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INTRODUCTION
COMPANY PROFILE
Bank of India and Union Bank of India, two leading Public Sector Banks in India and the Daiichi Life Insurance Company Limited, a leading Japanese Company in the Life Insurance
market, have floated a Joint Venture Company, "Star Union Dai-ichi Life Insurance Co. Ltd." for
undertaking The Company, has been incorporated / registered with the Registrar of Companies,
Maharashtra on 25th September, 2007. The Company has been issued the license for undertaking
life insurance business in India by Insurance Regulatory and Development Authority (IRDA) on
26.12.2008. The Company has best insurance, IT, finance and investment resources. The
Company has a capital stake of 48% by Bank of India, 26% by Union Bank of India and 26% by
Dai-ichi Life Insurance Co.Ltd. The Company has authorized capital of Rs. 250.00Crores.
Star Union Dai-ichi Life Insurance Co. Ltd., with the strength of the domestic partners in the
Indian Financial Sector coupled with the Dai-ichi Lifes strong domain expertise is expected, to
be
strong
player
in
the
Indian
Life
Insurance
market
in
short
time.
Bank of India and Union Bank of India have a strong nationwide network of more than 6900
offices, which shall provide distribution outlets with a wide reach. More than 48 million strong
banking customer base of the two banks provides ready scope for cross selling of insurance
products. The two banks have strong brand equity, and command high level of trust among their
customers and people at large. Additionally the Regional Rural Banks sponsored by the two
1
banks provide more than 1500 branches to tap the life-insurance business in the rural areas. Daiichi Life Insurance Co. Ltd. is a leading player in the Life Insurance Segment in Japan and is one
of the top ten Life Insurers in the world and the second largest Life Insurance Company in
Japan. Established in 1902, it has more than a century of experience in Life Insurance business.
It has sound product knowledge, sharp asset management skills, and strong operational
capabilities to manage Life Insurance business, which make Dai-ichi Life the best insurance
Star Union Dai-ichi Life Insurance Company Ltd. is also committed to providing insurance to
rural and weaker / social sectors. Both the domestic partners are in the process of implementing
Govt. of Indias initiative of Financial Inclusion and their pan India network of branches gives
the
Company
natural
edge
in
catering
to
these
sectors
effectively.
With the strong brand and commitment of the partners, Star Union Dai-ichi Life Insurance
Company Ltd. promises to be a new star on the horizon of the Indian life insurance business,
promising value to all stakeholder.
Ahmedabad RO:
Bangalore RO:
Co. Ltd.,
Lalbagh Road,
Drinks,
Ahmedabad, 380009
Tel.No. 079
30041500/02/03/04/05/06/08/09
Fax. No. 079 30041507
Bhopal RO:
Bhuwaneswar RO:
Co. Ltd.,
Tel.No. 0674-3010946/47/50,0674-
3018967/68/69/70
3921614/15/16/17/18/19/21/22/23
Chandigarh RO:
Chennai RO:
Co. Ltd.,
NAC, Manimajra,
Tel. No.044-
Chandigarh - 160101
40140200/04/05/06/07/09/10//12/14/15/16/17/18/19
3056006/07/08/09/10/11/12/13/14/15
&
Head
Human
Resources,
SUD
Life.
AMLPresentation
Employee Code of Ethics & Business Conduct Presentation
Fraud Awareness Presentation
ULIP Presentation
MEDIA COVERAGE:
Name of the
Sl.No Title
news paper/E-
Edition
Release Date
paper
Star Union Dai-ichi
1
Life achieves
06/05/2015
The Economic
Times
MUMBAI
06/05/2015
SUD A JOINT VENTURE OF BANK OF INDIA ,UNION BANK AND DAI-ICHI LIFE
JAPAN.
BANK OF INDIA
Bank of India was founded on 7th September, 1906 by a group of eminent businessmen from
Mumbai. The Bank was under private ownership and control till July 1969 when it was
nationalised along with 13 other banks. Beginning with one office in Mumbai, with a paid-up
capital of Rs.50 lakh and 50 employees, the Bank has made a rapid growth over the years and
blossomed into a mighty institution with a strong national presence and sizable international
operations. In business volume, the Bank occupies a premier position among the nationalised
banks.
The Bank has 4828 branches in India spread over all states/ union territories including
specialized branches. These branches are controlled through 50 Zonal Offices. There are 56
branches/ offices and 5 Subsidaries and 1 joint venture abroad. The Bank came out with its
maiden public issue in 1997 and follow on Qualified Institutions Placement in February 2008.
While firmly adhering to a policy of prudence and caution, the Bank has been in the forefront of
introducing various innovative services and systems. Business has been conducted with the
successful blend of traditional values and ethics and the most modern infrastructure. The Bank
has been the first among the nationalised banks to establish a fully computerised branch and
ATM facility at the Mahalaxmi Branch at Mumbai way back in 1989. The Bank is also a Founder
Member of SWIFT in India. It pioneered the introduction of the Health Code System in 1982, for
evaluating/ rating its credit portfolio. Presently Bank has overseas presence in 22 foreign
6
Contribution of foreign branches in the global business of the Bank as at 31.03.2014 is as under:
UNION BANK
stake of 48%, Union Bank of India has 26%, and Dai-ichi Life has the remaining 26%.
Star Union Dai-ichi Life, with the strength of the domestic partners in the Indian financial
sector coupled with Dai-ichi Lifes strong domain expertise, is expected to be a strong player
in the Indian Life Insurance market in a short time. The Company offers various products to
serve all strata of society and cater to the needs of different Customer Groups
HISTORY
Union Bank of India - an overview
His prescient words anticipated the growth of the bank that has taken place in the decades
that followed. The Bank now operates through over 4000+ branches across the country. The
Bank's core values of prudent management without ignoring opportunities is reflected in the
fact that the Bank has shown uninterrupted profit during all 93 years of its operations.
8
Union Bank has been playing a very proactive role in the economic growth of India and it
extends credit for the requirements of different sectors of economy. Industries, exports,
trading, agriculture, infrastructure and the individual segments are sectors in which the bank
has deployed credit to spur economic growth and to earn from a well diversified portfolio of
assets.
Resources are mobilized through Current, Savings and Term Deposits and through refinance
and borrowings from abroad. The Bank has a large clientele base of over 49 million.
People need insurance but they prefer investment over risk coverage although latter is more
important.
Indian mentality for insurance is very bleak people do not feel need of insurance although they
have dire-necessity for that. Insurance institutions in India have not considered forced insurance.
The voluntary-purchasing of insurance policies is rare phenomena. They prefer to go to bank
offices rather than going to insurance offices for getting risk coverage.The insurance institutions
procure the business through their agents who are the main link between people and the
company. The IRDA, Act is expected to mobiles insurance coverage and resources for
investment in the economy.The Government has assured that there would not be any
disinvestment in the LIC, GIC and their subsidiaries. Insurance Act, 1938, has not been sufficient
to regulate the insurance business in India.
