RECRUITMENT & SELECTION OF LIFE ADVISORS IN BHARTI-AXA LIFE INSURANCE COMPANY

20-08-2010

LOVELY PROFESSIONAL UNIVERSITY | FARAZ ALAM 10906032

M.B.A (HR)

[Type text]

LOVELY SCHOOL OF MANAGEMENT

RECRUITMENT & SELECTION OF LIFE ADVISORS IN BHARTI-AXA LIFE INSURANCE COMPANY

SUMMER PROJECT

ON

RECRUITMENT AND SELECTION OF LIFE ADVISORS IN

BHARTI AXA LIFE INSURANCE COMPANY

Submitted to Lovely Professional university

( In partial fulfillment of the requirements for the award of Degree of Master of Business Administration )

SUBMITTED TO:- SUBMITTED BY:-

Ms SILKY SEHDEV FARAZ ALAM

10906032

2 | P a g eLOVELY PROFESSIONAL UNIVERSITY

ACKNOWLEDGEMENT

As a requirement during the two years fulltime MBA, I feel to be greatly honored for

having done my project work at Bharti Axa life insurance company. The sole efforts of any

individual are not sufficient enough to complete the Project. The completion of a project

involves the effort and interest of many people. The guidance and co-operation received during

my training have left a indelible imprint in my mind and after giving a final shape to my project

report, I think it would be unwise if I don’t acknowledge the help of rendered to me by several

members of Bharti Axa life family, with whom I came across during my stay here.

First, I thankfully acknowledge the continuous support and inspiration given to me by my project

guide Ms. Silky Sehdev who was always there to give my spirits a boost.

I am also indebted to Ms. Meenakshi Koul and for giving me the opportunity to carry out my

project work at Bharti Axa life.

I wish to express my gratitude to my respected teachers for their dedicated support and rich

source of information which made my work much easier and understandable.

Ultimately I am grateful to my family members, friends and all my well wishers whose blessings

constantly guide me through all spheres of my life.

Place: PHAGWARA Signature:

Date: FARAZ ALAM

MBA (HR)

L.P.U3 | P a g e

LOVELY PROFESSIONAL UNIVERSITY

TABLE OF CONTENTS

EXECUTIVE SUMMARY

INTRODUCTION TO INSURANCE SECTOR

INTRODUCTION TO COMPANY

INSURANCE PRODUCTS OF BHARTI AXA

OBJECTIVES OF THE PROJECT

RECRUITMENT & SELECTION PROCESS

SOURCES OF RECRUITMENT

RESEARCH METHODOLOGY

DATA PRESENTATION, ANALYSIS & INTERPRETATION

FINDINGS

CONCLUSION

RECOMMENDATIONS

BIBLIOGRAPHY

WEBSITES

ANNEXURE


EXECUTIVE SUMMARY

The project is about Recruitment and Selection of Life Advisors. The project was undertaken by

me and the entire task was divided into sub-tasks. The process started from identifying the need,

then advertising the same to prospective individuals by distribution of pamphlets, holding

various activities in residential areas etc. then individuals were surveyed. The questionnaire was

designed in such a manner that it gave a general idea about the ability and capability of

respondent as a prospective life insurance advisor. Certain scores were allotted depending on the

answers given by the respondent. Those who were high on the scores were motivated to visit the

office for conduction of their interview. After the successful completion of interview individuals

were informed if they were selected for training of Life advisors. They were asked to fill the

NAAF form and a fee was collected from them along with their photographs. After successful

completion of training an exam was conducted and those who qualified the exam were selected

as life advisors.

The project report submitted here covers theory on recruitment and Selection, flowchart of

activities undertaken for recruitment data analysis of the survey and a list of suggestions and

recommendations for the company at the end of the entire study.


Recruitment and Selection Brief introduction of insurance

- What is insurance?- Different types of insurance- Need of life insurance- History of insurance sector in INDIA- Role of insurance in economic development

Company background

- About the company- Strategy- Board of Directors- Its organization structure

Major players in the life insurance industry in indiaMajor players in the life insurance industry in india

Insurance Products of Bharti AXA

Objective of the project

Research Methodology

Data Presentation, Analysis and Interpretation

Findings, Conclusion and Recommendation

Bibliography

Annexure


Recruitment and Selection

Recruitment and selection are two of the most important functions of personnel

management. Recruitment precedes selection and helps in selecting a right candidate.

Recruitment is a process to discover the sources of manpower to meet the requirement of the

staffing schedule and to employ effective measures for attracting that manpower in adequate

numbers to facilitate effective selection of efficient personnel.

Staffing is one basic function of management. All managers have responsibility of

staffing function by selecting the chief executive and even the foremen and supervisors have a

staffing responsibility when they select the rank and file workers. However, the personnel

manager and his personnel department is mainly concerned with the staffing function.

Every organisation needs to look after recruitment and selection in the initial period and

thereafter as and when additional manpower is required due to expansion and development of

business activities.

‘Right person for the right job’ is the basic principle in recruitment and selection. Ever

organisation should give attention to the selection of its manpower, especially its managers. The

operative manpower is equally important and essential for the orderly working of an enterprise.

Every business organisation/unit needs manpower for carrying different business activities

smoothly and efficiently and for this recruitment and selection of suitable candidates are

essential. Human resource management in an organisation will not be possible if unsuitable

persons are selected and employment in a business unit.


MEANING

RECRUITMENT

Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected.

A formal definition states, “It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected”. In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection.

In recruitment, information is collected from interested candidates. For this different source such as newspaper advertisement, employment exchanges, internal promotion, etc. are used.

In the recruitment, a pool of eligible and interested candidates is created for selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees

Definition:

According to EDWIN FLIPPO, “Recruitment is the process of searching for

prospective employees and stimulating them to apply for jobs in the

organization.”


Recruitment Process

SELECTION

Selection is defined as the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job.

Selection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job.

The difference between recruitment and selection:

Recruitment is identifying and encouraging prospective employees to apply for a job.

And Selection is selecting the right candidate from the pool of applicants.


Develop a Profile

Develop sources of recruitment

Approaching the Targeted recruits

Initial screening and Interviews

Reality check

Insurance industry

Insurance industry is a booming sector. The business of insurance is related to the protection of

the economic value of asset. Every asset has a value. The asset would have been created through

the efforts of the owner, in the expectation that, either through the income generated there from

or some other output, some of his needs would be met. There is a normally expected life time for

the asset during which time it is expected to perform. Insurance is a mechanism that helps to

reduce such as adverse consequences.

WHAT IS INSURANCE?

Basic aim of the insurance plan satisfies the following objectives:-

Protection of economic value of assets.

Mechanism to reduce impact of adverse events on value generating assets.

Types of insurance

Insurance is generally classified into three main categories:

1. Life Insurance.

2. Health Insurance.

3. General Insurance.

To get insurance an individual or an organization can approach to Insurance Company directly,

through Insurance agent of the concerned company or through intermediaries.


INSURANCE IN INDIA

The insurance sector in India has come a full circle from being an open competitive market to

nationalization and back to a liberalized market again. Tracing the development in the

insurance sector release the 360 degree turn witnessed over a period of almost two centuries.

A BRIEF HISTORY OF THE LIFE INSURANCE SECTOR

INSURANCE SECTOR REFORMS

In 1993, Malhotra committee, headed by former finance secretary and RBI governor R.N

Malhotra was formed to evaluate the Indian insurance industry and recommended its future

directions. The Malhotra committee was set up with the objective of complementing the

reforms initiated in the financial sector. The reforms were aimed at “creating a more efficient

and competitive financial system suitable for the requirements of the economy keeping in mind

the structural changes currently underway and recognizing that insurance is a important part of

overall financial system so it was necessary to address the need for similar reforms…”.In 1994,

the committee submitted the report and some of the key recommendation included:

I) STRUCTURE

Government’s stake in the insurance Companies to be brought down to 50%.

Government should take over the holding of GIC and its subsidiaries so that these

subsidiaries can act as Independent Corporation.

