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    A DISSERTATION REPORT ON

    AN ANALYTICAL STUDY OF RECRUITMENT

    AND SELECTION PROCESS

    At

    Bharti AXA Life Insurance

    Submitted to Jawaharlal Nehru Technological University in partial fulfillment of theRequirement for

    MASTER OF BUSINESS ADMINISTRATION

    Under the Guidance of

    Mr. Imran Mohammed Ms. GirijaAgency Manager Assistant Professor

    Bharti AXA Life Insurance

    Banjara Hills.

    By

    Shirisha.D

    (Reg No 098G1E0047)

    1

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    Malla Reddy Institute of Business ManagementJNTU

    CERTIFICATE

    This is to certify that the Dissertation Titled An analytical study of Recruitment

    & Selection at Bharti AXA Life Insurance. is based on an Original Project Study

    conducted by

    Ms. Shirisha S of IV semester MBA Programme under the Guidance of Ms.

    Girija

    This dissertation is based on original Research and has not formed basis for the

    award of any other Degree/Diploma by Jawaharlal Nehru Technological

    University 2009-2011.

    (Ms. Girija)

    Assistant professor

    2

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    CERTIFICATE

    This is to certify that the Dissertation entitled

    An analytical study of Recruitment and Selection Process

    Undertaken At Bharti AXA Life Insurance

    (Banjara Hills)

    Submitted in Partial Fulfillment of the Requirement for the Award of the Degree of

    Master of Business Administration, Is a Bonafide work carried out by

    Shirisha.D

    Reg No 098G1E0047

    By

    Mr. Imran Mohammed

    Agency Manager

    3

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    STUDENT DECLARATION

    I hereby declare that the Project Report or the DISSERTATION entitled

    An analytical study of Recruitment and Selection Process

    Undertaken at

    Bharti AXA Life Insurance

    Under the Guidance of

    Mr. Imran Mohammed

    Agency ManagerBharti AXA Life Insurance

    Banjara Hills.

    Ms. Girija

    Assistant ProfessorMRIBM

    Maisammaguda.

    Submitted in partial fulfillment of the Requirement for the award of the Degree

    of Master of Business Administration, to Jawaharlal Nehru Technological University

    Is the result of my own effort and has not been submitted to any other institution

    for the award of any degree

    Date: (Shirisha.D)

    4

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    ACKNOWLEDGEMENT

    I am pleased to record my gratitude and sincere thanks to my guide

    Ms. Girija guide, MRIBM for her sincere guidance and valuable assistance forcompleting this report.

    I would like to express my sincere thanks to Mr. Imran Mohammed Agency Manager of

    Bharti AXA Life Insurance for guiding me to complete this project successfully.

    I also take this moment to express my gratitude to Mr. Rama Krishna, Principal

    (MRIBM).

    I am also indebted to my parents and friends for their support for completing this project

    successfully.

    5

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    TABLE OF CONTENTS

    S.no Particulars Page no

    1. Title Page

    2 Guide letter

    3 Company letter

    4 Student Declaration

    5 Acknowledgements

    6 Contents of Project

    7 Executive Summary

    8 Introduction to the topic

    9 Methodology

    10 Review of literature

    11 Company Profile

    12 Data analysis

    13 Findings and Conclusions

    14 Suggestions

    15 Bibliography

    16 Appendices

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    6

    EXECUTIVE SUMMARY

    The project is about Recruitment and Selection of Bharti AXA Life Insurance. The

    project was undertaken by me and the entire task was divided into sub-tasks. The processstarted 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 theability and capability of respondent as a prospective life insurance advisor. Certain

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    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 oftraining 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 ofsuggestions and recommendations for the company at the end of the entire study.

    7

    CHAPTER 1

    INTRODUCTION TO THE TOPIC

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    INTRODUCTION

    The human resources are the most important assets of an organization. The

    success or failure of an organization is largely dependent on the caliber of the people

    working therein. Without positive and creative contributions from people, organizations

    cannot progress and prosper. In order to achieve the goals or the activities of an

    organization, therefore, they need to recruit people with requisite skills, qualifications and

    experience. While doing so, they have to keep the present as well as the future

    requirements of the organization in mind.

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    Recruitment is distinct from Employment and Selection. Once the required

    number and kind of human resources are determined, the management has to find the

    places where the required human resources are/will be available and also find the means

    of attracting them towards the organization before selecting suitable candidates for jobs.

    All this process is generally known as recruitment. Some people use the term

    Recruitment for employment. These two are not one and the same.

    Recruitment is only one of the steps in the entire employment process. Some

    others use the term recruitment for selection. These are not the same either. Technically

    speaking, the function of recruitment precedes the selection function and it includes only

    finding, developing the sources of prospective employees and attracting them to apply for

    jobs in an organization, whereas the selection is the process of finding out the most

    suitable candidate to the job out of the candidates attracted (i.e., recruited).Formal

    definition of recruitment would give clear cut idea about the function of recruitment.

    8

    DEFINITIONS

    Recruitment is defined as, a process to discover the sources of manpower to meet

    the requirements of the staffing schedule and to employ effective measures for attracting

    that manpower in adequate numbers to facilitate effective selection of an efficient

    workforce.

    Edwin B. Flippo defined recruitment as the process of searching for prospective

    employees and stimulating them to apply for jobs in the organization. Recruitment is a

    linking function-joining together those with jobs to fill and those seeking jobs.

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    Recruitment and selection are two of the most important functions of personnelmanagement. 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 inadequate numbers to facilitate effective selection of efficient personnel.

    Every organization 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.

    NEED FOR THE STUDY

    Shortage of skills.

    Skills and knowledge people are always on short supply. Alternatively they are too costly

    to hire from outside. The best alternative is to improve skill and knowledge of existing

    employees.

    Technological Obsolescence.

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    Growth of technology takes places very fast. This will render current technology obsolete

    in the future. There is a great need to upgrade technology. This needs suitable training.

    Personal Obsolescence .

    At the time recruitment employees possess certain of knowledge and skill. As time passes

    knowledge becomes obsolete, unless it is updated by proper training. This happens

    because of changes taking place in product technology, production methods, procurement

    of better machines, setting up of modern production lines, introduction of modern method

    of supervision and information processing through MIS and EDO.

    Organization Obsolescence.

    Modern management has introduced a number of innovative steps in functions of

    management like planning, organizing, controlling,coordinating and directing.

    Organization which is impervious to such changes is bound to fail and become obsolete.

    Upgrading Ability of Threshold workers.

    Public policy provides reservation to disadvantaged sections of the society like

    handicapped, minorities and dependents of deceased workers etc. All these are threshold

    workers having less than minimum prescribed level of knowledge and skill. They require

    extensive training to bring them up to the minimum level of performance standard.

