REPORT ON RECRUITMENT SYSTEMS AT ICICI LOMBARD

(IN PARTIAL FULFILLMENT OF MASTER OF BUSINESS ADMINISTRATION) MBA (HR)

WITH SPECIAL REFERENCE TO

ICICI LOMBARD LTD., NOIDA

By: NEHA GARG 200648846 MBA (HR) (2006-08)

SYMBIOSIS CENTRE FOR DISTANCE LEARNING

NO OBJECTION CERTIFICATE
This is to certify that NEHA GARG is permitted to use ICICI LOMBARDevant data/information of this organization for her project in fulfilment of the Post Graduate Program of Master of Business Administration. We wish her all the success.

Seal of the company:

Signature of the competent authority of the Organization

Place:

Date:

DECLARATION

This is to declare that I have carried out this project work myself in part fulfilment of the Master of Business Administration Program of SCDL. The work is original, has not been copied from anywhere else and has not been submitted to any other University/Institute for an award of any degree/diploma.

Date:

Signature:

Place:

Name:

CERTIFICATE OF SUPERVISOR (GUIDE)

Certified that the work incorporated in this Project Report RECRUITMENT SYSTEMS AT ICICI LOMBARD submitted by NEHA GARG is her original work and completed under my supervision. Material obtained from other sources has been duly acknowledged in the Project Report.

Date:

Signature of Guide:

Place:

ACKNOWLEDGEMENT
The Project Title Recruitment System has been conducted by me at ICICI LOMBARD , NOIDA

I owe enormous intellectual debt towards my guides Mr. Tapen Gupta (AP , Guru Nanak Institute of Management who have augmented my knowledge in the field of Management & HR . They have helped me learn about the process.

I am obliged to them for the cooperation during the Project work. My increased spectrum of knowledge in this field is the result of their constant supervision and direction that has helped me to absorb ICICI LOMBARDevant and high quality information.

I would like to thank them for their guidance and enriching my thoughts in this field from different perspectives.

I would like to thank all the respondents without whose cooperation my project not has been complete.

Last but not the least, I feel indebted to all those persons and organizations who have provided helped directly or indirectly in successful completion of this study.

NEHA GARG

200648846

INDEX
S.NO. PARTICULARS PAGE NO. 1. Introduction 7-13 2. Objectives the study 14 3. Limitations of the project 15 4. Company Profile 16-20 5. Recruitment and its process 21-37 6. Recruitment at ICICI LOMBARD 38-46 7. Hierarchy in ICICI LOMBARD 47-48 8. Research Methodology 49-51 9. Data Analysis 52-59 10. Finding, analysis and recommendations 60-63 11. Conclusion and summary 64 Annexures Proposal References

INTRODUCTION
Recruitment is the process of searching for and attracting qualified candidates to apply for the positions that are available. The purpose of effective recruiting is to attract strong candidates who are prepared both to meet the strategic goals and priorities. Recruitment analysis can be defined as the process of ensuring the right number of qualified people, into the right job at the right time to deliver the results in an efficient and effective manner.

The objectives of an effective recruitment are to: Identification of Quality Manpower Right fitment of each candidate Increase Retention Rate Increase Job Satisfaction Reduce Cost Of Filling Jobs Less Number Of vacant positions Get The Best Candidates
1. 2.

Identify Company Goals and Objectives - Develop a strategy that matches your organization's mission, values, and vision. Create a long- and short- term plan - Be as proactive as possible in your recruitment planning. Preparing strategies for current needs as well as anticipated needs can lead to increased efficiencies and eliminate unexpected costs. Put it in Writing - Chart each step in your current recruiting process. Look for unnecessary, troublesome or duplicate steps. Know who is responsible at each step of the process. Get feedback from your HR/recruiting team and hiring managers, and identify ways to streamline your efforts. Review Current Technical Trends- Know how your existing HR management tools work and determine if they meet your needs. Consider investigating or investing in a Web-based resume management system or applicant tracking system. These electronic options, including e-mail, make recruiting more efficient and consistent.

3.

4.

Analyze Various Recruiting Resources - Creating a comprehensive recruiting mix will help find qualified candidates. The various elements that can be considered while designing a recruiting mix include referrals, Job fairs, Print Ads, Campus recruiting, Major job boards, resume databases and corporate we-sites.
5.

Diversity Reach - Don't limit your recruiting efforts. Extend your recruiting reach to include diverse populations. Investigate diversity groups, community organizations, specialty newspapers and diversity websites.
6.

Build in Retention - To attract strong candidates, sell your ability and dedication to keeping employees. Your recruiting efforts should include developing strong benefit packages and other perks that encourage employee loyalty.
7.

Track Results- Continual monitoring of your recruiting process will lead to better hires. When you identify an issue in your process, adjust your programs accordingly. In addition to tracking traditional metrics such as time-to-fill and cost-per-hire, make sure you take into account ways to measure some of the intangible metrics, such as quality of hire and retention. Keeping track of your recruiting and retention successes and challenges will help
8.

you fine tune your program into an effective and efficient hiring system that your whole company can embrace.

ICICI LOMBARD Group

The ICICI LOMBARD Group, founded by Dhirubhai H. Ambani (1932-2002), is India's largest private sector enterprise, with businesses in the and materials value chain. Group's annual revenues are in excess of US$ 34 billion. The flagship company, ICICI LOMBARD Industries Limited, is a Fortune Global 500 company and is the largest private sector company in India.

Backward vertical integration has been the cornerstone of the evolution and growth of ICICI LOMBARD. Starting with textiles in the late seventies, ICICI LOMBARD pursued a strategy of backward vertical integration - in polyester, fibre intermediates, plastics, petrochemicals, petroleum refining and oil and gas exploration and production - to be fully integrated along the materials and value chain.

The Group's activities span exploration and production of oil and gas, petroleum refining and marketing, petrochemicals (polyester, fibre intermediates, plastics and chemicals), textiles, retail and special economic zones.

ICICI LOMBARD enjoys global leadership in its businesses, being the largest polyester yarn and fibre producer in the world and among the top five to ten producers in the world in major petrochemical products.

The Group exports products in excess of US$ 20 billion to 108 countries in the world. Major Group Companies are ICICI LOMBARD Industries Limited (including main subsidiaries ICICI LOMBARD Petroleum Limited and ICICI LOMBARD Retail Limited) and ICICI LOMBARD Industrial Infrastructure Limited.

Founder Chairman
"Growth has no limit at ICICI LOMBARD. I keep revising my vision. Only when you can dream it, you can do it."

* Dhirubhai H. Ambani Founder Chairman ICICI LOMBARD Group December 28, 1932 - July 6, 2002 Dhirubhai Ambani founded ICICI LOMBARD as a textile company and led its evolution as a global leader in the materials and value chain businesses. He is credited to have brought about the equity cult in India in the late seventies and is regarded as an icon for enterprise in India. He epitomized the spirit 'dare to dream and learn to excel'. The ICICI LOMBARD Group is a living testimony to his indomitable will, single-minded dedication and an unICICI LOMBARDenting commitment to his goals.

Products & Brands

The Company expanded into textiles in 1975. Since its initial public offering in 1977, the Company has expanded rapidly and integrated backwards into other industry sectors, most notably the production of petrochemicals and the refining of crude oil. The Company now has operations that span from the exploration and production of oil and gas to the manufacture of petroleum products, polyester products, polyester intermediates, plastics, polymer intermediates, chemicals and synthetic textiles and fabrics. The Company from time to time seeks to further diversify into other industries. In January 2006, the Company approved a plan to establish a retail business through a subsidiary ICICI LOMBARD Retail Limited that will operate, among other things, supermarkets, convenience stores and specialty stores across India. The Company approved initial expenditure of US$ 750 million to fund the initial stages of this plan. The Company's subsidiary ICICI LOMBARD Jamnagar Infrastructure Limited is currently establishing infrastructure facilities such as roads and buildings for the proposed Special Economic Zone (SEZ) at Jamnagar, Gujarat. The Company's major products and brands, from oil and gas to textiles are tightly integrated and benefit from synergies across the Company. Central to the Company's operations is its vertical backward integration strategy; raw materials such as PTA, MEG, ethylene, propylene and normal paraffin that were previously imported at a higher cost and subject to import duties are now sourced from within the Company. This has had a positive effect on the Company's operating margins and interest costs and decreased the Company's exposure to the

cyclicality of markets and raw material prices. The Company believes that this strategy is also important in maintaining a domestic market leadership position in its major product lines and in providing a competitive advantage. The Company's operations can be classified into four segments namely:

Petroleum Refining and Marketing business Petrochemicals business Oil and Gas Exploration & Production business Others

The Company's refinery at Jamnagar is the third largest refinery at a single location in the world. The Company is:

The world's largest producer of Polyester Fibre and Yarn 4th largest producer of Paraxylene (PX) and Purified Terepthalic Acid (PTA) 6th largest producer of Mono Ethylene Glycol (MEG) 7th largest producer of Polypropylene (PP)

ICICI LOMBARD LTD.