All the insurance companies should be given greater freedom to operate

II) COMPETITION

Private companies with a minimum paid up capital of Rs 1bn should be allowed to enter

the industry.

No Company should deal in both life and general insurance through a single entity.

Foreign companies may be allowed to enter the industry in collaboration with the

domestic companies.

Postal life insurance should be allowed to operate in the rural market.


Only one state level life insurance company should be allowed to operate in

each state.

III) REGULATORY BODY

The insurance act should be changed

An insurance regulatory body should be setup.

Controller of insurance “currently a part from the finance ministry”. Should be made

independent.

IV) INVESTMENTS

Mandatory investments of LIC life fund in government security to be reduced from 75%

to 50%.

GIC and its subsidiaries are not to hold more than 5%in any company (There current

holdings to be brought down to this level over a period of time).

V) CUSTOMER SERVICE

LIC should pay interest in delays in payments beyond 30 days.

Insurance company should be encouraged to setup unit linked pension plans.

Computerization of operations and updating of technologies to be carried out in the

insurance industry.

The committee emphasized that in order to improve the customer services and increase

the coverage of the insurance industry should be opened up to competition.

But at the same time, the committee felt the need to exercise caution as any failure on the

part of new players could ruin the public confidence in the industry. Hence, it was

decided to allow competition in a limited.

Opportunities in Insurance sector


The varieties of constraints put on it by its owner, viz the government, was both a

reason as well as an alibi for the under performance of the nationalized insurance sector. Now

that restrictive government policies are being given up and public sector units are being

empowered to make independent decisions, they should be more free to decide their own grown

path. it should also be possible for them to prove their potential strength by exploiting the

tremendous opportunities such as the following – substantial potential for growth; exploring

untapped niche areas; and forming limited joint ventures with suitable partners .Easy access to

developments in the more advanced markets provide further opportunities to upgrade their

working .Technological, financial or specific areas-based avenues of absorbing improved

systems are also now more easily available.

The expectation that private sector entrants would necessarily take time to secure a

foothold in the market was in itself an opportunity. In practice, Insurance undergone rapid and

massive changes in all aspects: product and services, sectoral structure, market segmentation,

competitive environment. It is believed that the information sharing has not taken its expected

shape in the insurance industry for the purposes of practices, research and education. However,

data is one of the most needed ingredients in the insurance business development as well as for

research and consultancy. There have been regular efforts by IRDA for collection and sharing of

the data and other information of public interest. The industry is facing problems in terms of data

review as parliament need to register this beforehand. We believe that progress of the industry

should not be constrained by any extraneous conditions in the interest of research and

development in the area.

Manpower India today released the Manpower Employment Outlook Survey for the first quarter

of 2008 revealing sustained positive hiring intentions of employers in India. India continues to

lead all 23 countries surveyed this quarter, with a positive overall Net Employment Outlook of

+27%. Even though this figure represents a decrease of 13 percentage points from the fourth

quarter of 2007, the employment outlook remains extremely healthy. For the first time since the

Survey was launched in India, the Finance, Insurance and Retail industry sector emerged as the

most optimistic sector for a quarter with a Net Employment Outlook of +32%, surpassing the

Services sector.


Privatization of insurance sector has allowed insurance companies to work in the

market by depositing 100 crore rupees in the reserve of government. This has encouraged many

overseas insurance companies, having a required amount in their reserve, to open their branch in

our country. Introduction of the sector has changed the employment pattern, but people must

know how to make profit from it. To be in the global market and have advantage of it, capital

and skill as per the demand and knowledge of market is the requirement. It is necessary that

institutions, which form a part of this financial system, have internal management, governance

and accountability structures, which measure up to the highest standards.

Threats in insurance sector

These opportunities will of course be accompanied by some threats in the competitive market,

and maybe of the following nature.

Private entrants are naturally targeting the more profitable and the more lucrative

segments, by providing better service, new products and flexibility .They are targeting the bigger

corporate and other clients in the well established metropolitan centers. These new entrants have

succeeded in eating into share of the existing entities. This share will increase substantially, if

not in the immediate future, but in the long run, if the existing incumbents do not radically alter

marketing structure and practices.

No doubt complaints have been voiced that the means followed by atleast some of them been

less than fair. Some of these may well be true, but such practices can produce only short term

gains .Ultimately, the services provided will decide whether the threat of losing the market share

will come true, and in a competitive market, mere complaining does not help.


THE INSURANCE REGULATORY AND DEVELOPMENT

AUTHORITY (IRDA)

Reforms in the insurance sector were initiated with the passage of the IRDA bill in parliament in

December 1999.The IRDA since it’s incorporation as a statuary body in April 2000 has

fastidiously stuck to its schedule of framing regulation and registering the private sector

insurance companies.

The other decisions taken simultaneously to provide the supporting systems to the insurance

sector and in particular the life insurance companies were the launch of IRDA’s online service

for issue and renewal of licenses to agents. The approval of institutions for imparting training to

agents has also insured that the insurance companies would have a trained workforce of trained

insurance agents in place to sell their products, which are expected to introduce by early next

year.

Since being setup as an independent statutory body the IRDA has put in a framework of globally

compatible regulations. In the private sector 13 life insurance and 9 general insurance companies

have been registered.

Composition of Authority under IRDA Act, 1999

As per the section 4 of IRDA Act' 1999, Insurance Regulatory and Development Authority

(IRDA, which was constituted by an act of parliament) specify the composition of

Authority. The Authority is a ten member team consisting of:-

(a) A Chairman

(b) five whole-time members

(c) four part-time members

(all appointed by the Government of India)


ROLE OF INSURANCE IN ECONOMIC DEVELOPMENT

Insurance directly or indirectly plays a vital role in the economic development of the country

through the following means:-

Life insurance is a major instrument in mobilizing the savings of the people. These

savings are channeled into investments for economic groups.

The strength of life insurance is in the fact that huge amounts are collected and pooled

together for the benefit of the policy holders.

The insurance company is in the role of fiduciary- that all decision be made for the

benefit of the community.


INTRODUCTION TO COMPANY

Bharti AXA Life Insurance Company Ltd.

Bharti AXA Life Insurance is a joint venture between Bharti, one of India’s leading

business groups with interests in telecom, agri business and retail, and AXA, world leader

in financial protection and wealth management. The joint venture company has a 74%

stake from Bharti and 26% stake of AXA.

The company launched national operations in December 2006. Today, it has over 5200

employees across over 12 states in the country. Our business philosophy is built around

the promise of making people "Life Confident".

As we expand our presence across the country to cater to your insurance and wealth

management needs with our product and service offerings, we continue to bring 'life

confidence' to customers spread across India. Whatever your plans in life, you can be

confident that Bharti AXA Life will offer the right financial solutions to help you achieve

them.

The Joint Venture BHARTI and AXA

BHARTI

Bharti Enterprises is one of India’s leading business groups with interests in telecom, agri

business, insurance and retail. Bharti has been a pioneering force in the telecom sector with

many firsts and innovations to its credit. Bharti Airtel Limited, a group company, is one of

India’s leading private sector providers of telecommunications services with an aggregate of 60

million customers, spanning mobile, fixed line, broadband and enterprise services. BhartiAirtel

was ranked amongst the best performing companies in the world in the Business Week IT 100

list 2007. Bharti Teletech is the country’s largest manufacturer and exporter of telephone

terminals. Bharti has a joint venture with ELRo Holdings India Ltd. – ‘FieldFresh Foods Pvt.

Ltd’ - for global distribution of fresh fruits and vegetables. Bharti also has a joint venture -


‘Bharti AXA Life Insurance Company Ltd.’ - with AXA, world leader in financial

protection and wealth management. Bharti has recently forayed into the retail business under a

company called Bharti Retail Pvt. Ltd. It also has a joint venture – ‘Bharti Wal-Mart Private

Limited’ – with Wal-Mart, for wholesale cash-and-carry and back-end supply chain management

operations.

