Project Report

(Project Semester 2nd 15thSeptember – 30thOctober 2021)

“Recruitment And Selection Process In

Shriram General Insurance Co. Ltd”

Submitted by
Sanyam Jain
20MBAN013

Under the Guidance of

University Guide: Industry Guide:

Dr. Rashmi Sharma Mr. Yash Dadhich
Assistant Professor HR Executive

Faculty of Management
JECRC UNIVERSITY, JAIPUR
15th September – 30th October 2021

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 DECLARATION

I hereby declare that the work reported in this thesis entitled “Recruitment And
Selection Process In Shriram General Insurance Co. Ltd” resulted out of the
summer internship project undertaken at “Shriram General Insurance Co. Ltd
- Jaipur” during the period 15 September - 30 October, 2021 is original and has
not been previously submitted anywhere else.

Name: Sanyam Jain

Enrolment No:-

20MBAN013

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 CERTIFICATE

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Sanyam Jain 4|Page
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 ACKNOWLEDGEMENT

I, Mr. Sanyam Jain, hereby express my gratitude for the tremendous support and enthusiasm
that I received throughout the course of this project. I would like to acknowledge the
guidance of Dr. Renu Pareek, HOD of Management at JECRC University, Jaipur. I
thank them for enriching our experience with this opportunity.

I deliver my sincere gratitude to Mr. Ram Garg. His motivating demeanour paved the course
of my research and facilitated in facile accomplishment of my goal.

I feel blessed to have garnered great insights into the field of Human Resources with the very
distinguished team at Shriram General Insurance Co. Ltd Jaipur. I would like to thank
Mr. Rohit Mathur, Head HR for bestowing the opportunity to learn and deliver on my
skills. For exemplary learning environment; I thank Mr. Yash Dadhich, HR Executive at
Shriram General Insurance, Jaipur for his efforts and support This internship journey
would not have been a smooth sail had it not been fortheinspiringteamat Shriram General
Insurance,Jaipur.Their stead fast support and belief encouraged me to take up challenges.
Their expertise has moulded a learning curve for me to focus and follow in future competitive
business environments.
I end with acknowledging my indebtedness to my Family for their blessings and unwavering
trust that has prepared me for the challenges ahead.

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 EXECUTIVE SUMMARY

Human resource is considered to be the most valuable asset in any organisation. It is the sum-
total of inherent abilities, aptitudes of the employed persons who comprise executives,
supervisors and the rank and file employees. The human resources should be utilised to the
maximumpossibleextent,inordertoachieveindividualandorganisationalgoals.It isthusthe
employee’s performance which ultimately decides the attainment of goals. Hence, the
employee’s performance is to a large extent influenced by motivation and job satisfaction.
Work is an important aspect of life; it provides a sense of achievement, recognition and above
all a means of income to fulfill the basic and material needs. Due to the changing world such
as development of new technology, more number of women are entering the workforce,
resulting, in part, in dual-earner families and above all a clash of work and personal life.
Balancing both the dimensions, professional and personal life, is a growing concern for both
employers and workers. Employers are introducing various initiatives in order to retain the
efficient workforce. These initiatives are in the form of benefits, policies, or programmes that
helpcreateabetterbalancebetweentheworkandnon-workdomain.Suchwork-lifeinitiatives can
potentially deal with a wide range of issues including on-site childcare, eldercare
initiatives,flexi-schedules,parentalandmaternityleave,employeeassistanceprogrammes,on- site
seminars and workshops etc.

In the research conducted, there are two aspects which are taken into consideration to prove
myHypothesis.Withthehelpoftheprimaryresearch(questionnaire),thehypothesishasbeen proved
along with depiction of bar graphs, pie charts and tables. The research consists of the records
of the responses collected. The level of satisfaction to be measured is no easytask.

After collecting and analysing the data collected, the conclusion is that the employees in this
organization are satisfied at a certain level where it is not considered as the best place to work
but definitely a better on as the employees are kept as happy as they can, by providing every
possible facility as every company is looking for Employees being satisfied and contributing
rather than being frustrated and making the company go for a toss.

