Bajaj Allianz Hr Overview Essay Example

where the HR Trainee can access and download resumes. The company is required to pay Rs. 2000 per month for downloading resumes, and they must reset the password monthly to prevent unauthorized usage.

According to the Branch recruitment process, candidates can be recruited. After Trainee downloads the resumes, the next step is to call the candidates and inform them about the available vacancies in Bajaj Allianz Life Insurance. If a candidate is interested, they will be added to an interested list and called for an interview. 65% of candidates are sourced through the web portal, making it a successful method for recruitment. Walk-in candidates are also welcome.

If candidates walk-in to the HR Department at Bajaj Allianz and are interested in joining the Sales field, they will have the opportunity to review their resume and assess their general information, experience, and communication skills. The HR Executive will then review these findings. If the candidate is deemed ready to take on the challenges of working in sales, they will be given the opportunity to participate in the Bajaj Allianz Life Insurance Recruitment Process.

Once candidates are identified based on the branch requirement, the next step is to arrange an interview venue. The process begins with a candidate being interviewed by the Branch manager (BM). If the BM considers them suitable for the position, they will then be interviewed by the Divisional manager (DM). Once the DM approves the candidate for recruitment, a final interview will be conducted by the HR department. It is important to note that for the entire south region, including Chennai and areas further south, recruitment is managed by the Chennai Zone.

As a result, 90% of HR interviews for this region are conducted through telephonic interviews.

The HR Executive granted me, as a Trainee, permission to interview the candidate and verify the submitted documents. Additionally, I was tasked with comparing the Interview Assessment Sheet with the Telephonic Interview in order to proceed with the Appointment order. The Interview Assessment Sheet is the tool utilised for the interview process. This document requires the candidate to provide their Name, Post applied for, Designation, Location, department, and Branch code. Furthermore, the candidate must complete a Reference check sheet which provides insight into their Educational qualification and previous work Experience.

The candidate must accompany the reference Check sheet with a duplicate copy of their original document to confirm its authenticity. Once the documents have been verified by the HR Trainee, they will be forwarded to the Head Office (HO) to generate the Appointment Order. Once the candidate receives the appointment order, they must complete the Joining Information Kit (JIR). The JIR provides details of the candidate's reporting authority, reviewer, and the HR executive who interviewed them during the interview process. Additionally, the candidate must submit 6 photos in order to generate their Employee's ID card and access the Bajaj Allianz we Portal using their employee code.

All these documents must be scanned for future reference. The Exit Interview, a new agenda recently implemented in Bajaj Allianz, aims to gather input from former employees about their ideas and experiences at Bajaj Allianz. Given the high attrition rate of 60% per month, the management is focused on finding ways to reduce attrition and retain employees within the organization.

During my internship at

Bajaj Allianz, my main responsibility is to prepare a monthly Exit Report and analyze its outcomes. This report needs to be presented in detail to the HO. The company is actively working on implementing the suggestions I provided for the employees based on my findings. These findings and inputs are highly appreciated and currently being implemented. Additionally, Bajaj Allianz has developed a soft skill program called E-learning specifically for its employees. Every employee is required to log in to the Bajaj Allianz Web portal and complete the E-learning modules.

E-learning is a software that teaches employees how to handle customers, approach them, improve communication skills, and follow safety measures. This software is an excellent achievement based on input from the HR department. In my role as a Trainee, I called every employee from the South Zone Database and instructed them to engage in the E-learning technique. Thanks to my intervention, approximately 85% of the employees successfully completed the E-learning process, which received high praise from the HR executive. PF Grievances

When an employee resigns from their job, the first step is to apply for PF settlement. To receive the deducted money from their monthly salary, the employee must fill out Form 10. As part of my job, I verify if the employee has correctly filled out the form according to government requirements, including duly signed papers and two stamps. Additionally, they must attach a cancelled cheque to facilitate the amount being credited into their bank account. It is important that the cancelled cheque's bank account remains active for an additional 6 to 8 months.

The PF segment of Bajaj Allianz Life Insurance has been outsourced

to another consultant, resulting in a normal process time of 4-5 months. The Full and Final Settlement (FNF Settlement) refers to the completion of the exit process when an employee resigns from the company. In this process, a permanent employee is required to provide one month's notice period. If the notice period is waived, the employee must instead pay three months' basic pay to Bajaj Allianz Life Insurance, payable at Pune.

For temporary employees, the notice period is one week. However, if they wish to waive the notice period, they must pay one month's basic pay to the company. As a trainee, my responsibility is to review the Exit Report and ensure that the candidate's information is accurate. I then update this information in the FNF MIS system and forward it to the Head Office. Bajaj Allianz, a prominent insurance provider in the Private sector, has a substantial workforce within their organization.

The insurance sector often engages in persuading people to purchase insurance products. If an employee fails to meet their targets within the given timeframe, they may face termination or choose to resign due to work pressure. Consequently, retaining employees proves to be a challenging task. Therefore, when an employee decides to resign, the HR department must promptly seek a replacement.