocess that‟s an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and 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 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
of the organization. It gives a organizational structure of the company. It‟s a methodology incompany. It‟s a methodology in which the particular organization works and how a new candidate could be recruited in such a 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.
way that he/she would be fitted for the right kind of career.
There are two types of factors that affect the Recruitment of candidates for the company There are two types of factors that affect the Recruitment of candidates for the company
The objective of selection decision is to choose the individual who can most successfully The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.
TABLE OF CONTENT
TABLE OF CONTENT
1.INTRODUCTION TO HUMAN RESOU1.INTRODUCTION TO HUMAN RESOURCE………..RCE………..55
2.
2.OBJECTIVE OF STUDY………7OBJECTIVE OF STUDY………7..
3.
3.SCOPE………..8SCOPE………..8
4.
4.INTRODUCTION TO RECRUITMENT AND SELECTION………..09INTRODUCTION TO RECRUITMENT AND SELECTION………..09-30-30
--RECRUITMENT………RECRUITMENT………1010 --FEATURES………FEATURES………1212 --OBJECTIVES………...OBJECTIVES………...13...13 --SELECTION………..SELECTION………..1414 --PROCESS………..PROCESS………..1515 5.COMPANY PROFILE……….17 5.COMPANY PROFILE……….17-30-30 --HISTORY………HISTORY……….18.18 --JOINT JOINT VENTURE………VENTURE………21…………21 --COMPETITORS………COMPETITORS………...22...22 --VISION&VALUES……….VISION&VALUES………..24.24 --PARTNERS………..25PARTNERS………..25 --AVIVA AVIVA GUIDING PRGUIDING PRINCIPLES………INCIPLES………...30...30
6.LITERATURE
6.LITERATUREREVIEW………31REVIEW………31-50-50
--HUMAN RESOURCE HUMAN RESOURCE DEPARTMENT………DEPARTMENT………..………...33...33 --SOURCES SOURCES OF OF RECRUITMENT………RECRUITMENT………35…35 --PROCESS PROCESS OF RECROF RECRUITMENT………UITMENT……….39………….39
7
7.MY JOB PROFILE………54.MY JOB PROFILE………54
8
8.RESEARCH METHODOLOGY……….55.RESEARCH METHODOLOGY……….55-60-60
--RESEARCH RESEARCH DESIGN………DESIGN……….……….5656 --SOURCES SOURCES OF OF DATA………DATA………..57..57 --ANALYSIS AND ANALYSIS AND INTERPERTATION………INTERPERTATION……….……….5858 --DATA DATA ANAYLSIS………ANAYLSIS………..………..6060
9
9.BIBLOGRAPHY……….65.BIBLOGRAPHY……….65
10.ANNEXURE
INTRODUCTION TO
INTRODUCTION TO
HUMAN RESOURCE
HUMAN RESOURCE
INTRODUCTION INTRODUCTION
Human Resource is a basic need of any work to be done. According to
Human Resource is a basic need of any work to be done. According to ARTHURARTHUR LEWIS
LEWIS::
“There are great differences in development between countries which seem to “There are great differences in development between countries which seem to
have roughly equal resources, so it is necessary to enquire into the difference have roughly equal resources, so it is necessary to enquire into the difference
in human behaviors” . in human behaviors” .
The project report is all about recruitment and sele
The project report is all about recruitment and sele ction process that‟s anction process that‟s an important part of anyimportant part of any organization.
organization.
Recruitment highlights each applicant‟s skills, talents and experience. Their
Recruitment highlights each applicant‟s skills, talents and experience. Their selection involvesselection involves developing a list of qualified candidates, defining a selection strategy, identifying qualified developing a list of qualified candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate.
candidate.
It is said if right person is appointed at right place the half work has been done. In this project I 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 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 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 Delhi and tried to find out which
with all the sales managers of the AVIVA life insurance Delhi and tried to find out which
methods and various other information related to recruitment and selection and tries to come to a methods and various other information related to recruitment and selection and tries to come to a conclusion at what time mostly the manpower
conclusion at what time mostly the manpower planning is don‟t , what the vplanning is don‟t , what the various method usedarious method used for recruiting the candidates and on what basic the selections is done.
for recruiting the candidates and on what basic the selections is done. Aviva India has a well-Aviva India has a well-articulated equal opportunity policy, which lays strong emphasis
articulated equal opportunity policy, which lays strong emphasis
on hiring of individuals irrespective of age, race, caste or gender. As a best practice in on hiring of individuals irrespective of age, race, caste or gender. As a best practice in recruitment.
OBJECTIVE
OBJECTIVE
OBJECTIVE OBJECTIVE
1. To study the
1. To study the recruitment and selection procedure followed in AVIVA LIFErecruitment and selection procedure followed in AVIVA LIFE
INSURANCE. INSURANCE.
2:
2: To study the vaTo study the various sources of recrious sources of recruitment followed in Aruitment followed in AVIVA.VIVA.
3.:
3.: To learn what is the process of recruitmTo learn what is the process of recruitment and selection that should be followed.ent and selection that should be followed.
4: To s
SCOPE OF STUDY SCOPE OF STUDY
To recruit and retain the human resource of required quantity and quality.To recruit and retain the human resource of required quantity and quality.
To foresee the impact of technology on work, existing employee and further humanTo foresee the impact of technology on work, existing employee and further human resource requirement.
resource requirement.
To minimize imbalances caused due to non-availability of human resources of right kind,To minimize imbalances caused due to non-availability of human resources of right kind, right number in right time and right place.
right number in right time and right place.
To identify and satisfy individual and group needs.To identify and satisfy individual and group needs.
To provide of facilities and condition of work and creation of favorable for maintaingTo provide of facilities and condition of work and creation of favorable for maintaing stability of employment.
stability of employment.
To create facilities and opportunities for individual or group development.To create facilities and opportunities for individual or group development.
To consider and contribute to minimization of socio economic evil and to improve theTo consider and contribute to minimization of socio economic evil and to improve the welfare of society.
