Introduction of Recruitment and Selection

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INTRODUCTION OF RECRUITMENT AND SELECTION

According to Edwin B. Flippo, Recruitment is the process of searching the candidates foremployment and stimulating them to apply for jobs in the organisation. Recruitment is the

activity that links the employers and the job seekers. A few definitions of recruitment are:

A process of finding and attracting capable applicants for employment. The processbegins when new recruits are sought and ends when their applications aresubmitted. The result is a pool of applications from which new employees areselected.

It is the process to discover sources of manpower to meet the requirement ofstaffing schedule and to employ effective measures for attracting that manpowerin adequate numbers to facilitate effective selection of an efficient working force.

PURPOSE AND IMPORTANCE

Attract and encourage more and more candidates to apply in the organisation.

Create a talent pool of candidates to enable the selection of best candidates for theorganisation.

Determine present and future requirements of the organization in conjunction withits personnel planning and job analysis activities.

Recruitment is the process which links the employers with the employees.

Increase the pool of job candidates at minimum cost.

Help increase the success rate of selection process by decreasing number of visiblyunder qualified or overqualified job applicants.

Help reduce the probability that job applicants once recruited and selected will leavethe organization only after a short period of time.

Meet the organizations legal and social obligations regarding the composition of itsworkforce.

Begin identifying and preparing potential job applicants who will be appropriatecandidates.

Increase organization and individual effectiveness of various recruiting techniquesand sources for all types of job applicants

RECRUITMENT AND SELECTION PROCESSThe recruitment and selection is the major function of the human resource departmentand recruitment process is the first step towards creating the competitive strength andthe strategic advantage for the organisations. Recruitment process involves a systematicprocedure from sourcing the candidates to arranging and conducting the interviews andrequires many resources and time. A general recruitment process is as follows:


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1. Identifying the vacancy:The recruitment process begins with the human resource department receivingrequisitions for recruitment from any department of the company. Thesecontain:

Posts to be filled

Number of persons

Duties to be performed

Qualifications required

Preparing the job description and person specification.

Locating and developing the sources of required number and type of employees(Advertising etc).

Short-listing and identifying the prospective employee with requiredcharacteristics.

Arranging the interviews with the selected candidates. Conducting the interview and decision making

2. Job analysis

The starting point to a recruitment effort is to perform ajob analysisand/or in some cases atask

analysis, to document the actual or intended requirements of the job. From these the relevant
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information is captured in such documents asjob descriptionsand job specifications. Often a

company will already have job descriptions that represent a historical collection of tasks

performed. Where already drawn up, these documents need to be reviewed or updated to reflect

present day requirements. Prior to initiating the recruitment stages aperson specificationshould

be finalised to provide the recruiters commissioned with the requirements and objectives of the

project.

3.Sourcing

Sourcingis the use of one or more strategies to attract or identify candidates to fill job vacancies.

It may involve internal and/or externaladvertising, using appropriate media, such as local or

national newspapers, specialist recruitment media, professional publications, window

advertisements, job centres, or in a variety of ways via the internet. Alternatively, employers may

use recruitment consultancies to find otherwise scarce candidates who may be content in their

current positions and are not actively looking to move companies may be proactively identified.

This initial research for so-called passive candidates, also called name generation, results in a

contact information of potential candidates who can then be contacted discreetly to be screened

and approached.

4.Screening and selection

Suitability for ajobis typically assessed by looking for

relevantskills,knowledge,aptitude,qualificationsand educational or job related experience.

These can be determined via:screeningrsums(also known as CVs);job

applications;interviews. More proactive idenification methods

includepsychological,aptitude,numeracyandliteracytesting. the testimony of references, Many

recruiters and agencies useapplicant tracking systemsto perform the filtering process, along

with software tools forpsychometric testing. In many countries, employers are legally mandated

to ensure their screening and selection processes meetequal opportunityand ethical standards.

In addition to the above selection assessment criteria, employers are likely to recognise the value

of candidates who also have the so-called 'soft skills', such as interpersonal or team leadership

and have the ability to reinforce the company brand through their behaviour in front of customers

and suppliers. Multinational organisations and those that recruit from a range of nationalities are

also concerned candidates will fit into the prevailing company 'culture'..

5.Lateral hiring

"Lateral hiring" refers to a form of recruiting; the term is used with two different, almost opposite

meanings. In one meaning, the hiring organization targets employees of another, similar

organization, possibly luring them with a better salary and the promise of better career

opportunities. An example is the recruiting of a partner of alaw firmby another law firm. The new

lateral hire then has specific applicable expertise and can make a running start in the new job. In

some professional branches such lateral hiring was traditionally frowned upon, but the practice

has become increasingly more common. An employee's contract may have a non-compete

clausepreventing such lateral hiring.

In another meaning, a lateral hire is a newly hired employee who has no prior specific applicable

expertise for the new job, and for whom this job move is a radical change of career. An example
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is the recruiting of auniversity professor to become chairman of the board of a company.