    Coercive training by government.

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    In order to provide better employability chances of unemployed youth, certain

    governments taken initiative to mobilize resources available at pubic/government and

    private sectors to outside candidates. One such example is the Apprentice Training

    conducted by govt. of India. Parts of expenditure incurred for this by private sectors are

    reimbursed by government.

    Human capital

    The latest thinking is to treat employees as human capital. The expenditure involved is

    training and developments are now being considered as an investment.

    OBJECTIVES

    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.

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

    effectiveness to the organization 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

    CHAPTER - 11

    REASEARCH METHODOLOGY

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    DATA SOURCES

    Data Collection Method

    Data was collected by Primary as well as Secondary method.

    Primary Data Sources

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    Primary data was collected through a well structured questionnaire designedseparately 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, andmanagement books and are edited to suite the purpose.

    PERIOD OF STUDY:

    The time period taken for this project is 45 days. Research done in BhartiAXA is helped to complete this project successfully. The study was completed with in

    short span of time that was available.

    SAMPLE SIZE

    For the purpose of analysis a sample size of respondents was selected.The target group of the respondent was above years. The sample taken was 50.

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    RESEARCH DESIGN

    The present investigation is descriptive type of study undertaken to estimate the

    product strategy of Bharti Axa. The present study identifies views of customers &analysis of Bharti Axa.

    PROBLEM FORMULATION

    The problem is that there is rising competition between Bharti Axa and other

    companies. Bharti Axa Insurance is also providing better services in spite of that BhartiAxa Insurance is having a greater market share

    Limitations of the Study

    1. As the project is prepared for academic purpose only, it suffers from the

    limitations of time and money, due to which analytical study into all the strategies

    adopted by the organization was not possible.

    2. The study was completed with in short span of time that was available.

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    3. The report also suffers from the limitations of exhaustiveness as far as the information

    is concerned.

    4. All this study is limited to Bharti AXA Life Insurance, Banjara Hills

    .

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    COMPANY PROFILE

    PROJECT REPORT

    ON

    BHARTI AXA LIFE INSURANCE

    THE AWARENESS OF LIFE INSURANCE

    AMONGST CONSUMERS

    Submitted in partial fulfillment of the requirements

    For the award of the degree of

    MASTER OF BUSINESS ADMINISTRATION

    SUBMITTED BY:

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    Shirisha.D (ROLL NO: 098G1E0047)

    INTRODUCTION TO COMPANY

    Bharti AXA Life Insurance Company Ltd

    .

    Bharti AXA Life Insurance

    is a joint venture between Bharti, one of Indias leading business groups withinterests 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.

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

    5200employees 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 financialsolutions to help you achieve them.

    The Joint Venture BHARTI and AXA

    BHARTI

    Bharti Enterprises is one of Indias leading business groups with interests in telecom,

    agribusiness, insurance and retail. Bharti has been a pioneering force in the telecomsector with many firsts and innovations to its credit. Bharti Airtel Limited, a group

    company, is one of Indias leading private sector providers of telecommunications

    services with an aggregate of 60million customers, spanning mobile, fixed line,

    broadband and enterprise services.

    Bharti Airtel was ranked amongst the best performing companies in the world in the

    Business Week IT 100list 2007. Bharti Teletech is the countrys largest manufacturer andexporter of telephone terminals. Bharti has a joint venture with ELRo Holdings India

    Ltd. Field Fresh Foods Pvt .Ltd - for global distribution of fresh fruits and

    vegetables. Bharti also has a joint venture -

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    . Bharti also has a joint venture -

    Bharti AXA Life Insurance Management company called Bharti Retail Pvt. Ltd. It also

    has a joint venture Bharti Wal-Mart Private Limited with Wal-Mart, for wholesalecash-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 theAsia/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 toEuro 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

    Innovation

    Team Spirit

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    Pragmatism

    Integrity

    Professionalism

    :

    -

    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 anew 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 wants the group to succeed

    Pragmatism:-

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    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.

    BHARTI AXA LIFE INSURANCE COMPANY LTD

    Bharti AXA Life is a life insurance player that was started in 2006. It brings togetherstrong financial expertise of the Paris-headquartered AXA Group, and Bharti Enterprises

    - one of India's leading business groups with interests in telecom, agricultural business,financial services, and retail. The joint venture has a 74% stake from Bharti and 26%

    stake from AXA Asia Pacific Holdings Ltd. (APH) .The Company launched national

    operations in December 2006. Today, Bharti AXA Life has a national footprint ofdistributors trained to provide quality financial advice and insurance solutions to the large

    Indian customer base.

    Bharti AXA Life offers a range of innovative products and services that cater to specific

    insurance and wealth management needs of customers.

    Our life insurance brand

    We undertook an in-depth analysis wherein we identified the notion of preference

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    was totally related to the trust granted to various names in insurance and financial

    services. The level of trust is very inadequate today, regardless of the brand considered.

    This is because the perception of consumers is that we are all evolving only in "a worldof promises." And this is what we have to redefine.

    Beyond promises... proof

    We don't want to make promises any more. Instead, we want to demonstrate our ability

    to respond to client needs with real and tangible proof and, in so doing, to establish anauthentic relationship of trust with our clients.

    Our 3 core attitudes: Attentive, Reliable and Available

    These are the three attitudes that clients most expect from an insurance and

    financial services company in exchange for their vote of confidence. These three attitudesstood out from the others in the consumer research we conducted across markets,

    regardless of their level of maturity.

    They are at the heart of our actions and our commitments to clients.

    About Bharti AXA Life Insurance and CEO

    Milind Chalisgaonkar- Chief Executive Officer

    Milind Chalisgaonkar is the Chief Executive Officer for Bharti AXA Life Insurance Co.

    Ltd. He has held CEO-level positions from 1993 to 2009 in industries like Insurance,

    BPO, Call center, Software & Manufacturing. His experience has been in building

    winning teams in start-up companies as well as existing organizations.

    As the founding CEO, Milind was responsible for the formation and launch of Bharti

    AXA General Insurance Co, a joint venture between Bharti Group & AXA Group. The

    company was incorporated in 2007, and business was successfully launched in 2008. Hewas also Member of the Regional Management Board of AXA Asia General Insurance,

    responsible for IT, Processing & Claims across Asia.

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    From 2003 to 2006 he was the Managing Director of AXA Business Services, the BPO &

    Analytics operation of AXA Group in India.

    Prior to this he was the founding CEO of MphasiS BPO (MsourcE India), providingoutsourced remote services like call centers, Help desks & email response. The

    operations started in 1999 and grew to 2500 staff by year 2003. He also managed thesoftware operations of MphasiS India from 1998 to 2000 as President (Indian Operation).