AXA Group

AXA Group is a worldwide leader in Financial Protection. AXA's operations are diverse

geographically, with major operations in Western Europe, North America and the Asia/Pacific

area. AXA had Euro 1,315 billion in assets under management as of December 31, 2006. For full

year 2006, IFRS revenues amounted to Euro 79 billion, IFRS underlying earnings amounted to

Euro 4,010 million and IFRS adjusted earnings to Euro 5,140 million.

The AXA ordinary share is listed and trades under the symbol AXA on the Paris Stock

Exchange. The AXA American Depository Share is also listed on the NYSE under the ticker

symbol AXA.

Bharti AXA Life Insurance

Vision

To be a leader and the preferred company for financial protection and wealth management in

India.

Values

Professionalism

Innovation


Team Spirit

Pragmatism

Integrity

Professionalism:-A professional is a collegial discipline that regulates itself by means of

mandatory, systematic training. It has a base in a body of technical and specialized

knowledge that it both teaches and advances it sets and enforces its own standards and it

has a service rather than a profit orientation, enshrined in a code of ethics.

Innovation: -Innovation . . . is generally understood as the successful introduction of a

new thing or method . . . Innovation is the embodiment, combination, or synthesis of

knowledge in original, relevant, valued new products, processes, or services.

Team Spirit :-team spirit is the spirit of a group that makes the members want the group

to succeed

Pragmatism:-Pragmatism is the philosophy of considering practical consequences and

real effects to be vital components of meaning and truth.

Integrity: -Integrity is consistency of actions, values, methods, measures, principles,

expectations and outcome. As a holistic concept, it judges the quality of a system in terms

of its ability to achieve its own goals.


Strategy

To achieve a top 5 market position in India through a multi-distribution, multi-product

platform

To adapt AXA's best practice blueprints as a sound platform for profitable growth

To leverage Bharti's local knowledge, infrastructure and customer base

To deliver high levels of shareholder return

To build long term value with our business partners by enhancing the proposition to their

customers

To be the employer of choice to attract and retain the best talent in India


VALUE OF

BHARTI AXA LIFE

Professional

ism

Professional

ism

IntegrityIntegrityTeam SpiritTeam Spirit

Pragmatis

m

Pragmatis

m

InnovationInnovation

To be recognized as being close and qualified by our customers

MAJOR PLAYERS IN THE LIFE INSURANCE INDUSTRY IN INDIA MAJOR PLAYERS IN THE LIFE INSURANCE INDUSTRY IN INDIA

Life Insurance Corporation of India (LIC)

Life Insurance Corporation of India (LIC) was established on 1 September 1956 to spread the

message of life insurance in the country and mobilise people’s savings for nation-building

activities. LIC with its central office in Mumbai and seven zonal offices at Mumbai, Calcutta,

Delhi, Chennai, Hyderabad, Kanpur and Bhopal, operates through 100 divisional offices in

important cities and 2,048 branch offices. LIC has 5.59 lakh active agents spread over the

country.

The Corporation also transacts business abroad and has offices in Fiji, Mauritius and United

Kingdom. LIC is associated with joint ventures abroad in the field of insurance, namely, Ken-

India Assurance Company Limited, Nairobi; United Oriental Assurance Company Limited,

Kuala Lumpur; and Life Insurance Corporation (International), E.C. Bahrain. It has also entered

into an agreement with the Sun Life (UK) for marketing unit linked life insurance and pension

policies in U.K.

In 1995-96, LIC had a total income from premium and investments of $ 5 Billion while GIC

recorded a net premium of $ 1.3 Billion. During the last 15 years, LIC's income grew at a healthy

average of 10 per cent as against the industry's 6.7 per cent growth in the rest of Asia (3.4 per

cent in Europe, 1.4 per cent in the US).

LIC has even provided insurance cover to five million people living below the poverty

line, with 50 per cent subsidy in the premium rates. LIC's claims settlement ratio at 95

per cent and GIC's at 74 per cent are higher than that of global average of 40 per cent.

Compounded annual growth rate for Life insurance business has been 19.22 per cent per

annum


LIST OF LIFE INSURANCE COMPANY IN INDIA

Bajaj Allianz Life Insurance Company Limited

Birla Sun Life Insurance Co. Ltd

HDFC Standard Life Insurance Co. Ltd

ICICI Prudential Life Insurance Co. Ltd

ING Vysya Life Insurance Company Ltd.

Life Insurance Corporation of India

Max New York Life Insurance Co. Ltd

Met Life India Insurance Company Ltd.

Kotak Mahindra Old Mutual Life Insurance Limited

SBI Life Insurance Co. Ltd

Tata AIG Life Insurance Company Limited

Reliance Life Insurance Company Limited.

Aviva Life Insurance Company India Limited

Sahara India Life Insurance Co, Ltd.

Shriram Life Insurance Co, Ltd.

Bharti AXA Life Insurance Company Ltd.

Future Generali India Life Insurance Company Limited

IDBI Fortis Life Insurance Company Ltd.

Canara HSBC Oriental Bank of Commerce Life Insurance Company Ltd.

AegonReligare Life Insurance Company Limited

DLF Pramerica Life Insurance Company Limited

Star Union Dai-Ichi Life Insurance Company Limited


Insurance Products of Bharti AXA

Individual Plans :

Bharti AXA Life Guarantee Builder

A Unit Linked Guarantee Plan

Guarantee Builder provides you with a comfort factor on your investments and you can be sure that this comfort factor keeps building year-on-year. It's a solid investment plan that lets you achieve your long-term goals by investing in a mix of debt and equities, while providing a Guaranteed Maturity Value over 15 years. What's more, you need not worry about your family's security as it has a strong life insurance protection embedded.

Bharti AXA Life Bright Stars

A Unit Linked Child product.

Bharti AXA Life Bright Stars provides a launch pad for your child’s bright future. What else, You also have Jumpstart benefit which is paid out at maturity along with Policy Fund Value, which enables your child to explore more career options.

Bharti AXA Life Spot Suraksha

Spot Suraksha helps you create a pool of wealth to meet your long-term needs, with an added advantage of simplified buying process

Bharti AXA Dream Life Pension

A Unit Linked Pension Product

Dream Life Pension, Bharti AXA Life Insurance's unique pension product ensures that your retirement life is your Dream Life.

Live your Dreams! Be Life Confident.!

Bharti AXA Life AspireLife

Unit Linked Endowment Product.

Aspire Life helps you create a pool of wealth to meet your long-term needs, while also providing you adequate protection in case the need arises.


Bharti AXA Life InvestConfident

Unit Linked Single Premium Product.

You have always strived hard to achieve the best for you and your loved ones, so when it comes to making an investment decision, we know that you would expect the best from it too.

Bharti AXA Life WealthConfident

A unit-linked investment cum protection policy.

Your wealth, your status ensures that you get preferential status wherever you go. So why shouldn't your money get the same?

Bharti AXA Life FutureConfident

A unit-linked policy which offers comprehensive protection along with wealth creation in the long term.

Bharti AXA Life FutureConfident II

A unit-linked product which offers enhanced protection along with wealth creation in the long term.

Bharti AXA Life SaveConfident

Traditional money back insurance product for long term savings.

Your changing life stages decide your financial milestone planning. When you foresee intermittent financial requirements in the years to come, like regular expenses related to your child’s education, liquidity becomes a key aspect of your planning along with long term savings, and protection for your family.

Bharti AXA Life SecureConfident

A Long Term Life Insurance.

All of us desire to maximize the happiness for our family at all times, irrespective of the circumstances. The thought of unfortunate events befalling us may cause us anxiety about providing a secured happiness to our loved ones.


Group Plans :

Bharti AXA Life - CreditSecure

Bharti AXA Life CreditSecure is a group product, offering life insurance coverage to customers of financial institutions who have availed of a loan. CreditSecure is comprehensive solution that helps protect your customer’s assets and savings in the unfortunate event of death.

Bharti AXA Life - Sanjeevani

Sanjeevani is a single premium group term life insurance product, offering protection to your family.

Bharti AXA Life - Swasthya Sanjeevani

SwasthyaSanjeevani is a single premium group critical illness product, providing comprehensive protection against 6 critical illnesses.

