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Gunjan Khanna Sip 95 .1

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Summer Internship Project Report


“EFFECTIVENESS OF EMPLOYEE REFERRAL AS A
RECRUITMENT STRATEGY AT ADITYA BIRLA CAPITAL”

A Report Submitted to
Asian Business School,
Noida

As a partial fulfilment of full time

Post Graduate Diploma in Management


(Approved by AICTE, Ministry of Education)

Submitted to: Submitted By:


DR. SWATI BHATIA GUNJAN KHANNA
Asian Business School Roll no: 015
Noida Batch: 2022-24

ASIAN BUSINESS SCHOOL


Asian Business School (ABS)
A2, Sector – 125, Noida

https://docs.google.com/forms/d/1WjFx3IH7ZbSRp5ljNAUULrbLrmB8pzbIHpm27TvkLOE/edit 1/105
INDUSTRY CERTIFICATE

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Asian Business School
Noida
Batch (2022-2024)

CERTIFICATE

This is to certify that the summer internship project entitled, “Effectiveness of Employee

Referral as a Recruitment Strategy at Aditya Birla Capital” is submitted to Asian

Business School, in partial fulfilment of the requirements for the award of the Post Graduate

Diploma in Management, and is a record work by Gunjan Khanna (ABS/PGDM/22/015).

The project has been done under my supervision & guidance and the project has not formed

the basis for the award of any degree or other similar title to any other candidate.

___________________ ___________________

(Internal Examiner) (External Examiner)

DECLARATION

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I, the undersigned solemnly declare that the project report titled Employee Referral as a

Recruitment strategy at Aditya Birla Sun Life Insurance is based on my own work carried out

during the course of my summer internship. The work contained in the report is original and

has been done by me under the supervision of my supervisor. The work has not been

submitted to any other Institution / University for any other degree/diploma/certificate or by

any other candidate in this institution. I have followed the guidelines provided by the

institution in writing the report. Wherever I have used materials (data, theoretical analysis,

and text) from other sources, I have given due credit to them in the text of the report and

given their details in the references.

_________________________
GUNJAN KHANNA

(ABS/PGDM/22/015)

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ACKNOWLEDGEMENT

In successfully completing this project, many people have helped me. I would like to

thank all those who are related to this project.

Primarily, I would like to thank my Faculty Mentor Dr. Swati Bhatia under whose

guidance I learned a lot about this project. Her suggestions and directions have helped in

the completion of this project.

Finally, I would like to thank My Industry Mentor Mr. Devender Rohilla who have

helped me with their valuable suggestions and guidance and have been very helpful in

various stages of project completion.

_____________________
GUNJAN KHANNA
(ABS/PGDM/22/015)

5|Page
EXECUTIVE SUMMARY

Human Resource Control (HRM), directing employees and people to desired goals is a key
benefit of any organization working for people. HRM is not something that seeks to extend
the lifestyle: It is the result of starting and growing an organization. Human resource
management (HRM) is the management of efforts and bringing people closer to desired
goals is a favourite of all companies that employ people. People are a highly effective
organization, so improving their performance requires attention to their training. Training
and development programs help organizations build a skilled workforce and maintain a high
level of expertise and survive in a dynamic business environment. The purpose of this study
is to investigate the effectiveness of training and development of ‘Aditya Birla Capital’
employees. This conceptual paper aimed at studying the effect of training on employee
performance and to provide suggestion as to how firm can improve its employee
performance through effective training programs. The exploration used the sample
technique. Essential information was gathered through appropriating polls to 30
representatives. Discoveries uncover that general training and development have a huge
effect on a representative's exhibition. It helps the association in decreasing representative
turnover, expanding the efficiency of workers, and adding to higher monetary returns for the
association. The review recommends that there should be continuation of all the training &
development programmes in the region where training needs have as a matter of fact.

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TABLE OF CONTENTS

Page
S. No TOPIC
No.

1. Front Page 01

Certificate from Industry


2. Mentor / HR
02

3. Certificate 03

4. Declaration 04

5. Acknowledgement 05
Executive summary
6. 06

7. Table of Content 07

8. Table of figure 09

9. Ch. 1: Introduction 10

10. Ch. 2: Objectives of the Study 24

11. Ch. 3: Company Profile 26

12. Ch. 4: Literature Review 47

13. Ch. 5: Research Methodology 54

Ch.6: Data Analysis &


14. Presentation
57

Ch.7: Results
15. and Learning Outcomes 75

Ch.8: OJT (On the job


16. training)
81

Ch.9: Conclusion &


17. Recommendation
92

18. Bibliography 95

19. Annexure-I 96

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20. Annexure-II 103

TABLE OF FIGURES

8|Page
S.NO. PAGE
TOPIC
NO.
1 Fig 3.1 Aditya Birla Sunlife Insurance 27

2 Figure 3.2.1 Insurance Density Advantages in India 31

3 Figure 3.6.1 Principles of Insurance 36

4 Figure 3.6.2.1 Birla Sun Life SWOT 39

5 Fig. 3.7.1 Birla SunLife Segmentation, Target Market, 43


Positioning, USP and Brand Analysis Table

6 Fig 3.8.1 LIC 44


7 Fig 3.8.2 HDFC LIFE 45

8 Fig 3.8.3 BAJAJ FINSERV 45

9 Fig 4.1 The context of Recruitment 56

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Chapter 1
Introduction

1.1 Recruitment:

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Recruitment is a significant activity in HRM configuration to amplify representative

strength to meet the business' essential objectives and goals. To put it plainly, recruitment

is the way toward sourcing screening shortlisting and choosing the right contender for the

filling that necessary empty position. It is a positive interaction of looking for imminent

workers and animating them to go after the positions in the association. It is the way

toward drawing in the most appropriate individuals for the position. Recruitment is a

significant capacity of the Human Resource Management in an association, and it is

administered by a combination of different components. Proactive HR Professionals

ought to comprehend these elements affecting the enlistment and make essential moves

for the improvement of the association. This module depicts a progression of all around

tried strides to assist with distinguishing the correct individual to guarantee that the

person in question will fit well in the business and to meet the year lawful commitment

of a business. Recruitment is the way toward picking the correct individual for the

perfect position and at the perfect time. Recruitment likewise alludes to the way toward

drawing in, choosing, and naming possible contender to meet the association's asset

necessities. The recruiting of the up-and- comers should be possible inside i.e., inside the

association, or from outer sources. Furthermore, the interaction ought to be performed

inside a period limitation and it ought to be practical. Recruitment really implies an

approach to look through the future workers of the association and animate qualified

individuals to go after the position. It assists with making a pool of occupation searchers

and work on the extent of recruitment of better representative. Recruitment action unites

individuals who are qualified and searching for work and the associations which are

looking for prospect representatives. The appropriately executed enlistment measure

prompts joining and choice of reasonable labor in the association. In any business

association, workers are constantly viewed as their greatest resource and People

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Management is the main capacity oversaw by their HRM Department. The essential

occupation of Human Resource Management (HRM) Team is to continue to fabricate the

pool of Human Capital for the association which can result into determination of right

possibility for right work. Recruitment targets picking and recruiting the right the

individual for the perfect Job at the perfect time. The Human Resource Management

Department frequently considers two significant wellsprings of enlistment to be specific

interior and outer wellspring of recruitment. The motivation behind enlistment measure

is to accumulate data about the gifted and qualified people who may be intrigued to work

for the association in a compelling manner.

Sourcing is the utilization of at least one methodologies to draw in or distinguish

contender to fill work opening. It might include interior and additionally outer enlistment

promoting, utilizing suitable media, for example, work entrances, nearby or public

papers, online media, business media, expert recruitment media, proficient distributions,

window ads, work focuses, or in an assortment of ways through the web. Then again,

businesses may utilize recruitment consultancies or offices to discover in any case scant

up-and-comers—who, by and large, might be content in their present positions and are

not effectively hoping to move. This underlying exploration for up-and-comers—

additionally called name age—produces contact data for possible applicants, whom the

scout can then tactfully contact and screen.

1.1.1 Sources of Recruitment

The qualified and reasonable up-and-comers needed for a specific occupation are

accessible

through different sources. Internal recruitment may prompt expansion in worker's

usefulness as the motivation level increments. It likewise saves time, cash and endeavors.
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Notwithstanding, downside of interior enlistment is that it ceases the association from

fresh blood. the labor prerequisites can be met through inward. Inside wellsprings of

recruitment are promptly accessible to an association. Inward sources are principally

three - Transfers, advancements and Re- work of ex-representatives.

1. Advancements: The advancement strategy is followed as a persuasive method for

the representatives who try sincerely and show great execution. Advancement

brings about upgrades in pay, position, obligation and authority. The significant

prerequisite for execution of the advancement strategy is that the terms, conditions,

rules and guidelines ought to be distinct.

2. Retirements: The resigned workers might be given the augmentation in their

administration in the event of non- accessibility of appropriate contender for the

post.

3. Previous representatives: Former workers who had performed well during their

residency might be gotten back to, and higher wages and motivators can be paid to

them.

4. Move: Employees might be moved starting with one office then onto the next any

place the post becomes empty.

5. Interior commercial: The current workers might be keen on taking up the empty

positions. As they are working in the organization since long time, they think about

the determination and portrayal of the empty work. For their advantage, the notice

inside the organization is flowed so the representatives will be hinted.

1.1.2 Advantages of Internal Sources of Recruitment:

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1. The current representatives get spurred.

2. Cost is saved as there is no compelling reason to give commercials about the opening.

3. It assembles devotion among representatives towards the association.

4. Preparing cost is saved as the representatives definitely think about the idea of task to be
performed.

5. It is a dependable and simple interaction.

1.1.3 Impediments of Internal Sources of Recruitment:

1. Youngsters with the information on modem innovation and imaginative thoughts don't get the

possibility.

2. The exhibition of the current representatives may not be just about as effective as in the past.

3. It brings the assurance down of representatives who don't get advancement or chosen.

4. It might prompts support to preference.

5. It may not be consistently in the great interest of the association.

1.1.4 External recruitment

External recruitment must be requested from outside the association. Outer sources are

outside to a worry. Nonetheless, it includes parcel of time and cash. The outer

wellsprings of enlistment incorporate - Employment at industrial facility door, ads, work

trades, business offices, instructive organizations, work, workers for hire, suggestions

and so forth

1. Press promotion: A wide decision for choosing the fitting contender for the post is

accessible through this source. It offers exposure to the empty posts and the insights

regarding the work as expected set of responsibilities and occupation particular are

made accessible to public overall.

2. Grounds interviews: It is the most ideal strategy for organizations to choose

understudies from different instructive foundations. It is simple and affordable. The

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organization authorities actually visit different foundations and select understudies

qualified for a specific post through interviews. Understudies get a decent chance to

substantiate themselves and get chosen for a great job.

3. Position offices: A databank of applicants is shipped off associations for their

determination reason and organizations receive commission consequently

4.Work trade: People register themselves with government business trades with their own

subtleties. As per the necessities and solicitation of the association, the up-and-comers are

sent for interviews.

