In depth study on IKEA

In depth study on IKEA The scope of this paper is to conduct in-depth study on IKEA, the global home furnishing retailer from different perspectives. The report consists of IKEA corporate and business strategies in global markets, the firm previous experience in US and business model IKEA applied in Asian countries. 1.2 Objectives The objective of this paper is to produce a comprehensive report to CEO with the aim of determine IKEA strategic position in the future. The report critically assesses IKEA current market positioning and challenges IKEA have to overcome in order to sustain the competitive advantages. SWOT analysis is used to provide clearer picture regarding the firm internal performances in term of strengths and weaknesses, as well as the external opportunities and threats. Meanwhile, macro environment issues will be evaluate by using PESTEL analysis to capture IKEA potential growth and firm competitiveness. Recommendation to promote IKEA future growth will be provide base on strategies review. 2.0 Company Background 2.1 Industry and Company Background In 1943, a Swedish entrepreneur Ingvar Kamprad established IKEA. The name of IKEA came from its founder name Ingvar Kamprad, the farm Elmtaryd and home country Agunnardy where Ingvar Kamprad grew up. IKEA has developed rapidly as a global home products retailer. The corporate structure mainly divided into two divisions which are operation and franchising. Operation covered the management of majority stores, design, purchasing, supply functions and manufacture of furniture, which manage by a private profit Dutch company, INGKA Holding. In 1982, Kamprad established Stichting Ingka Foundation, a non-profit foundation that control over INGKA Holding. Ingka Foundation chaired by Kamprad and five executive committees which included her wife. The IKEA trademark and concept is owned by separate Dutch firm, the Inter IKEA Systems based in Luxembourg. Every IKEA stores pay 3% of sales to Inter IKEA as a franchise fees. IKEA consumers are mainly distributed into four different geographic region s, Europe, America, Middle East and Asia. The vision of IKEA is to provide a better living solution which is affordable and its mission statement is to offer functional and stylish low price furniture which everyone could afford. 2.2 Company Product and Services IKEA seized retailer chain that sells flat pack furniture, kitchen and bathroom accessories across the world. The furniture designed to be self assembled in order to reduce transportation cost. Besides, the company include traditional Swedish food restaurant in their stores, which serving Swedish meatballs, smoked salmon, lingo berry tarts and cream source. Additionally, thoughtful part of IKEA is many stores have play area for children named Smaland, where parents able to drop their children to playground while shopping and pick them up at another entrance. 2.3 Corporate and Business Strategies The impressive growth of IKEA lies on the distinctive corporate and business strategies. IKEA employ marketing mix strategy to position its brand identity in the market. Armstrong et al. (2006) explains that marketing mix strategy is a business model tools that focus on product, price, place and promotion. IKEA provide wide range of product selection. Although the product functional category is same, IKEA designed it in different features. For example, IKEA laptop stand act user friendly like a small table allow customers to use their laptop while lying on sofa. In term of pricing, IKEA flat pack furniture able to reduce transportation cost which resulted in price saving. Moreover, IKEA tend to locate in suburban area. This factor helps cut operational cost and able to provide more parking spaces for customers. Besides, Armstrong et al. (2006) also mentions that promotion is a marketing communication that consists of advertising, personal selling, sales promotion and public relations . IKEA promote their products by mail order service and free distribution of catalogue which enables IKEA cut cost in furniture storage. To improve competitiveness, IKEA modified the value chain strategy. Bartol et al. (1993, p.211) explains that Porter argues a business able to improving and value adding by focus on the key internal activities in the value chain. However, the independent (1994, p.9) states that IKEA integrate the value chain by create a two directional value adding system between customers and suppliers. On the other hand, IKEA used to expand by franchising method in their globalization strategy. Currently, IKEA has further explored their globalization strategy by joint venture. Evans et al. (2000) states IKEA joint venture strategy enable the firm minimizes the financial risk, expand the expertise network and get to know local market better. 2.4 IKEA Performances According to IKEA group fiscal year 2010 report, the independent (2010) states that IKEA currently opened 280 stores in 26 countries. The total sales archived 23.1 billion euro by 2010, raise 7.7% compare to its 21.4 billion sales in 2009. The net profit increased 6.1% at 2.7 billion euro. The IKEA market share mainly distributed in Europe which is 79%, North America 15%, Asia and Australia 6%. The distribution of purchasing per region is Europe 62%, Asia 34% and North America 4%. In term of growth perspective, IKEA demonstrated sustainable sales improvement which was average 21.9 billion euro in the past three years, 21.2 billion euro in 2008, 21.4 billion euro in 2009 and 23.1 billion euro sales by year 2010. 2.5 SWOT Analysis of IKEA 2.5.1 Strengths IKEAs distinct strategies have successfully shaped it strengths in competitive furnishing environment. The strengths comprise of strong global brand recognition that able to retain group of customers. Another strength is distinctive business strategies allow IKEA control over the products design, low pricing and global sourcing materials. Backward integration is one of the strength as well that permit IKEA enjoys economies of scale. 2.5.2. Weaknesses The weaknesses of IKEA derive into few elements. IKEA niche markets concept did not work in every country. Another potential barrier is IKEA over emphasis low price products may lead to their customers doubtful in products safety. Furthermore, IKEA has limited manufacturing capabilities by its own due to global sourcing strategy. 2.5.3 Opportunities An outstanding corporate realized that encounter weakness is the key of opportunity. The firm has foreseen the great opportunities in developing countries where IKEA may put more concentration on outsource his business in some developing Asia countries which is potential because of low cost manufacturing for example Cambodia. Meanwhile, India high population rates also one of the huge markets for IKEA expansion. IKEA may improve the existing its customers network by promote more online shopping. 2.5.4 Threats IKEA facing extreme environmental threats among competitors, some of the new entry companies adapted IKEA low cost strategy and imitated its flat pack furniture concept in the markets. On the other hand, global economy recession may reduce consumers buying power in emergent markets. Likewise, political instability may influence IKEA business performance. Chapter 3: Main Body 3.1 Assessment on IKEA Current Strategic and Distinctive Competitiveness In order to archive competitive advantages among competitors, IKEA adopted Porters generic strategy which comprise of differentiation strategy, differentiation focus, cost leader and cost focus which enable IKEA differentiate their brand identity among competitors. IKEA uphold its differentiation concept by offering high quality and low cost products to archive competitive advantages. Porter (1985) states that differentiation aims at deliver products and services that are different from the product mix of their competitors at a premium cost. The company provides functional style of self assembly furniture which material used is source globally to reduce the cost. Guardian (2005) describes that IKEA able to cut their prices at an average of 2% to 3% each year to compete in some markets segment. To sustain the differentiation strategy, IKEA may focus in adding more additional features into different products and keep the products user friendly. Adoption of differentiation focus allows IKEA to focus on particular segmentation market. Porter (1985) illustrates that differentiation focus means of differentiating its product within smaller number of target market segment. Recent years, IKEA concentrate its segmentation markets by opening trading office globally to serve customers better. Venorika (2006) states that IKEA opened 46 trading offices in 32 countries by 2006 where the suppliers need to fulfill IWAY code of conduct in supplying materials. To fulfill variety of local demands, IKEA should ensure the suppliers and designers constantly customize some of their products to provide range of choices. The advantage of being cost leader in market is able to draw attention and attract customers in long run business. Guardian (2005) illustrates that IKEA attain cost leaders by working together with its suppliers, provide technology and consultation. Likewise, cost focus can be mutual benefits for manufacturer and consumers where manufacturer save its cost of production and consumers enjoy the cost saving harvest. For example, the benefits of global sourcing where Captell (2005, newspaper) states that one of the IKEA best selling products Klippan sofas price was $354, by 2006 the price has drop to 202. To sustain cost focus, IKEA should critically examine some suppliers and further diversify its major suppliers for their materials. For example, Map of The World (2006) states that Canada, Russia and United States are top timber producing countries. 3.2 Organizational Gaps to Date Increasingly globalization is an enormous challenge for IKEA. To sustain, IKEA should further integrate their management by letting its independent business group has greater managerial decisions to effectively implement business process and boost quicker respond during crisis occur. Carrillat et al (2004) illustrates management that market driving is described to be outstanding in implementing unique business process, figuring market structure and value adding to their organization. Secondly, a company that provides professional service able to retain customer loyalty. Rowley (2005, pg 574-578) states customers loyally are company business core assets in the competitive market environment which add value to a business future. IKEA may review their service policy while dealing with customers flow during weekends. It can be archived by retraining their staffs to handle more customers efficiently. Alternately, the company can increase their manpower by hiring part time workers which is lower cost. Development of information technology has increase convenience in searching broad information. Brent (2005, pg 2) explain that a comprehensive information system allows company strategic core to be flexible, scalable and effectively operating in a high stress and limited resource environment. Hence, IKEA should utilize the information technology resource by promotes online shopping to resolve weekend customers flow issue. 