CHAPTER 1

INTRODUCTION

1
1.1 Topic
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”.
“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”.
RECRUITMENT PROCESS:
 Planning
 Strategy development
 Searching Screening
 Evaluation and control
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.
FACTORS EFFECTING RECRUITMENT:
All organizations whether small or large, do engage in recruiting activity, though not to
the same extent. This differs with
1. The size of the organization.
2. The employment conditions in the community where the organization is
located.
3. Working conditions, salary and benefit packages offered by the organization.

2
 4. The rate of growth of the organization.
5. Future expansion program of the organization. And
6. Cultural and legal issues.
7. Organization’s ability to find and retain good performing people.
Selection process:
“Selection is the process of examining the applicants with regard to their suitability for
the given job or jobs, and choosing the best candidate and rejecting the others.”
Good recruitment practices are only one key to generating a pool of top job candidates.
Equally important is having a strong basis from which to recruit. If an organization’s
policies and practices are unattractive to candidates, the organization’s ability to
generate good candidates will be limited regardless of the specific recruitment practices
they employee.
But what policies and practice do “good” applicants find attractive? Unfortunately,
there is no easy answer to this question because not all “good” applicants are alike, and
research shows that organization’s policies and the individual’s characteristics.
Financial considerations, supply and demand, and other variables impact the
recruitment process.
Looking for a qualified person for the IT department is likely to require a broader and
possibly more expensive search. Recruitment indicate that there is an increase in the
use of the internet and interactive employment websites, such as searching web
databases, placing online ads at various career sites, purchasing candidate information
from resume services, sending recruitment materials, to targeted individuals, and
placing ads in newspapers can all yield positive results.
Selection is the process in which candidates for employment are divided in two classes-
those application of these tools. Qualified applicants go on to the next hurdle, while the
unqualified are eliminated”. Thus, an effective selection Program is a non-random
process because those selected have been chosen on the bases of the assumption that
they are more likely to be “better” employees than those who have been rejected.
The organizations can make use of more than one source for carrying out the
recruitment procedure. Once the recruiting sources are identified, suitable candidates
are called for the selection process.
SIGNIFICANCE OF SELECTION PROCESS:
Definition:
It is the process of differentiation between applicants in order to identify (and hire)
those with a greater likelihood of success in a job. Selection of personnel to man the
organization is a crucial, complex and continuing function. The ability of an
organization to attain its goals effectively and to develop in a dynamic environment
largely depends upon the effectiveness of its selection program. If right personnel is
selected the remaining functions of personnel management becomes easier, the
employee contribution and commitment will be at an optimum level and employee-
3
employer relations will be congenial. In an opposite situation where the right person is
not selected, the remaining functions of personnel management, employee relations will
not be effective. If the right person is selected, he becomes a valuable asset to the
organization. In case of faulty selection, the employee will become a liability to the
organization.
Who are to be offered employment and those who are not. The process might be called
rejection, since more candidates may be turned away than hired. For this reason,
selection is frequently described as a negative process, in contrast with the positive
program of recruitment.
PRINCIPLES OF THE SCREENING:
A fair set of screening criteria
The criteria must be in line with the job content and appointment as well as advertised
requirements Applicants should be clear on the criteria that apply The criteria should
apply to all applicants in a consistent manner Any waivers should be fully motivated
and approved Declarations should be made of whether any candidate is related to or
friends of an official in the component where the vacancy exists The various activities
of the screening process should be documented and put on record
INITIAL REVIEWING AND TESTING:
 Education and Experience Evaluation
 Letters Of Recommendation
 Elf-Assessment.
 Aptitude Andeneral Trait Test
 Performance Test for Specific Jobs
 Performance Test for Specific Jobs.
STEPS INVOLVED IN SELECTION PROCESS:
A scientific selection procedure completes in 10 basic steps which are as follows:
1. Application Form.
2. Written Examination.
3. Preliminary Interview.
4. Group Discussion.
5. Tests.
6. Final Interview.
7. Medical Examination.
8. Reference Checks.
9. Line Manager’s Decision, and
10. Employment.

4
 CHAPTER 2
COMPANY PROFILE

5
2 COMPANY

Why Insurance sector?