5. Stroll in interviews: These meetings are pronounced by organizations on the particular

day and time and directed for determination.

6. E-enlistment: Various destinations, for example, jobs.com, naukri.com, and

monster.com are the accessible electronic locales on which up-and-comers transfer their

resume and look for the positions.

1.1.5 Advantages of External Sources of Recruitment:

1. New gifts get the chance.

2. The best determination is conceivable as countless up-and-comers go after the position.

3. If there should arise an occurrence of inaccessibility of appropriate applicants

inside the association, it is smarter to choose them from outside sources.

1.1.6 Impediments of External Sources of Recruitment:

1. Talented and yearning representatives might switch the work all the more regularly.

2. It gives a feeling of uncertainty among the current competitors.

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3. It builds the expense as commercial is to be given through press and preparing

offices to be accommodated new up-and-comers.

1.1.7 Factors Affecting Recruitment process

 Internal Factors

Associations have authority over the inward factors that influence their enlistment

capacities.

 Size of Organization

The size of the association is perhaps the main elements influencing the enlistment

measure. To grow the business, enrollment arranging is compulsory for employing more

assets, which will deal with the future tasks.

 Enrolling Policy

Enrollment strategy of an association, i.e., recruiting from inside or outside wellsprings

of association is additionally a factor, which influences the enlistment interaction. It

determines the targets of the enrollment and gives a system to the execution of enlistment

programs.

 Picture of Organization

Associations having a decent certain picture in the market can undoubtedly draw in able

assets. Keeping up with great advertising, offering public types of assistance, and so on,

certainly makes a difference an association in improving its standing on the lookout, and

subsequently draw in the most ideal assets.

 Picture of Job

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Very much like the picture of association, the picture of a task assumes a basic part in

enlistment. Occupations having a positive picture as far as better compensation,

advancements, acknowledgment, great work climate with profession advancement

openings are viewed as the qualities to draw in qualified competitors

 External Factors

External elements are those that can't be constrained by an association. The outside

factors that influence the enrollment cycle incorporate the accompanying −

 Demographic components − Demographic variables are identified with the

characteristics of potential representatives like their age, religion, proficiency level, sex,

occupation, financial status, and so forth

 Labor market − Labor market controls the interest and supply of work. For model, if the

stockpile of individuals having a particular expertise is not exactly the interest, then, at that

point the recruiting will require more endeavors. Then again, if the interest is not exactly the

supply, the employing will be relative simpler.

 Unemployment rate − If the joblessness rate is high in a particular region, employing of

assets will be straightforward and simpler, as the quantity of candidates is exceptionally

high. In contrast, assuming the joblessness rate is low, enlisting will in general be truly

challenging due to less number of assets.

 Labor laws − Labor laws mirror the social and world of politics of a market, which are

made by the focal and state governments. These laws direct the pay, working climate,

security and wellbeing guidelines, and so on, for various kinds of vocations. As the

public authority changes, the laws also change.

 Legal contemplations − Job bookings for various stations like STs, SCs, OBCs are best

instances of lawful contemplations. These contemplations, cruised by government, will

adversely affect the enrollment arrangements of the associations.

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 Competitors − When associations in a similar industry are viewing for the best qualified

assets, there is a need to break down the opposition and offer the assets bundles that are

best as far as industry guidelines

 Quite possibly the main target of recruitment is to decide the existent and forthcoming

requirements of the association. To expand the pool of occupation up-and-comers at

the most minimal post expense. Further developing the achievement pace of the

determination methodology by lessening the noticeable number under qualified or

overstated occupation candidates. A decent recruitment interaction can limit the time

associated with the looking, talking with, recruiting, and preparing. It can smooth

out these cycles and make your quest for suitable competitors substantially more

effective. Assemble a positive picture to your clients, companions, and

contenders. Significance of Recruitment is quite possibly the most basic exercises

of the HR group. Assuming the enlistment interaction is effective,

The association gets more useful representatives weakening rate lessens

It fabricates a decent work environment climate with great representative

connections.

It brings about generally development of the association.

 The reasons and significance of Recruitment in association.

 It decides the current and future occupation prerequisite

 It builds the pool of occupation at the insignificant expense.

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 It helps in expanding the achievement pace of choosing the right up-and-comers.

 It helps in decreasing the likelihood of momentary

occupations.

 It meets the association's social and lawful commitments concerning the work power.

 It helps in recognizing the work candidates and

choosing the proper assets.

 It helps in expanding hierarchical effectives for a

short and long haul.

 It draws in and urges the candidates to apply for the opening in an association.

 It decides the current prospects necessities of the association and plan concurring.

 It connects the expected workers with the businesses.

 It helps in expanding the achievement proportion of the

determination interaction of imminent competitors.

 It helps in making an ability pool of planned applicants, which empowers in

choosing the right contender for the right work according to the authoritative

requirements.

Recruitment process is an interaction of recognizing the positions opportunity,

breaking down the work necessities, investigating applications, screening, shortlisting

and choosing the right up-and-comer. Recruitment arranging is the initial step of the

enlistment interaction, where the empty positions are broke down and portrayed. It

incorporates work particulars and its inclination, experience, capabilities and abilities

needed for the work, and so on An organized enlistment plan is required to draw in

likely up-and-comers from a pool of up-and-comers. The potential up-and-comers

ought to be qualified, experienced with an ability to take the duties needed to

accomplish the targets of the association. To expand the productivity of employing, it


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is suggested that the HR group of an association follows the five accepted procedures.

These five practices guarantee effective recruitment with no interferences. Moreover,

these practices likewise guarantee consistency and consistence in the enlistment cycle.

 Recruitment system is the second step of the recruitment cycle, where a

methodology is ready for recruiting the assets. In the wake of doing the readiness

of task depictions and occupation particulars, the subsequent stage is to choose

which procedure to embrace for enrolling the possible possibility for the

association.

 Searching is the interaction of recruitment where the assets are sourced relying on

the prerequisite of the work. After the recruitment procedure is done, the looking

of up-and-comers will be introduced. Looking includes drawing in the work

searchers to the opening.

 Screening begins after finish of the way toward sourcing the up-and-comers.

Screening is the way toward sifting the uses of the contender for additional

determination cycle. Screening is a fundamental piece of recruitment measure that

aides in eliminating inadequate or unimportant up-and-comers, which were gotten

through sourcing.

 Evaluation and control is the last stage during the time spent recruitment. In this

interaction, the adequacy and the legitimacy of the cycle and techniques are

surveyed. Enlistment is an expensive interaction subsequently it is significant that

the presentation of the recruitment cycle is altogether assessed.

1.1.8 Digital Recruiting Trends

We're currently experiencing a daily reality such that for all intents and purposes

anything should be possible carefully, and enrolling is absolutely no exemption. To

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stay aware of a consistently developing advanced scene, scouts are progressively going

to present day devices and advances to draw in work candidates in a way like how

conventional advertisers draw in paying clients. Patterns of recruitment is currently

more spotlight via web-based media and AI.

AI intelligence for enlisting implies the use of man-made consciousness like critical

thinking a PC can do. One of how AI is assisting organizations with the enlistment

interaction is through online application the board. Application following from

enrollment specialist information base use loads of watchwords and different

information focuses that that AI can sort and investigate easily. Computer based

intelligence selection representatives chatbots point is to furnish continuous

association with the up-and-comer by posing explicit inquiries. Artificial intelligence

fueled chatbots further develop the competitor experience to a higher level. Expanded

utilization of online correspondence to There are one way and two way video talk with

one way meet our ideal for mirroring the telephone is preparing and two different ways

video meet. Social selecting is an apparatus that goes a long ways past posting your

present vacant situations on your interpersonal organization pages. It can help you

place your employment opportunity before latent up-and-comers who aren't effectively

looking on work sheets or your organization's professions page. Additionally, it makes

it simple for your present workers to allude competitors — they can share your

employment opportunity with their informal communities and partners with only a

single tick. Pre-business appraisals can limit these dangers by aiding HR experts

distinguish the top, gifted people who will be a met for their association's requirements

and culture. Pre-recruit evaluations come in numerous structures. Prescient

investigation in recruitment is the utilization of information of settling on future

forecast recruiting choice and furthermore help in labor force arranging. It will assists

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with recognizing solid recruit for opening situations, to make a superior proposals for

competitors, and give a superior applicant experience. Mobile Recruiting is an

recruitment technique that utilizes versatile innovation to draw in, connect with and

convert competitors. Normal portable enrolling strategies incorporate versatile

vocation destinations, portable selecting by text, versatile enlisting applications and

social enlisting.

1.2 Employee Referrals:

Employee referral means using personal contacts to locate job opportunities. It is

a recommendation from a current employee regarding a job applicant. The logic

behind employee referral is that “it takes one to know one”. Employees working

in the organization, in this case, are encouraged to recommend the names of their

friends working in other organizations for a possible vacancy in the near future. In

fact, this has become a popular way of recruiting people in the highly competitive

IT industry now-a-days. Companies offer rewards also to employees whose

recommendations are accepted – after the routine screening and examining

process is over and job offers extended to the suggested candidates. As a goodwill

gesture, companies also consider the names recommended by unions from time to

time.

For this quarter, ABSLI has changed the approach for the Employee Referral

Program. Earlier the bonus that an employee got for referring a friend and get him

to join was Rs. 8,000 per candidate but for this quarter, the amount has been

raised to Rs. 12,000 per joining.

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As a task allocated during my internship I had to design templates for the

Employee Referral Program, which will be used for communication purposes .

1.2 INTERNSHIP

I started my internship at Aditya Birla Sunlife Insurance as an HR Intern. I was working

under Mr. Devendra Rohilla (Sr. HR executive) . I was accommodated in the HR team

where I have to do all the Talent Acquisition work of an HR. My responsibilities included

calling the candidates (leads from the company), collecting resumes from all the

candidates and schedule their respected Interviews then entering the database and

regularly updating them, recruiting best candidates for the mentioned designation of a

particular location. I was also given the opportunity to suggest employee engagement

programs that would be suitable for the employees. I worked on recruitment process end

to end and also was involved in the selection process too.

1.4 Skill learned/enhanced during the Internship

During my internship, I gained many skills as well as enhanced knowledge. I came

across various experiences which enhanced my skills. I learned about the planning

standards of the affiliation in Aditya Birla Sunlife Insurance. I got to know about the

screening. This helped me with paying special attention to a method for enhancing my

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talking skills as well as my definitive capacities. I also worked on specific capacities

using Excel.

Chapter-2
Objective of the study

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The research aims to understand the recruitment and onboarding process at Aditya Birla

Capital, from the initial job posting to the final integration of new hires into the company.

The research will also identify best practices and areas for improvement in the process.

1. To study the sources of recruitment at Aditya Birla Sunlife Insurance.

2. To study the factors impacting recruitment at Aditya Birla Sunlife Insurance.

3. To analyze the effectiveness of Employee Referral as the source of Recruitment at

Aditya Birla Sunlife Insurance.

