THE SUMMER TRAINING PROJECT REPORT

ON

Recruitment and Selection Process

In
Reliance Life Insurance
Submitted to U.P. Technical University, Lucknow
in partial fulfillment for the award of the degree of Master of Business
Administration

By
Sher singh
Roll no. - 0813470030

Guide
Ms. Neha Mehrotra

SITAPUR
2008-2010

1
PREFACE

2
 PREFACE
A project report may be described plan of any activities undertaking. We may say
that the project reports described are various activities of his concern. It gives us
practical aspect of the concerning subject.

At present insurance Sector has emerged as one of the good business amongst other,
everyone wants to get insure himself / herself because nobody knows that what will
happen in future. Except in everyone wants to invest the money where it increases at
a desirable rate with safety. These are the reasons why insurance sector is getting
the Covent of people. Now Insurance sector is expanding its wings without carrying
any boundary. Large number of companies are dealing in this field and trying to
encase the potential customer.
Now a day the fastest growing insurance sector has also affected the very big market
& share.
Reliance life Insurance is one the most renowned company in insurance sector. It is
one of the India’s leading private life insurance companies.
The numbers and importance of project report operating

is growing at a very fast rate in the society. We now

need input from different specialization area; the project

report is very suitable for detailed study on any area.

I have been given a project report on :-

1) Study the recruitment and selection process with reference to Reliance Life

Insurance Company.

2) Study the perception of recruited employee with reference to Reliance Life

Insurance Company.

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ACKNOWLEDGEMENT

4
 ACKNOWLEDGEMENT
Success or failure of an individual is judged by his performance in his particular
field of work . Performance depends on the strong points of the concern peoples
Success of my project depends upon two factors internal and external factor
includes sincere efforts, dedication to the work and good potential whereas
internal factors includes cooperation and support of Staff Members who patiently
tell me about the schemes and plans of the company.
I’m heavily thankful towards Director Fr. John D. Chakkanat of my institute
Sacred Heart Institute of Management & Technology, Fr. Johny who gave me this
great opportunity to do this summer training project work.
Good guidance and cooperation from others are such external factor, which
affects the percentage of success. Though in completing this project I tried my
level best but it could not be possible without proper guidance of my guide Fr.
Danny Mathew and all the faculty members of SHIMT.

I’m heavily indebted to Mr. Mohd. Aamir Sr. sales manager,

Reliance life Insurance (Sitapur) for his valuable guidance and suggestions, which
I sincerely value and appreciate.
At the same time, I would like to thanks Mr. Mahendra Sahaya (MBA HOD),
For his valuable guidance and cooperation

I’m also thankful towards Librarian Mr. Umaskant Mishra & all the staff members
of Sacred heart Institute of management & Technology for their cooperation

5
 Shashi Bhargava
MBA (3RD Semester)

6
 TABLE OF CONTENTS
S. No PARTICULARS

1- INTRODUCTION
Research Objective
Research Methodology
Research Process
Executive summary

2- HISTORY OF INSURANCE INDUSTRY

3- COMPANY PROFILE
Founder
Reliance Capital Limited
Reliance Life Insurance
Vision, Mission & Goal
Achievements

4. CORPORATE PROFILE

5. PRODUCTS
6. RIDERS
7. RECRUITMENT & SELECTION PROCESS
8. ANALYSIS
9. FINDINGS
10. CONCLUSIONS
11. RECOMMENDATIONS
12. SWOT ANALYSIS

7
13. LIMITATIONS
14. ANNEXURE

15. BIBLIOGRAPHY

INTRODUCTION

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ANATOMY OF PROJECT

FIRST OF ALL IT IS NECESSARY TO UNDERSTAND THE MEANING OF THE

WORD PROJECT….

“P” STANDS FOR WORD “PLANNING” WHICH DEALS WITH IDEA

OF THE THINKS, WHICH IS TO BE DONE BEFORE CONSTRUCTION

OF WORK.

“R” STANDS FOR WORD “RESOURCE” MEANS THE FUIDE THAT

HELPS TO PRESENTS THE FUNCITON OF THE PLANNED AREA OF

WORK.

“O” STANDS FOR “OVERLOAD EXPANSDION” OVER LOAD

MEANS THE ESTABLISHED EXPANISON, WHICH MAY OCCUR, IN

THE MANUFACTURED DESIGN & LAYOUT OF THE PROJECT

WORK.

“J” STANDS FOR “JOINT WORK” WHICH HAS BEEN PLANNED

TO BE DONE BY THECOMMON JOINT EFFORT THE ART WORK.

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“E” STANDS FOR THE WORK “ENGINEERING” SINCE FUNCTION IN

THE WORK IS TO BE DONE BY THE TECHNICAL PERSON UNDER

THE GUIDE”

“C” STANDS FOR “CONSTRUCTION” WHICH IS VERY NECESSARY

PART OF LIFE.

“T” STANDS FOR “TECHNIQUE” SINCE UNDER THE TECHNIQUE

WORK IT IS EASY TO DESIGN A PROJECT.

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RESEARCH OBJECTIVE

11
 RESEARCH OBJECTIVE
Research objective is the basis theme on which the survey is

conducted and on which the whole report depends.

The main Objective is :-

 To study about the “Recruitment & Selection Process in

Reliance Life Insurance Company”

The sub-objectives of this survey are:-

 To study the concept and nature of recruitment as a source

for acquiring employees.

 To study the method through which prospective candidates

may be recruited.

 To study the nature of selection process so as to make it

effective.

 To identify the various source of getting information, this

may be useful in proper selection.

 To understand various selection test and how these are

conducted to draw out meaningful inputs for selection.

 To understand how interviews contribute to the

effectiveness of selection process.

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 To understand the process involved in interview process and
how interview made effective.

 To study the level of satisfaction of recruited employees.

 To study the behavior, values and beliefs of recruited

employees.

RESEARCH
METHODOLOGY

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 RESEARCH METHODOLOGY

In order to carry out the study, it is important to take help of research methodology
to complete the study properly.

PLACE OF RESEARCH- The place of research was limited to the Reliance life

insurance, North Central Zone.

TYPE OF UNIVERSE- The universe consisted of the employees of Reliance life

insurance, North Central Zone.

DATA COLLECTION- The direct structured questionnaire technique was adopted

with a separated set of questions. The question consisted of open ended and close ended

question. Including multiple choices question the other sources where the part records of

the organization. Based on the data collected I have tried to make the research as accurate

as possible through analysis.

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PROCESSING AND ANALYSIS OF DATA-
The research is not complete with just the collection of data. The data after a collection as

to be processed and analyzed in accordance with the required it has been then on the

following steps-

1-EDITING-
Editing of data process of examine the collected raw data to detect error and

omission and to correct these if possible. Editing means done to assure that data is

accurate in uniformly entered as possible and has been well arranged for coding and

tabulation.

2- CODING-
Coding refer to the process of assigning number of other symbols to

answer so that responses can be put into a limited number of categories or classes, such

classes should be the research problem under consideration.

3-CLASSIFICATION-
More research studies result in a large volume of row data which must be

reduced into homogeneous group on the basis of following parameter-?

 Recruitment Process

 Selection Interview.

 Working condition.

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  Behavior of HR Department.

 Satisfaction with job performance .

4-TABULATION- Tabulation is the process of summarizing row data and displaying

the same in compact from the future analysis.

RESEARCH PROCESS

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RESEARCH PROCESS

Problem Formulation

Research Design

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 Sample Design

Data Collection Technique

Field Work

Analysis and interpretation and Research Report

In the planning of the project and survey, the entire schedule of work was divided in to 13

teps which are as follows:-

1- Defining the objectives

2- Defining the population

3- Frame the sample units

4- Data collection

5- Questionnaire

6- Methods of collecting data

7- Non-respondent classification

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 8- Selection of proper Sample size

9- Organizing the field work

10- Execution of the project

11- Summery and analysis

12- Information gathered for the further survey

13- Preparation of the report

Let us understand all the 13 steps in detail:

(1) DEFINING THE OBJECTIVE:-

The main objective is to find out the “Recruitment & Selection Process

in Reliance Life Insurance Company”. This survey is conducted to depict the

nature and process of recruitment and selection in RLIC.

(2) DEALING THE POPULATION:-

Population refers to the total items about which the information is desired.

Here in this project I have considered finite population that is we are taking one single

individual as single unit, which is fixed the 100 questionnaires, each separately by the

single individual.

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(3) FRAME THE SAMPLING UNITS:-
The elementary units or the group of such units may form the basis of sampling

process. A list containing all such sampling frames consists of a list of items form, which

the sample is to be drawn. It is often impossible to draw a sample directly from the

population.

In case of this project I simple located the different areas of North Central Zone which

consist 11 Branches and conducted a survey by taking the information in the form of

questionnaire. These 11 branches are-

 Sitapur
 Shahjahanpur
 Bareli-1,Bareli-2
 Hardoi
 Bailgram
 Sahaswan
 Gola
 Badaiu
 Kashganj
 Pelebheet
 Puranpur

(4) DATA COLLECTION:-

There are several ways of collecting the data which different considerably in

context of money, cost, time and other resources. In this project the data which was

required gave details about the process of recruited employees of Reliance Life Insurance

Company.

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(5) QUESTIONNAIRE-
To develop an effective questionnaire following points should be kept in mind:-

a) Keep in view the problem to be studied.

b) Questions should be appropriate and simple and must be constructed with a view

to their forming a logical part of a well thought out tabulation plan.

c) Proper sequencing of questions.

d) Should be examined properly and if error found, should be removed.

e) Pre-testing of questionnaire is necessary.

