.

• CHAIRPERSON:- ADITYA MOHAN GUPTA

BHARTI AXA LIFE INSURANCE COMPANY

FARAZ ALAM

INTRODUCTION OF BHARTI - AXA• Bharti AXA Life is a life insurance that was

started in 2006.• Bharti Enterprises - one of India's leading

business groups.• Partnered with world’s biggest company ( Wal

Mart).• It brings together strong financial expertise of

the Paris-headquartered AXA Group.• The joint venture has a 74% stake from Bharti

and 26% stake from AXA Asia Pacific Holdings Ltd.

INTRODUCTION OF BHARTI - AXA

• Bharti AXA Life offers a range of innovative products and services that cater to specific insurance and wealth management needs of customers.

• The company launched national operations in December 2006. Today, company have over 8000 employees across over 12 states in the country .

OBJECTIVES

• To understand the process of recruitment and selection of agents in life insurance.

• To identify various sources of Recruitment used by Bharti Axa and compare their effectiveness.

• To know the level of awareness about Bharti Axa among job applicants.

.RECRUITMENT & SELECTION

• Recruitment is the process of creating a pool of individuals from where selection can takes place.

“Selection starts where recruitment ends”• Selection is the process of differentiating

between applicants In order to identify those with a greater likelihood of success in a job.

Recruitment & Selection Process

.DEVELOP A PROFILE

DEVELOP SOURCES OF RECRUITMENT

APPROACHING THE TARGETED RECRUITS

INITIAL SCREENING AND INTERVIEWS

REALITY CHECK

.SAT TEST

INTERVIEW

TELEPHONIC INTERVIEW

SELECTED

SENT FOR TRAINING

Sources of Recruitment• Internal1. Present Employees (Transfers & Promotions)2. Employee Referral3. Retired and Retrenched Employees

• External1. Recruitment Agencies2. Walk Ins3. Job Portals4. Educational Institutes

.• I did survey on 163 candidates to know the effectiveness of different sources of recruitment.

• Bharti Axa depends heavily on Recruitment Agencies i.e Consultancies for the recruitment of candidates. Consultancies contribute maximum percentage of share in recruiting candidates.

.

.

64%

22%

7%

3%4%

0

CONTRIBUTION FROM DIFFERENT SOURCES OF RECRUITMENT

CONSULTANCY JOB PORTAL WALK IN

EMPLOYEE REFERRAL OTHERS TOTAL

Research Methodology

• COLLECTION OF DATA :• Types of Data:

• 1. PRIMARY DATA• 2. SECONDATY DATA

• PRIMARY DATA:• Questionnaire & Personal observation

• SECONDARY DATA:• Company Guide• Internet

.

• Population size : All the applicants who have applied for the job.

• Sample size: 163 applicants .• The sampling technique I have used in my

research is Probability sampling.

ANALYSIS1. Age of respondents: The following is the

distribution of age of the respondents AGE <25 Years 25-30 years 31-40 years >40 years

NO. OF INDIVIDUALS

4 73 45 27

.2. Number of years stayed in Pune

NO. OF YEARS <3 Years 3-5 Years 6-10 Years 10-20 Years >20 years

NO. OF INDIVIDUALS

41 45 18 26 33

3. Occupation of individuals surveyed

GOVT. EMPLOYEE

PVT. EMPLOYEE STUDENTS UNEMPLOYED HOUSEWIVES

17 86 50 06 04

4. Qualification of individualsQUALIFICATION 10th OR BELOW INTERMEDIATE GRADUATE POST-GRADUATE

NO. OF INDIVIDUALS

18 15 80 50

5. Biggest concern for futureCAREER INCOME JOB

50 64 49

6. Were they prepared for their future ?

RESULT YES NO

NO. OF INDIVIDUAL 77 86

47%53%

PLANNING FOR FUTUREYES NO

7. Are you aware of Bharti Axa ?RESPONSE YES NO

NO. OF INDIVIDUALS 100 63

FINDINGS• Maximum candidates who applied for the job were

from the age group of 25-30 years. • Company prefer those candidates who have been

staying in Pune for more than 3 years.• SAT Test conducted during the selection process is

just for the formality of the process.• The Individuals finally selected as Life advisors

constitute 7.36% of the pool of job applicants.• Recruitment Agencies are the most effective

source of recruitment for Bharti Axa.• People are aware of Bharti-Axa Life Insurance

Company in Pune.

Recommendations• Recruitment & Selection process should be made

more transparent.• Recruitment Agencies should not be considered as

the only source of recruitment.• Company should improve the effectiveness of less

expensive sources of recruitment.• The company should timely communicate through

media to make the relationship stronger.• Advertisements on television and Newspaper

should be promoted.

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