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 TABLE OF CONTENTS
.
Chapter 1 Introduction 9-18
Chapter 2 Objectives 19
Chapter 3 Industry Profile 20-23
Company’s Profile 24-26
Chapter 4
Review Of Literature 27-32
Chapter 5
Research Methodology 33-35
Chapter 6 Data Analysis and Interpretation 36-45
Chapter 7
Chapter 8 Findings 46-47
Conclusion 48-49
Chapter 9
Chapter 10 Suggestion 50-51
Bibliography 52-53
Chapter 11

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 CHAPTER 1
INTRODUCTION

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 INTRODUCTION

1.1 Recruitment And Selection

Recruitment is a key responsibility of the HR department. While HR works in many areas

including employee engagement, employee development, statutory compliance, data
management and many others, one of the key areas of focus for HR is to attract, select and
onboard suitable candidates for the organization.

Recruitment is the process of attracting qualified candidates for a job role and Selection is the
process of identifying and selecting the right candidate for that job.

The contributions of each employee play a pivotal role in the sustenance and growth of a
business. Hence it is extremely important to select the right person for the job. The same way
as a square peg does not fit in a round hole, a bad hire can affect the overall business
outcomes.

The impact to your business when you hire the wrong candidate is often much more than not
hiring a person at all! Recruitment is not only an operational activity but a key strategic
activity for the business.

Hence there is a need for developing a strong recruitment and selection process.

The right process reflects on your company’s professionalism and portrays your
organization’s maturity in attracting and hiring the right talent. An effective process helps in
creation of a talent pool in a proactive manner, thus assisting in meeting the medium-term
and long-term business objectives.

Recruiting involves multiple stakeholders including senior level employees in your company
and can cost a lot in terms of time and money. Hence one needs to ensure that the process is
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 well defined and optimized to meet the needs of all stakeholders

1.1.1 Recruitment definition

It is the process of finding, screening and hiring of qualified and skilled candidate for a job.

Process Of Recruitment
Identify the hiring needs
Prepare job descriptions
Devise recruitment strategy
Screen and shortlist candidates
Conduct interviews
Evaluate and make the offer
Onboard the new employee

Step 1: Identify the hiring needs

What are your existing hiring needs? May be an employee just left or a new job position just
opened. Once you identify the vacancies that exist, you can then define the job specifications such
as skills, knowledge, experience, etc.

You can determine your hiring needs by checking

Any gaps in performance, skills or proficiencies that you need to fill

A sudden increase in workload that your team cannot seem to handle
Any employees who will be leaving the company soon

Step 2: Prepare job descriptions

Once you know the skills, knowledge and experience gaps you need to fill, define the job role,
responsibilities and duties.
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A complete job description helps you know what to look for in potential candidates. It also serves as
a checklist for candidates to tick before they decide they are suitable for the role and apply- which
means, more relevant candidates.

The elements that should be included in a job description are

Title
Responsibilities
Necessary qualifications and skills
Compensation, benefits, and perks
Location

Step 3: Devise your recruitment strategy

This is where you decide how to attract and retain the ideal candidates. Here you should consider
whether you can find a possible candidate from within the company itself or whether you need to
hire from outside.

In your strategy, you need to consider

The geographical area you’ll be targeting

The method of recruitment (employee referrals, social media, video interviews, etc.)
Creating relevant job ads
Channels for posting job ads (social media networks, job boards, company websites, etc.)

Step 4: Screen and shortlist candidates

Your recruitment strategy was a huge success and have accumulated a sky-high pile of application.
What’s next??

Here are the steps we follow when we face this exact challenge
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 First, we sort through the applications to find the ones with minimum qualifications
Then we separate resumes with the preferred credentials. Here we consider the applicant’s
experiences, certifications, domain and technical competencies, and skills.
Those candidates who have the minimum qualifications and the required credentials will be
shortlisted.
If there are any concerns regarding their application, we’d make a note so we can get it clarified
during the interview.