1.2.4.1HR Department
Introduction
This Human Resource Policy is designed to help the employees become familiar with the
policies and practices of the Company.
It contains all personnel policies and practices of the Company. The purpose of these policies
is to ensure fairness, transparency and consistency in the relationship of the Company with its
employees.
10
The policies and practices set out in the HR Policy Manual will apply to all employees of the
Company across all the offices in India, unless it is expressly noted by this Policy manual or the
letter of appointment, or any other specific agreement.
The Revised HR policy comes into effect from 1st April 2015.
1.2.4.2IT Department
Policies
1.
2.
3.
4.
5.
6.
7.
8.
9.
Financial Accounting
Reporting of key financial information to stakeholders
Performance Management reporting
Risk Management by set limits, risk management processes
Operating in a cost efficient manner
Provider of financial statements and management reports.
1.2.4.4Investments Department
The Investments departments role is to seek to attain superior returns while incurring prudent
levels of risk for General Board managed funds. It deal with
Team: Analysts and Fund manager headed by the CIO
Function: Earning higher returns on the investments and delivering the returns promised
and generate investment income
1.2.4.6Marketing Management
Digital Marketing : Promoting the brand online and driving sales through the online
marketing.
Branding : Preparing marketing plans, advertising campaigns.
Channel Marketing : Establishing and maintaining the distribution systems companies
use to market, sell, and deliver products to customers.
12
A g en cy Sellin g
B an cassuran ce
Figure no.2
Bancassurance
It refers to selling of insurance products through global banks.
The IRDA is in discussion with insurers and bankers and wants to assess whether it
would be possible for banks to sell products of multiple insurance companies. This will
help banks with greater flexibility and provide a wider choice to customers.
Direct Marketing :
Incomesurance is the main product pushed through this channel.
Success marketing programs like contests to support business performance.
Insurance companies frequently use mailings as part of a direct marketing campaign.
Prospective customers receive postcards or letters encouraging them to contact the
company.
1.3.2 Mission
To continually strive to enhance customer experience through innovative product offerings,
dedicated relationship management and superior service delivery while striving to interact with
our customers in the most convenient and cost effective manner.
To be transparent in the way we deal with our customers and to act with integrity.
To invest in and build quality human capital in order to achieve our mission.
1.3.3 Values
Transparency: Crystal Clear communication to our partners and stakeholders
Value to Customers: A product and service offering in which customers perceive value
Rock Solid and Delivery on Promise: This translates into being financially strong,
operationally robust and having clarity in claims
Customer-friendly: Advice and support in working with customers and partners
Profit to Stakeholders: Balance the interests of customers, partners, employees, shareholders
and the community at large.
14
Life has always been the way you wanted it to be. Even to the finest details, you know what you
want. You live in today but are constantly shaping your future. Thinking ahead, you are the
maker of your days. Today and tomorrow.Presenting SUD Life's Elite Assure Plan, which
combines savings and protection, to give you the freedom to build a supplementary future
income so that your tomorrow can be just like today.
Flexibility to choose your future income
15
CORE BENEFITS
ASSURED BENEFITS:
16
Your annual income & minimum guaranteed maturity benefit will depend on the monthly
income chosen by you
Your premium amount will depend on your age and the monthly income and the plan you have
chosen
Pay premium for 5 years or 7 years as per the plan option chosen
There will be a deferment period after you have paid the last premium.
After the deferment period, you will start receiving monthly & annual income along with
lump sum at the end of the policy term.
In case of your unfortunate demise, your family will receive the Sum Assured in a lump sum
Snapshot of SUD Life's Elite Assure plan
Entry Ages
Minimum - 20 years
Maximum - 50 years
Sum Assured
17
tailored to meet these needs with its distinct payout structure, crafted to meet the funding needs
related to your child's career and wedding.
Core benefits:
A choice between two funding options - Career Endowment and Wedding Endowment.
Get "Child Benefits" up to 125% of sum assured.
Your child's future is secure even in case of your unfortunate demise.
Income Tax Benefits under section 80(C) & 10(10D)*.
Endowment option**
Endowment option**
18
50%
20%
21
20%
30%
24
In case of your unfortunate demise, your child will receive the Sum Assured immediately. All
the future premiums will be waived off and your child will also continue to get the future
benefits as planned at ages 18, 21 and 24 years.
**Benefits payable as the percentage of Sum Assured
Snapshot of the plan
19
Entry Ages
- Parent : 19-45 years
- Child : 0-8 years
Sum Assured
- Minimum : Rs. 5 lacs
- Maximum : Rs. 5 crores
Policy Term
- 24 minus age of child at entry
Premium Payment Term
- Option 1: 18 minus age of child at entry
- Option 2: 10 years
Premium Payment Modes: Annual, half yearly, quarterly, monthly (through ECS/ SI only)
*Tax benefits are subject to change in tax laws from time to time. Prevailing benefits would be
applicable as per the prevailing laws from time to time.
You always work hard to achieve your long term goals. But while your long term goals are
priority there are times, when you would need interim payouts to meet your short term financial
requirements as well. Be it your first car or child's education or an exotic holiday with your
family, a regular payout is much sought when it comes to the happiness of your loved ones. Now
you can address all these financial requirements with Star Union Dai-ichi's Guaranteed Money
Back Plan, which gives you regular payouts after every five years#. Along with your short-term
financial goals, this traditional plan ensures financial stability of your future with guaranteed
lump sum at maturity. Besides this, it also secures your family in case of your unfortunate demise
and ensures that they move up in life with increased savings.
Core benefits:
Guaranteed money back of 200% of annual premium after every five years#
Your funds grow with guaranteed additions of up to 6% of annual premium every year
Guaranteed lump sum at the end of policy term
Financial support to your family in case of unfortunate demise
Income Tax benefits under section 80(C) & 10 (10D)*
# before the end of the policy term
How does this plan work?
Choose a Sum Assured: Rs. 3 lakhs to 10 crores; and a policy term: 10 years / 15 years / 20
years
Decide your annual premium based on the above and your age
Pay the premium for 10 years
After every five years, you will receive 200% of your annual premium
21
Your money grows every year with guaranteed additions of up to 6% of annual premium
At the end of policy term, you will receive a guaranteed lump sum
In case of unfortunate demise, your family will receive the entire sum assured irrespective of
the interim benefits, which has been already paid to you.
