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TRAINING PROJECT REPORT

ON
LEARNING AND EXECUTION & SM MENTORING

To be submitted in Partial Fulfillment of MBA

(Master of business administration)

UNDER GUIDENCE OF
Mr. R.B.TRIPATHI

Prepared By:-
FATMI KAFEEL
Institute of Co-operative & Corporate Management,
Research & Training
Lucknow
ACKNOWLEDGEMENT

With great pleasure, I extend my deep sense of gratitude towards Mr.


B.R. Tripathi under whose valuable guidance, constant interest and
encouragement, who has devoted their ever-precious time from their
busy schedule and helped me in completing the Project.

This co-operation is not only useful for this project but will
be a constant source of inspiration for us in the future.

I am also thankful to all the members of the HR


Department without whose guidance I would have not been able to
complete this project. Their valuable guidance, constant interest and
encouragement, which devoted their ever-precious time from their busy
schedule has helped me learn a lot.

I am also thankful to those who helped us intellectually in


preparation of this project directly or indirectly.

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TABLE OF CONTENT

CONTENTS PAGE-NO
• ACKNOWLEDGEMENT 8
• AIM OF THE STUDY 9
• SCOPE OF THE STUDY 10
• INTRODUCTION 12-13
• PROFILE OF THE COMPANY 14-24
• BACKGROUND 14-17
• LEADERSHIP TEAM 18-24
• VISION & MISSION 25-26
• VISION 25
• MISSION 25
• GOAL 26
• ACHIEVEMENT 27-28
• PRODUCT LINE
• PRODUCT PLAN 29
• PROTECTION PLAN 30

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• SAVING AND INVESTMENT 31-32
• CHILD PLAN 33
• RETIREMENT PLAN 34
• TRADE POLICIES 35-38
• BRIEF HISTORY OF INSURANCE SECTOR 39-40
• MILE STONES 41-59
• RELIANCE LIFE INSURANCE 60-62
• ANCILLARY BUSINESS OF RELIANCE 63
• COMPETETORS
• DIRECT COMPETETORS 64-67
• INDIRECT COMPETETORS 67-68
• PROMOTERS OF THE COMPANY 69
• HIERARCHY OF THE COMPANY 70-73
• HR-POLICIES OF THE COMPANY 74-79
• ATTRACTIVE FEATURES OF THE COMPANY 80-90
• PRODUCTS 91-96
• ASSIGENMENT PROFILE 97-149,151-
177

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• INDUSTRY MAP 150
• FINDING 178-179
• SUGGESTION 180
• LEARNING 181-185
• LIMITATION 186-187
• EXPERIENCE 188-189
• CONCLUSION 190
• LETTER OF THANKS 191

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AIM OF THE STUDY
The main aim of the report is:

• To mentor the trainee sales managers and advisors of


Reliance Life Insurance.

• To know the gap between learning vs. execution

6
RM
MM
MM
BM

STM
TSM

ADVISORS

7
HEIRARCHIAL STRUCTURE

REGIONAL MANAGER

BRANCH MANAGER

SALES TRAINING MANAGER

TRAINEE SALES MANAGER

REGIONAL MANAGER
The regional manager of the company is responsible for the
overall target assigned within a region.

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Policies adopted by the HR department

1) RECRUITMENT AND SELECTION POLICY


This policy is made to have best recruitment and selection of
personals in the company. This policy includes three sub
policies
• Minimum qualification required in prospective
employees
o There is a minimum qualification required for each post.
This has been the main feature of the selection and
recruitment policy.
o The sources from where lab our supply can be tapped.
o This means that from where the target lab our for the
company can be found who are having necessary skills
and talent that is must for the company.
o Selection test.
o This is very important to check that whether the selected
candidate is up to the mark or not. This can be checked
by the help of various selection tests such as -:
o Personality tests
o Intelligence tests

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o Aptitude test
o Achievement tests
o Interest tests

2) PROMOTION AND TRANSFER POLICY

The policy covers different plans for promotion and transfer of


the employees. Their are different categories according to
which an employee is transfer or is promoted. These all things
are mentioned in this policy.
An employee is promoted or transferred based on three
categories-:
a) Relevance of seniority
An employee is promoted or transferred first of all on the basis
of his seniority. An employee who is more senior will be
preferred more under this.
b) Relevance of merit
An employee who has scored high when his performance has
been evaluated will be given priority than others and this
totally depends on his work and skills and talent which he
shows in achieving his goal.
c) Bases of transfer

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Some times employee is promoted based on transfer. An
employee gets promotion only if he is ready to take the charge
of a new location.

3) Training policy
Whenever an employee enters in the company he needs to be
mentored and trained, both at personnel and professional level
.so how an employee will be trained and mentored these all are
covered under training policy.
The programs, which are there in this policy, are
a) Induction training
First feature of this policy is induction training.
b) Type of training
This covers, which training should be given to which
employee. This also covers on the job and of the job training
of the employees. In this, there is a fixed period for which the
employee will be trained and in this period, he will be taught
both practical and theoretical work.
C) Training of executive and operative employee
As discussed earlier there are different training program for
different categories of employees. The executives are not
trained in the same way as operative employee. Each employee
is first categorized based on his or her work and then
according to that they are trained.