Step 5: Interview Process

After the application form or the job advert, this is where your potential candidate will come in
direct contact with you. So it’s time to make a good impression on them as a potential employer.

And this is where you need to be concerned about candidate experience the most.
Here’s what we did to improve the candidate experience

Visualized interview program

To make it easy for both our team and the candidate, we have visualized the interview process. It’s
clear and helps remove any confusion.

We would attach it with the first email we send to our selected candidate. This helps them
understand what the process is, how much time it will take and prepare themselves accordingly.

Step 6: Make the offer

This is the time to check with the candidate’s references. And if everything checks out, you can
make the offer.

However, there’s a chance that the first promising candidate you have selected might not accept it.
In which case, you need to be prepared to extend the offer to the second best or third best candidate.
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Step 7: Employee Onboarding

Then comes employee onboarding. This is where you make the new employee settle in. This does
not only include showing the new person around the office and introducing them to others.

This also includes helping them understand their responsibilities and providing the necessary
resources and training to help them learn. We’ve covered this topic in these two resources in more
detail.

Employee Onboarding Best Practices

The Visual Guide to Training New Employees

Sources Of Recruitment
Internal Sources of Recruitment
1. Promotions
2. Transfer
3. Employee Referral
Promotions:-

Promotion refers to upgrading the cadre of the employees by evaluating their performance in the
organization. It is the process of shifting an employee from a lower position to a higher position
with more responsibilities, remuneration, facilities, and status. Many organizations fill the
higher vacant positions with the process of promotions, internally.

Transfers

Transfer refers to the process of interchanging from one job to another without any change in
the rank and responsibilities. It can also be the shifting of employees from one department to
another department or one location to another location, depending upon the requirement of the
position.
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Let’s take an example to understand how it works. Assume there is a finance company called
ABC Ltd. Having two branches, Branch-A and Branch-B, and an employee from Branch-A
resigned from his job responsibilities. Hence, this position has to be filled for the continuation of
the project in Branch-A.

In this scenario, instead of searching or sourcing new candidates, which is time consuming and
expensive, there is a possibility of shifting an employee from Branch-B to Branch-A, depending
upon the project requirements and the capabilities of that respective employee. This internal
shifting of an employee from one branch to another branch is called as Transfer.
Employee Referrals:-

Employee referrals is an effective way of sourcing the right candidates at a low cost. It is the
process of hiring new resources through the references of employees, who are currently working
with the organization. In this process, the present employees can refer their friends and relatives
for filling up the vacant positions.

Organizations encourage employee referrals, because it is cost effective and saves time as
compared to hiring candidates from external sources. Most organizations, in order to motivate
their employees, go ahead and reward them with a referral bonus for a successful hire.

External Sources Of Recruitment

1. Advertisements
2. Employment Exchange
3. Campus Recruitment
4. Casual Callers
5. Walk-Ins
6. Management Consultant

Advertisements:-

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Advertisements are the most popular and very much preferred source of external source of
recruitment. The job vacancy is announced through various print and electronic media with a
specific job description and specifications of the requirements. Using advertisements is the best
way to source candidates in a short span and it offers an efficient way of screening the
candidates’ specific requirements.
Employment Exchanges:-

As per the law, for certain job vacancies, it is mandatory that the organization provides details to
the employment exchange. Employment exchange is a government entity, where the details of
the job seekers are stored and given to the employers for filling the vacant positions. This
external recruitment is helpful in hiring for unskilled, semi-skilled, and skilled workers.

Campus Recruitment:-

Campus recruitment is an external source of recruitment, where the educational institutions such
as colleges and universities offers opportunities for hiring students. In this process, the
organizations visit technical, management, and professional institutions for recruiting students
directly for the new positions.

Casual Callers:-
They are the unsolicited applications are the job seekers who come to the well renowned org
casually or either mail or drop their application seeking the job opportunities.