Snapshot of the plan
Age at Entry: 13 years to 50 years
Policy Term: 10 years / 15 years / 20 years
Maximum Age at Maturity: 70 years
Premium Payment Term: 10 years in yearly, half-yearly, quarterly and monthly modes
Sum Assured: Rs. 3 Lacs to Rs. 10 Crores
Guaranteed Additions:
Policy Term
10 yrs
15 yrs
20 yrs
10
15
20
Death
Benefit:
Sum
Assured
guaranteed
additions
till
date
*Tax benefits are subject to change in tax laws from time to time. Prevailing benefits would be
applicable as per the prevailing laws from time to time
22
23
The premium amount will depend upon your age, the Basic Sum Assured, premium payment
term and Policy Term chosen
At the end of policy term, you will receive guaranteed 125% Sum Assured along with
additional bonuses accumulated all through your policy term
In case of your unfortunate demise during the term of the policy, Death benefit3 which is Death
Sum assured# along with Guaranteed Additions and Bonuses, accrued till the date will be paid
Eligibility
Age at entry- 18 yrs to 55 yrs
Maximum age at Maturity- 70 years
Guaranteed Addition of 5% of Sum Assured every year for first 5 years, payable on maturity. In
case of death, Guaranteed Addition accrued till date of death will be paid. *Tax benefits are
subject to change in tax laws from time to time. Prevailing benefits would be applicable as per
the prevailing laws from time to time.
#
Death Sum Assured= 10 times the Annual premium or Minimum Guaranteed Sum Assured at
In line structure, authority flows from the top level to lower levels through various
managerial positions. There is vertical flow of authority and responsibility.
24
There are many levels of management depending upon the scale of business and
Figure no.3
1.7.1Market Share of SUD LIFE
25
0.53
0.58
0.99
0.99
1.05
1.27
1.02
0.41 0.41
0.42
0.39
0.33
0.20
0.09
1.27
2.30
2.46
2.73
3.14
4.40
5.66
5.88
DAI
StarIchi
Union
LifeDai
Insurance Co. Ltd
Future Generali Life Insurance Co Ltd
IDBI Federal Life Insurance Co. Ltd
India First Life Insurance Co. Ltd
Bharti Axa Life Insurance Co. Ltd
Aegon Religare Life Insurance Co. Ltd
Shriram Life Insurance Co. Ltd
DLF Pramerica Life Insurance Co. Ltd
Figure no. 4
SUDS New Business Premium grows by 23%, compared to industrys negative growth
of -15%.
Achieves 44% increase in the number of new business policies sold.
Product mix further shifts to long-term traditional products, thereby driving profitability
through product-mix. Traditional products account for 83% of new business premium.
26
10
11
12
13
14
15
16
17
18
19
20
Table no. 3
For the calendar year 2012, SUD LIFE is Ranked 15th and its Equity Fund ranked No 1 among
72 ULIP funds bearing testimony to the companys fund management expertise. SUD Life
Insurance has achieved break even in 2012-13, its fifth year of operations. The company has
reported a maiden profit of Rs 9.24 crore in 2012-13, thus making it one of the fastest to breakeven in the Life Insurance industry. In an industry challenged by falling margins, shrinking new
business volumes, high cost ratios and low profitability, this is a significant achievement.
One of the major reasons behind the growth of SUD LIFE Life Insurance has been its
employees. The organization regards its employees as valuable assets and takes pride in the fact
that it has one of the finest workforces in the general insurance industry.
1.8 Leadership of SUD LIFE INSURANCE and their Levels in the Industry
R
Figure no.5
28
During the tenure of the training we interacted with various people. Among them few guided us
and helped us in better understanding of the functioning of different departments of the
organization. Mr. Sumit Kalra, Regional Manager (sales) guided us with the functioning of the
branch and how employees coordinate and are accoladed based on their performances.
Mr. Sanjeev Arora (Branch Head) and Mr. Chandra Shekhar singh (Sr. Manager) helped us
throughout by their guidance and support, throughout our tenure with SU
CHAPTER-2
CONCEPTUAL DISCUSSION
2.1 INTRODUCTION OF RECRUITMENT
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. Retention means ensuring that once the best person has been
recruited, they stay with the business and are not poached by rival companies.
Undertaking this process is one of the main objectives of management. Indeed, the success of
any business depends to a large extent on the quality of its staff. Recruiting employees with the
correct skills can add value to a business and recruiting workers at a wage or salary that the
business can afford, will reduce costs.
Employees should therefore be carefully selected, managed and retained, just like any other
resource
29
30
Transfers
Promotions(through internal job postings) and
Reemployment of the Ex- employees- reemployment of the Ex- employees is one of
the internal sources of recruitment in which employees can be invited and appointed
to fill back vacancies in the concern. There are situations when Ex- employees
provide unsolicited applications also.
External recruitments- External sources of recruitments have to solicit from outside the
organization. External sources are external to a concern. But it involves lot of time and money.
The external sources of recruitment include- employment at factory gate, advertisement,
employment exchanges, employment agencies, educational institute, labor contract
Recruitment is a process through which an organization legally obtains its new employees
through a step-by-step screening process. It is a major function of HR department. The company
uses various methods to filter out candidates that suits its needs; for example qualification, skills,
experience, etc. Recruitment affects a lot on the performance of an organization. Types of
Recruitment: - Internal recruitment- The process of recruiting people within an organization. It
may include
(a) Personal recommendation from people within an organization.
(b)Notice boards within an organization.
(c)Meetings involving only the members of an organization and discussing the requirements or
required employees.
(d)Internal recruitment is relatively cheaper process but it may harm the sense of competition
within the employees.
External recruitmentThe process of recruiting employees from outside the organization, depending on other sources.
This may include(a)Recruitment agencies
31
(b)Advertisements
(c)Job centers
32
Let us now look at the various methods of recruitment: Recruitment agencies-A candidate may
register with various recruitment agencies which in turn help the applicant finding a suitable job
for him/her. They are also referred to as Head-Hunters'.
Job centersThe people in need of a job can register with these centers. They help the candidates in need of a
job by contacting the organizations in need of employees and even advertising for the candidates.
AdvertisementsA candidate may advertise for his need for a job. The advertisement may be made on internet,
newspaper or employment magazines; giving all the details about himself/herself.
Personal RecommendationAn existing employee of an organization may recommend some specific candidate known to him
for an existing vacancy. The positive point about this method of recruitment is that all the
strengths and weaknesses of the candidate are known beforehand without even conducting a
formal interview. Read about staffing solutions in Australia and recruitment in Australia .
33
They have special recruitment cells which have in providing jobs to fresh candidates.
Recommendations- there are certain people who have experience in a particular area.
They enjoy goodwill and a stand in a company. There certain vacancies which are fill by
recommendations of such people. The biggest drawback of these sources is that the
company has to rely totally on such people which can later on prove to be inefficient.
Labor contractors- these are the especially who supply manpower to the factory or
manufacturing plants through these contractors, workers are appointed on contract basis,
i.e. for a particular time period. Under conditions when these contractors leave the
organizations, such people who are appointed have to also leave the concerns.
35
Types of selection
Application Forms
Application forms are a means of collecting written information about an applicant's education,
work and non-work experiences, both past and present. Almost all organizations request
applicants to complete an application form of some type. Application forms typically request
information on an applicant's home address, last employer, previous work experience, education
of military service, and other information pertinent to employment, such as names and addresses
of references. The application form also serves as a guide for the employment interview.
Employment Interviews
The employment interview is a vehicle for information exchange between applicant and
interviewer regarding an applicant's suitability and interest in a job the employer seeks to fill.