The service industry is one of the fastest growing sectors in India today. The upcoming
sectors which are really showing the graph towards upwards are - Telecom, Banking,
and Insurance. These sectors really have a lot of responsibility towards the economy.
Amongst the above-mentioned areas insurance is one sector, which took a lot of time
in positioning itself. The insurance business of non-life companies was not much in
problems but the major problem was with life insurance. Life Insurance Corporation of
India had monopoly for more than 45 years, but the picture then was completely
different. Previously people felt that “Insurance is only for classes not for masses” but
now the picture is vice-versa.
The formation of IRDA, entrance of private life insurance companies into India with
one foreign partner, compulsory training of Insurance agents etc. developments started
to take place. And this was the time when these companies started searching for proper
channel partners who can help the organization in expanding its network and business
in India.
After the Insurance Regulatory and Development Authority Act have been passed there
has been establishment of many private insurance companies in India. Previously there
was a monopoly business for Life Insurance Corporation of India (L.I.C.) who was the
only life-insurance company for the people till 2000. L.I.C. still holds 71.4% of the
market share in 2006.
But after the introduction of private life insurance companies there is a great
competition in Indian market now. Everyone is trying to capture the fresh market here
and penetrate it with aggressive marketing strategies.
In India only 25% of the population has life insurance. So Indian life-insurance market
is the target market of all the companies who either want to extend or diversify their
business.
Insurance is such industry where labour turnover is the maximum than that of any other
industry hence there is lot of scope for HR to work in recruitment and selection process.
On the whole Bharti AXA life insurance is a good place to work at. Every new recruit
is provided with extensive training on unit linked funds, financial instruments and the
products of Bharti AXA. This training enables an advisor/sales manager to market the
policies better. The company should try to create awareness about itself in India. In the
global market it is already very popular. With an improvement in the sales techniques
used, a fair bit of advertising and modifications to the existing product portfolio, Bharti
AXA would be all set to capture the insurance market in India as it has around the globe.

6
2.1 COMPANY PROFILE:
Bharti AXA Life is a life insurance player that was started in 2006. It brings together
strong financial expertise of the Paris-headquartered AXA Group, and Bharti
Enterprises - one of India's leading business groups with interests in telecom,
agricultural business, financial services, and retail. The joint venture has a 74% stake
from Bharti and 26% stake from AXA Asia Pacific Holdings Ltd. (APH) .The Company
launched national operations in December 2006.
Bharti Enterprises is one of India’s leading business groups with interests in telecom,
agri business, insurance and retail. Bharti has been a pioneering force in the telecom
sector with many firsts and innovations to its credit. Bharti Airtel Limited, a group
company, is one of India’s leading private sector providers of telecommunications
services with an aggregate of 60 million customers, spanning mobile, fixed line,
broadband and enterprise services. Bharti Airtel was ranked amongst the best
performing companies in the world in the Business Week IT 100 list 2007. Bharti
Teletech is the country’s largest manufacturer and exporter of telephone terminals.
Bharti has a joint venture with ELRO Holdings India Ltd. – ‘Field Fresh Foods Pvt.
Ltd’ - for global distribution of fresh fruits and vegetables. Bharti also has a joint
venture - ‘Bharti AXA Life Insurance Company Ltd.’ - with AXA, world leader in
financial protection and wealth management. Bharti has recently forayed into the retail
business under a company called Bharti Retail Pvt. Ltd. It also has a joint venture –
‘Bharti Wal-Mart Private Limited’ – with Wal-Mart, for wholesale cash-and-carry and
back-end supply chain management operations.
AXA Group is a worldwide leader in Financial Protection. AXA's operations are
diverse geographically, with major operations in Western Europe, North America and
the Asia/Pacific area. AXA had Euro 1,315 billion in assets under management as of
December 31, 2006. For full year 2006, IFRS revenues amounted to Euro 79 billion,
IFRS underlying earnings amounted to Euro 4,010 million and IFRS adjusted earnings
to Euro 5,140 million. The AXA ordinary share is listed and trades under the symbol
AXA on the Paris Stock Exchange. The AXA American Depository Share is also listed
on the NYSE under the ticker symbol AXA.
We undertook an in-depth analysis wherein we identified the notion of preference was
totally related to the trust granted to various names in insurance and financial services.
The level of trust is very inadequate today, regardless of the brand considered. This is
because the perception of consumers is that we are all evolving only in "a world of
promises." And this is what we have to redefine.
Beyond promises... proof
We don't want to make promises any more. Instead, we want to demonstrate our ability
to respond to client needs with real and tangible proof and, in so doing, to establish an
authentic relationship of trust with our clients.
These are the three attitudes that clients most expect from an insurance and financial
services company in exchange for their vote of confidence. These three attitudes stood