Recruitment of right personnel possing requisition skills, knowledge and competence.Recruitment of right personnel possing requisition skills, knowledge and competence.
INTRODUCTION
INTRODUCTION
OF
OF
RECRUITMENT
RECRUITMENT
AND
AND
SELECTION
SELECTION
RECRUITMENT RECRUITMENT
Recruitment and selection are the most important functions in an organization because with the Recruitment and selection are the most important functions in an organization because with the help of these functions the management selects the best available candidate from a batch of them. help of these functions the management selects the best available candidate from a batch of them. The organizations, in this growing competitive world, need to have the best of the manpower so The organizations, in this growing competitive world, need to have the best of the manpower so as to have an edge over its competitive.
as to have an edge over its competitive.
According to Flippo,
According to Flippo, "Recruitment is the process of searching for prospective employees and "Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization."
stimulating and encouraging them to apply for jobs in an organization."
In the words of Yoder,
In the words of Yoder,"Recruitment is a process to discover the sources of manpower to meet the"Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measured for attracting that requirements of the staffing schedule and to employ effective measured for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force." manpower in adequate numbers to facilitate effective selection of an efficient working force."
The recruitment needs can be classified The recruitment needs can be classified
into- Planned.Planned. Anticipated.Anticipated. Unexpected.Unexpected.
Planned need arise from changes in the organization and retirement policy. These occur due the Planned need arise from changes in the organization and retirement policy. These occur due the expected changes in the organization so the management can make a proper policy for it.
expected changes in the organization so the management can make a proper policy for it.
Anticipated need refer to the movements in personnel which an organization can predict by Anticipated need refer to the movements in personnel which an organization can predict by studying the trends in the internal and external environments.
Resignations, deaths, accidents and illness result in to the unexpected needs. Resignations, deaths, accidents and illness result in to the unexpected needs.
FEATURES: FEATURES:
Recruitment is a process or a series of activities rather than a single event.Recruitment is a process or a series of activities rather than a single event.
It is a linking activity as it brings together the employers and employees.It is a linking activity as it brings together the employers and employees.
It is positive process because in this activity the employers want to have theIt is positive process because in this activity the employers want to have the maximum number of job seekers so as to have a wider scope for choice ultimately maximum number of job seekers so as to have a wider scope for choice ultimately leading in spotting right persons for job.
leading in spotting right persons for job.
It is an important function as it makes it possible to acquire the number and type of It is an important function as it makes it possible to acquire the number and type of persons required for the effective functioning of the organization.
persons required for the effective functioning of the organization.
It is an on going function in all the organizations, but the volume and nature of It is an on going function in all the organizations, but the volume and nature of recruitment varies with the size, nature and environment of the organization.
recruitment varies with the size, nature and environment of the organization.
It is It is a complex a complex process because process because a number a number of of factors affect it --the factors affect it --the nature of nature of thethe job offered, image of the organization
job offered, image of the organization, organizational polici, organizational policies, working conditiones, working conditionss etc.
Objective of recruitment Objective of recruitment
1: To attract with multi dimensional skills and experience that suite the present and future 1: To attract with multi dimensional skills and experience that suite the present and future organization strategies.
organization strategies.
2: To induct outsider with new perspective to lead the
2: To induct outsider with new perspective to lead the compancompany.y.
3: To infuse fresh blood at
3: To infuse fresh blood at all levels of organization.all levels of organization.
4: To develop
4: To develop an organizational culture that attracts competent people to the an organizational culture that attracts competent people to the companycompany..
5: To search or headhunt people whose skill fit the com
5: To search or headhunt people whose skill fit the company’s values.pany’s values.
6: To seek
6: To seek out non-conventional development grounds of talentout non-conventional development grounds of talent
7: To devise
7: To devise methodology for assessing psychologicamethodology for assessing psychological traits.l traits.
8: To search for talent globally not just within the company. 8: To search for talent globally not just within the company.
9: To design entry pay that competes on quality but not on quantum. 9: To design entry pay that competes on quality but not on quantum.
10: To anticipate and find people for position that doesn’t exists yet. 10: To anticipate and find people for position that doesn’t exists yet.
Recruitment represents the first contact that a company makes with potential employees. It is Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals come to know about the company and
through recruitment that many individuals come to know about the company and eventuallyeventually decide whether they wish to work for it.
decide whether they wish to work for it.
The recruitment process should inform qualified individuals about the
The recruitment process should inform qualified individuals about the job so that applicant canjob so that applicant can make comparison with their qualification and interest.
SELECTION SELECTION
Selection is the process of choosing the best candidate out of the all the applicants. In this Selection is the process of choosing the best candidate out of the all the applicants. In this process,
process, relevant information relevant information about the about the applicants is applicants is collected through collected through a sa series of eries of steps ssteps so as o as toto evaluate their suitability for the job to be filled.
evaluate their suitability for the job to be filled.
It is the process of matching the qualifications with those required for the job so that the It is the process of matching the qualifications with those required for the job so that the candidate can be entrusted with the task that matches with his credibility.
candidate can be entrusted with the task that matches with his credibility.
It is a process of weeding out unsuitable candidates and finally identifying the most suitable It is a process of weeding out unsuitable candidates and finally identifying the most suitable candidates.
candidates.
This process divides the candidates into two categories-the suitable ones and the unsuitable ones. This process divides the candidates into two categories-the suitable ones and the unsuitable ones. The suitable people prove to be the asset for the organization. Selection is a negative process The suitable people prove to be the asset for the organization. Selection is a negative process because in this process the management tries to minimize the number of people at each step so because in this process the management tries to minimize the number of people at each step so that the final decision can be in the light of all the factors and at the end of it best candidate is that the final decision can be in the light of all the factors and at the end of it best candidate is selected. Selected candidate the has to pass through the following
selected. Selected candidate the has to pass through the following
stages-
Preliminary Interview.Preliminary Interview.
Application Form.Application Form.
Selection Test.Selection Test.
Selection Interview.Selection Interview.
Physical Examination.Physical Examination.