    He also served as President, H&R Johnson (1993 to 1998) and led key software projectsduring his tenure at Citibank (1989-1993). This included complete re-write of the

    banking software platform including internet banking, phone banking and 24-hour

    access.

    Milind holds B.Tech (Ceramics) from IT-BHU and has a Post Graduate Diploma in

    Management (MBA) from XLRI, Jamshedpur.

    Mark Gerard Meehan- Chief Marketing and operations Officer

    Mark Meehan is currently the Chief Marketing and Operations Officer for Bharti AXALife Insurance Company Ltd.

    Marks previous role in AXA was that of CEO of Tynan Mackenzie P/L, a professionalinvestment services company. His role in Bharti AXA Life as CMOO includes

    Marketing, Product Development, Customer Service, Underwriting, Claims, Channel &

    Distribution Operations, Information Technology and Systems, Six Sigma, Business

    Continuity and Client Persistency Management.

    Marks career path spans a range of markets and geographies. He is a graduate from

    Royal Military College, Duntroon and has served as a commissioned Officer in the

    Australian Army. Mark has also enjoyed a successful international military career

    covering high technology and systems engineering.

    In 1994, he transferred his skills to the private telecommunication market, basing himself

    in the UK. On his return to Australia in 1997, Mark was a consultant to public and privatesector clients in systems engineering and outsourcing, after which he moved to Equant in

    Singapore as their Asia Pacific Outsourcing Director. In 2000, Mark was appointed

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    Equants General Manager for Australasia. Mark joined AXA Australia in 2002 and

    handled major roles in strategy execution, business turnaround, operations and general

    management. Mark held directorships of several AXA subsidiaries. In September 2006,Mark was appointed CEO and Director of Tynan Mackenzie P/L after leading the

    acquisition team to a successful transaction conclusion.

    V.Srinivasan- Chief Financial Officer

    V Srinivasan is currently the Chief Financial Officer of Bharti AXA Life Insurance

    Company. He started his career as a Chartered Accountant in 1989 and over the past two

    decades has emerged as a stalwart in the financial sector. With over 8 years of richexperience in the Life Insurance industry, today, he stands as a storehouse of financial

    knowledge and expertise. His portfolio also boasts of extensive experience in diverse

    industrial segments like manufacturing and oil & gas.

    From April 1996 to February 2002, he has handled Corporate Finance and Tax at CairnEnergy India Pvt Ltd. He has held responsibilities in Accounting and Project Reporting at

    Kuntz, Kuwait, Reliance and SRF Ltd.He has also functioned as the Senior VicePresident - Corporate Affairs at ICICI Prudential Life Insurance Company and CFO ofAMP Samar Life Insurance Company from February 2002 to December 2005.

    Sushanto Mukherjee-Chief Distributor Officer

    Sushanto Mukherjee is the Chief Distribution Officer for Bharti AXA Life Insurance

    Company Ltd. Prior to this; he was Director & Head Partnership Distribution & GroupBusiness at Max New York Life Insurance Co. Ltd.

    He started his career with ITC-Welcome group hotels division in 1989. He has

    subsequently worked in various reputed organizations such as Xerox; Reliance Noncom& Tata AIG in senior positions managing sales at Zonal & National Levels. Sushanto has

    over 21 years of experience across Insurance, Telecom, Hospitality and Office

    Automation.

    He has a strong background in developing & managing partnership channels in LifeInsurance, managing large teams in Retail Distribution and effectively leading direct

    sales teams in the Corporate Segment. He is an MBA from Cardiff Business School

    United Kingdom.

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    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

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

    To be recognized as being close and qualified by our customers

    VALUE OFBHARTI AXA LIFE

    Professionalism Integrity Team Spirit Pragmatism Innovation

    THE INSURANCE REGULATORY AND DEVELOPMENT

    AUTHORITY

    (IRDA)Reforms in the Insurance sector were initiated with the passage of theIRDA Bill in Parliament in December 1999. The IRDA since its incorporation as a

    statutory body in April 2000 has fastidiously stuck to its schedule of framing regulations

    and registering the private sector insurance companies. The other decisions takensimultaneously to provide the supporting systems to the insurance sector and in particular

    the life insurance companies were the launch of the IrDAs online service for issue and

    renewal of licenses to agents.

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    The approval of institutions for imparting training to agents has also ensuredthat the insurance companies would have a trained workforce of insurance agents in place

    to sell their products. Since being set up as an independent statutory body the IRDA has

    put in a frame work of globally compatible regulations. In the private sector 12 lifeinsurance and 6 general insurance companies have been registered.

    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 investingin 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.

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    Bharti AXA Life Bright Stars

    A Unit Linked Child product Bharti AXA Life Bright Stars provides a launch pad foryour childs 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 uniquepension product ensures that your retirement life is your Dream Life. Live your Dreams!

    Be Life Confident.

    Bharti AXA Life Aspire Life

    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 Invest Confident

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    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, weknow that you would expect the best from it too.

    Bharti AXA Life Wealth Confident

    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 Future Confident

    A unit-linked policy which offers comprehensive protection along with wealth creation in

    the long term.

    Bharti AXA Life Future Confident II

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

    Bharti AXA Life Save Confident

    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 childseducation, liquidity becomes a key aspect of your planning along with long term savings,

    and protection for your family.

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    Bharti AXA Life Secure Confident

    A Long Term Life Insurance. All of us desire to maximize the happiness for our family atall 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.

    EVOLUTION OF INSURANCE

    One of the earliest forms of life insurance existed during the Greek and Roman times

    when following an individual's death, all surviving members made contributions for theburial services. It was only much later, in the 17th century, when a formal form of life

    insurance was introduced. This was under the Tontine Annuity System wherein

    associations of individuals were formed and a fund was created by equal contributions

    from each member.This sum was invested, and at the end of each year, the dividend was distributed among

    the surviving members. In all of this, the last remaining survivor received the entire

    amount of the principal. With the passage of time, life insurance has evolved into beingan easy and affordable means of providing financial security for the insured and his/her

    family, in the event of the death of the insured or his/her inability to earn due to physical

    disabilities

    why do you need Life Insurance?

    To protect your family financially

    You love your family and feel responsible towards them in every way. A life insurance

    plan covers your life at nominal costs so that you can fulfill your responsibility with easeand your family never has to face financial constraints.

    why do I need to secure my family when I'm there for them?

    A life insurance plan will take care of your family in case you are not around for them.

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    You need to protect your family against unforeseen events. A life insurance plan helps

    you do so very easily.

    isnt securing my family for the future expensive for me now?