Walk-Ins:-
This is the direct form of the recruitment wherein the candidates are invited through an
advertisement to come and apply for the job vacancy

Management Consultants:-
There are several private management firms that act as a middleman between the recruiter and
recrutee.

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Selection:-
Selection is the process of putting right men on the right job. It is a procedure of matching
organisational 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 organisation will get quality performance of employees.

Moreover, organisation will face less of absenteeism and employee turnover problems. By
selecting right candidate for the required job, organisation 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.

Job Description:-
Job description is an informative documentation of the scope, duties, tasks, responsibilities and
working conditions related to the job listing in the organization through the process of job
analysis. Job description also details the skills and qualifications that an individual applying for
the job needs to possess. It basically gives all the details which might be good for both the
company and the applicant so that both parties are on the same page regarding the job posting.

Job Specification:-
Also known as employee specifications, a job specification is a written statement of educational
qualifications, specific qualities, level of experience, physical, emotional, technical and
communication skills required to perform a job, responsibilities involved in a job and other
unusual sensory demands. It also includes general health, mental health, intelligence, aptitude,
memory, judgment, leadership skills, emotional ability, adaptability, flexibility, values and
ethics, manners and creativity, etc.

Job Analysis:-
Job Analysis is a primary tool to collect job-related data. The process results in collecting and
recording two data sets including job description and job specification. Any job vacancy can not

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be filled until and unless HR manager has these two sets of data.

Manpower Requisition Form

Manpower requisition form is used when employers have staff positions to fill. If an employer
wants to make a new employee or replace an employee who is leaving the organization, he must
submit a Manpower requisition form for approval. This system enables the employer to
maintain overall administrative control of the hiring process and of staffing numbers and
expenses. These requisition forms contain the start date, job title, and job description. They also
include the no. of working hours and pay rate, and the education and experience required as well
as any particular job qualifications. The job role is listed and the form also states whether or not
the position is new. If it isn't, an individual being replaced and the cause for the replacement are
noted.

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2. OBJECTIVES

Every Task Is Undertaken With An Objective. Without any objective task is rendered
meaningless.

The main objective of undertaking this project are:-

1. To know the perception of the employees regarding recruitment and selection process.
2. To know recruitment process followed in Shriram General Insurance Co. Ltd.
3. To know selection process followed in Shriram General Insurance Co. Ltd.
4. To review HR policies pertaining to recruitment and selection.

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3.INDUSTRY PROFILE

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 INDUSTRY PROFILE
OVERVIEW OF INDIA’S GENERAL INSURANCE INDUSTRY

INSURANCE:-
It consists of the customer paying a company a monthly fee to protect him from the risk of any
financial loss.
Types Of Insurance
1. General Insurance
2. Life Insurance
3. Education Insurance
4. Car Insurance

GENERAL INSURANCE:-
Insurance contract which does not come under the abit of the life insurance. Motor, Marine, Fire,
Accident and other miscellaneous non-life insurance.
Products Of General Insurance:-
1. Motor Insurance
2. Health Insurance
3. Travel Insurance
4. Home Insurance
HISTORY
The entire general insurance business in India was nationalised by General Insurance Business
(Nationalisation) Act, 1972 (GIBNA).

The Government of India (GOI), through Nationalisation took over the shares of 55 Indian
insurance companies and the undertakings of 52 insurers carrying on general insurance business.

General Insurance Corporation of India (GIC) was formed in pursuance of Section 9(1) of GIBNA.

It was incorporated on 22 November 1972 under the Companies Act, 1956 as a private company
limited by shares.
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GIC was formed for the purpose of superintending, controlling and carrying on the business of
general insurance.

As soon as GIC was formed, GOI transferred all the shares it held of the general insurance
companies to GIC.

Simultaneously, the nationalised undertakings were transferred to Indian insurance companies.

After a process of mergers among Indian insurance companies, four companies were left as fully
owned subsidiary companies of GIC

National Insurance Company Limited.

