Employee recruitment and selection in the insurance sector

Job analysis[ edit ] In situations where new jobs are created or the nature of a job has substantially changed, a job analysis might be undertaken to document the knowledge, skills, abilities and other characteristics KSAOs required or sought for the job.

Employee recruitment and selection in the insurance sector

Employee recruitment and selection in the insurance sector - the case of the Greek insurance group European Journal of Management Sciences, 1 1 And this is ensured by the two major practices and policies of HRM, recruitment and selection of job candidates.

The aim of this dissertation is to provide a framework with the basic concepts of recruitment and selection of the HR system, generally, and more specifically in the insurance sector. The first part provides thoroughly to the reader the definitions of recruitment and selection, their purposes, methods and key stages.

Their selection involves developing a list of candidates, defining a selection strategy, identifying, thoroughly evaluating and selecting the most qualified candidates.

Related Posts

Due to the fact that the recruitment and selection function inside many organizations has experienced particularly rapid global exposure, the factors that influence recruitment and selection in international organizations are been mentioned, emphasizing on cultural factors, the characteristics of a successful international manager and expatriates.

Following, as it is very important the reader to have an overall viewpoint of the meaning of insurance, how insurance works and its types, we include this significant information noting precious elements about the Greek insurance companies and their dynamic growth through the last years.

Finally, some concluding comments and recommendations for further research are been addressed.

Employee recruitment and selection in the insurance sector

Its starting premise is to outline the key aspects of HRM, namely staffing highlighted on recruitment and selection and more generally on the role of the HR function. It then draws the case of the Greek insurance Group, as also its structure its parent company is a European Insurance Group and the second stockholder a Greek Bank and the recruitment and selection methods that follows faithfully all these years.

An analytical comparison among the insurance Group on the one side and three very well-known insurance companies by the other side follows providing precious information by what exists in reality in the moment in the insurance market.

Our methodological approach is then detailed, followed by our findings, proposals and conclusions. HRM involves a wide range of activities, practices and policies, with responsibility for their enactment lying with different people.

These practices and policies include conducting job analyses, planning labour needs and recruiting job candidates, selecting job candidates, orienting and training new employees, appraising performance, managing wages and salaries compensationproviding incentives and benefits, communicating interviewing, counseling, discipliningtraining and developing current employees, building employee commitment.

Organizations are no longer just match individuals to immediate job requirement.

Employee recruitment and selection in the insurance sector

Instead, organizations are driven by the desire for a multi-skilled, flexible workforce, and an increased emphasis on teamwork. Therefore, selection decisions are concerned more with behaviour and attitudes.

Last but not least, the process of recruitment and selection is likely to be more strategic and the notion of strategic selection is caused by the emphasis between corporate strategy and people management.

This implies that recruitment and selection are linked with the overall organizational strategy and aimed to match the flow of people to emerging business strategies Dessler, Several personnel texts discuss an approach to recruitment and selection based on a systematic analysis of the requirements of an individual job Torrington, et al The key stages of a systematic approach can be summarized as: The four most popular ways of recruiting externally are job centers, job advertisements, recruitment agency and personal recommendation Storey, ; Amstrong, All the stages described above constitute recruitment and are primarily concerned with generating a sufficient pool of applicants.

The second assumption selection is definitely chronologically dependent upon preceding stage, which is considered the recruitment process. The initial step in selection is to categorize candidates as probable, possible or unsuitable.

Potentially suitable candidates will only proceed with the selection process Amstrong, Once the number of shortlisted applicants have been identified and invited, the process of in-depth assessment can begin with an extensive range of assessment methods.

Such selection techniques, if applied, utilised, and analysed properly, can play an important role in organizations. The purpose here is to review critically the major methods interviews, psychological tests and assessment centres in the best human resource practices today, and how each method can improve the effectiveness of selection.

The most popular selection method are the interviews and is described as a controlled conversation with a purpose. Interviews are usually conducted face to face, although some organizations are now using telephone or video conference interviews as part of their selection procedure Yeung, between and among private sector businesses, corporations, and industries; departments Health insurance.

An employee's health insurance coverage will continue with the state making B Assignment without regard to recruitment/selection laws or regulations.

Tips for Successful Employee Recruitment. Share People who participate in the selection process are committed to helping the new employee succeed. It can't get any better than that for you and the new employee. Pay Better Than Your Competition.

and dental insurance. recruitment and selection tools would ultimately determine the extent to which the local sphere of government is able to attain its strategic objectives and goals.

Effective implementation Public Sector organisations, job evaluation is about the job content, value, size and weight. RECRUITMENT STRATEGY AND EMPLOYEE RETENTION IN INDIAN BANKING AND INSURANCE SECTOR Swati Vispute NMIMS UNIVERSITY, INDIA Employee retention starts with better recruitment.

This paper aims at presenting findings of study of recruitment strategy adopted by the banks and insurance companies in India and retention of employees in the same organizations. Customize template See how. FormBuilder is a versatile tool for building forms and surveys, trusted by users in over countries.

You can personalize this recruitment evaluation survey template in any way you want, without having to write a single line of code. Recruitment of employees is a challenge in the insurance industry (Honyenuga, Tuninga, & Ghijsen, ).

For a company to maintain a status of going concern, it is.

EMPLOYEE RECRUITMENT AND SELECTION IN THE INSURANCE SECTOR | GEORGE M ASPRIDIS - pfmlures.com