7
out from the others in the consumer research we conducted across markets, regardless
of their level of maturity.
They are at the heart of our actions and our commitments to clients.
1.2: CORPORATE PROFILE:
Bharti AXA Life Insurance is joint ventures between Bharti, one of India’s leading
business groups with interests in telecom, agree business and retail, and AXA, world
leader in financial protection and wealth management. The joint venture company has
a 74% stake from Bharti and 26% stake of AXA.
The company launched national operations in December 2006. Today, company has
over 5200 employees across over 12 states in the country. Our business philosophy is
built around the promise of making people "Life Confident".
As company expand our presence across the country to cater to your insurance and
wealth management needs with our product and service offerings, company continue
to bring 'life confidence' to customers spread across India. Whatever your plans in life,
you can be confident that Bharti AXA Life will offer the right financial solutions to
help you achieve them. Company is working on the base of five core values-

 Professionalism
 Innovation
 Team Spirit
 Pragmatism
 Integrity

Key features:
 Using multi-distribution, multi product platform techniques.
 Adapting AXA's best practices as a sound platform for profitable growth.
 Leveraging Bharti's local knowledge, infrastructure and customer base.
 Delivering high levels of shareholder return.
 Building long term value with business partners by enhancing the proposition
to their customers.
 Retaining the best talent in India.

8
 CHAPTER 3
OBJECTIVES AND SCOPE

9
3.1 Objectives

Objectives of the study are as follows:

 To study the recruitment and selection process of the company

 To study the satisfaction level of employees with respect to recruitment &
Selection in Bhai AXA

10
 CHAPTER 4
REVIEW OF LITERATURE

11
REVIEW OF LITERATURE

Brief Overview: Effective research cannot be accomplished without

studying critically what already exists in the form of general literature
and specific studies. Therefore, it is considered as an important
perquisite for actual planning and execution of research projects.
Their view of existing literature helps to formulate hypothesis,
identify research gaps and formulate a framework for further
investigation. There are four major sections in the review of
literature.Section1:Theoretical framework of Recruitment and Career
Advancement.Section2:Studies related to Women Career
Advancement.Section3:Studies related to the Self-
efficacy.Section4:Studies related to the Gender Differences and Glass
Ceiling.2.1

Theoretical framework of Recruitment & Career

Advancement
Concept of Recruitment Barber (1998) defines Employee recruitment
as “practices and activities carried on by an organization for the
purpose of identifying and attracting potential employees”. Many
large corporations have employee recruitment plans that are designed
to attract potential employees that are not only capable of filling
vacant positions but also add to the organization’s culture. According
to Costello (2006) recruitment is described as the set of activities and
processes used to legally obtain a sufficient number of qualified
people at the right place and time so that the people and the
organization can select each other in their own best short and long
term interests.

According to Montgomery (1996)is on matching the capabilities and

inclinations of prospective candidates against the demands and
rewards inherent in a given job. Jovanovic (2004)said recruitment is
a process of attracting a pool of high quality applicants so as to select
the best among them. For this reason, top performing companies
devoted considerable resources and energy to creating high quality
selection systems. Due to the fact that organizations are always
fortified by information technology to be more competitive, it is
natural to also consider utilizing this technology to re-organize the

12
traditional recruitment and selection process through proper decision
techniques, with that both the effectiveness and the efficiency of the
processes can be increased and the quality of the recruitment and
selection decisionimproved.2.1.2Need of the Recruitment and
Selection Process Dessler, (2000)found in his study that the
Recruitment and selection forms a core part of the central activities
underlying human resource management: namely, the acquisition,
development and reward of the workers. It frequently forms an
important part of the work of human resource managers–or designated
specialists within work organizations. However, and importantly,
recruitment and selection decisions are often for good reason taken by
non-specialists, by the line managers. Recruitment and selection also
have an important role to play in ensuring worker performance and
positive organizational outcomes. Recruitment and selection had the
capacity to form a key part of the process of managing and leading
people as a routine part of organizational life, it is suggested here that
recruitment and selection has become evermore important as
organizations increasingly regard their workforce as a source of
competitive advantage. Of course, not all employers engage with this
proposition even at the rhetorical level. However, there is evidence of
increased interest in the utilization of employee selection methods
which are valid, reliable and fair. Dessler listing the essence of these
in the following; build a pool of candidates for the job, have the
applicants fill out application forms, utilize various selection
techniques to identify viable job candidates, send one or more viable
job candidates to their supervisor, have the candidate(s) go through
selection interviews, and determine to which candidate(s)an offer
should be made.

