Recruitment & Selection of Life Advisors in Bharti-Axa Life Insurance Company

20-08-2010
LOVELY PROFESSIONAL UNIVERSITY | FARAZ ALAM

10906032
M.B.A (HR)
LOVELY RECRUITMENT & SELECTION OF

SCHOOL OF
MANAGEME
LIFE ADVISORS IN BHARTI-AXA
NT LIFE INSURANCE COMPANY
[Type text]
SUMMER PROJECT
ON
RECRUITMENT AND SELECTION OF LIFE ADVISORS IN
BHARTI AXA GENERAL 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|Page
LOVELY 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 General 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 General 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:
3|Page
Date: FARAZ
ALAM MBA (HR)
L.P.U
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
4|Page
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.
5|Page
 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 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.
6|Page
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
7|Page
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
Develop a Profile
8|Page
Develop sources of
recruitment
Approaching the Targeted

recruits
Initial screening and

Interviews
Reality check
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.
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
9|Page
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.
10 | P a g e
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.
11 | P a g e
 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
12 | P a g e
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,
13 | P a g e
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.
14 | P a g e
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)
15 | P a g e
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.
16 | P a g e
INTRODUCTION TO COMPANY
Bharti AXA General Insurance Company Ltd.
 Bharti AXA General 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 General 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
17 | P a g e
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 General 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 General Insurance
Vision
To be a leader and the preferred company for financial protection and wealth management in
India.
Values
18 | P a g e
 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.
19 | P a g e
Professionalism Innovation Pragmatism
VALUE OF
BHARTI AXA LIFE
Team Spirit Integrity
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
20 | P a g e
 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
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
21 | P a g e
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 General 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
22 | P a g e
Individual Plans :
Bharti AXA General 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 General Bright Stars
A Unit Linked Child product.
Bharti AXA General 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 General 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 General Insurance's unique pension product ensures that your
retirement life is your Dream Life.
Live your Dreams! Be Life Confident.!
Bharti AXA General 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 General InvestConfident
Unit Linked Single Premium Product.
23 | P a g e
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 General 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 General FutureConfident
A unit-linked policy which offers comprehensive protection along with wealth creation in the
long term.
Bharti AXA General FutureConfident II
A unit-linked product which offers enhanced protection along with wealth creation in the long
term.
Bharti AXA General 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 General 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 :
24 | P a g e
Bharti AXA General - CreditSecure
Bharti AXA General 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 General - Sanjeevani
Sanjeevani is a single premium group term life insurance product, offering protection to your
family.
Bharti AXA General - Swasthya Sanjeevani
SwasthyaSanjeevani is a single premium group critical illness product, providing comprehensive

protection against 6 critical illnesses.
Bharti AXA General - Sanjeevani
Sanjeevani is a single premium group term life insurance product, offering protection to your
family.
Bharti AXA General 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 General 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 General Life Shield
Life Shield is a single premium group term life insurance product.
OBJECTIVE OF THE PROJECT
25 | P a g e
 How to recruit agents for Bharti-AXA Life Insurance Company.
 To understand the process of recruitment and selection of agents in Bharti AXA General 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
26 | P a g e
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.
27 | P a g e
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.
28 | P a g e
29 | P a g e
30 | P a g e
After recruitment the next part is selection of best candidates.
Make the interview deliver

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 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.
31 | P a g e
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,
32 | P a g e
(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
33 | P a g e
 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
34 | P a g e
Develop a Profile
Develop sources of
recruitment
Approaching the Targeted