Information provided in an applicant's application for employment can be probed more deeply in
the interview and other information relevant to an applicant's qualifications can be elicited. Since
interviews can be rather flexible, any missing pieces of information about an applicant can be
collected at this time.
Interview problems
As a selection method, interviews are problematic. Research shows that interviews have good
test-retest reliability (same interviewer twice) and good internal consistency reliability, but low
inter-rater reliability (between different raters). The reason for low inter-rater reliability is that
interviews are apt to be unstructured and subjective. A number of problems result from the
unstructured nature of employment interviews. These include:
(1) rater error;
(2) talkative interviewer hampers collection of job-related information;
(3) variance in questions asked of applicants during interview;
4) interviewer asks "trick" questions;
36
(5) interviewer asks inappropriate questions relating to an applicant's race, religion, sex, national
origin, and age.
Rater Error in Interviewing
Central tendency errors result in most applicants being rated as average. Leniency and strictness
errors, on the other hand, result in most applicants being given either uniformly high or
uniformly low ratings. The halo effect has the result of an applicant being seen as generally good
or bad because one characteristic of the applicant overshadows all others. Contrast effects may
occur if an average applicant is rated more highly than he or she deserves because he or she is
interviewed after several poor applicants. Stereotyping is the tendency to compare applicants
with one's stereotype of the "ideal" applicant.
Improving employment interviews.
The value of the employment interview as a selection method will increase if these guidelines are
followed:
1. A structured interview guide containing questions for applicants should be used to
increase the reliability of interviews.
2.
37
2. Interviewers should be given complete job descriptions and job specifications for each job for
which they are interviewing. This tends to reduce interviewer bias because actual requirements
are spelled out in detail.
3. Interviewers should be trained in interviewing and know how to avoid errors such as talking
too much and making hasty judgments.
4. Interviewers should be trained to deal with all applicants, regardless of level of qualifications,
since the interview is also a public relations vehicle.
5. Interviewers should receive special instructions in properly and legally interviewing women
and minorities.
Tests of Abilities, Aptitudes, and Skills
Tests used for screening applicants on the basis of skills, abilities, and aptitudes can be classified
as either paper and pencil tests or job sample tests. Both kinds are scored, and minimum scores
are established to screen applicants. The "cut-off" score can be raised or lowered depending on
the number of applicants. If selection ratios are low, the cut-off score can be raised, thereby
increasing the odds of hiring well-qualified employees.
Tests should be selected only after thorough and careful job analysis. For example, examination
of a job description for an auto mechanic would probably show that manipulation of parts and
pieces relative to one another and the ability to perceive geometric relationships between
physical objects were required. These abilities are a part of a construct called mechanical
aptitude. Various parts of mechanical aptitude can be measured using either paper or pencil or
job sample tests.
Job sample tests, which require applicants to demonstrate specific job duties, can also be used to
measure mechanical ability. For example, applicants for a mechanic's job could be asked to
locate and fix a number of things wrong with a car or truck. Organizations can develop their own
job sample tests. Closely related to job sample tests are job simulation exercises that place an
applicant in a simulated job situation to see how well he or she can cope.
Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational
38
requirements with the skills and qualifications of people. Effective selection can be done only when there is
effective matching. By selecting best candidate for the required job, the organization will get quality performance
of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By
selecting right candidate for the required job, organization will also save time and money. Proper screening of
candidates takes place during selection procedure. All the potential candidates who apply for the given job are
tested.
But selection must be differentiated from recruitment, though these are two phases of employment process.
Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It
creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate
candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the
best candidate with best abilities, skills and knowledge for the required job.
The Employee selection Process takes place in following order1. Preliminary Interviews- It is used to eliminate those candidates who do not meet the
minimum eligibility criteria laid down by the organization. The skills, academic and
family background, competencies and interests of the candidate are examined during
preliminary interview. Preliminary interviews are less formalized and planned than the
final interviews. The candidates are given a brief up about the company and the job
profile; and it is also examined how much the candidate knows about the company.
Preliminary interviews are also called screening interviews.
2. Application blanks- The candidates who clear the preliminary interview are required to
fill application blank. It contains data record of the candidates such as details about age,
qualifications, reason for leaving previous job, experience, etc.
3. Written Tests- Various written tests conducted during selection procedure are aptitude
test, intelligence test, reasoning test, personality test, etc. These tests are used to
objectively assess the potential candidate. They should not be biased.
4. Employment interview- It is a one to one interaction between the interviewer and the
potential candidate. It is used to find whether the candidate is best suited for the required
39
job or not. But such interviews consume time and money both. Moreover the
competencies of the candidate cannot be judged. Such interviews may be biased at times.
Such interviews should be conducted properly. No distractions should be there in room.
There should be an honest communication between candidate and interviewer.
5. Medical examination- Medical tests are conducted to ensure physical fitness of the
potential employee. It will decrease chances of employee absenteeism.
6. Appointment Letter- A reference check is made about the candidate selected and then
finally he is appointed by giving a formal appointment letter.
According to R.D. Gate wood and H.S. Field, employee selection is the "process of collecting
and evaluating information about an individual in order to extend an offer of employment."
Employee selection is part of the overall staffing process of the organization, which also includes
human resource (HR) planning, recruitment, and retention activities. By doing human resource
planning, the organization projects its likely demand for personnel with particular knowledge,
skills, and abilities (KSAs), and compares that to the anticipated availability of such personnel in
the internal or external labor markets. During the recruitment phase of staffing, the organization
attempts to establish contact with potential job applicants by job postings within the
organization, advertising to attract external applicants, employee referrals, and many other
methods, depending on the type of organization and the nature of the job in question. Employee
selection begins when a pool of applicants is generated by the organization's recruitment efforts.
During the employee selection process, a firm decides which of the recruited candidates will be
offered a position.
Effective employee selection is a critical component of a successful organization. How
employees perform their jobs is a major factor in determining how successful an organization
will be. Job performance is essentially determined by the ability of an individual to do a
particular job and the effort the individual is willing to put forth in performing the job. Through
effective selection, the organization can maximize the probability that its new employees will
have the necessary KSAs to do the jobs they were hired to do. Thus, employee selection is one of
the two major ways (along with orientation and training) to make sure that new employees have
40
the abilities required to do their jobs. It also provides the base for other HR practicessuch as
effective job design, goal setting, and compensationthat motivate workers to exert the effort
needed to do their jobs effectively, according to Gate wood and Field.
Job applicants differ along many dimensions, such as educational and work experience,
personality characteristics, and innate ability and motivation levels. The logic of employee
selection begins with the assumption that at least some of these individual differences are
relevant to a person's suitability for a particular job. Thus, in employee selection the organization
must (1) determine the relevant individual differences (KSAs) needed to do the job and (2)
identify and utilize selection methods that will reliably and validly assess the extent to which job
applicants possess the needed KSAs. The organization must achieve these tasks in a way that
does not illegally discriminate against any job applicants on the basis of race, color, religion, sex,
national origin, disability, or veteran's status.
