Human the company ( Kotak life

resources policies of insurance )

1. INDUCTION
Once an employee is selected and placed on an appropriate job, the process of familiarizing him with the job and the organization is known as induction. Induction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work.
Induction Programme

Before designing induction programme firm need to decide four strategic choices. i. ii. iii. iv. Formal Informal Divestiture Collective Individual grouped Serial Disjunctive

People involved;i. ii. iii. iv. v. vi. HR manager Health and safety advisor Training officer Department or line manager Supervisor Trade union or employee representative

2. HR PLANNING
Human resource planning is what kotak life insurance company do to make sure their staff is the correct one to benefit the company. Employees should meet the needs of the company. Both staff and human resources work together to meet this goal Human Resources (HR) is a department within a company responsible for implementing strategies to manage its employees. Through HR planning, an organization can achieve its strategic goals. HR Policies

i. ii. iii. iv. v. vi.

Leave Policy Attendance Policy Performance appraisals Trainings Compensation & Salary Employee Recreation

3. Recruitment
Recruitment follows HR planning and goes hand in hand with selection process by which organizations(kotak insurance) evaluate the suitability of candidates. With successful recruiting to create a sizeable pool of candidates, even the most accurate selection system is of little use Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. The next step is careful examination of the job and enumeration of skills, abilities and experience needed to perform the job successfully. Other steps follow: Creating an applicant pool using internal or external methods i. ii. iii. Evaluate candidates via selection Convince the candidate And finally make an offer

Recruitment and Selection is conducted by:

i. ii.

HR & Branch Manager Functional Head

PROCESS OR STEPS OF RECRUITMENT Recruitment cycle time is of for 60 days and above 90 days. Release 60/90 days on boarding Process:Slot positionlevel/grade/designation/job description/etc(cost to company) Sourcing:1. Referral scheme

2.

portals (naukri.com)

3. data base managed by them 4. consultants

After short listing the candi they :They do interview:1. 2. 3. (video conference) PI (profile discussion)

And after selecting the candi:i. ii. iii. acceptance medical check up training involves steps

TRAINING ( training programs used by kotak life insurance) TYPES OF TRAINING Three categories followed at Kotak are: 1. Internal Training: - Such training programs will be specific to the needs of the company/business/functional unit and participation will be restricted only to company employees. 2. External Training: - Employees, who have specific training needs, identified either through the Performance Management System or otherwise, may be sent for such training. These programs will normally be conducted by Professional Management bodies or by reputed Management institutes within the country. ( International Training: - For very specialized needs, employees may be sponsored by the company for courses conducted either by reputed universities or international management agencies located outside India.

Then joining report is given to the employee And this hole procedure end in 60 days

4. THE CHALLENGING SITUATION IN MANAGING THE RECRUITMENT SELECTION.

There are two problems faced by kotak Mahindra company in recruitment, they are ;1. Challenges in Modern Human Resource Management

It is a battle where we realize that the balance comes from a lot of sharing of common chore, of sharing responsibilities and of sharing understanding most of all.The time demand implementing rigid flexibility.

2. Outsourcing HR Activities: The trends towards outsourcing have been caused by severalstrategic and operational motives. HR departments are divesting themselves from different activities to focus more on strategic role. Outsourcing has also been used to help reduce bureaucracy and to encourage a more responsive culture by introducing external market forces into the firm through the biding process. It is a big challenge before the HR manager to prove that his/her department is as important as any other functions in the organization.

5. PLACEMENTS
Placement is an ongoing process and will continue till everyone has a job in hand that matches one's aspirations. Placement is a process of assigning a specific job to each of the selected candidates. It involves assigning a specific rank and responsibility to an individual. It implies matching the requirements of a job with the qualifications of the candidate Sourcing is done by kotak Mahindra life insurance company:i. ii. iii. iv. Referral scheme portal (naukri.com) data base maintained by them consultants

6.

SELECTION PROCESS

After short listing the candidates they do :They do interview:i. ii. iii. VC (VIDEO CONFERENCE) PI 3 PD (PROFILE DISCUSSION)

And after selecting the candidates :i. ACCEPTANCE

ii. iii.

MEDICAL CHECK UP TRAINING

Then joining report is given to the employee and then induction plan is started.And this hole procedure end in 60 days

7. The Human Resource Information System (HRIS)

The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. Pick your HRIS carefully based on the capabilities you need in your company

Management of all employee information. Reporting and analysis of employee information.

The HRIS that most effectively serves for tracks:

attendance and PTO use, pay raises and history, pay grades and positions held, performance development plans, training received, disciplinary action

8. Internal mobility of the manpower:They use there man power as an asset of a company , and they utilized there skill and potential for achieving the goal of an enterprise . For managing the manpower the use various types of policies and softwares.