4. To ascertain Employee referral as a source of internal motivation to employees

5. To examine the relationship between employee referral and retention strategy .

6. To examine the relationship between employee referral and selection strategy .

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Chapter 3
Company Profile and structure

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Fig 3.1 Aditya Birla Sunlife Insurance

3.1 ABOUT ADITYA BIRLA SUN LIFE INSURANCE COMPANY LIMITED


(ABSLI)

Aditya Birla Sun Life Insurance Company Limited (ABSLI) is a part of Aditya Birla Capital

Ltd (ABCL). ABSLI was incorporated on August 4th, 2000 and commenced operations on

January 17th, 2001. ABSLI is a 51:49 a joint venture between the Aditya Birla Group and

Sun Life Financial Inc., an international financial services organization in Canada. ABSLI

offers a range of products across the customer’s life cycle, including children future plans,

wealth protection plans, retirement and pension solutions, health plans, traditional term plans

and Unit Linked Insurance Plans (“ULIPs”). As of March 31st 2023, total AUM of ABSLI

Stood at Rs.700,511 million (15% Increase YOY). ABSLI recorded a gross premium income

of Rs. 49,562 million in Q4 FY23 and registering a y-o-y growth of 22% in Gross Premium

with YTD Individual Business FYP at Rs 30,229 Mn. ABSLI has a nation-wide distribution

presence through 348 branches, 8 bancassurance partners, 6 distribution channels, over

59000+ direct selling agents, other Corporate Agents and Brokers and through its website.

The company has over 17000 employees and 19.02 lacs active customers. Aditya Birla

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Capital Limited (ABCL) is the holding company for the financial services businesses of the

Aditya Birla Group. With subsidiaries/JVs that have a strong presence across Protecting,

Investing and Financing solutions, ABCL is a financial solutions group that caters to the

diverse needs of its customers across their life cycle. Powered by more than 34,000

employees, the businesses of ABCL have a nationwide reach with over 1,295 branches, more

than 2,00,000 agents/channel partners and various bank partners.

As of March 31, 2023, Aditya Birla Capital Limited manages aggregate assets under

management of about Rs. 3,600 billion with a consolidated lending book of approx. Rs. 943

billion, and an active customer base of approx. 38 million, through its subsidiaries and joint

ventures. Aditya Birla Capital Limited is a part of the Aditya Birla Group, which is in the

league of Fortune 500. Anchored by an extraordinary force of over 140,000 employees,

belonging to 100 nationalities, the Aditya Birla Group operates in 36 countries across the

globe.

410,110 million. ABSLI recorded a gross premium income of Rs. 12,607 million in Q1 FY

2019-20 and registering a y-o-y growth of 30% in Individual First Year Premium and

currently ranked 7th in Individual Business (Individual FYP adjusted for 10% single

premium) (Source: IRDAI reported Financials).

 MISSION:

Transforming Talent to Impact Lives.

 VISION:

Be a value-adding partner to individuals & organizations

by leveraging upon our responsive team and transparent

processes to bring about sustained change for growth.

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 VALUES:

 Pride in the impact we create

 Passionate in everything we do & our relationships

 Learning as a way of life

 Objective in our Decision Making

 Timeliness in everything we do

Respect for people irrespective of level, gender & caste.

3.2 ABOUT INSURANCE:

Represented in a form of policy, Insurance is a contract in which the individual or

an entity gets the financial protection, in other words, reimbursement from the

insurance company for the damage (big or small) caused to their property. The

insurer and the insured enter a legal contract for the insurance called the insurance

policy that provides financial security from the future uncertainties.

In simple words, insurance is a contract, a legal agreement between two parties,

i.e., the individual named insured and the insurance company called insurer. In

this agreement, the insurer promises to help with the losses of the insured on the

happening contingency. The insured, on the other hand, pays a premium in return

for the promise made by the insurer.

3.2 INSURANCE SECTOR IN INDIA:

The protection business of India has 57 insurance agency - 24 are in the life coverage

business, while 34 are non-life guarantors. Among the existence guarantors, Life Insurance

Corporation (LIC) is the sole public area organization. There are six public area guarantors in

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the non-life coverage fragment. Likewise, there is a sole public re-back up plan, in particular

General Insurance Corporation of India (GIC Re). Different partners in the Indian Insurance

market incorporate specialists (individual and corporate), representatives, assessors and

outsider overseers overhauling medical coverage claims.

The disaster protection industry is supposed to increment at a CAGR of 5.3% somewhere in

the range of 2019 and 2023. India's protection entrance was fixed at 4.2% in FY21, with extra

security infiltration at 3.2% and non-life coverage infiltration at 1.0%. As far as protection

thickness, India's general thickness remained at US$ 78 in FY21. Expenses from India's life

coverage industry is supposed to arrive at Rs. 24 lakh crore (US$ 317.98 billion) by FY31. In

the principal half of FY22, the disaster protection industry recorded development pace of

5.8% contrasted and 0.8% in a similar period last year. The gross first year premium of Life

back up plans expanded by 6.94% in 2021-22 (until January 2022) to Rs. 2, 27,188 crore

(US$ 29.54 billion).

Between April 2021 and January 2022, gross charges discounted by non-life back up plans

arrived at Rs. 227,188.89 crore (US$ 21.24 billion), an increment of 6.94% over a similar

period in FY21. In January 2022, absolute charge procured by the non-life coverage portion

remained at Rs. 21,957.03 crore (US$ 2.85 billion), when contrasted with the Rs. 21389.70

crore (US$ 2.77 billion) kept in January 2021. The piece of the pie of private area

organizations in the general and medical coverage market expanded from 48.03% in FY20 to

49.31% in FY21. Charges from new organizations of extra security firms in India totalled

US$ 81.7 billion in FY21, addressing a 2.8% increment over FY20. Six independent

confidential area medical coverage organizations enrolled a leap of 66.6% in their net

expense at Rs 1,406.64 crore (US$ 191.84 million) in May 2021, as against Rs. 844.13 crore

(US$ 115.12 million) prior. In March 2021, medical coverage organizations in the non-extra

security area expanded by 41%, driven by rising interest for health care coverage items in the

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midst of COVID-19 flood. In July 2021, non-life safety net providers' superior, which

incorporate general, independent and specific public-area, recorded 19.46% Year on Year

development and arrived at Rs. 20,171.15 crore (US$ 2.71 billion) against Rs. 16,885 crore

(US$ 2.27 billion) around the same time the year before. As per S&P Global Market

Intelligence information, India is the second-biggest protection innovation market in Asia-

Pacific, representing 35% of the US$ 3.66 billion insurtech-centered adventure ventures

made in the country.

Figure 3.2.1 Insurance Density Advantages in India


3.2.1 Government Initiatives:

The Government of India has taken number of drives to help the protection business. Some of

them are as per the following:

• In 2022, the Indian government intends to sell a 7% stake in LIC for Rs.

• 50,000 crore (US$ 6.62 billion). This is the biggest first sale of stock (IPO) in India.

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• In November 2021, the Indian government consented to an arrangement with the

World Bank for a US$ 40 million venture to propel the characteristics of wellbeing

administrations in Meghalaya, including the state's health care coverage program.

• In September 2021, the Union Cabinet endorsed a venture of Rs. 6,000 crore (US$

804.71 million) into elements, offering send out protection cover to work with extra

commodities worth Rs. 5.6 lakh crore (US$ 75.11 billion) over the course of the

following five years.

• In August 2021, the Parliament passed the General Insurance Business

(Nationalization) Amendment Bill. The bill intends to permit privatization of state-run

general insurance agency.

• Association Budget 2021 expanded FDI limit in protection from 49% to 74%. India's

Insurance Regulatory and Development Authority (IRDAI) has declared the issuance,

through Digilocker, of computerized insurance contracts by protection firms.

• Under the Union Budget 2021, Finance Minister Ms. Nirmala Sitharaman declared

that the first sale of stock (IPO) of LIC will be executed in FY22, as a feature of the

union in the banking and protection area. However no proper market valuation has

been attempted, LIC's IPO can possibly raise Rs. 1 lakh crore (US$ 13.62 billion).

• In June 2021, the public authority expanded a Rs. 50 lakh (US$ 66.85 thousand)

protection inclusion plot for medical care laborers across India until the following one

year.

• In February 2021, the Finance Ministry declared to mix Rs. 3,000 crore (US$ 413.13

million) into state-possessed general insurance agency to work on the by and large

monetary strength of organizations.

Under Union Budget 2021, asset of Rs. 16,000 crore (US$ 2.20 billion) has been apportioned

for crop protection conspire

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3.3 FUTURE OF INSURANCE IN INDIA:

What's in store looks encouraging for the extra security industry with a few changes in

administrative structure which will prompt further change in the manner the business directs

its business and draws in with its clients. Extra security industry in the nation is supposed to

increment by 14-15% every year for the following three to five years. The extent of Internet

of Things in Indian protection market keeps on going past telematics and client risk appraisal.

Right now, there are 110+ Insurance tech new businesses working in India. Segment factors,

for example, developing working class, youthful insurable populace and developing

familiarity with the requirement for security and retirement arranging will uphold the

development of Indian life coverage.

3.4 ADITYA BIRLA GROUP PROFILE

• A worldwide combination

• Established in 1857: Seth Shiv Narayan Birla begins cotton exchanging tasks at

Pilani, Rajasthan, and sets underpinning of the Birla Group of Companies

• Is in the League of Fortune 500

• A phenomenal power of north of 140,000 representatives, having a place with 100

ethnicities

• More than 50% of its incomes stream from its abroad activities spreading over 36

nations

• Named the AON best boss in India for 2018 - the third time throughout recent years

• The Group beat the Nielsen's Corporate Image Monitor 2014-15 and arose as the

'No.1 Corporate', the 'Top tier', for the third successive year.

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3.4.1 Organizations Recorded on BSE and NSE:

• Grasim Industries Limited

• Hindalco Industries Limited

• UltraTech Cement Limited

• Vodafone Idea Limited

• Aditya Birla Fashion and Retail Limited

• Aditya Birla Capital Limited

3.4.2 In India, the Group leads in a few areas:

 No. 1 design (marked attire) and way of life player

 The second biggest player in gooey fiber yarn

 The biggest maker in the chlor-soluble base area

 No. 1 player in dark concrete and cement

 A main player in disaster protection and resource the executives

3.5 ABOUT ADITYA BIRLA SUN LIFE INSURANCE:

Aditya Birla Sun Life Insurance Company Limited (ABSLI) is a piece of Aditya Birla Capital

Ltd (ABCL). ABSLI was integrated on August fourth, 2000 and started procedure on January

seventeenth, 2001. ABSLI is a 51:49 a joint endeavor between the Aditya Birla Group and

Sun Life Financial Inc., a global monetary administrations association in Canada.

ABSLI offers a scope of items across the client's life cycle, including youngsters likely

arrangements, abundance security plans, retirement and benefits arrangements, wellbeing

plans, customary term plans and Unit Linked Insurance Plans ("ULIPs").