(6) METHODS OF COLLECTING DATA:-

Normally there are 2 methods of collecting the data

a) Primary data

b) Secondary data

In this project we require primary data, which is necessary to obtain the

secondary data. We have collected the information by communicating with

the respondents though questionnaires.

(7) NON-RESPONDENT CLASSIFICATION:-

It is very necessary to classify the respondents from the sample who didn’t give

proper reply while conducting the research. The reason for doing this is that it may create

a systematic bias.

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(8)SELECTION OF PROPER SAMPLE SIZE:-
A sample design is a definite plan for obtaining a result from the given

population. In this project the sample size is of 100

(9) ORGANIZE THE FIELD WORK:-

Fieldwork is done in this project individually with no biasness. The fieldwork

comprises of filling of questionnaire by different branches employees.

(10) EXECUTION OF THE PROJECT:-

Proper execution of the project is important. Steps should be taken to ensure that

the survey is under statistical control so that the collected information is in accordance

with the pre-defined standard of accuracy.

(11) SUMMARY AND ANALYSIS OF DATA:-

Once the data is collected the next task is to analyze it. The raw data should be

classified into some purposeful usable categories. For example: tabulation, coding, etc

Analysis work, after tabulation, is generally based on the computation of various

percentages, coefficients, and etc. by applying various well-defined statistical formulae.

Here in this report it is found that the investment pattern of people in private insurance

companies is not satisfactory.

(12) INFORMATION GATHERED FOR FUTURE SURVEY:-

The information gathered for further survey is summarized as under:-

 Mostly applicants got information about the job through advertisement.

 In RLIC , organization prefer achievement test for recruiting employees.

 In RLIC, 100% Selected candidates are called for interview.

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  Mostly recruited employees have professional qualification.

 Almost all the employees have average satisfaction with the job but not

comfortable with top management

(13) PREPARATION OF THE REPORT:-

Final report is prepared according to the work done. Following points

must be kept in mind in this regard:-

• The layout

• Report should be concise and simple

• Proper graphs and charts must be used for the explanation.

• Limitation in the report should be clearly, mentioned.

RESEARCH PROCESS ADOPTED

Research Area : North Central Zone

Sample Size : 100

Primary Data collected : Through Questionnaire

Secondary Data : Through Internet, Books, etc.

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24
 EXECUTIVE
SUMMARY

EXECUTIVE SUMMARY

The report is prepared for the partial fulfillment of MBA programmed and as a

part of curriculum.

The report is an attempt to find out the “Recruitment and Selection Process in

Reliance Life Insurance Company”.

This exploratory research is being conducted by survey on the people of North

Central Zone.

The survey was conducted through questionnaires by personally and telephonic

interviewing each respondent on a number of queries structured in questionnaire.

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 The data thus collected through survey was organized in a database, which could

be referred for future endorsements. The data thus collected was the subjected to analysis

by a mixture of common and advanced statistical technique.

The above-mentioned survey was conducted on 100 respondents. The respondents

were selected from different branches of the North Central Zone.

The respondents were taken from various designation.- Branch manager, Sales

manager, Customer Care Executive.

The study has been divided into various chapters all explaining Reliance Life

Insurance hegemony in the current market, its foray into the Indian market and its present

conditions.

It was found in the survey that mostly recruited employees have average level of

satisfaction in Reliance Life Insurance Company.

THE HISTORY OF INDIAN INSURANCE

INDUSTRY

In 1818 the British established the first insurance company in India in

Calcutta, the Oriental Life Insurance Company. First attempts at regulation
of the industry were made with the introduction of the Indian Life Assurance
Companies Act in 1912. A number of amendments to this Act were made
until the Insurance Act was drawn up in 1938. Noteworthy features in the
Act were the power given to the Government to collect statistical
information about the insured and the high level of protection the Act gave
to the public through regulation and control. When the Act was changed in
1950, this meant far reaching changes in the industry. The extra
requirements included a statutory requirement of a certain level of equity

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capital, a ceiling on share holdings in such companies to prevent dominant
control (to protect the public from any adversarial policies from one single
party), stricter control on investments and, generally, much
tighter control. In 1956, the market contained 154 Indian and 16 foreign life
insurance companies. Business was heavily concentrated in urban areas and
targeted the higher echelons of society. “Unethical practices adopted by
some of the players against the interests of the consumers” then led the
Indian government to nationalize the industry.
In September 1956, nationalization was completed, merging all these
companies into the so-called Life Insurance Corporation (LIC). It was felt
that “nationalization has lent the industry fairness, solidity, growth and
reach.”

Some of the important milestones in the life

insurance business in India are:

1912: The Indian Life Assurance Companies Act enacted as the first statute
to regulate the life insurance business.

1928: The Indian Insurance Companies Act enacted to enable the

government to collect statistical information about both life and non-life
insurance businesses.

1938: Earlier legislation consolidated and amended to by the Insurance Act

with the objective of protecting the interests of the insuring public.

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1956: The market contained 154 Indian and 16 foreign life insurance
companies.

COMPANY PROFILE

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 FOUNDER
Few men in history have made as dramatic a contribution to their country’s economic
fortunes as did the founder of Reliance, Shri. Dhirubhai H Ambani. Fewer still have
left behind a legacy that is more enduring and timeless.

 As with all great pioneers, there is more than one unique way of describing the
true genius of Dhirubhai: The corporate visionary, the unmatched strategist, the
proud patriot, the leader of men, the architect of India’s capital markets, the
champion of shareholder interest.

 But the role Dhirubhai cherished most was perhaps that of India’s greatest wealth
creator. In one lifetime, he built, starting from the proverbial scratch, India’s
largest private sector enterprise.

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 When Dhirubhai embarked on his first business venture, he had a seed capital of
barely US$ 300 (around Rs 14,000). Over the next three and a half decades, he
converted this fledgling enterprise into a Rs 60,000 crore—an achievement which
earned Reliance a place on the global Fortune 500 list, the first ever Indian private
company to do so.

 Dhirubhai is widely regarded as the father of India’s capital markets. In 1977,

when Reliance Textile Industries Limited first went public, the Indian stock
market was a place patronised by a small club of elite investors which dabbled in
a handful of stocks.

 Undaunted, Dhirubhai managed to encourage a large number of first-time retail

investors to participate in the unfolding Reliance story and put their hard-earned
money in the Reliance Textile IPO, promising them, in exchange for their trust,
substantial return on their investments. It was to be the start of one of great stories
of mutual respect and reciprocal gain in the Indian markets.

 Under Dhirubhai’s extraordinary vision and leadership, Reliance scripted one of

the greatest growth stories in corporate history anywhere in the world, and went
on to become India’s largest private sector enterprise

 Through out this amazing journey, Dhirubhai always kept the interests of the
ordinary shareholder uppermost in mind, in the process making millionaires out of
many of the initial investors in the Reliance stock, and creating one of the world’s
largest shareholder families.

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 RELIANCE CAPITAL LIMITED

 Reliance Capital Limited (RCL) is a Non-Banking Financial Company

(NBFC)registered with the Reserve Bank of India under section 45-IA of the
Reserve Bank of India Act, 1934.

 Reliance Capital sees immense potential in the rapidly growing financial services
sector in India and aims to become a dominant player in this industry and offer
fully integrated financial services.

 Reliance Capital has interests in asset management and mutual funds; life and
general insurance; private equity and proprietary investments; stock broking;
depository services; distribution of financial products; consumer finance; and
other activities in financial services.

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 Reliance Capital has a net worth of Rs. 7,491 crore (US$ 1.5 billion) and total
assets of Rs. 24,260 crore (US$ 4.8 billion) as of March 31, 2009.

ABOUT RELIANCE LIFE INSURANCE

 Reliance Life Insurance Company Ltd. Is one of the major market

players in insurance sector. It is an associate company of Reliance Capital
Ltd., a part of Reliance - Anil Dhirubhai Ambani Group.

 Being one of the top 3 private sector financial services companies in India,
Reliance Insurance aims at "empowering everyone live their dreams".
Reliance Life Insurance or RLIC has insured more than 1.7 Million people
in 2 years of operation. Not only this, it is certified ISO 9001:2000 for all
the processes. To add another feather to its hat, Reliance Life Insurance
was awarded the Jamnalal Bajaj Uchit Vyavahar Puraskar 2007-
Certificate of Merit.

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 Reliance Life Insurance offers you products that fulfill your savings and
protection needs. Our aim is to emerge as a transnational Life Insurer of
global scale and standard.

 Reliance Life Insurance Company Limited is part of Reliance Capital

Ltd.-of the Reliance Anil Dhirubhai Ambani Group. Reliance Capital

is one of the India’s leading private sector financial service Companies,

and ranks among the top 3 private sector financial services and banking

Company in terms of net worth. Reliance Capital has interests in asset

management and mutual funds, Stock broking, life and general insurance,

proprietary investments, private equity and other activity in financial

services.

 Reliance - Anil Dhirubhai Ambani Group also has presence in

Communications, Energy, Natural Resources, Media, Entertainment,
Healthcare and Infrastructure.
 Reliance life insurance is another step forward for Reliance Capital
Limited to offer need based Life Insurance Solution to individuals and
Corporate.

Reliance Life Insurance is an associate company of Reliance Capital



Ltd. Which along with its associates has acquired 100% shares in

AMP Samna Life Insurance Co Ltd.

