INDEX

S.No: PAGE 1. 4 Need for the study Objectives of the Study Scope of the Study Research Methodology Limitations of the Study 2. 8 3. 9-28 4. DATA ANALYSIS AND INTERPRETATION 29-42 5. FINDINGS & CONCLUSIONS 43-45 6. 7. BIBLOGRAPHY ANNEXURES 48-53 46-47 Overview of Recruitment and Selection Process COMPANY PROFILE 5INTRODUCTION 1CONTENTS

CHAPTER-I INTRODUCTION

Today, in every organization personnel planning as an activity is a necessicity. Human Resource Planning is a vital ingredient for the 2

success of the organization in the long run. There are certain ways that are to be followed by every organization, which ensures that it has right number and kind of people, at the right place and right time, so that organization can achieve its planned objective. The objectives of Human Resource Department are Human Resource Planning, Recruitment and Selection, Training and Development, Career planning, Transfer and Promotion, Risk

Management, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation. For every organization it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. With reference to this context, this project is been prepared to put a light on Recruitment and Selection process studying an organization[met life insurance ltd] Human resources planning is "a process by which an organization should move from its current man power position to its desired manpower position. Though planning management strives to have the right number and right kind of people at the right place at the right time, doing things, which result in both the organization and the individual receiving maximum long run benefit. Once the required number and the kind of human resources are determined, the management has to find places where required human resources are or, will be available and also work out strategies for attracting them towards the organization before selecting suitable candidates for jobs. This process is generally known as recruitment. Technically 3 speaking the function

recruitment precedes the selection function and it includes only finding, developing the sources of prospective employees and attracting them to apply for jobs in the organization.

NEED FOR THE STUDY:

Now more than ever, getting talent in the door is the key to building a successful work force. With the labor market changes, it can be seen and expected in the future that, companies find it increasingly difficult to find resources it need to provide services. In order to survive in the market and the society and to achieve the goals, the organizations must have the adequate human resources with the necessary qualification, skills, basic knowledge, talent, work experience and attitude to work. The performance of an organization in terms of productivity and in achieving the objectives and aims is directly proportional to quality and quantity of its human resources. This leads to the need for a study to be done on such important resource and its planning which had not been considered earlier. The project deals with the need for a good recruitment and selection strategy to be followed.

OBJECTIVE OF THE STUDY:

The purpose of the study is to learn the practical applicability of the theoretical knowledge gained about recruitment and selection process. To gain knowledge about the process of recruitment and selection To check the effectiveness or ineffectiveness of the process of recruitment and selection

 To provide suggestions if any, to enable effective recruitment and selection process.

SCOPE OF THE STUDY:

The study is made on the MetLife insurance ltd. taking into consideration, the Hyderabad region.

RESEARCH METHODOLOGY:
The data for the study was collected through primary and secondary methods. Primary Data: The Primary method followed was questionnaire method: By this method the employees and managers of the MET LIFE INSURANCE LTD. were asked questions regarding the recruitment and selection process, its effectiveness and the relevant or required changes they intended to have in the present recruitment and selection process of the company. The managers of different departments were the majority to be interviewed in the entire sample taken. Secondary Data: The information was mainly obtained from books and internet.

Sampling: Sampling technique is adopted in multi stages.

Sample is selected from particular region only (Hyderabad). A Sample of 30 is selected through random sampling. Sample Size: 30

LIMITATIONS OF THE STUDY:

The scope is very much limited as the data is collected only from a particular region (i.e., HYDERABAD) The sample size is small with only 30 samples. The project is mostly based on the employee feedback only.

CHAPTER-II COMPANY PROFILE

6

MetLife (India)
MetLife India Insurance Company Limited (MetLife) is an affiliate of MetLife, Inc. and was incorporated as a joint venture between MetLife International Holdings, Inc., The Jammu and Kashmir Bank, M. Pallonji and Co. Private Limited and other private investors. MetLife is one of the fastest growing life insurance companies in the country. It serves its customers by offering a range of innovative products to individuals and group customers at more than 600 locations through its bank partners and company-owned offices. MetLife has more than 50,000 Financial Advisors, who help customers achieve peace of mind across the length and breadth of the country. MetLife, Inc., through its affiliates, reaches more than 70 million customers in the Americas, Asia Pacific and Europe. Affiliated companies, outside of India, include the number one life insurer in the United States (based on life insurance inforce), with over 140 years of experience and relationships with more than 90 of the top one hundred FORTUNE 500 companies. The MetLife companies offer life insurance, annuities, automobile and home insurance, retail 7

banking and other financial services to individuals, as well as group insurance, reinsurance and retirement and savings products and services to corporations and other institutions. MetLife India is in the most exciting phase of its evolution in India today. It is among the fastest growing insurance companies and this translates into amazing opportunities for its associates. MetLife says Our ultimate goal at MetLife India, simple in concept and impressive in breadth, is to build financial freedom for our customers. For our customers that means providing products and services that allow them to enjoy life and trust in the fact that we will be there for them.