Bharti AXA Life - Sanjeevani

Sanjeevani is a single premium group term life insurance product, offering protection to your family.

Bharti AXA Life Mortgage Credit Shield

Mortgage Credit Shield is a Group Product that provides coverage to people who have availed of a Mortgage\ Home loan\ Home equity loan from an Institution/Bank.

Bharti AXA Life Credit Shield

Credit Shield is a Group Product that provides coverage to people who have availed of a loan for 1 to 5 years from Group Policyholder.

Bharti AXA Life Life Shield

Life Shield is a single premium group term life insurance product.


OBJECTIVE OF THE PROJECT

How to recruit agents for Bharti-AXA Life Insurance Company.

To understand the process of recruitment and selection of agents in Bharti Axa Life Insurance

Company.

To identify various sources of Recruitment used by Bharti Axa and compare their effectiveness to

the organisation in terms of cost and value.

To critically evaluate the various products of Bharti Axa and their benefits to customers.

To know the level of awareness about Bharti Axa among people/job applicants.


Meaning of Recruitment

Finding the right people is a make-or-break factor for success in business today. Recruiting the top talent for a job takes time and you have to attract quality candidates who have the knowledge and skills needed to help your company grow.

The fact is, your success with recruitment depends on how well you prepare your job ad, and use source of recruitment, and your interviewing skills.

Prepare a job ad that works to start, you want to be sure that your potential candidate truly understands the job. The clearer you are with the task description, working conditions and advantages, the less time you will waste examining and rejecting applications

The essentials of any job description are:

A brief description of your company

Detailed outline of the tasks involved

Qualifications and experience required

Equipment and resources used to do the work

Skills required using them.

However, you should also include work benefits (e.g., vacation, travel and perks), general working conditions (e.g., scheduling, outside work) and the specific traits required (e.g., teambuilding and communications skills). Ultimately, you want to be perceived as an attractive employer in a competitive market.

Find the right recruitment vehicle choose the vehicle that best works for your company, depending on your budget and resources.

Word of mouth, or simply telling your employees, friends and colleagues about a job opening, is a less expensive strategy but generates fewer candidates. The advantage is that you already know something about your recruiters and their skills, knowledge and achievements. This is a preferred method with companies that have a finder's fee program for their employees.


Advertising is a toss of the dice. If it goes well, it can help you find ideal candidates in a regional, national, or international pool. If not, it's a costly investment yielding few results. Make sure to factor in the time it takes to go through a large number of resumes.

Employment agencies cost more but generally provide a good range of candidates. The employment advisors look at your needs, screen a number of candidates, and only send you the applications that meet your requirements. Bear in mind that the largest employment agencies do not necessarily offer the best choice of candidates. There are numerous agencies that specialize in recruitment in specific sectors.

Recruiting online such as monster.com, naukri.com & timesjob.com. These can provide inexpensive, worldwide access to employees. In fact, 65% of job seekers now have access to these types of services. Using the Internet for recruiting usually involves regular visits to specialized recruitment sites, joining newsgroups, and posting your job openings on recruitment sites, electronic publications and on your own Web site.


After recruitment the next part is selection of best candidates.

Make the interview deliverSince the purpose of an interview is to identify and verify the candidate's potential, it should be structured to bring out all the desired competencies and aptitudes. Remember that you have to decide between the candidates: you could create a point system or analysis grid for comparing their strengths and weaknesses.

Here are a few points to consider when structuring an interview:

Make a list in advance of the points for discussion and corresponding questions.

Present the candidates with a situation they could face on the job and ask them how they would react. This will enable you to evaluate the candidates' knowledge, skills and work methods.

Ask the candidates to describe some difficult situations encountered in previous jobs and to explain the way in which they were resolved. This will give you the chance to gauge the candidates' self-confidence, creativity and problem-solving skills.

Ask the candidates to describe a difficult situation involving colleagues and how it was resolved. This will enable you to test their aptitude for teamwork.

Ask the candidates about their ambitions and plans to ensure they fit your company profile.

Beware of asking questions about personal interests. They can get the interview off track or annoy people who want to keep their work and private lives separate.


Definition of Agent

According to section 182 of Indian contracts Act, an “agent” is a person employed to do any

act for another or to represent another in dealing with a third person. In the insurance industry,

the term “agent” is ordinarily applied to a person engaged by the insurer to procure new

business. The insurance Act definers and insurance agent as one who is licensed under Section

42 of that Act and is paid by way of commission or otherwise, in consideration of his

soliciting of procuring insurance business, including business relating to the continuance,

renewal or revival of policies of insurance. He is, for all purposes, an authorized salesman for

insurance and needs a license.

An agent is one who acts on behalf of another. The “another” on whose behalf the agent acts,

is called the principal in this case. The insurance company is the principal in this case. The

lawyer is the agent of the client, when he argues the case in court. An ambassador is an agent

of his country. The agent represents the principal and acts on his behalf. Some insurers

designate their agents as ‘advisers”,” consultants” etc. as if they are independent advisor or

consultant would not be appointed by an insurance company. He would be knowledgeable

enough as a person to be approached for advice or consultation. Some insurance agents may

acquire that status. All insurance agents should strive to attain that status.

Procedure for becoming an Agent

The insurance Act, 1938 lays down that an insurance agent must possess a licence under Section

42 of that Act. The licence is to be issued by the IRDA. The IRDA has authorized designated

persons, in each insurance company, to issue the licences on behalf of the IRDA.

In terms of the Insurance Act, a licences will not be given if the person is

(a) minor,


(b) found to be of unsound mind,

(c) found guilty of criminal misappropriation or criminal misappropriation or criminal

breach of trust or cheating or forgery or an abetment of or attempt to commit any such

offence

(d) found guilty of or knowingly participation in or conniving at any fraud, dishonesty or

misrepresentation against an insurer or an insured,

(e) not possessing the requisite qualifications and specified training,

(f) Found violating the code of conduct as specified in the regulations.

The Qualifications necessary before a licence can be given are that the person must be

(a) Not a minor.

(b) Have passed at least Graduation or equivalent examination, if he is to be appointed in a

place with a population of 5,000 or more.

(c) Have undergone practical training for at least 50 hours in life or general insurance

business, as the case may be, form an institution, approved and notified by the IRDA. IN

the case of a person wanting to become a composite insurance agent, the applicant

should have completed at least 75 hours practical training in life and general insurance

business, which may be spread over six to eight weeks.

(d) Have passed the pre-recruitment examination conducted by the insurance institute of

India or any other examination body authorized by the IRDA.

The licence once issued, can be cancelled whenever the person acquires a disqualification.

Applications for renewal have to make at least thirty days before the expiry of the licence, along

either the renewal fee of Rs.250. If the application is not made at least thirty days before the

expiry, but is made before the date of expiry of licence, an additional fee of Rs.100 is payable . If

the application is made after the date of expiry, it would be normally being refused.

Prior to renewal of the licence, the agent should have completed at least 25 hours practical

training in life or general insurance business or at least 50 hours practical training in life and

general insurance business in the case of a composite insurance agent.


Insures who select agents for appointment, make arrangements for training, for

appearing in the prescribed examinations, and obtaining the licence.

FUNCTION OF AN AGENT

Understanding the prospect’s needs and persuade him to buy a plan of life insurance that

suits his interests best.

Complete the formalities:- paper work, medical examination, which are necessary to get

the policy expeditiously.

Keep in touch to ensure that changing circumstances are reflected in the arrangements

relating to premium payments, nomination and other necessary alterations.

Facilitate quick settlement of claims.

Be totally honest with both the prospect and the insurer.

Not to induce prospects to submit wrong information.

Career with Bharti AXA

Opportunity to earn unlimited income. Career Growth. Be your own boss. High quality training & Support to improve productivity. Compensation amongst the best. Club member benefits. Payout structured to facilitate your cash flows better. Best in class & competitive products. Pension for life.