Reference Check.Reference Check.
Employment.Employment.
PROCESS PROCESS
Preliminary Interview
Preliminary Interview is the initial screening done to weed out the undesirable candidates.is the initial screening done to weed out the undesirable candidates. This is mainly a sorting process in which the prospective candidates are given the necessary This is mainly a sorting process in which the prospective candidates are given the necessary information about the nature of the job and the organization. Necessary information about the information about the nature of the job and the organization. Necessary information about the candidate is also taken. If the candidate is found suitable then he is selected for further
candidate is also taken. If the candidate is found suitable then he is selected for further screening else he is dropped. This stage saves the time and effort of both the company and screening else he is dropped. This stage saves the time and effort of both the company and the candidate. It avoids unnecessary waiting for the candidate and waste of money for further the candidate. It avoids unnecessary waiting for the candidate and waste of money for further processing of an unsuitable candidate.
processing of an unsuitable candidate.
Application Form
Application Formis a traditional and widely used device for collecting information fromis a traditional and widely used device for collecting information from candidates. This form asks the candidates to fill up the necessary information regarding their candidates. This form asks the candidates to fill up the necessary information regarding their basic information like name, address, references, date of birth, marital status, educational basic information like name, address, references, date of birth, marital status, educational qualifications, experience, salary structure in previous organization and other such
qualifications, experience, salary structure in previous organization and other such
information. This form is of great help because the scrutiny of this form helps to weed out information. This form is of great help because the scrutiny of this form helps to weed out candidate who are lacking in education, experience or any other criterion provided by the candidate who are lacking in education, experience or any other criterion provided by the organization. It also helps in formulation of questions, which will be asked in the interview. organization. It also helps in formulation of questions, which will be asked in the interview. These forms can also be stored for future references thus maintaining a databank of the These forms can also be stored for future references thus maintaining a databank of the applicants.
applicants.
Selection Tests
Selection Tests are being increasingly used in employee selection. Tests are sample of someare being increasingly used in employee selection. Tests are sample of some aspect of an individual's attitudes, behavior and performance. It also provides a systematic aspect of an individual's attitudes, behavior and performance. It also provides a systematic basis for comparing two or more persons. The tests help to reduce bias in selection by basis for comparing two or more persons. The tests help to reduce bias in selection by serving as a supplementary screening device. These are also helpful in better matching of serving as a supplementary screening device. These are also helpful in better matching of candidate and the job. These reveal the qualifications, which remain covered in application candidate and the job. These reveal the qualifications, which remain covered in application form and interview.
form and interview.
Selection Interview
It is an essential element of the selection procedure. The information obtained through It is an essential element of the selection procedure. The information obtained through application form and test can be crosschecked in the interview.
application form and test can be crosschecked in the interview.
The applicants who have crossed the above stages have to go through
The applicants who have crossed the above stages have to go through Physical ExaminationPhysical Examination
either by the company's physician or the medical officer approved for the purpose. The main either by the company's physician or the medical officer approved for the purpose. The main aim is to ensure that the candidate is physically fit to perform the job. Those who are found aim is to ensure that the candidate is physically fit to perform the job. Those who are found physically unfit are rejected.
physically unfit are rejected.
The next stage marks of
The next stage marks of checking the referenceschecking the references. The applicant is asked to mention in his. The applicant is asked to mention in his application form the names and addresses of two or three person who know him well. The application form the names and addresses of two or three person who know him well. The organization contacts them by mail or telephone. They are requested to provide their frank organization contacts them by mail or telephone. They are requested to provide their frank opinion about the candidate without incurring any iability. The opinion of the references can opinion about the candidate without incurring any iability. The opinion of the references can be useful in judging the future behavior and performance of a candidate.
be useful in judging the future behavior and performance of a candidate.
The executives of the concerned departments then
The executives of the concerned departments then finally approve finally approvethe candidates short-listedthe candidates short-listed by the human resource department. Employment is offered in the form of an appointment by the human resource department. Employment is offered in the form of an appointment letter mentioning the post, the rank, the salary grade, the date by which the candidate should letter mentioning the post, the rank, the salary grade, the date by which the candidate should join and ot
join and other termher terms and condits and conditions in brieions in brief. Appointmf. Appointment is genent is generally made erally made on a probon a probation of ation of one or two years. After satisfactory performance during this period the candidate is finally one or two years. After satisfactory performance during this period the candidate is finally confirmed in the job on permanent basis or regularized.
confirmed in the job on permanent basis or regularized.
Selection is an important function as no organization can achieve its goals without selecting Selection is an important function as no organization can achieve its goals without selecting right persons for the required job. Faulty selection leads to wastage of time and money and right persons for the required job. Faulty selection leads to wastage of time and money and spoils the environment of an organization. Scientific selection and placement of personnel spoils the environment of an organization. Scientific selection and placement of personnel can go a long way in building up a stable workforce. It helps to reduce absenteeism and can go a long way in building up a stable workforce. It helps to reduce absenteeism and labour turnover. Proper selection is helpful in increasing the efficiency and productivity of labour turnover. Proper selection is helpful in increasing the efficiency and productivity of the enterprise.
COMPANY PROFILE
COMPANY PROFILE
HISTORY HISTORY
Aviva is UK‟s largest and the world’s fi
Aviva is UK‟s largest and the world’s fifth largest insurance Group. It is one of thefth largest insurance Group. It is one of the
Leading providers of life
Leading providers of life and pensions products to Europe and has and pensions products to Europe and has substantial businessessubstantial businesses elsewhere around the world. With a history dating back to 1696, Aviva has a 40 million elsewhere around the world. With a history dating back to 1696, Aviva has a 40 million customer base worldwide. It has more than
customer base worldwide. It has more than £377 billion of £377 billion of assets under management.assets under management.
In India, Aviva has a long history dating back to 1834. At the ti
In India, Aviva has a long history dating back to 1834. At the ti me of nationalization it was theme of nationalization it was the largest foreign insurer in India in terms of the
largest foreign insurer in India in terms of the compensacompensation paid by the Government of India.tion paid by the Government of India. Aviva was also the first foreign insurance company in India to set
Aviva was also the first foreign insurance company in India to set up its representative office inup its representative office in 1995.
