ICICI Final Project

A Study On Recruitment Automation Tool of ICICI
Prudential Life Insurance Pvt Ltd, Bangalore.
CHAPTER -I
EXCECUTIVE
SUMMARY
A Study On Recruitment Automation Tool of ICICI Prudential Life

Insurance Pvt Ltd, Bangalore.
Introduction
The project entitled “A STUDY ON RECRUITMENT AUTOMATION TOOL IN
ICICI PRUDENTIAL LIFE INSURANCE,” is to study the tool that is concerned
for on boarding process of a candidate.
As per Vroom “Recruitment Automation Tool is a positive orientation tool which is

used for on boarding candidates when She/He gets selected to an organization.” The
study focuses on analyzing how the on boarding candidate’s selection is done and
how candidate’s receives there offer letter.
The present study was done through releasing offer letters to various candidates and
taking opinions from present employee how useful and effective the Ripple hire tool
is, from ICICI Prudential Life Insurance.
Ripple Hire Tool which is used in organization to the hired candidates of the company
where this tool is very useful to verify the documents of the hired candidates which
can be easily verified through Ripple hire, this tool consist certain stage like:
1. Applied Stage
2. HR Stage
3. Line Stage
4. Verify Stage
5. Offered Stage
6. Hired Stage
7. On Hold Stage
8. No show Stage
9. Reject Stage
Were each stage used to make offer to the candidates.

Recruiting automation is a category of technology that allows companies to automate
recruiting tasks and workflows so they can increase recruiter productivity, accelerate
time-to-fill, reduce cost-per-hire and improve the overall talent profile of their
organization. Recruiting automation is a subset of Human Capital Management
(HCM), a category of enterprise software-as-a-service (SaaS) used by companies to
manage all aspects of their workforce.
The recruiting automation process helps ensure that all the best-fit candidates were
identified and engaged in the recruiting process, resulting in better quality hires and a
higher performing organization.
OBJECTIVE OF THE STUDY

1. To study the effectiveness of ripple hire at ICICI Prudential Life Insurance
2. To study the productivity of employees at ICICI Prudential Life Insurance
3. To study the ease of using ripple hire at ICICI Prudential Life Insurance
Sampling is taking any portion of population or universe as a representative of that

population or universe.
The universe consisted of 200 employees of which 100 were purposively selected for this
study.
Primary Data was collected by administering the questionnaire prepared by the

investigator.
According to the survey 74% of the respondents have agreed that the Ripple Hire is cost
effective and 30.2% of respondents have disagreed that the Ripple Hire is cost effective.
According to the survey it understood that 74.5% of the respondents are of the view that
the Ripple hire is applicable to all the stages of the hiring process. Remaining 25.5% of
the respondents have disagreed that all stages of Ripple hire is applicable.
From the survey it is understood that 68.9% of the respondents have agreed that
Creating Ripple hire Id by Direct Method is effective. Remaining 31.1% of the
respondents have not agreed that direct method is not effective in creating Ripple hire
ID.
Survey indicated that 73.6% of the respondents are expecting that Consultancy method is
effective in creating Ripple hire ID. And 26% of respondents are not expecting that
Consultancy method is effective in creating Ripple hire ID Ripple hire is a versatile tool
to recruit employees for the organization.
Before the documents get verified through Ripple hire once it should be checked
manually on the day of selection of the candidate. So, while using Ripple Hire document
verification there are no documents which are missed out.
CHAPTER – II
INDUSTRY PROFILE
INDUSTRY PROFILE
Insurance industry plays a vital role in the Indian market. There are altogether 53
insurance companies that are serving both life insurance and general insurance
products to the customers countrywide.
After knowing that the number of insurers available in India is very large, let’s check
the Indian insurance market size below:
Indian Insurance Market

The life insurance sector recorded a new premium income of Rs. l.38 trillion in a year,
i.e. April 2ol5 to March 2ol6. This indicated a dramatic growth rate of 22.5% in the
premium income, whereas the general insurance sector centred on two-wheeler
insurance policy (particularly) recorded a l2% of growth by receiving a premium
income of Rs. lo5.25 billion during the year, i.e. April 2ol6 to March 2ol7. The life
insurance sector offers about 36o million policies, which count to be the largest in the
world.
Still, it is expected to cross compound annual growth rate of l2 to l5% in the next 5
years. It is expected that the Indian insurance market will quadruple in size over the
next lo years and the life insurance sector is expected to collect more than US $l6o
billion. There are a lot of opportunities in the Indian insurance market. Currently, the
general insurance business in the Indian market accounts for more than Rs. 70000
Crore premiums yearly, and it is growing at a positive rate of l7% every year.
Despite being the second highly populous country in the world, Indian insurance
market accounts for less than l.5% of the world’s total insurance premium.
Improvement in Indian Insurance Market

Real improvements and interests in the Indian protection advertise are as per the
following:
The Insurance Regulatory and Development Authority of India planned open offering
rules for protection suppliers in India, which controlled the strip value through the
IPO course.
HDFC ERGO Car Insurance and Max Life Insurance Co. Ltd. are consolidated and
anticipated that would set up India's biggest private segment insurance agency.
The best improvement in the Indian protection advertise is Lloyd's – a UK-based
insurance agency entering the Indian market by mid 2ol7, after the endorsement of
Insurance Regulatory and Development Authority of India (IRDAI).
Bennett Coleman and Co. Ltd., a famous name in the media business with numerous
distributions in various dialects the nation over, has chosen to purchase Religare
Enterprises Ltd.
It has been reported by the State Bank of India that Paribas Card if wants to amend its
stake in SBI Life Insurance from 26% to 36%. Once the stake increments by remote
joint vender, SBI'S stake in SBI Life will get converged with 64%.
Government Initiative
There are various activities taken by the administration to support the protection
segment in India. Look at some of them underneath:
The Union Budget has made an arrangement, which expresses that the remote venture
may be permitted up to 49% through the programmed course.
Administration charge on specific premium annuity approaches has been diminished

from 3.5% to l.4% of the premium paid at times.
Administration charge on the matter of disaster protection, offered by methods for the
annuity, in view of National Pension Scheme, which is overseen by Pension Fund and
Regulatory Development of India, oversaw being exempted, with impact from April
20l6.
The Indian Regulatory and Development Authority of India (IRDAI) has made two
advisory groups to investigate and recommend thoughts to advance web based
business in the protection segment with a specific end goal to raise the protection
entrance and get the money related incorporation.
IRDA has planned a direction, which forces commitments on protection suppliers

towards offering protection scope to the provincial and fiscally weaker areas of the
social orders in India.
IRDAI as of late declared that open area insurance agencies can present to lo%
markdown on the premium of general protection arrangements and 8% rebate for
premiums of new life strategies offered by LIC. It would be ideal if you take note of
that this markdown is accessible just if the protection arrangement purchased online
through client gateways.
The administration of India has additionally outlined two protection plots in the year
20l5-l6.
– Pradhan Mantri Suraksha Bima Yojana, which is a Personal Accident Insurance
arrange
– Pradhan Mantri Jeevan Jyoti Bima Yojana, which is the administration's Life
Insurance arrange.
Both the arrangements offer fundamental scope at ostensible premium rates and can
be effortlessly brought through different government and private protection firms.
Expectation this review has served you to comprehend the present patterns in the
Indian protection industry.
Aside from the above, realize that India's populace is required to touch l.35 billion by
2020, with the future 74 years. The extra security division is required to contain 35%
of the aggregate funds from 26% in the year 2oo9-lo before this present decade's over.
It is very obvious that the eventual fate of the life coverage industry looks
encouraging with different changes in its method for working. This will likewise
acquire additionally changes the way it directs its business and manages its clients.
Indian insurance sector to grow significantly in coming yrs:

The insurance industry in the country is set in the growth trajectory and is expected to
grow munificently in the coming years due to rising financial literacy, according to a
recent report.
"The Indian insurance sector is set to mark e significant growth in the coming years.
The lower level of penetration, favourable demography, initiatives like 'Pradhan
Mantri Jan-Dhan Yojana' for enhancing financial inclusion, rising financial literacy
along with increase in domestic savings consequent to rise in per ca-pita income era
expected to support the growth of insurance sector going forward," said a report by
Dun end Bradstreet.
The report 'Insurance-Sectored outlook 20l7' said with liberalisation of Foreign Direct
Investment norms for the sector, many foreign insurance firms have entered into India
to explore the untapped potential of this industry.
The favourable regulatory environment in the country is also expected to help in

fuelling growth of the insurance sector, it added.
To provide insurance cover mainly to the below poverty line (BPl) households, the
government has introduced some insurance schemes such as 'Rashtriya Swasthya
Bima Yojana' (RSBY), 'Pradhan Mantri Jeevan Jyoti Bima Yojana (PMJJBY) end
Pradhan Mantri Suraksha Bima Yojana (PMSBY), it said.
These schemes are expected to help in penetration of insurance sector in lower end
lower-middle income population, which currently does not possess insurance cover, it
added.
The report revealed that the insurance sector is expected to witness surge in the flow
of foreign capital in the coming years given the relaxation of FDI norms.
In 20l6, the domestic insurance industry witnessed few major announcements related
to investment as well as entry of new players which is expected to accelerate growth
of the sector going forward.
UK-based Reinsurance Company is expected to set up its branch in Mumbai in 2ol7,

it said.
In addition to this, US-based Reinsurance Group of Emarice Incorporated, Germany-

based reinsurance companies, Hannover Re end Munich Re, Switzerlend-besed Swiss
Re and French reinsurer also received approval from the IRDE to establish their
branches in India.
With more companies entering the sector, competition as well as operational

efficiency is expected to rise, which would raise the penetration in the country, the
report said. The report also said going forward, innovations in the insurance sector is
expected to increase penetration level.
The introduction of point of sale (POS) transactions for products like cattle or
livestock insurance, agricultural pump sets insurance, fire insurance, crop insurance
end government insurance schemes has helped to simplify the distribution network in
small cities end villages, it noted.
E range of insurance products under life end non-life insurance segments are expected
to be sold through POS persons, in turn improving insurance penetration, said the
report
In the coming years, initiatives like extension of insurance portability facility to other
insurance products, differentiated pricing on e-policies, customised health insurance
policies among others are expected to fuel growth of the sector, it added
CHAPTER–III
COMPANY PROFILE
INTRODUCTION
ICICI Prudential Life Insurance Company is a joint venture between ICICI Bank,
India's largest private sector bank, and prudential plc, a leading international financial
services group headquartered in the United Kingdom. ICICI Prudential was amongst
the first private sector insurance companies to begin operations in December 2000
after receiving approval from Insurance Regulatory Development Authority of India
(IRDAI). As of 2010, the managing director and CEO was Sandeep Bakhshi.
Today, its nation-wide team comprises of 2100 branches (inclusive of 1,116 micro
offices), over 276,000 advisors; and 18 banc assurance partners.
ICICI Prudential Life began its operations in fiscal year 2001 and has consistently
been the market leader amongst pvt players in the Indian life insurance sector. Our
Assets under Management (AUM) as on 31st March 2017 were RS 1229.19 billion.
At ICICI Prudential Life, we operate on the core philosophy of customer centricity.
We offer long term savings and protection products to meet different life stage
requirements of our customers. We have developed and implemented various
initiatives to provide cost-effective products, superior quality services, consistent fund
performance and a hassle-free claim settlement experience to our customers.
ICICI Prudential Life is the first private life insurer to attain assets under management
of RS 1 trillion and in- force sun assured of over RS 3 trillion. ICICI Prudential Life
is also the first insurance company in India to be listed on NSE and BSE.
ICICI Prudential Life's capital stands at Rs 4,796 crore (as of March 31, 2014) with
ICICI Bank and Prudential plc holding 74% and 26% stake respectively. For the
financial year 2014, the company has garnered total premium of Rs 12,429 crore. The
company has assets under management of over Rs 80,000 crore as on March 31,
2014.
ICICI Prudential is 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, The
Economic Times - AC Nielsen ORG Margo survey of ‘Most Trusted Brands’, have
voted ICICI Prudential as India’s Most Trusted Private Life Insurer. As it grows its
distribution, product range and customer base, we continue to tirelessly uphold our
commitment to deliver excellent financial solutions to customers all over India.
For the past decade, ICICI Prudential Life Insurance has maintained its dominant
position (on new business retail weighted basis) amongst private life insurers in the
country, with a wide range of flexible products that meet the needs of the Indian
customer at every step in life.
 Type: Public Company

 Industry: Insurance Services
 Area served: India
 No of Branches: 2100
 CEO: Sandeep Bakhshi (Aug 2010)
 Products: Insurance services
 Total Assets: Rs 100,000crore (45$16billion 2014)
 Parent Organization: ICICI Bank
 First Life Insurance Company to receive National Insurer Financial Strength
Rating of ‘AAA’
 Also won ‘Most Trusted Brand’ & ‘Most Trusted Private Life Insurer’ by The
Economic Times
Fiscal Particulars
 2001 Our Company started operations.
 2002 Crossed the mark of 1,00,000 policies
 2005 Crossed the mark of 1 million policies
 2008 Crossed the mark of 5 million policies.
 Crossed the mark of 5 million policies.
 Crossed RS 250 billion of Assets Under Management.
 2010 Established subsidiary for the purpose of undertaking pension fund
related business.
 Company turned profitable registered profit of Rs 2.58billion.
 2012 Started paying dividends
 2015 Crossed RS 1 trillion of assets under management

 2017 First insurance company in India to list on NSE and BSE
Vision and Values:

The success of the company will be founded in its unflinching commitment to 5 crore
values – Integrity, Customer first, Boundary less, Humility and Passion. Each of the
values describes what the company stands for, the qualities of our people and the way
we work. Every member of the ICICI Prudential team is committed to the 5 crore
values and these values shine forth in all that we do.
 Boundary less– I will treat organization agenda as paramount
 Integrity– What I do when nobody is watching me
 Humility– Openness to learn a change
 Customer-First – Service excellence towards Internal and External Customers
 Passion– Demonstrates infectious energy and enthusiasm
About ICICI Bank

ICICI Bank is India's largest private sector bank with total assets of 7,206.95 billion
(US$ 109 billion) at March 31, 2016 and profit after tax 97.26 billion (US$ 1,468
million) for the year ended March 31, 2016. ICICI Bank currently has a network of
4,450 Branches and 14,295 ATM's across India. ICICI Bank was originally promoted
in 1994 by ICICI Limited, an Indian financial institution, and was its wholly-owned
subsidiary.
Prudential Corporation Holdings Limited:

Prudential Corporation Holdings Limited is a part of prudential plc which was
founded in London in 1848. Prudential plc is an international financial services group
with significant operations in Asia, the US and the UK. Prudential plc, serves around
24 million insurance customers and has 562 billion of assets under management.
Board of Directors:
 Ms. Chanda D. Kochhar- Chairperson
 Mr. N.S. Kannan- Director
 Mr. Adrian O’Connor-Director
 Prof. Marti G. Subrahmanyam- Independent Director
 Ms. Rama Bijapurkar- Independent Director
 Mr. Vinod Kumar Dhall- Independent Director
 Mr. V. Sridar- Independent Director
 Mr. M.S. Ramachandran- Independent Director
 Mr. DilipKarnik- Independent Director
 Mr. SandeepBakhshi- Managing Director and CEO
 Mr. Puneet Nanda- Executive Director
 Mr. SandeepBatra- Executive Director
 Key Persons;
 SandeepBakhshi( Managing Director & Chief Executive Officer)
 Puneet Nanda ( Chief Marketing Officer)
 SatyanJambunathan( Executive Vice President)
 Manish Kumar ( Chief Investment Officer)
 NavinSharma( Chief Internal Audit)
 BinayAgarwala( Chief Financial Officer & Chief Risk Officer Enterprise
Risk)
 Deepak Kinger( Chief Compliance Officer)
 PoonamBhardwaj( Chief Risk Officer- Operations Risk)
Achievements of ICICI Prudential:

 ICICI Prudential Life was recognized as the most trusted brand amongst
private life
 Insurers in the Economic Times-Most Trusted Brand survey 2008.
 IMM Award for Excellence, Institute of Marketing & Management.
 Organization with Innovative HR Practices, Indira Group of Institutes.
 Organization with Innovative HR Practices, Asia-Pacific H R Congress

Awards for Excellence.
The ICICI Prudential has been honoured with several awards. Some of them are
mentioned below:
 ICICI Prudential Life was awarded the ICICI Group Marketing Excellence
Award 2008.
 For its excellence in Mass Communication, the company was awarded the
Indy’s Award in the Most Creative Advertisement-Television category. The
Avaya Global Connect - Economic Times Customer Responsiveness Awards
of
 2007 awarded ICICI Pru Life as the Most Customer Responsive Insurance
Company.
 The company website - www.iciciprulife.com was given the award for being
the best
 Website by the Web 18 and Frost & Sullivan Genius of the Web Awards 2007
for commendable work in the online.
 The company is also the proud receiver of IMM Award for Excellence by the
Institute of Marketing & Management.
Awards:
ICICI Prudential Life Insurance has been pronounced winner in the 2nd Excellence
Awards and Recognition for Shared Services, 2012. We won the award in the
category - Shared Services in India - Insurance Domain.
These awards have been instituted by All India Management Association (AIMA) &
Delhi Management Association (DMA), in collaboration with Revalue Consulting as
knowledge partners, to honor, recognize & promote transformative strategies for
shared services.
Competitors:
 SBI Life Insurance Company Limited
 AMP Sanmar Assurance Company Limited