METLIFES DEFINITION OF WORK:

Work shouldnt be something you do just to make ends meet. It should provide satisfaction and an opportunity to make a difference.

MetLifes HR requirement:
People who are ready to challenge assumptions and use innovative thinking and produce solid results. People who not only embrace change they effect change. High performers who thrive in an environment that acknowledges their energy, creativity and diligence. People with good team playing ability.
.

MANAGEMENT:
Rajesh Relan MSVS Phanesh Sameer Bansal Joydeep Mukherjee Balachander Sekhar K R Anil Kumar Company Secretary P.S.Sankaran control K S Raghavan Gaurav Sharma Chief Administrative Officer Director Compliance& Internal Managing Director

Appointed Actuary Director Agency Chief Financial Officer Director Marketing Director Legal & Risk , and

Director Operations & Services

PARTNERS:
Geojit - Corporate Agent of MetLife India Insurance Co. Ltd. J & K Bank Karnataka Bank Ltd. Mini Muthottu

10

CHAPTER-III
RECRUITMENT & SELECTION PROCESS
11

RECRUITMENT & SELECTION PROCESS

Better recruitment and selection strategies result in improved organizational outcomes. The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees RIOUX & BERNTHAL The first step involved in the procurement function is to plan and aim the Human Resources of organization in terms of attracting both right person and right kind. Once the determination of the human resources, the plans and aims has been made, the process of Recruitment and Selection forms the next phase of procurement function. Although Recruitment and Selection is one of the most routine, yet it is one of the most important functions of any organization. Procurement of efficient and capable employees will contribute to the success of an organization. In order to ensure smooth implementation of plans and policies and to achieve the success of an organization, a sound Recruitment and Selection procedure has to be carried out by the personnel department of the organization.

Meaning and Definition of Recruitment:

According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. Recruitment is the activity that links the employers and the job seekers. It is to create an inventory of the people who meet the criteria mentioned in job

12

specifications so that the firm may choose the most suitable candidate for the vacant positions. GRAHAM & BENNETT defines Recruitment as the first part of the process of filling a vacancy which includes the examination of the vacancy, the consideration of sources of suitable candidates, making contact with those them. Recruitment is a program designed to attract candidates and attracting applications from

candidates for employment, to provide them with information regarding employment opportunities and to assist them in applying for employment. SLIPPERY ROCK UNIVERSITY Recruitment is an important part of Human Resource Planning. In all businesses organizations, people are a vital resource and they need to be managed well. The overall aim of the Recruitment and Selection process is to obtain the number and quality of employees that are required in order for the business to achieve organizations objectives and targets.

UNDERSTANDING RECRUITMENT PROCESS:

Recruitment is the phase, which immediately precedes selection. Its purpose is to pave the way for the selection procedures by producing, ideally, the smallest number of candidates who appear to be capable either of performing the required tasks of the job from the outset, or of developing the ability to do so within a-period of time acceptable to the employing organization. The smallest number of potentially suitable candidates can in theory, of course, be any number. The main point that needs to be made about the recruitment task is that the employing organization should not

13

waste

time

and

money

examining

the. Credentials

of people

whose qualifications do not match the requirements of the job. Apart from the methods used and the general administration of task, the achievement of the objective will depend very much in the end on how efficiently the basic tasks of manpower planning and job analysis have been carried out and applied. In short, efficient recruitment of staff may be described as knowing what resources you want, what resources are available, where and how they may be found.

The Objectives of Recruitment are:

To attract people with multi-dimensional skills and

experiences that suits the present and future organizational strategies. To induct outsiders with a new perspective to lead the company. To infuse fresh blood at all levels of the organization. To develop an organizational culture that attracts competent people to the Company. To search or head hunt/ head pouch people whose skills fit the . company's values. To devise methodologies for assessing psychological traits To seek out non-conventional development grounds of talent To search for talent globally and not just within the company To design entry pay that competes on quality but not on quantum To anticipate and find people for positions that does not exist yet.

14

COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organization

Recruitment services of consultants Recruitment of temporary employees Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment

A recruitment policy of an organisation should be such that:

It should focus on recruiting the best potential people. To ensure that every applicant and employee is treated equally with dignity and respect.

Unbiased policy. To aid and encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection. Weightage during selection given to factors that suit organization needs.

Optimization of manpower at the time of selection process.

