RESEARCH REPORT

ON

“RECRUITMENT AND SELECTION OF EMPLOYEES AT

BAJAJ ALLIANZ PVT LTD”

SUBMITTED IN PARTIAL FULFILLMENT OF BACHELOR

OF COMMERCE COURSE OF MAHATMA GANDHI KASHI
VIDYAPITH SHAKTINAGAR

SESSION :- 2024 - 2025

BY

NAINCY

ENROLL NO. : KA2K23/570840028

ROLL NO. : 57023840028

UNDER THE GUIDANCE OF

DR. MRITUNJAY KUMAR PANDEY
MAHATAMA GANDHI KASHI VIDHYAPITH
NTPC CAMPUS SHAKTINAGAR, SONBHADRA (UP)
 DECLARATION

This is to declare that the Report entitled “RECRUITMENT AND

SELECTION PROCESS AT BAJAJ ALLIANZ PVT LTD. ” has been
made for the partial fulfillment of the Course Bachelor of commerce in
Semester Sixth by me at Mahatma Gandhi Kashi Vidyapith under the guidance
of DR. MRITUNJAY KUMAR PANDEY.

I confirm that this Report truly represents my work undertaken as a part on my

Syllabus. This work is not a replication of work done previously by any other
person. I also confirm that the contents of the report and the views contained
therein have been discussed and deliberated with the faculty guide.

NAME: NAINCY
ENROLL NO. :- KA2K23/570840028
ROLL NO. : 57023840028
DATE:-
SIGNATURE OF THE STUDENT :-
 Certificate

This is to certify “NAINCY” of Bachelor of Commerce

has submitted project report entitled “RECRUITMENT AND

SELECTION PROCESS AT BAJAJ ALLIANZ PVT LTD.” in Partial

Fulfillment for the award of Bachelor of Commerce of Mahatma Gandhi

Kashi Vidyapith in Session 2024-25. It has been found to be Satisfactory

and hereby approved for the Submission.

DR. MRITUNJAY KUMAR PANDEY

(PROJECT GUIDE)
 Acknowledgement

It gives me tremendous pleasure in bringing out this project entitled

“RECRUITMENT AND SELECTION PROCESS AT BAJAJ ALLIANZ
PVT LTD.” taken up during my final year Bachelor of Commerce degree course.

I am thankful to DR. MRITUNJAY KUMAR PANDEY for granting me

permission for this work and the help extended to me during the course of this
project.

I am deeply indebted to Mr. Rohit Kumar, HUMAN RESOURCE MANAGER,

Bajaj Allianz Pvt. Ltd. for giving me the opportunity to undertake this project
work in their esteemed company. Their valuable guidance has been at most useful.

Last but not the least I would like to thank my parents, friends and all other
respondents for co-operating with me in this work during my study and making
this a successful one.

NAME: NAINCY
ENROLL NO. : KA2K23/570840028
ROLL NO. : 57023840028
 PAGE
SL. NO. INDEX NO.

1. CHAPTER 1 - INTRODUCTION 1 - 12
• Human Resource management
• Employee Engagement
• 10’C of Employee engagement

2. CHAPTER 2 – COMPANY PROFILE 13 - 18

• History
• Members of Board of Directors
• Mission & Vision
• Allianz SE, Germany
• Achievements

3. CHAPTER 3 - RESEARCH 19 - 23
METHODOLOGY
• Objectives of the study
• Scope of the study
• Sampling technique
• Data collection methods

4. CHAPTER 4- DATA ANALYSIS AND 24 - 32

INTERPRETATION
Analysis and interpretation from the data collected
through questionnaires, Tables and graphs representing
it.

5. CHAPTER 5- SUMMARY OF FINDINGS 33 - 36

AND CONCLUSIONS
This chapter contains the findings drawn from the study.

6. BIBLIOGRAPHY 37 - 38
Name of the books, author, magazines and websites.

7. ANNEXURES 39 - 41
This chapter contains Questionnaire.

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 CHAPTER 1
INTRODUCTION

2|Page
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Human resource management (HRM) is the strategic approach to the effective

management of people in a company or organization such that they help their business
gain a competitive advantage. It is designed to maximize employee performance in
service of an employer's strategic objectives. Human resource management is
primarily concerned with the management of people within organizations, focusing
on policies and systems. HR departments are responsible for overseeing employee-
benefits design employee recruitment, training and development, performance
appraisal, and reward management, such as managing pay and benefit systems.HR
also concerns itself with organizational change and industrial relations, or the
balancing of organizational practices with requirements arising from collective
bargaining and governmental laws.

The overall purpose of human resources (HR) is to ensure that the organization is able
to achieve success through people. HR professionals manage the human capital of an
organization and focus on implementing policies and processes. They can specialize
in finding, recruiting, training, and developing employees, as well as maintaining
employee relations or benefits. Training and development professionals ensure that
employees are trained and have continuous development. This is done through
training programs, performance evaluations, and reward programs. Employee
relations deal with the concerns of employees when policies are broken, such as cases
involving harassment or discrimination. Managing employee benefits includes
developing compensation structures, parental leave programs, discounts, and other
benefits for employees. On the other side of the field are HR generalists or business
partners. These HR professionals could work in all areas or be labour relations
representatives working with unionized employees.