The New India Assurance Company Limited.
The Oriental Insurance Company Limited.
United India Insurance Company Limited.

The next landmark happened on 19th April 2000, when the Insurance Regulatory and Development
Authority Act, 1999 (IRDAA) came into force.

This Act also introduced amendment to GIBNA and the Insurance Act, 1938. An amendment to
GIBNA removed the exclusive privilege of GIC and its subsidiaries carrying on general insurance
in India.

In November 2000, GIC was renotified as the Indian Reinsurer and through administrative
instruction, its supervisory role over the four subsidiaries was ended.

With the General Insurance Business (Nationalisation) Amendment Act 2002 (40 of 2002) coming
into force from March 21, 2003; GIC ceased to be a holding company of its subsidiaries.

The ownership of the four erstwhile subsidiary companies and also of the General Insurance
Corporation of India was vested with Government of India.
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CHALLENGES
1. Low insurance penetration
2. Lack of adequate capital investments
3. Inadequate awareness
4. Prevailing low interest rates.
5. Lack of strong leadership.
6. Loss of agents / disintermediation.

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 4.COMPANY PROFILE

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 Company Profile

Introduction
In today's age of consumerism, insurance requirements have expanded to keep pace with the
increasing risks. Today we have wide assortment of risk coverage commencing from ransom to
wedding, shops to assets, travel to vehicles etc... General Insurance companies have willingly
catered to these increasing demands and have offered plethora of insurance covers that almost cover
anything and everything under the sun.

Hence foreseeing the General Insurance business as a Sunrise Industry, Shriram Group has entered
into this business and as a result Shriram General Insurance came into existence. Upto Sept 2012 it
was a 74:26 Joint Venture between Shriram Capital Ltd. and Sanlam Limited (South Africa).
SANLAM is a leading Financial Services Group of South Africa with a market capitalization of
more than $6 billion, established in 1918 and the Group demutualised in 1998. SANTAM is a part
of Sanlam Limited, which is engaged in short-term insurance cluster and is the leading short-term
insurance company in South Africa. In September 2012, the stake of Sanlam Limited (South Africa)
has been transferred to Shriram Capital Ltd. However, in August 2016, Sanlam Emerging Markets
(Mauritius) Limited acquired 23% stake in Shriram General Insurance from Shriram Capital
Limited. The overall team of SGI includes young and vibrant senior executives of insurance domain
to handle Underwriting and Claim matters.

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Vision and Mission:
The business philosophy of Shriram General Insurance is to serve the largest number of common
people ("Aam Admi"). The Group's continued focus on addressing customer needs, nurturing talent
and bringing a home grown technology platform while delivering to the underserved segments of
the economy, has ensured strong growth & sustainability for over 3 decades. The Group's vision is
serving to the underserved and creating value at the bottom of the Pyramid.

Board Of Directors
Chief Executive Officer:- Anil Kumar Aggarwal

Owner :- P.S. Gopalakrishnan

Managing Director :- Neeraj Prakash

Chief Operating Officer :- Viswas Srivastava

Chief Marketing Officer :- Ashish Goyal

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R
5. REVIEW OF LITERATURE

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 LITERATURE REVIEW

RECRUITMENT:
Recruitment is the process of attracting individuals on timely basis in sufficient numbers and with
appropriate qualification, to apply for jobs within an organization. It is the process of finding and attracting
capable applicants for the employment. The process begins when new recruits are sought and ends when
their applicants are submitted. The result is a pool of applicants from which the new employees are selected

Selection:
Selection process is a decision making process. This step consists of a number of activities. A candidate
who fails to qualify for a particular step is not eligible for appearing for the subsequent step. Employee
selection is the process of putting right men on the right job. It is a procedure of matching organizational
requirements with the skills and qualifications of the people. Effective selection can only be done when
there is a effective matching. By selecting best candidate for the required job, the organization will get
quality performance of the employees. Moreover, organization will face less absenteeism and employee
turnover problems. By selecting right candidate for the required job, organization will also save time and
money.