Recruitment Process


Develop a Profile

Develop sources of recruitment

Approaching the Targeted recruits

Initial screening and Interviews

Reality check



CONSULTANCY

PROMOTIONS

JOB PORTALSRETIRED EMPLOYEES

TRANSFERS

EMPLOYEE REFERRAL

WALK IN


1) INTERNAL 2) EXTERNAL

INTERNAL SOURCES OF RECRUITMENT

Internal Recruitment is a recruitment which takes place within the concern or organization. Internal sources of recruitment are readily available to an organization. Internal sources are primarily three – Transfers, promotions and Re-employment of ex-employees. Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also.

1. TRANSFERS

The employees are transferred from one department to another according to their efficiency and experience.

2. PROMOTIONS

The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience.

3. UPGRADING & DEMOTIONS

Upgrading and Demotion of present employees according to their performance.

4. RETIRED & RETRENCHED EMPLOYEES

Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment of such people saves time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures.

5. DEPENDENTS AND RELATIVES OF DECEASED EMPLOYEES


http://recruitment.naukrihub.com/

The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.

EXTERNAL SOURCES OF RECRUITMENT

External recruitment seeks applicants for positions from sources outside the company. The various external sources include:

1. PLACEMENT AGENCIES

Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing)

2. EMPLOYEE REFERRAL/RECOMMENDATION

Many organizations have structured system where the current employees of the organisation can refer their friends and relatives for some position in their organisation. Also, the office bearers of trade unions are often aware of the suitability of candidates. Recruitment Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union.

3. WALK-IN, WRITE-INS & TALK-INS

Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organisation.

4. EDUCATIONAL INSTITUTES

Various management institutes, engineering colleges etc. are a good source of recruiting well qualified executives, engineers etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment.

5. JOB PORTALS

With the advent of the Internet, searching for candidates has acquired a whole new dimension. Web portals dedicated to finding jobs have been setup. The candidates key in their details and post their resumes. Employers have to just browse through these resumes or use the site search engine to list out people with specific skills. Bharti Axa mostly uses timesjob.com for recruiting candidates.


http://recruitment.naukrihub.com/recruitment-management-system.html

http://recruitment.naukrihub.com/

6. CANDIDATE CALLING

A call is made directly to the concerned candidate and after that they are asked whether they have any work experience or not. After knowing whether a candidate is fresher or experienced an interview call is offered to him/her accordingly for various posts such as F.E, F.O & M.O.A.

FINDINGS

One thing which I observed when I was under training that Bharti Axa depends heavily on Recruitment Agencies i.e Consultancies for the recruitment of candidates. Consultancies contribute maximum percentage of share in recruiting candidates. A call is made from the company side to an individual working in a consultancy then he/she is asked for the line-up for that particular day.

If a candidate is selected through a consultancy then that particular consultancy gets a fixed amount of money. In case of Financial Executive, consultancy gets Rs 7,500 and in the case of Financial Officer it gets Rs 10,000.

A consultant acts as a very important external source of recruitment providing Candidates who will be future employees of the organisation and will help it in establishment and growth. They do primary screening of candidates as they are well aware of the requirements of the client companies thereby saving time.

Generally, maximum footfall is on monday and least on saturday of every week.

Here it can be seen clearly that Consultant is the most effective source of recruitment in Bharti Axa. It is one of the most expensive source but still


CONSULTANCY:- 64%, 105

JOB PORTALS:- 22%, 36

WALK INS:- 7%, 11

EMPLOYEE REFERRAL:- 3%,4

OTHERS:- 4%, 7

TOTAL CANDIDATES = 163

Bharti Axa rely heavily on consultancies for the recruitment of agents.

o Meaning of methodologyo Sample,o Types of datao Data collection method

REASEARCH METHDOLOGY

Data Collection Method

Data was collected by Primary as well as Secondary method.

Primary Data Sources

Primary data was collected through a well structured questionnaire designed separately for

candidates. A pilot survey was conducted to test the utility of the questionnaire and necessary

changes being made.

Questionnaire Designed: Questionnaire was used for the survey.

Secondary Data Sources


The secondary data was collected from the company manuals, handbooks, and

management books and are edited to suite the purpose.

RESEARCH DESIGN

Exploratory type of research designs adopted because sources of information are relatively few

and the purpose is merely to find and to understand the possible actions. The major purposes of

exploratory study are:

Identification of problem

The precise formulation of problems including the identification of variables

Formulation of alternative course of action

An exploratory research is often the first in the series of projects that culminates in one

concerned with the drawing of inferences that are used as a basis of monetary action. Exploratory

study is often used as an introductory phase of a larger study and results are used in developing

specific technique for larger study. Of the study the relevant questionnaire was prepared and

circulated among a stratified sample of 50 employees of BHARTI AXA LIFE INSURANCE

COMPANY LTD.. This questionnaire formed the basis for the views on each of the points raised

in the questionnaire. The data thus obtained formed the basis of information regarding the

existing recruitment and selection processes at BHARTI AXA LIFE INSURANCE COMPANY

LTD. and the same is analyzed and interference is drawn regarding the various aspects of

recruitment and the entire process of selection at BHARTI AXA LIFE INSURANCE

COMPANY LTD.


Analysis 1

Age of respondents: The following is the distribution of age of the respondents

Age <25 Years 25-30 years 31-40 years >40 years

Numbers of Individual

4 73 45 27

47.3% of the total sample size comes from 20-25 age groups

Where individual less than 20 and more than 35years is 11.4%


Interpretation: The majority of interest during the survey was shown from the age group 20-25 years

Analysis 2: Number of years stayed in Pune

No. of years present

<3 years 3-5 years 6-10 years 10-20 years >20 years

No. of individual

41 44 18 26 33

The people belonging from 3-5 years presence in Pune mainly come from student community

Whereas 6-10 years and 11-20 years of presence in Pune were the most perfect candidate for insurance company.

Interpretation: Though the interest was shown by candidates belonging to 3-5 years of presence in Pune but the majority conversion rate was from people coming from 6-20 years of bracket.


Analysis 3: Occupation of individuals surveyed

Govt. Employee Pvt. Employee Students Unemployed Housewife

17 86 50 06 04

Here in this chart it shows that maximum numbers of people surveyed come from Private Company background and student community.

Interpretation: Sample which has been surveyed is dominated by younger individual like

student and recently joined private employee.

Analysis 4: Qualification of individuals

Qualification 10th or below Intermediate Graduate P.G.

No. of individual 18 15 80 50


Interpretation :- The majority people surveyed came from graduate and post graduate

groups and they fulfils our requirement.

Analysis 5: Biggest concern for future

Career Income Job

50 64 49


Interpretation:- Though all the three choices were equally preferred but the

income was most preferred.

Analysis 6: Were they prepared for their future planning

Result YES NO

No. of individual 77 86

Interpretation: - It shows that majority of them were still having no planning for future.

Analysis 7: Interested for extra income

RESULT YES NO

NO. OF INDIVIDUAL 116 46


Interpretation: - A very high response was shown for earning extra income. The people

who were interested for more income were the one who show more interest towards

insurance.

Analysis 8: Preferred amount as extra income by different people.

Result 0k-5k 5k-10k 10k-20k >20k No Answer

No. of individual

28 51 29 7 48


Interpretation: -Most people needed around 5-10 thousand in the form of extra income.

Analysis 9: Interested for part time or full time

Full Time Part Time

77 86

Interpretation: - Though it is an equal distribution but majority people wanted to work as part time employee in insurance.


Analysis 10: Awareness of Bharti AXA in Pune market.

Region EAST WEST NORTH SOUTH CENTRAL INSTITTUTION

YES 20 18 21 7 20 14

NO 10 12 9 13 10 9

TOTAL 30 30 30 20 30 23


TESTING (CHI- SQUARE TEST)

Region EAST WEST NORTH SOUTH CENTRAL INSTITTUTION TOTAL

YES 20 18 21 7 20 14 100

NO 10 12 9 13 10 9 63

TOTAL 30 30 30 20 30 23 163

NULL HYPHOTHESIS: THERE IS BRAND AWARENESS OF BHARTI AXA IN Pune MARKET .

