HR project

1. A SUMMER TRAINING REPORT
ON
“RECRUITMENT AND SELECTION PROCESS AT RELIANCE LIFE
INSURANCE ”
Submitted in partial fulfilment for the award of the degree
Master of Business Administration
Chhattisgarh Swami Vivekanand Technical University, Bhilai
Submitted by,
Bhupesh Sahu
MBA – Semester -3rd
(Session 2014)
Guided By,
Approved By,
DR. PARUL JAISWAL
Head, SSEC

2. DECLARATION
I the undersigned solemnly declare that the report of the research work entitled
“RECRUITMENT AND SELECTION PROCESS AT RELIANCE LIFE INSURANCE ” area
is based on my own work carried out during the course of my study under the
supervision of
I assert that the statements made and conclusions drawn are an outcome of
my research work. I further declare that to the best of my knowledge and belief the
report does not contain any part of any work which has been submitted for the
award of MBA degree or any other degree/diploma/certificate in this University or
any other University of India or abroad.
_________________
(Signature of the
Candidate)
Bhupesh Sahu

3. CERTIFICATE
This is to certify that the work incorporated in the report “RECRUITMENT AND
SELECTION PROCESS AT Reliance Life Insurance ” is a record of research work
carried out by BHUPESH SAHU bearing Roll No.:5367613003 under my/our
guidance and supervision for the part fulfillment for the award of MBA Degree of
Chhattisgarh Swami Vivekanand Technical University, Bhilai (C.G.), India.
To the best of my knowledge and belief the thesis
i) Embodies the work of the candidate herself,
ii) Has duly been completed,
iii) Is up to the desired standard both in respect of contents and language for
external viva.
______
___________
(Signature of the
Supervisor)
Asst.Professor

4. Acknowledgements
A written word often has the unfortunate tendency to degenerate genuine gratitude
into stilled formality. But this is the only way I can express my heartfelt thanks. My
special thanks to my parents for the co-operation, encouragement and moral
support extended to me without which it was quite impossible for me to complete
this project. I would like to take this privilege to thank our Head of the
Department, Dr. PARUL JAISWAL who has given me this opportunity to do this
project. I am really indebted to my teacher of Management Department
Assistant Professor, under whose guidance we learnt various subjects of
Management and reach the stage of preparing this research report. I also convey
my sincere gratitude to other faculty members of SSEC for their kind support. I
extend my warm and sincere thanks to respondents of Durg and Bhilai , who have
given their precious time to fill the questionnaire which helped me to reach the
conclusions. I feel proud to prepare this research report under the guidance of all
eminent and renowned faculties who have provided their valuable guidance during
the preparation of this research report.
BHUPESH SAHU
Enrollment No:-A
[iv]

5. TABLE OF CONTENT
.
Declaration by the Student
………………………………………………………………………………………………
Certificate from the Supervisor / Company
………………………………………………………………………
Acknowledgments
…………………………………………………………………………………………………………..
Chapter 1. Introduction to the study
……………………………………………………………………………….
Chapter 2. Industry Profile
Chapter 3. Literature Review
Chapter 4. Research Methodology
a. Objectives
b. Research Plan
c. Sampling Plan
d. Data Collection
Chapter 5. Data Analysis
Chapter 6. Findings of the study
Chapter 7. Recommendations
Chapter 8. Limitations
Chapter 9. References
Questionnaire/ Instrument used

6. CHAPTER :1
INTRODUCTION

7. INTRODUCTION
The insurance sector has gone through a number of phases and changes. Since
1999, when the government opened up the insurance sector by allowing private
companies to solicit insurance and also allowing FDI up to 26%, the insurance
sector has been a booming market.
The insurance sector in India has come a full circle from being an open competitive
market to nationalization and back to a liberalized market again. The business of
life insurance in India in its existing form started in India in the year 1818 with the
establishment of the Oriental Life Insurance Company. in Calcutta by Anita Bhavsar
Despite the fact that general insurance business has been growing at a healthy rate
of 16 per cent annually between 2004-05 and 2008-09, its penetration level is just
0.60 per cent of India’s GDP against world average of 2.14 per cent. India ranks
136th
on penetration levels and Life Advisors behind China(106), Thai (87),
Russia(86), Brazil(85), Japan(61), and the US(9). The penetration of general
insurance in india remains low on account of low consumer preference, Life
Advisorrgely untapped rural markets and constrained distribution channels (Crisil &
Assocham).
Recruitment and selection is the process of identifying the need for a job, defining the
requirements of the position and the job holder, advertising the position and choosing the
most appropriate person for the job. Human Resource Management includes all activities
used to attract & retain employees and to ensure they perform at a high level in meeting
organizational goals. It means employing people, developing their resources, utilizing,
maintaining and compensating their services in tune with the job and organizational
requirements.
SIGNIFICANCE OF THE STUDY