As of March 2022, absolute AUM of ABSLI Stood at Rs.6, 07,957 million. ABSLI recorded

a gross premium pay of Rs. 1, 21,042 million in FY 2021-22 and enrolling a y-o-y

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development of 24% in Gross Premium with Individual Business FYP at Rs 24,417 Million.

ABSLI has a cross country dispersion presence through 340+ branches, 7 bancassurance

accomplices, 6 conveyance channels, over 79,500+ direct selling specialists, other Corporate

Agents and Brokers and through its site. The organization has north of 18,500 workers and in

excess of 18 lac dynamic clients.

3.5.1 Vision and Values at Aditya Birla Sun Life Insurance:

"To be a leader and role model in a broad-based and integrated financial services

business." The 4 pillars of our vision that will help us achieve it are:

• To be a leader – we are focused on being a forerunner in all features of our

organizations, as opposed to being simply one more member in this race.

• To be a role model – we won't become pioneers by compromising or making splits

the difference. Anything we do, we will endeavor to be the top tier. Furthermore, in

the event that we are awesome, our client will have no great explanation to go

somewhere else - accordingly our administration is guaranteed, on unadulterated

legitimacy.

• To be a broad-based player – we are focused on gathering all the felt and unfelt

needs of our objective client. Furthermore, accordingly, we can hold that person

across their necessities and life-stages.

• We aim to be an integrated player – We accept that this approach gives us an upper

hand through sharing of best works on, determining cross - business collaborations

and giving ability pool universe of chance to develop.

Our clients place a great deal of trust when they pick us as an accomplice for satisfaction of

their fantasies - be it purchasing a fantasy home or putting their well deserved cash in shared

reserves or for meeting their retirement or youngster's schooling or security needs or taking a

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business credit for extension. At Aditya Birla Capital, our undertaking is to turn into a

favored monetary administrations brand of decision for every one of our clients' necessities

across their life cycle - a brand that clients won't just barely trust yet additionally cheerfully

embrace. Remembering this client knowledge, we have thought up a novel procedure and

construction to introduce our range of organizations and contributions under one virtual

brand. According to a client point of view, this offers effortlessness and comfort. For our

workers, we offer a universe of useful learning experiences across the entirety of our

monetary administrations contributions. Furthermore, to our investors, this gives the

consolation that we will draw in and hold our clients, cost really, across their life-cycle needs.

3.6 Principles of Insurance

Figure 3.6.1 Principles of Insurance

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3.6.1 Types of Insurance:

There are two broad categories of insurance:

a. Life Insurance

b. General insurance

 Life Insurance – The insurance policy whereby the policyholder (insured) can

ensure financial freedom for their family members after death. It offers financial

compensation in case of death or disability. While purchasing the life insurance

policy, the insured either pay the lump-sum amount or makes periodic payments

known as premiums to the insurer. In exchange, of which the insurer promises to pay

an assured sum to the family if insured in the event of death or disability or at

maturity.

 General Insurance – Everything apart from life can be insured under general

insurance. It offers financial compensation on any loss other than death. General

insurance covers the loss or damages caused to all the assets and liabilities. The

insurance company promises to pay the assured sum to cover the loss related to the

vehicle, medical treatments, fire, theft, or even financial problems during travel.

General Insurance can cover almost anything, and everything but the five key types

of insurances available under it are –

• Health Insurance: Covers the cost of medical care.

• Fire Insurance: give coverage for the damages caused to goods or property

due to fire.

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• Travel Insurance: compensates the financial liabilities arising out of non-

medical or medical emergencies during travel within the country or

abroad

• Motor Insurance: offers financial protection to motor vehicles from

damages due to accidents, fire, theft, or natural calamities.

• Home Insurance: compensates the damage caused to home due to man-

made disasters, natural calamities, or other threats

3.6.2 Aditya Birla Group SWOT Analysis & USP:

SWOT analysis of Birla Group analyses the brand by its strengths, weaknesses,

opportunities & threats. In Birla Sun Life SWOT Analysis, the strengths and

weaknesses are the internal factors whereas opportunities and threats are the

external factors. SWOT Analysis is a proven management framework which

enables a brand like Birla Sun Life to benchmark its business & performance as

compared to the competitors. Birla Sun Life is one of the leading brands in the

banking & financial services sector.

The table below lists the Birla Sun Life SWOT (Strengths, Weaknesses,

Opportunities, Threats.

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STRENGTH WEAKNESSES

Strong brand name and


reputation. High operating costs
Large distribution network. Reliance on bancassurance
channel
Experienced and qualified
workforce. Limited presence in rural areas
Strong financial performance. Competition from other large
insurers
Innovative products and services.
Regulatory challenges
Strong focus on customer service.

Growing demand for insurance


products Economic slowdown
Expansion into new markets Increased competition
Development of new products and Regulatory changes
services Natural disasters
Acquisition of other insurers Changes in consumer behavior
Growth in bancassurance channel

OPPORTUNITIES THREATS

Figure 3.6.2.1 Birla Sun Life SWOT

3.6.3 STRENGTHS OF ADITYA BIRLA GROUP

Strengths are an organization’s unique abilities, these abilities help them to

capture a large market share, attract more customers and maximize profits.

Following are Aditya Birla Group’s strengths:

 Online Sales: With all these actors working with brands, the Aditya Birla

Group’s online presence is quite well. Customers can get hands-on with any

products of the group easily

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through their website, also the fashion brands are available on the e-commerce

sites like Flipkart, Amazon, etc.

• Technological Superiority: Managing a multinational corporation, with a wide

range of products, the company needs to be well structured physically as well as

virtually. And when it comes to technical stability the Aditya Birla Group

provides 100% online support 24/7, with a good track record of clients, customers

can get their years ago information with a single click from the group’s online

portal.

Also, when it comes to online reputation management on social media platforms,

Aditya Birla Group is always ahead of its competitors and this is the reason, today

Aditya Birla Group is one of the biggest conglomerates in the world. So, when the

question comes to how to make your business successful digitally then social

media marketing, online reputation management & content strategy are some of

the ways to achieve so. You can learn all these digital marketing skills from

digital industry experts under one roof, course by course, as per your speed and

time, within a week or less than that.

• Brand Recognition is High: Aditya Birla Group is one the largest apparel brand

in India, owning over 10 clothing brands like Allen Solly, Peter England,

Pantaloons, Louis Philippe, Van Heusen, etc. also the group is also recognised for

producing cement, carbon black, textiles, chemicals, etc. It is one of the oldest

telecom service providers in India.

• Increasing International Visibility: As we all know, it is a multinational

corporation, working in over 30 countries. The group is always trying to expand

more, providing employment, trying to capture markets with their products.

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• Product Innovation Skills: Aditya Birla Group provides a wide range of newly

created products, every year. With being one of the biggest financial institutes in

India, the group always comes with attractive loan plans, attractive return on

investment plans with their mutual funds & FD’s.

3.6.4 WEAKNESS OF ADITYA BIRLA GROUP:

Weaknesses are the points that every brand or company needs to improve or get

rid of. Weaknesses of Aditya Birla Group are as followers:

• Operational Complexity: With an increasing audience, the group is providing a

large number of consumer goods as much as they can. While making adjustments,

a small change can make an unexpected impact on operational complexity.

Providing a variety of products is causing operational complexity to the group.

• The Processing Chain is Quite Long: Having a huge customer following delays

the process of ongoing functions like maintaining a large scale of client records &

keeping them up to date every time takes time and while doing all the work

simultaneously it delays the ongoing processes.

3.6.5 OPPORTUNITIES FOR ADITYA BIRLA GROUP

Like weaknesses, opportunities are the areas where a company needs to focus, on

improving results, increasing sales, and, ultimately, profits.

• E-commerce: Many of us are now making our purchases online. The Aditya

Birla Group is the leading fashion brand in India, but while having its products on

different e-commerce sites,

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the company doesn’t have their e-commerce site where customers can explore

only Aditya Birla Group’s products. Having their e-commerce site can generate

revenue & will increase customer following to the company.

• Rising Urbanization: With the increase in the rate of urbanization, the company

needs to fulfil the demands of the customers, especially those who are from the

non-urban area & wants to explore the brand. The study predicts that by the end

of 2050 the two-third of the world will be in urban areas. Multinational brands

like Aditya Birla Group need to provide the services in baby-urban cities.

3.6.6 THREATS TO ADITYA BIRLA GROUP

Threats are the factors that can be harmful to the company’s growth. The

following are some of the Aditya Birla Group’s threats:

• Substitution Effect: Due to owning expensive brands like Van Heusen, etc. the

target audience of the company is limited. And with competitors giving cheaper

products with the same quality, the company can lose market share. If a brand

increases its price, customers can choose an alternative brand with a cheaper

price.

• Currency Fluctuation Effect: Being a multinational company requires heavy

export & import. And with a weaker currency make exports more expensive,

while making products cheaper for overseas customers.

For huge corporations like Aditya Birla Group, a SWOT analysis is a great way to

break down their complex procedure into simple to understand managerial risks

and rewards. This ends our detailed SWOT analysis of Aditya Birla Group. Let us

conclude our learning below.

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3.7 Birla Sun Life Segmentation, Target Market, Positioning, USP and Brand

Analysis Table

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Parent Company : Aditya Birla Group

Category: NBFC

SECTOR: Banking and financial service

Tagline: ‘Zindagi ke utar chadav mei jiyo vishwas


ke saath’; Leaving nothing to chance

USP: Expertise in Insurance across


Continents

Segment:
Personal and Group Asset Management

Target Group: Urban and Rural Investors

Positioning: Complete Insurance and


Financial Solution

Fig. 3.7.1 Birla Sun Life Segmentation, Target Market, Positioning, USP and

Brand Analysis Table

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3.8 Competitors analysis of Aditya Birla Sun Life

Insurance:

Below are the top 3 competitors of Birla Sun Life:

1. LIC:

Fig 3.8.1 LIC

Insurance Corporation of India (LIC) is an Indian statutory insurance and

investment corporation headquartered in the city of Mumbai, India. It is under

the ownership of Government of India. The Life insurance Corporation of India

was established on 1 September 1956, when the Parliament of India passed the

Life Insurance of India Act that nationalized the insurance industry in India. Over

245 insurance companies and provident societies were merged to create the state-

owned Life Insurance Corporation of India. As of 2019, LIC reported 290 million

policy holders, a total life fund of ₹28.3 trillion and a total value of sold policies

in the year 2018–19 of ₹21.4 million. The company also reported to have settled

26 million claims in 2018–19.

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2. HDFC STANDARD LIFE:

Fig 3.8.2 HDFC LIFE

The company is a joint venture between Housing Development Finance Corporation

Ltd (HDFC), one of India's leading housing finance institutions and Abrdn, a global

investment company. As on 31 March 2020, the promoters; HDFC Ltd. and Standard Life

(Mauritius Holdings) 2006 Ltd. hold a 51.69% and 34.75% stake in HDFC Life

respectively.

3. BAJAJ FINSERV LTD.:

Fig 3.8.3 BAJAJ FINSERV

Bajaj Finserv Limited is an Indian non-banking financial services company

headquartered in Pune. It is focused on lending, asset management, wealth

management and insurance.

