Gunjan Khanna Sip 95 .1
Gunjan Khanna Sip 95 .1
Gunjan Khanna Sip 95 .1
A Report Submitted to
Asian Business School,
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
Business School, in partial fulfilment of the requirements for the award of the Post Graduate
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.
___________________ ___________________
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
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
_________________________
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
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
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
_____________________
GUNJAN KHANNA
(ABS/PGDM/22/015)
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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
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
Ch.7: Results
15. and Learning Outcomes 75
18. Bibliography 95
19. Annexure-I 96
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20. Annexure-II 103
TABLE OF FIGURES
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S.NO. PAGE
TOPIC
NO.
1 Fig 3.1 Aditya Birla Sunlife Insurance 27
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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
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
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
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
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
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
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
additionally called name age—produces contact data for possible applicants, whom the
The qualified and reasonable up-and-comers needed for a specific occupation are
accessible
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
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,
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
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
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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.
4. Preparing cost is saved as the representatives definitely think about the idea of task to be
performed.
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.
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
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
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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
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
monster.com are the accessible electronic locales on which up-and-comers transfer their
1. Talented and yearning representatives might switch the work all the more regularly.
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3. It builds the expense as commercial is to be given through press and preparing
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
Enrolling Policy
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
Picture of Job
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Very much like the picture of association, the picture of a task assumes a basic part in
External Factors
External elements are those that can't be constrained by an association. The outside
characteristics of potential representatives like their age, religion, proficiency level, sex,
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
high. In contrast, assuming the joblessness rate is low, enlisting will in general be truly
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
Legal contemplations − Job bookings for various stations like STs, SCs, OBCs are best
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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
Quite possibly the main target of recruitment is to decide the existent and forthcoming
the most minimal post expense. Further developing the achievement pace of the
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
connections.
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It helps in expanding the achievement pace of choosing the right up-and-comers.
occupations.
It meets the association's social and lawful commitments concerning the work power.
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.
choosing the right contender for the right work according to the authoritative
requirements.
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
these practices likewise guarantee consistency and consistence in the enlistment cycle.
methodology is ready for recruiting the assets. In the wake of doing the readiness
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
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
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
We're currently experiencing a daily reality such that for all intents and purposes
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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
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
information focuses that that AI can sort and investigate easily. Computer based
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
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
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
recruitment technique that utilizes versatile innovation to draw in, connect with and
social enlisting.
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
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
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As a task allocated during my internship I had to design templates for the
1.2 INTERNSHIP
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
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.
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Chapter 3
Company Profile and structure
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Fig 3.1 Aditya Birla Sunlife Insurance
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
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
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
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
MISSION:
VISION:
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VALUES:
Timeliness in everything we do
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
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
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
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
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
Pacific, representing 35% of the US$ 3.66 billion insurtech-centered adventure ventures
The Government of India has taken number of drives to help the protection business. Some of
• 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
• 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
• Association Budget 2021 expanded FDI limit in protection from 49% to 74%. India's
Insurance Regulatory and Development Authority (IRDAI) has declared the issuance,
• 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
Under Union Budget 2021, asset of Rs. 16,000 crore (US$ 2.20 billion) has been apportioned
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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
• A worldwide combination
• Established in 1857: Seth Shiv Narayan Birla begins cotton exchanging tasks at
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:
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
ABSLI offers a scope of items across the client's life cycle, including youngsters likely
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
"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:
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
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
hand through sharing of best works on, determining cross - business collaborations
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
consolation that we will draw in and hold our clients, cost really, across their life-cycle needs.
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3.6.1 Types 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
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
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
• 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-
abroad
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
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
The table below lists the Birla Sun Life SWOT (Strengths, Weaknesses,
Opportunities, Threats.
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STRENGTH WEAKNESSES
OPPORTUNITIES THREATS
capture a large market share, attract more customers and maximize profits.
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
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through their website, also the fashion brands are available on the e-commerce
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.
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
• 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
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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
Weaknesses are the points that every brand or company needs to improve or get
large number of consumer goods as much as they can. While making adjustments,
• 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
Like weaknesses, opportunities are the areas where a company needs to focus, on
• 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
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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
• 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.
Threats are the factors that can be harmful to the company’s growth. The
• 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.
export & import. And with a weaker currency make exports more expensive,
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
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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
Segment:
Personal and Group Asset Management
Fig. 3.7.1 Birla Sun Life Segmentation, Target Market, Positioning, USP and
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3.8 Competitors analysis of Aditya Birla Sun Life
Insurance:
1. LIC:
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
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2. HDFC STANDARD LIFE:
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.