6.Onboarding

"Onboarding" is a term which describes the process of helping new employees become

productive members of an organization. A well-planned introduction helps new employees

become fully operational quickly and is often integrated with a new company and environment.Onboarding is included in the recruitment process for retention purposes. Many companies have

onboarding campaigns in hopes to retain top talent that is new to the company; campaigns may

last anywhere from 1 week to 6 months.

RECRUITMENT AND SELECTION SOURCES

Every organisation has the option of choosing the candidates for its recruitment processesfrom two kinds of sources: internal and external sources. The sources within theorganisation itself (like transfer of employees from one department to other, promotions) tofill a position are known as the internal sources of recruitment. Recruitment candidatesfrom all the other sources (like outsourcing agencies etc.) are known as the external sourcesof recruitment.

SOURCES OF RECRUITMENT

EXTERNAL SOURCES
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1. PRESS ADVERTISEMENTSAdvertisements of the vacancy in newspapers and journals are a widely used source ofrecruitment. The main advantage of this method is that it has a wide reach.

2. EDUCATIONAL INSTITUTES

Various management institutes, engineering colleges, medical Colleges etc. are a goodsource of recruiting well qualified executives, engineers, medical staff etc. They providefacilities for campus interviews and placements. This source is known as CampusRecruitment.

3. PLACEMENT AGENCIESSeveral private consultancy firms perform recruitment functions on behalf of clientcompanies by charging a fee. These

agencies are particularly suitable for recruitment of executives and specialists. It is alsoknown as RPO (Recruitment Process Outsourcing)

4. EMPLOYMENT EXCHANGESGovernment establishes public employment exchanges throughout the country. Theseexchanges provide job information to job seekers and help employers in identifyingsuitable candidates.

5. LABOUR CONTRACTORSManual workers can be recruited through contractors who maintain close contactswith the sources of such workers. This source is used to recruit labour forconstruction jobs.

6. UNSOLICITED APPLICANTSMany job seekers visit the office of well-known companies on their own. Such callersare considered nuisance to the daily work routine of the enterprise. But can help increating the talent pool or the database of the probable candidates for theorganisation.

7. EMPLOYEE REFERRALS / RECOMMENDATIONSMany organisations have structured system where the current employees of theorganisation can refer their friends and relatives for some position in theirorganisation. Also, the office bearers of trade unions are often aware of the suitabilityof candidates. Management can inquire these leaders for suitable jobs. In someorganizations these are formal agreements to give priority in recruitment to thecandidates recommended by the trade union.


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8. RECRUITMENT AT FACTORY GATEUnskilled workers may be recruited at the factory gate these may be employedwhenever a permanent worker is absent. More efficient among these may be recruited

to fill permanent vacancies.

INTERNAL SOURCES

1. TRANSFERSThe employees are transferred from one department to another according to their efficiencyand experience.

2. PROMOTIONSThe employees are promoted from one department to another with more benefits andgreater responsibility based on efficiency and experience.

3. Others are Upgrading and Demotion of present employees according to theirperformance.

4. Retired and Retrenched employees may also be recruited once again in case ofshortage 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 organisationalculture and the policies and procedures.

5. The dependents and relatives ofDeceased employees and Disabled employeesare alsodone by many companies so that the members of the family do not become dependent on themercy of others.

FACTOR EFFECTING RECRUITMENT AND SELECTION

The recruitment function of the organisations is affected and governed by a mix of variousinternal and external forces. The internal forces or factors are the factors that can becontrolled by the organisation. And the external factors are those factors which cannot becontrolled by the organisation. The internal and external forces affecting recruitmentfunction of an organisation are:

FACTORS AFFECTING RECRUITMENT


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The internal forces i.e. the factors which can be controlled by the organisation are:

1. RECRUITMENT POLICYThe recruitment policy of an organisation specifies the objectives of recruitment andprovides a framework for implementation of recruitment programme. It may involveorganizational system to be developed for implementing recruitment programmes andprocedures by filling up vacancies with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives Personnel policies of the organization and its competitors.

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

2. HUMAN RESOURCE PLANNINGEffective human resource planning helps in determining the gaps present in the

existing manpower of the organization. It also helps in determining the number ofemployees to be recruited and what qualification they must possess.

SIZE OF THE FIRMThe size of the firm is an important factor in recruitment process. If the organization isplanning to increase its operations and expand its business, it will think of hiring morepersonnel, which will handle its operations.


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3. COSTRecruitment incur cost to the employer, therefore, organizations try to employ thatsource of recruitment which will bear a lower cost of recruitment to the organization

for each candidate.

4. GROWTH AND EXPANSIONOrganization will employ or think of employing more personnel if it is expanding itsoperations.

EXTERNAL FACTORS

The external forces are the forces which cannot be controlled by the organisation. Themajor external forces are:

1. SUPPLY AND DEMANDThe availability of manpower both within and outside the organization is an importantdeterminant in the recruitment process. If the company has a demand for moreprofessionals and there is limited supply in the market for the professionals demanded bythe company, then the company will have to depend upon internal sources by providingthem special training and development programs.