Reliance Life Insurance has a pan
India presence and a range of products catering to individual as well as
corporate needs. Reliance Life Insurance has 1,145 branches and over
142,000 agents. It offers 35 products covering savings, protection &
investment requirements.

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  Reliance Life Insurance will endeavor to attain a leadership position in the
market over the next few years, by further expanding and strengthening its
distribution network and offering a diverse array of products to suit the
varied and specific needs of individual customers.

VISION, MISSION & GOAL

Vision

Empowering everyone live their dreams.

Mission

Create unmatched value for everyone through dependable, effective,

transparent and profitable life insurance and pension plans.

Our Goal

Reliance Life Insurance would strive hard to achieve the 3 goals mentioned
below:

• Emerge as transnational Life Insurer of global scale and standard

• Create best value for Customers, Shareholders and all Stake holders

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• Achieve impeccable reputation and credentials through best business
practices

ACHIEVEMENTS

• RLIC closed the last financial year with a New Business Premium of Rs 3513

Crores.

• For 3 successive years, since inception, the Company has been amongst the fastest

growing Companies in the Life Insurance Industry achieving a growth rate of

28% in the last financial year against a market growth of -6%. In the Individual

Business segment, the company achieved a growth rate of 59% in terms of WRP

against the private industry growth of 1%.

• Reliance Life has been one of the fastest gainers in market share growing from

1.9% amongst private players in Mar'06 to 10.3% as of Mar'09. This has resulted

in the Company growing to becoming the 4th largest private player in just two

years starting at position of 11.

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• The Company has been the fastest company to reach the 3 million policy mark

and was the 3rd largest private insurer in terms of Policy count in 2008-09

• Reliance Life has accomplished a large distribution ramp-up in the Industry in a

short span of time by opening 1145 branches in just over 2 year.

• RLIC continues to be amongst the foremost Life Insurance companies in India to

be certified ISO 9001:2000 for all the processes.

• Awarded the Jamnalal Bajaj Uchit Vyavahar Puraskar 2007- Certificate of

Merit in the Financial Services category by Council for Fair Business Practices

(CFBP).

• The Company has also won the DL Shah Quality Council of India

Commendation Award in the services category in feb 2008 for its work on

promoting 'self help channels for service'

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CORPORATE PROFILE

37
 CORPORATE PROFILE

• Chairperson – Teena Ambani

• Dpt. CEO – Malay Ghosh

• CEO – Sam Ghosh

• CMO – Sanjay Jain

• COO – Mr.Love Yadav

• Vice President(Group Infrastructure) – Mr.Kishan Kumar Daga

• Appointed Actuary – Ms. Pournima

• Chief Investment Officer – Mr. R. Rangarajan

• HR-Head – Ms. Shaina Makhija

• India Agency Head – Manoranjan Sahu

• Regional Business Head (North Central Zone ) – Neeraj Kumar

• Regional Head(North Central Zone) – Abhishek Srivastava

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• Branch Manager (Sitapur) – Amir Siddiqui

PRODUCTS

39
 RELIANCE LIFE INSURANCE OFFERS A
COMPLETE RANGE OF INSURANCE
PRODUCTS

Life is unpredictable, but in face of adversity, our responsibilities towards our parents,
children and loved ones need not be compromised. Insurance planning equips you to
smooth out the uncertainties and adversities that life might send you way, so that the best
that life has to offer, secure in the knowledge that you beloved ones are well provide for.

Reliance Life Insurance is here with a series of plans that will help you make wise
investments, protect your family, secure your child’s future and even chalk out a plan for
your retirement.

Insurance Plans
 Protection Plans
Protect your family even when you’re not around by investing in Reliance
Protection Plans

 Savings & Investment Plans

Reliance Savings & Investment Plans help you to set aside some money to
achieve specific goals in life, which means that you can enjoy life and provide for
your family’s daily needs

 Retirement Plans
Invest today in Reliance Retirement Plans and save money to enjoy life even after
retirement.

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  Child Plans
Save systematically and secure your child’s future needs by investing in Reliance
Child Plans.

PROTECTION PLANS
In today’s uncertain world, there could be calamity at every step of the life. It is up to you
to ensure that your family stays protected always. Reliance Protection Plans would mean
your family’s future is in safe hands.

Protection Plans

Reliance Term Plan

Invest in the Reliance Term Plan, a pure life insurance plan that offers you
comprehensive and affordable coverage for a limited period of time to suit
your needs

Reliance Simple Term Plan

Make a smart investment move by investing in the cost-effective Reliance
Simple Term Plan, which offers you comprehensive coverage for a specified
period of time to suit your needs

Reliance Special Term Plan

Imagine a life insurance policy, which on maturity returns to you all the
premiums you had paid for your basic policy. The Reliance Special Term
Plan offers that and much more

Reliance Credit Guardian Plan

The Reliance Credit Guardian Plan secures your family from any loan
liabilities you have incurred in case of your untimely demise. On survival at

41
maturity, you will be returned all the premiums paid for the basic policy.

Reliance Special Credit Guardian Plan

Invest in the Reliance Special Credit Guardian Plan and protect your family
from any loan liabilities you have incurred. On survival at maturity, all
premiums paid for the basic policy will be returned to you

Reliance Endowment Plan

The Reliance Endowment Plan gives you financial independence by allowing
you to decide the amount of Sum Assured based on your current financial
position and expected future expenses… Dream!!.

Reliance Special Endowment Plan

Imagine an endowment plan that protects you for a certain period even after
you have received your lump sum—that is exactly what the Reliance Special
Endowment Plan offers you with other added benefits

Reliance Connect 2 Life

The Reliance Connect 2 Life Plan gives you the option to upgrade your life
cover to keep pace with your changing lifestyle. As your income grows, your
family will have sufficient cover

Reliance Whole Life Plan

Give your family a lifetime of timely financial support by investing in the
Reliance Whole Life Plan. This will help you enjoy your life to the fullest

Reliance Wealth + Health Plan

Invest in the Reliance Wealth Health Plan and balance your health needs and
wealth needs, without compromising on either health or wealth

42
Reliance Cash Flow Plan
Invest in the Reliance Cash Flow Plan and reap the dual benefits of a life
insurance plan and easy liquidity through lump sum cash, which means you
can get a percentage of the Sum Assured at periodic intervals

SAVINGS & INVESTMENT PLANS

43
In life, you have always given your family whatever they have wanted. Yet, there are
some promises you have to fulfil, such as taking your family for a vacation, or buying
that dream house. Set aside some money to achieve these specific goals with the help of
Reliance Savings & Investment Plans. The plan allows you to experience the joys of life
and provide for your family’s needs.

Savings & Investment Plans

Reliance Super InvestAssure Plus Plan

Reliance Super InvestAssure Plus Plan is an ultimate investment plan that
offers the benefit of life insurance cover along with flexible investment
options. What makes it even more attractive is that it offers additional
allocation of units every year to enhance your investment, thereby enabling
you to enjoy potentially higher returns without compromising on the security
of your family!.

Reliance Super Invest Assure Plan

Reliance Super InvestAssure is a complete plan which addresses your vital
needs like Flexibility, Security, Investment Return and Financial Planning.

Total Investment Plan I - Insurance

Reliance TIPS -Series I- Insurance is a Unit Linked Investment + Insurance
Plan that helps you meet all your financial needs, without the complexity of
managing multiple products

Reliance Wealth + Health Plan

Invest in the Reliance Wealth Health Plan and balance your health needs and
wealth needs, without compromising on either health or wealth

44
Reliance Super Automatic Investment Plan
The Reliance Super Automatic Investment Plan is an enhanced unit linked
plan that allows you to choose the right investment mix to reap maximum
benefits.

Reliance Money Guarantee Plan

To reap the benefits of a rising market and to protect yourself from any
market decline, invest in the unit linked Reliance Money Guarantee plan that
gives you the perfect balance between Protection and Savings

Reliance Cash Flow Plan

Invest in the Reliance Cash Flow Plan and reap the dual benefits of a life
insurance plan and easy liquidity through lump sum cash, which means you
can get a percentage of the Sum Assured at periodic intervals

Reliance Super Market Return Plan

The Reliance Super Market Return Plan gives you insurance protection and
allows you to benefit from investment growth. It works through your life and
meets the changing requirements you may have from time to time

Reliance Endowment Plan

The Reliance Endowment Plan gives you financial independence by allowing
you to decide the amount of Sum Assured based on your current financial
position and expected future expenses

Reliance Special Endowment Plan

Imagine an endowment plan that protects you for a certain period even after

45
you have received your lump sum—that is exactly what the Reliance Special
Endowment Plan offers you with other added benefits

Reliance Whole Life Plan

Give your family a lifetime of timely financial support by investing in the
Reliance Whole Life Plan. This will help you enjoy your life to the fullest.

Reliance Super Golden Years Plan

The Reliance Super Golden Years Plan helps you save systematically and
generate the much-needed corpus to help you enjoy life after retirement

Reliance Super Golden Years Plan - Value

Realise all your dreams of playing golf, or going for a world tour after
retirement by investing in the Reliance Super Golden Years Plan Value,
which helps you generate the amount you will need for the future...

Reliance Super Golden Years Plan - Plus

Invest in the special Reliance Super Golden Years Plan Plus that not only
helps you build the corpus you need after, but also collects a basic minimum
amount in case something were to happen before you realise your dreams...

Reliance Connect 2 Life Plan

The Reliance Connect 2 Life Plan gives you the option to upgrade your life
cover to keep pace with your changing lifestyle. As your income grows, your
family will have sufficient cover

Reliance Imaan Investment Plan

46
 For the select few like you, Reliance Imaan Investment Plan is an enhanced
Unit Linked plan addressing comprehensive needs to strike that perfect
balance of Protection and Savings...