3.3 Performances of Current IKEA Strategy 3.3.1 Analysis on IKEA challenges in US market. IKEA in United States In the mid of 1980s, IKEA entered United States to challenge an entirely different culture. IKEA success in United States doesnt come easily. Although the low price products always preferences of consumers but IKEA still faced difficulties at the beginning stage. Measurement standard and size of furniture were the major issues to IKEA. Nordin study (2002) illustrates one of the customer feedbacks emphasized they were drinking out of vases to refer the size obstacle. In order to delight American markets, IKEA realized the importance of modify its products design to suit local needs. By the mid 1990s, the independent (2003) states that IKEA has successfully increased the revenue from USD 600 million to USD 1.3 billion and became IKEA third largest markets after Britain and Germany by 2002. PESTEL analysis for United States I. Political Factors The research by Wayne et al. (2006, p.101) states that United States exercise constitutional republic in their political system for decision making process. The government promotes equality of laws which is fair to all everyone, therefore the policy has resulted equal opportunity to enhance trade freedom. However, governments tax policies play important role that impact business competitiveness during economy recession. For example, the independent (2009) states tax reform act enacted on 1986, the incentive has benefits individual but loaded burden to corporate. II. Economic Factors The United States gained steady growth of GDP in the past decade. Wright et al. (2007, P.185) illustrates that the capitalist mixed economy result in well developed infrastructure and high productivity that lead United States become the world largest economy. Nevertheless, the saving and loan crisis during 1980s and 1990s has great impact to United States business and financial system. Timothy et al. (2000) states from 1985 to 1995 United States insured thrift institutional deficit from 3,234 to 1,645 has resulted raise in interest rates. III. Social Factors United States is one of the largest countries with highest populations in the world. Adam et al. (2001) illustrates that United States society consists of multicultural immigrants and vary in ethnical diversification. Understand different levels of American culture are a challenge as well as opportunity to overcome barrier in order to compete with local markets. For example, IKEA strategy of niche markets has failed due to American cultural preference in bigger size products. IV. Technological Factors The science and technology advancement have shaped American success in various aspects including economic, education system, infrastructure and legal institutions. Rapid growth of technology provides job opportunities and promotes growth in business markets. In addition, the facilities and expertise available has encouraged foreign investments. Linda et al. (1991) describes that technological advancement is essential for economic growth. Porters Five Forces Model Analysis for IKEA I. Rivalry The competitors try to adapt IKEA strategy by offer low price and functional furniture products. In low end market, Wal-Mart tends to cut price and do promotion on their furniture products. Conversely, Ethan Allen aims for high end market by offer functional quality products with comfort shopping atmosphere. Tewary (2002) states the furniture markets in United States are highly fragmented, the top ten furniture retailers were just stand 14.2% of total markets share. However, IKEAs strength to deliver brand identity in both ends allows the company to develop in coming future. II. Substitutes Currently, IKEA effective global sourcing strategy and unique supply chain management has allows the firm leading without threats of substitute. Moreover, IKEA innovation designs at all time able to satisfy trend of consumers demand. John Leland (2002) states typical Americans shopper like new things, travel abroad, take challenges and functional technology. Thus, IKEA consistently revise the fashion design style of furniture able to tag along consumers trend. Power of Buyers Consumers have limited choice on selection by specific retailer, due to particular retailer focus in certain perspective for example, design, quality, service and pricing. IKEA stands advantage on all. Therefore, the bargaining power is little for consumers. Nordin study (2002) illustrates that customer visit to IKEA able to find good design and low pricing products. Therefore, in IKEA internal perspective, the consumers bargaining power is little. New Entrants Most of the IKEA stores are located outside the cities to avoid massive traffic and provide bigger parking space. IKEA did not expand the markets in metropolitan areas, so there is potential for another furniture retailer to offer low price products to compete IKEA markets share. Tewary study (2003) shows that United Stated furniture reported USD 67 million sales by 2002 and keep on growing. Hence, some of the retailers may seize opportunity in sharing the furniture markets. Power of Suppliers IKEA has high demand in timber for their products. The supplier needs to bids contracts for supply raw material to IKEA. Meanwhile, IKEA will provide consultation in term of technology and training to ensure the consistency of material quality. Hence, the supplier bargaining power is low. Due to green environmental issues, it can impact the timber supply. Knight study (1998) shows that more than 200 million hectares of forests vanished due to development became the barriers of supply raw materials, Green Agreement of Tariffs has signed allows corporation to seek more profitable forest. Factors to Consider in Assessing Industry Attractiveness. Factors High Impact Low Impact Description Ref 3.3.2 Growth Potential and Competitive Advantage IKEA Secure in China IKEA in China In 1998, IKEA opened its first furniture store in Beijing, China. The company core target customers are the middle class young people which are around 30 years old. IKEA realized that different strategy need to be use while entry a new market. Lee et al (1998) states that China has numerous differences in culture, political, economic and business models compare to Sweden. Among the challenges, Trompenaars et al. (2004) illustrates that as a new business entry, language is one of the main barriers for IKEA enter China market. To win Chinese customers heart, IKEA has the Chinese translation named of Yi Jia which means comfortable and family. PESTEL analysis for china PESTEL analysis critically evaluates IKEA potential growth and present arguments on its competitive advantage to secure in China. I. Political Factors China exercise communism in their political system. In China, the government controls all the resource activities. Capdevielle study (2007) states that China enacted reform and opening up policy that opened its market to attract foreign investment in 1978. The policy provided opportunity for many multinational companies to expand their business in China. However, government tax polices influence markets growth. A study of Li et al. (2007, p.26-27) illustrates that 70% of foreign investment enterprise reported loss due to the transfer pricing measure enacted by China in 1990s to control the wealth out of their nation but China has slowly loosen the trade policy to promote business growth. Presently, IKEA adapted joint venture strategy to share risk of losses as well as dealing with government policy to archive competitive advantage. II. Economic Factors The joined of China into World Trade Organization (WTO) has result the country economy growth rapidly. Phang et al. (2010) describes that China is the second largest world economy after United States by 2010 with the GDP of $1.337 trillion. The strong economy growth has raised China people purchasing power toward the housing demand which can be a huge potential for furniture industry. Wang (2003, p.121-143) states that housing investment annual rates has increased by 20% which is currently urban Chinese most important property. Nevertheless, IKEA facing competitive challenges in China local markets due to government weak control on intellectual property. Imitation of brand pattern which offer in very low price often found in China markets. Therefore, IKEA global sourcing strategy and supply chain management effectiveness which constantly offer low price products determine the company growth. III. Social Factors China has the world largest population. A study by Judith et al. (2010, p.4) illustrates that population of china has risen approximately to 1.35 billion by 2010, the world largest population and estimate to be peak during 2030 which is 1.5 billion. From the social point of view, that is a great opportunity for foreign investor to fight against the business markets share. However, the population aging issue and the one child government policy in China should be taking into consideration due to IKEA targeting young middle class people. Bloom et al. (2008, p.40) states that China population aging and low fertility rates could result impact on future economic growth. IV. Technological Factors Over the past decade, China has archive significant improvement in their science and technology development. The rapid improvement in research and development drive manufacturing industry expansion and create more jobs opportunity. Wang (2007) illustrates that china government implement policy to raise the ratio of RD to GDP, resulted sustainable growth which reported 1.4% by 1996 compare to 0.7% of GDP in RD during 1987. Nonetheless, lack of local core technology may increase foreign company cost in buying the technology license and import to China. For example, the independent (2006) states due to the lack of core technology, local company paying 20% to 40% of price for each computerized numerical control machine. Yet, IKEA stand advantage with the unique value chain management in providing technology consultation for their suppliers to maintain long term business relationships. 