2. LABOUR MARKETEmployment conditions in the community where the organization is located will

influence the recruiting efforts of the organization. If there is surplus of manpower at thetime of recruitment, even informal attempts at the time of recruiting like notice boardsdisplay of the requisition or announcement in the meeting etc will attract more than enoughapplicants.

3. IMAGE / GOODWILLImage of the employer can work as a potential constraint for recruitment. Anorganization with positive image and goodwill as an employer finds it easier to attractand retain employees than an organization with negative image. Image of a companyis based on what organization does and affected by industry. For example financewas taken up by fresher MBAs when many finance companies were coming up.

4. POLITICAL-SOCIAL- LEGAL ENVIRONMENTVarious government regulations prohibiting discrimination in hiring and employmenthave direct impact on recruitment practices. For example, Government of India hasintroduced legislation for reservation in employment for scheduled castes, scheduledtribes, physically handicapped etc. Also, trade unions play important role inrecruitment. This restricts management freedom to select those individuals who it


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believes wouldbe the best performers. If the candidate cant meet criteria stipulatedby the union but union regulations can restrict recruitment sources.

5. UNEMPLOYMENT RATEOne of the factors that influence the availability of applicants is the growth of theeconomy (whether economy is growing or not and its rate). When the company is notcreating new jobs, there is often oversupply of qualified labour which in turn leads tounemployment.

6. COMPETITORSThe recruitment policies of the competitors also effect the recruitment function of theorganisations. To face the competition, many a times the organisations have to

change their recruitment policies according to the policies being followed by thecompetitors.

EXTERNAL FACTORSThe external forces are the forces which cannot be controlled by the organisation. Themajor external forces are:

1. SUPPLY AND DEMANDThe availability of manpower both within and outside the organization is an importantdeterminant in the recruitment process. If the company has a demand for moreprofessionals and there is limited supply in the market for the professionals demanded by

the company, then the company will have to depend upon internal sources by providingthem special training and development programs.

2. LABOUR MARKETEmployment conditions in the community where the organization is located will

influence the recruiting efforts of the organization. If there is surplus of manpower at thetime of recruitment, even informal attempts at the time of recruiting like notice boardsdisplay of the requisition or announcement in the meeting etc will attract more than enoughapplicants.

3. IMAGE / GOODWILLImage of the employer can work as a potential constraint for recruitment. Anorganization with positive image and goodwill as an employer finds it easier to attractand retain employees than an organization with negative image. Image of a companyis based on what organization does and affected by industry. For example financewas taken up by fresher MBAs when many finance companies were coming up.


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4. POLITICAL-SOCIAL- LEGAL ENVIRONMENTVarious government regulations prohibiting discrimination in hiring and employmenthave direct impact on recruitment practices. For example, Government of India hasintroduced legislation for reservation in employment for scheduled castes, scheduledtribes, physically handicapped etc. Also, trade unions play important role in

recruitment. This restricts management freedom to select those individuals who itbelieves would be the best performers. If the candidate cant meet criteria stipulatedby the union but union regulations can restrict recruitment sources.

5. UNEMPLOYMENT RATEOne of the factors that influence the availability of applicants is the growth of theeconomy (whether economy is growing or not and its rate). When the company is notcreating new jobs, there is often oversupply of qualified labour which in turn leads tounemployment.

6. COMPETITORSThe recruitment policies of the competitors also effect the recruitment function of theorganisations. To face the competition, many a times the organisations have tochange their recruitment policies according to the policies being followed by thecompetitors.

RECRUITMENT AND SELECTION POLICY OF AN ORGANISATION

In todays rapidly changing business environment, a well defined recruitment policy isnecessary for organizations to respond to its human resource requirements in time.Therefore, it is important to have a clear and concise recruitment policy in place, which canbe executed effectively to recruit the best talent pool for the selection of the right candidateat the right place quickly. Creating a suitable recruitment policy is the first step in theefficient hiring process. A clear and concise recruitment policy helps ensure a soundrecruitment process.

It specifies the objectives of recruitment and provides a framework for implementation ofrecruitment programme. It may involve organizational system to be developed for

implementing recruitment programmes and procedures by filling up vacancies with bestqualified people.

COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organisation


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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 andrespect.

Unbiased policy.

To aid and encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.


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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 selection.

Abides by relevant public policy and legislation on hiring and employmentrelationship.

Integrates employee needs with the organisational needs.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives

Personnel policies of the organization and its competitors.

Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications.