    Life insurance plans are of different types. Protection plans help you secure your families

    tomorrow at very nominal costs and for a long time period.

    To maximize your savings

    Life insurance plans not only ensure your family's security but are also a healthy

    investment option. These investments ensure your money works hard for you by givingyou good returns along with peace of mind, as your family is protected. So whether it is

    your own home, the best education for your child or even a comfortable lifestyle, lifeinsurance plans are the best solutions.

    How does a Life Insurance plan maximize my savings?

    There are variants of Life Insurance plans available today that can maximize your

    savings.

    The traditional plans give you definite amount as assured money back. ULIPs or market-

    linked plans invest your money in the markets to help you reap high returns along with

    life insurance benefits.

    Fund managers are the experts that take care of your investment plans to ensure youmaximize your savings.

    Do I need to worry about the safety of my investments?

    There are different plans that you can invest in, depending on how much risk you are

    ready to take. The plans can be summed up into - Traditional Plans, ULIPs and GuaranteePlans

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    Traditional Plans

    Traditional Plans give you guaranteed returns on the invested money. The returns you

    earn through these plans are pre-decided and communicated to you at the time of issuanceof policy.

    ULIPs

    Unlike Traditional Plans, Unit Linked Insurance Plans (ULIPs) invest a part of your

    premium amount into the financial markets. The returns under these policies depend onmarket performance. Market upswings can ensure you earn high returns. There are

    various fund options available under these plans. Basis your risk appetite, you can opt for

    the appropriate fund option.

    Guarantee Plans

    Guarantee Plans are Unit Linked Plans, with an in-built 'guarantee' feature. These plans

    safeguard the money invested against any market downturns. When the market is up, you

    can enjoy high returns and in case of market downswings, there is a minimum guaranteedamount paid to you that ensures you do not lose your hard earned money.

    Do these plans also provide protection to my family?

    Yes. While these plans focus on maximizing your returns, they also include the feature of

    life protection, which takes care of your family's future

    How can a child plan help me?

    To fulfill your child's dreams

    As a responsible parent, you wouldnt like to make compromises when it comes to

    your child. Child plans help you secure your child's future in a planned and systematicmanner. These plans can help you fulfill your responsibilities towards your child

    conveniently.

    You can systematically plan for the finances required for your child's future with these

    plans. You can select the term of the plan depending on your child's requirements at theirkey life stages- his/her education, higher studies or even marriage. And through periodic

    withdrawals from the policy, you can provide financial assistance for the key milestones

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    of your child. By investing in this plan, you can make your money grow over a period of

    time, thereby securing your child's dreams.

    Will my child get the benefit from this plan, in case I'm not around?

    The unique Waiver of Premium feature takes care of this concern. During the term of thepolicy, should anything unfortunate happen to you, the protection cover is paid out and

    all future premiums are waived off. This ensures that the policy continues till maturity

    and you need not fear of policy lapse because you are not around to pay the futurepremiums. Child plans in that sense will take care of your child and his future, even in

    your absence.

    Why do I need a Retirement Plan when I am young?

    Enjoy a golden retirement

    Retirement plans are the best way to systematically plan for your golden years. Byinvesting in these long-term plans, you can earn a regular income even after you've

    stopped working. Without worrying about rising costs, you can be self-reliant and lead a

    comfortable retired life.

    These are long-term plans since they aim to provide a regular income to you post your

    retirement. The earlier you start, the better it is, so that when the term of the plan ends,

    you can enjoy a good corpus as pension.

    By investing in retirement plans today, you can ensure you lead a comfortable life, even

    after you've stopped working.

    Why should I opt for a Health Plan?

    Stay worry-free about your medical expenses

    Health problems often hit us suddenly and they bring with them huge medical bills. Toavoid being financially strained, due to health contingencies, you can opt for a health

    insurance plan and stay worry-free.

    Health problems can arise anytime. With the help of a health plan, you can invest

    systematically today, so that in case of any health crisis, your hefty medical bills aretaken care of.

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    Whats more, health insurance plans also take care of certain critical illnesses and

    disabilities to ensure health problems do not impact your family's financial security

    BHARTI AXA LIFE ADVISOR

    The vision of Bharti AXA Life insurance company limited is to become the preferred life

    insurance company in India. This vision extends to our recruitment philosophy as well.Both the Bharti Group in India and AXA globally enjoy the status of being a very

    employee focused organization.

    At Bharti AXA Life Insurance, we are determined to achieve our vision through talent

    who are empowered, focused on customer service, and champions of strategic and

    operational excellence.

    The guiding HR principles at Bharti AXA are:

    Clearly define scope of responsibilities and empower people to deliver

    Consider individual training and development a priority investment

    Build organizations that are conducive to teamwork and that involve everyone

    Promote ongoing dialogue between managers and the people who report to them

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    Make cultural difference a key source of strength

    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 toprocure 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 businessrelating 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 thiscase. 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. Hewould be knowledgeable enough as a person to be approached for advice or consultation.

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    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 license under

    Section42 of that Act. The license is to be issued by the IRDA. The IRDA has authorizeddesignated persons, in each insurance company, to issue the licenses on behalf of the

    IRDA. In terms ofthe Insurance Act, a licenses will not be given if the person is(a)Minor,(b)

    Found to be of unsound mind,

    FUNCTION OF AN AGENT

    Understanding the prospects 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 necessaryto 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.

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    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.

    CLAIM PROCESS

    A claim is the payment made by the insurer (Insurance Company) to the policyholder orclaimant on the occurrence of the event which is specified in the Policy Bond.

    Types of claims

    Claims are of three types:

    Death Claim

    Rider Claim

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    Claimant Statement Form (Death)

    Claimant Statement Form (Critical Illness)

    Claimant Statement Form (Disability)

    LIFE INSURANCE PROTECTION PLANS

    Protect your loved ones against financial contingencies at nominal costs

    You love your family and feel responsible towards them in every way. But life can beuncertain and unforeseen contingencies can meet you anytime. At such times, life

    insurance comes to your rescue. As someone who wants only the best for their family, we

    understand your need to safeguard your family against any crisis. Our protection plans

    offer you high life cover at nominal costs so that you can fulfill your responsibility withease and your family never has to face financial constraints.