3.3.3 IKEA Current Strategy on Market Diversification (China) IKEA Diversification in China Globalization is the current trend for most of the companies nowadays. However, Brooks et al. (2004, P.233) illustrates that there is certain level of risk to invest in foreign country. To gain market share in new entry countries especially Asia, IKEA corporate and business strategies determine its sustainability and competitive advantage among competitors in future. For example, IKEA globalization strategy in Asia country, China, comprise of joint venture, localization and pricing strategies. Joint Venture First of all, IKEA decided to joint venture with local companies in China due to one of the macro-environmental element which was China government policy. Capdevielle et al (2007) elucidates that China practice joint venture policy to gain mutual benefits and principal of equality for their nation. Dealing with entirely different culture, IKEA adapted passed experience in globalization to analyze China market. Joint venture strategies add value to IKEA by sharing risk of losses. Bragssington et al. (2003, p.106) points out that full analysis should be conduct in order to informed the expansion decision to contribute the success in investment. Localization To continually growth IKEA business after joint venture, the firm adapted localization strategy to suit local Chinese culture. For example, the independent (2005) illustrates that IKEA localization strategy consists of offer wide range of Chinese market products that tailor customers preference as well as the design of showroom is constructed accordance to Chinese style. Despite of it, IKEA also focus on Chinese sub-culture to lure the local customers. Copeland et al. (1986) states that Chinese preference on decoration in red color during Chinese New Year which means good luck and fortune. Recent years, one of the most exclusively IKEA localization effort was during Chinese New Year. In 2006 Chinese New Year, many IKEA products designed with red rooster to welcome the Chinese year of rooster. Pricing Strategies IKEA based on its low price strategy in offering wide range of quality products to consumers. Usunier (2000) elucidates that product price is always a vital communication element between buyers and sellers. To compete with local furniture retailers, IKEA has dramatically slashed their products price and outsourced locally to reduce cost. Song (2005) points out that currently 70% of IKEA selling products are made in china and certain products has slunk 70% of its original price. For example, the tray BAGN for eating on bed purposes cost RMB 29 in 2007 compare to its price RMB 89 during 2000. Chapter 4: Recommendation To survive in the changing environment, IKEA have to constantly adapt changes and aware on customers preference trend. Several elements IKEA may focus to improve its value proposition as well as to maintain competitive advantages. 4.1 Justification on IKEA diversify strategy in China Joint venture strategy in China has improved IKEA operational network and culture understanding. Jonsson (2008) states that IKEA react more responsive to the local Chinese demands due to the sharing knowledge of Chinese culture with joint venture partners. Recent years, Capdevielle (2007) points out that IKEA has currently offer typical Chinese furniture such as Chinese kitchen wares. IKEA pricing strategies in China have significant progress throughout the years. Wei (2007) illustrates that by 2002 IKEA overall products price drop 12% and sales increase by 35% in 2003 compare to year 2002. Despite of it, IKEA move further to improve their customers service. Wei (2007) also mentions that IKEA started to provide delivery service with a little charge and even free of charge for deliver their products for those area are near. 4.2 IKEA Diversification on New Asia Country As the global business operational costs increase for example labor cost. IKEA may look for alternative opportunity to source its business from developing country. Cambodia can be IKEA potential business expansion due to the broad agriculture activity and strong GDP growth in recent years. Mohan (2005, p.10) points out that there is potential growth in future for Cambodia as an agriculture dependent country due to the labor cost advantage. Furthermore, Purcell et al. (2010, p.9) states the opened policy of Cambodia government in joining the ASEAN and WTO has increased the GDP 9.6% by 2007. The political and economic factors are vital elements IKEA should consider while entering into a new market. 4.3 Continue Focus on Innovation Innovation is a key in adding value to development of organization. Drucker (2002, p.95-103) states that capability to be innovative in an organization is the key to endure business grow. IKEA has a very different innovation perspective compare to others organization. Victoria et al. (2007, p.46) illustrate that IKEA posses unique forms of innovation in introducing new technology, widening the low cost products design range to maintain long term suppliers and consumers relationship. Victoria et al. (2007, p.46) also mentions IKEA focused on technological innovation by online products provision and supply chain management which contributed to the growth of its business. The critical factors to continue IKEA success in innovations are all level of consumer centric innovation, further analyzes the segmentation markets by research and innovative marketing campaign to match local preference. 4.4 Reviews on Strategy Competitiveness For IKEA to lead furniture industry as a market driver, the firm should periodically review and enhance the existing strategies. Adaption of blue ocean strategy enables IKEA to seek the value of innovation by cost reduction and differentiate it products to meet customer needs. Kim (2005, p.4) explains that blue ocean strategy enable corporate to create new customer value and provide lasting core competitiveness. Moreover, blue ocean strategy challenges the traditional business concept in breaking market competition and growing organization brand identity. Continually review the business strategy provides bigger picture and direction for an organization to attain growth in future.

A Summer Trainng Report on Recruitment & Attrition Management

A Project Study Report On Training Undertaken at ICICI PRUDENTIAL LIFE INSURANCE CO. LTD. Titled â€Å"Recruitment and Attrition Management† Submitted in partial fulfillment for the Award of degree of Master of Business Administration Submitted By: – Submitted To:- ANITA SINGHAL Ms. Sonali Singh Chauhan MBA Part 3rdLecturer of MBA Department 2011 – 2013 PREFACE Theoretical knowledge without practical knowledge is of little value. Theoretical studies in the classroom are not sufficient to understand the functioning of complex & large sized organization.A student of management can have a theoretical knowledge, but he/she must have a practical knowledge too, so that he/she can be able to tackle the various problems that arise in business. Therefore, it becomes necessary for a management student to undergo any project work. Practical knowledge supplements the theoretical studies and covers all the possible area, which is left uncovered in classroom. A systematic prac tical training is necessary for a trainee to bring in him the confidence for job performance & mental preparation which enables him to take up future job responsibility.It exposes student to invaluable treasure of experiences. I had received training at ICICI Prudential Insurance Co. Ltd. Jaipur (Raj. ), in the Recruitment and Attrition Management. During the training program, I got the opportunity to learn valuable things regarding management. It was my fortune to get the training in a very healthy atmosphere. The management of the company offered learning situation, sufficient facilities & training opportunities to fulfill the objectives of training. The overall gain to me will be reflected in the report itself.This project has really exposed me to a far new world & I sincerely hope that â€Å"ICICI Prudential Insurance Co. † will find my study equally valuable as I found it in shaping my career. Acknowledgement A research study cannot be completed without the help guidance of various individual & institutions. I expressed my sincere thanks and gratitude to all those who made it possible for me to complete this report. With great pleasure and sincerity I wish to express my deepest sense of gratitude towards Mr.AMIT GOYAL (Branch Manager) for their valuable guidance and Practice suggestions and for patiently enduring my numerous queries I would highly thankful to Mr. Sudhanshu Shanker (Senior Manager Human Resources) who assigned this project to me and providing me the opportunity to complete this project with their guidance and experience. I wish to thank ICICI Prudential life Insurance Co. Jaipur, (Raj. ) for providing me an opportunity to work with them on this project. My stay in the organization has been a great learning experience.This exposure has greatly enriched me with knowledge. (ANITA SINGHAL) MBA – 3rd SEM Executive Summary Board of Directors: The ICICI Prudential Life Insurance Company Limited Board comprises reputed people from th e finance industry both from India and abroad. Ms. Chanda D. Kochhar, Chairperson Mr. N. S. Kannan, Director Mr. K. Ramkumar, Director Mr. Barry Stowe, Director Mr. Adrian O’Connor, Director Mr. Keki Dadiseth, Independent Director Prof. Marti G. Subrahmanyam, Independent Director Ms. Rama Bijapurkar, Independent Director Mr.Vinod Kumar Dhall, Independent Direct INDEX Chapter NO. | | TOPIC| | PAGE NO. | 1| | INTRODUCTION TO THE INDUSTRY| | 7| 2| | INTRODUCTION TO THE ORGANISATION| | 10| 3| | RESEARCH METHODOLOGY| | 33| | | 3. 1 TITLE OF THE STUDY| | 33| | | 3. 2 DURATION OF THE PROJECT| | 33| | | 3. 3 OBJECTIVE OF STUDY| | 33| | | 3. 4 TYPE OF RESEARCH | | 34| | | 3. 5 SAMPLE SIZE AND METHOD OF SELECTING SAMPLE| | 35| | | 3. 6 SCOPE OF STUDY | | 35| | | 3. 7 LIMITATION OF STUDY| | 36| | | FACTS & FINDINGS| | 38| 5| | DATA ANALYSIS AND INTERPRETATION| | 40| 6| | SWOT ANALYSIS| | 54| 7| | CONCLUSION| | 57| 8| | RECOMMENDATION & SUGGESTIONS| | 59| 9| | APPENDIX| | 62| 10| | BIBLI OGRAPHY| | 65| CHAPTER – 1 INTRODUCTION TO THE INDUSTRY Overview of the Life Insurance Sector in India: With largest number of life insurance policies in force in the world, Insurance happens to  be a mega opportunity in India.It’s a business growing at the rate of 15-20 per cent annually and  presently is of the order of Rs 450 billion. Together with banking services, it adds about 7 per  cent to the country’s GDP. Gross premium collection is nearly 2 per cent of GDP and funds available with LIC for investments are 8 per cent of GDP. Yet, nearly 80 per cent of Indian populations are without life insurance cover, health insurance and non-life insurance continue to be below international standards. And this part of  the population is also subject to weak social security and pension systems with hardly any old age income security.This itself is an indicator that growth potential for the insurance sector is immense . A well-developed and evolved insurance s ector is needed for economic development as it  provides long term funds for  infrastructure development and  at the same time strengthens the risk  taking ability. It is estimated that over the next ten years India would require investments of the order of one trillion US dollars. The Insurance sector, to some extent, can enable investments in infrastructure development to sustain economic growth of the country.With a large capital outlay and long gestation periods, infrastructure projects are fraught with a multitude of risks throughout the development, construction