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4) Compensation policy
1) Minimum wages
As some workers of the company are not permanent
employees. They work on daily wages. so it’s the duty of hr
department to fix their minimum daily wages which they get
according to their work. This is some times based on hourly
bases or shift bases.
b) Non financial incentives
These are incentives or perks given to the employees which are
non monetary .like here in the company the employees get free
passes for movies as well as discounts in some branded
showrooms
c) Incentive plans
The employees are given incentives and perks which are
monetary to motivate them .they are given to them on monthly
basis. The incentives depends upon the an employee sincerity
towards his work.
D) Bonus
Employees are subjected to get bonus annually or six monthly.
However, that depends on the grade, which they get while
working from their superiors .seniority and experience is also
counted in giving bonus to the employees.
5) Welfare and safety policy
These policies include the safety measures and the welfare
measures, which are to be taken for the welfare and d the

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safety of the employees. I the company there is a welfare club
for each department and the employees use to contribute some
money in that monthly which will be further use for welfare
purposes.
6) Human relations policy
In any organization, it is must to maintain a coordinal and
healthy relation between the employees of the organization. So
the organization decides certain norms according to which the
human relations are built and are maintain in the company.
This includes
a) handling of grievances
Handling the grievances of the employees is must for any
company because if the employees of the company are not
satisfied then how can a company even think of bringing
success to the business.
Therefore, the problems of the employees should be listened
and then should be properly handled so that they can work
in the company with full satisfaction.
b) Participative management
The best policy that the company is having is participative
management approach in which every body is having the
right to participate up to a certain level in any
management’s decision.

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Assignment profile
Objective/project title
Using training techniques to increase sales productivity.
Training period
8 weeks
Data source.
Data given by the company on various training methods used by
them to mentor and train their employees.

Working hours per day


8 hours(approx)
Timing
9:30am – 5:00 pm

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OBJECTIVES OF TRAINING
The general objectives of training are as follows-:

(a)To improve job related skills

some employees are not able to perform their jobs well. They
possess inadequate skills and knowledge of their assignment with
the result that they produce poor quality and volume of output,
waste resources, damage equipment tools, respond insufficiently to
the supervisor’s instructions and so on. They need a training
course for the purpose of removing their deficiencies and fitting
them to their jobs.

(b)To update knowledge and skills

Organizations need to help their employees to keep up their


knowledge and skills in tune with the contemporary trends. This is
especially so in these days of explosive improvements and
innovations in science and technology .Organizations should
support their personnel in the battle against skill obsolescence.
Personnel are to be exposed to refresher courses and
developmental programs with a view to improve their utility to the
organization.

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(c) To prepare for higher responsibilities

The personnel need to have opportunities for advancement in their


careers .Concurrently; they should also be striving for assuming
higher responsibilities and performing tasks that are more complex
with competence. For this purpose, an organization may design a
system whereby opportunities are made available to personnel for
their career advancement and simultaneously preparing them
through for higher positions.

(d)To develop proper job-related attitudes

The employees have to be trained to develop positive and helpful


attitudes toward their jobs, superiors, colleagues and juniors, the
goals, policies and procedures of the organization and to the
environment of the work place. Employees sometimes tend to be
ignorant, indifferent and even hostile towards their jobs in their
inter-personnel relations and to the work culture. Attitude
development and socialization of the personnel is essential for
generating teamwork, ensuring discipline and maintaining
consistent behavior. It is a question of proper training and
orientation ,both for new incumbent and others.

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(e)To mould personnel to adapt to organizational changes-

Organizations need to be dynamic to cope with, adjust and adapt to


the changes in technology, and other environmental changes .New
methods, techniques, processes and equipments have to be adopted.
New and innovative approaches to planning, structuring,
motivation, leadership, and control and conflict management have
to be evolved. The personnel have to be conditioned to learn new
skills and capabilities to enable them to be receptive to required
changes and to assimilate them .For this purpose, they are to be
properly trained. Training of personnel is one of the approaches
for the organization to win over their resistance to change which is
caused by fear, anxiety and unfamiliarity.

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NEED AND IMPORTANCE OF TRAINING
Training is a necessity not a luxury. Many big companies spend
huge amounts on training, as it is generally felt that it motivates
employee to put hard work. if employees understand their job well,
their morale increases and there is also a sense of recognition
among the employee that they are the valued members of the
enterprise.

Importance of training to the organization-

1) systematic learning

A systematic training program helps to reduce the learning


time to reach the acceptable level of the performance. The
employees need not learn by trial and error or by observing
others and waste if the formal training program exists in the
organization.

2) Better performance

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A trained employee usually shows better productivity and
higher quality than an untrained employee does. Training
increases the skills of the employee in the performance of a
particular job. An increase in skill helps in increase in skill
usually helps in increase in both quantity and quality of
output.

3) Recruitment through promotion

When very new skills are required by an organisaaon, it


has to face great difficulties in the selection process
.training can be used in spotting out promising men and in
removing defects in the selection process. It is better to
select a train from within the organization rather than seek
the skilled employee from outside sources.