1995.
In India, Aviva has a joint venture with Dabur, one of
In India, Aviva has a joint venture with Dabur, one of India's oldest, and largest Group of India's oldest, and largest Group of companies. A professionally managed company
companies. A professionally managed company, Dabur is , Dabur is the country's leading producer of the country's leading producer of traditional health care products.
traditional health care products.
In accordance with the government regulations Aviva holds a 26 per cent stake in the joint 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.
venture and the Dabur group holds the balance 74 per cent share.
With a strong sales force of over 28,000
With a strong sales force of over 28,000 Financial Planning Advisers (FPAs), Aviva has initiatedFinancial Planning Advisers (FPAs), Aviva has initiated an innovative and differentiated sales
an innovative and differentiated sales approach to the business. Through the “Financial Healthapproach to the business. Through the “Financial Health Check” (FHC) Aviva’s sales force has been able to establish its credibility in
Check” (FHC) Aviva’s sales force has been able to establish its credibility in the market. The FHCthe market. The FHC is a free
is a free service administered by the FPAs for a need basedservice administered by the FPAs for a need based analysis of the customer’s longanalysis of the customer’s long-term-term savings and insurance needs. Depending on the life stage and earnings of the customer, the savings and insurance needs. Depending on the life stage and earnings of the customer, the FHC assesses and recommends the right insurance product for them.
FHC assesses and recommends the right insurance product for them.
Aviva pioneered the concept of Bancassurance in India, and has leveraged its global expertise in Aviva pioneered the concept of Bancassurance in India, and has leveraged its global expertise in Bancassuranc
Bancassurance successfully in India. Currently, Aviva has e successfully in India. Currently, Aviva has BancassurBancassurance tie ups ance tie ups with ABN Amrowith ABN Amro Bank, American Express Bank, IndusInd Bank, Centurion Bank of Punjab, The Lakshmi Vilas Bank Bank, American Express Bank, IndusInd Bank, Centurion Bank of Punjab, The Lakshmi Vilas Bank Ltd. and Punjab & Sind
Ltd. and Punjab & Sind Bank, Co-operative Banks in Gujarat, Rajasthan, Jammu & Kashmir,Bank, Co-operative Banks in Gujarat, Rajasthan, Jammu & Kashmir, Bihar, West Bengal, Andhra Pradesh and Maharashtra and regional Banks.
Bihar, West Bengal, Andhra Pradesh and Maharashtra and regional Banks.
When Aviva entered the
When Aviva entered the market, most companies were offering traditional life products.market, most companies were offering traditional life products.
Aviva started by offering the more modern Unit Linked and Unitized with Profit products to the Aviva started by offering the more modern Unit Linked and Unitized with Profit products to the customers, creating a unique differentiation. Aviva’s products have been designed i
customers, creating a unique differentiation. Aviva’s products have been designed i n a mannern a manner to provide customers flexibility, transparency and value for
to provide customers flexibility, transparency and value for money.money.
It has been among the first companies to introduce the more modern Unit Linked It has been among the first companies to introduce the more modern Unit Linked
products in the market. Its products include: whole
products in the market. Its products include: whole life (Lifelong), endowmentlife (Lifelong), endowment (Lifesaver, Easy Life Plus, Lifesaver Plus), child policy (Young Achiever, Save Guard (Lifesaver, Easy Life Plus, Lifesaver Plus), child policy (Young Achiever, Save Guard Junior, Aviva Little Master) single premium (Life Bond and Life Bond Plus), Pension Junior, Aviva Little Master) single premium (Life Bond and Life Bond Plus), Pension
(Pension Plus), Term (Life Shield), fixed term protection plan (Freedom Life Plan) and a Tax (Pension Plus), Term (Life Shield), fixed term protection plan (Freedom Life Plan) and a Tax efficient investment plan with
efficient investment plan with limited premium payment term (LifeBond5)limited premium payment term (LifeBond5). Aviva . Aviva Products areProducts are modern and contemporary unitized products that offer unique customer Benefits
modern and contemporary unitized products that offer unique customer Benefits like flexibilitylike flexibility to choose cover l
to choose cover levels, indexation and partial withdrawals.evels, indexation and partial withdrawals.
Aviva’s
Aviva’s Fund management operation is one of its Fund management operation is one of its key differentiators. Operating from Mumbai,key differentiators. Operating from Mumbai, Aviva has an experienced team of fund managers and the range of fund options includes
Aviva has an experienced team of fund managers and the range of fund options includes
Unitized With-Profits Fund and four Unit Linked funds: - Protector Fund, secure Fund, balanced Unitized With-Profits Fund and four Unit Linked funds: - Protector Fund, secure Fund, balanced Fund and Growth Fund.
Fund and Growth Fund.
Aviva has 176
Aviva has 176 Branches in India (including rural branches) supporting its distribution network.Branches in India (including rural branches) supporting its distribution network. Through its Bancassurance partner locations, Aviva products are available in
Through its Bancassurance partner locations, Aviva products are available in close to 500 townsclose to 500 towns and cities across India.
and cities across India.
Aviva is also keen to
Aviva is also keen to reach out to the underprivileged that have not had access toreach out to the underprivileged that have not had access to Insurance so far. Through its association with Basix
Insurance so far. Through its association with Basix (a micro financial institution) and other(a micro financial institution) and other NGOs, it has been able to re
NGOs, it has been able to reach the weaker sections of the society and provide life insurance toach the weaker sections of the society and provide life insurance to them.
them.
Aviva India
Aviva India wins thewins the ‘Out‘Out-of--of-the box PR idea’the box PR idea’ award at theaward at the India PR & CorporateIndia PR & Corporate
Communications Awards 2012.