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Founded: May 2007 (15 years ago)

Founder: Jamnalal Bajaj

 Headquarters: Pune, Maharashtra, India

 Industry: Financial services

 Net income: ₹3,369.13 crore (US$440 million) (2020)

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Chapter 4

Literature Review

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Laying out serious areas of strength for an among workers and the association during the

underlying periods of onboarding is fundamental. The faculty the executives arrangement

supplier Taleo's VP of exploration, Alice Snell, features the techniques organizations ought to

utilize to boost commitment and avoid Onboarding risks.

This is a significant book for business pioneers who need to guarantee representative

commitment from the very beginning! Down to earth and enlightening, the book gives

pioneers everything expected to plan and execute an onboarding methodology that gives

most extreme authoritative advantages. Besides the fact that the book convincingly fabricates

the business case for greatness in onboarding, the writers spread out in the most clear of

terms a recipe to help experts to plan and carry out a system that will contribute the outcomes

we are searching for — drew in representatives who decide to construct a lifelong in our

associations and add to hierarchical progress in the long haul! Good job!

Organizations need to investigate how they are coordinating recently added team members

into the association. Despite the fact that onboarding has gotten consideration in HR circles,

ordinary projects stay erratic, restricted in scope, and separated from a company's bigger

technique. Onboarding for the most part adds up to minimal more than old and tired direction

programs — some of the time spruced up in new garments. Fresh recruits are gotten through

perhaps a half-day of organization presentation zeroed in on corporate history, consistence

strategies, and worker benefits. They're provided fundamental work guidance, acquainted

with a couple of friends and company pioneers, and made mindful of accessible preparation

assets. They're furnished with security access and essential work apparatuses (e.g., telephone,

PC, instruments, and so forth.). Also, that is where the proper cycle closes. Firms offer little

motivation nor explicit test, course, or obligation to recently added team members. During

the remainder of the fresh recruit's most memorable year — a represent the moment of truth

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period in a worker's residency — firms pass on it to overpowered and under-arranged

employing directors to address casually the basic necessities that all recently added team

members face, incorporating assist with work readiness, improvement, digestion, systems

administration, and profession arranging. Senior pioneers normally see such action as an

ordinary piece of filling positions, not as an essential chance to reestablish the organization

and its possibilities.

Most onboarding programs have different deficiencies also. Organizations will introduce a

similar direction material to each fresh recruit, independent of their degree of profession

experience, characterized job or obligations. Much of the time, no single division administers

or holds responsibility for the onboarding system. Subsequently organizations have little

thought how effective the interaction is, and what measurements in all actuality do exist are

excessively wide and not attached to explicit program objectives. Regulated by Human

Resources, Recruiting, or Learning and Development, most projects don't have purchase in

from practical or business line the executives. At last — and this is not really a thorough

record — most associations don't keep themselves informed about prescribed procedures, nor

are they prepared to decide whether and how to apply them. Onboarding programs, thus, will

generally stay static and inert to recently embraced organization technique, commercial

center changes, or new measures embraced by contenders.

4.1Grasping the Benefits of Onboarding

Consider the following facts:

"An entire 33% of outer recruits are not with the association following two years. Short of

what 33% of chiefs overall are certain about their onboarding experience. … .. Close to 33%

of leaders who joined associations as an outside employ miss assumptions in the initial two

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years. Close to 33% of workers utilized in their present place of employment for under a half

year are as of now work looking" (Morgan 2017).

"Formal onboarding expands the possibility saving another worker for somewhere around

three years by 69%" (Lombardi and Laurano 2013).

"Just a single portion of fresh recruits evaluated their onboarding programs exceptionally"

(Boatman and Erker 2012).

"'As per a review from Equifax, the greater part of all representatives who found employment

elsewhere in the previous year did as such inside the initial a year" (Forbes 2017).

*'Onboarding influences business results, and when it turns out badly, it implies time and

monetary misfortunes. These remember organization ventures for enlistment and

determination as well as starting L&D endeavors. All things considered, organizations

contribute between $4,000 for a cutting edge worker and $50,000 or something else for a

chief for enlistment and determination, including:

• distinguishing and characterizing the requirement for the gig

• updating the set of working responsibilities making and reporting the work posting

• getting, observing, and screening resumes

• planning inquiries questions and questioners

• booking and directing meetings

• Choosing competitors overseeing evaluations (if material) arranging representative

agreements finishing personal investigations

• fitting advantages finishing administrative work.

In certain examples, the organization might need to add make a trip costs to meet with

competitors as well as migration costs in the event that these are important for the work offer

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Furthermore, many organizations secure the administrations of outside scouting

administrations to employ chiefs, which addresses extra expenses.

Onboarding is regularly utilized by associations to assist with mingling newbies, yet little

exploration has zeroed in on the particular onboarding rehearses associations use or the

adequacy of those practices in working with rookie change. To start tending to this hole, this

study investigates explicit onboarding rehearses and assesses the Inform-Welcome-Guide

system of onboarding rehearses. Information are introduced from delegates of 10 associations

with respect to what onboarding rehearses they proposition and how those practices are

advertised. 300 73 new workers from those equivalent 10 associations likewise shared their

impression of the practices they encountered, when those practices were capable, and the

apparent support of those practices. In conclusion, the degree to which new representatives

were socialization was surveyed. A few examination questions and speculations among these

factors were inspected, and the majority of the speculations upheld. Ramifications of these

discoveries for future examination and practice are talked about.

Hierarchical socialization, or onboarding, is a cycle through which new workers move from

being hierarchical pariahs to becoming authoritative insiders. Onboarding alludes to the cycle

that assists new workers with learning the information, abilities, and conduct they need to

prevail in their new associations. This course of figuring out how to turn into a successful

authoritative part is not the same as word related socialization, which centers around learning

the standards of one's calling, for example, cop, researcher, or clinical expert. Hierarchical

socialization is affected by newbie qualities and conduct, as well as by authoritative

endeavors. Novice change is related with significant representative and authoritative results

like fulfillment, responsibility, turnover, and execution. In the beyond thirty years, how we

might interpret a rookie's change in accordance with associations expanded considerably. As

workers change occupations all the more much of the time and the expense of supplanting a

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representative increments, understanding and dealing with the course of socialization will

give upper hands to associations. (PsycInfo Database Record (c) 2020 APA, protected by

copyright law) associations should take while leaving on friendly selecting. An all out

onboarding project can decisively further develop the presentation fit, and status for the gig

of each and every individual who takes on another job both fresh recruits and inward selects.

Onboarding assists with building, support, and propagate high performing groups. More

significant, an association wide. Onboarding program for new representatives, advancements,

job shift, and different changes can be a culture-molding reasonable upper hand.

Onboarding is the method involved with gaining, obliging, acclimatizing, and speeding up

new colleagues, whether they come from outside or inside the association. The Essential to

fruitful onboarding is getting your association adjusted around the need and the job,

• Adjust: Make sure your association settles on the requirement for another colleague

help the outline of the job you look to fill.

• Procure: Identify, enroll, select, and get individuals to join the group.

• Oblige: Give new colleagues the devices they need to accomplish the work.

Recruitment Context: This segment on writing audit is centred around different hypotheses

that are pertinent to our review. A review led by Berger and Ghei (1995) in his concentrate on

a feature of friendliness recruiting presumed that the outcome of the lodging business relies

upon the nature of its workers and their compelling administration to help the association to

accomplish its Objectives. This part on writing survey is centered around different

hypotheses that are applicable to our review. A review led by Berger and Ghei (1995) in his

concentrate on a feature of cordiality recruiting presumed that the progress of the lodging

business relies upon

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the nature of its workers, what's more, their compelling administration to help the association

to accomplish its targets. Mencken and Winfield (1998) investigated the benefits and

disservices of casual and formal selecting rehearses in outer work markets. The creators

observed that quality was major areas of strength for a than cost for casual enlisting. The

discoveries from the relapse investigation additionally showed that the nature of candidates

was more remarkable for recruiting chiefs in the confidential area Smith (1999) had worked

upon e-enlistment where he had attempted to conceptualize that web helps employer‟s better

objective imminent representatives. The creator referenced that the vocation web, which little

organizations might consider costly, may as yet be less exorbitant than various paper

promotions Galanaki (2002) had directed an engaging report on the choice to select web

based, including 99 UK IT organizations whose offers were exchanged London stock trade.

An overview was done, as a postal survey, trailed by a meeting to which 34 organizations

answered. The creator found that web offices give the organization less however considerably

preferred candidates over customary enrollment offices.

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Recruitment Context

• External environment
• Institutional Norms

Recruitment Process Recruitment Outcomes


Recruitment Activities &
Decisions Pre-hire:
-Self-Selection Process
• Recruiters - Perceptions
-Time related Processes
• Sources - Intentions
• Vacancy -Information Related - Behaviour
• Selection Process
Standards Posture
• Administrative
-Attitude
Producers
- RJPs -Behaviour
- Training
- Effects on Insiders
Fig 4.1 The context of Recruitment

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Chapter 5
Research Methodology

Research design is the framework of research methods and techniques chosen by a researcher

. The design allows researchers to hone in on research methods that are suitable for the

subject matter and set up their studies up for success. The design of a research topic explains

the type of research (experimental, survey, correlational, semi-experimental, review) and also

its sub-type (experimental design, research problem, and descriptive case-study). There are

three main types of designs for research: Data collection, measurement, and analysis.

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5.1SOURCE OF DATA

5.1.1 Primary Data: Google Survey Form

Primary Data Primary data is the data that is collected for the first time through personal

experiences or evidence, particularly for research. It is also described as raw data or first-

hand information. The mode of assembling the information is costly, as the analysis is

done by an agency or an external organisation, and needs human resources and

investment. The investigator supervises and controls the data collection process directly.

The data is mostly collected through observations, physical testing, mailed questionnaires,

surveys, personal interviews, telephonic interviews, case studies, and focus groups, etc

5.1.2 Secondary data:

To support the primary data and provide a base to the report, secondary data related to the

company, recruitment, ABSLI recruiter- TMI networks and basics of employee referral

were collected through internet articles, research papers on recruitment and ER along

with data from Aditya Birla Sun Life Insurance official website.

5.2 Methodology:

a) Universe/Population: The population for my SIP Research Survey consists of the

employees of Aditya Birla Sun Life Insurance in the following branches:

Barakhamba Road, Connaught Place, Faridabad, Saket, Netaji Subhash Place, Noida,

Ghaziabad, Nehru Place, Karol Bagh, Dwarka and Gurgaon.

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b) Sampling Unit: Each employee working in different channels at the stated branches

are the sampling unit for my SIP Research Survey.

c) Sample size: To understand the ER program at ABSLI and the recruiters i.e., TMI

networks, a sample of 90 employees from different branches was chosen. The

responses of these employees were captured through the google form created for the

survey.

d) Sampling Technique: To select the samples, random sampling technique was used.

The google form was shared with the RSEs who were in contact of certain employees,

who in turn shared the forms within their circle making the total to 90.