 Birla Sun Life Insurance Company Limited
 DaburCgu Life Insurance Company Pvt.Ltd
 HDFC Standard Life Insurance Co.Ltd
 Bajaj Allianz Life Insurance Co.
 ING Vysya Life Insurance Co. Pvt.Ltd
 Life Insurance Corporation Of India
 Max Newyork Life Insurance Co.Ltd
 Metlife India Insurance Company
 Om Kotak Mahindra Life Insurance Co.Ltd
 Tata Aig Life Insurance Co.Ltd
 Aviva Life Insurance
 Reliance Life Insurance
 Sahara India Life Insurance
Products:
Term Insurance Plans
Term Insurance or Pure Protection Plans are the most basic form of life insurance
plans. They enable you to secure your family financially, by offering a high life
insurance cover amount for a relatively low premium payment. You can pay these
premiums regularly, or at one go, depending on the life insurance policy you choose.
These insurance plans let you keep your family secure and financially independent, in
your absence. If you are the Life Assured, you pay a specific premium amount at
fixed intervals during your policy. In the eventuality of death during the policy tenure,
your family gets a pre-decided amount, called ‘Sum Assured’ as per the provisions of
your protection plan.
Plans; ICICI PruiProtect Smart
6 Reasons to buy a Term Insurance Plan

1. High Life Insurance Amount:Term insurance plans provide a high life

insurance amount. For example, if your annual income is 10 lakh, then
you can take a Life Cover of up to 1 crore.
2. Affordable Premiums: With Term Insurance plans, a large amount of Life

Cover comes at a small premium. For instance, you can get a Life Cover of 1
crore at a premium of just 17 per day^.
3. Tax Benefits: Term Insurance plans offer tax benefits** on premiums paid up
to 1.5 lakh under Section 80C. New-age Term plans with critical illness
cover also offer additional tax benefits on premiums paid up to 25,000 under
Section 80D. You also get tax benefits** under Section 10(10D) on the money
that your family receives in case of an unfortunate event.
4. Additional Security: To increase the security of your family, a Term
Insurance Plan provides double pay-out (up to 2 crore) in case of an
accidental death. For example, if your Life Cover is 1 crore, a Term
Insurance plan with Accident Cover pays 2 crore to your family in case of an
accidental death.
Health Insurance Plans

Health insurance is insurance which covers the cost of the policyholder's medical and
surgical expenses. Depending on the type of health cover, the insurance company
makes payments directly to the policyholder or the hospital. There is another option
where the expenses are paid by the policyholder and is reimbursed by the insurance
company on submission of relevant bills.
These insurance plans can help you secure your health against unforeseen
eventualities. If you buy a health insurance plan, you pay a specific premium amount
at fixed intervals during your policy or just once. During the policy term, if you detect
any of the covered illnesses, then the insurance company pays you the claim amount
according to the terms and conditions of the policy.
Plans;
 ICICI Pru Heart / Cancer Protect
 ICICI Pru Smart Health Cover
Need of Health Insurance No one plans to get sick, but a serious illness can strike
anyone. The cost of treating the illness can cause serious financial strain on your
savings. Today, the cost of medical treatment is continuously rising. For eg.
Herceptin, a cancer medicine costs approximately 1,10,000 for a vial of 440 mgs.
Depending on the weight, a patient usually requires 17-19 bottles for treatment over a
year. That's 18 - 20 lakh just for medicine. Then add hospitalisation costs, doctor
consultation fees, chemotherapy costs, etc. and overall expenses could exceed 25
lakh1. These costs which are already very high are increasing every year. That is why
most smart people have taken necessary precautions to insure their health.
Child Education Insurance Plans:

Child Education Insurance Plans are insurance plans that take care of your Protection
and Savings needs for securing the future of your children. As a parent, one of your
most important goals would be to make sure that your children have a bright future
and lead their lives comfortably. These plans can help you achieve this by saving for
your children’s higher education at a prestigious university.
In our child education insurance plan, you pay premiums for a specified period
(monthly, half-yearly, yearly or single pay). Once the policy term ends, you receive a
lump sum amount called the Maturity Benefit. In case of an unfortunate event during
the policy term, the company offers your nominee the Life Cover amount. The
company also waives the future premium payments* for the remaining policy term to
ensure that your children’s future is always secure. This benefit is available, provided
all due premiums are paid.
Plans;
 ICICI Pru Smart Kid with Smart Life (ULIP)

 ICICI Pru Future Perfect - Child plan
Retirement Plans:
Retirement Plans are a category of life insurance plans that are specially designed to
meet your post-retirement needs such as medical and living expenses. To ensure that
you can enjoy your golden years with financial independence, these policies help you
plan for your expenses and secure your future.
Plans;
 ICICI Pru Easy Retirement(ULIP)
 ICICI Pru Immediate Annuity
 ICICI Pru QROPS
Need of Retirement plan:

 Increasing retirement years: With average life expectancy increasing in India,
it has become increasingly important to plan for a longer retirement. The life
expectancy figures indicate how long an average individual lives. In India, the
average life expectancy of a person aged 60 is 17.5* years. This means that an
average Indian lives up to the age of 77.5. Hence, you need to start planning in
advance to maintain your lifestyle and take care of other expenses for such a
long duration.
 Medical expenses: A major worry with increasing age is unforeseen medical

expenses. Rising at 15-17%^ every year, such medical costs can be difficult to
manage unless you plan for them in advance.
 Financial independence post retirement: You would like to live your life on
your own terms after your retirement. However, more than 65%* individuals
above the age of 60 depend on others for their daily expenses. This shows how
important it is to plan for your retirement and ensure your financial

independence.
Traditional Savings/Money Back Plans

Traditional Savings/Money Back plans are life insurance plans that combine the
benefits of a life insurance product and a savings tool. With these plans, in addition to
securing yourself and your family, you also create wealth over time to meet your
financial goals such as saving for your retirement, buying a new home or securing
your child’s higher education , and more.
Most of these plans usually offer you a fixed amount as Maturity Benefit when the
policy ends. But some plans also help you create a regular stream of income
throughout your policy duration. This helps to strike a balance between good returns
and low risk. So regardless of the life stage you are at, and your financial goals,
investing in a Traditional Savings/Money Back plan is always the right step forward.
Plans;
 ICICI Pru Cash Advantage
 ICICI Pru Savings Suraksha
 ICICI Pru Future Perfect
Unit Linked Insurance Plans (ULIPs)

ULIPs are insurance plans that help you save for your goals while providing Life
Cover. In most wealth plans, you pay your premiums for a certain time period. Once
your policy term ends, you receive a lump sum amount called the Maturity Benefit.
Moreover, in case of an unfortunate event during the term of the policy, your family
receives an amount called the Sum Assured.
ULIPs are a type of ‘Protection + Savings’ plans. They combine the benefits of
protection and saving in a single instrument. The major advantage that a ULIP has
over the traditional wealth creation tools is the benefit of a Life Cover. As a result,
your money continues to grow and at the same time, your loved one’s future is
protected from life's unexpected turns.
6 Reasons to buy a ULIP

 Regular Savings: ULIPs inculcate the habit of regular and disciplined savings,
which is the key to successful long-term financial planning. With regular
premium payments, you can enjoy the uninterrupted benefits of wealth
creation for your loved ones.
 Protection: ULIPs provide the protective benefit of a Life Cover, which keeps
your family secure in your absence.
 Flexibility of Investment: You will have flexibility and control of your money
through the following ways:
1. Fund Switch – An option to move your money between equity and debt funds
2. Premium Redirection – An option to invest your future premium in a different
fund of your choice
3. Partial Withdrawal+ – An option that allows you to withdraw a part of your money
4. Top-up – An option to invest additional money to your existing savings
 Tax Benefits: You can get tax benefits up to `1.5 lakh on your insurance
premiums, under Section 80C. Also, the earnings from your policy and the
equity-debt switches are completely tax-free. What’s more, even the money
you receive at the end of the policy, also called the Maturity Benefit, is tax-
free as per Section 10(10D).
 Potential for Growth: There is a potential of earning higher returns from the
power of equity and debt funds. This will help you achieve your life-goals
such as buying a new home, your dream car, funding your child’s higher
education and much more.
 Greater Rewards for Staying Invested**: Your money grows further as the
insurance company adds to your savings without the need for you to invest
more. Such benefits are called bonuses and are available to you in both ULIPs
and Endowment plans in different forms (such as, Loyalty Additions and
Wealth Boosters)
Plans;
 ICICI Pru Life Time Classic (New)
 ICICI Pru Elite Life Super (New)
 ICICI Pru Elite Wealth Super (New)
 ICICI Pru Guaranteed Wealth Protector
 ICICI Pru Smart Life
Performance of Insurance Funds

