BY ANTRIKSH BAJAJ ( 5 ) SUVEER MALHOTRA ( 28 ) KUSHAL MANSUKHANI ( 30 ) VIKRAMADITYA MURALIDHARAN ( 37 ) SHARAN SANIL ( 43 )

WHAT IS PARTICIPATIVE MANAGEMENT?

CHARACTERISTICS OF PARTICIPATIVE MANAGEMENT

It is a method, which gives employees responsibility, accountability, and authority over their work. It provides simple tools for employees to improve their work performance and positively impact the bottom line. It provides an environment to make employee needs known and creates a vehicle for improved communication between all areas of the organization.

PARTICIPATIVE MANAGEMENT
Increasing job satisfaction by encouraging participation

Team management represents a growing trend

SATISFIED EMPLOYEES ARE MORE PRODUCTIVE AND COMMITTED

Job Satisfaction:
Degree of enjoyment employees derive from doing their jobs

High Morale:
TURNOVER TURNOVER

An overall positive employee attitude toward the workplace Low Turnover: A low percentage of employees leave each year

MORALE

MORALE

HOW TO IMPLEMENT PARTICIPATIVE MANAGEMENT ?

Multiple supervisors

Rely on workers knowledge

To find out what went wrong and then to get it fixed

FIVE FUNDAMENTALS OF PARTICIPATIVE MANAGEMENT

Challenge the process

Inspire a shared vision

Enable others to act Model the way

Encourage the heart

ELEMENTS OF PARTICIPATIVE MANAGEMENT

Group problem solving

Group discussion
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IMPORTANCE OF PARTICIPATIVE MANAGEMENT

Remove conditions of powerlessness Changes Leadership Reward & job Perception of empowerment Competence High value performance

Job meaning
Enhance job-related self efficiency Job mastery Role models Reinforcement support Increased use of talent

WHAT PARTICIPATIVE MANAGEMENT IS NOT

It is not permissiveness.
It is not weakness. It is not involvement in trivia.

It does not mean giving up authority

It does not mean giving up all decision making. It does not mean postponing action

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AVIVA LIFE INSURANCE COMPANY

COMPANY PROFILE Aviva is UKs largest and the worlds fifth largest insurance Group. In India, Aviva has a long history dating back to 1834. Aviva was also the first foreign insurance company in India to set up its representative office in 1995. In India, Aviva has a joint venture with Dabur, one of India's oldest, and largest Group of companies.

JOINT VENTURE BETWEEN AVIVA AND DABUR

STAKE
26%

DABUR 74% AVIVA

SCOPE OF PARTICIPATIVE MANAGEMENT AT AVIVA LIFE INSURANCE

To short up the process of selecting the candidates

recognising most preferred and appropriate candidates for the necessary job. To identify the jobs requirement, to identify the candidate profile and to help them find each other with best matching. Human Resource is the backbone of every organisation so strengthening is essential identify potential human resource from a vast multitude of people akin to finding a needle in a haystack.

AVIVAS GUIDING PRINCIPLES

Recruit the best
Accept personal responsibility Build an empowered team

Building a shared vision and purpose

Leadership Development Reward and Recognition

HUMAN RESOURCE DEPARTMENT AT AVIVA LIFE INSURANCE

Human resource development

Recruitment and selection

Resource allocation Training and development

METHODS OF RECRUITING AT AVIVA LIFE INSURANCE

Direct method
Indirect method Third party method

AVIVA SOURCES OF RECRUITMENT

PROCESS

OBJECTIVE RECRUITMENT PROCESS AND USE OF PARTICIPATIVE MANAGEMENT IN GETTING THE BEST OUT OF THEIR EMPLOYEES
Personnel Planning Job Analysis Employee Requisition Screening Potential Hires

Job Vacancies

Recruitment Planning -Numbers -Types

Searching Activation Selling -Message -Media

Applicant Pool

Selection

Strategy Development -Where -How -When

Applicant Population

Evaluation & Control

Recruitment Process Map

Initial screening interview Selection interview

Name gathering

Purpose: To build steady pipeline Outcome: rule of 31

Purpose: Does he meet the initial target Outcome: fill in interview file sell the career

Purpose: Testing the conviction & sustainability of a career Outcome: short listing

NAT & reference check

Career seminar

P-200

Purpose: screen the candidate and to fit him to the closest successful profile Outcome: profile of the candidate and list of probes

ration)

Purpose: get him to feel his initial market Outcome: list of probable buyers

Evaluate P-200/market survey

Career seminar

Career interview

Purpose: candidate to assess his market and get referred leads Outcome: readiness to accept this career

Purpose: review of all which has been done and check on motivation, dream & longevity Outcome: candidate ready to join

Application form

FINDINGS
In AVIVA life insurance most of the employees feel thats the HR

department is good. About 75% of the managers says that they prefer both internal as well as external source for recruitment and selection. About 65% of the mangers go for direct recruitment and selection and less number for mangers prefer indirect or third party. Mostly the manpower planning is done Quarterly and 20 % do not follow any pattern they dont have any fixed time. Aviva prefers to go for campus interviews and even casual application that are received for recruitment but they hardly prefer placement agencies. telephonic interviews where as only 20% go for video conferencing and rest 10% adopt some other means of interviews

Most of the manager Prefer Personal interviews, 30% prefer to take

CONCLUSION
This presents the summary of the study and survey done in relation to

the Recruitment and Selection in AVIVA life insurance. The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there. The recruitment process at AVIVA life insurance to some extent is not done objectively and therefore lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the companys 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 idea enters in the company. Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved.

BIBLIOGRAPHY
C.B Mamoria and S.V. Gankar (2004), Personal

Management Text and Cases. Himalaya Publication. Management

K.Aswahthappa (2001),Human Resource and Personnel Human Resource Management, (2005), Dr.P.C. Pardeshi C.B Gupta (2005) www.avivaindia.com

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