Not many of us are aware of the fact that the life insurance industry of India is as old as
it is in any other part of the world. Oriental Life Insurance Company was the first Indian
life insurance company, which was started in 1818 at Kolkata. And within a span of 100
to 150 years, the number grew more than 350 (over 250 in life and about 100 in non-
life), mainly with regional focus, flourished all across the country. However, the
Government of India, concerned by the unethical standards adopted by some players
against the consumers, nationalized the industry in two phases in 1956 (life) and in 1972
(non-life). The insurance business of the country was then brought under two public
sector companies, Life Insurance Corporation of India (LIC) and General Insurance
Corporation of India (GIC). Subsequently with the economic reforms that were ushered
in India in early nineties, the Government set up a Committee on Reforms (the Malhotra
Committee) in April 1993 to suggest reforms in the insurance sector. The Committee
recommended throwing open the sector to private players to usher in competition and
bring more choice to the consumer. The objective was to improve the penetration of
insurance as a percentage of GDP, which remains low in India even compared to some
developing countries in Asia.
Reforms were initiated with the passage of Insurance Regulatory and Development
Authority (IRDA) Bill in 1999. IRDA was set up as an independent regulatory authority,
which has put in place regulations in line with global norms. So far in the private sector,
12 life insurance companies and 9 general insurance companies have been registered.
Till then insurance was kind of privilege or necessity ought to be meant for the high
salaried and riches of this country. As also a necessity only for some in case they needed
to ensure tax savings, tax manipulations etc.
But with the coming of private players, rules of the game have changed. Never were
common men so rigorously targeted. It is today an industry which is growing at the rate
more than 25%. “In the last five years, the growth (of the Indian insurance industry) has
been of the order of 25% plus.” And the remarkable point yet is that the penetration
level is only 2%. “The Insurance penetration level (in India), which was always stuck near
an average of 1.5%, has today crossed the 2% mark and is likely to get perched at about
3%.” Imagine the kind of potential it has for the years to come! May be this is one of the
major reasons why almost all global players are too keen to be in India. Another could
be the saturation of insurance markets in many developed economies.
India has the low percentage and per capita penetration of Insurance Industry.
Moreover, with the kind of GDP growth rate which is expected to be in the range of 8 to
10% for the next decade and the increasing level of education among the general public
regarding insurance and related products, the insurance market can only head upwards.
The current market size of non-life insurance industry is US $ 2 billion and is expected to
reach US $ 10 billion. Similarly, in the life insurance sector, it is expected to grow from
nearly US $ 3 billion to US $ 15 billion.
The changes those have been bought in by privatization in the insurance sector can be
categorized into followings;
1. New Market Development
2. New Product Development
3. Customer Centric Approach
4. New Channel Development
New Market Development: It a logical step to look for new and newer markets when
competition grows. Naturally, with as many as 16 players, latest being Bharti-AXA and
six still in the offing, the competition has never been so intense. Advertising campaigns,
awareness campaigns and other promotional tools players are ensuring that they make
dent into right markets by educating prospects. The strategy to hunt for new markets
has been aptly supplemented by new product offerings.
New Product Development: There has been a plethora of new and innovative products
offered by the new players, mainly from the stable of their international partners. The
main concept underlying new product development has been of two kinds, Need-Based
positioning development and Variety –Based development. Now, the customers have
tremendous choice from a large variety of products from pure term (risk) insurance to
unit-linked investment products. Customers are offered unbundled products with a
variety of benefits as riders from which they can choose. More customers are buying
products and services based on their true needs and not just traditional money-back
policies, which is not considered very appropriate for long-term protection and savings.
Customer Centric Approach: CRM is a buzz word so is the customer satisfaction.
People are courteous, processes are being made simple. Customer is treated as king in
true sense. Service, be it pre-selling or be it post-selling, is readily available at a click
away! International best practices in service and operational efficiency has started to
make an inward way giving away the bureaucratic, cumbersome difficulties. Albeit, the
use of latest technologies have complimented the process even further. Trained and
technically qualified sales force and advisors are now concentrating on sound financial
consultancy and need based selling. Prompt and accurate response and turnaround
times in specific areas such as delivery of first policy receipt, policy document, premium
notice, final maturity payment, settlement of claims etc. are some of the sea changes
that this industry is experiencing.
New Channel Development: Sales and distributions channels also have gone a paradigm
shift. Till recently, Agents were the only mode of distribution of life insurance products.