HR is a product of the human relations movement of the early 20th Century, when
researchers began documenting ways of creating business value through the strategic
management of the workforce. It was initially dominated by transactional work, such

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as payroll and benefits administration, but due to globalization, company
consolidation, technological advances, and further research, HR as of 2015 focuses
on strategic initiatives like mergers and acquisitions, talent management, succession
planning, industrial and labour relations, and diversity and inclusion. In the current
global work environment, most companies focus on lowering employee turnover and
on retaining the talent and knowledge held by their workforce.

Human Resource Management (HRM) is the term used to describe formal systems
devised for the management of people within an organization. The responsibilities of
a human resource manager fall into three major areas: staffing, employee
compensation and benefits, and defining/designing work. Essentially, the purpose of
HRM is to maximize the productivity of an organization by optimizing the
effectiveness of its employees. This mandate is unlikely to change in any fundamental
way, despite the ever-increasing pace of change in the business world. As Edward L.
Gubman observed in the Journal of Business Strategy, "the basic mission of human
resources will always be to acquire, develop, and retain talent; align the workforce
with the business; and be an excellent contributor to the business. Those three
challenges will never change."

Until fairly recently, an organization's human resources department was often

consigned to lower rungs of the corporate hierarchy, despite the fact that its mandate
is to replenish and nourish what is often cited legitimately- as an organization's
greatest resource, it's work force. But in recent years recognition of the importance of
human resources management to a company's overall health has grown dramatically.
This recognition of the importance of HRM extends to small businesses, for while
they do not generally have the same volume of human resources requirements as do
larger organizations, they too face personnel management issues that can have a
decisive impact on business health. As Irving Burstiner commented in The Small
Business Handbook, "Hiring the right people-; and training them well-; can often
mean the difference between scratching out the barest of livelihoods and steady

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business growth'¦. Personnel problems do not discriminate between small and big
business. You find them in all businesses, regardless of size."

Business consultants note that modern human resource management is guided by

several overriding principles. A third guiding principle, similar in scope, holds that it
is the HR's responsibility to find, secure, guide, and develop employees whose talents
and desires are compatible with the operating needs and future goals of the company.

Human resource department responsibilities can be subdivided into three areas:

individual, organizational, and career. Individual management entails helping
employees identify their strengths and weaknesses; correct their shortcomings; and
make their best contribution to the enterprise. These duties are carried out through a
variety of activities such as performance reviews, training, and testing. Organizational
development, meanwhile, focuses on fostering a successful system that maximizes
human (and other) resources as part of larger business strategies. This important duty
also includes the creation and maintenance of a change program, which allows the
organization to respond to evolving outside and internal influences. Finally, there is
the responsibility of managing career development. This entails matching individuals
with the most suitable jobs and career paths within the organization.

INTRODUCTION- EMPLOYEE ENGAGEMENT

Employee engagement called worker engagement is a business management concept.

An "engaged employee" is one who is fully involved in, and enthusiastic about their
work, and thus will act in a way that furthers their organization's interests.

According to Scarlett Surveys, "Employee Engagement is a measurable degree of an

employee's positive or negative emotional attachment to their job, colleagues and
organization which profoundly influences their willingness to learn and perform at
work".

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Thus engagement is distinctively different from employee satisfaction, motivation
and organizational culture Engagement at work was conceptualized by Kahn, (1990)
as the ‘harnessing of organizational members’ selves to their work roles. In
engagement, people employ and express themselves physically, cognitively, and
emotionally during role performances.

Employee engagement is the thus the level of commitment and involvement an

employee has towards their organization and its values. An engaged employee is
aware of business Context, and works with colleagues to improve performance within
the job for the benefit of the organization. The organization must work to develop and
nurture engagement, which requires a two-way relationship between employer and
employee.’ Thus Employee engagement is a barometer that determines the association
of a person with the organization.

Engagement is most closely associated with the existing construction of job

involvement (Brown 1996) and flow (Csikszentmihalyi, 1990). Job involvement is
defined as ‘the degree to which the job situation is central to the person and his or her
identity (Lawler & Hall, 1970). Kanungo (1982) maintained that job involvement is
a ‘Cognitive or belief state of Psychological identification. Job involvement is thought
to depend on both need saliency and the potential of a job to satisfy these needs. Thus
job involvement results form a cognitive judgment about the needs satisfying abilities
of the job. Jobs in this view are tied to one’s self image. Engagement differs from job
in as it is concerned more with how the individual employees his/her self during the
performance of his / her job. Furthermore engagement entails the active use of
emotions.