13
 CHAPTER 5
RESEARCH METHODOLOGY

14
Research Methodology

3.1 Data collection:-

To conduct the studies different methodologies have been adopted. Both primary
and secondary data are used. Primary data were collected by conducting personal
interviews with the departmental heads, casual talks with workers and secondary data
were collected from the organization manuals.

Primary sources

Direct interview with the departmental heads , detailed interview with the
divisional heads and by interaction with workers and customers of the company
. The data is also collected by observing the functions of the organization.

Secondary sources

The secondary sources of data are:

1. Organization documents.

2. Departmental manuals.

3. Annual reports

4. Periodicals, books etc. published by the company.

5. Proposals Forums.

3.2 Sample Design

Sample Size: 50

Sampling Technique:- Closed end Questionnaire

Statistical Tools: Pie chart

15
 CHAPTER 6
DATA ANALYSES AND
INTERPRETATION

16
Q1. To which age group do you belong?

S. no. Age group No of respondents Percentage

Analysis
1. 18 -28 15 30
2. 28-38 20 40
3. 38-48 15 26

Total 50 100

AGE GROUP

38-48 18-28
30% 30%

28-38
40%

Interpretation:- Majority of the respondents were of age group 28-38, i.e. 40%

17
Q2. What is your Gender?

S. no. Gender No of respondents Percentage

Analysis
1. Male 44 88
2. Female 6 12
Total 50 100

GENDER
Female
12%

Male
88%

Interpretation:- Majority of the respondents were male, i.e. 88%

18
Q3. Practical skill is important in selection of an employee.

S. no. Particulars No of Percentage

respondents Analysis
1. Strongly disagree 0 0
2. Disagree 10 20
3. Neutral 8 16

4. Agree 12 24

5. Strongly agree 20 40

Total 50 100

Strongly disagree
0%

Disagree
20%
Strongly agree
40%

Neutral
16%

Agree
24%

Interpretation:- Majority of the respondents strongly agree that Practical skill is

important in selection of an employee.i.e.40%

19
Q4. Recruitment and selection process differs according to sources of recruitment.

S. no. Particulars No of Percentage

respondents Analysis
1. Strongly disagree 0 0
2. Disagree 0 0
3. Neutral 0 0

4. Agree 0 0

5. Strongly agree 50 100

Total 50 100

Strongly disagree
Agree Neutral
0%
0% 0%
Disagree
0%

Strongly agree
100%

Interpretation:- Majority of the respondents strongly agree that Recruitment and

selection process differs according to sources of recruitment..i.e.100%

20
Q5. Interviews are important for effective Recruitment and selection..

S. no. Particulars No of Percentage

respondents Analysis
1. Strongly disagree 0 0
2. Disagree 0 0
3. Neutral 13 26

4. Agree 32 64

5. Strongly agree 5 10

Total 50 100

Strongly agree Strongly disagree

10% 0%
Disagree Neutral
0% 26%

Agree
64%

Interpretation:- Majority of the respondents agree that Interviews are important for
effective Recruitment and selection.i.e.64%

21
Q6. Different methods of interviews should be used for Recruitment and selection.
.

S. no. Particulars No of Percentage

respondents Analysis
1. Strongly disagree 0 0
2. Disagree 18 36
3. Neutral 12 24

4. Agree 20 40

5. Strongly agree 0 0

Total 50 100

Strongly agree Strongly disagree

0% 0%

Agree
40% Disagree
36%

Neutral
24%

Interpretation:- Majority of the respondents agree that Different methods of

interviews should be used for Recruitment and selection .i.e.40%

22
Q7. Recruitment and selection process depends upon recruiters.

S. no. Particulars No of Percentage

respondents Analysis
1. Strongly disagree 0 0
2. Disagree 20 40
3. Neutral 5 10

4. Agree 15 30

5. Strongly agree 0 0

Total 50 100

Strongly agree Strongly disagree

0% 0%

Agree
44%
Disagree
45%

Neutral
11%

Interpretation:- Majority of the respondents disagree that Recruitment and selection