But today a number of innovative alternative channels are being utilized by insurance
marketers such as bank assurance, brokers, the internet and direct marketing. It is
predicted that the wide spread of bank branch network in India could lead to Bank
assurance emerging as a significant distribution mechanism. However, as of today,
agents still continue to be the main distribution channel. Some life insurance companies
focusing on rural markets have gone one step further in adopting new innovative means
of distributions. “Instead of appointing agents as is done typically, they have used gram-
sevaks in different villages across the country to promote life insurance and act as their
As the days pass off, we are likely to see many more actions in this arena. The
Government is also keen to continue with its financial sector reforms. The insurance
Industry is now hot and happening! The marketing wizards are breaking their heads to
think for ideas to penetrate new markets, financial wiz-kids wracking their brains for
new product categories and lot more actions are taking place even behind the scene.
But whatever happens, one thing is for sure that the customers are going to be the
greatest beneficiary of this revolution.
TRAINING AND DEVELOPMENT SCENARIO IN INSURANCE
Favorable economic climate and number of other factors such as, growing urbanization,
increasing consumerism, rise in the standard of living, increase in financial services for
people living in rural areas, etc has increased the demand for wide range of financial
products that has led to mutually beneficial growth to the banking sector and economic
growth process. This was coincided by technology development in the banking
operations. Today most of the Indian cities have networked banking facility as well as
Internet banking facility. Some of the major players in the banking sector are State Bank
of India, HDFC Bank, Citibank, ICICI Bank, Punjab National Bank, etc.
In the Insurance sector also, rapid expansion has created about 5 lakh job opportunities
approximately in the past five years. These openings are mainly in the field of insurance
advisors or marketing agents. The eligibility criteria for these jobs is graduation with
some experience in marketing or become insurance agents after completing school but
this needs some relevant training. Earlier there were no training programs as such for
insurance agents but on-the-job training only that was given once the new agent was
appointed. But now the scenario has been changed, with the coming up of big players
like ICICI Life Insurance, ICICI Lombard, HDFC Life Insurance, Tata AIG General Insurance,
etc in this sector, people who've had some formal training are preferred while
recruitment because it can be helpful in the insurance field. However, only the
insurance degree in this field does not guarantee success. To be successful an agent
must have strong interpersonal, networking, and communication skills.
Number of opportunities in Banking and Insurance sector has increased than ever
before. With this rapid expansion and coming up of major players like ICICI, HDFC, UTI,
Bajaj Allianz, etc in the sector, the need of human resource development has increased
It is a learning process that involves the acquisition of knowledge, sharpening of skills,
concepts, rules, or changing of attitudes and behaviors to enhance the performance of
Training is activity leading to skilled behavior.
• It’s not what you want in life, but it’s knowing how to reach it
• It’s not where you want to go, but it’s knowing how to get there
• It’s not how high you want to rise, but it’s knowing how to take off
• It may not be quite the outcome you were aiming for, but it will be an outcome
• It’s not what you dream of doing, but it’s having the knowledge to do it
• It's not a set of goals, but it’s more like a vision
• It’s not the goal you set, but it’s what you need to achieve it
Training is about knowing where you stand (no matter how good or bad the current
situation looks) at present, and where you will be after some point of time.
Training is about the acquisition of knowledge, skills, and abilities (KSA) through
Importance of Training and Development
• Optimum Utilization of Human Resources – Training and Development helps in
optimizing the utilization of human resource that further helps the employee to achieve
the organizational goals as well as their individual goals.
• Development of Human Resources – Training and Development helps to provide an
opportunity and broad structure for the development of human resources’ technical
and behavioral skills in an organization. It also helps the employees in attaining personal
• Development of skills of employees – Training and Development helps in increasing
the job knowledge and skills of employees at each level. It helps to expand the horizons
of human intellect and an overall personality of the employees.
• Productivity – Training and Development helps in increasing the productivity of the
employees that helps the organization further to achieve its long-term goal.
• Team spirit – Training and Development helps in inculcating the sense of team work,
team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within
• Organization Culture – Training and Development helps to develop and improve the
organizational health culture and effectiveness. It helps in creating the learning culture
within the organization.
• Organization Climate – Training and Development helps building the positive
perception and feeling about the organization. The employees get these feelings from
leaders, subordinates, and peers.
• Quality – Training and Development helps in improving upon the quality of work and
• Healthy work-environment – Training and Development helps in creating the healthy
working environment. It helps to build good employee, relationship so that individual
goals aligns with organizational goal.