recruits
Initial screening and

Interviews
Reality check
35 | P a g e
CONSULTANCY
PROMOTIONS
TRANSFERS
JOB PORTALS
RETIRED
EMPLOYEES
EMPLOYEE
REFERRAL
WALK IN
1) INTERNAL 2) EXTERNAL
36 | P a g e
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
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
37 | P a g e
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.
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
38 | P a g e
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.
CONSULTANCY:- 64%, 105
CONSULTANCY
70 JOB PORTALS:- 22%, 36
60
JOB PORTAL
50 WALK INS:- 7%, 11
40 WALK IN
30 EMPLOYEE REFERRAL:- 3%,4
20 EMPLOYEE
10 REFERRAL OTHERS:- 4%, 7
0 OTHERS
TOTAL CANDIDATES = 163
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
Bharti Axa rely heavily on consultancies for the recruitment of agents.
o Meaning of methodology
39 | P a g e
o Sample,
o Types of data
o 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
40 | P a g e
 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 GENERAL
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 GENERAL
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
GENERAL INSURANCE COMPANY LTD.
41 | P a g e
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 4 73 45 27
Individual
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 <3 years 3-5 years 6-10 years 10-20 years >20 years
present
No. of 41 44 18 26 33
individual
42 | P a g e
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
43 | P a g e
Unemployed Housewife Govt. Employee
4% 2% 10%
Here
in
this
Student chart
31%
it
Pvt. Employee
53%
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
44 | P a g e
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
45 | P a g e
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.
46 | P a g e
Analysis 8: Preferred amount as extra income by different people.
Result 0k-5k 5k-10k 10k-20k >20k No Answer
No. of 28 51 29 7 48
individual
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
47 | P a g e
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
48 | P a g e
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
49 | P a g e
OBSERVEDVALUE(O EXPECTED
) VALUE(E) O-E (O-E)² (O-E)²/E FROM
THE
20 18.40490798 1.595092025 2.544318567 0.138241309
ABOVE
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
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
The findings are based on the survey undertaken and interview of individuals for the
procurement of life advisors.
50 | P a g e
3
Finally selected
Life advisors
Individuals selected for IRDA training 5
Among the Individuals with scores > than Q3, those interviewed-
19
Among the individuals who were willing to make extra money, those with Q score
greater than 3- 43
Among the individuals surveyed, the individuals who were willing to make extra money- 116
Total number of Individuals surveyed -163
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
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
51 | P a g e
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
52 | P a g e
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.
53 | P a g e
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 General 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.
54 | P a g e
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
55 | P a g e
 Questionnaires
 DATA
QUESTIONNAIRE
56 | P a g e
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 GENERAL INSURANCE COMPANY? YES:____________NO:_____________
8. DO YOU WANT TO WORK IN BHARTI AXA GENERAL INSURANCE COMPANY? YES:_________NO:___________
CONTACT NUMBER:_________________________
DATA
EASTERN PUNE
K.PATRA 3 N BA 23 CAREER Y STUDENT Y 6-7K part Y
57 | P a g e
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. Y 10K 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
58 | P a g e
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
59 | P a g e
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 FULL N
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

60 | P a g e
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
61 | P a g e
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 5K part 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
62 | P a g e
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
63 | P a g e
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 part Y
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
64 | P a g e
65 | P a g e

Recruitment & Selection of Life Advisors in Bharti-Axa Life Insurance Company

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Recruitment & Selection of Life Advisors in Bharti-Axa Life Insurance Company

Uploaded by

Copyright:

Available Formats

20-08-2010

LOVELY PROFESSIONAL UNIVERSITY | FARAZ ALAM

LOVELY RECRUITMENT & SELECTION OF

RECRUITMENT AND SELECTION OF LIFE ADVISORS IN

BHARTI AXA GENERAL INSURANCE COMPANY

Submitted to Lovely Professional university

SUBMITTED TO:- SUBMITTED BY:-

Ms SILKY SEHDEV FARAZ ALAM

Place: PHAGWARA Signature:

INTRODUCTION TO INSURANCE SECTOR

INSURANCE PRODUCTS OF BHARTI AXA

OBJECTIVES OF THE PROJECT

RECRUITMENT & SELECTION PROCESS

DATA PRESENTATION, ANALYSIS & INTERPRETATION

- About the company

 Major players in the life insurance industry in india

 Insurance Products of Bharti AXA

 Objective of the project

Recruitment and Selection

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

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

Approaching the Targeted

Initial screening and

The difference between recruitment and selection:

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

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

 Protection of economic value of assets.

Insurance is generally classified into three main categories:

INSURANCE SECTOR REFORMS

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

III) REGULATORY BODY

 The insurance act should be changed

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

Opportunities in Insurance sector

Threats in insurance sector

Composition of Authority under IRDA Act, 1999

Bharti AXA General Insurance Company Ltd.

The Joint Venture BHARTI and AXA

Bharti AXA General Insurance

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

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

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

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

BHARTI AXA LIFE

Team Spirit Integrity

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

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

 To deliver high levels of shareholder return

 To be recognized as being close and qualified by our customers

MAJOR PLAYERS IN THE LIFE INSURANCE INDUSTRY IN INDIA

 Life Insurance Corporation of India (LIC)

Bajaj Allianz Life Insurance Company Limited

Birla Sun Life Insurance Co. Ltd

Insurance Products of Bharti AXA

Bharti AXA General Guarantee Builder

A Unit Linked Guarantee Plan

Bharti AXA General Bright Stars

A Unit Linked Child product.

Bharti AXA General Spot Suraksha

Bharti AXA Dream Life Pension

A Unit Linked Pension Product

Live your Dreams! Be Life Confident.!