RECENT TRENDS OF RECRUITMENT AND SELECTION


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The following trends are being seen in recruitment:

OUTSOURCINGIn India, the HR processes are being outsourced from more than a decade now. A companymay draw required personnel from outsourcing firms. The outsourcing firms help theorganisation by the initial screening of the candidates according to the needs of theorganisation and creating a suitable pool of talent for the final selection by the organisation.Outsourcing firms develop their human resource pool by employing people for them andmake available personnel to various companies as per their needs. In turn, the outsourcingfirms or the intermediaries charge the organisations for their services.

STRATEGIES OF RECRUITMENT AND SELECTION

Recruitment is of the most crucial roles of the human resource professionals. The level ofperformance of and organisation depends on the effectiveness of its recruitment function.Organisations have developed and follow recruitment strategies to hire the best talent fortheir organisation and to utilize their resources optimally. A successful recruitment strategyshould be well planned and practical to attract more and good talent to apply in theorganisation.

For formulating an effective and successful recruitment strategy, the strategy should coverthe following elements:

1. Identifying and prioritizing jobsRequirements keep arising at various levels in every organisation; it is almost anever-ending process. It is impossible to fill all the positions immediately. Therefore,there is a need to identify the positions requiring immediate attention and action. Tomaintain the quality of the recruitment activities, it is useful to prioritize thevacancies whether to focus on all vacancies equally or focusing on key jobs first.

2. Candidates to targetThe recruitment process can be effective only if the organisation completelyunderstands the requirements of the type of candidates that are required and will bebeneficial for the organisation. This covers the following parameters as well:

o Performance level required: Different strategies are requiredfor focusing on hiring high performers and average performers.

o Experience level required: the strategy should be clear as to what is theexperience level required by the organisation. The candidates experience canrange from being a fresher to experienced senior professionals.

o Category of the candidate: the strategy should clearly define the target


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candidate. He/she can be from the same industry, different industry,unemployed, top performers of the industry etc.

3. Sources of recruitmentThe strategy should define various sources (external and internal) of recruitment.Which are the sources to be used and focused for the recruitment purposes for variouspositions. Employee referral is one of the most effective sources of recruitment.

4. Trained recruitersThe recruitment professionals conducting the interviews and the other recruitmentactivities should be well-trained and experienced to conduct the activities. Theyshould also be aware of the major parameters and skills (e.g.: behavioural, technical

etc.) to focus while interviewing and selecting a candidate.

5. How to evaluate the candidatesThe various parameters and the ways to judge them i.e. the entire recruitment processshould be planned in advance. Like the rounds of technical interviews, HRinterviews, written tests, psychometric tests etc.

RECRUITMENT MANAGING SYSTEM

Recruitment management system is the comprehensive tool to manage the entirerecruitment processes of an organisation. It is one of the technological tools facilitated bythe information management systems to the HR of organisations. Just like performancemanagement, payroll and other systems, Recruitment management system helps to contourthe recruitment processes and effectively managing the ROI on recruitment.

The features, functions and major benefits of the recruitment management system are

explained below:

Structure and systematically organize the entire recruitment processes.

Recruitment management system facilitates faster, unbiased, accurate and reliable processingof applications from various applications.

Helps to reduce the time-per-hire and cost-per-hire.


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through to highly-skilled managerial or technical staff or so-called niche agencies that

specialize in a particular industrial sector or professional group.

Executive search firms for executive and professional positions. These firms operate across a

range of models such as contingency or retained approaches and also hybrid models where

advertising is also used to ensure a flow of candidates alongside relying on networking astheir main source of candidates.

Internet recruitment services including recruitment websites and job search engines used to

gather as many candidates as possible by advertising a position over a wide geographic area.

In addition social network sourced recruitment has emerged as a major method of sourcing

candidates.

In-house recruitment

Many employers undertake at least some if not most of their own in-house recruitment, using

their human resources department, front-line hiring managers and recruitment personnel who

handle targeted functions and populations. In addition to coordinating with the agencies

mentioned above, in-house recruiters may advertise job vacancies on their own websites,

coordinate internal employee referrals, work with external associations, trade groups and/or

focus on campus graduate recruitment. Some large employers choose to outsource all or

some of their recruitment process (recruitment process outsourcing) however a much more

common approach is for employers to introduce referral schemes where employees are

encouraged to source new staff from within their own network.

Internal recruiters

An internal recruiter (alternatively in-house recruiter or corporate recruiter) is member

of acompanyororganizationand typically works in thehuman resources(HR) department.

Internal recruiters may be multi-functional, serving in an HR generalist role or in a specific

role focusing all their time on recruiting. Activities vary from firm to firm but may include,

screeningCVsorrsums, conductingaptitudeorpsychological testing,interviewing,

undertakingreferenceandbackground checks,hiring; administeringcontracts, advising

cansidates onbenefits,onboardingnew recruits and conducting exitinterviewswith

employees leaving the organisation. They can be permanent employees or hired

ascontractorsfor this purpose. Contract recruiters tend to move around between multiple

companies, working at each one for a short stint as needed for specific hiring purposes. The

responsibility is to filter candidates as per the requirements of each client.