8. A research has its own importance in any business organization. It is a systematic and
scientific investigation of any idea either precise or abstract from continuous basis of
learning. As we know in present times, the modern world is progressing at a very high
pace. Due to high competition and increased expectations, every organization needs
effective recruitment and selection process. By this study new segments of recruitment
and selection has been discovered. This will help to enhance the capability of Reliance Life
Insurance in using the recruitment and selection process more effectively.
This project would be significant for researcher because this is the opportunity for putting
theortical knowledge into practical application.
This project would be significant for the readers as it is providing them knowledge about
recruitment and selection process.
CONCEPTUALIZATION
Recruitment
Recruitment is defined as, “a process to discover the sources of manpower to meet
the requirements of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of an
efficient workforce.”
Edwin B. Flippo defined recruitment as “the process of searching for prospective
employees and stimulate them to apply for jobs in the organization.” Recruitment is
a ‘linking function’-joining together those with jobs to fill and those seeking jobs. It
is a ‘joining process’ in that it tries to bring together job seekers and employer with
a view to encourage the former to apply for a job with the Life Advisor.
Recruitment is distinct from Employment and Selection. Once the required number
and kind of human resources are determined, the management has to find the
potential Life Advisors where the required human resources are/will be available
and also find the means of attracting them towards the organization before
selecting suitable candidates for jobs. All this process is generally known as
recruitment. Some people use the term “Recruitment” for employment. These two
are not one and the same. Recruitment is only one of the steps in the entire
employment process. Some others use the term recruitment for selection. These
are not the same either. Technically speaking, the function of recruitment precedes
the selection function and it includes only finding, developing the sources of
prospective employees and attracting them to apply for jobs in an organization,

9. whereas the selection is the process of finding out the most suitable candidate to
the job out of the candidates attracted (i.e., recruited).Formal definition of
recruitment would give clear cut idea about the function of recruitment.
PURPOSES AND IMPORTANCE OF RECRUITMENT
The general purpose of recruitment is to provide a pool of potentially
qualified job candidates. Specifically, the purposes are to:
• Increase the pool of job candidates at minimum cost.
• Help increase the success rate of the selection process by reducing the number of
visibly, under qualified or overqualified job applicants.
• Help reduce the probability that job applicants, once recruited and selected, will
leave the organization only after a short period of time.
• Induct outsiders with a new perspective to lead the company.
• Infuse fresh blood at all levels of the organization.
• Develop an organizational culture that attracts competent people to the company.
• Search or head hunt/head pouch people whose skills fit the company’s values.
• Devise methodologies for assessing psychological traits.
• Search for talent globally and not just within the company.
• Design entry pay that competes on quality but not on quantum.
SOURCES OF RECRUITMENT
Every organisation has the option of choosing the candidates for its recruitment
processes from two kinds of sources: internal and external sources. The sources
within the organisation 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 from all the other sources (like outsourcing
agencies etc.) are known as the external sources of recruitment.

10. SOURCES OF RECRUITMENT
FACTORS AFFECTING RECRUITMENT
Potential advantages
Internal
 Worker morale and motivation is enhanced
 Organization has a better opportunity to assess knowledge & skills of the candidate
 Candidate has existing knowledge about the organization
 Less orientation may be needed
 Additional training may be required
External
• New ideas and insight

11. • New knowledge and experience
• Larger pool of talent to recruit from
• Recruiting and selecting may be more time-consuming
• Longer adjustment period may be needed
• Induction costs may be higher
Effective recruitment process:
Step 1: Ensure an up-to-date job description
Step 2: Develop an effective recruitment strategy
Step 3: Evaluate the recruitment strategy.
MODERN TECHNIQUES OF RECRUITMENT:
Walk-in: - As per this technique, the potential candidates are required to attend for an
interview directly and without a prior application on a specified date, time and at a
specified place.
Consult-in: - The busy and dynamic companies encourage the potential job seekers to
approach them personally and consult them regarding the jobs.
Head-hunting: - These are also known as search consultants. The companies request the
professional organizations to search for the best candidates particularly for the senior
executive positions.
Tele-Recruitment: - This technique involves the use of the Internet, to advertise job
vacancies and also for the candidates to apply online.
Overview of selection techniques
Evidence-based best practice for three of the most commonly used selection techniques is
outlined below.
1. Curriculum vitas / résumés and written applications