Recruitment and Selection In SHRIRAM GENERAL INSURANCE CO. LTD:

Recruitment:

Recruitment techniques are the means or media by which the management contacts prospective employees
or provides necessary information or exchange of ideas order to stimulate them to apply for jobs

1. Direct Method:
Under direct recruitment scouting, employees contacts and waiting lists are used. In scouting,
representatives of the organization are sent to educational and training institutions. These travelling
recruiters exchange information with the students, clarify their doubts, simulate them to apply for
jobs conduct campus interviews and shortlist candidates for further screening

2. Indirect Method:
Advertisement in newspapers, journals, on radios and television are used to publicise vacancies. A
well thought out and clear advertisement enables candidates to access their suitability so that only
those possessing the requisite qualification will apply

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3. Internet Recruitment:
Various job sites are now available on the internet. The organization can create profile on such sites
so that various resumes of applicants can be viewed and matched with the requirements of the job
and as much as applicants can be called because almost 25% of net users in india search jobs
through internet

Recruitment and Selection in SHRIRAM GENERAL INSURANCE CO. LTD

Steps in recruitment process in Shriram general insurance co. ltd

Step 1:
Whenever there is the vacancy in the company firstly it will be known by the project manager.
The project manager informs about the vacancy to the general manager.

Step 2:
Once the general manager gets to know about vacancy in the company he will inform it to the
chairman to get the approval of recruitment

Step 3:
After getting the recruitment approval the process is done by the HR Manager. Moreover The
Recruitment of the company internally, that is existing employee will be given first priority.

Internal Sources:

1. Present permanent employees

The company considers the candidates from their sources for General insurance industry
because,
• Availability of most suitable candidates
• The policy of the organization to motivate the present employees.

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External Sources:

1. Job Centres:
This is a network covering most cities acting as agent for potential employers. They are private
employee exchange ; job centres help the candidates in knowing more about the company.

2. Internet:
Internet is the modern mode of the recruitment. If a company wants to fill a vacancy through
external source then internet is the best option to choose.

Reasons for selecting the sources:

1. Referrals:
➢ Referrals are the existing employees working in the same organization. SHRIRAM
GENERAL INSURANCE select referral as their source since it is a economical way
of recruiting.
➢ This is also a fastest means of recruitment.
➢ In case of emergency to place an employee in particular position can be done easily
through referrals
2. Internet:
➢ Internet is the modern source used for recruiting the candidates
➢ Internet is selected as a source of recruitment for the following reason also.
➢ It is the fastest means of source.

3. Consultants

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 ➢ Consultants are the source through which more no. of candidates can be recruited and selected.
➢ Consultants helps the organization at the time of emergency.

Factors that are considered while recruiting in SHRIRAM GENERAL INSURANCE:

• Determining which characteristics that differentiate people are more important to
performance.
• Measuring those characteristics.
• Deciding who should make the selection process.
• Time effective and economical.

Factors Affecting Recruitment:

Internal Factors External Factors

Recruitment Policy Supply and demand
HR Planning Labour market
Size Of The Firm Competitors
Growth And Expansion

Selection Process:

General criteria that is followed during the process of selection in SHRIRAM

GENERAL INSURANCE:

1. Internal Selection:
The candidates who are selected internally need not to go for the selection test. The company
already knows the ability of the employee.

2. External selection process:

The selection process in company refers to the person come through external source of
recruitment has to undergo the below selection process; this selection process has a series of
hurdles which the applicants has to go through.

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 1. Technical Test And Interview:
The test refers here is technical test. SHRIRAM GENERAL INSURANCE conduct test for
the qualified candidates after they are screened on the basis of their application blanks so to
measure the candidates ability in technical side
Also the shortlisted candidates are supposed to go through the technical interview in which
the technical knowledge of the candidate is checked.

2. Panel Interview:
This is an interview where the panel members will interview the candidate, here the real
capacity of the applicant will be revealed.
A series of questions will be asked as quickly as possible and the applicant has to satisfy the
panel members with the answers.