    Bharti AXA Life Elite Secure

    Bharti AXA Life Secure Confident

    http://www.bharti-axalife.com/pdf/Death%20Claimant%20Statement.pdfhttp://www.bharti-axalife.com/pdf/CI%20Claim%20-Claimant's%20Statement.pdfhttp://www.bharti-axalife.com/pdf/Disability%20%20Claim%20-%20Claimant's%20Statement.pdfhttp://www.bharti-axalife.com/life-insurance-policies/Elite-Secure.aspxhttp://www.bharti-axalife.com/life-insurance-policies/SecureConfident.aspxhttp://www.bharti-axalife.com/pdf/Death%20Claimant%20Statement.pdfhttp://www.bharti-axalife.com/pdf/CI%20Claim%20-Claimant's%20Statement.pdfhttp://www.bharti-axalife.com/pdf/Disability%20%20Claim%20-%20Claimant's%20Statement.pdfhttp://www.bharti-axalife.com/life-insurance-policies/Elite-Secure.aspxhttp://www.bharti-axalife.com/life-insurance-policies/SecureConfident.aspx
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    Bharti AXA Life Family Income Secure

    Bharti AXA Life Protect Plus

    Bharti AXA Life Premium Waiver Rider

    Elite Secure

    Life Insurance cover at very competitive premiums

    Option to cover your life till 75 years

    Secure Confident

    A simple Life Insurance product

    comprehensive protection for your loved ones

    http://www.bharti-axalife.com/life-insurance-policies/LifeFamily-IncomeSecure.aspxhttp://www.bharti-axalife.com/life-insurance-policies/Life-Protect-Plus.aspxhttp://www.bharti-axalife.com/life-insurance-policies/Waiver_Ride.aspxhttp://www.bharti-axalife.com/life-insurance-policies/SecureConfident.aspxhttp://www.bharti-axalife.com/life-insurance-policies/Elite-Secure.aspxhttp://www.bharti-axalife.com/life-insurance-policies/LifeFamily-IncomeSecure.aspxhttp://www.bharti-axalife.com/life-insurance-policies/Life-Protect-Plus.aspxhttp://www.bharti-axalife.com/life-insurance-policies/Waiver_Ride.aspx
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    WEALTH CREATION WITH PROTECTION PLAN

    Ensure your family's security as you maximize your savings

    You can make your money work harder with our Wealth Creation with Protection plans.These plans come with the double advantage of:

    Complete peace of mind as your family is financially protected and

    Good investment option that ensures long-term financial goals are met

    Whether it is a bigger home, a dream vacation or even a comfortable future, these life

    insurance plans are the best solutions along with the surety of financial protection. Our

    life insurance coverage plans include 'traditional' plans that give guaranteed money onmaturity. While, we also offer market-linked plans that give you the benefit of good

    market performance to maximize your savings.

    Bharti AXA Life Child Plans

    Bharti AXA Life Guaranteed Plans

    BUYING LIFE INSURANCE POLICY HOLDER CORNER

    Policyholder Corner

    Recommend Bharti AXA Life

    http://www.bharti-axalife.com/Insurance/children-plans.aspxhttp://www.bharti-axalife.com/Insurance/guaranteed-growth-plans.aspxhttp://www.bharti-axalife.com/Insurance/children-plans.aspxhttp://www.bharti-axalife.com/Insurance/guaranteed-growth-plans.aspx
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    POLICYHOLDER CORNER

    PREMIUM PAYMENT OPTIONS

    CLAIMS PROCESS

    MANAGE YOUR POLICY FEEDBACK FORM

    Recommend Bharti AXA Life

    Grievance Redressal Procedure

    Customer Newsletter

    RETIREMENT PLANS

    Make the golden years of your life truly comfortable.

    Retirement plans are the best way to systematically plan for your golden years. Ourflexible retirement plans ensure you live your dream retirement. By investing in these

    long-term plans by paying life insurance premium, you can earn a regular income evenafter you've stopped working. Without having to depend on anyone else or worry about

    rising costs, you can go ahead and lead a comfortable retirement.

    Bharti AXA Life Wonder Years Retirement Plan

    Dream Life Pension PLUS

    Flexibility to change your retirement age any time

    Regular and single pay options

    http://www.bharti-axalife.com/policyholder-corner/Premium-Payment-Options.aspxhttp://www.bharti-axalife.com/policyholder-corner/Premium-Payment-Options.aspxhttp://www.bharti-axalife.com/policyholder-corner/Claim-Process.aspxhttp://www.bharti-axalife.com/policyholder-corner/Manage-Your-Policy.aspxhttp://www.bharti-axalife.com/applications/feedback.aspxhttp://www.bharti-axalife.com/applications/recommendbhartiaxalife.aspxhttp://www.bharti-axalife.com/policyholder-corner/Grievance-Redressal-Procedure.aspxhttp://www.bharti-axalife.com/policyholder-corner/newsletter.aspxhttp://www.bharti-axalife.com/life-insurance-policies/wonderYears.aspxhttp://www.bharti-axalife.com/policyholder-corner/Premium-Payment-Options.aspxhttp://www.bharti-axalife.com/policyholder-corner/Premium-Payment-Options.aspxhttp://www.bharti-axalife.com/policyholder-corner/Claim-Process.aspxhttp://www.bharti-axalife.com/policyholder-corner/Manage-Your-Policy.aspxhttp://www.bharti-axalife.com/applications/feedback.aspxhttp://www.bharti-axalife.com/applications/recommendbhartiaxalife.aspxhttp://www.bharti-axalife.com/policyholder-corner/Grievance-Redressal-Procedure.aspxhttp://www.bharti-axalife.com/policyholder-corner/newsletter.aspxhttp://www.bharti-axalife.com/life-insurance-policies/wonderYears.aspx
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    Future Secure Pension

    Limited payment term of 5 years

    12 free switches every policy year

    Future Advantage Pension

    Premium payment for just 3 years

    No surrender charges throughout the policy term

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    CHAPTER - 4

    RECRUITMENT AND SELECTION

    PROCESS IN BHARTI AXA

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    INTRODUCTION TO TOPIC

    The human resources are the most important assets of an organization. The

    success or failure of an organization is largely dependent on the caliber of the peopleworking therein. Without positive and creative contributions from people, organizations

    cannot progress and prosper.

    In order to achieve the goals or the activities of an organization, therefore, they

    need to recruit people with requisite skills, qualifications and experience. While doing so,

    they have to keep the present as well as the future requirements of the organization in

    mind.

    Recruitment is distinct from Employment and Selection. Once the required

    number and kind of human resources are determined, the management has to find the

    places where the required human resources are/will be available and also find the means

    of attracting them towards the organization before selecting suitable candidates for jobs.

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    All this process is generally known as recruitment. Some people use the term

    Recruitment for employment. These two are not one and the same.

    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 inadequate 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, thepersonnel manager and his personnel department is mainly concerned with the staffing

    function.

    Every organization 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.

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

    organization should give attention to the selection of its manpower, especially its

    managers. The operative manpower is equally important and essential for the orderlyworking of an enterprise. Every business organization/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 anorganization 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 peoplecan be selected.