HR practitioners believe that the engagement challenge has a lot to do with how
employee feels about the about work experience and how he or she is treated in the
organization. It has a lot to do with emotions which are fundamentally related to drive
bottom line success in a company. There will always be people who never give their

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best efforts no matter how hard HR and line managers try to engage them. “But for
the most part employees want to commit to companies because doing so satisfies a
powerful and a basic need in connect with and contribute to something significant”.

Aspects of Employee Engagement

Three basic aspects of employee engagement according to the global studies are:-

➢ The employees and their own unique psychological makeup and

experience.
➢ The employers and their ability to create the conditions that promote employee

➢ Interaction between employees at all levels.

➢ Thus it is largely the organization’s responsibility to create an environment and
culture conducive to this partnership, and a win-win equation.

Categories of Employee Engagement

According to the Gallup the Consulting organization there are there are different types
of people:-

Engaged--"Engaged" employees are builders. They want to know the desired

expectations for their role so they can meet and exceed them. They're naturally curious
about their company and their place in it. They perform at consistently high levels.
They want to use their talents and strengths at work every day. They work with passion
and they drive innovation and move their organization forward.

Not Engaged- Not-engaged employees tend to concentrate on tasks rather than the
goals and outcomes they are expected to accomplish. They want to be told what to do
just so they can do it and say they have finished. They focus on accomplishing tasks
vs. achieving an outcome. Employees who are not-engaged tend to feel their
contributions are being overlooked, and their potential is not being tapped. They often
feel this way because they don't have productive relationships with their managers or
with their coworkers.

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Actively Disengaged-The "actively disengaged" employees are the "cave dwellers."
They're "Consistently against Virtually Everything." They're not just unhappy at
work; they're busy acting out their unhappiness .They sow seeds of negativity at every
opportunity. Every day, actively disengaged workers undermine what their engaged
coworkers accomplish. As workers increasingly rely on each other to generate
products and services, the problems and tensions that are fostered by actively
disengaged workers can cause great damage to an organization's functioning.

Factors Leading to Employee Engagement-

Studies have shown that there are some critical factors which lead to Employee
engagement. Some of them identified –

Career Development- Opportunities for Personal Development

Organizations with high levels of engagement provide employees with opportunities
to develop their abilities, learn new skills, acquire new knowledge and realize their
potential. When companies plan for the career paths of their employees and invest in
them in this way their people invest in them.

Career Development – Effective Management of Talent

Career development influences engagement for employees and retaining the most
talented employees and providing opportunities for personal development.

Leadership – Respectful Treatment of Employees

Successful organizations show respect for each employee’s qualities and contribution
regardless of their job level.

Leadership – Company’s Standards of Ethical Behaviors

A company’s ethical standards also lead to engagement of an individual.

Empowerment
Employees want to be involved in decisions that affect their work. The leaders of high
engagement workplaces create a trustful and challenging environment, in which

8|Page
employees are encouraged to dissent from the prevailing orthodoxy and to input and
innovate to move the organization forward.

Image
How much employees are prepared to endorse the products and services which their
company provides its customers depends largely on their perceptions of the quality
of those goods and services. High levels of employee engagement are inextricably
linked with high levels of customer engagement.

Other factors

Equal Opportunities and Fair Treatment

The employee engagement levels would be high if their bosses (superiors) provide
equal opportunities for growth and advancement to all the employees.

Performance appraisal
Fair evaluation of an employee’s performance is an important criterion for
determining the level of employee engagement. The company which follows an
appropriate performance. Appraisal technique (which is transparent and not biased)
will have high levels of employee engagement.

Pay and Benefits

The company should have a proper pay system so that the employees are motivated
to work in the organization. In order to boost his engagement levels the employees
should also be provided with certain benefits and compensations.

Health and Safety

Research indicates that the engagement levels are low if the employee does not feel
secure while working. Therefore every organization should adopt appropriate
methods and systems for the health and safety of their employees.

9|Page
Job Satisfaction
Only a satisfied employee can become an engaged employee. Therefore it is very
essential for an organization to see to it that the job given to the employee matches
his career goals which will make him enjoy his work and he would ultimately be
satisfied with his job.

Communication
The company should follow the open door policy. There should be both upward and
downward communication with the use of appropriate communication channels in the
organization. If the employee is given a say in the decision making and has the right
to be heard by his boss than the engagement levels are likely to be high.

Family Friendliness
A person’s family life influences his wok life. When an employee realizes that the
organization is considering his family’s benefits also, he will have an emotional
attachment with the organization which leads to engagement.

Some of the advantages of Engaged employees are Engaged employees will stay with
the company, be an advocate of the company and its products and services, and
contribute to bottom line business success. They will normally perform better and are
more motivated. There is a significant link between employee

engagement and profitability. They form an emotional connection with the company.
This impacts their attitude towards the company’s clients, and thereby improves
customer satisfaction and service levels. It builds passion, commitment and alignment
with the organization’s strategies and goals Increases employees’ trust in the
organization. Creates a sense of loyalty in a competitive environment

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THE 10 C’S OF EMPLOYEE ENGAGEMENT

How can leaders engage employees’ heads, hearts, and hands? the literature offers
several avenues for action; we summarize these as ten c’s of employee engagement,
which are supposed to be essential for employee engagement.