12. A curriculum vitae (CV) / résumé provides valuable information relating to a person’s
professional Qualifications and experience. All information in the CV should be verified
where appropriate (e.g., asking applicants to explain gaps in employment history).
Requesting job applicants to address specific c selection criteria (i.e., essential and
desirable) can improve the efficiency of reviewing CVs.
2. Conducting interviews
Structured interviews are recommended. A structured interview involves asking each
candidate the same set of questions and assessing their responses on the basis of pre-
determined criteria. Questions and assessment criteria should be based on accurate,
updated job descriptions. It is also helpful to develop criteria to categories responses (e.g.,
as excellent, good, average and unsatisfactory). An interview panel consisting of a
representative selection of people may also be helpful. Two common types of structured
interview questions are:
• Situational questions which ask candidates about hypothetical scenarios that may be
encountered in the job and how they would respond in that situation
• Experienced-based questions which focus on specific examples of the candidate’s prior
work experiences and their responses to past situations that are relevant to the job in
question.
3. Reference checks
Referees are useful for identifying past employment problems and clarifying the accuracy
of information presented in an interview or CV. Only a small percentage of all reference
checks are negative, therefore, it is often difficult to differentiate between candidates on
the basis of reference checks alone.
Induction and orientation of new workers
An effective induction helps new workers understand their role and where they “fit” within
the organization. It also equips them with the tools they need to perform their work role.
Two useful induction tools are:
1. Induction manual / kits which may contain:
• An induction checklist
• Organizational philosophy / ethics / history
• Strategic values of the organization

13. • An organizational chart / structure etc.
2. Mentoring / “buddy” system
New workers can be paired with experienced workers from a similar area to “show them
the ropes”.
Alternatively, a more formal / structured mentoring system can be a useful induction
strategy in
Which new workers are paired with a mentor who can assist them with their ongoing
professional development?
Types
There are mainly four kind of tests:-
1. achievement test(profeceancy test): to test the skills or knowledge acquired
by the candidate due to his training and achievement for example typing
test,shorthand test,operating calculators etc.
2. Aptitude test(Potential test): to judge latent ability to learn a new job,in
order to judge memory,reasoning,speed of perception,fluency in language,to
judge the capacityto learn a particular type of mechanical work etc.
3. Pschometer or skill test: measure to ability to do a specific job
4. Personality test: to judge individual value system,emotional
reaction,maturity,confidence,to judge the dominance,selfconfidence,self
sufficiancyetc.

16. FOCUS OF THE PROBLEM
The insurance industry is expanding very fast and there is big scope in this sector in
future, insurance companies recruit Life Advisors and take work from them on commission
bases. The whole growth of company depends upon the capability of Life Advisor.So the
main problem is to recruitment and selection of capable candidates for life advisors
RECRUITMENT PROCESS OF RELIANCE LIFE INSURANCE :
Primary Sources  Through Agency Manager References
 Cold Calling
 Through Interns
Kind Of Recruitment Process Basically, it is a 4 rounds procedure:
 Initially Candidate has to fill 825/-Rs.
NAAF
(New Agent Application Form) then
Screening is done by Agency Managers.
 Business Opportunity Presentation
(BOP) is done by ADM (Agency
Development Manager).
 Then, Branch Manager will Interview
the candidate.
 After this Training will be provided to
Candidate.
 And then Candidate has to undergo
IRDA Exam.
Strategies Followed No Strategies are followed as such.
Criteria for becoming
Financial Advisor(Life
Basic criteria is:
 Graduate.

17. Advisor)  Age > 25
 Married Preferred.
 Female Preferred

No. of days allocated for
training
18-20 days are allocated for Training.
In a month,no.of candidates
Recruited as Financial
Advisors
40-50 candidates are recruited as Life
Advisors.
Training
Reimbursement/Commission
No Training Reimbursement is given to Life
Advisors.
In a year,no.of times
Training provided
Once in a month.
Reliance Life Insurance strictly follows the
norms of IRDA
so; if anyone is not fulfilling the criteria then
he cannot be awarded with any position in the
company.
Career Path Life Advisors get a good Career Path so they
can become Agency Manager as well as
Training Manager.
How is it Different Basically, Reliance Life Insurance
concentrates on :
 Professionalism
 Pragmatism
 Integrity
And also they want to become preferred
company for financial protection so, they
take candidate needs into consideration a
lot as they have multi-channel execution
capability.