Funds NAV l Year 3 Year 5 Year
Balancer Fund 6o.4895 l3.38% lo.44% ll.36%
Bluechip Fund l8.7888 l6.46% l2.67% l4.9l%
Cash Plus Fund 28.4792 ll.3o% lo.27% 9.52%
Dynamic P/E Fund l8.8l5o l4.42% 9.34% l3.l8%
Easy Retirement Balanced
l5.ol28 lo.5o% 9.8o% NA
Fund
Flexi Balanced Fund 25.563l l5.oo% l2.l5% l3.68%
Flexi Growth Fund 3o.387l 2o.46% l6.l8% l8.oo%
Group Capital Guarantee
24.7439 9.65% 8.77% 9.92%
Growth Fund
Group Growth Fund 63.4935 l4.2l% ll.93% l4.48%
Group Superannuation
4o.lo85 lo.ll% 9.65% lo.l9%
Balanced Fund
Group Superannuation Debt
3o.84o2 lo.65% 9.99% 9.54%
Fund
Group Superannuation
63.ool4 l3.2l% ll.6o% l4.28%
Growth Fund
Group Superannuation Short
26.545l 6.48% 7.27% 7.75%
Term Debt Fund
Health Balancer Fund 26.8785 l4.36% l2.o9% l2.9l%
Health Flexi Balanced Fund 3l.647o l5.97% l4.2o% l4.64%
Health Flexi Growth Fund 39.67l8 l8.68% l5.l6% l7.l2%
Health Multiplier Fund 35.98o7 l5.83% l2.23% l5.l4%
Health Preserver Fund l9.4l3l 7.l9% 7.97% 8.36%
Health Protector Fund 22.6788 ll.97% lo.97% lo.49%
Highest NAV Fund l5.5663 9.27% 9.l4% lo.43%
ICICI Pru Unclaimed Fund ll.o477 NA NA NA
Income Fund l9.3838 ll.26% lo.36% 9.68%
Insurance
Insurance is the equitable transfer of the risk of a loss, from one entity to another in
exchange for payment .It is a form of risk management primarily used to hedge
against the risk of a contingent uncertain loss.
An entity which provides insurance is known as an insurer, insurance company, or

insurance carrier. A person or entity who buys insurance is known as an insured or
policyholder.
The insured receives a contract, called the insurance policy, which details the
conditions and circumstances under which the insured will be financially
compensated. The amount of money charged by the insurer to the insured for the
coverage set forth in the insurance policy is called the premium. If the insured
experiences a loss which is potentially covered by the insurance policy, the insured
submits a claim to the insurer for processing by a claims adjuster.
Insurance premium is a specified amount stipulated by the insurance company, which

the insured individual should periodically pay to maintain the actual coverage of
insurance. As a process, insurance companies examine the type of coverage, the
likelihood of a claim being made, the area where the policyholder lives, his
employment, his habits (smoking for instance), his medical condition (diabetes, heart
ailments) among other factors.
Insurance companies employ actuaries for the purpose of determining, for example,
the likelihood of a claim being for a heart attack or cancer or another critical illness by
individuals across various age groups and lifestyles. The greater the risk associated
with an event / claim, the more expensive the insurance premium will be.
Insurance companies offer policyholders a number of options when it comes to paying

insurance premium. Policyholders can generally pay the insurance premium in
instalments,
For example monthly or semi-annual payments or they can even pay the entire
amount upfront before coverage starts. In case of non-life insurance, like auto
insurance for instance, the annual insurance may be reduced a no-claim year.
Conversely, the premium can rise a claim year. Some types of insurance (such as
product liability insurance) are an essential component of risk management, and are
mandatory in several countries. Insurance, however, provides protection only against
tangible losses. It cannot ensure continuity of business, market share, or customer
confidence, and cannot provide knowledge, skills, or resources to resume the
operations after a disaster.
Insurance Industry
Insurance in India refers to the market for insurance in India which covers both the
public and private sector organizations. It is listed in the Constitution of India in the
Seventh Schedule as a Union List subject, meaning it can only be legislated by the
Central government.
The insurance sector has gone through a number of phases by allowing private
companies to solicit insurance and also allowing foreign direct investment. India
allowed private companies in insurance sector in 2000, setting a limit on FDI to 26%,
which was increased to 49% in 2014. However, the largest life-insurance company in
India, Life Insurance Corporation of India is still owned by the government and
carries a sovereign guarantee for all insurance policies issued by it.
Origin of Insurance in India

In India, insurance has a deep-rooted history. Insurance in various forms has been
mentioned in the writings of Manu (Manusmrithi), Yagnavalkya(Dharmashastra) and
Kautilya (Arthashastra).....The fundamental basis of the historical reference to
insurance in these ancient Indian texts is the same i.e.,pooling of resources that could
be redistributed in times of calamities such as fire, flood, epidemics and famine. The
early references to Insurance in these texts have reference to marine trade loans and
carriers contracts.
Insurance in its current form has its history dating back until 1818, when Oriental Life
Insurance Company was started by Anita Bhavsar in Kolkata to cater to the needs of
European community. The pre-independence era in India saw discrimination between
the lives of foreigners (English) and Indians with higher premiums being charged for
the latter.In 1870, Bombay Mutual Life Assurance Society became the first Indian
insurer.
At the dawn of the twentieth century, many insurance companies were founded. In the
year 1912, the Life Insurance Companies Act and the Provident Fund Act were passed
to regulate the insurance business. The Life Insurance Companies Act, 1912 made it
necessary that the premium-rate tables and periodical valuations of companies should
be certified by an actuary. The oldest existing insurance company in India is the
National Insurance Company, which was founded in 1906, and is still in business.
The Government of India issued an Ordinance on 19 January 1956 nationalization the
Life Insurance sector and Life Insurance Corporation came into existence in the same
year. In 1972 the General Insurance Business (Nationalization) Act was passed by the
Indian Parliament, and consequently, General Insurance business was nationalized
with effect from 1 January 1973. 107 insurers were amalgamated and grouped into
four companies, namely National Insurance Company Ltd., the New India Assurance
Company Ltd. The General Insurance Corporation of India was incorporated as a
company in 1971 and it commence business on 1 January 1973. The LIC had
monopoly till the late 90s when the Insurance sector was reopened to the private
sector. Before that, the industry consisted of only two state insurers: Life Insurers
(Life Insurance Corporation of India, LIC) and General Insurers (General Insurance
Corporation of India, GIC).
Nature of Insurance
Sharing of Risk: Insurance is a co-operative device to share the burden of risk, which
may fall on happening of someone unforeseen events, such as the death of head of
family or on happening of marine perils or loss of by fire.
Co-operative device: Insurance is a co-operative form of distributing a certain risk
over a group of persons who are exposed to it. A large number of persons share the
losses arising from a particular risk.
Large number of insured persons: The success of insurance business depends on

the large number of persons insured against similar risk. This will enable the insurer
to spread the losses of risk among large number of persons, thus keeping the premium
rate at the minimum.
Transfer of risk: Insurance is a plan in which the insured transfers his risk on the
insurer. This may be the reason that may arson observes, that insurance is a device to
transfer some economic losses would have been borne by the insured themselves.
Protection against risks: Insurance provides protection against risk involved in life,
materials and property. It is a device to avoid or reduce risks.
A Contract: Insurance is a legal contract between the insurer and insured under
which the insurer promises to compensate the insured financially within the scope of
insurance policy, the insured promises to pay a fixed rate of premium to the insurer.
Social Device: Insurance is a plan of social welfare and protection of interest of the
people. “Insurance is of social nature”.
Regulation under the law: The government of every country enacts the law
governing insurance business so as to regulate, and control its activities for the
interest of the people. In India General Insurance Act 1972 and the Life Insurance Act
1956 are the major enactment in this direction.
Based on Mutual Goodwill: Insurance is a contract based on good faith between

parties. Therefore, both the parties are bound to disclose the important facts affecting
to the contract before each other. Utmost good faith is one of the important principles
of insurance.
Types of Insurance:
Life Insurance: Life Insurance is a contract between an insurance policy holder and
an insurance company, where the insurer promises to pay a sum of money in
exchange for a premium, upon the death of an insured person or after a set period.
General Insurance: Insurance contracts that do not come under the ambit of life
insurance are called General insurance. The different forms of general insurance are
fire, marine, motor, accident and other miscellaneous non-life insurance.
Why Life Insurance is important:

Life insurance is a great tool that will help your family in meeting their critical needs
and lead a comfortable life even when you are not around. This is because the insurer
will pay the Beneficiary of your Policy a predetermined sum of money after your
death. It could also be given if you are bedridden with a critical illness. Life insurance
is therefore the most essential insurance policy that you can have in your savings and
investment portfolio. Here are some important reasons as to why you should buy life
insurance:
Family’s Financial Requirements: If you are the only person in your family who is
earning, then the family’s income will cease when you are no more. With no steady
source of income, the standard of living will fall and they may not be able to meet
even basic needs like education. Therefore, your life insurance policy will come to
your family’s aid during such phases of life.
Draw Loans Against Insurance: Besides using your life insurance policy amount to
repay your loans, you can also use your policy to draw a loan against it.
Diverse Investment Options: You can also use your life insurance policy as a good
investment option. There are various kinds of insurance policies and you can use them
for different purposes. For example, retirement plans, child insurance plans, whole
life insurance plans, Term life insurance plans etc. are all good life insurance policies.
Except Term plans, which don’t have an investment component, all others are good
investment options too.
Illnesses and Accidents: Life insurance policies are always a good protection tool
against the financial pressure that you will face during a serious illness or accident.
You can get treatment from the best hospitals without worrying about the financial
burden. Ideally, all insurance policies should be purchased when you are young and
free of illnesses.
Tax Benefits: Life insurance policies are a good way of saving tax too. Under Section
80c of the IT Act, many of the insurance schemes in India including the life insurance
schemes offer tax deductions on Premium payments. With diverse kinds of options,
insurance policies are today not just meant for insurance purposes but are also
attractive investment options. From childhood to old age, there are various options for
everybody. You should therefore consider your young family and purchase life
insurance policies early in life, when you are still young and free of illnesses.
Key Benefits of Life Insurance

Investment of Fund: In the coerce of their business, insurance by the way of
premiums collect vast sums. Especially in life business much of it can be invested
profitably over long periods. This benefits the nation as a whole because insurers are
required by law to invest the major portion in government securities and other
approved investment, out of which nation-building activities are undertaken.
Reduction of cost insurance: Income earned by investment of accumulated funds

further increases the fund and goes to reduce the cost of insurance for otherwise the
premiums would have to be higher to next extent.
Effect on prices: Manufacturers pass on the consumer, the cost of insurance along
with other production cost. Still it is beneficial to the consumers because without
insurance the cost would have been much more.
Invisible export: Providing insurance service overseas is our invisible export, like
export of
Material goods and the profit brought in is contribution to the favourable balance of
Trade.
Reducing cost of social services: No victim or heirs of a deceased victim of motor

accidents now a day goes without compensation from insurance funds built out of
compulsory insurance of motor vehicles and this is no small benefit social relief.
Insurance Regulatory and Development Authority (I.R.D.A):

Insurance Regulatory and Development Authority (IRDA) is an autonomous apex
statutory body which regulates and develops the insurance industry in India. It was
constituted by a Parliament of India act called Insurance Regulatory and
Development Authority Act, 1999and duly passed by the Government of India.
The IRDA Act, 1999 was passed as per the major recommendation of the Malhotra
Committee report (1994) which recommended establishment of an independent
regulatory authority for insurance sector in India. Later, it was incorporated as a
statutory body in April,2000. The IRDA Act, 1999 also allows private players to enter
the insurance sector in India besides a maximum foreign equity of 26 percept in a
private insurance company having operations in India. It serves as an Authority to
protect the interests of holders of insurance policies, to regulate, promote and ensure
orderly growth of the insurance industry and for matters connected therewith.
The Insurance Regulatory and Development Authority (IRDA) is a national agency

run by the Government of India. IRDA is based in Hyderabad and was formed by an
act of Indian Parliament called as IRDA Act of 1999. Considering some of the
emerging requirements of The Indian insurance industry, IRDA was amended in
2002. As stated in the act mission of IRDA is "to protect the interests of the
policyholders, to regulate, promote and ensure orderly Growth of the insurance
industry and for matters connected therewith or incidental thereto."
Indian insurance industry is regulated by the terms and conditions of IRDA.

Functions and Powers of IRDA:

 Issuing, renewing, modifying, withdrawing, suspending or cancelling
registrations
 Protecting policyholder interests
 Specifying qualifications, the code of conduct and training for intermediaries
and agents
 Specifying the code of conduct for surveyors and loss assessors
 Promoting efficiency
 Promoting and regulating professional organisations connected with the
insurance and re-insurance industry
 Levying fees and other charges
 Inspecting and investigating insurers, intermediaries and other relevant
organisations
 Regulating rates, advantages, terms and conditions which may be offered by
insurers not covered by the Tariff Advisory Committee under section 64U of
the Insurance Act, 1938 (4 of 1938)
 Specifying how books should be kept
 Regulating company investment of funds
 Regulating a margin of solvency
 Adjudicating disputes between insurers and intermediaries or insurance
intermediaries
 Supervising the Tariff Advisory Committee
 Specifying the percentage of premium income to finance schemes for
promoting and regulating professional organisations
 Specifying the percentage of life- and general-insurance business undertaken
in the rural or social sector
 Specifying the form and the manner in which books of accounts shall be
maintained, and statement of accounts shall be rendered by insurers and other
insurer intermediaries
CHAPTER - IV
INTRODUCTION OF THE
STUDY
INTRODUCTION
ICICI Prudential Life Insurance Pvt Ltd Company it is India's largest private sector
bank, and prudential plc, a leading international financial services group.
Organization has adopted automation tool called RIPPLE HIRE.
Ripple Hire Tool which is used in organization to the hired candidates of the company
where this tool is very useful to verify the documents of the hired candidates which
can be easily verified through Ripple hire, this tool consist certain stage like:
10. Applied Stage
11. HR Stage
12. Line Stage
13. Verify Stage
14. Offered Stage
15. Hired Stage
16. On Hold Stage
17. No show Stage
18. Reject Stage
Were each stage used to make offer to the candidates.
Applied stage: When candidates are selected they used to generate Ripple hire ID this
ID is created in three ways
1. Direct Method
2. Employee Referral Method
3. Consultancy Method
Through these method candidates Ripple Hire ID is been created when this ID is
created candidates will be shown in applied stage.
HR stage: In HR stage once the HR gives the feedback in applied stage saying OK
candidate will be moved to line stage.
Line stage: When HR moves to Line stage and in line stage request will be sent to
the channel Manager who have hired the candidate when Manager accepts the
feedback candidate will be moved to verify document stage.
Verify stage: When candidates are moved to verify documents in this stage
candidate are asked to upload certain documents such as:
1. Aadhar card
2. Pan card
3. PU
4. SSLC
5. UG Passing Certificate
6. PG Passing certificate
7. Experience letter
8. Passport size photo
9. CV
These are the mandatory documents which have to be uploaded. If all these
documents are uploaded only then candidates are moved to Offered stage and
candidates receives the Offer letter, this offer letter is released through Ripple Hire
Tool.
Which makes the documentation easy to the recruiter’s to hire the candidates This
guide serves as a convenient overview, providing an executive summary and
definition of what Recruiting Automation Tool is?.
Recruiting automation is a category of technology that allows companies to automate

recruiting tasks and workflows so they can increase recruiter productivity, accelerate
time-to-fill, reduce cost-per-hire and improve the overall talent profile of their
organization. Recruiting automation is a subset of Human Capital Management
(HCM), a category of enterprise software-as-a-service (SaaS) used by companies to
manage all aspects of their workforce.
Fig(1)
Above fig(1) shows that it is the image how ripple hire stages can be seen.
Recruiting automation enables talent acquisition teams to automate processes that

were previously performed manually. These technologies leverage artificial
intelligence (AI), machine learning and predictive analytics and can be found at all
stages of the hiring process (pre-applicant, during the application process and post-
hiring decision).
Recruiting automation technologies are used by companies looking to increase their

competitive advantage in hiring. These companies recognize that the “status quo” way
of hiring simply doesn’t work as well as it used to in an of age of hyper-competition
for top talent. These companies are looking to achieve better results, in a shorter
amount of time and often with fewer resources relative to the goals they are trying to
achieve.
Examples of recruiting automation technologies can be found throughout the

recruiting funnel, from initial candidate sourcing to the final hiring decision. Some of
the categories within recruiting automation are as follows:
 Candidate Sourcing and Engagement