ICICI LOMBARD engaged in the generation, transmission and distribution of electricity. A key constituent of the ICICI LOMBARD - Anil Dhirubhai Ambani Group, India's third largest business house, ICICI LOMBARD is India's foremost private sector utility with aggregate group revenues of Rs. 13,017 crore (US$ 3 billion) and total assets of Rs. 12,166 crore (US$ 2.80 billion). ICICI LOMBARD companies distribute more than 28 billion units of electricity to cover 25 million consumers across different parts of the country including Mumbai and Delhi in an area that spans over 1,24,300 sq. kms. It generates 941 MW of electricity, through its power stations located in Maharashtra, Andhra Pradesh, Kerala, Karnataka and Goa. ICICI LOMBARD has emerged as one of the leading players in India in the Engineering, Procurement and Construction (EPC) segment of the power sector. ICICI LOMBARD companies currently pursue several gas, coal, wind and hydro-based power generation projects in Maharashtra, Uttar Pradesh, Arunachal Pradesh and Uttaranchal with aggregate capacity of over 13,510 MW. These projects are at various stages of development. ICICI LOMBARD is also active in the trading and transmission of power, making it a fully integrated player in the power sector. ICICI LOMBARD has also forayed as an equity investor in to the infrastructure business, including in the prestigious Mumbai metro rail project and various road projects of the National Highways Authority of India. ICICI LOMBARD is committed to creating superior value for all its stakeholders and be amongst the most admired and trusted utility companies in the world by setting new benchmarks in standards of corporate governance, operational and financial excellence, responsible corporate citizenship and profitable growth.

ICICI LOMBARD Ltd. Energizing the Power Sector.

ICICI LOMBARD Limited, incorporated in 1929, is a fully integrated utility engaged in the generation, transmission and distribution of electricity. It ranks among India s top listed private companies on all major financial parameters, including assets,sales,profits and market capitalization. A constituent of the ICICI LOMBARD Anil Dhirubhai Ambani Group, ICICI LOMBARD is India s foremost private sector utility with aggregate estimated revenues of Rs 9,500 crore (US$2.1 billion)and total assets of Rs 10,700 crore (US$2.4 billion). ICICI LOMBARD distributes more than 21 billion units of electricity to over 25 million consumers in Mumbai, Delhi, Orissa and Goa, across an area that spans 1,24,300 sq.kms. It generates 941 MW of electricity, through its power stations located in Maharashtra, Andhra Pradesh, Kerala, Karnataka and Goa. ICICI LOMBARD is currently pursuing several gases, coal, wind and hydro-based power generation projects in Maharashtra, Uttar Pradesh, Arunachal Pradesh and Uttaranchal with aggregate capacity of over 12,500 MW.These projects are at various stages of development. ICICI LOMBARD is vigorously participating in emerging opportunities in the areas of trading and transmission of power. It is also engaged in a portfolio of services in the power sector in Engineering, Procurement and Construction (EPC) through a network of regional offices in India.

OBJECTIVES OF THE STUDY

To Know the recruitment and selection procedure of ICICI LOMBARD To know the employees perception ICICI LOMBARDated to ICICI LOMBARD recruitment and selection policy To Know the strategy used by organization for selection procedure To know the type of interviews which the organization conducted during its selection procedure To determine the organizational climate

LIMITATIONS of the Study

No work can get its due recognition or importance until and unless some difficulties are faced in its accomplishment. My project work is also not an exception. I faced the following problems while completing this project

As the data is secondary in nature so the authenticity may not be that much The personal bias of the data may not be manipulated The time period for the study was too short Our knowledge is limited as we are students & does not have much experience Some employees did not show their cooperation and were not interested in filling the questionnaires Employees may not have expressed their real views due to fear of top management

COMPANY PROFILE

BOARD OF DIRECTORS
Shri Anil D. Ambani Shri.Satish Seth Shri S.C.Gupta Shri Lalit Jalan Directors Gen.V.P.Malik P.V.S.M,A.V.S.M Shri S.L.Rao Dr.Leena Shrivastava Shri V.R.Galkar Representative of LIC Chairman Vice Chairman Director (Operations) Whole-time Director

BOARDS SUB-COMMITTEE
Audit Committee
Shri V.R.Galkar Gen. V.P.Malik P.V.S.M.,A.V.S.M. Shri S.L.Rao Dr. Leena Srivastava

Shareholder's/Investor's Grievances Committee

Shri V.R.Galkar Shri S C Gupta Dr.Leena Srivastava Chairman

Nomination/Remuneration Committee
Gen. V.P.Malik P.V.S.M.,A.V.S.M. Shri S L Rao Dr.Leena Srivastava

Environment, Health and Safety Committee

Dr.Leena Srivastava Shri S.L.Rao Shri S.C.Gupta Gen. V.P.Malik P.V.S.M.,A.V.S.M.

Chairperson

Committee of Directors (Allotment)

Shri S.C.Gupta Shri Lalit Jalan

SUBSIDIARY & ASSOCIATE COMPANIES

BSES Kerala Power Ltd. BSES Rajdhani Power Ltd. BSES Yamuna Power Ltd. ICICI LOMBARD Trading Ltd. ICICI LOMBARD Transmission Ltd. Utility Powertech Ltd. North Eastern electricity Supply Company of Orissa Ltd.( NESCO) Western Electricity Supply Company of Orissa Ltd. ( WESCO) Southern Electricity Supply Company of Orissa Ltd. ( SOUTHCO)

QUALITY
ISO Certification ISO, headquartered at Geneva, stands for International Organization for Standardization. ISO is a generic standard and represents a series of standards in the ISO 9000 architecture - 9001, 9002, 9003 and 9004. There is also the ISO 10000 architecture. ISO certification is assigned of products and services. ISO is unique in monitoring the effectiveness of compl to set norms. A company has to give evidence and demonstrate that it is continually following the guidelines prescribed. It also has to ensure that there are surveillance visits once every six months. ISO standards are as dynamic as our business conditions and changing requirements and the need for setting higher and better benchmarks is duly recognized. Upgradation to ISO 9001 :2000 was done on 21st December 2003. Quality Management System:

ICICI LOMBARD has become the first electric supply utility in the country to establish an effective and integrated ISO-9001:2000 quality assurance system. ICICI LOMBARD has adopted ISO-9001:2000 quality management system in all the five divisions of the Company for streamlining and continuous improvement of customer service and internal operations. Using ISO-9001:2000 as a base, ICICI LOMBARD had developed its own quality system which goes even beyond the requirements of ISO Standard.

Special features of ICICI LOMBARD quality system are:

Involvement of management at all levels with effective creation of policies, vision, mission, values, goals and support, communicated and implemented throughout the organization. Emphasis on customer satisfaction, specifying norms for service delivery to customer and program for surveying customer preferences. Setting measurable, attainable and verifiable quality goals and performance indicators by various divisions. Training of senior executives in managing for quality.

The Certification audit for ISO 9002:1994 - quality system was carried out by BVQI (Bureau Veritas Quality International) in July 1998 and they were happy to recommend BSES (now ICICI LOMBARD ) for certification(14th July, 1998).