• Health and Safety – Training and Development helps in improving the health and
safety of the organization thus preventing obsolescence.
• Morale – Training and Development helps in improving the morale of the work force.
• Image – Training and Development helps in creating a better corporate image.
• Profitability – Training and Development leads to improved profitability and more
positive attitudes towards profit orientation.
• Training and Development aids in organizational development i.e. Organization gets
more effective decision making and problem solving. It helps in understanding and
carrying out organisational policies
• Training and Development helps in developing leadership skills, motivation, loyalty,
better attitudes, and other aspects that successful workers and managers usually
Four targeted organizations to study the overall training and development (T &
D) practices and career progression (only in finance domain) of the
1. AVIVA LIFE INSURANCE
2. BIRLA SUN LIFE (INSURANCE)
3. TATA AIG
4. NATIONAL INSURANCE CORPORATION
AVIVA LIFE INSURANCE
Aviva is UK’s largest and the world’s fifth largest insurance Group. It is one of the leading
providers of life and pensions products to Europe and has substantial businesses
elsewhere around the world. With a history dating back to 1696, Aviva has a 45 million-
customer base with presence in 27 countries. It has £359 billion of assets under
In India, Aviva has a long history dating back to 1834. At the time of nationalisation it
was the largest foreign insurer in India in terms of the compensation paid by the
Government of India. Aviva was also the first foreign insurance company in India to set
up its representative office in 1995.
In India, Aviva has a joint venture with Dabur, one of India's oldest, and largest Group of
companies. A professionally managed company, Dabur is the country's leading producer
of traditional healthcare products.
In accordance with the government regulations Aviva holds a 26 per cent stake in the
joint venture and the Dabur group holds the balance 74 per cent share.
With a strong sales force of over 35,000 Financial Planning Advisers (FPAs), Aviva has
initiated an innovative and differentiated sales approach to the business. Through the
“Financial Health Check” (FHC) Aviva’s sales force has been able to establish its
credibility in the market. The FHC is a free service administered by the FPAs for a need-
based analysis of the customer’s long-term savings and insurance needs. Depending on
the life stage and earnings of the customer, the FHC assesses and recommends the right
insurance product for them.
Aviva pioneered the concept of Bancassurance in India, and has leveraged its global
expertise in Bancassurance successfully in India. Currently, Aviva has Bancassurance tie-
ups with ABN Amro Bank, The Lakshmi Vilas Bank Ltd., Punjab & Sind Bank, IndusInd
Bank, Co-operative Banks and Regional Rural Banks.
When Aviva entered the market, most companies were offering traditional life products.
Aviva started by offering the more modern Unit Linked and Unitised With Profit
products to the customers, creating a unique differentiation. Aviva’s products have
been designed in a manner to provide customers flexibility, transparency and value for
money. It has been among the first companies to introduce the more modern Unit
Linked products in the market. Its products include: whole life (LifeLong and LifeLine),
endowment (LifeSaver, EasyLife Plus,LifeSaver Plus and ), child policy (Aviva Little
Master) single premium (LifeBond and LifeBond Plus), Pension (PensionPlus and Secure
Pension), Term (LifeShield), fixed term protection plan (Freedom LifePlan), health
insurance (Aviva Health Plus), traditional endowment (Dhan Vriddhi, Aviva Money
Back) and a tax efficient investment plan with limited premium payment term
(LifeBond5). Aviva products are modern and contemporary unitised products that offer
unique customer benefits like flexibility to choose cover levels, indexation and partial
Aviva’s Fund management operation is one of its key differentiators. Operating from
Mumbai, Aviva has an experienced team of fund managers and the range of fund
options includes Unitised With-Profits Fund and seven Unit Linked funds: - Protector
Fund, Secure Fund, Balanced Fund, Growth Fund,Enhancer Fund,Index Fund and Bond
From the graph we conclude that employees at aviva were had a very good experience
of training & development programme organised in their organisation. Most of the
employees are haapy attending such training sessions because they get extra perks also
for the same. The employees told that the company provides them free refreshments
during the training and development programme.
TIMINGS OF THE TRAINING:
Timing was somewhat a issue in these training programmes. These sessions were
organised in after job period therefore the schedule of the employees become hectic.
Alnd for married female employees it becomes more difficult. The employees gave
feedback that the timings of the programme should be flexible and moreover these
programmes should be held on weekends.