Communications Awards 2012.The award recognizes theThe award recognizes the Aviva Great Wall of EducationAviva Great Wall of Educationasas
the most innovative conceptualization and implementation of a PR initiative that enhances brand
the most innovative conceptualization and implementation of a PR initiative that enhances brand
recall.
recall.
Aviva Great Wall of Education
Aviva Great Wall of Education has been recognized yet again for the outstanding work that ithas been recognized yet again for the outstanding work that it
has been doing towards the education of underprivileged children. The
has been doing towards the education of underprivileged children. The BookwallBookwallwon awon a SilverSilver
at Effies 2011
at Effies 2011 (Effective Advertising Awards) where it collected more than 9, 50,000 books(Effective Advertising Awards) where it collected more than 9, 50,000 books
impacting the lives of close to 500,000 children across the country. This is the second
impacting the lives of close to 500,000 children across the country. This is the second
consecutive time that the mega book donation drive has won an Effies- one of the top award
consecutive time that the mega book donation drive has won an Effies- one of the top award
platforms for the advertising community in India and worldwide.
platforms for the advertising community in India and worldwide.
Aviva has been felicitated with the "Bronze Award for Excellence in People Aviva has been felicitated with the "Bronze Award for Excellence in People
Management" by Grow Talent Company Limited and Business world. This honour is
Management" by Grow Talent Company Limited and Business world. This honour is given togiven to Aviva based on the ranks received in top 25
Aviva based on the ranks received in top 25 lists of the Great Place to lists of the Great Place to Work India studiesWork India studies conducted in the last four years.
JOIN VENTURE JOIN VENTURE
Dabur Dabur
Founded in 1884, Dabur is one of
Founded in 1884, Dabur is one of India's oldest and largest groups of companies withIndia's oldest and largest groups of companies with consolidated annual turnover in excess of
consolidated annual turnover in excess of Rs 1,899 crores. A Rs 1,899 crores. A professionally managed comprofessionally managed company,pany, it is
it is the country's leading producer of traditional healthcare products.the country's leading producer of traditional healthcare products.
Aviva Aviva
Aviva is UK‟s largest and the world’s fi
Aviva is UK‟s largest and the world’s fifth largest insurance Group. It is one of the leadingfth largest insurance Group. It is one of the leading providers of life
providers of life and pensions products to Europe and has substantial businesses elsewhereand pensions products to Europe and has substantial businesses elsewhere around the world. With a history dating back to 1696, Aviva has a 40
around the world. With a history dating back to 1696, Aviva has a 40 million customer basemillion customer base worldwide. It has more than £377
Competitors of Aviva life
Competitors of Aviva life insuranceinsurance
1.Life Insurance Corporation of India (LIC)
1.Life Insurance Corporation of India (LIC)
LIC is the largest and is popular with over 2048 branches all over India. LIC still remains the top
LIC is the largest and is popular with over 2048 branches all over India. LIC still remains the top
with new players entering with customized insurance products. It has gained credibility and
with new players entering with customized insurance products. It has gained credibility and
consumers trust that it is able to sustain the insurance business having estimated assets worth
consumers trust that it is able to sustain the insurance business having estimated assets worth
Rs.8 trillion.
Rs.8 trillion.
2.
2.AIG Tata LIC LtdAIG Tata LIC Ltd
AIG Tata offers
AIG Tata offers various insurance plans for everyone, children to various insurance plans for everyone, children to senior citizens. senior citizens. This LIC This LIC is ais a
joint ventu
joint venture with the re with the AmericAmerican Internaan International Groutional Group and Tatp and Tata Group.a Group.
3. HDFC life Insurance Co. Ltd (Standard)
3. HDFC life Insurance Co. Ltd (Standard)
HDFC Life specializes in providing an array of solutions for individuals and groups. This is a
HDFC Life specializes in providing an array of solutions for individuals and groups. This is a
joint-vent
joint-venture betwure between UK baseen UK based Standaed Standard Life and rd Life and HDFC LHDFC Ltd, the leadtd, the leading financing finance institutione institution..
4. Birla Life Insurance Co. Ltd (Sun)
4. Birla Life Insurance Co. Ltd (Sun)
Birla is the only and first insurance company initiating insurance business in association with
Birla is the only and first insurance company initiating insurance business in association with
Business Continuity Plan and helping small companies grow bigger. This is a life insurance that
Business Continuity Plan and helping small companies grow bigger. This is a life insurance that
is collaboration between Sun Life Financial Inc and Aditya Birla Group.
is collaboration between Sun Life Financial Inc and Aditya Birla Group.
5. SBI Life Insurance Co. Ltd
5. SBI Life Insurance Co. Ltd
SBI Life Insurance makes highest profit and is the life insurance offering plans matching
SBI Life Insurance makes highest profit and is the life insurance offering plans matching
different segments from urban to rural divisions.
different segments from urban to rural divisions.
6. ICICI Life Insurance Co. Ltd (Prudential)
6. ICICI Life Insurance Co. Ltd (Prudential)
ICICI Prudential Life Insurance is India's trusted private sector insurance company having
ICICI Prudential Life Insurance is India's trusted private sector insurance company having
collaboration with UK based Prudential Group.
collaboration with UK based Prudential Group.
7. Bajaj Allianz Life-Insurance Co. Ltd
7. Bajaj Allianz Life-Insurance Co. Ltd
Bajaj Allianz offers life and general insurances and is the largest insurers in the world.
Bajaj Allianz offers life and general insurances and is the largest insurers in the world.
8. Kotak Mahindra Old Mutual Life Insurance
8. Kotak Mahindra Old Mutual Life Insurance LimitedLimited
Kotak Mahindra is committed to offer investment-based policies identical to mutual funds and
Kotak Mahindra is committed to offer investment-based policies identical to mutual funds and
ULIPs, to name a few.
ULIPs, to name a few.
9. Max New York Life Insurance Co. Ltd
9. Max New York Life Insurance Co. Ltd
Max New York Life Insurance offers outstanding combination covers. It has ISO: 9001:2000
Max New York Life Insurance offers outstanding combination covers. It has ISO: 9001:2000
certifications.
certifications.