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CHAPTER-6
Data Analytics & Interpretation

This chapter represents the analysis of the data received during the phases of data collection.

The objective of collecting this data was to understand the Employee Referral Program at

Aditya Birla Sun Life Insurance as a whole and how efficient is this quarters’ ER program.

Under this survey, responses of 90 employees from ABSLI were collected through the

google form attached in Annexure-I.

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6.1 Data Analysis:

Q. 1 Are you aware of the Employee Referral program for this quarter?

Count:
Options No. of Responses
Yes 73
No 17

Interpretation: Out of the sample of 90 employees, 81.1% respondents (i.e., 73

employees) were aware of the ER Program for the quarter, whereas 18.9%

respondents (i.e., 17 employees) were unaware that such kind of incentive earning

scheme is available for them.

It can be said that ABSLI has worked very well in terms of creating awareness about

the ER Program as 81.1% are aware of the opportunity.

Q. 2 How frequently do you get communication about Employee Referral program?

Count:
Options No. of Responses
Every day on mails 35

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Once a week 20
Once a month 19
Very rarely 16

Interpretation: Out of the sample size of 90, 38.9% respondents (i.e., 35 employees)

say that they get continuous communication about the ER Program, as they check

their mails daily. Whereas 22.2% say that they receive mails once a week, 21.1% say

that they receive these communication mails once and month and lastly 17.8% say

that they receive ER related mails very rarely. It is very clear by the responses and as

per experience during the course of my internship at ABSLI that the communication

mails as well as WhatsApp messages about the ER scheme are sent on a daily basis.

The discrepancies in the responses are because the employees might not check their

mails regularly or the mails may b e going directly into the spam folders. Also the

case might be that the employees ignore these communications because of their

workload. As said because, while making calls about the ER program and referral

collection, I observed that the majority were aware of the scheme but some people

accepted that they are not active on their mails, hence they would have missed the

same.

Q.3 Have you referred a candidate earlier?

Count:

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Options No. of Responses
Yes 63
No 27

Interpretation: Out of the 90 respondents, 70% (i.e., 63 employees) have shared

references earlier, while 30% (i.e., 27 employees) are new to the idea of sharing

references and getting paid.

It can be inferred that these 63 employees have been a part of ABSLI for a period

of more than a year, therefore, they referred and earned previously. Hence their

responses may tell the true picture of the ER program at ABSLI because they

have stayed long enough to be a part of multiple ER programs. The remaining

30% percent might be new to the organisation or they might not have the suitable

people for the job, therefore they couldn’t have referred but their POV is equally

important.

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Q. 4 What motivates you to share referrals?

Interpretation: Out of the 90 employees, part of this survey, the motivation for

sharing referrals for 47.8% respondents (i.e., 43 employees) is the Rs. 12,000

bonus amount that the employee gets for per joining in the organisation. 36.7%

respondents (i.e., 33 employees) use the motive of helping a friend in getting a

job for sharing referrals whereas 47.8% think highly of the organisation and have

the urge to find great people who would help in achieving the company goals and

work efficiently use ER as source for fulfilling this urge. 20% people in the

organisation are motivated by the efforts of the HR team and the frequent

communications about the ER incentive earning opportunity to share the

references and help the company get quality people. Lastly, 21.1% employees

share references just for the sake of it, they are fed up of the continuous poking

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mails and so that nobody bothers them again, they share random contacts as

references just to get free of the burden.

Q. 5 Can employees submit referrals by dropping a name or email or resume for


consideration?

Options No. of Responses


Yes 73
No 17

Interpretation: Out of the sample of 90 employees of ABSLI, 81.1% (i.e., 73

employees) say from their experience that the reference submission process is

very easy and efficient. Any employee who has a worthy candidate reference,

they can just go to their branch manager or concerned HR official share the name

and contact and the candidate gets called for the interview. While the other 18.9%

(i.e., 27 employees) say that their experience of reference submission was not that

good, they had to reach out to the concerned officials multiple times but their

constant efforts went in waste, they couldn’t help their acquaintance in securing a

great job or even if they managed to get a call made, the efforts were not worth it.

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The case might be that the team was extremely busy, when the submission was

done and the candidate must have slipped out the mind of the recruitment

executive or maybe they would have failed to establish contract with the

candidate because of unavailability of the candidate or error in the candidates’

end.

Q. 6 How can you submit the referral?

Options No. of Responses

Directly contacting Branch Manager 14

Calling concerned HR 36

Direct Walk-in 12

Through Google form 27

Interpretation: At ABSLI, there are multiple ways of referral submission, out of

the sample of 90 employees, 15.6% (i.e., 14 employees) submitted their reference

through contacting the branch and sharing the candidate details via email or

WhatsApp message, 40% respondents (i.e., 36 employees) contacted their RHR to

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share the details of their reference. !3.3% respondents chose the way of direct

walk-in of their references, contacted the concerned managers and got the

interview done. Lastly, 30% respondents submitted their references through a

google form specially made for the submission and recording of the references

and used for further processes such as bonus processing.

Q. 7 Is the link fully functioning or do you have to click on it multiple times


and have to do multiple submissions?

Count:
Options No. of Responses
Yes 68
No 22

Interpretation: The google form created for documentation and submission of

the references is fully functioning and has made the submission easier and the

record made will be used for improving the bonus processing, as said by the

75.6% of the population who took this survey. Whereas the remaining 24.6%

condemned the google form and said that the google form was not functioning

well and lagged multiple times leading to faulty or no submissions. This might the

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reason that employees didn’t submit references using the form and directly

contacted the branch manager or RHR for the referral submission.

Apparently majority submitted the references through the google form because

they feared that they may not get their bonus processed efficiently if proper record

was not created.

Q. 8 After your referral submission, how long did the candidate have to wait
for getting a call for the interview?

Count:
Options No. of Responses
Within 2-3 days 33
Within a week 31
After 15 days 19
Has been over a month, still no call 7

Interpretation: For 36.7% respondents (i.e., 33 employees) the candidates

referred got a call from the recruitment team for aligning the interview of the

candidate within 2-3 days. Whereas 34.4% respondents stated that their

candidates got call for their interviews from the team within a week. Candidates

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of 21.1% respondents had to wait for 15 days to get an interview call, this maybe

because of the availability of the managers and also the work efficiency of the

team. As a part of human errors, 7.8% respondent’s state that even after a month

of details submission, their candidate still awaits a call.

Q. 9 Was your bonus processed instantly?

Count:
Options No. of Responses
Yes, instantly 49
Had to wait for long period 30
Bonus pending for last scheme 11

Interpretation: Out of the responses of 90 employees, part of this survey, the

referral bonus for 54.4% respondents (i.e., 49 employees) was processed instantly

after the formalities were completed. ABSLI has this policy that once the referral

candidate completes a month in the organisation, the employee who shared the

reference gets the bonus amount. Hence for these 49 employees the bonus was

processed as soon as the period required was completed. For 33.33% respondents

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(i.e., 30 employees) the bonus processing took more than required time and they

had to face certain issues. Lastly, for 12.2% the bonus is still pending for the last

quarters’ referrals. This may be because of non-availability of proper records of

referrals or the candidates might not have met they required criteria.

Q. 10 Did you have to face issues to get your referral bonus?

Count:
Options No. of Responses
Yes 47
No 43

Interpr

etation: Out of the lot of 90 candidates who were a part of this survey, 52.2%

(i.e., 47 employees) had to face issues to get the bonus amount for sharing

references and getting their candidates to join the organisation. The issues might

be that they had to wait for a longer period than usual to get their bonus or their

bonus didn’t get processed because of inability in fulfilling the criteria to get the

bonus. Or maybe they had to reach out the concerned people multiple times to get

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their queries cleared and so on. While 47.8% (i.e., 43 employees) got their bonus

processed without any hassles.

Q. 11 How open are the managers to solve queries about the Employee Referral?

Count:
Options No. of Responses
Very Easily approachable 50
Have to reach out multiple times 31
Not at all available 9

Interpretation: 55.6% percent respondents from the sample of 90 employees

(i.e., 50 employees) found the managers to be very easily approachable to solve

their queries about the ER program be it candidate related criteria or the

formalities for bonus processing. Whereas 34.4% (i.e., 31 employees) had to

reach out the concerned managers multiple times to resolve their queries about the

ER program. Lastly 10% stated that the managers were not at all available to help
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them, they avoided any conversation about the ER, which demotivated the

employees to share references and bring quality people in the organisation.

Q. 12 On a scale of 1-5, Rate the components of the Employee Referral


Program of ABSLI.

Ratings: 1- Poor, 2- Below Average, 3- Average, 4- Good, 5- Very Good

a) Ease of reference submission

Interpretation: On a scale of 1-5, out of 90 employees who were a part of this

survey, 37.8% (i.e., 34 employees) rated the reference submission methods as very

good (5), they found the process very easy and highly efficient whereas 35.6% (i.e.,

32 employees) rated the same as good (4) as for them the process was easy but not as

efficient. The reference submission methods also got an average, below average and

poor ratings from 16.7% (i.e., 15 employees), 5.6% (i.e., 5 employees) and 4.4% (i.e.,

4 employees) respectively. These ratings come from the personal experiences of the

employees’ part of this survey.

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b) Availability of SPOC for queries’ resolving

Interpretation: Out of the 90 employees, 33.3% respondents (i.e., 30 employees)

found the managers available all the time to solve the queries about sharing

referrals and bonus processing, this lot rated the same component very good (5).

While 37.8% (i.e., 34 employees) rated the same as good (4), maybe they had to

reach out to the managers multiple times. The availability of managers’

component also received average, below average and poor ratings from 15.6%,

8.9% and 4.4% respondents respectively.

c) Bonus processing (time taken)

Interpretation: Talking about the bonus processing, the time taken component

was rated as very good by 32.2% respondents whereas 31.1% rated the same as

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good. This component also received a rating of average, below average and poor

from 18.9%, 14.4% and 3.3% respondents.

d) Bonus processing (amount receival)

Interpretation: Talking about the bonus processing, the time taken (amount

receival) component was rated as very good by 34.4% respondents whereas

26.6% rated the same as good. This component also received a rating of average,

below average and poor from 24.4%, 12.2% and 2.2% respondents.

e) Employee Referral Program as a whole

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Interpretation: Out of the sample of 90 employees, 34.4% respondents (i.e., 31

employees) rated the ER program as a whole at 5 as very good whereas 38.9%

(i.e., 35 employees) rated the ER program as good weighing all the components

like time taken in bonus processing, availability of managers etc. The ER program

also got a rating of Average, below average and poor from 21.1%, 2.2% and 3.3%

respondents respectively.

f) Talking about recruitment, how would you rate the recruitment system at ABSLI?