    A formal definition states, It is the process of finding and attracting capable applicantsfor 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 eligiblecandidates for scientific selection.

    In recruitment, information is collected from interested candidates. For this differentsource such as newspaper advertisement, employment exchanges, internal promotion,

    etc. are used.

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    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 makeswith 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.

    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 ofrecruitment, 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, workingconditions 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., team building and communications skills).

    Ultimately, you want to be perceived as an attractive employer in a competitive market.

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    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 alreadyknow 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 investmentyielding few results.Makesure 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 theapplications 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

    asmonster.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.

    Recruitment is only one of the steps in the entire employment process. Some

    others use the term recruitment for selection. These are not the same either. Technically

    speaking, the function of recruitment precedes the selection function and it includes only

    finding, developing the sources of prospective employees and attracting them to apply for

    jobs in an organization,

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    Whereas the selection is the process of finding out the most suitable candidate to

    the job out of the candidates attracted (i.e., recruited).Formal definition of recruitment

    would give clear cut idea about the function of recruitment. It is a joining process in

    that it tries to bring together job seekers and employer with a view to encourage theformer to apply for a job with the latter.

    In order to attract people for the jobs, the organization must communicate the position in

    such a way that job seekers respond. To be cost effective, the recruitment process shouldattract qualified applicants and provide enough information for unqualified persons to

    self-select themselves out.

    Thus, the recruitment process begins when new recruits are sought and ends when theirapplications are submitted. The result is a pool of applicants from which new employees

    are selected.

    RECRUITMENT PROCESS OF BHARTI AXA

    As am in recruitment process I have done calls to some friends and their

    references to explain the business opportunity process of the company

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    Being a junior HR in the company I had been given the task of giving paper adds

    for recruitment

    In the process of recruitment the company has taken the initiative by taking

    references of existing staff of the company, and as remuneration the staff will bepaid Rs.5000/- as incentive towards each candidate recruited

    Through consultancies that are committed to the company

    SELECTION

    Selection is defined as the process of differentiating between applicants in order toidentify (and hire) those with a greater likelihood of success in a job. Selection isbasically 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 fora job. And Selection is selecting the right candidate from the pool of applicants.

    Develop Profile Develop sources of recruitment Approaching the Targeted recruits Initialscreening and Interviews Reality check

    After recruitment the next part is selection of best candidates

    .

    Make the interview deliver

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    Since 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 oranalysis 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 previousjobs 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.

    Recruitment is the step towards Selection. Generally recruitments are either taken care bythe HR Department Head or the manager (whoever is responsible for hiring). There is a

    process for hiring a candidate that is usually to be followed in large organizations. When

    there is a requirement, the HR department is communicated about the same.

    The HR department then goes through the database of candidates it has or it would sendthe requirements through Classifieds, Job portals, etc. By sending these requirements, the

    organization is likely to get feedback from eligible candidates in the form of CVs. The

    requirement advertisement should mention the Job Analysis (Job Description and JobSpecification) so as to avoid attracting unnecessary applications.

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    This also makes it easier for the HR department to shortlist from the applications and this

    will help reduce any bias from the HR resulting due to over examining the applications,

    boredom, Recruitment and Selection are two different terms even though they are always

    mentioned together. After the recruitment process is accomplished it gives way to the

    selection process.

    Selection process takes place after the HR department has short listed from among the

    received applications. The selection is not a lengthy procedure but depends fromorganization to organization.

    The recruitment process is important in order to avoid any mistakes that would lead to

    future problems for the company from the candidates end. Its a saying we have heard in

    our childhood, one dirty fish pollutes the entire pond. Similar is the case withemployees. One wrong employee in the organization may hamper the growth of the entire

    organization.

    SELECTION PROCESS OF BHARTI AXA

    In Bharti Axa ,firstly the interview is taken by HR about the details of thecandidate like collects CV, Introduction round, reason y resigned in previous

    company and y he/she wants to join this company

    Next by Senior HR about the retainment that how long he/she works

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    Then by Branch Sales Manager about his/her profession

    At last the final round by Assistant Regional Sales Manager for the appointment

    letter

    TRAINING PROCESS

    The company provides Induction training to the selected candidates

    The training will be given for 6 days

    In this training, the first 3 days are said about insurances and policies and the

    other 3 days about the products of the company

    After training the exam is conducted and passed candidates are provided by an

    IRDA License which is valid through out India

    PURPOSES AND IMPORTANCE

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    The general purpose of recruitment is to provide a pool of potentially

    Qualified job candidates. Specifically, the purposes are to:

    Determine the present and future requirements of the organization in

    Conjunction with its personnel-planning and job-analysis activities.

    Increase the pool of job candidates at minimum cost.

    Help increase the success rate of the selection process by reducing theNumber of visibly, under qualified or overqualified job applicants.

    Help reduce the probability that job applicants, once recruited andSelected, will leave the organization only after a short period of time.

    Begin identifying and preparing potential job applicants who will beAppropriate candidates.

    Induct outsiders with a new perspective to lead the company.

    Infuse fresh blood at all levels of the organization.

    Develop an organizational culture that attracts competent people toThe company.

    Search or head hunt/head pouch people whose skills fit the companys

    Values.

    Devise methodologies for assessing psychological traits.

    Search for talent globally and not just within the company.

    Design entry pay that competes on quality but not on quantum.

    Anticipate and find people for positions that do not exist yet.

    Increase organizational and individual effectiveness in the short term

    and long term.

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    Evaluate the effectiveness of various recruiting techniques and

    Sources for all types of job applicants.

    Recruitment represents the first contact that a company makes with potential

    employees. It is through recruitment that many individuals will come to know acompany, and eventually decide whether they wish to work for it. A well-planned and

    well-managed recruiting effort will result in high- quality applicants, whereas, a

    haphazard and piecemeal effort will result in mediocre ones. High-quality employees

    cannot be selected when better candidates do not know of job openings, are not interested

    in working for the company and do not apply.

    The recruitment process should inform qualified individuals about employment

    opportunities, create a positive image of the company, provide enough information about

    the jobs so that applicants can make comparisons with their qualifications and interests,

    and generate enthusiasm among the best candidates so that they will apply for the vacant

    positions.

    The negative consequences of a poor recruitment process speak volumes about its role in

    an organization. The failure to generate an adequate number of reasonably qualified

    applicants can prove costly in several ways. It can greatly complicate the selection

    process and may result in lowering of selection standards.

    The poor quality of selection means extra cost on training and supervision.

    Furthermore, when recruitment fails to meet the organizational needs for talent, a typicalresponse is to raise entry-level pay scales. This can distort traditional wage and salary

    relationships in the organization, resulting in avoidable consequences. Thus, the

    effectiveness of a recruitment process can play a major role in determining the resources

    that must be expended on other HR activities and their ultimate success.