Defining the competent authority to approve each 15

selection.

Abides by relevant public policy and legislation on hiring and employment relationship.

Integrates needs.

employee needs

with

the organisational

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives Personnel competitors. policies of the organization and its

Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications

SOURCES:
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.

16

INTERNAL SOURCES:
1. Employee referrals: Present employees are well aware of the qualifications, attitudes, experience and emotions of their friends and relatives. They are also aware of the job requirements and organizational culture of their company. As such, they can make preliminary judgments regarding the match between the job and their friends or relatives. Hence, the HR Managers of the company depend on the present employees for reference of the candidates for various jobs. This source reduces the cost and the time required for recruitment. Further this source enhances the effectiveness of recruitment.

17

2.Transfers: The employees are transferred from one department to another according to their efficiency and experience. 3.Promotions: The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 4. Upgrading and Demotion of present employees according to their performance. 5. Retired and Retrenched employees: They may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organisations as the people are already aware of the organisational culture and the policies and procedures. 6.The Dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others. External sources: External sources are sources outside organizational pursuits. Organizations search for the required candidates from these sources for the following reasons: The suitable candidates with skill, knowledge, talent etc., are generally available. Cost of employees can be minimized because employees selected from this source are generally organization.

18

 Human

resources

mix

can

be

balanced

with

different

background, experience, skills etc., Latest knowledge, skill, innovative or creative talent can also be flowed into the organization. Long run benefit to the organization in the sense that qualitative human resources can be brought. Placed in the minimum pay scale. Different kinds of External sources are: 1. Campus recruitment: Different types of organizations like industries, business firms, service organizations, social or religious organizations can get fresh candidates for different types of jobs from various educational institutions like colleges and universities imparting education in science, commerce, arts, engineering and technology, agriculture, medicine, management studies etc.,

2.Private employment agencies/consultants: Public employment agencies or consultants like ABC

consultants in India perform recruitment functions on behalf of a client company by charging fees These organizations do not utilize the human resources instead they supply HRs to various companies based on their needs on temporary or ad-hoc basis.. Line managers are relieved from recruitment functions so that they can concentrate on their operational activities and recruitment functions are entrusted to a private agency or consultants.

3. Professional associates: Professional organizations or associates maintain complete bio-data of their members and provide the same to various 19

organizations on requisition. They also act as exchange between their members and recruiting firms in exchanging information, clarifying doubts etc. organizations find this source more useful to recruit the experienced and professional employees like executives, managers, engineers.

4. Walk in interviews and tests: The busy and rapidly changing organizations do not find time to perform various functions of recruitment. Therefore, they advice the potential candidates to attend for an interview directly and without a prior application on specified date, time and at a specified place.

5. E-Recruitment: The technological revolution in telecommunications helped the organizations to use Internet as a source of recruitment. Organizations advertise the job vacancies through the world wide web (www). The job seekers send their applications through e-mail using Internet. Alternatively job seekers place their CV's in the worldwide web/ Internet, which can be drawn by the prospective employers depending upon their requirements. For eg: Monsterindia.com, timesjobs.com, naukri.com, Chckjobs.com

SELECTION
To select means to choose. Selection is a process by which the qualified persons or candidates are chosen from the applicants by collecting and assessing the information about them. It is the process in which candidates for employment are divided into two 20

classes those who will be offered employment and those who will not be (i.e., those who will be rejected). Since more candidates may be turned away than hired, selection is frequently described as a negative process, in contrast with the positive program of recruitment.

Thus, unlike recruitment, selection is usually more of an elimination process. In this phase the least promising candidates are eliminated and those that appear most likely to succeed are found. This process essentially selects the most suitable candidates. The decisions are made by elimination of the most unsuitable candidates at successive stages of the selection process.

Meaning and Definition Selection: After identifying the source of human resources and attracting the capable candidates, the management performs the process of choosing the right employees at the right time. The intention of the Selection policy is to choose the best - qualified and suitable candidate for each unfilled job. The objective of the selection decision is to choose from the pool of qualified candidates, who can most successfully perform the job, which results in choosing the suitable candidate to achieve the companys goals. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person (or) persons most likely to succeed in the job(s), given management goals and legal requirements. JEFFREY GOLD 21

 According to GRAHAM & BENNETT, Selection is the next stage to Recruitment, i.e., assessing the candidates by various means and making a choice followed by an offer of employment. Selection is a commonly used term, but probably a misnomer for what the organization attempts to accomplish during this stage of the employment process. Selection is the process used to choose individuals with the right qualifications to fill job openings in the organization. The more strategic term is placement, which means the process of ensuring that the right person is placed in the right job. Placement includes two separate but integrated concepts: Person-job fit: This is the process of ensuring that the knowledge, skills, and abilities of the individual match the requirements of the essential functions of the job. Person-organization fit: This is the process of ensuring that the personality and value system of the individual match the culture and objectives of the organization. Person-job fit is especially critical when jobs and organizations are stable and the emphasis is on quality, productivity, and efficiency. If the nature of the job is constantly changing and the goals of the organization are flexible and fluid, person-job fit does not provide the workforce flexibility needed. In such situations, personorganization fit becomes increasingly important and facilitates creativity, innovation, and organizational and workforce flexibility and adaptability. In reality, both are important and the relative importance of each in the placement process depends on the situation.

