Aviva ppt
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Aviva is the 5th largest life insurance group in the UK with 40 million customers and $377 billion in assets under management. It has a joint venture with Dabur, India's leading producer of traditional healthcare products. Aviva recruits the best candidates through an equal opportunity policy and uses psychometric tools from SHL and Belbin to assess competence. Employees feel comfortable talking with senior management unlike strict hierarchies at other organizations. The recruitment process involves requisition forms, sourcing candidates, selection interviews, medical evaluations, and evaluating return rates and retention.
Aviva ppt
- 2. introductionUK based- 5th largest life insurance group
- 3. 40 million customer base
- 4. $ 377 billion of assets under management
- 5. Aviva has a joint venture with Dabur
- 6. Dabur is the country's leading producer of traditional health care products“Recruit the best”Equal opportunity Policy
- 7. Psychometric Tools : SHL & Belbin
- 8. Focus : Competence based“AVIVA does not follow a very descriptive hierarchy – you have transparency at each level, unlike most other organizations, where managers and senior management don't look’ after their subordinates. Here you feel comfortable talking with your seniors”
- 9. “Employees are not working with AVIVA, they are living in AVIVA”
- 11. Recruitment procedure Manpower Requisition FormRecruitment planBudgetSourcing
- 12. Selection ProcessJoiningPost recruitment data updating
- 15. Senior sales openingSources of recruitment
- 16. Methods of recruitmentDirect Method
- 17. Indirect Method
- 19. Evaluation recruitment methodInitial enquires received
- 21. Retained - After 6 months.
- 22. Stages of the recruitment and selection processRecruitment processStep 1: Application Short listing
- 23. Step 2: Preliminary Assessment
- 24. Step 3: Final Interview
- 25. Step 4: Medical Evaluation
- 29. Evaluation of recruitment processReturn rate of application sent out
- 30. No. of suitable candidates for selection
- 31. Retention and performance of the candidate selection
- 33. Time lapsed data
- 34. Comments on image projected