2.7
Star union dai-ichi Recruitment 2013 through IBPS: Star Union Dai-ichi (SUD) invites online
application forms for Clerk Recruitment 2013 to work its branches and offices across India.
41
Valid Score card and Cut off marks details listed in notification /advertisement for IBPS Clerk
exam 2013.
Eligible IBPS Clerk Exam 2013 qualified candidates fill the SUD Online Application form
2013.While filling the application form, applicant have to pay Challan fee in online mode or at
bank. According to notification, application fee is Rs. 150 for OBC and General Applicants and
Rs.50 for other applicants.
Graduation degree along with full knowledge in Computer basics skills (MS-Office) is
mandatory, which helps to perform banking operations fast.
According to STAR UNION DAI-ICHI Clerical Recruitment 2013 notification, the salary ranges
from Rs.7300 to Rs.19300.In Addition DA, HRA and Health benefits also included to
employees.
Applicant must have at least 18 years of age and not more than 28 years for OC/General, 18 to
31 years for OBC and 18 to 33 years for ST/ST Candidates as per the reference date.
Star union dai-ichi Clerk selection procedure will made purely performance base in interview.
IBPS Clerk cut off marks also play major role while selecting the final list.
After completion of online registration, take a print out and use it while attend for Interview.
Bank will send call letter for Interview to your E-Mail ID. Follow online registration instructions
carefully before fill application form. Applicants need to complete the online application form
submission within last date.
CHAPTER 3
CONCEPT RELATED TO STUDY
3.1 RECUITMENT PROCESS IN INDIA
India has one of the worlds most sought after job markets. With the booming economy and high
economic growth, India is the place to be for prospective job seekers. The recruitment process in
India is a very comprehensive one and caters to the diverse job market of the country. The
objective of the recruitment process is to place the suitable candidate in the right job profile. The
other important aspects, which the recruitment process includes, are identifying the vacancies,
advertising the post of the candidates, short-listing, managing the response, preparing the job
descriptions and person specifications, arranging interviews, conducting interviews, decision
making, convey the decision and appointment action.
The recruitment process in India usually boils down to 3 important steps which are application
short-listing, preliminary assessment and final interview and selection. In some cases, the
recruitment process may also comprise of a written test, to judge the candidates on specific
skills. However, the candidates CV place and important role in reaching out to the employers and
43
company website. This will allow the recruits to read the job descriptions of each job before they
apply for the position. If potential candidates feel they can do the job, they can then apply to the
company directly, by filling out an application, and attaching a resume, cover letter or any other
required documentation. Some employers give a contact person versus allowing the recruit to
apply online. The contact personnel can then contact the recruit and go into more depth on the
vacant position.
Temporary Agency
A temporary agency helps employers recruit, without having to take time out of
their busy schedules. Employers will tell the temporary agency the type of employees they
prefer, and all the specifics of the job. The temporary agency then posts for the position, or goes
to a pool of applicants on file. The temporary agency representative will administer any test that
the employer requires with the employees, and conduct interviews. The temporary agency rep
will send over the employee she feels will best suit the position to either work or conduct an inhouse
44
Newspapers
Newspapers play a significant role in recruiting employees. Employers will
advertise open positions. This helps keep the interviewing process down, because prospective
candidates will be given a contact email or address to send their credentials, and recruiters can
weed through the resumes, then conduct interviews when they find the best suitable candidates.
Web Recruitment
The Internet is playing a major role in employee recruitment. Sites, such as Career
Builder, Hot Jobs, Indeed and Monster, allow companies to post job listings for vacant positions.
Some sites even allow the recruits to create their own profile, where they will post their resume
and other employment specifics online, and employers can view these profiles without
conducting interviews. This helps the employers find the best possible candidate for the position.
Job Fairs
o
Job fairs allow businesses to send company recruiters to the event, usually in a
venue that holds a large capacity of people, and find employees to come on board with their
company. These job fairs are advertised on the radio, in newspapers and online. Employers set up
booths or tables and have pamphlets and other company information, and pass out business cards
to prospective employees.
Internal Sourcing
Internal sourcing is the practice of advertising a new or recently vacated position within a
business to existing employees. More businesses have come to use internal sourcing as a method
to recruit employees upward or laterally within the company because little or no training is
needed, and expenses that include advertising for a new employee and running background
checks are spared. It also fosters loyalty and parity among team members.
45
External Sourcing
Third-Party Sourcing
Third-party sourcing involves using a placement agency or headhunter to find qualified job
candidates. These third-party sources use various techniques and tools to find appropriate job
applicants, such as extending offers of improved salary compensation and more flexible benefits
packages.
Interviewing or Pre-Selections
All Business suggests that you should schedule interviews when you know you will have
uninterrupted time to review the job candidate's resume and conduct an insightful interview.
When conducting the interview, do not focus solely on the applicant's credentials or experience.
Instead, present hypothetical scenarios to the candidate and ask how she would evaluate and
solve the presented problems. Listen to her answers without interruption and take notes on key
points.
46
47
CHAPTER 4
PERCEPTION AND BUYING
BEHAVIOUR OF CUSTOMER
4.1 Insurance
Every asset has a value for its owner and for those who are benefited with the existence of that
asset. Insurance is concerned with the protection of economic value of assets.
48
ii.
iii.
iv.
They may provide satisfaction of some needs and also yield income to the owner.
Every asset has normally an expected lifetime. During this period, it is expected to perform and
provide income/comfort to the owner. The owner, being aware of this, plans the things in such a
way that by the time the expected lifetime of the asset expires, he is ready with the funds
required for its replacement. In this way, he ensures that the value or income from the asset is not
lost. Well, this appears to be a fine arrangement provided the asset completes its expected
lifetime.
All assets carry the risk of being destroyed or damaged. But all assets may not necessarily get
destroyed or damaged. Only in a few instances, the probability turns out to be true and the assets
gets actually lost or destroyed by accident or some other unfortunate event before the
compilation of its expected lifetime. The owner and those deriving benefits from the asset will
suffer because the arrangement to make available its substitute is not yet ready.
4.2. Major Principles of Indian Insurance Contract
1.
Insurance contracts are based upon mutual trust and confidence between the insurer and the
insured. Hence, they are said to be uberrimae fidei i.e. of the utmost good faith. Utmost good
faith in insurance means that each party to a proposed contract is legally obliged to reveal to the
other party all information which would influence the others decision to enter the contract,
49
whether such information is requested or not. Though the insurance contracts are subject to good
faith and are based upon mutual trust and confidence, it is not possible to apply any doctrine or
caveat emptor (let the buyer beware) because of the fiduciary nature of insurance. The
information necessary for the parties to assess the contract adequately cannot be ascertained as
with contracts of sale where the buyer before contracting to purchases anything must satisfy
himself as to nature and quality of good he needs.