HERE, DEGREE OF FREEDOM = (NUMBER OF ROW-1)*(NUMBER OF COLUMS – 1)

= (2-1) * (6-1)

=1*5=5 DEGREE OF FREEDOM

AND LEVEL OF SIGNIFICANT IS=0.01

SO, THE TABULATED VALUE AT 5 DEGREE OF FREEDOM AND 0.1 LEVEL OF SIGNIFICANT IS 15.086


FROM THE ABOVE CALCULATION WE FIND THE CALCULATED VALUE IS=7.74354038

CONCLUSION: -As the calculated value is less than the tabulated value, we can conclude that our null hypothesis is accepted.

So, we came to know from above calculation that there is a good brand awareness of BHARTI AXA

LIFE INSURANCE COMPANY.

FINDINGS


OBSERVEDVALUE(O)

EXPECTED VALUE(E) O-E (O-E)² (O-E)²/E

20 18.40490798 1.595092025 2.544318567 0.138241309

10 11.59509202 -1.595092025 2.544318567 0.219430649

18 18.40490798 -0.404907975 0.163950469 0.008907975

12 11.59509202 0.404907975 0.163950469 0.014139644

21 18.40490798 2.595092025 6.734502616 0.365907975

9 11.59509202 -2.595092025 6.734502616 0.58080631

7 12.26993865 -5.26993865 27.77225338 2.26343865

13 7.73006135 5.26993865 27.77225338 3.592759762

20 18.40490798 1.595092025 2.544318567 0.138241309

10 11.59509202 -1.595092025 2.544318567 0.219430649

14 14.11042945 -0.110429448 0.012194663 0.00086423

9 8.889570552 0.110429448 0.012194663 0.001371794

Σ(O-E)²/E= 7.543540258

The findings are based on the survey undertaken and interview of individuals for the procurement of life advisors.

The major findings are:

1. The Individuals finally selected as Life advisors constitute 1.23% of Sample size.

2. 1.840% of the individuals who wanted to make extra money could finally be selected for the Job.

3. Recruitment Agencies are the most effective source of recruitment for Bharti Axa.CONCLUSION


Total number of Individuals surveyed -163

Among the individuals surveyed, the individuals who were willing to make

extra money-116

Among the individuals who were willing to make extra

money, those with Q score greater than 3- 43

Among the Individuals with scores > than

Q3, those interviewed- 19

Individuals selected for

IRDA training 5

3Finally selected Life advisors

As we know that 7.5% of the peoples are insured that means rest 92.5% of the

people are still living without insured. It means insurance industry is still in growth stage. But

when we go to recruit life advisors of Bharti AXA most of the people did not agree because their

view was that nobody is ready to invest in insurance. It is totally wrong perception of some of

the people. One important question arises in my mind is that if more than 90% of the Indian

People are not insured so why people are not interested to be an advisors? The reason is that 70%

of the people of India are living in rural areas and the awareness of private insurance company in

rural market is very poor. But, it was found that the questionnaire and interview questions,

employee manual were sufficient to obtain the information required to analyze the process of

requirement within the organization. It has been found that the organization has a sound

understanding of what process need to be used in order to achieve effective recruitment of

Life advisors. In addition to this, there are several recommendations for the organization.

For any firm to be successful the main objectives should be:

Sustainable long-term growth,

Stable income and

Asset preservation;

Need to emphasize quality and diversification in both equity and fixed income asset

classes.

Focus should be on long-term consistent investment performance.

Emphasis towards training and enhancing skills of recruiters needs to be more.

Invest more in current staff than in Recruitment:

Conduct internal audit.

Be Creative

Understand and manage salary:

.

The general perception of life insurance has to change in India before progress is made in

this field.

RECOMMENDATION


1: In the 4 years of existence in the market it has created a sensation by introducing its most

profitable Unit-Linked Plans and products. The insurer needs to concentrate to make its products

and company much more aware among the public to change the mindset of the people and attract

them towards insurance sector. This can make the recruitment of the potential advisors very well.

To create the awareness among the people, the following methods could be adopted:

It needs to conduct awareness programmers, campaigns and publish news about

the company, products and attributes to position it in the customer’s mind. The company

should timely communicate through media to make the relationship stronger.

Another way of creating awareness about the presence of insurer is by placing

hoardings and posters in the traffic areas and market complexes to attract the attention of

the people.

The awareness through the Television is another medium. Though it advertises its

product but it should forecast itself on the channel which the maximum of people use or

advertising through regional channels.

More awareness can be created by establishing more branch and subsidiaries in

the urban as well as rural areas. It can create much more awareness among the common

people also.

The above discussed methods could be helpful to create awareness and thus can attract more

people to be its customers as well as to be a good life advisor. But for this the recruitment

standard and the recruitment policy should be a good one.

2: The strict training schedule should be made flexible. For a person who is Q4 or Q5 on

score it is difficult for him/ her to be able to come for training especially in case when he/ she

is already working.


3: The incentive system should be more attractive to motivate more and more

people for becoming Life Advisors.

4: There is need to have in place a properly managed performance appraisal system even for

life advisors that would contribute to effective retention of personnel.

5: The organization should use E- Recruitment in the process of recruiting life advisors. It is

the use of technology to assist the recruitment process. They advertise job vacancies through

worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e

mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which

can be drawn by prospective employers depending upon their requirements.

6: The organization should use POACHING/Reading methods of recruitment. It means

employing a competent and experienced person already working with another reputed

company in the same or different industry; the organization might be a competitor in the

industry.

Bharti AXA life insurance has innovative Unit Linked Plans with more flexible options

which differentiates it from other insurer. But due to the lack of awareness it does not penetrate

easily into the market. To ensure success at the local and national level, it is vital to create

awareness about its product and the benefits provided by the respective products. Hence the

above recommendations would help the company to create the awareness. This will bring the

company higher visibility, and that will bring more success to the company.


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http://recruitment.naukrihub.com/recent-trends.html

BIBLIOGRAPHY

Kotler, P.(2006), “Marketing Management”, 12th edition New Delhi: Pearson Publishers Ltd.,pg-148-167

Cooper D.R., “Business Research Methods”, Tata McGraw Hill, New Delhi, 2006,pg-143-147

Kothari,C.R(2004), “Research Methodology”, 2nd edition: New Age international Publishers,pg-95,152.

Arrow K. (1963), "Uncertainty and the Welfare Economics of Medical Care", American Economic Review, 53(5):941-973

Dionne (1984), "Search and Insurance", International Economic Review, Vol 25(2), 357-367

Broachers of Bharti AXA products.

WEBSITES

www.irdaindia.org www.bharti-axalife.com www.wikipedia.org www.ibef.org(Indian brand equity forum) www.selling-well.com www.insureme.com www.advisortoday.com www.unlockthegame.com