18. CHAPTER :2
INDUSTRY PROFILE

19. INDUSTRY PROFILE
History of insurance sector in india
In India, insurance has a deep-rooted history. It finds mention in the writings of Manu (
Manusmrithi ), Yagnavalkya ( Dharmasastra ) and Kautilya ( Arthasastra ). The writings
talk in terms of pooling of resources that could be re-distributed in times of calamities such
as fire, floods, epidemics and famine. This was probably a pre-cursor to modern day
insurance. Ancient Indian history has preserved the earliest traces of insurance in the form
of marine trade loans and carriers’ contracts. Insurance in India has evolved over time
heavily drawing from other countries, England in particular.
1818 saw the advent of life insurance business in India with the establishment of
the Oriental Life Insurance Company in Calcutta. This Company however failed in 1834. In
1829, the Madras Equitable had begun transacting life insurance business in the Madras
Presidency. 1870 saw the enactment of the British Insurance Act and in the last three
decades of the nineteenth century, the Bombay Mutual (1871), Oriental (1874) and Empire
of India (1897) were started in the Bombay Residency. This era, however, was dominated
by foreign insurance offices which did good business in India, namely Albert Life
Assurance, Royal Insurance, Liverpool and London Globe Insurance and the Indian offices
were up for hard competition from the foreign companies.
In 1914, the Government of India started publishing returns of Insurance Companies in
India. The Indian Life Assurance Companies Act, 1912 was the first statutory measure to
regulate life business. In 1928, the Indian Insurance Companies Act was enacted to enable
the Government to collect statistical information about both life and non-life business
transacted in India by Indian and foreign insurers including provident insurance societies.
In 1938, with a view to protecting the interest of the Insurance public, the earlier

20. legislation was consolidated and amended by the Insurance Act, 1938 with comprehensive
provisions for effective control over the activities of insurers.
The Insurance Amendment Act of 1950 abolished Principal Agencies. However, there
were a large number of insurance companies and the level of competition was high. There
were also allegations of unfair trade practices. The Government of India, therefore, decided
to nationalize insurance business.
An Ordinance was issued on 19th
January, 1956 nationalising the Life Insurance sector
and Life Insurance Corporation came into existence in the same year. The LIC absorbed
154 Indian, 16 non-Indian insurers as also 75 provident societies—245 Indian and foreign
insurers in all. The LIC had monopoly till the late 90s when the Insurance sector was
reopened to the private sector.
The history of general insurance dates back to the Industrial Revolution in the west
and the consequent growth of sea-faring trade and commerce in the 17th
century. It came
to India as a legacy of British occupation. General Insurance in India has its roots in the
establishment of Triton Insurance Company Ltd., in the year 1850 in Calcutta by the
British. In 1907, the Indian Mercantile Insurance Ltd, was set up. This was the first
company to transact all classes of general insurance business.
1957 saw the formation of the General Insurance Council, a wing of the Insurance
Associaton of India. The General Insurance Council framed a code of conduct for ensuring
fair conduct and sound business practices.
In 1968, the Insurance Act was amended to regulate investments and set minimum
solvency margins. The Tariff Advisory Committee was also set up then.
In 1972 with the passing of the General Insurance Business (Nationalisation) Act, general
insurance business was nationalized with effect from 1st
January, 1973. 107 insurers were
amalgamated and grouped into four companies, namely National Insurance Company Ltd.,
the New India Assurance Company Ltd., the Oriental Insurance Company Ltd and the
United India Insurance Company Ltd. The General Insurance Corporation of India was
incorporated as a company in 1971 and it commence business on January 1sst 1973.
This millennium has seen insurance come a full circle in a journey extending to nearly
200 years. The process of re-opening of the sector had begun in the early 1990s
and the last decade and more has seen it been opened up substantially. In 1993, the
Government set up a committee under the chairmanship of RN Malhotra, former Governor
of RBI, to propose recommendations for reforms in the insurance sector.The objective was
to complement the reforms initiated in the financial sector. The committee submitted its