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Founded: May 2007 (15 years ago)
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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
supplier Taleo's VP of exploration, Alice Snell, features the techniques organizations ought to
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
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
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
"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
"Formal onboarding expands the possibility saving another worker for somewhere around
"Just a single portion of fresh recruits evaluated their onboarding programs exceptionally"
"'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
contribute between $4,000 for a cutting edge worker and $50,000 or something else for a
• updating the set of working responsibilities making and reporting the work posting
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
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
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
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
endeavors. Novice change is related with significant representative and authoritative results
like fulfillment, responsibility, turnover, and execution. In the beyond thirty years, how we
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
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
• 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
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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.
answered. The creator found that web offices give the organization less however considerably
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Recruitment Context
• External environment
• Institutional Norms
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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
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
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
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:
Barakhamba Road, Connaught Place, Faridabad, Saket, Netaji Subhash Place, Noida,
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b) Sampling Unit: Each employee working in different channels at the stated branches
c) Sample size: To understand the ER program at ABSLI and the recruiters i.e., TMI
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
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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
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
It can be said that ABSLI has worked very well in terms of creating awareness about
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.
Count:
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Options No. of Responses
Yes 63
No 27
references earlier, while 30% (i.e., 27 employees) are new to the idea of sharing
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
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%
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
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
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
end.
Calling concerned HR 36
Direct Walk-in 12
through contacting the branch and sharing the candidate details via email or
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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
google form specially made for the submission and recording of the references
Count:
Options No. of Responses
Yes 68
No 22
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
Apparently majority submitted the references through the google form because
they feared that they may not get their bonus processed efficiently if proper record
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
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
Count:
Options No. of Responses
Yes, instantly 49
Had to wait for long period 30
Bonus pending for last scheme 11
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
referrals or the candidates might not have met they required criteria.
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
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
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
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
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b) Availability of SPOC for queries’ resolving
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
component also received average, below average and poor ratings from 15.6%,
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
Interpretation: Talking about the bonus processing, the time taken (amount
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.
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Interpretation: Out of the sample of 90 employees, 34.4% respondents (i.e., 31
(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?
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
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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
Q. 13 How was the coordination with your recruiter during your placement?
recruiter in the previous section, the respondents were further asked about the
components that were present during their interaction and association with
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
CHAPTER-7
Learning Outcomes
&
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7.1 Finding and conclusion of the study:
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
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
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
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81.1% (i.e., 73 employees) say from their experience that the reference
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
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
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
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.
good weighing all the components like time taken in bonus processing,
40% (i.e., 36 employees) rated TMI network as very good at a scale of 1-5,
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
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
Resume Screening.
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Using naukri portal like shine.com
How to actually share mass mails on shine, almost 500-700 at a time, making
Building connection with vendors and actually getting them to share candidate
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
Efficiency in sourcing
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Conducting candidate screening through face to face interaction
7.3 Limitations:
The scope of the study is limited to the knowledge I hold as a Post Graduate student,
In the view of the limited time available for the study, only Employee Referral for this
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
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CHAPTER -8
OJT (On the job Training)
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As my OJT was totally based on,
Birla Sunlife Insurance" So the work which has been given to me during my
15-05-2023
candidates
16-05-2023
17-05-2023
DAY 4 18-05-23
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Worked on the same data by doing the follow ups and
19-05-23
20-05-23
DAY 6
WEEK OFF
21-05-23
22-05-23
position
23-05-23
DAY 10 24-05-23
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receives data from Manvi mam for the candidates of
25-5-23
26-06-23
27-05-23
Took follow ups from all candidates who are coming for
DAY 13
the interview on Monday . I took follow ups 17
WEEK
OJT (On The Job Training)
3
29-05-23
30-05-23
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31-05-23
01-06-23
02-06-23
WEEK
OJT (On The Job Training)
4
05-06-23
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
DAY 24 go through from all the sheets and did cold calling to
09-06-23
coming week
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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
14-06-2
15-06-23
DAY 33 sat with the candidates for the interview process with Akansha
16-06-23
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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
DAY 38 20-06-23
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
DAY 41 23-06-23
I took follow ups from all the candidates those were interested for the location of
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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
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
DAY 46 29-06-23
I received data from Shalu mam for the callings for CREDIT LIFE out of them 9
DAY 47 30-06-23
firstly I took my SIP meeting in the college after that i went office and did follow
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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
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
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
DAY 55 07-07-23
I took follow ups from all the candidates those were interested for the location of
behaviour of different locations and I also get know about the different locations of
UP.
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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.
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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
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
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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
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
recruiter that they miss out many candidate query calls. ABSLI can hire an additional
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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 *
20-
25
26-
30
31-
40
40 and above
3. Gender *
Male
Female
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4. What Recruitment sources is generally used by Aditya Birla Sunlife Insurance to
source/search candidates ?
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?
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?
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?
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?
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.
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13. Do you think employee referrals influence the quality and diversity of the talent *
pool and the employer brand?
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?
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?
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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?
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19. How open are the managers to solve queries about the Employee Referral? *
20. Talking about recruitment, how would you rate the recruitment system at ABSLI? *
Very Poor
Below Average
Average
Good
Very Good
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ANNEXURE-II
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