CONNECT :
Leaders must show that they value employees. employee engagement is a direct
reflection of how employees feel about their relationship with the boss. employees
look at whether organization and their leader walk the talk when they proclaim that,”
our employees are most valuable asset.

CAREER :
Leader should provide challenging and meaningful work with opportunities’ for
career advancement. Most of the people want to do new thing in their job. Good leader
challenge employee; but at the same time, they must instill the confidence that the
challenge can be made.

CLARITY :
Leader must communicate a clear vision. people want to understand the vision that
senior leadership has for the organization, and the goals that leaders or department
heads have for the division, unit, or team. success in life and organizations, to a great
extent, determined by how clear individuals are about their goals and what they really
want to achieve.

CONVEY :
Leaders clarify their expectations about employees and provide feedback on their
functioning in the organization .Good leaders establish processes and procedures that
help people master important tasks and facilitate goal achievement.

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CONGRATULATE :
Survey show that, over and over, employees feel that they receive immediate feedback
when their performance is poor, or below expectations. these same employees also
report that praise and recognition for strong performance is much less common.
exceptional leaders give recognition, they do so a lot; they coach and convey.

CONTRIBUTE :
People want to know that their input matters and that they are contributing to the
organization’s success in a meaningful way. in sum, good leaders help people see and
feel how they are contributing to the organization’s success and future.

CONTROL :
Employees value control over the flow and pace of their jobs and leaders can create
opportunities for employees to exercise this control. a feeling of “being in on thing”
and of being given opportunities to participate in decision making often reduces
stress; it also create trust and culture where people want to take ownership of problem
and their solution.

COLLABORATE :
Studies show that, when employees work in teams and have the trust and cooperation
of their team members, they outperform individuals and teams which lack good
relationships. great leader are team builders; they create an environment that fosters
trust and collaboration. surveys indicate that being cared about by colleagues is a
strong predictor of employee engagement. thus, a continuous challenge for leaders is
to rally individuals to collaborate on organizational, departmental, and group goals ,
while excluding individuals pursuing their self-interest.

CREDIBILITY :
Leaders should strive to maintain a company’s reputation and demonstrate high
ethical standards. People want to be proud of their jobs, their performance, and their
organization.

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 CHAPTER 2
COMPANY PROFILE

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HISTORY

Bajaj Allianz General Insurance Company Limited is a joint venture between Allianz
SE, the world’s leading insurer, and Bajaj Finserv Limited. The Company received
the certificate of registration from IRDA on 2nd May 2001 to conduct general
insurance business in India. Bajaj Allianz General Insurance, today, is one of the
largest private insurer in the industry with offices in over 1100 towns and cities. The
Company has continuously been expanding its operations to reach out to its
customers.

The Company recently changed its brand identity to ‘Caringly Yours’ to reposition
itself in the minds of Indian consumers as a brand that protects and cares about
customer’s financial worries around their most prized possessions - their health, home
& content, vehicles, businesses etc. With this, the Company not just aims to take its
service to the next level, but also seeks to provide the best customer experience at
every touchpoint and make insurance a pull rather than a push product.

Bajaj Allianz General Insurance caters to individuals across demographics of the

country and the corporate sector with its wide range of products and services that go
beyond insurance. The Company is not only bringing insurance solutions to the
customers’ doorstep but also improving insurance penetration, with its advanced
digital and mobile applications. Today through its digital offices it has reached out to
over 1000 new Tier 2 and 3 towns across India. The Company has a strong focus on
customer centricity and aims at delivering superior value with an excellent and caring
experience for the customer. Today the Company is taking its relationships with the
customers beyond insurance, by offering them a plethora of digitised customer-centric
initiatives.

The Company registered strong financial results by posting revenue of ₹ 4,326 crore
in Q4 FY 2024-25. The company recorded a net profit of ₹ 363 crore during the
period. Bajaj Allianz General Insurance also reported a healthy Combined Ratio of
104.8% and a Solvency Ratio of 325%.