ICICI LOMBARD has been awarded ISO-9001:2000 certificate for:

Generation, transmission and distribution of electricity. Service in the field of electrical projects and ICICI LOMBARDated construction activities. Computer services in the field of electricity billing and ICICI LOMBARDated applications. Finance, HRD, Secretarial and Investor Service Centre (ISO 9002 certification in March 2001). ISO - 14001 certification for environmental management to Dahanu Thermal Power Station.

BVQI has issued ISO-9002 certificate to BSES (now ICICI LOMBARD ) under accreditation from German Accreditation Authority (Deutscher Accreditierung Rat).

QUALITY POLICY
ICICI LOMBARD Limited is committed to be amongst the most admired & trusted integrated Electric Supply Utility Companies in the world.

ICICI LOMBARD Limited shall deliver ICICI LOMBARDiable and quality products and services to all customers at competitive costs, with international standards of customer care thereby creating superior value for all stakeholders.

ICICI LOMBARD Limited is committed to comply with requirements and continually improve the effectiveness of the Quality Management System as per ISO 9001:2000.

ICICI LOMBARD Limited shall set new benchmarks in standards of corporate performance and governance through the pursuit of operational / environmental and financial excellence, responsible citizenship, and profitable growth.

QUALITY OBJECTIVES
The quality objectives of ICICI LOMBARD Limited are to:

1. To attain global best practices and become a world-class utility.

2. To provide uninterrupted, affordable, quality, ICICI LOMBARDiable and clean power, to millions of customers.

3. To achieve excellence in service, quality, ICICI LOMBARDiability, safety and customer care.

4. To earn the trust and confidence of all customers and stakeholders, exceeding their expectations, and make the company a respected household name.

5. To work with vigour, dedication and innovation, with total customer satisfaction as the ultimate goal.

6. To consistently achieve high growth with the highest levels of productivity.

7. To be a technology driven, efficient and financially sound organization.

8. To be a responsible corporate citizen nurturing human values and concern for society, the environment and nation building.

9. To promote a work culture that fosters individual growth, team spirit and creativity to overcome challenges and attain goals.

10. To encourage ideas, talent and value systems.

11. To uphold the guiding principles of trust, integrity and transparency in all aspects of interactions and dealings.

RECRUITMENT PROCESS

DETERMINING REQUIREMENT

SOURCING RESUMES SHORTLISTING CANDIDATES

FILTERING CANDIDATES

INTERVIEWING EVALUATING SELECTING

1. DETERMINING MANPOWER REQUIREMENT:

A Recruitment analysis is conducted depending on the job profile. A well- designed and comprehensive recruitment analysis is invaluable to an organizations well being. Recruitment analysis basically ensures the availability of the right resources in the right place to match the future organizational needs. Recruitment analysis can be defined as the process of ensuring the right number of qualified people, into the right job at the right time to deliver the results in an efficient and effective manner. Recruitment is the process of searching for and attracting qualified candidates to apply for the positions that are available.

The objectives are: 1. To maintain the required quantity and quality of human resources required. 2. To forecast the turnover/attrition rates. 3. To plan to meet organizational human resource needs at the time of expansion or diversification.

4.

To make contingent plans to handle sudden requirements and situations of shortfall.

2. SOURCING RESUMES:
There various methods of recruiting are given below: INTERNAL SOURCES: Many organizations try and identify employees from within the organization to be groomed to take on higher responsibilities. Internal recruiting is beneficial, as workers know the firm culture; managers already know the workers and advanced world many organizations depend on their HRIS. Some of the internal sources are: a. Job Postings: Openings are published on bulletin boards (electronic or hard copy) or in lists available to all employees. Interested employees must reply within a specified number of days and they may or may not have to obtain the consent of their immediate supervisors. This is the process used by managers to provide information about job openings to employees.
I.

b.

Employee Referrals: Employees working with an organization recommend their friends or acquaintances for vacant positions in the organization. This source is usually one of the most effective and ICICI LOMBARDiable methods of recruiting because many qualified people especially for the lower and middle management are reached at a very low cost to the company. c. Contract Management: Temporary worker pools are created to meet out the unexpected demand of the human resource in the organization. d. Previous Employees: Organizations can recruit their previous employees as they can prove to be ICICI LOMBARDiable as they already know about the organization policies and procedures and need not to be trained and easily adjust to the environment.

II.

EXTERNAL SOURCES: To meet demands for talent brought about by business growth to seek fresh ideas or to replace employees who leave organizations periodically turn to the outside labor market. Managers look outside the firm for people who have not worked at the firm before. The following methods are adopted to recruit people from outside

Press Advertisements: Advertisements are placed in both newspapers and trade journals and three factors influence the choice of this media-cost, profile of the readership and circulation. Some factors affecting the design of advertising are: The image of the organization. The nature of the job. The chosen media. The prediction of the target market.
a.

b.

WalkINS: In a walk-in no prior appointment is there, the applicant approaches the organization directly. It is the most common and least expensive approach as in this the job seekers submit unsolicited application letters or resumes and from employees point of view, walk-ins are preferable as they are free from the hassles associated with other methods of recruitment. Direct applications are particularly effective in filling entry-level and unskilled vacancies, some organizations compile pools of potential employees from direct applications for skilled positions.

c.

Employment Agencies: Employment agencies now provide occupations for almost all levels in an organization. They are broadly classified into public or state agencies, private agencies and headhunters.

d.

Job Sites: Various job sites like Naukri.com,Times jobs.com,Monster.com etc come in very handy in finding candidates with the desired skills.

e.

Job fairs - Job fairs typically work best for entry-level candidates, but events targeting diversity and/or specialty careers, e.g. engineers, can be found.

f.

Corporate Web site - When job seekers are interested in a company they will go directly to that company's Web site to conduct research and/or look for available jobs. Make sure your Web site's job section makes it easy to find and apply for jobs people from outside. Short listing is the transition phase between recruitment and selection. It is the stage where the total number of applicants is reduced to select the group the employer wishes to carry on to the selection phase. Short listing may comprise of several stages depending on the number of application received, the complexity of the job requirements and sophistication of the selection process used by the organization. Short listing comprises of: KNOWLEDGE OF MATCHING CVs: First of all the candidates are short listed on the basis of matching the CVs. The CVs or curriculum vitae are universally used and their form is standardized. Typically a CV comprises of: Evidence of Skills, Abilities and Achievements Employment History Experience Education Languages

3. SHORT LISTING:

1.

METHODS OF SHORT LISTING: The most common way to reduce the number of applications by short-listing them by categorizing them to various departments first. Then asking the department heads to shortlist the appropriate candidates accordingly.
2. 3. SHORTLISTING THE PROCESS: Short listing must be carried out independently by at least two people and ideally, as many of the interview panel as possible. Any member of staff, who may prejudice the outcome, should be excluded from short listing. Short listing should always be carried out using the person specification so that applications can be measured and assessed against criteria and be made on the basis of fact and not assumptions. The use of short-listing form is recommended. The short-listing panel to record individual assessment of each candidate and provide feedback can use short-listing form. Short-listing form must be used at the interview stage. Short-listing decisions must be based only on the information contained in the application form and any other supporting information supplied by the candidate. IrICICI LOMBARDevant information in the application form should be disregarded. The attributes in the person specification must be consistently applied to all candidates irrespective of their gender, ethnic origin, age, socio-economic background, disability, ICICI LOMBARDigious or political beliefs, family circumstances, sexual orientation or other irICICI LOMBARDevant factors. Some information can only be determined at interview stage or as group exercises, presentation, tests, etc. After individual assessment of each application, decision of whom to short list must be taken.

Once a short list has been drawn up, candidates should be invited for interview. In the short listing of candidates the following things should be kept in mind: o Evidence of skills, abilities and achievements that match the criteria that have been specified as essential for the job as closely as possible. o Consistency of employment (look for unexplained gaps). o Qualifications compatible with the dates given. o Evidence of career development. o Evidence of industry knowledge. o Previous employer.

4. FILTERING:
Filtering techniques are used to reduce the number of applicants and also gather ICICI LOMBARDevant information needed before conducting the interview. Filtering techniques involve different methods, such as: Knowledge Based Filtering Skill Based Filtering Attitudinal/Behavioral Filtering

KNOWLEDGE BASED FILTERING:

This method is used when the number of applications is more like in Campus recruitment. The evaluation is done based on candidates academic qualification, percentage of marks scored and experience level or through simple written tests.