21. report in 1994 wherein , among other things, it recommended that the private sector be
permitted to enter the insurance industry. They stated that foreign companies be allowed
to enter by floating Indian companies, preferably a joint venture with Indian partners.
Following the recommendations of the Malhotra Committee report, in 1999, the
Insurance Regulatory and Development Authority (IRDA) was constituted as an
autonomous body to regulate and develop the insurance industry. The IRDA was
incorporated as a statutory body in April, 2000. The key objectives of the IRDA include
promotion of competition so as to enhance customer satisfaction through increased
consumer choice and lower premiums, while ensuring the financial security of the
insurance market.
The IRDA opened up the market in August 2000 with the invitation for application for
registrations. Foreign companies were allowed ownership of up to 26%. The Authority has
the power to frame regulations under Section 114A of the Insurance Act, 1938 and has
from 2000 onwards framed various regulations ranging from registration of companies for
carrying on insurance business to protection of policyholders’ interests.
In December, 2000, the subsidiaries of the General Insurance Corporation of India were
restructured as independent companies and at the same time GIC was converted into a
national re-insurer. Parliament passed a bill de-linking the four subsidiaries from GIC in
July, 2002.
The insurance sector is a colossal one and is growing at a speedy rate of 15-20%.
Together with banking services, insurance services add about 7% to the country’s GDP. A
well-developed and evolved insurance sector is a boon for economic development as it
provides long- term funds for infrastructure development at the same time strengthening
the risk taking ability of the country.
Tracing the developments in the Indian insurance sector reveals the 360-degree turn
witnessed over a period of almost 190 years.
The business of life insurance in India in its existing form started in India in the year 1818
with the establishment of the Oriental Life Insurance Company in Calcutta.
Some of the important milestones in the life insurance business
in India are:

22. 1912 - The Indian Life Assurance Companies Act enacted as the first statute to regulate
the life insurance business.
1928 - The Indian Insurance Companies Act enacted to enable the government to collect
statistical information about both life and non-life insurance businesses.
1938 - Earlier legislation consolidated and amended to by the Insurance Act with the
objective of protecting the interests of the insuring public.
1956 - 245 Indian and foreign insurers and provident societies taken over by the central
government and nationalized. LIC formed by an Act of Parliament, viz. LIC Act, 1956, with
a capital contribution of Rs. 5 crore from the Government of India.
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.
Insurance Regulatory and Development Authority(IRDA)
The Insurance Regulatory and Development Authority (IRDA) is a national
agency of the Government of India, based in Hyderabad. It was formed by an act
of Indian Parliament known as IRDA Act 1999, which was amended in 2002 to
incorporate some emerging requirements. Mission of IRDA as stated in the act is

23. "to protect the interests of the policyholders, to regulate, promote and ensure
orderly growth of the insurance industry and for matters connected therewith or
incidental thereto."
Company profile
ABOUT RELIANCEGROUP
The Reliance Group founded by Dhirubhai H. Ambani (1932-2002) is India's largest
business house with total revenues of over Rs 99,000 crore (US$ 22.6 billion).
The Group's activities span exploration and production (E&P) of oil and gas, refining
and marketing, petrochemicals (polyester, polymers, and intermediates), textiles,
financial services and insurance, power, telecom and infocom initiatives. The Group
exports its products to more than 100 countries the world over. Reliance emerged
as India's Most Admired Business House, for the third successive year in a TNS
Mode survey for 2003.
Reliance Group revenue is equivalent to about 3.5% of India's GDP. The Group
contributes nearly 10% of the country's indirect tax revenues and over 6% of
India's exports. Reliance is trusted by an investor family of over 3.1 million -
India's largest.
One out of every four investors in India is a Reliance shareholder.
With globally competitive capital and operating cost positions, Reliance Group
dominates the rapidly growing Indian market deriving over 80% of its revenues
from the domestic market.
There was a split in Reliance group in 2005 and it was broken into two separate
companies:

24. • Reliance Industries Limited
• Reliance Anil Dhirubhai
Ambani Group (ADA Group)
VISION
To build a global enterprise for all our stakeholders, and
A great future for our country,
To give millions of young Indians the power to shape their destiny,
The means to realize their full potential…
VALUES
• Shareholder Interest
We value the trust of shareholders, and keep their interests paramount in every business
decision we make, every choice we exercise
• People Care
We possess no greater asset than the quality of our human capital and no greater priority
than the retention, growth and well-being of our vast pool of human talent
• Consumer Focus
We rethink every business process, product and service from the standpoint of the
consumer – so as to exceed expectations at every touch point
• Excellence in Execution