3.Employee referral

An employee referral program is a system where existing employees recommend prospective

candidates for the job offered, and if the suggested candidate is hired, the employee who
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referred receives a cash bonus.

In some cases the organization provides the employee referral bonus only if the referred

employee stays with the organization for stipulated time duration (most cases 3 - 6 months).

Referral bonus depends on the grade of the referred employee, higher the grade higher the

bonus however the method is not used for senior level hiring.

4.Outsourcing

An external recruitment provider may suit small organisations without the facilities to

recruit. In typically the largest organisations a formal contract for services has been

negotiated with a specialist recruitment consultancy. These are known in the industry

asRecruitment Process Outsourcing.

Introduction

1.1 Introduction Of The Insurance Industry

Overview

The story of insurance is probably as old as the story of mankind. The same instinct that promptsmodern businessmen today to secure themselves against loss and disaster existed in primitivemen also. They too sought to avert the evil consequences of fire and flood and loss of life andwere willing to make some sort of sacrifice in order to achieve security. Though the concept ofinsurance is largely a development of the recent past, particularly after the industrial erapastfew centuriesyet its beginnings date back almost 6000 years.

The first two decades of the twentieth century saw lot of growth in insurance business. From 44companies with total business-in-force as Rs.22.44 crore, it rose to 176 companies with totalbusiness-in-force as Rs.298 crore in 1938. The Insurance Act 1938 was the first legislationgoverning not only life insurance but also non-life insurance to provide strict state control overinsurance business.

Some of the important milestones in the life insurance business in India are:

1818: Oriental Life Insurance Company, the first life insurance company on Indian soil startedfunctioning.

1870: Bombay Mutual Life Assurance Society, the first Indian life insurance company started itsbusiness.
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1912: The Indian Life Assurance Companies Act enacted as the first statute to regulate the lifeinsurance business.

1928: The Indian Insurance Companies Act enacted to enable the government to collectstatistical information about both life and non-life insurance businesses.

1938: Earlier legislation consolidated and amended to by the Insurance Act with the objective ofprotecting the interests of the insuring public.

1956: 245 Indian and foreign insurers and provident societies are taken over by the centralgovernment and nationalized. LIC formed by an Act of Parliament, viz. LIC Act, 1956, with acapital contribution of Rs. 5 crore from the Government of India.

The General insurance business in India, on the other hand, can trace its roots to the TritonInsurance Company Ltd., the first general insurance company established in the year 1850 inCalcutta by the British.

Some of the important milestones in the general insurance business in India are:

1907: The Indian Mercantile Insurance Ltd. set up, the first company to transact all classes ofgeneral insurance business.

1957: General Insurance Council, a wing of the Insurance Association of India, frames a code ofconduct for ensuring fair conduct and sound business practices.

1968: The Insurance Act amended to regulate investments and set minimum solvency marginsand the Tariff Advisory Committee set up.

1972: The General Insurance Business (Nationalisation) Act, 1972 nationalised the

general insurance business in India with effect from 1st January 1973.

With largest number of life insurance policies in force in the world, Insurance happens to be amega opportunity in India. Its a business growing at the rate of 15-20 per cent annually andpresently is of the order of Rs 450 billion. Together with banking services, it adds about 7 percent to the countrys GDP. Gross premium collection is nearly 2 per cent of GDP and fundsavailable with LIC for investments are 8 per cent of GDP.

Yet, nearly 80 per cent of Indian population is without life insurance cover while healthinsurance and non-life insurance continues to be below international standards. And this part ofthe population is also subject to weak social security and pension systems with hardly any oldage income security. This itself is an indicator that growth potential for the insurance sector isimmense.

A well-developed and evolved insurance sector is needed for economic development as itprovides long term funds for infrastructure development and at the same time strengthens the risk


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taking ability. It is estimated that over the next ten years India would require investments of theorder of one trillion US dollar. The Insurance sector, to some extent, can enable investments ininfrastructure development to sustain economic growth of the country.

India has come a full circle from being an open competitive market to nationalization and back to

a liberalized market again. Tracing the developments in the Indian insurance sector reveals the360 degree turn witnessed over a period of almost two centuries.

Present Scenario

The Government of India liberalized the insurance sector in March 2000 with the passage of theInsurance Regulatory and Development Authority (IRDA) Bill, lifting all entry restrictions forprivate players and allowing foreign players to enter the market with some limits on directforeign ownership.

The opening up of the sector is likely to lead to greater spread and deepening of insurance in

India and this may also include restructuring and revitalizing of the public sector companies. Inthe private sector 14 life insurance and 8 general insurance companies have been registered. Ahost of private Insurance companies operating in both life and non-life segments have startedselling their insurance policies..

Life Insurance Market

The Life Insurance market in India is an underdeveloped market that was only tapped by thestate owned LIC till the entry of private insurers. The penetration of life insurance products was19 percent of the total 400 million of the insurable population. The state owned LIC soldinsurance as a tax instrument, not as a product giving protection. Most customers were under-

insured with no flexibility or transparency in the products. With the entry of the private insurersthe rules of the game have changed.