and operation stages. These include risks associated with project implementation, including geological risks, maintenance, commercial and political risks. Without covering these risks the financial institutions are not willing to commit funds to the sector, especially because the financing of most private projects is on a limited or non- recourse basis. Insurance companies not only provide risk cover to nfrastr ucture projects, they also contribute long-term funds. In fact, insurance companies are an ideal source of long term debt and equity for infrastructure projects. With long term liability, they get a good asset- liability match by investing their funds in such  projects. IRDA regulations require insurance companies to invest not less than 15 percent of their  funds in infrastructure and social sectors. International Insurance companies also invest their  funds in such projects. Insurance is a federal subject in India. There are two legislations that govern the sector-The Insurance Act- 1938 and the IRDA Act- 1999.The Government of India liberalized the insurance sector in March 2000 with the passage of the Insurance Regulatory and Development Authority (IRDA) Bill, lifting all entry restrictions for private players and allowing foreign players to enter the market with some limits on direct foreign ownership. Under  the current guidelines, there is a 26 percent equity cap for foreign partners in an insurance company. There is a proposal to increase this limit to 49 percent. Premium rates of most general insurance policies come under the purview of the government appointed Tariff Advisory Committee.The opening up of the sector is likely to lead to greater spread and deepening of insurance in India and this may also include restructuring and revitalizing of the public sector companies. A host of private insurance companies operating in both life and non-life segments have started selling their insurance policies since 2001. CHAPTER – 2 INTRODUCTION TO THE ORGANIZATION Company Profile: ICICI Prudential Life Insurance Company is a joint venture between ICICI Bank – one of  India's foremost financial services companies-and prudential plc – a leading international financial services group headquartered in the United Kingdom.Total capital infusion stands at Rs. 37. 72 billion, with ICICI Bank holding a stake of 74% and Prudential plc  h olding 26%. We began our operations in December 2000 after receiving approval from Insurance Regulatory Development Authority (IRDA). Today, our nation-wide team comprises of over 954 branches in addition to 1,015  micro-offices, over 296,000 advisors; and 21 banc assurance partners. ICICI Prudential was the first life insurer in India to receive a National Insurer Financial Strength rating of AAA (Ind) from Fitch ratings.For three years in a row, ICICI Prudential has  been voted as India's Most Trusted Private Life Insurer, by The Economic Times – AC NielsenORG Marg survey of ‘Most Trusted Brands'. As we grow our distribution, product range and customer base, we continue to tirelessly uphold our commitment to deliver world-class financial solutions to customers all over  India. Company Promoters: ICICI Bank: ICICI Bank Limited  (NYSE:IBN) is India's  largest private sector bank  and the second largest bank in the country, with consolidated total assets of $ 121 billion as of March 31, 2008.ICICI Bank’s subsidiaries include India’s leading private sector insurance companies and among its largest securities brokerage firms, mutual funds and private equity firms. ICICI Bank’s  presence currently spans 19 countries, including India. Prudential Plc: Established in London in 1848, Prudential plc, through its businesses in the UK, Europe, US, Asia and the Middle East, provides retail financial services products and services to more than 20 million customers, policyholder and unit holders and manages over ? 267 billion of funds worldwide (as of December 31, 2007).In Asia, Prudential is the leading European life insurance company with life operations in China, Hong Kong, India, Indonesia, Japan, Korea, Malaysia, the Philippines, Singapore, Taiwan, Thailand, and Vietnam. Prudential is one of the largest retail fund managers for Asian sourced assets ex-Japan. Its fund management business has expanded into ten markets, compr ising of China, Hong Kong, India, Japan, Korea, Malaysia, Singapore, Taiwan, Vietnam and United Arab Emirates. Vision and Mission Statement: Their vision is to make ICICI Prudential Life Insurance Company the dominant new insurer in the life insurance industry.This they hope to achieve through their commitment to excellence, focus on service, speed and innovation, and leveraging our technological expertise. The success of the organization will be founded on its strong focus on values and clarity of  purpose. These include: Understanding the needs of customers and offering them superior products and service  building long lasting relationships with their partners providing an enabling environment to foster growth and learning for their employees and above all building transparency in all our  dealings. They believe that they can play a significant role in redefining and reshaping the sector.Given the quality of their parentage and the commitment of their team, they feel that th ere will  be no limits to their growth. Board of Directors. The ICICI Prudential Life Insurance Company Limited Board comprises reputed people from the finance industry both from India and abroad. Ms. Chanda D. Kochhar, Chairperson Mr. N. S. Kannan, Director Mr. K. Ramkumar, Director Mr. Barry Stowe, Director Mr. Adrian O’Connor, Director Mr. Keki Dadiseth, Independent Director Prof. Marti G. Subrahmanyam, Independent Director Ms. Rama Bijapurkar, Independent Director Mr. Vinod Kumar Dhall, Independent DirectPrinciples and Types of Insurance: Principles of Insurance: Insurance is a ‘risk transfer mechanism' – it transfers the financial risks of everyday life from you to an insurance company, but only in terms of the financial consequences of risk. Without insurance, if you car was damaged, it would cost you a lot of money to fix it or to buy another one. It could cost you even more to pay for compensation to someone else involved in an accident. Insurance prote cts  your financial  interests. It  cannot  alleviate the  emotional consequences of an accident. It cannot provide for humanitarian ideals.It can't help you with sentimental losses. But properly used, it will protect your financial investment in your car and your legal obligations should you have an accident. Insurable Interest Before you can insure anything, you must have a legally recognised financial interest in what you are insuring. For motor insurance, you can't take out an insurance policy on the car  driven by the latest film star in the hope that it will crash and you can claim. That is nothing more than gambling. You have no financial interest in the  well  being of the object insured and would gain by its destruction.But you can insure the car you own, or drive. You would suffer  financially if it is damaged or stolen and  benefit from its continued existence. Indemnity This word is used to describe the type of payment you would receive. A motor polic y and a household policy are both a contract of indemnity. It means, subject to the terms of the contract, you are entitled to be put back in the same financial position after a loss as you were in  before the loss. In terms of a ‘new for old' policy the measure of indemnity is agreed at the point of sale rather than the time of claim.The term is also sometime used to indicate if your insurer  will meet the claim at all. A refusal to indemnify is a refusal to pay the claim. ATTRITION It is important to understand the high attrition rate in Indian insurance sector, which stands presently around 35% taking into consideration the Recruitment and Selection of Insurance sales personnel, and various reasons behind the attrition rate are as follows: Controlling Attrition In an ideal world, employees work hard, love their job, worship their workplace, feel like a family and would never leave.But in the real world, employees quit at the drop of a hat. In today’s scenario, it is the major challenge before the insurance companies to control the high attrition rate. As the Indian insurance industry grows exponentially, companies are taking the big leap from survival strategy to competitive strategy. Hence, there is a constant thirst for the best and the brightest of employees, and the result is heavy attrition. In addition, there are several other reasons as to why employees quit. The reasons are too varied to be clubbed together, but the bottom line remains the same—it is all about money!Therefore, it is no wonder that the compensation levels in the industry are heading north. Companies are literally bidding for talent and luring away employees with attractive salaries and designations. While HR experts define it the function of demand and supply, it is a serious concern for employee retention. A Critical Issue After IT and BPO, it is now the insurance sector that is facing the issue of high attrition rates. For most HR managers, employee retentio n is the biggest challenge. Talent or human resource is a major asset for any company.Company Invest high amount of money for their recruitment, selection and training and what happens to company if these talents or employees leave the organization in short while seeking new opportunities. Indian Insurance Industry is one of the fastest growing knowledge based sector with annual attrition rate of around 30-35% compared to the global insurance attrition rate of 10-12% per annum. Current statistics show that higher attrition rate problem mainly exists in Marketing and R;D departments. Major reasons for high attrition rate, stated by employees during the survey are- 1.Inadequate salary or compensation plan. The immediate gain in salary package was found to be responsible for job change in 61 per cent of the cases. 