\


Questionnaires

DATA

QUESTIONNAIRE


NAME:_______________________________

ADDRESS:_______________________________________________________________________

YOUR PRESENT IN CITY:__________________

MARRED: YES______ NO__________

QUALIFICATION____________OCCUPATION________

1. DO YOU KNOW BHARTIAIRTEL :- YES: NO:

2. WHICH IS BIGGEST CONCERN OF YOUR FUTURE? JOB:_______CAREER:________INCOME:___________

3. HAVE YOU MADE ANY PROVISION? YES:____NO::____

4. ARE YOU INTERESTED TO EARN EXTRA INCOME YES:_____NO:_______AND HOW

MUCH_____________

5. ARE YOU INTERESTED FOR PART TIME:______________FULL TIME:_______________

6. DO YOU WANT TO WORK UNDER BHARTI GROUP OF COMPANY? YES:__________NO:_____________

7. DO YOU KNOW BHARTI AXA LIFE INSURANCE COMPANY? YES:____________NO:_____________

8. DO YOU WANT TO WORK IN BHARTI AXA LIFE INSURANCE COMPANY? YES:_________NO:___________

CONTACT NUMBER:_________________________


DATA

EASTERN PUNE

K.PATRA 3 N BA 23 CAREER Y STUDENT Y 6-7K part Y

D. KHUNTIA 2 N BA 22 JOB Y STUDENT N - F Y

D.MOHANTY 4 N B.COM 24 INCOME Y UNEMPLOYED Y 5-6K F N

S.PRADHAN 4 N MBA 25 JOB N PVT EMP. N 5-6K F Y

S.RATH 2 Y BSC 28 INCOME Y PVT EMP. N - F Y

B.KHUNTIA 25 N B.COM 26 JOB Y PVT EMP. Y - part Y

P.BIDDHAR 5 N BSC 27 CAREER Y PVT EMP. Y 5-6K part Y

S.NAYAK 3 N MA 24 JOB Y STUDENT Y 5K part N

R.GHOSH 4 N MA 25 JOB Y PVT EMP. Y 3K part Y

S.MISHRA 2 N MA 23 JOB Y STUDENT Y 5K part Y

P.SAHOO 23 N MBA 25 CAREER Y STUDENT Y - part Y

S.SAHOO 15 N B.COM 23 JOB N STUDENT Y 15K FULL N

S.SULAMAN 3 N BA 24 CAREER N STUDENT N - FULL Y

P.NAYAK 46 Y BSC 46 INCOME Y GOVT.EMP. N - FULL Y

A.KUMAR 23 N B.COM 24 CAREER N STUDENT N - FULL Y

S.PADHI 5 N BA 23 INCOME Y STUDENT Y 15K FULL Y

M.PANDA 5 Y IA 28 JOB N PVT EMP. Y 10K FULL Y

G.BEHERA 4 N MA 24 JOB Y STUDENT N - FULL Y

S.DAS 11 N BA 27 CAREER Y PVT EMP. N - FULL Y

P.PARIDA 15 Y LLB 32 INCOME Y PVT EMP. Y 15K part N

L.PATEL 1 Y IA 32 CAREER Y PVT EMP. Y 5K part N

S.MAJHI 25 N IA 26 INCOME N PVT EMP. Y 6K part N

A.BEHERA 22 Y 8TH 25 INCOME N GOVT.EMP. N - FULL Y

M.TADDU 6 Y BA 35 JOB N GOVT.EMP. Y 10K part Y


J.SING 20 Y BSC 38 INCOME N GOVT.EMP. Y10K part N

G.MOHANTY 8 N BA 25 JOB N PVT EMP. Y 4K part N

S.TRIPATHY 20 Y MA 40 CAREER N PVT EMP. N - FULL N

S.ROUT 8 Y MA 35 INCOME Y PVT EMP. Y 10K part Y

K.GOYAL 24 N B.COM 24 INCOME Y PVT EMP. N - FULL Y

A.BALA 10 N IA 32 INCOME N UNEMPLOYED Y 15K FULL N

WESTERN PUNE

S.SWAROOP 2 N B.TECH 25 JOB N PVT EMP. Y 20K part Y

D.PANDA 2 N BA 26 INCOME N PVT EMP. Y 5K part Y

P.SAHOO 30 N BA 30 INCOME Y PVT EMP. Y 10K FULL N

B.BARIK 20 N BA 25 INCOME N PVT EMP. Y 10K part Y

S.SWAIN 7 N IA 27 INCOME N UNEMPLOYED Y 5K part N

K.SAHOO 2 N MBA 26 CAREER N GOVT.EMP. Y 8K part Y

S.SAHOO 4 N MBA 22 CAREER Y STUDENT Y 20K part Y

B.SWAIN 1 N BA 26 JOB N PVT EMP. N - FULL N

M.DAS 30 Y 10TH 34 CAREER N PVT EMP. N - FULL N

A.DAS 2 Y IA 38 INCOME N PVT EMP. Y 10K part N

M.BEHERA 1 N MA 23 JOB Y PVT EMP. N - FULL Y

T.SING 2 N MBBS 25 CAREER Y STUDENT N - FULL N

R.RATH 4 N B.COM 25 INCOME N PVT EMP. N - FULL Y

A.ROUT 30 Y BA 30 JOB N PVT EMP. Y 5K part Y

R.ROT 25 N MCA 25 JOB Y STUDENT Y 5K part N

S.KAR 2 Y IA 29 JOB Y PVT EMP. Y 10K part Y

S.HARICHA 5 N MBA 25 JOB Y PVT EMP. Y 5K part Y


R.TRIVEDY 1 N MCA 28 JOB Y PVT EMP. Y 10K part N

R.PRADHAN 20 Y 10TH 45 JOB N PVT EMP. Y 10K part Y

M.RATH 4 N MCA 23 CAREER N STUDENT Y 10K FULL Y

RATAN 2 N BCA 22 JOB Y STUDENT Y 10K FULL N

P.DAS 25 N MBA 25 JOB Y STUDENT Y 5K part Y

R.PANDA 15 Y 10TH 35 JOB Y PVT EMP. Y 5K part Y

I.KHAN 25 Y BA 26 INCOME Y PVT EMP. N - FULL N

D.RANA 20 N BA 28 JOB N PVT EMP. Y 10K part Y

U.GAMANGO 4 N MA 26 CAREER N STUDENT N - FULL Y

S.JENA 2 N B.COM 24 JOB Y STUDENT N - FULL N

A.SAHOO 12 N B.TECH 27 CAREER Y PVT EMP. Y 5K part Y

S.SAHOO 5 N MBA 26 JOB Y UNEMPLOYED Y 20K FULL Y

R.KUMARI 10 Y BA 32 JOB N HOUSEWIFE Y 10K FULL N

NORTHE PUNE

DILIP 4 N B.COM 24 CAREER N STUDENT Y 10K part Y

P.ROUTRAY 3 N B.COM 23 CAREER N STUDENT Y 10K part Y

C.SAHOO 4 Y 10TH 30 INCOME N PVT EMP. Y 10K part N

D.MOHANTY 25 N MBA 24 CAREER N STUDENT Y 60K FULL Y

RASHMI 6 Y 10TH 24 INCOME N HOUSEWIFE Y 5K part Y

L.PATRA 7 N CS 26 INCOME Y PVT EMP. N - FULL Y

R.SHARMA 4 N B.COM 25 INCOME Y PVT EMP. Y 25K FULL Y


N.SAHOO 5 N MBA 25 INCOME Y PVT EMP. Y 20K FULLN

P.MOHANTY 1 Y 10TH 32 INCOME N PVT EMP. Y 10K part Y

S.MOHANTUY 1 N MA 24 JOB N STUDENT Y 10K FULL Y

P.DADTIYA 9 N MA 26 INCOME Y PVT EMP. Y 50K part Y

M.YADAV 8 Y IA 35 CAREER Y PVT EMP. Y 20K part Y

D.SAHOO 2 N MBBS 23 INCOME Y STUDENT Y 10K part Y

B.NAYAK 20 N B.TECH 27 CAREER Y PVT EMP. Y 5K FULL N

T.SING 10 Y BA 34 CAREER Y GOVT.EMP. Y 50K part Y

G.DAS 40 Y 10TH 40 INCOME Y GOVT.EMP. Y 10K part Y

A.SAHOO 15 Y B.COM 36 CAREER N PVT EMP. Y 50K part N

R.BEHERA 10 Y BA 38 JOB Y PVT EMP. Y 30K part Y

A.BEHERA 7 N BA 25 INCOME N PVT EMP. N - FULL Y