3. Direct Interview:
This is the final round of the entire selection process. In this round the personal details of the
candidates, his expectations towards the company will be known and according to the
applicants attitude towards the job the applicant will be selected.

Objectives of the interview:

• To know the information about the candidates
• To provide the candidates with the facts of the job and the organization.
• To judge the suitability of candidates to the job.
• To see the inner self and feeling of the candidates

Members Involved In External Selection Process:

Selection process Members

Test Technical person
Technical Interview HR Manager And Senior Technical Person
Panel Interview HR Manager, HR Person, Project Manager
Direct Interview Project Manager

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 6.

RESEARCH METHODOLOGY

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 RESEARCH METHODOLOGY

Research is defined as human activity based on intellectual application in the investigation of

matter. The primary purpose for applied research is discovering, interpreting and development of
methods and systems for the advancement of human knowledge on the wide variety of matters of
our world and the universe.

Aim

To analyze recruitment and selection process in SHRIRAM GENERAL INSURANCE CO. LTD
and review HR policies pertaining to recruitment and selection

➢ Research Design:

Descriptive research

➢ Source of Data Collection:

The primary as well as the secondary sources was used for collection of data.

Primary Data:

Questionnaire and interview

Secondary Data:

Books and Journals

Primary data is a type of data that is collected by researchers directly from main sources through
interviews, surveys, experiments, etc. Primary data are usually collected from the source—where
the data originally originates from and are regarded as the best kind of data in research.

Secondary data refers to data that is collected by someone other than the primary user. Common
sources of secondary data for social science include censuses, information collected by government
departments, organizational records and data that was originally collected for other research
purposes.

The Sources of Data Collection were as follows

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PRIMARY SECONDARY

1. Interview schedule 1. Company records

2. Questionnaires 2. Other Records
3. Observation Method 3. Website Of The Company
4. Discussion

➢ Data Type:
Primary as well as secondary data was collected.

➢ Sample Size:
20

➢ Sampling Technique:
Convenient Sampling

➢ Field of Study:
This project was carried out at Shriram General Insurance Co. Ltd Jaipur Rajasthan

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 7.

DATA ANALYSIS AND INTERPRETATION

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 7. DATA ANALYSIS AND INTERPRETATION
7.1 Sources used in recruitment and selection

7.1. Which of the sources of recruitment and selection are used in SHRIRAM
GENERAL INSURANCE CO. LTD?

a. Internal

b. External

c. Both

Table 7.1

Options Internal External Both Total

Responses 2 7 11 20

Percentage 10 35 55 100%

Sources Of Recruitment

Interpretation:

It was found that about 55% of the recruitment and selection is done both by internal and
external sources, while as external sources are used more than the internal sources.
Employees are hired mostly from external source like job portals etc.

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7.2 Which of the following external sources are used for recruitment in SHRIRAM
GENERAL INSURANCE?

a. Advertisement

b. Internet

c. Campus Recruitment

d. Consultancies

e. All Of The Above

Options Advertisement Internet Campus Consultancy All

Drive Of

Above

Responses 5 8 2 3 2

Percentage 25 40 10 15 10

10%
25%
15%

10%

40%

It was found that 40% of the employees are recruited through internet and 20% employees of
the employees are selected by the advertisement followed by consultancies 15% and campus
selection with 10%.

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7.3 Which form of recruitment and selection is used in SHRIRAM GENERAL
INSURANCE?

a. Centralized

b. Decentralized

Options Centralized Decentralized Total

Responses 2 18 20

Percentage 10 90 100%

10%

90%

7.3 Interpretation:

It was found that the recruitment is decentralized. However, for higher positions of
employment for the recruitment is centralized. Recruitment is decentralized as all the centres
of SHRIRAM GENERAL INSURANCE recruit their employees according to the number of
vacancies available in respective centres.