The 12 private insurers in the life insurance market have already grabbed nearly 9 percent of themarket in terms of premium income. The new business premiums of the 12 private players hastripled to Rs 1000 crore in 2002- 03 over last year. Innovative products, smart marketing andaggressive distribution. That's the triple whammy combination that has enabled fledgling privateinsurance companies to sign up Indian customers faster than anyone ever expected. Indians, whohave always seen life insurance as a tax saving device, are now suddenly turning to the privatesector and snapping up the new innovative products on offer.

The private insurers also seem to be scoring big in other ways- they are persuading people totake out bigger policies. Buoyed by their quicker than expected success, nearly all privateinsurers are fast- forwarding the second phase of their expansion plans.

Major Insurance Players


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Licenses have been issued for the following companies

BIRLA SUN LIFE Life Insurance Limited

BIRLA SUN LIFE Life Insurance Company Limited

HDFC Standard Life Insurance Company Limited

Birla Sun Life Insurance Company Limited

TATA AIG Life Insurance Company Limited

Max New York Life Insurance Company Limited

SBICardiff Life Insurance Company Limited

ING Vysya Life Insurance Company Limited

Bajaj Allianz Life Insurance Company Limited

MetLife Life Insurance Company Limited

Aviva Life Insurance Company Limited

AMP Sanmar Life Insurance Company Limited

Sahara India Life Insurance Limited

Sri Ram Life Insurance Limited

Protection of the interests of policyholders:

IRDA has the responsibility of protecting the interest of insurance policyholders. Towards

achieving this objective, the Authority has taken the following steps:


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v IRDA has notified Protection of Policyholders Interest Regulations 2001 to provide for:

policy proposal documents in easily understandable language; claims procedure in both life

and non-life; setting up of grievance redressal machinery; speedy settlement of claims; and

policyholders' servicing. The Regulation also provides for payment of interest by insurers for

the delay in settlement of claim.

v The insurers are required to maintain solvency margins so that they are in a position to meet

their obligations towards policyholders with regard to payment of claims.

v It is obligatory on the part of the insurance companies to disclose clearly the benefits, terms

and conditions under the policy. The advertisements issued by the insurers should not

mislead the insuring public.

v All insurers are required to set up proper grievance redress machinery in their head office

and at their other offices.

The Authority takes up with the insurers any complaint received from the policyholders in

connection with services provided by them under the insurance contract.

1.2 COMPANY PROFILE

BIRLA SUN LIFE Life Insurance

BIRLA SUN LIFE Life Insurance Company is a joint venture between ICICI Bank, a premierfinancial powerhouse and Prudential plc, a leading international financial services groupheadquartered in the United Kingdom.

ICICI was established in 1955 to lend money for industrial development. Today, it hasdiversified into retail banking and is the largest private bank in the country. Prudential plc wasestablished in 1848 and is presently the largest life insurance company in UK.

BIRLA SUN LIFE is currently the No. 1 private life insurer in the country. For the financialyear ended March 31, 2005, the company garnered Rs 1584 crore of new business premium for atotal sum assured of Rs 13,780 crore and wrote nearly 615,000 policies.

The Company recognizes that the driving force for gaining sustainable competitive advantage in

this business is superior customer experience and investment behind the brand. The Company

aims to achieve this by striving to provide world class service levels through constant innovation


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in products, distribution channels and technology based delivery. The Company has already

taken significant steps to achieve this goal.

India's Number One private life insurer, BIRLA SUN LIFE Life Insurance Company is a joint

venture between ICICI Bank-one of India's foremost financial services companies-and Prudential

plc- a leading international financial services group headquartered in the United Kingdom. Total

capital infusion stands at Rs. 23.72 billion, with ICICI Bank holding a stake of 74% and

Prudential plc holding 26%.

BIRLA SUN LIFE was the first life insurer in India to receive a National Insurer Financial

Strength rating of AAA (Ind) from Fitch ratings. For three years in a row, BIRLA SUN LIFE

has been voted as India's Most Trusted Private Life Insurer, by The Economic Times - AC

Nielsen ORG Marg survey of 'Most Trusted Brands'. As we grow our distribution, product range

and customer base, we continue to tirelessly uphold our commitment to deliver world-class

financial solutions to customers all over India.

FACT SHEET

THE COMPANY

BIRLA SUN LIFE Life Insurance Company is a joint venture between ICICI Bank, a premier

financial powerhouse, and Prudential plc, a leading international financial services group

headquartered in the United Kingdom. BIRLA SUN LIFE was amongst the first private sector

insurance companies to begin operations in December 2000 after receiving approval from

Insurance Regulatory Development Authority (IRDA).