2. Poor management 3. Uninteresting job 4. Lack of motivation Job Lacking Opportunity for Future Advancement Leaving company by the employee not only leads to loss of money f or the company in his training and development of knowledge but it also increase the threat of information security if employee moves to rival company and loss of the business. Whenever a well-trained and well-adapted employee leaves any organization, it creates a vacuum.The organization loses key skills, knowledge and business relationships, and it is not an easy task to find a sustainable substitute. Situation is worse when it happens at a critical (decision making) position, as there is a scarcity of such technical resources in the market. Attrition directly affects the company. Recruiting and training program for employees is an expensive affair. The company has to invest a lot while recruiting an employee. Attrition is a universal phenomenon and no industry is devoid of it, but the degree fluctuates from industry to industry.Major insurance companies in India are age-old and established, having their own culture and work practices and therefore, employee turnover will be a comm on phenomenon in such companies. Attrition is a serious issue in the insurance industry because the industry is knowledge-based and hence employees are its â€Å"assets†. Many HR experts believe that money, though a key factor, is not the only one which makes employees quit. Attrition also happens when people hate their working conditions, do not like their team-mates or perhaps do not like what they are doing.There are also cases when people leave their job for family reasons or when they wish to migrate. Experts also believe that organizational culture has a great impact on who stays and who goes. And the culture of an organization is determined by the quality of the relationship between bosses and their subordinates. According to a popular saying, employees never leave the company, they leave their bosses. An inefficient boss creates poor work culture, which is one of the frequent reasons for quitting. Employers often fail to understand the importance of providing opportun ities for development of their employees or their career growth.A conducive working atmosphere, good culture, training and career growth with adequate salary are some provisions that control attrition. Every employee comes to his organization with some aspiration. An organization is viewed as a place where employees meet their aspirations of growth and development, values of trust, teamwork and transparency. If a company respects them and their skills, realize their potential and provide them with a healthy environment to learn and grow with flexible compensation, employees take that as a strong reason to stay on.Recognizing the contribution of outstanding achievers also inspires others to try hard and put in their best. A good organizational behavior also focuses on areas like training, career development and believe in equipping workforce better on the professional front. Experts say that good organizational behavior is instrumental in extending the tenure of employees in the orga nization as it increases their self-esteem, confidence, morale and motivation. A substantial growth of employee’s self-esteem is as important as the concept of learning in the industry.Otherwise, experts fear that insurance organizations will meet a sorry fate as far as retention policies are concerned. Attrition is the Function of Demand and Supply The demand comes from the growth of the industry and the policy of the company. These two things decide whether there is a demand of fresher or experienced employees. On the other hand, the supply comes from the educational institutions and the market. Normally the supply from the educational institutions is enough to meet the demands of the insurance industry, there is a lack of experienced people in the industry, which in turn has created an imbalance.The imbalance is crucial to the growth of the industry. While the industry is growing, not all companies are capable of taking fresh people and groom them. Hence, the current statu s demands experienced people and shortage of skills or retaining existing employees pose an issue for the industry. In the current scenario, the demand of experienced and good employees is actually outstripping the supply. In such a situation, higher salary structures pose a major challenge in controlling attrition levels in the industry. Moreover, the salary growth plan is not well defined as well. All this encourages poaching by companies offering higher salaries.Though the salary is decided keeping in line with the market trends, the qualification, experience and the attitude of the individual matters. Salary or even increments are dependent very much on what kind of value adding the person is or will do in the organization. Besides, HR experts from the industry believe that out paying is not a winning tactic for companies. The organization’s reward strategy reflects its power to drive quality employees. Apart from salary, recognition of work is a healthy retention strateg y. If the organization values its employees, recognizes and appreciates their skills and work, it pays.It is important to keep an eye on fast track people who are intelligent and excellent performers. Performance is a primary requirement; therefore, excellent performers should be valued. They should be identified, nurtured and provided growth opportunity. HR's Role and Strategies in ICICI PRUDENTIAL LIFE INSURANCE CO. As the struggle for reducing employee attrition rates is intensifying, recruiters are putting renewed efforts in identifying talent, which is committed and productive. However, while everyone is competing for talent, in experts' opinion, a hiring spree can be a blunder sometimes.Stringent recruitment process could help reduce attrition to a certain extent. An internal referral mechanism is also very useful in reducing attrition rates in companies. A thorough analysis of a candidate's background or behavior pattern, adaptability or liking would help the organization wit h good resource pool and less attrition rates. Hiring slayers rather than stars is yet another strategy. According to experts, some of the most talented people often have the tendency to move on. The reason being their eagerness to climb by shifting from one company to another. Frequent job hoppers are not the ultimate gainers. They gain or earn only in terms of money but those who opt to work in one organization for long are able to learn and gain experience which pays in the long term,† An efficient HR focuses on creating a good work culture and work out different strategies in line with organizational philosophy. According to experts, HR managers must use the combination of growth, learning opportunity and pay attention to employees' personal needs and participation. The needs of the employees should be regularly gauged through open communication, polls and feedback mechanisms to maintain consistency in performance and high motivation levels.Insurance employers need to unde rstand the same and deal this issue on a war footing so as to avoid loss of good employees and, also the business. This brings to the issue of recruitment and selection. If these initial steps are flawless, it also helps in reducing the attrition. SIGNIFICANCE OF RECRUITMENT AND SELECTION PROCESS â€Å"Recruitment and selection refers to the chain and sequence of activities pertaining to recruitment and selection of employable candidates and job seekers for an organization†. Every enterprise, business, and entrepreneurial firm has some well defined employment and recruitment policies and hiring procedures.Importance of Recruitment is given below: Attract and encourage more and more candidates to apply in the organization. * Create a talent pool of candidates to enable the selection of best candidates for the organization. * Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. * Recruitment is the process which links the employers with the Increase the pool of job candidates at minimum cost. * Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. * Meet the organizations legal and social obligations regarding the composition of its workforce. * Begin identifying and preparing potential job applicants who will be appropriate candidates. * Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants. Factors Governing Recruitment External Factors * Supply and demand * Unemployment rate * Labor market * Potential social Sons of soil * Image Internal Factors * Recruitment policy of the organization * Composition of temporary and part time employees. * Preference to local people even by multinational s as they understand local language. * Size of recruitment * Cost of recruiting Fig. 1: The General Recruitment Process 1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 7. Conducting interview and decision making. The recruitment process is immediately follow by the selection process i. . the final interviews and the decision making, conveying the decision and the appointment formalities. Recruitment and Selection are perhaps the most important tasks for an organization. Recruitment refers to the process of searching and appointing prospective candidates in an organization. An organization must undertake the recruitment procedure if it wants to appoint the right people under its employment. According to Edwin B. Flippo, â€Å"Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization†. A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected†. â€Å"Recruitment is the activity that links the employers and the jobseekers†. Sources of recruitment Why Does Organization Prefer Internal Sources? * Internal recruitment can be used as a technique of motivation. Suitability of internal candidate can be judged better than the external. * Candidates as â€Å"known devils are better than unknown angels†. Employee’s psychology needs can be met by providing an opportunity for advancement. * Employee’s economic needs can be met by providing an opportunity for advancement. * Cost of selection can be minimized. * Cost of training, induction, orientation, etc can be minimized. SELECTION PROCESS in ICICI PRUDENTIAL LIFE INSURANCE CO. The main objective of a selection procedur e is to determine whether an applicant meets the qualification for a specific job, and then to choose the applicant who is most likely to perform well in that job.The entire process of selection begins with an initial screening interview and concludes with a final employment decision. When a selection policy is formulated, organizational requirement like technical and professional dimensions are kept in mind. Selecting a suitable candidate can be the biggest challenge for any organization. According to Dale Yoder – â€Å"Selection is the process in which candidates for employment are divided into 2 classes – those who are to be offered employment and those who are not. † 1) Pre Interview Screening This is generally the starting point of any employee selection process.Pre Interview screening eliminates unqualified applicants and helps save time. Applications received from various sources are scrutinized and irrelevant ones are discarded. A preliminary Interview i s conducted. 2) Preliminary Interview The application of candidate whose screening is successful is found to be eligible for the preliminary interview which covers the personal as well professional details of the prospective candidate. 3) Final Interview This interview is formal in depth conversation conducted to evaluate applicant’s acceptability. 4) Medical ExaminationIf all goes well, then at this stage, a medical examination is conducted to make sure that the candidate enjoys sound health and does not suffer from any serious ailment. 