2. Principle of Insurable Interest
The second principle of insurance is that the subject-matter of the insurance must be of insurable
interest. This means that the insured stands in such relation to the subject matter of insurance
that he suffers loss by its destruction or damage and is benefited by its safety, or existence. An
insurable interest is an interest of such a nature that, if the event insured against takes place, the
insured might suffer a financial loss. If the happening of the event insured against cannot cost the
insured money, then there is no insurable interest. Thus insurable interest mean proprietary or
monetary interest. It is the legal right to insure as an insurance policy does not cover property,
but relates to the insureds interest in the property. In every contracts of insurance, the law
regards possession of an insurable interest in the subject-matter of insurance to be a necessary
pre-requisite. The insured must own either own part or whole of it or he must be in such a
position that injury to it would affect him adversely.
3. Principle of Material Facts
A material fact is one which affects the nature or incident of risk in a proposed insurance. It is an
essential fact which the insurer will take into consideration in deciding whether to accept the
insurance proposal for a given risk or not. It is the fact which has a bearing or which is expected
to influence the amount of premium. Thus, the material fact depends on the circumstances of a
case and the subject-matter of insurance. However, unimportant facts or omission or
misstatements may be excused.
4. Principle of indemnity
This is the regulating principle of insurance. It is applicable in all contracts of insurance except
life, personal accident and sickness insurance. It does not apply to every class of business but it
50
applicable to fire, marine, burglary or any other policy and not on the life insurance policy.
Under an insurance contract the insurer undertakes to indemnity the insured against loss
suffered by the latter. Indemnity literally means security against damages or loss or
compensation for loss. Prof. Hansell has defined it as an exact financial compensation. In the
case of loss against which the policy has been made the assured shall be indemnified for only the
actual loss suffered by him but will never be more than fully indemnified. Thus indemnity
restores the insured to the same financial position after a loss as he enjoyed immediately prior to
the loss. This is in conformity with the basic concept of insurance, whereby an insurer is required
to compensate the unfortunate few for the loss they sustain but does not allow to earn profit from
misfortune. Under the principle of indemnity no profit can be made out of the insurance contract.
51
Insurance also provides a safeguard in the case of accidents or a drop in income after retirement.
An accident or disability can be devastating, and an insurance policy can lend timely support to
the family in such times. It also comes as a great help when you retire, in case no untoward
incident happens during the term of the policy. With the entry of private sector players in
insurance, you have a wide range of products and services to choose from. Further, many of
these can be further customized to fit individual / group specific needs. Considering the amount
you have to pay now, it's worth buying some extra sleep.
Life insurance as Tax planning
Insurance serves as an excellent tax saving mechanism too. The Government of India has
offered tax incentives to life insurance products in order to facilitate the flow of funds into
productive assets. Under Section 80C of Income Tax Act 1961, an individual is entitled to a
rebate of maximum Rs.1,00,000 on the annual premium payable on his/her life and life of his/her
children or adult children. The rebate is deductible from tax payable by the individual or a Hindu
Undivided Family.
52
A life insurance policy can provide the much-needed financial support to the beneficiaries or the
family members of the policyholder on his death. Though it cannot cover the emotional damages
but it can for sure help them lead a good and financially secure life. This is what life insurance
policy provides and the agents make this point clear to the policy buyers, getting them to buy
their policy and making sales for their respective companies.
( i) Cultural Factors Consumer behavior is deeply influenced by cultural factors such as: buyer culture, subculture,
and social class.
53
Culture
Basically, culture is the part of every society and is the important cause of person wants and
behavior. The influence of culture on buying behavior varies from country to country therefore
marketers have to be very careful in analyzing the culture of different groups, regions or even
countries.
Subculture
Each culture contains different subcultures such as religions, nationalities, geographic regions,
racial groups etc. Marketers can use these groups by segmenting the market into various small
portions. For example marketers can design products according to the needs of a particular
geographic group.
Social Class
Every society possesses some form of social class which is important to the marketers because
the buying behavior of people in a given social class is similar. In this way marketing activities
could be tailored according to different social classes. Here we should note that social class is not
only determined by income but there are various other factors as well such as: wealth, education,
occupation etc.
(ii) Social FactorsSocial factors also impact the buying behavior of consumers. The important social factors are:
reference groups, family, role and status.
Reference Groups
Reference groups have potential in forming a person attitude or behavior. The impact of
reference groups varies across products and brands. For example if the product is visible such as
dress, shoes, car etc then the influence of reference groups will be high. Reference groups also
include opinion leader (a person who influences other because of his special skill, knowledge or
other characteristics).
Family
54
Buyer behavior is strongly influenced by the member of a family. Therefore marketers are trying
to find the roles and influence of the husband, wife and children. If the buying decision of a
particular product is influenced by wife then the marketers will try to target the women in their
advertisement. Here we should note that buying roles change with change in consumer lifestyles.
Roles and Status
Each person possesses different roles and status in the society depending upon the groups, clubs,
family, organization etc. to which he belongs. For example a woman is working in an
organization as finance manager. Now she is playing two roles, one of finance manager and other
of mother. Therefore her buying decisions will be influenced by her role and status.
(iii) Personal FactorsPersonal factors can also affect the consumer behavior. Some of the important personal factors
that influence the buying behavior are: lifestyle, economic situation, occupation, age, personality
and self concept.
Age
Age and life-cycle have potential impact on the consumer buying behavior. It is obvious that the
consumers change the purchase of goods and services with the passage of time. Family life-cycle
consists of different stages such young singles, married couples, unmarried couples etc which
help marketers to develop appropriate products for each stage.
Occupation
The occupation of a person has significant impact on his buying behavior. For example a
marketing manager of an organization will try to purchase business suits, whereas a low level
worker in the same organization will purchase rugged work clothes.
Economic Situation
Consumer economic situation has great influence on his buying behavior. If the income and
savings of a customer is high then he will purchase more expensive products. On the other hand,
a person with low income and savings will purchase inexpensive products.
55
Lifestyle
Lifestyle of customers is another import factor affecting the consumer buying behavior. Lifestyle
refers to the way a person lives in a society and is expressed by the things in his/her
surroundings. It is determined by customer interests, opinions, activities etc and shapes his
whole pattern of acting and interacting in the world.
Personality
Personality changes from person to person, time to time and place to place. Therefore it can
greatly influence the buying behavior of customers. Actually, Personality is not what one wears;
rather it is the totality of behavior of a man in different circumstances. It has different
characteristics such as: dominance, aggressiveness, self-confidence etc which can be useful to
determine the consumer behavior for particular product or service.
Motivation
The level of motivation also affects the buying behavior of customers. Every person has
different needs such as physiological needs, biological needs, social needs etc. The nature of the
needs is that, some of them are most pressing while others are least pressing. Therefore a need
becomes a motive when it is more pressing to direct the person to seek satisfaction.
Perception
Selecting, organizing and interpreting information in a way to produce a meaningful experience
of the world is called perception. There are three different perceptual processes which are
selective attention, selective distortion and selective retention. In case of selective attention,
marketers try to attract the customer attention. Whereas, in case of selective distortion, customers
try to interpret the information in a way that will support what the customers already believe.