BIRLA SUN LIFE 's capital stands at Rs. 23.72 billion with ICICI Bank and Prudential plc

holding 74% and 26% stake respectively. For the first quarter ended June 30, 2007, the company

garnered Rs. 987 crore of weighted retail + group new business premiums and wrote over

450,000 retail policies in the period. The company has assets held to the tune of over Rs. 18,400

crore.

BIRLA SUN LIFE is also the only private life insurer in India to receive a National Insurer

Financial Strength rating of AAA (Ind) from Fitch ratings. The AAA (Ind) rating is the highest

rating, and is a clear assurance of BIRLA SUN LIFE 's ability to meet its obligations tocustomers at the time of maturity or claims.

For the past six years, BIRLA SUN LIFE has retained its position as the No. 1 private life

insurer in the country, with a wide range of flexible products that meet the needs of the Indian

customer at every step in life.


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Distribution

BIRLA SUN LIFE has one of the largest distribution networks amongst private life insurers in

India. It has a strong presence across India with over 680 branches and over 235,000 advisors.

The company has over 23 bancassurnace partners, having tie-ups with ICICI Bank, Federal

Bank, South Indian Bank, Bank of India, Lord Krishna Bank, Idukki District Co-operative Bank,

Jalgaon Peoples Co-operative Bank, Shamrao Vithal Co-op Bank, Ernakulam Bank, 9 Bank of

India sponsored Regional Rural Banks (RRBs), Sangli Urban Co-operative Bank, Baramati Co-

operative Bank, Ballia Kshetriya Gramin Bank, The Haryana State Co-operative Bank and

Imphal Urban Cooperative Bank Limited.

Products Insurance Solutions For Individuals

BIRLA SUN LIFE Life Insurance offers a range of innovative, customer-centric products that

meet the needs of customers at every life stage. Its products can be enhanced with up to 4 riders,

to create a customized solution for each policy holder.

Savings Solutions

SavenProtect is a traditional endowment savings plan that offers life protection alongwith adequate returns.

CashBakis an anticipated endowment policy ideal for meeting milestone expenses like achilds marriage, expenses for a childs higher education or purchase of an asset.

LifeTimeSuper offer customers the flexibility and control to customize the policy to meet

the changing needs at different life stages. Each offer 4 fund options Preserver,Protector, Balancer and Maximiser.

LifeLink Superis a single premium Unit Linked Insurance Plan which combines lifeinsurance cover with the opportunity to stay invested in the stock market.

Premier Life Goldis a limited premium paying plan that offers customers life insurancecover till the age of 75.

InvestShield Life New is a unit linked plan that provides premium guarantee on theinvested premiums and ensures that the customer receives only the benefits of fundappreciation without any of the risks of depreciation.

InvestShield Cashbak is a unit linked plan that provides premium guarantee on the

invested premiums along with flexible liquidity options.

Protection Solutions

LifeGuardis a protection plan, which offers life cover at very low cost. It is available in 3optionslevel term assurance, level term assurance with return of premium and singlepremium.


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HomeAssure is a mortgage reducing term assurance plan designed specifically to helpcustomers cover their home loans in a simple and cost-effective manner.

Child Plans

SmartKid education plans provide guaranteed educational benefits to a child along

with life insurance cover for the parent who purchases the policy. The policy is designedto provide money at important milestones in the childs life. SmartKid plans are also

available in unit-linked formboth single premium and regular premium.

Education Insurance Plans

Education insurance under the SmartKid brand provides guaranteed educational

benefits to a child along with life insurance cover for the parent who purchases the

policy. The policy is designed to provide money at important milestones in the child's

life. SmartKid plans are also available in unit-linked form - both single premium and

regular premium

Retirement Solutions

ForeverLife is a retirement product targeted at individuals in their thirties. Market-linked retirement products LifeTimeSuper Pension is a regular premium market-linked pension plan. Golden Years: is a limited premium paying retirement solution that offers tax benefits up

to Rs 100,000 u/s 80C, with flexibility in both the accumulation and payout stages.

Health Solution

Health Assure and Health Assure Plus: Health Assure is a regular premium plan whichprovides long term cover against 6 critical illnesses by providing policyholder withfinancial assistance, irrespective of the actual medical expenses. Health Assure Plusoffers the added advantage of an equivalent life insurance cover

Cancer Care: is aregular premium plan that pays cash benefit on the diagnosis as wellas at different stages in the treatment of various cancer conditions.

Diabetes Care and Diabetes Care Plus*: 1st ever critical illness insurance cover fordiabetics.

Hospital Care*: Hospital Care offers a Cashless hospitalization facility in more then3000 network hospitals

Crisis Cover: is a 360-degree product that will provide long-term coverage against 35critical illnesses, total and permanent disability, and death

Note (*) products Re-launched on 1st

July 2006


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Group Insurance Solutions

BIRLA SUN LIFE also offers Group Insurance Solutions for companies seeking to enhancebenefits to their employees.

ICICI Pru Group Gratuity Plan: ICICI Prus group gratuity plan helps employers fund theirstatutory gratuity obligation in a scientific manner. The plan can also be customized to structureschemes that can provide benefits beyond the statutory obligations.