5) Checking References Most application forms include a section that requires prospective candidates to put down names of a few references. References are contacted to get a feedback on the person in question including his behavior, skills, conduct etc. 6) Job Offer A candidate who clears all the steps is finally considered right for a particular job and is presented with the job offer. An applicant can be dropped at any given stage if consid ered unfit for the job.Only after successfully clearing all the hurdles, an applicant can enjoy the feeling of being selected for a particular job. 7) Induction Programme New entrants after joining are given induction programme. It helps the new employee to understand and develop a sense of identification with the company and he can clearly understand his job and will be able to perform his work in good manner. HR POLICIES AND PROCEDURE HR department deals with the management of human resources. It is responsible for the creation of harmonious working relations among the participants of the organization.It effectively deals with the process of planning, directing, developing, and utilization of human resources available to the company. Personnel department basically involved with the management of personnel or human resources. Personnel management is the planning, organizing, directing, and controlling the procurement, development, integration, maintenance and separation of the huma n resources to the end that individual, organizational and social objectives are accomplished. Recruitment Checklist of ICICI PRUDENTIAL LIFE INSURANCE CO. * Has the vacancy been agreed by the responsible HOD? Is there up-to-date job description? * What are the conditions of employment for their vacant positions? * Has a candidate specification been prepared? * Has the manpower requisition form been submitted earlier? * Has the job advertisement been agreed? * Have the interview arrangement been made? * Have unsuitable candidates held in reserved been informed? Explanation of Recruitment Process Steps in Recruitment process are as follows: 1) Requirement Gathering: Requirement gathering starts with the job description provided by the different department.The manpower requisition forms are provided by the HR department and then filled by the respected departments. Job description contains criteria such as qualification, professional experience, designation in the organization, urgenc y of manpower requirement in the organization. 2) Analysis of the Requirement: It is a clear requirement with a detailed explanation. A clear understanding enables a recruiter to provide a valuable manpower to the required department in terms of giving them a right candidate that matches up their requirement and to provide a candidate with good opportunity to sharpen his skills and achieve his personal goals. ) Sourcing of CVs: In order to find the relevant profile for the job, it is very essential to search the CVs. This can be done in following ways: * Casual application from local places. * Contacts through the present employees. * Data bank * Portals, such as Naukri. com * Former employee * Campus interview. 4) Screening of CVs: This is very important step. It decides whether the CV matches the job description given by the department head. In this step the recruiter has to study the following details in deep:- †¢ Date of birth †¢ Highest qualification †¢ Experienc e †¢ Skills †¢ Expected salary, etc. ) Arranging the interview: After screening the CVs, the interview schedule is scheduled by the recruiter. Once the schedule is fixed, candidates are called for interview. 6) At the time of interview: Candidate is given the personal data form to fill before the interview. Personal data form covers all the in depth information of candidate. Personal data form and resume attached to it is handed over to the interviewer before an interview. Then preliminary interview and final interview is conducted. 7) Medical Checkup: Selected candidates are sent to medical checkup with pre medical checkup form.The main objective of this test is to detect whether the applicant is physically fit to perform work or not and to protect the employer from worker compensation claims. 8) Reference Check: Reference check is made for an experienced candidate. Many employer request name, contact number, address of reference for verifying the additional background in formation of the candidate. 9) Documentation: After the reference check is positive, candidate is called for further procedure of documentation. After documentation the candidates are provided with offer letter. 10) Induction Programme:New entrants are given induction programme. It helps the new employee to develop the sense of identification with the company. The newly entrants is given information about the major products, departments and organization, key statistics. This helps the newly joined employees to understand their work in a better way. Criteria for Recruiting a Medical Representative A Check List 1. Age It is advisable to select them young, usually between 21 and 25 years. 2. Education Depending upon the level of technical knowledge required for promoting your products you can decide on this. 3. ExperienceIt may be advisable to select a fresh graduate with good scholastic record and extracurricular activities. Some companies prefer limited experience of a year or two in similar companies. In the case of an experienced candidate look for his accomplishment, tract record, etc. 4. Appearance A pleasing personality is always preferred. 5. Manners He / she should have good manners as he moves in a sophisticated highly educated class. 6. Voice and Expression There should be clarity of voice, modulation and grammar 7. Reactions Alertness, quickness of response. 8. Drive Ability to stimulate, enthuse others and self-assurance. . Intelligence Comprehension, reasoning ability, keenness and smartness is expected of him/her. 10. Interest Sincerity of ambitions and personal goals, interest in other people. CHAPTER – 3 RESEARCH METHODOLOGY The core concept underlying research is its methodology. The methodology controls the study, dictates the acquisition of the data, and arranges them in logical relationships, sets up a means of refining the raw data, contrives an approach so that the meanings that lie below the surface of those data become manifest, an d finally issue a conclusion or series of conclusions that lead to an expansion of knowledge.The entire process is a unified effort as well as an appreciation of its component parts. According to J. W. B. est, â€Å"Research is considered to be formal, systematic, intensive process of carrying on the scientific method of analysis. It involves a more systematic structure of investigation usually resulting in some sort of formal record of procedures and report of result or conclusions. † According to P. M. Cook, â€Å"Research is an honest, exhaustive, intelligent searching for facts and their meanings or implications with reference to a given problem.It is the process of arriving at dependable solutions to problem through planned and systematic collection, analysis and interpretation of data. The best research is that which is reliable, verifiable and exhaustive so that it provides information in which we have confidence. † 3. 1 Title of the Study: Recruitment and Attri tion Management 3. 2 Duration of the Project: 2 Months (25th June to 24th August) 3. 3 Objective of the study The objectives of the study are as follows: * To understand the concept and mechanism of insurance. * To have an overall view of the Recruitment Process in a leading private sector company. To get a firsthand knowledge as regards to the proper implementation of the extent Recruitment Policies in ICICI PRUDENTIAL LIFE INSURANCE and its preparedness to meet the new challenges in the area of Recruitment. * To review the Human Resource Policies of ICICI PRUDENTIAL LIFE INSURANCE and compare with them Human Resource philosophy given in the literature. * To observe any legal requirement which apply to the recruitment and selection process. * To get familiar with the organization. * Getting practical experience regarding the organizational function. To learn about the policies and functions of the organization. * To understand the culture in the organization and its effect on emplo yees. * To get industrial exposure and experience. 3. 4 Type of the Research To get complete knowledge about the recruitment and selection activities information are gathered on the basis of both primary and secondary sources. PRIMARY DATA : Primary data are those which are a fresh and for the first time and thus happen to be original in character. Primary data were collected by direct interview with the authorities and staffs and by observation and participation.SECONDARY DATA : Secondary data are those which have already been collected by someone else and which have been passed through the statistical process. Secondary data were collected from various records kept in departments, company profiles, magazines and websites. 3. 5 Sample size and Method of selecting sample SAMPLING SIZE: 100 It means how many people to survey. SAMPLING UNIT: The researcher must define the target population that will be surveyed the sampling unit for my survey is wholesalers, retailers, masons, contrac tor and consumer of Rajasthan State.SAMPLING PROCEDURE: RANDOM SAMPLING Due to the time limitation and lack of sufficient knowledge I confined my study till random sampling. 3. 6 Scope of the Study Recruitment is the process of searching for prospective employees and stimulating them to apply for job in the organization. Recruitment is a positive process of searching for prospective employees, whereas selection is a negative process because it involves rejection of unsuitable candidates. Today the scope of the recruitment is very broad. The scope of the recruitment at ICICI PRUDENTIAL LIFE INSURANCE CO. enerally covers the following steps: – * Enhancement of productivity. * Quality manpower. * Committed job assignment. * Development of teamwork. * Better utilization of existing manpower 3. 