Bsli

INTRODUCTION
Acquiring and retaining high-quality talent is critical to an organization’s success. As the job
market becomes increasingly competitive and the available skills grow more diverse, recruiters
need to be more selective in their choices, since poor recruiting decisions can produce long-term
negative effects, among them high training and development costs to minimize the incidence of
poor performance and high turnover which, in turn, impact staff morale, the production of high
quality goods and services and the retention of organizational memory. At worst, the
organization can fail to achieve its objectives thereby losing its competitive edge and its share of
the market.
Human resource department plays a crucial role in this process. The backbone of any successful
company is the HR department, and without a talented group of people to hire, culture, and
inform employees, the company is doomed for failure.
Recruitment is a process which provides the organization with a pool of potentially qualified
job candidates from which judicious selection can be made to fill vacancies. Successful
recruitment begins with proper employment planning and forecasting. In this phase of the
staffing process, an organization formulates plans to fill or eliminate future job openings based
on an analysis of future needs, the talent available within and outside of the organization, and
the current and anticipated resources that can be expended to attract and retain such talent.
Selection is a process of hiring the best among the pool of candidates available.
‘Right person for the right job’ is the basic principle in recruitment and selection. Every
organization should give attention to the selection of its manpower, especially its managers. The
operative manpower is equally important and essential for the orderly working of an enterprise.
Every business organization/unit needs manpower for carrying different business activities
smoothly and efficiently and for this recruitment and selection of suitable candidates is
essential. Human resource management in an organization will not be possible if unsuitable
persons are selected and employment in a business unit.
OBJECITIVES OF THE STUDY
To get right person at right place and in right time, the organization should have the specific and
clear policies and recruitment and selection methods which are essential for the growth of the
organization.
 To analyze the actual recruitment process in BSLI.
 To find whether the existing processes of recruitment and selection are taking place
scientifically or not.
 To review the importance and needs of recruitment and selection process.
 State, explain and evaluate various methods of recruitment.
COMPANY PROFILE
Birla Sun Life Insurance Company (BSLI) is an industry leader and ranks among the top five
private players with a market share of 8.4 per cent in terms of new business premium for FY
2009-10. Since its inception, it has been credited for innovation in products and services.
The company offers a spectrum of products to meet the growing needs of individuals and group
customers through a multichannel distribution network. In recent times, the company has
quadrupled the distribution network to 600 branches and more than 170,000 advisors. With a
rapidly growing national footprint, the company is now positioned to capture an increased
market share in the fast growing life insurance market.
BSLI enjoys the support of over 675 corporate agents that include Citibank NA, Deutsche Bank,
Catholic Syrian Bank, Karur Vysya Bank, Development Credit Bank, Bajaj Capital, BSDL
Insurance Advisory Services, Karvy Insurance, Anand Rathi and Angel Broking.
RESEARCH METHODOLOGY
Introduction
The research was done in order to understand the Recruitment and Selection Process followed at
BSLI and the perception of the employees from all the cadres regarding it. To know how an
organization performs in terms of productivity and this should be directly proportional to quality
and quantity of its human resource. In order to get the right kind of people in right place in the
right time the organization should have the specific and clear personnel, policies and
recruitment methods which are essential for the growth of the organization. Hence it was
necessary to conduct a research on the process.
Sample Size
The sample undertaken to conduct research study consist of fifty people which is approximately
one tenth of the total strength working in the organization. The sample covered the employees
from all the cadres, encompassing the senior most officers to the workers. The sample was
collected from all the departments of the organization.
Tools and Methods of Data Collection
The primary method of data collection was the questionnaire method which was circulated to
the sample undertaken and the information was collected with its help. Also a general discussion
with the employees helped to gain information regarding the study. The secondary source used
to collect data was the company’s policy manual which contains the policy related to the topic.
Limitations of the Study:
Although attempt was made to gather all relevant information in connection to the study there
were many shortcomings and difficulties, which could not overcome.
 The research sample was limited to one tenth of the total employees hence the
information gathered could be limited.
 The conclusions are derived from the response of the employees which are expected to be
unbiased.
Bibliography
 H. John Bernardin “ Human Resource Management”, Fourth Edition, Mc Graw Hill,2000
 C.R. Kothari, “Research Methodology Methods and Techniques”, Second Edition, New
Age International Publishers, 2004.
Websites:
 www.shrm.com
 www.management.org

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INTRODUCTION

 To analyze the actual recruitment process in BSLI.

 To review the importance and needs of recruitment and selection process.

 State, explain and evaluate various methods of recruitment.

Tools and Methods of Data Collection

 H. John Bernardin “ Human Resource Management”, Fourth Edition, Mc Graw Hill,2000

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