Reliance Savings Linked Insurance Plan

This is a regular premium, unit linked savings plan. The plan offers the twin
benefit of insurance cover along with savings, by investing in market linked
securities...

RETIREMENT PLANS
A reliance retirement plan will help you save money for your retirement. It ensures that
you continue to get some income after retirement thereby ensuring that you do not have
to depend on any other person or make any compromises to maintain the same lifestyle.

Retirement Plans

Total Investment Plan II - Pension

When you invest in the Reliance Total Investment Plan, you give yourself the
assurance that you will make each one of your dreams come true.

Reliance Super Golden Years Plan

The Reliance Super Golden Years Plan helps you save systematically and
generate the much-needed corpus to help you enjoy life after retirement.

47
Reliance Super Golden Years Plan - Value
Realise all your dreams of playing golf, or going for a world tour after
retirement by investing in the Reliance Super Golden Years Plan Value,
which helps you generate the amount you will need for the future.

Reliance Super Golden Years Plan - Plus

Invest in the special Reliance Super Golden Years Plan Plus that not only
helps you build the corpus you need after, but also collects a basic minimum
amount in case something were to happen before you realise your dreams.

Reliance Wealth + Health Plan

Invest in the Reliance Wealth Health Plan and balance your health needs and
wealth needs, without compromising on either health or wealth.

Reliance Super Automatic Investment Plan

The Reliance Super Automatic Investment Plan is an enhanced unit linked
plan that allows you to choose the right investment mix to reap maximum
benefits. It also provides you with enhanced Life Cover.

Reliance Money Guarantee Plan

To reap the benefits of a rising market and to protect yourself from any
market decline, invest in the unit linked Reliance Money Guarantee plan that
gives you the perfect balance between Protection and Savings.

48
 CHILD PLANS
The Reliance Child Plan helps you save systematically so that you can secure your
child’s future needs. Be it higher education, his or her first home or any other
requirement, you will always be there for your child when he or she needs you.

Child Plans

Reliance Super InvestAssure Plan

Reliance Super InvestAssure is a complete plan which addresses your vital
needs like Flexibility, Security, Investment Return and Financial Planning.
With all its key benefits, it is here to ensure that there will always be more
than you can ask for!

Reliance Child Plan

Save systematically and secure the financial future of your child by investing
in the Reliance Child Plan and let your child enjoy today without worrying
about tomorrow.

49
 Reliance Secure Child Plan
Reliance Life Insurance presents a unit linked insurance plan that secures
your child’s financial future, leaving you free from worry .

Reliance Wealth + Health Plan

Invest in the Reliance Wealth Health Plan and balance your health needs and
wealth needs, without compromising on either health or wealth.

ULIP OF RELIANCE LIFE INSURANCE:

Reliance Money guarantee plan

“Always up, never down. Unbeatable protection, for

your investments”

UNDER THIS PLAN THE INVESTMENT RISK IN THE INVESTMENT

PORTFOLIO IS BORNE BY THE POLICYHOLDER.

The Reliance money Guarantee plan is a unit Linked product addressing

comprehensive need to strike that prefect balance of Protection and Savings that you

deserve as you grow successfully. The Reliance money Guarantee plan is a Regular

premium Unit Linked Policy which guarantees the entire premium (including premiums

for top-ups) paid by you. This is a plan, which helps you reap all the benefits of a rising

market simultaneously protecting you from the downside risk of the market.

50
Key Features Reliance Money Guarantee plan:

 Capital Guarantee the sum of all premiums paid is guaranteed on maturity or on

death before the maturity.

 Capital Guarantee is available on both the basic premiums as well as on top-on

premiums

 Unique Return Shield feature to protect your returns.

 Choice to invest from 3 pre-packaged investment fund options.

 Unmatched flexibility through our ‘Exchange option’ to move between the

Reliance money Guarantee suite of products offered, as you grow up the ladder

 Liquidity in the form of partial withdrawals from top-up fund

 Option to package with Accidental Death & Disability and Term Insurance riders

Benefits in Details

Capital Guarantee: The plan offers Capital Guarantee provided the Policy is kept in full

force by payment of due premiums on time.

Capital Guarantee under the Basic Plan: Premiums paid under the Basic Plan are

guaranteed on the maturity of the Policy or on death during the Policy Term.

51
Capital Guarantee under the Top-Up premiums: Each top-up premium paid is

guaranteed on death during the Policy Term provided there are no partial withdrawals

from that top-up.

Each top-up premium paid is guaranteed on maturity of the Policy provided the Policy

Term is greater than ten years, there are no partial withdrawals from that top-up and the

top-up was paid ten years before the maturity date.

Life Cover Benefit: The amount of Death Benefit depends on the age of the Life

Assured at the time of death

i. If the age of the Life Assured at the time of death is more than 12 years last

birthday while the Policy is in force, the Company will pay the sum of:

1. Higher of (Sum Assured, Fund Value as on date of intimation of death

under Basic Plan, Premiums paid under the Basic Plan excluding any extra

or additional premiums paid.)

2. Higher of (Fund Value as on date of intimation of death under top- ups

and top-up premium paid provided no partial withdrawal is made from

that top-up)

ii. However if the Life Assureds age at the time of death is less than or equal to 12

years last birthday while the Policy is in force, the Death Benefit will be the sum

of:

52
 1. Higher of (Fund Value as on date of intimation of death under Basic Plan

and premiums paid under the Basic Plan excluding any extra or additional

premiums paid) and

2. Higher of (Fund Value as on date of intimation of death under top- ups

and top-up premium paid provided no partial withdrawal is made from

that top-up)

iii. The Policy terminates on payment of the Death Benefit.

Maturity Benefit: The Maturity Benefit is the sum of

1. Higher of (Fund Value under Basic Plan and Premiums paid under Basic Plan

excluding any extra or additional premiums paid)

2. Maturity Benefit under Top-Up

If Policy Term is greater than ten years, the Maturity Benefit under top-up is the

higher of (Fund Value under the top-up and top-up premium paid provided there

is no partial withdrawal from that top-up)

If Policy Term is ten years; the Maturity Benefit under the top-up is the Fund

Value under the top-up.

The Policy Terminates on payment of the Maturity Benefit.

Sum Assured

The fixed Sum Assured under the Basic Plan would be calculated as the amount of

annual premiums payable for half the Policy Term

53
Rider Benefit: You can add Accidental Death & Accidental Total and Permanent

Disablement Benefit Rider & Term Life Insurance Benefit Rider.

Traditional Plan of Reliance Life Insurance:

Reliance cash flow Plan

While most insurance plans block your money for a certain period of time, Reliance Cash

Flow Plan gives you the double benefit of life insurance along with easy liquidity through

lump sum cash. It provides money periodically when you need it.

It lets you live life to the fullest today and at the same time, helps you stay protected for

tomorrow by giving you the flexibility of receiving a specified percentage of the Sum

Assured at specified intervals.

Key Features

54
 • Easy Liquidity - Get periodic cash flows at the end of the fourth year and

thereafter at the end of every three years

• Wealth creation through bonus additions

• On maturity receive accumulated bonuses along with final lump sum payout

• More value for your money by way of High Sum Assured Rebate

• Full Sum Assured plus bonuses in case of your unfortunate death. This is over and

above the Survival Benefits already paid

• Option to add two riders – Critical Illness Rider and Accidental Death Benefit &

Total and Permanent Disablement Rider

Reliance Child Insurance Plan

As a parent, it is only natural to dream of a smooth and blissful life for your child. Which

is exactly why you need to secure your child’s tomorrow, today.

Reliance Child Plan helps you save systematically so that you can give your child the

much-needed financial security in the future. Simply put, Reliance Child Plan gives you

the freedom to enjoy every moment with your child today, without worrying about

his/her tomorrow.

Key Features

• Risk protection for you during the term of the Policy

• Accumulated bonus at the end of the Policy Term

55
 • 25% of Sum Assured payable every year as lump sum benefit during the last four

Policy anniversaries

• All future premiums are waived in the event of unfortunate loss of life

• Guaranteed Fixed Benefits continue even after loss of life of the Policyholder

• More value for your money by way of High Sum Assured Rebate

• Choose to add the benefit of two riders – Critical Illness Rider and Accidental

Death Benefit & Accidental Death Benefit & Total and Permanent Disablement

Rider

• Policy participates in profit even after the loss of life of the Life Assured

Reliance Whole Life Plan

You always loved your family. As a loving person you also wanted to be rest assured in

the knowledge that they will be happy, even if something were to happen to you. With

Reliance Whole Life Plan you can be sure that your family will receive that timely

financial support they need.

Go ahead, live your today to the fullest without a worry about tomorrow.

Key Features

• Insurance protection till age 85

• Choose to extend your insurance coverage till age 99

56
 • Convenient Premium Payment Term Wealth creation through bonus additions

• More value for your money by way of High Sum Assured Rebate

• Get Sum Assured plus bonuses in case of your unfortunate death

• Option to add two riders – Critical Illness and Accidental Death Benefit & Total

& Permanent Disablement Rider

• Policy Loan available after three full years’ premium payment

RIDERS
Reliance Life Insurance gives you the freedom to form you very own comprehensive
insurance policy by adding the rider benefits to the basic life insurance policy. Add from
the following list of benefits to increase the scope of you policy, at nominal cost.
 Critical Illness Rider
 Accident And Disability Benefit Rider
 Term Life Insurance Benefit Rider
 Waiver of Premium Rider (WOP)

Critical Illness Rider

Sudden onset of a major Illness causes worries and heavy expenses. Our optional

Critical Conditions Cover helps provide financial relief in such cases. It pays you the

Sum Assured upfront in respect of ten major illnesses.