 Candidate Screening and Experience
 Interview Scheduling Assessments, Interviewing and Background Check
 Candidate Relationship Management (“CRM”) / Recruitment Marketing
 Applicant Tracking Systems (“ATS”)
 Candidate rediscovery and Ranking
Competition for talent:

Historically low unemployment and an increasing skills gap has led to a war for talent
at many of the world’s leading companies. The intensification of the talent wars has
led many companies to invest in technology that can help them achieve engage with
qualified talent faster.
Information overload:
The sheer amount of information about candidates, from online profiles to inbound
resumes, is exceeding the ability of recruiting teams to process. Most recruiters
simply don’t have enough time to adequately source, assess and screen candidates.
Recruiting automation systems help companies analyze candidate data quickly to help
them make better decisions, fast.”
Better technology:
Recruiting automation is not a new idea. People have been talking about how
recruiting will be automated for many years. However, until recently the technology
did not exist at scale to move the needle on hiring efficiency. Recent advances in
artificial intelligence and machine learning and rise of open source software have
spurred innovation that makes the promise of more efficient and productive recruiting
teams a reality.
Recruiting automation is commonly known for the time savings and efficiency gains
it brings to modern recruiting departments. However, recruiting automation can bring
numerous other benefits. Chief among those is providing talent leaders with much-
needed insight into which recruiting programs are working and which aren’t. In
addition, recruiting automation and the accompanying analytics these systems can
offer provide talent leaders with the metrics they need to speak confidently to the C-
suite about the recruiting team’s impact on the growth of the business.
Productivity savings:
Recruiting automation technologies excel at eliminating inefficiencies from talent
operations. By instituting recruiting automation capabilities, companies can expect to
achieve an increase in recruiting staff productivity between 10 and 50 percent 1. The
biggest boost, of course, will come to companies transitioning from labor-intense or
manual recruiting systems or processes.
Faster time to hire:

The average time it takes to fill a given position in the United States is 42 days,
according to SHRM’s 2017 Human Capital Benchmarking Report 2. Companies who
enable recruiting automation reduce time to hire by between 7 and 15 percent, or 4.5
days per role on average. When multiplied by the cost per day of an unfilled position
– $500 average3 – and the number of reqs per recruiter per year – 40 average 4 – the
savings in vacancy costs reaches $90,000 per recruiter per year.
Higher quality candidates:

The recruiting automation process helps ensure that all the best-fit candidates were
identified and engaged in the recruiting process, resulting in better quality hires and a
If your team is having trouble hitting goals or scaling the recruiting processes you’ve
put in place, it’s time to focus your efforts on developing a recruiting automation
strategy.
Below are some good questions to ask yourself when deciding if recruiting
automation is the right move for your organization.
 Are your recruiters overwhelmed with the number of reqs on their plate?
 Do your recruiters spend a significant portion of their time on administrative

activities?
 Are open reqs sitting unfilled for extended periods of time?
 Is your average time to hire above the benchmark for companies in your
space?
 Do you rely on outside assistance (RPOs or agencies) to fill your reqs?
 Do you have a proven strategy that you would like to scale?
NEED OF THE STUDY

The automation in industry has come full circle with advent of automation in
recruitment automation is category of technology that allows companies to automate
recruiting tasks and workflows so they can increase recruiter productivity accelerate
time to fill, reduce cost pre-hire and improve the overall talent profile of their
organisation. Recruitment automation enables talent acquisition teams to automate
processes that were previously performed manually. These technologies leverage
artificial intelligence (AI) machine learning and predictive analytics and can be found
at all stages of the hiring process. So, with this in mind, Ripple hire has been used by
ICICI Prudential life Insurance.
SCOPE OF THE STUDY

The adoption of automation tool, Ripple hire for all stages of hiring is being used. It is
a versatile tool which would enhance talent acquisition. However, until recently the
technology did not exist at scale to move the needle on hiring efficiency. Recent
advances in artificial intelligence and machine learning and rise of open source have
spurred innovation that makes the promise of more efficient and productive recruiting
teams a reality. The Ripple hire tool would ensure that all the best fit candidates are
identified and engaged in the recruiter’s process, resulting in better quality hire and a
OBJECTIVE OF THE STUDY
1. To study the effectiveness of ripple hire at ICICI Prudential Life Insurance
2. To study the productivity of employees at ICICI Prudential Life Insurance
3. To study the ease of using ripple hire at ICICI Prudential Life Insurance
Fig(2)
Fig (2) shows the Home Page which shows over all data of ICICI prudential life
insurance co that how many candidates are in applied stage, In process stages, Offered
stages, Hired stage.
Fig (3)
In the above fig(3) it shows that candidate who is in applied stage.
Fig (4a)
Fig (4b)
Above fig (4) shows the Hr approval stage if HR approves saying the
candidates OK in the box.
Fig (5a)
Fig(b)
Fig (5c)
Above fig shows the line stage of the candidates where it is the request sent to the
managers to be approved.
Fig (6)
Above fig shows the page of candidate mailer where it shows whether the candidates
have been completed there documentation process and Isail game completion and if the
candidates have not received the mail to upload the documents it can be sent through
candidate mailer.
Fig(7)
Above fig shows the Documentation stage of the candidates where the documents are
been verified through this.
Fig (8)
Above fig shows that when the candidates receive there offer letter and when they accept
the offer from the there mail and in offer stage it shows Offer accepted.
CHAPTER - V
LITRETURE REVIEW
LITERATURE REVIEW
The research articles in automation of recruitment have been just arriving. Now there
is a trend in research which has started focusing on automation of recruitment. Few of
these articles are mentioned below.
RECRUITING AUTOMATION (2019 Entelo. All Right Reserved) [Trends

Report]
With the current state of the labour market, recruiters must dedicate an increasing
amount of their day to sourcing in order to stay competitive. This is a clear area in
which automation can be leveraged to increase efficiency, offload tedious, manual
tasks, and as a result reduce time-to fill and cost-per-hire. It’s not surprising then that
when asked where recruiting automation would be most helpful, the majority of
recruiters point to sourcing.
Additionally, recruiting automation will play a larger role in planning for tomorrow’s
workforce. In 2019, 22% of talent organizations will increase their spend in recruiting
automation tools (up 30% YoY), leaning more heavily on predictive analytics to
provide actionable insights for talent acquisition, workforce mapping and planning.
Where Recruiting automation is most useful

Sourcing 39.6%
Candidate Qualification 15.8%
Interview Scheduling 15.8%
Engaging Candidates 11.9%
Team Collaboration 7.9%
Candidate Nurturing 6.9%
Over 80% of recruiters agree that Recruitment Automation can help increase their
productivity.
Bell, et al. (2006) [A Study Of HR Automation In Organization]

(International Journal Of Academic Research And Development)
Data collected through interviews with senior HR professionals from 19 Fortune 500
companies to examine the role of automation tools (recruitment) information
technology (e-HR) in shaping the competency requirements of HR professionals. The
data suggested that information technology has the potential to play an important role
in this change process. The HR executives we interviewed indicated that information
technology has allowed the HR function to focus less attention on routine,
administrative tasks and dedicate more energy to delivering services that add value to
the business. Interviews also indicated that e-HR require HR professionals to have a
sound understanding of the business and should have ability to solve business
problems with management. e-HR also provide specialization and expertise in
functional HR delivery. Together, these competencies enable HR professionals to
offer state-of-the-art services that are aligned with the business needs.
Beadles, et al. (2005) [2] [A Study of HR Automation in Organization]

(International Journal of Academic Research and Development)
The survey conducted in order to gather information regarding the implementation of
an HRIS, perceived benefits, satisfaction and its strategic impact, shows that the
directors surveyed were satisfied with the system, but don’t yet see many benefits
from its usage outside of its effect on information and information sharing. Part of the
problem may stem from the type of organizations that were sampled. Recruiting,
hiring, and training probably are handled somewhat differently for public sector
employees as compared to employees of private sector organizations, so HRIS in its
current form may not yet have had much positive impact in these areas. Yet, it
appears that there is potential for these benefits, as a large majority of the directors
believed that the HRIS was not being fully utilized. Variable studied were: HR
Processes, Time Savings, Cost Savings, Information Effects, Decision Making and
Strategic Impact & HR’s Role.
Mark & Steve (2003) [7] [A Study Of HR Automation In Organization]