4) Better utilization of machines and material

Machines and materials are handled economically


resulting in the elimination of wastage. It leads to reduction
in cost of production.

5) Economically supervision

If the employee are given proper training ,the responsibility


of supervision is lessened training does not eliminate the
need for supervision, but it reduces the need for detailed
and constant supervision.

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6) Uniform procedures

With the help of training, the best available methods of


performing the work can be standardized and made
available to all employee .standardization will make high
levels of performance rule rather than the expectation.

7)Reduction in accident

Since the workers are trained in handling machines and


are taught various safety measures, he rate of accidents
falls considerably.

8)High morale

Training helps in reducing absenteeism, labor turn over


and grievances among the employees. This increases the
morale of the workers.

9)Better climate

An endless chain of positive reaction results from training


such as higher productivity ,better quality ,efficient use of
resources, more financial incentives, stress on promotion,
less conflicts and so on.

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METHODS OF TRAINING
A wide range of training methods and program has been devised
over the years by organization and training experts. different
training methods and programs are suitable categories of
personnel in the organization :managerial and non managerial,
technical ,administrative ,skilled ,unskilled, senior ,junior ,and so
on. Each organization has to make choice techniques and program
relevant for its training needs and organizational condition.

The various methods of training may be classified into the


following categories-

(!)Vestibule training

(2) On-the-job training

(3) Of –the-training

(!)Vestibule training
The employee are taken through a short under working condition
that are similar to actual shop, sales or office condition. It gets its
name from the resemblance of the school to a vestibule through
which one passes before entering the main hall of a house.
Vestibule schools are adapted to the same general type of training
problem that is faced at the actual place of work. An attempt is

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made to create working condition, which are similar to the actual
work environment.

Vestibule training is suitable where it is not desired to put the


burden of training on line supervision and where a special
coaching is required .the staff of the vestibule school consists of
expert and specialist instructors. The trainee avoids confusion and
pressure of the work situation and is thus able to concentrates on
training. Their activities do not interfere with the regular processes
of production. Moreover, trainees get an opportunity to become
accustomed to work routine and recover from their nervousness
before going on to actual jobs.

(2) on the job training


This is considered the most effective methods of training the
operative personnel. Under this method, the worker is trained on
the job and at his work place; .this enables him to get training
under the same working condition and with the same processes.
Materials and equipments that he immediate supervisor who knows
exactly what the trainee should learn to do or to some outside
instructor, who is the training specialist in the field .Effective on
the job training depends primarily upon qualified trainers. Without
them, it is simply the old hapzard practice of putting new worker
with old hands who have neither the inclination nor the ability to
teach the newcomers properly.

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On the job training has main advantage of strongly motivating the
trainee to learn .it permits the trainee to learn at the equipment and
in the environment of the job. On the job, training methods are
relatively cheaper and less time-consuming .moreover, line
supervisor take an important part in training their subordinates.

(3) Off-the job training


As the name implies, off the job training is provided to the
employee away from his job. It is generally theoretical in nature
and is imparted in a classroom type atmosphere. It is generally
theoretical in nature and is imparted in a classroom type
atmosphere. It is associated more with knowledge than with skills
.thus training is used when concepts, theories, problem solving
skills and new attitudes are to be taught.

There are certain aspects of nearly all jobs that can be learnt better
in the classroom than on the job. Orientation about organization
and safety training can be accomplished most effectively in the
classroom. The standard instruction method suitable for operative
employee is a formal lecture by an instructor to the trainees. The
instructor possesses a considerable depth of knowledge of the
subject at hand. He seeks to communicate his thought in such a
manner as to interest the class and cause them to retain what he
has said. The trainees generally take notes as aid to learning.

The above all study gives us a complete essence of what is called as


training.

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Learning Solutions focus

• Product Training

• Business process and Underwriting training

• Advanced Selling skills

• Financial Planning

• Front Line Manager Induction training

• Coaching skills

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• Experiential Training Programs

• Middle and Senior Management Programmes

• Domain training

• Team Building

• Handling Sales to Institutions (Group Products)

• Managing Channel Partners

• Call Center Training

The organization offers different management development


programme for different management level.

Some of them are-:

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• Leadership Skills E-Mail and Video Conferencing
Etiquette

• Performance Management Effective


Communication Skills

• Stress Management Emotional Quotient

• Interviewing Skills Positive Thinking and Attitude

• Organizational Values and Ethics Coaching and


Mentoring

• Managing Employee Conflicts Personal


Effectiveness

• Interpersonal Skills Strategic Management

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• Customer Care Management Creating Business
Proposals

• Business Writing Skills Creative Problem Solving

• Team Building Time Management

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Interviewing Skills
In today's highly competitive market, successful recruitment
presents an ongoing challenge. This practical Interview and
Selection skills training programme will provide individuals with
the skills and techniques essential for conducting a successful
selection process. This programme will deal with preparation for
an interview, developing interview questions and their value and
interview techniques. The programme includes group discussions,
exercises, role-play and a questionnaire based on interview skills.

