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RECRUITMENT AND SELECTION IN ICICIRECRUITMENT AND SELECTION IN ICICIPRUDENTIAL LIFE INSURANCE Co. Ltd.PRUDENTIAL LIFE INSURANCE Co. Ltd.

PRESENTED BYPRESENTED BY::

SURINDER KAURSURINDER KAUR

MHRM SEMESTERMHRM SEMESTER--IIIIII

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A good leader is not the personA good leader is not the person

who does things right, but thewho does things right, but theperson who finds the rightperson who finds the rightthings to do.things to do.

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COMPANY PROFILECOMPANY PROFILE

COMPANY NAME :ICICI Prudential Life Insurance

INDIAN PARTNER :ICICI BankFOREIGN PARTNER :Prudential Life Insurance

COMENCEMENT :19th December 2000

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COMPANY PROFILE ContCOMPANY PROFILE Cont

We began our operations in December 2000 after

receiving approval from Insurance Regulatory

Development Authority (IRDA).

Our nation-wide reach includes over 1,900

branches (inclusive of 1,074 micro-offices), over

210,000 advisors; and 7 banc assurance partners

For three years in a row, ICICI Prudential has beenvoted as India's Most Trusted Private Life Insurer,

by The Economic Times

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VISION:VISION:To be the dominant Life, Health and Pensions player built on

trust by world-class people and service.This we hope to achieve by:

Understanding the needs of customers and offering them

superior products and service

Leveraging technology to service customers quickly, efficiently

and convenientlyDeveloping and implementing superior risk management and

investment strategies to offer sustainable and stable returns to

our policyholders

Providing an enabling environment to foster growth and

learning for our employees

And above all, building transparency in all our dealings

Our values :Our values :Every member of the ICICI Prudential team is committed to 5 core values: Integrity,

Customer First, Boundaryless, Ownership, and Passion. These values shine forth inall we do, and have become the keystones of our success

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Q.1 RECRUITING CANDIDATES ON THE BASIS OF JOB PROFILE

S.no Job profile No of respondents % of respondents

1 Yes 22 88

2 No 3 12

3 Total 25 100

DATA INTERPRETATION:-

From the chart we come to know 88% of respondent answers Yes and 12% of

respondent answers No.

recruitment on the basis of job profile

88%

12%

Yes

No

DATA ANALYSIS ANDDATA ANALYSIS ANDINTERPRETATIONINTERPRETATION

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Q. 2 SELECTION PROCEDURE

S.no Selection procedure No of respondent % of respondents

1 Satisfied 15 66

2 Highly satisfied 4 17

3 Dissatisfied 4 17

4 Total 25 100

satisfaction level with selectionprocedure

66%17%

17%Satisfied

Highly satisfied

Dissatisfied

DATA INTERPRETATION:-

From the chart we come to know 66% of respondent are satisfied and

17% of respondent are highly satisfied and 17% of respondent are

dissatisfied

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Q.3 METHODOLOGY OF SELECTION

S.no Methodology of selection No of respondent % of respondents

1 Excellent 2 162 Very good 9 36

3 Good 10 40

4 Poor 4 8

5 Total 25 100

Selection Method

8%

36%

40%

16%Excellent

Very good

Good

Poor

DATA INTERPRETATION:-

From the pie chart we come to know 40% of respondents have chosen the

answers good and 36% of respondents have chosen the answers very good

and 8% of respondents have chosen the answers excellent and 16% of

respondent chosen poor.

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Q. 4 INTERNAL SOURCE OF RECRUITMENT

S.no Internal source of recruitment No of respondent % of respondents

1 Excellent 5 20

2 Very good 9 36

3 Good 11 44

4 Poor 0 0

5 Total 25 100

Internal source of recruitment

Excellent

20%

Very good

36%

Good

44%

Poor

0%

Excellent

Very good

Good

Poor

DATA INTERPRETATION:-

From the pie chart we come to know 44% of respondents have chosen the

ans. good and 36% of respondents have chosen the ans. very good and

20%of respondents have chosen the ans. excellent and 0% of respondent

chosen poor

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Q. 5 PROMOTION IS BASED ON:S.no Promotion No of respondent % of respondents

1 Experience 1 4

2 Performance 18 72

3 Knowledge 5 20

4 Skill 1 4

5 Total 25 100

promotion based on

4%

72%

20%4%

Experience

Performance

Knowledge

Skill

DATA INTERPRETATION:-

From the chart we come to know 4% of respondent preferred experience and

72% of respondent preferred performance and 20% of respondent preferred

knowledge and 4% of respondent preferred skill

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Q. 6 INTERNAL TRANSFER/JOB ROTATION IS BASED ON:

S.no Internal transfer/job rotation No of respondent % of respondents

1 Performance 4 16

2 Knowledge 8 323 Policy 4 16

4 Need based requirement 7 28

5 Others 2 8

6 Total 25 100

I / j b

Performance

16%

Knowledge

32%Policy

16%

Need based

requirement

28%

Others

8%

Performance

Knowledge

Policy

Need based requirement

Others

DATA INTERPRETATION:-From the chart we come to know 16% of respondent preferred performance and 32% of

respondent preferred knowledge and 16% of respondent preferred policy and 28% of

respondent preferred need based requirement and 8% of respondent preferred other.

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Q. 7 BEST METHOD TO RECRUIT CANDIDATES

S.no Best method of recruitment No of respondent % of respondents

1 Employee Referrel 5 20

2 Consultant 6 24

3 Outsourcing

4 Campus Recuitment 4 16

5 Advertisement 10 40

6 Total 25 100

DATA INTERPRETATION:-

From the chart we come to know 20% of respondent chosen E-recruitment and 24% of

respondent chosen Consultant and 16% of respondent chosen Outsourcing and40% of

respondent chosen Advertisement

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FINDINGSFINDINGS 40% of respondents have feel good in methodology of selection.

Majority of the respondents preferred internal source of recruitment isgood

Majority of respondent are preferred attitude, skill, achievement are thebase for internal source of recruitment

60% 0f respondents are satisfied with the selection procedures andremaining respondents are highly satisfied, dissatisfied, highly dissatisfied.

SUGGESTIONSUGGESTION Internal recruitment sources like employee referrals, past employees etc if

used for recruiting may result in getting eligible candidates at low cost.

A periodic audit of the selection programmed if conducted would result ineffective evaluation of the selection programmed.

Experience and field knowledge is the most important feature to select thecandidate

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CONCLUSIONCONCLUSION This presents the summary of the study and survey done in relation to the Recruitment and

Selection in ICICI Prudential 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 ICICI Prudential 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 companys 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.

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