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7.4. Are you satisfied with the recruitment process?

a. Yes

b. No

Options Yes No Total

Responses 18 2 20

Percentage 90 10 100%

10%

90%

8.4 Interpretation:

It was found that 90% of employees are satisfied with the recruitment process adopted by
SHRIRAM GENERAL INSURANCE. However some respondents thought there should be
some changes in the existing recruitment process of the organization.

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7.5 Are you satisfied with the selection process?

1. Yes

2. No

Options Yes No Total

Responses 16 4 20

Percentage 80 20 100%

20%

80%

7.5 Interpretation:

It was found that about 80% of the employees are satisfied with the selection process.
However, the remaining of the opinion that there should be some change in the recruitment
and selection process of the organization.

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7.6 Does your company follow different recruitment process for different grades of
employment?

1. Yes

2. No

Options Yes No Total

Responses 20 0 20

Percentage 100 0 100%

0%

100%

7.6 Interpretation:

It was found that from different recruitment process is adopted for different grades of the
employment.

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7.7 How do you rate HR Practices Of the company?

S.No. Options Respondents In Percentage

1 Excellent 10 50%

2 Good 8 30%

3 Average 1 10%

4 Bad 1 10%

10%
10%
50%
30%

7.7 Interpretation:

50% of employees feel that HR department is excellent where and 30% of employees says
that its very good whereas 10% says its average and 10% employees feel its bad. Some
employees are not happy as they have to spend a little more time if they have to take demo
training session or extra work.

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7.8 Is there any bond or contract signed by the employees while joining the
organization?

1. Yes

2. No

Option Respondent In Percentage

Yes 18 90%

No 2 10%

10%

90%

7.8 Interpretation:

Above chart shows that almost 10% employees said no and 90% said yes they have to sign a
bond while joining the organization. Employee have to submit their all documents and
previous company details if worked before and they cannot leave the company before 2
years. If employees agree to this condition than they are moved to the next round of
interview.

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7.9 Are you comfortable with the HR policies of the company?

a. Yes

b. No

Options Respondents In Percentage

Yes 18 90%

No 2 10%

10%

90%

7.9 Interpretation:

It was found that 10% employees were not comfortable with the policies of company and
90% employees are happily working with the current HR practices of the company. Some of
the employees were not comfortable with the policy as they find risk in submitting their
original documents to the company.

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 8.

FINDINGS

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 FINDINGS
The collected data are analyzed and general observations has proven that SHRIRAM
GENERAL INSURANCE CO. LTD has done remarkable job in its Human Resource
Department.

The main findings are as follows:

1. In SHRIRAM GENERAL INSURANCE employees feel that HR Department is Good.

2. Above 90% of the employees are satisfied with the recruitment and selection process

3. Most of the managers prefer personal interviews.

4. Mostly external sources of recruitment are considered.

5. About 90% of employees feel that they are comfortable working with the current HR
policies of the company. The policy of the company is to submit all the educational
documents and salary slips of the previous company in which they have worked before
and cannot leave the company for 2 years as given in the bond signed by them while
joining the company.

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8. CONCLUSION

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 CONCLUSION
Recruitment is the process of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization. And Selection is selecting the right
candidate at the right time in the right place.

Employees of SHRIRAM GENERAL INSURANCE CO. LTD are satisfied with the
current/existing recruitment and selection process. SHRIRAM GENERAL INSURANCE is
recruiting their employees main through Internet. Shriram General Insurance recruits the
employees in a decentralized way.

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 10.

SUGGESTION

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 SUGGESTION

➢ Recruitment must be done by analyzing the job firstly which will make it easier and
will be beneficial from the company point of view.

➢ The Recruitment and selection process should not be too lengthy and time
consuming.

➢ Provide Training To The Employees so that they get better knowledge, skills and
attitude

➢ Companies Should amend some parts of their HR Policies For Better Effectiveness.

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 11.

BIBLIOGRAPHY

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 BIBLIOGRAPHY

Websites:
1. www.google.com

2. www.en.wikepedia.org

3. www.shriramgi.com

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