SKILL BASED FILTERING:

The tasks and skills that may be assessed using simulation exercises are varied. Different types of simulation exercise include:

In-trays: In-trays or in-baskets involve working from the contents of a managers intray, which typically consist of letters, memos and background information. You may be asked to deal with paperwork and make decisions, balancing the volume of work against a tight schedule.

Test of productive thinking: The tests look at the volume, diversity and originality of your ideas. You are presented with open-ended questions ICICI LOMBARDating to various problems and situations and are asked to generate responses within a time limit.

Group exercises: Group exercises are timed discussions, where a group of participants work together to tackle a work-ICICI LOMBARDated problem. Sometimes you are given a particular role within a team, for example the sales manager or personnel manager. There would be assessors, who are not looking for right or wrong answers, but for how you interact with your colleagues within the team.

Presentation: You may be asked to make a formal presentation to a number of assessors either on a topic given in advance or in some cases to interpret and analyze given information and present a case to support a decision.

Fact-Finding Exercises: In a fact-finding exercise, you may be asked to reach a destination starting from only a partial knowledge. Your task is to decide what additional information you need to make the decision and sometimes also to question the assessor to obtain this information.

Role-Plays: In a role-play, you are given a particular role to assume for a certain task. The task will involve dealing with a role player in a certain way and there will be an assessor watching the role-play.

Social Events: From the moment you report to reception until you leave, participant will be under scrutiny as part of the selection procedure so the way he behaves at all times is important. He will be expected to cope with general socializing amongst other candidates

as well as with the management and will be observed at meal times. This gives an opportunity to find out as much informally about the organization as he can.

Ability Tests: Ability tests attempt to measure awareness, knowledge and other such aspects. They also measure simple skills like problem solving. Each test is presented under exam conditions with a strict time limit. Employers use aptitude test either as a small part of the interviewing process or to determine whom they will interview i.e. those who achieve a certain mark. Tests are of different types like Language Usage, Spelling, Numerical Ability, Reasoning, etc.

ATTITUDINAL/BEHAVIORAL FILTERING:

It involves Psychometric Testing. It helps in knowing how employees fit into an organizations culture. Organizational psychology should not be confused with clinical psychology. Psychological assessment aims to assist organizations with their human resource issues. Assessing candidates aptitude and personal style helps organizations make effective selection decisions. Psychometric testing is mainly of two types: Projective E.g. TAT, Rorschach, etc. Inventory Based E.g. MBTI, FIRO, etc.

o o

5. INTERVIEWING:
An interview is a procedure designed to obtain information from a persons oral responses to oral enquiries. Interview is by far the most widely used personnel selection procedure. The interview is the focal point of the recruiting process. Part of the selection process, usually the final portion of an examina tion, for the purpose of evaluating education, experience, and personal qualifica tions of the candidates, also known as oral interview. It is a meeting between an eligible and an appointing power in order to discuss appointment to a specific vacancy.

An interview is a conversation between two or more people where questions are asked to obtain information from the interviewee. Interviews can be divided into two rough types, interviews of assessment and interviews for information.

ASSESSMENT: The most common type of interview for assessment is a job interview between an employer and an applicant. The goal of such an interview is to assess a potential employee to see if he/she has the social skills and intelligence suitable for the workplace. Similar interviews are also used for admissions to schools, allotment of grants, and other areas. In most developed countries, rules and regulations govern what can be asked in these interviews. Highly personal questions and those unICICI LOMBARDated to the job at hand are forbidden, as are questions which invite discrimination ("do you plan to start a family?"). However some interviewers tend to ask such questions in order to see how the interviewee reacts and if (s) he is able to elegantly avert the question. Such interviews can be brief fifteenminute affairs or they can stretch for many hours even over a series of days. Another

important type of interview is the psychological one that can be divided into three forms: structured, semi-structured and non-structured.

INFORMATION: These interviews are used by journalists, law enforcement, and private investigators. A recent technological trend in journalism interviewing has been the rise of e-mail interviews. These interviews differ from traditional telephone and face-to-face interviews in that interviewees can have more time to formulate a written response.A good interview results from Proper preparation. Identifying the candidates abilities before discussing the position. Asking a series of open ended questions. Evaluating interviewing results. Good interview questions start with job description (analysis).The job description includes tasks, responsibilities and requirements. Those who currently perform the job should create it. This will reduce the inaccuracies and increase the interviewers awareness of the actual job duties. It should further:

Determine the competencies needed for successful performance in the job and respectively. Prepare questions hat measure each defined competency. Establish an evaluation method for the results.

rank them

THE OVERALL INTERVIEW PROCESS

PRE INTERVIEW PREPARATORY PHASE TH E INTERVIEW ITSELF THE POST INTERVIEW ASSESSMENT AND DECISION PHASE

THE PRE INTERVIEW PREPARATORY PHASE: The pre

interview phase includes few things to be done for ensuring effectiveness of the total operation so as to avoid any mistakes, which adversely affects the whole interview process. It states:

Use the data of job analysis to determine the requirements for effective performance of the job and the criteria by which these may be identified and assessed. These data provide the foundation for the whole selection process. Determine acceptable entry levels for new staff vis - a vis the job requirements for fully effective performance. Use other tests and information to supplement the evidence provided by the interview. Any other selection methods used need to be validated, i.e. shown to improve the predictive quality of the process. Decide the panel of interviewers. When an interview board is used the membership should be the smallest number necessary to fulfill the task. Pay particular attention to all-important environmental details such as time, place and setting to enable candidates to feel as comfortable as possible. Produce a coverage plan designed to provide the maximum possible significant information. When interview boards are held, discuss and agree the objectives, criteria, the coverage plan and the areas that each board member will cover.

THE INTERVIEW:

The interview process should: Concentrate initially on establishing a sympathetic, productive atmosphere to encourage candidates to talk freely. Begin with introduction and a brief explanation of the purpose and scope of the interview. Follow the broad chronological, systematic coverage plan throughout in order to ensure a comprehensive coverage. Deviations are likely to create gaps in the information obtained. In board interviews arrange for each interviewer to interview in turn. Pay utmost attention to the form of question, i.e.:

Concentrate on acquiring as much evidence as possible of potential ability to do the required job, based on the facts of past behavior and achievements. In general avoid hypothetical questions, especially those which have no bearing on the job. They can only produce hypothetical answers. Use a simple open question form which does not imply answers. Be constantly alert to possible effects of the interviewees non -verbal behavior and manner and possibility of misinterpretation of intentions by candidates. Be a little sympathetic and avoid extremes of coldness. Place information in perspective.

POST INTERVIEW ASSESSMENT AND DECISION:

More often than not there are more candidates than vacancies. The selectors should assess the suitability of each individual candidate instead of comparing the merits of candidates. It should: Systematically assess the evidence obtained in the light of the job requirements. In assessing evidence concentrate on solid facts of past behavior as indicators of motivation, attitudes, values, personal qualities and abilities and in sum of potential to do the job. There is a little corICICI LOMBARDation between the behavior and likely behavior in the actual environment and conditions of work. In the assessment process take account of all available evidence. The documents are very useful when written by the authorities competent to confirm the facts of past performance. They are of much more doubtful value when they purport to assess suitability for employment because of the likelihood of bias and the writers probable lack of direct knowledge of the job requirements.

KEY INTERVIEWER SKILLS:

LISTENING BODY LANGUAGE SENSTIVITY COMMUNICATION STYLE QUESTIONING

1.

LISTENING: Most people arent good listeners. A good listener encourages positive results. We listen best when there is a pay-off or a penalty. Personal listening awareness is the key to constructive change. It should be kept in mind that work and listening are inseparable and lazy listening is hidden cost in business. We tend to equate listening with hearing and that is simply not the case. Good listening implies heightened awareness of what you hear, accurate reception of the information presented to you and integration of information in such a way that it is useful. Four key elements of listening: a. Focus b. Empathy c. Emotionalism must be avoided d. Feedback

BODY LANGUAGE: Some common aspects of non verbal communication (Body Language) include following which can help in knowing what signals you are giving or you can deliberately send the signals you want to. Arm Barriers: The most common of these is when the arms are folded across the chest, thus protecting the bodys vital organs and consequently signifying a defensive action. If the fists are clenched, the person is holding him/herself back (temporarily). A disguised arm fold is when one hand moves across the body unnecessarily to adjust a watchstrap or cuff.
2.