• Cancer
• Coronary artery bypass surgery

57
 • Heart Attack
• Stroke
• Kidney failure
• Aorta Surgery
• Coma
• Heart Valve replacement
• Major organ Transplant
• Paralysis

This Benefit can be availed only once against any one of the illnesses and the Company

will not pay the claim if it arises from deliberate self-injury or attempted suicide by the

Life Assured, whether sane or insane. This benefit will only be given, if the diseases are

confirmed by a Consultant Physician.

Critical Illness
Age at entry 18 yrs 55 yrs
Age at expiry 25 yrs 64 yrs
Rs 10,00,000 (subject to a maximum of basic
Sum Assured Rs 1,00,000
policy sum assured)
Minimum policy
5
term

Cancer: any CIN stage (cervical intraepithelial neoplasia); any pre-malignant tumour;

any non-invasive cancer (cancer in situ); prostate cancer stage 1 (T1a, 1b, 1c); all skin

cancers including malignant melanoma stage IA (T1a N0 M0); any malignant tumour in

the presence of any Human Immunodeficiency Virus.

58
Heart Attack: Non-ST-segment elevation myocardial infarction (NSTEMI) with

elevation of Troponin I or T; other acute Coronary Syndromes.

Stroke: Transient ischemic attacks (TIA); neurological symptoms due to migraine.

Coronary Artery (Bypass) Surgery: Angioplasty and/or any other intra-arterial

procedures; key-hole surgery.

Paralysis: Paralysis due to Guillain-Barré-Syndrome.

The Company will not pay the Critical Illness Benefit if:

• The critical illness begins prior to or within six months of the commencement

date or date of reinstatement of the Benefit - Waiting Period

• Death from critical illness takes place within 30 days of the onset of the same –

Survival Period

Accident and Disability Benefit Rider

Accidents are unfortunate and sometimes fatal. You can customize your basic Policy with

an Accidental Death Benefit & Total and Permanent Disablement Benefit Rider.

The Accidental Death benefit is payable if death occurs directly as a result of an accident

and is intimated within 90 days of the occurrence.

The Benefit payable is equal to the Rider Sum Assured. The minimum Sum Assured is

Rs 25,000 and the maximum under all Policies taken together is Rs 50,00,000.

59
The Total and Permanent Disablement Benefit is payable if the Life Assured becomes

totally and permanently disabled directly as a result of an accident.

The Disablement Benefit is equal to the basic Sum Assured paid in ten equal annual

installments

Total and Permanent Disablement is defined as the total and irrecoverable loss of sight of

both eyes, or loss by severance of two limbs at or above wrist or ankle, or total and

irrecoverable loss of the sight of one eye and loss by severance of one limb at or above

wrist or ankle for a period of at least six months.

Inbuilt Waiver of Premium

If the Life Assured becomes totally and permanently disabled, then Reliance Life

Insurance will waive all future premiums under the basic policy and riders up to a limit of

Rs 40,000 p. a.

Accidental Death & Disability Benefit

Age at entry 18 yrs 59 yrs
Age at expiry 25 yrs 64 yrs
Rs 50,00,000 (subject to a maximum of basic
Sum Assured Rs 25,000
policy sum assured)

Exclusions

The Company will not pay any Accidental Death Claim or Total and Permanent

Disablement Claims, which results directly or indirectly from any one or more of

the following:

• An act or attempted act of self-injury,

60
 • Participation in any criminal or illegal act,

• Being under the influence of alcohol or drugs except under direction of a

registered medical practitioner,

• Racing or practicing racing of any kind other than on foot,

• Flying or attempting to fly in, or using or attempting to use, an aerial device of

any description, other than as a fare paying passenger on a recognized airline or

charter service,

• Participating in any riot, strike or civil commotion, active military, naval, air

force, police or similar service, or

• War, invasion, act of foreign enemies, hostilities or war like operations (whether
war be declared or not), civil war, mutiny, military rising, insurrection, rebellion,
military or usurped power or any act of terrorism or violence.

Term Life Insurance Benefit Rider:

Add the advantage of the Term Life Insurance Benefit rider to your basic Policy and
increase risk coverage.

In the event of unfortunate loss of life the Term Life Insurance Benefit is payable and the

amount payable is equal to the rider Sum Assured.

There is no Maturity Benefit.

Term Insurance
Minimum / Maximum Age at
18 / 59
entry
64 yrs (policy anniversary immediately following
Maximum Age at expiry
age)

61
Sum Assured Rs 1,00,000 Equal to basic policy sum assured
Policy Term Equal to basic policy term

Waiver of Premium Rider (WOP)

In the event of unfortunate loss of life, your child is completely protected. The Company

waives the entire future premium apart from paying the Sum Assured to the Beneficiary.

In additions all the fixed benefits are paid as and when due. Bonuses will remain attached

to your Policy and are payable at maturity.

62
.

RECRUITMENT
&
SELECTION

63
 RECRUITMENT
DEFINATION

 According to Hari
“Recruitment is the process of attracting qualified applicants for a specific job,

The process begins when applications are brought in and ends when the same is

finished. the result is a pool of applicants, from where the appropriate candidate

can be selected”

 According to Sailaja. m
“Recruitment is the process of attracting prospective employees and stimulating

them for applying job in an organization”.

 According to Anitha.k

“Recruitment is the process of selecting apt person or graduate for the required

job available in any organization .as it is a part HRM function ...through

various process like media, newspapers etc which ever has social links .”

64
 Purpose & Importance of Recruitment

• Attract and encourage more and more candidates to apply in the organization.

• Create a talent pool of candidates to enable the selection of best candidates for the
organization.

• Determine present and future requirements of the organization in conjunction with

its personnel planning and job analysis activities.

• Recruitment is the process which links the employers with the employees.

• Increase the pool of job candidates at minimum cost.

• Help increase the success rate of selection process by decreasing number of

visibly under qualified or overqualified job applicants.

• Help reduce the probability that job applicants once recruited and selected will
leave the organization only after a short period of time.

• Meet the organizations legal and social obligations regarding the composition of
its workforce.

• Begin identifying and preparing potential job applicants who will be appropriate
candidates.

• Increase organization and individual effectiveness of various recruiting techniques

and sources for all types of job applicants

65
 The main objective of the recruitment process is to accelerate the selection
process.

RECRUITMENT NEEDS ARE OF THREE

TYPES

PLANNED

The needs arising from changes in organization and retirement policy.

ANTICIPATED

Anticipated needs are those movements in personnel, which an organization can predict
by studying trends in internal and external environment.

UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected needs.

66
 RECRUITMENT PROCESS

The recruitment and selection is the major function of the human resource department
and recruitment process is the first step towards creating the competitive strength and the
strategic advantage for the organizations.

Recruitment process involves a systematic procedure from sourcing the candidates to

arranging and conducting the interviews and requires many resources and time.

The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company.
These contain:

 Post to be filled.

 Number of persons.

 Duties to be performed.

 Qualifications required.

 Preparing the job description and person specification.

 Locating and developing the sources of required number and type of employees
(Advertising etc).

 Short-listing and identifying the prospective employee with required

characteristics.

 Arranging the interviews with the selected candidates.

67
  Conducting the interview and decision making.

A general recruitment process is as follows:

• Identify vacancy

• Prepare job description and person specification

• Advertising the vacancy

• Managing the response

• Short-listing

• Arrange interviews

• Conducting interview and decision making

Sources Of Recruitment

Every organization has the option of choosing the candidates for its recruitment processes

from two kinds of sources: internal and external sources.

• The sources within the organization itself (like transfer of employees from one

department to other, promotions) to fill a position are known as the internal

sources of recruitment.

• Recruitment candidates from all the other sources (like outsourcing agencies etc.)

are known as the external sources of recruitment.

68
SOURCES OF RECRUITMENT

69
 Internal Sources of Recruitment

TRANSFERS

The employees are transferred from one department to another according to their

efficiency and and experience.

PROMOTIONS

The employees are promoted from one department to another with more benefits and

greater responsibility based on efficiency an experience

Others are Upgrading and Demotion of present employees according to their

performance.

Retired and Retrenched employees may also be recruited once again in case of shortage

of qualified personnel or increase in load of work. Recruitment such people save time and

costs of the organizations as the people are already aware of the organizational culture

and the policies and procedures.

70
 External Sources of Recruitment

PRESS ADVERTISEMENTS
Advertisements of the vacancy in newspapers and journals are a widely used source of
recruitment. The main advantage of this method is that it has a wide reach.

EDUCATIONAL INSTITUTES
Various management institutes, engineering colleges, medical colleges etc. are good sources
of recruiting well qualify executives, engineers, medical staff etc.
They provide facilities for campus interviews and placements. This source is known as
campusrecruitment.

PLACEMENT AGENCIES
Several private consultancy firms perform recruitment functions on behalf of client
companies by charging a fee. These agencies are particularly suitable for recruitment of
executives and specialists. It is also known as RPO (Recruitment Process Outsourcing)

EMPLOYMENT EXCHANGES
Government establishes public employment exchanges throughout the country. These
exchanges provide job information to job seekers and help employers in identifying suitable
candidates.