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COMPANY PROFILE

Bajaj Allianz Life Insurance Co. Ltd., one of India’s leading private life insurers, is a
joint venture between Bajaj Finserv Limited, one of the most diversified non-banking
financial institutions in India, and Allianz SE, one of the world’s leading global
insurer and asset manager. We began operations in August 2001 from our Pune,
Maharashtra (India) headquarters.
With a focus on getting Life Goals DONE. Bajaj Allianz Life is committed to offering
value-packed and innovative products, which are simple to understand and purchase.
They are designed to meet the long-term life goals of customers, ranging from
protection, wealth creation to retirement solutions and more. These are backed by a
suite of tech-enabled services and service touchpoints to ensure we are always
available for our customers to manage their Life Goals with us.
To ensure enhanced customer engagement, Bajaj Allianz Life has built an extensive
distribution network across the country. With 511 branches, over 1,25,374 agents (as
on 30 April 2023), along with several partnerships with key banks, including AXIS,
Bandhan, and IDFC First amongst others, and a large network of Corporate Agents,
we are present where our customers are. The Company’s digital eco-system is also
built and strengthened over time to ensure customers have access easy access to its
insurance solutions.
With innovation and customer-centricity as Bajaj Allianz Life’s guiding values, the
Company has transformed to being one of the fastest-growing life insurers in India.
Today, Bajaj Allianz Life is the life goals enabler to over 2.82 crore individuals and
has over Rs. 92,123 crore Assets Under Management (as on 30 April 2023), with an
AAA$ Rating that signifies the highest degree of safety regarding timely servicing of
financial obligations and Claims Settlement Ratio at 99.04%~.
Over the last five years, Bajaj Allianz Life has disrupted the life insurance industry in
several ways, to ensure that our customers enjoy several benefits their life insurance
policy(ies) provides. From introducing first-of-their-kind product features to
innovative services for customers, ICs, and partners alike (e.g., SmartAssist, a
comprehensive set of services on WhatsApp Business account, QR-code enabled
branch services, etc.), several milestones mark the Company’s transformation journey
this far.
As a brand, Bajaj Allianz Life has also strengthened the trust quotient it enjoys
amongst its stakeholders and customers. Endearing campaigns built on deep customer
insights and the right marketing analytics have helped in building a strong brand
recall.

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Bajaj Allianz Life has been recognized thrice for the mega Plankathon event where it
broke records for the most number of people performing the abdominal plank,
simultaneously. All these achievements have been possible due to the passion of over
20K team members working towards enabling the life goals of our customers.

MEMBERS OF BOARD OF DIRECTORS

As of June 2025, the Board of Directors of Bajaj Allianz Life Insurance Company
Limited comprises the following members:

Chairman:
• Sanjiv Bajaj – Chairman, Non-Executive and Non-Independent Director

Non-Executive and Non-Independent Directors:

• Ritu Arora
• Niraj Bajaj
• Renate Wagner
• Justice Sanjay Kishan Kaul (Retd.)
• Dr. Srinivasa Rao Nagarjuna

Independent Directors:
• Sanjiv Sahai
• Apurva Diwanji
• Padmaja Chunduru
Additionally, Mr. Tarun Chugh serves as the Managing Director and Chief
Executive Officer of the company.

VISION

• To be the first choice insurer for customers

• To be the preferred employer for staff in the insurance industry
• To be the number one insurer for creating shareholder value

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MISSION

As a responsible, customer focused market leader, we will strive to understand the

insurance needs of the consumers and translate it into affordable products that deliver
value for money.
A Partnership Based on Synergy. Bajaj Allianz offers technical excellence in all areas
of General and Health Insurance, as well as Risk Management. This partnership
successfully combines Bajaj Finserv's in-depth understanding of the local market and
extensive distribution network with the global experience and technical expertise of
the Allianz Group. As a registered Indian Insurance Company and a capital base of
Rs. 110 crores, the company is fully licensed to underwrite all lines of insurance
business including health insurance.

ALLIANZ SE, GERMANY

Allianz SE is in the business of General (Property & Casualty) Insurance; Life &
Health Insurance and Asset Management and has been in operation for over 110 years.
Allianz is one of the largest global composite insurers with operations in over 70
countries. Further, the Group provides Risk Management and Loss Prevention
Services. Allianz has insured most of the world's largest infrastructure projects
(including Hong Kong Airport and Channel Tunnel between UK and France), further
Allianz insures majority of the fortune 500 companies. Besides being a large
industrial insurer, Allianz has a substantial portfolio in the commercial and personal
lines sector, using a wide variety of innovative distribution channels.

Allianz SE has the following to offer Bajaj Allianz General Insurance Company Ltd:

• Set up and running of General insurance operations

• New and improved international products

• One of the world's leading insurance companies

• More than 700 subsidiaries and 2 lac employees in over 70 countries worldwide

• Provides insurance to almost half the Fortune 500 companies

• Technology

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OUR ACHIEVEMENTS

Bajaj Allianz has received iAAA rating, from ICRA Limited, an associate of Moody's
Investors Service for seven consecutive years. This rating indicates highest claims
paying ability and a fundamentally strong position.

Bajaj Allianz General Insurance was recognised as the Aon Best Employer 2016
highlighting the company's excellence in promoting a transparent culture and healthy
work environment along with designing employee friendly policies. The award was
an outcome of the Aon Best Employers 2016 Study which was conducted in
partnership with Businessworld and Bloomberg TV. Bajaj Allianz GIC was chosen as
one of the best Health Insurance Providers of the Year by Outlook Money Awards
2015, for best-in-class and innovative products and services and exceptional claims
management processes

Bajaj Allianz General Insurance was conferred the Economic Times Best Corporate
Brand Award as an outcome of Economic Times Best Brands Survey 2016 identifying
the company as one of the best brands according to the consumers in urban India. The
company was recognized as the Most Admired Health Insurance Company of the Year
by Pharma Leaders Power Brands Awards 2015, recognizing its contribution in the
health insurance space and exceptional claim settlement services to our customers.