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    SUB-SYSTEMS OF RECRUITMENT

    The recruitment process consists of the following four sub-functions:-

    Finding out and developing the sources where the required numberand kind of employees will be available.

    Developing suitable techniques to attract the desirable candidates

    Employing the techniques to attract candidates.

    Stimulating as many candidates as possible and asking them to apply

    for jobs irrespective of the number of candidates required.

    Management has to attract more candidates in order to increase the selection

    ratio so that the most suitable candidate can be selected out of the total candidatesavailable. Recruitment is positive as it aims at increasing the number of applicants and

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    selection is somewhat negative as it selects the suitable candidates in which process; the

    unsuitable candidates are automatically eliminated. Though, the function of recruitment

    seems to be easy, a number of factors make performance of recruitment a complex one.

    FACTORS AFFECTING RECRUITMENT

    The following are the 2 important factors affecting Recruitment:-

    1)INTERNAL FACTORS

    Recruiting policy

    Temporary and part-time employees

    Recruitment of local citizens

    Engagement of the company in HRP

    Companys size

    Cost of recruitment

    Companys growth and expansion

    2)EXTERNAL FACTORS

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    Supply and Demand factors

    Unemployment Rate

    Labor-market conditions

    Political and legal considerations

    Social factors

    Economic factors

    Technological factors

    RECRUITMENT POLICY

    Recruitment policy of any organization is derived from the personnel policy of the

    same organization. In other words the former is a part of the latter. However, recruitment

    policy by itself should take into consideration the governments reservation policy, policy

    regarding sons of soil, etc., personnel policies of other organizations regarding merit,

    internal sources, social responsibility in absorbing minority sections, women, etc.

    Recruitment policy should commit itself to the organizations personnel policy likeenriching the organizations human resources or servicing the community by absorbing

    the retrenched or laid-off employees or casual/temporary employees or dependents of

    present/former employees, etc.The following factors should be taken into consideration in

    formulating recruitment policy.

    They are:-

    Government policies

    Personnel policies of other competing organization

    Organizations personnel policies

    Recruitment sources

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    Recruitment needs

    Recruitment cost

    Selection criteria and preference

    INITIAL STEPS TO HR RECRUITMENT

    We all have heard that, Employees are assets of a company. Every company claims to

    follow and understand this mantra. The function of HR is all about people- managingthem, hiring them, etc. To carry out any function in a business, be it marketing,

    production, operations, you need people. HR brings the people to the organization and its

    business. It is said marketing is promoting your product in the market place. Similarly,HR is promoting and selling your company in the market. If you can promote your

    company efficiently you are sure to attract people to work for you.

    Every firm whether small or large needs people to do even the minutest clerical work forthem. And when there are employees they need to be managed. A small/medium firm

    may not have a devoted HR department. In that case, the owner or the manager plays the

    role of the HR head or the firm may hire specialized services of a HR Consultancy.

    Whereas, large organizations have their own HR department consisting of a head andstaff that directly reports to the head. The HR department may have further bifurcations

    depending on the size of the firm and the number of employees.

    When we say we require people for the functions of business, how do we acquire people

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    for these functions? This is done by RECRUITMENT. For recruitment to happen the

    company has to do a Job Analysis of the job to be assigned to an eligible candidate. Job

    Analysis is further bifurcated into 2 sub-parts i.e.

    SOURCES OF RECRUITMENT

    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 recruitmentin 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 andgreater responsibility based on efficiency and experience.

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    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 organizationalculture and the policies and procedures.

    5. DEPENDENTS AND RELATIVES OF DECEASED EMPLOYEES

    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)

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    2. EMPLOYEE REFERRAL/RECOMMENDATION

    Many organizations have structured system where the current employees of the

    organization can refer their friends and relatives for some position in their organization.

    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 areconsidered 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 organization.

    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 interviewsand 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 resumesor use the site search engine to list out people with specific skills. Bharti Axa mostly uses

    Times job.com for recruiting candidates.

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    CHAPTER 5

    DATA ANALYSIS

    AND

    INTERPRETATION

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    1. What is the biggest benefit of life insurance?

    SL.NO RESPONSE NO OF RESPONDENTS PECENTAGE %

    1 Security 40 80

    2 commission 5 10

    3 Protection of

    wealth

    5 10

    4 all 0 0

    total 50 100

    Analysis:

    40

    5 5

    0

    5

    10

    15

    20

    25

    30

    35

    40

    45

    Interpretation:

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    The above graph shows that the biggest benefit of life insurance is security with 80%.

    And the next two shows the equal h% that is 10% benefit

    2) Is there any performance incentives?

    SL.NO RESPONSE NO OF RESPONDENTS PECENTAGE %

    1 yes 47 94

    2 no 3 6

    total 50 100

    Analysis:

    47

    3

    0

    5

    1015

    20

    25

    30

    35

    40

    45

    50

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    Interpretation:

    The above graph shows the performance incentives are 100% given in the

    company.

    3) How do you recruit employees in Bharti AXA?

    SL.NO RESPONSE NO OF RESPONDENTS PECENTAGE %

    1 References 3 6

    2 Advertisements 5 10

    3 Consultancy 35 70

    4 Walk-ins 7 14

    total 50 100

    ANALYSIS:

    35

    35

    7

    0

    510

    15

    20

    25

    30

    35

    40

    erenc

    es

    seme

    nts

    sulta

    ncy

    alk-ins

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    INTERPRETATION:

    The hiring process in this company is done by consultancy of 35 respondents and next is

    through walk-ins.

    4) How frequently you recruit employees?

    SL.NO RESPONSE NO OF RESPONDENTS PECENTAGE %

    1 6 months 5 10

    2 1 year 0 0

    3 3 months 5 10

    4 Every month 40 80

    total 50 100

    ANALYSIS:

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    INTERPRETATION:

    In this company the employees are recruited frequently for every month for this the

    respondents are 80%,after this 3 months and 6 months are 20%.

    5) What is the range on scale of getting maximum & good quality profiles?

    SL.NO RESPONSE NO OF RESPONDENTS PECENTAGE %

    1 Average 35 70

    2 Good 10 20

    3 Very good 5 10

    4 excellent 0 0

    total 50 100

    ANALYSIS:

    35

    10

    5

    05

    10

    15

    20

    25

    30

    35

    40

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    INTERPRETATION:

    The above graph shows that the range of getting good quality profiles are average are70%,and good are 20% and very good is shown by 10%.so no excellent are there.

    6) Under what criteria do you consider while screening the profile?