7 Limitation of the Study The present research work is undertaken to maximize objectivity and minimize the errors. However, there are certain limitations of the study, which are to be taken in to consideration for the present research work. * The study was conducted only for the performance of Insurance advisors, Adayar branch Chennai city. It may not be suitable for other organizational employees. The advisor’s behavior may not be same in other branches in Chennai city or country, because of the difference in their performance, target, motivation, attitude, approaches with customers, culture, and working environment etc. * The research was done based on the details provided by the 70 advisors; the conclusion derived may not be wholly applicable to all branches in the city. The study is conducted with the help of the database provided by the Unit manager. * As the target population is large and due to the time constraint, convenience sampling technique was used to select the respondent. Chapter-4 FACTS AND FINDINGS Majority of the respondents believed that larger risk coverage of their policy was the main feature that attracted them to buy that policy, low prem ium was the next important feature. * ICICI Prudential is the largest private player in the insurance  industry in India. * Due to the increasing concern of people towards their health/life the life insurance  business has good prospects. * There are few short term plans which are not known to the  public. * Company has high policy charges which are not affordable by the lower middle and lower class people. * Out of total population of 1 billion of country, only 22% have insurance cover.So we can say that there is still large potential for both the public and private companies. Private companies have to give varied customized product to compete with the LIC which is holding about 97% of the total market. CHAPTER-5 ANALYSIS AND INTERPRETATION 1. What is the biggest benefit of life insurance? SL. NO| RESPONSE| NO OF RESPONDENTS| PECENTAGE %| 1| Security| 40| 80| 2| commission| 5| 10| 3| Protection of wealth| 5| 10| 4| all| 0| 0| total| | 50| 100| Analysis: Interpretation: The ab ove graph shows that the biggest benefit of life insurance is security with 80% and the next two shows the equal % that is 10% benefit ) Is there any performance incentives? SL. NO| RESPONSE| NO OF RESPONDENTS| PECENTAGE %| 1| yes| 47| 94| 2| no| 3| 6| total| | 50| 100| Analysis: Interpretation: The above graph shows the performance incentives are 100% given in the company. 3) How do you recruit employees in ICICI PRUDENTIAL LIFE INSURANCE CO.? SL. NO| RESPONSE| NO OF RESPONDENTS| PECENTAGE %| 1| References| 3| 6| 2| Advertisements| 5| 10| 3| Consultancy| 35| 70| 4| Walk-ins| 7| 14| total| | 50| 100| ANALYSIS: INTERPRETATION: The hiring process in this company is done by consultancy of 35 respondents and next is through walk-ins. ) How frequently you recruit employees? SL. NO| RESPONSE| NO OF RESPONDENTS| PECENTAGE %| 1| 6 months| 5| 10| 2| 1 year| 0| 0| 3| 3 months| 5| 10| 4| Every month| 40| 80| total| | 50| 100| ANALYSIS: INTERPRETATION: In this company the employees are recruite d frequently for every month for this the respondents are 80%, after this 3 months and 6 months are 20%. 5) What is the range on scale of getting maximum ; good quality profiles? SL. NO| RESPONSE| NO OF RESPONDENTS| PECENTAGE %| 1| Average| 35| 70| 2| Good | 10| 20| 3| Very good| 5| 10| 4| excellent| 0| 0| total| | 50| 100|ANALYSIS: INTERPRETATION: The above graph shows that the range of getting good quality profiles are average are 70%,and good are 20% and very good is shown by 10%. So no excellent are there. 6) Under what criteria do you consider while screening the profile? SL. NO| RESPONSE| NO OF RESPONDENTS| PECENTAGE %| 1| Age | 5| 10| 2| Qualification| 7| 14| 3| Work experience| 38| 76| 4| References if any| 0| 0| total| | 50| 100| ANALYSIS: INTERPRETATION: The above graph shows while screening the profile work experience is given more importance by 76%, and next by qualification by 14%. ) What is the % of candidates who clear the aptitude test? SL. NO| RESPONSE| NO OF RESPON DENTS| PECENTAGE %| 1| 100| 0| 0| 2| 70| 10| 20| 3| 80| 35| 70| 4| 50| 5| 10| total| | 50| 100| ANALYSIS: INTERPRETATION: The above graph shows the % of 70% of the candidates clear the aptitude test. 8) Do you normally provide training skill development to new recruits? SL. NO| RESPONSE| NO OF RESPONDENTS| PECENTAGE %| 1| yes| 42| 84| 2| no| 8| 16| total| | 50| 100| ANALYSIS: INTERPRETATION: The above graph shows the training provided to new recruits is yes by 84% and no by 16%.So training is provided to some extent. 9) How many steps include in selection process? SL. NO| RESPONSE| NO OF RESPONDENTS| PECENTAGE %| 1| 5| 7| 14| 2| 6| 0| 0| 3| 8| 0| 0| 4| 4| 43| 86| total| | 50| 100| ANALYSIS: INTERPRETATION: The above graph shows the selection processes include mostly 4 and sometimes 5 in this it show 86% include 4 steps. 10) After selection of candidates what is the time for offer release? SL. NO| RESPONSE| NO OF RESPONDENTS| PECENTAGE %| 1| Same day| 0| 0| 2| 3-5 days| 37| 74| 3| 1- 2 days| 10| 20| 4| 7 days| 3| 6| total| | 50| 100| ANALYSIS: INTERPRETATION:The above graph shows after selection the offer letter is given to the selected candidate in 3-5 days and if the candidate is good then 1-2 days 11) What is the employment rate in ICICI PRUDENTIAL LIFE INSURANCE in a year? SL. NO| RESPONSE| NO OF RESPONDENTS| PECENTAGE %| 1| 70 | 5| 10| 2| 80| 35| 70| 3| 90| 10| 20| 4| 100| 0| 0| total| | 50| 100| Analysis: INTERPRETATION: The above graph shows the employment rate in ICICI PRUDENTIAL LIFE INSURANE is 70% in a year and 35 are accepted. 12) What is the experience required for HR position in ICICI PRUDENTIAL LIFE INSURANCE? SL. NO| RESPONSE| NO OF RESPONDENTS| PECENTAGE %| | 3 years| 5| 10| 2| 4 years| 15| 30| 3| 2 years| 0| 0| 4| 5 years| 30| 60| total| | 50| 100| ANALYSIS: INTERPRETATION: The experience required for HR position in ICICI PRUDENTIAL LIFE INSURANCE CO. is 5 years and accepted by 30 members. 13) What is attrition rate in ICICI PRUDENTIAL LIFE INS URANCE? (No. of employees leaving the company in a year) SL. NO| RESPONSE| NO OF RESPONDENTS| PECENTAGE %| 1| 50| 40| 80| 2| 60| 10| 20| 3| 80| 0| 0| 4| 30| 0| 0| total| | 50| 100| ANALYSIS: INTERPRETATION: The attrition rate in ICICI PRUDENTIAL LIFE INSURANCE is 50%, and accepted by 40 members. CHAPTER-6 SWOT ANALYSIS S.W. O. T Analysis of ICICI Prudential Life Insurance: Strength: * ICICI Prudential is one of the largest financial institutions of India. * Money power, which makes them ignorant about the gestation period. * Motivation factors provided by the Company. * Service quality, which is the crux of their mission. * A huge data base of corporate clients, retail customer, and bank customersof ICICI. * Highest paid up capital deposited  in IRDA, in comparison to all players. * Training provided to all people associating with ICICI Prudential. Weakness: * High targets for financial advisors and for the sales  departments. Many competitors in the market offer same product by the title difference in the premium and offerings. * Very huge premium of policies. * Problematic to advisors also. * Sustainable to risk associated with investments in money market. Opportunities: * Health insurance and pension schemes, an estimated market potential of  approximately $15 billion. * Tie up with more corporate agents all over India. And Tie up with broker  (agent) also. * Strong brand of company helps  to boost sales in market. * Attract more people of providing customer centric products. Threats: * Players like Bajaj and Birla Sun  life with low premium for the similar  plans. People are not aware of different distribution channels. * Threat from existing insurance players. * Threat from new entrants. * Changes in the policy of IRDA. CHAPTER-7 CONCLUSION Over the last few decades companies have increasingly begun to realize the importance of customer satisfaction. Where trading environments have become saturated and customers increasingly hard to come by, customer retention has become imperative as the customer-to-business level in the Indian context; the disconfirmation paradigm is still the predominant paradigm influencing the customer satisfaction process.As it is pivotal in this competitive era of globalization as every player in this banking industry is making various efforts to increase its pie share or if no increase at least maintains their market share. In relation to the primary research analysis undertook by me, inference can be portrayed that people are incline towards the LIC as they find them more reliable and they also prefer because of their long term relationship with the customer segment. So last we can say that for the insurance sector to succeed they must pay close attention to the revealed choice criteria of the customer in their decision making activity.Therefore customer relationship management programs must be designed to keep the customers intact that includes aligning product and service offerings with cust omer needs can only be achieved when sufficient knowledge of customer requirement has been captured. Thus accurately understanding the customer’s need is the most important step towards achieving customer satisfaction. CHAPTER-8 RECOMMENDATION AND SUGGESTON There are some recommendations: Open some more branches in semi urban and rural area: ICICI Prudential has almost its branches in urban area or  metros. So in order to increase the no. f customer, ICICI Prudential should increase the approach towards potential customers. For that it has to increase the branches in the semi urban cities like C, D grade  cities. And the rural marketing is the best option for  ICICI Prudential to increase its base in the market. Improve customer services: In order to take the advantage of being industry leader in private sector, ICICI Prudential has to improve its customer services. According to my experience in the company, a good number of customers forget to pay their premium at time so it causes a big loss to the company.ICICI Prudential has already collaborated with the ICICI bank for its Banc assurance facility and then  can include another feature in it. ICICI bank can offer a bank  account with the life insurance policy in which an ATM card will be  provided. This card will have  all the information regarding the policy as like future premium payment dates, payment made, money value of  the policy at that date, value of the unit linked plan and  all other information what the customer want. This will help the customer to pay premium on  time and save their losses.This will be mutually helpful for both sister companies, ICICI bank  will get new account and  ICICI prudential will be able to more efficient services to their customers. Bring some unit linked life insurance plans in the market. Being a market leader doesn’t ensure the leadership in the future. Since after  increment in FDI from 26% to 49%  all player will have the o pportunity to capture the market share. So in order to maintain its position ICICI Prudential should-Introduce some new market linked insurance plan, which will give a competitive advantage to the ICICI Prudential against its competitors.Trained the financial advisors more efficiently: In the changed scenario, more  efficient training will be needed, so ICICI Prudential should provide good and efficient training to their financial advisors. Because they are the one  who interact directly with the customers. So good training will give them the right way to deal  with the potential customers. Suggestions * LIC ; ICICI Prudential should work upon building good reputation of its brand as good reputation has direct effect on purchase of insurance product. LIC ; ICICI Prudential should work upon raising the awareness of the product and give more option and provide transparency so as to make selling of its product easier. * Advertising of the insurance product should stress on the ne ed of security. * Insurance should be popularized as the means of securing future rather than saving tax. * Policies should be issued quickly and with less formality. * Other services should be provided. * Reference