process depends upon recruiters .i.e.45%

23
Q8. Recruiter should be knowledgeable and experienced..

S. no. Particulars No of Percentage

respondents Analysis
1. Strongly disagree 0 0
2. Disagree 20 40
3. Neutral 5 10

4. Agree 15 30

5. Strongly agree 0 0

Total 50 100

Disagree Strongly disagree

0% 0% Neutral
Strongly agree
24% 20%

Agree
56%

Interpretation:- Majority of the respondents agree that Recruiter should be

knowledgeable and experienced. i.e.56%

24
Q9. External Recruitment brings out the desirable employees in the organisation.

S. no. Particulars No of Percentage

respondents Analysis
1. Strongly disagree 20 40
2. Disagree 15 30
3. Neutral 5 10

4. Agree 7 14

5. Strongly agree 3 6

Total 50 100

Strongly agree
6%
Agree
14%

Strongly disagree
40%

Neutral
10%

Disagree
30%

Interpretation:- Majority of the respondents strongly disagree that External

Recruitment brings out the desirable employees in the organisation .i.e.40%

25
Q10. Company follows different recruitment methods for different grades of
employees.

S. no. Particulars No of Percentage

respondents Analysis
1. Strongly disagree 0 0
2. Disagree 27 54
3. Neutral 0 0

4. Agree 17 34

5. Strongly agree 6 12

Total 50 100

Strongly agree Strongly disagree

12% 0%

Disagree
Agree 54%
34%

Neutral
0%

Interpretation:- Majority of the respondents disagree that Company follows different

recruitment methods for different grades of employees.i.e.54%

26
Q11. Innovative techniques like stress test, psychometric test and personality test
should be used for selection..

S. no. Particulars No of Percentage

respondents Analysis
1. Strongly disagree 0 0
2. Disagree 0 0
3. Neutral 3 6

4. Agree 17 34

5. Strongly agree 30 60

Total 50 100

Disagree Neutral
Strongly disagree
0% 6%
0%

Agree
34%

Strongly agree
60%

Interpretation:- Majority of the respondents strongly agree that Innovative techniques

like stress test, psychometric test and personality test should be used for
selection.i.e.60%

27
Q12. Video conferencing tools are used for interviews..

S. no. Particulars No of Percentage

respondents Analysis
1. Strongly disagree 0 0
2. Disagree 0 0
3. Neutral 0 0

4. Agree 20 40

5. Strongly agree 30 60

Total 50 100

Disagree Neutral
Strongly disagree
0% 0%
0%

Agree
40%

Strongly agree
60%

Interpretation:- Majority of the respondents strongly agree that Video conferencing

tools are used for interviews.i.e.60%

28
Q13. Aptitude tests are relevant according to job levels.

S. no. Particulars No of Percentage

respondents Analysis
1. Strongly disagree 0 0
2. Disagree 0 0
3. Neutral 10 20

4. Agree 23 46

5. Strongly agree 17 34

Total 50 100

Disagree
Strongly disagree
0% Neutral
0%
20%

Strongly agree
34%

Agree
46%

Interpretation:- Majority of the respondents agree that Aptitude tests are relevant
according to job levels.i.e.46%

29
Q14. HR practices of the company are modern..

S. no. Particulars No of Percentage

respondents Analysis
1. Strongly disagree 0 0
2. Disagree 0 0
3. Neutral 10 20

4. Agree 23 46

5. Strongly agree 17 34

Total 50 100

Disagree
Strongly disagree
0% Neutral
0%
20%

Strongly agree
34%

Agree
46%

Interpretation:- Majority of the respondents agree that HR practices of the company