71
LABOURCONTRACTORS
Manual workers can be recruited through contractors who maintain close contacts with the
sources of such workers. This source is used to recruit labor for construction jobs.

UNSOLICITED APPLICANTS
Many job seekers visit the office of well-known companies on their own. Such callers are
considered nuisance to the daily work routine of the enterprise. But can help in creating the
talent pool or the database of the probable candidates for the organization.
EMPLOYEE REFERRALS/RECOMMENDATIONS
Many organizations have structured system where the current employees of the organization
can refer their friends and relatives for some position in their organization. Also, the office
bearers of trade unions are often aware of the suitability of candidates.
Management can inquire these leaders for suitable jobs. In some organizations these are
formal agreements to give priority in recruitment to the candidates recommended by the trade
union.

RECRUITMENTATFACTORYGATE

Unskilled workers may be recruited at the factory gate these may be employed whenever a
permanent worker is absent. More efficient among these may be recruited to fill permanent
vacancies

72
 Factors Affecting Recruitment

The recruitment function of the organizations is affected and governed by a mix of

various internal and external forces. The internal forces or factors are the factors that

can be controlled by the organization. And the external factors are those factors which

cannot be controlled by the organization. The internal and external forces affecting

recruitment function of an organization are

73
 FACTORS AFFECTING RECRUITMENT

External Factors Affecting Recruitment

The external forces are the forces which cannot be controlled by the organization. The
major external forces are:

SUPPLY AND DEMAND

The availability of manpower both within and outside the organization is an important
determinant in the recruitment process. If the company has a demand for more
professionals and there is limited supply in the market for the professionals demanded by

74
the company, then the company will have to depend upon internal sources by providing
them special training and development programs.

LABOUR MARKET

Employment conditions in the community where the organization is located will

influence the recruiting efforts of the organization. If there is surplus of manpower at the
time of recruitment, even informal attempts at the time of recruiting like notice boards
display of the requisition or announcement in the meeting etc will attract more than
enough applicants.

IMAGE/GOODWILL

Image of the employer can work as a potential constraint for recruitment. An organization
with positive image and goodwill as an employer finds it easier to attract and retain
employees than an organization with negative image. Image of a company is based on
what organization does and affected by industry. For example finance was taken up by
fresher MBA’s when many finance companies were coming up.

POLITICAL-SOCIAL-LEGALENVIRONMENT

Various government regulations prohibiting discrimination in hiring and employment

have direct impact on recruitment practices. For example, Government of India has
introduced legislation for reservation in employment for scheduled castes, scheduled
tribes, physically handicapped etc. Also, trade unions play important role in recruitment.
This restricts management freedom to select those individuals who it believes would be
the best performers. If the candidate can’t meet criteria stipulated by the union but union
regulations can restrict recruitment sources.

75
UNEMPLOYMENTRATE

One of the factors that influence the availability of applicants is the growth of the
economy (whether economy is growing or not and its rate). When the company is not
creating new jobs, there is often oversupply of qualified labor which in turn leads to
unemployment.

COMPETITORS

The recruitment policies of the competitors also effect the recruitment function of the
organizations. To face the competition, many a times the organizations have to change
their recruitment policies according to the policies being followed by the competitors.

Internal Factors Affecting Recruitment

The internal forces i.e. the factors which can be controlled by the organization are:

RECRUITMENT POLICY
The recruitment policy of an organization specifies the objectives of recruitment and
provides a framework for implementation of recruitment programme. It may involve
organizational system to be developed for implementing recruitment programmes and
procedures by filling up vacancies with best qualified people.

76
FACTORS AFFECTING RECRUITMENT POLICY
• Organizational objectives
• Personnel policies of the organization and its competitors.
•Government policies on reservations.
•Preferred sources of recruitment
•Need of the organization.
• Recruitment costs and financial implication.

HUMANRESOURCEPLANNING
Effective human resource planning helps in determining the gaps present in the existing
manpower of the organization. It also helps in determining the number of employees to
be recruited and what qualification they must possess.

SIZE OF THEFIRM

The size of the firm is an important factor in recruitment process. If the organization is
planning to increase its operations and expand its business, it will think of hiring more
personnel, which will handle its operations.

COST
Recruitment incur cost to the employer, therefore, organizations try to employ that source
of recruitment which will bear a lower cost of recruitment to the organization for each
candidate.

GROWTHANDEXPANSION

Organization will employ or think of employing more personnel if it is expanding it’s

operations.

Recruitment Policy of a Company

77
In today’s rapidly changing business environment, a well defined recruitment policy is
necessary for organizations to respond to its human resource requirements in time.
Therefore, it is important to have a clear and concise recruitment policy in place, which
can be executed effectively to recruit the best talent pool for the selection of the right
candidate at the right place quickly. Creating a suitable recruitment policy is the first step
in the efficient hiring process. A clear and concise recruitment policy helps ensure a
sound recruitment process
.It specifies the objectives of recruitment and provides a framework for implementation
of recruitment programme. It may involve organizational system to be developed for
implementing recruitment programmes and procedures by filling up vacancies with best
qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

• The general recruitment policies and terms of the organization

• Recruitment services of consultants

• Recruitment of temporary employees

• Unique recruitment situations

• The selection process

• The job descriptions

• The terms and conditions of the employment

A recruitment policy of an organization should be such that:

• It should focus on recruiting the best potential people.

78
 • To ensure that every applicant and employee is treated equally with dignity and
respect.

• Unbiased policy.

• To aid and encourage employees in realizing their full potential.

• Transparent, task oriented and merit based selection.

• Weightage during selection given to factors that suit organization needs.

• Optimization of manpower at the time of selection process.

• Defining the competent authority to approve each selection.

• Abides by relevant public policy and legislation on hiring and employment

relationship.

• Integrates employee needs with the organizational needs.

FACTORS AFFECTING RECRUITMENT POLICY

• Organizational objectives

• Personnel policies of the organization and its competitors.

• Government policies on reservations.

• Preferred sources of recruitment.

• Need of the organization.

• Recruitment costs and financial implications

79
 E-Recruitment

The “E-Recruitment”. Also known as “Online recruitment”, it is the use of technology

or the web based tools to assist the recruitment process. The tool can be either a job
website like naukri.com, the organization’s corporate web site or its own intranet. Many
big and small organizations are using Internet as The buzzword and the latest trends in
recruitment is a source of recruitment. They advertise job vacancies through worldwide
web. The job seekers send their applications or curriculum vitae (CV) through an e-mail
using the Internet. Alternatively job seekers place their CV’s in worldwide web, which
can be drawn by prospective employees depending upon their requirements The internet

80
penetration in India is increasing and has tremendous potential. According to a study by
NASSCOM – “Jobs is among the top reasons why new users will come on to the internet,
besides e-mail.” There are more than 18 million resume’s floating online across the
world.

The two kinds of e- recruitment that an organization can use is –Job portals – i.e. posting
the position with the job description and the job specification on the job portal and also
searching for the suitable resumes posted on the site corresponding to the opening in the
organization.

Resume Scanners: Resume scanner is one major benefit provided by the job portals to
the organizations. It enables the employees to screen and filter the resumes through pre-
defined criteria’s and requirements (skills, qualifications, experience, payroll etc.) of the
job. Job sites provide a 24*7 access to the database of the resumes to the employees
facilitating the just-in-time hiring by the organizations.

Also, the jobs can be posted on the site almost immediately and is also cheaper than
advertising in the employment newspapers.

Sometimes companies can get valuable references through the “passers-by” applicants.

Online recruitment techniques

• Giving a detailed job description and job specifications in the job postings to
attract candidates with the right skill sets and qualifications at the first stage.

• E-recruitment should be incorporated into the overall

• recruitment strategy of the organization.

• A well defined and structured applicant tracking system should

81
 • be integrated and the system should have a back-end support.

• Along with the back-office support a comprehensive website to receive and

process job applications (through direct or online advertising) should be
developed.

Therefore, to conclude, it can be said that e-recruitment is the “Evolving face of

recruitment.”

Recruitment Vs Selection

Both recruitment and selection are the two phases of the employment process. The

differences between the two are.

82
  Recruitment is a positive process i.e. encouraging more and more employees to

apply WHEREAS selection is a negative process as it involves rejection of the

unsuitable candidates.

 Recruitment is concerned with tapping the sources of human resources

WHEREAS selection is concerned with selecting the most suitable candidate

through various interviews and tests.

 There is no contract of recruitment established in recruitment WHEREAS

selection results in a contract of service between the employer and the selected

employee.

METHOD OF RECRUITMENT

The following are the most commonly used method of recruiting people.

1) Internal methods

a) Promotions and Transfers

83
 It is a method of filling vacancies from within through transfers and promotion.A
transfer is a internal movement within the same grade, from one job to another. It may
lead to changes in duties and responsibilities, working condition etc. Promotion involves
movement of employees from a lower level position to a higher level position
accompanied by changes in duties, responsibilities, status and value.

b) Job posting
Job posting is another way of hiring people from within the organization
publicizes job openings on bulletin boards, electronic media and similar outlets.

c) Employee referrals
Employee referrals means using personal contract to locate job opportunities. It is a
recommendation from a current employee regarding a job applicants.Direct method
Direct method include sending traveling recruiters to educational a professional
institution, employees contracts with public and manned exhibits. Campus recruitment. It
is a method of recruiting by visiting and participating in college campuses and their
placement centers. Here the recruiters visit reputed educational institutions such as
colleges and universities with a view to pick up job aspirants having requisite technical or
professional skills.