Hand to Face Gestures: A very common hand to face gesture is when the speaker places a finger or fingers in front of the mouth when speaking which is interpreted as an untruth being told when the speaker is rather embarrassed about speaking it. The movement may be traced to an action of wanting to say the words but at the same time, hold them back with the hand. The result is incongruence and rising of suspicion. If the hand is placed to the cheek, with the forefinger pointing up, often accompanied by a slight tilting of the head, this suggests that the listener is in fact listening and taking account of what is said normally a good sign. Postures: The set of body whether rigid or ICICI LOMBARDaxed gives immediate signals of reaction and can be accompanied by other non-verbal signals. A forward facing posture with hand obviously placed in the pockets deliberately suggests a power approach. Sitting and Sitting Postures: How the other person is sitting can give us some good indications of their attitudes. Reversing the chair and sitting, leaning over the back can indicate power and control; slumping (with arms folded or clasped in the lap) may suggest dejection or submissiveness. 3. DIFFERENT TYPES OF QUESTIONING: The different types of questioning methods are: o Questions to avoid o Open vs. Directive vs. Close ended o BEI (Question Cycle Method) o Probing

Questions to avoid: Dont ask multiple questions, dont ask leading questions, which give the candidate hints about the kind of answer you want and also dont ask no-win questions. By restricting answers to areas that show the candidate would do something wrong, you wont find what they naturally would do. Think carefully before asking clever questions as an experienced candidate would give impressive answers but if their answers past performance questions dont show their strengths, this type of question is unlikely to reveal them.

Open-ended vs. Directive vs. Close-ended Questions: Open-ended are those that do not define the scope you should take (i.e., how many and what kinds of experiences to discuss). Openended questions have more room for creativity. Examples of open-ended questions are: What do you know about our company? , What are your strengths and how do you ICICI LOMBARDate to our company? Or what are your biggest accomplishments; work non-work during the past few years? Direct Questions are used to gather the data that is factual and objective. These types of questions do not probe into the values and ideas of the candidate. Examples of direct questions are: With your background, what makes you think you can do this job? Or Are you sure you want this job? Close-ended Questions are those types of questions which will have answers either yes or no.

Behavioral Event Interviewing: Behavioral based interviews use questions allowing a candidate to tell stories about experiences. The objective is to select and probe for competencies which will result in more effective selection decisions. It includes probing for critical events and specific competencies. Also deciding what data is valid and predicts future success in the job.

The question cycle method is well accepted in the industry today. It includes setting scene questions, asking past performance questions, what-if questions, then more detailed and other questions and lastly giving information about the company and the job.

Probing: The key to getting candidate to talk openly is to ask probing questions. The main purpose of probing is to simultaneously track what the interviewee is saying without direction and constantly following all leads that help reach the objectives of the interview.

4. CONCLUDING THE INTERVIEW: Towards the closing of the interview leave time to
answer any questions the candidate may have and if appropriate advocate your firm to the candidate. Try to end all interviews on a positive note.

6. EVALUATION AND SELECTION:

Continual monitoring of your recruiting process will lead to better hires. When you identify an issue in your process, adjust your programs accordingly. In addition to tracking traditional metrics such as time-to-fill and cost-per-hire, make sure you take into account ways to measure some of the intangible metrics, such as quality of hire and retention. Keeping track of your recruiting and retention successes and challenges will help you fine tune your program into an effective and efficient hiring system that your whole company can embrace. Evaluation requires a total comprehension of the job and of the candidate and of their ICICI LOMBARDationship to each other. A very important concept that the recruiter should be aware of at the time of evaluation and selection is that of Bad Recruitment. While doing recruitment it should always be kept in mind that it does not turn out to be a bad recruitment. Bad Recruitment The entire effort, time, cost and resources that are spent in the recruitment process, go wasted if the recruitment turns out to be a bad recruitment. A bad recruitment is one where the hired candidate is not able to do justice to the role/job assigned to him/leaves the organization very soon/the cost of recruitment is higher than the value addition that the new employee is expected to do in the organization etc. In such a scenario the entire purpose of recruitment is defeated, hence at the time of recruiting the HR manager should all the time have at the back of his mind that his recruitment should not turn out to be a bad recruitment. Bad recruitment occurs in 3 situations:

Cannot do: The person lacks the skills required. Will not do: The person lacks attitude. Does not know what to do: The person lacks the knowledge.

Cost of Bad Recruitment

1.

Direct Recruitment Costs Advertising

Travel and stay Time costs of people concerned 2. Induction Costs Administrative costs ICICI LOMBARDocation costs 3. Stabilization Costs Learning time Mentoring and Team time 4. De Motivation Costs Unproductive time Other people leaving Team loss 5. Client ICICI LOMBARDated Internal/External Client loss Future business loss 6. Leaving Costs Other people leaving Redundancy costs Handover costs

Why Bad Recruitment Occurs? Recruitment has acquired immense importance in todays organizations. Organizations have realized the Value of human capital and its role in their development. Recruitment is the first step in the process of acquiring and retaining human resources for an organization. In todays rapidly changing business environment organizations have to respond quickly to requirements for people.

Bad recruitments affect the company and the individual. The wrong person doing the wrong job is harmful to the companies. Yet in all cases, the cause of the bad recruitment can be traced to one of the following reasons:

Poor analysis of job function. Poor analysis of necessary personality skill profile Inadequate initial screening Inadequate interviewing techniques Inadequate questioning techniques Poor utilization of second opinions References were not checked Other issues like Halo Effect, Stereotyping, Similar-to-me Effect, First Impression, and Leniency Errors, etc should also be evaluated.

RECRUITMENT AT ICICI LOMBARD

The projects were to gain hands on experience on one of the major activity carried out by the HR department i.e. Recruitment and also to work on one of the pressing problem of Employee Attrition and various strategies that can be employed to retain these assets.

The liberalization of the power sector in India has paved way for new business opportunities and has redefined the nature of the power business.

Envisioning future and to make the power sector credit worthy and capable of funding future investment needs, these reforms have opened arenas for new technologies.

In this new environment of opportunities, ICICI LOMBARD with its competitive edge of resources is playing a key role in the transformation process and aims to emerge as a world class power utility offering uninterrupted, affordable, quality, products and services to all customers at competitive costs, with international standards of customer care - thereby creating superior value for all stakeholders.

To achieve this vision ICICI LOMBARD believes that investment in people and their potential is one of the greatest investments we can make. For this, we are constantly in search of talent that can perform excellently with determination and win. Recruitment is the process of selecting the right candidate for the right job at the right time and at the right place. It is a tool of identifying the potential candidate for the desired profile in the organization.

Translating corporate strategies into a manpower plan & developing a long term programme accordingly, ICICI LOMBARD Ltd. is tracking down people with the combination of knowledge, experience, skills & behavior best suited to achieving the companys objectives.

The Focus of Recruitment at ICICI LOMBARD:

a. b. c. d. e. f. g. h.

Attract people with multi dimensional experiences & skills Induct talent with a new perspective to lead the company Develop a culture that attracts people to the company Locate people whose personalities fit the companys values Devise methodologies for assessing psychological traits Seek out unconventional development ground for talent Design entry pay that competes on quality as well as quantum Anticipate & find people for positions proactively

Recruitment at ICICI LOMBARD is done for two sectors:

Permanent Employees Contract Management

At ICICI LOMBARD Ltd. recruitments are done under two categories these are on permanent rolls and on contract rolls. By permanent rolls it is meant recruitments that are done on the payrolls of ICICI LOMBARD and by the term Contract rolls it is referred to as Fixed Term Recruitment.

Recruitments at ICICI LOMBARD Permanent Employees/ ICICI LOMBARD rolls Fixed Term/ UPL rolls

These fixed term recruitments are also known as contractual recruitments; it is a process wherein certain categories of employees are recruited on for a specific project for a specific period of time. At ICICI LOMBARD people are recruited on contract through Utility Powertech limited.