AREAS OF IMPROVEMENT:
Technique is the factor of training programme on which the company should
focus more for improvement. The employees gave feedback that to enhance the
efficiency of this programme the training should be related to real life events rather
than working in a closed classroom. The second issue for improvement was Mentors.
The employees reported that some mentors in the training programme were too
relaxed that they hardly bothered about the results of the programme.
SATISFACTION AND PERFORMANCE APPRAISAL:
The above graph showed that these programmes hardly show any effect on the
satisfaction and performance of the employees. They attend these programmes just to
have more perks. As we analyzed and talked with employees we found that they were
very relaxed about these programmes.
BIRLA SUN LIFE (INSURANCE)
Birla Sun Life Insurance visualizes to create long term value along with market
leadership. They pioneered the unique Unit Linked Life Insurance Solutions in India
within 4 years of its launch, BSLI has cemented its position as a leading player in the
Private Life Insurance Industry.
There has been focus on Investment Linked Insurance Products, supported with
protection products to maintain leadership in product innovation. Multi Distribution
Channels- Direct Sales Force, Alternate Channels and Group offering convenient
channels of purchase to customers.
Web-enabled IT systems for superior customer services. First to have issued policies
over the Internet.
Corporate governance and a high degree of transparency in all business practices and
procedures. First to have an operational Business Continuity Plan.
Strong fundamentals based on the Aditya Birla group's local insight and Sun Life
financials global expertise.
OVERALL EXPERIENCE OF TRAINING PROGRAMME
From the above pie chart about the overall experience of the employees in
training and development programme, we can interpret that most of the employees are
satisfied by attending it. Also, there learning and experience in the same was above
TIMINGS OF THE TRAINING
The timings of the training mostly for female employees were not convinient. As
training was conducted after the job hours therefore Most of the employees reported
there hectic schedule after training. Many employees said that the company never takes
comfortability of employees in consideration while organizing training sessions.
AREAS OF IMPROVEMENT:
The employees experienced that in such training programmes culture is the area
which needs improvement for greater partcipation and satisfaction. Female employees
reported that due to these training programmes they had to work late shifts and
therefore some of them faced cases of unnecessary harassement.
Satisfaction and Performance Appraisal:
In general most of the employees responded that they have no impact of such
training and development programme. When we further questioned them then they
told us that it all depends on the mentor whethet to make training successful or not.
TATA-AIG General Insurance Company Limited
Tata AIG Life Insurance Company Limited (Tata AIG Life) is a joint venture company,
formed by the Tata Group and American International Group, Inc. (AIG). Tata AIG Life
combines the Tata Group’s pre-eminent leadership position in India and AIG’s global
presence as one of the world’s leading international insurance and financial services
organization. The Tata Group holds 74 per cent stake in the insurance venture with AIG
holding the balance 26 per cent. Tata AIG Life provides insurance solutions to individuals
and corporates. Tata AIG Life Insurance Company was licensed to operate in India on
February 12, 2001 and started operations on April 1, 2001.
THE TATA GROUP
Tata is a rapidly growing business group based in India with significant international
operations. Revenues in 2007-08 are USD 62.5 billion (around Rs. 251,543 crores), of
which 61% was from business outside India. The Group’s Net Profit for 2007-08 is USD
5.4 billion (around Rs. 21,578 crores). The Group employs around 350,000 people
worldwide. The Tata name has been respected in India for 140 years for its adherence to
strong values and business ethics. The business operations of the Tata Group currently
encompass seven business sectors - Communications and Information Technology,
Engineering, Materials, Services, Energy, Consumer Products and Chemicals. The
Group's 28 publicly listed enterprises have a combined market capitalisation of around
$60 billion, among the highest among Indian business houses, and a shareholder base of
2.9 million. The major companies in the Group include Tata Steel, Tata Motors, Tata
Consultancy Services (TCS), Tata Power, Tata Chemicals, Tata Tea, Indian Hotels, Tata
Teleservices and Tata Communications.
American International Group, Inc. (AIG)
American International Group, Inc. (AIG), a world leader in insurance and financial
services, is the leading international insurance organization with operations in more
than 130 countries and jurisdictions. AIG companies serve commercial, institutional and
individual customers through the most extensive worldwide property-casualty and life
insurance networks of any insurer. In addition, AIG companies are leading providers of
retirement services, financial services and asset management around the world. AIG's
common stock is listed on the New York Stock Exchange, as well as the stock exchanges
in Ireland and Tokyo.
The above graph shows that the overall experience of the employees with
Training and development programmes in TATA-AIG was above average. The employees
showed a positive response while telling about these programmes. All were very
exciting when we asked about these initiatives taken by the company. TATA-AIG also
invited family members of the employees on these tarining programmes for common
lunch and dinner.
The employees were neutral talking about the timings of these training prgrammes.
Some employees were having issues with the timings but that were because of their
family problems. The female employees gave feedback just opposite from what we got
from other companies i.e. they were purely satisfied with the timings and schedule of
Areas of Improvement:
Again, Technique and Mentors were the two areas which need improvement in
these training programmes. The employees stated that the mentors were not prepared
well while imparting them training that caused a technique mismatch in the training
Satisfaction and Performance Appraisal:
The above graph is self explanatory. It shows that these training
programmes have little or no impact on performance of the employees. As in all other
organisations people join these programmes to have more perks.
NATIONAL INSURANCE CORPORATION
National Insurance Company Limited was incorporated in 1906 with its Registered office
in Kolkata. Consequent to passing of the General Insurance Business Nationalisation Act
in 1972, 21 Foreign and 11 Indian Companies were amalgamated with it and National
became a subsidiary of General Insurance Corporation of India (GIC) which is fully
owned by the Government of India. After the notification of the General Insurance
Business (Nationalisation) Amendment Act, on 7th August 2002, National has been de-
linked from its holding company GIC and presently operating as a Government of India
National Insurance Company Ltd (NIC) is one of the leading public sector insurance
companies of India, carrying out non life insurance business. Headquartered in Kolkata,
NIC's network of about 1000 offices, manned by more than 16,000 skilled personnel, is
spread over the length and breadth of the country covering remote rural areas,
townships and metropolitan cities. NIC's foreign operations are carried out from its
branch offices in Nepal and Hong Kong.
Befittingly, the product ranges, of more than 180 policies offered by NIC cater to the
diverse insurance requirements of its 10 million policyholders. Innovative and
customized policies ensure that even specialized insurance requirements are fully taken
The paid-up share capital of National is Rs.100 crores. Starting off with a premium base
of 500 million rupees (50 crores rupees) in 1974, NIC's gross direct premium income has
steadily grown to 35236.7 million rupees (3523.67 crores rupees ) in the financial year
National transacts general insurance business of Fire, Marine and Miscellaneous
insurance. The Company offers protection against a wide range of risks to its customers.
The Company is privileged to cater its services to almost every sector or industry in the
Indian Economy viz.
Banking, Telecom, Aviation, Shipping, Information Technology, Power, Oil & Energy,
Agronomy, Plantations, Foreign Trade, Healthcare, Tea, Automobile, Education,
Environment, Space Research etc.
While NIC has a significant market share in the non life insurance business all over the
country, NIC has a large market presence in Northern and Eastern India making it the
market leader in these two zones.
The steady growth in premium income has been commensurately matched by profits
over the years. As of March 2006, NIC's general reserve stood at 11085.8 million rupees
(1108.58 crores rupees) with an asset value of 138064.4 million rupees (13806.44 crores
rupees) signaling strong financial fundamentals. No wonder than that NIC has been
accorded “AAA/STABLE” financial strength rating by CRISIL rating agency, which reflects
the highest financial strength to meet policyholders’ obligations.
Two set of questionnaires designed for the same. One would be for the employees per
se to understand their perceptions regarding the training and development practices of
their organization in terms of relevance, regularity, effectiveness, adequacy of T & D etc.
The other would be a list of open ended questions which would be addressing to the HR
managers (in an interview) to understand the T & D initiatives taken by the organization
and the kind of career progression which can happen in the finance function.
The overall experience of employees at NIC in T&D Sessions as represented by
the above graph is above average. Most of the employees marked either Excellent or
very good. There were some employees also who were not satisfied with the T&D
Programmes and said that it is only a Time and Energy Waste. One of the employee
quoted “We gain nothing from it”.
The Timings of the Training at NIC are a bit cumbersome. The company calls
employees on their vacations for these T&D Sessions which make them incomfortable.
Most of the employees disagree when asked about the convinience of the timings.
Areas of Improvement:
In NIC Technique is in the main focus of Area for Improvement. The employees
reported that during classroom training Audio-Visual aids should also be provided for
better learning and understanding.
Satisafaction and Performance Appraisal:
As represented by the above graph the employees at NIC also have the same
opinion as in every other organization that these T&D sessions have no impact on their
performance. They all say but even then they attend it because sometime it is
mandatory and sometimes for better perks
1. Training and development is mostly periodically and sometimes depend upon need of
2. Overall performance appraisal was given more importance.
3. Behavioral training is needed in all the departments especially for trainees.
4. Most of them were concerned about delivery techniques of training session.
5. Organizations also care about employee’s family by involving them in inaugural
6. For employee’s overall development organization plans career accordingly.
7. HRDs are having dedicated committee, who monitors continuously the industry
changes & suggests training session as per requirements.
8. Organization creates a master training plan for each year.
9. Videos were used to train sales people in various areas, such as market information,
product information etc.
10. Training is now the important tool of Human Resource Management to control the
attrition rate because it helps in motivating employees, achieving their professional and
personal goals, increasing the level of job satisfaction, etc.
11. Rewards for improvement in performance.
1. The training and development should be more employee oriented that ultimately
leads to organization enrichment.
2. Organization should consider time according to employees suitability.
3. Organization should go for finance domain trainings especially due to present
1. It was not easy to get appointments as executives were not spared for such
2. We were not allowed to interact with the employees by the HR & Senior
Managers in all the organizations and that is reflected in the number of filled
3. We could interact only with a few managers and tried to extract as much as
information as possible.
4. Time was also a constraint.
5. Due to non-availability of appointments we have to analyze on the basis of
6. Some of the appointments were cancelled at last moment due to busy schedule
7. Due to Insurance sector, the organizations were very much conservative in
revealing their training & development strategies.
8. At some organizations we were not allowed to interview as student so, we hide
our identity to interview.
9. We could not do quantitative analysis as we could not interact with many
Name of the Member Work Done
Vikas Garg i) Prepared Interim Report
ii) Prepared Questionnaires
iii) Took appointment &
Visited Birla Sun Life
iv) Prepared Partial Report
v) Prepared Final Report
with analysis along with
Priyesh Kumar i) Prepared Action Plan
ii) Made calls for
iii) Contributed in Interim,
Partial & Final Report
Submission with analysis.
Parveen Singh Gulia i) Called Organizations for
ii) Telephonic conversation
at Aviva & NIC
Gaurav Gangwar i) Made Cold call at TATA-
AIG and also contributed
in the analysis
Divya Garg i) Cold call at TATA – AIG.
ii) Inputs in Questionnaire
iii) Contributed in analysis of
Prerna Kaul i) Inputs in Questionnaires
SAMPLE QUESTIONNAIRES ARE ATTACHED
1- FOR EMPLOYEES
2 - FOR HR MANAGERS
LAL BAHADUR SHASTRI INSTITUTE OF MANAGEMENT
Dear Sir/Ma’am, we are the students of LBSIM .We are conducting a survey for project on overall
training and development (T & D) practices and career progression in Insurance sector organisations.
We assure you that the data provided by you will only be used for the academic purpose.
1. The overall experience of the training programmes was
Excellent Very Good Good Average Below Average
□ □ □ □ □
2. The timings of training were convenient
Strongly Disagree Somewhat Disagree Neutral Somewhat Agree Strongly Agree
□ □ □ □ □
3. What do you think could have been better?
Technique CultureInteraction Mentors Place
□ □ □ □
4. Do you think that this programme will help boosting your career graph?
5. Are you able to increase customer satisfaction after these programmes?
No impact Marginally increased Satisfactorily Increased Marginally Decreased
□ □ □ □
6. In what situations generally a Training & Development Programme is conducted?
New Policy Announcement Periodically Depending on the need of the hour
□ □ □
When Competition increases Other (Please Specify)
7. Generally what is the main agenda of the T&D Programme?
Customer Satisfaction Boost in Sales Overall performance appraisal Other
□ □ □ □
8. What is mode of training:
Classroom Real Life Any other (Please Specify)
□ □ □
LAL BAHADUR SHASTRI INSTITUTE OF MANAGEMENT
Dear Sir/Ma’am, we are the students of LBSIM .We are conducting a survey for project on
overall training and development (T & D) practices and career progression in Insurance sector
organisations. We assure you that the data provided by you will only be used for the
1. What are the recent training and development programmes undertaken by the organisation?
2. With what objective was the programme designed?
3. What was the target population for the programme?
4. What does the organisation expect from its employees after the training and development programme is
5. What kind of training programme would the company prefer and in what situation?
6. What were the problems faced by the employees and organisation during the course of the T&D