25. We believe in excellence of execution – in large, complex projects as much as small
everyday tasks. If something is worth doing, it is worth doing well.
• Team Work
The whole is greater than the sum of its parts; in our rapidly-changing knowledge
economy, organizations can prosper only by mobilizing diverse competencies, skill sets and
expertise; by imbibing the spirit of “thinking together” -- integration is the rule, escalation
is an exception
• Proactive Innovation
We nurture innovation by breaking silos, encouraging cross-fertilization of ideas &
flexibility of roles and functions. We create an environment of accountability, ownership
and problem-solving –based on participative work ethic and leading-edge research
• Leadership by Empowerment
We believe leadership in the new economy is about consensus building, about giving up
control; about enabling and empowering people down the line to take decisions in their
areas of operation and competence…
• Social Responsibility
We believe that organizations, like individuals, depend on the support of the community for
their survival and sustenance, and must repay this generosity in the best way they can.
• Respect for Competition
We respect competition – because there’s more than one way of doing things right. We can
learn as much from the success of others as from our own failures
The Reliance Anil Dhirubhai Ambani Group works in:

26. • Reliance Communication
• Reliance Energy
• Reliance Capital
• Reliance Mutual Fund
• Reliance Life Insurance
• Reliance General Insurance
• Reliance Health
• Reliance Entertainment
• Reliance Infrastructure
PRODUCTS POLICIES
Reliance Life Insurancehas a wide array of insurance plans that have been designed with
the philosophy that different individuals are bound to have differing insurance needs.
The ideal insurance plan is one that addresses the exact insurance needs of the
individual that will depend on the age and life stage of the individual apart of the host of
other factors.
LIFE INSURANCE PLANS:
Under Life insurance plans, Reliance Life Insuranceoffers plans under the following major
categories:
 Education Insurance Plans
 Wealth creation Plans
 Premium Guarantee Plans

27.  Protection Plans
Reliance Life Insurance Smart Maturity Benefit Plan
Reliance Life Insurance Super Endowment Plan
Reliance Life Insurance Guaranteed Money Back Plan
Reliance Life Insurance Money Multiplier Plan
Reliance Cash Flow Plan
Reliance Endowment Plan
Reliance Super Five Plus
Reliance Whole Life Plan
Reliance Connect 2 Life Plan
PRODUCT PORTFOLIO
Insurance Solutions for Individuals
Reliance Life Insurance offers a range of innovative, customer-centric products that
meet the needs of customers at every life stage. Its products can be enhanced with up to 4
riders, to create a customized solution for each policyholder.
Savings & Wealth Creation Solutions
Protection Solutions
Education Solutions
Retirement Solutions
Health Solutions
Group Insurance Solutions

29. CHAPTER: 3
LITERATURE REVIEW
Literature Review
Philip G. Swaroff, Lizabeth A. Barclay, Alan R. Bass(2006) has written in his article
relations between recruiting source, employee tenure and productivity were examined for a
sample of 618 technical salespersons over a 2-year period. Unlike earlier research, a
relation between recruitment source and job tenure was not found, nor was recruiting
source found to be related to employee productivity. Explanations for differences between
the present findings and earlier research include: characteristics of this particular job; the
fact that multiple jobs and levels were not always considered; and the turnover rate of the
sample job. Additional findings lent some support to Schwab's (1982) suggestion that
recruiting sources may be differentially effective to the extent that they reach different
populations. A comparison of research results with text book presentations and practitioner
articles is also provided, with a discussion of the gap between research and practice.

30. Charieoliver(2008) has said on her research paper that the key to successful recruitment
is to ensure that the criteria of suitability are overt and relevant to the job itself. Once
these criteria are agreed and shared it is possible to make more rational decisions about
someone's suitability for a job, based on evidence rather than ‘gut feeling’ or instinct.
Effective recruitment and selection should not be about the luck of the draw. Systematic
planning and preparation will increase the likelihood of taking on the right person. The key
to effective recruitment is preparation: knowing the job and what is required of someone
to perform it well. The costs of recruiting the wrong person can be significant. The cost of
employing someone may be at least twice their salary when factors such as training,
expenses and employer's contributions to their pension are added.
Rakesh sharma(2008) has written in his book that a company's success begins in the
recruitment process during which the screening and vetting procedures shape and convey
the company's demands to aspiring candidates. Therefore, it is essential for an
organization to construct an explicit and standardized mode by which skills, qualifications
and personal attributes are illuminated and used in the decision-making process leading to
employment. The author discusses a dual interview and supplementary self-evaluation
process to be used to fill a new position of print media editor.

31. CHAPTER: 4
RESEARCH METHODOLOGY
OBJECTIVES OF THE STUDY
• To study and understand the process of Recruitment and Selection of Financial
Adviser at Reliance Life Insurance .
• To study that the Recruitment and Selection Process at Reliance Life Insurance for
Financial Adviser satisfactory or not.
• To know the various profiles for getting capable Financial Advisor in Reliance Life
Insurance .