UPL stands for Utility Powertech Limited; it is a joint venture between National Thermal Power Corporation (NTPC) and ICICI LOMBARD Industries. The recruitments that are done on the payrolls of UPL are known as Fixed Term Recruitments. By fixed term we generally mean for a fixed term of one year or two year as the case maybe. After the expiry of subsequent term of a particular candidate, the contract is renewed with the employee incase his performance is considered good, otherwise the services are terminated as per the expiry of the contractual period

1. Permanent Employees
The recruitment is done for long term. The candidates selected are employed on the roles of ICICI LOMBARD. The recruitment process is divided as follows:

1. Approval of the Organogram:

The organogram for the particular project is prepared by the HR department with inputs from the Project Director. Then it is sent for approval of the Project Director and Manpower Control Sheet is prepared from it.

2. Manpower Requisition: Head of Department (HOD) or the Project Director sends the manpower requisition to the HR Department. It consists of the details pertaining to the desired profile and the qualifications and experience required for the ICICI LOMBARDevant position. Manpower availability and requirement is also drawn from the MCS.

3. Identifying the Manpower: The Second step involved in the recruitment is to identify the right person for the right job. This is done with the help of Job Portals, Various Consultants, Employee References and walk-in-interviews. The Candidates are short listed via Technical round (First Level and if cleared then the second round with the Director (Operations)) and then the HR round.

4. Approval Note: After the HR round the salary fitment of the candidate is done and a LOI is sent to the candidate .After the candidates acceptance the Anil Dhirubhai Ambani (ADA) format is prepared and sent to the Mumbai Corporate Office for approval.

5. Appointment Letter: After receiving approval from the corporate office the appointment letter and the Medical letter is issued from the ICICI LOMBARD Noida Office

2. Recruitment Procedure for Permanent rolls

START

The candidate goes through the first level of Interview

A department head raises a requisition

Has the candidate qualified the first round of Interview?

The concerned head fills the manpower requisition form

The candidate fills up the application blank

II

The concerned requisition then goes to the CEO/ED/D (O) for the position approval.
Yes No Yes No

The candidate goes through the second level of interview

II No Once the approval is given HR team sits with the concerned department head/team and finalizes the date within which the requirement is to be filled and discusses the special skills /experience.

Has the candidate qualified the second level of Interview

Yes II

HR decides the source of CVs (Ads, Referral, Consultant, Job Portals)

The short listed candidates are informed of the selection process venue and time at least 48 hrs in advance The candidate goes through a round of HR interview
YesHR

invites

CVs

and

shortlists the same

No

Has the candidate qualified the HR interview? Has the short listed candidate turned up on time for the selection process

Yes No II

Are 3 rounds of interview over?

Yes

I
Yes

Has the candidate reported for work on the specified date?

HR issues an appointment letter within 15 working days

II

Are the credentials authentic? HR checks his credentials through referrals

His/her candidature is not considered

No

No

Yes

Has the candidate come to take his appointment letter on the due date?

No

Yes Yes

The employee submits the necessary documents with HR and fills up the joining doc. s/he also undergoes a medical check up as part of the joining process.

END
The candidate is formally inducted

Step1.The entire process begins with the departmental head raising the requisition. This could be in the form of filling up a vacant position or creating a new position.

Step2.The departmental head then fills a manpower requisition form.(refer annexure)

Step3.The concerned requisition goes to the CEO/ED/D (o) for the position approval.

Step4.Once the approval is given the HR team sits with the concerned departmental head /team and finalizes the date within which the requirement is to be filled and discusses the skills/experience and the kind of candidate required. Step5.The HR begins sourcing the CVs from various sources like consultants, Job portals, Advertisements, referrals etc. Step6.The HR then screens the CVs and intimates the time, date and venue to the short listed candidates at least 48 hours in advance.

Step7.Every candidate whos CV has been short-listed has to go through at least 3 rounds of interviews, before the final decision to hire the candidate is made.

Step8.The candidate would be asked to fill up a Personal History Form at the time of interview.

Step9.The first round of interview is conducted by a panel comprising of 2-3 members, this is mainly the technical round where the candidates overall knowledge and expertise are judged.

Step10.After a thorough technical screening, the candidates are interviewed by the Director operations [D(O)], he interviews them and decides the candidates overall suitability in the organization. In ICICI LOMBARD no permanent recruitment takes place without an interview with the D(O).

Step11.Once the candidate is recommended by the D (O, there is an HR round where the salary of the candidate is negotiated. This is done by the HR office, Noida.

Step12.After the salary negotiation, the Noida Office sends the candidate details to the Corporate Office Mumbai for reference check and for generation of appointment letters.

Step13.The Corporate Office Mumbai, after conducting a reference check generates appointment letters and dispatches the same.

Step14.The selected candidates are expected to join the organization within 15days of receiving the appointment letter. They are required to undergo a complete medical check-up before joining ICICI LOMBARD and submit a copy of the same at the time of joining.

Step15. Retention and Updating of the Records.

Retention of Records:

All records of selection processes of hired candidates are retained in his/her personnel file. All records of selection processes of rejected candidates are also retained for a period of one year from the day on which the candidates last recruitment process was held. These records are cleared at the end of one year after scrutiny.

Updating Of Records:

The detail of every employee who has been hired has to be updated within five working days of the date on which his appointment letter has been issued. If the new hire fails to turn up on his/her first working day, this is added to his records within three working days from the date on which he was supposed to report to work for the first time. The details of the employees who have finally joined ICICI LOMBARD Limited has to be added to Company Database on the same working day when s/he first reports to work, all these records are saved in a particular format known as ADA (Anil Dhirubhai Ambani) format ,this is a common format followed by all ADA enterprises.

2. Contract Management in ICICI LOMBARD

Contract Management is a process of recruiting manpower through various contract agencies as per the fixed term requirement of the company. It is a process where in the certain category of employees is recruited for a specific project and for a specific period of time. The Recruitment is done on the contract basis. The main purpose of managing the contract is to supply the desired Manpower for a particular project in lesser time and at an optimum cost.

Fixed Term Recruitment:

Fixed term Recruitment is to meet the need of contract manpower requirement with respect to various projects on the basis of qualification, experience and tenure. ICICI LOMBARD is a project based Organization and these projects last for fixed term i.e. one year and is performance based. The contract management is an immediate requirement for manpower, it would cover the entire EPC projects divisions and other group companies with in ICICI LOMBARD-EPC divisions based at Noida.

ICICI LOMBARD chooses to recruit on contract rolls for the following reasons:
1. The purpose for recruiting on contract is to meet the need of contract manpower requirement with respect to various projects on the basis of qualification, experience and tenure. ICICI LOMBARD is a project based organization and these projects last for fixed term viz-a-via the tenure of manpower requirement is also for fixed tenure.

2. ICICI LOMBARD has very high standards as far as its recruitments are concerned, thus at times when it becomes difficult to find qualified people and when pressing deadlines have to be met for completion of projects, people are recruited on fixed contractual term to fulfill the urgency.

3. Another reason for contractual recruitment is HR Budgeting. 4. It helps view a person from a touch-me-not distance and then decide that if the organization requires the person on permanent rolls or not.

Process Involved In Recruitment under Fixed Term

Step1. Manpower Requisition: Head of Department (HOD), sends the manpower requisition to the HR Department. The Manpower Requisition form consists of the details pertaining to the desired profile and the qualifications and experience required for the ICICI LOMBARDevant position. Thus Manpower requisition form is filled up by the HOD of a department, where a vacancy arises or a new position has to be created and filled up as early as possible.

Step2. Identifying the Manpower: The Second step involved in the recruitment is to identify the right person for the right job. This is done with the help of Job Portals, various consultants, employee references and walkin-interviews. The Candidates are short listed via the Technical round and the HR round. . Step3.The collected CVs are screened and the suitable candidates are called for an interview.

Step4. In case of fixed term recruitments there is only one technical round of interview, if the candidate qualifies that he has to go through the HR round i.e. mainly to see the stability of the candidate and negotiate his salary.