ICICI Pru Group Superannuation Plan: ICICI Pru offers a flexible defined contributionsuperannuation scheme to provide a retirement kitty for each member of the group. Employeeshave the option of choosing from various annuity options or opting for a partial commutation ofthe annuity at the time of retirement.

ICICI Pru Group Term Plan: ICICI Prus flexible group term solution helps provide affordablecover to members of a group. The cover could be uniform or based on designation/rank or a

multiple of salary. The benefit under the policy is paid to the beneficiary nominated by themember on his/her death.

Flexible Rider Options

ICICI Pru Life offers flexible riders, which can be added to the basic policy at a marginal cost,

depending on the specific needs of the customer.

1. Accident Benefit: If death occurs as the result of an accident during the term of the policy,

the beneficiary receives an additional amount equal to the rider sum assured under the policy.

If the death occurs while traveling in an authorized mass transport vehicle, the beneficiary

will be entitled to twice the sum assured as additional benefit.

2. Accident & Disability Benefit: This rider option pays 10% the sum assured under the rider

every year till next 10 years on Accidental Permanent Disability of 2 Organs.

3. Critical Illness Benefit: protects the insured against financial loss in the event of 9 specified

critical illnesses. Benefits are payable to the insured for medical expenses prior to death.

4. Income Benefit: This rider pays the 10% of the sum assured to the nominee every year, tillmaturity, in the event of the death of the life assured. It is available on SmarKid, SecurePlus andCashPlus

5. Waiver of Premium: In case of total and permanent disability due to an accident, the premiumsare waived till maturity. This rider is available with SecurePlus and CashPlus.

Choice of Six Investment Options :-


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BIRLA SUN LIFE offers you the opportunity of selecting between investment options to match

your investment priorities.

1) Protector:-

An Investment Option with investment indebt and money market instruments.

2) Maximiser :-

An investment option with investment in equity and equity related instruments.

3) Balancer :-

An investment option with investment in a mix of equity and debt oriented instruments.

4) Preserver :-

An investment option with investment in low-risk instruments like cash and call

money markets.

5) Flexi Growth:-

New Fund (NFO) launched in March 2007, Long term returns from an equity portfolio

lare,mid and small cap companies.

6) Flexi balanced:-

Balance of capital appreciation and stable returns from an equity (large,mid & small cap

companies) & debt portfolio.

Vision and Mission

Their vision is to make BIRLA SUN LIFE Life Insurance Company the dominant new insurer inthe life insurance industry. This they hope to achieve through their commitment to excellence,focus on service, speed and innovation, and leveraging our technological expertise.

The success of the organisation will be founded on its strong focus on values and clarity ofpurpose. These include:

Understanding the needs of customers and offering them superior products and service


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Building long lasting relationships with their partners Providing an enabling environment to foster growth and learning for their employees

And above all building transparency in all our dealings.

They believe that they can play a significant role in redefining and reshaping the sector. Giventhe quality of their parentage and the commitment of their team, they feel that tere will be nolimits to their growth.

DISTRIBUTION

BIRLA SUN LIFE has one of the largest distribution networks amongst private life insurers in

India, having commenced operations in 150 cities and towns in India, stretching from Bhuj in the

west to Guwahati in the east, and Jammu in the north to Trivandrum in the south.

The company has 9 bank partnerships for distribution, having agreements with ICICI Bank,

Bank of India, Federal Bank, South Indian Bank, Lord Krishna Bank, and some co-operativebanks, as well as over 300 corporate agents and brokers. It has also tied up with NGOs, MFIsand corporates for the distribution of rural policies.

BIRLA SUN LIFE has recruited and trained more than 1, 90,000 insurance advisors to interfacewith and advise customers. Further, it leverages its state-of-the-art IT infrastructure to providesuperior quality of service to customers

RegisteredOffice :

ICICI Towers 9thfloor, Bandra-Kurla Complex

Mumbai - 400 051.Tel: 494 3232

Regional Office :8th floor EROS Coorporate Tower,Nehru place,

New Delhi-110011.Tel:46554405

Delhi office :

3rd floor

Videocon TowersE-1, Rani Jhansi RoadNew Delhi - 110055. Tel: 601 3232


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BIRLA SUN LIFE Life Insurance opens office in Dubai

In a move to consolidate its position in the Gulf region, BIRLA SUN LIFE Life Insurance

(BIRLA SUN LIFE ), India's No. 1 private life insurance company, today opened its

representative office in Dubai, becoming the first private life insurer from India to open an office

in the Emirate.

At BIRLA SUN LIFE we offer pragmatic, world-class solutions. Put simply, solutions

with a lot of common sense. Solutions that take care of your four basic financial needs - Earning,

Saving, Investing and Spending. So you live your life to the fullest, sans worries.

Introduction of Recruitment and Selection

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Transcript of Introduction of Recruitment and Selection