Interpretation: Recruitment is a huge and important part in the organisations in

the insurance sector as there is bulk hiring. Hence finding quality recruiters is a

big task in companies like ABSLI. TMI networks functions as the recruiter for

ABSLI. During the phases of data collection for this survey, respondents were

asked to rate TMI Networks as a recruiter and reminiscing their experience and

association with TMI employees during their placement at ABSLI. Out of the

sample of 90 employees, 40% (i.e., 36 employees) rated TMI network as very

good at a scale of 1-5, they received a rating of 5, whereas 35.6% (i.e., 32

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employees) rated them as good. They received average ratings from 15.6%

respondents (i.e., 14 employees). 5.6% and 3.3% rated them at below average and

poor, this may be because of the poor coordination and unavailability of

Recruitment executives during the time of the placement of these employees.

Q. 13 How was the coordination with your recruiter during your placement?

Interpretation: To understand the basis of the ratings given to TMI networks as a

recruiter in the previous section, the respondents were further asked about the

components that were present during their interaction and association with

recruitment executives. Out of the 90 employees, 55.6% (i.e., 50 employees) stated

there was a smooth coordination between both parties during their placement. While

52.2% (i.e., 47 employees) responded by saying that they were given proper feedback

with each stage of interview they went through. 40% (i.e., 36 employees) said that the

recruitment executives were available on calls whenever they had a query, they had

frequent communications on calls about anything and everything. On the other hand,

24.4% respondents claim that they didn’t receive proper feedbacks and had to reach

out multiple times just to capture the feedback. 20% say that the RSEs were never

available on calls, even after making multiple calls, there was no support from their

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end. Lastly, 17.8% give them the tag of poor coordination with the candidates. TMI

networks get a mixed reaction from the respondents as their role of recruiters for

ABSLI. But looking at the numbers and ignoring the scope of human errors overall

TMI networks function well as recruiters of ABSLI.

CHAPTER-7

Learning Outcomes

&

Skill Development during Internship

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7.1 Finding and conclusion of the study:

 ABSLI uses ER Program as a method of recruitment to attract as many quality candidates

to fill their vacancies. It can be said that ABSLI has worked very well in terms of

creating awareness about the ER Program as 81.1% are aware of the opportunity.

 38.9% respondents (i.e., 35 employees) say that they get continuous communication

about the ER Program, as they check their mails daily. To keep up the hype about the

program employees are regularly spammed with emails and WhatsApp forwards.

 It is very clear by the responses and as per experience during the course of my

internship at ABSLI that the communication mails as well as WhatsApp messages

about the ER scheme are sent on a daily basis. As said because, while making

calls about the ER program and referral collection, I observed that the majority

were aware of the scheme but some people accepted that they are not active on

their mails, hence they would have missed the same.

 The motivation for sharing referrals for 47.8% respondents (i.e., 43 employees) is

the Rs. 12,000 bonus amount that the employee gets for per joining in the

organisation.

 47.8% think highly of the organisation and have the urge to find great people who

would help in achieving the company goals and work efficiently use ER as source

for fulfilling this urge.

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 81.1% (i.e., 73 employees) say from their experience that the reference

submission process is very easy and efficient.

 Majority (40%) of the referrals are shared by contacting the concerned RHR of

the branch and google from specially drafted for the purpose is the second most

used method (30%) for referral submission.

 The google form created for documentation and submission of the references is fully

functioning and has made the submission easier and the record made will be used for

improving the bonus processing, as said by the 75.6% of the population who took this survey.

 Apparently majority submitted the references through the google form because

they feared that they may not get their bonus processed efficiently if proper record

was not created.

 Looking at the responses, the total time taken to call the referred candidates for

aligning their interviews is 5-7 days, depending upon the number of references

shared.

 The referral bonus for 54.4% respondents (i.e., 49 employees) was processed

instantly after the formalities were completed. ABSLI has this policy that once the

referral candidate completes a month in the organisation, the employee who

shared the reference gets the bonus amount.

 52.2% (i.e., 47 employees) had to face issues to get the bonus amount for sharing

references and getting their candidates to join the organisation. The issues might

be that they had to wait for a longer period than usual to get their bonus or their

bonus didn’t get processed because of inability in fulfilling the criteria to get the

bonus.

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 55.6% percent respondents from the sample of 90 employees (i.e., 50 employees)

found the managers to be very easily approachable to solve their queries about the

ER program.

 34.4% respondents (i.e., 31 employees) rated the ER program as a whole at 5

as very good whereas 38.9% (i.e., 35 employees) rated the ER program as

good weighing all the components like time taken in bonus processing,

availability of managers etc.

 40% (i.e., 36 employees) rated TMI network as very good at a scale of 1-5,

they received a rating of 5, whereas 35.6% (i.e., 32 employees) rated them as

good.

TMI networks get a mixed reaction from the respondents as their role of recruiters for

ABSLI. But looking at the numbers and ignoring the scope of human errors overall

TMI networks function well as recruiters of ABSLI.

7.2 Internship Outcomes:

 Learnt about the recruitment processes at ABSLI and RPO. Also making the

calls and dealing with advisors helped in understanding how to contact and

deal with these people. Negotiating and convincing the candidates was a big

part of learning.

 Got clarity about different channels at ABSLI and requirements for the job.

 Calling and convincing people is a skill and making 100s of calls throughout

the week helped in developing some convincing skills.

 Using XOPA AI recruitment Platform.

 Resume Screening.

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 Using naukri portal like shine.com

 How to post jobs

 How to share mass mails

 Searching for candidates on shine and building database

 What is sourcing and how it is done.

 How to actually share mass mails on shine, almost 500-700 at a time, making

the day’s total to approx. 2500-4000 mails.

 Building connection with vendors and actually getting them to share candidate

profiles with on priority basis that too on short notices.

 VLOOKUP and HLOOKUP functions on excel.

 Efficiency in working on MS excel, even typing speed is better.

 Posting job on naukri.

 Mass mailing and advanced searching candidates on naukri.

Aligning interviews and smooth coordination along with proper follow up from

candidates.

 How to pitch agency to candidates, who clearly don’t want to join, convincing

them to visit

 Deeper understanding of the channels at ABSLI, advantages of one over other

 Resume reading and evaluation

 Efficiency in sourcing

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 Conducting candidate screening through face to face interaction

 How to judge candidate effectively and how to conduct in interviews

 How to coordinate with managers and capture feedbacks post interviews.

 Efficiency in MS excel, learnt new formulas.

7.3 Limitations:

 The scope of the study is limited to the knowledge I hold as a Post Graduate student,

Hence in depth study cannot be done.

 In the view of the limited time available for the study, only Employee Referral for this

quarter could be taken up as a study.

 The sample size is way too small compared to the size of the organisation that Aditya

Birla Sun Life Insurance is. The responses cannot be generalised for the whole

organisation.

 The answers given by the respondents must be believed and must be taken as truly

reflecting their perception.

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CHAPTER -8
OJT (On the job Training)

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As my OJT was totally based on,

"Effectiveness of Employee Referral as a Recruitment Strategy at Aditya

Birla Sunlife Insurance" So the work which has been given to me during my

summer internship was as follows:-

15-05-2023

Lalit Sir and Manvi mam briefly give Introduction of


Week -1
the company and explain about the channel GROUP

CREDIT and tell us about how to train the people in this


DAY 1
channel and also told us that to observe the other

candidates

16-05-2023

we did calling to invite the candidates for the GROUP

CREDIT in which we got to know about how to

DAY 2 convince the candidates and how to make them

comfortable with us to talk about their experiences. I did

60 calls and 12 candidates came on behalf on me for the

Interview of Group Credit

17-05-2023

DAY 3 Did the follow on the previous day contacted candidates

and shared the further details to the interested ones.

DAY 4 18-05-23

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Worked on the same data by doing the follow ups and

try to schedule interview for the interested ones.

19-05-23

DAY 5 the interviews of the candidates with Lalit Sir and

Manvi Ma'am we took only 1 interview on that day

20-05-23
DAY 6
WEEK OFF

21-05-23

DAY 7 WEEK OFF

WEEK2 OJT (On The Job Training)

22-05-23

DAY 8 I learn how to identify the suitable candidate for a job

position

23-05-23

DAY 9 took the interviews of the candidates of AGENCY

PROFILE but no candidates was shortlisted.

DAY 10 24-05-23

Lalit Sir told us to observe the other candidates and see

how they are creating leads themselves from portals ,

social media , Advertisements and post lunch we

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receives data from Manvi mam for the candidates of

Agency Profile and we did calling to invite them we did

65 calls out them 9 candidate said yes

25-5-23

we received data from Manvi mam and we are doing


DAY 11
calling to the candidates of agency profile and i did 56

calls and i got 19 candidates out of them

26-06-23

i am calling to the candidates for channels like APC,


DAY 12
DSF, GROUP CREDIT, AGENCY PROFILE . i did 56

calls out of them i got 17 candidates

27-05-23

Took follow ups from all candidates who are coming for
DAY 13
the interview on Monday . I took follow ups 17

candidates out of them 9 are coming on Monday

DAY 14 WEEK OFF

WEEK
OJT (On The Job Training)
3

29-05-23

we received data from Manvi Ma'am for cold calling


DAY 15
and i did 70 calls for DSF, BANCA , DM and I received

9 candidates out of them

30-05-23

DAY 16 out of 9 candidates 2 came on Tuesday i sit in interview

with Akansha mam and that candidate was for DSF

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31-05-23

we received data from Manvi Ma'am for cold calling

and i did 100 calls for DSF, BANCA , DM and i


DAY 17
received 15 candidates out of them , and writing the

comment those who are interested and those who can

come for walk in interview

01-06-23

we received data from Akansha i Ma'am for cold calling


DAY 18
and Idid 50 calls for DSF, BANCA , DM and i received

9 candidates out of them

02-06-23

we received data from Akansha i Ma'am for cold calling


DAY 19
and i did my pending calls for DSF, BANCA , DM and i

received 5 candidates out of them

DAY 20 week off

DAY 21 week off

WEEK
OJT (On The Job Training)
4

05-06-23

We received data from Akansha mam for the channels

DAY 22 DSF, BANCA , DM and did cold calling 30 and got 9

resumes and one of my candidate come for the

interview for DSF

DAY 23 06-06-23

Today I received data from Lalit sir for calling for DSF,

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dm, banca . I did 83 calls out of them I received 10

resumes

07-06-23 I received work from home due to my health

condition was not well I summarised all the sheets and

DAY 24 go through from all the sheets and did cold calling to

those candidates who have not picked or responded to

my calls and I got 7 candidate from that sheets

08-06-23 I took follow ups from the all 9 candidates I

sat in the interview process with 6 candidates and learn

DAY 25 about different question asked by Akansha mam in the

interview and also get to know about the candidate

needs from our vacancy.

09-06-23

i did cold calling approximately to 50 candidates and i

DAY 26 received 9 resumes out of them 4 candidate are coming

on Monday and the candidates are coming in this

coming week

DAY 27 WEEK OFF

DAY 28 WEEK OFF

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WEEK 5 OJT (On The Job Training)

12-06-23

DAY 30 I called 50 candidates For credit life only and i got 9 resumes

out of them

13-06-23

DAY 31 I did cold calling 60 candidates only for DM for the location of

KANPUR only and I got 15 resumes out of them.