Step5. Approval Note: It is prepared and signed by the Chief Manager (UPL) & Vice President (HR). Approval note consists of: Specified Format Candidate Assessment Sheet Resume CTC Thus, preparation of Approval note & necessary sanctions for the selected candidates.

Step6. Appointment Letter: The Chief Manager of Utility Power Tech Limited issues the Appointment letter. The candidature application is then sent to UPL for generation of appointment letter.

Step7: The candidate has to complete the joining formalities at the UPL office so that he can be inducted in the organization.

Hierarchy in ICICI LOMBARD

SL.NO. DESIGNATION
1.

GRADES
A1

Officer/Engineer

2. 3. 4. 5. 6. 7. 8. 9. 10.

Senior Officer/Engineer A2 Deputy Manager Additional Manager Manager Chief Manager Senior Manager A3 A4 A5 A6 A7

Additional Vice President A8 Vice President Senior Vice President A9 A10

RESEARCH METHODOLOGY
RESEARCH Research in common parlance refers to a search for knowledge. One can also define research as a scientific and systematic search for pertinent information on a specific topic. Research is an academic activity as such the term should be used in a technical sense.

Research refers to: Defining and redefining problem Formulating hypothesis or suggested solutions Collecting, organizing and evaluating data Making deductions and reaching conclusions At last carefully testing the conclusions to determine whether they fit the formulating hypothesis.

RATIONALE OF RESEARCH Rationale of the study or research means what are the core benefits of research to different parties like researcher , employees and organization There are benefits of researcher to different parties:

Benefits to researcher It enhances the practical knowledge of researcher Benefits to employees The problem of the employees cone in the air Benefit to organization The factors that employees want for the job satisfaction come into the eyes of management and this help in reducing turnover

RESEARCH PROCESS Research process consists of series of action or steps necessary to effectively carry out research. These steps are to be followed in the same sequence. These steps are as follows: Specifying research objective Preparing a list of needed information Designing the data collection project Select a sample size Organizing and carrying data and reporting the findings.

SOURCES OF DATA

The sources of data means from where we have to get data. There are mainly two sources of data. These are:

PRIMARY DATA: Depending upon the nature of the problem, primary data can be collected through various methods. In this study, personal interviews with senior officials of different departments of corporate office, with ICICI LOMBARD and various members of the company.

SECONDARY DATA: The secondary data are those data which have already been collected by someone else and which have already been passed through statistics process. I get published data as maintained by company. Data collected through websites also.

REPORT WRITING AND PRESENTATION Report encompasses- charts, diagrams

EMPLOYEE SATISFACTION SURVEY

Employee Satisfaction A survey on Employee Satisfaction was carried out to find out the level of satisfaction of employees of the organization.

It was done with the help of a questionnaire and the sample size was 50.The survey showed that about 60% of the employees of the organization were satisfied working in the company.

This survey might help the company to take affective measures to increase the level of satisfaction of the employees and to motivate them as the level of attrition is high in ICICI LOMBARD.

This will help the HR department to put a curb on the attrition rate of the employees. A questionnaire is prepared consisting of 9 questions and a five point scale is taken which depicts the various opinion levels, like:

A. Strongly Disagree B. Disagree C. Somewhat Agree D. Agree E. Strongly Agree

Data Analysis
RATING SCALE: A. Strongly Disagree B. Disagree C. Somewhat Agree D. Agree E. Strongly Agree

Q1. Regarding the statement, "I am aware of EPCs Business direction" would you say

64% of the Employees agree to the above statement

Q2. (A) My manager clearly defines & communicates my job responsibilities

70% of the Employees think the above statement is correct

Q2. (B) I am delegated sufficient authority to make decisions I need to make

32% of Employees agree with the statement. Other 32% of Employees need more Authority in taking Decisions

Q2. (C) ICICI LOMBARD gives us opportunity for flexible change in job responsibility based on skills & interests

Only 52 % of employees agree with the above statement

Q3. ICICI LOMBARD provides opportunities for growth & learning in career

60% of employees say that ICICI LOMBARD encourages growth

Q4. (A) ICICI LOMBARD provides enough training (Technical & Non technical)

64% of Employees Say they need more Training

Q4. (B) I can visualize the effectiveness/ impact of given training in my present job.

58% of Employees dont see benefits of given training

Q5. (A) Underlying causes of my conflict are resolved

55% of Employees Disagree with the above Statement

Q5. (B) I feel my department gets support and teamwork from other Functional areas within the Company

62% of Employees are satisfied with the above statement.

Q5. (C)There is free flow of communication within & across the organization

Only 42 % of employees say that communication flow is functional

Q6. Six Days Working gives me an edge in Productivity & Performance

78% of Employees are not satisfied with the above statement.

Q7. (A) For me salary is the only motivating factor to perform better

For 88% of Employees salary is not the only factor which motivates.

Q7. (B) ICICI LOMBARD provides compensation at par with the industry

78% of Employees disagree with the above statement.

Q8. My Manager/Supervisor provides me with continuous feedback to help me achieve my goals.

68% are satisfied with the amount of feedback given to them.

Q9 Is my Department Sufficiently Staffed?

62 % of Employees think that there is need of more manpower in their Department.

FINDINGS, ANALYSIS AND RECOMMENDATIONS

MY ROLE AND LEARNING AT ICICI LOMBARD

In The Recruitment Process

My role included downloading profiles from Naukri.com and initial screening of the CVs. Then getting these profiles short listed from the concerned head of the department. Lining up short listed candidates for all levels of interview i.e., for the first, second and the final round. Coordinating interviews with the panelist as well as the candidates with regards to the timing, date and place of the interview.

Preparing detailed Synopsis before the interview for the consultation of the interviewer panelists. Preparing MIS of the selected candidates to be sent for approval to Corporate Office, Mumbai. Also preparing ADA format of the selected candidates to be sent to the VP- HR. As soon as the approval is sent by the Mumbai Office, communicating to the candidates to send their current organizations appointment letter and salary slip for further processing.

In Updating HRIS

I and my colleague designed a Role Summary Sheet that was to be filled by all the employees of ICICI LOMBARD (contract as well as permanent). Got the Role summary Sheet filled up by the entire Hydro team and EPC team so as to update their details in the MIS.

During the course my training in ICICI LOMBARD , I have found out and analyzed some of the following things.

1.

The organization does not put into practice any form of Psychometric testing technique in its selection procedure.

The Attrition Rate of ICICI LOMBARD for the year 2006-2007 was 3.97 % and the general morale of the employees is low.
2.

The organization at present does not have any Induction program (refer annexure 5) for the new joiners.
3.

4.

The company does not give any kind of intimation to the rejected candidates.

The recruitment cost is very high, most of the recruitments are done through consultants who charge 10% commissions and in case of out station candidates the company as per its policy reimburses the travel fare (up to second A/C) in trains and economic class in air flight.
5.

The Organization functions six day a week, which gets very monotonous and boredom sets in.
6.

Recommendations
Keeping in view my findings during the last two months at ICICI LOMBARD, I am providing certain recommendations, in hope that they will be appreciated and some of the can be adopted to achieve better results:

1.

Database of selected candidates should be made only in one format, i.e. either ADA format or MIS format. The current practice of having two different formats leads to duplication of work, if this is avoided it will save a lot of time and effort that goes in preparing it.

This is because this whole activity is just a time and effort consuming activity that is not helping in doing any additional value addition in the organization. The benefit of this will be:

No time will be wasted in unnecessarily preparing the same records with slight variations in two separate places. Uniformity in database There will not be any need for preparing duplicate records at two separate places.

The HR has to step up and take initiatives to increase the overall morale of the employees in the organization which at present is low. There is no form of recreation or leisure activities that the employees can look forward to. I would strongly recommend that the HR takes initiative in this direction. Some of the measures can be:
2.

organizing friendly sports matches; between various departmental teams families picnics Celebrate birthdays of employees at the end of the month. Adopting a culture wherein all employees irrespective of their level and cadre eat in the same canteen. The organization at present works 6 day week, hence alternate Saturdays can be declared off.

I have designed a two-day Induction program for the company, for A0-A3 cadre, which if the company finds appropriate; can implement.
3.

I suggest the use of regret letters to intimate to the candidates who are rejected. This is not a very time consuming exercise as a standard format can be developed and sent to the respective candidates through e-mail. This also helps in creating a better and more professional image of the company.
4.