Bajaj Allianz General Insurance has been adjudged as the "Best General Insurance
Company in the Private Sector" by ABP News - Banking, Financial Services Awards
in the year 2014. The Company was awarded in the same category by Indian
Insurance Awards in the year 2013, by Bloomberg UTV Financial Leadership Awards
in 2012 and by CNBC TV18 India Best Bank and Financial Institution Award in 2012
and 2011.

Bajaj Allianz was conferred with the Golden Peacock Award 2014 in the category of
Innovative Products/Service. It was awarded as "Claims Service Company of the
Year" by the Indian Insurance Awards 2013, for its superior claims paying ability. In
the same year Bajaj Allianz won an award for "Claims Innovation of the Year" in the
Asia Pacific Region at the Claims Awards Asia 2013.

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 CHAPTER 3
RESEARCH
METHODOLOGY

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RESEARCH METHODOLOGY

Research methodology is a way to systematically show the research problem. It may

be understood as a science of studying how research is done scientifically. It is
necessary for the researcher to know not only the research methods but also the
methodology.

This Section includes the methodology which includes. The research design,
objectives of study, scope of study along with research methodology and limitations
of study etc.

OBJECTIVES OF THE STUDY

➢ To analyze the Employees’ Engagement practices in Bajaj Allianz

➢ To find out the satisfaction levels of the employees with the current system

➢ To evaluate the effectiveness of the Employees’ Engagement.

➢ To determine the problems and solutions provided by Bajaj Allianz during

the gap between different departments by creating an alignment through
fun activities.

➢ To find the Employees’ Engagement status in Bajaj Allianz and the

improvements required for improving the already implemented policies.

SCOPE OF THE STUDY

• This project gives the ample scope to know about various aspects of HR
especially regarding Employees’ Engagement

• The scope of the project is applicable to all the employees working in the
organization at the middle management level

• This project allows the researchers to learn the various aspects, tools and
policies which can be applied for making the employee more engaged with the
organization

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SAMPLING

Sampling refers to the method of selecting a sample from a given universe with a
view to draw conclusions about that universe. A sample is a representative of the
universe selected for study.

SAMPLE SIZE

Large sample gives reliable result than small sample. However, it is not feasible to
target entire population or even a substantial portion to achieve a reliable result. Sample
size is the number of items to be selected from population to constitute the sample for
the research.

• The study has been conducted at Bajaj Allianz, Nagpur with a sample size of 50
Employees of Bajaj Allianz.

SAMPLING TECHNIQUE

Stratified random sampling technique is used in the survey conducted. Stratified

Random Sampling is a method of sampling from a population which can be partitioned
into subpopulations. In statistics surveys, when subpopulations within an overall
population vary, it could be advantageous to sample each subpopulation independently.

DATA COLLECTION

Basically, the data can be classified into two categories i.e.,

A. Primary Data
B. Secondary Data

PRIMARY DATA

• Primary Data is collected by the questionnaire based on market survey.

• Primary data gives latest information and offers much greater accuracy and
reliability.
• There are various sources for obtaining primary data i.e. survey, personal
interview, field survey, panel research and observation approach etc.

21 | P a g e
 The primary data are those which are collective a fresh and for the first time, these
data are of the original character. These can be collected by

a) Questionnaire.
b) Interview.
c) Observation.
d) Schedules.

A) QUESTIONNAIRE
This method of data collection is most popular and particularly useful in case of
big universe. In this method questionnaire is send to the concerned person through
mail, with respect to answer and return. It consists of definite number of questions
printed in specific order. The inherited merits of the system are comparatively
lower cost and freedom from interviewer’s bias.

B) SCHEDULE METHOD
This method of data collection is very similar to questionnaire, with little
difference which lies in the fact that schedule (Performa containing set of
questions) are filled by researcher, through this method the drawbacks of the
questionnaire in form of non-awareness etc. were removed. This method has a
benefit of cross examination to find out the truth.

C) INTERVIEW METHOD
The interview method of collecting data involves presentation of oral, verbal,
stimuli; and reply in terms of oral, verbal responses. This is done personally by
the researcher for conducting intensive study. In this structured and non structured
interviews were are conducted as per needs and desires of the situation.

D) OBSERVATION METHOD
Another technique for gathering primary data is observation. When the researcher
records information about a person, organization, or situation, without making any
personal contact, it is known as “observation method”. In this the researcher or
the field executive observes the activity of the concerned person or organization,
to draw a pattern of behavior or response to a particular incident. Sometimes, an
artificial environment is created to collect the actual responses of the participants.

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SECONDARY DATA

Secondary data are those which have already been collected by someone else,
and which have already been passes through statistical processes. Those data’s are
collectedly printed reports, journals, personnel reports, organizational data’s,
letters, diaries, bibliography, autobiography, newspapers , internet , articles etc.