UNDERSTANDING SELECTION PROCESS:

22

Recruitment function helps the organization to develop a pool of prospective human resources. It is difficult for the HR manager to employ the suitable people out of the pool. In fact, many organizations face critical problems in choosing the people. Selection techniques and methods reduce the complexities in choosing the right candidates for the job. After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an Organization, the management has to perform the function of selecting the right employees at the right time. The obvious guiding policy in selection is the intention to choose the best qualifies and suitable job candidate for each unfilled job. The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. The selection procedure is the system of functions and devices adopted in a given company to ascertain whether the candidate's specifications are matched with the job specifications and requirements or not. The selection process can be successful if the following

requirements are satisfied: Someone should have the authority to select. This authority comes from the employment requisition, as developed by an analysis to the workload and work force. There must be some standard of personnel with which a prospective employee may be compared, i.e. a comprehensive job description and job specification should be available before hand. There must be a sufficient number of applicants from whom the '' required number of employees may be selected.

23

Selection of personnel to man the organization is a crucial, complex and continuing function. The ability of an organization to attain its goal effectively and to develop in a dynamic environment largely depends upon the effectiveness of its selection programmer. If the right person is selected, he is valuable asset to the organization .

SELECTION PROCEDURE:
Selection procedure about employs the several methods of collecting experience,

information

candidate's

qualifications,

physical and mental ability, nature and behavior, knowledge and aptitude for judging whether a given applicant is suitable or not for the job. Therefore the selection procedure is not a single act but is 24

essentially a series of methods or stages by which different types of information can be secured through various selection techniques. At each step facts may come to light, which are useful for comparison with the job requirement and employee specifications. Steps in Scientific Selection Procedure: Job analysis Recruitment Application form Written examination Preliminary interview Final & Panel interviews Medical examination Reference checks

INDETAIL EXPLANATION: JOB ANALYSIS: Job analysis is the basis for selecting the right candidates. Every organization should finalize the job analysis.

APPLICATION FORM: Application form is also known as application blank. The techniques of application blank are traditional and widely accepted for securing information from the prospective candidates. It can also be used as a device to screen the candidates at the preliminary level. Many companies formulate their own style of application forms depending upon the requirement of information based on the size of the company, nature of business activities, type and level of

25

the job etc. Information is generally required on the following items in the application forms: Personal background information Educational qualifications Work experience Salary (drawing and expecting) Personal attainments including likes and dislikes

WRITTEN EXAMINATION: Organizations have to conduct written examination for the qualified candidates after they are screened on the basis of the application blanks so as to measure the candidate's ability in arithmetical calculations, to know the candidate's attitude towards the job, to measure the candidate's aptitude, reasoning, knowledge in various disciplines, general knowledge and English language.

PRELIMINARY INTERVIEW: The preliminary interview is to solicit necessary information from the prospective applications and to assess the applicant's suitability to the job. An assistant in the personnel department may conduct this preliminary interview. The information thus provided by the candidate may be related to the job or personal specifications regarding education, experience, salary expectations, attitude towards job, age, physical appearance and other requirements etc. Thus, preliminary interview is useful as a process of eliminating the undesirable and unsuitable candidates. If a candidate satisfies the job requirements regarding most of the areas, he may be selected for further process. Preliminary interviews are short and known as 26

stand up interviews or sizing up of the applicants or screening interviews. However, certain required amount of care is to be taken to ensure that the desirable

TESTS: Psychological tests play a vital role in employee selection. A psychological test is essentially an objective and standardized measure of sample of behavior from which inferences about future behavior and performance of the candidate can be drawn. Objectivity of tests refers to the validity and reliability of the instruments in measuring the ability of the individuals. Objectivity provides equal opportunity to all the job seekers without any discriminating against sex; caste etc. standardization of test refers to uniformity of procedure in conducting the tests for all the candidates. Sample behavior refers to the sample of the total behavior of the prospective employee on the job.