56
Similarly, in case of selective retention, marketers try to retain information that supports their
beliefs.
Beliefs and Attitudes
Customer possesses specific belief and attitude towards various products. Since such beliefs and
attitudes make up brand image and affect consumer buying behavior therefore marketers are
interested in them. Marketers can change the beliefs and attitudes of customers by launching
special campaigns in this regard.
57
CHAPTER 5
RESEARCH METHODOLOGY
58
The research processes that will be adopted in the present study consist of the following stages:5.2 RESEARCH DESIGN:
A research design is the specifics of method and procedures for acquiring the information needed
to structure or solve the problem. It is the overall operational pattern of framework of the
procedure. On the basis of major purpose of our investigating theEXPLORATORYRESEARCH
was found to be most suitable. This kind of research has the primary objectives of development
of insights into the problem. It studies the main area where the problem lies and also tries to
evaluate some appropriate course of action.
59
D
P
ar
ti
am
a
Cr
oy
l
Dl
ea
ct
ta
i
o
n
Primary Data includes unstructured interview conducted with management trainee from head
office and various employees who provided valuable information regarding the organization and
The data required for the study has been collected from
QUESTIONAIRE:
surveying the official employees
PERSONAL INTERVIEWS:
personal interview with the company representatives regarding recruitment and selection
procedureits working.
Secondary Data is the data that have been already collected by and readily available from other
sources. The secondary data includes information obtained from various sources . The secondary
data has been collected from:
Internet, website
Organizational report
Books
Journals on e-learning industry
Case studies
60
61
CHAPTER -6
SWOT ANALYSIS
62
63
SWOT analysis is a basic, straightforward model that provides direction and serves as a basis for
the development of marketing plans. It accomplishes this by assessing an organizations strengths
(what an organization can do) and weaknesses (what an organization cannot do) in addition to
opportunities (potential favorable conditions for an organization) and threats (potential
unfavorable conditions for an organization). SWOT analysis is an important step in planning and
its value is often underestimated despite the simplicity in creation. The role of SWOT analysis is
to take the information from the environmental analysis and separate it into internal issues
(strengths and weaknesses) and external issues (opportunities and threats). Once this is
completed, SWOT analysis determines if the information indicates something that will assist the
firm in accomplishing its objectives (a strength or opportunity), or if it indicates an obstacle that
must be overcome or minimized to achieve desired results.
The aim of SWOT analysis is to identify the key internal and external factors that are important
to achieving the objective. These come from within the company's unique value chain. SWOT
analysis groups key pieces of information into two main categories:
The internal factors may be viewed as strengths or weaknesses depending upon their impact on
the organization's objectives. The external factors may include macroeconomic matters,
technological change, legislation, and socio-cultural changes, as well as changes in the
marketplace or competitive position. The results are often presented in the form of a matrix.
SWOT analysis is just one method of categorization and has its own weaknesses. It also presents
the resulting lists uncritically and without clear prioritization so that, weak opportunities may
appear to balance strong threats.
A scan of the internal and external environment is an important part of the strategic planning
process. Environmental factors internal to the firm usually can be classified as strengths (S) or
64
weaknesses (W), and those external to the firm can be classified as opportunities (O) or threats
(T). Such an analysis of the strategic environment is referred to as a SWOT analysis.
SWOT Analysis Framework
Environmental Scan
/
Internal Analysis
/
External Analysis
Strengths Weaknesses
Opportunities Threats
SWOT Matrix
SWOT analysis may be used in any decision-making situation when a desired end-state
(objective) has been defined. Examples include: non-profit organizations, governmental units,
and individuals. A SWOT analysis process generates information that is helpful in matching an
organization or groups goals, programs, and capacities to the social environment in which it
operates.
The SWOT itself is only a data capture exercise
Weaknesses: internal factors within an organisations control that detract from the
organisations ability to attain the desired goal.
65
Opportunities: external attractive factors that represent the reason for an organization to
exist and develop. What opportunities exist in the environment, which will propel the
organization?
Threats: external factors beyond the organisations control which could place the
organization mission or operation at risk. The organization may benefit by having
contingency plans to address them if they should occur.
The strengths & weaknesses are intrinsic value-creating skills or relative to competitive
forces. Opportunities & threats are external factors which are not created by the organization,
but emerge as a result of the competitive dynamics caused by future gaps in the market.
6.3 Merits & Demerits of SWOT Analysis
Merits
Can enable an organization to anticipate future business threats and take action to avoid
or minimize their impact.
Can enable an organization to spot business opportunities and exploit them fully.
Demerits
66
The best reviews require different people being involved each having a different
perspective.
Access to quality internal data sources, this can be time consuming and politically
difficult
The pace of change makes it increasingly difficult to anticipate developments that may
affect an organization in the future.
The data used in the analysis may be based on assumptions that subsequently prove to be
unfounded (good & bad).
STRENGTH
Positive tangible and intangible attributes, internal to an organization and within the
organizations control.
67
New Products
Business Growth
Rise in per capita Income
Emerging Middle Income Group Strong network across India
Policies for rural and weaker social sector
International expertise of century old Dai-ichi group
WEAKNESSES
Internal factors within an organizations control that detract from the organizations ability to
attain the desired goal
Low investment
Promotion as a Barrier
Limited facilities
68
OPPORTUNITIES
External attractive factors that represent the reason for an organization to exist and develop.
Creation of stronger demand
Strong future growth
Rise in Income and Awareness
Health insurance
THREATS
69
External factors beyond the organizations control which could place the organization mission or
operation at risk. The organization may benefit by having contingency plans to address them if
they should occur
70
CHAPTER 7
DATA INTEPRETATION AND ANALYSIS
71
IBPS EXAMS
OF 70
INTERVIEWS
PREFERENCES OF
10
BANK
20
EMPLOYEES
72
RECRUITMENT METHOD
IBPS EXAMS
20%
INTERVIEWS
PREFERENCES OF BANK
10%
70%
INTERPRETATION
Above fig. shows preference on the mode of recruitmentand it is found employees prefer IBPS
Exam.
70% employees prefer IBPS exams.
10% employees prefer interviews.
20% employees are recruited on the preferences of the bank.
Table 2: Represents the different methods of selection.
SELECTION METHODS
NO. OF EMPLOYEES
CAMPUS SELECTION
INTERNAL BANK
70
SELECTIONS
30
73
SELECTION METHOD
30%
CAMPUS SELECTION
70%
INTERNAL BANK
SELECTION
INTERPRETATION
Table 3: Represent the satisfaction level of employees on the basis of recruitment and
selection.
SATISFACTION
EMPLOYEES
NO OF EMPLOYEES
OF YES
NO
70%
30%
74
SATISFACTION OF EMPLOYEES
30%
YES
NO
70%
INTERPRETATION
70% of the employees say they are satisfied with the way of recruitment and selection
process.
Whereas on the other hand 30% are not satisfied.