2) Indirect methods
Indirect methods involve mostly advertising in newspaper, on the radio, in trade,
technical and professional journals and brochures.
3) Third party methods
These include the use of commercial of private employment agencies, state agencies,
placement officers of schools, colleges and professionals association, recruiting firms,
management consulting firms, and friends and relatives.

a) Private employment agencies

84
 b) State or public employment agencies

c) Schools, colleges and professional institutions

d) Professional organizations

e) Indoctrination seminars

SELECTION

Selection is the process of picking individuals with requisite qualifications and

competence to fill job in the organization. A formal definition of selection is that “it is the

process of differentiating between applicants in order to identify those with a greater

85
likelihood of success in a job”

According to Date Yoder, “selection is the process in which candidates for employment

are divided into two classes those who are to be offered employment and those who are

not .

Selection is the process of examining the applicants whit regard to their suitability for the

given job or jobs, and choosing the best from the suitable candidates and rejecting the

other. Thus, selection is negative in its application in as much as it seek to eliminate as

many unqualified application as possible in order to identify the right candidates.

Purpose of selection

The purpose of selection is to pick up the most suitable candidate who would meet the

requirements of the job and the organization best, to find out which job applicant will be

successful, if heard. To meet this goal the company obtain and assesses information about

the application in terms of age, qualifications, skills, experience, etc.

86
Factors affecting selection decisions

The goal of selection is to short out or eliminate those judges unqualified to meet the job

and organization requirement where as the goal of recruitment is to create a large pool of

persons available and willing to work.

1. Profile machine: tentative decision regarding the selection of candidates is taken

2. in advance. Possible care is also taken to much the candidate’s bio-data with the

3. job specification.

4. Organization and social Environment: Some candidates who are eminently

5. suitable for the job, may fail as successful employees due to varying

6. organizational and social environment.

7. Successive Hurdles: In this method, are created at every stage of selection

process.

Outcomes of the Selection Decision

The figure below shows probable outcomes of selections decision two of these-“true

positive” and “true negative”-are right selection decisions. The other two outcomes

represent selections errors. In the “false positive errors”, a decision is made to hire an

applicant based on predicted success, but failure result. In “false negative error”, an

87
applicant who would have succeeded is rejected based on prediction of failure. In either

case, selectors will have erred. They may remember that the selection success will be

written in sand and failure in stone.

A careful selection will help an organization avoid costs associated with both false

positive as well as false negative errors.

Success

False True
negative positive
error (High Hit)

True False
negative positive
(Low ‘Hit) error

Failure
Failure Success
Predicted Predicted

SELECTION INTERVIEW

Interview is the oral examination of candidates for employment. There is rarely and any

person, who is selected for any job, be it the job of a hotel boy, an executive or managing

director without being interviewed. Various surveys further indicate that the use of

selection interview is almost universal.

88
The interview technique has not received great attention concerning its reliability and

validity inspite of its wide application in employment situation. It has not also being fully

know whether the length of an interview has any effect on the validity and reliability of

the interview. The basic purpose of an interview is:

1. Together as much data as he can, which is relevant to the selection decision.

2. To evaluate the data available and beside to select or reject the application.

3. Motivation.

Selection Tests

Some of the commonly used selection tests are:

1. Intelligence Test: intelligence tests are mental ability tests. They measure the

level of intelligence of candidates. This tests generally includes variable

comprehension, word fluency memory, inductive, reasoning, number facility,

speed of perception, spatial, visualization, etc.

2. Aptitude Tests: Aptitude test is used for measuring human performance

characteristics related to the possible development of proficiency on specific

jobs.These characteristics can be thought of as aptitude.

3. Interest test: Interest test is designed to discover a person’s area of interest, and

to identify the kind of jobs that will satisfy him. It is assumed that a person who is

interested in a job can do much better than the person who is not interested.

Interested test generally measures interested in out door activities, artistic,

89
 Literary, and musical, social services, etc.

4. Personality tests: The personality tests is administered to predicate performance

success for jobs that require dealing with pupil, or jobs that are essentially

supervisory or managerial in character.

5. Achievement Tests: It is called performance test or trade test. Achievement is

concerned with what one has accomplished. When candidates claim that they

have done certain things and no these the achievement tests may be conducted to

measure how well the candidates know these.

Advantage of Selection Tests

1. Selection test are standardized and unbiased methods of soliciting information about

the prospective employees.

2. Selection test can be used to read out the large number of candidates who may not be

considered for employment in the organization.

3. selection test are more reliable source for predicting the overall suitability of
candidates for the employment.
SELECTION PROCESS
IN
RELIANCE LIFE INSURANCE

Selection is usually a series of hurdles or steps. The basic idea is to solicit maximum
possible information about the candidates to ascertain their suitability for employment.
Since the type of information required for various position may vary, it is possible that
the selection process may have different step for various position. So, a standard selection
process has the following step.

1. Screening of Application: Prospective employees have to fill up some short of

90
 application this form directly of information about the application like their

personal bio-data achievements, experience, etc.

2. Selection Tests: Many organization hold different kinds of selection tests know

. more about the candidates or to reject the candidates who cannot be called for

interview, etc

4. Interview: Selection test are normally followed by personal interview of the

candidates. The basis idea here is to find out overall suitability of candidates for

the jobs. It also provides opportunities to give relevant information about the

organization to the candidates.

4. Checking of References: Many organization ask the candidates to provide the

name of referees from whom more information about the candidates can be

solicited. Such information may be related to character, working, etc.

5. Physical Examination: physical examination is carried out to ascertain the

physical standard and fitness of prospective employees. The practice of physical

examination varies a great deal both in terms of coverage and timing.

6. Approval by Appropriate authority or hiring Decisions: On the basis of the

above steps suitable candidates recommended for the selection by the selection

committee or personal department.

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 7. Placement: After all the formalities are completed, the candidates are placed on

their jobs initially on probation basis. The probation period may range from 3

months to 2 years.

Placement Step 7

Hiring Decision Step 6

Physical Examination Step 5

Checking by References Step 4

Interview Step 3

Selection Step 2

Screening of applicants Step 1

Steps in Selection Process

SELECTION INTERVIEW
IN
RELIANCE LIFE INSURANCE

Interview is the oral examination of candidates for employment. There is rarely and any

person, who is selected for any job, be it the job of a hotel boy, an executive or managing

director without being interviewed. Various surveys further indicate that the use of

selection interview is almost universal.

92
The interview technique has not received great attention concerning its reliability and

validity inspite of its wide application in employment situation. It has not also being fully

know whether the length of an interview has any effect on the validity and reliability of

the interview. The basic purpose of an interview is:

1. Together as much data as he can, which is relevant to the selection decision.

2. To evaluate the data available and beside to select or reject the application.

3. Motivation.

SELECTION TESTS

Some of the commonly used selection tests are:

1. Aptitude Tests: Aptitude test is used for measuring human performance

characteristics related to the possible development of proficiency on specific jobs.

These characteristics can be thought of as aptitude.

2. Personality tests: The personality tests is administered to predicate performance

success for jobs that require dealing with pupil, or jobs that are essentially

93
 supervisory or managerial in character.

3. Achievement Tests: It is called performance test or trade test. Achievement is

concerned with what one has accomplished. When candidates claim that they

have done certain things and no these the achievement tests may be conducted to

measure how well the candidates know these.

4. Situational Tests: This test evaluates the candidate in a similar real life situation. This

test is administered through group discussion approach.

94
 ANALYSIS

According to qualification of respondents

Graduate 20%
Post Graduate 30%
Technical 0%
Professional 50%

95
 Qualification of employees

20%

Graduate
Post Graduate
50%
Technical
Professional

30%

0%

INTERPRETATION

• The above chart shows that the qualification

of recruited employees in RLIC are – 50%
professional, 30% post graduate, 20%
graduate. This shows that mostly employees
have professional qualification.

According to designation of respondents

Branch Manager 10%

Customer Care Executive 20%
Sales Manager 70%
Other 0%

96
 Designation of respondent

0% 10%
Branch Manager

20% Customer Care

Executive
Sales Manager

Other
70%

INTERPRETATION

• The above shows that the response of the

designation of the respondent in RLIC are –
70% sales manager, 20% customer care
executive, and 10% branch manager.

According to time period of job of respondent

1 Year 20%
2 Year 50%
3Year 10%
More than 3 Year 20%

97
 Time period of job of respondent

20% 20%
1 Year
2 Year
10%
3Year
More than 3 Year
50%

INTERPRETATION

• The time period of job of the employees in

North central zone in RLIC have– 20% for 1
year, 50% for 2 year, 10% for 3 year and 20%
more than 3 years.

Information about the job of the respondent through

Advertisement 60%
Job consultancy 20%
Previous Boss 10%

98
 Friends 10%

Information about the job

60%
Advertisement
Job consultancy
20%
Previous Boss
Friends
10%
10%

INTERPRETATION

• The employees in the RLIC get information

about their job through advertisement 60%,
job consultancy 20%, previous boss 10%, and
through friends 10%.

Selection process for job of the respondent

Aptitude test 0%
Situational test 0%
Achievement test 80%

99
 Personality test 20%

Selection process

80% Aptitude test

80% Situational test

60% Achievement
20%
40% test
0% 0% Personality
20% test
0%
1

INTERPRETATION

• The processes by which employees are

selected for the job in RLIC are – 80% through
achievement test and 20% personality test. In
RLIC there is no aptitude and situational test.

Called for interview

Yes 100%
No 0%

100
 Yes
100% 0% No

INTERPRETATION

• In RLIC 100% employees are called for

interview process for their selection in the
organization.