Organisational Values and Ethics


This programme will help participants understand the values and
work ethics of their organisation through various activities, and
enable them to align personal values and work ethics with the
organisation’s values, for self-development and organisational
growth. Also, participants will recognise that the benefits of being
proactive are enormous: improvements in organisational
reputation, stakeholder good will, employee recruitment and
retention, organisational effectiveness, and cost savings associated
with minimising ethical mistakes.

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Managing Employee Conflicts
Conflicts are an integral part of working closely with people. This
conflict management programme will help participants identify
some of the ways they may be contributing to these problems and
offer some strategies that they can adopt at work and in their
personal lives.

Participants will share their personal experiences regarding


conflict at the work place and use role-plays to practice behavior
that minimizes conflict. This will help increase productivity by
enabling employees to understand each other and work together
without causing conflicts or tension.

Interpersonal Skills

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Interpersonal Skills are fundamental to our dealings in our
professional and personal lives. This programme on Interpersonal
Skills is designed to assess participants' current levels of
communication and the impact of behaviour on morale and
performance. It will equip individuals with a greater sense of self-
awareness and enhanced relationship skills in order to be more
effective in working relationships. This is a highly participative
programme, with emphasis on discussion and group learning.

Customer Care Management


In today's highly competitive markets where products and services
are similar, managing relationships with customers has become a
critical organizational competency. This programme takes
participants through winning strategies for acquiring and retaining
customers by leveraging the latest technologies. This programme
will teach participants on how to select the right tools for the
business, so it can grow. It will challenge participants to address
these issues in a practical way that clarifies the relationship
between customer care and overall business strategy.

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Business Writing Skills
With all of us trying to squeeze in more and more into our 24-hour
day, professionals today do not have enough time to read their
correspondence. This programme will teach participants to produce
reader-oriented letters, memos, short reports and other everyday
business documents with greater ease, confidence and
effectiveness. It will enable them to become more skilled at writing
professional business documents that are brief but concise, clear
yet direct, complete and correct. Participants are taken through a
number of hands-on exercises to practice writing to perfection!

Team Building
With increased specialization of jobs, individuals need to work with
different people. The objective of this programme is to turn a loose
group of individuals into a productive team. The programme will
help participants understand and apply the traits of an effective
team player, so they can contribute to achieving organizational
goals.

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The programme is designed to provide participants with the skills
and attitude that will help build effective teams, through role-plays
and team building activities.

E-mail and Video Conferencing Etiquette


In today's world of instant communication, the use of e-mail and
video conferencing is becoming more extensive in business
communications. While a lot of people understand the importance
of following certain rules when writing a business letter, they often
forget these rules when composing an e-mail message. They may
also not know how to use video conference facilities or the right
behaviour at a video conference. This programme will help
participants write winning email messages and use video
conferencing effectively to achieve business objectives.

Effective Communication Skills

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More and more organisations are recognising the value of effective
communication through effective listening and various techniques
to increase productivity and sales. This programme will help
participants reap the benefits of good communication by avoiding
confusion and misunderstanding, and reducing frustration and
stress. It will also help to gain an understanding of others’
perspectives and to meet customer needs. The programme will
teach participants to be assertive without being aggressive and to
overcome barriers in communicating with other people. Using case
studies, role plays and facilitator-led discussions, the programme
will enable participants to develop more fulfilling interpersonal
relationships.

Emotional Quotient
Emotional Quotient or EQ has an extremely critical role to play in
our success as professionals and human beings. In the workplace,
it influences how we relate to others and how we handle
relationships. In this workshop, participants will explore the
concept of EQ, learn their EQ, understand ways in which their
current EQ can be enhanced and hone their social and personal
competencies

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Positive Thinking and Attitude
Positive thinking and attitude is an extremely critical element of
stress management as it allows only those thoughts and feelings
into the mind, which encourage growth, success and well-being. In
this programme, participants will explore methods of inculcating
positive thinking, and learn to be more successful at the workplace.

Coaching and Mentoring


Coaching and Mentoring are some of the key responsibilities
handled by managers at all levels for growth and development of
their team, leading them towards overall organisational goals.

This programme will take participants through the process of


coaching, by developing and enhancing skills that help in ensuring
participation of the mentor and the mentored, and reviewing the

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dos and don’ts of coaching and mentoring. By developing
managers into mentors, your organisation can create a credible
succession strategy built on a foundation of inclusion, self-
improvement and loyalty.

Personal Effectiveness
This programme will enable participants to enhance their personal
effectiveness, apply a principle-centred approach to life and living,
master the art of balancing work and personal lives, measure
personal effectiveness with respect to life goals and take corrective
action for planning and follow up.

Strategic Management
Strategic management provides overall direction to an
organisation. This programme will help your organisation to assess
your company’s business, its industries, and the competition. The
programme will help you to set goals and strategies to meet all

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existing and potential competitors. It will help participants reassess
each strategy to determine how it has been implemented and
whether it has succeeded or needs to be replaced so as to meet
changed circumstances, new technology, new competitors, a new
economic environment or a new social, financial, or political
environment.

