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FY MBA - 15531006
Understanding Recruitment
DeCenzo and Robbins describe recruitment as the process of discovering potential
candidates for actual or anticipated organizational vacancies. It is a linking activity
aimed at bringing together those with jobs to fill and those seeking jobs.
According to Edward Flippo, recruitment is the process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an
organisation.
A number of factors such as the size of the organisation, the employment conditions in
the community, reputation of the organisation, working conditions and salary and
benefits offered by the organisation affect the recruitment process. Ideally, the
recruitment process should ensure that for every position available in the organisation,
there are sufficient number of qualified applicants.
In very large organization, recruitment is a complex and continuing process that demands
extensive planning and effort. It is usually the second most expensive HR process (after
Training and Development) and differs from organization to organization depending on
its structure, sector of operation, financial constraints etc.
United India Insurance Company Limited, being wholly owned by the Government of
India, follows a centralized recruitment procedure. Without going into too many details,
the following pages will attempt to discuss the companys standard recruitment
procedure.
Recruitment Planning
In order to increase efficiency in hiring and retention, and to ensure consistency and
compliance in the recruitment and selection process, it is imperative that considerable
time be invested in the Recruitment Planning process. A Recruitment Plan is a way for
businesses to analyse people and skills, identify skill gaps, focus on employees who may
potentially leave and detail future leadership pathways.
However, unlike private sector companies, United India Insurance Company Limited
does not opt for lateral hiring (a lateral hire is someone hired "from the side", meaning
at the same experience, wage level and position as their previous job). Therefore, attrition
is countered by promotion/transfer of existing employees to vacated positions.
Recruitment is carried out for hiring new Scale 1 employees (officer cadre) via a
centralized procedure mandated by the Government of India, and carried out by all 4
General Insurance Companies as well as Life Insurance Corporation of India.
All newly selected candidates are hired at the position (different from post) of
Administrative Officer (A.O).
Requirements (and number of vacancies) are ascertained by the HR Department at the
Corporate Head Office in Chennai by consulting with Regional Offices across the country.
The Regional Offices submit detailed reports to Corporate HR after thorough
deliberations with their respective Divisional and Branch Offices.
From these reports, Corporate HR takes a call on the final number of vacancies to be
filled in a future round of recruitment. This state-wise number is also shared in
advertisements.
Probationary Period
The newly appointed employees are kept on probation for a minimum period of six
months. Before the probation period comes to an end, the performance of the newly
recruited employees is evaluated and the probation period of those employees whose
performance fails to meet Companys expectation, is extended.