A developing and retrieval stage but despite of that it has positive influence on the
recruitment process. “The presence of these applications is scarcer for the most
complex and delayed in time tasks, such as decision making processes, because they
require, in return, more complex HRIS. It was also observed that two groups of
organizations lead the HRIS automation implementation trend: the parent companies,
with regard to their subsidiaries, and the largest firms in terms of number of
employees. This seems a logical finding because their more complex structures may
benefit more of the advantages of HRIS to increase the efficiency of their recruiting
processes.”
CHAPTER – VI
RESEARCH AND
METHODOLOGY
RESEARCH METHODOLOGY
LOCALE OF THE STUDY

The Study was conducted at ICICI Prudential Life Insurance Pvt Ltd Bangalore. The
study period was for only two months from July 3rd to Sept 3rd 2019.
SAMPLING
Sampling is taking any portion of population or universe as a representative of that
population or universe.
TYPE OF SAMPLING
Purposive sampling was adopted which is characterized by the use of judgment and a
deliberate effort to obtain a representative sample.
SAMPLING SIZE
The universe consisted of 200 employees of which 100 were purposively selected for this
study.
DATA COLLECTION
Data collection includes Primary Data and Secondary Data
1. Primary Data was collected by administering the questionnaire prepared by the

investigator.
2. Secondary Data was collected through the Records, Reports, Internet, and
Website etc of the company.
DATA ANALYSIS
The data collected were tabulated and calculated for frequency and percentages using
SPSS Software.
CHAPTER -VII
DATA ANALYSIS AND
INTREPRETATION
Frequency Table
Q1) Is Ripple hire cost effective?
Valid Cumulative
Frequency Percent Percent Percent
Valid Yes 74 69.8 69.8 69.8
No 32 30.2 30.2 100.0
Total 106 100.0 100.0
Bar Chart
INTERPRETATION
According to the survey 74% of the respondents have agreed that the Ripple Hire is cost
effective and 30.2% of respondents have disagreed that the Ripple Hire is cost effective.
Frequency Table
Q2) Is Ripple hire applicable to all stages of the hiring

process?
Valid Cumulative
Valid Yes 79 74.5 74.5 74.5
No 27 25.5 25.5 100.0
Total 106 100.0 100.0
Bar Chart
INTERPRETATION
According to the table it understood that 74.5% of the respondents are of the view that the
Ripple hire is applicable to all the stages of the hiring process. Remaining 25.5% of the
respondents have disagreed that all stages of Ripple hire is applicable.
Frequency Table
Q3) Does employee Engagement become effective by hiring

through Ripple hire?
Frequency Percent Valid Cumulative

Percent Percent
Valid Yes 55 51.9 51.9 51.9
No 51 48.1 48.1 100.0
Total 106 100.0 100.0
Bar Chart
INTERPRETATION
Above table and bar chart indicates that 51.9% of respondents have
agreed that employee engagement becomes effective by hiring through
Ripple hire whereas 48.1% has disagreed that employee engagement is
effective by hiring Ripple hire.
Frequency Table
Q4) Is the Direct Method effective in creating Ripple hire ID?

Valid Cumulative
Valid Yes 73 68.9 68.9 68.9
No 33 31.1 31.1 100.0
Total 106 100.0 100.0
Bar Chart
INTERPRETATION
From the above table it is understood that 68.9% of the respondents have agreed that
Creating Ripple hire Id by Direct Method is effective. Remaining 31.1% of the
respondents have not agreed that direct method is not effective in creating Ripple hire
ID.
Frequency Table
Q5) Is the Consultancy Method effective in creating Ripple hire

ID?
Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 78 73.6 73.6 73.6
No 28 26.4 26.4 100.0
Total 106 100.0 100.0
Bar Chart
Interpretation
Survey resulted that 73.6% of the respondents are expecting that Consultancy method
is effective in creating Ripple hire ID. And 26% of respondents are not expecting that
Consultancy method is effective in creating Ripple hire ID
Frequency Table
Q6) Is the Employee Referral Method effective in

creating Ripple hire ID?
Valid Cumulative
Valid Yes 75 70.8 70.8 70.8
No 31 29.2 29.2 100.0
Total 106 100.0 100.0
Bar Chart
INTERPRETATION
As per the above graph it is resulted that 70.8% of the respondents have declared that
Employee referral method is effective in creating Ripple hire ID, whereas 29.2% of
respondents have declared that Employee referral method is not effective in creating
Ripple hire ID.
Frequency Table
Q7) Does Ripple hire make the documentation process easier?
Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 72 67.9 67.9 67.9
No 34 32.1 32.1 100.0
Total 106 100.0 100.0
Bar Chart
INTERPRETATION
The above survey shows that 67.9% of the respondents agree that Ripple hire makes
the documentation process easier. And 32.1% of the respondents disagrees that
Ripple hire makes the documentation process easier.
Frequency Table
Q8) Is hard copy documentation process easier?
Valid Cumulative
Valid Yes 44 41.5 41.5 41.5
No 62 58.5 58.5 100.0
Total 106 100.0 100.0
Bar Chart
INTERPRETATION
As per the survey 41.5% of respondents agreed that hard copy documentation process
is easier and 58.5% of the respondents have disagreed that hard copy documentation
process is easier
Frequency Table
Q9) Does Ripple hire select salary automatically for

different Tier colleges?
Valid Cumulative
Valid Yes 65 61.3 61.3 61.3
No 41 38.7 38.7 100.0
Total 106 100.0 100.0
Bar Chart
INTERPRETATION
According to the survey 61.3% of the respondents have agreed that Ripple hire selects
the salary automatically for different Tier colleges, whereas 38.7% of the respondents
have disagreed that Ripple hire selects the salary automatically for different Tier
colleges.
Frequency Table
Q10) Does Ripple hire select salary automatically for

different Levels of colleges?
Valid Cumulative
Valid Yes 80 75.5 75.5 75.5
No 26 24.5 24.5 100.0
Total 106 100.0 100.0
Bar Chart
INTERPRETATION
Survey resulted that 75.5% of the respondents have accepted that Ripple hire select
that salary automatically for different levels of colleges. And 25.5% of the
respondents have not accepted that Ripple hire selects the salary automatically for
different levels of colleges.
Frequency Table
Q11) Does Ripple hire facilitate productivity of employees?
Valid Cumulative
Valid Yes 49 46.2 46.2 46.2
No 57 53.8 53.8 100.0
Total 106 100.0 100.0
Bar Chart
INTERPRETATION
Above table and chart shows that 46.2% of respondents says that Ripple hire
facilitates productivity of employees and 53.8% of respondents said that Ripple hire
does not facilitates productivity of employees.
Frequency Table
Q12) Does Isail game makes Ripple hire effective?
Valid Cumulative
Valid Yes 65 61.3 61.3 61.3
No 41 38.7 38.7 100.0
Total 106 100.0 100.0
Bar Chart
INTERPRETATION
Survey resulted that 61.3% of the respondents have said that Isail game makes Ripple
Hire effective and 38.7% of the respondents have said that Isail game does not makes
Ripple Hire effective.
Frequency Table
Q13) Is Isail game effective to understand the work process?
Valid Cumulative
Valid Yes 67 63.2 63.2 63.2
No 39 36.8 36.8 100.0
Total 106 100.0 100.0
Bar Chart
INTERPRETATION
The above chart shows that 63.2% of the respondents accept that Isail
game is effective to understand the work process and 36.8% of the
respondents does not accepts that Isail game is effective to understand the
work process.
Frequency Table
Q14) Is Isail game effective to understand the

organization?
Valid Cumulative
Valid Yes 60 56.6 56.6 56.6
No 46 43.4 43.4 100.0
Total 106 100.0 100.0
Bar Chart
Interpretation
According to the survey it is resulted that 56.6% of the respondents agreed that Isail
game is effective to understand the organization and 43.4% of the respondents have
not agreed that Isail is effective to understand the organization
Frequency Table
Q15) Does Ripple hire is effective in Retention of employees?
Frequenc Valid
y Percent Percent Cumulative Percent
Valid Yes 46 43.4 43.4 43.4
No 60 56.6 56.6 100.0
Total 106 100.0 100.0
Bar Chart
INTERPRETATION
The Survey showed that 43.6% of the respondents have agreed that Ripple hire is
effective in Retention of employees and 56.6% of the respondents have disagreed that
Ripple hire is effective in Retention of employees.
CHAPTER – VIII
FINDINGS OF THE
STUDY
FINDINGS OF THE STUDY