TYPES OF TEST:
Tests are classified into six classes, each class is again divided into different types of tests. They are: APTITUDE TESTS: These tests measure whether an individual has the capacity or latent ability to learn a given job if given adequate training. Aptitudes can be divided into general and mental ability or intelligence and specific aptitudes such as mechanical, clerical, manipulative capacity etc. General aptitude test is of two types namely intelligence quotient (IQ) and emotional quotient (EQ). CLERICAL APTITUDE TESTS:

27

These types of tests measure specific capacities involved in office work. Items of this test include spelling, computation, comprehension, copying, word measuring etc. ACHIEVEMENT TESTS: These tests are conducted when applicants claim to know something- as these tests are concerned with what one has accomplished. These tests are more useful to measure the value of a specific achievement when an organization wishes to employ experienced candidates.

SITUATIONAL TESTS: This test evaluates a candidate's in a similar life situation. In this test the candidate is asked either to cope with the situation or solve clerical situations of the job. INTEREST TESTS: These tests are inventories of the likes and dislikes of candidates in relation to work, job, occupations, hobbies and recreational activities. The purpose of this test is to find out whether a candidate, is interested or disinterested in the Job for which he is a candidate and to find out in which area of the job range/occupation the candidate is interested. The assumption of this test is that there is a high correlation between the interest of a candidate in a job and job success. Interest inventories are less faked and they may not fluctuate after the age of 30. MULTI-DIMENSIONAL TESTING: However, the need for multi-skills is being felt be most of the companies consequent upon globalization, competitiveness and the consequent customer-centered strategies. Organization have to develop multidimensional testing in order to find out whether the 28

candidates possess a variety of skills or not, candidate's ability to integrate the multi-skills and potentiality to apply them based on situational and functional requirement.

PRELIMINARY INTERVIEW:
(1)Informal interview: This is the interview, which can be conducted at any place by the person to secure the basic and non-job related information. The interaction between the candidate and the personnel manager when the former meets the latter to enquire about the vacancies or additional particulars in connection with the employment advertisement is an example of the informal interview. (2) Unstructured interview: In this interview, the candidate is given the freedom to tell about himself by revealing his knowledge on various items/areas, his background, expectations, interest etc. Similarly, the interviewer also provides information on various items required by the candidate. (3)Core Interview: It is normally the interaction between the candidates and the line executive or experts on various areas of job knowledge, skill, talent etc. This interview may take various forms like: (4) Back ground information interview: This interview is intended to collect the information, which is not available inThe application blank and to check that information provided in the Application blank regarding education, place of domicile, family, health, interest, hobbies, likes, dislikes and extracurricular activities of the applicant.

29

(5) Job and probing interview: This interview aims at testing the candidate's job knowledge about duties, activities, methods of doing the job, critical/problematic areas, methods of handling those areas etc. (6) Stress interview: This interview aims at testing the candidate's job behavior and level of understanding during the period of stress and strain. The interviewer tests candidate by putting him under stress and strain by interrupting the applicant from, areas, keeping silent for unduly long periods after he has finished speaking etc. (7) Group discussion interview: There are 2 methods of conducting group discussion interviews, viz. group interview method and discussion interview method. All the candidates are brought into one room and are interviewed one by one under group interview. This method helps a busy executive to save valuable time and gives a fair account of the objectivity of the interview to the candidates.

(8) Formal and structured interview: In this type of interview, all the formalities, procedures like fixing the value, time, panel of interviewers, opening and closing, intimating the candidates officially etc. are strictly followed in arranging and conducting interview. The course of the interview is preplanned requirements and structured, in advance, depending on job

(9) Panel interview: A panel of experts interviews each candidate, judges his

performance individually and prepares consolidated judgment. This 30

type of interview is known as panel interview. Interviewers for middle level and senior level managers are normally conducted are the panel of experts.

DECISION-MAKING INTERVIEW: After the experts including the line managers of the

organization in the core areas of the job examine the candidates, the head of the department/section concerned interviews the candidates once again, mostly through informal discussion. The interviewer examines the interest of the candidate in the job, organization, reaction/adaptability to the working conditions, career planning, promotional opportunities, work adjustment and allotment etc. The personnel manger also interviews the candidates with a view to find out his reaction/acceptance regarding salary, allowances, benefits, promotions, opportunities etc..

MEDICAL EXAMINATION: Certain jobs require certain physical qualities like clear, vision, perfect hearing unusual stamina; tolerance of hardworking conditions, clear tone etc. Medical examination reveals whether or not a candidate possesses these qualities. Medical examination can give the following information:

Whether the applicant is medically suited for the specific job Whether the applicant has health problems or psychological attitudes likely to interfere with work efficiency or future attendance.