Creating Business Proposals


The objective of this programme is to provide the participants with
a systematic approach to proposal writing, which is a crucial skill
for most professionals today. It explores the specialised skills
required to make winning value propositions and write persuasive
proposals. The programme is designed to provide participants with
the skills to plan and write successful proposals, so they are able to
showcase their organisation, and its products and services in the
best possible manner.

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Creative Problem Solving
This programme is designed to help participants build their
problem solving and creative thinking skills. Participants apply the
critical concepts and techniques of creative thinking in
combination with certain problem solving tools to innovatively
solve specific workplace problems. Participants review the
objectives of innovative problem solving and apply the techniques
of lateral thinking, in particular the generation of alternatives by
employing brainstorming, reversal, random stimulation, analogies,
and fractionation. Participants also apply popular problem solving
tools (for instance, Check sheets, Pareto diagrams, Cause and
Effect diagrams, Process Flowcharts, and more) to solve generic
and workplace problems

Time Management
Getting the most out of a 24-hour day is a constant challenge that
many people face in today’s busy world. This programme takes
participants through the fundamentals of time management so as
to get the most out of a day. Participants are also shown techniques
for eliminating time wasters and conquering procrastination.

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This programme will help participants increase work effectiveness
and productivity, achieve greater control of their daily activities
and overcome stress. The programme uses presentations and
discussion to introduce the concepts of time management and
practical exercises and role-plays to develop personal skills.

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TRAINING METHODS USED
BY
RELIANCE LIFE INSURANCE

FOR GIVING TRAINING TO


THE TRAINEE SALES MANAGERS
AND
ADVISORS
The training process adopted by the company comprises two types
of method

• On the job training

• Of the job training

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On the job training
On the job training was given to the trainee sales managers who
were freshly recruited from the different t colleges. They were
trained both to enhance their theoretical and practical knowledge.
The training department also uses certain E-learning methods to
train them.

Steps that were taken by the training department to convert a


trainee sales manager to a trained sales manager-:

• Selection of candidates-firstly the appropriate


candidates were selected by the HR department of
the company from different colleges.

• They were handed over to the training department.

• Then the mentoring and the training process starts

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• It is basically a target fixed for a particular team
formed by the training department who were
responsible for above mentioned tas

will help you to make your self-valuable for the company. It is


the target of the trainees. They also need to bring the policies to
add business and to make profit and for that, they are trained.

Now brining policyholders for the company directly from the


market is not an easy cup of tea to have. Therefore, each tsm
need some members who can help them and who can enter in the
market directly and can bring business. Therefore, each tsm
makes his team also. The members of his team are known as
advisors who directly enter in the market and bring policyholders
for them. Therefore, the target of the tsm is to make a team,
which is effective and efficient enough to fulfill the above
mentioned goal.

• Each stm were supposed to make a team in which


he/she has to recruit at least 30 advisors with in 90
days and each advisor should be capable enough of

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at least selling two policies in a month. It is not as
easy as it sounds to be.
• After making the tsm very clear about their target
each were mentored initially on daily basis

• Daily classes were held to take their daily review in


which all sorts of query, which they asked, were
answered and knowledge of the new tactics of the
market was given.

• they need to pass an exam know as ic-33.this is an


objective paper set up which the tsm’s have to clear
so that he/she should have at least all the general
knowledge of insurance which is must.

• Their weekly and monthly review was also taken.

• after three months the training period ends and


each tsm who is able to come out with fruitful results
or who is able to achieve the target is a trained well
skilled sales manager.

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WHAT TRAINING METHODS WERE USED TO
TRAIN TSM
1) Daily training classes
Daily training classes were held in which their skills were
enhanced by giving them knowledge about the new marketing
tactics as well as the strategies, which they can opt to bring
business. They were answered for their queries. So over all the
training classes were helping them to know the technical know how
so that they can survive in the market.

2) Taking weekly reviews of their performance

A weekly review what they have done in the whole week was taken
by their trainer so that it can be easily evaluated that what is their
perforce and were they need improvement.

3) Performance evaluation and appraisal

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Timely appraisal of their performance was done so that they can
also feel motivated and enthusiastic towards their work.

4) Mentoring both at professional level and personal level

The tsm were trained and mentored both at personal at


professional level. sometimes it is necessary to give a personal
touch to your learning methods .a good trainer is only one who is
train his trainee like a mother nourishes her child.

5) Paternalistic approach in giving training and mentoring.

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Format for taking weekly reports of tsm
Given below is the weekly report of the each tsm .the report gives
the detail of the target fulfilled by each tsm.

• The graphs cover a report regarding project –


Assisting all STMs on project SM mentoring in 90
days

• The chart depicts the ratio of no. of interviews and


final recruitment

• TSMs who have not responded are marked as zero in


respect to their response.

46
(1)

47
(2)

(3)

Rishi Raj Sin


48
(4)

Vimal

Sajal Kumar A

Chittalur
49
S oum ya
Ra ksha
Shal
De e pt
Pritam
Aksha t Na ra ya
Prakash Chandra
50
P ra b h a t K u
Na ve e n S
51
S y e d H a sa n
B
S y e d H a sa n
52
Sandeep

V id ya N a
53
A n iru d d h K
Sha
A n il K u m a r
A n iru d d h K
54
V i v e k G o sa i n
55
P i y u sh
THE ABOVE CHARTS SHOWS-

R a g h u v a n sh
1) The name written on the top most shows the name of the trainer.
2) The name written below shows the names of the TSM.

S h i sh i 56
3) The blue portion shows the no of people each trainee meet as a
target.
4) The red portion shows how many of the people he meets were
converted into advisors.

Why the trainees need to recruit advisors


The insurance industry is comprised of-
1) Customers
2) Employees
Customers-customers mainly comprise of
a)buyers- one who buys the policies
b) sellers-advisors/agents
Employees-employees are the one to whom the company is paying
for the work it is taking from them.
Here the employees with whom we are concerned are sales
manager. They alone cannot do the work, which they are assigned

57
to do. Therefore, for that they need a team. This can be easily
understood by the given below chart.

Industry map
INDUSTRY

Customers Employee

Sales Manager

(1000 policies)

Buyer (policyholder) seller (advisors) 10000 appointments

50000 calls

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50000 in 300 days

(300 working days)

1 day 24 hrs

Eight working hrs

50000calls/100 working hrs

500 calls/day

500 calls/8hrs

Team (TSM and advisors) 62 calls /hrs

The above-mentioned chart reveals what a sales manager has to do


to achieve its target. If he needs at least 1000 policies, then he at
least has to fix 10000 appointments. For that, he needs to call
50000 people. As we know, there are about 365 days in year but we
work for near about 300 days after deducting all the holidays. Each
day we work for at least eight working hour. So in all in one year
we work for 100 hours. Now in hundred hours a sales manager has
to make 50000 calls. In addition, in a day near about 500.and so in
an hour 62 calls. A hard nut to crack is not it. One cannot alone do
this he needs some one to help him to achieve a target this is done
by advisors that is why a SM needs advisors.
2) Of the job training
Of the job, training was being given to the advisors. Any one in the
market cannot bring business. One who is having necessary skills
and talent can only be capable of prove himself in the market. For
that, one needs to be trained. The advisors are not the employee of

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the company. They are the customers or sellers who work as
agents. They also need to be trained.
To become an advisor one has to go through a long process of
training as well as licensing after which only they become a
licensed advisor.
Licensing process of the advisors
1) Firstly the SM has to help a person to make him under stand
that how he will be benefited if he will become an advisor. Then
only one can be converted into effective advisors from the crowd.
However, this is really not very easy. As to make one understand
that he will be benefited though he will not be played by the
company.
For this there is an IC recruitment model. This model is as follows-

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Are y
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64
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Above is IC recruitment model by the help of a recruitment plan to
recruit an advisor can be made. This gives the way by which a sales
manager can approach a person and can motivate a person to
become an advisor of the company.
2) After a person makes his mind to become an advisor he has to
undergo some training procedures. Earlier this training for advisor
was manual by now reliance life insurance has made this easier by
converting this training programme to an on-line training process.

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What is an online training process?
As we know a person takes birth with some inner talent and
qualities. However, to take these qualities out and polish them so
that he/she can use them in the right direction is must. This can be
only done by an effective training process.
Earlier to mentor and train the advisor the company was using an
off-line training process, in which each person was trained
manually under the guidance of his mentor but the advisors were
facing many problems from that.

Why offline training process was not effective


1) It was very difficult for each advisor to be their in the classes
regularly at a particular time.

2) Off-line process was also not very cost effective.

3) Off-line training process was also not very time efficient.


Above all problems lead to develop a process, which should
overcome the above problems and should be helpful for the
advisors. Then comes the on-line training process.

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Online line process is basically a step by step procedures under
which an advisor will undergo a 50 hours on line training and after
which he will get a training completion certificate(TCC) and then
he /she becomes eligible to appear for the IC33 exam which he has
to pass to become a licensed advisor. This training is mandatory for
each advisor.

Process of online training of advisors


• Sales Manager to complete the ARF form along with
Individual Sponsorship Form ( Format Attached )
completely filled and submit to CE at respective
Branches , ( Leaving only Training Start date and
End Date Blank )

• CE will Scrutinize the forms and collate data in the


Online Request form ( Attached ) with complete
details and Dispatch the scrutinized ARFs to SBS as
per the old process on the branch cut off dates for
particular Exam Date and mail the online request

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• Training Admin at RO will collate the online training
request data from branches into single regional data
in one file

• Training Admin at RO with Reconcile the Individual


Sponsorship letters received with online data

• Sponsorship Letters for the Region received as per


the cut off dates for the Exam Date will be couriered
to Kalpesh Rathod

• The Regional data will be mailed to Kalpesh at:


kalpesh.rathod@relainceada.com

• Kalpesh will reconcile the Individual Sponsorship


letters received with Regional data and will mail the
same to NIS Sparta for user name and password

• Regional Data with assigned user name and


Password for online training along with training
start date and End Date would be mailed back to

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Training Admin at RO by Kalpesh , the same will be
circulated to all Branch CE s on the same day
• CE will sort data as per respective branches and
communicate the Training Start and End Date to
respective BM / SMs and further will be
communicated to Prospective Advisors

• Prospective Advisors will undergo Online Training


by using given User name and Password by
browsing through URL: www.insproonline.com
(Snapshot attached)

• Kaplesh will sent the Individual TCCs for all


Candidates completing 50 Hrs in a PDF file with file
name as Application number for the region for the
particular exam date to Training Admin at RO

• Training Admin at RO will circulate the TCC dump


to Branch CE s and CE s will download TCCs for
the application numbers processed from their
Branches and Hand it over to SMs for set of their
respective prospective advisors applied for…

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• Jayshree chaskar will send the Exam data and Admit
cards to respective branches as per the old system
• Advisors along with original copy TCC and Admit
cards will appear in the Manual Exam at the centers
filled in the ARF forms as was in the old system

• Coding process will follow through SBS as per old


System for Passed candidates

After this training process an n advisor has to appear for the exam.
After passing that exam he/she will become a licensed advisor.
Now after this training, an advisor also has to go through a
refreshal training programme three days before the exam. In this
they were told different projects like project-440, which gives them
an easy way to achieve the target. After this training a feed back of
what they have learned in the training is also taken which will help
to know the gap between training and learning.

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What is project-440?
Project-440 is a tool for mentoring the advisor so that they can be
trained with the easiest way with which they can achieve their
target.

1)

2)

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3)

4)

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5)

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6)

7)
V
Visi
To nur
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8)

To recr
advisor
Skills
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9)

T
10)

W
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11)

12) T

TICKET SIZE 20
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14)
CO

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Above shows the details of the project-440, which has proved itself
as the boon for the advisors of the company?
A
After this training as discussed earlier a feedback from the advisors
was taken with the help of a form. The sample of the form is shown

RECRUI
below-

ANNUAL
ANNUAL 81
By taking the feedback on this form one can easily, know what the
difference between the training and learning is.
Flow Chart
For
Licensing process

Start

Data of TSMs

Training
Completion
Certificate

Back-up of Admit-
Card

Admit Card
Request

Examination Date
Reminder Call

Data of Refresher
Training

End

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INCENTIVES PROGRAMS FOR ADVISORS
To do any work whether it is related to your personal life or
professional, a motivation is needed. This motivation can be
monetary or non-monetary.
The advisors of any insurance company though are the permanent
employee of the company but as they bring business to the company
they also wants some thing in return. For this Reliance life
insurance has developed an incentive plan for the advisors.

Ne
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They are of two types -:

• Take off
• Launch pad

Take off- if an advisor is able to fulfill the below mentioned


criteria then he will get the incentives as is planed according to the
Take off incentive scheme
 Take off-5 policies issued within the first 60 days of
licensing
 Min Weighted Recd premium to be Rest 75,000/-
The objective is in getting the advisor to
focus on the value of cases sold

An advisor after fulfilling the above criteria will get the below
mentioned benefits
 Benefit
 Advisor earns points worth Rs 2,000/
 A Certificate of Appreciation & Trophy

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Take off

N
 Take O
Launch pad-if an advisor is able to fulfill the below mentioned
criteria then he will get the incentives as is planed according to the
launch pad incentive scheme.
 3 policies issued within the first 30 days of licensing,
each with a min annualized premium of Rs 7,000

 Criter
(Only half-yearly and Annual mode)
The focus is in getting the advisor to sell cases and
get him used to the concept of the insurance selling

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An advisor after fulfilling the above criteria will get the below
mentioned benefits-
 Advisor earns points worth Rs 1,000/-
 A Certificate of Appreciation
Duly recognizing their initial success

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 Launch 86
FINDINGS

o The project, which has been assigned, can be boon for


any trainee who wants to pursue his/her carrier as
trainer.

o The training methods, which the department was using,


were unique and were very effective.

o The target which has been assigned to each trainee was


not seems to be a burden on them as for that they were
trained by the trainers who had established a parent child
relationship rather than a trainer and trainee
relationship.

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o The projects like project -440 were easy to apply and can
be used practically.

o The strategies of the trainers to mould their training


process just to make it easy for the trainees were the most
attractive feature.
o One can easily learn that the gap between training and
learning can only be mend by taking a feedback from the
trainees after the training sessions

o Regular evaluation of the performance always helps to


make the learning more effective.

o Motivation is the key to success for any trainer as when


he/she motivates his/her trainee then only the trainee will
be able to learn more and more.

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SUGGESTION
• The training methods used should not only sound
good but also they should have practicality in them.

• The trainers should sometime adopt paternalistic


approach

• The projects should be easy to understand and apply.

• The training procedures should be made keeping in


mind that it should be suitable for all as all come
from different educational background.

• if the company is using an online training process


for training the advisors then this should be kept in
the mind that whether all the facilities needed for
that are available in the area or not.

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LEARNING
Whenever you go somewhere you should always have in mind that
I will take something good after going back from there, i.e. I will
try my best to learn some thing .learning is an ongoing process. It
is a never-ending journey. One cannot say that now I need not to
learn any thing, as I am perfect.
When ever a child takes birth he/she first learn to say few words
like MA .when he grows he learn to walk by holding the hands of
his parents, after that he learns how to talk. When he goes to
school he learns many lessons from either his notebooks or his
surrounding. After studies when he gets the job he learns how to
work. When he gets married he learns how to manage himself.
Thus in his full life term he keeps on learning things. Learning
only stops with the death of ones mind. So today if you are saying
that I have learned what I was supposed to learn that means your
mind has died because a living mind always wants to learn.

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What is learning?
Learning exploits an integrated approach to performance
improvement that acknowledges personal strengths and
aspirations, business imperatives and organizational culture.

Your learning will only be effective if you are able to use it or one
is able to practically apply the learning in is present work whenever
needed.

So the meaning of learning vs. execution can only be understood if


one is aware of the skills of applying practically the leanings.

When what one gives you, you own it then we can say that trainers
training and your learning both are efficient and effective.

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What I have learned

The extract what I have squeezed from this is


How you can mentor and train people which help them to polish
their natural talent and skills.

My learning
• I got a practical experience of what I have just read in
books of training procedures.

• I learned some training methods which one can use while


giving training
 To fresh recruits.

• I have to know that one can convert his learning into


execution.

• Now I am well aware of what the insurance sector is all


about.

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• In this period, I learned that what guts an efficient
trainer should have so that he will be able to train his
trainees.
• What the trainer should have
• Ability to influence people
• Ability to always learn something new
• Ability to listen others
• Manipulative
• Should sometime adopt paternalistic approach

• The projects, which the company was using, have


taught me that how one can make others learn in the
simplest way.

• The lively examples while training period in the


company has given name lots of practical experience

• The training period was like an excellent opportunity


to learn more and more while working.

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• It helped me at personal level also as I learned how
to maintain professional relation ship while working.

• It is the real experience of what happens in the


corporate and I learned how to manage and carry
my self professionally.

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Start

Training
project
Knowledge,Skills,T
alent

Learning ability

Training
process
Starts

Knowledge

Ability to use Knowledge

Use of analytical, technical, personal skills


Confidence &
motivation
Ye
s Execution

Results

Feedback
If execution =
learning
Yes

No

End

EXECUTION AND FLOWCHART


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LIMITATIONS

While learning any thing new there are some limitations and this
project is no exception.

Limitations while making projects

1. sometime problems were faced while collecting data


2. as it was the first time experience of learning while working
so it takes time to adjust

Limitation of time

Time availability was one of the biggest limitations face due to


shortage of time we had to limit the work in its present form

Other limitations

1. Since we did not have any previous experience so it may have


led to discrepancies in the report
2. As the environment was very new to me so it takes some time
to become friendly with that

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EXPERIENCE

This project has helped us to have a direct interaction with the


external environment, which includes customers, suppliers,
buyers, government policies etc.and it has given an excellent
opportunity to have an experience of a corporate scenario.
Earlier I was thinking it as a “hard nut to crack”. However, later
when I actually worked there then I felt that it was like a perfect
example of practical study for a management student.

Our respected chairman sir DR.D.K.GARG has given us this


golden opportunity and I am very thankful to him. I got lot of
practical experience while doing the summer training as I got
an exposure of what actually happens in a corporate world.

“Beat the iron when it is red hot”

I had grabbed each chance of learning any kind of training skills


with both of my hand. Many obstacles were there like time

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constraint, new corporate environment etc but I pulled up my socks
and had taken each obstacle as a challenge.
At last i would like to quote one phrase:-

“All’s well that ends well”

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Conclusion

I have received following while working as a summer trainee in


reliance life insurance in accordance with the objective.

Insurance sector is a booming sector in today’s scenario. It is


adding a major part to our Indian economy. So one can think
himself lucky if he/she get a chance while working within this
sector.
As I got the golden opportunity working with the training
department, I got to learn what actually training means in the
corporate world. I worked on the project SM mentoring in 90 days.
In this, I learned how to train, mentor and enhance the skills and
talents of the trainees.
The conclusion what I draw is that training is an important tool for
learning and training department is the only, by which we can get
it. Training department is like the blood in the veins of the
company, which helps to develop the work force working there to
attain a maintainable position in the society
“It is difficult to fish in troubled water but we should take
up the gauntlet”.

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LETTER OF THANKS

“Thanks”, a very small word for a person who has really helped
you in achieving your goal.

Still I would like to say thanks to each person who so ever has
supported as well as co-operated in any ways in the completion of
my project.

I would like to say special thanks to respected Dr.


D.K.GARG,chairman of Ishan Institute Management &
Technology,Mr.Avnish srivastava, Regional Training Manager
Reliance Life Insurance who has shown us the right path to follow
in order to complete our project. I would also like to thanks
Miss.Ankita srivastava for helping me keep it all in perspective.

I am also grateful to the staff of the company without whom i


would not have even thought of completion of our project. i would
also acknowledge the support all the readers who would study this
project. I request the readers to let us know the mistakes I have
committed if any.
It would be difficult for us to adequately acknowledge our
indebtedness to all such people and institution.

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