AGE
GROUP
RECRUITMENT
SELECTION
NO. OF EMPLOYEES
AND
40%
60%
75
40%
60%
INTERPRETATION
40% of the employees are recruited and selected on the age above 18-20
60% of the employees are recruited and selected on the age above 20-30
These are the basically applied for the fresher who are selected and recruited for the star union
dai-ichi Ltd.
Table 5: Represent thefactor consider before recruitment and selection
FACTOR
TEST
BEFORE
ACADEMIC
INTERVIEWS
QUALIFICATION
WORK
EXPERIENCE
RECRUITMEN
T
AND
SELECTION
NO.
OF 15%
42%
25%
EMPLOYEES
76
18%
18%
15%
test
academic qualification
interviews
25%
work experience
42%
INTERPRETATION
15% of employees are considering from test.
42% of employees are considering from academic qualification.
25% of employees are considering from interviews.
18% of the employees are considering from the work experience.
Table 6: Represent the effectives of recruitment and selection practices
EFFECTIVENES
S
GOOD
OF
VERY
INDIFFERENT
EFFECTIVE
NOT
EFFECTIVE
RECRUITMENT
AND
SELECTION
NO.
OF 46%
15%
25%
EMPLOYEES
77
14%
INTERPRETATION
46% of the employees feel effective of their recruitment and selection procedure
15% of the employees are very effective on basis of their recruitment and selection
process
25% of the employees feel indifferent of the recruitment and selection process
14% is not effective at all
EMPLOYEES
NEWS
RECRUITMEN
REFFERAL
AND
FACTOR
AND
PAPER EMPLOYMENT
AGENCIES
ADERTISEMENT
SELECTION BY
STAR
UNION
DAI-ICHI
NO.
OF 43%
23%
9%
EMPLOYEES
RECRUITS
78
25%
AND SELECT
EXTERNAL FACTOR
25%
EMPLOYEES REFFERALS
43%
9%
EMPLOYMENT AGENCIES
23%
INTERPRETATION
The feasible method applied by the Star Union Dai-ichi is the external method of recruitment and
selection where 43% of the employees find relevant to this types of method as compared to the
rest of the methods.
CHAPTER 8
79
FINDINGS
70% of the employees prefer the IBPS exam rather than the campus placement and
interviews for the recruitment and selection procedure of an employee.
With this method of recruitment and selection they are satisfied.
STAR UNION DAI-ICHI Bank applied external method for the recruitment and
selection.
STAR UNION DAI-ICHI Ltd. recruits and select employees between the ages of 18 to 30
maximumWhere the average age of employees is of under the age 25-26 maximum.
80
STAR UNION DAI-ICHI is a centralized processed bank all over India and the 5 th largest
bank in India as well
There is strongly agreed that the H.R should be knowledgeable and experience person
STAR UNION DAI-ICHI are more feasible with the external factor of the selection and
recruitment.
SUGGESTIONS:
1. Time of study and training was less.
2. Since everything is driven from HEAD OFFICE which is at MUMBAI, thus many a
times it uses to get difficult to contact the concerned departments since they are at
Mumbai.
3. Being an agency, most of the work of SUD federal at Connaught place, is sales and
thus less exposure is given to students with FINANCE background. Thus, strongly
recommended for students who are interested in blooming their careers in Marketing and
sales.
.
81
CHAPTER 9
CONCLUSION
82
CONCLUSION
I have drawn various conclusions from this study. There has been tremendous change in the
insurance history. And with it there has been continuous growth in this sector both in Indian as
well as world context.
o The opening up of the insurance sector has changed the whole look of the industry. While
the various companies in order to face the competition is coming with new strategies.
New players are leading the sector due to their strategic management and tailor made
projects.
o From the research also I conclude that though the awareness and people opting for SUD
plans are more as compared to other private players but the latter are gaining momentum
in the market day by day.
83
o The primary reasons for buying an insurance policy, whether life or non-life is to protect
us from vagaries of life. We do not invest in insurance for returns; rather we invest in it
for regrettable necessities. Though a large proportion of policies available in the country
provide for returns, but nobody is looking for returns to the inflation rate. So what does
insurance offer, perhaps peace of mind, but even that takes time, due to poor claim
performance.
o The demand for insurance is likely to increase with rising per-capita incomes, rising
literacy rates and increase of the service sector, as has been seen from the example of
several other developing countries. In fact, opening up of the insurance sector is an
integral part of the liberalization process being pursued by many developing countries.
o There is no right and wrong in all this. The success of marketing insurance depends on
understanding the social and cultural needs of the target population, and matching the
market segment with the suitable intermediary segment.
o In addition a major segment of the Indian population has low disposable income,
meaning that every penny won will be obtained after a lot of persuasion and the expected
value for money is high.
o Recruitment is the essential to effective Human resource Management. It is the heart
of the whole HR systems in the organization. The effectiveness of many other HR
activities, such as selection and training depend largely on the quality of new employees
attracted through the recruitment process. Policies should always be reviewed as affected
by the changing environment management should get specific training on the recruitment
to increase the awareness on the danger of wrong placements.
o Effective recruitment is important in achieving in achieving high organization
performance and minimizing labor turnover. As of now UNION BANK Ltd has a team of
effective human resource which is efficiently managing the organization at its best.
84
CHAPTER 10
QUESTIONNAIRE
85
QUESTIONARE
This questionnaire is designed and prepared to gain understanding of recruitment and selection
procedure at STAR UNION DAI-ICHI Ltd. Kindly complete this questionnaire as objectively as
possible. The information given out is solely for the academic purpose and would be treated as
confidential. Thank you.
PERSONAL DATA
1. Sex
MALE
FEMALE
[ ]
[ ]
86
[ ]
[ ]
[ ]
{ }
No
{ }
{ }
No
{ }
6.
Yes
Life
Non Life
Both
87
No
{ }
{ }5
{ }4
{ }3
{ }2
{ }1
Auto
{ }5
{ }4
{ }3
{ }2
{ }1
Property
{ }5
{ }4
{ }3
{ }2
{ }1
Fire
{ }5
{ }4
{ }3
{ }2
{ }1
Theft
{ }5
{ }4
{ }3
{ }2
{ }1
Any Others
{ }5
{ }4
{ }3
{ }2
{ }1
(Pls. Specify)
88
e. Protection
{ } Strongly Agree { } Agree { } Indifferent { } Disagree { } Strongly Disagree
9. Which companies insurance policy you prefer the most (rank them)?
a)
b)
L.I.C
c)
ICIC Prudential
d)
Aviva
e)
f)
External
Internal
Strongly agree
[ ]
agree
[ ]
strongly disagree
[ ]
89
disagree
[ ]
17 - 25
18 30
25 35
25 26
INTERNAL
EXTERNEAL
CONSULTANT
ELECTRONIC MEDIA
OTHER
STRONGLY AGREED
AGREE
DISAGREED
STRONGLY DISAGREED
STRONGLY AGREED
AGREED
STRONGLY DASAGREED
DISAGREED
90
91
92