32. Research problem:- To get the potential Life Advisors for the sake of company’s
benefit.
Research Design :- Descriptive and Exploratory Research Design. Study is
descriptive because it describes the process of recruitment and selection and study is
exploratory because some more new profiles or segments are discovered for recruitment.
Universe & Sample size;- Reliance Life Insurance Bhilai
Life Advisors-50
Sampling Technique;- convenient sampling
Data Collection and Sources:- Data is collected through primary and
secondary sources where primary data collection was done by structured questionnaire and
secondary data was collected from magazines, newspaper ,books, etc.
Analysis pattern:- pie chart and bar chart were used for analysis.
METHODOLOGY
The study was conducted in Durg And Bhilai Nagar. For the study a questionnaire was
formulated and administered to the respondent. The medium of this questionnaire was
English. The Questionnaire was administered face to face with respondents. Some of these
were filled up after a small conversation relevant to the subject of study.
Research Design:-
In my research I have applied the descriptive design.
Descriptive Research;

33. In this research I have conducted Descriptive Research to study the ‘factors of customers
preference for shampoo in the area of Durg and Bhilai Nagar. Descriptive research includes
surveys and fact-finding enquiries of different kinds. The method of research utilized in
descriptive research is survey methods of all kinds, including comparative and co-relational
methods
Research Method;
Survey Method :
In this research, method utilized to conduct research is that “Survey Method”. Survey
method is one of the method of descriptive research and very popular and widely used
method of gathering data. This method is particularly used with quantitative research. In
this method, collection of data is done through questionnaire. Questionnaire is taken by
the researcher to the respondents with invitation for filling the questionnaire.
DATA COLLECTION METHOD
As a data collection method I have used the Questionnaire Method.
Rationale for using questionnaire method
Questionnaire had been prepared to get the response of the people as per guided by
the organizational guide. To provide the best end results without any kind of biasness,
which can give a brief idea about sampling and would be beneficial for making inferences
for tabulations and calculations with research instruments? I made a survey through
questionnaire as prepared by me.
Sources of Data
The task of data collection begins after a research problem has been defined and
research design checked out. While deciding about the method of data collection to be used for
the study.
THE TWO TYPE OF DATA IS.

34.  PRIMARY DATA
 SECONDARY DATA
Primary Data
The primary data for the study was collected by personally administering the
questionnaire to respondent and observation.
Secondary Data
The secondary data for the study was collected for other information from books
Magazines and internet etc.
Questionnaire Design
Sample Size
Data have been collected through the survey method while survey has been
conducted in two areas:
1). Bhilai Nagar
2). Durg
All the data are primary in the nature as they had been collected first hand and
personally. All the area had segmented according to the population of this area. We
have considered 50 as sample size. we made a survey by questionnaire as prepared by
me. Sample size has been kept to 50-sample unit.

35. CHAPTER: 5
DATA ANALYSIS AND RESULT
1. What is your qualification?

36. Qualification respondents
12th
10%
Graduation 60%
Postgraduation 20%
professional course 10%
any other 0%
respondents
0%
10%
20%
30%
40%
50%
60%
70%
12th
graduation
postgraduation
professionalcourse
any
other respondents
Interpretation
According to survey qualification of most of the Life Advisor are graduation.

37. 2. Marital status
Marital status response
Married 40%
Unmarried 60%
married
unmarried
Interpretation
More than half the number of employees out of sample are unmarried.

38. 3. How much time you living in Durg or Bhilai?
Living status respondents
below 5yrs 20%
5-10yrs 30%
10-15yrs 20%
15-20yrs 20%
above 20yrs 10%
0%
5%
10%
15%
20%
25%
30%
35%
below 5yrs 5-10yrs 10-15yrs 15-20yrs above 20yrs
Series1
Interpretation
Maximum 30% respondents are living in Gurgaon since 5-10 years.

39. 4. What is your family annual income?
family income(per annum)
Below 50000 0
50000-100000 10%
100000-200000 20%
200000-300000 30%
above 300000 40%
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45
below 50000 50000-100000 100000-200000 200000-300000 above 300000
Series1
Interpretation
Most of the respondents have more than three Financial Adviser annual household income.

40. 5.Why did you become Financial Adviser at Reliance Life
Insurance?
Carrier 0
Money 60%
Reward 10%
Brand name 30%
Other 0%
0
0.1
0.2
0.3
0.4
0.5
0.6
Carrier
Money
Reward
Brand name
Other
Interpretation
Most of the advisers has joined Reliance life Insurance because of money and brand name.