REFERENCE CHECKS: 31

After

completion

of

the

final

interview

and

medical

examination, the personnel department will engage in checking references. Candidates are required to give the names of references in their application forms. These references may be from the individuals who are familiar with the candidate's academic achievement or form the applicant's previous employer, who is well versed with the applicant's job performance, and sometimes from co-workers.

FINAL DECISION BY THE LINE MANAGER: The line manager concerned has to make the final decision whether to select or reject a candidate after soliciting the required information through techniques discussed earlier. The line manager has to take much care in taking the final decision not only because of economic implications but also because of behavioral and social implications. A careless decision of rejecting would impair the morale of the people and they would suspect the selection procedure and the basis of selection of this organization. A true understanding between line managers and personnel managers should be established to take proper decisions.

JOB OFFER: Thus, after taking the final decision, the organization has to intimate this decision to the successful as well as unsuccessful candidates. The organization offers the job to the successful candidates either immediately or after some time depending upon its time schedule. The candidate after receiving job offer communicates his acceptance to the offer or requests the company to modify the terms and conditions of employment or rejects the offer. 32

 EMPLOYMENT: The company may modify the terms and conditions of employment as requested by the candidate. However the alteration is purely depends on the sole discretion of the Management / company. The company employs those candidates who accept the job offer with or without modification of terms and conditions of employment and place them on the job. With the employment of the candidate the recruitment and selection process is completed.

33

CHAPTER-IV DATA ANALYSIS & INTERPRETATI ON

34

(1)How do you find the recruitment process in Met Life?

Excelle nt No. of Respondents % of the 21 Very good 6 20% Goo d 2 6.7 % Avera ge 1 3.3% Tota l 30 100 %

total 70%

Respondents Interpretation:

The above data shows that the recruitment

process is excellent in the opinion of the employees.

Recruitment Process
25 20 15 10 5 0 Excellent Very good Good Average

(2) Fitness test is necessary for all the employees at regular

intervals? 35

Strongly agree No.of respondents % of 80% 24

Agre Disagr e 6 ee 0

Strongly disagree 0

20%

respondents Interpretation: The above data shows that fitness test is necessary for the employees.

Fitness test
30 25 20 15 10 5 0 Strongly agree Agree Disagree Strongly disagree

3) The screening process of candidates is very impressive?

Strongly agree No. respondents % respondents Interpretation: The above data shows that screening process is impressive of 50% 40% 10% 0 of 15 12 3 Agree Disagree Strongly disagree 0

36

Screening Process of Candidates

20 15 10 5 0 Strongly agree Agree Disagree Strongly disagree

(4) The general intelligence level of each individual during selection is tested? Yes No. Respondents % of Respondents 100% 0 of 30 No 0

Interpretation: The above data shows that the general intelligence of the individual is tested during selection process.

Intelligence level of testing

40 30 20 10 0 Yes No

(5)Internal employees are given more preference for referring candidates?

37

Yes No. Respondents % of Respondents 73.33% of 22

No 8

26.67%

Interpretation: the employees are given preference for referring the candidates.

Referring Candidates

30 20 10 0 Yes No

(6)The recruitment process helps to maintain adequate manpower to fill up the vacancies? Strongly agree No. respondents % respondents of 66.67% 26.67 % 6.66% 0 of 20 8 Agree Disagr ee 2 Strongly disagree 0

Interpretation: The above data shows that the recruitment process helps to maintain adequate manpower.

Adequate manpower

38

30 20 10 0 Strongly agree Agree Disagree Strongly disagree

(7) Interviews are conducted by panel from different departments?

Yes No. Respondents % of Respondents 43.33% 56.67% of 13 No 17

Interpretation: The above data shows that the interviews are conducted in different ways at different levels of employees.

People from different department

20 15 10 5 0 Yes No

No of Respondents

(8) Do you agree that a good recruitment policy plays a key factor in the working of an organization? Strongly agree No.of 19 8 3 Agree Disagree Strongly disagree 0

39

respondents % of respondents 63.33% 26.67 % 10% 0

Interpretation: The above data shows that the recruitment policy plays a key factor in the working of an organization

Recruitment policy
20 15 10 5 0 Strongly agree Agree Disagree Strongly disagree

No of

(9)

Rate

the

process

of

recruitment

and

selection

in

this

organization? Excelle nt No. Respondents % Respondents of 70% 20 % 10% 0 of 21 Goo d 6 Satisfact ory 3 Not Satisfactory 0

Interpretation: The above data shows that the recruitment and selection process are good at Met Life

Rating the process of recruitment and selection

40

25 20 15 10 5 0 Excellent Good Satisfactory Not satisfactory

No of Respondents

(10) Which of the following attracted you to apply for the Job at Met Life? Frequency Decent Salary Opportunity for growth Job security Company reputation 16 20 10 15

Interpretation: The above data shows that the employees are attracted to apply for the Job at MetLife for various reasons. But maximum feel that opportunity for growth is one factor.