M.SAHOO 15 Y 10TH 32 CAREER N PVT EMP. N - FULL Y

C.ROUTRAY 12 Y BA 30 INCOME Y GOVT.EMP. Y 10K FULL N

A.PANDA 8 Y MA 36 CAREER N PVT EMP. N - FULL Y

P.BEHERA 1 N IA 26 CAREER Y GOVT.EMP. Y 10K part N

P.SWAIN 14 Y IA 29 INCOME Y PVT EMP. N - FULL N

G.SADANGI 1 N BSC 25 JOB N STUDENT Y 6K part Y

S.MAJIT ALI 2 Y IA 34 CAREER N PVT EMP. N - FULL Y

P.MOHAPATRA 3 N BSC 23 CAREER N STUDENT Y 10K FULL N

P.MOHAPATRA 2 N BSC 24 INCOME Y STUDENT N - FULL N

R.MOHANTY 5 N B.TECH 25 CAREER Y STUDENT Y 20K FULL Y

R.SAHOO 1 N B.COM 23 INCOME Y STUDENT Y 5K FULL Y

SOUTHERN PUNE

D.PADHI 21 N BA 23 INCOME Y PVT EMP. N - FULL N


R.ROUTRAY 35 Y IA 37 JOB N GOVT.EMP. Y 10K part Y

S.MOHALA 20 N BA 25 JOB N STUDENT Y 15K FULL N

A.DAS 1 N BA 24 JOB N STUDENT Y 3K part Y

B.BEHERA 1 N BA 24 JOB N STUDENT Y 3K part N

S.SWAIN 22 Y 10TH 32 INCOME N PVT EMP. Y 10K part N

SUBHENDU 5 Y BA 30 CAREER N PVT EMP. N - FULL N

P.PATRA 2 Y BA 32 INCOME N PVT EMP. Y 20K part N

MD KHAN 26 Y 10TH 37 INCOME Y PVT EMP. Y 15K part Y

P.PANDA 4 N 10TH 25 INCOME N PVT EMP. N - part N

N.KHAN 15 Y BA 38 INCOME Y PVT EMP. Y 10K part Y

A.MOHAPATRA 5 N MBA 27 INCOME Y PVT EMP. Y 15K part Y

A.NAYAK 25 Y 10TH 29 INCOME N PVT EMP. Y 10K FULL N

D.SAHOO 24 Y 10TH 34 INCOME N GOVT.EMP. Y 20K part N

N.BHARTI 4 Y MA 31 JOB Y PVT EMP. Y 20K part N

D.KANUNGO 35 Y BA 35 INCOME N PVT EMP. Y 10K part Y

K.MURMU 22 Y BA 31 INCOME N GOVT.EMP. N - FULL N

P.KAR 15 Y BSC 37 JOB Y PVT EMP. Y 7K part N

P.SUBUDHI 3 Y LLB 32 JOB Y GOVT.EMP. Y 75K part N

A.SAHOO 1 Y 10TH 25 INCOME N PVT EMP. Y 5K part Y

CENTRAL PUNE

R.PRADHAN 5 N BSC 26 CAREER Y PVT EMP. Y 20K part Y

P.PRADHAN 3 N MBA 24 CAREER N PVT EMP. Y 15K FULL Y

R.SWAIN 5 N BA 22 JOB N STUDENT Y 10K FULL N

S.PANDA 3 N BCA 24 JOB N STUDENT Y 5K part N


S.PANDA 6 N MBA 24 CAREER N PVT EMP. Y 5Kpart N

P.MOHARANA 3 N BSC 25 INCOME N PVT EMP. Y 10K part Y

P.PUHAN 15 Y MSC 32 CAREER Y PVT EMP. Y - FULL Y

S.JENA 25 N MBA 25 INCOME N STUDENT Y 15K FULL Y

P.MOHAPATRA 1 N MBA 25 INCOME N STUDENT Y 15K part Y

J.MOHAPATRA 25 Y MBA 25 JOB Y HOUSEWIFE N - FULL Y

A.SHARMA 26 N MCA 26 JOB N PVT EMP. Y 15K part Y

P.PRADHAN 18 N MA 26 CAREER N PVT EMP. N - FULL Y

A.RATH 0 N MA 24 INCOME N STUDENT N - FULL Y

B.SAHOO 4 N BA 25 CAREER N STUDENT N - FULL Y

S.PRUSTI 2 N BA 26 INCOME N PVT EMP. N - FULL Y

S.SWAIN 1 N B.COM 23 INCOME N STUDENT Y 16K FULL Y

J.DAS 0 N MA 25 INCOME N STUDENT Y 4K part Y

S.SWAIN 5 N BA 23 INCOME N STUDENT N 6K part Y

J.MOHAPATRA 10 N B.COM 23 CAREER Y STUDENT Y 10K part Y

S.BHANJA 15 N MBA 25 JOB N STUDENT N - FULL N

R.NANDA 25 Y BA 32 JOB Y GOVT.EMP. N - FULL Y

M.PATI 5 N BA 22 CAREER Y STUDENT Y 5K FULL Y

L.PARIDA 11 Y MCA 29 INCOME Y PVT EMP. Y 5K part N

D.PRAHARAJ 23 Y MA 26 CAREER N HOUSEWIFE Y 4K part N

A.SATPATHY 5 N LLB 26 CAREER Y PVT EMP. Y 10K part N

B.JENA 0 N MBA 27 CAREER Y PVT EMP. Y 10K FULL Y

A.PANDA 3 N IA 19 CAREER N STUDENT Y 5K part N

T.DAS 19 N IA 19 CAREER N STUDENT Y 5K part N

S.PATRA 3 N B.COM 23 INCOME N STUDENT Y 6K part N

P.SAHOO 3 Y MBA 28 CAREER Y PVT EMP. Y 10K part Y


INSTITUTION IN PUNE

B.DAS 17 Y BA 31 INCOME Y PVT EMP. Y 20K part Y

P.ROUT 30 Y B.COM 30 INCOME Y PVT EMP. Y 10K part Y

A.SAHOO 25 N 10TH 25 CAREER N UNEMPLOYED N - FULL N

G.NAYAK 23 N MCA 23 CAREER N STUDENT Y 5K part N

P.NAYAK 2 Y B.TECH 26 CAREER N GOVT.EMP. Y 10K part N

L.SWAIN 30 N BA 30 INCOME N PVT EMP. Y 9K part Y

C.SWAIN 7 N MBA 16 CAREER Y PVT EMP. N - FULL Y

S.OJHA 1 Y MBA 29 INCOME Y PVT EMP. Y 20K part Y

C.PRADHAN 3 N 10TH 20 JOB N STUDENT N - FULL N

M.SENAPATY 5 N B.TECH 28 CAREER N PVT EMP. Y 10K part Y

C.PRADHAN 1 Y 10TH 30 INCOME N PVT EMP. Y 20K part N

A.SAHOO 15 Y B.TECH 36 INCOME Y PVT EMP. N - FULL N

D.NAYAK 10 N MBA 25 CAREER N PVT EMP. N - FULL Y

B.BHANJA 1 N BA 23 CAREER Y PVT EMP. Y 10K part Y

H.PATRA 2 N BSC 24 JOB Y STUDENT N - FULL N

S.BEHERA 4 N BA 24 JOB Y STUDENT N - FULL Y

V.MALLIK 5 Y BA 34 INCOME N GOVT.EMP. Y 20K FULL Y

M.MISHRA 1 Y BA 32 JOB Y PVT EMP. Y 15K FULL N

R.SAHOO 1 N BA 21 INCOME N PVT EMP. Y 20K FULL Y

K.NAYAK 0 Y IA 32 JOB Y GOVT.EMP. N - FULL y

B.ROUT 28 N BSC 28 INCOME N PVT EMP. N - FULL N

J.MOHAPATRA 20 N B.TECH 24 JOB Y UNEMPLOYED Y 10K FULL Y


S.PARIDA 5 Y BA 32 INCOME N PVT EMP. Y 15K partY

Colum 1-Name

Colum 2-No. of years stayed in Pune.

Colum 3-Married or not

Colum 4-Qualification

Colum 5-Age

Colum 6-Biggest concern for future

Colum 7-Provision for future concern

Colum 8-Present profession

Colum 9-Interested for extra income or not

Colum 10-Preferance amount of extra income

Colum 11-Interested for part time or full time job

Colum 12-Knowledge about Bharti AXA


RECRUITMENT & SELECTION OF LIFE ADVISORS IN BHARTI-AXA LIFE INSURANCE COMPANY

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Transcript of RECRUITMENT & SELECTION OF LIFE ADVISORS IN BHARTI-AXA LIFE INSURANCE COMPANY