A

STUDY
ON
EMPLOYEE RECRUITMENT
AT
TATA AIG
A Project report submitted to Osmania University
In partial fulfillment for the Award of the Degree of
MASTER OF BUSIUNESS ADMINISTRATION

Submitted by
SULLOLA ANUSHA REDDY
HT NO: 2121-20-672-097
UNDER THE GUIDANCE OF
---------------------------------------
Assistant Professor
ARISTOTLE PG COLLEGE
(Affliated To Osmania University,Hyderabad)
Recognized By UGC under section 2(f) of UGC Act 1956
Beside Moinabad Police Station,
Chilkur, Moinabad ,Ranga Reddy District, Telangana.
(2020-2022)
 CHAPTER-I
INTRODUCTION
EMPLOYEE RECRUITMENT:
In the working place is essential to a company’s long term success. By hiring
correctly, an organization adds the talent it needs and can enjoy the benefits in increased
productivity and morale. However this process is not simple and if the careful process of
selection is not followed: you can be mired with poorly skilled, unmotivated and un-loyal
labor force which can impact future profits as well as other employee behavior.

Recruitment, Quite often this word stands alone when some gaming companies develop a
human resources management strategy. An organization cannot develop a recruitment
strategy without simultaneously for mulcting an employee retention plan. Simply stated, it is
one thing to attract workers, but quite another to retain them.

Recruitment forms the first in the process, which continues with selection and ceases
with the placement of the candidate. It is the next step in the procurement function, the first
being the manpower planning, Recruitment makes it possible to acquit the number and types
of people necessary to ensure the continued operation of the organization.” Recruitment is the
discovering of potential applicants for actual or anticipated organizational vacancies”.

Recruitment has been regarded as the most important function of personnel

administration, because unless the right type of people is hired, even the best plans,
organization charts and control systems would not do much good.

Definition:

“Recruitment is a process to discover the sources of manpower to meet the requirement of the
staffing schedule and to employ effective measures for attracting that manpower in adequate
number to facilitate effective selection of an efficient working force”.
- Dale Yoder
“Recruitment is the process of searching the candidates for employment and stimulating them
to apply for job in the organizations recruitment is the activity that links the employers and
the job seekers”.
Definition:

The conscious and specific direction of effort towards the quality of the workforce in the
short and long term. It involves all quality of the workforce in the short and long term. It
involves all processes and activities aimed at managing the human resource of an
organization i.e. Manpower, planning, recruitment, training and development, career
management and human performance. It also involves the productive use of people in
achieving the organizations strategic business objectives and the satisfaction of the individual
employees needs. In other words it is a formal system for the management of people within
the organization. It is mainly divided in to three major areas, staffing, rewarding and
designing work.

Human resources planning means deciding the number and type of the human resources
required for each job, unit and the total capacity for a particular future date in order to carry
out organizational activities. Human resources planning as "a process by which an
organization should move from its current man power position to its desired manpower
position. Though planning management strives to have the right number and right kind of
people at the right place at the right time, doing things, which result in both the organization
and the individual receiving maximum long run benefit.

Once the required number and the kind of human resources are determined, the management
has to find places where required human resources are/will be available and also work out
strategies for attracting them towards the organization before selecting suitable candidates for
jobs. This process is generally known as recruitment. Technically speaking the function
recruitment precedes the selection function and it includes only finding, developing the
sources of prospective employees and attracting them to apply for jobs in an organization

To define and describe the scope of human resource management requires an

understanding of the influences that the changing environment in which human resource
management is situated have on human resource management systems and roles. For this
reason, a brief survey is given of aspects of the environment that were taken into account
when compiling the definition and scope of human resource management.
 The organizational context in which HRM finds itself at present is one of rapid change
and considerable uncertainty. As various views of HRM were discussed, it became apparent
that this sub-field of management is, in a phase of transition. In the context of traditional
organizational structures, HRM was placed as a function within a 'silo', as were other
organizational functions like finance, production and marketing. However, a turbulent
environment has brought a concurrent change in organizational structures and the nature of
HRM and its functions are in the process of change. Many organizations are now structured
around multi-disciplinary project teams with the HRM professional as one member of the
team or as consultants to team, and where line managers take on various HRM roles.