group are the most effective medium of advertising insurance. CHAPTER-9 APPENDIX QUESTIONNAIRE 1. What is the biggest benefit of life insurance?A) Security B) commission C) protection of wealth D) all 2. Is there any performance incentives? A) Yes B) No 3. How frequently you recruit employees? A) 6 months B) 1 Year C) 3 months D) Every month 4. How do you recruit them? A) References B) Advertisements C) Consultancy D) Walk-ins 5. What is the range on scale of getting maximum ; good quality profiles? A) Average B) Good C) Very Good D) Excellent 6. Under what criteria do you consider while screening profile? A) Age B) Qualification C) Work Experience D) References if any 7.What is the % of candidates who clear the aptitude test? A) 10% B) 20% C) 30% D) 50% 8. Do you normal ly provide training skill development to new recruits? A) Yes B) No 9. If yes do you send your employees for external training? A) Training institutes B) workshops C) seminars D) none 10. How many steps include selection steps? A) 5 B) 6 C) 8 D) 4 11. On what skill sets candidates are selected in ICICI PRUDENTIAL LIFE INSURANCE CO.? A) Qualifications B) Capabilities C) Soft skills D) All the above 12. After selection of candidates what is the time for offer release?A) Same day B) 3-5 days C) 1-2 days D) 7 days 13. How do you evaluate a candidate in his/her HR interview? A) Aptitude B) Qualification C) Communication skills D) All 14. What is the experience required for HR position in ICICI PRUDENTIAL LIFE INSURANCE CO.? A) 3 Years B) 4 Years C) 2 Years D) 5 Years 15. What is the attrition rate in ICICI PRUDENTIAL LIFE INSURANCE CO? (Number of employees leaving the company in a year) A) 30% B) 40% C) 20% D) 10% 16. What are the top reasons for any improvement in attrition? Ans. 1. Ski lls Development 2. Communication 3. Promotion/Progress . Management Style 5. Work-Life Balance CHAPTER-10 BIBILOGRAPHY 1. ICFAI Human Resource Management – ICFAI University Press. 2. Gary Dessler, Human Resource Management- PHI Pvt. Ltd. , 2005. 3. G. C. Beri, Marketing Research- Tata McGraw-Hill Publishing Company Limited 4. Udai Parrek and T. Venkateshwara Rao, Designing and Managing Human Resource system, Oxford ; IBH publishing co. Pvt. Ltd. , 2003. 5. K. Aswathappa, Human Resource and Personnel Management, Tata McGraw-Hill Publishing Company Limited, 2005. * http://www. iciciprulife. com * http://www. google. com * http://www. wikipedia. com

Comparison of Medea and Clytemnestra Essay

Tragic heroes from Greek tragedies almost always share similar characteristics. Medea from Euripides’s play Medea and Clytemnestra from Aeschylus’s play Agamemnon display and share tragic traits. They are both vengeful wives who share similarities in the cause of their vengeance but have some differences in their chosen means of revenge; as a result of successfully exacting their revenge both Clytemnestra and Medea cause their own downfall. Both Medea and Clytemnestra seek to hurt their husbands for betraying them. Medea uses the best source of revenge ever. She uses Jason’s own children against him. For her own pride, not to look like a fool in front of anybody, Medea kills King Creon’s daughter Glauce, who is to be married to Jason, and her two children. She kills Glauce by sending her children with poisoned clothing for the princess, which also leads to the murdering of her children. She tells Jason â€Å"They died from a disease they caught from their father† (Medea 2). Killing her children is the revenge she chose because it was the best one. A woman cannot take a man’s children away from him. Men become so weak when they loose their children, especially sons. Medea says â€Å"Never again alive shall he see the sons he had by me, nor any child by his new bride of his poor girl, who has to die a wretched death poisoned by me†(Medea9). She leaves Jason with no one. By killing her sons, there is no one left to take the throne, or to carry on his name. To take a man’s sons, is the worst thing a woman can do because it takes the masculinity out of them, and they feel low. Medea knew this, and that is why she killed her sons, so he could feel horrible forever. Clytemnestra single-handedly plots the murder of Agamemnon and Cassandra, his concubine. When she is successful, she celebrates her triumph by professing it loudly, â€Å"I have had long enough to prepare this wrestle for victory†¦ I stand where I struck, over the finished work† (Agamemnon 157). Clytemnestra firmly believes her actions are ethical and fair. Standing before the Chorus, she strongly adheres to her beliefs that she was justified in killing Agamemnon. The Elders are torn between devotion to their king and the moral issues and defense Clytemnestra passionately presents before them. The entire Trojan War was based on a superfluous act of hatred and  vengefulness, spawned from the seduction of Helen. The audience can only feel sympathy for a broken hearted mother whose rage drove her to kill her husband and his concubine. It is not Agamemnon’s unfaithfulness that has spawned Clytemnestra’s hatred for her husband, but rather â€Å"a mother’s love for a daughter, and a wife’s determination to avenge that death by killing her husband† (Agamemnon 252). Clytemnestra and Medea both feel that death is the only justifiable action for what their husbands have done. The difference is that Medea does not kill her husband, instead wants him to feel the pain of the death that surrounds him. Both Clytemnestra and Medea use words to set up their victims but they do not carry out the sentences entirely in the same way. Clytemnestra mostly uses brute force where Medea uses her knowledge of poison to do the major damage. In the end though, Medea does use brute force to kill her children. After getting her revenge Medea seems triumphant but Euripides and Medea herself suggest that she suffers worse than Jason. Medea’s life becomes miserable after she kills her own children and when she realizes she will never know love again. Medea realizes that she has done something wrong by acknowledging that she is going to feel the anguish over the death of her sons. She says â€Å"then forever you may mourn; for though you will kill them, they were very dear to you† showing that she is sad that she is going to kill them (Medea 576). She realizes that she does a terrible thing and will remember it forever as she â€Å"will bring myself to Hera’s temple† (Medea 1021.) She is also devastated after being exiled from her home city. Her pain and suffering are made known when she says, â€Å"But I†¦..but this is an unexpected blow which has befallen me and has broken my heart† (Medea 876). Medea’s regret contrasts her to Clytemnestra who feels no regret even up to the time of her death. Clytemnestra believes that she was in the will of the gods because she was seeking revenge not only for her sacrificed daughter, but Agamemnon’s cousins (the brothers of Aegisthus, Clytemnestra’s lover). She was carrying out punishment for being unfaithful. According to her, she was â€Å"allowed† by the gods because of these and other repeated sins toward them (i.e. walking on the tapestries) as well as carrying out the curse of his household. This situation arouses mixed emotions in the Elders and  perhaps the same in the readers. But if the audience would put themselves in the time and culture of the Greeks, was a person not shunned unless revenge was taken for their loved ones. The entire Trojan War was based on one act of vengefulness after another, spawned from the seduction of Helen. So in that sense the reader can offer only sympathy for a broken hearted mother whose rage encouraged by her culture drove her to kill her husband and his concubine. And with this same tradition of revenge for one act to another, she too will face a day when she is killed for revenge by her son, and the cycle will continue. Many similarities exist between Euripides’ story and Aeschylus’. Both Clytemnestra and Medea are strong, passionate women who commit a horrendous crime. But then the similarity stops. In Agamemnon, we understand why Agamemnon did what he did, but somehow we feel that Clytemnestra was completely justified in planning ten years worth of bitterness against the man who killed her child. And under her circumstances, we completely sympathize with her desire to kill the man who separated her of the daughter she loved. Part of the reason we have so much sympathy for Clytemnestra is that we feel her pain, she does not seem insane to us. In the other hand, with Euripides’ Medea is the opposite. In the opening speech the Nurse warns us that Medea is dangerous; she is not presented like a suffering creature as much as the wrong woman to mess with. The reason why we can forgive Clytemnestra but not Medea is based in the innocence or guilt of their victims. Medea has killed her brother; she kills her husband’s new bride; and later she kills her children. One cannot sympathize with these acts; they are all out of proportion to Medea’s reasons for doing them; and they clearly show Medea to be out of her mind.

The Changes Brought On The Catholic Church - 1575 Words

The Changes Brought About to the Catholic Church by Pope Francis Roman Catholicism has long been seen as one of the most unwelcoming religions to date. With its strict guidelines and little to no forgiveness, the church is sometimes feared by other religious groups around the globe. Though lately, there seems to be promise being brought to the Catholic religion. The election of the 266th pope, Pope Francis, has ushered in extensive change for both Catholicism and the way it is perceived by non-Catholics. These reforms of the current pope, although many are controversial, drive the public to believe the church is becoming more open-minded and less austere in its manner. Jorge Mario Bergoglio was born on December 17, 1936 in Buenos Aires, Argentina (Pope Francis Biography). After graduating high school, he attended the University of Buenos Aires before beginning training at the Jesuit seminary of Villa Devoto (Pope Francis Biography). Bergoglio went on to earn a degree in philosophy from the Philosophical and Theological Faculty of San Miguel and a doctorate in theology in Freiburg, Germany (Pope Francis Biography). He served as both archbishop and cardinal for more than twelve years prior to being elected Pope (Pope Francis Biography). Bergoglio was named the 266th pope of the Roman Catholic Church on March 13, 2013 at the age of 76 (Pope Francis Biography). Encyclopedia Britannica declares that he is â€Å"the first pope from the Western Hemisphere, the first from SouthShow MoreRelatedChanges Brought on By the Renaissance Period Essay534 Words   |  3 Pages16th century Europe was a time of religious and social change. It was a time of new art, architecture, and literature through the Renaissance and new discoveries through the scientific revolution. The 16th century also brought about great change in religion through the Protestant and Catholic Reformations. 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