10. Future Generali Life Insurance
10. Future Generali Life Insurance
Future Generali is offering comprehensive plans for groups and individuals and is becoming
Future Generali is offering comprehensive plans for groups and individuals and is becoming
more competitive.
VISION
VISION
Aviva - where exceeding expectations through innovative solutions is "our" way of life. Aviva - where exceeding expectations through innovative solutions is "our" way of life.
This is the compelling vision that Aviva India has created through the active contribution of its This is the compelling vision that Aviva India has created through the active contribution of its employees. These lines not only define the way they live and work but also serve as a reminder employees. These lines not only define the way they live and work but also serve as a reminder to deliver the best to their customers, shareholders, colleagues, partners & employees at all times. to deliver the best to their customers, shareholders, colleagues, partners & employees at all times. Embedded in this vision are the core values of Integrity, Customer centricity, Passion for Embedded in this vision are the core values of Integrity, Customer centricity, Passion for winning, Innovation and Empowered team that they have collectively defined and committed to winning, Innovation and Empowered team that they have collectively defined and committed to working towards.
working towards.
VALUES VALUES
Our values are integral to the way we conduct our business and shape the Our values are integral to the way we conduct our business and shape the Experiences of our clients and employees.
Experiences of our clients and employees.
We value integrity, teamwork, innovation and performance. Integrity is the We value integrity, teamwork, innovation and performance. Integrity is the Cornerstone of our business. Through global and local teams we innovate, Cornerstone of our business. Through global and local teams we innovate,
And through our performance we deliver results And through our performance we deliver results..
PARTNERS PARTNERS
Aviva has committed to help its customers get
Aviva has committed to help its customers get 'Kal par Control''Kal par Control'and make the most out of theirand make the most out of their lives. It is their constant endeavor to ensure that their customers have easy access to AVIVA lives. It is their constant endeavor to ensure that their customers have easy access to AVIVA products and services at all times.
products and services at all times.
Aviva has pioneered bancassurance in the country through its tie-ups with 22 leading private and Aviva has pioneered bancassurance in the country through its tie-ups with 22 leading private and nationalized Banks in the country. Aviva also focuses on bancassurance worldwide and has a nationalized Banks in the country. Aviva also focuses on bancassurance worldwide and has a proven track record of successful bancassurance relationships. It has 40 major partnerships with proven track record of successful bancassurance relationships. It has 40 major partnerships with leading banks across the globe. Aviva is a leading bancassurer in countries such as France, Italy, leading banks across the globe. Aviva is a leading bancassurer in countries such as France, Italy, Spain, Australia and New Zealand.
Spain, Australia and New Zealand.
ABN AMRO is a prominent international bank with European roots and a clear focus on ABN AMRO is a prominent international bank with European roots and a clear focus on
consumer and commercial banking gaining a competitive edge on the chosen markets and client consumer and commercial banking gaining a competitive edge on the chosen markets and client segments.
segments.
Aviva's relationship with ABN India commenced in June 2002 under which the bank introduces Aviva's relationship with ABN India commenced in June 2002 under which the bank introduces its customers to Aviva for insurance and provides access to its affluent customer base across the its customers to Aviva for insurance and provides access to its affluent customer base across the country through its operations in 21 branches at 14 locations.
country through its operations in 21 branches at 14 locations.
Aviva Life Insurance entered into a strategic alliance with American Express for Aviva Life Insurance entered into a strategic alliance with American Express for distribution of Life Insurance in
distribution of Life Insurance in June 2002 to June 2002 to offer top-of the line saving-cum-offer top-of the line saving-cum-protection plans to Amex bank and card customers.
protection plans to Amex bank and card customers.
Aviva offers tailor-made investment solutions to the high net worth clients of the Wealth Aviva offers tailor-made investment solutions to the high net worth clients of the Wealth
to the Amex card holders. The American Express Inbound call centre also pitches Aviva to the Amex card holders. The American Express Inbound call centre also pitches Aviva products to its callers.
products to its callers.
The Lakshmi Vilas Bank Ltd The Lakshmi Vilas Bank Ltd
The Lakshmi Vilas Bank Ltd, based out of Karur, is among the top private banks in The Lakshmi Vilas Bank Ltd, based out of Karur, is among the top private banks in India. It has 221 branches with a customer base of 1.2 million, across 10 states. India. It has 221 branches with a customer base of 1.2 million, across 10 states. Currently Aviva products are sold across 204 branches of LVB.
Currently Aviva products are sold across 204 branches of LVB.
CANARA BANK CANARA BANK
Canara Bank is one of the largest retail banks in India with 2,513 branches spread across Canara Bank is one of the largest retail banks in India with 2,513 branches spread across 25 States and 4 Union Territories. The customer base of Canara Bank exceeds 27 million. 25 States and 4 Union Territories. The customer base of Canara Bank exceeds 27 million. With a net profit of INR 1110 Crores, deposits of over INR 96,908 Crores, 47389 With a net profit of INR 1110 Crores, deposits of over INR 96,908 Crores, 47389 employees for the year ending Mar 2005, Canara Bank is truly a Bank to be reckoned employees for the year ending Mar 2005, Canara Bank is truly a Bank to be reckoned with for the sheer magnitude of coverage it offers its clients. Canara Bank has tied up with for the sheer magnitude of coverage it offers its clients. Canara Bank has tied up with Aviva as a Corporate Agent for its Life Insurance Products. Aviva products are with Aviva as a Corporate Agent for its Life Insurance Products. Aviva products are currently offered in 1030 Canara Bank branches in 103 Cities.
currently offered in 1030 Canara Bank branches in 103 Cities.