    SL.NO RESPONSE NO OF RESPONDENTS PECENTAGE %

    1 Age 5 10

    2 Qualification 7 14

    3 Work

    experience

    38 76

    4 References if

    any

    0 0

    total 50 100

    ANALYSIS:

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    INTERPRETATION:

    The above graph shows while screening the profile work experience is given more

    importance by 76%,and next by qualification by 14%.

    7) What is the % of candidates who clear the aptitude test?

    SL.NO RESPONSE NO OF RESPONDENTS PECENTAGE %

    1 100 0 0

    2 70 10 20

    3 80 35 70

    4 50 5 10total 50 100

    ANALYSIS:

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    INTERPRETATION:

    The above graph shows the % of 70% of the candidates clear the aptitude test

    8) Do you normally provide training skill development to new recruits?

    SL.NO RESPONSE NO OF RESPONDENTS PECENTAGE %

    1 yes 42 84

    2 no 8 16

    total 50 100

    ANALYSIS:

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    42

    8

    5

    10

    15

    20

    25

    30

    35

    40

    45

    INTERPRETATION:

    The above graph shows the training provided to new recruits is yes by 84% and no by

    16%.so training is provided to some extent.

    9) How many steps include in selection process?

    SL.NO RESPONSE NO OF RESPONDENTS PECENTAGE %

    1 5 7 142 6 0 0

    3 8 0 0

    4 4 43 86

    total 50 100

    ANALYSIS:

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    INTERPRETATION:

    The above graph shows the selection process include mostly 4 and some times 5.in this itshows 86% include 4 steps.

    10) After selection of candidates what is the time for offer release?

    SL.NO RESPONSE NO OF RESPONDENTS PECENTAGE %

    1 Same day 0 0

    2 3-5 days 37 74

    3 1-2 days 10 20

    4 7 days 3 6

    total 50 100

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    INTERPRETATION:

    The above graph shows the employment rate in Bharti AXA is 70% in a year and 35 are

    accepted

    12) What is the experience required for HR position in Bharti AXA?

    SL.NO RESPONSE NO OF RESPONDENTS PECENTAGE %

    1 3 years 5 10

    2 4 years 15 30

    3 2 years 0 0

    4 5 years 30 60

    total 50 100

    ANALYSIS:

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    5

    15

    0

    30

    5

    10

    15

    20

    25

    30

    INTERPRETATION:

    The experience required for HR position in Bharti AXA is 5 years and accepted by 30

    members

    13) What is attrition rate in Bharti AXA? (No. of employees leaving the company in a

    year)

    SL.NO RESPONSE NO OF RESPONDENTS PECENTAGE %

    1 50 40 80

    2 60 10 20

    3 80 0 0

    4 30 0 0

    total 50 100

    ANALYSIS:

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    INTERPRETATION:

    The attrition rate in Bharti AXA is 50%,and accepted by 40 members.

    14) What departments generate the most successful employees?

    SL.NO RESPONSE NO OF RESPONDENTS PECENTAGE %

    1 Agency 20 40

    2 D.S.F 10 20

    3 Operations 20 40

    4 Cab 0 0

    total 50 100

    ANALYSIS:

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    INTERPRETATION:

    The departments that generate the successful employees is 40% in agency and operations

    departments

    15) What skill sets are required to become an agent in Bharti AXA?

    SL.NO RESPONSE NO OF RESPONDENTS PECENTAGE %

    1 Knowledge 15 30

    2 Education 10 20

    3 Natural market 20 40

    4 Hard working 5 10

    total 50 100

    ANALYSIS:

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    INTERPRETATION:

    The above graph shows the natural market is important to become an agent in Bharti

    AXA that shows 40% and next knowledge is considered.

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    CHAPTER 6

    FINDINGS AND CONCLUSIONS

    &

    QUESTIONNAIRE

    CONCLUSION

    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 whenwe go to recruit life advisors of Bharti AXA most of the people did not agree because

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    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 awarenessof 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 tobe 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 incomeasset 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.

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    Be Creative

    Understand and manage salary:.

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

    made in this field

    QUESTIONNAIRE

    1) What is the biggest benefit of life insurance?A) Security B) commission C) protection of wealth D) all

    A

    2)How many products are offered in Bharti AXA?

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    A) 4 B) 3 C) 5 D) 2

    3) Is there any performance incentives?

    A) Yes B) No

    4) In all how many employees are working for Bharti AXA?

    3200

    5) Is there any targets to make no. of policies?A) Yes B) No

    6) How frequently you recruit employees?

    A) 6 months B) 1 Year C)3 months D) Every month

    7) How do you recruit them?

    A) References B) Advertisements C) Consultancy D) Walk-ins

    8) What is the range on scale of getting maximum & good quality profiles?

    A) Average B) Good C) Very Good D) Excellent

    9) Under what criteria do you consider while screening profile?A) Age B) Qualification C) Work Experience D) References if any

    10) What is the % of candidates who clear the aptitude test?

    A) 10% B) 20% C) 30% D) 50%

    11) Do you normally provide training skill development to new recruits?

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    A) Yes B) No

    12) If yes do you send your employees for external training?

    A) Training institutes B) work shops C) seminars D) none

    13) How many steps include selection steps?

    A) 5 B) 6 C) 8 D) 4

    14) On what skill sets candidates are selected in Bharti AXA?

    A) Qualifications B) Capabilities C) Soft skills D) All the above

    15) After selection of candidates what is the time for offer release?

    A) Same day B) 3-5 days C) 1-2 days D) 7 days

    16) How do you evaluate a candidate in his/her HR interview?

    A) Aptitude B) Qualification C) Communication skills D) All

    17) What is the employment rate in Bharti AXA in a year?A)

    18) What is the experience required for HR position in Bharti AXA?

    A) 3 Years B) 4 Years C) 2 Years D) 5 Years

    19) What is the attrition rate in Bharti AXA? (Number of employees leaving the

    company in a year)

    A) 30% B) 40% C) 20% D) 10%

    20) What departments generate the most successful employees?

    AGENCY

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    21) What skill sets are required to become an agent in Bharti AXA?

    COMMUNICATION, HARD WORKING

    22) Please attach the flow chart of hierarchy followed in the organization?

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    CHAPTER 7

    SUGGESTIONS

    &

    BIBLIOGRAPHY

    SUGGESTIONS & RECOMMENDATIONS

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

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    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 customers 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 hoardingsand 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 oradvertising through regional channels.

    More than 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 awarenessand 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.

    The strict training schedule should be made flexible. For a person who is

    On score it is difficult for him/ her to be able to come for training especially in casewhen he/ she is already working

    BIBLIOGRAPHY

    Kotler, P.(2006), Marketing Management, 12th

    Edition New Delhi: Pearson PublishersLtd.,pg-148-167Cooper D.R

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