RECRUITMENT AND SELECTION IN ICICI

PRUDENTIAL LIFE INSURANCE Co. Ltd.

PRESENTED BY:

SURINDER KAUR
MHRM SEMESTER-III
A good leader is not the person
who does things right, but the
person who finds the right
things to do.
 COMPANY PROFILE

COMPANY NAME :ICICI Prudential Life Insurance

INDIAN PARTNER :ICICI Bank
FOREIGN PARTNER :Prudential Life Insurance
COMENCEMENT :19th December 2000
 COMPANY PROFILE Cont…
• We began our operations in December 2000 after
receiving approval from Insurance Regulatory
Development Authority (IRDA).
• Our nation-wide reach includes over 1,900
branches (inclusive of 1,074 micro-offices), over
210,000 advisors; and 7 banc assurance partners
• For three years in a row, ICICI Prudential has
been voted as India's Most Trusted Private Life
Insurer, by The Economic Times
 VISION:
To be the dominant Life, Health and Pensions player built on
trust by world-class people and service.
This we hope to achieve by:
Understanding the needs of customers and offering them
superior products and service
Leveraging technology to service customers quickly, efficiently
and conveniently
Developing and implementing superior risk management and
investment strategies to offer sustainable and stable returns to
our policyholders
Providing an enabling environment to foster growth and
learning for our employees 
And above all, building transparency in all our dealings

Our values :
Every member of the ICICI Prudential team is committed to 5 core values:
Integrity, Customer First, Boundaryless, Ownership, and Passion. These values
shine forth in all we do, and have become the keystones of our success
 DATA ANALYSIS AND
INTERPRETATION
Q.1 RECRUITING CANDIDATES ON THE BASIS OF JOB PROFILE
S.no Job profile No of respondents % of respondents
1 Yes 22 88
2 No 3 12
3 Total 25 100

recruitment on the basis of job profile

12%

Yes
No

88%

DATA INTERPRETATION:-
From the chart we come to know 88% of respondent answers Yes and 12% of
respondent answers No.
 Q. 2 SELECTION PROCEDURE
S.no Selection procedure No of respondent % of respondents
1 Satisfied 15 66
2 Highly satisfied 4 17
3 Dissatisfied 4 17
4 Total 25 100

satisfaction level with selection

procedure

17%
Satisfied
Highly satisfied
17%
66% Dissatisfied

DATA INTERPRETATION:-
From the chart we come to know 66% of respondent are satisfied and
17% of respondent are highly satisfied and 17% of respondent are
dissatisfied
 Q.3 METHODOLOGY OF SELECTION
S.no Methodology of selection No of respondent % of respondents
1 Excellent 2 16
2 Very good 9 36
3 Good 10 40
4 Poor 4 8
5 Total 25 100

Selection Method

16% 8%
Excellent
Very good
36% Good
40% Poor

DATA INTERPRETATION:-
From the pie chart we come to know 40% of respondents have chosen the
answers good and 36% of respondents have chosen the answers very good
and 8% of respondents have chosen the answers excellent and 16% of
respondent chosen poor.
 Q. 4 INTERNAL SOURCE OF RECRUITMENT
S.no Internal source of recruitment No of respondent % of respondents
1 Excellent 5 20
2 Very good 9 36
3 Good 11 44
4 Poor 0 0
5 Total 25 100

Internal source of recruitment

Poor
Excellent
0%
20%

Excellent
Good
44% Very good
Good
Poor
Very good
36%

DATA INTERPRETATION:-
From the pie chart we come to know 44% of respondents have chosen the
ans. good and 36% of respondents have chosen the ans. very good and
20%of respondents have chosen the ans. excellent and 0% of respondent
chosen poor
 Q. 5 PROMOTION IS BASED ON:
S.no Promotion No of respondent % of respondents
1 Experience 1 4
2 Performance 18 72
3 Knowledge 5 20
4 Skill 1 4
5 Total 25 100

promotion based on

4% 4%
20% Experience
Performance
Knowledge
72% Skill

DATA INTERPRETATION:-
From the chart we come to know 4% of respondent preferred experience and
72% of respondent preferred performance and 20% of respondent preferred
knowledge and 4% of respondent preferred skill
 Q. 6 INTERNAL TRANSFER/JOB ROTATION IS BASED ON:
S.no Internal transfer/job rotation No of respondent % of respondents
1 Performance 4 16
2 Knowledge 8 32
3 Policy 4 16
4 Need based requirement 7 28
5 Others 2 8
6 Total 25 100

Internal transfer/ job rotation

Others Performance Performance

Need based 8% 16% Knowledge
requirement Policy
28%
Knowledge Need based requirement
Policy 32% Others
16%

DATA INTERPRETATION:-
From the chart we come to know 16% of respondent preferred performance and 32% of
respondent preferred knowledge and 16% of respondent preferred policy and 28% of
respondent preferred need based requirement and 8% of respondent preferred other.
 Q. 7 BEST METHOD TO RECRUIT CANDIDATES
S.no Best method of recruitment No of respondent % of respondents

1 Employee Referrel 5 20
2 Consultant 6 24
3 Outsourcing  
4 Campus Recuitment 4 16
5 Advertisement 10 40
6 Total 25 100

DATA INTERPRETATION:-
From the chart we come to know 20% of respondent chosen E-recruitment and 24% of
respondent chosen Consultant and 16% of respondent chosen Outsourcing and40% of
respondent chosen Advertisement
 FINDINGS
• 40% of respondents have feel good in methodology of selection.
• Majority of the respondents preferred internal source of recruitment is
“good”
• Majority of respondent are preferred attitude, skill, achievement are the
base for internal source of recruitment
• 60% 0f respondents are satisfied with the selection procedures and
remaining respondents are highly satisfied, dissatisfied, highly dissatisfied.

SUGGESTION
• Internal recruitment sources like employee referrals, past employees etc if
used for recruiting may result in getting eligible candidates at low cost.
• A periodic audit of the selection programmed if conducted would result in
effective evaluation of the selection programmed.
• Experience and field knowledge is the most important feature to select the
candidate
 CONCLUSION
• This presents the summary of the study and survey done in relation to the Recruitment and

Selection in ICICI Prudential Life Insurance. The conclusion is drawn from the study and

survey of the company regarding the Recruitment and Selection process carried out there.

• The recruitment process at ICICI Prudential Life Insurance to some extent is not done

objectively and therefore lot of bias hampers the future of the employees. That is why the

search or headhunt of people should be of those whose skill fits into the company’s values.

• Most of the employees were satisfied but changes are required according to the changing

scenario as recruitment process has a great impact on the working of the company as a fresh

blood, new idea enters in the company.

• Selection process is good but it should also be modified according to the requirements and

should job profile so that main objective of selecting the candidate could be achieved.
Thanking
You