are modern.i.e.46%

30
CHAPTER 7
FINDINGS

31
5.1 Findings

1. Majority of the respondents were of age group 28-38, i.e. 40%

2. Majority of the respondents were male, i.e. 88%
3. Majority of the respondents strongly agree that Recruitment and selection is
effective for the organization.i.e.40%
4. Majority of the respondents strongly agree that Recruitment and selection
process differs according to sources of recruitment..i.e.100%
5. Majority of the respondents agree that Interviews are important for effective
Recruitment and selection.i.e.64%
6. Majority of the respondents agree that Different methods of interviews should
be used for Recruitment and selection .i.e.40%
7. Majority of the respondents disagree that Recruitment and selection process
depends upon recruiters .i.e.45%
8. Majority of the respondents agree that Recruiter should be knowledgeable and
experienced. i.e.56%
9. Majority of the respondents strongly disagree that External Recruitment brings
out the desirable employees in the organisation .i.e.40%
10. Majority of the respondents disagree that Company follows different
recruitment methods for different grades of employees.i.e.54%
11. Majority of the respondents strongly agree that Innovative techniques like stress
test, psychometric test and personality test should be used for selection.i.e.60%
12. Majority of the respondents strongly agree that Video conferencing tools are
used for interviews.i.e.60%
13. Majority of the respondents agree that Aptitude tests are relevant according to
job levels.i.e.46%
14. Majority of the respondents agree that HR practices of the company are
modern.i.e.46%

32
CHAPTER 8
LIMITATIONS

33
6.1 Limitations

1. In the given short time it is very difficult to cover all departments.

2. Only the overall recruitment and selection of the organisation is studied. The
firm’s overall performance cannot be evaluated in the study.
3. Departments keep some data confidential due to risk & trust issues.
4. Not all personnel of different departments bother to give serious read to the
questions.
5. This study is only limited to this company.

34
 Chapter 9
Conclusions and Recommendations

35
Conclusion
This presents the summary of the study and survey done in relation to the Recruitment
and Selection in BHARTI AXA. The conclusion is drawn from the study and survey of
the company regarding the recruitment and selection process carried out there.

The recruitment process is not done objectively, that is why the search and headhunt of
people is of those whose skills fits into the company’s values.

Most of the employees were satisfied but changes are required according to the
changing scenario as recruitment process has a great impact on the working of the
company as a fresh blood, new ideas enter in the company.

Selection process is satisfactory but it should also be modified according to the

requirements and job profile so that the main objective of selecting the candidate could
be achieved.

36
Recommendation

1. HR department must have independence so that it can work efficiently for the
welfare of the employees.
2. HR department must work towards the betterment of advertisements for the jobs.
3. Manpower requirement for each department should be identified well in advance.
4. If the manpower requirement is high and the recruitment team of the HR
department alone cannot satisfy it, then help from the placement agencies is
needed.
5. Time management is very essential and it should not be ignored at any level of the
process.
6. The recruitment and selection through placement agencies as the last resort and is
utilised only when needed.
7. The recruitment and selection procedure should not to lengthy and time consuming.
8. The candidates called for interview should be allotted timings and it should not
overlap with each other.

37
BIBLIOGRAPHY

38
Following books were used as reference to carry out this project:
HUMAN RESOURCE AND PERSONNEL MANAGEMENT. (K.ASWATHAPPA)
HUMAN RESOURCES MANAGEMENT. (PEARSON EDITION 9TH EDITION)

39
ANNEXURE

40
QUESTIONNAIRE

Recruitment and Selection a Case Study of BHARTI AXA LIFE INSURANCE ,

JAMMU

I Saksham Duggal of B.B.A Semester Vth is undertaking my project report of B.B.A

degree from Institute of Management & Science affiliated with University of Jammu.
In view of this, I am conducting a survey towards Recruitment and Selection a Case
Study of BHARTI AXA LIFE INSURANCE , JAMMU
The contents of this questionnaire are only for the academic purposes and information
provided by you will be kept confidential.

Personal Information

1. Name:

2. Age:

(a) 18-28 (b) 28-38 years (c) 38-48 years

3. Gender:

(a) Male (b) Female

S.no. Statement Strongly Disagree Neutral Agree Strongly

Disagree Agree
1. Practical skill is
important in selection
of an employee.
2. Background check
should be made before
selection of an
employee.
3. Interviews are
important for effective
Recruitment and
selection.
4. Different methods of
interviews should be
used for Recruitment
and selection.
5. Communication skills
should be there in an
employee.

41
6. Recruiter should be
knowledgeable and
experienced.
7. On the job training
should be conducted
before final selection
of an employee
8. Company follows
different recruitment
methods for different
grades of employees.
9. Employees should be
recruited from those
playing the role of an
intern in the company.
10. In selection of an
employee for a higher
position in the
company, internal
source of recruitment
should be used.
11. Recruiter must know
the lacks in human
resources of the
company.
12. Employee advices are
considered before
filling the gaps of
human resource in
respective departments.

Thank You for your Participation.

42