PUNJAB AND SIND BANK PUNJAB AND SIND BANK
Punjab & Sind Bank was established in the year 1908. Based on the principles of social Punjab & Sind Bank was established in the year 1908. Based on the principles of social commitment to the people, help the farmers, and the weaker sections of the society to commitment to the people, help the farmers, and the weaker sections of the society to raise
raise their standard of living and play a significant role in the development of thetheir standard of living and play a significant role in the development of the country. Even after 96 years of its inception, Punjab & Sind Bank stands committed to country. Even after 96 years of its inception, Punjab & Sind Bank stands committed to honor the high
honor the high ideals of its founding fathers. ideals of its founding fathers. Punjab and Sindh Bank Punjab and Sindh Bank has a network of has a network of 759 branches and 132 extension counters all over the country with close to 9,765
759 branches and 132 extension counters all over the country with close to 9,765 employees. 42 per cent of its branches are in the rural and semi urban areas. employees. 42 per cent of its branches are in the rural and semi urban areas.
CENTURION BANK OF PUNJAB CENTURION BANK OF PUNJAB
Centurion Bank of Punjab is a new generation private sector bank offering a wide Centurion Bank of Punjab is a new generation private sector bank offering a wide spectrum of retail and corporate banking products and services.
spectrum of retail and corporate banking products and services.
It has been among the earliest banks to offer a technology-enabled customer interface It has been among the earliest banks to offer a technology-enabled customer interface that provides easy access and superior customer service.
that provides easy access and superior customer service.
RBI has approved the merger between Centurion Bank and Bank of Punjab effective RBI has approved the merger between Centurion Bank and Bank of Punjab effective from October 1st, 2005. The merged entity, named Centurion Bank of Punjab, has a from October 1st, 2005. The merged entity, named Centurion Bank of Punjab, has a strong nationwide franchise of 241 branches and extension counters and 389 ATMs. strong nationwide franchise of 241 branches and extension counters and 389 ATMs.
AVIVA GUIDING PRINCIPLES AVIVA GUIDING PRINCIPLES
responsibility responsibility
Recruit the best Recruit the best
Aviva India has a well-articulated equal opportunity policy, which lays strong emphasis Aviva India has a well-articulated equal opportunity policy, which lays strong emphasis on hiring of individuals irrespective of age, race, caste or gender. As a best practice in on hiring of individuals irrespective of age, race, caste or gender. As a best practice in recruitment, they deploy identified
recruitment, they deploy identified psychometric tools such as SHL psychometric tools such as SHL and Belbin andand Belbin and designate
designate ability tests to eliminate ability tests to eliminate any biases any biases in the in the resourcing process and resourcing process and facilitatefacilitate hiring of diverse profiles (vis-à-vis gender, background, experience levels and
hiring of diverse profiles (vis-à-vis gender, background, experience levels and
competencies). The focus is on competence-based credentials rather than past experience competencies). The focus is on competence-based credentials rather than past experience or length of service.
or length of service.
“AVIVA does not follow a very descriptive hierarchy
“AVIVA does not follow a very descriptive hierarchy – – you haveyou have
transparency at each level, unlike most other organizations, where managers and senior transparency at each level, unlike most other organizations, where managers and senior management
management don’t „look‟ after their subordinates. Here you feel comfortable talking don’t „look‟ after their subordinates. Here you feel comfortable talking with your seniors”
with your seniors” At Aviva they have an
At Aviva they have an Employee Referral ProgrammeEmployee Referral Programme, which seeks to encourage, which seeks to encourage employees to be brand ambassadors of the Company and actively contribute to the employees to be brand ambassadors of the Company and actively contribute to the resourcing process by recommending candidates with relevant competencies and resourcing process by recommending candidates with relevant competencies and
potential, thereby facilitating in strengthening domain expertise within the Organization. potential, thereby facilitating in strengthening domain expertise within the Organization.
They have a robust
They have a robust Campus ProgrammeCampus Programme, which is aimed at hiring students fresh from, which is aimed at hiring students fresh from key B-Schools and providing them with structured inputs and an environment for their key B-Schools and providing them with structured inputs and an environment for their personal and professional growth. The Summer Trainee Program is designed to expose personal and professional growth. The Summer Trainee Program is designed to expose people to the vibrancy of a complex and competitive business environment, challenge people to the vibrancy of a complex and competitive business environment, challenge you intellectually and encourage people to find innovative solutions.
They aim at providing a business perspective and Summer Trainees work on live They aim at providing a business perspective and Summer Trainees work on live
projects, which form the core of our business strategy. Not only do they get the freedom projects, which form the core of our business strategy. Not only do they get the freedom to experiment and make decisions, but also spend quality time with their Project Guide or to experiment and make decisions, but also spend quality time with their Project Guide or mentor, who provides them the perspective of the 'bigger picture'. The programme thus mentor, who provides them the perspective of the 'bigger picture'. The programme thus gives them a unique opportunity to integrate their classroom learning with the realities of gives them a unique opportunity to integrate their classroom learning with the realities of real business, in a live yet safe environment.
real business, in a live yet safe environment.
Accept Personal Responsibility Accept Personal Responsibility
“Apart from professional development, AVIVA also looks after the
“Apart from professional development, AVIVA also looks after the personal personal
development of
development of employees”employees”
They believe that dealing with diversity is an ongoing phenomenon that facilitates the They believe that dealing with diversity is an ongoing phenomenon that facilitates the process for a Company to adapt to and capitalize on today's increasingly complex process for a Company to adapt to and capitalize on today's increasingly complex
marketplace. Specific action plans have been formulated to ensure the mandated gender marketplace. Specific action plans have been formulated to ensure the mandated gender ratio is achieved at the recruitment stage for a new position or through job enhancement/ ratio is achieved at the recruitment stage for a new position or through job enhancement/ job rotati
job rotation opportuon opportunities for enities for existing rolexisting roles.s.
“The organization has tremendous respect for the individual
“The organization has tremendous respect for the individual - which it - which it
demonstrates by doing what it says” demonstrates by doing what it says”
Build an Empowered Team Build an Empowered Team
To institutionalize an open and honest environment with shared goals and participative To institutionalize an open and honest environment with shared goals and participative decision-making, they have various open forums, one such initiative being the Town decision-making, they have various open forums, one such initiative being the Town Hall(s). These are conducted on a monthly basis by the Managing Director and designate Hall(s). These are conducted on a monthly basis by the Managing Director and designate leadership team members.
leadership team members.