Human resource management is also in the process of change with regard to the nature
of the role performed. In the past, many functions were performed by HRM professional
themselves, the role they are taking on, is one of consultants to line management, where line
mangers perform many of the functions traditionally handled by HRM professional. Similarly
there is a trend in which businesses are shedding all functions that are not directly related to
core business. In the process many HRM functions are being outsource. Hence the change in
the nature of services provided. The activity of generating unit standards and designing
qualifications can be used as an opportunity to catapult HRM Practices into the future. To do
this, those issues that are going to shape the future for HRM practices need to be identified
and analyzed especially in relation to current roles that will still be required of HRM
practitioners. These issues are central to the activity of generating unit standards (e.g.
outsourcing, societal responsibility) and their impact on HRM roles (e.g. stating, performance
management). In addition, supportive roles or functions required by HRM practitioners will
also have to be identified in order to complete the HRM practitioners qualifications design
packages.
 CHAPTER-II
REVIEW OF LITERATURE
1. According to Kaplan and Norton, (2018) a common problem in recruitment and

selection is poor HR planning. Rigorous HR planning translates business strategies

into specific HRM policies and practices. This is particularly so with recruitment and

selection policies and practices. The key goal of HR planning is to get the right

number of people with the right skills, experience and competencies in the right jobs

at the right time at the right cost. Past research shows that the competency level of HR

managers has a major influence on recruitment and selection and experienced HR

experts within the HR department will not only shorten vacancy duration, but also

improve the quality of the applicants. Moreover, effective recruitment and selection is

possible only if there is a dedicated and competent HR team.

2. Prasad (2017) found that an individual joins an organization not just for a job, but for

a career, that is, where he/she will be at the far end of his work-life through a series of

progression in responsibilities and reward for such a responsibility. It is common to

find out that after the initial excitement in a job, executives/managers tend to lose

interest and begin to feel that there is no career in a particular organization. This

implies that career advancement has not taken place as expected of them after a

certain period of time. This mismatch between a manager's expectations and his/her

actual career advancement experience may prove very shocking to both managers and

the organization. However, much of this problem can be overcome by proper career

strategies by the individual and the organization..

3. Naidoo (2016) in his study definition of the career consistent with the notion that

career develops over time, and that all persons have careers, regardless of their

profession, their level of advancement or the stability of their work pattern.

4. Greenhouse et al., (2015) in his study defines the above phenomenon of stagnation

and meaninglessness in the current job is often termed as 'burnout'. This study defines

career as 'the pattern of work-related experiences that span the course of a person's

life. This definition includes both objective events, such as jobs, and Subjective views

of work, such as the person's attitudes, values and expectations. Therefore, both a

person's work-related activities and his/her reactions to those activities form part of

the person's career.

5. Rao and Rao (2014) &Prasad (2015)have defined career path as 'it is the sequential

pattern of jobs that forms a career'. The career path is the logical possible sequence of

positions that could be held by an individual based on how he performs in the

organization. Career path consists of two elements: line and ladder. Line is the field of

specialty in which an individual is placed like production, marketing, finance, HRM,

etc. Within each line, there are various positions arranged in hierarchical order.

Placing an individual on a career path indicates, how the individual will progress to

those positions. This placing is essentially determined by the alignment of individual

needs, his strengths and weaknesses, and organizational opportunities.

6. Bharat (2013) & Ramu) said that Indian women continue to bear the burden of

household responsibilities regardless of their employment status. Desai (2013) found

that Indian women tend to impose restrictions on their career aspirations or personal

achievements for family reasons.

7. Campbell (2012) has found that facilitating the people for career switching.

Facilitators to career advancement included accepting an increase in job

responsibilities or taking on new assignments, moving to a different department or

service, and changing job which required learning new skills, providing supportive
 measures. Positive correlations were found between the number of career facilitators

and social support.

8. Govender (2011) conducted studies on “Career Advancement Obstacles Encountered

by Women in the Workplace” in which investigated obstacles to career advancement

encountered by women in the road transport division. The greatest obstacles being

lack of mentors, lack of role models, role conflicts, lack of part-time employment,

insufficient maternity benefits and re-entry into marketplace

9. R. Sujatha (2011) founds that structural barriers and family issues affects the career

advancement of women. And efforts from both organization and individual can help

in removing these barriers.