Reasons attracted to apply for job

25 20 15 10 5 0 Decent salaryOpportunities Job security for growth company reputation

No of Respondents

(11) In your view, which source is more reliable for the recruitment? External No. of 6 41 Internal 9 Mix of both 15

responden ts % ts Interpretation: The above data shows that the most of the employees support for a mix of both the internal & external sources of 20% 30% 50%

responden

Sources of recruitment
20 15 10 5 0 Internal External Mixof both No of

(12) Which of these was a part of your recruitment and selection process?

42

No. s Written interview Group discussion and 0 9 21 test and 0

of of Respondents

respondent %

interview Interview All of the above

0 30% 70%

Interpretation: The above data shows that the written test, group discussion and interview are the part of recruitment and selection process.

Recruitment and selection process

25 20 15 10 5 0 Written test and interview Group discussion and interview Interview All of the above

43

(13) During the interview process, what is valued the most in your profile? No.Of Responden % ts Qualification Experience Personal traits 3 4 7 of Respondents 10% 13.33% 23.33% 53.34%

All of the above 16

Interpretation: The above data shows that the qualification, experience and personal traits interview process. are valued in profile during

Interview process
20 15 10 5 0 Qualification Experience Personal traits All of the above

No of

(14) What was the time taken for the entire recruitment and selection process? Within 1 Within week No.of Respondents %of Respondents 46.67% 30% 13.33% 10% 14 weeks 9 2 Within weeks 4 3 More than

3 weeks 3

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Interpretation: The above data shows that the most of the employees says it takes more than three weeks for the entire recruitment and selection process.

Time taken for the process

16 14 12 10 8 6 4 2 0 Within one Within two Within three More then weeks weeks weeks three weeks No of

(15) Kind of the interview undergone? Formal & structural interview No. of 24 Informal & unstructured interview 2 0 4 Stress interview Board interview

Respondents % of 80% 6.67% 0% 13.33%

Respondents Interpretation: The above data shows that most of employees had undergone formal and structural interview. 45

Kind of the interview

30 25 20 15 10 5 0 Form al and structural inform al and unstructured stressinterview Board interview

(16) What is important for an employee before recruiting into the job? Communicat ion skills No.of Respondent s % s Interpretation: The above data shows that Communication and Subject knowledge are important for an employee before recruiting into the job. of 33.33% 20% 46.67% 0% 10 6 subject knowledge Both the above 14 of None the above 0 of

Respondent

Employee before recruiting

46

15 10 5 0 Com m unication Subject knowledge Both (a)&(b) None of these No of

(17) Have you gone through the induction program? Yes No. Respondents % Respondents Interpretation: The above data shows that all the employees gone through the induction program. of 100% 0% of 30 No 0

Induction program
40 30 20 10 0 Yes No

No of

(18) What is the impact of induction in your work life? Excellent Good Satisfacto ry No. nts 47 of 6 20 4 Not Satisfactory 0

Responde

% nts

of 20%

66.67%

13.33%

Responde

Interpretation: The above data shows that the impact of induction in work life is good.

Impact of induction in work life

25 20 15 10 5 0 Excellent Good Satisfactory Not satisfactory No of

(19) What was your source of recruitment? Employee reference Through consultancy Campus recruitment 0 Job portals 4

No. s % s

of 20

Respondent

of 66.67%

20%

0%

13.33 %

Respondent

Interpretation: The above data shows that employee reference is the most significant source opted by MetLife.

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25 20 15 10 5 0 employee reference consultancies campus recruitments job portals No of

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Chapter-v FINDINGS & CONCLUSION

FINDINGS
50

 Qualification, Experience &Personal traits are the things which are valued the most in the applied Candidates profile during the interview. Time taken for the entire recruitment and selection process in MetLife varies with the job profiles . Communication skills and subject knowledge are important attributes of an employee before recruiting into the job. Internal employees are given more preference for filling the vacancies. The impact of induction in employees life is good. Interviews are conducted by panel from different departments for higher level jobs. The Recruitment and selection process in this organization is good enough to meet the requirements of the company and maintain adequate manpower. Employee reference is the most significant source for recruiting in MetLife. Fitness tests for MetLife employees is necessary .