To share information on celebrations, events and people across locations, a quarterly To share information on celebrations, events and people across locations, a quarterly newsletter Buzz is circulated to all members of the Aviva
newsletter Buzz is circulated to all members of the Aviva team. It features a messageteam. It features a message from the Managing Director, celebrates achievements and Milestones of individuals and from the Managing Director, celebrates achievements and Milestones of individuals and teams and updates employees on new and ongoing initiatives and highlighting news of teams and updates employees on new and ongoing initiatives and highlighting news of past and futures events
past and futures events
“Employees are not working with AVIVA, they are living in AVIVA ” “Employees are not working with AVIVA, they are living in AVIVA ” In line with their vision statement and o
In line with their vision statement and o ne of Avivas key valuesne of Avivas key values
--Innovation, the Company introduced the popular Ideas 4 Aviva scheme. This is an Innovation, the Company introduced the popular Ideas 4 Aviva scheme. This is an enriching programme in which every member of Aviva has an open invitation to enriching programme in which every member of Aviva has an open invitation to
influence any aspect of business by giving suggestions and ideas on how to work smarter influence any aspect of business by giving suggestions and ideas on how to work smarter and better.
and better.
Build Shared Vision and Purpose Build Shared Vision and Purpose
Decisions
Decisionsbeing made for your function.”being made for your function.”
As a Company, they encourage self-starters. Given their dynamic environment, one is As a Company, they encourage self-starters. Given their dynamic environment, one is expected to deliver from day one. Somewhere between adjusting to the new environment expected to deliver from day one. Somewhere between adjusting to the new environment ..
About the facilities, infrastructure, processes, key people and dynamics of the About the facilities, infrastructure, processes, key people and dynamics of the
Organization etc. Information, which if provided on time can be very useful. This is how Organization etc. Information, which if provided on time can be very useful. This is how the “Buddy Programme”
the “Buddy Programme” was envisaged. Launched in July 2003, it addresses the need of was envisaged. Launched in July 2003, it addresses the need of a new employee in terms of extending a friendly hand apart from the support provided by a new employee in terms of extending a friendly hand apart from the support provided by the Line and HR managers. The objective is simple: To facilitate a seamless transition of the Line and HR managers. The objective is simple: To facilitate a seamless transition of the new hire into the Aviva family.
LITERATURE REVIEW
LITERATURE REVIEW
Human Resource department at
Human Resource department at
AVIVA LIFE INSURANCE
AVIVA LIFE INSURANCE
Human resource development Human resource development
This department looks after the needs and Requirement the present employees. This Department This department looks after the needs and Requirement the present employees. This Department includes number of function which are as Follows:
includes number of function which are as Follows: 1. Training and Development
1. Training and Development – – it includes technical, soft skills and process related to training.it includes technical, soft skills and process related to training. 2. Process and policies
2. Process and policies – – it contains all the rule and regulations that need to be followed by theit contains all the rule and regulations that need to be followed by the employees.
employees.
3: Appraisal and increment- it is in the formal feedback to the employees about their 3: Appraisal and increment- it is in the formal feedback to the employees about their performance and the conduct of work.
performance and the conduct of work.
4: Induction-involves the information to the new employees about the company, job, departments 4: Induction-involves the information to the new employees about the company, job, departments etc
etc
5: Motivational activities and entertainment- involves motivating the employees to 5: Motivational activities and entertainment- involves motivating the employees to Improve their productivity.
Improve their productivity.
6: Roles and responsibilities-that every individual employee needs to fulfill. 6: Roles and responsibilities-that every individual employee needs to fulfill. 7: Joining formalities- take place when a new employee joins the company. 7: Joining formalities- take place when a new employee joins the company. 8: Computerization
8: Computerization 09: Helpdesk 09: Helpdesk 10: Employee
10: Employee verificationverification-take place -take place at the at the time of time of joining of joining of the new the new employee.employee. 11: Surveys
11: Surveys
12: Project trainees 12: Project trainees
13: Counseling and grievance handling-both are different as counseling is basically Helping out 13: Counseling and grievance handling-both are different as counseling is basically Helping out in personal problems
in personal problems whereas, grievances handling involves the whereas, grievances handling involves the handling of handling of Complains that theComplains that the employees has towards the management.
employees has towards the management.
All the above head are included in the human resource development and involves the overall All the above head are included in the human resource development and involves the overall development of individual employees which in turn increases the overall profit of the company. development of individual employees which in turn increases the overall profit of the company. Planned need arise from changes in the organization and retirement policy. These occur due the Planned need arise from changes in the organization and retirement policy. These occur due the expected changes in the organization so the management can make a proper policy for it.
Anticipated need refer to the movements in personnel which an organization can predict by Anticipated need refer to the movements in personnel which an organization can predict by studying the trends in the internal and external environments.
studying the trends in the internal and external environments.
Resignations, deaths, accidents and illness result in to the unexpected needs. Resignations, deaths, accidents and illness result in to the unexpected needs.
It is It is a complex a complex process because process because a number a number of of factors affect it --the factors affect it --the nature of nature of thethe job offered, image of the organization, organ
job offered, image of the organization, organizational policiesizational policies, working conditions, working conditions etc.
etc.
SOURCES OF RECRUITMENT: SOURCES OF RECRUITMENT:
Every organization has the option of choosing the candidates for its recruitment processes
Every organization has the option of choosing the candidates for its recruitment processes
from two kinds of sources: internal and external sources. The sources within the
from two kinds of sources: internal and external sources. The sources within the
organization itself (like transfer of employees from one department to other, promotions) to
organization itself (like transfer of employees from one department to other, promotions) to
fill a position are known as the internal sources of recruitment. Recruitment candidates
fill a position are known as the internal sources of recruitment. Recruitment candidates
from all the other sources (like outsourcing agencies etc.) are known as the external sources
from all the other sources (like outsourcing agencies etc.) are known as the external sources
of recruitment.
of recruitment.