10. Chan (2010) conducted a study of general, collective, and domains specific teacher

self-efficacy among 273 Chinese prospective and in-service teachers in Hong Kong.

77 This study assessed two global (general and collective) and seven domain-specific

sets of teacher self-efficacy beliefs. While teachers generally reported the highest

confidence in teaching highly able learners and the least confidence in classroom

management, there were significant teacher group differences. Among four groups of

teachers, the experienced teachers reported the highest level of global and domain-

specific teacher self-efficacy, suggesting that there could beater end of rising teacher

self-efficacy as a teacher went through preparation and teaching practice to becoming

a novice and then a more experienced teacher.

 CHAPTER-III

RESEARCH METHODOLOGY

NEED OF STUDY:

The purpose of study is to learn the practical applicability of the theoretical knowledge
gained about recruitment and selection process.

• To gain knowledge about, the process of recruitment and selection in TATA AIG
• To know the effectiveness or ineffectiveness of the process of recruitment and
selection in TATA AIG.

SCOPE OF THE STUDY:

The study covers TATA AIG in Hyderabad consisting of 100 employees.

 To induct outsiders with a new perspective to lead the company

 To infuse fresh blood at all levels of the organization.

 To develop organizational culture that attracts competent people to the company.

 To use a fair process.

 To ensure that all recruitment activities contribute to company goals.

 To search for talent globally and not just within the company.

 To conduct recruitment activities in an efficient and cost effective manner.

OBJECTIVE OF THE STUDY

The purpose of the study is to learn the practical applicability of the theoretical knowledge
gained about recruitment and selection process.

 To gain knowledge about the process of recruitment and selection

 To know the effectiveness or ineffectiveness of the process of recruitment and
selection

 To provide suggestions if any, for having an effective recruitment and selection

process

 To prepare the employees to move higher in their jobs.

 To impart new entrants with basic HRD skills and knowledge.

 To develop the potentialities of the employees for the next level job.
RESEARCH METHODOLOGY:
DATA COLLECTION METHODS:

The data for the study was collected through primary and secondary METHODS

Primary Data;

Primary methods are those methods that provide first hand information. The methods

followed were interview methods and questionnaire method

(a) Interview method:

By this method the employees and managers of the TATA AIG were asked questions
regarding the recruitment and selection process, its effectiveness and the relevant or required
changes they intended to have in the present recruitment and selection process of the
company. The managers of different departments were the majority to be interviewed in the
entire sample taken.

Secondary Data:

Secondary methods are those methods that provide already existing information of the past,
also called as second hand information. The information was obtained from the different HR
journals published by the organization for various purposes like HR 'department personal use,
reference by any other department about the performance of various activities that have been
started by the HR department, to know about the performance appraisal system or the bonus
system etc.
PERIOD OF THE STUDY:

Since so many years TATA AIG Hyderabad has been following the same
procedure of appraisals for their executives and employees and for the study of my project
last on-year data has collected on Selection process.

Sampling technique:

Sampling technique is adopted in multi stages.

Stage 1:

Company is selected from particular region only.

Stage 2:

A Sample of 100 is selected through convenient random sampling.

Population Size: 487.

Sample Size: 100

Statistical Tools: MS-excel and pie and bar diagrams are used to analyze the data.

B. Tools used for analysis: Percentage Analysis.

LIMITATIONS OF THE STUDY:

There are certain limitations of the concept of empowerment. It may be cost consuming in
selecting personnel, training costs and labor costs may be high, it may result in slower or
inconsistent services and poor use of the technique of empowerment.

At the outset, Managers must also accept the fact that not all employees want to be

empowered. Many workers just work better in jobs that are clearly defined and closely

supervised. Once both employees and managers have received proper training, the next step

is to give employee’s control of the resources needed to make the improvements in their job

and work processes.