14-06-2

DAY 32 3 I did 60calls for the location of KANPUR only for DM

channel and i got 16 resumes out them

15-06-23

DAY 33 sat with the candidates for the interview process with Akansha

mam and Lalit sir

16-06-23

in the morning I went to Devendra sir ask him to extend my


DAY 34
internship and he said yes also ands after that I was Observing

Akansha mam and she was creating lead herself .

DAY 35 WEEK OFF

DAY 36 WEEK OFF

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WEEK OJT (On The Job Training)

DAY 37 19-06-23 today we have drive in the office and i sat in the interviews i sat in 4

interviews and 2 of them have selected

DAY 38 20-06-23

I called 50 candidates for the location of UP out of them i received 15 resumes

DAY 39 21-06-23

I took follow ups from all 15 candidates and I learnt about different candidates

behaviour of different locations and I also get know about the different locations of

UP.

DAY 40 22-06-23

I called 50 candidates for the location of DEHRADUN AND RORKEE ONLY out

of them I got 21 interested candidates

DAY 41 23-06-23

I took follow ups from all the candidates those were interested for the location of

DEHRADUN AND RORKEE ONLY

DAY 42 WEEK OFF

DAY 43 WEEK OFF

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WEEK 7 OJT (On The Job Training)

DAY 43 26-06-23

we received data from LALIT SIR for location of NETAGI SUBHASH PLACE

ONLY and I did 50 calls out them I received 8 interested candidate

DAY 44 27-06-23

we received data from LALIT SIR for location of NETAGI SUBHASH PLACE

ONLY and I did 50 calls out them I received 12 interested candidate and I got to

learn about different locations of NSP and how negotiating are they people .

DAY 45 28-06-23 I follow ups from all the candidates that are coming for the interviews for

the NSP location

DAY 46 29-06-23

I received data from Shalu mam for the callings for CREDIT LIFE out of them 9

candidates are interested

DAY 47 30-06-23

firstly I took my SIP meeting in the college after that i went office and did follow

ups from the all interested candidates

DAY 48 WEEK OFF

DAY 49 WEEK OFF

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WEEK OJT (On The Job Training)

DAY 50 03-07-23

I set in the interview process with Lalit sir And I learnt if candidate is not interested

in our field so how to offer him/her another post or field

DAY 51 4-07-23

I called 50 candidates for the location of UP out of them I received 15 resumes and I

got to learn about how to schedule the intervie3w for TODAY only because many

people are no ready to come for the interview immediately

DAY 52 05-07-23

I took follow ups from all 15 candidates and I learnt about different candidates

behaviour of different locations and I also get know about the different locations of

UP.

DAY 54 06-07-23

I called 50 candidates for the location of DEHRADUN AND RORKEE ONLY out of

them i got 21 interested candidates and I got to know about how to say no to that

candidate who is eagerly interested in the job profile but locations and other

circumstances are differ

DAY 55 07-07-23

I took follow ups from all the candidates those were interested for the location of

DEHRADUN AND RORKEE ONLY and I learnt about different candidates

behaviour of different locations and I also get know about the different locations of

UP.

DAY 56 WEEK OFF

DAY 57 WEEK OFF

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WEEK OJT (On The Job Training)

DAY 59 10-07-23
I received data from Shalu mam I did calling for DSF ONLY for Rewari location only
, I called 49 calls out of them I got total 26 resumes and learnt about that generally
people are not interested in DSF CHANNEL instead of BANCA CHANNEL .

DAY 60 11-07-23
I set in the interview process of 10 candidates with Lalit sir and learnt about judging
the candidates in a positive way

DAY 61 12-07-23
working with Lalit sir for the location of NOIDA SECTOR - 18 ONLY . because
there is a wide gap in DSF CHANNEL so he posted a job on shine.com and i received
more than 100 resumes and learnt about so many things such as how to do calling
frequently if we are having so many calls and we are having wide gap as well.

DAY62 13-07-23
today I did 100 calls which were given by NAVRAJ SIR and he told me to convence
the candidate at any cost for (BANCA, DSF, DM ) and 13-07-23 today I learnt how
to convence the candidate at any cost does not matter in which channel he/she wants
go.

DAY 14-07-23
I did all follow ups from all the candidates from all the location such as REWARI ,
63 UP, UTRAKHAND, DELHI NCR etc and I learnt about many things in my whole
internship process we did a small farewell as well it was a great experience and I
learnt alot of things my mind feels so fresh and opened up after this internship , and I
enjoyed alot in my internship process.

DAY64 WEEK OFF

DAY65 WEEK OFF

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Chapter 9:
Conclusions & Recommendations

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9.1 CONCLUSION:-

The study reached to several different conclusions, many of which validate beliefs. The

purpose of the entire study is to try to know the Recruitment to Onboarding process with

reference to Dabur. This topic shows that how recruitment is done and how candidates are

being selected and onboard in an organization. Recruitment is very first process where

pool of candidates are being screened and selected and then after they are selected they go

through the different tests, verification like background verification, Educational

qualifications, and many more.

 The recruitment must be fair.

 The recruitment procedure should not be lengthy.

 There must be a proper JD for the candidates to know about the openings.

 There is a clear image so that the required candidate can be select without any

problems.

 Company must hire fresh blood time to time because it is easy to train them and get

work from them.

 Polices must be transparent, legal and scientific.

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RECOMMENDATIONS:-

 As per the responses on the survey, I believe that instead of having multiple ways of

referral submissions, ABSLI should have only one way of referral submission i.e.,

Google form. Firstly because it will help in having a proper record of which candidate

has referred and how many references has he shared. The same record will help in

efficient bonus processing.

 They should also have a special team created just for the ER Program, the team only

will manage the submissions, be SPOC for queries and make calls to the referred

candidates for aligning the interviews. This will help in reducing the chance of human

errors, as seen by the responses many employees share that their candidate didn’t get a

call for interview and some complain about non availability of managers. This team

will be in-charge of every ER related activity. They will not have other distractions

like self-sourcing, offer processing, interviewing candidates etc. They will solely

engage in increasing the efficiency and bringing success to the programs.

 Proper division of work has to be there, there is so much of workload on a single

recruiter that they miss out many candidate query calls. ABSLI can hire an additional

recruiter to bring effectivity and efficiency in the hiring.

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BIBLIOGRAPHY
• Bauer, T. N., & Erdogan, B. (2011). Organizational socialization: The effective
onboarding of new employees.
• Bradt, G. B., & Vonnegut, M. (2009). Onboarding: How to get your new employees
up to speed in half the time. John Wiley & Sons.
• Breaugh, J. (2014, July). Employee recruitment. In Meeting the challenge of human
resource management: a communication perspective (Vol. 29). London: Routledge.
• Davila, N., & Pina-Ramirez, W. (2018). Effective onboarding. American Society for
Training and Development.
• Derven, M. (2008). Onboarding.
• Klein, H. J., Polin, B., & Leigh Sutton, K. (2015). Specific onboarding practices for
the socialization of new employees. International Journal of Selection and
Assessment, 23(3), 263-283.
• Snell, A. (2006). Researching onboarding best practice: Using research to connect
onboarding processes with employee satisfaction. Strategic HR Review.
• Stein, M., & Christiansen, L. (2010). Successful onboarding. McGraw-Hill
Professional Publishing.

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ANNEXURE-I

1. Name

2. Age *

Mark only one oval.

20-
25
26-
30
31-
40
40 and above

3. Gender *

Mark only one oval.

Male
Female

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4. What Recruitment sources is generally used by Aditya Birla Sunlife Insurance to
source/search candidates ?

Mark only one oval.

Job portals
Campus Recruitment
Internal Hiring
Social Media Platforms

5. According to you which of the internal factor influencing the hiring decisions at *
Aditya Birla Sunlife Insurance?

Mark only one oval.

Recruitment policy
Size of the organization
Growth & Expansion
Goodwill

6. On a scale 1-5 rate the internal factor affect recruitment process at Aditya Birla *
Sunlife Insurance?
Check all that apply.

0 0 0 0 0
1 2 3 4 5
Recruitmen
tPoli
cy
Size of
the
organizatio
n
Growth
&
Expansio
n
Goodw
ill
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7. According to you which of the external factor influencing the hiring decisions at
Aditya Birla Sunlife Insurance?

Mark only one oval.

Demand and supply


Culture , social attitudes
Geographical location of the job
Employment rate

8. On a scale 1-5 rate the eternal factor affect recruitment process in Aditya Birla *
Sunlife Insurance?
Check all that apply.

0 0 0 0 0
1 2 3 4 5
Supply
&
Dema
nd
cultur
e,
soc
ial
attitud
es
geographical
location
of
the
job
Employmen
tr
a

9. Do you think that Employee referral recruitment affect the employer branding and the
attractiveness of the organization to potential candidates?

Mark only one oval.

Yes

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NO
Maybe

10. Do you think that Employee referral recruitment affect the employer branding and *
the attractiveness of the organization to potential candidates? If yes, than Rate on a
scale of 1-5
Check all that apply.

0 0 0 0 0
1 2 3 4 5
Employ
er
Brandi
ng
Attractiveness
of
the
organizatio
n

11. Do you think that employee referral affect the motivation and performance of *
existing employees?

Mark only one oval.

yes no

12. According to you which are the best practices in ABC for designing and implementing
an employee referral program that enhances retention and selection strategies Mark
only one oval.

Set clear goals and objectives.


Offer attractive rewards
Make it easy for employees to refer
candidates
Prioritize referrals for high-impact roles

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13. Do you think employee referrals influence the quality and diversity of the talent *
pool and the employer brand?

Mark only one oval.

Yes
No
May be
14. Do you think employee referrals influence the quality and diversity of the talentpool
and the employer brand?
If Yes, Rate on the scale of 1 to 5?

Check all that apply.


0 0 0 0 0
1 2 3 4 5
Diversity of the
p
o

talent
Qual
ity
of
the
tal
ent

Employ
er
bra
nd
pool

15. According to you, what are the challenges and risks of relying on employee * referrals
as a primary source of hiring?

Mark only one oval.

Retention rate is typically better.


Your company will receive quali ed, quality
candidates

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Your company will save time and money
16. According to you, how do employee referrals compare to other sources of hiring in
terms of cost, time, and outcomes. Rate on a scale of 1-5
Check all that apply.

0 0 0 0 0
1 2 3 4 5
C
o
Ti
m
Outcome
s

17. After your referral submission, how long did the candidate had to wait for getting a *
call for the interview?

Mark only one oval.

Within 2-3 days


Within a week
After 15 days
Has been over a month, still not got the call

18. Was your bonus processed instantly? *

Mark only one oval.

Yes, as soon as the formalities were done


Had to wait for a long period
Bonus pending for last scheme

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19. How open are the managers to solve queries about the Employee Referral? *

Mark only one oval.

Very easily approachable


Had to reach out to them multiple time
Not at all available

20. Talking about recruitment, how would you rate the recruitment system at ABSLI? *

Mark only one oval.

Very Poor
Below Average
Average
Good
Very Good

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ANNEXURE-II

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