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| Details |
Case Code: CLHR068
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| Case Length: 7 pages |
| Period: 2018-2020 |
| Pub Date: 2020 |
| Teaching Note: Available |
| Subject : Human Resources/ Organization Behavior |
| Price:Rs.150 |
| Organization :Bajaj Allianz General Insurance Co. Ltd. |
| Industry :Insurance |
| Countries : India |
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Bajaj Allianz- A Pioneer in Adopting Digital Technologies for Recruitment in the Insurance Industry |
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The case study ‘Bajaj Allianz – A Pioneer in Adopting Digital Technologies for Recruitment in the Insurance Industry’ highlights the digital initiatives taken by Bajaj Allianz for the Human Resources function. The case details how the joint venture company implemented automation and machine learning technologies in both its life (Bajaj Allianz Life-BAL) and non-life (Bajaj Allianz General Insurance Company - BAGIC) entities to make its recruitment process quick, seamless, and paperless.
The case focuses on the robotic video interviewing function that was part of Tal.Port (an end to end automated Talent Acquisition platform) implemented by BAGIC that made the company more agile in the dynamic insurance industry. It also looks at ‘i-RECRUIT’, a first-of-its-kind mobile application designed for insurance agent on-boarding introduced by BAL.
The case finally describes the benefits accrued by Bajaj Allianz through partial automation of the HR function. In addition, it touches upon the need for companies to improve their digital interaction capabilities with customers, agents, and employees post the Covid-19 pandemic.
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Issues: |
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- Understand the need to take Human Resources digital.
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- Be aware of the various benefits of implementing digital technologies in the HR function.
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- Know about the pros and cons of automating the interview process.
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- Understand which recruiting tools can help achieve strategic HR objectives.
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| Introduction |
Bajaj Allianz, a joint venture between Bajaj Finserv Limited (formerly part of Bajaj Auto Limited), owned by the Bajaj Group of India, and Allianz SE, a German financial services company, had implemented automation and machine learning technologies in both its life (Bajaj Allianz Life – BAL) and non-life (Bajaj Allianz General Insurance Company – BAGIC) companies. These initiatives helped the companies to speed up hiring and save time and costs as well as have the flexibility to recruit pan-India.
BAGIC opted for the ‘Workforce of One’ approach in 2018 and redesigned strategies for all its human resource functions to ensure that its employees were actively involved and engaged in the organization’s growth. (Refer to Exhibit I for the various initiatives under ‘Workforce of One’ approach). BAGIC opted for innovation and technology in order to establish smooth engagement with its employees and introduced digital initiatives such as Tal.Port (an end to end automated Talent Acquisition platform) and Chatbot Buddy (that assisted employees to resolve their HR related queries and applications at a single click). Both were powered by machine learning and artificial intelligence (AI). At the same time, its sister firm BAL introduced i-RECRUIT, a first-of-its-kind mobile app, designed for insurance agent on-boarding. This initiative helped BAL recruit insurance agents from across the country since it was a life insurance firm and depended on channel sales through agents across India.
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Keywords |
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HR Technology; HR Automation ; Talent Acquisition; Agile HR; Recruitment; Interview Process; Hiring; Interviewing Metrics; Remote Hiring; Gamification; Mobile Learning; Employee Engagement
* This caselet is intended for use only in class discussions.
** More comprehensive case studies are priced at Rs.200 to Rs.700 (US $5 to US
$16) per copy.
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