By giving employees information, resources and training and by following with

measurements and reinforcement, Human Resources can create an empowered environment.
But Empowerment should be continuous process like quality improvement and it is like a
race without a finish line. Those companies that take the first step by creating an
environment conductive to empowerment will be at the head of the pack

 As the period of study is limited for 45 days the data collected is very limited.
 Due to time constraints, data is collected from limited number of employees of the
Company.
 As the data is collected in the working hours of the employees, they are busy they
could not give the complete response.
 Unable to obtain proper feed back because of the limited time period & busy
schedule of the employees.
 Problem with the confidential information.
 CHAPTER-IV
COMPANY PROFILE
About TATA AIG General Insurance Company Limited

Tata AIG General Insurance Company Limited is a joint venture between Tata Group and
American International Group (AIG). Tata AIG General Insurance Company Limited
celebrated 18 years of service this year (2018) since it commenced operations in India on
January 22, 2001. The company offers a range of general insurance covers for businesses
and individuals and has a comprehensive range of general insurance products for Liability,
Marine Cargo, Personal Accident, Travel, Rural-Agriculture Insurance, Extended Warranty
etc. Each product offering is backed by professional expertise. Tata AIG General Insurance
Company Limited has an asset base of approximate 0.6 billion USD, a workforce of 5174
employees and 15155 agents. It is present in 187 locations across India.

Imagine this scenario:

You have left behind the office stress and are finally setting off on the perfect vacation. The
weather is fine and your flight is on time. But then your baggage goes missing. Worse still, all
your travellers' cheques were in your suitcase.

That is certainly a nightmare. It is why a travel insurance policy is important. You could be
on a domestic or an international holiday. A travel plan will ensure nothing spoils your
perfect vacation.

Here are five reasons travel insurance is important for every holiday-goer:

Loss of passport, baggage, or documents:

This is probably the worst situation you can imagine while travelling. But if you have a travel
insurance, you have help at hand. In case of a lost passport, your insurance will reimburse
the cost of acquiring a duplicate or a new one. In case of missing belongings, you will be
compensated for your loss up to an approved sum; while if your baggage gets delayed, you
will be reimbursed for the personal effects that you might have to buy for the meanwhile. This
can be a huge help as you wait for your baggage to turn up.
Health problems:

No one wants to fall ill while on vacation. But medical complications or a serious bodily
injury could arise at any time. That is why travel insurance is important. It will ensure you
get the necessary medical attention in case of an emergency be it to take you to an hospital or
have a close family member flown to you if you are a student. This also includes dental
treatment because it’s quite understand that when you’re in a new place, stopping yourself
from going on the sweets can be a little difficult. Your travel insurance will take care of other
related expenses as well. You may also avail cashless hospitalisation with travel insurance.

 TATA AIG offers travel insurance with medical cover upto 500000$ with AIG assist in 130+
nations. Apply Now!

Flight cancellation or delay:

This is a common glitch nowadays. It could be airline’s fault, a natural hazard, or a personal
problem. In all the cases, you will be either reimbursed or refunded a certain amount as per
the policy schedule.  In case illness at the eleventh hour or a sudden death in the family can
affect your plans. Suppose you need to cancel your travel plans. What happens to the money
you spent on the air ticket and hotel bookings? It does not get wasted. Your insurance will
reimburse you the unused hotel cost and travel tickets. In case of a delayed flight, your travel
policy will cover additional expenses. This may include an unplanned night stay at a hotel
and food, among other things.

Emergency medical evacuation:

If a medical condition requires you to be transported from the scene of incidence to the
nearest hospital, you don’t have to worry about the expenses. If you are already admitted in a
hospital and need to be taken back to your country for further medical help or to be with your
loved ones, your travel insurance will take care of that too.
 CHAPTERIZATION
CHAPTER-1
INTRODUCTION
CHAPTER-2
REVIEW OF LITERATURE
CHAPTER-3
RESEARCH METHODOLOGY
 NEED OF THE STUDY
 OBJECTIVES OF THE STUDY
 SCOPE OF THE STUDY
 DATA COLLECTION
 LIMITATIONS
 STATISTICAL TOOLS
CHAPTER-4
INDUSTRY/COMPANY PROFILE
CHAPTER-5
DATA ANALYSIS
CHAPTER-6
FINDINGS
CHAPTER-7
SUGGESTION & CONCLUSION
BIBLIOGRAPHY
ANNEXURES