• Textbooks
• Journals
• Newspapers
• Internet/websites

Primary data sources which were used are as follows :

• Questionnaire method
• Personal interview technique.

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 CHAPTER 4
DATA ANALYSIS &
INTERPRETATION

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TABLE NO. : 01
Are you clearly aware of your role in this organization?

Aware Percentage
Strongly Disagree 0%
Disagree 0%
Neither Agree nor Disagree 5%
Agree 23%
Strongly Agree 72%
Total 100%

GRAPH NO. : 01

AWARENESS OF ROLE OF EMPLOYEES

0% 0%

5%

23%

72%

Strongly Disagree Disagree Neither Agree nor Disagree Agree Strongly Agree

INTERPRETATION

95% of employees aware of their role in BAJAJ ALLIANZ. It means every

employees of BAJAJ ALLIANZ aware about their job what they have to do
actually.

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TABLE NO. : 02

The table showing the various quality you want to see in your employees?

Qualities Percentage
Communication Skills 20%
Experience 28%
Marketing Knowledge 8%
Sales Technique 37%
Confidence 7%
Total 100%

GRAPH NO. : 02

QUALITIES IN EMPLOYEES

40%

35%

30%

25%

20%

15%

10%

5%

0%
Communication Experience Marketing Sales Technique Confidence
Skills Knowledge

INTERPRETATION

From the graph, it is depicted that communications skills, confidence, Experience and
marketing knowledge are the main qualities which should be seen in the employees
who are selected in Bajaj Allianz.

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TABLE NO. : 03

The Table shows what is the motive behind choosing the job in this company?

Responses Percentage
Salary 4%
Knowledge Gaining 22%
Work Environment 16%
Career Growth 58%
Total 100%

GRAPH NO. : 03

MOTIVE BEHIND JOINING COMPANY

4%

22%
Salary
Knowledge Gaining
Work Environment
58%
Career Growth
16%

INTERPRETATION

From the graph, it is depicted that 4% of the employee are in organisation only
for Salary, 22% are for there for enhancement of their knowledge and 16% for
good working environment and 58% works for there career growth.

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TABLE NO. : 04

This table shows the number of employees are satisfied and dissatisfied with the
selection process used by the organization :

Particulars Percentage
Satisfied 91%
Dissatisfied 9%
Total 100%

GRAPH NO. : 04

SATISFACTION WITH SELECTION PROCESS

Satisfied
91%

Dissatisfied
9%

INTERPRETATION

Above analysis shows that 91% employees are satisfied with their job and 9%
employees are not satisfied out of 100% in the organization. So this shows that
the Bajaj Allianz Pvt. Ltd. company concentrates on employee’s job satisfaction.

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TABLE NO. : 05

The following table shows external sources of recruitment in Bajaj Allianz Pvt.
Ltd. ?

Particulars Percentage
Advertisement 29%
Internet 22%
Campus Drives 17%
Recommendation 32%
Total 100%

GRAPH NO. : 05

EXTERNAL SOURCES OF RECRUITMENT

32% 29%
Advertisement
Internet
Campus Drives
Recommendation

17% 22%

INTERPRERATION

The above analysis shows that 29% advertisement, 22% internet, 17% campus
drives and 32% consultancies are used for recruitment purpose. Above chart
shows employees responds on various sources of recruitment like advertisement,
internet, campus drives,etc

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TABLE NO. : 06

Do you feel that your colleagues are supportive?

Particulars Percentage
Yes 85%
No 15%
Total 100%

GRAPH NO. : 06

EMPLOYEES ATTITUDE

15%

85%

Yes No

INTERPRETATION

85% of employees feel that their colleagues are supportive and 15% are not

satisfied with behaviour.

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TABLE NO. : 07
The following table shows the methods of selection in Bajaj Allianz Pvt. Ltd. :

Particulars Percentage

Written Or 10%
Aptitude Test
Group Discussion 14%

Personal 16%
Interview
All Of The Above 60%

Total 100%

GRAPH NO. : 07

METHODS OF SELECTION

60%

50%

40%

30%

20%

10%

0%
WRITTEN OR GROUP PERSONAL ALL OF THE
APTITUDE TEST DISCUSSION INTERVIEW ABOVE

INTERPRETATION

Above analysis shows various methods used for the selection process in which
written or aptitude test is 10% group discussion is 14% personal interview is
16% and all of these methods are 60% responded by the respondents. Above
chart shows the organization use various methods like aptitude test, written test
,Group discussion, etc. for selection of candidates.

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TABLE NO. : 08
Which of the following table shows that average continuation of employees in
the organisation?

Period Percentage
2 – 4 years 32%
4 – 6 years 45%

6 - 8 years 15%
More than 8 years 8%
Total 100%

GRAPH NO. : 08

AVERAGE CONTINUATION OF EMPLOYEES

More than 8 years

6 - 8 years

4 – 6 years

2 – 4 years

0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%

INTERPRETATION

In the above table 32% of employees have responds to work 2 - 4 years, 45%
for 4 - 6 years, 15% for 6 - 8 years and 8% till retirement in all respondents.
Its shows that most of the employees leave the organisation within 10 years of
their serving period. Hence organisation have introduce plans and initiative to
retain them.