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SUGGESTIONS
Suggestions regarding development of the Recruitment and Selection 1. procedures in an organization:

Interviewed and Selected candidates should be asked to give

suggestions by the management to improve the Recruitment and Selection process. 2. Management should try to make induction program lively to

build a strong, cordial relationship with the inductees and provide them all the information needed. 3. Various ratings should be given to experience knowledge,

supplementary and interpersonal skills, merit, ability, intelligence, back ground and so forth. The candidate should be selected taking into consideration all the factors into account. 4. Applicants can be attracted by a wide range of media, but all

advertising requires effective back-up recruitment administration, including the short listing and reference processes. Suggestions for METLIFE in particular: 1. Internal sources of recruitment and employee referrals are given more importance which restricts new blood and new talent from being utilized. 2. Induction process of the company may be improved to motivate the employees. 3. The findings indicate that the company do not follow a unique policy. Instead the company follows different ways of recruitment for different levels and sometime different for the same kind of job too.

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BIBLOGRAPHY

53

WEBSITES:

www.wikipedia.com www.hrm.com

www.books.google.co.in

www.metlife.co.in

Books:

HUMAN RESOURCES MANAGEMENT, H.T. Graham & Roger Bennett.

HUMAN RESOURCE MANAGEMENT by K.Ashwattapa PERSONNEL MANAGEMENT by AND HUMAN RESOURCE

P.SubbaRao.

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ANNEXURES

55

RECRUITMENT AND SELECTION PROCESS

Dear Sir/Madam, The following questionnaire is administered to you as a part of field work on the above topic. The data collected from this questionnaire will be kept highly confidential and used only for academic purpose. I thank you in advance for your valuable time in filling this questionnaire. -Thank you (Please tick whichever is appropriate) Name of the employee: Gender: Designation: Age group: (a) 18-25 years (b) 26-35 years (c) 36-45 years (d) Above 45 years [ ] [ ] [ ] [ ]

1) How do you find the recruitment process in your organization? (a) Excellent (b) Very good (c) Good (d) Average [ ] [ ] [ ] [ ]

2) Fitness test is necessary for all the employees at regular intervals? (a)Strongly agree (b) Agree (c) Disagree (d) Strongly disagree [ ] [ ] [ ] [ ]

3) The screening process of candidates is very impressive? 56

(a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree

[ ] [ ] [ ] [ ]

4) The general intelligence level of each individual during selection is tested? (a)Yes [ ] (b) No [ ]

5) Internal employees are given more preference for referring candidates? (a)Yes [ ] (b) No [ ]

6) The recruitment process helps to maintain adequate manpower to fill up the vacancies? (a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree [ ] [ ] [ ] [ ]

7) Interviews are conducted by a panel from different departments? (a)Yes [ ] (b) No [ ]

8) Do you agree that a good recruitment policy plays a key factor in the working of an organization? (a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree [ ] [ ] [ ] [ ]

9) Rate the process of recruitment and selection in this organization? (a) Excellent (b) Good [ ] [ ] 57

(c) Satisfactory (d) Not Satisfactory

[ ] [ ]

10) Which of the following attracted you to apply for the Job at met life? (a) Decent salary (b) Opportunity for growth (c) Job security (d) Company reputation (e) Good working conditions [ ] [ ] [ ] [ ] [ ]

11)

In your view, which source is more reliable for the recruitment? (a) Internal (b) External (c) Mix of both [ ] [ ] [ ]

12) Which of these was a part of your recruitment and selection process? (a) Written test and interview (b) Group discussion and interview (c) Interview (d) All of the above [ ] [ ] [ ] [ ]

13) During the interview process, what do you think is valued the most in your profile? (a) Qualification (b) Experience (c) Personal traits (d) All the above [ ] [ ] [ ] [ ]

14) What was the time taken for the entire recruitment and selection process? (a) Within one week (b) Within two weeks 58 [ ] [ ]

(c) Within three weeks (d) More than three weeks

[ ] [ ]

15) What kind of the interview did you undergo? (a) Formal and structural interview [ ]

(b) Informal and unstructured interview [ ] (c) Stress interview (d) Board interview [ ] [ ]

16) What is important for an employee before recruiting into the job? (a) Communication (b) Subject knowledge (c) Both a & b (d) None of these [ ] [ ] [ ] [ ]

17) Have you gone through the induction program? (a) Yes [ ] (b) No [ ]

18) What is the impact of induction in your work life? (a) Excellent (b) Good (c) Satisfactory (d) Not Satisfactory [ ] [ ] [ ] [ ]

19) What was your source of recruitment? (a)Employee reference (b)Through consultancy 59 [ ] [ ]

(c)Campus recruitment (d)Job portals (web consultancies)

[ ] [ ]

20) Could there be any suggestions, from your end on the recruitment process taken up by your Organisation, you may please submit the same in the space below

Thank you for giving your valuable time and filling the above questionnaire ********************************************************************* *******

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