1) According to the survey 74% of the respondents have agreed that the Ripple
Hire is cost effective and 30.2% of respondents have disagreed that the Ripple
Hire is cost effective. Hence it is understood that Ripple Hire tool cost
effective it saves the time of the recruiter.
2) It is noticed that majority 74.5% of the respondents are of the view that the
Ripple hire is applicable to all the stages of the hiring process. Remaining
25.5% of the respondent’s view that Ripple hire is not applicable to all the
stages of hiring process.
3) 51.9% of respondents gave an opinion that employee engagement become

effective by hiring through Ripple hire whereas 48.1% has disagreed that
employee engagement is effective by hiring Ripple hire. But employee

engagement is more effective by Ripple hire.
4) As per bar graph it is understood that majority of the respondents about 68.9%
of them have an opinion that Creating Ripple hire Id by Direct Method is
effective. Where remaining 31.1% of the respondents have an opinion that
direct method is not effective in creating Ripple hire ID.
5) Survey resulted that 73.6% of the respondents are expecting that Consultancy
method is effective in creating Ripple hire ID. And 26% of respondents are not
expecting that Consultancy method is effective in creating Ripple hire ID.
6) As per the above graph it is resulted that 70.8% of the respondents have
declared that Employee referral method is effective in creating Ripple hire ID,
whereas 29.2% of respondents have declared that Employee referral method is
not effective in creating Ripple hire ID.
7) The above survey shows that 67.9% of the respondents agrees that Ripple hire
makes the documentation process easier. And 32.1% of the respondents
disagrees that Ripple hire makes the documentation process easier.
8) As per the survey 41.5% of respondents agreed that hard copy documentation
process is easier and 58.5% of the respondents have disagreed that hard copy
documentation process is easier
9) According to that survey 61.3% of the respondents have agreed that Ripple
hire selects the salary automatically for different Tier colleges, whereas 38.7%
of the respondents have disagreed that Ripple hire selects the salary
automatically for different Tier colleges.
10) Survey resulted that 75.5% of the respondents have accepted that Ripple hire
select that salary automatically for different levels of colleges. And 25.5% of
the respondents have not accepted that Ripple hire selects the salary
automatically for different levels of colleges.
11) Above table and chart shows that 46.2% of respondents says that Ripple hire
facilitates productivity of employees and 53.8% of respondents says that
Ripple hire facilitates productivity of employees.
12) Survey resulted that 61.3% of the respondents have said that Isail game
makes Ripple Hire effective and 38.7% of the respondents have said that Isail
game does not makes Ripple Hire effective.
13) The above chart shows that 63.2% of the respondents accept that Isail game is
effective to understand the work process and 36.8% of the respondents does
not accepts that Isail game is effective to understand the work process.
14) According to the survey it is resulted that 56.6% of the respondents agreed
that Isail game is effective to understand that organization and 43.4% of the
respondents have not agreed that Isail is effective to understand that
organization.
15) Survey resulted that 43.6% of the respondents have agreed that Ripple hire is
effective in Retention of employees and 56.6% of the respondents have
disagreed that Ripple hire is effective in Retention of employees.
CHAPTER – IX, X
CONCLUSION AND
SUGGESTION
CONCLUSION:
1. Ripple hire is a versatile tool to recruit employees for the organization.
2. It is effective at all stages of hiring process.
3. Research and Studies have reported that employee engagement is effective by
hiring through Ripple Hire.
4. Direct method is effective in creating Ripple hire ID
5. Consultancy method is effective in creating Ripple hire ID
6. Employee referral method is effective in creating Ripple Hire ID
7. Isail game makes ripple hire effective
Suggestions:
1. Document verification has to be done a week before the joining of
the candidates to the organization.
2. Before the documents get verified through Ripple hire once it
should be checked manually on the day of selection of the
candidate. So, while using Ripple Hire document verification there

are no documents which are missed out.
3. Now as automation of recruitment is here to stay, future
recruitment and selection are to be automated.
CHAPTER - XI
ANNEXURE
REFERENCE
JOURNALS:
1. RECRUITING AUTOMATION (2019 Entelo. All Right Reserved)
2. Bell, et al. (2006) [A Study Of HR Automation In Organization]

3. Beadles, et al. (2005) [2] [A Study of HR Automation in Organization]

(International Journal of Academic Research and Development)
4. Mark & Steve (2003) [7] [A Study Of HR Automation In Organization]

QUESTIONNAIRE
1. Is Ripple hire cost effective?
a) Yes b) No
2. Is Ripple hire applicable to all stages of the hiring process?

a) Yes b) No
3. Does employee engagement become effective by hiring through Ripple hire?

a) Yes b) No
4. Is the Direct Method effective in creating Ripple hire ID?

a) Yes b) No
5. Is the Consultancy Method effective in creating Ripple hire ID?

a) Yes b) No
6. Is the Employee Referral Method effective in creating Ripple hire ID?

a) Yes b) No
7. Does Ripple hire make the documentation process easier?

a) Yes b) No
8. Is hard copy documentation process easier?

a) Yes b) No
9. Does Ripple hire select salary automatically for different Tier colleges
a) Yes b) No
10. Does Ripple hire select salary automatically for different Levels of colleges?
a) Yes b) No
11. Does Ripple hire facilitate productivity of employees?
a) Yes b) No
12. Does Isail game makes Ripple hire effective?

a) Yes b) No
13. Is Isail game effective to understand the work process?

a) Yes b) No
14. Is Isail game effective to understand the organisation?

a) Yes b) No
15. Does Ripple hire is effective in retention of employee?

a) Yes b) No

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A Study On Recruitment Automation Tool of ICICI

Prudential Life Insurance Pvt Ltd, Bangalore.

A Study On Recruitment Automation Tool of ICICI Prudential Life

As per Vroom “Recruitment Automation Tool is a positive orientation tool which is

Were each stage used to make offer to the candidates.

OBJECTIVE OF THE STUDY

Sampling is taking any portion of population or universe as a representative of that

Primary Data was collected by administering the questionnaire prepared by the

Indian Insurance Market

Improvement in Indian Insurance Market

Administration charge on specific premium annuity approaches has been diminished

IRDA has planned a direction, which forces commitments on protection suppliers

Indian insurance sector to grow significantly in coming yrs:

The favourable regulatory environment in the country is also expected to help in

UK-based Reinsurance Company is expected to set up its branch in Mumbai in 2ol7,

In addition to this, US-based Reinsurance Group of Emarice Incorporated, Germany-

With more companies entering the sector, competition as well as operational

 Type: Public Company

 2015 Crossed RS 1 trillion of assets under management

Vision and Values:

About ICICI Bank

Prudential Corporation Holdings Limited:

Achievements of ICICI Prudential:

 Organization with Innovative HR Practices, Asia-Pacific H R Congress

 AMP Sanmar Assurance Company Limited

6 Reasons to buy a Term Insurance Plan

1. High Life Insurance Amount:Term insurance plans provide a high life

2. Affordable Premiums: With Term Insurance plans, a large amount of Life

Health Insurance Plans

Child Education Insurance Plans:

 ICICI Pru Smart Kid with Smart Life (ULIP)

Need of Retirement plan:

 Medical expenses: A major worry with increasing age is unforeseen medical

important it is to plan for your retirement and ensure your financial

Traditional Savings/Money Back Plans

Unit Linked Insurance Plans (ULIPs)

6 Reasons to buy a ULIP

Performance of Insurance Funds

An entity which provides insurance is known as an insurer, insurance company, or

Insurance premium is a specified amount stipulated by the insurance company, which

Insurance companies offer policyholders a number of options when it comes to paying

Origin of Insurance in India

Large number of insured persons: The success of insurance business depends on

Based on Mutual Goodwill: Insurance is a contract based on good faith between

Why Life Insurance is important:

Key Benefits of Life Insurance

Reduction of cost insurance: Income earned by investment of accumulated funds

Reducing cost of social services: No victim or heirs of a deceased victim of motor

Insurance Regulatory and Development Authority (I.R.D.A):

The Insurance Regulatory and Development Authority (IRDA) is a national agency

Indian insurance industry is regulated by the terms and conditions of IRDA.

Functions and Powers of IRDA:

Recruiting automation is a category of technology that allows companies to automate

Recruiting automation enables talent acquisition teams to automate processes that

Recruiting automation technologies are used by companies looking to increase their

Examples of recruiting automation technologies can be found throughout the

 Candidate Sourcing and Engagement

Competition for talent: