Professional Documents
Culture Documents
A Run
A Run
Submitted By
Ruby Singh
PGDM IIIrd SEM
Session - 2008-10
1
ACKNOWLEDGEMENTS
If words are considered to be signs of gratitude then let these words convey the very same
with Aegon religare Life insurance and giving necessary directions on doing this project
I am highly indebted to Mr. Durgesh Saxena Business Manager and company project
guide, who has provided me with the necessary information and also for the support
extended out to me in the completion of this report and his valuable suggestion and
I also thank to Mr. Rajiv Secoria my fac ulty member, BBD, Lko, who has sincerely
supported me with the valuable insights into the completion of this project.
I am grateful to all faculty members of BBD, Lko and my friends who have helped me in
Ruby Singh
TABLE OF CONTENTS
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1 ACKNOWLEDGEMENT
2
2 OBJECTIVE OF THE STUDY 5
3 RESEARCH METHODOLOGY 6
4 BRIEF HISTORY OF INSURANCE INDUSTRY 8
5 BRIEF HISTORY OF AEGON RELIGARE 9
6 INTRODUCTION TO TOPIC
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7 THE RECRUITMENT PROCESS 33
8 Name gathering
9 Initial screening
10Numerical Aptitude Test
11Career Seminar
12 Evaluation of P-100
13Career interview
14 ANALYSIS & INTERPRETATION 55
16SUGGESTION 89
17 RECOMMENDATION 91
18LIMITATIONS 94
19CONCLUSION 96
20 BIBLIOGRAPHY
100
21 QUESTIONNAIRE
102
3
4
OBJECTIVE OF THE STUDY
The Summer Internship Program was carried with two prime objectives in
mind.
• Comparative analysis
RESEARCH METHODOLOGY
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a) OBJECTIVE OF RESEARCH: “Study the recruitment process of agent advisors and
lead generation”.
1 Name gathering
3 Selection interview
5 Career seminar
6 P100
7 Career interview
SAMPLE DESIGN
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b) SAMPLE UNIT: Employees of AEGON RELIGARE
LIMITATION
a) Shortage of time
The origin of insurance is very old .The time when we were not even born; man has
sought some sort of protection from the unpredictable calamities of the nature. The basic
urge in man to secure himself against any form of risk and uncertainty led to the origin of
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insurance. The insurance came to India from UK; with the establishment of the Oriental
Life Insurance Corporation in 1818. The Indian life insurance company act 1912 was the
first statutory body that started to regulate the life insurance business in India. By 1956
about 154 Indian, 16 foreign and 75 provident firms were been established in India. Then
the central government took over these companies and as a result the LIC was formed.
Since then LIC has worked towards spreading life insurance and building a wide network
across the length and the breath of the country. After the liberalization the entrance of
foreign players has added to the competition in the market. The General insurance
business in India, on the other hand, can trace its roots to the Triton Insurance Company
Ltd., the first general insurance company established in the year 1850 in Calcutta by the
British. In 1957 General Insurance Council, a wing of the Insurance Association of India,
frames a code of conduct for ensuring fair conduct and sound business practices. In 1972
The General Insurance Business (Nationalization) Act, 1972 nationalized the general
insurance business in India with effect from 1st January 1973. It was after this that 107
insurers amalgamated and grouped into four companies viz. the National Insurance
Company Ltd., the New India Assurance Company Ltd., the Oriental Insurance Company
Ltd. and the United India Insurance Company Ltd. GIC incorporated as a company.
Company’s History:
Its oldest roots can be traced to the period when the company provided
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member or loved one. These funds are the historical roots of industrial life
insurance
'Groot-Noordhollandsche' - 1845
‘Nillmij’ - 1859
Business Principles
AEGON will continue to focus on life insurance, pensions and investment products in
local operations and we will seek a leading position in each of our chosen markets to
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AEGON touches the lives of millions of people around the world in many different ways.
Their aim is to help them all create better futures. Their actions towards that end are
For their customers this means delivering products that provide financial protection,
asset accumulation and a service level that aims to be the best practice among peers.
For shareholders the emphasis is on achieving attractive shareholder returns, high levels
of security and reassurance through the clarity of our strategy, the quality of our
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We launched our pan-India multi-
channel operations in July, 2008 with
over 30 branches spread across India.
Our business philosophy is to help
people plan their life better. We provide
high quality advice to our customers
and offer superior customer service.
About Religare Enterprises Limited
Religare Enterprises Limited (REL) is a global financial services group with a presence
across Asia, Africa, Middle East, Europe and the Americas. In India, Religare’s largest
market, the group offers a wide array of products and services ranging from insurance,
asset management, broking and lending solutions to investment banking and wealth
management. The group has also pioneered the concept of investments in alternative asset
classes such as arts and films. With over 10,000 employees across multiple geographies,
Religare serves over a million clients, including corporates and institutions, high net
worth families and individuals, and retail investors. REL hold 44% equity in ARLI.
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AEGON Religare Life Insurance Company
ARLI has launched a suite of products that are focused on providing the customer with
the means to meeting their long-term financial goals. At the same time product
development has been founded on the tenet of providing the customer with great value.
ARLI products such as AEGON Religare iTerm Plan and AEGON Religare Future
Protect Plan have been ranked among the best in terms of value and have attracted many
external accolades.
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Values and Vision
o Protection Plans
o Child Plans
o Saving Plans
o Retirement Plans
Protection Plans
Child Plans
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Star Child Plan
Saving Plans
Protect Gain Plan
Retirement Plans
Pension Plan
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INSURANCE SECTOR REFORMS
In 1993, Malhotra Committee, headed by former Finance Secretary and RBI Governor
was formed to evaluate the Indian insurance industry and give its recommendations. The
2 Foreign companies may be allowed to enter the industry in collaboration with the
domestic companies
3 Only one State Level Life Insurance Company should be allowed to operate in
each state
It was after this committee came into affect the regulatory body for insurance sector was
The IRDA since its incorporation as a statutory body has been framing regulations and
registering the private sector insurance companies. IRDA being an independent statutory
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IMPACT OF LIBERALIZATION
The introduction of private players in the industry has added to the colors in the dull
industry. The initiatives taken by the private players are very competitive and have given
immense competition to the on time monopoly of the market LIC. Since the advent of the
private players in the market the industry has seen new and innovative steps taken by the
players in this sector. The new players have improved the service quality of the insurance.
As a result LIC down the years have seen the declining phase in its career. The market
share was distributed among the private players. Though LIC still holds the 75% of the
insurance sector but the upcoming natures of these private players are enough to give
more competition to LIC in the near future. LIC market share has decreased from 95%
(2002-03) to 81 %( 2004-05).
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INSURANCE MARKET IN INDIA
India with about 200 million middle class household shows a huge untapped potential for
has made the Indian market even more attractive for global insurance majors. The
insurance sector in India has come to a position of very high potential and
become the say of the day. Indians, have always seen life insurance as a tax saving
device, are now suddenly turning to the private sector that are providing them new
products and variety for their choice. Life insurance industry is waiting for a big growth
as many Indian and foreign companies are waiting in the line for the green signal to start
Should be ready now because the market is going to give them an array of products,
different in price, features and benefits. How the customer is going to make his choice
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BUSINESS IS GROWING RAPIDLY:
Aegon Religare strategy has been to build a quality business portfolio by insuring young
and healthy lives and by selling protection-based life insurance products to its customers.
The growth of the company in its third full year of business operations shows that the
strategy is paying off handsomely. The agency distribution system set in place by Aegon
Life is widely acknowledged as the best in the Indian marketplace and the number of
Agent Advisors who make it to the Million Dollar Round Table (MDRT), the symbol of
PAN-INDIA PRESENCE;
AEGON, one of the world’s largest life insurance and pension groups, Religare, one of
India’s leading integrated financial services groups and Bennett, Coleman & company,
India’s largest media house, have come together to launch AEGON Religare Life
Insurance Company Limited. This venture is dedicated to build a firm future, both for
customers and employees and will continue to balance a local approach with the power of
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We launched our pan-India multi-channel operations in July, 2008 with over 30 branches
spread across India. Our business philosophy is to help people plan their life better. We
provide high quality advice to our customers and offer superior customer service.
In an industry first, AEGON Religare Life Insurance offers policy servicing on the phone
via Interactive Voice Response System (IVR) by issuing the customer a T-Pin for
authentication. It is also the first company to include the customer’s medical report in the
policy kit.
AEGON’s businesses serve over 40 million customers in over 20 markets throughout the
Americas, Europe and Asia, with major operations in the United States, the Netherlands
and the United Kingdom. With headquarters in The Hague, the Netherlands, AEGON
companies employ almost 32,000 people worldwide. The company’s common shares are
listed on four stock exchanges: Amsterdam, London, New York and Tokyo. It manages
EUR 351 billion in revenue generating investments. AEGON has more than 160 years of
experience with its roots going back to 1844. It holds 26% equity in our company.
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About Religare Enterprises Limited
investment options. Financial services which Religare offers can be broadly clubbed
across three key verticals - Retail, Institutional and Wealth spectrums. Religare has also
ventured into the alternative investments sphere through its holistic arts initiative and
Film fund. With a view to expand, diversify and introduce offerings benchmarked against
global best practices, Religare operates in the wealth management space under the brand
name 'Religare Macquarie Private Wealth'. Religare has a pan India presence, 1837
locations across 498 cities and towns. It also currently operates from nine international
locations following its acquisition of London's brokerage & investment firm, Hichens,
Bennett, Coleman & Co. Ltd. (BCCL), part of the mammoth Times Group, is India’s
largest media house. It reaches out to 2468 cities and towns all over India. The group
owns and manages powerful media brands like The Times of India, The Economic
Times, Maharashtra Times, Navbharat Times, Femina, Filmfare, Grazia, Top Gear, Radio
Mirchi, Zoom, Times Now, Times Music, Times OOH, Private Treaties and
indiatimes.com. All of its brands are multinational in outlook, traditional at heart and
national in spirit. From the very first edition on November 3, 1838 the mammoth BCCL
Group has come a long way. By way of the innovative venture of Times Private Treaties
company.
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QUALITY PORTFOLIO
With specific thrust on hiring women as part of its growth plan this year, AEGON
Religare Life Insurance has planned to recruit 350 business managers and over 15,000
One of the newest entrants in the life insurance market, AEGON Religare has planned to
ramp up its head count to achieve the targeted premium of Rs 240 crore this fiscal.
Till June 2009, the company sold products to 32,000 customers with a total premium of
Rs 70 crore.
“Since we are completing one full year in August 2009, we have decided to focus on
building distributions,” Srivatsava said. It has 52 branches with 46 being agency outlets.
It has agents strength of around 4,000 with nearly 1,200 of them being women.
“Every branch was engaging around 80 to 150 advisors and now, following the economic
recovery and company’s aggressive marketing plans, we have decided to increase this to
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Also, the company is ramping-up its current strength of 550 business managers to 900
and Srivatsava hopes at least 20 percent of business managers would also be women.
“Industry data show women agents are almost twice productive than their male
counterparts. Our experience is exactly the same. While men agents on an average sell 1.2
policies a month, women agents sell 2.4 policies a month,” Srivatsava said.
He felt, women are more responsible, respond better to training programmes and better in
communicating policy details to people. “Because of their soft skills, the productivity is
higher and the attrition rate is also very less among women agents,” he added. Also, the
company has planned to segment the advisors for better results. “We have divided the
advisors into three segments, namely standard advisors, specialist advisors represented by
housewife and senior citizens and the third category belonging to businessmen from SME
sector, who can turn into mini corporate agents in future,” Srivatsava said.
The company has set up different proposition and different induction structure for every
segment of advisors. “We spend around Rs 2,000 per advisor towards their training
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Religare annuity plan to tap retirees, VRS optees
Aegon Religare Life Insurance plans to launch a new annuity product to tap the growing
retiring population and voluntary retirement scheme (VRS) segment this financial year.
“The annuity plan is a big business globally and it has a great potential in the Indian
market. We plan to introduce it this financial year,” Yateesh Srivastava, chief marketing
officer of Aegon Religare Life Insurance, said. The 160-year-old Hague-based Aegon has
a substantial annuity plan customer base in the UK with 5 percent returns on the
investments, he added.
There was no avenue available to get maximum returns on the big-ticket investment of
the retirees and the company would come out with an attractive high yield returns
package.
At present, insurers gave between 4.8 percent to 6.2 percent returns on investment. The
annuity plan has an advantage of lock-in returns, while returns from the banks fluctuate
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The company would tap customers who invest a minimum of Rs 10 lakh to buy the
policy.
Srivastava said as part of its aggressive growth plan, the company would hire 12,000
At present, it has 5,000 advisers at its 52 branches spread across 42 cities since its launch
in July 2008.
Srivastava said the plan was to mop up Rs 25 crore to Rs 30 crore per month across 11
various insurance products. While the company clocked business worth Rs 45 crore at the
end of March 31, 2009, it increased to Rs 67 crore in the first quarter. “Our target is to
achieve a revenue base of Rs 240 crore in the financial year 2010,” Srivastava said.
The company would invest Rs 180 crore by March 31, 2010 to achieve its targets. With
The three partners — Aegon with 26 percent equity, Ranbaxy with 44 percent and
Bennett Coleman and Company with 30 percent — will share the investment equally,
Srivastava said.
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AEGON Religare Life Insurance, one of the newest entrants in the life insurance market,
plans to invest Rs 230 crore into the company this year. The company had started
According to Aegon Religare CEO Rajiv Jamkhedkar, the company aims at breaking
even in its seventh year of business. The company will not be averse to pumping in more
capital this year, if the opportunity arises, said Mr Jamkhedkar. The money will be
invested by the company’s shareholders, Religare, Aegon and Bennet, Coleman and Co
added.
Religare owns 44% in the company, while BCCL owns 30% and Aegon owns rest 26%.
In its first year of business, the company has sold 23,000 policies and collected Rs 46.3
crore in premium. Going forward, Aegon Religare plans to focus on building its
distribution channels and adds another 10,000 agents and up to 300 sales staff, added Mr
Jamkhedkar.
AEGON Religare Life Insurance, today said that its promoters have infused an additional
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This enhances the company's total capital to Rs 395 crore as of July 27.
AEGON Religare Life Insurance is promoted by AEGON, a global life insurance major
The capital infused this year is at Rs 95 crore, including the latest infusion, a press release
"This has been done to build distribution as a part of AEGON Religare Life Insurance's
The company has a complete product basket comprising of three term plans, 2 ULIPs, a
INTRODUCTION TO TOPIC
What is recruitment?
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Recruitment is the process of searching for and obtaining applications so as to build a
pool of job seekers from whom the right people for the right jobs may be selected.
represents the first contact a company makes with potential employees. Recruitment done
employment. The process begins where new recruits are sought and ends when their
applications are submitted. The result is a pool of applicants from which new employees
are selected.
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Determine the present and future requirements of the organization in conjunction with its
2 Help increase the success rate of the selection process by reducing the number
3 Help reduce the probability that job applicants, once recruited and
selected, will leave the organization only after a short period of time.
4 Meet the organization’s legal and social obligations regarding the
appropriate candidates.
long term.
The insurance industry grows on the shoulders of the insurance agents and advisors. It is
because of this reason that recruitment of quality agent advisors becomes a prime job of a
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sales manager which is the only possible means to ensure success on both personal level
AEGON RELIGARE says managers are very important for company. As a manager they
will play a critical role in managerial corporate by means of recruiting quality agent
achieve that goal the managers must continually select and develop high quality new
advisors while building, nurturing and supervision an established sales force. Success in
field management therefore requires an unusual blend of sills and talents –some of ethic
one may already have, and some which one will need to develop.
As Aegon religare business manager one will have to be an effective leader. This is a
challenging work. They find that recruiting is much more than selling a career
opportunity, it is a commitment to help new agents make good transition, new meeting
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Throughout their work they will always lead by example .They cannot expect their agents
to meet high standards if they do not demand the same standards of themselves. AEGON
RELIGARE expects that they will develop the knowledge and habits that had made them
successful in the past, and dwell upon the enhancement of the personal development of
the agent advisors with a personal dedication to self discipline and high standards of
ethics. They must ensure that the agent advisors realize that to succeed they must have a
team.
This commitment will help them persevere in difficult circumstances and do the right
thing when tough decisions are required as a steward of theAEGON RELIGARE, there
There are tremendous and varied rewards to this work- emotional, financial and
professional. As Aaegon religare manager, the opportunities for emotional and financial
rewards are similar, but they will come from different sources for example they may
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Being a role model and a source of guidance for the people with whom you work. This
often includes helping people who are “under employed” reach their full potential by
Team building:
Bringing together a group of individuals and molding them into a cohesive team that
There are two basic roles that need to be effectively full filled by a sales manager, viz,
recruitment of quality agent advisors and their development. While the recruitment
activity would be explained in greater detail in the later articles, the development part is
It is because of the importance of this activity that a well defined process has been laid
guarantee your success but not being able to recruit for whatever reason will
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A philosophy of consistent and continual recruitment.
2 A recruiting process
A sales manager’s primary objective is to master the art of prospecting new agents. Here
arises the question as to who are the quality agents. With years of experience and
expertise in the business the company has laid down that a quality agent advisor is one
who has
Some demographic factors which must be considered while recruiting an insurance agent
advisor are:
1 Time in area
2 Income history
3 Education level
4 Leadership experience
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5 Sales background
6 Community involvement
7 Employment background
8 Professional background
Keeping in mind the above mentioned factors there are certain laid down by the company
which the sales manager has to abide by while recruiting an insurance advisor?
3 The prospect should be living in the area for more than 5 year
To be successful in his primary job a sales manager should follow the recruitment process
that has been laid down. Strict adherence to the process will definitely guarantee greater
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Career interview day 11
NAME GATHERING
The importance of this activity cannot be said too often “prospecting is the single
generate enough quality candidate names, he/she will be able to select and hire top
quality candidates. Industry studies have proven the importance of prospecting. Studies of
high retention and high productivity agencies have found only one major discriminator
between these agencies and those with poor retention and productivity. That the
discriminator is simply that good offices interview more candidates per hire. “On an
ability test for each agents hired. Conversely the low productivity and retention agencies
conduct only 12 screening interviews and administer 7 numerical tests per hire. Clearly
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effective prospecting is the answer. A manager will be better able to select out unsuitable
candidate and to let go of agents who are not performing to standards. Without
confidence in his/her prospecting skills he/she will be inclined to appoint candidates who
are significantly less than ideal and to hang on to poor performers long after they should
have resigned.
The sources of name gathering can be broadly divided into two categories
a) Primary Sources
Agent referrals
Centre of Influences
Nominators
Personal Observations
Policy Holders
b) Supplement Sources
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Newspaper Advertising
Employment news
Seminars
Campus Recruitments
Personnel Directors.
Agent Referral Program (ARP) is a unique tool in sourcing quality new names from
successful advisors. It can also act as an additional income opportunity for the advisors.
The existing agent advisors in the team are required to give references of prospective
names. As they are in the business they know the requirement better and so they are the
best source of quality names. In order to get quality names from the agent advisors the
3 Take Advisors out for dinner and use the opportunity to ask for referrals.
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But in turn there is a need to reward and encourage the agent advisor so that this becomes
an ongoing habit.
Centre of Influence
A centre of influence can be defined as people with whom you already have an
established relationship for referrals as an agent. Your centers of influence for recruiting
will include friends business and civic contacts and your clients.
Because these people respect you as a professional they will want to help you succeed.
Ultimately they will most likely be your second most productive source of candidate
referrals. Referrals from agents have consistently proven to be the best source for quality
names. We begin with Centre of Influence at this point because you will have few of your
To cultivate your Centers of Influence you will need a well organized presentation of the
career opportunity and a description of the type of candidate you seek. Your existing
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Centre of Influence may be thinking of a very different profile or people that you have in
your mind. Therefore your presentation must direct their focus to a different set of
Nominators
prospective agents. Development of nominator can be a very useful practice for sales
managers as they can also be a very good source of quality names. With constant
communication with the nominator he/she can be developed into a Centre of Influence.
So this practice if done religiously can be a very good source of quality names. For better
results the companies has laid down certain scripts which a sales manager should use
should always take permission before speaking to the nominator and always insure that
by helping his/her the nominator would also help other people. Also the sales manager
should not forget to maintain regular contact and thank and acknowledge the efforts of
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Personal Observation
It can be defined as a face to face contact made on an impromptu basis in order to secure
prospecting that enables you to be always recruiting and taking advantage of every
opportunity that arises. These opportunities usually occur when you are in the midst of
some other activity or event. You may be having lunch with an agent attending a child’s
sporting event, working out in the gym or running errands on the weekends.
As you use personal observation, you will notice more and more the caliber of the
individual you meet daily. Ideal candidate are impressive people, and you will want to
These are some of the most effective sources of gathering names. There are other very
important sources like newspaper advertisements, seminars, college interns etc. but these
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sources should be used as supplementary means to the once discussed earlier for greater
Once sufficient names have been gathered and after having qualified the names to suit the
The importance of name gathering can be seen form the recruitment funnel. The funnel
says that in order to recruit 2 quality agents the sales manager should have 60 qualified
names. Out of those 60 qualified names there should be at least 20 initial screening, and 8
career seminars and 4 career interview. This shows how important getting enough
qualified names is. Also since theAEGON RELIGARE works on a quality model,
therefore it is important to screen good number of well qualified names before recruiting
agents. It is because of this reason that AEGON RELIGARE has a highly respect and
efficient agent advisors team amongst all other insurance companies in India.
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The Recruitment Funnel
INITIAL SCREENING
It is the first interaction of the recruiter with the prospect agent and the first step towards
the entire interview process. There are primarily two objectives of the initial screening.
First: To literally screen the candidate and to determine whether to go ahead with the
other recruitment processes. If the candidate fits in the scheme of the things then the
Second: To inspire and motivate the candidate to consider this as a career option. Here
care has to be taken to maintain the interest of the candidate with the presentation. It is
important to maintain a right degree of professionalism and be well prepared for the
interview.
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The Interview Structure
1) The Introduction: this should be no more than 15 minutes and here the
himself.
opportunity.
purpose of the interview and the process that would be followed and the payoff for both
the candidate and the company. Then the manager should ask general questions about the
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candidate and listen to him carefully. This dialogue provides important information about
the candidate to the manager. The manager should use a structured series of questions and
The manager should take approximately 10 minutes to explain the career opportunity to
the candidate. And the manager should use the “push – pull” technique here. One
should avoid selling too much. Quality candidates will become suspicious about the
The manager should also stat that it is an outstanding opportunity and the selection
process is a challenge that most candidates do not successfully complete. This way the
manager can make his/her presentation more attractive with the push pull technique. Also
this will help you avoid the following problem. If you have wasted too much time selling
the career and then the candidate fails the numerical ability test, you have wasted a lot of
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The career presentation should cover five areas.
Provide an overview of the steps of the process and clearly stat that our
of success.
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NUMERICAL APTITUDE TEST
This test focuses on the comfort level of the agents in simple mathematical
calculations and basic finance questions like simple interest, compound interest etc, as
The numerical ability test has 50 questions each carrying 1 mark, there is negative
marking of 0.25 marks for every wrong answer. The time allowed for the test is60
minutes. The agent has to obtain a minimum of 50% marks to pass the test. Calculators
are not allowed. The test has to be administered and checked by the agency coordinator
The room which is used to conduct the test will also make an impression on the
candidate. The managers should make sure that the room in which the test is being
conducted should be quite and free from all distractions. Borrowing an office, or putting
the candidate in an empty office may send the wrong signal to the potential peak
performer.
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CAREER SEMINAR
So far in the recruitment process the manager has tried to access the ability
of the candidate. But the candidate should also be given an opportunity to know about the
company and the career opportunity; he/she should be able to access for himself/herself
the worth of the company and the opportunity given to him/her. In order to help the
candidate know about the company and the opportunity the company conducts a career
seminar every Friday in the evening. The career seminar is usually conducted by the
Branch head or the Business Manager. In the seminar a very illustrative presentation is
made. The candidates who have been screened by the sales managers over the week are
invited to attend the seminar. In the seminar the presentation starts with a general
RELIGARE giving a lot of emphasis on its reputation and credibility. The invitees are
then informed about the nature of the work which has been offered to then, the method in
which the work has to be carried out etc in great details. Also they are told about how
they would earn in this business and are given a brief illustration of how much they can
earn in this business. The presentation then has a guest speaker which is usually an
exiting successful agent advisor who discusses his success story with the invitees. This
illustrative presentation then draws a lot of attention and then the invitees clarify their
doubts and ask any kind of question they have. They person who is conducting the
seminar is more that happy to answer the question. In this manner the career seminar
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imprints an image of the organization and the career opportunity in the minds of the
prospects and they are now in a better situation to take a decision about this offer.
EVALUATION OF P-100
After attending the career seminar the candidate is given a project called the P-100. In
this the candidate is required to write down the names of 100 people that he/she knows
along with some of their details. A sample copy of the P-100 is attached in the
appendices. Once they have filled the P-100 with the names, then an evaluation is done
a) The company would know about the natural market of the candidates which
b) The candidate will have a database and can make an effective use of it.
In order to judge the natural market of the candidate, the manager picks up names
randomly form the P-100 list and call then. It is expected that the person who has been
called recognizes the candidate and give due attention to the call.
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P-100also helps a manager to categorize the natural market of the candidate under various
parameter like average annual income , age, etc. as insurance is sold as per the needs and
the spending ability of any individual, this categorization can help the candidate in
The manager can also know if the market base of the candidate shows any tendency
towards any particular type of profession. The manager can also ask the candidate to
make calls to the names listed in the P-100to try and sell them the product and evaluate
the candidate on this. This will help the manager is knowing the shortcomings which can
be eliminated later.
CAREER INTERVIEW
After the completion of the career seminar and the evaluation of P-100, the candidate and the
company know about each other and can make a call. Therefore the last part of the recruitment
process is the career interview which is conducted by the Branch head. The main purpose of this
interview is to review all the previous activities of the recruitment process, and top check the
motivation level and the dreams and aspirations of the candidate. The Branch head would also
look to know about the expectations of the candidate and his intentions about a association with
the company. This ideally is the last past of the recruitment process after which the candidate is
finally invited to join the training program. But in case there is any disconnect between the views
of the business manager and the branch head, then there is another interview, the additional
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After completion of these rounds of interview and assessment the candidate is finally invited to
join the training program for a period of one month, during which he is awarded the license to
Strategies Adopted
I have adopted a multi dimensional strategy for achieving my targets. The strategy
Prior to adopting these strategies I have prepared a database of different clients through
Schedule
Contact the customer
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Providing complete information regarding benefits
2. Through advertisements.
Recruitment_Personal reference
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Recruitment_Advertisement
Recruitment_Interviews
Recruitment_Placementagencies
52
So most of the companies are recruiting their advisors through personal reference and
through advertisement, some companies are recruiting their advisors through walk in
interviews also, but none company is recruiting their advisors through placement
agencies.
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Making advisors active:
To get efficient work from their advisors companies do some practices to make them
1. By increasing incentives.
Active_Incentives
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Response Frequency Percent
yes 6 22.2
no 21 77.8
Total 27 100.0
Active_Noncashprizes
Active_Training session
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Response Frequency Percent
yes 14 51.9
no 13 48.1
Total 27 100.0
So most of the companies are giving training session and awarding non cash prizes to
make their advisors active, some of the companies are increasing incentives and offering
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Recruitment of advisors through personal reference and
making them active:-
Recruit
Companies, recruiting their advisors through personal reference are doing practices to
14 57
By increasing incentives- 6 (17.65%)
So companies are concentrating on training session and awarding non cash prizes to make
Recr
Companies, recruiting their advisors through advertisement are doing practices to make
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By increasing incentives- 4 (26.67%)
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Recrui
Companies, recruiting their advisors through walk in interviews are doing practices to
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SURVEY OF AGENCY ADVISOR
The aim of the survey was to find the out what are the factors that motivate an insurance
agent advisor and also to find out how the organization can help the agents in improving
their performance. The survey was carried out on a sample size of 30 agent advisors of
AEGON RELIGARE It was questionnaire based survey in which I personally sat with
each and every sample and discussed the various question. This practice though time
consuming help me in bringing out the best results as I could not get the most intriguing
answers and also the agents and advisor felt more comfortable in giving their genuine
feedback and suggestions. The survey was carried over a period of one month and each
say was an enriching experience as each day the agent advisors had some enriching
experience to share. During the duration of one month I tried to cover agent advisors from
various demographics. For example I tried to cover equal number of tenured agents and
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the newer once. I also made a point to cover the agent advisors of all age groups and I
was happy to observe that different age groups had different view about the various
aspects covered in the survey. The survey also gave me an opportunity to interact with a
good number of agent and advisors which was a very rewarding experience. In the
subsequent pages I will share with you the finding of the survey. This survey revealed
some interesting facts about the motivational needs and expectations of the agent
advisors. More than 60% of the advisors who work with AEGON RELIGARE currently
have their own business or other job and the primary reason why they have joined
The graph below shows the various factors which motivate the agent advisors.
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motivating factor
money
12
10 rec ognition
8
as sociation with
6 an organis aation
4 influenced by
2 others succ es s
ha d freet im e
0
From the graph it is evident that most of the agent advisors working with AEGON
RELIGARE are motivated by the kind of money that they can make in the business. The
other factors which motivate them are recognition and association with a multi national
organization. There are few who motivate themselves by the success of the other agents.
A handful of people do not actually have any thing to motivate them, they are working
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The agents and advisors have also given some important feedback about the important
characteristics which an AEGON RELIGARE agent advisor should possess. The results
characteristics
30%
25%
patience
20% comunication
15% relation building
10% persistence
5% hardworking
0%
1
The agents feel that communication is the most important characteristics that an advisor
should possess, followed by patience and the ability to work hard. Therefore the
communication skills of the agents. Also as an advisor makes most of his appointments
over the phone, there should be greater emphasis on soft skill development in the training
module.
Most of theAEGON RELIGARE agents advisor feel that they are growing with the as
rate as which the insurance industry is growing which is a very good sign, how ever there
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Who feel that they are not growing as fast as the industry is, and they feel that the reason
for not growing is their lack of time devotion and hard work.
The feedback of the agent advisors regarding the recruitment interview has been very
positive with the majority of the agent advisors saying that they are very pleased with the
80%
60%
40% comfortable
not comfortable
20%
0%
comfortable not
comfortable
Some of the agents felt that the presentation of the managers during the screening
interview is very impressive and that the way they project this career is very effective.
The fact that the manager had treated them like guests rather than an individual who is
seeking a work opportunity left a lasting impression. The advisors also feel that the career
seminar had helped in making up their mind to a great extent. However a good percentage
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of the agents surveyed had not attended the career seminar which means that a number of
prospect do not get an opportunity to attend the seminar and therefore the company might
Those there were mixed reaction about other things but a majority of the advisors had a
similar opinion about the training program. This can be seen in the graph given below
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satisfaction with training program
100%
80%
20%
0%
s atis fied uns atisfied
The agent and advisors also feel that the success of the advisor in bringing good business
How many agents are satisfied with the overall recruitment process? The agent
advisor gives a good number of feedback and suggestions which have been discussed
below.
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% OF RECRUITMENT SATISFACTION
80
70
60
50
Satisfied
40
Not Satisfied
30
20
10
0
advertisement that they watch, have heard the name of the company from their family
members and friends aegon religare as in the market for not more than 1 Years but the
popularity found in the survey was tremendous , so the way publicity done by aegon
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1) Yes 2) No
Konwledge of Company Policies
Yes 95%
No 5% Yes
No
the company policies. Some people who are trainees and on contract basis don’t have
Yes
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Experience
Qualification
Technical Skills
All
This graph shows that company preferred mostly qualification as well as all combination
70
90
80
70
60
50 yes
40 no
30
20
10
0
This graph shows that 83% says quality claims are true and17% says false.
5. Do you think the activation and promotion of aegon religare is better then
its competitors?
71
60
50
40
yes
30 no
20
10
This graph shows that 59% think activation and promotion of product is good and 41%
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Comparative Study of Advisors Recruitment
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Findings # 1
Male
Female
73%
Finding-1 shows the difference between the male & female respondent
who are selected as a new advisor the male dominant over female. There is
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Findings # 2
39%
61%
Married Unmarried
advisors selected 61 are one married which is a good sign because they
75
Findings # 3
Age of
Respondent
18% 2%
53%
27%
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Findings # 4
Qualification Of Respondent
27% 16%
57%
77
Findings # 5
Dependent Of Respondent
15%
23%
62%
Findings #6
7% 23%
17%
53%
78
Finding-6Most of the new advisors have a very good family
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Findings # 7
24%
76%
Yes No
80
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FINDINGS ABOUT THE
SELECTIONS OF NEW ADVISOR
• FINDINGS Most of the people are satisfied with their work profile. They are
• Most of the people felt that the training procedure is quite tough for become a
• The prospective advisors for this kind of job are Professional, retired
agent (i.e. Post Office Agent), and anyone who have good contact etc.
• Most of the people do not know about broker, corporate agents and bank
• People don’t take seriously the prospects of selling insurance, which can
effectively.
• Most of the people prefer to become an advisor for Life Insurance Corporation
of India rather than for private companies due to the strong feeling about
Govt. concern.
• Some people have their doubts on the credibility and long stay of private
insurance companies.
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• Many people shows the postponement attitude towards become an advisor for
insurance selling.
• Some people who want to earn more not admire the profile of life advisor due
to marketing aspect.
• Because of less advertising many people lacking facts about private life
insurance companies.
• The agents and advisors find that the career seminar is a very important tool in
selling the agency as a career and most of them have been influenced by this.
• The agents and advisors are very satisfied with the training program at AEGON
RELIGARE and believe that is it one of the reason for their success.
• A good number of agents feel that there should be more policies for the children
• A good number of agents are not satisfied with the facilities provided by the
management. They would like the company to increase the number of telephone
in the agent area and also make the camp shop more efficient
• The agent advisors also felt that they are not given regular updates on the position
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• The agents are happy with the kind of support they are getting from the
management, but some feel that the management should be more supportive
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SUGGESTION
85
SUGGESTION
• AEGON RELIGARE Life insurance should focus more on young and low aged
people that is between 25-35 because they are more energetic and money
oriented.
• Advertising of the insurance product should be used to create awareness with brand
identity.
• With the help of excellent services they can develop the position in front of
• The processing fees for becoming an advisor is Rs825.This should be borne by the
• Insurance advisors should be well trained because they are the people who
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RECOMMENDATIONS
87
RECOMMENDATIONS
placement agencies. By practicing this Aegon religare more capable advisors who
can work efficiently. Inactive advisors kind of thing would not happen.
• To increase awareness in rural market Aegon Religare life Insurance in villages and
small towns. This can be done by putting kiosk in fairs and festival melas
organizing in villages.
• Most of the agents and advisors feel that communication is the most important
characteristics that an advisor should possess. And as the agents take most of their
appointments over the phone, the training module should contain program which
• Most of the agents and advisors are not satisfied with the working of the camp
shop, therefore some measures should be taken to make it more effective and
spontaneous.
• Since money is the most important motivating factor, the company should make
regular updates in the reward and recognition program, as many agents and
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advisors feel that the rewards and recognition system are not enough remuneration
• There is a need for refreshment for the clients who visit the office. Unable to do
so might leave a bad impression in the minds of the client about the organization.
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LIMITATIONS
90
LIMITATIONS
The reliability and scope of survey greatly relies on the cooperation of the
respondents.
91
CONCLUSION
92
CONCLUSION
• Insurance companies are recruiting their advisors mainly through personal reference,
recruiting their advisors through placement agencies. But some companies have
• Those advisors who are recruited through personal references need more training
session and company has to put effort to make them active. Most of the companies are
giving training session to advisors to make them active. Only one or two companies
are providing higher channel position and increasing incentives to make them active.
• Most of the insurance companies have started recruiting agency manager and high
company.
• Insurance companies are deploying their products mostly based on customer needs
and demands. Insurance companies are not doing enough market researches to know
• Branch managers of most of the companies think that providing better service quality
is the best tool to compete in the market. Better service quality may be in the form-
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2. Providing claims in time.
• Telephonic appointment fixing and then meeting the client seems to be the best
• The first and foremost objective was to identify people who can take up the
focus was to identify the locations where we can meet a good number of
people in time . As per researcher it is mainly the crowded place like shopping
• As the entire exercise was mainly limited to identify financial consultant, the
specific guidelines laid by the company where mainly sex , age , qualification
• Lastly, since the researcher used to meet a lot of people it was quite evident
that everybody’s profile won’t match the desired qualification for becoming a
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AEGON RELIGARE LIFE INSURANCE has maintained a good reputation for its
services and policies. Recruitment procedure & policy is very important to any
organization in today’s business world as it helps to select & recruit the right candidate
for the right work followed properly. It helps to accomplish organizing goals & objective.
Recruitment & Selection is sun function of staffing where fitting up of all organizational
95
BIBLIOGRAPHY
96
BIBLIOGRAPHY
Franklin Templeton.
Aswathappa. K.
4. Websites:
a) www.aegon religare.com
b) www.google.com
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QUESTIONNAIRE
1. Name _________________________________
2. Address _________________________________
________________________________
3. Age
b. 25 – 35 d. 45 and above
4. Qualification
a. Graduate c. Diploma
5. Occupation
b. Professional d. Other
a. Up to 1 lakh
b. 1 lakh to 3 lakhs
c. 3 lakhs to 5 lakhs
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d. 5 lakhs and more
a. Below 5 members
b. 5 – 10 members
c. Above 10 members
h. Risk coverage
9. Have you taken any life insurance product of Aegon Religare Life insurance?
YES NO
If yes
m. Children plan
n. Pension plan
o. Others __________________
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10. Are you aware of the benefits in your policy?
Yes No
Sum assured
Additional benefits
Maturity date
Risk coverage
Lapsation
Liquidity
Fixed term
Other disadvantages
Equity fund
Debt fund
Balanced fund
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Cash fund
Mutual fund
Recurring deposits
______________________________________________________
______________________________________________________
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