S.G.B.M.

INSTITUTE OF TECHNOLOGY &

SCIENCE, JABALPUR

A
EVALUATION REPORT
ON
A study on Employees Motivation of HDFC Life Insurance
In Partial Fulfillment for the Award of
Degree Of Master of Business Administration
Semester-IV

SUBMITTED TO

RANI DURGAVATI VISHWAVIDYALAYA, JABALPUR (M.P.)

Under The Guidance of Submitted By

Mrs. Swati Jain & Ms. Ritu Pandey Sonam Vishwakarma
M.B.A. IVth Semester
 EXECUTIVE SUMMARY
Motivation in simple terms may be understood as the set of forces
that cause people to behave in certain ways. A motivated employee
generally is more quality oriented. Highly motivated worker are more
productive than apathetic worker one reason why motivation is
a difficult task is that the workforce is changing. Employees join
organizations with different needs and expectations. Their values,
beliefs, background, lifestyles, perceptions and attitudes are different.
Not many organizations have understood these and not many HR
experts are clear about the ways of motivating such diverse work
force. Now days employees have been hired, trained and remunerated
they need to be motivated for better performance. Motivation in
simple terms may be understood as the set or forces that cause people
to behave certain ways.
 INTRODUCTION
HDFC Life, one of India's leading private life
insurance companies, offers a range of individual
and group insurance solutions. It is a joint
venture between Housing Development Finance
Corporation Limited (HDFC), India's leading
housing finance institution and Standard Life plc,
the leading provider of financial services in the
United Kingdom.
HDFC Ltd. holds 72.37% and Standard Life
(Mauritius Holding) Ltd. holds 26.00% of equity in
the joint venture, while the rest is held by others.
 TOPIC DESCRIPTION
HDCF LIFE has a large workforce, comprising experts in various
disciplines assisted by a dedicated workforce of skilled persons.
HDCF LIFE employees, referred to as the HDCF LIFE, come from all
parts of the country and belonging to a variety of ethnic, cultural
and religious backgrounds. HDCF LIFE employees display a strong
sense of loyalty to the Company and their special stellar qualities as
value-adding human capital are well known in the industry.
HDCF LIFE has clearly stated guidelines concerning recruitment,
termination, career advancement, performance appraisal,
professional and employee ethics and code of conduct. The
Companys personnel policies and processes enshrine equal
opportunities to all and non-discrimination with regard to gender,
caste, creed, ideology or other opinion, whether social, political or
religious. Also ensured is a due process for employee consultation
and participation in organizational development and policy
formulation.
 INTRODUCTION OF TOPIC
In the organizational setting the word Motivation is used to
describe the drive that impels an individual to work. A truly
motivated person is one who wants to work .Both
employees and employers are interested in understanding
motivation if employees know what strengthens and what
weakens their motivation, they can often perform more
effectively to find more satisfaction in their job. Employers
want to know what motivates their employees so that they
can get them to work harder.
When people speak of motivation or ask about the motives of
person, they are really asking Why the person acts, or why
the person acts the way he does .The concept of motivation
implies that people choose the path of action they follow.
 OBJECTIVES OF THE STUDY
The purpose of motivation is to create condition
in which people are willing to work with zeal,
initiative. Interest, and enthusiasm, with a high
personal and group moral. Satisfaction with a
sense of responsibility.
To increase loyalty against company.
For improve discipline and with pride and
confidence in cohesive manner so that the goal of
an organization are achieved effectively.
 RESEARCH METHODOLOGY
RESEARCH DESIGN:
Research Design refers to "framework or plan for a study
that guides the collection and analysis of data". A typical
research design of a company basically tries to resolve
the following issues:
a) Determining Data Collection Design
b) Determining Data Methods
c) Determining Data Sources
d) Determining Primary Data Collection Methods
e) Developing Questionnaires
f) Determining Sampling Plan
 RESULT ANALYSIS
It is astounding how much "data" can be created by
a survey. Each scale question has multiple possible
answers, each of which must be reported along
with each item's average score; there are results for
various subgroups, and there is statistical analysis.
The data must first be packaged into information
(via proper presentation of tables, graphs, and
statistical analysis). Then, it must be properly
interpreted. Different analysts may take different
approaches. Here is one approach.
 FINDINGS
Workers participation in management ensures optimum
use of available human resources.
1. It is useful both for organization and nation.
2. It generates facilities to educate people in the
organization.
3. It brings about fast economic developments.
4. It boosts the geographical mobility of labor.
5. It provides smooth working even after expansion of
the organization.
6. It opens possibility for workers for future promotions,
thus providing incentive.
 CONCLUSION
Motivation is an important concept that has been receiving
considerable attention from academicians, researchers and
practicing HR managers. In its essence, motivation
comprises important elements such as the need or content,
search and choice of strategies, goal-directed behavior,
social comparison of rewards reinforcement, and
performance-satisfaction. Motivated employees come out
with new ways of doing jobs. They are quality oriented.
Several approaches to motivation are available. Early
theories are too simplistic in their approach towards
motivation. For example, advocates of scientific
Management believe that money is the motivating factor.
The Human Relations Movement posits that social contacts
will motivate workers.