41. 6. Reliance Life Insurance helps to earn an additional income
through commission ?
strongly agree 0
Agree 25%
Neutral 0
Disagree 75%
strongly disagree 0
0
0.2
0.4
0.6
0.8
strongly agree
Agree
Neutral
Disagree
strongly disagree
Interpretation
Most of the respondents are dissatisfied with commission of Financial Advisor.

42. 7. Are you satisfied with the registration fees of Financial
Advisor of Reliance Life Insurance?
strongly agree 0
Agree 20%
Neutral 10%
Disagree 70%
strongly disagree 0%
strongly agree
agree
neutral
disagree
strongly disagree
Interpretation
Most of the respondents are disagree with registration fees.

43. 8. Are you doing this job as part time or full time?
part time 10%
full time 90%
part time
full time

44. CHAPTER: 6
FINDINGS OF THE STUDY

45. FINDINGS OF THE STUDY:-
• Most of the advisors are graduate.
• It is being understood that most of the respondent feel that the registration
fees for the Financial Advisor is very high.
• It is found that the advisors have joined Reliance because of money and
brand name.
• Most of the Advisors have joined as full timers.
• Most of the Life Advisor are not satisfied with their commission of company.
• The family income of the respondents are above Rs.300000.

47. CHAPTER: 7
RECOMMENDATION
Recommendations
1. The Company should reduce the registration fee for the Financial Advisor as it is
quite high.
2. The company should make the plan more carrier oriented.

48. 3. The company should increase commission percentage to satisfy the advisors
expectation.
4. Company should give more focus on recruitment plans so that they can lure more
people.

49. CHAPTER:- 8
LIMITATION
Limitations:-
• Time was the biggest limitation. The project requires a thorough study which requires a
considerable amount of time.

50. • The study is based on both primary as well as secondary data and has the limitations
pertaining to the usage of both kinds of data.
• Respondents may be biased while filling the questionnaire.

51. CHAPTER:- 9
CONCLUSION

52. Conclusion:-
As we know Recruitment is distinct from Selection. Once the required number and kind of
human resources are determined, the management has to find the places where the
required human resources are/will be available and also they have to find the means of
attracting them towards the organization before selecting suitable candidates for jobs. The
study reveals that the company is not able to recruit potential Financial Advisors because
of high registration fees. Also the Life Advisors are dissatisfied with their commission
policy.
At the end of the study, we can conclude that though there is satisfactory recruitment
process but company have to do some amendments in their recruitment process to get
potential Financial Advisors like company should choose satisfying commission policy.

53. REFERENCES
Books :
a) Blackman(2002), Human Resource Management, Tata Mcgraw Hill Publications.
b) Kotler Philips(2009),Marketing Management, Dorling Kindersley(India) Pvt.Ltd.
c) Kothari, C. R.(2005), Quantitative Technique, Vikas Publishing House Pvt. Limited,
New Delhi
d) Vecchio P Robert (2008), HRM Review, The Icfai University Press
Websites :
a) www.bhartiaxalife.com
b) www.citehr.com
c) www.irda.nic.in
d) www.paradize.com

54. QUESTIONNAIRE
Hello sir/madam,
I am an M B A student and conducting a very prestigious marketing project on “
Recruitment and Selection of Life Advisor in Reliance Life Insurance .” You are requested to
cooperate me by filling this questionnaire.
NAME ________________________________
GENDER a) Male b) Female
AGE a) Less than 25 b) 25-35 d) more than 35
1. What is your qualification?
a) 12th
b) graduation
c) postgraduation
d) professional course
e) any other
2. Are you married?
a) yes b) no
3. How much time you living in Durg or Bhilai?(in years)

55. a) 0-5
b) 5-10
c) 10-15
d) 15-20
e) above 20
4. What is your family income?(in Rs per annum)
a) below 50,000
b) 50,000-1,00,000
c) 1,00,000-2,00,000
d) 2,00,000-3,00,000
e) above 3,00,000
5.Why did you become financial adviser at reliance life insurance?
a) Carrier
b) Money
c) Reward
d) Brand name
e) Others
6. Reliance Life Insurance helps to earn an additional income through commission ?
Strongly Agree Strongly Disagree
1 2 3 4 5
7. Are you satisfied with the registration fees of Financial Advisor of Reliance Life
Insurance?
Strongly Agree Strongly Disagree
1 2 3 4 5

56. 8. Are you doing this job as part time or full time?