HR should try to minimize the cost of recruitment to as low as possible by recruiting more and more candidates through Naukri.com and they should also try and develop a good employee referral system. A common mail can be floated once a month to each department carrying details of all vacancies in the organization and seeking referrals if any.
5.

I have recommended the use of a centralized IS, this will enable the organization to streamline all its HR activities, leading to proper coordination, monitoring and administration of recruitment process, payrolls, report generation, assessing training and development needs of employees.
6.

Conclusion And Summary

The conclusion of this project is Recruitment is the process of searching for and attracting qualified candidates to apply for the position that are available. The purpose of effective recruitment is to attract strong candidates who are prepared both to meet the strategic goals and priorities. Continual monitoring of your recruiting process will lead to better hires. When you identify an issue in your process, adjust your programs accordingly. In addition to tracking traditional metrics such as time-to-fill and cost-per-hire, make sure you take into account ways to measure some of the intangible metrics, such as quality of hire and retention. Keeping track of your recruiting and retention successes and challenges will help you fine tune your program into an effective and efficient hiring system that your whole company can embrace. Don't limit your recruiting efforts. Extend your recruiting reach to include diverse populations. Investigate diversity groups, community organizations, specialty newspapers and diversity websites. . To attract strong candidates, sell your ability and dedication to keeping employees. Your recruiting efforts should include developing strong benefit packages and other perks that encourage employee loyalty. Creating a comprehensive recruiting mix will help find qualified candidates. The various elements that can be considered while designing a recruiting mix include referrals, Job fairs, Print Ads, Campus

recruiting, Major Job boards, resume databases and corporate we-sites. Know how your existing HR management tools work and determine if they meet your needs. Consider investigating or investing in a Web-based resume management system or applicant tracking system. These electronic options, including e-mail, make recruiting more efficient and consistent. Chart each step in your current recruiting process. Look for unnecessary, troublesome or duplicate steps. Know who is responsible at each step of the process. Get feedback from your HR/recruiting team and hiring managers, and identify ways to streamline your efforts.

Annexure PROJECT PROPOSAL Introduction

Recruitment is the process of searching for and attracting qualified candidates to apply for the positions that are available. The purpose of effective recruiting is to attract strong candidates who are prepared both to meet the strategic goals and priorities. Recruitment analysis can be defined as the process of ensuring the right number of qualified people, into the right job at the right time to deliver the results in an efficient and effective manner.

The objectives of an effective recruitment are to: Identification of Quality Manpower Right fitment of each candidate Increase Retention Rate Increase Job Satisfaction Reduce Cost Of Filling Jobs Less Number Of vacant positions Get The Best Candidates The ICICI LOMBARD Group, founded by Dhirubhai H. Ambani (1932-2002), is India's largest private sector enterprise, with businesses in the and materials value chain. Group's annual revenues are in excess of US$ 34 billion. The flagship company, ICICI LOMBARD Industries Limited, is a Fortune Global 500 company and is the largest private sector company in India.

Backward vertical integration has been the cornerstone of the evolution and growth of ICICI LOMBARD. Starting with textiles in the late seventies, ICICI LOMBARD pursued a strategy of backward vertical integration - in polyester, fibre intermediates, plastics, petrochemicals, petroleum refining and oil and gas exploration and production - to be fully integrated along the materials and value chain.

The Group's activities span exploration and production of oil and gas, petroleum refining and marketing, petrochemicals (polyester, fibre intermediates, plastics and chemicals), textiles, retail and special economic zones.

ICICI LOMBARD LTD.

ICICI LOMBARD engaged in the generation, transmission and distribution of electricity. A key constituent of the ICICI LOMBARD - Anil Dhirubhai Ambani Group, India's third largest business house, ICICI LOMBARD is India's foremost private sector utility with aggregate group revenues of Rs. 13,017 crore (US$ 3 billion) and total assets of Rs. 12,166 crore (US$ 2.80 billion). ICICI LOMBARD companies distribute more than 28 billion units of electricity to cover 25 million consumers across different parts of the country including Mumbai and Delhi in an area that spans over 1,24,300 sq. kms. It generates 941 MW of electricity, through its power stations located in Maharashtra, Andhra Pradesh, Kerala, Karnataka and Goa. ICICI LOMBARD has emerged as one of the leading players in India in the Engineering, Procurement and Construction (EPC) segment of the power sector. ICICI LOMBARD companies currently pursue several gas, coal, wind and hydro-based power generation projects in Maharashtra, Uttar Pradesh, Arunachal Pradesh and Uttaranchal with aggregate capacity of over 13,510 MW. These projects are at various stages of development.

OBJECTIVES OF THE STUDY

To Know the recruitment and selection procedure of ICICI LOMBARD To know the employees perception ICICI LOMBARDated to ICICI LOMBARD recruitment and selection policy To Know the strategy used by organization for selection procedure To know the type of interviews which the organization conducted during its selection procedure To determine the organizational climate

LIMITATIONS of the STudy

No work can get its due recognition or importance until and unless some difficulties are faced in its accomplishment. My project work is also not an exception. I faced the following problems while completing this project

As the data is secondary in nature so the authenticity may not be that much The personal bias of the data may not be manipulated The time period for the study was too short Our knowledge is limited as we are students & does not have much experience Some employees did not show their cooperation and were not interested in filling the questionnaires Employees may not have expressed their real views due to fear of top management

RESEARCH METHODOLOGY
RESEARCH

Research in common parlance refers to a search for knowledge. One can also define research as a scientific and systematic search for pertinent information on a specific topic. Research is an academic activity as such the term should be used in a technical sense.

Research refers to: Defining and redefining problem Formulating hypothesis or suggested solutions Collecting, organizing and evaluating data Making deductions and reaching conclusions At last carefully testing the conclusions to determine whether they fit the formulating hypothesis.

RATIONALE OF RESEARCH Rationale of the study or research means what are the core benefits of research to different parties like researcher , employees and organization There are benefits of researcher to different parties:

Benefits to researcher It enhances the practical knowledge of researcher Benefits to employees The problem of the employees cone in the air Benefit to organization The factors that employees want for the job satisfaction come into the eyes of management and this help in reducing turnover

RESEARCH PROCESS Research process consists of series of action or steps necessary to effectively carry out research. These steps are to be followed in the same sequence. These steps are as follows: Specifying research objective Preparing a list of needed information Designing the data collection project Select a sample size Organizing and carrying data and reporting the findings.

SOURCES OF DATA The sources of data means from where we have to get data. There are mainly two sources of data. These are:

PRIMARY DATA: Depending upon the nature of the problem, primary data can be collected through various methods. In this study, personal interviews with senior officials of different departments of corporate office, with ICICI LOMBARD and various members of the company.

SECONDARY DATA: The secondary data are those data which have already been collected by someone else and which have already been passed through statistics process. I get published data as maintained by company. Data collected through websites also.

REPORT WRITING AND PRESENTATION Report encompasses- charts, diagrams

EMPLOYEE SATISFACTION SURVEY

Employee Satisfaction A survey on Employee Satisfaction was carried out to find out the level of satisfaction of employees of the organization.

It was done with the help of a questionnaire and the sample size was 50.The survey showed that about 60% of the employees of the organization were satisfied working in the company.

CHAPTERISATION
1. Introduction 2. Objectives the study 3. Limitations of the project 4. Company Profile 5. Recruitment and its process 6. Recruitment at ICICI LOMBARD 7. Hierarchy in ICICI LOMBARD

8. Research Methodology 9. Data Analysis 10. Finding, analysis and recommendations 11. Conclusion and summary

Information of Guide
Name Address Qualification Designation Field of Work Experience Any Other Important Information Tapen Gupta 1059 , Dagan Street , Jagadhri - 135003 MBA Assistant Professor Capital Market and Corporate world problems 5.2 Years Pursuing Ph.D

Reference

V.S.P Rao ;Human Resource Management ; Excel Books; New Delhi;2004.

Kothari C.R., Research Methodology, NAIP, New Delhi, 2004

Ashwathappa K, Organizational Behavior, HPH, Mumbai, 2004.