Interview was conducted

Company office 80%

101
 Job fair 0%
Hotel 20%
Other 0%

80%
Company office
Job fair
Hotel
Other
0% 0%
20%

INTERPRETATION

• In RLIC mostly the interview of the employees

was conducted at company office i.e. 80% and
in hotel 20%.

Type of selection interview

Unstructured 0%

102
 Pannel 90%
Telephonic 0%
Group discussion 10%

Selection interview

90%

Unstructured
Pannel
Telephonic
Group discussion
0% 10% 0%

INTERPRETATION

• The type of selection interview in RLIC through

Pannel 90% and group discussion 10%, there
is no unstructured and telephonic interview.
This shows that organization more focused on
Pannel interview for selection of employees.

Called for second phase interview

Yes 40%

103
 No 60%

60%

50%

40%
60% Yes
30%
No
40%
20%

10%

0%
Yes No

INTERPRETATION

• 40% employees replied that they are called for

second phase interview and 60% employees
replied that they are not called for second
phase interview; they are selected in their first
interview.

Information about selection in Job through

104
 HR Department 90%
Job Consultancy 0%
Sales Department 10%
Other 0%

10% 0%
0% HR Department

Job Consultancy

Sales
Department
Other

90%

INTERPRETATION

• The employees in the RLIC got information

about their selection in the organization
through HR Department 90% and Sales
Department 10%.

Faced fitness checkup after selection

105
 Yes 70%
No 30%

70%
60%
50%
40% 70% Yes
30% No

20% 30%
10%
0%
Yes No

INTERPRETATION

• After the selection of the employees in RLIC,

70% employees replied that they faced fitness
checkup and 30% replied in negative.

Is salary discussed before joining?

106
 Yes 80%
No 20%

Salary discussion

20%

Yes
No

80%

INTERPRETATION

• In RLIC, 80% of the employees replied that

their salary was discussed before joining and
20% replied that their salary was not
discussed before joining.

107
 Has company conducted training programme after
selection in job?

Yes 90%
No 10%

90%
90%
80%
70%
60%
50% Yes
40% No
30%
20% 10%
10%
0%
Yes No

INTERPRETATION

• 90% of the employees replied that after

selection in the organization the company has
conducted training programme for their job
and 10% employees replied in negative.

108
 Time spend in selection process

Less than 1 month 100%

1 Month 0%
6 Month 0%
1 Year 0%

100%
100%

80%

60%

40% Series1

20%
0% 0% 0%
0%
Less than 1 Month 6 Month 1 Year
1 month

INTERPRETATION

• 100% of the employees replied that the time

spend in selection process in RLIC was less
than one month.

109
 Posted on choice location

Yes 90%
No 10%

10%

Yes
No

90%

INTERPRETATION

• In RLIC, 90% of the employees replied that

they are posted on their choice location and
10% replied in negative.

110
 Is Human Resource Department friendly?

Yes 90%
No 10%

10%

Yes
No

90%

INTERPRETATION

• In RLIC, 90% of the employees replied in

affirmative that the HR Department is friendly
and 10% replied in negative.

111
 Have employees got joining leave?
Yes 30%
No 70%

70%
70%
60%
50%
40% Yes
30%
30% No
20%
10%
0%
Yes No

INTERPRETATION

• The 30% of the employees replied that they

had got joining leave in the organization and
70% employees replied that they had got not
joining leave.

112
 Level of satisfaction about job

Good 0%
Average 80%
Below Average 10%
Poor 10%

10% 0%

10%
Good
Average
Below Average
Poor

80%

INTERPRETATION

113
 • In RLIC, the employees level of satisfaction
about job are- 80% average, 10% below
average and 10% poor.

Comfort with top management

Yes 40%
No 60%

60%
Yes
No
40%

INTERPRETATION

• In RLIC, 40% of the employees replied that

they are comfortable with top management
and 60% are not comfortable with top
management.

114
FINDINGS

115
 FINDINGS

 It was found that the organization mostly inform the applicants about the job

through advertisement for acquiring employees.

 It was found that the mostly prospective candidates are recruited through

achievement test.

 It was found that in RLIC, qualified candidates are called for interview for their

selection in the organization.

 It was found that for better screening sometimes second phase interview was

also conducted

 It was also found that mostly for selection process Panel interview was

conducted

 It was found that in selection process mostly candidates passed through physical

examination.

 It was found that mostly recruited employees have professional qualification.

 It was found that in RLIC employees are posted on their choice location.

116
  It was also found that training programme was also conducted by the company

for the employees.

 It was also found that company informed all possible term and conditions to the

employees.

 It was found that mostly the level of satisfaction of employees about job are

average but 60% of the employees are not satisfied with top management.

CONCLUSION

After completing all the analysis we come to the conclusion that the role

of recruitment and selection in an organization is effectiveness for atleast

some reasons.

 Recruitment is the process of finding and attracting capable applicants for

employment. It begins new recruits are sought and end when their applicants

are submitted. The result is a pool of application from which new employees

are selected.

 I found that the general purpose of recruitment is to provide pool of

potential qualified job candidates.

 I found that mostly company is acquiring professional qualified applicants.

117
  And, mostly the company has selected the candidates through achievement

test and panel interview.

So recruitment process is said to end with the receipt of

application in practice the activity extends to the screening of application to eliminate

those who are not qualified for the job and selection is the process of picking individuals

with requisite qualification and competence to fill job in the organization.

RECOMMENDATIONS*
 Insurance is the time based company so the recruitment should be done on the

local basis.

 Employer should provide 2-3 month to the employees for recruiting their team in

business promotion.

 In selection process, the company should adopt aptitude test to analyses the better

ability of the candidates.

 For settlement , the company should provide joining leave to the employees.

118
 * All the data based on analysis.

S.W.O.T. ANALYSIS

119
 S.W.O.T. ANALYSIS
STRENGTH

 Multi-channel distribution and one of the largest distribution networks in

India.

 Customer centric product and services.

 Superior investment and risk management framework.

 Company has maximum number of MDRT as well as good number of

advisers.

 Training process of the company is very strong.

 Different plans for different peoples.

120
  According to the change in surrounding environment like change in customer

requirement.

WEAKNESS

 Companies are not focusing on outskirt and remote areas and villages.

 There is no plan for the low income group.

 Fees of the adviser is high than the other company.

OPPORTUNITY

 Insurance market is very big where company can expand its horizon in insurance

industry.

 Through good investment and insurance it is easy to top Indian customers.

 The huge insurance market (77%) is left so company has opportunity to expand

out products.

THREATS

 Its still difficult task to win the confidence of public towards private company.

121
 The companies are facing major threats LIC which is an only government

company.

 Plans for all income groups are not available which can create adverse effect later

on the market share of the company.

122
 LIMITATIONS

LIMITATION OF THE STUDY

• The sample size taken is very small to project the characteristics of the population

accurately.

• Potential estimation is based on the responses given by the employees in the

questionnaire, so the estimation is more subjective.

• There is a chance of biases in the responses given by employees as they may

hesitate in disclosing the exact information.

123
124
 ANNEXURE

RECRUITMENT & SELECTION PROCESS

IN
RELIANCE LIFE INSURANCE COMPANY

QUESTIONNAIRE

NAME ..……………………………………………………...
GENDER .………………… AGE …………………………...
CONTACT No. ……………………………………………………….
ADDRESS .......…………………………………………………..`

1. What is your qualification?

a. Graduate b. Post Graduate
c. Technical d. Professional
2. What is your designation?
a. Branch Manager b. Senior sale manager
b. Sales manager d. Customer Care Executive
3. Your grade

125
 a.E1 b. E2 c. E3 d.E4
4 Time period of your job?
a. 1 year b. 2year c. 3 year d. More than 3 year
5. How do you get information about your job?
a. Advertisement b. Job consultancy
c. Previous boss d. Friends
6. By what process you are selected for this job?
a. Aptitude test b. Situational test
c. Achievement test d. Personality test
7. Are you called for interview?
a. yes b. No
8. Where your interview is conducted?
a. Company office b. Job fair
c. Hotel d. Other
9. What type of your selection interview?
a. Unstructured b. Pannel
c. Group discussion d. Telephonic
10. Are you called for second phase interview?
a. yes b. No

11. What happened in second phase interview?

……………………………………………………………..
12. Who gave you information about your selection?
a. HR Department b. Sales Department
c. Job Consultancy d. Others
13. After selection have you faced fitness checkup?
a. Yes b. No
14. Is fitness checkup process easy?
a. Yes b. No
15. Have your salary discussed before joining?
a. Yes b. No
16. Has company conducted training programme for your job after selection
a. Yes b. No
17. How much time was spend during whole process?
a. Less than 1 Month b. 1 Month
c. 6 Month d. 1 year
18. Have you posted on your choice location?
a. Yes b. No
19. Is Human Resource Department friendly?
a. Yes b. No

126
20. Have you got joining leave?
a. Yes b. No
21. Is this job suitable for you?
a. Yes b. No
22. Level of satisfaction of your job?
a. Good b. Average
c. Below average d. Poor
23. Do you comfortable with top management?
a. Yes b. No
24. Any suggestion …………………………………………………

DATE (SIGNATURE)

BIBLIOGRAPHY

127
 BIBLIOGRAPHY

WEBSITES
www.reliancelife.co.in

www.pts.reliancelife.co.in

BOOKS

Human Resource Management – L M Prasad

Research Methodology – CR Kothari

Research Methodology- G C Beri

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