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 CHAPTER 5
FINDINGS, SUGGESTION
& CONCLUSION

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FINDINGS

1) The candidates should be knowing all the process of interview and stress test and
written test conducted in the organization.

2) The employees are moderately satisfied with their current job in the organization

3) The candidates should be knowing all the process of interview and stress test
and written test conducted in the organization

4) Organisation should focus on employee’s retention and try to sustain the

employees till retirement.

5) External methods used for recruitment process like internet, advertisement,

campus selection etc. are done by employees suggestion.

6) Employees are satisfied with the organization selection and recruitment process.

7) There is strongly agreed that the H.R should be knowledgeable and experience
person

8) According to my study found that of the employees preferred for both internal
and external recruitment.

9) Bajaj Allianz Pvt. Ltd. gives importance to all qualities like knowledge of
market; communication skills and experience of the candidate while recruiting
him/her in the company.

10) The candidates should be knowing all the process of interview and stress test
and written test conducted in the organization.

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SUGGESTIONS AND RECOMMENDATIONS

1) Supervisors and Managers should meet at regular intervals with the employees
to discuss about the improvement in the company, at work place and in their
living of standard, family problems etc.

2) Gap between managers and the employees should be reduced by raising the
level of engagement. For example: by conducting extra co-curricular activities
like social and cultural programs.

3) Very few employees feel that their ideas or work aren’t being recognized /
appreciated. So they can be encouraged by giving importance to their ideas.

4) Create good and healthy environment at work place by increasing interactions,

credibility, confidence etc.

5) Some of the employees find their job boring and monotonous. Encourage them
to take part in the job rotation, job enrichment and other activities being carried
out in the organization.

6) Conduct more of employee engagement activities like mentorship programs,

collaborations, cross trainings, fun work day etc.

CONCLUSION

1) According to the analysis of data on employee engagement activities, it is

concluded that there is a significant relationship between employee engagement
and employee performance and satisfaction.. Most of the employees working in
Bajaj Allianz agree to the fact that employee engagement activities should be
done from time to time.

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2) By participating in various engagement activities they are able to form a
connection with the organization that makes them feel an important part of it and
makes them feel satisfied.

3) Employees in the organization not only actively show participation in the on

ground activities but also participate in the online contests that happen through
company’s intranet.

4) Through the coffee sessions with the leaders in the organization are very
knowledgeable and interactive and helps them knowing their organization better,
however most of the employees feel that they should happen on a large scale so
that each and every employee gets a chance to attend them.

5) When talked about the company’s intranet, it was observed that the majority
wanted to have an open blog like Linkedin where they could connect with the
employees in the organization and simultaneously form groups and share their
personal experiences.

6) Through the activities done in the organization employees are encouraged to

work with greater efficiency and obtain maximum satisfaction that motivates
them to continue with the organization.

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 CHAPTER 6
BIBLIOGRAPHY

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 BIBLIOGRAPHY

Books :

1. C.R Kothari- Research Methodology.

2. Stephin Robbins- Organizational Behaviour.

3. CB Gupta (2006) : Human Resource Management

4. VSP Rao (2007) : Human Resource Management

5. Robbins P. Stephens : Organizational Behaviour

Websites :

1. www.bajajallianz.com

2. www.google.co.in

3. Glassdoor app

4. www.wikipidia.com

5. www.scribd.com

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CHAPTER 7
ANNEXURE

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 QUESTIONNAIRE
The questionnaire survey is purely for academic purpose and any information
collected through this survey would be kept confidential and will not be shared with
anyone other than the people involved in it.

Name : ___________________________
Designation : ______________________
Qualification : _____________________
Department : ______________________
Age : _____________________________

1) Are you clearly aware of your role in this organization?

a) Strongly Disagree
b) Disagree
c) Neither agree nor Disagree
d) Agree
e) Strongly agree

2) The various quality you want to see in your employees?

a) Communication skills
b) Experience
c) Marketing knowledge
d) Sales technique
e) Confidence

3) The motive behind choosing the job in this company?

a) Salary
b) Knowledge gaining
c) Work environment
d) Career growth

4) The employees that are satisfied and dissatisfied with the selection process
used by the organization?

a) Satisfied
b) Not Satisfied

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5) Do you feel that your colleagues are supportive?

a) Yes
b) No

6) External sources of recruitment in Bajaj Allianz Pvt. Ltd ?

a) Advertisement
b) Internet
c) Campus drives
d) Recommendation

7) Methods of selection in Bajaj Allianz Pvt. Ltd ?

a) Written or Aptitude
b) Group discussion
c) Personal Interview
d) All of the above

8) Average continuation of employees in the organisation?

a) 2 – 4 years
b) 4 – 6 years
c) 6 – 8 years
d) More than 8 years

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